02-1041Council File # b�. � 10�,
Green Sheet # 2U4178
RESOLUTlON
OF SAINT PAUL, M{NNESOTA l�
Fresented by_
Referred To
Committee Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2002 through December 31, 2003 Agreement between the City of Saint Paul and the International
3 Association of Fire Fighters, AFL-CIO Loca121.
Requested by Department of:
by Council Secretary
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Mayor: Date ��'�G
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Adopted by Council: Date `v �. 4p �p p�.�
�'fice of Labor Relations
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DEPARTME
LABOR RELATIONS
CONTACT pERSON & PHONE:
TBRRY HALTINER 266-8897
�f[JST BE OP] COI7[�iCII, AGENDA BY (DATE)
TOTAI, # OF SIGNATURE
DATE INITTATED GREEN SHEET rto.:2o41�s 0�,—�p�{
October 25, 2002 `
p INiTLV.Na'i'E mnYnLDnTE
ASSIGN i DEPARTMEN'( D� 4 CLTY COUNCII.
NUMBER 2 CITY AITORNEY C11Y CLERK
FOR BUIXi£C DIR FIN. & MGT. SERVICE D1R
ROUTIlVG 3 MAYOR (OR ASST.)
ORDER
ALL LOCATIONS FOR SI�ATURE)
ncrtox �QUESrF;n: This resolution approves the aitached January 1, 2002 — December 31, 2003 Agreement between
the City of Saint Paul and the Internarional Association of Fire Fighters, AFL-CIO Loca121.
RECOMMENDAITONS: Approve (A) ot Reject (R)
_PLANNING COMMISSION CIVII, SERVICE COMhIISSION
_CIB COM��IITTEg
STAFF
DISTRICT COURT
SUPPORTS WHICH COUNCII, OBJECTNE?
PERSONAL SERVICE CONTRACTS MUST ANSWER T'HE FOLIAWING
QUESTIONS:
1. Has Uus Personffvm ever worked under a contract for this departrnenY?
Yes No
2. Has this person/firm ever been a city employee? '
Yes No
3. Dces this person/fim� possess a sldll not noanally possessed by any current city employee?
Yw No
Explain a11 yes answers oo separate sheet and attach to green sheet
INIT7ATING PROBLEM, ISSUE, OPPORTUNITy (Who, Whay When, wne�e, wnY>: The A�eement with International Association of
Fire Fighters AFL-CIO Loca121 expired Aecember 31, 2001. The Ciry is required to negotiate with the Bazgaining
Unit.
nnvnrvT.aces iF nrrxoven: An Agreement reached through good faith collective bazgaining will be in place through
December 31, 2003.
D[SADVpNTpGES IF APPROVED: N0112.
� DISADVANTAGES IF NOT APPROVED: �1C Clf� WOUICI b2 IeCjU1LeC1 t0 ICOperi rieg011ahOriS W1f11 �CI10 B3ig31ri1Rg Urilt. �'11S
would strain the relationship with the Bargaining Unit.
TOTAL AMOUNT OF TRANSACTION: $
FUNDING SOURCE:
FINANCIAL INFORMATION: (EXPLAIl�
COST/REVENUE BUDGETED:
ACTIVT �
Sl,� K ��
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ATTAC�IlVIENT TO 'TI� GREEN SHEET
The International Associafion of Fire Fighters, AFI.-CIO Local 21
Below is a summary of the changes in the Collective Bargainiug Agreement between the City
and the International Association of Fire Fighters, AFL-CIO Loca121. The new contract is for
the period of January 1, 2002 through December 31, 2003.
Wages:
2002: 3.2°/a
2003: 3.1%
Health Insurance:
2002: Single $276.65 per month
Family $481.24 per month
2003: Single $259.72 per month, plus an amount equal to 2003 single health insurance premium
increase up to forty-five doilazs ($45.00) per month. If the 2�03 premium increase is over
forty-five dollars ($45.00), the Employer will contribute 50% of the amount over forty-
five dollars ($45.00).
Family $481.24 per month, plus 65% of the family premium increase in 2003 up to $71.50
per month. If the 2003 family premium increase exceeds $110.00 per month, the City will
pay 40% of the excess increase.
The single contribution is frozen for 2002. Language regarding the averaging of premiums for
multiple plans was added.
Seniority
Employees in the rank of Fire Equipment Officer and Fire Captain will retain such rank if
temporarily assigned to previously held lower titles.
Exchange of Tour of Duty
Reference to Federal statutes enabling the exchange of tours of duty was added.
Tour of Duty Holiday:
Housekeeping of article to delete obsolete dates and language.
Attachment to the Green Sheet
aa-1o4�
The International Association of Fire Fighters, AFL-CIO Loca121
Page 2
Vacafion/Holiday:
Updating of language for ease of readability and calculauon of earned hours. All vacation
and holiday hours aze placed into single total accumulation of hours which more
accurately reflects the current process used within the department. No change to total
number of eamed hours. Secondary chart created and placed in to the contract as
Appendix C for ease of employee determination of earned vacationTholiday hours.
Fire Fighting Equipment
Update list of personal protective equipment to be NFPA compliant.
City.lVIileage
Reimbursement will now be made at the TRS rate.
Premium for Paramedic and EMTA assignments:
Change from flat dollar amount to equivalent percentage rate for administrative ease.
Retroactivity
Retroactive pay adjustments shall apply only to those members active on the payroll as of
the date of signing of the contract.
The contract includes other changes to contract language which are basically of a housekeeping
nature for clarification and clean up.
G:\S hazed\LRCOMMOMCONTRACTFIRE�2002-2003\�eenattach.wpd
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` AGREEMENT _
� - _ . � � � - between - - � � � -� � .
� _ - � � � � TH� �GiT� OF� SAINT PAUL �� �; � �
; � � � � _. � ; � . �and�-� � � _ � � �
' TF�E I�TERNATIO�TAL ASSOCIAT`ION UF �'IItE .�IGI�TERS ` - .
� � � - � � _ � °A�L-C�O;�OC��,:�1 � _ -� � , � �
� ��. �_ � " � - � � � �_ � . � -
� ARTICLE
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INDEX
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TITLE PAGE
Preamble ................................................. ii
1 Purpose ....................................................1
2 Definitions .................................................1
3 Recognition ................................................2
4 Security ...................................................3
5 Employer Authority ..........................................3
6 Employee Itights - Crrievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 3
7 Saving Clause ...............................................6
8 Position Openings ...........................................7
9 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
10 Seniority ...................................................7
I1 Overtime .................................................il
12 Ca1lBack .................................................11
13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
14 Insurance .................................................12
15 Exchange of Tours of Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
16 VacationlHolidays ..........................................18
17 Tour of Duty Holiday . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
18 Volunteerism and/or Outside Employment . . . . . . . . . . . . . . . . . . . . . . . 20
19 Sick Leave and Pazental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..20
20 Fire-Fighting Equipment . . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . . . . . 21
21 Station Supplies ............................................21
22 Telephones ................................................22
23 Wage Schedule ............................................ .22
24 Uniform Ailowance .........................................22
25 LegalService ..............................................22
26 Severance Pay .............................................23
27 Incapacitation ..............................................24
28 City Mileage ...............................................25
29 Paid Time Off For Negotiations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
30 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
31 Premium Pay for Paramedic and EMTA Assignments . . . . . . . . . . . . . . 26
32 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
33 Discipline .................................................30
34 Tuition Reimbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
35 Duration of Agreement ......................................31
Appendix A .............................................. A1
Appendix .............................................. Bl
Appendix .............................................. Cl
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PREAMBLE
This Agreement between the City of Saint Paul, hereinafter referred to as the
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Employer, and the International Association of Fire Fighters AFL-CIO L,oca121, hereinafter
refened to as the Union. The Employer and the Union concur that this Agreement has as its basic
objective the promotion of the mutual interests of the City of Saint Paul and its employees to
provide the highest level of services by methods which will best serve the needs of the generai
public.
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� ARTICLE 1 - PURPOSE
11 The Employer and the Union agree that the purpose of entering into this Agreement is to:
1.1(1) Achieve orderly and peaceful relations.
1.1(2) Establish the full understanding of the parties conceming terms and conditions of
this Agreement.
1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the
applicaUon or interpretation of this Agreement.
I.I (4) Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 - DEFINITIONS
2.1
2.2
� 23
2.4
2.5
2.6
2.7
Union: Intemational Association of Fire Fighters AFL-CIO Loca121.
Employer: The City of Saint Paul.
Union Member: A member of the International Association of Fire Fighters AFL-CIO
Local 21.
Employee: A member of the exclusively recognized bazgaining unit.
Vacancy: As determined by the department head, a funded position opening in a class
specified in Article 3.2.
Position: Any specific office, employment or job in the Fire Department in a class
specified in Article 3.2.
Tour of Duty:
A. For a fifty-six (56) hour work week employee:
The performance of job duties and acceptance of the responsibilities of a position
for a consecutive and uninterrupted twenty-four (24) hour period from 8:00 a.m.
on a calendaz day to 8:00 a.m. on the following calendaz day.
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ARTICLE 2 - DEFINITIONS (Continued)
B. For a forty (40) hour work week employee:
The performance of job duries and acceptance of the responsibilities of a position for a
consecutive and uninterrupted eight (8) hour period within a calendar day.
2.8 Seniority: An Employee's length of continuous employment in the Employer's Fire
Department.
2.9 Department: The fire department of the City of Saint Paul as established and amended
from time to time pursuant to Secfion 9.01 of the City Charter.
2.10 Overtime: Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.11 Overtime Pay: Overtime pay for the purposes of Articles 11 and 12 will be based on a
fifty-six (56) hour work week.
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>2.12 VVork Week: The work week for employees working twenty-four (24) hour tours of duty
will be an averaged fifty-six (56) hour per calendar week. The work week for employees
working twelve (12) or less hour tours of duty will be forry hours per calendar week. �
2.13 Call Back: A call to report for work by the Employer during an Employee's scheduled
off time.
ARTICLE 3 - RECOGNTTION
3.1 The Employer recognizes the Union as the exclusive representative for the purpose of
meeting and negotiating the terms and conditions of employment for all eligible
personnel under Minnesota Statutes.
3.2 Job classes which aze within the bazgaining unit and covered by this Agreement are as
foilows:
Emergency Medical Services Coordinator
Fire Captain
• Fire Equipment Operator
Fire Fighter
" Fire Training Assistant
Fire/Arson Investigator
3.4 In the event the Employer and the Union aze unable to agree as to the inclusion or
exclusion of a new or modified job position, the issue shall be submitted to the Bureau of •
Mediation Services for detemunation.
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� ARTICLE 4 - SECURITY
4.1 The Employer shall deduct from the wages of Employees who authorize such a deduction
in writing an amount necessary to cover monthly Union dues and assessments. Such
monies shall be remitted as directed by the Union.
4.2 The Union may designate Employees from the bazgaining unit to act as stewazds and
shall inform the Employer in writing of such choice.
43 The Employer shail make space available on builetin boards for posting Union notice(s)
and announcement(s).
4.4 The Union agrees to indemnify and hold the Employer harmless against any and ail
claims, suits, orders or judgments brought or issued against the city as a result of any
action taken or not taken by the city under the provisions of this article.
ARTICLE 5 - EMPLOYER AUTAORITY
5.1 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officialiy abridged, delegated or
� modified by this Agreement are retained by the Employer.
ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
6.1 Definition of Grievance
A grievance is defined as a dispute or disagreement as to the interpretation or application
of the specific terms and conditions of this Agreement. It is specifically understood that
any matters governed by civil service rules or statutory provisions shall not be considered
grievances and subject to the grievance procedure hereinafter set forth. No disciplinary
action which may be appealed to a civil service authority will be considered a grievance
and subject to the grievance procedure herein.
6.2 Union Representatives
The Employer will recognize Employee Representatives designated by the Union as the
grievance representatives of the bazgaining unit having the duties and responsibilities
established by this Article. The Union shall notify the Employer in writing of the names
of such Union Representatives and of their successors when so designated. The
Employer shall norify the Union in writing of the name or names of the Employer's
grievance representatives and of their successors when so designated.
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ARTICLE 6- EiVIPLOYEE RIGHTS - GRIEVANCE PROCEDURE �
(Continued)
63 Processing of Grievances
It is recognized and accepted by the Union and the Employer that the processing of
grievances as hereinafter provided is lnnited by the job duties and responsibilities of the
Employees and shali therefore be accomplished during normal working hows only when
consistent with such Employee duties and responsibilities. The aggrieved Employee and
the Union shatl be atlowed a reasonable amount of time without loss of pay when a
grievance is investigated and presented to the Employer during normal working hours
provided the Employee and the tFnion have notified and received the approvai of the
designated supervisor who has determined that such absence is reasonable and would not
be detrimental to the work programs of the Employer.
b.4 Procedure
Grievances, as defined by Section 6.1, shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violarion conceming the interpretation or application of
this Agreement shall within twenty-one (21) calendar days after such aileged
violation has occurred present such grievance in writing to the Employee's �
superviosr as designated by the Employer. TheEmployer-designated
representative will discuss and give an answer in writing to such Step 1 grievance
within ten (10) calendaz days after receipt.
A grievance not resolved in Step I and appealed to Step 2 shail be pIaced
in writing by the Union setting forth the nature of the grievance, the facts
on which it is based, the provision or provisions of the Agreement
allegedly violated, the remedy requested, and shall be appealed to Step 2
within ten (10) calendaz days after the Department-designated
representative's final answer in Step 1. Any grievance not appealed in
writing to Step 2 by the Union within ten (10} calendar days shall be
considered waived.
Step 2: If appealed, the written grievance shall be presented to and discussed with the
Employer-designated Step 2 representative. The Employer- designated
representative shall give the Union the Employer's Step 2 answer in writing within
ten (I O) calendaz days after the receipt of such Step Z grievance. A grievance not
resolvec3 in Step 2 may be appealed to Siep 3 by the Union within ten (10}
calendar days following the Employer designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the Union within ten
(10) calendaz days shall be considered waived.
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� ARTICLE 6- EMPLOYEE R.IGHTS - GRIEVANCE PROCEDURE
(Continued)
Optional Mediation Step
l. If the grievance has not been satisfactorily resolved at Step 2, either the Union or
the Employer may, within ten (10) calendar days, request mediation. If the parties
agree that the grievance is suitable for mediation, the parties shall submit a joint
request to the Minnesota Bureau of Mediation Services for the assignment of a
mediator. Grievance mediation shall be completed within ihirty (30) days of the
assignment.
2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance arbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to azbitration shall be delayed for the period of inediation.
3. The grievance mediation process shall be informai. Rules of evidence shali not
apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportunity to present the evidence and azgument to support their
case. The mediator may meet with the parties in joint session or in separate
� caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an azbivator
might rule in this case.
The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the
outcome. Unless the parties agree othenvise, the outcome shail not be
precedential.
6. If the grievance is not resolved and is subsequently moved to azbitration, such
proceeding shail be de novo. Nothing said or done by the parties or the mediator
during grievance mediation with respect to their positions conceming resolution
or offers of settlement may be used or xeferred to during azbitration.
Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be submitted to
azbitration by the Union subject to the provisions of the Public Employment
Labor Relations Act of 1971 as amended. The selection of an arbitrator shall be
made in accordance with the "Rules Goveming the Arbitration of Grievances" as
established by the Bureau of Mediation Services.
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE �
(Continued)
b.5 Arbitrator's Authority
A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or
subtract from the terms and conditions of the Agreement. The azbitrator shall
consider and decide only the specific issue(s) submitted in writing by the
Employer and the IJnion, and shall have no authority to make a decision on any
other issue not so submitted.
B. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
ruies, or regulations having the force and effect of law. The azbitrator's decision
shali be submitted in writing within thirry (30) days foltowing close ofthe hearing
or the submission of briefs by ihe parties, whichever is later, unless the parties
agree to an extension. The decision shali be based solely on the arbitratoi s
interpretation or application of the express terms of the Agreement and to the facts
of the grievance presented.
C. Ttte fees and expenses for the atbitrator's services and proceedings shatl be borne �
equally by the Employer and the Union provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record. If both parties desire a verbatim record
of the proceedings, the cost shall be shared equalty.
6.6 Waiver
If a grievance is not presented within the time limits set forth above, it shall be considered
"waived". If a grievance is not appealed to the next step within the specified tune limit or
any agreed exiension thereof, it shall be considered settled on the basis of the Empioyer's
last answer. If the Employer does noY answer a grievance or an appeal thereof wiihin the
specified time limits, the Union may elect to treat the grievance as denied at the step and
immediately appeal the grievance to the nea�t step. The time limit in each step may be
extended by mutual written agreement of the Employer and the Union ia each step.
ARTICLE 7 - SAVINGS CLAUSE
7.1 In the event any provision of this Agreement shall be held to be contrary to law by a court
of competent jurisdicrion from whose final judgment or decree no appeal has been taken
within the rime provided, such provisions shall be voided. All other provisions shall
continue in full force and effect. The voided provisions may be renegotiated at the �
request of either party.
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� ARTICLE 8 - POSITION OPEivINGS
8.1 To expedite the filling of vacancies under civil service procedures, the head of the
department or designated representative will:
8.1(1) Make requisition for certification of eligibles to fili a vacancy within fifteen (15)
days after determining that a vacancy exists.
8.1(2) Within fifteen (15) days after the department head has met with the certified
eligibles, he will fill a vacancy.
8.1(3) If no eligibility list is in effect when a vacancy occurs, the department head shall
within fifteen (15) days tequest the appropriate civil service o�cials to conduct
an examination for the purposes of establishing an eligibility list.
ARTICLE 9- WORKING OUT OF CLASSIFICATION
9.1 Any Employee required by the Employer to perform the work duties and accept the
responsibilities of a higher class, will receive the rate ofpay for that class for the entire
tour of duty, provided that the Employee performs these duties for at least tweive (12)
� hours of the tour of duty. It is understood that the higher rate shall not apply when an
Employee works in the higher class for less than twelve (12) hours of the tour of duty.
ARTICLE 10 - SENIORITY
] 0.1 Department Seniority.
For the purposes of this Agreement department seniority shail be defined as the length of
continuous and uninterrupted employment in the fire departtnent.
10.2 Seniority Lists.
The department shall maintain at all times during ihis Agreement seniority lists by
department.
103 Loss of Department Seniority.
An Employee will lose acquired depattment seniority in the following instances:
103(1)Resignation
10.3(2)Dischazge
10.3(3)Retirement
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ARTICLE 1Q - SENIORITY (Continued)
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10.5
Work Force Reduction.
In the event of a reduction in the department work force, such reduction shall occur on the
basis of seniority in the department.
Reduction in Rank.
Reduction in rank shail be in accordance with the Civit Service Rules as of June 30,
1973. (Except as indicated below)
10.5(1)
10.5(2)
10.5(3)
10.5(4)
Reduction in rank for periods up to but no more than 30 consecutive
calendaz days will be by platoon seniority.
Reduction in rank for more than 30 consecutive calendar days shali be in
accordance with the Personnel Rules as of June 30, 1973.
There wili be a minnnum of 3.6 regulaz Fire Captains appointed for each
engine, squad and ladder company.
There will be a m;n;mum of 3.6 regular Fire Equipment Operators
appointed for each engine, squad and ladder company.
10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall
below minimum requirements (3.6 per posirion), the Chief of the Fire
Departrnent will use ea�isting eligibility lists to fill vacancies within 15
caIendaz days.
10.5(6)Short Term Demotion:
The employee demoted goes to the last rank held and is assigned to the
pool.
Vacation selections wilf not be affected by short term demotion (i.e., Fire
Captain demoted for short term to Fire Fighter will reYain his vacation
selection in the F'ue Captaia raak.)
Employees who have attained the rank of Fire Equipment Operator (FEO)
or Fire Captain as designated in articles 10.5(3) and 10.5(4) will retain
such rank and pay when temporarily re-assigned to duties in a previously
held Iower title.
10.5(7) All promoted personnel wiIl be designated a platoon regazdless of
assignment. Such platoon assignment will detemune their seniority to be
followed in cases of reduction in accordance with Section 10.51.
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� ARTICLE 10 - SENIORITY (Continued)
10.6 Job Transfer by Bid System
The Employer and the Union recognize the principle of seniority. In the event of a job
opening due to the promotion, transfer, demotion, retirement or demise of an employee,
which the employer detemunes should be filled by a lateral transfer, such transfer shall be
made in accordance with the following provisions. Only employees with a minimum of
two (2) calendar yeazs service with the St. Paul Fire Departlnent may bid under this
section.
10.6(I) All positions to be filled by laterai transfer shall be announced by bulietin,
which shall be posted for a period of thirty (30) days prior to the date
service is to commence in the vacant position. Such positions shail be
considered open for written bid for the thirty (30) day period.
10.6(2) For the convenience of the employer, temporary assignment to a vacant
position may be made during the thirty (30) day period for which the
position is open for bid. Any such temporary assignment, however, shall
not be of a duration in excess of two (2) days beyond the expiration of the
thirty (30) day bid period.
10.6(3) Employees who desire bulietined positions shall file written applications
� therefor not later than 2400 hours on the date of expiration of the bid
period. Such applications shall be filed by delivery to the employee's
Union officer of the original and one copy of the application, both of
which shall be time stamped when received. The Union officer shall be
responsible for delivering the origina] application to the employer and all
such applications shall be so delivered not later than 1630 hours on the day
following the close of the bid period.
10.6(4) Assignment to positions for which bids have been received shall be made
not later than the second day following the close of the bid period
10.6(5) In the event one or more employees submit bids for the same position, the
position shall be filled in accord with the following:
a) Except in those cases contemplated by subpazagraph (b), below, the
bidding employee with the greatest seniority shall be transferred to fili the
position. Provided, however, that in the event that the employer
determines that transfer of the most senior applicant or less senior
applicant(s) is not in the best interest of the Department, another employee
may be transfeaed to fill the position. In every such case, however, the
employer shall provide to the most senior bidder and any other
unsuccessful less senior bidder(s) a written statement of the reasons and
� factual basis on which the decision not to transfer him to fill the position
was based.
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ARTTCLE 10 - SENIORITY (Continued)
b) In cases where the position to be filled by Iateral transfer is such that a
paramedic who bid therefore would, if transfened to fiIl tiie position, be
enabled to make Use of his paramedic skilts and training, the employer
may transfer the most senior paramedic who bid to fil] the posirion without
regazd to the seniority of other applicants.
10.6(6) In the event no bid is received for a posted po"sition, the employer may
offer the position to any employee or transfer the most junior employee on
the seniority raster to fill the position, or relist on subsequent buiietin.
10.6(7) When an employee bids for and is awarded a bulletined position and in the
event the employer determines that the employee's former position is to be
filled by lateral transfer, the employee's former position shall be filled in
accordance with the terms set forth above.
10.6(8) Employees who have bid for and been awazded a bulletined posirion shall
not be permitted to bid for the vacancy created by their transfer until that
vacancy has been fiiled at least once in the manner set forth herein.
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10.6(9) Assignment to positions on the rescue squads shall be made in the S
following manner:
a) When a vacancy for Captain occurs, the posirion shatl be posted with the
other normal vacancies. The Employer shall f ll the position with any
Captain that has bid for the position without regazd to seniority.
b) When a vacancy for Fire Equipment Operator occurs, the normal bid
procedure shall be used.
c) Three Firefighter positions wilt be assigned on each rescue squad. Each
Firefighter assigned to one of these posiiions will remain for a maYimum
of five years. When a vacancy for Firefighter is filled, the position shall
be posted with the other normal vacancies. The Employer shall fill the
position with any Firefighter that has bid for the position without regard to
seniority.
,10.7 In the event that an emptoyee bidding on a vacancy in a Hazardous Materials Response
Unit does not have the reqtured Hazar@ous Material certification at the time of
assignxnent, he/she shall obtain such certification by satisfactorily completing the nea�t
available training session offering such certification.
�
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� ARTICLE 11 - OVERTIME
111 Empioyees required to work hours in excess of their assigned tour of dury will be
compensated at the rate of one and one-half (1.5) times the Employee's normal rate in
cash or in compensatory time at the option of the Employer.
11.2 (a) Empioyees working a forty (40) hour work week may accumulate up to a
maYimum of forry (40) hours of compensatory time.
(b) It is also agreed that Fire Prevention Bmployees may accumulate up to a
maYimum of fifty-six (56) hours of compensatory time. It is understood that
compensatory time shall be scheduled only with the prior approval of
management, and that such time shall not be scheduled so as to interfere with
operations. Such time shali normally be scheduled in eigHt (8)-hour segments,
except that Fire Prevention Employees may, with the approva] of the Fire Chief,
take time off in four (4)-hour segments.
ARTICLE 12 - CALL BACK
12.1 Employees required to report for work by the Employer during scheduled off-duty time
v,rill be compensated at the rate of one and one-half (1.5) times the Employee's normal
hourly rate. The minimum payment under this Article will be four (4) times the
� Employee's houriy rate. An early report of two (2) hours or less or an extension of a
normaliy scheduled tour of duty shall not qualify an Employee for this minimum
papment.
12.2 Employees required to appeaz in court during scheduled off-duty time wi11 be
compensated at the rate of one and one-half (1-1/2) times the employee's normal hourly
rate for hours worked with a minimum of four (4) hours at the employee's normal hourly
rate. The minimum of four (4) hours shall not apply when such court time is an extension
of or an eazly report to a scheduled shift.
123 Employees required to stand-by for court appeazance during scheduled off-duty time will
be compensated for a minimum of two (2) hours based on the empioyee's normal hourly
rate for each day he is required to stand-by, but such compensation shall not apply where
the employee is called to court for an appeazance on the case subject to the stand-by
request or for any other case. The two hour minimum compensation for stand-by shall
not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of the
preceding day. Unless notified to the contrary, stand-by status shall continue for a
ma�cimum of two consecutive days, at which time the employee shall be required to
contact the City or County trial lawyer or his secretary in chazge of scheduling by 1600
hours the day foliowing initiation or stand-by status, who wiil then continue or cancel
stand-by status as required and maintain an appropriate record of such notification.
12.4 The normal hourly rate for purposes of call back or stand-by compensation shall be based
� upon the provisions of Articie 2 of this Agreement.
11
ARTICLE 13 - MILITARY LEAVE OF ABSENCE
13.1 Pay Allowance
�
Any Employee who shall be a member of the National Guard, the Naval Militia or any
other component of the militia of the state, now or hereinaf[er organized or constituted
under state or federal law, or who shall be a member of the Officer's Reserve Corps, the
Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other
reserve component of the military or naval force of the United States, now or hereafter
organized or constituted under federai law, shall be eniided to leave of absence from
employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or
other benefits for all the time when such Employee is engaged with such organization or
component in training or active service ordered or authorized by proper authority
pursuant to law, whether for state or federal purposes, provided that such leave shall not
exceed a totat of fifteen (25) days in any calendaz yeaz and further provided tiiat such
leave shall be allowed oaly in case the required military or naval service is satisfaciority
performed, which shall be presumed unless the contrary is established. Such leave shall
not be allowed unless the Empioyee (1) retums to his position immediately upon being
relieved from such military service and not later than the expiration of the time herein
limited for such leave, or (2) is prevented from so retuming by physical or mental
disability or other cause not due to such Employee's own fault, or (3) is required by
proper authority to continue in such military or naval service beyond the time herein
limited for such leave. �
13.2 Leave Without Pay
Any Employee who engages in active service in time of war or other emergency declazed
by proper authority of any of the mititary or navat forces of the state or of the United
States for whick leave is not otherwise allowed by taw shall be entitled to 2eave of
absence from employment rvithout pay during such service with right of reinstatement
and subject to such conditions as aze imposed by law.
133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota
Statutes, Section 192, as amended from time to time and sha[I confer no additional
benefts otherthan those granted by said statute.
-" ARTICLE 14 - INSURANCE
14.1 Plans
The insurance plans, premiums for coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlIed by the contracts negotiated by
the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agee to accept any changes in benefiu which a specific
provider implements. If in any yeaz the number of plans increases, the increase will be �
based on the avernge premium.
12
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� ARTICLE 14 - INSURANCE (Continued)
14.2 Definition of Full-Tune
Eligibility for full-time benefits is defined as appearing on the payroll an average of at
least siarty-four (64) hours per biweekly pay period for the tweive (12) month period
preceding the annual open enrollment or speciai enrollments or the employment period
preceding initial eligibility.
14.3 Health Insurance Contribution, 2002
143(1) Effective for the January, 20Q2, insurance coverage, the Employer agrees
to contribute $276.65 per month to eligible employees who select singie
health insurance coverage.
143(2) Effective for the 7anuary 2002 insurance premiums, for each e3igible
employee covered by this agreement who is employed full time and who
selects family health insurance coverage provided by the employer, the
Employer will contribute the 2002 contribution ($435.35 per month) plus
60% of the family premium increase in 2002 up to sixty dollazs ($60.00)
per month. If the 2002 family premium increase exceeds $100.00 per
� month the City wiii pay 40% of the excess increase. [Because the 2002
family premium increase was $76.49 per month, the City will contribute
6Q% ($45.89) of that amount per month for a total monthly 2002 family
contributaon of $481.24]
14.4 Health Insurance Contribution, 2003
14.4(i ) Effective for the 7anuary, 2003 insurance premium, for each employee
covered by this agreement who is employed full time and who selects
single emp]oyee health insurance coverage provided by the Employer, the
Employer agrees to contribute the 2002 premiwn ($259.72 per month)
plus any increase in the 2003 single health insurance premium up to forty-
five ($45.00) per month. If the single health insurance premium increase
for 2003 exceeds forty-five ($45.00) dollazs per month, the Employer
agrees to contribute 50% of the amount over forry-five ($45.OQ) dollazs per
month.[Note: Because the amount of the 2Q02 single insurance premium
($259.72} was less than the Employer's 2002 contribution of $276.65,
only a portion of the $45.00lmonth increase for 2003 reflects new money
to the bazgaining unit.J
�
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ARTICLE 14 - INSURANCE (Continued)
14.4(2) Effective for the January 2003 insurance premiums for each eligible
employee covered by ttus agreement who is emptoyed fu11 time and who
selects family heaitii insurance coverage provided by the Employer, the
EmpIoyer agrees to contribute an amount equal to the 2002 family
contribution [$481.24 per month minus $330 because the contribution for
life insurance is moved to Article 14.5] plus 65% of the family premium
increase in 2003 up to $71.50 per month. If the 2003 family premium
increase exceeds $110.00 per month, the City wil] pay 40% of the excess
increase.
14.5 Cafeteria Ptan Requirements
Effective in 2002 under the Cafeteria PIan, full-time, benefit eligibie employees (i.e. 40
hrs/payperiod or more} must seIect at Ieast single health insurance coverage and $10,000
life insurance coverage. In 2002, the City wilI contribute the cost of the $10,000
mandatory life insurance as pazt of the insurance contribution described in Article 14.4.
In 2003 the City's contribution to the $10,000 mandatory life insurance will be a stand-
alone contribution sepazate from the health inswance contribution described in Article
14.4(2).
�
14.5(1) Employees who elect to waive the City contribution for health insurance �
may waive participation in the health insurance plan and shall not be
eligible for life insurance benefits nor shall they be eligible to participate
in any optional iasurance coverages or flexible spending accounts.
14.5(2) However, an employee whose spouse is also employed by the City of
Saint Paul, and is eligibie to participate in the City's healtii insurance plan,
will not be required to seiect mandatory fiealth insurance coverage as long
as one of the spouses is participating in the City's insurance plan with
famiIy coverage. The mandatory life insurance continues to apply. In this
event, $225.00 per month shall be eligible for payment as unused benefit
dollars.
14.5(3) Effective for 2002 only, for employees selecting single health insurance,
the amount etigible for payment as unused benefit dollars shall be the
actual cost of the single health insurance premium, less the cost of the
monthly ]ife in�„ra„ce premium. Any unused portion of the Employer s
contribution, for which an employee is eligible, is defined as unused
benefit dollars, not salary, and shall be paid to the employee as taxable
income. Such payment shall be made during the month of December for
the insurance year.
�
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� ARTICLE 14 - INSURANCE (Continued)
14.6 Flexible Spending Account
Under the Cafeteria Plan, employees covered by this agreement wiil be eligible to
participate in the Flexibie Spending Accounts offered by the Employer. The service fee
charged for empioyees participating in the Dependent Care Account will be paid by the
Employer. The service fee for employees participating in the Medical Expense Account
will be paid by the Employer.
Survivor Insurance
14.7 In the event of the death of an acfive employee, the dependents of the employee shall
have the option, within thirty (30) days, to continue the current hospitalization and
medical benefits, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer contribution
applicable to eligibie eazly retirees. The date of death shali be considered to be the date
of retirement.
In the event of the death of an early retiree or a regulaz retiree, the dependents who were
dependants of record at time of retirement, shall have the option, within thirty (30) days,
to continue the current hospitalization and medical benefits which said dependents
previously had, at the premium and Employer contribution aceorded to the eligible
� deceased retiree.
In the event of the death of an employee killed in the line of dury, the Empioyer will
contribute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An eligible dependent who is not enrolled in the City's health
insurance program at the time of the employee's death wiil have an option to enroll at the
next annual open enrollment period.
It is further understood that coverage shall cease in the event of:
14.7(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
14.7(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. ln this event, however, the survaving spouse or dependent shall
have the right to maintain City health insurance for the first ninety (90)
days of said employment.
i
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ARTICLE 14 - INSURANCE (Continued)
Retiree Insurance
14.8 Employees who retire must meet the following conditions in order to be eligible for the
Employer contributions lisied in Articles 14.9 through 14.12 below toward a health
insurance plan offered by the Employer:
14.8(1}
14.8(2)
Be receiving benefits &om a public employee retirement act covering
employees of the Ciry of Saint Paut at the time of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans,and
�
14.8(3) Have completed at least twenty (20) years of service with the City of Saint
Paul excluding service with Independent School District 625 for
employees lured after September 1, 1995 or be receiving a disability
pension from a public employee retirement act covering employees of the
City of Saint Paul and
14.8(4)
Have severed his(her relationship with the City of Saint Paul for reasons
other than an involuntary ternunation for misconduct.
�
Earl�� Retirees
14.9 This Article shall apply to employees who:
14.9(1) Were appointed on or before December 31, 1995, and
14.9(2) Have not attained age 65 at retirement, and
14.9(3) Meet the terms set forth in Article 14.6 above, and
14.9(4) Select a health insurance plan offered by the Employer.
Until such retirees reach sixty-five (65) yeazs of age, the Employer agees to contribute a
m�imum of $350.00 per month toward the premium for singte or family hea2th
insurance coverage.' Any unused portion of the Employer's contribution shall not be paid
to the retiree.
When such early retiree attains age 65, the provisions of Article 14.11 shall apply.
14.10 This Article shall apply to employees who:
14.10(1) Were appointed on or after January 1, 1996, and
14.10(Z) Have not attained age 65 at retirement, and
14.10(3) Meet the terms set forth in Article14.8 above, and
I4.10(4) Select a heatth insurance plan offered by the EmpIoyer.
•
26
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� ARTICLE 14 - INSURANCE (Continued)
Until such retirees reach sixty-five yeazs (65) 6f age, the Empioyer agrees to contribute a
maximum of $300.00 per month towazd the cost of single or family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to the
retiree.
When such early retiree attains age 65, the provisions of Article 14.12 shall apply.
Regular Retirees (Age 65 and over)
14. ] 1 This Article shall apply to employees who:
14.11(1) Were appointed prior to January 1, 1446, and
14.11(2) Have attained age 65 at retirement, and
14.11(3) Meet the terms set forth in Article14.8 above, and
14.11(4) Select a heaith insurance plan offered by the Employer.
The Employer agrees to contribute a ma�cimum of $550.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Empioyer's contribution shall not be paid to
the retiree.
� This Article shall also apply to eazly retirees who retired under the provisions of Article
14.9 when such eazly retiree attains age 65.
14.12 This Article shall apply to employees who:
14.12(1) Were appointed on or after January 1, 1996, and
14.12(2) Have attained age 65 at retirement, and
14.12(3) Meet the terms set forth in Article14.10 above, and
14.12(4) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a masimum of $300.Q0 per month towazd the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Empioyer's contribution shall not be paid to
the retiree.
This Article shali also appiy to eazly retirees who retired under the provisions of Article
14.9 when such auly retiree attains age 65.
14.13 The contributions indicated in Article 14 shall be paid to the Employer's third party
administrator or designated representative.
r1
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ARTICLE 14 - INSURANCE (Continued)
14.14 A retiree's participation in the Ciry's health insurance plan must be continuous.
The retiree must be pazticipating ina City health insurance plan at the time of
retirement. If a retiree chooses not to participate at the time of hislher retirement
or if a retiree discontinues his/her participation at a later date, such retiree will not
be eligible for any future participation or for any Employer contribution.
ARTICLE 15 - EXCHANGE OF TOURS OF DUTY
;1 S.l Voluntary exchanges of tours of duty shall be granted only after approval by ihe
° department head or his designated representative.
15.2 No Employee shall be entiUed to working out of classification pay under Article 9 as a
resuIt of any voluntary exchange of tours of duty.
153 All voluntary exchange of tours of duty shall be in accordance with 29 CFR 553.31-
Substitution - section 7(p)(3).
ARTICLE 16 - VACATION/HOLIDAYS
�
16.1 For emptoyees who work a forty hour schedule vacation shail be granted as foltows:
Employees shall be granted in each fiscal year vacation at Yhe rate of two and six-tenths �
(2.6) times �e number of hours designated asthe work week. After five (5) yeazs of
continuous employment in Employer's fire departmeut, Employees shall be granted
vacation at the rate of three and six-tenths {3.6) times the number of hours designated as
the work week. After fifteen (15) years of continuous empioyment in Employer's fire
department, Employees shall be granted vacarion at the rate of four and eight tenths (4.8)
times the number of hours designated as the work week. ARer twenty-five (25)
years of continuous empIoyment in Employer's fire department, Employees shall be
granted vacation at the rate of five (5) times the ntunber of hours designated as the work
week. For 40 hour employees floating holidays aze included in the vacation schedule. For
40 hour employees designated holidays shall be handled in accordance with the Salary
Plan and Rates of Compensation (St. Paul Ordinance No. 6446).
For employees who work a fifty-six (56) hour work schedule vacation shall be granted as
follows: Employees shall be granted in each fiscal yeaz vacation at the rate of four and
six-tenths (4.6) tunes the number of hours designated as the work week. After five (5)
yeazs of continuous empioyment in Employer's fire department, Employees shall be
granted vacation at the rate of five and six-tenths (5.6) times the number of hours
designated as the work week. After fifteen (15) yeazs of continuous employment in
Employer's fire department, Employees shall be granted vacation at the rate of six and
eight-tenths (6.8} times the number of hours designated as the work week. After
twenty-five (25) yeazs of continuous employment in Employer's fire department,
Employees shall be granted vacation at the rate of seven (7.0) times the number of hows
designated as the work week. For 56 hr employees all floating and designated holidays
aze inciuded in the vacation schedule.
�
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ARTICLE 16 - VACATION/HOLIDAYS (Continued)
. The aboee provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H, unless the contract provisions directly
conflict ��ith the Salary Plan. In such cases, the language of the contract shail
supercede/repiace the conflicting language of the Salary Plan.
16.2 The department head may permit Employees to cazry over into the foilowing fiscal year
vacation time equivalent to two work weeks. Vacation schedules shall be fixed by the
department head. An Employee not working full-time shail be granted vacation on a
pro-rata basis.
16.3 Employees separated from employment by reason of zesignation shail be granted such
vacation pay as has been eamed and remains unused at the tune of sepazation, provided
notification of resignation has been sent to the department head, in writing, at least fifreen
(15) calendaz days prior to the date of resignation. Employees separated from
employment by reason of discharge, retirement or death shall be granted such vacation
pay as has been earned and remains unused at the time of sepazation. Employees granted
more vacation time than earned at the time of separation from employment sha11 pay the
Employer for such unearned vacation.
16.4 This article shall noi apply to temporary or emergency employees.
I6.5 For purposes of this article, New Yeazs Day, Memorial Day, July 4` Labor I7ay,
� Thanksgiving Day and Christmas Day aze considered ma}or holidays. Martin Luther King
Day, Presidents Day, Veterans Day and the day after Thanksgiving ate considered minor
holidays.
ARTICLE 17 - TOUR OF DUTY HOLIDAY
17.1 Tour of Duty Holiday
17.1(1) One tour of duty holiday will be provided to Fire Equipment Operators,
Fire Captains, Emergency Medical Services Coordinator, Fire Training
Assistants and FirelArson Investigators.
17.1(2) Employees in the titles listed in Article 171(1 } with a mixumum of I S
yeazs of service will be provided one additional tour of duty holiday.
17. I(3) Employees in the title of Fire Fighter, with a minimum of three (3) years
of service in the Fire Deparnnent, will be provided the tour of duty holiday
listed in 17.1(1).
i
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ARTICLE 17 - TOUR OF DUTY HOLIDAY(continued) �
171(4) A tour of duty holiday may, at the optiott of the employee:(1) be added to
his/her vacation schedule, or (2) the employee may choose to receive
payment at his or her regular rate of pay for the tour of duty holiday.
The Employer must receive and have approved the employee's request for
the tour of duty day as vacation time off by November 15 of each calendaz
yeaz. If the request is noi so received by the Employer, the Employee wili
forfeit his or her option to add the day as vacation.
For Employees who choose the payment option the Employer will make
the payment no later than the last regulaziy scheduled pay day of the
calendaz yeaz.
17.2 For those employees assigned to a work week other than Monday through Friday, the
holiday shall be observed on the calendar date of the holiday.
ARTICLE 18 - VOLUNTEERISM AND/OR OUTSIDE EMPLOYMENT
As a condition of employment, any position represented by the union as covered in the
contract, will be prohibited from membership in any fue depar(ment other than the Saint
Paul Department of Fire and Safety Services. In addition, other outside employment �
related to fire suppression must be approved by the fire chief.
ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE
19.1 As provided in Ciry of Saint Paul Civil Service Rules Section 20. In addition to the
relatives listed in Section 20.B of the Civil Service Rules, accumulated sick leave credits
may be granted in the event of the death of the employee's stepparent or stepchild and one
day of sick leave to attend the funeral of the employee's grandparent or grandchild.
192 If an employee has an accumulation of sick leave credits in excess of one-hundred and
eighty days, he may convert any part of such excess to vacatiott at the rate of one-half
day's vacation for each day of sick leave credit. No emptoyee may convert more than ten
(10) days of sick leave in each fiscal year under this provision.
19.3 In the case of a serious illness or disability of an employee's child, pazent or household
member, the head of the department shall grant leave with pay in order for the employee
to caze for or make arrangements for the caze of such sick or disabled persons. Such paid
teave shall be drawn from the emptoyee's accumutated sick leave credits. Use of such
sick leave shall be lim4ted to ihe number of hours designated to be the employee's work
week per incident.
�
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ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE (continued)
� 19.4 Maternity and Parental Leave. Pregnant employees of the City of Saint Paul shail be
eligibie for the use of paid sick leave and unpaid leave of absence in the same manner as
any other disabled or ill City employee. Such paid sick leave eligibility shali begin upon
certification by the employee's attending physician that the empioyee is disabled in terms
of her ability to perfortn the duties of her position or any duties assigned by the
Employer.
A twelve (12) month Parental leave of absence without pay shall be granted to a nahual
parent or an adoptive pazent, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be extended an additional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Empioyer to grant an extension of such leave shall not be subject to the provisions of
Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a position of
equivalent salary and tenure as the one heid just prior to the beginning of their leave.
ARTICLE 20 - FIRE FIGHTING EQUIPMENT
20.1 The Employer will provide the following firefighting personal protective equipment for
the individual Empioyee:
# National Fire Protection Association (NFPA) compliant personal protective equipment
will consist of:
NFPA Fire Helmet
NFPA Firefighting Coat
NFPA Firefighting Bunker Pants
NFPA H-Back Suspenders
NFPA Firefighting Gloves
NFPA Firefighting Choppers
NFPA Firefighting Boots
NFPA Nomex Hoods
Initiai Issue Standazd Flashiight with Batteries (Pelican Super Saberlight or
equivalent)
Spanner Wrench
ARTICLE 21 - STATION SUPPLIES
21.1 The Employer wili provide station supplies such as:
•
Refrigerators
Stoves
Tables
Chairs
21
ARTICLE 21 - STATION SUPPLIES(continued)
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
ARTTCLE 22 - TELEPHONES
�:22.1 The Employer will provide a public telephone as a back-up to the alarm system.
22.2 Telephones installed for individual Employees or groups of Employees wiIl be at the
Employees' expense. All such telephones must be approved prior to installation by the
deparcment head or his designated representative.
ARTICLE 23 - WAGE SCHEDULE
23.1 The wage schedule for the purpose of this Agreement shall be Appendix A attached
hereto.
v
23.2 Forty (40) hour work week Employees regulaziy assigned to night duty (e.g. inspectors)
will receive night differential in accordance with existing City ntles and policies.
ARTICLE 24 -=:UNIFORM ALLOWANCE AND IJIVIFORM ITEM LIST �
24.1 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a
voucher system will be increased January 1, 1974, and each year thereafter on the basis of
a yeazly study of the increased cost of the defined uniform. The 1972 base cost of the
uniform is stipulated and attached as Appendix B. For the yeaz 1999 only, the Employer
will provide an additional payment of $250.00.
24.2 Changes to the department's Iist identifying uniform items atiowable for purchase, will be
initiated by recommendations from the department and Local 21 Labor-Management
Committee. The recommendations will be subject to the approval of the Fire Chief aad
the Employer's Director of Labor Relations.
ARTICLE 25 - LEGAL SERVICES
25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shail defend, save hazmless and indemnify an Employee, and/or his estate,
against any claim or demand, whether groundiess or otherwise, arising out of an alleged
act or omission occurring in the performance and scope of the Employee's duties.
25.2 Notwithstanding Article 25.1, the employer shail not be responsible for paying any legal
service fee or for providing any legat service arising from any legal action where the �
employee is the Plaintiff:
22
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ARTICLE 26 - SEVERANCE PAY
� 26.1 The Employer shall provide a severance pay program as set forth in this Article 2b.
Employee� aze not eligible for severance plans listed in City Ordinance No.11490.
26.2 To be eligible for ihe severance pay program, an employee must meet the following
requirements:
26.2(1) The employee must be voluntarily separated from City employment or
have been subject to separation by lay-off or compulsory retirement.
Those employees who aze dischazged for cause, misconduct, ine�ciency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
26.2(2) The employee must file a waiver ofreemployment with the Human
Resources Director, which will clearly indicate that by requesting
severance pay, the empioyee waives ail claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
26.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his sepazation from service.
263 If an employee requests severance pay and if the employee meets the eligibiliry
� requirements set forth above, he or she will be granted severance pay in an amount equal
to one-half of the daily rate of pay for the position held by the empioyee on the date of
separation for each day of accrued sick leave subject to a maYimum as shown below
based on the number of yeazs of service with the Fire Department.
Years of Service Maximum
With the City Severance Pay
At Least
20 $S,Q00
21 $6,000
22 $7,000
23 $8,0�0
24 $9,00�
25 $10,00�
However, any employee sepazated from City empioyment on or after June 30, 1992 who
has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of
sick leave credits and at least 25 yeazs of service in the Fire Depar[ment at the time of
his/her sepaza6on from service shall be granted severance pay in the amount of thirty
thousand dollars ($30,000).
� Employee with twenty (20) or more yeazs of service who is ruled disabled and is
receiving a disability pension and who has 1850 hours of acctunulated sick leave shall be
allowed the maximum severance benefit of $30,000.
23
ARTICLE 26 - SEVERANCE PAY (Continued) �
The manner of payment of s�ch severance pay shali be made in three consecutive equal
annuat payments often thousand doIlazs ($lO,OQJ} each. The annual payments shalI be
made in February of each yeaz. The firsf payment shaI1 be made during the month of
February in tiie yeaz following the yeaz in which the employee separates hislher
employment.
26.4 For the purpose of this severance program, a death of an employee shall be considered as
sepazation of employment, and if the employee would have met all of the requirements
set forth above, at the time of his or her death, payment of the severance pay may be
made to the employee's estate or spouse.
26.5 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
separation of employment, and such transferee shall not be eligible for the City severance
program.
26.6 The manner of payment of severance in amounts of ten thousand dollars {$10,000) or less
shall be made in accordance with the provisions of Ciry Ordinance No. 11490.
26.7 This severance pay program shall be subject to and govemed by the provisions of City
Ordinance No. 11490 except in ihose cases where Yhe specific provisions of this article
conflici with said ordinance and in such cases, the provisions of this article shall control. �
ARTICLE 27 - INCAPACITATION - INJURY OR ILLNESS
27.1 Any physical * incapacitated Employee unable to perform normai work duties may be
� assigned at the direction of the department head to perform the duties of Fire Alarm
Dispatcher I, Fire Alazm Dispatcher II, Fire Inspector ,�` Fire Investigafor * or Fire
� Training Assistant. Employees so assigned by the depar[7nent head wi11 receive their
' regutaz rate of pay for a period not to exceed one hundred and eighty (180) days. .4fter
one hundred and eighty (180) days, EmpIoyees so assigned will receive their regulaz pay
rate or the Fire Alarm Dispatcher II pay rate, whichever is lower.
27.2 Notwithstanding Article 27.1, any physically incapacitated employee appointed to a ride
covered by this Agreement prior to January 1, i990 who is unable to perform normal
work duties may be assigied at the d'uection of the department head to perform the duties
of Fire Alazm Dispatcher I, Fire Atazm Dispatcher II, Fire Inspector, * Fire Invesrigator*
or Fire Training Assistant. Employees so assigned by the department head will receive
their regulaz rate of pay for the period of such assignment.
` 273 Fire Fighters, Fire Equipment Operators, Fue Captains or members who have previously
held one of these titles with the Employer injured during the course of employment and
thereby rendered incapable of performing job duties and responsibilities shall receive full
wages during the period of incapacity, not to exceed the period equal to twelve (12)
months plus accumulated sick leave. It is understood that in such cases, ihe twelve (12) �
monih period shall first be utilized and only when same is exhausted shall accumnlated
sick leave be applicable.
24
�a-��y�
ARTICLE 27 - INCAPACITATION - INJURY OR ILLNESS
� (Continued)
27.4 Fire Fighters, Fire Equi�ment Operators, Fire Captains or members who have previously
held one of these titles with the Empioyer disabled through injury or sickness other than
specified in Section 273 above shall receive full wages for a period equal to accumulated
sick leave, plus six (6) months as provided herein. It is understood that in such cases,
accumulated sick leave shall first be utilized before the six (6) months, or any part
thereof, shali be applicable. It is further understood that the six (6) month period shall be
available only in those years where the last availabie Annual Report of the City Civil
Service office shall show average sick leave used per Fire Department Employee (based
on the 1972 Annual Report method of calculating same), of eight (8) days or less.
27.5 Employees injured or incapacitated by illnesses in the line of duty shall be entitled to
reinstatement at any time within five (5) years from the date of injury or incapacity
provided they aze physically capable of resuming their job.
27.6 Except as specifically provided in this Articie, ali illness and incapacity rules and policies
previously in effect shall continue.
* These titles aze viabie only for the purpose of assignments pursuant to these sections.
ARTICLE 28 - CITY MILEAGE
� 28.1 Chapter 33 of the Saint Paul Administrative code shall be superceded for members of this
bazgaining unit by this article.
28.2 Method ef Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
When an employee is required to use his/her personal automobile to conduct authorized
City business, the City shail reimburse the employee at the then current Federal I.R.S.
mileage reimbursement rate on the most direct route. (Mileage rate for 2002 is 36.5
cents/mi]e)
28.3 The City will provide parking at the RiverCentre Pazking Ramp foz City employees on
the above mentioned reimbursement plan who aze required to have their personal caz
available for City busines.s. Such pazking will be provided only for the days the
employee is required to have his or her own personal caz available.
ARTICLE 29 - PAID TIME OFF FOR NEGOTIATIONS
29.1 Employees elected to o�ce in Loca121 shatl be granted reasonable time off to meet with
City officials for contract negotiations without loss of pay. The number of employees
permitted to attend such negotiations shali be limited to two at any one meeting and such
employee shall give prior reasonab]e notice for such absence and receive approval of the
� employee's designated supervisor.
�
ARTICLE 30 - MAINTENANCE OF STANDARDS
30.1 The parties agree that all conditions of employment relating specifically to wages, hours
of work, vacations, holidays and sick leave except as modified by Yhis agreement shall be
maintained at not less than the minnnvm standard as set farth in the Civil Service Rules
of the City of Saint Paul, (Resolution No. 3250) and Resolution No. 6446 ai the time of
the signing of this Agreement, and these conditions of employment shall be improved
wherever specific provisions for improvemeni are made elsewhere in ttris Agreement. It
is specifically agreed that the Civil Service Ru]es set forth above are not a part of this
contract and that these rules shall only be amended by the present legislative process by
the Civit Service Commission and the City Council.
ARTICLE 31- PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS
3I.1 The premium pays as defined in tIus Article 31 shatl be limited to employees covered by
this agreement who have at Ieast three (3) yeazs of service with the Department. The
Employer reserves the right to pay such premimns to employees with less than three yeazs
° of service in the Deparhnent providing such employee holds ttte required certificauon.
�
312 Premium Pay for Paramedic. Any employee who is assigned to an advanced life
support unit as a Paramedic shall be paid a differential of ten and four-tenths percent
(10.4%) of his/her regulaz base rate.
Only employees who have satisfactorily completed all required Pazamedic training shall �
be eligible for such assignment and pay differenfial.
The following amendment is added to this section:
+2%(12.4%) a8er S years in program
tl%(13.4%) after 10 years in program
+1 %(14.4%) afrer 15 years in program
31.3 Premium Pay for EM1'. All employees in atl titles will be required to become certifed
as an EMT and to maintain such certification as a term and condition of employment.
However, any emptoyee originally appointed to a tifle covered by this Agreement prior to
January t, 1980 who is not certified as an EMT shall not be required to become certified.
Such empioyees may choose to become certified. Once certified such employee must
maintain their EMT certification as a term and condition of employment.
Any employee who was originally appointed prior to January 1, 1980 to a title covered by
° this Agreement who is certified as an EMT must maintain their certification as a term and
condition of employment.
Any employee who is assigned to an advanced life support unit or a basic life support
unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differential �
-. of six and one-quarter percent (6.25%) of his/her regulaz base rate.
Employees certified as an EMT but who aze not assigned to an ambulance unit shall
receive a differential of three and one-eighth percent(3.125%) of his/her regulaz base rate.
26
�
ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND
� EMTA ASSIGNMENTS (Continued)
Only employees who have satisfactoaly completed all required EMT training shall be
eligible for such assignment and pay differential.
Any empioyee who is assigned to a unit as an EMT-I/D shal] be paid a differentiai of
eight percent (8°l0) of hisiher regulaz base rate.
Effective January 1, 2001, Fire Fighter, Fire Equipment Operator and Captain EMT's
with five (S) consecutive yeazs assigned to a pazamedic engine company, shall be paid a
differential of two percent (2%) of his/her regulaz base rate. Article 31.5 shall not apply to
this two percent (2%) differential.
31.4 Premium Pay for Hazardous Materials. Any employee who is assigned to a
designated hazardous materials response unit or a designated advanced technical rescue
unit or who is permanently appointed as a Fire Training Assistant shall be paid a
differentia] of eight and three-tenths (83%) of hislher regulaz base rate.
31.5 Qualified Pool personnel shall be eligible for the EMT and Paramedic premium pay on
the same basis as qualified assigned personnel.
31.6 It is understood that no premium pay shall be applied on any other premium pay.
S 31.7 Effective the first full pay period in 1996, employees shall receive a one percent (i °/a)
premium for the maintenance ofEMT Certification. Article 31.6 does not apply to this
provision. Article 31.1 wouid remain in effect for this provision.
ARTICLE 32 - DRUG AND ALCOHOL TESTING
32.1 Policy�: The Fire Department recognizes iilegal drug and alcohol usage as a threat to the
public welfare and the employees of the department. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the employment of
workers who aze abusing drugs or alcohol. No member of the Fire Department shal] be
discharged for illegal drug or alcohoi use without first having been offered the
opportuniry to discontinue use either thraugh personal choice or by treatment for
chemical dependency, if such�treatment is needed. The Union agrees, at the Employer`s
request, to re-open negotiations of this Article during the term of this Agreement.
32.2 Informing Employees About Drug and Alcohol Tesring: Ali employees will be fully
informed of the Fire Departrnent's drug testing policy before testing is administered.
Employees wil] be provided with informafion concerning the impact of the use of drugs
or alcohol on job performance. In addition, the employer shall inform the employees of
how� the tests aze conducted, how well the tests perform, when the tests will be conducted,
what the tests can determine, and the consequences of testing positive for drug or alcohol
� use. All newly hired employees will be provided with this information on their initial
date of hire. No employee shall be tested until this information is provided to him.
2�
ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
323 Employee Testing: No employee will be tested for drug or atcohot abuse untess
reasonable suspicion e�cists that an employee is under the influence of illega] drugs or
alcohol. At least two supervisors must detemvne that "reasonable suspicion" exists.
Random or mass testing is prolubited. No such testing may be conducted without the
written approval of the officer in chazge of the unit. The officer in charge must document
in wriling who is to be tested and why the testing was ordered. Failure to foltow any of
these procedures shall result in the elimination of the test results as if no test had been
administered. The test results shall be destroyed and no discipline shall be levied against
the employee.
32.4 Urine coltection shall be conducted in a manner which resuIts in a legally acceptable
sample as well as providing a high degree of security for the sample, freedom from
adulteration of the sample, the lughest possible accuracy of the clinical results while aT
the same time preserving the dignity of the employee. Administrative procedures shall be
such as to prevent the submission of fraudulent tests. When appropriate, biologic testing
of the sampies may be included as part of such administrative procedures. In testing
which could result in employee discipline, if the test result is positive, a split sample shail
be reserved for independent analysis which shall be performed at the request of the
affected employee. Upon request, an employee shall be entitled to the presence of a
union representative before testing is administered.
32.5 Testing Procedures: AIl samples shall be tested for Chemical Adulteration, NarcoUcs,
Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedatives. The testing shall be
done by a Selected Laboratory and the following siandards shali be used:
Drug Testing Standards
Atcohol
Dryg Groun
Amphetanvne
.02 concentration as shown by an analysis of urine
Drug or Inifial Test
metabolite detected evel n ml
Amphetamine
Methamphetamine
Cocaine metabolites Benzoylecgonine
Mazijuana metabolites delta-9-THC-9-COOH
Opiate metabolites
Phencyclidine
Barbiturates
Codeine
Total Morphine
PCP
SecobazbiYal
Pentobazbital
Phenobarbital
28
300 ng/ml
1,000 ng/mI
1,000 ng/m1
15 ng/ml
300 ng(ml
300 ng/ml
25 ng/ml
300 ng/ml
1,000 ng/ml
3,000 ng/ml
lJ
u
GC/MS
�onfirmation
500 ng/ml
500 ng/mi
150 ng/ml
15
ng/m1
300 ng/ml
300 ng/ml
25 ng/ml .
1,000 nglml
1,000 ng/ml
1,000 ng/ml
�aayr
�
ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Benzodiazepine
metabolites
Methadone
Methaqualone
Propoxyphene
Butabazbital
Oxazepam
Methadone
Methaqualone
Propoxyphene
Norpropoxyphene
1,000 ng/ml
300 ng/ml
300 ng/ml
300 ng/ml
300 ng/ml
300 ng/ml
1,000 ng/ml
300 ng/ml
300 ngfml
300 ng/ml
300 ng/mi
300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
confirmed by gas cluomatography-mass spectrophotometry, and no records of
unconfirmed positive tests shall be released or retained by the laboratory.
Testing shall be conducted in a manner to insure that an emgioyee's legal drug use does
not effect the test resuits.
�
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
Test resuks shall be treated with the same confidentiality as other employee medical
records. The test results shall not be reported outside the Fire Department.
32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs shall be medically evaluated, counseled and treated for rehabilitation, if required.
In addition, at any time an empioyee may voluntarily enter the chemical dependency
program without fear of disciplinary actions against him.
This Program is designated to provide care and treatment to employees who are in need
of rehabilitation. Details concerning treatment any employee receives at this Program
shall remain confidential and shall not be released to the public. The employee shall be
responsible for the cost of treatment.
1Vo employee shall be relieved or transferred to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment. When
undergoing treatment and evaluation employees shali receive the usual compensation and
frittge benefits provided at their assigned position.
•
32.7 Right of Appeal: Each employee has the right to challenge the resuits of drug or alcohol
testing in the same manner that he may grieve any managerial action.
29
AItTICLE 32 - DRUG AND ALCOHOL TESTING (Contittued) �
32.8 Duty Assignment After Treatment: Once an employee successfully compleYes
rehabilitation, he shall be returned to his regtilar duty assignment. Employee
reassignment during treatment shail be based on each individual's circumstances. If
follow-up caze is prescribed after treatment, this may be a condition of employment.
Once treatment and any follow-up caze is completed, at the end of two yeazs the records
of treaunent and positive drug or alcohol test results shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
32.9 Right of Union Participation: At any time, the Union, upon request, will have the right
to inspect and observe any aspect of the drug and a[cohoI testing program with the
exception of individuaI test results. Tfie Union may inspect individual test resuIts if the
release of this information is authorized by the empIoyee involved.
32.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at the
behest of the empioyer. The Fire Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collective
bazgaining agreement relating to drug or alcohol testing. The Union shall be held
hannless for the violarion of any worker rights arising from the administtation of the drug
or alcohol testing program.
32.11 Conflict with Other Laws: This Article is in no way intended to supersede or waive an
employee's federal or state constitutional rights.
ARTICLE 33 - DISCIPLINE
33.1 The Employer may discipline empIoyees in any of the forms listed beIow:
Orat reprimand
Written reprimand
Suspension
Demotion
Discharge
The Employer will discipline employees for just cause only and in accordance with the
concept of progressive discipline.
Employees who aze disciplined pursuant to the terms of this Article may appeal the
Employer's disciplinary action through either the grievance procedure set forth in Article
6 of this Agreement or to a civil service authority gursuant to the rules and procedures of
such authority.
•
�
fci7
�a�ny�
�
•
ARTICLE 34 - TUITION REIMBURSEMENT
34.1 Effective January 1, 2000, an employee who has successfully completed a course in the
required Apprenriceship Program will be reimbursed for the course upon successful
complerion. The maximum amount of reimbursement shall be $1500.00 over the three
(3) years of the Apprenticeship Program. Effective January l, 2001, the maximum
amount of reimbursement shall be $1550.00 over the three (3) yeazs of the
Apprenticeship Program.
ARTICLE 35 - DURATION OF AGREEMENT
35.1 Unless otherwise specifically noted herein, this Agreement is effective the date of signing
by the Employer and the Union and shail continue in full force and effect tl�rough the 31 st
day of December, 2003 and thereafter until modified or amended by mutual agreement of
the parties. Either parry desiring to amend or modify this Agreement shall notify the
other in writing so as to comply with the provisions of the Minnesota Public Employment
Labor Relations Act of 1984. Retroactive pay.adjustments shall apply to all employees of
the bazgaining unit who aze active employees on the date of signing of the agreement
except those who have been terminated for cause.
WITNESSES:
CITY OF SAINT PAUL
BY: � 1��-
TerryHaltiner /o/Zy/9L
Labor Relations Manager
Dated at Saint Paul, Minnesota
����� 2�2
N
INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL NO. 21
BY:.�`G-'���c%L�
RichardLeitner,President � -3p-t�?�
BY: '� ��/ �
Tim Wirth, Secretary
BY: �"r` ��I
JohnWegleitner,Treasurer
31
� APPENDIX A
BIWEEKLY RATES
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
Effective January 1, 2002 Three percent (3.2%) inerease
Effective Januazy 1, 2003 Three and one-tenths percent {3.1%} increase.
2002 - 2403 Salary Schedule
F1RE FIGHTER
FIRE INSPECTOR'
Effective A B C D E F
10 YR. 15 YR.
����y�
01/01/2002 $1,517.75 $1,593.11 $1,67221 $1,73926 $1,827.67 $1,901.31 $1,999.50 $2,048.63
01/01/2003 $1,564.80 $1,642.50 $1,724.05 $1,793.18 $1,884.33 $1,960.25 $2,061.48 $2,112.14
FIRE EQUIPMENT OPERATOR
Effective A B C D E F 10 YR. 15 YR.
01/01/2002 $1,638.31 $1,719.68 $1,805.15 $1,877.53 $1,973.01 $2,052.55 $2,158.60 $2,211.69
01/01/2003 $1,689.10 $1,772.99 $1,861.11 $1,935.73 $2,034.17 $2,116.17 $2,225.52 $2,28025
FIRE CAPTAIN
FIRE TRAINING ASSISTANT
Effective A B C D E F 10 YR. 15 YR.
01/01/2002 $1,789.03 $1,877.92 $1,971.31 $2,050.36 $2,154.72 $2,241.59 $2,357.50 $2,415.46
�1l�1/2003 $1,844.49 $1,936.14 $2,�32.42 $2,113.92 $2,221.52 $2,311.�8 $2,430.58 $2,490.34
FIREIARSON INVESTIGATOR
Effective A B C D E F 10 YR. 15 YR.
01/01/2002 $1,904.48 $1,999.16 $2,098.61 $2,182.91 $2,293.94 $2,386.42 $2,509.72 $2,571.41
01/01/2003 $1,963.52 $2,061.13 $2,163.67 $2,250.58 $2,365.05 $2,460.40 $2,587.52 $2,651.13
� hese titles are obsolete, except the Employer may malce assignment to them when any employee is
sically incapacitated. See Article 27, Section 1 and Arcticle 27, Section 2.
-Al
�
� a-L�'�'
APPENDIX B
Unit Price
Regulation "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00
Regularion "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45
Ranking OfFicer's white uniform shirt, long sleeve, West Point 7500C . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.50
Rankiug OfFicer's white uniform shirt, short sleeve, West Point 7500C . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer #32100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $30.75
Parka - Navy - Butwin 1 ll SP _
Regulazsizes34 ................................................................... $39.00
Extrasizes48 ........................................................................ $42.90
SO ................................................................................. $44.85
52 ................................................................................. $49.00
Long ............................................................................... $42.90
Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 5.60
SEWING COSTS: No cost when ordered with jacket otherwise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.00
ps
operCap ..........................................................................$ 4.95
Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 625
8 pt. Midwest-N.W .....................................................................$ 4.25
Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FLOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS #J5318 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50
Lace style oxford - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50
51ip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.95
Siip on style oxford Weinbrenner 1435 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $12.00
Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50
Socks
Munsingweaz . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65
Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65
Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $L00
.
S
_ �
� APPENDIX C - VACATION/HOLIDAY
!e following chart illustrates the total vacationlholiday hours in an altemative format for ease of
vacation/holiday hours detennination. This chart does not add to or detract from the total hours available as
specified in Article 16. This appendix is not subject to Article 6 of ihis agreement.
In each fiscal yeaz, each Full-tixne employee shall be granted vacation according to the following schedule:
Yeazs of 5ervice
0 - 5 yeazs
After 5 yeazs
ABer 15 years
After 25 years
40 hour Employees
104 hours (13 days) (.0518)
144 hours (18 days) (.0692)
192 hours (24 days) (.0923)
200 hours (25 days) (.0962)
For 40 hour employees floating holidays aze included in the vacation schedule. Designated holidays shail be
handled in accordance with the Salary Plan and Rates of Compensation (St. Paul Ordinance No. 6446).
Yeazs of Service
0-Syrs
After � yrs
After 15 yrs
After 25 yrs
56 hour Employees
257.6 hours (10 shifts, 17 hrs, 30 min)'�
313.6 hours (13 shifts, 1 hr, 30 min)**
380.8 hours (IS shifts, 21 hrs)***
392.0 hours (16 shifts, 8 hrs)****
�r 56 hr employees all floating and designated holidays are included in the vacation schedule. One shift shall
be the equivalent of 24 hours.
* 4.6 x designated work week
** 5.6 x designated work week
'�*� 6.8 x designated work week
**** 7.0 x designated work week
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation,
Section I, Subdivision H, unless the contract provisions directly conflict with the Salary Pian. In such cases, the
language of the contract sha11 supercede/replace the conflicting Ianguage of the Salary Plan.
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