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264601 WHITE �- CITY CLERK �s�Vo� PiNK ,FINANCE COl111C11 � B��e�-MAt�ORTMENT GITY OF SAINT PALTL File NO. .` � , .: y. y� / s•y/`C Ordinance N�. 151��' Presented By • � Referred To Committee: Date Out of Committee By Date An Administrative Ordinance approving the terms and conditions of a Collective Bargaining 14greement between the City of Saint Paul and the American Federa- tion of State, County and Municipal Employees District Council 91, Local 8, representing the clerical employees of the City of Saint Paul. WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the "Public Employees Labor Relations Act" recognizes District Council 91, Local 8 of the American Federation of State, County and Municipal Employees as exclusive representative for those classes of positions within the City of Saint Paul certified by the Bureau of Mediation Services under Case No. 74-PR-61-A for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time personnel in the classes of positions as set forth in the agreement between the City and the exclusive representative s hereinabove referenced; and WHEREAS, The City through designated representatives and the exclu- sive representatives have met in good faith and have negotiated certain non- economic terms and conditions of employment for such personnel, as are set forth in the Collective Bargaining Agreement between the City and exclusive representatives; now, therefore THE COUNCIL OF THE CITY OF SAINT PAUL DOES ORDAIN: , 5ection 1. That the Collective Bargaining Agreement dated as of the effective date of this Ordinance between the City of Saint Paul and Local 8, District Council No. 91, of the American Federation of State, County and Municipal Employees on file in the office of the City Clerk is hereby approved and the authorized administrative officials of the City are hereby authorized and directed to execute said agreement on behalf of the City. Section 2. That all of the terms and conditions set forth in said Collective Bargaining Agreement sha11 take force and effect on the effective date of this ordinance. _ 1 _ COUNCILMEN Requested by Department of: Yeas Nays Christensen Hozza In Favor Levine Rcedler Against BY Sylvester Tedesco President Hunt Form Ap rov d by Ci Attorney Adopted by Council: Date Certified Passed by Council Secretary BY , By !f Approved by Mayor: Date Approv by Mayor for Submission to Council�==����>`(V(,� . � By i � / PWKE ;-,FINANCERK �CACO� CANARI'�- DEPARTMENT GITY OF SAINT PALTL COIIIICll v�iv BLUE• -MAYOR � Flle N O. � � I ' ' Ordin�nce Ordinance N0. ��/ � Presented By Referred To Committee: Date Out of Committee By Date Page 2. Section 3. That any other Ordinance, rule or regulation in force when said agreement takes effect, inconsistent with any provisions of the terms and conditions of said agreement, is hereby repealed. • Section 4. That this Ordinance shall take effect and be in force thirty (30) days after its passage, approval and publication. App r oved: C airman Civil Service Commission COUIVCILMEIV Requested by Department of: Yeas Nays Christensen Hozza � In Favor , Levine Rcedler � Against BY Sylvester Tedesco President Hunt oE(�+ �9�4 Form A Adopted by C Date 1 � pp ove by Ci ttorney Certi ' P s y Coun retary BY � � By U Approve Mayor: Dat � � Approved by Mayor for Submission to Council By By PUBUSHED DE 21191� � � �� � � 264601 This ordinance approves a 1974 Collective Bargaining Agreement between the City of Saint Paul and A, F, S. C,M. E, Council 91, Local 8, represent- ing the City's clerical employees. — — — — — — — — — — — — — — — — Do not detach this memorandum from the ordinance so that this information will be available to the City CounciL . ' -�� � , �X I'f t Q 1'Y' ��ie► � .�.. , . , . ���� .AGR�EMENT BETWEEN THE CITY OF SAINT PAUL AND LOCAL UNION 8 , DISTRIC �' COUNCIL 91 , OF THE AMERICAN FEDERATION OF STATE , COUNTY AND MUNICIPAL• EMPLOYEES , AFL- CIO . r• . . . � . , � ti � 4 ,. . . , , ' �+G�`�VU� pREAMBLE This Agreement entered into by the City of Saint Paul, hereinafter - referred to as the Employer, and Local Union 8, affiliated with Council 91 and the American Federation of State, County and Municipal Employees, � AFL-CIO, hereinafter referred to as the Union, has as its purpose tlie promo�ion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution � of diffexences, and the establishment of rates of pay, hours of work, and ' ' � other conditions of employment. . � �� � � � - � ... . ° . � ' , ARTICLE 1 ������ RECOGIVITION Section 1.01. The F�nployer recognizes the Union as the sole and exclusive � bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Buresu of Mediation Services, dated July 12, 19?3, in case No. 7�+-PR-61-A and as amended and as set forth in Section 1.02 below. Seetion 1.02. The bargaining unit covered by this Agreement shall consist �f the follawing: All regular and probationary ofYice, clerical, and administrative . personnel who are employed by the City of St. Paul or who have their "�erms and conditions�oP employraent" established by the governing body of the City oP 8t. Paul in the classifications of Accountin� Clerk I, Accouating Clerk II, Accounting Machine Operator I, Accounting Machine Operator II, Assistant Manager of Park Refectories, Assistant Market Director, Assistant Recorder of Council = proceedings, Assistant Supervisor of Elections, Assistant Supervisor of Water 8illing, Auditing Clerk I, Auditing Clerk II, Bank Clerk, Bond Registrar, Building Permit Clerk, Buyer I, B�yer I (Medical Supplies), Buyer II, Cashier--Civic Center, Cashier I-Water Depsrtment, C :shier II-Water Department, Chief Meter Reader, Clerical Trainee, Clerk I� Clerk II� Clerk II--Youth Services Bureau, Clerk IZI, Clerk IV, Clerk-Stenographer I, Clerk-Stenographer II, Clerk-Stenographer III, Clerk-Typist I, Clerk-Typist I--Youth 3ervices Bureau, Clerk-Typist II, Clerk- Typist III, Clinic Aide, Community Service Officer, Computer Operator, Cost Clerk, Data Processing Aide, Dog Warden, Duplicating Equipment Operator I, Duplicating Equipment Operator II, Duplicating Equipment Operator III, Dupliceting Equipment . . Operator (Heslth Bureau), Dnergency Preparedness Suppl�y Inspector, Field Clerk I, Field Clerk II, Field Clerk III, Film Inspector I, Film Inspector II, Fire $ervice Aide, Head Clerk--Public Buil,dings, Head Clerk-Water Department, Health Service Aide, Information Systems Specialist, Inventory Control Supervisor, � ti .4 ,. , •.� . Page 2' � ����� Keypunch Operator, Keypurich Operator I, Keypunch Operator II, Keypunch Operator III, I,aboratory Helper,LBndfill Caretaker, I,ibrary Clerk, I,icense Clerk, Lighting Complaint Clerk, Market Director, Meter Reader, Neighborhood Worker, Park Concession , Mauager, Park Guide, Parking Lot Attendant II, Parking Meter Collector I, parking Meter Collector II, Parking Meter Monitor, parking Ramp Attendant, Perking Ramp A�anager, Parts Storekeeper, Payroll Audit Clerk, Payroll Supervisor I, Payroll 3upervisor II, Payroll Supervisor III, Payroll Supervisor (Schools), Personnel Clerk--Board of Education, Police Communications Clerk, Police Dispatcher, Police Records Clerk, Police 3tenographer, Pouadmaster, Procurement Clerk, Refectory , I��anager, Refectory Attendant, Registration Clerk, Secretary, Service Worker, • Statistical Clerk, Storehouse Helper, Storekeeper I, Storekeeper I--Police, 3torekeeper II, Storekeeper (Food Service}, Storekeeper (Yoting Machines), Storekeeper-Water Department, Stores Clerk, Stores Clerk (School Cafeterias), 8upervisor of Meter Reading, Supervisor of Water Billing, Tabulating Machine Operator I, Tabulating Machine Operator II, Telephone Operator, Teletype Machine Operator, Transportation Assistant, Transportation Coordinator, Zoo: Keeper I, Zoo Keeper II. Section 1.03. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and � upon notification by the Union, the employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution eacceed a pro rata shere of the specific expenses incurred for services rendered by the represeatative in relationship to negotiations and administration of grievance procedures�. This provision shall remain operative only so long as specificslly provided by Minnesota 2aw, and as otherwise legal. � , � � � '.. . • �����_� Page 3 . ARTICLE 2 CHECK OFF Section ?.01. The �ployer agrees to deduct the Union membership initiation _ fee assessments and once each month dues from the pay of those employees who indiv;�dually request in writing thst such deductions be made. The amounts to be deducted shall be certified to the �aployer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with ► � an itemized statement to the representative by the first of the succeeding month aPter such deductions'ere made or as soon thereaFter as is possible. Section 2.02. The Union agrees to indemniPy and hold the E�uployer harmless against any and all claims, suits, orders or 3udgments brought or issued against . tbe City as a result or any action taken or not taken by the City under the . provisions of this Article. � � ' , . . � . ' � �� � �8e '� � ��i��0� � ARTICI�E 3 � . � HOIJRS OF WORK � Section 3.01. The regular hours of work each day shall be consecutive except that they may be interrupted by a lunch period not to exceed one hour. This provision shall not be operative under any of the following circumstances: . - A. When past practice is otherwise; B. Where the nature of the work requires a split shii`t; � C. Where the bnployer and employee mutually agree to e split shift. tTpon request of the Union the parties shall review any chsnges in existing � scheduling. . • 3ection 3.02. Work Week. The work week shall consist of five consecutive eight hour days, Monday through Friday. This section shall not be operative under any of the following circumstances: � � A. �Then past practice is otherwise; " . B. Where the nature of the �rork requires a split shiYt; C. Where the E�nployer ansi employee mutually agree to a split shift. IIpon request oP the Union the parties shall review any changes in existing . scbeduling. Section 3.03. Work Schedt:].e. Normsl work schedules showing the employee's ahit`ts, work days and hours shall be posted on all department bulletin boards at all times. It is �lso understood that deviation Prom posted work schedules shall be permissible due to emergencies, acts of God, and overtime that may be required . w � Y � • , .. .. . 2��sfl�. � Yage 5 , ARTICLE 4 WORK BREAKS 3ection 4.01. Rest Periods. All employees work schedules shall provide for a fif`teen (15) minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half �� shiPt Whenever this is feasible. � � . 3ection �+.02. IY an emp2oyee is scheduled to work a ftill half shiPt beyond his . regular quit�ing time, he shall be entitled to the rest period thst occurs during ' "_ seid half shift. - . � ' � � " �� . Page 6 . ������ ARTTCLE 5 • HOLIDAYS 8ection 5.01. Holidays recognized and observed. Tlie following c3ays shall be recognized and observed as paid holidays: New Years Day Colwnbus Day � Presidents' Day Veterans' Day Me�moriel Day Thanksgiving Day . � Independence Day Ct�ristmas Day � I.�bor Day �ro floating holidays . Eligible employees shall receive pay for each oP the holidays listed above, on Khich they perform no work, Whenever any oP the holidays listed above shall � fall on Saturday, the preceding �iday shall be observed as the holiday. r 1�Thenever any of the holidsys listed above shall fall on Sunday, the succeeding Mcnday shall be observed as the holiday. � Section 5.02. Eligibility Requirements. In order to be eligible for a holiday xfth pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must _ � appear on the payroll the last Working day before the holiday and on three other , xorking days of the nine working days preceding the holiday.� In neither case shall the holiday be counted as a working day for the purposes of this section. �It is P�irther understood that neither temporary, emergency nor other employees +. � -not heretofore eligible shall receive holiday pay. y / • � . . . . � . ' � . . V �ge 7 � � ���U�� �ric� 6 . . GRIEVANCE PROCEDURE � Section 6.01. This grievance procedure is established to resolve any specific dispute between the employee and the City concerning, and limited to, the interpretation or application of the provisions of this Agreement. Section 6.02. An ea�ployee presenting a grievance may elect to be represented by . an appropriate Union representative. At Step 1 or Step 2 of the Grievance Procedure, the earployee may choose to present his grievance without being represented by a Union representative, �rovided, however, that the Union representative shall be � notified oP �the ad�ustment or settlement of any 3tep 2 grievance and provided � � flirther that any ad�ustment or settlement shall not be inconsistent with the , terms af the I,abor Agreement. ' ` - : . $ection 6.03. It is recognized and accepted by the Union and the �mployer that the processing of grievances as hereinafter provided is limited by the 3cb duties and responsibilities oF the baployees and shall thereYore be accomplished during normal working hours when consistent with such E�aployee duties and responsibilities. . � �-The aggrieved Employee and a Union Representative shall be allowed a reasonable -amount of time without loss of pay when a grievance is investigated and presented to the bnployer during normal working hours provided that the Employee and the tkiion representative have notified and received the approval of designated �, . � supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the bnployer. It is understood that the Fynployer shall not use the above limitation to hamper the processing of grievances. . ti � , . psge 8 . . �6460�. ARTICLE 6 (Cont.) � 8ection 6.04. A grievance shall be resolved in the follvwirig TM,anner: fStep 1). Any employee claiming a specific disagreement cancerning the inter- � pretation or aFplication of the provisions of this Agreemeat, shall, within twenty (20) calendar days of its Pirst occurrence or within ten (10) calendar days of the time the employee reasonab�jr should have knoWledge of the occurrence, Whichever is later, discuss the complaint orally with the employee's i�ediste supervisor as designated by the City. The supervisor shall attempt to ad�ust the complsint �t that time. . • (Step 2). A grievance not resolved in Step 1 snd appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which 3t is based, the gravision or provisions of the Agreement allegedly violated, tbe remedy requested, and shall be appealed to Step 2 by the Union within tiPteen (15� calendar days aPter the E�aployer-designated represent.ative's final answer in Step l. Any grievance not appealed in writiag to Step 2 by the Union within ti2'teen (15� calendar dsys shall be considered �raived. � If appealed, the written grievance shall be presented by the Union and discussed with the Ehzployer-designated Step 2 representative. The E�nployer- ' designated representative shall give the Union the Eatployer•s Step 2 answer in xriting �rithin ten (10) calendar days following the mployer-designated representa- tive's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar deys shall be considered waived. r� • ti . � . �. �ge 9 � . ' 601 �b� _ ARTICLE 6 (Cont.) (3tep 3). If appealed, the written grievance shall be presented by the Unioa and discussed with the E�nployer-designated Step 3 representative. The E�ployer- designated representative snall give tne �nion ine �ployer's answer in wriiing �1.thin ten (10) calendar days after receipt of such Step 3 grievance. A grievance aot resolved in Step 3 may be appealed to Step 4 arithin tea (10� calendar days lollowing the baployer-designated representative's fina2 answer in Step 3. Any � grievance not appealed in writing to Step �t by the Union irithin ten (10) calendar ' days shall be considered waived. . . , (Step k�. A grievance unresolved in Step 3 and appealed to Step k by the tTnion shall be submi.tted to arbitration sub�ect to the prnvisions oF the Public �mployment Labor Relations Act of 1971 as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of the Minnesota Bureau oP Mediation Services. Section 6.05. The arbitrator shall have no right to amead, modif�r, null3Py, ignore tt►e terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in xritiag by the E�nployer and the IInion, and shall have no authority to make decision on any other issue not so submitted. __ _ The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modif�ring or varying in any way tbe application oP laws� rules, or regulations having the force and effect of 1g�. The arbitrator's . decision shall be submitted in writing, copies to both parties and the Buresu o� � l�ediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. �'he decision sha21 be binding on both the F�ployer and the Union and shall be based solely on the arbitrator's interpretation or application . � � .. , ; , . . . � • pa,ge 10 . � �6460� ARTICIE 6 (Cont.) . oY the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator's services and proceedings shsll be borne equally by the �nployer and the Union provided that each party sha1Z be - zesponsible for compensating its own representatives and �ritnesses. 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 �he proceedings the cost shall be shared equell,y. If a grievance is not presented within the time limits set forth above, it . shall be considered "waived". If a grievar�ce is not appealed to the next step � � �rithin the specified time limit or any sgreed extension thereof, it shall be , -considered settled on the basis of the F�ployer's last answer. If the Eynployer does not answer a grievsnce or an appeal thereof within the specified time limits, the IInion may elect to treat the grievance to the next step. The time limit �n each step may be extended by mutuel written agreement oF the Eo�ployer and the thiion in each step. . _ . � � . . , _ • • � � � ,�.� � • g�ige li� ., . , , R �ric� 7 254�0� MAINTENANCE OF 3TANDARDS 3ection 7.01. The CITY agrees that all conditions of employment relating to wages, hours of work, overtime difPerentials, vacations and general vorking conditions � shall be maintained at not less than the highest minimum standard set Yorth in the Civi1 Service Rules of the City of Saint paul, (Ordinance Bo. 3250) and Salary Ordinance of the City of Saint Paul, (Ordinance No. 6k�6) at the t�.me of the signing of this Agreement, and the conditions oP e.�ployment shall be � improved wherever speciPic provisians for improvement are made elsewhere in this . Agreanent. • 1POR TI� El�LOYER FOR TI� UNION • . 1 � 1 ��� � I�Sayor ' ✓ City Administrator , ��`� City Labor Negotiator Director, Department of Finance and lrlanagement Services � i � i • � ' . 3 t � 1 ti � ; . � '> . � _ MEMOI�ANDUM OF AGREEMENT '������ BETWEEN THE CITY OF SA�NT PAUL ANU LOCAL UNION NO. 8, DISTRICT COUNCIL NO. 91, A�F.S.C.M.E. , AFL-CIO WHEREAS, the parties hereto have concluded an economic settlement for the year 1974, and WHEREAS, the parties have also agreed to certain language that will constitute the Collective Bargaining Agreement, and WHEREAS, it is the intention of the parties to continue bargaining in order to mutually adopt as complete a 1974 labor agreement as is .possible, and WHEREAS, it is the desire of the parties to put into effect on an interim basis such contract language as has already been adopted, it is AGREED as follows: - (1) The contract language already adopted shall be submitted to the City Council and to the Civil Service Commission for approval, and upon such approval, shall be deemed to be in effect as of the date finally � approved. (2) The parties shall continue collective bargaining for the above-enumerated purposes and shall submit the final product of their agreement to the appropriate government bodies. (3) The language heretofore agreed to is attached hereto as "Exhibit A." to this Memorandum. CITY OF SAINT PAUL LOCAL No. $, DISTRICT COUNCIL No. 91 � A�F. S. C.M, E� , AFL-CIO � �� �� u� � � l;�-�-.�� 7r�� . s � � G �F . aC�`-1(�4 � � . CITY OF SAINT PAUL OFFICE OF THE CITY ADMINISTRATOR FRANK D. MARZITELLI November 8, 1974 To: Hon. Lawrence D� Cohen, Mayor 347 City Hall � From: Frank D, Marzitelli � City Administrator 365 City Hall � Subject: Ordinance approving a 1974 Collective Bargaining Agreement between the City and AFSCME Council 91, Local 8, representing clerical employees. We respectfully request that the attached ordinance be submitted to the City Council. 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