264602 WH17E -�t�T,Y CLERK
PINK FINANCE CO1111C11
CANARVlDEPARTMENT GITY OF SAINT PAtTL
BLUE �ry MAYOR '
� File N .
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~ � n� CP, Ordinance N 0. �S7Y'�
Presented By
Referred To Committee: Date
Out of Committee By Date
A.n Administrative Ordinance approving the terms
and conditions of a Collective Bargaini.ng Agreement
between the City of Saint Paul and the American Federa-
tion of State, County and Mun.icipal Employees District
Council 91, Local 1842, representing the technical
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 1842 of the American Federation of
State, County and Municipal Employees as exclusive representa.tive for those
classes of positions within the City of Saint Paul certi.fied by the Bureau of
Mediation Services under Case No. 74-PR-7-A for the purpose of ineeting
and negotiating the terms and conditions of employment for al1 ful].-time
personnel in the classes of positions as set forth in the agreement between
the City and the exclusive representatives hereinabove referenced; and
WHEREAS, The City through designated representa.tives 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:
Section 1. That the Collective Bargaining Agreement dated as of the
effective date of this Ordinance between the City of Saint Paul and Local 1842,
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 shall take force and effect on the effective
date of this ordi.nance.
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COUIVCILMEN Requested by Department of:
Yeas Nays
Christensen
Hozza In Favor
Levine
Rcedler Against BY
Sylvester
Tedesco
President Hunt
Adopted by Council: Date Form Ap ove by Cit t mey
Certified Passed by Council Secretary BY �
By f�C`77/l,6-
Approved by Mayor: Date Approved by Mayor for mission to Council � �Q(�� t1
//� �°j
By By
. � �s4so�
_, `This ordinance approves a 1974 Collective Bargaining Agreement between
the City of Saint Paul and A. F, S, C,M. E. Council 91, Local 1842, represent-
ing the City�s technical employees.
Do not detach this memorandum from the
ordinance so that this information will be
available to the City Council.
WHITE — CIT� CLERK � ����,i�
PINK — FINANCE TT CO13IIC11 V
CANARY - DEPARTMENT GITY OF SAINT PA l.1 L
BLUE ��.aMAVOR ' File NO.
�
• w ' Ordin�nce Ordinance N 0. ��,T✓
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 provi.sions 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.
Approved:
Cha rman
Civil Service Commission
COUNCILMEN Requested by Department of:
Yeas Nays
Christensen
Hozza � [n Favor
Levine
Rcedler � Against BY
Sylvester
Tedesco
President Hunt C
Adopted by C i : Date �CC 1 � t97� Form Ap rov d by Attorney
.
Certifi a Coun Secretary� BY
Y
Approve Mayor: te Approved by Mayor for Submission to Council
By By
PUBLlSNED DEC 21 197�4
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AGREEMENT BETWEEN THE CITY OF SAINT PAUL "
AND LOCAL UNION IS42, DISTRICT COUNCIL 91,
OF THE AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO� �.
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P R E A M B L E
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. This Agreement entered into by the City of Saint Paul, hereinafter
referred to as the Employer, and Local Uaion 1842, affiliated with Council
91, and the American Federation of State, County and Municipal Employees,
AFL-CIO, herei�af'ter referred to as the IInion, has as its purpose the
promotion of harmonious relations between the Employer and the Uaion,
� the establishment, of an equitable and peaceful procedure for the resolution
of differences, and the establishment of xates of pay, hours of work, and �
other conditions of employment.
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ARTICLE 1 �6�6`l� '
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RECOGNITION �
Section 1.01. The Employer 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, Bureau of Mediation Services, dated July 12, 1973, in
Case No. 74-PR-7-A and as amended and as set forth in Section 1.02 below.
Section 1.02. The bargaining unit covered by this Agreement shall consist �of the
following: All regular and probationary technical personnel who ara employed by
the City of St. Paul or who have their "terms and conditions of employment" •
established'by the goveming body of the City of St. Paul in the classifica.t�.ons
� of Accounting Clerk III, Accounting Clerk (Vocational Institute) , Account�.ng .
Technician I, Accounting Technician II, Accounting Technician III, Administrative
Aide--Community Services, Affirmative Action. Iavestigator, Affirmative Action
Officer--Department of Buman Rights, Air Pollution Technician I, Air Pollution'
Technician II, Architectural Draftsman I, Architectural Dra�tsman II, Assessment
Clerk II, Assistant Supervisor of Assessments, Chi1d Development Technician,
Clinic Coordinator--Youth Service Bureau, Clinic Nurse, Community Organizer,
Consumer Assistant, Consumer Investigator I, Consumer Investigator II, Dental
Assistant, Dental Hygienist, Electronic Data Processing Program Analyst,
Electronic Data Processing Programmer, Engineering Aide I, Engineering Aide II,
Engineering Draftsman I, Engineering Draftsman II, Engineering Inspector.,
Field Representative--Human Rights Department, General Library Assistant,
Graphic Arts Technician--City Planning, Housing Aide I, Housing Aide II, Housing
Technician I, Housing Technician II, Instructor of Arts and Crafts, Instrumentman,
Laboratory Technician, Library Assistant, Model Cities Technician I, Model Cities
Technician II, Personnel Technician--Model Cities, Plan Examiner--Public Buildings,
Planning Aide I, Planning Aide II, Planning Assistant I, Planning Assistant II,
. �
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• . �Planning Technician I, Plaaning Technician II, Practical Nurse, Program Coordinator--
Youth Services Bureau, Prograauning Manager, Public Address Operator, Public Buildings
Technician II, Public Buildings Technic3an III, Public Information Technician, Public
Works Technician I, Public Works Technician II, Public Works Technician III,
8ecreation Leader, Recreation Leader II, Recreation Leader III, Researeh Analyst--
Youth Service Bureau, Sanitarian Aide I, Sanitarian Aide II, Sanitation Inspector I,
Sanitation Inspector II, Senior R-ray Technician, Special Student Attendant,
Staff Coordinator, Supervising Dental Hygienist, Supervisor of Assessment Accounts,
Surveyor I, Testing Laboratory Aide I, Testing Laboratory Aide II, Testing Laboratory
.Techniciaa I, Testing Laboratory Technician II, Traffic Engiaeering Aide II, Traffic
Technician I, Traffic Technician II, Traffic Technician III, Utilities Investigator I,
IItilities Ii�vestigator II, Valua.tion and Assessment Aide I, Valuatioa and Assessment
Aide II, Valuation and Assessment Technician I, Valuation and Assessment Technician II,
Valuation and Assessment Technician III, Valuation Technician, Water Department
Technician I, Water Department Technician II, Water Department Technician III, .
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Water Laboratory Aide, X-ray Technician, Youth Center Supervisor, Youth Services
Couaselor, Youth Services Supervisor. �
Section 1.03. Anq present or future employee who is not a IInion member shall be
required to contribute a fair share fee for services readered by the Union, and
�on notification by the Union, the employer shall check off said fee from the
earaings of the employee and transmit the same to the Union. In no iastance shall
the required contribution exceed a pro rata share of the specific expenses incurred
for services rendered by the representative in relatioaship to aegotiations and
administration of grievance procedures. This provisioa shall remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
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ARTICLE 2 �6���3�
CflECK OFF
Section 2.01. The Employer agrees to deduct the Union membership initiation
fee assessments and once each month dues from the pay of those employees who �
iadividually request in writing that such deductions be made. The amounts to
� be deducted shall be certified to the Employer 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 after such deductions are made or as soon thereafter as is possible.
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Section 2.02. The Union agrees to indemnify and hold the Employer harmless
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against any and all claims, suits, orders or 3udgments brought or issued
against the City as a result of any action taken or not takea by the City
under the provisions of this Article.
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' ARTICLE 3 �����`� .
HOURS OF WORK
Section 3.01. The regular hours of work each daq sha.11 be consecutive except
that they may be intezrupted by a lunch period not to exceed one hour. This
provision shall not be operatine under any of the followia,g circumstances:
A. When past practice is otherwise;
B. Where the nature of the work requires a split shift;
C. Where the Employer and employee mutually agree to a split shift.
IIpon request of the Union the parties shall review anq chaages in existing
scheduling. ,
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� Section 3.02. Work Week. The work week shall consist of five consecutive eight
hour days, Mondaq through Friday. This section shall not be operative under
` any of the following �ircumstances: � �
A. When past practice is othezwise; �
B. Where the nature of the work requires a split shift;
C. Where the Employer and employee mutually agree to a split shift.
IIpon request of the Union the parties shall review anq changes in existing
scheduling.
Section 3.03. Work Schedule. Normal work schedules showing the employee's
shifts, work days and hours shall be posted on all departme�t bulletin boards
at all times. It is also uaderstood' that deviation from posted work schedules
sball be permissible due to emergencies, acts of God, and overtime that may be
zeguired.
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WORR BREAKS � .
Section 4.01. Rest Periods. All employees �ork schedules shall provide for a
fifteen (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
shift whenever this is feasible.
, Section 4.0�. If an employee is scheduled to work a full half shift beyond his
. regular quitting time, he shall be entitled to the rest period that occurs during
said half shif t. ,
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• . ' . ARTICLE 5 ������
HOLIDAYS
� Section 5.01. Holidaqs recognized and observed. The following days shall be
recognized and observed as paid holidays:
New Years Day Columbus Day
Presidents' Day � Veterans' Day
• Memorial Day Thanksgiving Day
Independe�ce Day Christmas Day
Labor Day Twio Floating Solidays
Eligible employees shall receive pay for each of the holidays listed above,
on which they perform no work. Whenever any of the holidays listed above shall
fall on Saturday, the preceding Friday sh�ll be observed as the holiday.
Whenever any of the holidays listed above shall fall on Suaday, the succeeding
,
Monday shall be observed as the holiday.
Section 5.02. Eligibility Requirements. In order to be eligible for a holiday
with 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
working days of the aine working days preceding the holiday, In neither case
ahall the holiday be counted as a working day for the purpose of this section.
It is further understood that aeither temporary, emergency nor other employees
� aot heretofore eligible shall receive holiday pay. ,
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. ' .. ' , ARTICLE 6 �L�`��i.��
� GRIEVANCE PROCEDURE
Sectioa 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 employee presenting a grievance may elect to be represented by -
an appropriate Uaion representative. At Step 1 or Step 2 of the Grievance Procedure,
the employee may choose to present his grievance without being represented by a
IInion representative, provided, however, that the Union representative shall be
notified of�the adjustment or se�tlement of any Step 2 grievance and provided
further that any adj ustment or settlement shall not be inconsistent with the
terms of the Labor Agreement.
Section 6.03. It is recognized and accepted by the Union and the Employer that
the processing of grievances as hereinafter provided is limited by the job duties
and responsibilities of the Employees and shall therefore be accomplished during
normal working hours when consistent with such Employee 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 Employer during normal working hours provided that the Employee and the
Union 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 Employer. It is understood that the Employer shall
not use the above limitation to hamper the processing of grievances.
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Section 6.04. A grievance shall be resolved in the follovtsg manner:
(Step 1) . Aay employee claiming a specific disagreement canceming the inter-
pretation or application of the provisions of this Agreeme�t, shall, within
twenty (20) calendar days of its first occurrence or within ten (10) calendar
days of the time the emploqee reasonably should have knowLedge of the occurrence,
whichever is laier, discuss the complaint arallq with the e�gloyee's immediate
supervisor as designated by the City. The supervisor shall attempt to adj ust the
complaint at that time:
(Step 2). A grievance not resolved in Step 1 and appealed to Step 2 shall be .
placed. in w�iting setting forth the nature of the grievance, the facts oa which
it is based, the provision or provisions of the Agreement allegedly violated,
_ the remedy requested, and shall be appealed to Step 2 by t�e Union within fifteen
(15) calendar days after the Employer-designated representative's final answer
, in Step 1. Anq grievance not appealed in writing to Step 2 by the Union within
fifteen (15) calendar days shall be considered waived.
If appea.led, the written grievance shall be preseated bq the Union and
discussed with the Employer-designated Step 2 representati�re. The Employer-
designated represeatative shall gine the Union the Employer's Step 2 answer in
writing within ten (10) calendar daqs following the Emplo�-designated
representative's fina.l Step 2 answer. Aay grievance not agpealed in writing to
Step 3 by the Union within ten (10) calendar days shall be �onsidered waived.
(Step 3) . If appealed, the written grievance shall be presented by the Union
and discussed with the Employer-designated Step 3 representative. The Employer-
designated representative shall give the Union the Emploqer''s answer in writing
within ten (10) calendar days after receipt of such Step 3 grievance. A grievance
not resolved in Step 3 may be appealed to Step 4 within t�st (10) calendar days
� following the Employer-designated representative's final amswer in Step 3. Any
grievance not appealed in writing to Step 4 by the Union wfitihin ten (10) calendar
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, , � ARTICLE 6 (Cont.) " ���j
days shall be considered waived. �
(Step 4). A grievance unresolved in Step 3 and appealed to Step 4 by the Union
shall be submitted to arbitration subject to the provisions of the Public Employment
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 of Mediation Services.
Section 6.05. The arbitrator shall have no zight to amend, modify, nullify, ignore
the terms and conditions of this Agreemeat. The arbitrator shall consider and
decide only'the specific issue(s) submitted ia writing by the Employer and the
IInion, and shall have no authority to make decisions on any other issue not so
submitted.
The arbitrator shall be without power to make decisions contrary to, or
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, inconsistent with, or modifying or varying in aay way the application of laws,
rules, or regulations having the force and effect of law. The arbitrator's
decision shall be submitted ia writing, copies to both parties and the Bureau of
Mediation Services within thirty (30) days following close of the hearing of the
submission of briefs by the parties, whichever be later, ualess the parties
agree to an extension. The decision shall be binding on both the Employer and
. the Unioa and shall be based solely on the arbitrator's interpretation or application
of 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 shall 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 equally.
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� , � ARTICLE .6 (Cont.)
If a grievance is not presented within the time limits set forth above, it
ehall be considered "waived". If a grievaace is not appealed to the next step
pi.thin the specified time limit or any agreed extension thereof, it shall be
considered settled on the basis of the F.iuployer's last answer. If the Employer
does not answer a grievance or an appeal thereof within the specified time
Iimits, the Union may elect to treat the grievance to the next step. The time
limit in each step may be extended by mutual written agreement of the Employer
and the Unibn in each step.
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CITY OF SAINT PAUL
OFFICE OF THE CITY ADMINISTRATOR
FRANK D. MARZITELLI
November 8, 1974
To: Hon. Lawrence D. Cohen, Mayor
347 City Hall
Frosn: Frank D. Marzitelli
' City Administrator
365 City Hall �
Subject: Ordinance approving a 1974 Collective Bargaining
Agreement between the City and AFSCME Council
91, Local 1842, representing technical employees.
We respectfully request that the attached ordinance be
submitted to the City Council.
City Hall, Saint Paul, Minnesota 55102
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