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02-116i` � � �"', } �, � r3 } �"'; : 11"S t � � ! e� Presented Referred To Committee Date 1 2 3 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2002 through December 31, 2003 Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Requested by Department of. B enanav Blakey sos,�om Coleman Harris Lantry r/ I Reiter ✓ rj O c� Adopted by Council: Date ��_'j O_ a a e L Adoption Certified by Council Secretary By: Approve y ayor: Date • � B �_ RESOLUTION OF SAINT PAUL, MINNESOTA Conncil File # O 1- i l(� Green Sheet # 106863 �$ Office of L or Relations i � By: Form Appx� by CjYy A� t � �/ By: d'� for . DEPARTMENT/OFFICFJCOUNCII,: DATE INTTIATED GREEN SHEET No.: 106863 � p� �� - LABOR RELATIONS . 7anuary 29, 2002 CONTACI' PERSON & PHONE: � IryiTT�LppTE p•�ITfALDA KATI�RINE MEGARRY `�,• 266-6496 '+�ICV i D�'"Rx�rrr ntx. lr a cirY couxcn, NUMBER 2 C1TY ATTORNEY � CITy CLERK FOR BUIXiEi DIIt � FIN_ gc MGT. SERVICE DIl2. MOSC BE ON COUNQI. AGENDA BY (DATE) ROUTING 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATURE PAGES 1 (CLIp Aiy LOCATIONS FOR SIGNAT[JRE) acrlox �QUFa-rEn: Ttris resolution approves the attached January l, 2002 - December 31, 2003 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOIvIINENDAI'IONS: Appmve (A) or Reject (R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOI.LOWING QUESTIONS: _PLANNING COMIvIISSION _CIVIL SERVICE COMMISSION 1. Hu this person/fum ever worked wder a conhact for this depaztrnem? _CID COM[vIlTTEE Yes No STAFF 2. Has this person/fum ever been a city employee? DISTRICT COURT Yes No SUPPORTS WFIICH COiJNCIL OBIECTIVE? 3. Does this person/fim� possess askill not normally possessed by any current crty emptoyee? Yes No Eaplain all yes answers on separate sheet and attach to green sheet IN[TIATING PROBLEM, ISSUE, OPPOR'PUNITY (Who, Whay When, wne��,why�: The Collective Bazgaining Agreement with the Saint Paul Police Federation had expued. The City is required to negotiate with the Bargaining Unit. nnvarrrncES iF nrrxoven: An Agreement reached through good faith collective bargaining will be in place through December 31, 2003. " � � f° a; u�1 'v �- � � �,;.� DISADVANTAGESIFAPPROVED: NORC _ � �i� �� ,. ��. v�snnvnivracES � xoT nrexoven: The City would be required to reopen negotiations with the Bargaining Unit. This would strain relations with the Bazgaining Unit and possibly lead to a possible azbitration: . TOTAL AMOUNT OF'CRANSACTiON: COST/REVENUE BUDGETED: FUNDING SOURCE: ACITVI'1'Y NUMBER: FINANCIAL INFORMe1TION: (EXPLAI� T� 0 7. -\�t� ATTACI3MENT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a sumffiary of the changes in the Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2002 through December 31, 2003. Wa�es: 2002: 3% increase to base rate 2003: 3% increase to base rate Increased longevity steps for titles in the ECC by an additional 1% effective 1/1/02. Health Insurance: 2002: Single: $276.65 per month 2002 Family: $498.00 per month ($43535(2001 family contribution) +$16.76 (additional union paid increase) +$45.89 (60% of the family increase in 2002)). 2003: Single: $259.72 plus any increase in the 2003 single premiuxn up to $45.00 per month. If the increase exceeds $45.00 per month, the City will contribute 50% of the excess increase amount per month. 2003: Family: $494.70* plus 65% of the family premium increase in 2003 up to $71.50 per month. If the premium family premium exceeds $110.00 per month, the City will pay 40% of the excess increase per month. * City paid life insurance is removed from the contribution amount and listed separately in the contract - the benefit has not changed. The Single premium is frozen for the first year. It is anticipated that the unused benefit dollar amount will be used up during the second year of the contract, and the City will have accomplished its goal of paying benefit dollars only for benefits. The Family premium increase for 2002 is similar to other bargaining units who have already signed agreements. The 2003 premium is set up to help control premium increases from our health care provider. Because the City is paying only 65% of the increase up to $71.50 per month, and only 40% of a premium increase over $110 per month, the Federation has an incentive to work with the City in controlling costs. The Union used money saved by freezing the single insurance rate to receive an extra $16.76/mth on family insurance. o�..—��c� Agreed to prohibit the addirion of new dependents (beyond those of record at the time of retirement) to the retiree's's health insurance plan at Ciry expense after retirement, effective 7/1/03. Clarified that a retiree's participation in the City plan must be continuous. Clarified that employees are not chazged for participating in the Flexible Spending Account. For employees who have a spouse working for the City who is participating in the City insurance plan with family coverage, the employee can waive single coverage. The amount of unused benefit dollars the employee receives was fixed at $225 per month. Clothing Allowance Agreed to increase clothing allowance for non-police titles to $275.00 per year effective 1/1/03. Premiums Agreed to eliminate $2.90 bi-weekly premium for Police Officers. Agreed to increase Ordnance Disposal and Narcotics premiums to $1.25/hr effective 1/1/02 and $1.50/hreffective 1/1/03. Agreed to create a premium of $0.75/hr for Police Officers assigned as a School Resource Officer (SRO) effective 1/1/03. Clarified that officers assigned to SRO receive the Uniformed Police Officer premiusn. Agreed to include previously signed Senior Commander MOU in contract but eliminated selection committee language. Agreed to increase CIRT and Hostage Negotiation Team allowance to $100.00 bi-weekly effective 1/1/02 and $120.00 bi-weekly effective 1/1/03. Agreed to increase Canine allowance to $170.00 bi-weekly effective 1/1/02. Severance Pav Agreed to move the 2"d & 3` payment dates of severance pay to April in order to ease administrative btuden. Union Time Agreed to allow four union members to be released from their duties for wage and benefit discussions with the City during negoriations. Each individual is allowed a maximum of 12 hours. Agreed to release time for the Federation president. President is released from 50% of his duties, all union represented employees aze required to donate vacation annually to cover the president's o�_��.cp time (for 2002 it is three hours per represented employee). The union is also required to pay the SPPD $5,000 per year to cover admnustrative costs. Grievance Process Union required to notify the City during the grievance process whether a grievance, if unresolved, will be appealed to the Civil Service Commission or to arbitration. Holidavs/Vacarion Agreed to a change in the process for holiday eligibility determination. This change will make the administration of holidays easier for Payroll staff. Agreed to eliminate the two floating holidays and add two days to each level of the vacation schedule. This change will make the administration of vacation easier for Payroll staff. Effective payroll year 2003. Incanacitation Agreed to limit the benefit only to police titles to be consistent with original intent. Sick leave pool to be based only on police titles, but average usage threshold decreased to 7 days. Funeral Leave Added language &om the Civil Service Rules for clarification. Retroactivitv Agreed to limit retroactive payments to those employees who are active at the time of signing of the contract. Other changes are of a housekeeping nature. G:\Shared�I,RCOMMOIV�CONTRACT�POLICE\02-03�greenattachment.wpd � a a� - � � ^ �`� �P _ 2042 - 20D3 COLLECTIVE_ BAR�AI�IING AGREEl�'IENT � � � � � � � BE3'WEEN � � . - � � � _ ; � - - _ � THE CITY �F�SAINT FAUL , - � �_ :, , - _ � __ �- _� ._ _ =. �. A�A} - ; - . �--. _ - - � THE:-��IN� PAUL POI.ICE FE��RATION � � ` = � � � � � Y , oa- t i � ,� �TICLE 1 2 3 4 5 TITLE PAGE Purpose......................................................................1 Definitions ...................................................................1 Recognition ..................................................................1 Security .....................................................................2 Employer Authority ............................................................3 6 Employee and Federation Rights - Crrievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................7 8 Hoursof Work and Overtime .....................................................7 9 Court Time ...................................................................8 10 CaIlBack ....................................................................8 11 Stand-By Time ................................................................8 12 Uniform Allowance ............................................................9 13 Military Leave of Absence .......................................................9 14 LegalService ................................................................10 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 17 Safety ......................................................................15 � Premium Pay/Special Allowances : : : : : : : : : : : : : : : : : : : : : : : : : : : . : : : : : : : : : : : : : : : : : : . . 15 Shift Differential . . . 18 20 Vacation ....................................................................18 21 Holidays ....................................................................19 22 Severance Pay ...............................................................20 23 Wage Schedule ...............................................................22 24 Sick Leave --• .........................•--........---........................ 25 Incapacitation ................................................................26 26 Materniry Leave ..............................................................26 27 FuneralLeave ................................................................26 28 Discipline ...................................................................27 29 Seniority ....................................................................27 30 Bidding .....................................................................28 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al i oa.- � � � C� COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL � THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, beriveen the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION 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 wili best serve the needs of � general public. �J ii oa- �� ARTICLE 1 - PURPOSE l.l The EMPLOYER and the FEDERATTON agree that the purpose of entering into this AGREEMENT is � to: 1(1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1(2) Establish the full and complete understanding ofthe parties concerning the terms and conditions of this AGREEMEI�3T. 1(3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration ofthis AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: � 2.4 2.5 The City of Saint Paul FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: AGREEMENT: A member of the FEDERATION'S exclusivel}� recognized bazgaining unit. The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMEI�'T HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of meeting and negotiating the terms and conditions of empioyment for all fuil-time police deparcment personnel; excluding supervisory employees, confidential empioyees, part-time employees, temporary or seasonal employees and all other employees exciusively represented by oiher organizations. � � ARTICLE 3 - RECOGNITION (Continued) 3.2 Job classes that aze within the bazgaining unit and covered by this AGREEMENT aze as follows: Commander Lieutenant Communications Services and Maintenance Supervisor Police Officer Emergency Communicafions Center Manager Police Trainee Emergency Communicarions Center Shift Supervisor Sexgeant Emergency Communications Center Fire Dispatcher I Emergency Communications Center Police Dispatcher Emergency Communications Center Telecommunicator � 33 In the event the EMPLOYER and the FEDERATION are 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 determination. 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 month2y FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designate employees from the bazgaining unit to act as stewazds and shall � inform the EMPLOYER in writing of such choice. 43 The EMPLOYER shall make space available on the employee bulletin boazd for posting official — - - - _ - FEDERA'fION notices an - announcements: - --- - Tf upon review, the department head or authorized represeniative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all 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. 4.5 Release time for negoriations. During each round of negotiations, four individuals (not including the Federation President) will be allowed to meet with the City's authorized representative, without loss of pay, for the purpose of wage, salary, or fringe benefit discussions. Each individual is eligibie for up to ours o suc re ease " . -- - 4.6 Release time for Federation President. The individual elected Federation President shali be released from 50% of his/her normal duties under ttte following conditions: � va-i�� ARTICLE 4 - SECURITY (Continued) Such release time will be funded by a donation of vacation hours from each Federation-represented � emplovee at the beginning of each yeaz. The amount of hours needed to be donated from each employee will be recalculated each yeaz, based on the actual salary and benefit costs of the individual President. (For the yeaz 2002, each Federation-represented employee will donate three hours of vacation). In addition, the Federation wili pay a$5000.00 administrative fee each yeaz to the DEPARTMEI�'T. It is understood that the President's release time will be taken in whole day increments as much as possible and that the President will work with his/l�er supervisor to identify which days each pay period will be release time days. It is also understood that, during his/her release time, the Federation President's activities aze up to the Federation's discretion. lt is further understood that, as with all employees and consistent with Article 30, the assignment (including any� special assignments) for the individual serving as Federation President will be determined by the DEPARTMENT HEAD. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. � A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE 6.1 DEFIi�IITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the 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. However, disciplinary actions may be appealed to either the Civil Service Commission or to an azbitrator. If disciplinary action is grieved under the terms of this contract, the union's Step 2 written grievance must state whether the grievance, if still unresolved after Step 3, will be appealed to the Civil Service Commission or to an arbitrator. • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) Nothing in this Article precludes employees from pursuing whatever recourse they may have under the terms of the V eterans Preference Act. 6.2 FEDERATION REPRESENTATIVES � The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of their successors when so designated. 63 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATTON 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 only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATTVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE� have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs ofthe EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shalt, within twenty-one (21) calendar days after such alieged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 g'ievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nariue of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT atlegedly violated, the remedy requested, and shal] be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representarive's final answer in Step 1. y grie �RATION within ten (10) calendaz days shall be considered waived. � oa-� � � ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Step 2 If appealed, the written grievance shall be presented by the FEDERATTON to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendaz days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendaz days following the EMPLOYER designated representative's final Step 2 ansvaer. Any grieeance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3 If appealed, the written grievance shall be presented by the FEDERATION tq and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendaz days afrer receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendaz days shall be considered waived. Optional Mediation Step � 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grie��ance 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 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 arbitration shall be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in sepazate 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 azbitratox might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resoived, � the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � 6. If the grievance is not resolved and is subsequently moved to azbivation, such proceeding shali 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 referred to during arbitration. Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Goveming the Arbivation of Grievances" as established by the Boazd Bureau of Mediation Services. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from the terms and conditions of the AGItEEMENT. The azbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, 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, rules or regulations having the force and� effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days followmg the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision 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. C. The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDER.ATION, provided that each party shall be responsible for compensating its own representatives and wimesses. If either parry 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 shazed equally. 6.b WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived." Tf a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER �t�P� n�r a„�wPT ��;evance or an aDneal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeai me gnevance to me next - step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. • oa-«� ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) �i xECOxDs Al] documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint PauL In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE S- HOURS OF WORK AND OVERTIME 8.1 The normal w�ork day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the norma] work days shall be ten (10) consecutive hours per day. For employees assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. For � employees assigned to the 4/2 shift, they may be required to work a 10 hour day or an 8 hour day consistent with the schedule and as assigned by the DEPARTMENT HEAD. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shail be one hundred sixty (160) hours in twenty-eight (28) days. 83 This section shall not be construed as and is not a guazantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed dail}� planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maYimum of one hundred (100) hours of compensatory time. � J ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appeaz in court during scheduled off=duty time will be compensated at the rate of one and one-half (1.5) rimes the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal houriy rate. � 9.2 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. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated a� the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such caII to work is an extension of or an eazly report to a scheduled shift. ARTICLE 11 - STAND-BY TIME 11.1 An EMPLOYEE required to stand-by for court appearance during scheduled off-duty time will be � compensated for a minimum of two (2} hours based on the EMPLOYEE'S normal hourly rate for such day he/she is required to stand-by, but such compensation ska11 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. 11.1 (l ) If an employee is on standby for a court appearance and is called into court, he or she will receive not ]ess than two (2) hours pay based on his/her normai hourly rate. 1 I.2 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. 113 Unless notified to the contrary, stand-by status shali continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact ffie City or County triai lawyer or his/her secretary in chazge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. � oa.-� t � �TICLE 12 - UNIFORM ALLOWANCE 12. I The 1972 base of one-hundred eighty ($180.00) doliazs as a clothing allowance on a voucher system w�ill be increased on January I, 1974 and each yeaz thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms aze defined in Appendix A. 12.2 Article 12.1 shall apply only to the following job classes: Commander Lieutenant Sergeant Police Officer 12.3 For 2002, all other job classes under this AGREEMENT shall be entitled to two hundred fifry ($250) dollars each year as a clothing allowance on a voucher system. Beginning 1/1/2003, ali other job classes under this AGREEMENT shall be entitled to two hundred seventy five ($275) dollars each yeaz as a clothing allowance on a voucher system. ARTICLE 13 - MILITARY LEAVE OF ABSENCE �.1 PAY ALLOVJANCE Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the state, now or hereafter 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 federal law, shall be entitled to ]eave of absence from employment without loss of pay, seniority status, e�ciency rating, vacation, sick leave or other benefits for all 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 total of fifteen ( I S) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or navai service is satisfactorily performed, which shall be presuxned uniess the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) retums to his/her position immediately upon being relieved from such military or nava] service and not later than the expiration of 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 fauit, 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 waz or other emergency declazed by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to ]eave of absence from employment w�ithout pay during such service with right of reinstatement and subject to such conditions as are imposed by law. ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued) � 133 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any ciaim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 A'otwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where the employee is the Ptaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION I5.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an out-of-ctass assignment for a pro2onged period of rime. Any EMPLOYEE working an out-of-class assignment for a period in � excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the siatteenth (16) day of such assignment. For purposes of this Articie, an out-of-class assignment is defined as an assignment of an employee to - -- ---peFform� on- a full-time-basis,-ali-of-the_significantduties.andsesp.onsibilities_of a_position_different_from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. ARTICLE 16 - INSURANCE AcNve Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer wiIl attempt to prevent any changes in the benefits offered by tI in benefits which a specific provider unplements. If in either yeaz the number of plans increases, the increase will be based on the average premium.� 70 oa-��6 �TICLE 16 - INSURANCE (Continued) 16.2 Effective for the January 2002 insurance premiums, the EMPLOYER agrees to contribute $276.6� per month to eligible EMPLOYEES who select single health insurance coverage. For eligible EMPLOYEES who select family health insurance coverage for 2002, the EMPLOYER will contribute the 2001 family contribution ($43535) plus $16.76 plus 60% ofthe family premium increase in 2002 up to $60.00 per month. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase per month. [The total monthly 2002 family insurance contribution will be $43535 +$16.76 +$45.89 for a total of $498.00]. 163 � 16.4 P� � Effective for the January 2003 insurance premiums, the EMPLOYER will contribute the 2002 single premium amount ($259.72) plus any increase in ihe 2003 single health insurance premium up to forty-five dollars ($45.00) per month. If the single health insurance premium increase for 2003 exceeds forty-five dollars ($45.00) per month, the Employer will contribute 50% of the amount over forty-five ($45.00) dollars per month. [Note: Because the amount of the 2002 single insurance premium ($259.�2) was less than the Employer's 2002 contribution of $276.65, only a portion of the $45.00'month increase for 2003 reflects new money to the bazgaining unit]. For eligible EMPLOYEES who select family insurance, the EMPLOYER will contribute an amount equal to the 2002 family contribution ($498.00 minus $3.30 because the contribution for life insurance is moved to Article 16.4), plus 65% of the family premium increase in 2003 up to $71.50 per month. If the 2003 family premium increase exceeds $110.00, the City will pay 40% of the excess increase per month. Under the "Cafeteria Plan;' ail benefit eligible employees (i.e. 40 hours/pay period or more) must select at least single health insurance coverage and $10,000 of life insurance coverage. (In 2002, the City wil] contribute the cost of the $10,000 mandatory life insurance as part of the insurance contribution described in Article 16.2. In 2003, the City's contribution to the $10,000 mandatory life insurance will be a stand-alone contribution separate from the heaith insurance contribution described in Article 163). It is understood that these mandatory coverages (single health and $10,000 life) may not be waived. However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, two hundred and twenty five dollazs ($225.00 per month) shall be eligible for payment as unused benefit dollazs. Such payment shall be made during the month of January for the previous insurance year. The amount eligible for payment as unused benefit dollazs shall be the actual cost of the single health insurance premium, less the cost of the mandatory life insurance premium. Effective for 2002 only, for employees selecting single health insurance, any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, 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. For employees who terminate their empioyment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. I1 ARTICLE 16 - INSURANCE (Continued) � 16.5 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee chazged for employees participating in the Dependent Caze 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 16.6 In the event of the death of an active employee, the dependents of the employee shall have the option, within thirty (30) days, to continue the cunent hospitalization and medical benefits, including such plan improvements as may be made from time to time, which said dependents previouslv had, at the premium and Employer contribution applicable to eligibie early retirees. The date of death shall be considered to be the date of retirement. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizarion and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents� An eli�ible dependent who is not enrolled in the City's health insurance program at the time of the emplo}�ee's death will have an option to enroll at the next annual open enrollment period. It is further undeistood cfiat coverage shall cease in the event o£ 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased empioyee or retiree. 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this eveni, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 through 16.11 below towazd a health insurance plan offered by 16.7 ( I) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and � 16.7 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree plans, and l2 oa-e i� �RTICLE 16 - INSURANCE (Continued) 16.7 (3) Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension, and 16.7 (4) Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Earl}' Retirees 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after 7anuary 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Arcicle 16.7 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a masimum of $350.00 per month toward the premium for single or family health insurance coveraLe. Any unused portion of the Employer's contribution shall not be paid to the retiree. � When such early retiree attains age b5, the provisions of Article 16.10 shall apply. 16.9 This Article shall apply to employees who: 16.9 (l ) Retire on or after January 1, 1996, and 16.9 (2) Were appointed on or after January i, 1996, and 16.9 (3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.7 above, and 169 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribute a maximum of $300.00 per month toward 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 eazly retiree attains age 65, the provisions of Article 16.11 shall apply. � 13 ARTICLE 16 - INSURANCE (Continued) Regular Retirees (Age 65 and over) 16.10 This Article shall apply to employees who: ]6.10 (1) 16.10 (2) 16.10 (�) 16.10 (4) 16.10 (5) Retire on or after January 1, 1996, and Were appointed prior to 3anuary 1, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 16.7 above, and Select a health insurance plan offered by the EmpIoyer. � The Employer agrees to conuibute a maximum of $550.00 per month towazd the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after January l, 1996, and . 1611 (2) Were appointed on or after January 1, 1996, and 16.11 (�) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.7 above, and -- - -- 16.1 i(5j - Setect a health-insufance plan offer-ed by-the E�ployer. -- -- ---- The Employer agrees to contribute a maximum of $300.00 per month towazd the premium for singte or famil}� health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer s cantriburion shall not be paid to the retiree. This Article shail also apply to eazly retirees who retired under the provisions of Article 16.9 when such early retiree attains age b5. 16.12 The contributions indicated in Article 16 shall be paid to the Employer's third party administrator or designated representative. 16.13 A retiree's participation in the Ciry's health insurance plan must be continuous. The retiree must be participate at the time of his/her refirement 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 Emplayer contribution. 16.14 Effective for employees who retire on or after 7/1/03, additional dependents beyond those of record a� the time of retirement may not be added to the retiree's health insurance pian at City expense after retirement. 14 oa-� �� RTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standazds, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the sub}ect of a grievance and w be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS In addition to other compensation payable, any full-time employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of One hundred ($100.00) Dollazs biweekly effective the pay period closest to 1/1/02, and One hundred twenty (�120.00) dollazs biweekly effective the pay period closest to 1/1/03 . Only empioyees who have satisfactoril}• completed all required training shall be eligible for such assignment designation and special allo��ance. .2 CANINE HANDLER In addition to other compensation payable, Canine handlers who are required to keep the dogs in their homes, transport them in their private cazs, etc., shall be granted an allowance not to exceed One Hundred Seventy ($170.00) Dollars biweekly. Such allowance shali be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allovvance shall be payable only during the time the employee is performing duties as outlined above. 18.3 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer who is assigned to the duties of a Field Training Officer shai] be paid a differential of $1.50 per hour above his/her regulaz base rate for those shifts actuaily worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differentiai. � 15 ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued)� B: Effective, January i, 2000 the Employer may assign up to siany (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (I S) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for all hours during the period s/he is so designated Only Police Officers and Sergeants who have satisfactorily completed all required training delineated by the DEPARTMEI` HEAD shall be eligible for such assignment and pay differential. Full-Time Field Training Officers and Supervisors will be designated and defined by the DEPARTMENT H�AD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. These EMPLOYEES shall provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDIvTANCE DISPOSAL LTNIT Any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGENT An}' Police Officer assigned as a Nazcotics Agent to the Narcotics Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective tke pay period closest To 1/1/03. 18.6 SCHOOL RESOURCE OFFICER • Effective the first day ofthe pay period closest to i/1/03, employees working in the title, Police Officer, and assigned as a School Resource Officer shall be paid a differential of $0.75 per hour above hislher base rate 18.7 UNIFORMED POLICE OFFICER Employees working in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted, SRO or Tr�c & Accident shall receive one and a half percent (1'/z %) per hour above the base rate. � 16 oa-<<� �RTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) 18.8 LICENSE AI�TD MANDATED TRAINING ALLOWANCE Employees co��ered by this agreement who have a least three (3) yeazs of service with the Department will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Fire Dispatcher shall be included in the above allowance because they aze required to have an EMT certificate. 18.9 MASTER PATROL OFFICER ALLOWANCE The DEPARTMEI`TT HEAD may designate up to 20 District-assigned MASTER PATROL OFFICER positions w°ith 10 years minimum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a halfpercent (1 '/z) above their base rate who will be billeted throughout the Districts according to seniority pursuant to Article 30. 18.10 SEN10R COMMANDER ALLOWANCE • Nancy DiPema William Finney Richazd Gazdell Lisa McGinn Thomas Reding 18.11 LANGUAGE INTERPRETATION SKILLS ALLOWANCE The DEPARTMENT HEAD may designate EMPLOYEES to be paid a premium above their base rate if . certified as proficient in language skills other than English as delineated by the DEPARTMENT HEAD. The premium for EMPLOYEES who aze designated shall be 2%. Any certified Commander who is assigned the duties of a"Senior Commander" shall receive five percent (5%) per hour above their base rate. The number and nature of such Senior Commander assignments shall be determined solely by the Chief. The Chief may remove employees from Senior Commander assignments at anytime. The Chief shall make such assignsnents only from among employees holding the rank of Commander. Assignments to and removals from Senior Commander duties shall not be subject to the provisions of Article 6(Grievance Procedure) of this agreement. It is recognized that the intent of item #5 on the 12/8/99 MOA was that the following individuals are permanently "grand fathered" to a rate of compensation no lower than the "Senior Commander" rate. These individuals are the only remaining individuals who were in certified Commander titles prior to the implementation of the 12/8/99 MOA: 17 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning eartier than 6:00 a.m. ar ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m. and 6:00 a.m. shall be paid a differential of five percent (5 %) of the employee's base rate for all hours of the shift actually worked by the empioyee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than four hours of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differenual of five percent (5 %) of the employee's base rate for only the hours actually worked bet��een the hours of 6:00 p.m. and 6:00 a.m. ARTICLE 20 - VACATION � 20.1 Effective for IRS payroll reporting year 2002, each full-time employee shall be granted vacation according to the following schedule: Years of Service 0 thru 5 yeazs after 5 years afrer 10 yeazs after 15 yeazs afrer 20 years Vacation Granted 13 days 18 days 21 days 23 days 25 days n �.J - Effective for IRS payroll reporfing yeaz 2003, each fu11-f'ime employee shaff be granted vacation according to the following schedule: (Note, this chart reflects the h�ansfer of two floating holidays to the vacation schedule). Yeazs of Service 0 thru 5 yeazs after 5 years after 10 yeazs after I S years after 20 yeazs Vacation Granted 15 days 20 days 23 days 25 days 27 days Employees who work less than full-time shall be granYed vacation on a pro rata basis. 20.2 The head of the Department may permit an emp oyee to cazry over in o e o owing payro reporting yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each IRS pa}�roll reporting yeaz for any or all hours for which the employee requests payment. Payment shall be at the� rate of pay in efFect at the tnne payment is made. 18 oa-�� RTICLE 20 - VACATION (Continued) 203 Employees with at least 180 days of accutnulated unused sick leave shall be allowed to convert tw�o (2) da}�s of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the ea�tent that the balance of unused sick leave is not reduced low�er than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holida}�s recognized and observed. The following days shail be recognized and observed as paid holida}�s: New Years' Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day � Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Two floating holidays (2002 only) Eligible EMPLOYEES shal] receive pay for each of the holidays listed above, on which they perform no work. For emplo}�ees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) 21.1 (2) 21.1 (3) Whenever any of the holidays listed above shall fail on Saturday, the preceding Friday shal] be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the IRS payroll year, subject to the approval of the departrnent head of any employee. Note, beginning with payroll year 2003, floating holidays are eliminated and moved in to the vacation schedule. 213 � Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE must be employed as of the date of the holiday and have paid hours on the payroil for that pay period. The amount of holiday time earned shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purpose of this section, non-holiday hours paid includes hours actually worked (excluding overtime), vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shail receive holiday pay. 19 ARTICLE 21 - HOLIDAYS (Continued) �J 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shail be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department pemuts, or he/she shall be paid on a straight time basis for such hours worked, in addition to hislher regulaz holiday pay. B. Employees working in the title Police Officer shall be recompensed for work done on Martin Luiher King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Bay by being granted compensatory time on a time and one-half basis or by being paid on a tune and one-half basis for such hours worked, in addirion to his/her regular holiday pay. ' C. If an employee entitled to a holiday is required to work on New Yeaz's Day, Memorial Daq, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shall be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-haIf basis for such hours ��orked, in addition to his/her regulaz holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pap program as set forth in this Article 22. ___ __ 22.2 __To be eligible for the severance pay program, an employee must meet the following requirements: ! 22.2 (1) The employee must be voluntarily sepazated from Ciry employment or have been subject to separation, 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. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with the Ciry or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forty (640) hours of sick Ieave credits at the time of his/her separation from service. lJ ZO oa-�� ARTICLE 22 - SEVERANCE PAY (Continued) � 3 If an employee requesu severance pay and if the employee meets the eligibility requirements set forth abo��e, 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 employee on the date of sepazation for each day of accrued sick leave subject to a masimum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WZTH THE CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $l 0,000 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 twenty-five (25) yeazs of service at the time of his/her sepazation from service shall be granted severance pay in the amount of thirry thousand dollars ($30,000). An employee with twenty (20) or more years of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allowed the maximum � severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollars ($10,000) each. The first payment shali be made during the month of February in the year follow�ing the year in which the employee sepazates his/her employment. The second and third annual pa}�ments shall be made during the month of April in subsequent years. 22.4 For the purpose of this severance pzogram, a death of an employee shall be considered as separation 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. 22.5 Severance Pay which totals ten thousand dollazs ($10,000) or less shali be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance and in such cases, the provisions of this Article shali control. Employees are not eligible for severance plans listed in City Ordinance No. 11490. � 21 � � A � W O T � ' .;` i ° Ci, a. ."�.+ � C) C y O a) N a' � � C U O c� � � Q L ��+ R � v. �p v � . tC [S � t�, � U � C �9 � � N 3 �i O � � O S G 3 � 0 � 3 �' 3 � O L � _ � t3 � u � � ' _ _ _ ' _ __ _ � _ - __ _ _ __�' _ _ ' L � � y � k � u d .� 4 ir L V �' c � o � •� '� � s V � c��C d t1 y 0 0 s�-� � M M � W � � � � C U � � � A �� W - � .� -v � U m o 0 0 C/� � � � N � R ' Q c -- >' �, 3 �s �� , �v � � c c N �> v > > �,7] L' C U U �7 � '� u � � v� a W :al F Q N � � � ti > .� � W m f� M � v �n o n � O � � V � �N � � � � �[7 V t37 f7 � OD � N � N � t0 V � o o co v � � � � � � in r r� c� {(� � Lq M u. rn rn N c � N N f9 V) (fl V3 � C (O r � � N � � ca n c�i � m � r c � � � N ___ ___ . _r_.r __._.__. _.__ ._nj_N._..__._ tfl EH EA U> no wa�o � n m o � �- � N N � (i9 V) fA � � � r (� � � O O � N N �� o rn rn ao v 3 m o � co pi Qi tq N � m (�D � 01 � � a ¢ t�.1 O E u � aa` �� d � � a � O f» v> 3 0 o a N N � � � N O � � � m � E19 EA ° o 0 � ` � � 0 3 i d a c R E � <.1 W � N m O N M EA K3 N N c� N � � � � N N EA V3 n o r m �� s � N N � � ln N � ° n — �MKJ O � o � � � N N EhT EA � � � � V V � � N Ol rn � N N � ° o ° o < ` � � � J � � } lfY � � } O � � • W 0 w L y � � d C d U N c m 0 R V �C 7 � � Q O U � T � v O C y d � � d d � 7 W tA �� tt] W � O � � N cV Efl tA (p N � m N M � � r� v N N fA EA t�'i N � M ai r N � N N [fl V3 N � h- N r- a � N �M EA O �`ti m 3 co 0 I�- V r O �-- O N (V y EA EA � d a c�o � y M M O O d V � � C « c � � 'R tn N � O� m ad ffl N d ii .� d O � N r t!) 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EA O � CO C rn � � rn � < M � � � n � .� OJ M � m b9 ff} � � t� O N fh O (O W W � � �ra v3 � u� � 6� V (O V � � � � EA G9 � � � � N N � n < � -» rt» _ c � M R R N O � m �o � �� m V M tq � V � � �» N f� V I� W N 'V � �� . C N T v t Gi � L d � W 0 o c7 CO 'C i� cJ N f� �fJ 4() V3 V3 N M O O O O N N � � T c� c d � L d � � � N I� � � C V � � N c7 O O O O N N � 1 oa-��t ARTICLE 24 - SICK LEAVE Z4.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he � shall not be employed or engage in any occupation for compensation outside of his/her regulaz Ciry employment. Violation of the provisions of this pazagraph by any EMPLOYEE shall be grounds for suspension or dischazge. 24.2 In the case of a serious illness or disability of a parent or household member, the head of the deparnnent shall grant leave with pay in order for the employee to caze for or to make arrangements for the caze of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick lea��e credits. Use of such sick leave shall be limited for forty (40) hours pei incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the caze of a seriously ill or disabled child. 24.3: The head of the department or the Human Resources Director may require a physician's certificate or additional certificate at any time during an employee's use of sick leave for the purposes stated in 24.2 above. All such certificates shall be forwazded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Article 24.2 for three or fewer calendar days helshe shall submit to the head of the department a cercificate signed by the employee stating the nature of the � child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted uniess or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician cenifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Office of Human Resources. 24.4 I�TO sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-haif hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of this article only for the number of days or hours for which helshe would normatty have been paid if he/she had not been on sick leave. � 25 ARTICLE 25 - INCAPACITATION 25.1 Regular, full time, EMPLOYEES in the titles of Police Officer, SergeanT, Lieutenant or Commander � who aze 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, the twelve (12) month period shall first be utilized and only when same is eathausted shall accumulated sick leave be applicable. 25.2 Regulaz, full time, EMPLOYEES in the titles of Police Qfficer, Sergeant, Lieutenant & Commander, who aze disahled through injury or sickness other than specified in SectiQn 25.1 above shall receive full wages for a period equal to acctunulated sick leave pius 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, shall be applicable. Ii is further understood that the six (6) month period shall be available only in those yeazs where the last available Annual Report of the City Risk Management Office shall show average sick leave used per employees in the titles of Police Officer, Sergeant, Lieutenant & Commander (based on the 1972 Annual Report method of calculating same) of seven (7) days or less. 25.2 (i) The 7 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacarion conversion program will also be excluded. 253 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entided to reinstatement any time within five (5) yeazs from the date of injury or incapacity, provided they are physically capa� of resuming their job. 25.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. ARTICLE 26 - MATERNITY LEAVE 26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the da[e of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the empioyer may approve such teave at its option, and such leave may be no longer than one (1 } year. . � . � 27.1 Employees who have accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, fathe� in-law, or other person who is a member of the household. Any empioyee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funerai of the Employee's grandpazeni or grandchild. � Oa.. � / (P ARTICLE 28 - DISCIPLINE 28.1 The Employer may discipline employees in any of the forms listed below: � Oral reprimand Written reprimand Suspension Demotion Discharge The Employer w�ill discipline employees for just cause oniy and in accordance with the concept of progressive discipline. ARTICLE 29 - SENIORITY 29.1 Seniority, for the purpose of this AGREEMBNT, shall be defined as foilows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee w�as first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is dischazged. �.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layof£ However the recail rights for ranking o�cers (i.e.; Sergeants and above) shall expire afrer three years of layoff. . 27 ARTICLE 30 - BIDDING 30.1 Once a yeaz the Department shall hold a bid for Patrol Officers working District assignments. Officer� assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and aftemoons and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to their preferred District azea. However, when a District assignment conflicts with a work shift bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignlTlents to District personnel levels and such special assignments are not govemed by the seniority bid system described above. The Department also reserves the right to make adjustments to the District personnel assignments. Such reassignment shalT, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other Uniu shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Departmeni shali make every effort to honor the Officer's yeazly bid cazd. 30.4 The Employer agrees to form a committee made up of Federation-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointrnent of special assignment jobs. 30.5 All employer/employee committees meeting tunes shall be considered part of an employee's regular work schedule. Any work performed by an employee for the committee may be done during their . normal work hours if it does not create a burden on the unit to which they aze assigned. 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS 0nce peryeaz�the issu�seniority-bid cards to Emergeflcy-GotnmunicationsCenter- Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shifr (Tour I, II, III) which shalf be assigned based on classification seniority. ARTICLE 31 - WORK BREAKS 31.1 EMPLOYEES in the titles of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be ailowed adequate time from work within each four consecufive hours of work to use the neazest convenient restroom and/or as relief from work. . sar isreqwre o a - , �°-•--- be entitled to the rest period that occurs during said one-half shift. � 28 oa-�� ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as of January 1, 2002 and sha11 conrinue in � full force and effect through December 31, 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 by June 15 of the year in which modifications aze desued, so as to comply with the provisions of the Public Employ"ment Labor Relations Act of 1971. 321 322 Retroactive pay adjustrnents 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, CITY OF SA1NT PAUL a erine L. Megany Labor Relations Birector DATED: � � 2 � � SAINT PAUL POLICE FEDERATION Da id Titus Saint Paul Police Federation President DATED: I� 3� � 29 oa-i t�, ,,, .�►� Unit Price vercoats .......................................................................... $125.00 ckets,winter .......................................................................$ 39.95 3ackets,intermediate ....-----� ........................................................$ Jackets,sununer ..........--�-� ................•---.........---......................$ 2795 Parkas ..............................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..........................................................................$ 32.00 CapCovers ......................................................................... $ 2.50 Vests.............................................................................. $ 8.50 Alternate Vest .................................................................... $ 5.95 Trousers, winter .....................................................................$ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ....................................................................$ 25.50 Shirts,winter(Colored) ................................................................ $ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shirts,summer(Colored) .............................................................. $ 6.95 Shirts, sununer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 �es ................................................................................ $ 1.25 Shoes ..............................................................................$19.00 Altemate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..........................................................................$ 12.95 Alternate Overshoes ................................................................ $ 6.95 Rubbers ............................................................................ $ 3.95 Socks(Black orl�iavy Blue) ............................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ..................................................................... $ 4.95 Black Gloves ........................................................................ $ 7.50 Uniform Caps,winter .................................................................. $ 8.75 Uniform Caps,summer ................................................................ $ 8.75 � A-1 APPENDIX A (continued) J Unit Price � Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 16.25 Garrison ........................................................................ $ 2.50 Cartridge Holder ..................................................................... $ 3.50 Flashlight Holder ............................................�--...................... $ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...........................................................................$ 13.95 Handcuff ....................................................................�-� $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safery Helmet: Visor ....:....................................................................... $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$ 14.20 DutyGuard ....................................................................... $ 2.95 • Y-D Harness ...................................................................... $ 2.95 Holsters: Federal ...................................................................... $ 5.95 SafazilandllA ....................................................................$ 18.95 Safariland 29 ......................................................................$ 12.95 Don Hume216 .................................................................... $15.50 The following items aze included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. HandcufF Holders 4. Overshoes 5. Rubbers 6. Holster • oa-i�� /:R►1 �. �„ _ o a -�� ,.. : _ � � :, _ - 2402 - 2003. _ - COLLECTNE BARGAINIl�TG AGREElVIENT ��- � � : BETWEEN � � = - �� -.- " ` �'I�E C�'FI' �F SAINT P�TJL . _Al�� , T�E S�INT �'�ITL POI:�C� FED�RA'TION > - ' � �` � _ � � -. INDEX �TICLE 1 2 3 4 5 TITLE PAGE Purpose.................................................................•---.1 Defuutions...................................................................1 Recognition..................................................................1 Security .....................................................................2 Employer Authority ............................................................3 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................7 8 Hoursof Work and Overtune .....................................................7 9 CourtTime ...................................................................8 10 Ca1lBack ....................................................................8 11 Stand-By Time ................................................................8 12 Uniform Allowance ............................................................9 13 Military Leave of Absence .......................................................9 14 LegalService ................................................................10 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 � Safety ......................................................................15 Premium Pay/Special Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 19 Shift Differential .............................................................18 20 Vacation ....................................................................18 21 Holidays ....................................................................19 22 Severance Pay ...............................................................20 23 Wage Schedule ...............................................................22 24 Sick Leave ..................................................................25 25 Incapacitation ................................................................26 26 Maternity Leave ..............................................................26 27 FuneralLeave ................................................................26 28 Discipline ...................................................................27 29 Seniority ....................................................................27 30 Bidding .....................................................................28 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . AI i oa-<<� � COLLECTIVE BARGAINING AGREEMENT BE'TWEEN THE CITY OF SA1NT PAUL 0 THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, beriveen the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION 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 '� general public. • ii oa-1i� ARTICLE 1 - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is � to: 1.1 (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concemed. 1.1 (2) Establish the full and complete understanding of the parties conceming the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1 (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 FEDERATION: Saint Paul Police Federation P� ►� �� l►� 4 9 i L�]'1 � 17 I 23 2.4 2.5 The City of Saint Paul FEDERATIOI�i MEMBER: A member of the Saint Paul Police Federation. EA4PLOYEE: AGREEME'� T A member of the FEDERATION'S exclusively recognized bazgaining unit. The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 31 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of meeting and negotiating the terms and conditions of employment for all fuli-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. C� ARTICLE 3 - RECOGNITION (Continued) 3.2 Job classes that are within the bargaining unit and covered by this AGREEMENT are as follows: � Commander Communications Services and Maintenance Supervisor Emergency Communications Center Manager Emergency Communications Center Shift Supervisor Emergency Communications Center Fire Dispatcher I Emergency Communications Center Police Dispatcher Emergency Communications Center Telecommunicator 33 Lieutenant Police Officer Police Trainee Sergeant In the event the EMPLOYER and the FEDERATION 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 determination. 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 FEDERATION dues. Such monies shall be remitted as directed by the FEDE,RATION. 4.2 43 The FEDERATIOI�T may designate empioyees from the bazgaining unit to act as stewazds and shall � inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bullerin board for posting official FEDERATION notices and -- - - - - - - - - If upon revie��, the department head or authorized representative in chazge of ihe facility or work area where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazmless against any and all 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. 4.5 Release time for negotiations. During each round of negotiations, four individuals (not including tt�e Federation President) will be allowed to meet with the City's authorized representative, without loss of pay, for the purpose of wage, salary, or fringe benefit discussions. Each individual is eligible for up to ours o s c . 4.6 Release time for Federation President. The individual elected Federation President shali be released from 50% of hislher normal duties under the following conditions: . oa-„� ARTICLE 4 - SECURITY (Continued) Such release time will be funded by a donation of vacation hours from each Federation-represented � emplo}�ee at the beginning of each yeaz. The amount of hours needed to be donated from each employee will be recalculated each yeaz, based on the actual salary and benefit costs of the individual President. (For the year 2002, each Federation-represented employee will donate three hours of vacation). In addition, the Federation will pay a$5000.00 administrative fee each yeaz to the DEPARTMENT. It is understood that the PresidenYs release time will be taken in whole day increments as much as possible and that the President will work with his/her supervisor to identify which days each pay period ��ill be release time days. It is also understood that, during his/her release time, the Federation President's activities are up to the Federation's discretion. It is further understood that, as with all employees and consistent with Article 30 the assignment (including an}• special assignments) for the individual serving as Federation Preside�t will be determined by the DEPARTMENT HEAD. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERATIOIV recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority that ihe BMPLOYER has not officialiy abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. � A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION 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 the AGREEMENT. It is specifically understood that any matters govemed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. However, disciplinary actions may be appealed to either the Civil Service Commission or to an arbitrator. If disciplinary action is grieved under the terms of this contract, the union's Step 2 written grievance must state whether the grievance, if still unresoived after Step 3, wi21 be appealed to the Civil Service Commission or to an arbitrator. • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Nothing in this Articie precludes empioyees from pursuing whatever recourse they may have under the terms ofthe Veterans Preference Act. 6.2 FEDERATION REPRESENTATIVES Tiie EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The FEDERATIdN shall notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is innited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERA'FION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIV� have notified and received the approval of the designated supervisor who has deternuned that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PROCEDURES - -- - - -- - - - _ --- - - Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shall, within twenty-one (21) calendaz days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative wiil discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. calendar da s shali be considered waived. . oa-��, ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Step 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendaz days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar da}�s following the EMPLOYER designated representative's fmal Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendaz days shall be considered w=aived. Step 3 If appealed, the written grievance shal] be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendar da}�s after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDER.ATION within ten (10) calendaz days shall be considered waived. Optional Mediation Step � 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grie��ance 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 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 azbivation shall be delayed for the period of inediation. 3. The grievance mediation process shaii be informal. Rules of evidence shall not apply, and no record shali 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 azbitrator might rule in this case. 5. 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 otherwise, the outcome shall not be precedential. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continned) � 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during azbitration. Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as established by the Boazd Bureau of Mediation Services. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shaTl 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 FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifi�ing or varying in any way the application of laws, rules or regulations having the force and • effect of law. The azbitrator's decision shall be submitted in wriUng within thirty (30} days foilowing the close of the heazing or the submission of briefs by the parties, whichever is later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator s interpretation or --- --- applica�ion o�the express-te�s-af-tk�is AGItEEMEI�IT.an�to_thefacts._of Yhe..griexance_presented. C. The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDERATION, 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. 6.6 WANER If a grievance is not presented within the time limiu set forth above, it shall be considered "waived." If a grievance is not appeaied to the neatt step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be ea�tended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. � oa-��(� ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � �coxDs All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMEI`TT is subject to the laws of the United States, Ihe State of Minnesota and tt�e City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift whexe the normal work days shall be ten (10) consecutive hours per day. For employees assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. For � employees assigned to the 4/2 shift, they may be required to work a 10 hour day or an 8 hour day consistent with the schedule and as assigned by the DEPART'MENT HEAD. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred sixty (160) hours in twenty-eight (28) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. � ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appeaz in court during scheduled off-duty time will be compensated at the rate of one and one-haif (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. � 9.2 The minimum of four (4) hours shali not apply when such court time is an extension of or an early report to a scheduled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES calied to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal houriy rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an eazly report to a scheduled shift, ARTICLE 11 - STAND-BY TIME I 1.1 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time will be � compensated for a muumum of two (2} hours based on the EMPLOYEE'S normal hourly rate for such day he/she 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. 11.1 (1) If an empioyee is on standby for a court appeazance and is called into court, he or she will receive not less than two (2) hours pay based on his/her normal hourly rate. 11.2 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. 113 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. � oa-� i c� �TICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollars as a ciothing allowance on a voucher system w•ill be increased on January 1, 1974 and each yeaz thereafter on the basis of a yearl}- smdy of the increased cost of the defined uniform. The 1972 base cost of the uniforms aze defined in Appendix A. 12.2 Article 12.1 shall apply only to the following job classes: Commander Lieutenant Sergeant Police Officer 12.3 For 2002, all other job classes under this AGREEMENT shall be entitled to two hundred fifty ($250) do]]azs each year as a clothing allowance on a voucher system. Beginning ]/112003, all other job classes under this AGREEMENT shall be entitled to two hundred seventy five ($275) dollazs each yeaz as a clothing allowance on a voucher system. ARTICLE 13 - MILITARY LEAVE OF ABSENCE �.1 PAY ALLOWANCE Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the state, now or hereafter 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 federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, e�ciency rating, vacation, sick leave or other benefits for all 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 total of fifteen (15) days in any calendar year, and further provided that such leave sha11 be allowed oniy in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physicai or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to conrinue in such military or nava] service beyond the time herein limited for such leave. 13.2 LEAVE V�'ITHOUT PAY � Any EMPLOYEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by la��, shail be entitied to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. L] ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued) � 13.3 Such leaves of absence as aze granted under Articie 13 shall conform to Minnesota Statutes, Section 142 as amended from time to time and shall confer no additional benefits other than those granted bq said statute. ARTICLE 14 - LEGAL SERVICE I4.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or othenvise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal acrion where the employee is the Plaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION 15.1 EMPLOYER shall avoid, whenever possibie, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMPLOYEE working an out-of-class assigrunent for a period in � excess of fifteen (15) working days during a yeaz shali receive the rate of pay for the out-of-class assignment in a higher ciassification not later than the sia�teenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to --- perform, on-a-fuH-�ime hasis all of-the-srgnifica�t-duries-a�d raspor�sibilities,afa-posiYion_different_from the employee's regulaz positian, and which is in a classification higher than the ciassification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such empioyee received a regulaz appointment to the higher classification. ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by fl-,e benefit providers. However, tha empIoyees selec in benefits which a specific provider unplements. If in either year the number of plans increases, the increase will be based on the average premium. � 10 oa- � � � �RTICLE 16 - INSURANCE (Continued) 16.2 Effective for the January 2002 insurance premiums, the EMPLOYER agrees to contribute $276.65 per month to eligible EMPLOYEES who select single health insurance coverage. For eligible EMPLOYEES who select family health insurance coverage for 2002, the EMPLOYER will contribute the 2001 family contribution ($43535) plus $16.76 pius 60% of the family premium increase in 2002 up to $60.00 per month. If the 2002 family premium increase exceeds $100.00, the City �-ill pay 40% of the excess increase per month. [The totai monthly 2002 family insurance contribution will be $43535 +$16.76 + $45.89 for a total of $498.00]. 163 � 16.4 Effective for the January 2003 insurance premiums, the BMPLOYER will contribute the 2002 single premium amount ($259.72) plus any increase in the 2003 single health insurance premium up to forty-five dollars ($45.00) per month. If the single health insurance premium increase for 2003 exceeds forty-five dollazs ($45.00) per month, the Employer will contribute 50% of the amount over forty-five ($45.00) dollars per month. [Note: Because the amount of the 2002 single insurance premium ($259.72) was less than the Employer's 2002 contribution of $276.65, only a portion of the $45.00/month increase for 2003 reflects new money to the bargaining unit]. For eligible EMPLOYEES who select family insurance, the EMPLOYER will contribute an amount equal to the 2002 family contribution ($498.00 minus $330 because the contribution for life insurance is moved to Article 16.4), plus 65% of the family premium increase in 2003 up to $71.50 per month. If the 2003 family premium increase exceeds $110.00, the City wiil pay 40% of the excess increase per month. Under the "Cafeteria Plan;' all benefit eligible employees (i.e. 40 hours/pay period or more) must select at least single health insurance coverage and $10,000 of life insurance coverage. (In 2002, the City will contribute the cost of the $10,000 mandatory life insurance as part of the insurance contribution described in Article 16.2. In 2003, the City's contribution to the $10,000 mandatory life insurance will be a stand-alone contribution separate from the health insurance contribution described in Article 163). It is understood that these mandatory coverages (single health and $10,0001ife) may not be waived. However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory ]ife insurance continues to apply. In this event, two hundred and twenty five dollazs ($225.00 per month) shall be eligible for payment as unused benefit dollars. Such payment shall be made during the month of January for the previous insurance yeaz. The amount eligible for payment as unused benefit dollars shal] be the actual cost of the single health insurance premitun, less the cost of the mandatory life insurance premium. Effective for 2002 only, for employees selecting single health insurance, 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 yeaz. For employees who ternunate their empioyment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. 11 ARTICLE 16 - INSURANCE (Continued) � 16.5 Under tY�e °Cafeteria Plan;' employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Employer. The service fee far employees participating in the Medical Expense Account will be paid by the Employer. Survivor Insurance 16.6 In the event of the death of an active employee, the dependents of the employee shall have the option, w�thin thirty (30) days, to continue the current hospital'vation and medical benefits, includin� such plan improvements as may be made from time to time, which said dependents previouslv had, at ihe premium and Employer contribution applicable to eligible eazly retirees. The date of death shall be considered to be the date of retirement. In the event of the death of an eazly retiree or a regular retiree, the dependents of the retiree shaIl ha��e the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previousiy had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer 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 Ciry's health insurance program at the time of the emplo}•ee's death will have an option to enroll at the next annual open enrollment period. -" It is furchei understoo�tffat coverage sttatl cease in -- -- -_ 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In tivs event, however, the surviving spouse or dependent shali have the right to maintain City health insurance for the first ninety (90) days of said employment. Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 tiuough 16.11 below toward a health insurance plan offered by e . . . _ 16.'7 (1) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and . 16.7 (2) Have severed his/her relationship a�ith the City of Saint Paul under one of the retiree plans, and l2 o a-� ► � �RTICLE 16 - INSURANCE (Continued) ] 6.7 (3} Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension, and 16.7 (4) Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Early Refirees 16.8 This Article shall apply to employees who: I 6. 8(1) Retire on or after January 1, 1996, and 16.8 (Z) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.7 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $350.00 per month towazd the premium for 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 16.10 shall apply. 16.9 This Article shall apply to employees who: 16.9 (l ) Retire on or after January 1, 1996, and 169 (2) Were appointed on or after January 1, 1996, and 169 (3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.7 above, and 16.9 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five yeazs (65) of age, the Employer 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 eazly retiree attains age 65, the provisions of Article 16.11 shail apply. � ]3 ARTICLE 16 - INSURANCE (Continned) Regular Retirees (Age 65 and over) 16.10 This Article shall apply to empIoyees who: 16.10 (1) Retire on or after January l, 1996, and 16.10 (2) Were appointed prior to January 1, 1996, and 16.10 (3) Have attained age 65 at retirement, and 16.10 (4) Meet the terms set forth in Article 16.7 above, and 16.10 (5) Select a health insurance plan offered by the Employer. � The Empioyer agrees to contribute a maximum of $550.00 per month towazd the premium for single or family health insurance coverage offered to regulaz re6rees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.8 when such eazly retiree attains age 65. 16.11 This Article shall apply to employees who: 16. ] 1(1) Retire on or after January 1, 1996, and � 16.11 (2) Were appointed on or after January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.7 above, and 16.1 i(Sj Setect ahealth insuranceplan offered by the�mployer. — The EmpIoyer aa ees to contribute a masimum of $300.00 per month toward the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shali also apply to early retirees who retired under the provisions of Article 16.9 when such eazly retiree attains age 65. 16.12 The contributions indicated in Article 16 shall be paid to the Employer's third party administrator or designated representative. 16.13 A retiree's participation in the City's health insurance plan must be continuous. The retiree must be p '�� ., participate at the time of his/her retirement or if a retiree discontinues his/her participarion at a later date, such reTiree will not be eligible for any future participation or for any Employer contribution. 16.14 Effective for employees who retire on or after 7/1/03, additionai dependents beyond those of record � the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. ]4 oa-� ►� �RTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of j ob safety. ff an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safery standards, the matter shall be immediatel}• considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS In addition to other compensation payable, any full-time employee designated as a member of the Critical Incident Response Team (CTRT) and Hostage Negotiation Team shall be granted an allowance of One hundred ($100.00) Dollazs biweekly effective the pay period ciosest to 1/1/02, and One hundred twenty ($120.00) dollars biweekly effective the pay period ciosest to 1/1/03 . Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special ailowance. �.2 CANINE HANDLER In addition to other compensation payable, Canine handlers who aze required to keep the dogs in their homes, transpon them in their private cars, etc., shall be granted an allowance not to exceed One Hundred Seventy ($] 70.00} Dollars biweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be pa}'able only during the time the employee is performing duties as outlined above. 183 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $1.50 per hour above his/her regulaz base rate for those shifts actuaily worked by the officer. Only o�cers who have satisfactorily completed ali required training shall be eligible for such assignment and pay differential. C� 15 ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) � B: Effective, January 1, 2000 the Employer may assign up to sixty (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (IS) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for all hours during the period s/he is so designated Only Police O�cers and Sergeants who have satisfactorily completed all required training delineated by the DEPARTMENT HEAD shall be eligible for such assignment and pay differenfial. Fuil-Time Field Training O�cers and Supervisors will be designated and defined by the DEPARTMENT HEAD. These EMPLOYEES shali provide various training in the field and perform other uaining duties as assigned by the DEPARTh4ENT HEAD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDNANCE DISPOSAL iJNIT Any emplo��ee designated as a member of the Ordnance Disposai Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGEI�TT Any Police Officer assigned as a Nazcotics Agent to the Nazcotics Unit shall be paid a differential of $1.25 per hour above his/her base rate effecUve the pay period closest to 1/1IO2, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. 18.6 SCHOOL RESOURCE OFFICER � Effeciice the firsi day of the pay period closest to l/] /03, employees working in the title, Police Officer, and assigned as a School Resource Officer shall be paid a differential of $0.75 per hour above hislher base rate 18.7 UNIFORMED POLICE OFFICER Employees working in the tide, Police Officer, and assigned to one of ihe Districts, FORCE, Canine, Mounted, SRO or Traffic & Accident shall receive one and a half percent (1'/z %) per hour above the base rate. • ]6 oa-�,� �RTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) 18.8 LICENSE AND MANDATED TRAINING ALLOWANCE Employees covered by this agreement who have a least three (3) yeazs of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Fire Dispatcher shall be included in the above allowance because they are required to have an EMT certificate. 18.9 MASTER PATROL OFFICER ALLOWANCE The DEPARTMENT HEAD may designate up to 20 District-assigned MASTER PATROL OFFICER positions ��ith 10 yeazs minimum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a half percent (1 '/z) above their base rate who will be biileted throughout the Districts according to senioriry pursuant to Article 30. 18.10 SENIOR COMMANDER ALLOWANCE �I Nancy DiPema William Finney Richazd Gardell Lisa McGinn Thomas Reding 18.1 I LANGUAGE INTERPRETATION SKILLS ALLOWANCE The DEPARTMENT HEAD may designate EMPLOYEES to be paid a premium above their base rate if � certified as proficient in language skiils other than English as delineated by the DEPARTMENT HEAD. The premium for EMPLOYEES who aze designated shali be 2%. Any certified Commander who is assigned the duties of a"Senior Commander" shall receive five percent (5%) per hour above their base rate. The number and nature of such Senior Commander assignments shall be determined solely by the Chief. The Chief may remove employees from Senior Commander assignments at anytime. The Chief shall make such assignments only from among employees holding the rank of Commander. Assignments to and removals from Senior Commander duties shal] not be subject to tt�e provisions of Article 6(Grievance Procedure) of this agreement. It is recognized that the intent of item #5 on the 12/8/99 MOA was that the following individuals are permanently "grand fathered" to a rate of compensation no lower than the "Senior Commander° rate. These individuals aze the only remaining individuals who were in certified Commander titles prior to the implementation ofthe 12/8/99 MOA: 17 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m, and 6:00 a.m. shall be paid a differential of five percent (5 %) of the empioyee's base rate for all hours of the shifr actually worked by the employee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m, or ending later than 6:00 p.m., but less than four hours of the shift worked aze between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of five percent (5 %) of the employee's base rate for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. ARTICLE 20 - VACATION ❑ 20.1 Effective for IRS payroll reporting yeaz 2002, each full-time employee shall be granted vacation according to ihe following schedule: Years of Service 0 thru 5 years afrer 5 yeazs after 10 years after 15 yeazs after 20 yeazs Vacation Granted 13 days 18 days 21 days 23 days 25 days � L_J Effective for IRS payroll reporting year 2003, each fn1I-time employee shalI be granted vacation according to the following schedule: (Note, this chart reflects the transfer of two floating holidays to the vacation schedule). Yeazs of Service 0 thru 5 years after 5 years after 10 years after 15 years after 20 yeazs Vacation Granted 15 days 20 days 23 days 25 days 27 days Employees who work less than full-time shall be granted vacation on a pro rata basis. . e ea o t e epartment may permi an emp oyee o carry over m o e o owmg reporting yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each IRS payroll reporting year for any or aIt hours for which the employee requests payment. Payment shalt be at the � rate of pay in effect at the time payment is made. 18 Oa-� � � �RTICLE 20 - VACATION (Continued) 203 Emplo}'ees with at least 180 days of accumulated unused sick leave shall be allowed to concert tw�o (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the eattent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days shal] be recognized and observed as paid holida}°s: New Years' Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day � Veterans' Day Thanksgiving Day Day After Thanksgiving Chrisunas Day Two floating holidays (2002 only) Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) 21.1 (2) 21.1 (3) Whenever any of the holidays listed above shall fal] on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those empioyees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the IRS payroll year, subj ect to the approval of the department head of any employee. Note, beginning with payroll yeaz 20Q3, floating holidays aze eliminated and moved in to the vacation schedule. 213 i Eligibilit}� Requirements. In order to be eligibie for a holiday with pay, an EMPLOYEE must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purpose of this section, non-holiday hours paid includes hours actually worked (excluding overtime), vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 19 ARTICLE 21 - HOLIDAYS (Continued) � 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shall be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. B. Employees working in the title Police Officer shali be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to hislher regular holiday pay. • C. If an employee entitled to a holiday is required to work on New Yeaz's Day, Memorial Da}�, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shait be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an empIoyee must meet the following requirements: i 22.2 (1) The empioyee must be voluntarily sepazated from City employment or have been subject to sepazation, lay-off or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources Director, which wiil cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with the City or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forry (640) hours of sick leave credits at the time of his/her sepazation from service. � 20 aa-� �t ARTICLE 22 - SEVERANCE PAY (Continued) � 3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be ganted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of sepazation for each da}° of accrued sick leave subject to a maximum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment 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 twenty-five (25) yeazs of service at the time of his/her sepazation from sen�ice shall be granted severance pay in the amount of thirty thousand dollazs ($30,000). An employee with twent}' (20) or more yeazs of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allowed the maximum i severance benefit of $30,000. �� The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand doilars ($10,000) each. The first payment shall be made during the month of February in the year follo��ing the yeaz in which the employee separates his/her employment. The second and third annual pa}�ments shall be made during the month of April in subsequent years. 22.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 Severance Pay which totals ten thousand dollazs ($ I Q000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance and in such cases, the provisions of this Article shali conuol. Employees aze not eligible for severance pians listed in City Ordinance No. 11A90. r1 � 21 � � a � L 4. O � R ' i: L � �F+ �./ s = � c � c a� CJ r1' � N V O w � � O � 'w. 'a �' -p v �, c3 L � V � ` 'fl � � 3 � O L V V L C C � 3 � o _ " 3 v �' 3 � o � � — � � y V � E"" :�' : U � _____' __'__�_ _ ' � V y "L' 9 � N c7 L: � U CJ L 4 � �. .� y � = w � .� . � � N S+ � i i � 2 � s�- � M M �' W ° '- > �l c v �' � � Q � � O W « -� U '� � � U a� °- o 0 0 C/] y � N O O 3 M N W � � a � � � �. � .--� G. }' T �, � � � c`5 :a as � �� ti i U > j j � .'. .� .� � • i. C� Cti Cu t6 y w '-� 4.. Z/� L'� W ( :: LL7 M � � O i� � N � O � � V � O � � � �N � � � T � � � t+J N 6� OD N M N � N N (O R (O ln } oo coc mrn � � � � � � � � LL. 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O O � R �N �N R � .. � � y � � L 0� (D d � � U T L � �' � �� V � n �c N O1 7 t� N E °'- w- o EA V3 V V C 0 0 °� � O O y N� N y � � E .— � W � m O� M O u) � V � N M (`') Kl EA C O � � N O n n O � (h (h ffl EA � r N O ln f'� O � � � N N fA EA � O t[) tn N N � W n � � � M M r � � � t0 'V � r N N E» �„ m � p � LL N � � m '' d � � d U t�0 M N C � M O v �n ; � � V � � N E co r E � � U � � V � C d N th d V 0 0 O O � R �� a+a � < £ N r.�- WG m� LCJ N � N O � N N Efl EA � r f� O N V R O O � N N tiY EA � � lf� V O o7 � m < < fH fA � � � � � � � m tA EA r O n � � M f� W � � �� o � � rn � � n � fA EH � � � � � �' f7 O � rn �� u�-� co �i v> 0 0 N N �� oa-�� M N M (O � � � } � � � O < N �� O� th } Q � � tf3 � N m N O � � o 0 1.C) N N `-. 4/J 43 O o� � M � � � } O> O O � � � u� rn o� c� V � L.L �m rn �� V' N � � � � w � � --- __. --- � -�-� � -- v o� v c7 e- t�7 � � � V d f!� fA t V R a co 0 y o� N a �n o mU �� y v� i» 0 a � � N C9 C � � d � � V m t�q (�D c o c7 7 CO V � a � � o - - U � F T V C m O O � o 0 d N = � � � W � � L M R U ._ � E E 0 d m F � m C d U � Y C G 07 d E � � ? c0 O f m m �� O � � V � � V� EA � � r � � m rn � � fA N 1!] � t� O O (�O W � �� O W K � V � � r eri ifl � � � � N N c n �3ia-- .. _. _ -------- v � ('� V C N � � � � c` M W �7 �� V r � N v �n � � � � � � N 1� � � a v �� O O N N � � � � N � U oa,-,i� ARTICLE 24 - SICK LEAVE �4.1 During an}� period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his/her regulaz City emplo}�ment. Violation of the provisions of this pazagraph by any EMPLOYEE shall be grounds for suspension or dischazge. 24.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (40) hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An empioyee may also use up to fort}� (40) hours per incident to arrange for the caze of a seriously ill or disabled child. 243: The head of the department or the Human Resources Director may require a physician's certificate or additional certificate at any° time during an employee's use of sick leave for the purposes stated in 24.2 above. All such certificates shall be forwarded by the appointing officer to the Office of Human Resources, If an employee is absent because of the provisions of Article 24.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the namre of the � child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted uniess or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Office of Huxnan Resources. 24.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after hislher regulariy scheduled time to report far work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of this article oniy for the number of days or hours for which he/she would normaily have been paid if he/she had not been on sick leave. s 25 ARTICLE 25 - INCAPACITATION 25.1 Regulaz, full time, EMPLOYEES in the tiUes of Police Officer, Sergeant, Lieutenant or Commander � who aze injured during the course of employment and thereby rendered incapabie of performing job duties and responsibilities shatl 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, the twelve (12} month period shall first be utilized and only when same is eafhausted shall accumulated sick leave be applicable. 25.2 Regulaz, full time, EMPLOYEES in the tifles of Police Officer, Sergeant, Lieutenant & Commander, who are disabled through injury or sickness other than specified in Section 25.1 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, shall be applicable. It is further understood that the six (6) month period shall be available only in those yeazs where the lasY available Annual Report of the City Risk Management Office shall show average sick leave used per employees in the titles of Police Officer, Sergeant, Lieutenant & Commander (based on the 1972 Annual Report method of calculating same) of seven (7) days or less. 25.2 (1) The 7 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 25.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement a any time within five (5) yeazs from the date of injury or incapacity, provided they are physically capa� of resuming their job. 25.4 Except as specificaily provided in this Article, aIT illness and incapacity rules and policies previously in -- - - - - e€�'eeF shall cor�tinae: . _ -- - ARTICLE 26 - MATERNITY LEAVE 26.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of chiidbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during ihe period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ' ► : � / 27.1 Employees who have accumulated sick leave credits, as provided in the CiviI Service Rules, shall be granted leave w�ith pay for such period of time as the Head of the Departrnent deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, fathe� in-law, or other person who is a member of the household. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funeral of the Employee's grandparent or grandchild. � oa-�� ARTICLE 28 - DISCIPLINE 28.1 � The Employer ma}� discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Dischazge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipline. ARTICLE 29 - SENIORITY 29.1 �.2 Seniority, for the purpose of this AGREEMENT, shal] be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee ��as first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current ciass assignment held by an empioyee. In cases where two or more employees aze appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is discharged. In the e��ent it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of empioyees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority wouid keep them from being laid off, before layoffs aze made by any class title within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recall rights shall exgire after two yeazs of layof£ However the recali rights for ranking officers (i.e.; Sergeants and above) shall expire after three years of layoff. . 27 ARTICLE 30 - BIDDING 30.1 Once a year the Deparhnent shall hold a bid for Patrol O�cers working District assignments. Office� assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and aftemoons and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to their preferred District azea. However, when a District assigrunent conflicts with a work shift bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignments to District personnel levels and such special assignments ate not governed by the seniority bid system described above. The DepartmenY also reserves the right to make adjustrnents to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 30.3 Those Patroi Officers assigned to other Units shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the Officer's yeazly bid cazd. 30.4 The Employer agrees to form a committee made up of Federarion-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointment of speciai assignment jobs. 30.5 All employer/employee committees meeYing times shall be considered part of an employee's regular work schedule. Any work performed by an employee for the committee may be done during their � normal work hours if it does not create a burden on the unit to which they aze assigned. 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS — -- - Once per"year e EIVIPLO sfia11 Yssue semoriry bid car s to Emergericy Commumcatrons Eerner Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shift (Tour I, II, III) which shall be assigned based on classification seniority. ARTICLE 31- WORK BREAKS 31.1 EMPLOYEES in the titles of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive hours of work to use the nearest convenient restroom and/or as relief from work. - 31.2 If said EMPLOYEE is require to wor a one- s eyon s er regu az en o our, e s a be entitled to the rest period that occurs during said one-half shift. • 28 oa�� ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as of January 1, 2002 and shall continue in � fuli force and effect through December 31, 2003 and thereafteL until modified or amended by mutual agreement of the parties. Either pariy desiring to amend or modify this AGREEMENT shall norify the other in writing by 3une 15 of the yeaz in which modificafions aze desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 32.1 32.2 Relroactive pay adjushnents sha11 apply to all employees of the bazgainiug unit who aze active employees on the date of signing of the agreement except those who have been terminated for cause_ CITY,OF SA1NT PAUL DATED: (' 3 6Z T�atherine L. Megarry Labor Relations Director SAINT PAUL POLICE FEDERATION � I� Davi Titus Saint Paul Police Federation President DATED: (-30-OZ � 29 va-� �co APPENDIX A y Unit Price � vercoats ....' ..................................................................... $125.00 ckets, winter . . . $ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets,smnmer .....................................................................$ 27.95 Pazkas..............................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1'7.95 RainCoats ..........................................................................$ 32.00 CapCovers ......................................................................... $ 2.50 Vests .............................................................................. $ 8.50 Altemate Vest .................................................................... $ 5.95 Trousers, winter .....................................................................$ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ....................................................................$ 25.50 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shirts,summer(Colored) .............................................................. $ 6.95 Shirts, summer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 les ................................................................................ $ 1.25 Shoes..............................................................................$ 19.00 Alternate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes..........................................................................$ 12.95 Alternate Overshoes ................................................................ $ 6.95 Rubbers............................................................................ $ 3.95 Socks(Black or Navy Blue) ............................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ..................................................................... $ 4.95 BlackGloves ........................................................................ $ 7.50 Uniform Caps, winter .................................................................. $ 8.75 Uniform Caps,suinmer ................................................................ $ 8.75 � A-I �a-�« APPENDIX A (conrinued) y Unit Price � Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 16.25 Garrison ........................................................................ $ 2.50 Cartridge Holder ..................................................................... $ 3.50 Flashlight Holder ..................................................................... $ 1.50 FederalStreamer Holder ............................................................... $ 2.00 Handcuffs ...........................................................................$13.95 Handcuff Case ..........--� .......................................................... $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safety Helmet: Visor ............................................................................ $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$ 14.20 Duty Guazd ....................................................................... $ 2.95 • X-D Harness ...................................................................... $ 2.95 Hoisters: Federal ...................................................................... $ 5.95 SafazilandllA ....................................................................$ 18.95 Safariland 29 ......................................................................$ 12.95 Don Hume 216 .................................................................... $15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: i. Saps 2. Handcuffs 3. HandcuffHolders 4. Overshoes 5. Rubbers 6. Holster . /67 i` � � �"', } �, � r3 } �"'; : 11"S t � � ! e� Presented Referred To Committee Date 1 2 3 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2002 through December 31, 2003 Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Requested by Department of. B enanav Blakey sos,�om Coleman Harris Lantry r/ I Reiter ✓ rj O c� Adopted by Council: Date ��_'j O_ a a e L Adoption Certified by Council Secretary By: Approve y ayor: Date • � B �_ RESOLUTION OF SAINT PAUL, MINNESOTA Conncil File # O 1- i l(� Green Sheet # 106863 �$ Office of L or Relations i � By: Form Appx� by CjYy A� t � �/ By: d'� for . DEPARTMENT/OFFICFJCOUNCII,: DATE INTTIATED GREEN SHEET No.: 106863 � p� �� - LABOR RELATIONS . 7anuary 29, 2002 CONTACI' PERSON & PHONE: � IryiTT�LppTE p•�ITfALDA KATI�RINE MEGARRY `�,• 266-6496 '+�ICV i D�'"Rx�rrr ntx. lr a cirY couxcn, NUMBER 2 C1TY ATTORNEY � CITy CLERK FOR BUIXiEi DIIt � FIN_ gc MGT. SERVICE DIl2. MOSC BE ON COUNQI. AGENDA BY (DATE) ROUTING 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATURE PAGES 1 (CLIp Aiy LOCATIONS FOR SIGNAT[JRE) acrlox �QUFa-rEn: Ttris resolution approves the attached January l, 2002 - December 31, 2003 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOIvIINENDAI'IONS: Appmve (A) or Reject (R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOI.LOWING QUESTIONS: _PLANNING COMIvIISSION _CIVIL SERVICE COMMISSION 1. Hu this person/fum ever worked wder a conhact for this depaztrnem? _CID COM[vIlTTEE Yes No STAFF 2. Has this person/fum ever been a city employee? DISTRICT COURT Yes No SUPPORTS WFIICH COiJNCIL OBIECTIVE? 3. Does this person/fim� possess askill not normally possessed by any current crty emptoyee? Yes No Eaplain all yes answers on separate sheet and attach to green sheet IN[TIATING PROBLEM, ISSUE, OPPOR'PUNITY (Who, Whay When, wne��,why�: The Collective Bazgaining Agreement with the Saint Paul Police Federation had expued. The City is required to negotiate with the Bargaining Unit. nnvarrrncES iF nrrxoven: An Agreement reached through good faith collective bargaining will be in place through December 31, 2003. " � � f° a; u�1 'v �- � � �,;.� DISADVANTAGESIFAPPROVED: NORC _ � �i� �� ,. ��. v�snnvnivracES � xoT nrexoven: The City would be required to reopen negotiations with the Bargaining Unit. This would strain relations with the Bazgaining Unit and possibly lead to a possible azbitration: . TOTAL AMOUNT OF'CRANSACTiON: COST/REVENUE BUDGETED: FUNDING SOURCE: ACITVI'1'Y NUMBER: FINANCIAL INFORMe1TION: (EXPLAI� T� 0 7. -\�t� ATTACI3MENT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a sumffiary of the changes in the Collective Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2002 through December 31, 2003. Wa�es: 2002: 3% increase to base rate 2003: 3% increase to base rate Increased longevity steps for titles in the ECC by an additional 1% effective 1/1/02. Health Insurance: 2002: Single: $276.65 per month 2002 Family: $498.00 per month ($43535(2001 family contribution) +$16.76 (additional union paid increase) +$45.89 (60% of the family increase in 2002)). 2003: Single: $259.72 plus any increase in the 2003 single premiuxn up to $45.00 per month. If the increase exceeds $45.00 per month, the City will contribute 50% of the excess increase amount per month. 2003: Family: $494.70* plus 65% of the family premium increase in 2003 up to $71.50 per month. If the premium family premium exceeds $110.00 per month, the City will pay 40% of the excess increase per month. * City paid life insurance is removed from the contribution amount and listed separately in the contract - the benefit has not changed. The Single premium is frozen for the first year. It is anticipated that the unused benefit dollar amount will be used up during the second year of the contract, and the City will have accomplished its goal of paying benefit dollars only for benefits. The Family premium increase for 2002 is similar to other bargaining units who have already signed agreements. The 2003 premium is set up to help control premium increases from our health care provider. Because the City is paying only 65% of the increase up to $71.50 per month, and only 40% of a premium increase over $110 per month, the Federation has an incentive to work with the City in controlling costs. The Union used money saved by freezing the single insurance rate to receive an extra $16.76/mth on family insurance. o�..—��c� Agreed to prohibit the addirion of new dependents (beyond those of record at the time of retirement) to the retiree's's health insurance plan at Ciry expense after retirement, effective 7/1/03. Clarified that a retiree's participation in the City plan must be continuous. Clarified that employees are not chazged for participating in the Flexible Spending Account. For employees who have a spouse working for the City who is participating in the City insurance plan with family coverage, the employee can waive single coverage. The amount of unused benefit dollars the employee receives was fixed at $225 per month. Clothing Allowance Agreed to increase clothing allowance for non-police titles to $275.00 per year effective 1/1/03. Premiums Agreed to eliminate $2.90 bi-weekly premium for Police Officers. Agreed to increase Ordnance Disposal and Narcotics premiums to $1.25/hr effective 1/1/02 and $1.50/hreffective 1/1/03. Agreed to create a premium of $0.75/hr for Police Officers assigned as a School Resource Officer (SRO) effective 1/1/03. Clarified that officers assigned to SRO receive the Uniformed Police Officer premiusn. Agreed to include previously signed Senior Commander MOU in contract but eliminated selection committee language. Agreed to increase CIRT and Hostage Negotiation Team allowance to $100.00 bi-weekly effective 1/1/02 and $120.00 bi-weekly effective 1/1/03. Agreed to increase Canine allowance to $170.00 bi-weekly effective 1/1/02. Severance Pav Agreed to move the 2"d & 3` payment dates of severance pay to April in order to ease administrative btuden. Union Time Agreed to allow four union members to be released from their duties for wage and benefit discussions with the City during negoriations. Each individual is allowed a maximum of 12 hours. Agreed to release time for the Federation president. President is released from 50% of his duties, all union represented employees aze required to donate vacation annually to cover the president's o�_��.cp time (for 2002 it is three hours per represented employee). The union is also required to pay the SPPD $5,000 per year to cover admnustrative costs. Grievance Process Union required to notify the City during the grievance process whether a grievance, if unresolved, will be appealed to the Civil Service Commission or to arbitration. Holidavs/Vacarion Agreed to a change in the process for holiday eligibility determination. This change will make the administration of holidays easier for Payroll staff. Agreed to eliminate the two floating holidays and add two days to each level of the vacation schedule. This change will make the administration of vacation easier for Payroll staff. Effective payroll year 2003. Incanacitation Agreed to limit the benefit only to police titles to be consistent with original intent. Sick leave pool to be based only on police titles, but average usage threshold decreased to 7 days. Funeral Leave Added language &om the Civil Service Rules for clarification. Retroactivitv Agreed to limit retroactive payments to those employees who are active at the time of signing of the contract. Other changes are of a housekeeping nature. G:\Shared�I,RCOMMOIV�CONTRACT�POLICE\02-03�greenattachment.wpd � a a� - � � ^ �`� �P _ 2042 - 20D3 COLLECTIVE_ BAR�AI�IING AGREEl�'IENT � � � � � � � BE3'WEEN � � . - � � � _ ; � - - _ � THE CITY �F�SAINT FAUL , - � �_ :, , - _ � __ �- _� ._ _ =. �. A�A} - ; - . �--. _ - - � THE:-��IN� PAUL POI.ICE FE��RATION � � ` = � � � � � Y , oa- t i � ,� �TICLE 1 2 3 4 5 TITLE PAGE Purpose......................................................................1 Definitions ...................................................................1 Recognition ..................................................................1 Security .....................................................................2 Employer Authority ............................................................3 6 Employee and Federation Rights - Crrievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................7 8 Hoursof Work and Overtime .....................................................7 9 Court Time ...................................................................8 10 CaIlBack ....................................................................8 11 Stand-By Time ................................................................8 12 Uniform Allowance ............................................................9 13 Military Leave of Absence .......................................................9 14 LegalService ................................................................10 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 17 Safety ......................................................................15 � Premium Pay/Special Allowances : : : : : : : : : : : : : : : : : : : : : : : : : : : . : : : : : : : : : : : : : : : : : : . . 15 Shift Differential . . . 18 20 Vacation ....................................................................18 21 Holidays ....................................................................19 22 Severance Pay ...............................................................20 23 Wage Schedule ...............................................................22 24 Sick Leave --• .........................•--........---........................ 25 Incapacitation ................................................................26 26 Materniry Leave ..............................................................26 27 FuneralLeave ................................................................26 28 Discipline ...................................................................27 29 Seniority ....................................................................27 30 Bidding .....................................................................28 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al i oa.- � � � C� COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL � THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, beriveen the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION 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 wili best serve the needs of � general public. �J ii oa- �� ARTICLE 1 - PURPOSE l.l The EMPLOYER and the FEDERATTON agree that the purpose of entering into this AGREEMENT is � to: 1(1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1(2) Establish the full and complete understanding ofthe parties concerning the terms and conditions of this AGREEMEI�3T. 1(3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration ofthis AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: � 2.4 2.5 The City of Saint Paul FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: AGREEMENT: A member of the FEDERATION'S exclusivel}� recognized bazgaining unit. The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMEI�'T HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of meeting and negotiating the terms and conditions of empioyment for all fuil-time police deparcment personnel; excluding supervisory employees, confidential empioyees, part-time employees, temporary or seasonal employees and all other employees exciusively represented by oiher organizations. � � ARTICLE 3 - RECOGNITION (Continued) 3.2 Job classes that aze within the bazgaining unit and covered by this AGREEMENT aze as follows: Commander Lieutenant Communications Services and Maintenance Supervisor Police Officer Emergency Communicafions Center Manager Police Trainee Emergency Communicarions Center Shift Supervisor Sexgeant Emergency Communications Center Fire Dispatcher I Emergency Communications Center Police Dispatcher Emergency Communications Center Telecommunicator � 33 In the event the EMPLOYER and the FEDERATION are 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 determination. 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 month2y FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designate employees from the bazgaining unit to act as stewazds and shall � inform the EMPLOYER in writing of such choice. 43 The EMPLOYER shall make space available on the employee bulletin boazd for posting official — - - - _ - FEDERA'fION notices an - announcements: - --- - Tf upon review, the department head or authorized represeniative in charge of the facility or work area where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all 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. 4.5 Release time for negoriations. During each round of negotiations, four individuals (not including the Federation President) will be allowed to meet with the City's authorized representative, without loss of pay, for the purpose of wage, salary, or fringe benefit discussions. Each individual is eligibie for up to ours o suc re ease " . -- - 4.6 Release time for Federation President. The individual elected Federation President shali be released from 50% of his/her normal duties under ttte following conditions: � va-i�� ARTICLE 4 - SECURITY (Continued) Such release time will be funded by a donation of vacation hours from each Federation-represented � emplovee at the beginning of each yeaz. The amount of hours needed to be donated from each employee will be recalculated each yeaz, based on the actual salary and benefit costs of the individual President. (For the yeaz 2002, each Federation-represented employee will donate three hours of vacation). In addition, the Federation wili pay a$5000.00 administrative fee each yeaz to the DEPARTMEI�'T. It is understood that the President's release time will be taken in whole day increments as much as possible and that the President will work with his/l�er supervisor to identify which days each pay period will be release time days. It is also understood that, during his/her release time, the Federation President's activities aze up to the Federation's discretion. lt is further understood that, as with all employees and consistent with Article 30, the assignment (including any� special assignments) for the individual serving as Federation President will be determined by the DEPARTMENT HEAD. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. � A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE 6.1 DEFIi�IITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the 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. However, disciplinary actions may be appealed to either the Civil Service Commission or to an azbitrator. If disciplinary action is grieved under the terms of this contract, the union's Step 2 written grievance must state whether the grievance, if still unresolved after Step 3, will be appealed to the Civil Service Commission or to an arbitrator. • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) Nothing in this Article precludes employees from pursuing whatever recourse they may have under the terms of the V eterans Preference Act. 6.2 FEDERATION REPRESENTATIVES � The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of their successors when so designated. 63 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATTON 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 only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION REPRESENTATTVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE� have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs ofthe EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shalt, within twenty-one (21) calendar days after such alieged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 g'ievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nariue of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT atlegedly violated, the remedy requested, and shal] be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representarive's final answer in Step 1. y grie �RATION within ten (10) calendaz days shall be considered waived. � oa-� � � ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Step 2 If appealed, the written grievance shall be presented by the FEDERATTON to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendaz days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendaz days following the EMPLOYER designated representative's final Step 2 ansvaer. Any grieeance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3 If appealed, the written grievance shall be presented by the FEDERATION tq and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendaz days afrer receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendaz days shall be considered waived. Optional Mediation Step � 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grie��ance 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 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 arbitration shall be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in sepazate 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 azbitratox might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resoived, � the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � 6. If the grievance is not resolved and is subsequently moved to azbivation, such proceeding shali 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 referred to during arbitration. Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Goveming the Arbivation of Grievances" as established by the Boazd Bureau of Mediation Services. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from the terms and conditions of the AGItEEMENT. The azbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, 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, rules or regulations having the force and� effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days followmg the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision 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. C. The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDER.ATION, provided that each party shall be responsible for compensating its own representatives and wimesses. If either parry 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 shazed equally. 6.b WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived." Tf a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER �t�P� n�r a„�wPT ��;evance or an aDneal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeai me gnevance to me next - step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. • oa-«� ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) �i xECOxDs Al] documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint PauL In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE S- HOURS OF WORK AND OVERTIME 8.1 The normal w�ork day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the norma] work days shall be ten (10) consecutive hours per day. For employees assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. For � employees assigned to the 4/2 shift, they may be required to work a 10 hour day or an 8 hour day consistent with the schedule and as assigned by the DEPARTMENT HEAD. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shail be one hundred sixty (160) hours in twenty-eight (28) days. 83 This section shall not be construed as and is not a guazantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed dail}� planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maYimum of one hundred (100) hours of compensatory time. � J ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appeaz in court during scheduled off=duty time will be compensated at the rate of one and one-half (1.5) rimes the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal houriy rate. � 9.2 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. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated a� the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such caII to work is an extension of or an eazly report to a scheduled shift. ARTICLE 11 - STAND-BY TIME 11.1 An EMPLOYEE required to stand-by for court appearance during scheduled off-duty time will be � compensated for a minimum of two (2} hours based on the EMPLOYEE'S normal hourly rate for such day he/she is required to stand-by, but such compensation ska11 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. 11.1 (l ) If an employee is on standby for a court appearance and is called into court, he or she will receive not ]ess than two (2) hours pay based on his/her normai hourly rate. 1 I.2 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. 113 Unless notified to the contrary, stand-by status shali continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact ffie City or County triai lawyer or his/her secretary in chazge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. � oa.-� t � �TICLE 12 - UNIFORM ALLOWANCE 12. I The 1972 base of one-hundred eighty ($180.00) doliazs as a clothing allowance on a voucher system w�ill be increased on January I, 1974 and each yeaz thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms aze defined in Appendix A. 12.2 Article 12.1 shall apply only to the following job classes: Commander Lieutenant Sergeant Police Officer 12.3 For 2002, all other job classes under this AGREEMENT shall be entitled to two hundred fifry ($250) dollars each year as a clothing allowance on a voucher system. Beginning 1/1/2003, ali other job classes under this AGREEMENT shall be entitled to two hundred seventy five ($275) dollars each yeaz as a clothing allowance on a voucher system. ARTICLE 13 - MILITARY LEAVE OF ABSENCE �.1 PAY ALLOVJANCE Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the state, now or hereafter 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 federal law, shall be entitled to ]eave of absence from employment without loss of pay, seniority status, e�ciency rating, vacation, sick leave or other benefits for all 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 total of fifteen ( I S) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or navai service is satisfactorily performed, which shall be presuxned uniess the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) retums to his/her position immediately upon being relieved from such military or nava] service and not later than the expiration of 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 fauit, 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 waz or other emergency declazed by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to ]eave of absence from employment w�ithout pay during such service with right of reinstatement and subject to such conditions as are imposed by law. ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued) � 133 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any ciaim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 A'otwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where the employee is the Ptaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION I5.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an out-of-ctass assignment for a pro2onged period of rime. Any EMPLOYEE working an out-of-class assignment for a period in � excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the siatteenth (16) day of such assignment. For purposes of this Articie, an out-of-class assignment is defined as an assignment of an employee to - -- ---peFform� on- a full-time-basis,-ali-of-the_significantduties.andsesp.onsibilities_of a_position_different_from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. ARTICLE 16 - INSURANCE AcNve Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer wiIl attempt to prevent any changes in the benefits offered by tI in benefits which a specific provider unplements. If in either yeaz the number of plans increases, the increase will be based on the average premium.� 70 oa-��6 �TICLE 16 - INSURANCE (Continued) 16.2 Effective for the January 2002 insurance premiums, the EMPLOYER agrees to contribute $276.6� per month to eligible EMPLOYEES who select single health insurance coverage. For eligible EMPLOYEES who select family health insurance coverage for 2002, the EMPLOYER will contribute the 2001 family contribution ($43535) plus $16.76 plus 60% ofthe family premium increase in 2002 up to $60.00 per month. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase per month. [The total monthly 2002 family insurance contribution will be $43535 +$16.76 +$45.89 for a total of $498.00]. 163 � 16.4 P� � Effective for the January 2003 insurance premiums, the EMPLOYER will contribute the 2002 single premium amount ($259.72) plus any increase in ihe 2003 single health insurance premium up to forty-five dollars ($45.00) per month. If the single health insurance premium increase for 2003 exceeds forty-five dollars ($45.00) per month, the Employer will contribute 50% of the amount over forty-five ($45.00) dollars per month. [Note: Because the amount of the 2002 single insurance premium ($259.�2) was less than the Employer's 2002 contribution of $276.65, only a portion of the $45.00'month increase for 2003 reflects new money to the bazgaining unit]. For eligible EMPLOYEES who select family insurance, the EMPLOYER will contribute an amount equal to the 2002 family contribution ($498.00 minus $3.30 because the contribution for life insurance is moved to Article 16.4), plus 65% of the family premium increase in 2003 up to $71.50 per month. If the 2003 family premium increase exceeds $110.00, the City will pay 40% of the excess increase per month. Under the "Cafeteria Plan;' ail benefit eligible employees (i.e. 40 hours/pay period or more) must select at least single health insurance coverage and $10,000 of life insurance coverage. (In 2002, the City wil] contribute the cost of the $10,000 mandatory life insurance as part of the insurance contribution described in Article 16.2. In 2003, the City's contribution to the $10,000 mandatory life insurance will be a stand-alone contribution separate from the heaith insurance contribution described in Article 163). It is understood that these mandatory coverages (single health and $10,000 life) may not be waived. However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, two hundred and twenty five dollazs ($225.00 per month) shall be eligible for payment as unused benefit dollazs. Such payment shall be made during the month of January for the previous insurance year. The amount eligible for payment as unused benefit dollazs shall be the actual cost of the single health insurance premium, less the cost of the mandatory life insurance premium. Effective for 2002 only, for employees selecting single health insurance, any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, 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. For employees who terminate their empioyment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. I1 ARTICLE 16 - INSURANCE (Continued) � 16.5 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee chazged for employees participating in the Dependent Caze 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 16.6 In the event of the death of an active employee, the dependents of the employee shall have the option, within thirty (30) days, to continue the cunent hospitalization and medical benefits, including such plan improvements as may be made from time to time, which said dependents previouslv had, at the premium and Employer contribution applicable to eligibie early retirees. The date of death shall be considered to be the date of retirement. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizarion and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents� An eli�ible dependent who is not enrolled in the City's health insurance program at the time of the emplo}�ee's death will have an option to enroll at the next annual open enrollment period. It is further undeistood cfiat coverage shall cease in the event o£ 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased empioyee or retiree. 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this eveni, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 through 16.11 below towazd a health insurance plan offered by 16.7 ( I) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and � 16.7 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree plans, and l2 oa-e i� �RTICLE 16 - INSURANCE (Continued) 16.7 (3) Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension, and 16.7 (4) Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Earl}' Retirees 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after 7anuary 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Arcicle 16.7 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a masimum of $350.00 per month toward the premium for single or family health insurance coveraLe. Any unused portion of the Employer's contribution shall not be paid to the retiree. � When such early retiree attains age b5, the provisions of Article 16.10 shall apply. 16.9 This Article shall apply to employees who: 16.9 (l ) Retire on or after January 1, 1996, and 16.9 (2) Were appointed on or after January i, 1996, and 16.9 (3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.7 above, and 169 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribute a maximum of $300.00 per month toward 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 eazly retiree attains age 65, the provisions of Article 16.11 shall apply. � 13 ARTICLE 16 - INSURANCE (Continued) Regular Retirees (Age 65 and over) 16.10 This Article shall apply to employees who: ]6.10 (1) 16.10 (2) 16.10 (�) 16.10 (4) 16.10 (5) Retire on or after January 1, 1996, and Were appointed prior to 3anuary 1, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 16.7 above, and Select a health insurance plan offered by the EmpIoyer. � The Employer agrees to conuibute a maximum of $550.00 per month towazd the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after January l, 1996, and . 1611 (2) Were appointed on or after January 1, 1996, and 16.11 (�) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.7 above, and -- - -- 16.1 i(5j - Setect a health-insufance plan offer-ed by-the E�ployer. -- -- ---- The Employer agrees to contribute a maximum of $300.00 per month towazd the premium for singte or famil}� health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer s cantriburion shall not be paid to the retiree. This Article shail also apply to eazly retirees who retired under the provisions of Article 16.9 when such early retiree attains age b5. 16.12 The contributions indicated in Article 16 shall be paid to the Employer's third party administrator or designated representative. 16.13 A retiree's participation in the Ciry's health insurance plan must be continuous. The retiree must be participate at the time of his/her refirement 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 Emplayer contribution. 16.14 Effective for employees who retire on or after 7/1/03, additional dependents beyond those of record a� the time of retirement may not be added to the retiree's health insurance pian at City expense after retirement. 14 oa-� �� RTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standazds, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the sub}ect of a grievance and w be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS In addition to other compensation payable, any full-time employee designated as a member of the Critical Incident Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of One hundred ($100.00) Dollazs biweekly effective the pay period closest to 1/1/02, and One hundred twenty (�120.00) dollazs biweekly effective the pay period closest to 1/1/03 . Only empioyees who have satisfactoril}• completed all required training shall be eligible for such assignment designation and special allo��ance. .2 CANINE HANDLER In addition to other compensation payable, Canine handlers who are required to keep the dogs in their homes, transport them in their private cazs, etc., shall be granted an allowance not to exceed One Hundred Seventy ($170.00) Dollars biweekly. Such allowance shali be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allovvance shall be payable only during the time the employee is performing duties as outlined above. 18.3 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer who is assigned to the duties of a Field Training Officer shai] be paid a differential of $1.50 per hour above his/her regulaz base rate for those shifts actuaily worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differentiai. � 15 ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued)� B: Effective, January i, 2000 the Employer may assign up to siany (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (I S) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for all hours during the period s/he is so designated Only Police Officers and Sergeants who have satisfactorily completed all required training delineated by the DEPARTMEI` HEAD shall be eligible for such assignment and pay differential. Full-Time Field Training Officers and Supervisors will be designated and defined by the DEPARTMENT H�AD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. These EMPLOYEES shall provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDIvTANCE DISPOSAL LTNIT Any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGENT An}' Police Officer assigned as a Nazcotics Agent to the Narcotics Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective tke pay period closest To 1/1/03. 18.6 SCHOOL RESOURCE OFFICER • Effective the first day ofthe pay period closest to i/1/03, employees working in the title, Police Officer, and assigned as a School Resource Officer shall be paid a differential of $0.75 per hour above hislher base rate 18.7 UNIFORMED POLICE OFFICER Employees working in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted, SRO or Tr�c & Accident shall receive one and a half percent (1'/z %) per hour above the base rate. � 16 oa-<<� �RTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) 18.8 LICENSE AI�TD MANDATED TRAINING ALLOWANCE Employees co��ered by this agreement who have a least three (3) yeazs of service with the Department will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Fire Dispatcher shall be included in the above allowance because they aze required to have an EMT certificate. 18.9 MASTER PATROL OFFICER ALLOWANCE The DEPARTMEI`TT HEAD may designate up to 20 District-assigned MASTER PATROL OFFICER positions w°ith 10 years minimum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a halfpercent (1 '/z) above their base rate who will be billeted throughout the Districts according to seniority pursuant to Article 30. 18.10 SEN10R COMMANDER ALLOWANCE • Nancy DiPema William Finney Richazd Gazdell Lisa McGinn Thomas Reding 18.11 LANGUAGE INTERPRETATION SKILLS ALLOWANCE The DEPARTMENT HEAD may designate EMPLOYEES to be paid a premium above their base rate if . certified as proficient in language skills other than English as delineated by the DEPARTMENT HEAD. The premium for EMPLOYEES who aze designated shall be 2%. Any certified Commander who is assigned the duties of a"Senior Commander" shall receive five percent (5%) per hour above their base rate. The number and nature of such Senior Commander assignments shall be determined solely by the Chief. The Chief may remove employees from Senior Commander assignments at anytime. The Chief shall make such assignsnents only from among employees holding the rank of Commander. Assignments to and removals from Senior Commander duties shall not be subject to the provisions of Article 6(Grievance Procedure) of this agreement. It is recognized that the intent of item #5 on the 12/8/99 MOA was that the following individuals are permanently "grand fathered" to a rate of compensation no lower than the "Senior Commander" rate. These individuals are the only remaining individuals who were in certified Commander titles prior to the implementation of the 12/8/99 MOA: 17 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning eartier than 6:00 a.m. ar ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m. and 6:00 a.m. shall be paid a differential of five percent (5 %) of the employee's base rate for all hours of the shift actually worked by the empioyee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than four hours of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differenual of five percent (5 %) of the employee's base rate for only the hours actually worked bet��een the hours of 6:00 p.m. and 6:00 a.m. ARTICLE 20 - VACATION � 20.1 Effective for IRS payroll reporting year 2002, each full-time employee shall be granted vacation according to the following schedule: Years of Service 0 thru 5 yeazs after 5 years afrer 10 yeazs after 15 yeazs afrer 20 years Vacation Granted 13 days 18 days 21 days 23 days 25 days n �.J - Effective for IRS payroll reporfing yeaz 2003, each fu11-f'ime employee shaff be granted vacation according to the following schedule: (Note, this chart reflects the h�ansfer of two floating holidays to the vacation schedule). Yeazs of Service 0 thru 5 yeazs after 5 years after 10 yeazs after I S years after 20 yeazs Vacation Granted 15 days 20 days 23 days 25 days 27 days Employees who work less than full-time shall be granYed vacation on a pro rata basis. 20.2 The head of the Department may permit an emp oyee to cazry over in o e o owing payro reporting yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each IRS pa}�roll reporting yeaz for any or all hours for which the employee requests payment. Payment shall be at the� rate of pay in efFect at the tnne payment is made. 18 oa-�� RTICLE 20 - VACATION (Continued) 203 Employees with at least 180 days of accutnulated unused sick leave shall be allowed to convert tw�o (2) da}�s of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the ea�tent that the balance of unused sick leave is not reduced low�er than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holida}�s recognized and observed. The following days shail be recognized and observed as paid holida}�s: New Years' Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day � Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Two floating holidays (2002 only) Eligible EMPLOYEES shal] receive pay for each of the holidays listed above, on which they perform no work. For emplo}�ees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) 21.1 (2) 21.1 (3) Whenever any of the holidays listed above shall fail on Saturday, the preceding Friday shal] be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the IRS payroll year, subject to the approval of the departrnent head of any employee. Note, beginning with payroll year 2003, floating holidays are eliminated and moved in to the vacation schedule. 213 � Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE must be employed as of the date of the holiday and have paid hours on the payroil for that pay period. The amount of holiday time earned shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purpose of this section, non-holiday hours paid includes hours actually worked (excluding overtime), vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shail receive holiday pay. 19 ARTICLE 21 - HOLIDAYS (Continued) �J 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shail be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department pemuts, or he/she shall be paid on a straight time basis for such hours worked, in addition to hislher regulaz holiday pay. B. Employees working in the title Police Officer shall be recompensed for work done on Martin Luiher King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Bay by being granted compensatory time on a time and one-half basis or by being paid on a tune and one-half basis for such hours worked, in addirion to his/her regular holiday pay. ' C. If an employee entitled to a holiday is required to work on New Yeaz's Day, Memorial Daq, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shall be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-haIf basis for such hours ��orked, in addition to his/her regulaz holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pap program as set forth in this Article 22. ___ __ 22.2 __To be eligible for the severance pay program, an employee must meet the following requirements: ! 22.2 (1) The employee must be voluntarily sepazated from Ciry employment or have been subject to separation, 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. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with the Ciry or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forty (640) hours of sick Ieave credits at the time of his/her separation from service. lJ ZO oa-�� ARTICLE 22 - SEVERANCE PAY (Continued) � 3 If an employee requesu severance pay and if the employee meets the eligibility requirements set forth abo��e, 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 employee on the date of sepazation for each day of accrued sick leave subject to a masimum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WZTH THE CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $l 0,000 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 twenty-five (25) yeazs of service at the time of his/her sepazation from service shall be granted severance pay in the amount of thirry thousand dollars ($30,000). An employee with twenty (20) or more years of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allowed the maximum � severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollars ($10,000) each. The first payment shali be made during the month of February in the year follow�ing the year in which the employee sepazates his/her employment. The second and third annual pa}�ments shall be made during the month of April in subsequent years. 22.4 For the purpose of this severance pzogram, a death of an employee shall be considered as separation 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. 22.5 Severance Pay which totals ten thousand dollazs ($10,000) or less shali be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance and in such cases, the provisions of this Article shali control. Employees are not eligible for severance plans listed in City Ordinance No. 11490. � 21 � � A � W O T � ' .;` i ° Ci, a. ."�.+ � C) C y O a) N a' � � C U O c� � � Q L ��+ R � v. �p v � . tC [S � t�, � U � C �9 � � N 3 �i O � � O S G 3 � 0 � 3 �' 3 � O L � _ � t3 � u � � ' _ _ _ ' _ __ _ � _ - __ _ _ __�' _ _ ' L � � y � k � u d .� 4 ir L V �' c � o � •� '� � s V � c��C d t1 y 0 0 s�-� � M M � W � � � � C U � � � A �� W - � .� -v � U m o 0 0 C/� � � � N � R ' Q c -- >' �, 3 �s �� , �v � � c c N �> v > > �,7] L' C U U �7 � '� u � � v� a W :al F Q N � � � ti > .� � W m f� M � v �n o n � O � � V � �N � � � � �[7 V t37 f7 � OD � N � N � t0 V � o o co v � � � � � � in r r� c� {(� � Lq M u. rn rn N c � N N f9 V) (fl V3 � C (O r � � N � � ca n c�i � m � r c � � � N ___ ___ . _r_.r __._.__. _.__ ._nj_N._..__._ tfl EH EA U> no wa�o � n m o � �- � N N � (i9 V) fA � � � r (� � � O O � N N �� o rn rn ao v 3 m o � co pi Qi tq N � m (�D � 01 � � a ¢ t�.1 O E u � aa` �� d � � a � O f» v> 3 0 o a N N � � � N O � � � m � E19 EA ° o 0 � ` � � 0 3 i d a c R E � <.1 W � N m O N M EA K3 N N c� N � � � � N N EA V3 n o r m �� s � N N � � ln N � ° n — �MKJ O � o � � � N N EhT EA � � � � V V � � N Ol rn � N N � ° o ° o < ` � � � J � � } lfY � � } O � � • W 0 w L y � � d C d U N c m 0 R V �C 7 � � Q O U � T � v O C y d � � d d � 7 W tA �� tt] W � O � � N cV Efl tA (p N � m N M � � r� v N N fA EA t�'i N � M ai r N � N N [fl V3 N � h- N r- a � N �M EA O �`ti m 3 co 0 I�- V r O �-- O N (V y EA EA � d a c�o � y M M O O d V � � C « c � � 'R tn N � O� m ad ffl N d ii .� d O � N r t!) M OJ � � � O iH v3 "' R V .� 7 O N � � � `- O r � � U a �o n c N 6�i 'V V N N � � Q� C m � V � C9 M m v N N fA 4! 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EA O � CO C rn � � rn � < M � � � n � .� OJ M � m b9 ff} � � t� O N fh O (O W W � � �ra v3 � u� � 6� V (O V � � � � EA G9 � � � � N N � n < � -» rt» _ c � M R R N O � m �o � �� m V M tq � V � � �» N f� V I� W N 'V � �� . C N T v t Gi � L d � W 0 o c7 CO 'C i� cJ N f� �fJ 4() V3 V3 N M O O O O N N � � T c� c d � L d � � � N I� � � C V � � N c7 O O O O N N � 1 oa-��t ARTICLE 24 - SICK LEAVE Z4.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he � shall not be employed or engage in any occupation for compensation outside of his/her regulaz Ciry employment. Violation of the provisions of this pazagraph by any EMPLOYEE shall be grounds for suspension or dischazge. 24.2 In the case of a serious illness or disability of a parent or household member, the head of the deparnnent shall grant leave with pay in order for the employee to caze for or to make arrangements for the caze of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick lea��e credits. Use of such sick leave shall be limited for forty (40) hours pei incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the caze of a seriously ill or disabled child. 24.3: The head of the department or the Human Resources Director may require a physician's certificate or additional certificate at any time during an employee's use of sick leave for the purposes stated in 24.2 above. All such certificates shall be forwazded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Article 24.2 for three or fewer calendar days helshe shall submit to the head of the department a cercificate signed by the employee stating the nature of the � child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted uniess or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician cenifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Office of Human Resources. 24.4 I�TO sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-haif hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of this article only for the number of days or hours for which helshe would normatty have been paid if he/she had not been on sick leave. � 25 ARTICLE 25 - INCAPACITATION 25.1 Regular, full time, EMPLOYEES in the titles of Police Officer, SergeanT, Lieutenant or Commander � who aze 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, the twelve (12) month period shall first be utilized and only when same is eathausted shall accumulated sick leave be applicable. 25.2 Regulaz, full time, EMPLOYEES in the titles of Police Qfficer, Sergeant, Lieutenant & Commander, who aze disahled through injury or sickness other than specified in SectiQn 25.1 above shall receive full wages for a period equal to acctunulated sick leave pius 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, shall be applicable. Ii is further understood that the six (6) month period shall be available only in those yeazs where the last available Annual Report of the City Risk Management Office shall show average sick leave used per employees in the titles of Police Officer, Sergeant, Lieutenant & Commander (based on the 1972 Annual Report method of calculating same) of seven (7) days or less. 25.2 (i) The 7 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacarion conversion program will also be excluded. 253 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entided to reinstatement any time within five (5) yeazs from the date of injury or incapacity, provided they are physically capa� of resuming their job. 25.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. ARTICLE 26 - MATERNITY LEAVE 26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the da[e of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the empioyer may approve such teave at its option, and such leave may be no longer than one (1 } year. . � . � 27.1 Employees who have accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, fathe� in-law, or other person who is a member of the household. Any empioyee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funerai of the Employee's grandpazeni or grandchild. � Oa.. � / (P ARTICLE 28 - DISCIPLINE 28.1 The Employer may discipline employees in any of the forms listed below: � Oral reprimand Written reprimand Suspension Demotion Discharge The Employer w�ill discipline employees for just cause oniy and in accordance with the concept of progressive discipline. ARTICLE 29 - SENIORITY 29.1 Seniority, for the purpose of this AGREEMBNT, shall be defined as foilows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee w�as first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees aze appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is dischazged. �.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layof£ However the recail rights for ranking o�cers (i.e.; Sergeants and above) shall expire afrer three years of layoff. . 27 ARTICLE 30 - BIDDING 30.1 Once a yeaz the Department shall hold a bid for Patrol Officers working District assignments. Officer� assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and aftemoons and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to their preferred District azea. However, when a District assignment conflicts with a work shift bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignlTlents to District personnel levels and such special assignments are not govemed by the seniority bid system described above. The Department also reserves the right to make adjustments to the District personnel assignments. Such reassignment shalT, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other Uniu shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Departmeni shali make every effort to honor the Officer's yeazly bid cazd. 30.4 The Employer agrees to form a committee made up of Federation-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointrnent of special assignment jobs. 30.5 All employer/employee committees meeting tunes shall be considered part of an employee's regular work schedule. Any work performed by an employee for the committee may be done during their . normal work hours if it does not create a burden on the unit to which they aze assigned. 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS 0nce peryeaz�the issu�seniority-bid cards to Emergeflcy-GotnmunicationsCenter- Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shifr (Tour I, II, III) which shalf be assigned based on classification seniority. ARTICLE 31 - WORK BREAKS 31.1 EMPLOYEES in the titles of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be ailowed adequate time from work within each four consecufive hours of work to use the neazest convenient restroom and/or as relief from work. . sar isreqwre o a - , �°-•--- be entitled to the rest period that occurs during said one-half shift. � 28 oa-�� ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as of January 1, 2002 and sha11 conrinue in � full force and effect through December 31, 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 by June 15 of the year in which modifications aze desued, so as to comply with the provisions of the Public Employ"ment Labor Relations Act of 1971. 321 322 Retroactive pay adjustrnents 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, CITY OF SA1NT PAUL a erine L. Megany Labor Relations Birector DATED: � � 2 � � SAINT PAUL POLICE FEDERATION Da id Titus Saint Paul Police Federation President DATED: I� 3� � 29 oa-i t�, ,,, .�►� Unit Price vercoats .......................................................................... $125.00 ckets,winter .......................................................................$ 39.95 3ackets,intermediate ....-----� ........................................................$ Jackets,sununer ..........--�-� ................•---.........---......................$ 2795 Parkas ..............................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..........................................................................$ 32.00 CapCovers ......................................................................... $ 2.50 Vests.............................................................................. $ 8.50 Alternate Vest .................................................................... $ 5.95 Trousers, winter .....................................................................$ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ....................................................................$ 25.50 Shirts,winter(Colored) ................................................................ $ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shirts,summer(Colored) .............................................................. $ 6.95 Shirts, sununer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 �es ................................................................................ $ 1.25 Shoes ..............................................................................$19.00 Altemate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..........................................................................$ 12.95 Alternate Overshoes ................................................................ $ 6.95 Rubbers ............................................................................ $ 3.95 Socks(Black orl�iavy Blue) ............................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ..................................................................... $ 4.95 Black Gloves ........................................................................ $ 7.50 Uniform Caps,winter .................................................................. $ 8.75 Uniform Caps,summer ................................................................ $ 8.75 � A-1 APPENDIX A (continued) J Unit Price � Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 16.25 Garrison ........................................................................ $ 2.50 Cartridge Holder ..................................................................... $ 3.50 Flashlight Holder ............................................�--...................... $ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...........................................................................$ 13.95 Handcuff ....................................................................�-� $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safery Helmet: Visor ....:....................................................................... $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$ 14.20 DutyGuard ....................................................................... $ 2.95 • Y-D Harness ...................................................................... $ 2.95 Holsters: Federal ...................................................................... $ 5.95 SafazilandllA ....................................................................$ 18.95 Safariland 29 ......................................................................$ 12.95 Don Hume216 .................................................................... $15.50 The following items aze included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. HandcufF Holders 4. Overshoes 5. Rubbers 6. Holster • oa-i�� /:R►1 �. �„ _ o a -�� ,.. : _ � � :, _ - 2402 - 2003. _ - COLLECTNE BARGAINIl�TG AGREElVIENT ��- � � : BETWEEN � � = - �� -.- " ` �'I�E C�'FI' �F SAINT P�TJL . _Al�� , T�E S�INT �'�ITL POI:�C� FED�RA'TION > - ' � �` � _ � � -. INDEX �TICLE 1 2 3 4 5 TITLE PAGE Purpose.................................................................•---.1 Defuutions...................................................................1 Recognition..................................................................1 Security .....................................................................2 Employer Authority ............................................................3 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................7 8 Hoursof Work and Overtune .....................................................7 9 CourtTime ...................................................................8 10 Ca1lBack ....................................................................8 11 Stand-By Time ................................................................8 12 Uniform Allowance ............................................................9 13 Military Leave of Absence .......................................................9 14 LegalService ................................................................10 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 16 Insurance ...................................................................10 � Safety ......................................................................15 Premium Pay/Special Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 19 Shift Differential .............................................................18 20 Vacation ....................................................................18 21 Holidays ....................................................................19 22 Severance Pay ...............................................................20 23 Wage Schedule ...............................................................22 24 Sick Leave ..................................................................25 25 Incapacitation ................................................................26 26 Maternity Leave ..............................................................26 27 FuneralLeave ................................................................26 28 Discipline ...................................................................27 29 Seniority ....................................................................27 30 Bidding .....................................................................28 31 Work Breaks ................................................................28 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . AI i oa-<<� � COLLECTIVE BARGAINING AGREEMENT BE'TWEEN THE CITY OF SA1NT PAUL 0 THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, beriveen the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION 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 '� general public. • ii oa-1i� ARTICLE 1 - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is � to: 1.1 (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concemed. 1.1 (2) Establish the full and complete understanding of the parties conceming the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1 (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 FEDERATION: Saint Paul Police Federation P� ►� �� l►� 4 9 i L�]'1 � 17 I 23 2.4 2.5 The City of Saint Paul FEDERATIOI�i MEMBER: A member of the Saint Paul Police Federation. EA4PLOYEE: AGREEME'� T A member of the FEDERATION'S exclusively recognized bazgaining unit. The collective bazgaining agreement between the FEDERATION and the EMPLOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul ARTICLE 3 - RECOGNITION 31 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of meeting and negotiating the terms and conditions of employment for all fuli-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. C� ARTICLE 3 - RECOGNITION (Continued) 3.2 Job classes that are within the bargaining unit and covered by this AGREEMENT are as follows: � Commander Communications Services and Maintenance Supervisor Emergency Communications Center Manager Emergency Communications Center Shift Supervisor Emergency Communications Center Fire Dispatcher I Emergency Communications Center Police Dispatcher Emergency Communications Center Telecommunicator 33 Lieutenant Police Officer Police Trainee Sergeant In the event the EMPLOYER and the FEDERATION 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 determination. 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 FEDERATION dues. Such monies shall be remitted as directed by the FEDE,RATION. 4.2 43 The FEDERATIOI�T may designate empioyees from the bazgaining unit to act as stewazds and shall � inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bullerin board for posting official FEDERATION notices and -- - - - - - - - - If upon revie��, the department head or authorized representative in chazge of ihe facility or work area where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER hazmless against any and all 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. 4.5 Release time for negotiations. During each round of negotiations, four individuals (not including tt�e Federation President) will be allowed to meet with the City's authorized representative, without loss of pay, for the purpose of wage, salary, or fringe benefit discussions. Each individual is eligible for up to ours o s c . 4.6 Release time for Federation President. The individual elected Federation President shali be released from 50% of hislher normal duties under the following conditions: . oa-„� ARTICLE 4 - SECURITY (Continued) Such release time will be funded by a donation of vacation hours from each Federation-represented � emplo}�ee at the beginning of each yeaz. The amount of hours needed to be donated from each employee will be recalculated each yeaz, based on the actual salary and benefit costs of the individual President. (For the year 2002, each Federation-represented employee will donate three hours of vacation). In addition, the Federation will pay a$5000.00 administrative fee each yeaz to the DEPARTMENT. It is understood that the PresidenYs release time will be taken in whole day increments as much as possible and that the President will work with his/her supervisor to identify which days each pay period ��ill be release time days. It is also understood that, during his/her release time, the Federation President's activities are up to the Federation's discretion. It is further understood that, as with all employees and consistent with Article 30 the assignment (including an}• special assignments) for the individual serving as Federation Preside�t will be determined by the DEPARTMENT HEAD. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERATIOIV recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority that ihe BMPLOYER has not officialiy abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. � A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERATION 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 the AGREEMENT. It is specifically understood that any matters govemed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. However, disciplinary actions may be appealed to either the Civil Service Commission or to an arbitrator. If disciplinary action is grieved under the terms of this contract, the union's Step 2 written grievance must state whether the grievance, if still unresoived after Step 3, wi21 be appealed to the Civil Service Commission or to an arbitrator. • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Nothing in this Articie precludes empioyees from pursuing whatever recourse they may have under the terms ofthe Veterans Preference Act. 6.2 FEDERATION REPRESENTATIVES Tiie EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The FEDERATIdN shall notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is innited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERA'FION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIV� have notified and received the approval of the designated supervisor who has deternuned that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PROCEDURES - -- - - -- - - - _ --- - - Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1 An EMPLOYEE claiming a violation conceming the interpretation or application of the CONTRACT shall, within twenty-one (21) calendaz days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative wiil discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. calendar da s shali be considered waived. . oa-��, ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � Step 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendaz days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar da}�s following the EMPLOYER designated representative's fmal Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendaz days shall be considered w=aived. Step 3 If appealed, the written grievance shal] be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (10) calendar da}�s after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendaz days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDER.ATION within ten (10) calendaz days shall be considered waived. Optional Mediation Step � 1. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grie��ance 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 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 azbivation shall be delayed for the period of inediation. 3. The grievance mediation process shaii be informal. Rules of evidence shall not apply, and no record shali 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 azbitrator might rule in this case. 5. 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 otherwise, the outcome shall not be precedential. ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continned) � 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during azbitration. Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as established by the Boazd Bureau of Mediation Services. 6.5 ARBITRATOR'S AUTHORITY A. The arbitrator shaTl 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 FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifi�ing or varying in any way the application of laws, rules or regulations having the force and • effect of law. The azbitrator's decision shall be submitted in wriUng within thirty (30} days foilowing the close of the heazing or the submission of briefs by the parties, whichever is later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator s interpretation or --- --- applica�ion o�the express-te�s-af-tk�is AGItEEMEI�IT.an�to_thefacts._of Yhe..griexance_presented. C. The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDERATION, 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. 6.6 WANER If a grievance is not presented within the time limiu set forth above, it shall be considered "waived." If a grievance is not appeaied to the neatt step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be ea�tended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. � oa-��(� ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PROCEDURE (Continued) � �coxDs All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE 7.1 This AGREEMEI`TT is subject to the laws of the United States, Ihe State of Minnesota and tt�e City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift whexe the normal work days shall be ten (10) consecutive hours per day. For employees assigned to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. For � employees assigned to the 4/2 shift, they may be required to work a 10 hour day or an 8 hour day consistent with the schedule and as assigned by the DEPART'MENT HEAD. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred sixty (160) hours in twenty-eight (28) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours that exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. � ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appeaz in court during scheduled off-duty time will be compensated at the rate of one and one-haif (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. � 9.2 The minimum of four (4) hours shali not apply when such court time is an extension of or an early report to a scheduled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES calied to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal houriy rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an eazly report to a scheduled shift, ARTICLE 11 - STAND-BY TIME I 1.1 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time will be � compensated for a muumum of two (2} hours based on the EMPLOYEE'S normal hourly rate for such day he/she 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. 11.1 (1) If an empioyee is on standby for a court appeazance and is called into court, he or she will receive not less than two (2) hours pay based on his/her normal hourly rate. 11.2 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. 113 Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to contact the City or County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. � oa-� i c� �TICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollars as a ciothing allowance on a voucher system w•ill be increased on January 1, 1974 and each yeaz thereafter on the basis of a yearl}- smdy of the increased cost of the defined uniform. The 1972 base cost of the uniforms aze defined in Appendix A. 12.2 Article 12.1 shall apply only to the following job classes: Commander Lieutenant Sergeant Police Officer 12.3 For 2002, all other job classes under this AGREEMENT shall be entitled to two hundred fifty ($250) do]]azs each year as a clothing allowance on a voucher system. Beginning ]/112003, all other job classes under this AGREEMENT shall be entitled to two hundred seventy five ($275) dollazs each yeaz as a clothing allowance on a voucher system. ARTICLE 13 - MILITARY LEAVE OF ABSENCE �.1 PAY ALLOWANCE Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the state, now or hereafter 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 federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, e�ciency rating, vacation, sick leave or other benefits for all 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 total of fifteen (15) days in any calendar year, and further provided that such leave sha11 be allowed oniy in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physicai or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to conrinue in such military or nava] service beyond the time herein limited for such leave. 13.2 LEAVE V�'ITHOUT PAY � Any EMPLOYEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by la��, shail be entitied to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. L] ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued) � 13.3 Such leaves of absence as aze granted under Articie 13 shall conform to Minnesota Statutes, Section 142 as amended from time to time and shall confer no additional benefits other than those granted bq said statute. ARTICLE 14 - LEGAL SERVICE I4.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or othenvise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal acrion where the employee is the Plaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION 15.1 EMPLOYER shall avoid, whenever possibie, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMPLOYEE working an out-of-class assigrunent for a period in � excess of fifteen (15) working days during a yeaz shali receive the rate of pay for the out-of-class assignment in a higher ciassification not later than the sia�teenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to --- perform, on-a-fuH-�ime hasis all of-the-srgnifica�t-duries-a�d raspor�sibilities,afa-posiYion_different_from the employee's regulaz positian, and which is in a classification higher than the ciassification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such empioyee received a regulaz appointment to the higher classification. ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by fl-,e benefit providers. However, tha empIoyees selec in benefits which a specific provider unplements. If in either year the number of plans increases, the increase will be based on the average premium. � 10 oa- � � � �RTICLE 16 - INSURANCE (Continued) 16.2 Effective for the January 2002 insurance premiums, the EMPLOYER agrees to contribute $276.65 per month to eligible EMPLOYEES who select single health insurance coverage. For eligible EMPLOYEES who select family health insurance coverage for 2002, the EMPLOYER will contribute the 2001 family contribution ($43535) plus $16.76 pius 60% of the family premium increase in 2002 up to $60.00 per month. If the 2002 family premium increase exceeds $100.00, the City �-ill pay 40% of the excess increase per month. [The totai monthly 2002 family insurance contribution will be $43535 +$16.76 + $45.89 for a total of $498.00]. 163 � 16.4 Effective for the January 2003 insurance premiums, the BMPLOYER will contribute the 2002 single premium amount ($259.72) plus any increase in the 2003 single health insurance premium up to forty-five dollars ($45.00) per month. If the single health insurance premium increase for 2003 exceeds forty-five dollazs ($45.00) per month, the Employer will contribute 50% of the amount over forty-five ($45.00) dollars per month. [Note: Because the amount of the 2002 single insurance premium ($259.72) was less than the Employer's 2002 contribution of $276.65, only a portion of the $45.00/month increase for 2003 reflects new money to the bargaining unit]. For eligible EMPLOYEES who select family insurance, the EMPLOYER will contribute an amount equal to the 2002 family contribution ($498.00 minus $330 because the contribution for life insurance is moved to Article 16.4), plus 65% of the family premium increase in 2003 up to $71.50 per month. If the 2003 family premium increase exceeds $110.00, the City wiil pay 40% of the excess increase per month. Under the "Cafeteria Plan;' all benefit eligible employees (i.e. 40 hours/pay period or more) must select at least single health insurance coverage and $10,000 of life insurance coverage. (In 2002, the City will contribute the cost of the $10,000 mandatory life insurance as part of the insurance contribution described in Article 16.2. In 2003, the City's contribution to the $10,000 mandatory life insurance will be a stand-alone contribution separate from the health insurance contribution described in Article 163). It is understood that these mandatory coverages (single health and $10,0001ife) may not be waived. However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory ]ife insurance continues to apply. In this event, two hundred and twenty five dollazs ($225.00 per month) shall be eligible for payment as unused benefit dollars. Such payment shall be made during the month of January for the previous insurance yeaz. The amount eligible for payment as unused benefit dollars shal] be the actual cost of the single health insurance premitun, less the cost of the mandatory life insurance premium. Effective for 2002 only, for employees selecting single health insurance, 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 yeaz. For employees who ternunate their empioyment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. 11 ARTICLE 16 - INSURANCE (Continued) � 16.5 Under tY�e °Cafeteria Plan;' employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Employer. The service fee far employees participating in the Medical Expense Account will be paid by the Employer. Survivor Insurance 16.6 In the event of the death of an active employee, the dependents of the employee shall have the option, w�thin thirty (30) days, to continue the current hospital'vation and medical benefits, includin� such plan improvements as may be made from time to time, which said dependents previouslv had, at ihe premium and Employer contribution applicable to eligible eazly retirees. The date of death shall be considered to be the date of retirement. In the event of the death of an eazly retiree or a regular retiree, the dependents of the retiree shaIl ha��e the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previousiy had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the death of an employee killed in the line of duty, the Employer 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 Ciry's health insurance program at the time of the emplo}•ee's death will have an option to enroll at the next annual open enrollment period. -" It is furchei understoo�tffat coverage sttatl cease in -- -- -_ 16.6 (1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.6 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In tivs event, however, the surviving spouse or dependent shali have the right to maintain City health insurance for the first ninety (90) days of said employment. Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Employer contributions listed in Articles 16.8 tiuough 16.11 below toward a health insurance plan offered by e . . . _ 16.'7 (1) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and . 16.7 (2) Have severed his/her relationship a�ith the City of Saint Paul under one of the retiree plans, and l2 o a-� ► � �RTICLE 16 - INSURANCE (Continued) ] 6.7 (3} Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension, and 16.7 (4) Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Early Refirees 16.8 This Article shall apply to employees who: I 6. 8(1) Retire on or after January 1, 1996, and 16.8 (Z) Were appointed on or before December 31, 1995, and 16.8 (3) Have not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.7 above, and 16.8 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $350.00 per month towazd the premium for 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 16.10 shall apply. 16.9 This Article shall apply to employees who: 16.9 (l ) Retire on or after January 1, 1996, and 169 (2) Were appointed on or after January 1, 1996, and 169 (3) Have not attained age 65 at retirement, and 169 (4) Meet the terms set forth in Article 16.7 above, and 16.9 (5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five yeazs (65) of age, the Employer 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 eazly retiree attains age 65, the provisions of Article 16.11 shail apply. � ]3 ARTICLE 16 - INSURANCE (Continned) Regular Retirees (Age 65 and over) 16.10 This Article shall apply to empIoyees who: 16.10 (1) Retire on or after January l, 1996, and 16.10 (2) Were appointed prior to January 1, 1996, and 16.10 (3) Have attained age 65 at retirement, and 16.10 (4) Meet the terms set forth in Article 16.7 above, and 16.10 (5) Select a health insurance plan offered by the Employer. � The Empioyer agrees to contribute a maximum of $550.00 per month towazd the premium for single or family health insurance coverage offered to regulaz re6rees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.8 when such eazly retiree attains age 65. 16.11 This Article shall apply to employees who: 16. ] 1(1) Retire on or after January 1, 1996, and � 16.11 (2) Were appointed on or after January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.7 above, and 16.1 i(Sj Setect ahealth insuranceplan offered by the�mployer. — The EmpIoyer aa ees to contribute a masimum of $300.00 per month toward the premium for single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shali also apply to early retirees who retired under the provisions of Article 16.9 when such eazly retiree attains age 65. 16.12 The contributions indicated in Article 16 shall be paid to the Employer's third party administrator or designated representative. 16.13 A retiree's participation in the City's health insurance plan must be continuous. The retiree must be p '�� ., participate at the time of his/her retirement or if a retiree discontinues his/her participarion at a later date, such reTiree will not be eligible for any future participation or for any Employer contribution. 16.14 Effective for employees who retire on or after 7/1/03, additionai dependents beyond those of record � the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. ]4 oa-� ►� �RTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of j ob safety. ff an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safery standards, the matter shall be immediatel}• considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS In addition to other compensation payable, any full-time employee designated as a member of the Critical Incident Response Team (CTRT) and Hostage Negotiation Team shall be granted an allowance of One hundred ($100.00) Dollazs biweekly effective the pay period ciosest to 1/1/02, and One hundred twenty ($120.00) dollars biweekly effective the pay period ciosest to 1/1/03 . Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special ailowance. �.2 CANINE HANDLER In addition to other compensation payable, Canine handlers who aze required to keep the dogs in their homes, transpon them in their private cars, etc., shall be granted an allowance not to exceed One Hundred Seventy ($] 70.00} Dollars biweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be pa}'able only during the time the employee is performing duties as outlined above. 183 FIELD TRAINING OFFICER & SUPERVISOR A. Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $1.50 per hour above his/her regulaz base rate for those shifts actuaily worked by the officer. Only o�cers who have satisfactorily completed ali required training shall be eligible for such assignment and pay differential. C� 15 ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) � B: Effective, January 1, 2000 the Employer may assign up to sixty (60) Police Officers to the duties of a Full-Time Field Training Officer and up to fifteen (IS) Sergeants to the duties of a Full-Time Field Training Supervisor. Said EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for all hours during the period s/he is so designated Only Police O�cers and Sergeants who have satisfactorily completed all required training delineated by the DEPARTMENT HEAD shall be eligible for such assignment and pay differenfial. Fuil-Time Field Training O�cers and Supervisors will be designated and defined by the DEPARTMENT HEAD. These EMPLOYEES shali provide various training in the field and perform other uaining duties as assigned by the DEPARTh4ENT HEAD. These EMPLOYEES shail provide various training in the field and perform other training duties as assigned by the DEPARTMENT HEAD. 18.4 ORDNANCE DISPOSAL iJNIT Any emplo��ee designated as a member of the Ordnance Disposai Unit shall be paid a differential of $1.25 per hour above his/her base rate effective the pay period closest to 1/1/02, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 18.5 NARCOTICS AGEI�TT Any Police Officer assigned as a Nazcotics Agent to the Nazcotics Unit shall be paid a differential of $1.25 per hour above his/her base rate effecUve the pay period closest to 1/1IO2, and $1.50 per hour above his/her base rate effective the pay period closest to 1/1/03. 18.6 SCHOOL RESOURCE OFFICER � Effeciice the firsi day of the pay period closest to l/] /03, employees working in the title, Police Officer, and assigned as a School Resource Officer shall be paid a differential of $0.75 per hour above hislher base rate 18.7 UNIFORMED POLICE OFFICER Employees working in the tide, Police Officer, and assigned to one of ihe Districts, FORCE, Canine, Mounted, SRO or Traffic & Accident shall receive one and a half percent (1'/z %) per hour above the base rate. • ]6 oa-�,� �RTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES (Continued) 18.8 LICENSE AND MANDATED TRAINING ALLOWANCE Employees covered by this agreement who have a least three (3) yeazs of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee holds the required certification. Fire Dispatcher shall be included in the above allowance because they are required to have an EMT certificate. 18.9 MASTER PATROL OFFICER ALLOWANCE The DEPARTMENT HEAD may designate up to 20 District-assigned MASTER PATROL OFFICER positions ��ith 10 yeazs minimum seniority pursuant to Article 30 and other DEPARTMENT defined criteria, to be paid one and a half percent (1 '/z) above their base rate who will be biileted throughout the Districts according to senioriry pursuant to Article 30. 18.10 SENIOR COMMANDER ALLOWANCE �I Nancy DiPema William Finney Richazd Gardell Lisa McGinn Thomas Reding 18.1 I LANGUAGE INTERPRETATION SKILLS ALLOWANCE The DEPARTMENT HEAD may designate EMPLOYEES to be paid a premium above their base rate if � certified as proficient in language skiils other than English as delineated by the DEPARTMENT HEAD. The premium for EMPLOYEES who aze designated shali be 2%. Any certified Commander who is assigned the duties of a"Senior Commander" shall receive five percent (5%) per hour above their base rate. The number and nature of such Senior Commander assignments shall be determined solely by the Chief. The Chief may remove employees from Senior Commander assignments at anytime. The Chief shall make such assignments only from among employees holding the rank of Commander. Assignments to and removals from Senior Commander duties shal] not be subject to tt�e provisions of Article 6(Grievance Procedure) of this agreement. It is recognized that the intent of item #5 on the 12/8/99 MOA was that the following individuals are permanently "grand fathered" to a rate of compensation no lower than the "Senior Commander° rate. These individuals aze the only remaining individuals who were in certified Commander titles prior to the implementation ofthe 12/8/99 MOA: 17 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning eazlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m, and 6:00 a.m. shall be paid a differential of five percent (5 %) of the empioyee's base rate for all hours of the shifr actually worked by the employee. 19.2 Any employee who works on a regularly assigned shift beginning earlier than 6:00 a.m, or ending later than 6:00 p.m., but less than four hours of the shift worked aze between the hours of 6:00 p.m. and 6:00 a.m., shall be paid a night differential of five percent (5 %) of the employee's base rate for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. ARTICLE 20 - VACATION ❑ 20.1 Effective for IRS payroll reporting yeaz 2002, each full-time employee shall be granted vacation according to ihe following schedule: Years of Service 0 thru 5 years afrer 5 yeazs after 10 years after 15 yeazs after 20 yeazs Vacation Granted 13 days 18 days 21 days 23 days 25 days � L_J Effective for IRS payroll reporting year 2003, each fn1I-time employee shalI be granted vacation according to the following schedule: (Note, this chart reflects the transfer of two floating holidays to the vacation schedule). Yeazs of Service 0 thru 5 years after 5 years after 10 years after 15 years after 20 yeazs Vacation Granted 15 days 20 days 23 days 25 days 27 days Employees who work less than full-time shall be granted vacation on a pro rata basis. . e ea o t e epartment may permi an emp oyee o carry over m o e o owmg reporting yeaz up to one hundred twenty (120) hours of vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each IRS payroll reporting year for any or aIt hours for which the employee requests payment. Payment shalt be at the � rate of pay in effect at the time payment is made. 18 Oa-� � � �RTICLE 20 - VACATION (Continued) 203 Emplo}'ees with at least 180 days of accumulated unused sick leave shall be allowed to concert tw�o (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the eattent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days shal] be recognized and observed as paid holida}°s: New Years' Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day � Veterans' Day Thanksgiving Day Day After Thanksgiving Chrisunas Day Two floating holidays (2002 only) Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) 21.1 (2) 21.1 (3) Whenever any of the holidays listed above shall fal] on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those empioyees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendaz date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the IRS payroll year, subj ect to the approval of the department head of any employee. Note, beginning with payroll yeaz 20Q3, floating holidays aze eliminated and moved in to the vacation schedule. 213 i Eligibilit}� Requirements. In order to be eligibie for a holiday with pay, an EMPLOYEE must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purpose of this section, non-holiday hours paid includes hours actually worked (excluding overtime), vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 19 ARTICLE 21 - HOLIDAYS (Continued) � 21.4 A. If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shall be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. B. Employees working in the title Police Officer shali be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to hislher regular holiday pay. • C. If an employee entitled to a holiday is required to work on New Yeaz's Day, Memorial Da}�, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shait be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an empIoyee must meet the following requirements: i 22.2 (1) The empioyee must be voluntarily sepazated from City employment or have been subject to sepazation, lay-off or compulsory retirement. Those employees who aze dischazged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reemployment with the Human Resources Director, which wiil cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with the City or with Independent School District No. 625. 22.2 (3) The employee must have an accumulated balance of at least six hundred forry (640) hours of sick leave credits at the time of his/her sepazation from service. � 20 aa-� �t ARTICLE 22 - SEVERANCE PAY (Continued) � 3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be ganted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of sepazation for each da}° of accrued sick leave subject to a maximum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment 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 twenty-five (25) yeazs of service at the time of his/her sepazation from sen�ice shall be granted severance pay in the amount of thirty thousand dollazs ($30,000). An employee with twent}' (20) or more yeazs of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allowed the maximum i severance benefit of $30,000. �� The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand doilars ($10,000) each. The first payment shall be made during the month of February in the year follo��ing the yeaz in which the employee separates his/her employment. The second and third annual pa}�ments shall be made during the month of April in subsequent years. 22.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 Severance Pay which totals ten thousand dollazs ($ I Q000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance and in such cases, the provisions of this Article shali conuol. 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O O � R �N �N R � .. � � y � � L 0� (D d � � U T L � �' � �� V � n �c N O1 7 t� N E °'- w- o EA V3 V V C 0 0 °� � O O y N� N y � � E .— � W � m O� M O u) � V � N M (`') Kl EA C O � � N O n n O � (h (h ffl EA � r N O ln f'� O � � � N N fA EA � O t[) tn N N � W n � � � M M r � � � t0 'V � r N N E» �„ m � p � LL N � � m '' d � � d U t�0 M N C � M O v �n ; � � V � � N E co r E � � U � � V � C d N th d V 0 0 O O � R �� a+a � < £ N r.�- WG m� LCJ N � N O � N N Efl EA � r f� O N V R O O � N N tiY EA � � lf� V O o7 � m < < fH fA � � � � � � � m tA EA r O n � � M f� W � � �� o � � rn � � n � fA EH � � � � � �' f7 O � rn �� u�-� co �i v> 0 0 N N �� oa-�� M N M (O � � � } � � � O < N �� O� th } Q � � tf3 � N m N O � � o 0 1.C) N N `-. 4/J 43 O o� � M � � � } O> O O � � � u� rn o� c� V � L.L �m rn �� V' N � � � � w � � --- __. --- � -�-� � -- v o� v c7 e- t�7 � � � V d f!� fA t V R a co 0 y o� N a �n o mU �� y v� i» 0 a � � N C9 C � � d � � V m t�q (�D c o c7 7 CO V � a � � o - - U � F T V C m O O � o 0 d N = � � � W � � L M R U ._ � E E 0 d m F � m C d U � Y C G 07 d E � � ? c0 O f m m �� O � � V � � V� EA � � r � � m rn � � fA N 1!] � t� O O (�O W � �� O W K � V � � r eri ifl � � � � N N c n �3ia-- .. _. _ -------- v � ('� V C N � � � � c` M W �7 �� V r � N v �n � � � � � � N 1� � � a v �� O O N N � � � � N � U oa,-,i� ARTICLE 24 - SICK LEAVE �4.1 During an}� period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his/her regulaz City emplo}�ment. Violation of the provisions of this pazagraph by any EMPLOYEE shall be grounds for suspension or dischazge. 24.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to caze for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (40) hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An empioyee may also use up to fort}� (40) hours per incident to arrange for the caze of a seriously ill or disabled child. 243: The head of the department or the Human Resources Director may require a physician's certificate or additional certificate at any° time during an employee's use of sick leave for the purposes stated in 24.2 above. All such certificates shall be forwarded by the appointing officer to the Office of Human Resources, If an employee is absent because of the provisions of Article 24.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the namre of the � child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted uniess or until a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Office of Huxnan Resources. 24.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after hislher regulariy scheduled time to report far work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of this article oniy for the number of days or hours for which he/she would normaily have been paid if he/she had not been on sick leave. s 25 ARTICLE 25 - INCAPACITATION 25.1 Regulaz, full time, EMPLOYEES in the tiUes of Police Officer, Sergeant, Lieutenant or Commander � who aze injured during the course of employment and thereby rendered incapabie of performing job duties and responsibilities shatl 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, the twelve (12} month period shall first be utilized and only when same is eafhausted shall accumulated sick leave be applicable. 25.2 Regulaz, full time, EMPLOYEES in the tifles of Police Officer, Sergeant, Lieutenant & Commander, who are disabled through injury or sickness other than specified in Section 25.1 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, shall be applicable. It is further understood that the six (6) month period shall be available only in those yeazs where the lasY available Annual Report of the City Risk Management Office shall show average sick leave used per employees in the titles of Police Officer, Sergeant, Lieutenant & Commander (based on the 1972 Annual Report method of calculating same) of seven (7) days or less. 25.2 (1) The 7 day bazgaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 25.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement a any time within five (5) yeazs from the date of injury or incapacity, provided they are physically capa� of resuming their job. 25.4 Except as specificaily provided in this Article, aIT illness and incapacity rules and policies previously in -- - - - - e€�'eeF shall cor�tinae: . _ -- - ARTICLE 26 - MATERNITY LEAVE 26.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of chiidbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during ihe period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ' ► : � / 27.1 Employees who have accumulated sick leave credits, as provided in the CiviI Service Rules, shall be granted leave w�ith pay for such period of time as the Head of the Departrnent deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, fathe� in-law, or other person who is a member of the household. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funeral of the Employee's grandparent or grandchild. � oa-�� ARTICLE 28 - DISCIPLINE 28.1 � The Employer ma}� discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Dischazge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipline. ARTICLE 29 - SENIORITY 29.1 �.2 Seniority, for the purpose of this AGREEMENT, shal] be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee ��as first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current ciass assignment held by an empioyee. In cases where two or more employees aze appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shall terminate when an employee retires, resigns, or is discharged. In the e��ent it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of class seniority as defined above. In cases where there aze promotional series, when the number of empioyees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority wouid keep them from being laid off, before layoffs aze made by any class title within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 293 Recall from layoff shall be in inverse order of layoff, except that recall rights shall exgire after two yeazs of layof£ However the recali rights for ranking officers (i.e.; Sergeants and above) shall expire after three years of layoff. . 27 ARTICLE 30 - BIDDING 30.1 Once a year the Deparhnent shall hold a bid for Patrol O�cers working District assignments. Office� assigned to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and aftemoons and assignments to shifts will be based upon an Officer's seniority. The bid cazd shall also include District preference. The Department shall attempt to assign Officers to their preferred District azea. However, when a District assigrunent conflicts with a work shift bid, the work shift bid shall take preference. 30.2 The Department retains the right to designate special assignments to District personnel levels and such special assignments ate not governed by the seniority bid system described above. The DepartmenY also reserves the right to make adjustrnents to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 30.3 Those Patroi Officers assigned to other Units shall also be given bid cazds. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the Officer's yeazly bid cazd. 30.4 The Employer agrees to form a committee made up of Federarion-appointed and Department-appointed members to meet and confer on procedures, policy, and substance related to the appointment of speciai assignment jobs. 30.5 All employer/employee committees meeYing times shall be considered part of an employee's regular work schedule. Any work performed by an employee for the committee may be done during their � normal work hours if it does not create a burden on the unit to which they aze assigned. 30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS — -- - Once per"year e EIVIPLO sfia11 Yssue semoriry bid car s to Emergericy Commumcatrons Eerner Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid cazd as to preference for shift (Tour I, II, III) which shall be assigned based on classification seniority. ARTICLE 31- WORK BREAKS 31.1 EMPLOYEES in the titles of Emergency communications Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive hours of work to use the nearest convenient restroom and/or as relief from work. - 31.2 If said EMPLOYEE is require to wor a one- s eyon s er regu az en o our, e s a be entitled to the rest period that occurs during said one-half shift. • 28 oa�� ARTICLE 32 - DURATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as of January 1, 2002 and shall continue in � fuli force and effect through December 31, 2003 and thereafteL until modified or amended by mutual agreement of the parties. Either pariy desiring to amend or modify this AGREEMENT shall norify the other in writing by 3une 15 of the yeaz in which modificafions aze desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 32.1 32.2 Relroactive pay adjushnents sha11 apply to all employees of the bazgainiug unit who aze active employees on the date of signing of the agreement except those who have been terminated for cause_ CITY,OF SA1NT PAUL DATED: (' 3 6Z T�atherine L. Megarry Labor Relations Director SAINT PAUL POLICE FEDERATION � I� Davi Titus Saint Paul Police Federation President DATED: (-30-OZ � 29 va-� �co APPENDIX A y Unit Price � vercoats ....' ..................................................................... $125.00 ckets, winter . . . $ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets,smnmer .....................................................................$ 27.95 Pazkas..............................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1'7.95 RainCoats ..........................................................................$ 32.00 CapCovers ......................................................................... $ 2.50 Vests .............................................................................. $ 8.50 Altemate Vest .................................................................... $ 5.95 Trousers, winter .....................................................................$ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ....................................................................$ 25.50 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Shirts,summer(Colored) .............................................................. $ 6.95 Shirts, summer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 les ................................................................................ $ 1.25 Shoes..............................................................................$ 19.00 Alternate Shoes ...................................................................$ 22.00 Chukka Boots ........................................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes..........................................................................$ 12.95 Alternate Overshoes ................................................................ $ 6.95 Rubbers............................................................................ $ 3.95 Socks(Black or Navy Blue) ............................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ..................................................................... $ 4.95 BlackGloves ........................................................................ $ 7.50 Uniform Caps, winter .................................................................. $ 8.75 Uniform Caps,suinmer ................................................................ $ 8.75 � A-I �a-�« APPENDIX A (conrinued) y Unit Price � Browne Belts .................................................................... $ 8.95 Altemate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 16.25 Garrison ........................................................................ $ 2.50 Cartridge Holder ..................................................................... $ 3.50 Flashlight Holder ..................................................................... $ 1.50 FederalStreamer Holder ............................................................... $ 2.00 Handcuffs ...........................................................................$13.95 Handcuff Case ..........--� .......................................................... $ 3.04 Whistle Chains ....................................................................... $ 1.95 Safety Helmet: Visor ............................................................................ $ 2.25 Chin Cup ......................................................................... $ 1.50 Chin Strap .........................................................................$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 9.95 Head Suspension ................................................................... $ 4.90 OuterShell .......................................................................$ 14.20 Duty Guazd ....................................................................... $ 2.95 • X-D Harness ...................................................................... $ 2.95 Hoisters: Federal ...................................................................... $ 5.95 SafazilandllA ....................................................................$ 18.95 Safariland 29 ......................................................................$ 12.95 Don Hume 216 .................................................................... $15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: i. Saps 2. Handcuffs 3. HandcuffHolders 4. Overshoes 5. Rubbers 6. Holster . /67