262813 ' � .
� This AGREEMENT is entered into on the 3�`1-�- of �'Lf0l�1L ,
1973, between the City of St. Paul, hereinafter referred to as the EMPLOYER,
and the .�n�e�w�c�.�t�Q_ '��`i��thJ�►.c'�{� cs� �cy�uca�. ��tr�1) � �Gti�� 1 lOj
hereinafter referred to as the UNION.
The EMPLOYER and the UIVION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of St. Paul for the
benefit of the general public through effective labor-management cooperation.
The EMPLOYER and the UNION both realize that this goal depends not only
on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union,. and the individual employees will best serve the needs of the
general public.
1. PUR,POSE
1. 1. The EMPLOYER and the UNIOlV agree that the purpose for
entering into this AGREEMENT is to:
1.11 AcYiieve orderly and peaceful relatio�s, thereby
establishing a system of uninterrupted operations
and the highest Ievel of employee performance tha.t
is consistent with the safety and well-being of all
concerned;
1. 12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the EMPLOYER and the UNION;
1. I3 E�tablish procedures �o o�derly and p�acefuily xesolve
WHI - CITV CLERK
8��;� � M'YOR E GITY O SAINT PAITL Council ��'����
CA RY - D�PARTMENT File NO.
� .
Z �C Ordinance N 0. �
Presented By �
Referred To Committee: Date
Out of Committee By Date
.An administrativ ordinance approving the
terms and conditions f the collective bargaining
agreement between the Gity of Saint Paul and the
locals of various tra es .
WHEREAS, the Council , pursuant to the provisions of �
Section 12. 09 of the Saint Paul Gity Charter and the Public
Employment Labor Relations Act of 19'71., as amended i973,
recognizes that for the pu pose of ineeting and negotiatin�
the terms and conditions o employment, the following deecribed
locals are the exclusive r presentatives for city employees
falling within the units a certified by the Bureau of Mediation
Services under the corresp nding described case numbers ;
Boilermakers Lodge 64 - Case No. 74-PR-60-A August 8, 1973
Bricklayers Local 1 - Case No . 73-PR-537-A June 4� i973
Carpenters Twin City istrict Council - ,_
Case No. '73-PR-478-A April 16� 1973
Cement Masons Local 56 - Case No. '73-PR-525-A May 22, 1973
Electricians Local 110 -_ Case No. '73-PR-477-A April 16, i973
Elevator Construetors ocal 9 - .
Case No. '73-PR-475-19 April 13, 19'73
Glaziers Local 1324 - ase No. '73-PR-51.O;A May 11, i973
► Painters Local 61 - Ca e No. 73-PR-479-A April i7, i9'73
Pipefitters Local 455 Ca�e No. 73-PR-480-A April' 16, i973
- Plasterers Local 20 - ase No. 73-PR-4'76-A April 13, 1973
Plumbers Local 34 - Ca e No. 73-PR-527-A l�i�yf21, i973
' Roofera Local 96 - Cas No. 73-PR-511-A May 11, i973
Sheetmetal Workers Loc 1 76 - Case
No. 73-PR-513-A May 15, 1973
' � and
COUPICILMEN Requested by Department of:
Yeas Nays
�� Butler
I Konopatzki In Favor
Levine
Meredith Against BY
�ac Roedler
Tedesco
Mme.President�� Hunt
Adopted by Council: Date Form Approved by City Attorney
Certified Passed by Council Secretary BY
By
Approved by Mayor: Date Approved by Mayor for Submission to Council
By By
• M
V� \
' _ disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
1. 2 'The EMPLOYER and the UNION agree that this AGREEMENT
�erves as a supplement to legislation that creates and directs
the EMPLOYER. If any part of this AGREEMENT is in
conflict with such legislation, the latter shall prevail.
The parties, on written notice, agree to negotiate that part
in conflict so that it conforms to the statute as provided by
Article 26 (SEVERABILITY).
2. RECOGNITION:
2. 1 The EMPLOYER recognizes the ITNION as the exclusive
representative for collective bargaining purposes for all
personnel having an employment status of regular,
probationary, provisional, temporary, and emergency
employed in the classes of positions defi.ned in 2. 2 as
certified by the Bureau of Mediation Services in accordance
with Case No. �3-p�- �`11-(�dated �1� ��, lG"1� .
2. 2 The classes of positions recognized as being exclusively
represented by the iJNION are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retains the right to operate and manage all d
manpower, facilities, and equipment; to establish functions
and programs; to set and amend budgets; to determine the
utilization of technology; to establish and modify the organ-
izational structure; to select, direct, and determine the
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number of personnel; and to perform any inherent managerial
function not specifically limited by this AGREEMENT.
3. 2 Any '"term or condition of employment" not established
by this AGREEMENT shall remain with the EMPLOYER
to eliminate, modify, or establish following written
notification to the UIVION.
4. UNION R Z�HT S:
4. 1 The EMPLOYER shall deduct from the wages of employees
who authorize such a deduction in writing an amount necessary
� to cover monthly UIVION dues. Such monies deducted shall
be remitted as directed by the UNION.
4. 11 The EMPLOYER shall not deduct dues from the
wages of employees covered by this AGREEMENT
for any other labor o�ganisation.
4. 12 The TJNION shall indemnify and save�harmless the
EMPLOYER. from any and a11 claims or charges made
against the EMPLOYER as a result of the
implementation of this ARTICLE.
4. 2 The UNION may designate one (1) employee from the bargaining
unit ito act as a Steward and shall inform the EMPLOYER in
writing of such designation. Such employee shall have the
rights and responsibilities as designated in Article 23
°f
(GRI�VANCE PROCEDURE).
4. 3 Upon notification to a designated EMPLOYER supervisor, the
Business Manager of the UNION, or his designated repres�ntati�•t�.
shall be permitted to enter the facilities of the EMPLOY�R �ti'��"r'�'
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employees covered by this AGREEMENT are working,
5. SCOPE OF THE AGREEMENT
This AGREEMENT establishes the "terms and .
conditions of employment" defined by M. S.
179. 63, Subd. 18 for all employees exclusively represented
by the UNION. This AGREEMENT shall supercede
such "terms and conditions of employment" ,
established by Civil Service Rule, Council
Ordinance, and Council Resolution.
6. PROBATIONARY PERIODS: .
,
6. 1 All personnel, orginally hired or rehired following separation,
in a regular employment status shall serve a six (6) month's
probationary period during which time the employee's fitness
and ability to perform the class of positions' duties and
responsibilities shall be evaluated.
6. 11 At any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDURE).
6. 12 An employee terminated during the probationary periai
shall receive a written notice of the reason(s) for such
termination, a copy of which shall be sent to the UrTION•
_..��„�;�.
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' G. 2 All personnel promoted to a higher class of positions
shall serve a six (6) months' promotional probationary
period during which time the employee's fitness and ability
to perform the class of positions' duties and responsibilities
shall be evaluated.
6. 21 At any time during the promotional probationary
period an employee may be demoted to the employee�s
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDURE),
6. 22 An employee demoted during the promotional
probationary period shall be returned to the employee's
previously held class of positions and shall receive a
written notice of the reasons for demotion, a copy of
which shall be sent to the UNION.
7. PHILOSOPHY OF EMPLOYMENT AND COMPENSATION:
7, 1 The EMPLOYER and the ITNION are in full agreement that
the philosophy of employment and compensation shall be a
"cash" hourly wage and" industry" fringe benefit system.
7. 2 The EM�'LOYER shall compensate employees for all hours workec3
at the basic hourly wage rate and hourly fringe benefit rate as
found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS).
?. 3 No other compensation o� fring� benefit shall b� ''
accumulated or earned by an employee except as specifically �
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provided for in this AGREEMENT; except those employees
who have individually optioned to be "grandfathered" as
provided by 12. 2. ,
8. HOUR.S OF WORK:
8. 1 The normal work day shall be eight (8) consecutive hours �
per day, excluding a thirty (30) minute unpaid lunch period,
between ?:00 A. M, and 5�30 P. M.
8. 2 The normal work week shall be five (5) consecutive normal
work days Monday through Friday.
8. 3 If, during the term of this AGREEMENT, it is necessary
in the EMPLOYER'S judgment to establish second and third
' shifts or a work week of other than Monday through Friday,
the TTl�TION agrees to enter into negotiations immediately to
� establish the conditions of such shifts and/or work weeks.
8. 4 This section shall not be construed as, and is not a guarantee
of, any hours of work per normal work day or per normal woi•k
week.
8. 5 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. 6 All employees are subject to call-back by the EMPLOYER as `�
provided by Article 10 (CALL BACK). �
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' 8. 7 Employees reporting for work at the established starting time
and for whom no work is available shall receive pay for two
(2) hours, at the basic hourly rate, unless notification ha.s
been given not to report for work. prior to leaving home, or
during the previous work day.
9. OVERTIME:
9. 1 All overtime compensated for by the EMPLOYER must receive
� prior authorization from a designated EMPLOYER supervisor.
No overtime work claim will be honored for payment or credit
unless approved in advance. An overtime claim will not be
honored, even though shown on the time card, unless the
required advance approval. has been obtained.
9. 2 The overtime rate of one and one-half (12) the basic hourly
rate shall be paid for work performed under the following
circumstances:
9. 21 Time worked in excess of eight (8) hours in any one
normal work day and
9. 22 Time worked on a sixth (6th) day following a normal
work week. �
9. 3 The overtime rate of two (2) times the basic hourly rate
shall be paid for work performed under the following
circumstances:
9. 31 Time worked on a holiday as defined in Article 16
(HO LIDAYS);
9. 32 Time worked on a seventh (7th) day following a
normal work week; and
• 9. 33 Time worked in excess of twelve (12) consecutive
hours in a twenty-four (24) hour period, provided,
that all "emergency" work required by "Acts of
God" shall be compensated at the rate of one and
one-half (12).
9. 4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid
� twice for the same hours worked.
9. 5 Overtime hours worked as provided by this ARTICLE shall
be paid in cash.
10. CALL BACK: -
10. 1 The �MPLOYER retains the right to call back employees
before an employee has started a normal work day or normal
work week and after an employee has completed a normal
work day or normal work week.
10. 2 . Employees called back shall receive a minimum of four (4)
hours pay at the basic hourly rate.
10. 3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME), when applicable, and
subj ect to the minimum established by 10. 2 above.
10. 4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be
compensated only for the overtime hours worked in accordance
with Article 9 (OVERTIME).
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• 11. WORK LOCATION: �
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11. 1 Employees shall report to work location as assigned
by a designated EMPLOYER supervisor. During
the normal work day employees may be assigned �
to other work locations at the discretion of the
EMPLOYER. �
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11. 2 Employees assigned to work locations during the �
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. normal work day, other than their original assign-
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ment, and who are required to furnish their own
transportation shall be compensated for mileage.
12. WAGES:
12. 1 The basic hourly wage rates as established by Appendix
C shall be paid for all hours worked by an employee.
12. 2 During the thirty (30) calendar day period following the
signing of this AGREEMENT regular and probattonary
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employee� shall havE the individual ehoicE of optioning �
to be coverQd by th� foilowiMg fringe benefits establish�d
by Civi.l Serivee Rule or by City of St. Paul Couneil
Ordinanc�� or Resolui;imn�.
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12. 21 Tnsu�ance benefita �.s established by City of St. Paul •'
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Council Resolutions. 'S
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12. 22 Sick L�ave as cst�.bli�hed by Ordinance No. 3250. ,;
� 5ection 35, Subdivision E.
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� 12. 23 Vacation as established by Ordinance No. 6446,
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Section 1, Subdivision F. �
12. 24 Nine (9) legal holidays as established by Ordinance �
No. 6446, Section 1, Subdivision G. �
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12. 25 Severence benefits as established by Ordinance '
No. 11490. �
Employees who individually elect to be "grandfathered" �
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and continue to be covered by the existing Civil Service i
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Rules and by Municipal Ordinances and Resolutions
stated above shall be subject to all other provisions of
this AGREEMENT, but shall not have hourly fringe benefit
. , contributions and/or deductions made on their behalf as
provided for by ARTICLE 13 (FRINGE BENEFITS).
12. 3 Regular and probationary employees not electing to be "grandfathered"
shall be considered, for the purposes of this AGREEMENT, part-
icipating employees and shall be compensated in accordance
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions
and/or deductions made on their behalf as provided for by
ARTICLE 13 (FRINGE BENEFITS).
12. 4 Provisional, temporary, and emergency employees shall
be considered, for the purposes of this AGREEMENT,
participating employees and shall be compensated in accordance
with ARTICLE 12, 1 (WAGES) and have fringe benefit contributions
and/or deductions made in their behalf as provided for by
ARTICLE 13 (FRINGE BENEFITS).
, 12. 5 All regular, probationary, provisional, temporary, and
, emergency employees employed after the date of the signing
of this AGREEMENT shall be considered, for the purpose of
this AGREEMENT, participating employees and shall be
compensated in accordance with ARTICLE 12. 1 (WAGES) and
have fringe benefit contributions and/or deductzons made on ,
their behalf as provided for by ARTICLE 13 (FRINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER shall make contributions on behalf of and/or
make deductions from the wages of employees covered by this
AGREEMENT in accordance with Appendix D for all hours worked.
13. 2 The EMPLOYER shall establish Worlcman's Compensation,
' Unemployment Compensation, and P. E. R. A. Retirement
programs as required b;T Minnesota Statutes.
14. SELECTION OF FOREMAN AND GEI�TERAL FOREMAN:
14. 1 The selection of personnel for the class of positions ���-'�u� —
��2�� F�� �uc� �()1:�.t�u.v�shall remain solely with the
EMPLOY�R,
14. 2 The class of positions � ���� °��� ��'��'" �� �`����_
shall be filled by em.ployees of the bargaining unit on a
"temporary assignment",
14. 3 All "temporary assignments" shall be made only at the directiori
of a designated FMPLOYER supervisor.
14, 4 Such "temporary assignments" shall be made only in cases
where the class of positions is vacant for more than one (1)
normal vvork day.
15. RETIREMENT:
All employees shall retire from employment with the EMPLOYER
no later than the last calendar day of the month in which an employee
becomes sixty-five (65) years old.
16. HOLIDAYS:
16. 1 The following nine (9) days shall be designated as holidays�
New Year's Day, January 1
President's Day, Third Monday in February
. Memorial Day, last Monday in May
• Independence Day, July 4
Labor Day, first Monday in September •
Columbus Day, second Monday in October
Veteran's Day, fourth Monday in October
Thanksgiving Day, fourth 'T'hursday in November
Christmas Day, December 25
16. 2 When New Year's Day, Independence Day ox Christmas Day
falls on a Sunday, the following Monday shall be considered
the designated holiday. When any of these three (3) holidays
falls on a Saturday, the preceding Friday shall be considered
the designated holiday.
16. 3 The nine (9) holidays shall be considered non-work days.
16. 4 If, in the judgment of the EMPLOYER, personnel are necessary
• for operating or emergency reasons, emplo�ees may be
� scheduled or "called back" in accordance with Article 10
(CALL BACK).
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� 16. 5 Employees working on a designated holiday sha11 be
compensated at the rate of two (2) times the basic hourly
rate for all hours worked.
17. DISCIPLINARY PROCEDURES:
E.
17. 1 The EMPLOYER shall have the right to impose disciplinary
actions on employees for just cause.
17. 2 Disciplinary actions by the EMPLOYER shall include only
� the following actions:
17. 21 Oral reprimand �
17.22 Written reprimand
17. 23 Suspension '
17. 24 Demotion
17. 25 Discharge
17. 3 Employees who are suspended, demoted, or discharged shall have i
the right to request that such actions be reviewed by the Civil Service '
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Commission or a designated Board of Review� The Civil Service �;
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Commission, or a designated Board of Review, shall be the sole and '
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exclusive means of reviewing a suspension, demotion, or discharge.
No appeal of a suspension, demotion, or discharge shall be considercd
a "grievance" for the purpose of processing through i;he provisions
of ARTICLE 23 (GRIEVANCE PROCEDURE).
18. ABSENCES FROM WORK:
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18. 1 Employees who are unable to report for their normal work day ]iave
the responsibility to notify their supervisor of such absence as s��►1 �
as possible, but in no event later than the beg9.nning of such work cl�iy•
18. 2 Failure to make such notification may be grounds for disciplin� as
� as provi.ded in Article 17 (DISCIPLINARY PROCEDLIRI,S).
. �
� 18. 3 Failure to report for work without notification for three
(3) consecutive normal work days may be considered a
"quit" by the EMPLOYER on the part of the employee.
19. SEIVIORITY:
19. 1 Seniority, for the purposes of this AGREEMENT, shall
be defined as follows:
19.11 "Master Seniority" - the length of continuous regular
and probationary service with the EMPIAYER from
the last date of employment in any and all class titles
covered by this AGREEMENT.
19. 12 "Class Seniority" - the length of continuous regular
and probationary servi.ce with the EMPLOYER from
the date an employee was first appointed to a class
title covered by this AGREEMENT.
19. 2 Seniority shall not accumulate during an unpaid leave of
absence, except when such a leave is granted for a period
of less than thirty (30) calendar days; is granted because �
of illness or injury; is granted to allow an employee
to accept an appointment to the unclassified service of the
EMPLOYER or to an elected or appointed full-time position
with the UNION. �
19. 3 Seniority shall terminate when an employee retires, resigns, ;�
or is discharged. �
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19. 4 In the event it is determined by the EMPLOYER that i� is necess��c•�' t ` ;
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reduee the work force employees will be laid off by class title �4�it��;�= ��'
each DepartmeMt based on inverse length of "Class Seniority. ��
Employoes laid off shall have the right to reinstatement in ;
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� any lower-paid class title, provided, employee has greater
"Master Seniority" than the employee being replaced.
19. 5 The selection of vacation periods shall be rnade by class
title based on length of "Class Seniority", subject to the
approval of the �MPLOYER.
20. JURISDICTION:
20. 1 Disputes concerning work jurisdiction between and among unions
is recognized as an appropriate subject for determination by the
various unions representing employees of the EMPLOYER.
20. 2 The EMPLOYER agrees to be guided in the assignment of work
jurisdiction by any mutual agreements between the unions involved. 1
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20. 3 In the event of a dispute concerning the performance or
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assignment of work, the unions involved and the EMPLOYER �
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shall meet as soon as mutually possible to resolve the dispute. e
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Nothing in the foregoing shall restrict the right of the EMPLOYI��R �
a
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to accomplish the work as originally assigned pending resolution ;
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of the dispute or to restrict the EMPLOYER'S basic right to �
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assign work. �'
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20. 4 Any employee refusing to perform work assigned by the �
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EMPLOYER and as clarified by Sections 20. 2 and 20. 3 .;;
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above shall be subject to disciplinary action as provided in
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Article 17 (DISCIPLINARY PROCFDURES). �
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20. 5 There shall be no work stoppage, slow down, or any ';
. disruption of work resulting from a work assignment.
• e •
21. SEPARATION: �
21. 1 Employees having a probationary or regular employment status �
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shall be considered separated from employment based on the
following actions:
21. 11 Resignation. Employees resigning from employment shall '�
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give written notice fourteen (14) calendar days prior F;
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. to the effective of the resignation. �
21. 12 Retirement. As provided in Article 15. �
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21. 13 Discharge. As provided in Article 17. �
. 21. 14 Failure to Report for Duty. As provided in Article 18.
21. 2 Employees having an emergency, temporary, or provisional
employment status may be terminated at the discretion of the
EMPLOYER before the con�letion of a normal work day.
22. TOOLS:
All employees shall personally provide themselves with the tools
of the trade as listed in Appendix E.
23. GRIEVANCE PROCEDUR�:
_
23. 1 The EMPLOYER shall recognize Stewards selected in accordance
with UNION rules and regulations as the grievance represeni:ative
of the bargaining unit. The UNION shall notify the EMPLOYER ;
5
in writing of the names of the Stewards and of their successors `
,
when so named.
23. 2 It is recognized and accepted by the EMPLOYER and the I7NION
that the processin� of grievances as hereinafter provided is limitr.c3
by the job duties and responsibilities of the employees and shall
therefore be accomplished during workin� hours only when
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� consistent with such employee duties and responsibilities. 9
lo ee shall suffer �
The Steward involved and a gra.eving emp y
no loss in pay when a grievance is processed during working
hours, provided, the Steward and the employee have notified
and received the approval of their supervisor to be absent to
process a grievance and that such absence would not be
detrimental to the work pro�rams of the EMPLOYER.
23. 3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal of disciplinary action as
. provided by 17. 3, for the processing of grievances, which are defined
as an alleged violation of the terms and conditions of this AGREEMENT.
23. 4 Grievances shall be resolved in conformance with the following
procedure:
Step 1. Upon the occurence of an alleged violation of this
AGREEMENT, the employee involved shall attempt
to resolve the matter on an informal basis with the
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
�the UlVION. The written grievance shall set forth the
nature of the girevance, the facts on which it is based,
the alleged section(s) of the AGREEMENT violated,
and the relief requested. Any alleged violation of the
AGREEMENT not reduced to writing by the Ul�TION
within seven (7) calendar days of the first occurrence
of the event giving rise to the grievance or wii;hin
seven (7) calendar da;�s after the employee, throti�h
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� the use of reasonable diligence should have had ,�
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knowledge of the first occurrence of the event givin�; �
rise to the grievance, shall be considered waived. �
Step 2. Within seven (7) calendar days after receiving the ��rrittes: '
grievance a designated EMPLOYER supervisor shall `
meet with the UNION Steward and attempt to resolve
the grievance. If, as a result of this rneeting, the ,
grievance remains unresolved, the EMPLOYER shall
reply in writing to the UIVION within three (3) calendar
days following this meeting. The UNTON may refer
the grievance in writing to Step 3 within seven (7)
- calendar days following receipt of the EMPLOYER'S
written answer. Any grievance not referred in writing
by the UlVION within seven (7) calendar days following
receipt of the EMPLOYER'S answer shall be considered
waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPI..OY1:Tt
supervi.sor shall meet with the LINION Business Managel'
or his designated representative and attempt to resolve
the grievance. Within seven (7) calendar days f:ollo�viri:;
this meeting the EMPLOY�R shall reply in writiny to
the UNtON si.ating the �MPLOYER'S answer concernin�*
the gri.evance. If, as a result of the written response
the grievance remains unresolved, the UN[ON may
refer the grievance to Step 4. Any grievance noti
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� referred to in writing by the UNION to Step 4 witllin '�'
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seven (7) calendar days following receipt of the �
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EMPLOYER'S answer shall be considered waived. �
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Step 4. If the grievance reaxnins unresolved, the UlVION may �-
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. within seven (7) calendar days after the response of �
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the EMPLOYER in Step 3, by written notice to the �'
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EMPLOYER, request arbitration of the grievance. �
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The arbitration proceedings shall be conducted by an �
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arbitrator to be selected by mutual agreement of �
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the E MPLOYE R and the UlVION within s even (7) calend a r• i
days after notice has been given. If the parties fail �
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to mutually agree upon an arbitrator within the said �
seven (7) day period, either party may request the ,
Public Employment Relation Board to submit a ';
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panel of five (5) arbitrators. Both the EMPLOYFIi �
1
,
and the iJNION shall have the rigY�t to strike two (2)
;
names from the panel. The UNION shall strike the i
first (lst) name; the EMPLOYER shall then strike
one (1} name. The process will be repeated and the
remaining person shall be the arbitrator. '
;
' �-
' � � r:
. �
` ' �;
�c
' 23. 5 The arbitrator shall have no right to amend, modify,
:�`
�
nullify, ignore, add to, or subtract from the provisions :�
�:
of this AGREENI�NT. The arbitrator shall consider and �
_:
��:
�.�
decide only the specific issue submitted in wri�ting by the -�;
x
EMPLOYER and the UNION and shall have no authority �.
,�r
to make a decision on any other issue not so submitted. ,�.i
�r.
r;`
The arbitrator shall be without power to make decisions
contrary to or inconsistent with or modifying or varying
in any wa3T the application of laws, rules, or regulations :F'
. :�:
.�:
having the force and effect of law. The arbitrator's „�;
�'
�-
;;
decision shall be submitted in writing v�rithin thirty (30) �'
�
days following close of the hearing or the submission 'Es
of briefs by the parties, whichever be later, unless the
parties agree to an e�ension. The decision shall be based '
solely on the arbitrator's interpretation or application of =f�;
- :�:
the express terms of this AGREEMENT and to the facts of the
grievance presented. The decision of the arbitrator shall t�e ��:
`,R`
final and binding on the EMPLOY�R, the �[JNION, and the empl<>�� � �'
, 23. 6 The fees and expenses for the arbitrator's services and prc>cc�•41." '`
shall be borne equally by �he �MPLOYER and the U1�TION, pz'�?�°k �°
that each party slzall be responsible for compensating its o�vri "=3
representatives and witnesses. If either party desires a vert}:�"��
record of the proceedings, it may cause such a recor.d to t?c' r','``�' r
. �
. ,
provicii.�:i�; it �;�:�.y,� f�:�}° �f;r,.;,� recct:�°c �
`���� `l �l'11E', �12"iIE' �_1?7)1_'�S ?11 C:ciC;Yl StC:�) Gi I;i11S T3T`OCIr'.ClU.'1.'t, 1�1d�i �)('. EY�:::?l�l�;(1 i?`,-
inutual ���;reezne±lt of tnF:; E�1;_�f'I_.,C)Y7�,?� ar�d t��E= UlVT;,i��,
`?��. IiiGT:f�i' Ol�' SU.1.%t'.Jir7':1:'Ii�".=.�"I':
24. 1 The E��iPLU�'��;I�� ��tia,y, a'c ar�y tim� dtzri,�g ��:E�.� d.uratiUn of ti�i�s �
AG:EiL��vi��i`:'�,, canj:x•act out: «,orl> dc>ne I��� thc� er�iplayec:�> cc>��erc:r_!
by this I�GRT�E1vLEN�I'. In t]ze event t1�at such contracfi;inn tixJOtiicl
result i.n a, recIucta.c�n o£ the t.��ark force calrered by this �.G];I��P:�VI1;1��;'; ,
the EM�'LOYT�I� sha?1 �;ive i.n� L71�TTOT�7 a nii:�.ety f 90) calendar cla,y
notice of the: i.r��ention. i:o sub-cori�ra:.t.
24. 2 The sub-cantr�cting of woz•k d.onc by the ernpToyees coverec� b�• tl�::.,
- AGR�E1 � TdT shall in all. cases be �nade on.ly to employers �,rrhr,
qualify in �.ccordance with Ordinance 1\TO. 14013.
25. NON-UISCPINLINATION:
25. 1 'I'he terms ar�d conditions of this AGREF 1��1V� will be appli.ecl tc>
employeeu equallST �vitliout regard to, or discrimination for or
agai.nst, any individual because of rac.e, color, creed, se�, a�;e,
or because of m_embership or non-membership irz the UI��ION.
25. 2 Employees v�rill perform t:heir duties and responsit�ilities in a
non-discriminatory manner as SUC}1 C�U�.IeS az�d respoiisibilit;ies i,n:�c�l •'t�
otYzer emplo�Tees and t1�e general public.
2G. S�VERAI3ILIT�':
26. 1 In the eveni: t�iat any provi.sio.z(s) af this AGPF�NTFN'I� is decl�.x•c•,l
to be cont.rary to la�v l��y pro��r 1e�isla�tzve, ae�mini.�trai:ive, or
;jtic�icia.l at�t:liorit;�y- fro���_ t�vhose f.inc?i_ng, deterxrinal:i_ori, oz� cltt�.2•r�c �.�>
a.ppeal i:� (:<ii�c��:t, Ci;;�"' oti�i,�ic�n(s� s1�.�.1I b_� ��csi.dc�a. A?.I atlAc>�.
. � .
. �
� � r•
pro�ri�;�o�i.; ;li<::11 c;:}rzt:ir��_�e :ir� ruli �c>r_•ce ar;�z r�1.c;r..ta
`�(�j. ;� �l'l�f'. ���3.1"�.:tiF � ;�,�tik."°[' j:Cl, U�'iti?i. "i?1I'1L�:E'.l1 71C?'(,lt'_C`, E�11{;Ex' 1I1i0 I�Cr�C?"t;Jciil.lt,z�
tc� ��l.a.ce thF� voi_c�E�c; L�rovi.s:i.r:;;z;:; of tj�� 11.GPi:I_�11T���ti`I ;_�i cc:>,xi�.��� :iz�,,e
W3.t�1 ;�?"?{' �C'�,�51.,`iilV.", 'zi�271].?,.�..�"�t'�i�7.VC,', O::° �tiC�1�^)_^,T Ci�tE'.1:�"'i'�1�<?.i?!�7�.
?7. \V�1]VI�R:
`�7. 1 `I'he E7VIPI�O�'�:�i a:nc� 1�T�E Ol`v�IO� acl.t�:��,�°ledg� i;i:iai: clurixi� the:
xneetzng at�d ni�gotiatint; ti��r:,.:.cii r�estii�e.d i�� this 1�GRE1i;l,'T�T�?T,
each had i;he right and op�,ort-��nitcT to mai;e pror3osal" �✓iEii
respect ta a.n.y sul:,ject co.ice�nin; ��i1e t�rms and cond:iiioti�
af en�pl.oymerzi:. T1�e agrec�m.ents and und�rstat.�c?i.ng:� reaclzed
by the parties af�:er the e�ercise of this x•ioht ar� f'ully and
completely set forth in th.i.s AGRI{�TMF7'v f.
27. 2 Therefore, the EMl'LCY�EI� and the Ui�lIOiV for tli� du.ration of i:rrr�
l�.GR�EiU1ZN�i' agre� that the otlier �arty shall not be obl:�gated to
meet and negotiai:e c��rer any term or condi.ti�ns of employm�nt
whet�aer s��cifically covered or n�t sp�ci.fically covered by this
AGR��R•'�NT. Thc LTt�ION and I�iVIPLOYLR may, �1QWCVF'1,
mutually agree to modify any pro��ision of this A.CP�EE��Z�iJNT.
27. 3 Any and all prior ar.diri�nces, agreements, res�luti.ans,
practzces, policies, and rul�s or regulatians regarding the
terms wn� co�ldii;ians of ei�nployznent, to the ehtent they are
i.nconsistent with tliis A.Gi�I�7JM1{.Iv�l', are herc:b3= �u��ersec�ec?.
R '
' , �, �i ri, . . , , . � �
r�
" ._'��_)Li ...�:
�C�. ��l ._il,� �.�:�z .�_il.al_ y . (�. �'
`�ii. 1 �j �1?; 11��..',�i��� ,i''vLf!:,T`J�l� ;:1'.i,�,l� k`t::C:07Yi� i;i� "'C'.�"s'� E' c{.:; C7f '�Z"iL; t��.{.E.' C1.i
, � ,
cZcs�i�I'.m� t'Z�C(�:i1f J.�"s �:i}�i;';;1{�'C�L��J� 7�iY'()v�C C:U ii�,.ii'1'�'+r'1°�i'. �ll`1.
AR'J'iCLi,> 1�? a.rid �,;, �.Y.c1 ��C:,;�.L�_ ��::�r,�:��r� i�i cfr:t�ct. 4�7� n�a.;r�itlle 30�
day c�f �� 1c1'<<1, a?�d continu;, in �i'f�.Lt fr�v7n ye��.r. to
Se�.r thf:�ea.fi:�>r urz'e;:�s r,.c�i::icc. i�o chan;;e c-�r tc� i�x�m.i77�ii:e i5
��'iv�n in ti7� mann-::.r ��rov;_ded 'zn 28. 2. �
28. 2 If eii:hcr party ciesit°es to t��rtnir�ate or mo:lify 1:?-ii:� [1.G�.7::. -���_:l�i�!�',
effective as of t:}�e cia�:�s of e���i.ra.tion, 1;he par•ty wzsTi3_n�; to
modiFy or teriniriate �:he I�.GPLE:1�'�I�7'?' s�ial7 �ive wri.tten
notice to the o�he�° pa.rty, not mor� than ninety (9G) or
le�s than si�>iy (60) caler,dar c?ays pri.or ta tlze expira�i_on
date, px�avi_ded, i:hat the AGI,IIF1��;�1`�T tna�T oz�.ly be so
termi_i�ated or iziodi.�'i�d effectiv� as of the expira�ion date.
2�3. 3 In con�ideratzon af 1:h� ternzs an.d coxiditi_on.s of exnployrrieni:
estab�_i.shed by this ACRZ:TJ�✓11;I�TT arld +he recor,n�ita.on ti�a.t t�ze
GRIFV�.IVC;}� 1'ROCLDU�7a herein esi<zbli.s��ed i.s t1�e rnea.ns
by wYzich gric�vancc� co�icerni.n� its application or interp.retatian
rria�� be l��acei°ull3� resolved, tl:ie ��ax•ties 31i�r�l�y pl.c;d;e that
dui in,� the i:�rm o�P th� AGREFIVI�:NT:
2�. �l `l:l�e U��TC)N �z-r�d th�:,� einployF��:s tivili xzot e.71�;age i.z�,
ansti.�,�a,ie, �r c��r�ci��r.iF an�r eoz�ccr�f:erl �.c:�fi.��ri in ti�11ic��2
E'.Iil])�.C%'.yE'('r i ;l_� j;!�) Y'f'.�.)OT'{: fC}? CZ.Il�.�Tf l�''7.��_illl��." 2,}�;�C'`i:li
,
tl�.';7'��E'�.�. :.,: l�lr.`11�1_�1 L�%tilJ:°ii� :i�.'.}i.) v:f(").1"'j��y �jrir•�, (.�(.)ti'J�1 1�lf�l '1'
�Ivr)Y`�:�.� CJ ;:i�.;�,�'i1I, i:���:�Cll�.r.�:'�:;�i �..`; `;;'1:J��E_'. C7T' �Z'ct7'i: l�x ;:,;`t
• ._� „ . .
i:i�E,' Ir1.lZi.g i'<iJliiil.l T;i,i"`:�03 ii.2.i:{�.0 C.�i ....L7.^ Clll:_ . !' t f
� 7 � . 11' Tl r,., (? �..rt^., , .
�.;. ,. .-, _�T,. ..
_ �
�C1� :1<� ��.�11{,' r�.i��11 !_i:) L.�.i_� '\e'1_ . ii(J. (;J��c��:, J.I.ly i�l.'rllt��ltE.'� O: ._ ,
a.�-�y I�cls:-�a�,t of e.mpl.c,yrcr,s.
�C�;�r,�� t� tny�> 3Q`F� a�.;� �f ��(�.. . ��;; 3
anci atfes�c:d f.o �zs t.he fu?l and cor�!z�l�ete underst��nr_+,i.ng of thc i:��zztrE�,> i;,,.
t3�e peri.c?d of t.i.me herea.n ��jecii:�ec� b}� i:�e sign��.i:�.�re� oi' the f.o�1?c>>.;�a�1��
repiesezzta�ives far the EIiPLOY�j�R arict the T��`��ION:
1�0I� T�-1L I�l��:�'L01'T�F� I'OR �l,;iE I;i.�:TC)��
� � ����
ayor, C�ii�r�of St. Paul �i us .�ess i�-Z:�n�t.r�;c�r
W
Directoi, Department: of
F'inance atid 1�Zanasexnent Services
Chai.rman, S�. Paul
Civil Service Commissiozi
Labor ��elai:ions Rep e •entative
� . , __
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I't.;c l.i:'... .;r�.� T.,�•��;-.'i�',r;
,�,',.r�.l.`i (���.i2`�.t. C�v.:i;=i,�> OL ��;.'c,".��.�.C.;T:L� {�l7i'<.j, �� �' � ��.iY.J�_<..:.-;1 i�`;r ?i
. lI'iri 1")':: � l.t �:�.E'•
,Y ) � ti T ?� 4 � f]i�^1 '{ �!\ • - Y 1 . 1 i j f(._,�� ..+ C. '( � 1 �-
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1',1��1�� �_a-_) ?_i.��� �.T�_._._ t_ o��_.� ;�t.,UE�d C1i_ 1:}��' ,.�(�.('4� i _ i � _ t.,�t _ . 4i0 .�:1�]_�l .i.� ...
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u. �� `�:7c.� �e�;?.'lY�cti �;'JOi i. �,"E3 �.: �_:l}.=1i.1 't'; i�_i'ti'� ��'� (.t_._�32C'l:li:i.V�. !)t%�. �<:.i.
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Y�t i. t,4 ���, � ���.(,;:V t t ' ����^�, ��r �.
� 3:)_, �)1 l�t{`��I, �_C� .o,�Q'Ir�U �;r�"��� i,�lt'fl�t�Ej `_�C� �I_C�c?y'
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, SC1 �7iz.i_,�.�t.v GO t',i>i'Yt3 l.1. .,r�tl z ,c t �, � ��� a. (�j� "
ii �(,1��
}](:);Jr S i��`'t '��C']1 �T:��� ��. i�:T. c..t:IC� �);�� �). .1.. `�ilc li, i.'�';( f't,1%'4' �7 X)3'F�"i:it13�� i11. "�CCJ�? ���ti"iC�'
l';'I.i.11 j:'i12 �O�1.C>V.%:txl<_`;
��. �al'�:3?O��Tt'2>> l%d.f"1C) �3.T'G �iC�7.i.:�li7�E?Cj �'O ..".,.+ t1pY'z'tl�1.i 1`�O:r�t C�i3�
which !�}c;;ii-�: i:�efor-�� G•i�7 1=,,o i'vi. or �nd7 �;ftE�r 6.�}0 P. Ni.
ax�r� m�rc i:��ar� fS.•�-e (��) hctt�r;; o�' th�� `�;rc���k day a��e ��T�rlse:d
bet�iTc�en t11e hours Uf G:00 P, ?t�. znd G:00 �,. 11![. shall be
���z�l a prerniuzn Fc7�- th� ens.i.re noz°�nal t;To�k cl�ty.
1���• l.rnpl.o��ees �,�rI1c3 are schE�d.t;�iea�,?. to a zzorz7�«T ��ror�1� dc?y tiZrl�.ic�:i
� bt r;i7zs bU�,r;r<:� 6:UO 1�.. i��. or ends afier 6:00 P. Ni. and five (5)
hot,rs or Ic�ss of tl�.e �.��n,-•.i. clay a��F, �v�r.•kecA 1.,��tt,reen �1.�c� 1iot.i3~��
c�f 6�00 F'. ��I. atld 6�00 ��. 71-T. s11a1.1 i�e p<�i�a a pr�rniu�n a'c>l:� al�
�1a��?�;3 �xTorl���� Y,etj•i�c:c��:: f;:p�! I', :1%f. �:n�:� r�.GO .!i.. �`vi.
APPENDIX C
Effective May 1, 1973 the basic hourly wage rate for
- regular and probationary employees appointed to the following classes
of the following classes of positions shall be:
t
Electrician-General Foreman . . . . . . .L . $9. 41
Electrician-Foreman. . . . . . . . . . . . . . . . . 8. 69
Electrician . . . . . . . . . . . . . . . . . . . . . . . . . 7. 97 �
Apprentice
0-6 . . . . . . . . . . . . . . . . . . 45% of Electrician rate
7-12 . . . . . . . . . . . . . . . . . 50% of Electrician rate
13-18 . . . . . . . . . . . . . . . . 55°Jo of Electrician rate
. 19-24. . . . . . . . . . . . . . . . 60% of Electrician rate
25-30 . . . . . . . . . . . . . . . 65% of Electrician rate
31-36 . . . . . . . . . . . . . . . . 75% of Electrician rate
Senior Electrical Inspector. . . . . . . . . . . . .
ElectricalInspector . . . . . . . . . . . . . . . . .
Effective May 1, 1973 the basic hourly wage rate for provisional,
temporary, and emergency employees appointed to the following classes
of positions shall be:
Electrician-General Foreman . . . . . . . . . . $9. 80
Electrician-Foreman . . . . . . . . . . . . . . . . . 9. 05
Electrician. . . . . . . . . . . . . . . . . . . . . . . . . . ,8. 30
� . APPENDIX C (cont. ) .
Effective May 1, 1973 the basic hourly wage rate for regular
and probationary employees appointed to the following classes of positions,
who have individually optioned to be "grandfathered" as provided by 12, 2,
� shall be: � �
Electrician-General Foreman. . . . . . . . . . $9. 55
Electrician-Foreman . . . . . . . . . . . . . . . . . 8. 90
Electrician . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 25
Senior Electrical Inspector . . . . . . . . . . . . '
. Electrical Inspector . . . . . . . . . . . . . . . . . .
� -
�::
. ' �'�:
. �
�.'
16. 5 Employees working on a designated holiday shall be �
:��
compensated at the rate of two (2) times the basic hourly �J
� :�
rate for all hours worked. �
�
17. DISCIPLINARY PROCEDURES: �,.
17. 1 The EMPLOYER shall have the right to impose disciplinar �
Y
actions on employees for just cause.
�,
17, 2 Disciplinary actions by the EMPLOYER shall include only
the following actions: �
17. 21 Oral reprimand '
17.22 Written reprimand
17. 23 Suspension -
17. 24 Demotion
17. 25 Discharge
�
17. 3 Employees who are suspended, demoted, or discharged shall have
the right to request that such actions be reviewed by the Civil Servic:c
Commission or a designated Board of Review. The Civil Service
Commission, or a designated Board of Review, shall be the sole and
exclusive means of reviewing a suspension, demotion, or dischai•�e.
No appeal of a suspension, demotion, or discharge shall be consicic��•c��i
a "grievance" for the purpose of processing through the provision:�
of ARTICLE 23 (GRIEVANCE PROCEDURE).
18. ABSENCES FROM WORK:
18.1 Employees who are unable to report for their normal work day havE?
the responsibility to notify their supervisor of such absei�ce as sc>ori
as possible, but in no event later than the beg9.nning of such worlc cl.=.�^.
18. 2 Failure to make such notification may be grounds for discipline :�.�
as provided in Article 17 (DISCIPLINRRY PROCLDIJRES).
18. 3 Failure to report for work without notification for tYiree
�
(3) consecutive normal work days may be considered a
"quit" by the EMPLOYER on the part of the employee.
'�
19. SEIVIORITY:
19. 1 Seniority, for the purposes of this AGREEMENT, shall
be defined as follows:
19. 11 "Master Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from
the last date of employment in any and all class titles
covered by this AGREEMENT,
19. 12 "Class Seniority" - the length of continuous regular
and probationary service with the EMPLOYER from �
the date an employee was first appointed to a class
title covered by this AGRE�MENT.
�
19. 2 Seniority shall not accumulate during an unpaid leave of �
�
absence, except when such a leave is granted for a period �`
�
�
�.
of less than thirty (30) calendar days; is granted because �
�
of illness or injury; is granted to allow an employee ��.
�.
�
to accept an appointment to the unclassified service of the �
;�.
EMPLOYER or to an elected or appointed fizll-time posii:ion �
with the UlVION. � ��
19. 3 Seniority shall terminate when an emplayee retires, resigns, �
�.
or is discharged. �
�;
19. 4 In the event it is determined by the EMPLOYER that i� is neces5�lj'� � F
reduce the work force employees will bE laid of� by cla�s title ��:i'.��'�'
each DepartmeMt based on i�nverse length of "Class Seniori.ty. ��
Employoes laid off shall have the right to reinstaternent in
.�„�._,-_- -__
�_
. ' �,
;
any lower-paid class title, provided, employee has greater �
"Master Seniority" than the employee being replaced.
19. 5 The selection of vacation periods shall be made by class
title based on length of "Class Seniority", subject to the
approval of the EMPLOYER.
20. JURISDICTION:
20. 1 Disputes concerning work jurisdiction between and among uni.ons
is recognized as an appropriate subject for determination by the
various unions representing employees of the EMPLOY�R.
20. 2 The EMPLOYER agrees to be guided in the assignment of woi•k
jurisdiction by any mutual agreements between the unions involvecl.
mneor �
20. 3 In the event of a d�.spute concerning the perfor a c
�
�
assignment of work, the unions involved and the EMPLOYER �
�
shall meet as soon as mutually possible to resolve the dispute. �
�
Nothing in the foregoing shall restrict the right of the EMPLO�'I:lt ��
�:
::
to accomplish the work as originally assigned pending resolutior� #
�
�.
��
of the dispute or to restrict the EMPLOYER'S basic ribht to <�
assign work.
�.
20. 4 Any employee refusing to perform work assigned by the
EMPLOYER and as clarified by Sections 20. 2 and 20. 3 �
�Il `�
above shall be subject to disciplinary action as provided �
Article 17 (DISCIPLINARY PROC�DURES). �
;�;
.�;
20. 5 There shall be no work stoppage, slow down, or any -�
o-�
:5
�:%
disruption of work resulting from a work assignment. '�
. . . • . �
21. SE PARATION:
21. 1 Employees having a probationary or regular employment status
shall be considered separated from employment based on the
following actions:
21. 11 RESignation. Employees resigning from employment shall
give written notice fourteen (14) calendar days prior
to the effective of the resignation.
21. 12 Retirement. As provided in Article 15.
21. 13 Discharge. As provided in Article 17.
. 21. 14 Failure to Report for Duty. As provided in Article 18.
21. 2 Employees having an emergency, temporary, or provisional
employment status may be terminated at the discretion of the
EMPLOYER before the completion of a normal work day.
22. TOOLS:
All employees shall personally provide themselves with the tools
of the trade as listed in Appendix E.
23. GRIEVANCE PROCEDURE:
23. 1 The EMPLOYER shall recognize Stewards selected in accordanc�
with UNION rules and regulations as the grievance representative
of the bargaining unit. The UNION shall notify the EMPLOYEl�
in writing of the names of the Stewards and of their successors
when so named.
he UNIC)l�' `�
23. 2 It is recognized and accepted by the EMPLOYER and t �
�;
that the processing of grievar�ces as hereinafter provided is limitf't� �
,�:
by the job duties and responsibilities of the employees and sliall �,
.�
tllerefore be accompli.shed during working hours only when �9
,;�
�
.�.y.,�.��.,a,�.,�
�;
consistent with such employee duties and responsibilities.
�
The Steward involved and a grieving employee shall suffer
no loss in pay when a grievance is processed during working
hours, provided, the Steward and the employee have notified
and received the approval of their supervisor to be absent to
process a grievance and that such absence would not be
detrimental to the work pro�rams of the EMPLOYER. ,
23. 3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except for the appeal of disciplinary action as
. provided by 17. 3, for the processing of grievances, which are defined
as an alleged violation of the terms and conditions of this AGREEMENT.
23. 4 Grievances shall be resolved in conformance with the following
procedure:
Step 1, Upon the occurence of an alleged violation of this
AGREEMENT, the employee involved shall attempt
to resolve the matter on an informal basis with the
employee's supervisor. If the matter is not resolved
to the employee's satisfaction by the informal discussion
it may be reduced to writing and referred to Step 2 by
the UIVION. The written grievance shall set forth the
nature of the girevance, the facts on which it is based,
the alleged section(s) of the AGREEMENT violated,
and the relief requested. Any alleged violation of the
AGREENI�NT not reduced to writing by i:he UNION
within seven (7) calendar days of the first occurrence
of the event giving rise to the grievance or within
seven (7) calendar days after the employee, through
. . . � � �
• �:
�_
�
the use of reasonable diligence should have had ��
�,
;�
knowledge of the first occurrence of the event giving '�
�
rise to the grievance, shall be considered waived. �
�
:�
Step 2. Within seven (7) calendar days after receiving the writtc•n �
grievance a designated EMPLOYER supervisor shall � �
�
p
�
meet with the UNION Steward and attempt to resolve �
the grievance. If, as a result of this meeting, the �
grievance remains unresolved, �the EMPLOYER shall
�
�
reply in writing to the UNION within three (3) calendar �
i
;
days follovving this meeting. The UNION may refer
the grievance in writing to Step 3 within seven (7)
• calendar days following receipt of the EMPLOYER'S
written answer. Any grievance not referred in writing
by the UIVION within seven (7) calendar days following
receipt of the EMPLOYER'S answer shall be considered
waived,
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYi;I�
supervisor shall meet with the UNION Business Man�i�;cr
or his designated representative and attempt to resolve ?
the grievance. Within seven (7) calendar days followiii;;
this meeting the EMPLOYER shall reply in writing to
the IJ"NION statin� the �MPLOYER'S answer concernir�;�
the grievance. If, as a result of tl-ie written resporisc '
the grievance remains unresolved, the U1vION r�1�Y
refer the grievance to Step 4. Any grievance not
`�'
referred to in writing by the UNION to Step 4 within �
�
�
seven (7) calendar days following receipt of the �
. �
�MPLOYER'S answer shall be considered waived. ��
�:
�;
,�;
Step 4. If the grievance reamins unresolved, the UTTION may �
�
. within seven (7) calendar days after the response of �
;..
a2
r,
the EMPLOYER in Step 3, by written notice to the �
EMPLOYER, request arbitration of the grievance. �
�
The arbitration proceedings shall be conducted by an �
�
arbitrator to be selected by mutual agreement of �
,
�
the EMPLOYER and the UIVION within seven (7) calendar ;
;
days after notice has been given. If the parties fail �
;
to mutually agree upon an arbitrator within the said ?
;
seven (7) day period, ezther party may request the
Public Employment Relation Board to submit a
panel of five (5) arbitrators. Both the EMPLOY�R
and the iJNION shall have the right to strike t-��ro (2)
names from the panel. The UNION shall strike the
first (lst) name; the EMPLOYER shall then strike
one (1) name. The process will be repeated and the
remaining person shall be the arbitrator.
. �
23. 5 The arbitrator shall have no right to amend, modify, ��
�,
�;;
nullify, ignore, add to, or subtract from the provisions �.�,
;..
�
of this AGREEMENT. The arbitrator shall consider and °'�'
,;rv:
-�:
decide only the specific issue submitted in writing by the �..
��
�MPLOYER and the UNION and shall have no authority `�
��:
�;
to make a decision on any other issue not so submitted. ��
�
�
The arbitrator shall be without power to make decisions Y�
:�:
contrary to or inconsistent with or modifying or varying �
�-
in any way the application of laws, rules, or regulations ;�
. �
4
. having the force and effect of law. The arbitrator's '�
�''
decision shall be submitted in writing within thirty (30) :
�
�:
r?
days following close of the hearing or the submission
of briefs by the parties, whichever be 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. The decision of the arbitrator shall be
final and binding on the EMPLOYER, the LINION, and the em�>i�j��'= - ";;
a:;
23. 6 The fees and expenses for the arbitrator's services and prcicec��3�''
sha11 be borne equally by the EMPLOYER and the UNJON, pI'��'�'�'` � '�
that each party sha11 be responsible for compensatiiig its o�vti `�
representatives and witnesses. If either party desires a v�','`���'�°'
record of the proceedings, it may cause such a record to ��c' z�' {`�`'-�
provi.di.n� :i.t p�,7r, fc�t:� tl�e r+=cox�c�.
2.3. 7 The �im_L ]i_mzi:s i�i ���e1i s<<�p c7i' t.'r�.i� �roecdux�� n:l��y be c::'r..c>rc3;�c? f��,�
mutual a{;ri;en�.c�it o�' t�f�e E<<,�II'I.�;'l�li arad tlie Li�:�IL>��.
`?.1, l�TGI:1T O?+' SU:f3CO��TTiA.C_:rl':
2�. 1. The F1VZPr_,C7�'_��� may, at an.� ti.me dz�ring the c�uration c� t1�.zs
AG�:I��EivC�.1;�T, cantx act otzt ��vor�i c�oz�ie by the ez�riployee�� covet�c;�
by this AGPI�EiUIENT. In i:he event t�iat such contractin� wo.:1c�
result in a reduction of �;1�� wvrk force covered by thzs A.C"jP]�E'\%]li,:�.ti�'1',
the �MPLO�'EP shall give the Ui�TION a ninety (90) calenda�° da.�-
notice of i:he in'cent.ion to sub-contract.
24. 2 The sub-contracting of work done by t1Ze employees covered by i:t�:.s
• AGR�E1�11T����T s��all in all cases be made only to etra.ployers wt;a
qualify iii accordance with Ordinance No. 14013.
25. NOI�T-DISCRIII�TIN��.TION:
25. 1 The ter7ns and conditions of this AGREFI�-'f_CNT will be appl.iecl �o
employees equally without regard to, or discrirrzination for or
against, any individual because of ra.ce, color, creed, sex, a�;e,
or because of inembership or non-membershiP in the UNION.
25. 2 Employees wzll perform their duties and responsibilif.�.es in a
non-discr.iminatory manner as such duties and resporisibi.Ii�ies i,i`�vc?1�.'r�
other employces and the general puk�lic.
26. S�VL:RAI3II,IT7.':
26. 1 In the event th�t any pra��irion(s) af this AGREFMI�I�TT i.s deelar�c>cl
to be contrary i;o la�a uy prop�r legislative, ac�xnini.�±ratiTTe, or
judicia7. auth�rit� fx�om ti�1��.�se f.ind�ng, dcat.ermin���I�i.or�, or decre� �'�c�
a.p�}eal is i:al:c�z�, �;7.icl� j�r.�ova.siori(5) sl�ai? be vozcie�i. 11.1.i c�i:l���z�
� � p�cva�>z�ri,� 51�}_<�z.:II c:onii.���_�e in f��ll. fox�ce and efi�ec°t. �
`�G. �? ��'�1C �l'dT'`1CS d��f3:; 't�0. U.�3C?21 �RrT''.�,'�'.11 T]O�10E?, t'21�;E'Y' 1111;C� Il 't�(��;1£ r.:1C):[1;�
to ��lace tlze t��}ic���cl prc�vi�i.ons oi the �? xRE�it'rL'�T`s� 5.�;. ccrn�lis�r�cc;
�tritl� tl<<� le�?;�I��ta.ve, aclmi.?listx���tizTe, ar judicial c3etc,r:�;�.i,�ata.on� '
'?7. �'J<3.IV�R:
27. 1. T}:le� 3��MPLOYTh <��nd �the U�TION acktlov�jledg�e f;}iat durir�g th.e
meei:ing and negc�i;iating tirhich. �esul�:ed in this AGRE1�r���:i�TT,
each h�,d the right a��d o��aportuni.ty i:o make propo���.Is �ri{;li
respect to any sui���ect conc�rniz��; t:he i;erms and condi�z.ons
� of eznpl.oyment. T1�e a.�reements azid understar�dir�gs reached
by the parties a.fter �:he exei czse af this right ar_e fi�IlS= and
completely set for.�th in this AGRE�MFIV-T.
27. 2 T}ierefore, 1:1ze EMPLOYEP and the UNIOIV for the duration �f t�7is
AGREFl`�'L�ENT agree that the other party sha11 n.ot be obl.i_gaied to
m.eet and negotiate over any term or cond:i.tians of emplayment
whetl�er specifically covered or not specifically coverec� b,y- tl�.is
AG�R��1l�l�TT. The UIVION and �MPLOY�I�t rr�ay, however. ,
mutually agree to modify any pros�isi.on of tl::is AGRE�NIIJNT.
27. 3 Any and all prior ordi_nances, agreements, resaluti.ons;
practices, policies, and rules or regulatzoris regarding the
terms and conditions of enlploynient, to the extent they a.re
inconsistent with tlzis 11GR�EN�NT, are hereby superseded.
�>}, �;tr�t1'r�:�t;t�� :���;�� ;�:c,�{,t:�LC�,•
;.11� J•
:,,y 1 �T';-;i.s IIC�i�LI�',��:��1,,��r1� �:h;.z3.1 's.�c:co:�nr� eilc�cii�re as oi.' thc cl��.te oi'
G�(%•
sii;z�ii�g, c�:c���� ��.� sr�ecii'ical_1y p?�ovided otherti�,rise in
�.I:�`I'IC;1�,I:S I� ,�t�; 1.�, and �"kiu'I ��_�:; �„ir;. zn ca:�'i'�?rt tl�.r�oi:�t;h tl�c ��'�
da�� .of' I'�jV'i � � 1974, an� cant:in�:k.; i.fi �ff.ect frcm yez�, i:o
yeai �;hereafter unlc�:>; :�c��icE? to change or to i:erminat:e i.s
siven in th� mannc�r pravi.decl in 28. 2.
2B. 2 If eith-er. partzT c�.esix�es to terminate or modify thi.s AGhEE��'I��NT,
effecta.ve �a_s of tl�e da.t� of ex�ar�.tiai�., the party wislling to
modifST or terminate the 11GRE1 l��NT shall give writf;en
notice to the ot�her pai ty, not more than ninety (90) or
less than si.xty (GO) calenclar days priar to th� expiration
date, provided, t1�.at the A.GP,E���LEN'I' may only be so
terminated or inoc2ifi.ed eifective as of the expiratian date.
28. 3 In considerati.on of the terms and coriditions of exnployment
established l�y this AGRELIV �.NT and t�lie recogni.tion that i:1��
GRILV�.��,TCF: PPOC��I�UR?� herein �stablished is the mean5
by �ul�ich grievances conceztzing its a�plication or interprc�tatioti
mav ��e peac�full.�- �esolved, the parties her�by pled�e 1:1:ia�:
clurin� tlie terxn of th� .�1GRE�VI7�N'I`:
2u. �I �I'he L1NI0::�T ar�d th� empJoye�:s ti,lill. ne� en�;a�e i.t�,
i.l���ii.�=,�:.tc, or• cc7ndarle �n.y coric,�rted a�t'ion in u��l�ic3�
c>m��7c�yc��� ftL�] to ri:°��ox-l-, f��� dtzf.;,�, willft�7_?;;' ���i�sc:",t
z 7. _. .
r�).Z.T�i���C`I�,�E�."�' {.'l'f)r�(L 'vJ`_F1�4ig ��.�.C17) T _'.].`�� .`�f)�`c` (..1(1��'r`I. I�'i�',� ,
, .
�1Tc;rl�>, ox` �ti�::�nt: t.i�E7:r:�5cs��e'.s ?_rl `iV11C?1,.: c:, .r 7�rt'1 ii•t:::i
;;1'1�; i1�i!.� f��.l��)2:i.7 i �.)C7'��_)i�Ilc i1�,E'. CY�� 1'�lE']Y' C�ili;li';, flj` ( T� '`�
,'' '
�>i3. .�`_S ��'tltl 1'.i'�` E LiJ`c.i'�_�.i VPI�.�. Ys���i: E;i�t� -�;C 171, :�Tl`���1.�`r�iG', i)t' (���� � , -
�.ry loc?:-ct�t af em��lo}�ees,
AG�L���t� �.o �,hi, `�jC�� day of: �C�1c�v�c-� ;; _ -,
��s�zd atte��:ec3 �:o as t�le f.ull a�7d cozz�tp].et2 un�ers�:a.ridin� of i�3�ic� p��� 'a�:_:-= z',�r� �
the per��c�d af t.i.m� �^.cr•ezn s,�c.czl'ied 1��� the �`t�natures of thc� f'o)].01-;it�=:
repre�entatives far tl?€; EI�Tt'�LOYF�R ancl tl�.e U��lOiti:
I�,OR T��:L, i,�,;-,:'-1_:O�T�R FO� T1-iT: L?.i�I�)l�i
. ,
. � � �
/" ��-�� � . _��,`L�.._.
�
Mayor, City of St. Yaul Bus:ine,sss �`�a,nt�f��.�>�.
/
, -
W '
Directoz•, Depar•trn�nt of
Finance and NIanagement Services
Chairi.nan, St. Paul
ivil Serv' e Commission
Labor Rela�tions Re r �seni:ative�
APPENDIX A
The classes of positions recognized by the EMPLOYER as being
exclusively represented by the UNION are as follows;
Plasterer
Plasterer Inspector
and other classes of positions that may be established by the
EMPLOYER where the duties and responsibilities assigned comes
within the jurisdiction of the UNION.
' - APPENDIX C
Effective May 1, 1973 the basic hourly wage rate for regular and
probationary employees appointed to the following classes of positions:
Plasterer . . . . . . . . . . . . . . 7. 22
Plasterer Inspector. . . . . . . . . 8. 36
.
Apprentice
Effective May l, 1973 the basic hourly wage rate for provisional,
temporary, and emergency employees appointed to the following classes
of positions shall be:
Plasterer . . . . . . . . . . . . . . . 7. 52
Effective May 19, 1973 the basic hourly wage rate for regular and
probationary employees appointed to the following classes of positions,
who have individually optioned to be "grandfathered" as provided by 12. 2,
shall be:
Plasterer . . . . . . . . . . . . . . . 7. 44
Plasterer Inspector. . . . . . . . . . 8. 36
A PPENDI�i D
Effective thirty-one (31) calendar days following the signing of this
AGREEMENT, the EMPLOYER shall:
(1) contribute $. 65 per hour, from which payroll deductions
have been made, for all hours worked by employees covered
by this AGREEMENT, except those who have individually elected
to be "grandfathered" as provided by 12. 2, to a Vacation Fund.
(2) contribute $. 50 per hour for all hours worked by employees
covered by this AGREEMENT, except those who have individually �
elected to be "grandfathered" as provided by 12. 2, to a Health
and Welfare Fund.
(3) �contribute $. 25 per hour for all hours worked by employees
covered by this AGREEMENT, except those who have individually
elected to be "grandfathered" as provided by 12. 2, to a Pensi.on
Fund.
(4) contribute $. Ol per hour for all hours worked by employees
covered by this AGREEMENT, except those who have individually
elected to be "grandfathered" as provided by 12. 2, to a Journeyman
and Apprenticeship Training Fund.
All contributions made in accordance with this Appendix shall be
forwarded to depositories as directed by the UNION.
APPENDIX D (cont. )
The EMPLOYER shall establish Workman's Compensation and
Unemployment Compensation programs as required by Minnesota Statutes.
Employees covered by this AGREEMENT, except those who have
individually elected to be "grandfathered" as provided by 12. 2, shall not
be eligible for, governed by, or accumulate vacation, sick leave, holiday,
funeral leave, jury duty, or insurance fringe benefits that are or may be
established by Civil Service Rules, Council Ordinance, or Council Resolutions.
The EMPLOYER'S fringe benefit obligation, except to those employees
who have individually elected to be "grandfathered" as provided by 12. 2,
is limited to the contributions and/or deductions established by this
AGREEMENT. The actual level of benefits provided to employees shall
be the responsibility of the Trustees of the various funds to which the
EMPLOYER has forwarded contributions and/or deductions.
� A '
. �
LABOR AGRE�MENT �'ry�,`����
-between-
THE CITY OF ST. PAUL
. and
i
�1J`�f�ZtJd3�C1�� � I� t��� a� 1�«-�C���-L�S�
i1�o�J S�tP�c,�-cLAF�s � �l-��:1��v�.�`rl-� � �=o���R.S e�,�0 t��Qs�
�.b�� � ��� �
--�--�.�
� ,, .
This AGREEMENT is entered into on the ��'� of (��p�
�
1973, between the City of St. Paul, hereinafter referred to as the EIVIPLOyL��
and the ��-�(S�D� .��L��O�- pJ��vVJ��✓l- � ��
��sw1��� , �t�,. � � a �io�.�a�v� t��l�, L od1c� (�q�
hereinafter referred to as the UNION. �
The EMPLOY�R and the UNiON concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of St. Paul for the
benefit of the general public through effective labor-management cooperation.
The EMPLOYER and the i7NION both realize that this goal depends not only
on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union, and the individual employees will best serve �he needs of the
general public.
�
1. PUR POSE
1. 1. The EMPLOYER and the UNION agree that the purpose for
ent�ring into this AGREEMENT is to: i
i
1. 11 Ach.ieve orderly and peaceful relations, thereby �
�
establishing a system of uninterrupted operations �
and the hi hest level of em lo ee erformance that �
g P Y P �
�
• �
is consistent with the safety and well-being of all �
�
��
concerned;
�
�
1. 12 Set forth rates of pay, hours af work, and other �
conditions of employment as have been agreed upon �
by the EMPLOYER and the ITNION; �
�
. �
1. I3 E�tablish procedu�res to o�derly and p�acefully resolve �
�
�
_ d
�
�
..-.�;3.
_ disputes as to the application or interpretation of
this AGREEMENT without Ioss of manpower productivity.
1. 2 The EMPLOYER and the UNION agree that this AGREEMEIVT
serves as a supplement to legislation that creates and directs
the EMPLOYER. If any part of this AGREEMENT is in
conflict with such legislation, the latter shall prevail.
The parties, on written notice, agree to negotiate that part
in conflict so that it conforms to the statute as provided by
Article 26 (SEVERABILITY).
2. RECOGNITION:
2. 1 The EMPLOYER recognizes the UTTION as the exclusive
representative for collective bargaining purposes for all
personnel having an employment status of regular,
probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2. 2 as
certified by the Bureau of Mediation Services in accordance
with Case No.�7�- -��Z.` �'C) `�dated (�i��,�IJJ� �� t�� •
2. 2 The classes of positions recognized as being exclusively
represented by the iTNION are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retains the right to operate and manage all
manpower, facilities, and equipment; to establish functions
and programs; to set and amend budgets; to determine the
utilization of technology; to establish and modify the organ-
izational structure; to select, direct, and determine the
'�
,
number of personnel; and to perform any inherent managerial
function not specifically limited by this AGREEMENT.
3. 2 Any r`term or condition of employment" not established
by this AGREEMENT shall remain with the EMPLOYER
to eliminate, modify, or establish following written
notification to the TJNION.
4. UNION Rz�HTS:
4. 1 The EMPLOYER shall deduct from the wages of employees
who authorize such a deduction in writing an amount necessary
� to cover monthly iTNION dues. Such monies deducted shall
be remitted as directed by the UNION.
4. 11 The EMPLOYER shall not deduct dues from the
wages of employees covered by this AGREEMENT
for any other labor or�ganiaatian.
4. 12 The i7NION shall indemnify and save -harmless the
EMPLOYER from any and a11 claims or charges made
agai.nst the EMPLOYER as a result of the
implementation of this ARTICLE.
4. 2 ,The UNION may designate one (1) employee from the bargainin�
unit to act as a Steward and shall inform the EMPLOYER in
writing of such designation. Such employee shall have the
rights and responsibilities as designated in Article 23
(GRIEVANCE PROCEDURE).
r�
4. 3 Upon notification to a designated EMPLOYER supervisor, thc �
Business Mana er of the UNION or his desi ated representn!t�.t�. �
g , � u-lsr�F'�s `�
shall be permitted to enter the facilities of the EMPLOYI;Ii ;�
:;
�
.f,z'��t.. '.� ...,v ......... . -..�
.]��{j,� n3e�.
�V
` � ' • ` L
�mployees covered by this AGREEMENT are working.
5. SCOPE OF THE AGREEMENT
;
This AGREEMENT establishes the "terms and �
conditions of employment" defined by M. S.
179. 63, Subd. 18 for all employees exclusively represented
by the UNION. This AGREEMENT shall supercede
such "terms and conditions of employment" .
established by Civil Service Rule, Council
�.
Ordinance, and Council Resolution. �;a
�
,
:;
6. PROBATIONARY PERIODS: �
,
6. 1 All personnel, orginally hired or rehired fo�lowing separation,
. i�
:;
in a regular employment status shall serve a six (6) month's �
.�
probationary period during which time the employee's fitness
and ability to perform the class of positions' duties and -
responsibilities shall be evaluated.
6. 11 At any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDURE),
6. 12 An employee terminated during the probationary period �
�
h� .
shall receive a written notice of the reason(s) for such
termination, a copy of which shall be sent to the UIVION•
"�
�.�.� , ,;,�
6. 2 All personnel promoted to a higher class of positions
shall serve a six (6) months' promotional probationary
period during which time the employee's fitness and ability
to perform the class of positions' duties and responsibilities
shall be evaluated.
6. 21 At any time during the promotional probationary
period an employee may be demoted to the employee's
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDURE),
6. 22 An employee demoted during the promotional
probationary period shall be returned to the employee's
previously held class of positions and shall receive a
written notice of the reasons for demotion, a copy of
which shall be sent to the UNION.
7. PHILOSOPHY OF EMPLOYMENT AND COMPENSATION:
7. 1 The EMPLOYER and the UNION are in full agreement that
the philosophy of employment and compensation shall be a
"cash" hourly wage and" industry" fringe benefit system.
7. 2 The EMZ'LOYER shall compensate employees for all hours workeci
at the basic hourly wage rate and hourly fringe benefit rate as
found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS).
7. 3 No other compensation o� fring� benefit shall b�
accumulated or earned by an employee except as specifically
�
�
�
�, ;.,- .. , :�
.,._ ..._ . . . . . , ,
��.
provided for in this AGREEMENT; except those employees
who have individually optioned to be "grandfathered" as
provided by 12. 2. _ ,
8. HOUR.S OF WORK:
8. 1 The normal work day shall be eight (8) consecutive hours �
per day, excluding a thirty (30) minute unpaid lunch period,
between 7:00 A. M, and 5�30 P. M.
8. 2 The normal work week shall be five (5) consecutive normal
work days Monday through Friday.
8. 3 If, during the term of this AGREEMENT, it is necessary �
in the EMPLOYER'S judgment to establish second and third
' shifts or a work week of other than Monday through Friday,
the iJNION agrees to enter into negotiations immediately to
� establish the conditions of such shifts and/or work weeks.
8. 4 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. 5 All employees shall be at the location designated by their
su ervisor read for work, at the established starting time ��
P � Y :�
;�
and shall remain at an assigned work location until the end �
:�
of the established work day unless otherwise directed by their
supervisor, . ��
8. 6 All employees are subject to call-back by the EMPLOYER as �
�
;,
provided by Article 10 (CALL BACK). '_+
. r
�
e
8. 7 Employees reporting for work at the established starting time
and for whom no work is available sha1Z receive pay for two
(2) hours, at the basic hourly rate, unless notification has
been given not to report for work prior to leaving home, or
during the previous work day.
9. OVERTINIE:
9. 1 All overtime compensated for by the EMPLOYER must receive
� prior authorization from a designated EMPLOYER supervisor.
No overtime work claim will be honored for payment or credit
unless approved in advance. An overtime claim will not be
honored, even though shown on the time card, unless the
required advance approval has been obtained.
9. 2 The overtime rate of one and one-half (1z) the basic hourly
rate shall be paid for work performed under the following
circumstances:
9. 21 Time worked in excess of eight (8) hours in any one
normal work day and
9. 22 Time worked on a sixth (6th) day following a normal
work week. �
9. 3 The overtime rate of two (2) times the basic hourly rate
shall be paid for work performed under the following
circumstances:
9. 31 Time worked on a holiday as defined in Article 16
� (HO LIDAYS);
9, 32 Time worked on a seventh (7th) day following a
normal work week; and
. � �'^�'
9. 33 Time worked in excess of twelve (12) consecutive
hours in a twenty-four (24) hour period, provided,
that all "emergency" work required by "Acts of
God" shall be compensated at the rate of one and ;
one-half (12). •
9. 4 For the purposes of calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid
twice for the same hours worked.
9. 5 Overtime hours worked as provided by this ARTICLE shall
be pa.i.d in cash.
10. CALL BACK:
, 10. 1 The EMPLOYER retains the right to call back employees �
before an employee has started a normal work day or normal
�. work week and after an employee has completed a normal
work day or normal work week.
10. 2 . Employees called back shall receive a minimum of four (4)
hours pay at the basic hourly rate.
10. 3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVERTIME), when applicable, and
subj ect to the minimum established by 10. 2 above.
10, 4 Employees called back four (4) hours or less prior to their
normal work day shall complete the normal work day and be
compensated only for the overtime hours worked in accordance
with Article 9 (OVERTIME).
�
. - . ' ' �
. - �
11. WORK LOCATION:
11. 1 Employees shall report to work loca�'ion as assigned
by a designated EMPLOYER supervisor, During
the normal work day employees may be assigned �
�
to other work locations at the discretion of the �
� �
E MP LOYE R. �
�
11. 2 Employees assigned to work locations during the �
�
.�
normal work day, other than their original assign- �
ment, and who are required to furnish their own '
transportation shall be compensated for mileage.
12. WAGE S: �
12. 1 The basic hourly wage rates as established by Appendix
C shall be paid for all hours worked by an employee.
12. 2 During the thirty (30) calendar day period following the
signing of this AGREEMENT r�gular and probattona�y
�
employee� s1�a11 havE the individual ehoiee of optioning
to be coverQd by the foilowir�g fringe benefits established
b� Civil Serivice Rule or by City of St. Paul Couneil
OrdinancE� or Resolution�,
12, 21 Insu�ance benefits �.s established by City of St. Paul =
':�
;�
;�
Council R�solutions,
12. 22 Sick L�ave as �st�.bli�hed by Ordinance No. 3250,
':�
� Section 35, Subdivision E.
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. • ' ;'�
� �
�
#:
12. 23 Vacation as established by Ordinance No. 6446, �
�
Section 1, Subdivision F. �"
�
12. 24 Nine (9) legal holidays as established by Ordinance
�'
No. 6446, Section 1, Subdivision G. �
12. 25 Severence benefits as established by Ordinance "
No. 11490.
Employees who individually elect to be "grandfathered"
�
and continue to be covered by the existing Civil Service �
Rules and by Municipal Ordinances and Resolutions �
stated above shall be subject to all other provisions of
�
this AGREEMENT, but shall not have hourly fringe benefit j
, contributions and f or deductions made on their behalf as
provided for by ARTICLE 13 (FRINGE BENEFITS),
12. 3 Regular and probationary employees not electing to be "grandfathercc3"
shall be considered, for the purposes of this AGREEMENT, part-
� icipating employees and shall be compensated in accordance ;
1
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions
i
and/or deductions made on their behalf as provided for by g
ARTICLE 13 (FRINGE B�NEFITS), r
12. 4 Provisional, temporary, and emergency employees shall ``
;
�
be considered, for the purposes of this AGREEMENT, �
participating employees and shall be compensated in accordance �
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions �
�
and/or deductions made in their behalf as provided for by �
�
�
ARTICLE 13 (FRINGE BENEFITS).
. �
�
�:�:�.,�,.;,,...�_... :
� 12, 5 All regular, probationary, provisional, temporary, and
emergency employees employed after the date of the signing
of this AGREEMENT shall be considered, for the purpose of
this AGR,EEMENT, participating employees and shall be
compensated in accordance with ARTICLE 12. 1 (WAGES) and
have fringe benefit contributions and/or deductions made on
their behalf as provided for by ARTICLE 13 (FRING� BENEFIT5).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER shall make contributions on behalf of and/or
make deductions from the wages of employees covered by this
AGRE�MFNT in accordance with Appendix D for all hours w�rked.
13. 2 The EMPLOYFR shall establish Workman's Compensation,
Unemployment Compensation, and P, E. R, A. Retirement
prograins as required by Minnesota Statutes.
14. SELECTION OF FOREMAN AND GEl�TERAL FOREMAN:
14. 1 The selection of personnel for the class of positions
shall remain solely with the
EMPLOYER.
14. 2 The class of positions
shall be filled by exnployees of the bargaining unit on a
"temporary assignment".
14, 3 All "temporary assignments" shall be made only at the direction
of a designated EMPLOYER supervisor.
14. 4 Such "teinporary assignments" shall be made only in cases
where the class of positions is vacant for more than one (1)
normal work day.
15. RETIRENlENT:
All employees shall retire from employment with the EMPLOYER
no later than the last calendar day of the month in which an employee
becomes sixty-five (65) years old.
16. HOLIDAYS:
16. 1 The following nine (9) days shall be designated as holidays:
New Year's Day, January 1
� President's Day, Third Monday in February
Memorial Day, last Monday in May '
• Independence Day, July 4
Labor Day, first Monday in September •
Columbus Day, second Monday in October
Veteran's Day, fourth Monday in October
Thanksgiving Day, fourth Thursday in Novembe�
Christmas Day, December 25
16. 2 When New Year's Day, Independence Day o� Christmas Day
falls on a Sunday, the following Monday shall be considered
the designated holiday. When any of these three (3) holidays
falls on a Saturday, the preceding Friday shall be considered
the designated holiday.
16. 3 The nine (9) holidays shall be considered non-work days.
16. 4 If, in the judgment of the EMPLOYER, personnel are necessary
• for operating or emergency reasons, employees may be
scheduled or "called back" in accordance with Article 10
(CALL BACK).
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16. 5 Employees working on a designated holiday shall be
compensated at the rate of two (2) times the basic hourly
rate for all hours worked.
17. DISCIPLINARY PROCEDURES: 6
17. 1 The EMPLOYER shall have the right to impose disciplinary
actions on employees for just cause.
17. 2 Disciplinary actions by the EMPLOYER shall include only
� the following actions:
17. 21 Oral reprimand �
17.22 Written reprimand t
17. 23 Suspension '
17. 24 Demotion ,'
�
17. 25 Discharge �
17. 3 Employees who are suspended, demoted, or discharged sha11 have
, �
the right to request that such actions be reviewed by the Civil Servirr �
�
Commission or a designated Board of Review� The Civil Service �
�
Commission, or a designated Board of Review, shall be the sole anci �
exclusive means of reviewing a suspension, demotion, or dischai•gc.
No appeal of a suspension, demotion, or c3ischarge shall be considei•k�<!
a "grievance" for the purpose of processing through the provisio►�s
of ARTICLE 23 (GRIEVANCE PROCEDURE).
18. ABSENCES FROM WORK:
�.
�
k
18.1 Employees who are unable to report for their normal work day hav�' '
;
. �
:�
the responsibility to notify their supervisor of such absenee as ��+�'IS _
�
as possible, but in no event later than the beginning o£ such worl. �1���`• r:
�
�
18. 2 Failure to make such notification may be grounds for disciplirie .;�_ �
ti
as provided in Articl.e 17 (DIS�IPLINARY PROC,�DURFS). ,
. � .� ' �
1$. 3 Failure to report for work without notification for three
(3) consecutive normal work days may be considered a �
�
�
"quit" by the EMPLOYER on the part of the employee. �
19. SENiORITY: �
19. 1 Seniority, for the purposes of this AGREEMENT, shall
be defined as follows:
19. 11 "Master Seniority" - the length of continuous regular
and probationary servi.ce with the EMPLOYER froin
the last date of employment in any and all class titles �
covered by this AGREEMENT, �
�
19. 12 "Class Seniority" - the length of continuous regular �
�
and probationary service with the EMPLOYER from �
�
the date an employee was first appointed to a class �
�
title covered by this AGREEMENT. �
,
�
19. 2 Seniority shall not accumulate during an unpaid leave of �
- �
absence, except when such a leave is granted for a period ;;
�
of less than thirty (30) calendar days; is granted because .
;
;
�
of illness or injury; is granted to allow an employee '�
�
to accept an appointment to the unclassified service of the �
�
�
EMPLOYER o.r to an elected or appointed full-time position .rr
with the UNION. �
19. 3 Seniority shall terminate when an employee retires, resigns, �
iy
�
or is discharged. :T
19. 4 In the event it is determined by the EMPLOY�R that it is necess,.�►°'• r
reduce the work force employees will be laid off by ela�s tii:le a'i t}��'�
each DepartmeMt based on invers� l�ngth of "Class Seniority. ��
Employoes laid off shall have the right to reinstatement in
,..;,".� ,,.,...�.. __
� �;
any lower-paid class title, provided, employee has greatei•
`;.
"Master Seniority" than the employee being replaced. �<.
.i
19. 5 The selection of vacation periods shall be made by class
�
title based on length of "Class Seniority", subject to the '�'
;,>
�,
approval of the EMPLOYER. �����
,�.
20. JURISDICTION: }::
�:
'�,
20. 1 Disputes concerning work jurisdiction between and among unic�n� �
�=
�
is recognized as an appropriate subject for determination by thc� ``
�.
�
various unions representing employees of the EMPLOYER.
�
20. 2 The EMPLOYER agrees to be guided in the assignment of work ';
�
jurisdiction by any mutual agreements between the unions involvE�ct.
#
20. 3 In the event of a dispute concerning the performance or
assignment of work, the unions involved and the EMPLOYI:R
shall meet as soon as mutually possible to resolve the dispute.
Nothing in the foregoing shall restrict the right of the EMPLOZ'l�:l�
to accomplish the work as originally assigned pending resoluti�ri
of the dispute or to restrict the EMPLOYER'S Uasic right to
assign work.
20. 4 Any employee refusing to perform work assigned by the
EMPLO�Y�R and as clarified by Sections 20. 2 and 20. 3
above shall be subject to disciplinary action as provided in
Article 17 (DISCIPI�":°'iARY PROCEDURES).
20. 5 There shall be no w� :�toppage, slow down, or any
. disruption of work � ;Iting from a work assignment.
. � �i
. � �
�
3,
21. SE PARATION: � ,`�
4
U
21. 1 Employees having a probationary or regular employment status �
:P
f
shall be considered separated from employment based on the �
�
�
following actions: g:
:�
21. 11 Resignation. Employees resigning from employment shall. `
�
give written notice fourteen (14) calendar days prior '
,
�
. to the effective of the resignation. �
�
,
21. 12 Retirement. As provided in Article 15.
21. 13 Discharge. As provided in Article 17.
. 21. 14 Failure to Report for Duty. As provided in Article 18.
21. 2 Employees having an emergency, temporary, or provisional
employment status may be terminated at the discretion of the
EMPLOYER before the completion of a normal work day.
22. TOOLS:
All employees shall personally provide themselves with the tools
of the trade as listed in Appendix E.
23. GRIEVANCE PP.00EDURE:
23. 1 The EMPLOYER shall recognize Stewards selected in accorda.nce
with TJNION rules and regulations as the grievance represeni:ative
of the bargaining unit. The UNION shall notify the EMPLOYFR
in writing of the names of the Stewards and of their successors
when so named.
23. 2 It is recagnized a.nd accepted by the �MPLOYER and the UN�TC)N
that th.e processing of grievances as hereinafter provided is 1in1a+.���'
by the joU ciuties and responsibilities of the employees and shr.iil
therefore be accomplished during working hours only when
. . .. ' �
�
�
consistent with such employee duties and responsibilities. �
�
�
The Steward involved and a grieving employee shall suffer �
�
no loss in pay when a grievance is processed during working �
hours, provided, the Steward and the employee have notified �
.
�
and received the appr.oval of their supervisor to be absent to �
process a grievance and that such absence would not be
detrimental to the work pro�rams of the EMPLOYER.
23. 3 The procedure established by this ARTICLE shall be the sole and �
3
�
exclusive procedure, except for the appeal of disciplinary action as �
a
�
. provided by 17. 3, for the processing of grzevances, which are definecl �
�
i
as an alleged violation of the terms and conditions of this AGREEMI�.'1T'1'. �
i
23, 4 Grievances shall be resolved in conformance with the following j
I
i
procedure: i
i
Step l. Upon tne occurence of an alleged violation of this 1
i
AGREENLENT, the employee involved shall attempt �
- �
to resolve the matter on an informal basis with the i
�
;
employee's supervisor. If the matter is not resolved �
#
3
Y
to the employee's satisfaction by the informal discussion �
�
,
it may be reduced to writing and referred to Step 2 by ,
i
the Ul�TION. The writt�n grievance shall set forth the ;
�
�
nature of the g�f�vance, the facts on which it is based, � �
�
the alleged section(s) of the AGREEMENT violated,
and the relief requested. Any alleged violation of the ;
;
AGREEMENT not reduced to writing by i:he UNIC�N
within seven (7) calendar days of the first oecurren.cc
of the event giving rise to the grievance or v�Tithin
seven (7) calendar days after the employee, thrc�u;;h
• ' ' � �
i
the use of reasonable diligence should have had `
,
knowledge of the first occurrence of the event givin�
�
rise to the grievance, shall be considered waived.
Step 2. Within seven (7) cal.endar days after receiving the writtei-� '
grievance a designated EMPLOYER supervisor shall "
meet with the UNION Steward and attempt to resolve
the grievance. If, as a result of this meeting, the
grievance remains u�resolved, the EMPLOYER shall
reply in writing to the IJNION within three (3) calendar
days following this meeting. The UNION may refer
the grievance i.n writing to Step 3 within seven (7)
• calendar days following receipt of the EMPLOYER'S
written answer. Any grievance not referred in writing
by the Ul�TION within seven (7) calendar days following
receipt of i:he EMPLOYER'S answer shall be considered
waived.
Step 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLO�-R
supervisor shall meet with the LINION Business Mana�er
or his designatec� representative and attempt to resolve
th� grievance. Within seven (7) calendar days follotivi�it;
this meeting the I�MPLOY�R shall reply in wrif.ing to
the LIIVION stating the �MPLOY�R'S answer concernin��� '
the grievance. If, as a resuli; of the written re5ponsE'
the grievance remains un.resolved, the UlVION In�y
refer the grievanc� to Step 4. Any gri.evance not
�
. - �.
.' ' �� �'
�.
�
�y
referred to in writing by the UNION to Step 4 within '�.
�
seven (7) calendar days following receipt of the �
�.
EMPLOYER'S answer shall be considered waived.
�
�,
-�a
Step 4. If the grievance reamins unresolved, the Ul�TION may �'.
�
. within seven (7) calendar days after the response of `�
�'
the EMPLOYER in Step 3, by written notice to the �
EMPLOYER, request arbitration of the grievance.
,
The arbitration proceedings shall be conducted by an �
arbitrator to be selected by mutual agreement of
�
the EMPLOY�R and the UIVION within seven (7) calendar a
d s after notice has been iven. If the arties fail �
aY g p �
to mutually agree upon an arbitrator within the said �
�
P
�
d
seven (7} day period, either party may requesi: the ;
�
i
Public Employment Relation Board to submit a �
, �
panel of five (5) arbitrators. Both the EMPLOYER ;
�
1
and the TJNION shall have t'he righi: to strike tv�ro (2) �;
,
�
names from the pazlel. The UNION shall strike thc �;
R
5
first (lst) name; the EMPLOYER shall then strike �
x
,
one (1) name. The process will be repeated and the ',
°�
remaining person sha11 be the arbitratar. �
t
�
�
a
a:�. - ,
](� �- ErnE�loye���s ��t�i i zr��; c7= a dc -;.;,i,�:�.•��� ��;����.ici�3.y :>r,�; 1 ��c:
� `, . ,
� � compens�te:d a{� tr.�� x°�..te ai f:��so ;2} �.�.:4rc;; f:he t��.s%t� hnur�J.y
ra.te �'01� a7.1 'hours z=vror.���d.
17. I�ISCIPLIN�`�1��` PROC�1?U��FS: '
17, 1 The :�NCPLOY��P� ��hall� have t11e ri.ght to i:cx�pase clisci.plina��y '
action.� on emplo��ees for just cause.
17. 2 Disc�plinary ac'i:ions by t1:e Ffl'IPLOYER sliall includc only
the foilowing ac�:ions:
17. 21 Ora.l x E��rimand
17.22 �?�rr•itten .reprimand
17. 23 Suspen�ion
, 17. 24 Demoi;ian �
�.'i. c�,� i)1.:�Cll u.l€.;n
17. 3 Employees who are suspended, demo�ed, or discharged shall liave
the righ�: �:o request that such actions be r.eviewed by the Ci�vil Servi c��
Coinmission or a de�ignated 73oard of Pevie��. The CitTil Serv9.c:e
Commissian, or a designat�d Board of Review, shall be th� sc�lc� =�r�c1
exclusi>>e means of reviewin� a suspension, demotion, c�r disclzai•€;c.
No a,ppeal af a suspension, denzotion, or discharge �Lal7. be consicic�•i-�i
' a "grieva.nce" for �:he purpose of processi�zg througl� the provi�ior�:�
of APTICL� 23,(GRI�VIZNCE PROC£DURE).
; 1�. AI3S�NCES FROM �jJOI�T�: '
;� •
1�,1 Employees t�vho are unable to report for thei.r normal �vorlc c�a.y li�l`'�`
the respons�bili.tY to ncti�y their supervxsor of such aUsence ac� `��""'
� as ossible, but in no event later than i:he beginning of sLicli ti�'�,T•1�� c1:<< �
p
1�3. 2 Failure to makc sucli noi:ifica�:ion m:zy be grounds for di:�ci7?]inc� �1:�
;
,
,
.
. a - , ;,, n ,.+;�,t� t'7 f1�T�r'TPI.:�[�T./l]?Y �P7�C)CI,(:�lTP..�'.,> .
+ a�S. � .t'`cti.lu '� �:O !t: �:C''� E'Ctil' ,:C:�'k' �','11.C�2�; I� };;?.tC=�i::i.�}Il f��)1:' t17T'G�
i l'
� � (�3} corx�c�cuLi��r�, rio�°i��a�+_ v��:>>�•�= d.a.ys l:r.�ay 3�c con�i.clei�er'a a � �
"qu;.t" by tl,e 1�i��i�?LO:i'la��-� on til� ���?.rt af tl�:e enz�;lcayee.
19. SE Jl�IO Rl:'7'Y:
].9. 1 Seniority, io1• the purpases oi i;1-�is �1.GRE1�I�2117��'l', shall
be defined a� foll.�`fFTs:
19. 11 "T42a�ter Sen:iority" - t�ze lengih of co�.ltir�uoizs z e�zl.ar
and pz ok�ationary scrvicc t�ri'ch tlie �MPI_�OZ'FR froz�n
the ]ast dai:e cf exni�loylnent ii� a.ny and all_ class i:ai;le5
coverec� by i:l��.s AGI��I�NII�N'I'.
19. �.2 "C1ass Seniora.ty" - the 7.eng�h of contix�uous regul�r
and probaticna��y �erv7.ce vlith �the �MI'LOYI�R from
the ua.te an ernpJ.oy=ee was fi��st appoiiz�ed to a class
i;itle covex•cd by thi.� .I�.GP,E�i'��ENT.
19. 2 Seni.ori.ty sl-ia.11 3�.�� accumulate during an w.zpaid leave of
abseaice, e�c�pt wh.en such a l�ave as grant,ed for a peri.od
of less than t.b.i.rty (30) cal�ndar daj=s; is granted because
! of i.11�iess or. inju-ry; is granted to a11o��• an. c:mplayee
` to accept an appoa.ntm.ent to the 13nclassified service of the
I�MPL�O�'T�R or to an elected or appoini:ed full-time posx�:i.oi�
' ��ith the UI�?IC.�N.
= 19. 3 Sen�.ority sha.11 ter�nxi�ate vrhen an employee reti.res, resi.gns,
�
. _ or is discliarged.
lg. 4 In i;ha event it is detcrmined by the L;MPLOY�R i;l�at it is ncr.es�.�r`' ` '
- redtzee i:l�e ti�ork force e�n�aloS�ces v✓ill b� laid of:f by cla�s ti.ile ��'��t''`'
' ea�h ]�ep�.rtment basea c�n inverse lcn�th of "Class Seni.orit,y. ��
; T�rriployc�e:� laicl off siiall have tlie riz�l�1: to reiristatexnei�i: i��
R
�
aTljT �.01���,;:r•-p-:��.+ ::i., ;:> i:i.��i�.s }7rC3JJ.i3��'l",�1; E.'x7lplc�,'i:::l )]<L5 €'sl^i";i:«;. '
. . � -� � ,; •a I t �. ,., . "_ � � 1 �! ��,1 •�' c� � .
"a����,�i:er ��c �,:o�i�a �.h<<.7� fi,c.. e.��.�,�;1_�>;y��_ l��.s.rir; r��:,p a.ce� .
�9. 5 `I'lie ;selec';�ion c,f. vac:�ti.or� p�riocZs ��h�,J.I ��e i-n�zde by c)a.ss
t:_tle basec3 c�n 1•�r��r,:J.�. of "Cla�s Se;�7.ori_ty,,, suUj�ct to ilie
ap��r. oval of �l�e L1�IPIaQ�'�=%�.Z.
Z0. ,TZIP,ISDIC 1 I�N:
20. 1. DiSputes c�ncer�n.ing va�ork jurisdiction bei;weez� and amon� uniof��a
is recogni�ed as an appro�r.iate subject for determ.inataan by t:he :
vari.ou� Yi�zioris re�rese��ting errlployees of the En2PL0�_'ER. .
20. 2 The EMPLOYLIi a�rees to be guided in tl�e assignment of «�orl:
juri.sdi.ction Uy ax�y mutual agreernerits between i:he unions ii�vol�•c�:,.
20. 3 Iii. the e�Tezzt of a disT�ui:e concerning tlie performance cr
assxgr�m:r.t cf 1}��ork, �tI-�e unians invol.ved ar�a -ll�� EA2PL;Ol�:�li
shall meet as soon as rr�utually possible to resol�Te the CII.Splltf�.
Nothing in t11e foregoi.ng s11a11 -restr.ict the right o£ tlac EMPL04'1�::�
�
to accompli�iz �the v,�ork as ori�;inally assigned pend'zng z°esaltziinrl
of the dispute or to restrict the �MPLOYT�R'S Uasic rigl�.� �o
assi.gn t�ro.rk.
• 20. 4 Any enlployee refusing to perform work assigned bY i:h�
�
EMPL0�1'�P and as clarzfied by Sec�ions 20. 2 <�,nd 2�. �
� above shall be subjec�: to dzsciplirary ac�?on as pr.ovided in
�
�
� � Ar'cicle 17 (DISCIPLINI�RY PROCEDUR' �
3
; 20. 5 There shall Ue no ti�or.]� stoppa�e, slow d:;��:•n, or an3'
� disruption of work restilting fr. orn a «ror]� assignment•
;f .
a
,;
�
.
���
��.. , sr��=���,.i=;1�.�rzoT�:
`�j.. �_ ��).11�"31C?}?E'.f;�; �]c1�1"J11l� �3 ��)Y`C1�Jc''•'I'1()i��_+1.'�f 'vZ' I�(.'.�i:t�f.7,T' C:l"I1I]1.C�jrT!.l(`jlj.. S��i�ll��
sl�all l�e c:onsict���c�d ret�a�^?teci i,:�c�rn erY,��1.c���x7�er,t b��.sc:l o�c� t�ie
follav��i��.g ��.c'ti_uns;
21. l.l ].ze�i�n-ati.an, ;Emp1a�.��es resi.gni.i�z, ��r. ol�� e:zi���loyn�ent sli,�)i_
gi.ve ��ri_ttex� na�:ice zour�;ccn (].4) calen.lar c�ays prior
to the eff.ec�ive of tl�c resa.�lation.
21.. 12 Ret:ir�zne?zt. As prbvided in Arti.cle ].Fa
21.. 13 Di�:char2�e. As p_rovided in �.rt.icle I7.
. 21. 14 I�'ai.lure to Rej�ort for Duty. As pro�rided in l�x�ticle 1�3.
21. 2 Empl.oyec�s having �.n eznc�x gency, tem;�o7�ary, or prc�visional.
emplo�7men� statl?s nlay be te��minated af the discretion of thc
E�![PI�O`�'7�L befc�c i�I�.e con�4 let�.on. of ��. r�.ormal woz•I-, da.,y.
22. TOOLS:
�.1I employces shal.l perscnally provicle theznsel�-es_vril:h the tools
�
of �:he trade �.� li��,ed in Ia.pL�endix E.
23. GR�I��VANC� I'P,7C}��D�CT1;-�:
23. 1 T��e E�4!CPL,OYT� ulza'li reco�'n?ze St�wards selected in accordance
�I
with UNl:OIV rules ai�d re�ulai;ions a� the grieva�lce a�epresen�ativc�
! of the bar_°;ai:{�in.g un.it. The UNION sha17. notify i:he 7�MPLOYL1l.�
f! in �vr�tin�r of tJ'le zlames of th� Stewa7°ds and of their successor��
i
4
� - wYien so nained.
23. 2 It is recog�zized and accepted b,y the L1�.2PLOYER and tl�.c UI�TI.�)�`
that the processin� of gri.evanc�s a�� 1�e-rein�:�fter provi.a��� �s �11"'�� i
� by tlze job cluties a.nd responsiUili.ta.es o� t��e ei��.p].oyees ��c� �lt�zll
�
= therefo7°e Ue accoinplished c�urin_; wo�l;in� ��.ours ozal,y ���11�I'
�
� - .,� � r •1 '}'.��;.,',
. coi7S7.�i;t;�"l� iJ'li,i2 �,��:;A; E;t1i�J,Uyi_:�� ci�:;i;l`;;> 8a; . 1:�i: ,E,c;�1�>]. )z.�1� �:,,
_ '�'1:1G a�,t,'J;�£LY`C� ltl4'�C��.`v`t::i:� �117C�. �. �;� l.(`.V1'1;:� t'3:1"tj IC)���C ;�17.:��� ����T.�-��'
. �
IZ.C7 �.0.3�� J.Jl ��)y �'tir17E�I: cl. €;',.'1GV��:;7C�' ).`� 1?7'�Ji,C.:>;C:C� C�U7'l.Yl€� \'y'�T'��tl.�f�
hout•.�, pr. otYiu�d, �::a.0 Ste�=rar.c� a3��� tl�c� e-�»�1,c7;�ee ha�re no�ifi.ecJ
and r.ecezved tlze �.A.�px�ova.l o.f. ti�eir stxp�i�visor to be ab;�ent to
pxoce�s a grie���ai7ce aila t11at �,ach a.bs�ilc,e wou�d not l�e
detrame?�tal to th� v,Torl� 1�lo�rar�.ls of 1:h:: I:"MPLOY�R.
23. 3 T11e proc�du�e eatal�Iished b3� this AR'1'ICI_,I; sl.�all Ue the sole anc�i
exclu�i�re proced�,�re, excep� Eo� the ap��cal. of d:�scip.lin��ry ac�.i.cz7 a�
. p�°o�Tidec� Uy 17. 39 f.or tla� process�_ng of grx�vances, wl�i.ch. are definrd
a.s an a.l'e�ed v�c�la�tion of tY�� �crix�.�� and conditi,ons of �;tii.s AGR�%Ei���1�,T�;'I'.
2�. 4 Gri.evanr;es sha11 be resolved i.n con�oi�.r�ance vaith i:he fallowin�
praccdure:
Si:ep l. Upon t11e occurence of an alJ_eged va.ola�:i�n of t�,is
- AG1z�I;l����I�TT, th� employee involved shall attenzpt
i
to resol.tre the maiter on an inio��1T1�I. �Jc'3S].S VJ1.�'�l 1;I1L'
erripl�yee's superviso��. If the inatter i� Il-O'� T'C'.SOIVCCi
� to the einploS�ee`s sa.i:isfaction by the inform.al discussi.�n
� it may be redv.ccd to �=,lrzting and refei red i:o Sf.e� 2 by
tl1c, UNl:O1�T. The v,rr�tten gri.evance shall set forth tl�e
na¢ure ;of {:he girevarice, t}.ie facts on wliich it :is 1�asc�<�,
} . - the allegecl 5ectio��(s) of tlie 13.GP,)�E1��NT vi.olated,
� ancl �he rel.ief. requested. L�.i�y alleged. violation o£ the
, � qCIiLI�MLI\TT not reduced to t�,�r:i.ting by �,lie Ul`1ION
witli�n se��en (7) calendar da,ys of the firsi: occur•re7lcc
t of i:he event �;i��Ti.ng rz.se to i:he grievat�ce: or ti�ritliin
,,...,,..� (rl1 ,���lnrt��t�t'� �i'�1��` ;�{�j'.F`1� l�")(' ('.11��7�0�r(.'.('.y 1.�11C111+?l�.
.
, I;�lE' l��'C' O` 't::iSc�li i� f .� U1l.i�C'.1lt`.E: ;-;� f�t:�f�i {'3.�Zri_ }'l�lC�
� 1>1,7O+FJ'�:(:Cf.tr�Ct C31'.Cilf'. 1�J'���: OC�CU�I°i GJ�C;E O� "l;�"1C G��t.i21; i;l V1l'.jr �
. � •
.. � r, ' `.j.Tn _ „ ,!t 1 C' _
La.se to ��-� . ��:r:,���.alce, �I _.1_l 1,�, c;c r�.�i.cle�ec� �%.z�.��ec .
� Step 2� �'��S.i:lii.ri ��c:��er�. (7) c��.�.c:,;ld�.z� aays ��ft:c�r. rece:i>>i.ii�, the �;:�ri�t-�:�
gri.evance u c�es�.gn.atect LI':![1�LE:)�1rF�I; su�er��isor shall .
meet �„Tii:)i �:J�e U:[�7ION Steti�✓ard �x1zcl a�.tcmp�: {:o r. esalvc
the gi ic:v�.��ce. If, as a result oi 'chis m_eet.in�;, i,he
gri.e�ran.ce rem.ains ui�r_�5olvec�f �t��e :L�l�2PI.:0Y�R aYa.ai�1
repl3= i.n ti�rritii7� to tl�ie UNTUlV �F,�?.tJzi.n thx�ee (3) C�IP17C�ai
days foll.o�F��ing this meet�.ng. The U"l�fICUN triay refc�r.
tZ�.e gr.t.evance in ti��Rit:i��g to �>tc�p 3 �vii:hin sc�rei� (7)
. ca.lendar day�� follo�r:�n� reccipt of �:1ze �NIPL�Y�R'S
u,x�:i.i;ten a1a;�•�ver. L-Lz�y gri.e��a.i7c�° not referz�c�l i.7z �F�rit:in�;
by th� Ul\TIOI�T tixr%thi,� s�vcn (7) calcn.d,ar da,y�� iollo���int;
receipt of tlie LII2PLOYER'S �.ns�,�a�ex shall l�e corisi.dereci
i
�aitTed.
� Step 3o Vvit}.ii_n se�ren (7) calcz�dar daSTs fo1J_o�ving z ecci.pt• of a
griev�.ce x eferrcd from Step 2 a designai:ed I�NTPY�O�'��.'?
� super�Tiso:r shall. mee� ZCri.tll i;he L7I�r:CON T3us�.ness i�7�ar;a.�;c�,.
�
� or his desibi�ated represen�.ati.vc and attern.t�i: to resol.�-c
y`
S
� the gzi.evance. \�Ta.t.}iin seven ('1) calen.clar day=s fo11o���in:;
x
� -� this �x�.e�ting the 1�7��PLO�YE3� s}ia.11 rep]_y in. t�rri.tit7�r t�.o
r
' 1;11e U..1�iION stating tli� r�iVfPLOYI;P'S answer concer't��'1:'
,
:, _ tTle gr.°iev�.nce. If, a.� a result of t11e written r•e:�i�on°;e
; tlie grievance remaina ur�rcrolved, the U1�ION r.r�<�y
r.erer. the ��e�ic�vancr. {a Step 4. Ariy grzet�ance not.
. C '
. '
� �_ r �' .T � �;�i� - j
,_ . ? .ii) ' .-,�( �.5� � !;_ ` � I_��14 �C) i�iE;�� � \, � 1_'k.i
r;;fc�s :. . ..,
_ � � � • S('.V�'.7�. �`i} C'.<3,��CL:v_�7 C�.�'.y;i 1'C)�.J.(Ji;;.31f i. ��;C,E:I(,1; C}f t1�E'
. 1J1`V/�.1,")Ll`,�� }�.iJllll�� ul1. .' ��,�� .�J:i.�.� 11�.. �l.V��ii:5.�.�1-�1.��,�.`. �1T�A�.`T��!a .
St.e��� �`:� I�' t�'.�e �,1°�c�<ance r�� ��i�r�ir�s �ir,z•e��oivc;d, t±�.e �C1�IO�i�� �.n:�.v
V�rtt�111.1 SE'."\rE'.Tl ��� C'�l.��t�?.(�$T' �c3�7.`.� c`����Li,l.° 'L.C`iC' :�"G.���OI7SC.' C1�
t11� �C1\i(�.�1-:n��}i :177. i7�G�� J, r�y �'li"�t�;C:T3. 71.Ot1.CC �O 'LYl�
�TG'(',:':L01':i{�1�, reqvesi; ar.ba.�:r�zi::io�� af 1he gri.evan�co
The arl�i.i,ration }ar�oceec�i.r:gs sl:�a.11 1.�e corsd.uc��d by ��r,.
arb:i.t��;_for �o �;e .>�;lect;ed by rxz:ui;uaJ_ agreeinent of
,
tl�e L��iPLC��'I:I:. �z.r.;.d t:Aie Ui�'�Ol'� w3.t.��an :��e�Ten (7) cal.�ncl:���
da.ys after notic� has bc�ezz g:ivc:zi. Ii �;he l�ari;i.e:, fail
� to tnu�;�a�zl.J.y agi�ee upo�a. ati ai°b.'�trator 1�vi�c�l�.�,n i:he s�:�i.ci
seven (71 d��,y E�:�i��ioc�, ea.�.lier ��a�:�ty rnay z e��uest t,��.c
, Public :1{,zn��lo}r.rrle.r��: Pelaiion T-�oard to s��1_»�it a
panel af f�.ve. (5) axbitrator:�. I3o�1i the I�1�S1?LOYI�.'}�
�
az�.d the UNTON sl�al? �havc �-x1e zi�ht to s��ril�e t���o (2?
namcs Fi•axn tJ�c pai�el� T}.?e UNION sha.l.l stril�.e tl�e
fi.rs�. (?:}i:) naxne; fl.ie I�11�TPLO�S'F�P� s17a11. 1.lic�n �i;���il.c
one (1) namee '1'ile p��oce�;a ���iII be repeated a»c� tT2c
re���_��zxi_�zf; pex�son sl:zal.l U� tl�e arUtl:ra.tor.
;
�
j
9
�J _ t �_.,�. . .� r � -1.� t � .. 6 c...J.. : . i �.. - .
! t r
. J 1�'i� 'cr�`f�3.tJ �2t:C3� SLi:;A1 �"3��V� � : t�, � 1.5�!".'�� �O ��1(=ilU ��C)'�T�C,'yy� �
. , ,, . ,. ,.. ., �•
.
,-
- - nu11�.��:y, 7�;,����_t���y a�icl �,��, �,�,_ ;,���,4;_r.��,.�(. �i-�ox:t. t,l� � r;,•ov;,.�.�c»�,_�s
' �` l)�t�:il!a�'�i'��il'�T\��.�'. ����L7�:: c1.C'}):Lj,lcil.n?.' ;:.�18.�.� C:C1.1.:i� l.C�(.?J� :177(�
O� G�17,,,
cl;.c:ic3� only i:�:E; ;yl�>»cific :i.s<;,.Ye sul,>>.»�.�;tc:c3 in �>1.r.i.tY��-� b��� i:ia��
T�'.NiP.LUY���.l_{ �tirac� t�l�.c� UI�r�O,r alic; ;>k�•�,.�.1"1_ 1�atiTe a�o at�tl�ior��ty
�-� � , ,.
to znake a dec.:�s�.on_ on any other i_,�;�ue 3�0� so su.��n�i.ited.
The ar°bit�ataa� slaall be �.ri.�I�out po��jer to rz�al.e deci.sio�zs
coi�trary tv oi incon.sisic.ii� �c�;�i.�tl� or� n�.o:fi.lyin�; or varya.n�
il� a.ny �u�ay -t1�.e a�7�a]_zca�ci�n oi la.ws, ru3es, or r. e�t?la�tions
, having the ror.�ce �znd eff�:ct of l.a��r. rr%�. ��r_;:c;r��tor,s
deca.si.oi� s���1:1 Ue �ul�mztt.ec_ i.n �v��i'cing ti�Tith.i.n �1�?rf:y (30)
uays rollotiving close o:� tl:l� he��.i 9n�; or• ti�� tivb���iasa.on
of briefs b,;T �th� pa�.�':.'�es, t✓lizche�T��r l,c� j��t.er, ur1le.�s t;�e
��arties a�rec; to az�. e.>tc�n�ion. Tb:e decisiori sI�a11 be b��sccl
solely on �the arl�itr. ator's int.erpretat7_c�� or �xp��li-cata.on. o�
,
1;1�e exprc�ss f.er.�ns of 'cl�.:is AGIz?�;Fi�r"�7�xhTT an.d to tlle facts o� tl:c:
gri.evance p��e�en�;�d. 'I'�e dec7 s:.e��. of tlie arl�i�:rato.r sha�1 ����
fanal and bii�di��� 07.7 ��.1� F11,�ZPLO�TR, t;h.e U��lOIl�, a.nd tl�c� c:zi���l:,;;:��
�
23. G The fees and e.���enses for the arbi�i.�ator's servi.ces ax�d 1�1'°C'`'t'''''
sl:iall lae box�z�e eqlxaJ.ly by 1:17c EI�2I-'L.OY�li and 'i.he UI�JION, i�i'c�vi:i� �
�
� �� tliai: each pa7�ty s1���3.J.1 be i esPons�Ulc:. for comi�en�a�tin�; it;-� c,�,��'n
? � - represen�.atives ����d wit,zesses. If ei1:11er. par.i:,y desir�r a ���.`•�;''`i:'.
x
� record of th� pz oceedin�s, i�; may cause sticli a record i:o �`�° I��'`"` `
g
i
,;
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, , _. .. ; ._, , �- , , i ,, , „E�. �:;��� T.
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��'�.. �il�_tl� i, � . �'� )t�. . . .. . . . . -
; i t ��� f�`�: �i t7�r^��i�;:T� r�: �.?�,�
��o .� r.�'��t; � �.'e:.l'� ��` J �? 1:T'] s U� �t]f,j` �fJli1:: .. �l— <� ' ,_
�� J. �
1�,�T�E\:�. r;i. (.r� s C:Ol.;tl c1C..f. (1i.11 �'r`� .�;.�� C,l?:1^ I�y t.1.1F) �1Y?1�)�1,0�'('.�(.'.�i �;C)1 .:!.�C'(1
�)Y tTl.l.``i ��.�ia\i::.i�:.�r:1.`��.t'. T17. fl"l(' E.l'C)I"i! ii1<iL SL'C.�:i CO"1"3.Li^(�.Clal \`�'O17�(�.
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7'E'„?tA1�{; ?.'t1 �3_ 7'�'.Q1'CC7.�,i1 Oi 'CI'1C'. ��Tt'OT'�?: �O�"CG GC>�'C;1'f-;C� �?y i:117_ti> r).�:.1����_'.i','�] ,�•�'i
� �� ��-� � �,t �1 r;'� � {Za� � i'�rj(� T c lli.ti(;i��� ��J} C<�;}C;)�:��:..i� G�1�r
the Ta.l�-��. :,Q_� �;T.-t __i_<_l �,.i� � �., c �... I� z
i�otice t��' ��,c �.i�t.eraf:�:��� �o �>t�b-co�i�����act.
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etnplo���e� equa.il�r t�,�;.t�;��oui� 1 eg��rd i;o, or discri_�:lzina�cioz�� .for or
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ar because ef inei��.berslii.� oz^ na7_.�n�embersl�ip.in t1�e Ui�I��i�;.
, 25. 2 �mployet�s �;T:ill I��zfori�� t:lzeir diAti��; and z°�spoxisibilS.ti.es it� �
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; oth.�r ei7��:l.oyees and �the genF;z,a.l ���blic.
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Pi��efiti:cr - I�or•t:znari . . . . . e . . . . . . . . . . . . . . . . i. 9�`i
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7 - 12 znonf;�is . . . . . . . . . . . . . . . 55°�0 of Pipef'i��t:r ?~ate
13 - 1�3 m.or�th�� . . . . . . . . . . . . . . . 60°�0 of I'ipefi.ttcr ra�e
19 - 2� inoi�th� . . . . . . . . . . . . . � . �5% o� Pipefit�er. r•a'cc:
25 - 30 inonfhs . . . . . . . . . . . . . . '70°fo of Pi�3efitier rate
3I - 3G months . . . . . . . . . . . . . . 75�fo of �'ipefitter• x«te
3'7 - �2 mon�hs . ., . . . . . . . . . . �30°jo of Pipefi.t�er �°ate
4;� - 4�3 r�ionths . . . . . . . . . . . . . . . £35°'0 of Pij�cfi.i;te��• r�,.f:e
49 - 5�1 monf:lis . . . . . , . . . . . . . . �JO°jo of. Pi_pefi�ier r.ate
55 - GO mlo3.�th� . . . . . . . . . . . : . . . . 95°�0 of Pipefitter. rafi.e
Mecha:nical Inspector . . . . . . . . . . . . . . . . . . . o . 8. 3G
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Refri.geral:ioil Inspector . . . . . . . . . . . . . . . . . . . . . . �. 36
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Eifecti.j,e Jt�ne 3., l�J"T� t1ze; 1:���s`�c 1��ourly ��>✓ag� ra{:e for renu?ar ai.d
pro�:ationary en�plo��ecs a��p�iriter� �o tlze fo?la��,-i.n�; cla.sses of pos.'��:�.oYj4;
-�},Plio h��.�-e ir�di.��ic�u�tilly ot,ti_vtzec� i:o t�e "�ra��df��t}_e;�ed" a�> p-r.avided Uy 12. 2�
shall be:
Pi.pc�fi ctc�r� - T+or. eman . . . . . . o . . . . . . . . . . . . . . . 8. 65
P1pei'�.ttex' . . . . . . . . < . . . . . . . . . . . . . . . . . . . . . b'. OO
Seni.or 11!lec1���.ni.c��l InSpeci;or . . . . . . . . . . . . . . 8. 66
Mec}�anical Ir.spector . . . . . . . . . . . . . . . . . . . . � 8. 36
}3�1'x`igera�:ion Inspe:e�or . . . . . . . . o . . . . . . &. 3G
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LABOR AGREEMENT •
-between-
THE CITY OF ST. PAUL
, and
Q���Z,(�'�I�F 1�'� �5� F�F�S ��(� �����
� 101o1.R�h>S LOJ`�� t�t�1�1.�(,�L 1+�55 C�CI �Ti�0�)
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This AGREElVIENT is entered into on the 3�� of ��,�-p� �
1973, between the City of St. Paul, hereinafter referred to as the EMPLOy��,
�PkTICL.�i.t,�lL Q�C��Qh�1t.3- 0�.��C� �w1Sx�'�-
and the .
IlU�oUa-esvu� �-��,�a:-h���- IA-�s o c��.-{Z a-� � t-�C C� �,�
hereinafter referred to as the UNION.
The EMPLOY�R and the LTNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of St. Paul for the
benefit of the general public through effective labor-management cooperation.
The EMPLOYER and the UNION both realize that this goal depends not only
on the words in the AGREEMENT but rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union, and the individual employees will best serve the needs of the
general public.
1. PURPOSE
1. 1. The EMPLOYER and the UNION agree that the purpose for
entering into this AGREEMENT is to:
1. 11 Achieve orderly and peaceful relations, thereby
establishing a system of uninterrupted operations
and the highest level of employee performance that
is consistent with the safety and well-being of all
concerned;
1. 12 Set forth rates of pay, hours of work, and other
conditions of employment as have been agreed upon
by the EMPLOYER and the LTNION;
1. I3 �stabiish prmcedures �o o�derly and p�acefuily resolve
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_ disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
1. 2 The EMPLOYER and the UNION agree that this AGREEMENT
serves as a supplement to legislation that creates and directs
the EMPLOYER. If any part of this AGREEMENT is in
conflict with such legislation, the latter shall prevail.
The parties, on written notice, agree to negotiate that part
in conflict so that it conforms to the statute as provided by
Article 26 (SEVERABILITY).
2. RECOGNITION: �
2. 1 The EMPLOYER recognizes the iJNION as the exclusive '
representative for collective bargaining purposes for all
personnel having an employment status of regular,
probationary, provisional, temporary, and emergency
employed in the classes of positions defined in 2. 2 as
�
certified by the Bureau of Mediation Services in accordance
with Case No.'73-pR- ,4-�� _A dated �� t3� (G�3 .
2. 2 The classes of positions recognized as being exclusively �
represented by the TJNION are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retains the right to operate and manage all
manpower, facilities, and equipment; to establish functions
and programs; to set and amend budgets; to determi.ne the
utilization of technology; to establish and modify the organ-
izational structure; to select, direct, and determine the
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number of personnel; and to perform any inherent managerial
function not specifically limited by this AGREEMENT.
3. 2 Any "term or condition of employment" not established
by this AGREEMENT shall remain with the EMPLOYER
to eliminate, modify, or establish following written
notification to the UNION.
4. iTNION RZ�HTS:
4. 1 The EMPLOYER shall deduct from the wages of employees
who authorize such a deduction in writing an amount necessary
• to cover monthly UIVION dues. Such monies deducted shall
be remitted as directed by the UNION.
4. 11 The EMPLOYER shall not deduct dues from the ,
wages of employees covered by this AGREEMENT
for any other labor organis�.tian.
4. 12 The UNION shall indemnify and save-harmless the
EMPLOYER from any and all claims or charges made
against the EMPLOYER as a result of the
.
implementation of this ARTICLE.
4. 2 ,The UNION may designate one (1) employee from the bargainin� -
unit to act as a Steward and shall inform the EMPLOYER in
writing of such designation. Such employee shall have the
rights and responsibilities as designated in Article 23
(GRIEVANCE PROCEDURE).
4. 3 Upon notification to a designated EMPLOYER supervisor, thc
Business Manager of the UNION, or his designated representat��'+`� fi'
shall be permitted to enter the faci.lities of the EMPLOYER �w�l�'i`�'
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employees covered by this AGREEMENT are working.
S. SCOPE OF THE AGREEMENT
T�is AGREEMENT establishes the "terms and
conditions of employment" defined by M. S.
179. 63, Subd. 18 for all employees exclusively represented
by the UNION. This AGREENlENT shall supercede
such "terms and conditions of employment" .
established by Civil Service Rule, Council
Ordinance, and Council Resolution.
6. PROBATIONARY PERIODS: ,
,
6.1 All personnel, orginally hired or rehired f.ollowing separation,
in a regular employment status shall serve a six (6) month's
probationary period during which time the employee's fitness
and ability to perform the class of positions' duties and
responsibilities shall be evaluated.
6. 11 A.t any time during the probationary period an
employee may be terminated at the discretion of the
EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDTJRE).
6. 12 An employee terminated during the probationary period
shall receive a written notice of the reason(s) for such
termination, a copy of which shall be sent to the UN101�Y ��
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G. 2 All personnel promoted to a higher class of positions
shall serve a six (6) months' promotional probationary
period during which time the employee's fitness and ability
to perform the class of positions' duties and responsibilities
shall be evaluated.
6. 21 At any time during the promotional probationary
period an employee may be demoted to the employee's
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIEVANCE PROCEDURE).
6. 22 An employee demoted during the promotional
probationary period shall be ret�rned to the employee's
previously held class of positions and shall receive a
written notice of the reasons for demotion, a copy of
which shall be sent to the UNION.
?. PHILOSOPHY OF EMPLOYMENT AND COMPENSATION:
7. 1 The EMPLOYER and the UNION are in full agreement that
the philosophy of employment and compensation shall be a
"cash" hourly wage and" industry" fringe benefit system.
7. 2 The EM�'LOYER shall compensate employees for all hours worIcecl
at the basic hourly wage rate and hourly fringe benefit rate as
found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS).
7. 3 No other compensation o� fring� benefit shall b�
accumulated or earned by an employee except as specifically �
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provided for in this AGREEMENT; except those employees
who have individually optioned to be "grandfathered" as
provided by 12. 2. , .
8. HOURS OF WORK:
8. 1 The normal work day shall be eight (8) consecutive hours �
per day, excluding a thirty (30) minute unpaid lunch period,
between 7:00 A. M. and 5�30 P. M.
8. 2 The normal work week shall be five (5) consecutive nor mal
work days Monday through Friday.
8. 3 If, during the term of this AGREEMENT, it is necessary
in the EMPLOYER'S judgment to establish second and third
' shifts or a work week.of other than Monday through Friday,
the iJNION agrees to enter into negotiations immediately to
establish the conditions of such shifts and/or work weeks.
8. 4 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. 5 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 th�ir
supervisor. .
8. 6 All employees are subject to call-back by the EMPLOYER as
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provided by Article 10 (CALL BACK). ;��
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8. 7 Employees reporting for work at the established starting time
and for whom no work is available shall receive pay for two �
(2) hours, at the basic hourly rate, unless notification has
been given not to report for work prior to leaving home, or
during the previous work day.
' 9. OVERTIME:
9. 1 All overtime compensated for by the EMPLOYER must receive
� prior authorization from a designated EMPLOYER supervisor.
No overtime work claim will be honored for payment or credit
unless approved in advance. An overtime claim will not be
honored, even though shown on the time card, unless the
required advance approval has been obtained.
9. 2 The overtime rate of one and one-half (12) the basic hourly
rate shall be paid for work performed under the following
circumstances:
9. 21 Time worked in excess of eight (8) hours in any one
normal work day and
9. 22 Time worked on a sixth (6th) day following a normal
work week. �
9. 3 The overtime rate of two (2) times the basic hourly rate
shall be paid for work performed under the following
circumstances:
9. 31 Time w�orked on a holiday as defined in Article 16
� (HOLIDAYS);
9. 32 Time worked on a seventh (7th) day following a
normal work week; and
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9. 33 Time worked in excess of twelve (12) consecutive
hours i.n a twenty-four (24) hour period, provided,
that all "emergency" work required by "Acts of
God" shall be compensated at the rate of one and
one-half (12).
9. 4 For the purposes of calculating overtime compensation overtimr.
hours worked shall not be "pyramided", compounded, or paid
twice for the same hours worked.
9. 5 Overtime hours worked as provided by this ARTICLE shall
be paid in cash.
10. CALL BACK: •
10. 1 The EMPLOYER retains the right to call back employees
1
before an employee has started a normal work day or normal '
�I
work week and after an employee has completed a normal
work day or normal work week.
10. 2 Employees called back shall receive a mi.nimum of four (4) '
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hours pay at the basic hourly rate. ;
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10. 3 The hours worked based on a call-back shall be compensated in
i
accordance with Article 9 (OVERTIME), when applicable, and ?
subj ect to the minimum established by 10. 2 above. '
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10. 4 Employees called back four (4) hours or less prior to their �
�
normal work day shall complete the normal work day and be ;
compensated only for the overtime hours worked in accordance
with Article 9 (OVERTIME).
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11. WORK LOCATION:
11. 1 Employees shall report to work location as assigned
by a designated EMPLOYER supervisor. During
the normal work day employees may be assigned
to other work locations at the discretion of the
EMPLOYER.
11. 2 Employees assigned to work locations during the
. normal work day, other than their original assign-
ment, and who are required to furnish their own
transportation shall be compensated for mileage.
12. WAGES:
12, 1 The basic hourly wage rates as established by Appendix
C shall be paid for all hours worked by an employee.
12. 2 During the thirty (30) calendar day period following the
signing of this AGREEMENT r�gular and probattana�y
employee� s�all havE the individual ehoiEE of optioning
to be co�erQd by th� foilowir�g fringe b�nefits c�stablished
b� Civil S�rivice Rule or by City of St. Paul Couneil:
OrdinaneES or Resolution�.
12. 21 Insu�ance benefita �.s established by City of St. Pau1
Council R�solutions. �
12. 22 Sick L�ave as cstabli�hed by Ordinance No. 3250. �
;�Section 35, Subdivision E. ;,
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12. 23 Vacation as established by Ordinance No. 6446,
Section 1, Subdivision F.
12. 24 Nine (9) legal holidays as established by Ordinance
No. 6446, Section 1, Subdivision G.
12. 25 Severence benefits as established by Ordinance �
No. 11490.
Employees who individually elect to be "grandfathered”
and continue to be covered by the existing Civil Service
Rules and by Municipal Ordinances and Resolutions
stated above shall be subject to all other provisions of
this AGREENlENT, but shall not have hourly fringe benefit
. contributions and/or deductions made on their behalf as
provided for by ARTICLE 13 (FRINGE BENEFITS).
� 12. 3 Regular and probationary employees not electing to be "grandfathered"
shall be considered, for the purposes of this AGREEMENT, part-
icipating employees and shall be compensated in accordance
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions
and/or deductions made on their behalf as provided for by
ARTICLE 13 (FRINGE BENEFITS).
12. 4 Provisional, temporary, and emergency employees shall
be considered, for the purposes of this AGREEMENT,
participating employees and shall be coxnpensated in accordance
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions
and/or deductions made in their behalf as provided for by
ARTICLE 13 (FRINGE BENEFITS).
� 12. 5 All regular, probationary, provisional, temporary, and
, ' , emergency employees employed after the date of the signing
of this AGItEEMENT shall be considered, for the purpose of
this AGREEM�NT, participating employees and shall be
compensated in accordance with ARTICLE 12. 1 (WAGES) and
have fringe benefit contributions and/or deductions made on
their behalf as provided for by ARTICLE 13 (FIZINGE BENEFITS).
13. FRING� BENEFITS:
13. 1 The EMPLOYER shall make contributions on behalf of and�or
make deductions from the ��vages of employees covered by this
AGREEMEI�TT in accordance with Appendix D for all hours worked.
13. 2 The EMPLOYER shall establish Worlcman's Compensation,
" Unemployment Compensation, and P. E. R. A. Retirement
programs as required by Minnesota Statutes.
14. SELECTION OF FOREMAN AND GEIVERAL FOREMAN:
14. 1 The selection of personnel for the class of positions
shall remain solely with the
EMPLOYER.
14. 2 The class of posi�ions
shall be filled by employees of the bargaining unit on a
"temporary assignment".
14. 3 All "temporary assignments" shall be made only at the direction
of a designated �MPLOYER supervisor.
14. 4 Such "temporary assignments" shall be made only in cases
vvhere the class of positions is vacant for more than one (1)
normal work day.
WHI - CITV CLERK
8��;� � M'YOR E GITY O SAINT PAITL Council ��'����
CA RY - D�PARTMENT File NO.
� .
Z �C Ordinance N 0. �
Presented By �
Referred To Committee: Date
Out of Committee By Date
.An administrativ ordinance approving the
terms and conditions f the collective bargaining
agreement between the Gity of Saint Paul and the
locals of various tra es .
WHEREAS, the Council , pursuant to the provisions of �
Section 12. 09 of the Saint Paul Gity Charter and the Public
Employment Labor Relations Act of 19'71., as amended i973,
recognizes that for the pu pose of ineeting and negotiatin�
the terms and conditions o employment, the following deecribed
locals are the exclusive r presentatives for city employees
falling within the units a certified by the Bureau of Mediation
Services under the corresp nding described case numbers ;
Boilermakers Lodge 64 - Case No. 74-PR-60-A August 8, 1973
Bricklayers Local 1 - Case No . 73-PR-537-A June 4� i973
Carpenters Twin City istrict Council - ,_
Case No. '73-PR-478-A April 16� 1973
Cement Masons Local 56 - Case No. '73-PR-525-A May 22, 1973
Electricians Local 110 -_ Case No. '73-PR-477-A April 16, i973
Elevator Construetors ocal 9 - .
Case No. '73-PR-475-19 April 13, 19'73
Glaziers Local 1324 - ase No. '73-PR-51.O;A May 11, i973
► Painters Local 61 - Ca e No. 73-PR-479-A April i7, i9'73
Pipefitters Local 455 Ca�e No. 73-PR-480-A April' 16, i973
- Plasterers Local 20 - ase No. 73-PR-4'76-A April 13, 1973
Plumbers Local 34 - Ca e No. 73-PR-527-A l�i�yf21, i973
' Roofera Local 96 - Cas No. 73-PR-511-A May 11, i973
Sheetmetal Workers Loc 1 76 - Case
No. 73-PR-513-A May 15, 1973
' � and
COUPICILMEN Requested by Department of:
Yeas Nays
�� Butler
I Konopatzki In Favor
Levine
Meredith Against BY
�ac Roedler
Tedesco
Mme.President�� Hunt
Adopted by Council: Date Form Approved by City Attorney
Certified Passed by Council Secretary BY
By
Approved by Mayor: Date Approved by Mayor for Submission to Council
By By
' �V�V��
Pa e 2.
WHEftEAS, the City throug designated representatives and
exclusive representatives hav met in good faith, negotiated
conditions and terms of emplo ment for the year �q-i3
through , 1974 f r such personnel as are set
forth in the agreement betwee the City and the exclusive
representatives , now, theref e ,
THE COUNCIL OF THE CITY OF S INT PAUL DQ�S ORDAIN:
Sec ion 1.
That the agreements cre �ed as of th�e effective date of
this ordinance between,.the C ty of Saint Paul and the various
� above described representati es on � file in the office of the
City Clerk are hereby approv d and the authorized administrative
officials of the City are he eby authorized and directed to
execute said agreement on be alf of the City.
Sec ion 2.
That the wage schedules indicated in the various agree—
ments with the above describ d representatives shall tak e
force and effect retroactive y to the dates set forth in
each of the i,ndividual contr cts and in accordance with the
expressed intent of the agre ment of this Council contained
in Council File No. 260367.
Se t io�. 3.
That all other terms a d con�li�tions of said agreement
shall take force and effect upon the date of their execution
by the City and the exclusi e representatives .
Se tion 4.
That the hourly wage r tes of the following class of
positions will be establish d and be effective by this
ordinance as follows :
�Gas Burner Inspector s per wage rate for "Mechanical
Inspector" in Lab r Agreament
�Heating and Piping I pector as per wage rate for �
"l�echanical Inspe tor" in Labor Agreement
�Police and Fire Alar Lineman as per wage rate for
"Electrician" in Labor Agreement
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Page 3.
MShade Repairman as per age rate for "Carpenter" in
Labor Agreement
Carpenter Foreman--Boar of Education as per wage rate
for "Carpenter Fore an" in Labor Agreement
Electrician Foreman--Boa of Education as per wage
rate of "Electrician F reman" in Labor Agreement
General Light ing Foreman s per wage rate for "Electrician
Ceneral Foreman" in abor Agreement
Lighting Foreman as per wa e rate for "Electrician Foreman"
in Labor Agreement
Lighting Repairman as per w ge rate for "Electrician"
in Labor Agreement
Lighting Repairman Helper as per wage rate for "Electrician
Apprentice" in Labor Ag eement, provided no employee
shall suffer a reduction i present wages
Painter Foreman--Board of. Fd cation as per wage rate for
"Painter Foreman" in La or Agreement
Heating, Piping, and Gas Burne Inspector as per wage rate
for "Mechanical Inspector ' in Labor Agreement
Steamfitter as per wage rate for "Pipefitter" in Labor
Agreement
Steamfitter Foreman--Board of ducation as per wage rate for
"Pipefitter Foreman" in La or Agreement
Plumber Foreman--Board of Edu ation as per wage rate for
"Plumber Foreman" in Lab Agreement
Plumbing Inspector--Water Depart ent as per wage rate
for "Plumbing Inspector" in abor Agreement
Sheet Metal Worker Foreman--Boa d of Education as per wage
rate for "Sheet Metal Worker Foreman" in Labor Agreement
Section
That any other ordinance, rule or re ulation in force when said
agreements take effect inconsistent w ith an provisions of the terms or
conditions of said agreement is hereby rep aled.
WH17E - CITY CLERK
PINK - rjINANCE ((''''��,,� ((��
CAIYAR�.- DEPp..RTMENT GITY OF SAINT PALTL F le ci1N0• � ' �j� j
BLU�E -MAYOR ��+' rrV.b,V
0/ nc��ce Ordinance N 0. ��J�� ,
Presented By
Referred To Committee: Date
Out of Committee By Date
Pa e 4.
Sec ion 6.
.
This ordinance shall ta e effect and be in force the
first day of the first payro 1 period thirty days after
its passage , approval and pu lication.
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\��'tif+lN''`,i Y"r�/1 � * � �
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COUIVCILMEN Requested by Department of:
Yeas Nays
�xt Butler
Konopatzki In Favor
�"�
Meredith �_ Against BY
� Roedler
Tedesco
Mme.President B� Hunt orm Aq�r'�ved by 't Attorney
Adopted by Council: Date JA N 9 1974
�� /
Certified P y unc' reta BY
By -�/
Approv by Ma Date �9 pprove by M S 'on to ncil
By By
Pu�usy J N.
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(rough draft 12/10/73)
An administrative ordin nce approving the
terms and conditions of the collective bargaining
agreement between the City of Saint Paul and the
locals of various trades.
WHEREAS, the Council pursuant t the provisions of Section 12.09
of the Saint Paul City Charter and he Public �mployment Labor
Relations Act of 1971 as amended 19 3 recognizes that for the purpose
of ineeting and negotiating the ter s and conditions of employment,
the following described locals are the exclusive representatives for
city employees falling within the units �as certified by the Bureau of
Mediation Services under the corr sponding described case numbers.
Boilermakes Lodge 647 Case No. 74-PR-60-A August 8, 1973
Bricklayers Local 1 - ase No. 73-PR-537-A June 4, 1973
Carpenters Twin City strict Council -
Case No. 73-PR-478- April 16, 1973
Cement Masons Local 5 0 - Case No. 73-PR-525-A May 22, 1973
E lectricians Loca 11 - Case No. �]3- $-477-A A ril 16, 1973
t'r:�,�f4�? C'�,.vrfxucibnr �vc?i� C'�ss¢ .v,, 7a-PR— .! ,' ,�rr,'/ �30�l�'
Glaziers Local 1324 - Case No. 73-PR�10-A Niay 11, 1973
Painters. Loca1 61 - ase No. 73-PR-479-A April 17, 1973
Pipefitters Loeal 45 - Case No. 73-PR-480-A April 16, 1973
Plasterers Local 20 Case No. 73-PR-476-A April 13, 1973
PLumbers Loca1 34 - ase No. 73-PR-527-A May 21, 1973
Roofers Local 96 - ase No. 73-PR-511-A May 11, 1973
Sheetmetal Workers ocal 76 - Case No. 73-
PR-513-A May 15, 1973
ana,
WHEREAS, the City throu h designated representatives and exclusive
representatives have met in ood faith, negotiated conditions and terms
of employment for the year f 1973 through , 1974
for such personnel as are t forth in the agreement between the City
and the exclusive represen atives; now, therefore,
. .
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THE C OUNCI L OF THE CI TY OF A2 NT PAU�, DOES ORDAI N:
Section 1.
That the agreements created as f effective date of this ordinance
between the City of Saint Paul and e various above described
representatives on file in the offi e of the City Clerk are hereby
approved and the authorized adminis rative officials of the City are
hereby authorized and directed to xecute said agreement on behalf
of the City.
Sect 'on 2.
That the wage schedules indi ated in the various agreements with
the above described representati es shall take force and effect
retroactively to the dates set f rth in each of the individual contracts
and in accordance with the expr ssed intent of the agreement of this
Council contained in Council fi e No. 260367.
Se tion 3.
That all other terms and onditions of said agreement shall take
force and effect upon the date of their execution by the City and
the exclusive representatives
ection 4.
That the hourly wage ra es of the following class of positions
will be established and be e fective by this ordinance as follows:
� Gas Burner Inspector s per wage rate for "Mechanical Inspector"
in Labor Agreement
� Heating and Piping I spector as per wage rate for "Mechanical
Inspector in Labor Agreement.
2
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7� Police and Fire Alarm Linem as per wage rate for "Electrician"
in Labor Agreement.
�(""Shade Repairman as per wage rate for "Carpenter" in Labor
Agreement.
Carpenter Foreman--Board of Education as per wage rate for
"Carpenter Foreman" in bor Agreement.
Electrician Foreman--Board of Education as per wage rate of
"Electrician Foreman" i Labor Agreement.
General Lighting Foreman a per wage rate for "Electrician
General Foreman" in Lab r Agreement.
Lighting Foreman as per w ge rate for "Electrician Foreman"
in Labor Agreement.
Lighting Repairman as per wage rate for "Electrician" in Labor
Agreement.
Lighting Repairman Helper as per wage rate for Electrician
"Apprentice" in Labor Agreement, provided no employee sha1Z
suffer a reduction in present wages.
Painter Foreman--Board o Education as per wage rate for "Painter
Foreman" in Labor Agr ement.
Heating, Piping, and Gas Burner Inspector as per wage rate for
"Mechanical Inspecto " in Labor Agreement.
Steamfitter as per wage rate for "Pipefitter" in Labor Agreement.
Steamfitter Foreman--Bo rd of Education as per wage rate for
"Pipefitter Foreman" in Labor Agreement.
Plumber Foreman--Board f Education as per wage rate for "Plumber
Foreman" in Labor A reement.
Plumbing Inspector--Wa er Department as per wage rate for
"Plumbing Inspector in Labor Agreement.
ection 5.
That any other ordinanc , rule or regulation in force when said
agreements take effect inco� �istent with any provisions of the terms or
conditions of said agreement is hereby repealed.
3
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Bectio s. ' �°i'1 � ���"'r-��c)
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This ordinance shall take effe t and be in �orce thirty (30) days
after its passage, approval and pu lication.
.
T�1�.�� .l��1-;E�,l���i�;�:b�' iC �a�sa:,�<< �� i.���o z� +}a�� ��
. _ ,�. .��.-�� Cif �.. �. i�(�=�;_��_�
s
1J73, beir�Yreen the Cii-y of S-t. �=�����:EF he eiri���ie:c ref�rred �:o as tl�e Ei�1P�LG�'I•<"IZ,
� ar�d the �.�.,�-t r�� �, _�t y .�ti�- (_' � ,,
_ , � t '�l '�Ek' �� Yt�� s " �� ` — —�- � �.4l�;.l,l)
� � < <.r°� ���ti, ��.: �1,�.
, :.
(�L-2.�.�_. f �....l�i.( `� �✓` �- ./5..�,i:.. , -, I 'X�_ �_�..�i�...�r;_.,� � -
?1�L'C-1.J.1�fi�Y` referr�ed to as the U1tiIiJLV,
The �MPLO�I�; �.nd the UI'iT�N c ncuz, 1;�a1: �:hi_s 1°iGRE�1t�N'I' has as its
objective the pro�notion of the respon. ibilities of tre City of St. Paul for the
benefit of fihe general public throt�gh ffective labor-maslagement coaperation.
The EM�'LOYEI� aJ�d the UI�TION oth realize that this goal depends no� onl,y
on the words in the AGRE�:NLENT b t rather primarily on attituc�es between
people at a11 level.s of responsibilit . Constructive attitudes of the City,
the Union, and the individual emplo ees will best serve the needs of the
general public.
1. PURPOSE
l, l. The EMPLOYFR an the UNION agree that the purpose for
� entering into this A -REEI��NT is to:
1. 11. Achieve�ord rly and peaceful relat:ions, thereby
establishin a system of uninterrupted operations
` , and the hi� est level of employee performance that
' is conszste t vTith ihe safety and well-being of all
concerned;
1, 12 Set forth tes of pay, hours of work, and other
�
condition of erriployment as have been agreed upon
� by the � PLOY�R and the UNION;
. 1. I3 T��tablis pt•ocedu�QS �o o�der.ly and peacafully x�esolve
' a-.
C�?.S�1�j:�r..'S c7.,�i i;U !',�2G' c�.7�:t1�'.c i:1 CIi (3�" :tl��EL'�JY'C-'.I cI�;1.CZr1 O
t�ii s .AGIi3_�::E�'�!�il:?'3T T,i�:]:oG¢ }_�}�s c�f nza.npo�,��vr Tax�oducf?�>ity,
�., 2 The LP!1:YL0�.'LR ar�d �;i�e NIUN a.grc:e tkiat tl�i� 1�.GPE�ViLi��,1,
serves as a �uppiC'IY1f�T].f t 1�gi�lat?.on t.l}a± cr. eaies and dil�ects
the EI��Il'.L03.'�R. If any art of this fiGIiEEMTNT is i.n
conflict wi��h such ��gi.sla ion, tl:s ?a�;t.er Ghall prevai.le
The pari;ies, on written oti.ce, agree to negotiate that part
in conflict so that it con orms �:o the stai;ute as pravided by
Article 26 (SEVERAI3IL TY).
2, RECOGNITIOI�Y:
2, 1 The EMPLOYER recog izes the UNTOI\T as the exclusive
_xepresentative for co1 ctive bargainang purposes for all
personnel.haTaing an e_ ployment status of regular,
probataonary, provisi. r_a1, temporary, and emergency
. exnployed in the clas es of posii:ions defined in 2. 2 as
certified by the F3ure u of Mediai;ion Ser.vi.ces in accordance
with Case No.�73- ��1 - �=1�3�- �1 dated l'��u.� 1�) i�� � .
2. 2 The classes of poszt ons recogna.z�d as being exclusively
represented by the ON are as listed in Appendix A.
3. EMPLOYER RIGHTS: �
3, 1 The ElVIPLOYI�R r tains the right to operate an.d manage alI
- manpower, facilit� s, and equipment; to establish functions
and programs; to et and amend budgets; to determine the
. utilization af techr ology; to establish and madify the orgai�.-
izational structur ; ta select, direct, and determine the
,
numbcr of pe�scnr.��?; �nd i;o pe��a����b �.i�y innert.�n:t mariaget�ial
f�.irc��ior yio` ��;r,ci�i.cal7_y 7.i.i ii:�:d r�;v t1_�is 1�.C�T��:1�,1��I�CNT.
3, 2 r"s.rzy "terzn ar cand�t�.on of nz�ia�r�r;��nt" not cs��ablishec3
hy tl�zs AC?�EL:M7�N�T �ha' j-ezrain tixritri the EMPLOYEP
to elimir�ate, modi.fy, or ��tablish follo��ving written
noi:ification to the UT�TION.
�}, UNION RT.G�ITS:
4, 1 The EMPLO�ti.�� shall d duct from L�.e wages of employees
who authora.ze such a d� uction in writing an anzount n�ces�ary
•
• to cover monthly UI�nO dues. Such moru.es deducted shaJ.l
Ue remitted as directed by the U�?ION.
4. 11 T�ze �MPLO � shal.l not deduct dues fr.om the
wages of empl ees covered py this t1GREEi1/�i1'�
for any other 1 bor o�'g�ni�€�tian.
4. 12 The UNION sh 11 indemnify and save �harmless �lae
EMPLOY�R f ain any and all claims or charges rn�.de
against the E ZYLOYER as a result of the
implernentat' n of this ARTICLE.
4. 2 The U1��I�JN may de 'gnate one (1) employee from the bargaininn
unit to act as a S1:e ard arzd shaJ.l inform the EMPLOY�R in
' writing of such des gnati:on. Such employee shall have the
I
! � rights and respons bilities as designated in Article 23
� �
; (GRIEVANCE PR C�DUI�E).
, .
� 4. 3 Upon notifi.cation o a designai;ed �MPLOYEIZ su.pervisor, thc�
Business Manage of the U1VI�N, or his designated represent:iti�����.
i .
i
; sha11 be perniii:t d io �nter thc facilities of the ]aMPLO�'I��� "'f"'t•t�
<
'� .
em��loyees c�ver�ct by this .�.GT�E��T�'�,T'�' are worki.izg.
�. SCOPr OF TI-I � A.GR�EN.iTJNT
This AGRLEniLNT establishes t e "terms and
conditions of employm�nt" defin d by M. S.
179. 63, Subd, l� for all employe s exclusively represented
by i:he U1�TION. This �GREEME TT shall supercede
such "terms and conditivns of e ployment" .
esi:ablished by Civil Service R e, Council
Ordinance, and Council Resol ion.
6. PROBATIONI�.RY PERIODS: ,
,
6. 1 .A:11 personn�l, orgin ly hired or rehired following separation,
i .
in a_regular emplay ent status shall serve a six (6) month's
probationary peri.od uring which time the employee's fitness
and ability ta perfo the class of positions' duties and
respo�isibilities sha 1 be evaluai:ed. �
6. 11 At any time during the probationary period an
employee ay be tex n�.i.nated at the discretion of i:he
� - �MPLOY � without appeal to the provisions of
ARTICL� 23 (GRI�VANC� PROC�DUR�).
6. 12 A.n eznpl.o �e terminated during the probationary pez iod
shal.l rec i_ve a wrii:i:en notice of the reasan(s) for such
! terminat on, a co��y of which shall be sent to the UN10N•
6, 2 All r�crsonnel prome�ted to a i��gl�er c1:�_�s of p��itz.�ns
shall se�°ve � s��<_ (�) �non�: s' pi�riiatzcti�,J p�ob�.tiotiary '
periQd c�uring w�lzch time he r-,mpl.oye�'s fi.tness and abilii.y
to peiform the class af p .�itions° duti�s and respor7sibilit:ies
shall be evaluai;ed.
6. 21 At any time duri g the promot.ional probatioziary
periad an. emplo ee may be demoted to the emplo��ee�s
previously held lass of �ositions at the disc-retion of
the �1VIPLOYE wii:hout appeal to the provisions of
1�.�TICL� 23 ( RI�VIII�TCE PROC,EDURE).
6. 22 l�n employee d xnoted during i;he promotional
- probationary eriod sha11 be returned to the emplayee's
previousl�T he d class of positzons and sha11 receive a
written notic of '�h� reaaons for demotion, a copy of
which shall e sent t� the UNION.
i
7. PHILOSOPHY OF EMPLO 11�I��T AND COMPENSI�.TION:
7. 1 The EMPLOY�R a d the LNION are in full agreemenf; that
! '
the phil.osophy of e p7.oyment and compensation shall be a
"cash" hourly wag and" industry" fri.nge benefit system.
7. 2 The EN1Z'LOYI�P ha11 compensate employees for all hours workccl
� at the basi.c hourl wa�;e rai:e and hourl.y fringe benefii: rate as
A �
` found in Articles 12 (WAGE5) and 13 (FRINGE 13�1V�FITS).
� 7. 3 No other compe sation or frin�e ben�fit shall U�
�
.; - - accumulated or arned by an employee except as specifically .
�
,
,
provi.ded for i.rz tl�i� �1.GRE1; 1Ei�1'I'; e:�cc;�;�; those �rn.pl:oyee;s
�Tho l�a.vv i.ndi.vidu�tl',y opiio ec� to oe "gz•andfatllered" as
� provi.ded by 1`�. �. . ,
$. HC�ZIRS OF �xJn:E�K:
8, 1 The normal worli day s"rial bE: eight (�) consecul:i�ve hours
per day, excludin.g a thirt (30) miriute tanpaid lunch perioci,
betw�en 7:00 A. M, and 5 30 P. M.
8. 2 The norxnal work week s all be fi.ve (5) consecui;zve norinal
work days Monday throu h I�'riCayo
8. 3 If, duri.ng the term of t is AG.RT�NL�N�T, it is necessary
in the EI��PLO 1�R'S ju gment to establish second and third
� ' shifts or a work week f other than 1VTonday through T{riday,
the LTNION agrees to e ter into negotiations iminediately to
� esi:ablish tne condii:io s of such shifts and/or work weeks.
9
8. 4 This section shall not be construed as, a.r7d is �zat a guarani;ee
of, any hours of worl per norxnal �xrork day or per normal �vor11
weel�. ,
8. 5 All emplo5�ees shall be at the location designated by their
supervisor, read,y or work, at the established star.ting ti.me
and sha11 remain a an assigned work location un�.i1 the end
� of the esl:aUlislied ork day unless otherwise directed by th�ii•
' supervisor. .
a. 6 All einployees ar sub�ect to call-Uack by the �MPLOY�1� �i5
, provided by l�.rti l.e 10 (C1�.LL BACI�).
4 -
i
z F
8. 7 Lznployee,:� ic:�:ob,�nb fic�t� ;rva �lc at ��.ri.c� �as+,abla.s��ed S1:art.ir�g t;zrr2e
ana far. vrhon� no �=,�ar.l; at> a �zlaY�lr� :�7-�a�1 recei.ve pay for two
(2) hours, at the basi.c �iou ly rai:c:> unless rioti.fication has
been �iven not to report fo urorl� przox� to lea�va-ng home, ar
durin� trie pr.e:vious �work ay.
9, OVERTII��:
9. 1 All overtime co�.nPensate for by the EMPI.�OYii�R must receive
� prior authorizati.on from a desig�ated EMPLOYEI3 supervisor.
No overtime ��rork claim v�rzll be lionored for. payment or credii;
unless approved in adva ce. An overtime claixn will not be
honored, even though s o`vn on the time card, unless the
required advarice appr val has been obtained.
9. 2 Tl:�e overtin�e rai:e of o e and one-half (1;) the basic hourly
rate shall be paid for ork perfc�rxrted under the following
;
circumstances:
� �
9. 2I Time worked n excESS of ei.ght (8) hours in any one
s�
normal work ay and
t
i 9. 22 Time worked on a sixth (Gt1z) day following a normal
S
Y
1 .
�
� •
work week.
i 9. 3 The overtiine rate f two (2) times the basic hourly rate
�
� shall be pai.d for �v rk performed under the following
� .
� circumstances:
� . _
,
�
� 9. 31 Tirne work d on a holiday as defi.ned in Article 16
:j ,
� " _ __ (HOLIDA S);
� 9. 32 Time wor ed on a seventh (7th) day followi.ng a
:�
� normal w rk ��,�cek; ai�d
t
�
. g, 33 'I'i��1c� �TY�c.��ke� in e ccss a:F twelve �]..?.) consc�t�ti��e
' hoixrs in a �;ti�e��ty four (2-?:) haur. p�riod, pro�-x�3cd,
th�.t aIl "erner�'en y" wo��lc required by "Aci:s c�f
God" shall bc� co . penaated at the rai;e of one anci
one-half (12).
g, 4 For the purposes of calc lating overtixne compensation overtime
hours workc;d sha11 not e "pyramided", compounded, or paid
� twice for the same haur worked.
9. 5 Qvertixne hours ��orked as prov�ded by i;his APTICLE shall
be paid in cash.
10. CAL.L BACK: '
10. 1 The EMPLOYER retai s the ri.ght to call back einployees
bef.ore an employee ha started a ncrmal work day or normal
work week and after a employee has coznpleted a izormal
�; work day or normal ��T rk week. .
, /
3 10. 2 . Employees callcd bac shall receive a in9.nimum of four (4)
hours pay at the basic hourly rate.
1I 10. 3 The hours warked bas d on a ca11-back shal.l be compensal:ed in
�
aecordance with Arti 7e 9 (OVEI�TIM�), wlzen applicable, and
subj ect to the minixn m established by 10. 2 above.
�a 10. 4 Employees called ba k four (4) hours or less prior i:o theiz
�
" , __ normal work day sha 1 complete the normal work day and be
� coznpensated only fo the overtime hours worked in accordance
;
� w�.th Article _9 {0�7E TIML:).
lI. V�-01zK :f�OC1�.rI'I��1:
1I. 1 Ern.pl.oyees ;�ll�lt re�}art to �;�c_^lt }.��ca��ic�n �:.s ��ssigned '
by a desi.gnai:ed ET�1l='J_,OY .It t�t��er•vi sar. Durang
the r�ormal �FTOrk day em loyees r�iay be assigned
�o other t�X�or.k locations � thE� discretioi-� of. the
EMPLOYr�R.
11. 2 Employees assigned to ork locations during the
. nora.nal work day, othe than their original. assign-
ment, and who are req ix ed f;o furnish their owr
trar.sportation shall b compens.ated for mileage.
12. WAGES:_
� 12. 1 The basic hourly v�ag rates as estahlzshed by Appendix
C shall be paid for 11 hatzrs wor.ked by an employee.
t I2. 2 Du.ring tYze thirty (3 ) calendar day period following i;he
signit�g of �b.is AGR F1 1 � NT r��lar �.nd probatzona�~y
,
� Qmployee� s�7a11 ha c the inclividu�.l. ehoie� of optioning
t� be cover�d by th £oilowin�; frin�e benefits e�taUl.isl.led
;
j by Civil Seri.vc� R le �i: by CitS� of St. Paul Cour�cil.
;
Ordinane�s c�r Re o1u�:ian�.
' 12, 21 Tnsut•ance b�nofit� �.s estal�lished by City of St.. I'aul
� Cc�uncil esolutions.
fi 12. 22 Sick L�ea e as �st�.blishQd by Ordinance No. 3250.
F
_ _ � Section 3 , Subdi�rision F.
� .
r
�
�
4
9
9
i
f
T .
12. 23 Vaca4i.cr� a.� <;���i�1i; Yi�;c3 ��,' C�r�i.Yi�nae I`.c,< 6�:�G, .
. `iecf.ic��i l, Subd'zT�i.si. n T_+'.
12a 2� I�Yine {��} i.e�aJ. holid ys s.s cs�:,ablished l��r Ord�.n�lzce
IVc. 6�'i4G, Secticn. , Subdivision G.
12. 25 Sever�ence bei�efi.ts as est�zblished by Ordinance �
I�TO. 11490.
Fmpl.oyees �uho individua y elect to be "grandfathered"
and contS.n.ue to be covere by the existing Civil Service
Rules and b3T Mui�icipal ydinances and Resolutions
stated above sha11 be su ject i:o aIl other provisions of
this AGR��J 1 J1�TT, but , hall not l�ave hourly fringe benefit
, con�ributioris and;or de uctions made on their behalf a�
provided for l�y ARTIC 13 (FRIT��GE �3Ei�I'ITS).
. 12, 3 Regular and prok�ationa y em�loyees nat elec�in� to Ue "grandfathered"
� shall be considered, fo the purposes of i:hi.s AGR7�ElVL�NT, part-
i / •
� i.cipai:ing employees an shall be compensated in accordance
a tiuith ARTICLE 12. 1 (1'�T GES) and have fringe benefit conti ibutions
v .
` and/or deductions mad on th�ir behalf as provided for Uy
�
K
a
� ARTICLF 13 (TRINGE ENL:FITS).
;
.,
� 12. 4 Provisional, temporar , and emergency employees shall
i
:;
{ be considered, �or the purposes of this AGR�EIVJFNT,
�
� . - participating employe s and shall be compensated in accordance
� ,
,�
with ARTICLE 12, 1 (� AGES) and have fringe benefit contributions
�
' � - and f or deductions ma e ii�. their behalf as provided for by
;
� ARTICLE 13 (FRING �EN�I�'I�1'S).
�
i
, , . ,..,
.' . 72. 5 .l�11 r. e��,u.�<tr, ;�s�.•ob<�f:iv����t���y, px��ti��:;iori��_I, t�7r�_l�or�ar��, a�.,.��1
. ' , . ._ z . .
er:��e i gc�r;c}� c-:�rr;�l.oyee r���Y�y�:�_oy e�cl ��_Ctcrr Ens d���i:e af tl�c: s���rij.�tii;
� of ��]a.is A�x�IZ1a,f�;I���.I�,IV'i' s}7�.11 l�c c«�,s:iclerc=d,� for �1���e l�uz•pc��se �of � �
thi� I�GR.]=,I;fviI_�;N'?', 1:,= Z�tici.�a.4:S.ia� en:�Ployees arid s��all be
coin�,c.risa.Lc�E i.n a,cco�- an.re �,�i.i.li A?Z'I']_CI�L 12.�1. (tiVl�GE5) anc�
have f.rin�;e be>>eiit co, t��il�u{:ions a1.�d/or deduct;i_oris m�dc on ,
thei�:• bel�al� as �;zoviac:d fo�° by ARTICT�� 13 (r']�ING�� I3F1�?I�;I`TTS).
13. FRINGE BEI�TT�'I�'ITS:
13. T The F:MPLO1'F�'It sliall ��zalce cor.tri.buti.ons on behalf af aridjor
nzalce dedu.c4�ions from t �� �vages of en�p7.oyees covei ed b}� this
AGP�.L:IJMr:T�TT in accor ance v�ith Appendix D fer ul1 hours ��Torl:ed.
13. 7. The LMPLUYER shall st-abli.�h 1'Torl:man's Coinpensation,
" UrAezx���l.o}rzn�nt- Gomper_sa.tion, a.nci P. E. R, A. Retirem.ent
pro�;rams as required b Ivli.nr�esota. St�.tutes.
14-. SELEC'I'IO?�? OF FORE�i�N AT�; GFl\TF�'.AL FO�ZEi���I�T:
14. ]. The selectiari of. l��rson�l�1 for the class of positions
shall reznai.i� solel�T ��itl� the
EMPLOY�R.
, ].4. ?. The class of �osit-iotis
shall l�e filleci l�y exn��loye .s of the bargaining u«i1: on a
"ten���orar}r as��igxzrnent".
�
i 14. 3 All "tenz�ora.ry a'ssi�nmel ts" shall be made only at the direclion
,�
i � of a desi�naLed �MPLOYT Z super`�iGOr.
; 14. 4 Such "ternporary assi�nin�;nts" shal.l Ue rriade only in cases
where the cla ss of posi{:ion is vacant far rriore t]zan one (1)
nornzal �aorlc day.
� 15e i�����i,�r,ri�n.��:���:
.(�.1]. em�loye��s shal.r z e.t;iz e frozr� e_ xZ7la�y=r�nc:n,: v��i`h tT1� I�,NiPLO�'I.lt
iia l�te�r tb:�.n the last ca.lc_��ida1° da.y of �he �no,�tli in v;�lzi.c}� an emplo�-ee
becoine� sixty-five (6�) years old
16. �IOLIDA.YS::
16. 1 The f.ollowing ni.ne (9) da s sl�all be desi��lated as holidays:
I�Tew I'ear's Day, Januar 1
� Presa.dent'� Day, Third Monday in I+'cUruary
Me�norial Day, l.ast M �day in May �
. Independerice Day� Jul 4
Labor L3ay, f.ir. st Mon a5� in September •
�Colu�zzbus Day, seco Monday in Oci;ober
r Veter�n's J�ay, four - Monday in �ctober
Thanksgiving llay, 7. ur�:h Tliursday an Novemb�r
� Cliristmas Day, De eml�er 25
i
'. ��, 2 v��ilen Nevr 1'ear's ay, In.dependence Day ox C1lristxnas llay
falls on a SundaST, he fo?lo�x�i.ng Monday sha11 be considered
the desigrlated ho ida5�. ti��'x� �nY of these three (3) holidays
' � falls on a. Sai:urd , the preceding T'riday shall be considered
� the designated h liday.
�:, ______-- ----
g � __. . _-_ � --.. . .
,� 16. 3 The nine (9i l�o iday� sha11 be considered zlon-work days.
� 16. 4 If, in the judg �nt of the EMPLOYI�R, personnel are necessary
,s .
�
• for operati�lg r emergency reasor.s, em.ployees xnay be
` scheduled or ' called back" in accordance wii:h Article 10
1
,y
{y (C/�.LL ]31�,.C_'.l:L
; -� �,,
.,.r., .�.�.. ... r�:>...� _. ,�
., �.._.-,.� r�..-,_�.,.,.�...�-.. F__ ._, , . .
.
: ..._,�m .,o
16. 5 Emp"lc}y�ee: v;r:�i�lLir.c�, vn a d=�i,,��:.t�„ h��I_:ic�ay 51�a1I. k�<
�•. �:._,
cornp°z�.saied �i: i:l�,e ra:te .��b'c} (ua ��_t.11es the basic hourly
rate for al�. I�ou�., vroz'iced
17. llISCZPLINA.R�' PI;G�I�llU��ES:
17, � The ENIPLOYER sha11 ha e the right to i��r�pose disciplinar�� '
actions on en�ployees for just cause.
17. 2 Disc�pli.nary actions by t e EMPLOYTR sl�all include only
the follovvin� actions:
17. 21 Or.al re�r.iznand
17.22 Vv'ritten repra.mai d
17. 23 Suspension
, 17. 24 Demation
17. 2� �zscharge
� 17. 3 Employees who are susp nded, demotecif or discharged shall l�avc
the right i:o request that such actions be reviewed by the Civil Scrvic`'
i
Commission or a design ted 33oard. of Review. The Civi1 Service
Commissian, or a desa zated Board of Review, shall be the sol.e �LT�c!
, excllisi�re ineans of rev'etiving a suspension, demotion, or discl�az�€;c�.
No appeal of a suspensi n, deinotion, or discharge shall. be consicic��•�•d=
a "grievance" for t11e p r.pose of processing through the provisio►�`�
of 1�RTICL� 23,(GRIEV I�TCE PROCEDURE).
:�
; l�. ABS�NCES FTiOlVI WOIZK.: '
� � hav�'
18.1 Employees who are un le to report for theix normal worl� �a5
I the responsibili.ty to no ify tl.zeir supervasor of such absence �.0 ;;i7c�r�
,
� as possible, but in no vent later than i;he beginning of such «��I'1'. ��''` '
�
,;,
lII. 2 Failure to malie such otificul:ivn may Ue grounds for discz��'-I�`' `1''
• ,., ;,, n +;,.,� t� Ii��:.,.`',1 T,"f�]:�1ClY P1�1C1?1�Ui�7�,5�.
, .�
— ---____�_a :� ��'� T
1i3. 3 Ii'ail�arE: to :re�t�c� �i; ��c,r �:_;a��l� �r.�':�-�;,,ii z:�r>f;_i'�.c:�t?.ol, fox� 1:h.ree
. , c;��.y:� .rn�.y I.�e consi.0 c��r. ed,a
�:�� CGI`iu�3i;lz�:l'7 ' ;'7C?.°li�_u..�_ \%✓`C!"' �
"qui.t" k�y �che T��I'�!��'LC?Y:I_i�:[; �� f�,l,.e ��?ax•t cf� -cb.e e�nplc>yee.
19. S�I\T.IOPTTS.':
19.1 Se��iority, fo.r tl�e pur�ose � oi �his AGt�Z�ERi,ti1�TT9 sha1l
be defi.ned as follov�s: .
19.11 "Master Seni.ority ' - tlze .len�*�h. of conti.nuous t egular
and �robationary ervice vritYi the EMPL�C?YEl� from
�:he lasfi, c�ai:e of e ployinent in any a.nd all cla.ss �:S.i:les
covered Uy this A �R�FNIlINT.
1g, 12 "C"lass Senfority ' - the lexigth of continuovs regular .
and probai.ionar� serv�.�cc v,ritl�. the �MPLO�'EP, from
the �iate an ernp oyee was fir.�st �.ppointec� to a c].a�s
title cove:�ed U t1�is 1�.GPF ����I�ai��'I'.
� 19. 2 Seni.c�ri.ty sk�all ��.ot acc mulate d�.�ring an unpaid .lea�ve of
�
! absence, nxcept wh.en svch a Xeave is granted for a peri.od
of lesr than i;hi.rty (30 calcr_dar days; is granted becau�e
:i .
of �.1lness or. injury; is gran�ced i;o allo�v an em.j�loS�ec
to accept an appoa.ntr en-� to the iznclassified aervice of�the
�MPLOYT�R or to a �lected cr appoini:ed full.-tim.e position
` wii:h t.he UNIOI�T.
1�J. 3 Seniority shall term z1at� �nnc�n an employe� r�ta.res, resi.gns,
. - or is c'�ischarged.
19. 4 In i:ho event it is det-rxY�ined by the I;MPLOYT:I; i;liat i�: is necesti;�►�`' `'
� - recltice- �t��e ti�vork for �e emp.1_oyces wi�1 b� laid off by cla.ss tit.lc �ti'i�ir='`
ea�h Departmer�t b� sed �n i.nver'•s� lcn�th of "Class Seni.or. i.t.,y. ��
Fmplayc3cs laid otf sJ.1a11 l�ave tlie ri.�;1�t i:o rein�i:atemenl: ir�
c'�..xl� �.OWC'T`—�?it7.�� f }c',��:� {.!.i1C� �'O� .C3C;C7; ('.TT).r1C1)-��r.� ����,t5 �-Ci'i?.�f.'Y'
"Ma.ster Se11i.a�:ity" ii��,.r:�. t,�l�e ern��?.o��,�f> heii��; x������.aced,
��J. 5 �l'he selcci,iori c,f: t��a.cat�.ori �7 r.?cc1�; ��J�;��l Ue �z�ac�c by clas5 .
i:itle based ol.z l_en�;t1� of "CI. ss Ser�iosi.ty��, subjeci: -to thc
approval of ilie LMPLGY]-�. .
2�, 3URISDICTION:
2C1. 1 Di�putes concerning �rork ;j risdiction betw�erz and amon�; union�
is recognizeci as aaz appro�� .iate �ubj�ct f�r determi.nation by t17r
various inzions z epresentin r emplo�recs of the L1;-ZPLOYER.
� 20, ? The FMI'LOYLI� agrees to be guided in th� asszgnmeni; o� warl:
jurisd'zction by any mutual �reernents bet�Teen the t�n9o��s invol���•�i.
20. 3 Ii1 the event of �. dispute c ncerni.ng the performance or
assigr�ment of tiF�orl�y the zions inval.ved a:r�d t1�.c Ll�-�I'L�OY.T_:li
shall meei: as soan as r.nu ually possil�le to resalv� the d�sptii�.
� Nothing i.n the foregoi.ng s �iatl restri.ct the right of the T��,ZPLO`�'1�:3�
i
to accoxnplish ihe work a originally assigned pending 1 CSOI.L1tAt;>:�
' of the dispute or to i estr'ct t��.e EMPLOY�T�R'S Uasic ri.gh.t io
;
assign worl�.
20. 4 �.ny employee refusing to perforzn work assign.ed by 1:11e
a �
,
�a �MPLO�'�Cl� and as cla�°i ied by Sections 20. 2 and 20. 3
' above slia).l be stxbject i:o di.sciplinary ac��on as providcd in
i
�
� -- �.rticle I7 (DISCiP.LINARY PROui.DUi��
a
�
� 20. 5 There sha11 be no ��jork s oppage, slow d�,,�,�n, or any
� � : disruption of tiuork resuli: ng froin a work assignn�ent.
7 •
f
3
-1
�1. sr;:i����_;n.�:�,zc���.�: . - _ ..
� `��,. �. �T]"1j)i05,'E'.E `;�.(�]c+.V:l.l7.�� ��; [3T�O�J�t. 10J17:'t.'�? O1'� 1.'C��;t1�:i�1" C'.371��C7�1�1('.11�. S�ctt,i;l,`:;
s����].l. be ec>ria<<1ux°ecl ;��•1=',:3x� �ec� f��ccn r�.�:nt�l:���i�ze��� Ua,:�ec7 oc� tlie
foll�v;ri.r:�� ��.c'c�.o.ra.;: � � -
21. 1.1 It�rir,.�zaf�.oa�. 1:�m J_ayees r. esi��zinL; ;roz�n crnl�loyn�cnt sl��,ll
gi.ve �rY r�.t�.ei�. noti.ce four•tc�r� (14} cal�:ticlar days pra.or
to the effecti_ve of he re:signat�on•
21. I2 P�e�.a.��em�nt. A.s rb�=id�d in Article 15.
21. 13 Di.rchar�e. A.s provided in Article 17.
. 2].. 14 I+'ai.lure to Re�?oa�t for Dut>>. As pr�ovi.ded in l-�ri:i.c�le l�.
21. 2 �inployees having an �m rgency, t�inporary, or pravi;�ion��l
empl.oSrmen� sta.tua may e term�ina.ted at i:he discrei:3_on of thc
EMPLC`�Ll� be��re 1;1.e c mL�lef:;.on of a no�°mal waz�ic day.
22. TOOT�S:
- A.11 exnploy�es sha11 per�or�aAIST rovide themselves.�uiih the tool�
�
� of the tr•ade as lis�ed in l�p��end'z E.
� 23. GRILVIII�CJ� PIzOC]�DUIz�:
� 23. 1 The EMPLOYTR Nhall �� co�n�ze Ste�vaY•c1s selected in accordancc-'
� .
� �ulaiior�s as the Srievance i epresentat:�vc
with U:I�TION rules ai�d r � €� -
9
of the bar.�ga.inin.� uni.t. he UNTON sha�.l i�otify the �.I�7PL0�'ri�
i
7
� in ��ritii�g of the n�in^s of thc S�eti�a��ds and of t]zeir successo�°:-�
�
i � when so named.
� 23. 2 It is r.ecogz�ized and acc ��ted by ihe �1l2PLOY'� R a.nd i:b.e UI�TIO`:
� � that the �roce�sin of g i.evances a�� herein�.fter pro�i.ded is li����?t' i
, .
'� t g
� Uy the job du�ies and re ponsibil.�ti.es of tTze en�pl.oyees and slir��ll
�
� t�zerc�fore be accomplis ec� clua°in.�; wo��kin� laaurs onl.y ��IZC>n
�
�
co71`�]Sl:"r1i: "V�l�.til :;t�CT; c�'i;};'c>�'E:�� dU1:it:S �zri;2 J°i: ,.;�u�'zS1f?1.�l.jiC'.S.
� : . . _ . � �st Z C;'VJ.TI } G171��.f� �rf.' u�l�ll.l. 5UTiE']:' ..
'I'l�e `�f.E:�,-�;..rcl ir�v ,1.���t�d �.rn� w ; �� l � ,
.. � • � , �,:�1.�',:�) �). Y';l.':�.`.V�l.I',CG 1S �33:'GCetiSE:G Ci11T':I.TIi�, �'v01:'l,i]J.1��
71.0 .LO,;�,`-i 3.1� �)�,�
]1ou:�•�9 t,.�:�ovid�d, 1.1ie Ste�x;�arc� a��u. f;he en,pJoyee h�zve riaf:if�.ed .
and recc:ived tl�ze L�px•ava1. of �L1:ez7' Sl��v7�'V1S01 to b� absent i:o
proc{,�s a gric�Taz� c and tl�at �u.ch ahsc�lce ti��ovld r.ot be
de'crzmezital to the ,rork t�r•o�'raln.s af tl�e T�MYT�OTT1ti.
23. 3 The procedure estab ished by 'chi_s �.I��i'IG7.F sl�all be i:he sole and
exclu�i�Tc p.rocedure, except fot' �:he appeal. of disci.plir�ary actiol.� as
, �ro:rid�d by 17. 3, for i;he processi.ng of gri.evances, v�)�ich are defined
as an alleged viola�cion of tlze tex�in�� and conditzons of th}.s AGRf1LMT�:1 i.
23, 4 Gz i.cvanr.es sh�zll be re sol��ea ir� conformance �=rith �:1ie followin�'
�rocedurc:
Step l. Ut�on the occur nce of an alleged Sr].OIa,t10I1 O� ��17.5
� AGREE�NT, he em�>loyee involved shall a�tenzpt
�
to resol.ve the n atter o�7 an a.ni'armal basis u�i.tlz �:he
exx�.ploye�:'s supe viaor. If the initter is not resolvec�
to the einployee' sati�faction by the aniormal discussi.on
it may be reduc� to �Fariting and refei red to Step 2 U;yT
i:he UNI01�T. `l:'he ri.'c�;en. g;ri.evance shaJ_.l set �or�h i:he
natur. e ,oi the gi.rev �ice, i:he facts on whicli it z� based,
? . - the alleged sec�:ion �) of thc E1.GP�El��1VT vi.olated,
� and i;he rel.ief reque ted. Any �,1leged violation of the
_ _ AGl���I�1�91�1���` not re tICC'C� t0 Z'VI•i�zng by the IJNION
' �vithi.n sevelz (7) cale da.r. ciays of the firsi; occurr�'n��=
of the e�Tcnt �i.vin� ri.. e to �;hc ��•ievance or ��vithi_n
' ��.._�.. r�,� ,,.,��,,,,a-;V• ,-',-,,: �; afir�r i7�e �.�r��,�]�>>Tc�e, i.l�roti2*]�
.
�• { � ,.
!� ... �f� - , -��;e ,��� t��.c' "1��,t-�� 1�.�� c�
r rr;�;;c�,i ,l,��. c� t .A ` ,
� i,l.lf' l��iC;. A . . c �Y-`` .
� � � � � l�liC>>�JIE;Cifrt� ��;i� (��2E: �LT:':�� C� C;L,':i'a�.-cI1CG C�'� i:}'1.^ E'.Y�I.iI�: ��;�-��1-17�s
� j �
...i
'�' � ' ' ,^ '1"'[('v i`�(��� r j '.1.. )� CJiJ`>:t.OE'.J."E(� �J,`l'J.7%C.'.Cl.
Y'�.�E, CO �,11., �; .. ,. . � -- -
� � . . _ ,• � ,
� Sfep 2a �`F%%t�i1�.r,. �c;��:ci�.� {7) ealenc <zx� u��y� �fi:cr 7��cci��i.�.��; t:t���� trr:�rtic ;;
�i��.c�v�.��ee �� de.:� �;!�.a�eci 1�;i1'iPL,OYLI� stz��erva.sor sl�a1]_ .
mcet ��?_1:h 1.1�c. ..'�.Oi�T `>tc:��r�rd �zxzcl a�:tern��t i:o ��esolve
the gra.e�Tance. If, as a i•esult of �iiis �.zeet.ir.lg, �h.e
gri.e-c=anee rc�rn. .ins u7�res�ol��ec1, ��:t��.e Ll�!II'L;C�Y�P sl�.alt
rep1S� in ��rri.t?_n r i;o t1�n U_�].ON t�ri.t��zn. three (3) caler�cl�Lr
days follo�xa�ing thzs me�ta.n�;. 'T_'he Ui\7TON rxzay refer
tlie �ii.evanc� in `�vri.'cia�g to Step 3 t�rithiaz se-iTez� (7)
. ca.Iei-�dar dayr f.ollo�vir��; reccipt of j:1�e �I��IPLOY_I�R'S
�w�•`�t�en ar�:�;� r. . At1y f;t'1P�'cz110E: rzot rnfert�e�l ax�. �Fr.ritirir_,.
� . by the UNlO 1Tri.thif�. seven ("7) calencl,ar da�-� f�Ilo�;rinfr
i
rcceipt of t1i �MF'LO�ST�R'� ans�=fer shall. be considez ec�
: � ,
;vaaved.
Step 3. Vi�itl�i.n seve (7) c�le-,:�da:r days lGllowing z eceipi: of a
gri_GVa�ice x� �ferred f:ro�n `�tep 2 a deszgnated 1�M1'T_,Ol'�;;;
; su��er�riso.r shall. mc�et tvi.�:h the UNION Lusi.i�e�s nZarta�;c�'.
a
° or hi.s desi n�.i:er� reY�a°e;:;entative and att.em�i: to i e:,c�l��e
�
;
the -b�i.et�at ce. 1?Jif.'llin s�;�ren ('7) caleazdar day� folle>-;��it�;;
� . , , , . • • .in. to
� -- th�.s r��.eeti g thc L_112r'LO�){.l� shall rep].y Yn �rr1t �'
� tJ:ie Ut�IU ctati.ng the �iV[PI,OYER'S an°wer concernin;�
�
_ _ the �;ri.ev� nce. If, a.s a resizTt af the tivriiten respor�sc'
t the �rie�T nce remai»s ur�resolvecl, i;he U1��1:ON r���•�;�'
��e1'c��� the �,�:•ieva.i�c�� tn �tcp �, A.r�.y gr'ievailcc� noi.
. . � 7 � �-�1 �:I.f-� �ll� 1� 't r,.``�..�. i,T � (v�. .}.,..` f �. �- 11- • ' .
. . Y'('1�t.i'','_i; t.l: :L71 i.:� . � ��., ,.�.i.� LO ���.i-i- '.k �lr 1 .�..,.ii
_ Y , l} E .
� � � � ' " i'1';. � /� t '')r'll' e.� �1. � � ," �C. l ,. -
.�c:� . _,. .., t,,� ;:��i l.o�,i:z.�s� r � ,c,�i?t.�'1
� �''!���li�j�:� ,. �.�}_����� �l.�l:�"\;'(.ti �.f1����.� �e:; C0115).Cl�°Z'c'C�_ �-T�,LV�CCj,
Ste > 4. J�f t.�h.e >, i� � ar, e ��e �a;-ras.i�a u1��a�e:>c�7.�rec�, ti�c �G`l���C)i`7 rn:��.�-
� €,� :, >
. e � .�� .
v,na_�f;h.�.i� �e�,en 7} �;�,..1_endal^ �la.ys aitc�r thc ��e.���on�;e o�
the :G1��1I'LO �ri in �'t�l� 3, by l�rr?.t�en i�oi:ice to i;he
El�'1PL0�'li�.R request aa�l��.trat.ion of the �;iievanc�.
The ar•bit��a i.an �-�roc:eec�.`�z�;� s't1��.I1 be condlzci;ed by ��n
a�°bi�;�a..foi t be sc:lec�.ed by rnui:ual as��,'r�en7ent of
, �'TR arcl �:l�e UI�'I.OI� ��Tit.hin se�Ten (7) eaJ.ericl�7��
� the El��:I'L
days af.t��x� naticc� has been gi�veri. If 1;1ze p:zrtic.� faiJ
i:o muttza,ll � agr.ee �porz ari arbitr�.tor ��vi�:h�.n the said
seven (7) da,Y l�e��iod, eithcr Pa�°ty may rcqu�>t t:�l�i:�
� Pu.blic ��� ��]loyl��en� �-;elatiol� L-ioard ta s7a�:�rni.1: a
pai�el of iive (5? a7'bil:rators. Bot1� the E1l�PLOYT,J��
�
a��.d the TvIO:[�T �ha1J. hatT� t�:ie ri�l�t to st.ril>e i.���o (2)
naznes � rom the ��azlel. i}�e U�II�N s�la.Z.l s�:rikr thc:
f�.rst (1 t) nax�le; th� Ll�ZPLOY7�i� shal]. t:he��. �ti�ike
� one (1) narrie. The process will �be repeated a�`�d thc
` remai �i.ng person sllall be the aruii:rator.
; ,
a
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. _
;
,
; �
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R
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�.T e J ��,�:1P �1,1�1J11:iC`%],'l,C)i `�.ii.23.�_� �:1%�-\ . I�?.;" �'S£??:1�; %Cl 'r'L�.�kC:1�l(i j 7Cl(.)i]):I j�' .
w �'
ntzlli Fyg i.,;ilor. e, �,.c.�a �o; or >�t��tr�c:i c����c�rrz �lle �al�o�Ti.;,ic»,s
� 1.3.\��1��1.1�1�J `�/���J���,• A. .I�f � ..t.3.,A�1�].,CI�.\�� �1.1C�.1.1 4W�IJ.CA.�6l.1 l�.l�\�� ' . . .
� �� �.��7.�
, �
- decitle e;a.]_y i��,, spec�fic is:;uc s�ul:�,��ii_�ccz i,.z v�rri.tz,�� by �(:}���,
T��NI:PLOYLI� and t�17c UliT1: ]�r az�cl sr��Il. k�.��ve no at�tYior�zty .
i;a tnal�e a decision on an T of.hei:� isst�.e 31ot so submi�tecl.
Tlze arbi.tral;or slia.11 be si_i;:l2out po:;�er• ta mal>e dec�.siax�s
col�tr�ry to or in.conCis � �r�� r�rith or mocli.fying ar. var��i.ng
?n any ��ay t1�e a�plica�'on of Ia.��s, rules, or rebulati_ozls
. having t3ze I'orce �aaid e f.ect oa ].av,r. Tl�e �rbi:cx�ator's
deci.s�.on s:�al1 be suY�r att.ec? in tvi��.����n ���i.thiix thir�y (3U)
aays f'ol7.a���ing close £ t?�e hear�ng oz� t,a� s�bnli_5�ion
of briefs by i:J��e parti s, ���11icl,evcn c�� 1af.er, unl.ess t1�e
�aarti.ea a�x•ee to an ztensi.on. T1ie deci.�ioz1 si�.a�1 be based
solely ozz �;he ai�bi_i;r i:or's ifzterpretata.ozl or ap��li.catAen. of
�
the e�:press terzns f tl��is 1�.GR��El��:CNT and i;o �tl�� facts of �.l�c
gri.evdnce pr•crent u. `I�he cle:ciszoi�. oi t1�e arbit:rato.r shall bc
fir��l and bindin.g �x i;}.�e LII�ZPT_,OYI:R, the U.LVIOT�, and t]ze c�m(;'�%`.�.`
;
23. G The fees and e.,p nses for 1:I�.e a1�bi�tra�;or's services and �>rocc�;��ii.,,
sh�.11 be bori�e �� xa11y by thc El��IPLO�'��R aild the UNIC�1�?, ��rc>vi;:�� �
;
tha�� e�,ch party,. hal.l be responsible for cozn��e:clsa�:ing a.ts o:vri
a
� � - represent:ativc:s �a�d wit3:�esses. If. ei�b.er pa.rt�T desires a ��eY,f>�:�i;=�
i
; record of the p��oceedin.r;s, ii: ma.y catis� such a record i:�� l?�' r'+``�` `
. �:. ��-.,��. .;` . . . .. � .
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: LABOR AGR EMENT ��.��''��
-between-
THE CITY F ST. PAUL
, an
C�l—�Zi��S cs�„�- �Li�S (,�;��t��.S c.t�����
1.� t324
. .
,
� �
This AGREEMENT is ente ed into on the �� of (�(�v�t
.
1973, between the City of St. P ul, hereinafter referred to as the EMPLOYER�
and the ��0✓1�11�1�-- CLti� (�t UIY� l�J�.lS(j�. � LC�C� 132a-��
hereinafter referred to as the ION.
The EMPLOY�R and the U ON concur that this AGREEMENT has as its
objective the promotion of the r sponsibilities of the City of St. Paul for the
benefit of the general public thr ugh effective labor-management cooperation.
The EMPLOYER and the UNI N both realize that this goal depends not only
on the words in the AGREEME but rather primarily on attitudes between �
people at all levels of responsibi 'ty. Constructive attitudes of the City, �
,
the Union, and the individual emp oyees will best serve the needs of the !,
�
;
general public. ��
1. PURPOSE
1. 1. The EMPLOYER an the UNION agree that the purpose for
entering into this A REEMENT is to:
i
1.11 AcYiieve orde ly and peaceful relations, thereby �
establishing a system of uninterrupted operations �
and the highes level of employee performance that �
�
is consistent ith the safety and well-being of all �
�
concerned; �
1. 12 Set forth rates of pay, hours of work, and other
conditions of e ployment as have been agreed upon
by the EMPLO R and the UNION;
I. I3 ��tabiish proc umQS to o�derly and p�acefuily resolve
����
:;
�.,..�,�:
♦ �
� `
, , disputes as to he application or interpretation of
this AGREEME T without loss of manpower productivity.
1. 2 The EMPLOYER and t e UNION agree that this AGREEMENT
serves as a suppleme t to legislation that creates and directs
the EMPLOYER. If an part of this AGREEMENT is in
conflict with such legis ation, the latter shall prevail.
The parties, on written notice, agree to negotiate that part
in conflict so that it co orms to the statute as provided by
Article 26 (SEVERABIL TY).
2. RECOGNITION:
2, 1 The EMPLOYER recogn zes the LTNION as the exclusive
representative for collec ive bargaining purposes for all
personnel having an emp oyment status of regular,
probationary, provisiona , temporary, and emergency
employed in the classes f positions defined in 2. 2 as
certified by the Bureau of Mediation Services in accordance
with Case No. 73- �Z-5� -1� dated �I�IC� I I � (�1� � .
2. 2 The classes of positions r cognized as being exclusively
represented by the TJNION are as listed in Appendix A.
3. EMPLOYER RI�HTS:
� � � �
3. 1 The EMPLOYER retains t e right to operate and manage all
manpower, facilities, and quipment; to establish functions
and programs; to set and a end budgets; to determi.ne the
utilization of technology; to establish and modify the organ-
izational structure; to sele t, direct, and determine the
�
`a
♦ �
i
i
�
number of pers nnel; and to perform any inherent managerial
function not spe ifically limited by this AGREEMENT.
3. 2 Any '`term or co dition of employment" not established
by this AGREE NT shall remain with the E MPLOYE R
to eliminate, mo ify, or establish following written
notification to the UIVION.
4. UNION RZ�HTS:
4. 1 The EMPLOYER s all deduct from the wages of employees ;
who authorize such a deduction in writing an amount necessary
� to cover monthly U ON dues. Such monies deducted shall
be remitted as dire ted by the UNION.
4. 11 The EMPLO R shall not deduct dues from the
wages of emp oyees covered by this AGREEMENT
for any other abor o�ganisatian.
4. 12 The UNION sh 11 indemnify and save -harmless the
EMPLOYER f om any and all claims or charges made
agai.nst the EM LOYER as a result of the
implementation of this ARTICLE.
4. 2 The UNION may design te one (1) employee from the bargainin�
unit to act as a Steward and shall inform the EMPLOYER in
writing of such designat on. Such employee shall have the
rights and responsibiliti s as designated in Article 23
r
(GRIEVANCE PROCED E). '
,,.
4. 3 Upon notification to a des gnated EMPLOYER supervisor, tlyc
.;r
Business Manager of the NION, or his designated represc�nt:�ti�'''• `�
shall be permitted to ente the facilities of the EMPLOYI.Ii µ'1i�'�''' `}
'�
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.�
.��
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, �
' �
, �
, _._ _ _
A
employees covered by th s AGREEMENT are working.
5. SCO PE OF THE AG�LE MENT
This AGREEMENT establishes he "terms and
conditions of employment" defi d by M. S.
179. 63, Subd. 18 for all employ es exclusively represented
by the UNION. This AGREE NT shall supercede
such "terms and conditions of e ployment" ,
established by Civil Service Ru e, Council
�
Ordinance, and Council Resolu ion.
6. PROBATIONARY PERIODS:
,
6. 1 All personnel, orginall hired or rehired following separation, ;;
. �
in a regular employme t status shall serve a six (6) month's
probationary period du ing which time the employee's fitness
and ability to perform he class of positions' duties and
responsibilities shall b evaluated.
6. 11 At any time du ing the probationary period an
employee may e terminated at the discretion of the
EMPLOYER 'thout appeal to the provisions of
ARTICLE 23 ( RIEVANCE PROCEDURE).
,�
6. 12 An employee t rminated during the probationary periocl �
��
shall receive written notice of the reason(s) for such :�
,
term.ination, copy of which shall be sent to the UIVION• j��
.�
,� ;.
,
G. 2 All personnel promoted to a higher class of positions
shall serve a six (6) m nths' promotional probationary
period during which ti e the employee's fitness and ability ;
to perform the class of positions' duties and responsibilities
shall be evaluated.
6. 21 At any time du ing the promotional probationary
period an empl yee may be demoted to the employee's
previously hel class of positions at the discretion of
the EMPLOYE without appeal to the provisions of
ARTICLE 23 ( RIEVANCE PROCEDURE),
6. 22 An employee d moted during the promotional
probationary p riod shall be returned to the employee's
previously hel class of positions and shall receive a
written notice of the reasons for demotion, a copy of
which shall be sent to the UNION.
7. PHILOSOPHY OF EMPLOY NT AND COMPENSATION:
7. 1 The EMPLOYER and the iTNION are in full agreement that
the philosophy of em loyment and compensation shall be a
"cash" hourly wage d" industry" fringe benefit system. '
7. 2 The EMk'LOYER sha 1 compensate employees for all hours workecl
at the basi.c hourly w ge rate and hourly fringe benefit rate as
found in Articles 12 ( AGES) and 13 (FRINGE BENEFITS).
7. 3 No other compensat'on o� frin�� benefit shall b�
accumulated or ear d by an employee except as specifically
�
�..fr�.�-.;;
, ,
provided for in t 's AGREEMENT; except those employees
who have individ ally optioned to be "grandfathered" as
provided by 12. 2. ,
8. HOUR.S OF WORK:
8. 1 The normal work ay shall be eight (8) consecutive hours �
per day, excluding a thirty (30) minute unpaid lunch period,
between 7:00 A. M, and 5�30 P. M.
8. 2 The normal work w ek shall be five (5) consecutive normal
. �
work days Monday t rough Friday.
,
8. 3 If, during the term o this AGREEMENT, it is necessary
in the EMPLOYER'S 'udgment to establish second and third
" shifts or a work week of other than Monday through Friday,
the UNtON agrees to e ter into negotiations immediately to
� establish the condition of such shifts and/or work weeks.
8. 4 This section shall not construed as; and is not a guarantee
of, any hours of work p r normal work day or per normal work
week.
8. 5 All employees shall be a the location designated by their
supervisor, ready for w k, at the established starting time
and shall remain at an as igned work location until the end
of the established work da unless otherwise directed by thGir
supervisor. ,
8. 6 All employees are subject o call-back by the EMPLOYER as �
�
provided by Article 10 (CA L BACK). �
��
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.,�
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,
' 8. ? Employees re orting for work at the established starting time
and for whom o work is available shall receive pay for two
(2) hours, at th basic hourly rate, unless notification has
been given not t report for work prior to leaving home, or
during the previ us work day.
9. OVERTIME:
9. 1 All overtime com ensated for by the EMPLOYER must receive
� prior authorization from a designated EMPLOYER supervisor.
No overtime work laim will be honored for payment or credit
unless approved in dvance. An overtime claim will not be
honored, even thoug shown on the time card, unless the
required advance ap oval has been obtained.
9. 2 The overtime rate of ne and one-half (12) the basic hourly
rate shall be paid for ork performed under the following
circumstances:
9. 21 Time worked in excess of eight (8) hours in any one
normal work da and
9. 22 Time worked on sixth (6th) day following a normal
work week.
9. 3 The overtime rate of two 2) times the basic hourly rate
shall be paid for work per rmed under the following
circumstances:
9. 31 Time worked on a h liday as defined in Article 16
� (HO LIDAYS);
9. 32 Time work�d on a se enth (7th) day following a
normal work week; an
�,�,„_..-.
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9. 33 Time wor ed in excess of twelve (12) consecutive
hours in a vventy-four (24) hour period, provided,
that all "e ergency" work required by "Acts of
God" shall e compensated at the rate of one and
one-half (12).
9. 4 For the purposes o calculating overtime compensation overtime
hours worked shall not be "pyramided", compounded, or paid
� twice for the same ours worked.
9. 5 Overtime hours wo ked as provided by this ARTICLE shall
be paid in cash.
10. CALL BACK: -
10. 1 The EMPLOYER re ains the right to call back employees
before an employee as started a normal work day or normal
work week and after an employee has completed a normal
work day or normal ork week.
10. 2 . Employees called ba k shall receive a minimum of four (4)
;
hours pay at the basi hourly rate.
10. 3 The hours worked ba ed on a call-back shall be compensated in
I
accordance with Arti le 9 (OVERTIME), �when applicable, and '
�
subj ect to the minim m established by 10. 2 above. ;
10. 4 Employees called bac four (4) hours or less prior to their
normal work day shal complete the normal work day and be '
compensated only for he overtime hours worked in accordance
with Article 9 (OVER IME).
. $
i �
� 11. WORK LOCATION: �
�
11. 1 Employees shall report to work ocation as assigned �
:�
�
by a designated EMPLOYER su rvisor. During �
�
the normal work day employee may be assigned �
�
to other work locations at the iscretion of the �
• �
�
EMPLOYER. �
a
11. 2 Employees assigned to work 1 cations during the a
. normal work day, other than heir original assign-
ment, and who are required o furnish their own
transportation shall be com ensated for mileage.
12. WAGES:
12. 1 The basic hourly wage rat s as established by Appendix
C shall be paid for all h urs worked by an employee.
12. 2 During the thirty (30) ca ndar day period following the
signing of this AGREE NT reg�ular and probattonary
'
Qmployee� s1�a11 havE th individua�, ehoic� of optioning
t� be coverQd by the fo owir�g frin�e benefits established
by Civil Serive� Rule r by City of St. Paul Couneil
OrdinancE� or Resolut'on�.
12. 21 Insur�ance be efits �.s established by City of St. Paul
Council R�s lutions,
12, 22 Sick L�ave s cstablished by Ordinance No. 3250,
� Section 35, ubdivision E.
12. 23 Vacation s established by Ordinance No. 6446,
Section 1, ubdivision F.
12. 24 Nine (9) le al holidays as established by Ordinance
No. 6446, ection 1, Subdivision G.
12. 25 Severence enefits as established by Ordinance •
No. 11490.
Employees who ind vidually elect to be "grandfathered"
and continue to be c vered by the existing Civil Service
Rules and by Munic pal Ordinances and Resolutions
stated above shall b subject to all other provisions of
this AGREEMENT, ut shall not have hourly fringe benefit
. contributions and/o deductions made on their behalf as
provided for by ART CLE 13 (FRINGE BENEFITS). �
�
. 12. 3 Regular and probati nary employees not electing to be "grandfatherec3" �;
�
shall be considered, or the purposes of this AGREEMENT, part- 4
icipating employees nd shall be compensated in accordance
with ARTICLE 12. 1 ( AGES) and have fringe benefit contributions
and/or deductions ma e on their behalf as provided for by
ARTICLE 13 (FRINGE BENEFITS).
12. 4 Provisional, tempora y, and emergency employees shall
be considered, for the purposes of this AGREEMENT,
participating employee and shall be compensated in accordance �
. �
7
.
with ARTICLE 12. I (W GES) and have fringe benefit contributions �
;;
and/or deductions mad in their behalf as provided for by
ARTICLE 13 (FRINGE ENEFITS).
' �
;
,i
, • 12. 5 All regular, probationary, p ovisional, temporary, and
� ,
• emergency employees empl yed after the date of the signing
of this AGREEMENT shall e considered, for the purpose of
this AGREEMENT, partici ating einployees and shall be
compensated in accordance with AR'I'ICLE 12. 1 (WAGES) and
have fringe benefit contrib tions and/or deductions made on
their behalf as provided fo by ARTICLE 13 (FRINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER shall m ke contributions on behalf of and/or
make deductions from th wages of employees covered by this
' AGREEMEIVT in accord nce with Appendix D for all hours worked.
13. 2 The EMPLOYER shall establish Workman's Compensation,
Unemployment Compen ation, and P, E. R. A. Retirement
programs as required y Minnesota Statutes.
14. SELECTION OF FOR�MAN A D GENERAL FOREMAN:
14. 1 The selection of perso nel for the class of po�sitions
� shall remain solely with the
EMPLOYER.
14. 2 The class of position
shall be filled by em loyees of the bargaining unit on a
"temporary assigmm �t".
14. 3 All "temporary assi nments" shall be made only at the direction
of a designated EM LOYER supervisor.
14. 4 Such "temporary a signments" shall be made only in cases
where the class of osa.tions is vacant for more than one (1)
normal worlc day. ,
1 ' ' •
15. RETIREMENT.
All employees shall retire from employ ent with the EMPLOYER
no later than the last calendar day of th month in which an employee
becomes sixty-five (65) years old.
16. HOLIDAYS:
16. 1 The following nine (9) days sh 1 be designated as holidays:
New Year's Day, January 1
� President's Day, Third Mon y in February
Memorial Day, last Monday n May
• Independence Day, July 4
Labor Day, first Monday i September -
Columbus Day, second Mo day in October
Veteran's Day, fourth M nday in October
Thanksgiving Day, fourt Thursday in Novembe�'
Christmas Day, Decem er 25
16. 2 When New Year's Day, ndependence Day ox Christmas Day
falls on a Sunday, the ollowing Monday shall be considered
the designated holida . When any of these three (3) holidays
falls on a Saturday, t e preceding Fridaq shall be considered
the designated holid
16. 3 The nine (9) holida s shall be considered non-work days.
16. 4 If, in the judgment of the EMPLOYER, per:;onnel are necessary
� for operating or e ergency reasons, empl� �,s may be
scheduled or "ca ed back" in accordance �: Article 10
(CALL BACK).
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� 16. 5 Employees working on a designated holiday shall be
compensated at the ra e of two (2) times the basic hourly
rate for all hours wor d.
17. DISCIPLINARY PROCEDURES:
17. 1 The EMPLOYER shall ave the right to impose disciplinary •
actions on employees f r just cause.
17. 2 Disciplinary actions by the EMPLOYER shall include only
the following actions:
17. 21 Oral repriman
17.22 Written reprim nd
17. 23 Suspension
, 17. 24 Demotion
17. 25 Discharge
� 17. 3 Employees who are sus ended, demoted, or discharged shall have
the right to request tha such actions be reviewed by the Civil ServiG�
Commission or a design ted Board of Review. The Civil Service
Commission, or a desi ated Board of Review, shall be the sole and
excl�zsive means of rev' wing a suspension, demotion, or discharge.
No appeal of a suspensi n, demotion, or discharge shall be considercci
a "grievance" for the p rpose of processing through the provisions
of ARTICLE 23 (GRIEV NCE PROCEDURE).
18. ABSENCES I�'ROM WORK:
18.1 Employees who are unab e to report for their normal work day hav�
the responsibility to noti y their supervisor of such absence as S�7Oil
�
as possible, but in no e ent later than the beginning of such wor'l: cia�-. �
18. 2 Failure to make such no ification may be grounds for disciplinc a::s �
'�
4
as provided in Article 1 (DISCIPLINARY PROCEDURFS?.
. �
18. 3 Failure to report for work without noi:ification for three
(3) consecutive norm 1 work days may be considered a
e
"quit" by the EMPLO R on the part of the employee.
19. SEIVIORITY: �
19. 1 Seniority, for the pur oses of this AGREEMENT, shall �
be defined as follows:
19. 11 "Master Senio ity" - the length of continuous regular
and probationa y service with the EMPLOYER from
�
the last date o employment in any and all class titles �
covered b this AGREEMENT. �
Y
19. 12 "Class Seniori " - the length of continuous regular �
and probationa y service with the EMPLOYER from
the date an em loyee was first appointed to a class �
title covered b this AGREEMENT. �
�
N
19. 2 Seniority shall not acc mulate during an unpaid leave of �
- �
,
s
absence, except when such a leave is granted for a period �
�
�
of less than thirty (30) alendar days; is granted because ;
�
�
,
of illn�ss or injury; is granted to allow an employee �
�
�
to accept an appointme t to the unclassified service of the �
�
EMPLOYER or to an e ected or appointed full-time position
with the UNION.
19. 3 Seniority shall terminat when an employee retires, resigns, !
;,'
or is discharged. `�
19. 4 In the event it is determ'ned by the EMPLOYER that it is „ 'ce=�5�1��`` ' �
reduce the rovork force e ployees will be laid off by cla�s ' ��"1'�'`''
each Departmer�t based o inverse length of ''Class Senio.•: iy. ��
Employoes laid off shall �ave the ri�;ht to reinstatement in
�r�.-..— - .,.
, ' �;;
, ' ��
any lower-paid class titl , provided, employee has greater ��
�fi'..
�;.
�'.:
"Master Seniority" than t e employee being replaced. �;
r�
19. 5 The selection of vacation periods shall be made by class a
�;
�
title based on length of " lass Seniority", subject to the �.
approval of the EMPLO R. ��
�
20. JURISDICTION: �
�
20. 1 Disputes concerning work jurisdiction between and among union�; �
�
is recognized as an appro riate subject for determination by the �"
�r
�,
various unions representi g employees of the EMPLOYER. �
m��
x,
. �;
20. 2 The EMPLOYER agrees t be guided in the assignment of work ��
�;
�
jurisdiction by any mutua agreements between the unions invol�•ccl. �
�:
20. 3 In the event of a dispute oncerning the performance or �p
�:
assignment of work, the ions involved and the EMPLOYEI� �
x
�;
shall meet as soon as mu ually possible to resolve the dispute. $
,;
�;:
Nothing in the foregoing all restrict the right of the EMPLOI'T•:ft -
,.�:
��
to accomplish the work a originally assigned pending resolutic��t :=
�
of the dispute or to restrict the EMPLOYER'S basic ri.ght to
assign work.
.X
20. 4 Any employee refusing to perform work assigned by the
EMPLOY�R and as clarif ed by Sections 20. 2 and 20. 3
above shall be subject to isciplinary action as provided i.n �
,
s
Article 17 (DISCIPLINAR PROCEDTTRES). �
20. 5 There shall be no work st ppage, slow down, or any
, disruption of work resulti g from a work assignment. �
, :�
, - �:�
�
, ' ;��
21. SEPARATION: ��
:a
21. 1 Employees having a probai;i.onar or regular employment status `
shall be considered separated fr m employment based on the
following actions: '�
�
21. 11 R�esignation. Employee resigning from employment shall �
�
�
give written notice fourt en (14) calendar days prior �
�
to the effective of the r signation. �
r:
21. 12 Retirement. As prbv'ded in Article 15.
21. 13 Discharge. As pro dsd in Article 17.
,
. 21. 14 Failure to Report for uty. As provi.ded in Article 18.
21. 2 Employees having an emerge cy, temporary, or provisional
employment status may be te minated at the discretion of the
EMPLOYER before the co letion of a normal work day.
22. TOOLS:
All employees shall personally pro ide themselves with the tools
of the trade as listed in Appendix
23. GRIEVANCE PROCEDURE;
23. 1 The EMPLOYER shall rec gnize Stewards selected in accordance
with UNION rules and re lations as the grievance representative :
of the bargaining unit. T e UNION shall notify the EMPLOY}sR
in writing of the names o the Stewards and of their successors
when so named.
23. 2 It is recognized and acc pted by the EMPLOYER and the UNTON
that the processing of g ievances as her�inafter provided i.s li7�r�itc�,'
by the job duties and re ponsibilities of the employees and sh�1ll
therefore be accomplis ed during working hours only when
. �
consistent with such employee uties and responsibilities. �
�
The Steward involved and a gri ving employee shall suffer
no loss in pay when a grievanc is processed during working
hours, provided, the Steward nd the employee have notified
and received the approval of t eir supervisor to be absent to
process a grievance and that uch absence would not be
detrimental to the work pro�r ms of the EMPLOYER.
23. 3 The procedure established by his ARTICLE shall be the sole and
exclusive procedure, except f r the appeal of disciplinary action as
. �
. provided by 17. 3, for the pro essing of grievances, which are defined q
1
as an alleged violation of the erms and conditions of this AGRE�NILNT. !
i
23. 4 Grievances shall be resolved in conformance with the following I
procedure:
Step 1. Upon the occurence of an alleged violation of this
AGRE�MENT, the mployee involved shall attempt
� ;
to resolve the matt r on an informal basis with the
employee's superv'sor. If the matter is not resolved
to the employee's atisfaction by the informal discussion
it may be reduced o writing and referred to Step 2 by
the UNION. The ritten grievance shall set forth the �
nature of the gire ance, the facts on which it is based,
the alleged sectio (s) of the AGRE�NI�NT violated,
and the relief req ested. Any alleged violation of the
AGREElVLENT no reduced to writing by the LINION
within seven (7) alendar days of the first occurrence
of the event givi g rise to the grievance or v��ithin
seven (7) cal.end r da,ys after t;he employee, i:hrou�;}1
,,.:�,�.,...�-�- _
- ;
� �
. �
� �
, � �
the use of r asonable dili.gence should have had �
knowledge o i:he first occurrence of the event giving �
�
rise to the rievance, shall be considered waived.
;
x
Step 2. Within seve (7) calendar days after receiving the writtrr; �
�
�
grievance a designated EMPLOYER supervisor shall ' �
�
meet with t e UNION Steward and attempt to resolve
�
- ;
the grievan e. If, as a result of this meeting, the
;
grievance r mains unresolved, �the EMPLOYER shall
reply in wri ing to the TJNION within three (3) calendar
days followi g this meeting. The UNION may refer
the grievan e in writing to Step 3 within seven (7)
- calendar da s following receipt of the EMPLOY�R'S
written ans er. Any grievance not referred in v�rritin�;
by the UNIO within seven (7) calendar days following
receipt of t e EMPLOY�R'S answer shall be considered
waived.
Step 3. Within seve (7} calendar days following receipt of a
grievance r ferred from Step 2 a designated EMPLO�'I�I�
supervisor hall meet with the UNION Business Manager
or his clesi ated representative and attempt to resol��e
the grievan e. Within seven (7) calendar days followin�r
this meetin the EMPLOYER shall reply in writi.n�f tu
the UNION tating the EMPLOY�� 'S answer concerni:��Y
the gr�evan e. If, as a result of the wrii:ten respc�r�sc.�
the grievan e remains unresolved, the U1�I01�T ma�Y
refer the g ievance to Step 4. Any grievance not
s
� .
referred to in writing y the UNION to Step 4 within �'
�
seven (7) calendar da s following receipt of the
EMPLOYER'S answe shall be considered waived.
�
Step 4. If the grievance rea ins unresolved, the U1�TION m.ay �
�t:
�:
. within seven (7) cale dar days after the response of �.
the EMPLOYER in e 3, b written notice to the �
P Y
EMPLOYER, reque t arbitration of the grievance.
The arbitrat9.on pro eedings shall be conducted by an �
�
arbitrator to be se ected by mutual agreement of �,
�
the �MPLOYE R a d the UNION within s even (7) calend a r �
.
days after notice as been given. If the parties fail �
to mutually agree pon an arbatrator within the said
�
�.
seven (7) day per'od, either party may request the �
�
�
Public Employm nt Relation Board to submit a ;
, �
�.
panel of five (5) rbitrators. Both the EMPLOYER '
�
and the UNION s all have the righ.t to strike two (2)
�
;�:
=
names from the panel. The UNION shall strike the ��
�
�
fi.rst (lst) name the EMPLOYER shall then strike .:
�
�
one (1) name. he process will be repeated and tlic �'
�
�
,
remaining per on shall be the arbitrator. �
�
�,
�
�
�
�
a
�
�:
, ;�:
23. 5 The arbitrator sh 11 have no right to amend, modify, ;�;
`�
nullify, ignore, a d to, or subtract from the provisions ��
t::.
of this AGRE�NIE T. The arbitrator shall consider and
:}
decide only the spe .ifzc issue submitted in writing by the '��`
�:'
EMPLOYER and th UNION and sha11 have no authority g�'
t..
� to make a decision n any other issue not so submitted. ;.�:
�_
�.
The arbitrator shall be without power to make decisions �
}�-
contrary to or incon istent with or modifying or varying `��
in any way the applic tion of laws, rules, or regulations �;
�
. having the force and ffect of law. The arbitrator's
decision shall be sub itted in writing within thirty (30) ,�-�:
�
,:
days following close o the hearing or the submission
of briefs by the pari;ie , whichever be later, unless the
;
parties agree to an ext nsion. The decision shall be based �
solely on the arbitrato 's interpretation or application of -
�`
the express terms of t s A.GREEME'1VT and to the facts of the
grievance presented. he decision of the arbitrai;or shall be
final and binding on the MPLOYER, the UNION, and the e�n�}l<>�t � � ;�
23. 6 The fees and expenses f r the arbitrator's services and procc���1#� :'
;_y
�.
shall be borne equally by the EMPLOYER and the UIVION, prc��,�i;a� � =g
a;
:;_
that each party shall be r sponsible for compensating its o��n '�'
:�
�,
,
representatives and witne ses. If either party desires a re►'�>,:��°"
record of the proceedings it may cause such a record to 1-�c? .�'-`� '`'
I1Y'C�G'1C�l.,i`1S� tl r1c1.y';i t)'� �_.')�'. IC.'COY'lt.
23. 7 'I':he tixri•:: Iizn�_f:� St ��.a.c}i a�:�;p c�i t;F�i.� j�7:•��,c�.fita�•c� .��ay l,c� �xtel�cir.,,:i i;.,
„ ,
� � � J ,
I11U'LUdi �;,Z�i'E'i�C71.('iit �+ iil�:: �'_i�11� ._;�_}� � ft �,1iC i:1C �)�!�(1i`i.
��:� 1.L��:li�1r.��� l.Ji.�'� �lV.�-.:>�,�i�i��Vr.3,.1.L��1.i. ,. �
2��:. 1 7�'s�r� }�:�ft�iPLO�'T:,�4=� z2 4y, at wrzy ii.��zc, cit�rin�� �}�c� duxatw.,�� of t!iis
�.LZ����iii i��'i1=���j'' COCl'l�tl.;t OU� Z�1CaT'i� CiOi)('. �)y' �;}"lf': Gx21�!�.QyE:E.�� ;',O�E::�'E.'.{]'
by tl�is �.GP�CL�V� �:�,T. In i;he �vent t�.�:�t such c�>ni;racting ti��c���l.i
result ir. a r•ec��tcf;:i� of the wc���k fo.rce r.a-cTerect by �:hz:.� 1��.GRI�:�r�;�'[3.a�'�<''�'.
the L1t�TPLC�'T-�`�� ;�kz 11 oi.ve th� T7.i�,�IO� a ni.riet�� (9U) calLncia:r d«y.
notic€; af the �i�t.en�:i n to s��1�•-coz�irar.c.
�4. 2 The sub-contraci.a.ng oi �vark dor?�� by tl:�e em�?oyees cavei ed r>y t):u:;
- AGRr1�1\iI'iatiTT s��lll '.n a11. cases be made only to em��loyers �,.�ha
qua?if5- i.n ac�ordanc �rith Oruzt�ance i�TO, 14013.
25. NON-DISCRINrINI'�TTON:
25. 1 The i:e;rms and condit ons of t1�.i� AGIZI�T�rv�iiJNT �rsill be appli_�d i.o
ennploye�s eq�ially �vi �ou� regard to, or discrimination for or
against, any zndf.va.du 1 because of. race, color, c.rced, sex, a�;'e,
or because of mcmbex� hi� or non-xnernbership in the U1L�ION.
25. 2 Emplo�-ees will perfor 11 thc�ir duties anc� responsa.bzli.ties in a
rion-disc��iminator,y rs� iner as such d.u�:zes and res�>onsit�il'zi.i.c.�� ii�ti%ol'�`�'
other employces and th . g�eneral pul�lic.
3G. SL�TER1�.73II.�I':I'l.':
26, 1 In t}�ie event tl�iat, aply pr� v�isiar�(s.) of this AG1�Ti,F?1iI�N1' is dc�s�]G�.z�-etl
to be cc�ntrary tc� la.��t b}� pro�:,:�r 1.c�;�i��l�tiv;�, a,?.��n.ii�istrativ�, <Z,,
judi�:.=�1 �.�ut:��o��it� fx�ozn �.rl�ose finc3a.n�,;, cic�tnrxni��aticaz�, c?r c;i� t.r��e nr>
ap,�f. ,; t�z3;:�n, ti,�.;c�:Ei ,-;� �-�.��ozz�.>> ;4:z�:�1I be voidc�c�. A.11 oti�ei•
�, -
pra�r:sznns `�f�.^.tI �.c:s�i?tzt�c� i.n fit�.7 �'c3rc.t� �r:d ex's'c:.,�;�t.
26. 2 �l'h� ��;�•r��ics �_s�7,r.•c�.:-� i.o, upo,:l �xrz�'t1;en �n.�>txcc;, eizt�:r i_�7�t:^ n��;o,:3.<,�,���.�1<;
t(7 '(?1�lt�C� �:�2E"_' \'C`.(_'(�C� j1I'O�'7�`�:i:):�� ''{� �:il(.', f1�il�I"�'1�T�'j�'l.i�`a`�� :i.1"] CO11ij.�1.1�1I:rC•.'
, . . ,
VJ1f,�l "f'�;(.'. ��.'£ �`�1-;l.,T..1VE',, `.3.c_ti�.1111.�i�.1 �l�.rC', OT' �1;C7. ... :�� CaP.iF'.:t'tI!l.i:�:i,i.lC�l�,
, ��,t
;�%. WA.IVEEi:
27. 1 The Fl�,2PI �Y.E��,li a.r�J. �tiie T��'IQ�T aclrz�ov�ried�e fhat dlarirzg t1;e �
- :i Cf p c. 4 �j�7 T1�����r� ,
mec�ti.ng an�� �.<��ot:i�.j:in�, vrizich rc�.�al_�ed in thi:� 1�.GIZl�;�.,�t�i���. ,
each }�ad the right anea oppax�tu ity tc� m.ake ���oposa:ls ti;rit''ri
respect to ��n;- subje�ci; concex�l ing �:tzc� f,erms ^.nd co,:di.tio,�:�
of errlr��Qyme.�t. T1ir� agreeme 'cs and understar�di.Yi,� r�eac��ed
bv the parties afteY• �Lh�; exerci. e of t'his ri.g��t ax�e ful7.y ar�d
campletely set fo�°th in t��is 1� sPI:L�\iFNT.
27. 2 There�ores -E17� �I���i'LQY:�P a Ad t;;e UNIC)�T I'or �he duration of. t'his
AGRZL:MPIVT �gree tl�at the tl�er pu,z'ty s��a7.I not be obli�.�.ted. to
meet anci negatiate over any t rm er con�it:iQns of emplo�tneni:
z�hether speci.f.i_ca.Ily covez•ed r r�ot s��cificall.y covered b�= t�iis
'`-R1;ENiT;NT. The UMON a .�z T;?l-Tl'L�JYER may, hntx;e�c�er,
:ually agree to modify any pro�cTi.sioii of tk�is !�GR�Ei��II�ivT.
27. 3 Any and al1 prior ordinance�, aoreen�ents, resolutions,
practice�=, po.licies, and rt�'. � or regulation� regaxding t1�e
terms �.nd conditians of en^ r��rif, to the eatent they are
i�nconsistent with this ACzl':� :i'`�Ti, are hereby su��er•se:l�d.
r -
.:'i1. .I.,��..?�i.'�ri�,t.�.i��i :�.����J 1��J_tl'�C�l.i.t�:
, .
2i;� 7. Tliz�� 1'°�_Ca�� i�':.�:'Ii'�T`,i'.i' ti;j'1' ; t:;:cora'1c c:'fi��:Ct:i`���: a.S a �iac: c �:t'�t'. oi'
:-�7.S�lllllt>.;, E'.`:CE;}�Jt �i.,� �;�1E; lf.C'��.��' j�=r'JE'IC�GC� t:1,�;t.1�V].SE; 1I1
�1:;'.Y['T��I,1�,� 12 a�^�_i 13, rld s��ali rem�:�zr� in eifv::t throura� the -�`�
ctasr f�f i��-� 1J74, a c� �:or.lti.nL�e i_n eifer.t: firorxr ye<:�r to
yc��..r. t'.�icz�e;��:�tez� u��1es� Y1c�Cice fio c�,ant;:: ar to t�rr.nitz�t� is
�:�ven i�1 tri� ma.riner pr videa in 2P, 2.
28. 2 If either �art,y desil�s o i�c�rzninate or modifST this AGFI��i;���L,i��'I',
effec�tive as ef the clate f expir�i;ion, i:he par�y �-ishing to
modify or terini.naLe th ACxI�FENLEI�T s�all� give �fJritten
noti_ee to the c:�ther part , r�ot niore than ninety (JO) or
less than si<�ty (60} cal nc�ar cia5=s prior to the expiration
date, provideci, tl�at th AGR�Ei�-TLNT may oi�ly be so
terminated o.r modi.f.ied effec�;ive as of t��e ex�i.ration date.
28. 3 In conside�ation of the tei ms and conditions of e�nploy�nent
� esta.blished by i:his �. R1;];N1�NT anc� th� recognition that the
GR�TV�iNCE PI�OCED 7Ii1; hcrc�in establislzed is the means
b�r wliic}1 �rievances c ncc>rz�ing i1:s a��plication or inter�n�et�ita.oii
may be pea.cefully� res �Ived, the parf;ies hci eby pledge t:h�.t
dur°in�; the t�x�in of tti� AGREFl�rI�NT:
2�. 3I TI2c UItiJ:O?�� an ti�e enz}�?oyees �,vill not enga�,e in,
iz�sfi<fai:e, or c �a:�c�c�rie ar�.,y concer•ted actic�n. in ��rhxcl�
errip�.c��-et.s i'ai.l co r;�poi•t for duty, 1=ai11`rUll�r ��;c�r�t
k+ . . .. ...... ... .. . ,. .. .. .....
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T3t�sir�t,��., ��1��zn:.ir,r,;•
� -
I)irc�ctor, llepa .r�;rlent of'___.__,_._.___.
�a inance and 1'V[an.aoement Serv.ice� �
Cha:ir3nari, St. ]'aui '--"--�-
�vil Serv.' , Cozn.zn.ission
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elected �(:o }��e ",�r.�an.lfai:her� " as ���rc��rid�cl hy 12. 2. t;c� a ft�nd
establi.�Ysed for t1�e pur��o��;e of rnaintain�.ri�r �. tr��rl�n.g t�ro�;rain.
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k�e �the respor�s:�l�i..lity o:� �:��1� Tr���s�: es of t���l� t=ari.ous fu.zic�s t�.o ZvTv.c:h tl_l��
E1VI�'L.GYi�`?� 11:{,� fo���ti�,�ax•ued cotii�� ,a�:i.on� ar.d/ar dec�uc�ions.
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° �' �,�ai��_'��'�1��'�� _l. i: �:Ax�.�.I E.:Ci .L:Ii.0 C3i:1. �di�.- ti.F�, ;��'i- Ol l. �-S.,
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. ��73, Ue1:`�eeri the Ci��; cr� �i:. I�'���� he� c,�t;�����:,� ref�z�z�c� to as �lre� I;;�7P��,;.1`,`;�:;�
and the �.�i���l� �_tl�e.f�4Yh F���ri.� i�.���v�41k � it.i�l�.�z. l�lsLl��..���F.•S,<r.�.� l✓1�r�1.���st_f.:`/:. ' l^�, E ? f,.�t',i�.. �
���, � ��
hereinafter referred f.o as t�e UNI ?\T.
The �MPLOY�R �na the UI�TIO concur that this �LGREENLCI�T'T' has a� ifs �
t• ., �• r +r„ � ,;t• r +v,� Cit�y of Nt. L'at�l fc� t;:e
objec�lv� the �;r:�m�c�ar� ol � a� re� c��.�ibi�. ze,� of ��... y
benefit of i;he general public thr�ug� effective labor-ma.riagement cooperata.o3�.
The EMPZ,OY�R and i:he Ul�?IO� both reali.ze that tlzi.s goal depends not �nly
on the words in the AGhEEMENT b t rather primarily on attitudes bel;ween
people at all levels of responsibilit . Construct9.ve attitudes of �i.he City,
the Union, and the individual e�nplo ees will best serve the needs os tlze
_gen�ral public.
1. PTJR POSE
. 1. 1. The EMPLOI'ER �nd �le UNIOl�T agree that the purpose for
enterS.ng into this AGR i�N1�NT is to:
1. 11 Achieve orderl and peaceful relations, thereby
establishing a ystem of uninterrupted operations
and the highest Ievel. of employee performance that
is consistent w' h the safety and well-being of aII
cancerned;
1. 12 Set forth rates f pay, hours of work, and other
,
condii;ions of e ployment as have been agreed upon
by the �MPLO� � R and the UNTON;
_ 1. I3 �$tabiish prace u�es i:o o�derly and p@acafuily resolve
c�is����c�s as to �; i=;; ap��lic:ati�ii �r int�rprei;ati.os�. af
flai.s �.�J�TENC)J Triry �ritha�ri lass of mai�pov,rer �roductivit}�.
1. 2 `I`he L1�1�':�.�OYF� �iact t e Ul�TTOlV agree i;hat thi.s .L�GR:C;EIVIEN'1,
serves as a :�upplcame t to Iegislation that cx�eaies and direct:s
the.ENIF'L01'�R. If an part af t:his .A,GRLE1!fTNT is i.n
confli.ct v✓ith such legis �i;i.e,nf tl-ie �att�r s}-h_al.l preva?1.
The parties, on writte notice, agree to negotiate that part
� in conflict so tl�at it co orms �:o the statu�e as provided by
Article 2G (SEV�RABI ITY). '
2. RECOGNITION:
2. 1 The EMPLOYI��R reco izes th� UNION as-the exclusive
xepresentative for coll ctive bargaining purposes for all
personnel havin� an em loyment status of regular,
probationary, provisio al, tem�aorary, and emergency
6
employed i.n the classe of positions defined in 2. 2 as
certified by the �ureau of Media�:ion Services in accor dance
. wi.th Case No. ��3-° C't�w ��+�°��dated �#,,vb�e,�- '�� e�%"�j .
��
2. 2 The classes of position recognized as being exclusively
represented by the UNI N are as Iisted iri Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retain the right ta operate and manage all
manpower, facilities, a d equipment; to establish functions
and programs; to set an amend budgets; i:o determine i:he
utilization of i:echnology to establish and modi�"y the organ-
izational structure; to s lect, direct, and determine the
nu�:nber af peA'rG�71r1C1, a��ic� t� p�r�;��-°T-n az,�r ir�l�c�°en#: managerzal
' ' �' I',y �' � iteJ. by ;�iis l�.:a�����;.i��i\'l��NT.
fuzzctiorl nUC s��c.ciAz��=ti 3���.
<<
3. 2 Any tersn o1� co��di�tzoz� c�f. e�nploy��.�?1�" noi e s tablished
by this E�.GRI.-�E]���EN'r shall remaa.n z�ri�tl: 'che T�i1a_PLOYEI�
to eliini.nat�, modifyy ar c; ta�lisl� ioilcv�ing wri.tten
notification to the UNI�JiV.
�}. UNION R�GHTS:
4, 1 The L112PLOYER shall ded ct froin the ��rages af employees
who authori�e such a dedu i;inn u� wr•iting an amount necessary
• � to cover monthly UTTION d es. Such monies deducted s11all
be remitted as dir�cted by the U�TION.
4. 11 The E112PLOYER s aIl not deduct dues from the
wages of employee covered 'ay this AGR��TJ`�� I�T i
for any other labo o�gani�ati_on.
4. 12 The U�TION shall ii demnify and save �harrnless the
EMPLOY�R from ny and all claims or charges macie
against the EMPL YER as a result of the
implexnentation of his AI�'�'ICLE.
4. 2 ,The UNION may designat ane (1) employee from the bargainin�;
� .unit 1;o act as a St�ti�ard a d sha11 inform the ER2PLOY�1� in
s
,
; writing of such designatio . Such employee shall have the
�
� � righi:s and responsibilitie as designated in Ari:icle 23
a
,
,
; (GRIEV�INCE PROC�DU. �).
,
4. 3 Upon notifzcation to a des gnai:ed �MPLOYER supervisor, th��
' Business Manager of the INION, or his des��nated represcril,�tiv�-`.
;
� shall be permii:ted to ent r i;he faci.Iities of i:he EMI'L.OZ'1'%►Z `'``t"`rfi'
eznployees covered y t}ii:> I�.GPE?�IVD�NT are �:�ar.king.
�. SCOPE QF TJ3F AGRE�N1; T
Th9s AGR��M�I�TT esi:ablis es t1�e "terms ancl
conditions of exnplo5�ment" efined by M. S.
179. 63, Subd. 18 for all emp oyees exclusively represented �
by i:he UNI�N. Tnis AC�P�EMET�7T �hali supercede
such "terms and conditions exr.playment" .
es�tablished by Civil Service ule, Council
Ordinance, and Council I3eso ution.
6. PROBATIOI�TAI�Y PER]:ODS: ,
. . �
G. 1 A:Il personizel, orginal y Yiired or rehired followirzg separatian,
� .
in a re�ular employme t status shall serve a six (6) month's
probationary �eriod du ing tNl:�ich ti.xne the employee's fitness
and abi.lii:y to perform he class of positions' duties and
responsibil:ities shall b evaluated. �
G. 11 At any tizne dur ng the probationary period an
employee may b terminated at the discretion of the
� -- �MPLOY�R wi out appeal to the provisions of
ARTICLL 23 (G T�VANC� PROCEDUR�).
G. 12 An employee i;er a.r�ated during t11e probationary period
shall recei.ve a r�i;ten notice of the reason(s) for such
termi.nation, a c py of ��vhich shall be seni; to the UN70N•
�. 2 lxl.l p�r�c�nr�el p�•cno9�ec� to � 1�.;�;�:��r cl.��sv of p�sitic}ns
shali s��r.tf€ a si� (6t ,��ontl�:3' �3rc,rr�a��.a,:�a1 pr.obata.onG ry
periocl ��aring whic 1 time t1�e emplo�Tee's fitness and. ai:�ili.t�T
to perform the cta s of positior�s' c�uties ana responsibilities
sha11 be evaluai:ed.
6. 2I A�: any tin�e uz ing �;he promotional prabatiorzary
pericd an em.,loyee may be demoted to the employee's
�revi.ously he d class o-f positions at the discretion of
the ElVIPLO� i R without appeal to the provi_siors af
ARTICLE 23 ( RIEVI�NCE PROCEDUR�').
6. 22 An emplo5ree d moted during the promotional
- probati.onary p riod. shall be reiurned to the employee'S
previousi,y lield lass of Posil:ions and sha11 recei.ve a
written notice o �the reasons for derrzotion, a copy of
whicn shall be s nt to the UNIOI�T.
/
7. I'HILOSOPI�Y O:F EMPLOYME T�AND COMPLNS.ATION:
7. 1 The EMPLOY�1� and the UNl�T1 are in fu11 agreement; that
the philosophy of einploy ent and compensation sha11 be a
� "cash" Yiourly wage and" i dustry" fri.n;e benefit system.
7. 2 The �M�'LOYER shall co pensate employees for al.l hours v��orl.c�I
at the basic hourly wa�e ra e and hourly fringe benefit rate a�
,
' found in Articles 12 (WAGE ) and 13 (FRINGE BEN�FITS).
� 7. 3 No other compensation o� rin�� ben�fit shall b�
;
- - accumulated or earr.ed by a employee except as spECif?cally
1
prov:Lde�I for in ti��� ��G1�I�r�ll-i�li,�1'; e�>cet3t 'cizose ei�pic��Tees
�vho ha�re aridivic�l�al.] � op�ic��cc3 to t�e "r;randfathe.r�c�" as
providec� b5j 12. 2. . �
�;. I�OURS OF ��TOI�K:
8. 1 The normal work da shall 1_�e eiglzt {�3) consecuti.ve hours
per day, excluda.n� a thirty (30) minute unpaid lunch period,
between 7:00 A.. M, a d 5:30 P. M.
8. 2 The normal work ��ve k shall be five (5) consecutxve norznal
work days Monday t1� ough F:iday.
8, 3 If, during th.e term o this AGl�i�N1�NT, it is necessary
in the EMPLOYT�R'S udgment to estal�lish second a.n.d thi.rd
� ' shzfts or a ti�ork week of other. than 1Vlonday throu�'h Friday,
the UNION agi ees to nter into negoiiai;ioiis immedi.ately to
� establish the condi.tio s of such shifts and/or work ��veeks.
8. 4 This section sh�1 not e construed as, and is not a guarantec�
of, any h�urs of work er. normal worl� day or per normal «�ork
i
week. ,
8. 5 All employees sha11 be at the location designated by the�r
;
supervisor, ready for ork, at the established starting time
� and sha11 remain at an ssi.gn�d work Iocation unti.l thc end
; of the establisYfed work ay unless otherwise directed by their
�
� superviaor. .
� �3. G All employees are subj ct to call-back by the �MPLOY�� as
provided by Article 10 ( ALL BACI�).
's
:'s
F
. ) •
� � � fn,� °�;;Fcx•k at i��e e:,�tak�e:'.i;r���cci st�.r�.inb �:irrie
8. 7 llm.p?.ayecs ,:.�:L�or�z
� and fcr �a��o1.z2 i10 vv r.l, �.�� a�Tai.lal�le s:(i<�,��. zeccive pay for tzTY�o
(2) ��aezrs, at t�e b sic �:iot;trly ra.te, unless notification has
been given not to r port �or vvorl� prior to lea,`cring hos�le, or
during the px�eva.ou work da,y.
9. OVERTIlV1�:
9. 1 All over�.irr�e coinp-nsated for by tTie �MPLOYLR must receive
� � prior authoz ization rom a cteszgnated EMPL�Y�R supervisor.
No overtimc.�f✓ork c aim will be honored for payment or credit
unless approved in dvance. An overtime claim wi�ll not be
" honored, even thou shovvn on the time card, un].ess the
required advance ap roval has been obi;ai.ned.
9. 2 `I'he overi:iine ra.te o one and onc�-half (12) the basic hourJ�
� �
rate shall be paid fo worl� per�oA med under the iollo��a.ng
circumstances:
i
� 9. 2I Time worked in excess of ei.ght (8) hour� in any one
noi mal ��vork ay and
9. 22 Tim.e worked on a sixth (6th) day following a norm.al
� work week. '
9. 3 'The overtim� rate of two (2) times the basic hourly rate
I
� shall be paid for wor performed under the follo�ving
� . _. circumsi;ances:
i
� 9. 31 Tixne worked ��. a holiday as �efined in Article 16
� .
4 ' (HOLII�AYS);
� _ _
� 9. 32 Time worked n a seventh (7th) day following a
�
'� nor.inal work eelc; and
�
��
Y
• Q. �� �':iJ�i1C' �'JO:rl C',Ca_ 171. C'X�:,c'„» C�f �:'.l�rf'�_V� ().:>) CGl1���C?1{i.`.'�
l�ours in a �Lt-����1;jr-four (2�+) hour pe��i.od, provi.elec3,
tl�at all "e �e��ex�cy" txTorl, z•equii ecl by "Ac�:s of
Gad" shall e �ompen�af:ed at i:he rate o£ onc and -
one-half (12 .
9, 4 Tor the purposes o calculatin� over�ixne corr�pensati.ozz overS:itlzc
hours v,�orked sh�.11. �.of. be "pyramided'", coxnpoun.ded, or pai.d
� i;wice for t.h.e same ] ours workedo
9. 5 �}vertimc hour.s wor ed as provided by tl�is �1RTICLIia shall
be ��aid in cash.
I0, CALL BACK: '
10. 1 The EMPLOYER ret '.ns the rigl�.t i;o call back employees
bef.ore an employee �i s started a narxnal v�rork day or norJnal
work week and after a �mplo��ee has comp�eted a norrraat
u�ork day or normal vr rk week. .
i
10. 2 . Employees called bac shall receive a minixnum of four {4)
' hours pay at tlie basic ourly rate.
10. 3 The hours worked base on a call-back shall be compensal:ed in
�
"s accordance with Artac7e 9 (OV�RTIMF), �when appla.c�ble, and
�
' subj ect ta fhe minimu esi:ablished by 10. 2 above.
4
� 10. 4 Employees called back ur (4) hours or less prior to their
,
5
�
. _ normal work day shall c mplete the normal ��rork day and be
Y
� compensated only for the overtime hours worked i.n accordance
�
� with Article 9 (OV �RTI �,),
;,
� .
i
t
�
,
�.�. WOIzK .L0�1�'i IO�v:
. 21. 1 Lmployees ;���a.11 rej�ort co w�or�1L �c�c:��.ti.�n �.s assi.;ned
by a desigxZa�ec� EMPL Y£F� s1zp��rTTi�or. Duriiz�
i;he nox�inal �>sor]� day e . ��Ioye�s may be assigned
to otlier �vorl> locata.on� at the caiscr.�tion. of �the
�NIPLGY�r.
lJ.. 2 Employees asszgned to vork locati.ons during the
. norinal v�Tork day, oi;he than their original as szgn-
m�nt, and v�rho are req ired to fur.nish their o�Tn
transportation shalJ. b� compensatea for milea�'e.
12. WAG�S:
12. 1 The basic hourly ��Tage ates as esiablished by Appendi�
C shall be paid fo� al hours worked by an employee.
' 12. 2� Du.ring the thirty (30) alendar day period foll.owing i;l�ie
�
i
signing of this AGRFE 1 � 1'�TT regular �.nd probationary
a
�
Qmployee� shall hav� t � individual ehoiee of optionin�
to Ue cov�rQd by �:1z� fo J.awin� frin�e ben�fits ��tablished
� Uy Civil Serivcc� �ul� o by Cii;y of St. I'a,ul Council.
,
,
+ Ordinanc�� or Resolu�i n�.
s
! 12, 21 Tnsu�ance b�nc� i1:� �.s established by Ci1:y of St. Paul
� '
i Cc�uncil R�sol tions. �
; . --
� 12, 22 Sick L�eave as st�.bliShQd by Ordinance No. 3250.
�
,
�
� _ � . Section 35, 5ub ivision I�.
�
�
.� .
�
;
t
e
.{
� 1�. 23 �V��catzc�n as st���l�l�;�?xi:c� �_3y O��aina�ic�: T��oe o4��0,
SecY:�oi:i I,� Su c'��v�sion �{`.
12. 2�': �:i.rie (9) Iega h�liciay� �s eCtabli.;71.:�d l�y Ordinance
No. 6446, Sc� tion 1, Subc�zt%isi.on G.
].2. 25 Sever. ence be efits as establishecl b,y Ordinance '
No. Ii490.
Emplos=ees wlio indi�= dt�al.Iy elect 1:o be "grandfathered"
and eonti.nue to be co ered by i;he e�>isting Cit�il Service
Rules and by Municip 1 Ordinances and Resoluti.ons
stated above shall be ubject to aI.l oi;her provisions of
this AGR�ET�!CENT, b t shall not IZave hourly fringe beiYefit
, contributions and f or eductions made on their behalf as
pro�ided for by ARTT LE 13 (FItINGE �3E\T�FITS).
12, 3 Regular and proUatior, ry e�z�loyc:es noi; electin�; to be "grandfather. ed"
shall be cansidered, f r� the purposes of this AGPEEMS:NT, part-
i
icipating eil�ployees an shall be compensated in accordance
with ARTICLE 12. 1 (��r G�S) and have fringe Uenefit contributions
and/or deductions mad on thezr behalf a� provided £or by
a AI�TICLE 13 (li RINGE �NEFI'�'S).
; 12. 4 Provisional., temporar and emergency em�aloyees shall
� be considered, �or tlze urposes of this AGR�LMENT,
�
,
�
� . - parl:ici��ating employees and shall Ue compensated in accordance
j �
� wii:h ARTICLE 12. 1 (WA �S} and have fringe benefit contributions
�
� � and/ar deductions made in their L��half as provided for by
� .
a
� ARTICL� 13 (FRINCxE B iJN�T'ITS).
�
�
�
�
� ,• , � �.�. J ji�.1. 7't ��;i�.�_d_7 , ��.�;I�:�iE»'.:, iJY°4� .?;� :;li�i�_� t-f J:�1��C>?`��_L�i�� 2Y7.�
� � � " '� .�2 r.,Yl l.l�r.
. G'1�"1C'.l �it:il_C�� f']:Yiii1.L)�rCE�3 'J7 i��i.1.c�-rC.C3 �l1 .(:r (fi�'. �1c?.��:E' O _ C.1.1C � n a
� of �l-�i.5 l�G]"� ���.;:�,/�'�.j�.T'�' .�;I ��;_7_ be co����,�c�i�:,��:d, for '��i�s �->ur�po�se ef -
this 1!1GR.?�r�;?�![:F;1��`I', pa� i.ci.��a.t�i.r�(; c,-�lj,'lo�yees a;.�d shall be
� compen�ateci in acco�rcl��i ce �=✓itl� I�R'I'1CI_,L I2. I (ti�r./1Ca7=;5) a.1�d
have fri�zbe benef.it; cont.i°"butions ����d/r,r deducf�a.ons i���de on ,
tlieix• belialf a:; �srovideci or by AlL':['IC:�E l.3 (I'IZINGF 13E��I:1'I'TS).
13. I'R.INGF I3EI�?I�I'ITS:
13. 1 The FlVIPLO�'E�:. slial]. x�r; Tce cor,t�-i.k�ut;o��.s on behalf of and/or
mal:e deductions f.ro�n t1_�e �,vages ci eni�l.oyees covei°ed by tl�iis
AGR.�FMEN�L' in accardan� e with A7�pendi.x D for a.11 l��ow-s wo��ked.
13. 2 The EIviPLO�'LR sha11 est< blish ��'orl�n�ari's Conzpensation,
` Unemployznent Coinpen��a.ti !�, and P. �. R. A. Retireme�it
prograrns as rea1..ired l�;r Tvl'.nnesota Statutes.
14. . SEL�r,'TIOI\' OF FOr.I��2�I�r AT�1D G t I�TFRI�L I�ORE��1�i:
14. 1 The selectioi� of p�rsonzzel f r the class of positions
shall re�nain solely witli 'che
EMPLOYI;R.
14. 2 The class of posi.t:ions
shall. be fiZled by en�.��loyees the laargaining unit on a
"tempc�rary as��igrimeiat",
14, 3 All "tempor.a.ry a'ssignnnents" hall. be made only at the direcLion
' of a desigt�aL-ed �I�QP.LOYER st per��isor.
14. 4 ,Such "temporary assi�ilinents" shal..l Ue m.ade only in cases
��hei•e t).le cla��s o.f. posi.tions is -acat�t for more t11an onc (1)
;
normal worlc c�ay.
,
15. 1�I��.l'IPI�11�1!:iU� :
em loyec�� sh.al.I �,eti��e fro �ini,layrnc�n�: �rit,li �;'n� 1'�i';�II�I�O�'7�I�
I�.l.l � �
no later f:ban fhe ��-�st ca.l��ndar d��y of tlze 7:i�oria�l� i�1 �xrhicl� an em��lo�rc,c�
becom-e;� sa.::'cy._fi..v� (65} years o1_u.
16. HOLIDAY�:
� 16. 1 T�!e f:oJ_lovzin�; rzine (9) ay5 �l��.11 bc deti.�.g�natec± as ���olicia�>s: �.
1\Tew �'ea.r's Days �Tanu ry 1
Pz esident's Day� Thir Monday in 1,ebruary
R,Zer7zor;.al Da��, 1as1; NI ��.da� in Nay �
, Independcnce Dwy, Jul 4
Labor D?y, fi_rst Mon ay in Septernbe�° �
Colunlbus Day, �econ �J[onday i-��z October
� Vet�r��n'��Du.y, four±h ?1�1-onc�ay in Ocio'��i
Thai�l�sgi�Tzz�g Day, fo x•tl� 'I'liursd<<� ai� i7ovenll��;r
Chr.is�i11as D�.ST, Dece zY�eY• ?5
].G. 2 W
her� Nev�r Ycar's Day Independence D��y �x Clzz�stmas DaY
, falls on a S�_lnc3ay, the follo��i.ng Moiid��.y shall be eonsider. e�cl ,
n' the clesignated holic�a5 . VJ�l1�T1 anY o� �11ese three (3) halidays
� lls on a �ai:�zrdaY� t� � �reCea�11� Fric�ay slial.l bc considered
f.a
;
;
the designai:ed holida . ___
�
� - -
16. 3 T1ze riir.e (9) huliday� sliall be consi.c�ered non-��ork davs.
Ya � � � i, - ersonnel. are necessary
16. � If, in t?ie jud�;meni: of the 7_,Ml LO.YLK, p .
• for operating or emc g;ency re�.sons, ei�n�loyces may be
scl�cduled or ''cal�.ed �a�lc" i.n acco�°dance with 11rt.icle 10
;� �c1�LL ]3ACI�). _.,:..., ,._,.,... .
�� .�,T,:_ _ .
> W.�. ... ..........
_..s._ .,,..,�._, .,�.
.... . . . . . . .. .r . .
. 18.1 �mployees v�Tho are una le to report far tl�ieir normal z�ork day �1���'f'
the res��ozzsibili.ty to no 'fy 1;}�eir supervi.sor of such a,k�sezlee a`� ��'t"'
's as possil�le, but in no e ent lai:cr than ihe beginnin� of such �vr�i�l. ci;<<�.
1B. 2 Failure to inake sucl� n tif.zc�ation �nay be �;roun.ds for disci.pli�lc� �1��
, - ,°��r ��:����:?��;L�_z1 a,�+-����=: � �i:,l�>�-,I..r�r.�r.-�:�:7��T �-���ocrr.� r��,1,$).
19. �
In tho event it is detezm.ir�ed l�y tlie ]'%MPLOYI�R i:1�f�.t it is ne��'`'`"�' � �
. reduce ih�c �vorl; force em.ployc�5 wiil b� laid of� by cla�s tiil�, ��,�tli:;-:
� � rtinei�.{: base on invcrsc len�;t:h of "Class Se�7i.or.�i.ty, ��
each Dc.�aa
l�rs���loycses laic� off sh ll_ llavc; ii�e .ri.�;l�� to rei».stai;�r.�ent i_u
� '
�
I • - �.rticle 17 (DXSCIPLII`T P�' PROCZ.DITR�
�
� 20. 5 There �hall. be no wor.k stoppage, slo«� d:--�:�n, or anSr
� disruption of r�rork res l�.i.n; from a «ork assi���ment. �
� .
�
�
y
�
�J, �,F�1�.��1.liitrj�J_L�1\: . � . . . . � . . . . .
. 21.. 1 EmployeF ��- :ilz;.��ir.s; �� ��x�o?��:�:ior ,.3�.Y ��� �`e�u1,�.r �:r���7�.ojrn;�>}zt �.t,_�tu;�,:
sla�1.7. �.ie co�xs7c�erc; �;e�:,��z a:l:ecz ii.°o��� er.,�p1u;T,���:r�t 1��.�,E;c; o��z ihe
�G.�ZOYvVI_t7.�s' ci.C'i;1U.-QS:
21, 11 Re:�i.t;na.fi_on. Er�n_pl.oyee� rc.s;_�,mi.n€; froi�� erz��_�lo��nic:nt s)�r.;.lJ.
give �V•ri.ttei�. no�:i.ce fourteen. (l�i} calendar c�aS�s pri-or
1:o the eff:eci; v� af t1�� rc�ignation.
21. 12 P�e�irerr�e�1'c. l�s prov;.cic�d in Article Z5e
21. 13 Dischar. ge. As r,rc�vi.ded i.n Art.icle 17.
. 21. I4 I+'�i.]ur.e to R �i�ort i'or Duty. A.s provided in 1'�x•�:ic1e ].3.
21. 2 �znploye�s ha.v9.ng a emergency, temporary, or provisional
_em�ploy,z,.e�n�, si;atus n ay l�� terminated at thc di.scretion oi �11e
�NIP�,0�1T]�li berorc t � com�le�?�n of a norix�al. work da,y.
22. TOOLS:
AIl employees s1:�all persvna 7.y px'ovide themse�ves t�rith the tools
�
of i;he �.rade as listed in I-�.pl�..ndix �.
23. GI�IT�VAI�TCL PT7CT�DURT',:
4 23. 1 Th.c E1�![PLOYI�R ulzal recogi.�zc S�etivards selected in acco�dailce
a
� � rz S.evance rc r�sen�:ativ�.
� with U1`:1C�IV rules and regulations a� the �, l�
,
4
of the l�ax•gainS.r..g t1ni�.. TYie UNTC)T�T sha].l noi;ify �:he F1�-7 PLOYI�1�
�
� in ��rx�iting of the iiaine � of the St:�wa�°ds an_d o:f their stzccessor::�
!
s �
i
J � -- when so �zamed.
� 23. 2 It is rec�gni.zed a71d ac epl;ed by t'rae E1�2PLOY�R a.i-�d i;l�e UI�T�.O:�`
�
� . � _ i;hat the proce��i.n�; o:f i i.evances �.�, J�ereinaf.ter proviclecl is 1i7;::'' '
'� Uy tlle jab duties ancl r sT�onsi.l�ilities oi' 1:11e employces a.nd :�l�r�ll
� i:herefor.e l�c accol�n.i�lis ed ciuri.n�f wo�^l�in�; ��ou�°:� only ��rl��=n
l
�
3
i J , �
� � Cl7i1c:,,..�1 �.:.1� 1���.L�a �,�?,. � �F�>� ('iaL,F,�� :;3"?:� 1't.'.�,�lCJ:1�1� �.1.�,I�t,J ;'.�"s� . �
',
. " ' ` t l a �., ( 1 E � � C � � I .�� f�E 7 •
.... . - :
� �.� , � s• _i(
.
-��
,_
�1.'I.l.E'. ��',.C'vd<...Cl 13�1r0ivi:l. �1I3'1' ,. .� — . t'_'�G . . :`j1fx._._ 5' ' . ,�
�
1�.0 �.OS:; �l:l .��::.`yT ��Ji1�::1� ;''7:��:'t�.11^C'. 1 i �3�C�L�o�c{LC� C�U'I'1ll� �'�rOZ'1;3T1�'
}�UU:t';�� ��;t^CTV':.'�.�t-'.<�� �l�lC i'i�,C:l`1'��.l�C',� £:i3`li1 (:E�.E'. (:?111,1].OyE',E; �1�^,:,V�' YI.O�.1�7_C'Cj
and r.ecei.ved tl-ie at��? �o�Tal a; j:�.�7.r �ul���:��Ti;�az° to be absc�nt to
pi�oeess a �;rievaYzc.e �ir�c? tia�.� 4u�.z ��b��ence «Toulc� not be
detrirnezit.zl 'co th^ vTC �k t�z o�raYi�.s of �;I:�e T1NiPLOY��.
23. 3 The proc�dtz��e establi ���.ed l�y �:]iis 1`�RTIC]��� �ala.11 i:�e tY�c sole a.nci
e„clusi�-e p�°o�edu7°F:, xcept for. �he a.p��e��l of di.scipli3lary acti.oli a.�
. pro;��ded hy I7. 3, for Ize proce�s;.ng of gr`ievaiices, ���1.7z.c11 arc� defiz�cd
as an alle�ec� viola�tion of t�ie tc��n�� anc� condi.tions oF t.liis ACzR31En�1��i`;'i'.
23, 4 Gri.evanres shall be r ;=olved 'u�i conform��,r:lce tilith t1�i� iollovring
; .
proc�dure:
Step 1. Upon th� occt rence of an alle�;ed violation o:� �t��i.�
AGR�E��lI�Y�- s the ezrlploye� ixlvolved �hall attem�t
�
� to resolve i:h maf�er ozz an in:iorrnal. basa.�; ���a.�;.1i the
em.ployee'� s pervisor. . If the ma�:ter is rzot r�solved
e to i:he ernplo�� �'s satisf��.ction by tlze informal discu»i.on
ii: may b� red _ced to �1r��ti7�g and referr�d to Scep 2 by
tlie UNIJN, he vrra.i;ten gri.evance sha_ll set forth the
na'c.ure ,of i;}ie irevar�.ce, i:lle facts on which it i.s based,
• - the alleged se tio�i(s} of the IlGP7�F�1VT vi.olated,
and tlze i el.ief requ�sted. Any alleged violataon of the
AGRELl�!II:,I\TZ' not reduced to t�vritzng uy the UNION
'' wi�thi.n se�ren. ( ) calencia7� da,ys of the firsl: occur•re�'l�c'
of the e����nt g'viilg r�i.��e to 1;11e �i ievance or �x�i.ihiiz
Y
__,._-_ _._ /"7\ ,,,-.1�� �.l•�r• r;••�rq :lfit�l' '{11(' (�1�:117�O��E1C�� 1.171�(�17r�1
�.�lE' i;�� ` C>� 1 ;:i-� ':?l�,'�.�:i1C :%� I i.�fC`T1CG ;'� < i�s(� i12i�;L i1;).:.i -
�r -r�:��a��, Of� (�_lE; "`"L1 `;�: O! (!i;i:t'1 f:i1Ge t,♦' "C�1t_'. E',V<'T):i: f;;��'1;"isY' '
.1:C)`,', .i. ,_ �
� rz.�-,e t: ti�e �_fl �e�-ance;, 31���.J.I. b� c��l;.,iciered 4 �3.���ed.
Sf,e��a 2. � V1xt���7. se�r�:r� �(7) ca1-e:?.;c,,:�r days ��.f��ez� recci_�r:En; tl���� v�ra1(��.;
� � �' -,-;,�\,iPL,O�TT�,It �uper.viso7�• sh<<ll �
griev .nc� a c,e,,i_�r:ate_� ��,
n�eet r,ri.ch 1:1��e Ui�iOi� ;�i:e�;r��ru ari_d at{;e�npt j:o z�csol�c�e
t:�e g i.e�T��lcee Il, a:� a result oi �.1iis n�eet:zz�g, tlac.
gri.c� nce rerriains l�nz esnitTed, �tl�ie :Cl��IPLC:��7�I� shall
repl. in wx�i_1;�.ii�; �;o t�^ UZ'vTIOi�T ���ith7.n three (3} calend�lr
days follo�=,ring thxs meeti.zag. The Ul\TIOI�T xr�ay r_efer
i;he rievance in �Y,�riting i.o Step 3 �vi�:hi.z�. SCZrEii (`7)
' . __ c�.ie dar d�ys f.ollov��i.ng receipt oi i:he �l�?PLOYl���'S
` wrii: eii an,���re�< Iln�� �;riet-an�e r.ot; ref�rred in �Xr.ritin�.
i . by t e LIl\T10i�7 ti��itbai� se�,Ten (7) calezzciar dai-:� foli.oz�;-in�;
b rec- il�i: of the EMPLO�'�I�P'S anstiz�rer sha11 be co��>idered
i �
wai ed.
Step 3. V�t�t1 a_n s�ver� (7} calei�ciar days fol�_o�,x��ing receipt of a
x gri vanee rcferrcd fx•oi,� Siep 2 a cze.�ignai;ec� LI�.�TPr.�O�']�,',
� sut� rvisor shall. �nec� ��ri.th the UI`TION Bu�iness l�2aa�a.�;<�1,
` or :is desi�nated z ej�rc;sentai�i�Te ai�zd ai:ternp�: to resc5l;�e
�
` i;he zicvance. ��i.tllin se�ven (`I) calenclar daST� follo�-vii��;
� ��-
� � thi Yn.ee{:i:�g the L?�9:P:LOYER shall rep].y iz� �'rritiz�i�' to
'.�
�
� 1:1ie UNIO'l�T .:i:ating tlie T�11![PLOY��R'S ans�,�rer canc��ri�il�;�
�
� t1a. �.;rievancc;. If, as a r�sult of. the written i•c.;p�nr;e
t th grie����.i�cc �rernains un.re�olved, tlie UNIOT�t r7"��'�'
i
� re er tl�e rievailcr_ i:o �te 4. A.r> > rie�ranc��� r,ot:
�- p 5 � . �
�
;
�
. ,v � A� � .��` 1)� l�i; �T �����, i.f� i �,F��� '�� �,TV'1���?].i) .
- � - � Y'(�J�,'1�.C i: ,. � f s�,.:, .� � _ - _
� • �� i ; of ii.3E,
� � � � �C'.V�LZ�1 ��j� .�.s.;,�cJ�:�'r.L.-i `�:��;'`; .iii�_EOF�.��1"kt iC'.,'.L l.Z.
, '
7'�.L�l��.[;'.� i �_���`�i� �1.1`; ;r�:.'_ �lci.��l l�t::: C.71"iS1.Qi'.1'C?'C� Z'7c�z:lVC:C�,
S�E'.(� �t.
T� f;�l£: �17_t=:�'?._l"1Ct? 1'`��?.T117,1�i �121".1) i',';�C3�_j�'�',Q� �17�: �i��:�.��T\T 1�[l::t��/
1'�Tl.f�17.)1 .�r'VLI:J ���� <'�;.�1:: (;��.� C�2.�S �i���('}` 'C�1C' 7"CS�702']5(' C�t
�;he E�/I�'l�Q�(I:}; i.l.� �, :=�1> 3, l�y ��r��itteil i�:�i.ic.e to t;lze
�]'�'fPLO��i.1�, re.c�L��:�t ,�.rb'�trai.i.o�� of tlie ztie�Tan.ce>
� The arU'tt,i°ati.on. pr ceedxz�.;� si���_].J_ be coric�ucted 1,�5= ar�
arb�i:a�:.to�� to la� �> .Ieci:ed by zi�z��c�_zal ag�°eeinc�rt of
F
the :[�11�1T':[�OTY'T;]L nc� �i}�e UT`�s0�� ti��i.j:hin. ��eti-en (7) ca,l.c:i�-i<�r�
' day� af'r.er Y�otic 31�s bc.en ga���cii. �f the ��artz.c:s fail
to mt�t�a�;�E�� a�:r .e upon an arbitr�-itor tivit���a.;� f;he saic�
se:Ten (7) d:�y Z �riocl e ei..t�ie.�r ��a7��y zr�ay r•eq�.�c;;�i: �;l��.e
. Puulic �mpl.o rrr.�e1�� i,�Iatzol� }3oa.rd i;o �,.�'u�x�zi.t a
panel o� iive (�) azbitratorso 13ot,h the E7�'II:'LO��I,i1
i
az�.d the UN:[' I�. s1�al.l �hav� �tEae ri�;J.1t to str?ke t���o (2)
nai�_�es froi. tr�c; �7z�l:e?� T�ie IIT�TiON ���ial.l stri];�r, ti�e
` first (1st;) zarne; ���c LIVIPLO�I�R s�ial7. tl�ei� s�.r.i.ke
one (1) n� nc. Tl�ze: ��roces� «fi1l l�e repeated a11d tl�c
remaini.l g person sJ1�.11. l�e �l�c-� arbii:rai:o�°.
; ,
a
3
.�
.( .. ._ . . . . .
;�
1
.�
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� �]��iPL�YE�ti a;�id the �1�N1C�1V� az�c3 sJ���::�1. 1z.����e no <��zi:ho7�i�y
t,o rria?��e �. dec�_s�_ �n on any a�:l�er• :�s��ue iiot so .�ub�ni��i;eci.
The azb9.tr ai�vr• s1 a11 b� �c-;i.i,l�ou� pov�e:r� i� ��Za1�e clecisi.ons
contra�^y to or :in onsisterii ��,Frith ox� ma;;ii.f,yin�; ox� �va.ryS.ng
in an�T �xray tT�� a�>>li.catio7� of laws, �°ules, or re��la�;ions
. havi.ng� the farce �id effect a� :�aw. The arr�i.�:r•�tar's
deci.sa_on. ;�'l�al1 bti ubrn�ttec! �.n ��vr.i.ting t�rithin t1i���i:y (30)
davs fo1.7.o�,�in�' c1 se o£ i:l�ie ).Zeari.n�, ox• ta�e subznission
of b�ie�'.. Uy ��I�i� pa �tie�, �,jJ�yc�sevez° bc Iater, ut�less tJie
parties ag.ree �to a�. eltez�;�i.an. T�ie dccisioii siia'i_1 be ba�sc�d
' so.lely on the arbzt�a�or's int�rpretati.oz�. ar ap��li.ca.tz:on of
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tl�.e e�press te�ms of tiu.s ��.GRL:f_�l;�iL�?T and t� t�ie facts of t.l,r
gricv��.z:ce pr•crent c�. Thc deciszozz of tlae axb:i�:rator sl�all. 1�c
final ancl bindi.ng o t11e L1�1:PL0�'1�R, tli.c� U�TIOT�T, and tl�e cri�;?;{�: `=. .'.
23. 6 The fees and e:�:��ei ses fox• t1�e a-r�bi.�raj:or's s.rvices az�d ��rc:>cc�c'c3a':::
s}iall be borne e�ua 1,y by t]�e EMl.']=,0. .�.1� and �the UI�?IOl�T, �>>�c,ti i�it, `
= t1za1: each Pa��ty,. s'l�a. .l be responsiiale lor com�ezzsating i.ts o;`;'►i
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• - repies�nta�;a.v��s �uz wi.t��esses. If. eitlier pa��i;y desii°es a <<e,•i>���ie�;.
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record of the proc��dings, i.t. may cause sucli a r. ecord i:� ►��' r'''"`'��
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i a.�:.'Li.I1St� 8.r1.�' ].T1C11.V"1C�ii'.l �JGCcL17SE'. Or Y'u.CE� CO�.O;�� C1'E-',C.'C�� ��.:•:r 2�C'•r
or bc�c�use o� rnemb:-rsJii�� or no-n--membcrs�y.i.p,xn tl�e L"1;NI:)1�.
� 25. 2 Eir�ploy�t�s r�;ri.7.1 �aczf rr� i;1�°ir c3������z��s ��d z�es�as�szbilaties ir� a
� zzon-d;.U�cri:�ni.,i��tory m_�z�zi-�er a� such ��uti.es ���d respo�i�il�iliii.es in��c�l��t�
� � otb.er er.n.pl.o�yz,e�s a �d t.he g:,��nera� ��t���lic.
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and ot:I�ier cla��ses oi l� si�i.on.5 f;I���.t �l���y b�v cstabli��licc� b�T �i.lie
:I��i\-7Pl:,CJ�'T;:�-i �l,)ir-.��r tr,e c?utic�� nd :ce���pon,;ibi.lii;i��s �ti�,�igned co:�x;c:�
�vitlli.r� tlze juri�;cii_ct:ic,i� of tile 1 ��ICT�T�
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. . �37.'�.�:!iJ.::��1(.�)' > . o . . . < r . .. . • < . . . a . . . . . � . e rl�e i),�.
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Masc�na��,y Ii�.spect r_ . . . . . . . . . . s . . . . . . . . 8. 36
� Z;ffective illay l, 1�73 �L:Ii � basic liour.7_y v,�a�e r,«t.e f�r p7�oviszo��al,
te�.np.>raY•y, a�zd einer�er�cy ern� lo�rees ap��ointed to t1.�c fol.lov;•i.r��; class�s o:� �
posa.tians s1�.all be:
, _ Bri.ckl.ayeY� . . . . . . . . . . . > . . . . . . . . . . . . . . 7. 81
Stone Nlason . . . . . . . . . . . . . . . . . . . . . . . . . "l. �31
_ _ L;.ffective A-Zay 1, 1973 thc. ��asic l�cl.;rl;� w�.ge rai.e f.or re�,ular anc�
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ot thc 'I'rus�:ee� of i:l�i� va.rious 1'unds to tizr�iic}.� t1�.e I�T��:�'L.C�YER h��� fox�ti;�a��•�;cr.�
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�iJ�:l.i�v�'�'i�.^ .
� ' THE CITY r ST. PALrL
and
�,� ��=.�� ' ��` � ��� �!�-�� �� � i (��=� ����'�
� �
����� ���
,
_ .
• ���tl�...r� ����(j�.'.`�t'_.�1���'��Y�,I;, )_s E',x`i'LL'Y`�.'fl ��� C717 {:�it� ;k',�,;'���4 �l �t�,,,�``,,,.j'�..i.`1:.���
►
�Ss?;i, 11et:�r��ez;. �l�e Cit�i c,�' ��t, Paul, ',.�ereznaiter r�f'er�^�c� t� as tl�e :T�.Tv7t�7�C)°,
x J;I��,
i fl� �a r ,..ia ' I�1 6� 4 � �' r�h /� �� ��+1� d'^ t'1, /! ,�" .�
c'1TIti �;�2G' �.�. •��.�+.:`��& �:ti!.� t � �``�.s�-tc%iE• ;i:�- � �� ��-�.�� k%..a,r=..a._ '�-o -.'—' ''°.�°`�e��.'
l��reinaftex• re�°erreci tc:3 �s the LfiTI l�Te
The ENPI�,DY.�'R ar.d the UNIO concuz� tha�: this AGR�T�MI1INT has as its �
objective the promotion o� the res onsibilities of the City of St. Paul f�r tl�e
be,zefa.t of t;he general. pul�lie throu h effective labor-managerr�ent cooperation.
The LMPLO�YT�R and f.he ITNTO �oth realize that i:his gaal depends not onl;;
an the words in �he AGR�ENT�NT u� rath�r primarily on attitudes bel;ween
people at aZl levels of responsibili y. Constructive atta�i;udes of the CitS�,
the Union, and the individtxal empl yees will best serve the needs of the
genPral public.
1. PURPGSE
. 1. 1. The LMPLOYER an the Ul'�TION agree that �he purpose for
enteri.ng into this A �"RLEMENT is to:
l. 11 Achieve o'rde ly arid peaceful relations, thereby
establishing system of uninterrupted operations
� and the highe t level of einployee perfortmance that
is consistent ith the safety and well-being of all
concerned; .
1, 12 Set farth x�ate of pay, hours of work, a.i7d other
conditions of mployment as have Ueen agreed upon
by the EMPL Y�R and the UNION;
1. T3 ��tabii.sh pr cec�ures �o o�derly and p@acQfuily xesolve
' C��:'>�?-�I�:CS cL�� ':4 'f:�i� �?.�?�"J� Ci:l'L:iJI.L i`P_' II).�Gt^ri:1:'�'.tc`k�;J.O:ti` OL
tr�is .AC��ET�i�'.��7`vF1' «it c�i�+: ].ass G� t��.�;n��o��vEr �t�o�,alac�;_��i°;•�
� n rn .. . �n ��!_lr /"�':Tl�T� _ _ T� -rr _ .. . ��. _�. ��.• _, n ,-�r ,...-.,,_ ..
l l
�. G ih<: r.l4�l. LV.L.IUll dF2it L.ik: U�V}. �7 :...vi':;� E...i�;il, 1,i11rS 1i T1`tS:. 1� I_�'ii�j\''�_'
serves a.s a suppl.enz�z�it to �. �icla.tic�t� tha� crLai;es an�? direcis
the,I�MPLC)IPR. If any pa.r of thzs AGI�Z;1�1��7�TT i�s iiz
conflact wii;h. such le�;islai:io , tlze lai:ter sha�l prevail.
Tl1e parties, on vrritten not.cea agx•�e tc� nego�iate thaf part
� in conflict so i;hat it c�nfor s to the statute as prov?c�ed by
Aarticle 26 (S�VF:RA73ILIT '). '
2. RECOGNITION:
2. 1 The �MPLOYER recogni es the UNIOl`T as•the exclusive
representative f.or colle ive bargair�ing purposes for aIl
personnel havin.g an em 7.oyment status of regu7.ar,
probai:ionary, provisio 1, temporary, and emergency
employed in the classe of �osa.tioris defined in 2. 2 as
certified by the B"urea of Mediation Services in accordance
with Case No. ��� ��° ��r��- � dated �i1t1 ��� ��'�� •
2. 2 T1ie classes �f posii;i is recognized as being e�'clusively
represented by the ON are as li.sted iri Appendix A.
3. EMPLOY�R RIGHTS:
3. 1 The EMPLOYER rc ains the right to operate and manage all
xnanpower, faciliti.e , and equipment; to establish functions
and programs; �:o s t and amend budgets; to determine the
utilizai:ion of t�chn logy; to establish and modify the organ-
izational structur ; to select, di.rect, and determine the
nt�nzber �f personnel; anci to ertor�x� any iizlier.ent xnanagF,.�i.al
functior. not specificaTl.y linl;. ed by �t'tii.� AGR�r1V.[ENT. :
3, 2 �1ny ''ierm or cond'zti.on of: e �plc�yn�.c��1i:" not estab�ished
hy this �'iGR�I�I��NT sha.l;. emain ���a.f:3z t�.ie E;i��iPI�O��R
to eli.minate, modify, or es -ab�.ish fo:tloti�ing written
� notificatian to the Ul\TION.
�. UNION RZGHTS: -
4. 1 The �NIPLOYER shali ded ct from the wages of einployees
who autl�orize su�h a dedu tion in writing an amount necessary
• to cover monthly UNION d es. Such monies deducted shall
a
be remitted aa directed b the UNION.
4. 11 The ERZPLOYER s all not deduct dves from the
wages of employe s covered by ihis A.GR��iVLErvT
for any other labo o�ganis�.tion.
4. 12 The Ui�TION shall ndemnify and save �harmless tl�e
EMPLOY�P froi any and all claiins or charges ma.de
against the EMP OYER as a result of the
implernentation o this ARTICLE.
4. 2 The ITNION may designa e on� (1) employee from the bargainin�;
unit to act as a Steward and shall infarm the EMPLOYIi�I; ir1
writing of such designa 'on. Such employee shall have the
; "' rights and responsibilit es as designated in Article 23
I
E
(GRIEVANC� PROCED RE).
, 4. 3 Upon notification to a d signai:ed LMPLQY�R supervisor, tC'�'
i
± Business Manager of t e UNION, or his designated repr.cs�llt`'E�''```'
� shall be per.mitted to te�� the faci.lit�es of the TMPLC�S'I'%j; `'•`t"'r`•
� �
� r
employees cov�ered by this [�.CREL 11�'iI=,N'T' are w�orking.
�. SC'OPE OF TI3E �'�.GREE�4 I�TT
This AG��Ei��NT establi hes the "terms and
conditiox7s of employment" efined by M. S.
179. 63, Subd. 18 for all em loyees e�;clu�ively r.epresented '
by the UNIGN. This AGRE N1�NT shall supercede
such "terms and conditions f employment" .
es�tablished by Civil Servi.ce Rule, Council
Ordinance, and Council Res lution.
G. PROBATIONARY PERIODS: .
'
6. 1 A11 personnel, orgina ly hired or rehired following separation,
� .
in a regular employxn nt status shall serve a si�; (6) month's
probationary period d ring whic}.i time the employee's fitness
and ability to perform he class of posit:ions' dut9.es and
responsibilities shall b evaluai:ed. �
6. 11 At any i;ime dur'r�g the probatzvnary period an
employee may e te��mi.nated at the discretion of the
� - �MPLOYER wi hout appeal to the provisions of
A:[�TICL� 23 (G I�VANC� PROCEDURE}.
6. 12 An employee i;er inated during the probai;ionary peric�d
shall receive a ritten notice of the reason(s) for sucl�
terminaticn, a c py of vrhzcli shall be sent i:o the UN7(?N•
G. � �i.�� �)C'.r:�0:1}.1F.',�3. j:�l:'r?:YI:2�?' (�!� �C' e'. �?:'��"1C'� {:�'?.`_�S Of �7C}`�-,'i.f3.021r
shal.l 5 c�:��� a sz:>. ;i�} �-,���;�!«�' �7r�iiauta ona? praba'�;.or.:ary
pexic;3 durin�; �<>�l�ich irrle t:he cm f�loye�'� fitness an.d abili.tY
�o �erform tl�e class of posii;ions' du�ies an�l resp�nsibilities
shall be etiraluated,
6. 21 1�.i: any tinie d ring th�� �r�oanotS.ozaai proU��iu.�ary
perioc! an ein loyee may b� der�oted i:o the exnployee's
pretTiously h� d cl.ass of positians at the discr-etion of
�;he �MPLO �_ F� without a�pcal to the provzsions of
AR`rICL� 23 (G�s�1��V11NCE PROCFDTJRE).
6. 22 An �m�2oyee emoted ciuring the promotional
�- probati�nai�T eriod sllall be returned to the em�37.oyee's
previously 1�e d class oi positions and shall receiJe a
writ�en notic of �;he reasons for demotion, a. copy of.
whi.ch shall b sent to the UN�ION.
�
7, �.'HILOSJPI�Y OF Ei�2PL��.' -1�1\TT�r1I'�� COMP�NS�ITION:
7. 1 The �MPLOYER an i;he UNION are in full agreex�len�; that
the phi.losophy of em�loyrxient ar_d compez7.sation shal.I Ue a.
"cash" hourly ti�age ' Il�" indu�try" fringe benefi.t systeYn.
7. 2 The :�M�'LG�'EI� sh 11 com�ensate employees for a.11 hours wor��E'�
at the 'auszc hourly age rate and hourly f.rin;e benefit rate as
,
' found in Articles 12 WAGFS} and 13 (FRINGE BEN�FITS).
7. 3 No other compensat'on o� frin,s�,� bencfit �hall b�
- -- accumulated or earn d Uy an employee e�cept as specificall,y
�
providcd for i.r� �1i<:� �`CxRl�:L:IV a���7Tr ��-cep� Lhose cxz�r�3.oyees :
. .
who l�ave ii�diviciu��ll,y ol�tiune ' to be "�;i'anc�fathe.red" as
provicie�i 'av I2. 2. �
g, IIOURS OF WORK: �
g, 1 The normal �*or�k da5� shall e eight �£3) consecuti.ve hou:s
per da.y, e�cludi.Y1�; a tbiity (30} minute unpaid lunch period,
betwcen 7:00 A.. M, and 5�3 P. PJI.
8, 2 The norxnal vrork wee� sh �. be five (5) consecutive i�ormal �
work days I�Zo1lda�r throug I+,riday.
8. 3 If, durin�' the term of this A�REEMENT, it is necessary
in the EMPLOY�R'S judg en�t to establish second and third
� ' shift� or a worl� �*reek of ther thar� 1Vlonday through Friday,
the UNION agrees i:o ent r into nevatiations irnrncdi.atc�y to
� establ.ish the conditions of such shifts and/or work weeks.
8. 4 This section shall not b construed as, and is not a guarantee
of, any hours of ���ork � r normal work day or per normal wot'k
week. ,
? £3. 5 All employees sha11 be at the location designated by their
supervisor, ready for �vozk, at the established si;ar.ting time
, and sha11 remain at a assigned v�*orl� locat�on until the etld
:� of the establzslied wo c day unless otherwise directed l�y thcir
,
� supervisor. .
8. 6 All employees are s j�ct to cal.l-bacic by the I:MP.LOY�R a5
provided by Article 0 (C/�.LL B1�CK).
;
E
� .
R
8. '7 Linployees x•e��i.s�•�:ing L•�r wo 1z� a± tb.e c=st:�b"Iisl,c�d s�'arti.n�r i;��ne
�i�c� for. �,y,nc�z-n no �.Tor': i.;� a aila�.�ie s'ha]_? �eceive pa,y f.or tv,To
(2) haur�, at fhe baric 7.�oix� ly ra�e, unlcas notiiication has
been given not to report fo work ��ri.or t� leavi.ng home, or
during tlie previaus z�,roi k ay.
9, OV�IiTIiV�:
g, l All overtime compensate for by the EMPLOYI�R must receive
� prioi authox�9.zatzon from designated ERZPLOS'�ER supervisox�.
No avex•time vtrork claixn ill be honored for pa��ment or credii:
unlPss approved in advai ce. An overi;ime claixn wi�ll not Ue
honored, even though s� tivn on i:he ti.m� card9 �.zn.less the
�i equired advance appro al has been obtainec�.
9, 2 'T11e otiTertirne ra.te of oi and one--hal:i (12) the 1�asic holxx�ly
. ra�e shall. be paid far � ork perforxned under the folloi�vzng
circunnstances:
i
� 9, 21 �I'ime worl�ed i exce�s of cight (8) hours in any one
i
normal work d y and
� 9. 22 Time �uorked n a sa.xth (6th) day following a normal
� �
t
x work week. '
� 9. 3 The overi:ime rate of twc� (2) tzm.es the basi�c lz�urly rate
�
$
k shall be paid for wo k performed under the following
� �
� __ circumsi:ances:
� '
� 9. 31 Tiine worke on a holiday as defi.ned in Article 16
i ' - (HO.LIDAYS ;
,
:� 9. 32 Tiine worlce on a seventh (7tli) day following a
,z .
w normal wor � wcek; and
�
.;
�
�J. 33 TimG �xrc�r��,e� �.n e�ce._ s of tv�re3.v�:: (12} corz:;�;.�cuii�Te
hour�� in a. t��enty-:fol� �� (2?} }�our p^ri_od, pi�ova_c;r;d,
tl�zat alI "err�c�gency" �Y�r.k reqlxi.rcd by "L1cts of
God" shall Uc� cor�p� satecz at �i�e rate of one ancl
one-hal.f (12}. .
9. 4 I'or the purposes of calcul �ng overi:irr�e compensa.ticn overti�nc
hours tF��orked shall i�ot be ' pyramided", campounded, ar paid
� twice for th� samc: hours orked.
9. 5 Overti�ne hours worked as provi.ded by t}^is ARTICLIa sha1.1
be paid in cash.
10. CALL BACK: '
10. 1 The EMPLOYEI� retains he righi to call back employees
bef.ore an employee has tartEd a norm.al work day or norinal
work vreek and after an mplo�ee has complet�d a i�ormal
work day or norrnal wor week. .
i
10. 2 . Enzploye:es called back hall receive a m.znimum of four (4)
hours pay at the ba sic urly r�.te.
10. 3 The hours woi ked bas� on a calJ.-back uhall be coxnpensai:ed in
accordance with .l�.rtici 9 (OVERTIM�), when appl.icable, and
subj ect to the minimu . estaUlished by 10. 2 above.
' 10. 4 Employees called bac four (4) hours or less prior to i:hezr
�
i
:
. normal work day shal complete the normal work day and be
�
compensated only for the overtime hours ��vorked in accordance
� � with Art�.cle 9 (OVEI� INI�)•
;
f .
.
11. WOI�Ir :L.C�C�.`�`:IC)1�;: "
� 11. ;. Fmployc�es sria.li ���:i�;c��Ri to ��o�°l� �.c>;:a�i;iGn �.s assigne��
by a de��i_�zlated E]�'[1�I_,C�1r { R supervisor. ]�3uring
the norinal `Trork day em.p oyees ma� be assigned
i;o other iF,=c�3�1� lacations a th� discr. etian of the
E IvIP I.�Y.��h.
11. 2 Lmployees assigned to �;r rk loca±ions du.rin�; the
. normal work day, other han th�ir original assign-
ment, and v�ho are requ'red to furnish their own
transportatioi� sha11 be ompensated for mileage.
12. WAGES:_
12. 1 The basic hourly wage ates as esfablished b3r �1ppc11di�
• C shall iae paitl fo.r al 'hours worlced by an employec.
12. 2 During the thirty (30) alendar day period following the
i
signing of this AGNE � l��I`T'I' r�g-ular and probationa�y
'
employee� s�5a11 have l�c� individual. ehoic� of o�tionin�
t� be co`=er�d by tl�c f il.owing frin�e b�iz�fits established
� b� Civil Ser.ivc�: I3u1� or by City of. St. I'aul Council._
;
;
Ordinane�s c�r Resol �.ion�.
12. 21 Insu�ance b�zefita �.s �stablisl�.ed hy CS.i:y of S{„ Paul
;
� Coun�il R�s lutions.
' 12. 22 Sick L�ave s �;st�.blishQd by Ordinance No. 3250.
j
_ � Section 35, ubdivision L.
12. 23 Vacation a; e.>i.at;li:�i� d ��y� C)i�di.r:x��c�e ��a. ��`rnC,
Section ly S�i�d%�r�szoi _�`. ' �
12. 24 Nine (9) lc{;�:I h�lida s a.� e:;tabli�I�ed Uy drdinarlce
Ivo. 64�Gs Section l, 5����d'z�rision G�
12. 25 Severei�ce Len.efits � esta��lislzed by Ordinance '
No. I1490.
Employees who ii�dividuall elect to be "grandfathered"
and contiziue to be covered y i:he existing Civi1 Servi.ce
Rtxles and by Municipal Or inances and Resolut9.ons
stated above shall be subj ct i;o all ai;her provisions of
this AGR�ENIFNT, but. sh 11 not l:ave hot7rly fringe Uenefi:t
, contribut�.o�1s and/ar dedu tions made on their behalf as
provided f:or by A�'.l,ICL 13 (I�':F�TNGE 33E\TEFITS).
� . 1`L, 3 Regular and proUatioi�ar employees not electzng to be "grandf�.tliere�?"
i
" shall be considel ed, for he purpo�es of ihis ACxRF_.EMFNT, part-
, i
icipating �mployees and hall be compensated in accordance
with ARTICLE 12. 1 (���1 �S) and ha.ve fringe benefit contributions
� ,
; and/or deductions made n their behalf as proviaed £�r by
�
� ARTICLT� 13 (FRII�TGE B i N�I'ITS).
� 12. 4 Provisional, t:erxiporary ana emergency ernplo5�ees shall
!
,
-A be considered, for the urposes of this 1�.GRErIVIENT,
a
�� . pari:icipating employee and shall be compensated in accordance
�� with ARTICLE 12. 1 (\?U GES) and have fringe benefit contributions
t
;
� and/or deductions ma.de in th�ir behalf as provided for by
� A.RTICL� 13 (Ii'RII�TGF Z��NEr'ITS).
.�
�
-�� 7C) �Ci �;_fl<`;T �1�E: C��_��; 71 ;.j�C, . 5 �`]..");
� ('r]lE,'.7 z`r 'r;t:V t'.:C11��iU�(_ .S t'��Il}t. ` - •. •
of t�.h�., r�_Cz,�l� ' �;,;�,���I�l '1� �;;�<�J_1. 1���� corzsidei•ed, x_oa: �l�c� ��t�x°};o�� o_�
,, . .
1;l.is I�GR� I;i�,.`i.1��1�T':t, J�r.,.r�t-:.cij�atzr��; ex�ia�lo5 c�.s a.nd sl�all. l:�e .
CO;YI'�i�:li:'�:t�E'C� 1.?7 clCC03"Ci�f,�]Cf: �T.'Lt17. 1�)�.;�li_l.�.L If. i tjvxri��a}_.�j c.Y1C3
1��.Vf'. �t77:;f�C3 �)(:1l.C�l.'L Oi�',:2.'7.i�Ll�'1O11S �ll)C��pI (iC.'(�i1Ct:1011S 171�,C�C OIl
t?:�eir beh<.i:tf a.> �rov'.ded fox� by AIZTICL� 7.� (I,RTT�]GE ]3Ij;NL'7i I:TSj.
13. TI:ING� 13EN:EL'1TS:
13. 1 The I�;MYI10YI'=,R sh 11 make contributi.ons on behal� of a.nd/or
make dedt,ct:ior�s fro tlze tTTa�es o£ erriployees cover�ed by tl;.is
11GRL:JJ'MEi'�TT in acc rdancc: �vi.tli Appendi_x D for all hours woi:lced.
13. 2 The EMPLOYER. sha 1 establish �fTorl�man's Coinpensa.t;ion,
Unezr��'.oy�nent Cozz�.�� nsati.on, anrl P. F_,. R. 1�. Retirerz�iexli:
progr.�t.ns as requirc b•1 I�.Zinnc�sot�. Stalutes.
1�.. ,�`,L.LECTION Ol�' 1.'OREi�,�`lf�i'�T i��D Cr�I\?I��i:AL F�RLIvIAN;
14. 1 The selection of per. s nnel for the class of posi(:ions
(� ' � "-`'-' ,. ;, , shall renzain solely wii:h the
1'�,.{�-- �..t�:-<.�,�'� -- �U Gr%. ca.���
\ d � .
EMPI.O�'I;R.
���,���'t�t1�.., -- 1 �'�,t,�:L C�'�.s�
14, 2, The class of positions ,
sha1l l�e fi.l.led b}' �lnpl y�es of t17e bar�ainin� czi�i1: on a
"tem.porary assi.gf1ment". �
1�}, 3 All "te�cr�porary assi.gni ent-s" shall be inacie only at t:he direction
of a clesi.�;natea �MT'.LO 'I,R supervisor.
� 14. � Sucli "temporary assign zents" sl�all Ue izlade only in cases
� where i:he class �f posit'ons is vacant �or more than one (1)
norinal ��orlc day.
15, ��LTIr���,����,r�rrr. : .
��� ces s'`iaJl t�E �:�.�°e l�:°oj�a: e��:l�Io;,�i���;,Y�t �,-Ji�.]a thc-. 1A:���1:PLO�T,�:t
1`a7.1. emp..�,,, �
� n� lat,��• ���h<i;l th� 2a��� �«F<:ndar c a�r of the n���onf.h iri ���hir_h an emplo}ree
bccome� six�:y-fivc {�5) �-ear5 ��.
I6. IIO LI1D AYS.:
16. I Z'he followi_x�g zii7�e (9) cl ys �hall b� designated as holiday�:
1�,Ye�T� Yea�'s D��.y, Jariu� y 1
� President's Day, Thir 1lnoridav in r'ebruary
Men7oriai Da,y, a.as�; 1�2 nday in MaST �
. Independence Day, 3ul 4
Labor Day, fi.�st Mon ay in Septexnber •
Colunzbus Day, secon Monday in Oci:ober
Vei:�ran's lllw5°, fourt_ I\/fonday in October
That�ks�?ving Day, fo r•-Lh Thursday in l�Tovexr1be.r.�
Christmas Day, Dece ber 25
i
16. 2 When Neur Year's Da , Il�dependence Day o� Christmas Day
� falls on a Sunday, th fol?o��ri.ng 1�7on.day shall be considered
the de�ignai:ed holid �_. When any oi these three (3) holidays
£alls on a Satur.day, he preceding T'ri.day shall bc considered
: the designai�.e:d holid y.
�
�
� ------ -. -
` 16, 3 The ni.ne (�} holida s shall be considered non-�Frork days.
�
' 16. 4 If, i_n f:he judgzneni; f the EMPLOY�R, personnel are necessary
� .
�
'' • for operating or e ergency reasons, employees may be
' scheduled or "calle back" in accardance wii:h A.rticle 10
�
� .
� (CALL 7311CIs).
.
�
i -.._ .. . .
; ...,. . . .._ ,, ...,;,. - - . _- � • •
. . ' .i'� � �sa ... . . + � .
, � ,
This AGREEMENT is entered int on the �jp� of ��:��9�9-�.)�- ,
1973, between the City of St. Paul, h reinafter referred to as the EMPLOYER,
and the ��:��- �✓J�C,�0.�=t, � �9Zt�ww�s�1'iA- 1�C�- �'� ,
hereinafter referred �to as the UNION
The EMPLOYER and the UIVION oncur that this AGREEMENT has as its -
objective the promotion of the respo ibilities of the City of St. Paul for the
benefit of the general public through ffective labor-management cooperation.
The EMPLOYER and the UNiON oth realize that this goal depends not only
on the words in the AGREEMENT bu rather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union, and the individual employ es will best serve the needs of the
general public.
1. PURPOSE
. 1. 1. The EMPLOYER and t e UNION agree that the purpose for
ent�ring into this AGR EMENT is to:
1. 11 Achieve orderl and peaceful relations, thereby
`establishing a ystem of uninterrupted operations
and the highes level of employee performance that
is consistent ith the safety and well-being of all
concerned;
1. 12 Set forth rates of pay, hours of work, and other
conditions of e ployment as have been agreed upon
by the EMP R and the LINION;
1. I3 Estabiish pro edu�res �o o�derly and p�acefuily resolve
_ disputes as to t e application or interpretation of
this AGREEME T without loss of manpower productivity.
1. 2 The EMPLOYER and th ITNION agree that this AGREEMENT
serves as a supplemen to legislation that creates and directs
the.EMPLOYER. If an part of this AGREEMENT is in
conflict with such legisl tion, the latter shall prevail.
The parties, on written otice, agree to negotiate that part
in conflict so that it co rms to the statute as provided by
Article 26 (SEVERABILI Y). '
2. RECOGNITION:
2. 1 The EMPLOYER recogni es the UNION as•the exclusive
representative for collec ive bargaining purposes for all
personnel having an empl yment status of regular,
probationary, provisiona , temporary, and emergency
employed in the classes f positions defined in 2. 2 as
certified by the Bureau of Mediation Services in accordance ;
�
with Case No. 73-�R-5 7- � dated �111� �1� i.G�7 � .
2. 2 The classes of positions r cognized as being exclusively 3
�
represented by the ITNION are as listed in Appendix A. �
�
3. EMPLOYER RIGHTS: �
3. 1 The EMPLOYER retains t e right to operate and manage all �
manpower, facilities, and quipment; to establish functions •
�
and programs; to set and a end budgets; to determine the �
utilization of technology; to establish and modify the organ- �
:�
izational structure; to sele t, direct, and determine the
' �
. „
' I
• � �
�
I
number of personnel; nd to perform any inherent managerial �
;
�
�function not specificall limited by this AGREEMENT. 1
. �
i
3. 2 Any "term or conditio of employment" not established 3
by this AGREEMENT s all remain with the EMPLOYER �
a
to eliminate, modify, r establish following written
,
,
,
notification to the ITTTIO . j
8
4. UNION R Z�HT S: �
i
• �
4. 1 The EMPLOYER shall educt from the wages of employees ;
�
:�
who authorize such a de uction in writing an amount necessary ;
to cover monthly UIVION dues. Such monies deducted shall
be remitted as directed y the UNION.
4. 11 The EMPLOYER shall not deduct dues from the
wages of employ s covered by this AGREEMENT
for any pther lab r organisatian.
4. 12 The UNION shall ndemnify and save harmless the
EMPLOYER from any and all claims'or charges made
a
�
�
agai.nst the EMPL YER as a result of the �
�
implementation of this ARTICLE. �
�a
�;
:�
4. 2 ,The UlVION may designate one (1) employee from the bargaining �
�
unit to act as a Steward a shall inform the EMPLOYER in �
,
��
writing of such designatio . Such employee shall have the �
�
rights and responsibilities as designated in Article 23 ��
(GRIEVANCE PROCEDUR ).
• �
4. 3 Upon notification to a desi nated EMPLOYER supervisor, the '�
�
Business Manager of the ON, or his designated representativ�•. ����
�
' ='�
shall be permitted to enter he facilities of the EMPLOYEI� �s�hr�r'{'
_ .. . _ . � _ _
,.�,�,��:�
employees covered by th's AGREEMENT are working.
5. SCOPE OF THE AGREEMENT
This AGRE�MENT establishes t e "terms and
conditions of employment" defin d by M. S.
179. 63, Subd. 18 for all employe s exclusively represented
by the UNION. This AGREEME T shall supercede
such "terms and conditions of e ployment"
established by Civil Service Rule Council
Ordinance, and Council Resoluti n.
6. PROBATIONARY PERIODS:
, �
6. 1 All personnel, orginally 'red or rehired following separation,
in a regular employment tatus shall serve a' six (6) month's
probationary period durin which time the employee's fitness
a.nd ability to perform the class of positions' duties and
responsibilities shall be e aluated.
6.11 At any time durin the probationary period an
employee may be erminated at the discretion of the
EMPLOYER with t appeal to the provisions of
ARTICLE 23 (GRI VANCE PROCEDURE).
6. 12 An employee term ated during the probationary period
�
shall receive a wr tten notice of the reason(s) for such
termination, a co of which shall be sent to the UN7Cal�'•
�
6. 2 All personnel promoted to a higher class of positions
shall serve a six (6) mo ths' promotional probationary
period during which tim the employee's fitness and ability
to perform the class of ositions' duties and responsibilities
shall be evaluated.
6. 21 At any time duri the promotional probationary
period an employ e may be demoted to the employee's
� previously held c ss of positions at the discretion of
the EMPLOYER ithout appeal to the provisions of �
ARTICLE 23 (GRI VANCE PROCEDURE).
6. 22 An employee dem ed during the promotional
probationary peri shall be returned to the employee's
previously held cl ss of positions and shall receive a
written notice of th reasons for demotion, a copy of
which shall be sent to the ITNION.
7. PHILOSOPHY OF EMPLOYMENT AND COMPENSA'�ION:
7. 1 The EMPLOYER and the ION are in full agreement that
i
the philosophy of employm nt and compensation shall be a
�
"cash" hourly wage and" in ustry" fringe�benefit system. �
;
� 7. 2 The EMPLOYER sliall com ensate employees for all hours worlced
�
at the basic hourly wage rat and hourly fringe benefit rate as �
n
�
found in Articles 12 (WAGE ) and 13 (FRINGE BENEFITS). �
�
7. 3 No other compensation o� rin�� benefit shall b� �
,
. . ;
�
accumulated or earned by a employee except as specifically a
�
�
t
7
�
;� ; _ :� ; �:.
provided for in this AG EEMENT; except those employees
who have individually o tioned to be "grandfathered" as
provided by 12. 2. ,
8. HOURS OF WORK:
8. 1 The normal work day sh 11 be eight (8) consecutive hours
per day, excluding a thi ty (30) minute unpaid lunch period,
between 7:00 A. M, and 5�30 P. M.
8. 2 The normal work week s all be five (5) consecutive normal
work days Monday throu Friday.
8. 3 If, during the term of thi AGREEMENT, it is necessary
in the EMPLOYER'S judg ent to establish second and third
shifts or a work week of o her than Monday through Friday,
the UNtON agrees to ente into negotiations immediately to
establish the conditions of such shifts and/or work weeks.
8. 4 This section shall not be c nstrued as, and is not a guarantee
of, any hours of work per ormal work day or per normal work
week.
8. 5 All employees shall be at t e location designated by their
supervisor, ready for work at the established starting time
and shall remain at an assi ned work location until the end
of the established work day nless otherwise directed by their
supervisor.
e EMPLOYER as �
8. 6 All employees are sub�ect to call-back by th �
provided by Article 10 (CAL BACK). -'�
�
�
�
R i
�.'7r �inpZAyees reparting fAr, wor_k.at.th� establi�hed: star_ting ti.me
aFnd'for_ wliom.n� work,i available shall reeeive pay for two
(L) hours, at the basic urTy rate, unless noti.�ication has
l���n�gi�en not'ta report; or_�work:pr.inr�t�;]:eaving lic�me,. or
during the pr_evio�us wor day., .
9:. OVE13TL1VtE:.
�:.L A'].l:! over.ti:me compensat d far by tfie EMPL�YER must_receive
pxiQr authori�atian fro a designated ENlPLOYER supervisor.
D'k�=c�verti:me warl�. cTai wi11 be h�n�red far paxment. or credit
unl:�ss approv�d in: advi ce.. An.over.time claim will not be
Hc�nored�,. ev�n though s own on the time card,. unless the
, ��quired� advance appro aT has been obtained..
g..� �he overtime rate af on and one-half (IZ) the basic hourly
�;te shall be paid for w rk performed under the following
�i:r.cun�:�tances:
��..�1 Time worked in excess of eight (8) hours zn any one
rnormaT work da and
�'..��' T'i:xne worked an a sa:xth (6th) day followi:ng a normal
work week.
9.. 3 The overtime rate of t o (2) times the basic hourly rate
�hal1 be paid for work erformed under the following
c�ircumstance5:
9'�31 T`ime worked o a holiday as defined in Article 16
� (HO LIDAYS);
9. 32 Z'ime worked o a seventh (7th) day following a
normal work w k; and
9. 33 Time worked in excess of twelve (12) consecutive
hours in a twen -four (24) hour period, provided,
�
that all "emerg ncy" work required by "Acts of i'
God" shall be c mpensated at the rate of one and
one-half (12). .
9. 4 For the purposes of cal ulating overtime compensation overtime
hours worked shall not e "pyramided", compounded, or paid
twice for the same hour worked.
9. 5 Overtime hours worked as provided by this ARTICLE shall
be paid in cash.
1Q. CALL BACK:
, 10. 1 The EMPLOYER retain the right to call back employees
before an employee has tarted a normal work day or normal
. work week and after an mployee has completed a normal
work day or normal wor week.
1.Q. 2 . Ernployees called back ha.l.l receive a minimum of four (4)
�ours pay at the basic h rly rate.
�0. 3 'T'he hours �rorked based n a caTl-back shall be compensated in
a�eordance �rith Article (OVERTIME), when applicable, and
subj ect to the minimum stablished by 10. 2 above.
10. 4 Employees called back f ur (4) hours or Iess prior to their
Morn�al vu�ork day shall c mplete the normal work day and be
�ompensated only for the ouertime hours worked in accordance
with Article 9 (OVERTI ).
11. WORK LOCATION:
11. 1 Employees shall report to work location as assigned
by a designated EMPL YER supervisor. During
the normal work day e ployees may be assigned
to other work locations t the discretion of the
EMPLOYER.
11. 2 Employees assigned to ork locations during the
normal work day, other than their original assign-
ment, and who are requ'red to furnish their own
transportation shall be c mpensated for mileage.
12. WAGES:
12. 1 The basic hourly wage r tes as established by Appendix
C shall be paid for all h urs worked by an employee.
12. 2 During the thirty (30) cal ndar day period following the
signing of this AGREE NT r�gular and probat�onai^y
employee� shall hav� the ndividual ehoicE of optioning
to be coverQd by th� foilo iMg fringe benefits established
:
by Civil Serivice Rule or City of St. Paul Council
OrdinancES or Resolution .
12. 21 Insurance benefit �.s established by City of St. Paul
Council Resolutio s,
12. 22 Sick L�ave as �st�. lished by Ordinance No. 325Q.
Section 35, Subdivi ion E. �
;+�
;�
�
�
�
12. 23 Vacation as esta lished by Ordinance No. 6446,
�'
�:
Section l, Subdiv sion F.
12. 24 Nine (9) legal hol'days as established by Ordinance
No. 6446, Sectio 1, Subdivision G.
12. 25 Severence benefit as established by Ordinance
No. 11490.
Employees who individua ly elect to be "grandfathered"
� and continue to be covere by the existing Civil Service
Rules and by Municipal O dinances and Resolutions
stated above shall be sub�ect to all other provisions of
this AGREEMENT, but s all not have hourly fringe benefit
contributions and f or dedu tions made on their behalf as
provided for by ARTICLE 13 (FRINGE BENEFTTS). �
9
12. 3 Regular and probationary mployees not electing to be "grandfathereci" ;
� �
shall be considered, for t e purposes of this AGREEMENT, part- �
�
icipating employees and s all be compensated in accordance
with ARTICLE 12. 1 (WAGE ) and have fringe benefit contributions
and/or deductions made on their behalf as provided for by �
ARTICLE 13 (FRINGE BE FITS).
12, 4 Provisional, temporary, a d emergency employees shall ;�
be considered, for the purp ses of this AGREEIVIENT, �
�
participating employees an shall be compensated in accordance �
�
with ARTICLE 12. 1 (WAGE ) and have fringe benefit contributions
and/or deductions made in t eir behalf as provided for by
i
ARTICLE 13 (FRINGE BEN FITS).
;
, , 12. 5 All regular, probationary, provisional, temporary, and
emergency employees ployed after the date of the signing
of this AGREEML;NT sh 11 be considered, for the ��urpose of
this AGREEMENT, part cipating exnployees and shall be
compensated in accorda ce with ARTICLE 12. 1 (WAGES) and
have fringe benefit contr butions and/or deductions made on
their behalf as provided or by ARTICLE 13 (FRINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER shall ma e contributions on behalf of and/or
make deductions from the ages of employees covered by this
AGREEMENT in accordan e with Appendix D for all hours worlced.
13. 2 The EMPLOYER shall est blish Workman's Compensation,
� Unemployment Compensati n, and P. E. R, A, Retirement
programs as requzred by 'nnesota Statutes.
14. SELECTION OF FOREMAN AND G 1�TERAL FOREMAN:
14. 1 The selection of personnel f r the class of positions
��v� 'b�'� — �S��j�'l � shall remain solely with the
EMPLOYER. �
14. 2 The class of positions �'G �j� _ �������
shall be filled by employees f the bargaining unit on a
"temporary assignment",
14. 3 All "temporary assignments" shall be made only at the direction
of a designated �MPLOYER s pervisor.
14. 4 Such "temporary assignments' shall be made only in cases
where the class nf positions is vacant for mare than one (1)
normal �uorlc day,
.' , ." � . �
15, RETIREMENT:
A11 emplayees shall retire fro employment with the EMPLOYER
no later than the last calendar ay of the month in which an employee
becomes sixty-five (65) years Id.
1�. HOLIDAYS: '
16, 1 The following nine (9) d ys sha11 be designated as holidays:
l�ew Year's Day, Janua y 1
President's Day, Third Monday in February
M�morial Day, last Mo day in May
� �ndependence Day, July 4
Labor Day, first Monda in September
. Columbus Day, second onday in October
Veteran's Day, fourth onday in October
Thanksgiving Day, fourt Thursday in November'
Christmas Day, December 25
16. 2 When New Year's Day, I dependence Day or Christmas Day
falls on a Sunday, the fo lowing Monday shall be considered
the designated holiday. When any of these three (3� holidays
falls on a Saturday, the receding Friday shall be considered
the designated holiday.
r6. 3 The nine (9) holidays sh 11 be considered non-work days.
16. 4 If, in the judgment of the EMPLOYER, personnel are necessary
for operating or emerge cy reasons, employees m.ay be
scheduled or "called bacl " in accordance with Article 10
(CALL BACK).
'�`*.e;+�?9�* -+r,,.�f�P,esr-- •a..,�.a�p��s,,,,:,. �t�W:'.^�.R�ra?r..yaq f� _ ..... � :�.,:. � . ....�+ra�r�?�u*�'^^�e!s��raa-'p!..�.'�,^,h,.�,
16. 5 Employees working n a designated holiday shall be
compensated at the ate of two (2) times the basic hourly
rate for all hours wo ked.
17. DISCIPLINARY PROCEDUR S:.
17. 1 The EMPLOYER shal have the right to impose disciplinary -
a
1
actions on employees or just cause. �
17. 2 Disciplinary actions b the EMPLOYER shall include only
the following actions:
17. 21 Oral reprimand
17.22 Written reprima d
17. 23 Suspension
. 17. 24 Demotion
17. 25 Discharge
� 17, 3 Employees who are suspe ded, demoted, or discharged shall have
t�e �ight tQ request that s ch actions be reviewed by the Civil Service
Coxnmassion or a designate Board of Review. The Civil Service
�ommission, or a designat d Board of Review, shall be the sole and
ezrcl�zsive means of revie�v' g a suspension, demotion, or discharge.
No appeal of a suspension, emotion, or discharge shall be considered
a "grievance" for the purpo e of processing through the provisions
Qf ARTICLE 23 (GRIEVANC PROCEDURE).
18, ABSENCES FROM WORK:
I8.1 Employees who are unable to eport for their normal work day have
the responsibility to notify the' supervisor of such absence as soon
as possible, but in no event 1a r than the beginning of such work day.
18. 2 Failure to make such notificati n may be grounds for discipline as
as provided in Article 17 (DISC PLINARY PROCEDURES). {
,' , .� . . �
�
18. 3 Failure to report for wo k without notification for three
�
(3) consecutive normal ork days may be considered a �
�
"quit" by the EMPLOYE on the part of the employee. �
19. SEIVIORITY:
�
19. 1 Seniority, for the purpo es of this AGREEMENT, shall �
�
be defined as follows:
19. 11 "Master Seniorit " - the length of continuous regular
�
� and probationary service with the EMPLOYER from �
the last date of e ployment in any and all class titles �
�
covered by this REEMENT.
19. 12 "Class Seniority' - the length of continuous regular �
and probationary service with the EMPLOYER from �
a
the date an empl yee was first appointed to a class i
- 1
title covered by his AGREElVIENT. �
, �
19. 2 Seniority shall not accu ulate during an unpaid leave of �
�
,,
absence, except when uch a leave is granted for a period 't
s
�
�
of less than thirty (30) c lendar days; is granted because
�
of illness or injury; s granted to allow an employee
,
,
$
to accept an appointmen to the unclassified service of the ��
EMPLOYER or to an el cted or appointed full-time position �
with the UNION. °
19. 3 Seniority shall terminat when an employee retires, resigns, '
�
�
or is discharged. `°`
19. 4 In tho event it is determi ed by the EMPLOYER that it is necess:i►•',� ` `
reduee the work force e ployees will be laid off by class titl.c? s1'i tl:�::
each DepartmeMt based o inverse leng�th of "Class Seni.ority. "
Emplo,yees laid off shall ave the right to reinstatement in
any lower-paid class title provided, employee has greater
"Master Seniority" than t e emp�oyee being replaced.
19. 5 The selection of vacation eriods shall be made by class
title based on length of " lass Seniority", subject to the
approval of the EMPLOY R.
20. JURISDICTION:
20. 1 Disputes concerning wor jurisdiction between and among unions
is recogxuzed as an appr riate subject for determination by the
various unions represent' g employees of the EMPLOYER.
20. 2 The EMPLOYER agrees o be gu�ded in the assignment of work
jurisdiction by any mutua agreerrients between the unions involved.
20. 3 In the event of a dispute oncerning the performance or
assignment of work, the unions involved and the EMPLOYER
shall meet as soon as m tually possible to resolve the dispute.
Nothing in the foregoing hall restrict the right of the EMPLOYER
to accomplish the work s originally assigned pending resolution
of the dispute or to rest ict the EMPLOYER'S basic right to
�
assign work.
20. 4 Any employee refusing t perform work assigned by the
EMPLOYER and as clar fied by Sections 20. 2 and 20. 3 �
above shall be subject t disciplinary action as provided in �
.�
Article 17 (DISCIPLINA Y PROCEDURES). '
,�
�
20. 5 There shall be no work toppage, slow down, or any �
• a
disruption of work resul ing from a work assignment. -
�
�
21. SE PARATION:
2I.1 Employees having a pr bationary or regular employment status
shall be considered se arated from employment based on the
following actions:
21.11 R-esignation, mployees resigning from employment shall
give written not ce fourteen (14) calendar days prior
. to the effective of the resignation.
2I.12 Retirement. s provided in Article 15.
2I�I3 Discharge. s provided in A.rticle 17.
21..14 Failure to Rep rt for Duty. As provided in Article 18.
2I. 2 Employees having an mergency, temporary, or provisional
employment status xn y be terminated at the discretion of the
EMPLOYER before th completion of a normal work day.
22. TOOLS:
All employees shall personal y provide themselves with the tools
of the trade as listed in Appe dix �. �
23. GRIEVANCE PROCEDURE:
23. 1 'I`he EMPLOYER sha recognize Stewards selected in accordance
with TJNION rules an regulations as the grievance representative
of the bargaining uni . The UNION shall notify the EMPLOYER
in writing of the na s of the Stewards and of their successors
when so named.
23. 2 It is recognized and ccepted by the EMPI�OY�R and the UNION
that the processing o grievances as hereinafter provided is limited
by the job duties and responsibilities of the employees and shall
therefore be accomp ished during working hours only when
consistent with such emp oyee duties and responsibilities. ;
'�he Steward involved an a grieving employee shall suffer
no loss in pay when a gr'evance is processed during working
hours, provided, the St ward and the employee have notified
and received the approv 1 of their supervisor to be absent to
process a grievance and that such absence would not be
detrimental to the work ro�rams of the �MPLOYER.
23. 3 The procedure establishe by this ARTICLE shall be the sole and
exclusive procedure, exc pt for the appeal of disciplinary action as
provided by 17. 3, for the processing of grievances, which are defined
as an alleged violation of the terms and coriditions of this AGREEMENT.
23, 4 Grrevances shall be reso ved in conformance with the following
procedure:
Step 1. Upon the occure ce of an alleged violation of this
AGREEMENT, he employee involved shall attempt
to resolve the atter on an informa}. basis with the
employee's sup rvisor. If the matter is not resolved
to the employee s satisfaction by the informal discussion
it may be reduc d to writing and referred to Step 2 by
the UNION. Th written grievance shall set forth the
nature of the gi evance, the facts on which it is based,
the alleged sect on(s) of the AGREEMENT violated,
and the relief r quested. Any alleged violation of the
AGR�EMCNT t reduced to vvriting by the IJNION
within seven (7 calendar days of the first occurrence
of the event gi ng rise to the grievance or within
seven (7) calen ar clays after the employee, through
.,�«,,,,�,„Y�.�,._.�....� - — ...
- � :�
, , . . � :�
the use of reasonable diligence should have had
knowledg of the first occurrence of the event giving
rise to th grievance, shall be considered waived.
Step 2. Within se en (7) calendar days after receiving the written
grievance a designated EMPLOYER supervisor shall
meet with the UNION Steward and attempt to resolve
the grieva ce. If, as a result of this meeting, the
grievance remains unresolved, �the EMPLOYER shall
reply in w iting to the TTNION within three (3) calendar
. . days follo ing this meeting. The UNION may refer
the grieva ce in writing to Step 3 within seven (7)
calendar d ys following receipt of the EMPLOYER'S
written an wer. Any grievance not referred in writing �
by the U1VI N within seven (7) calendar days following
receipt of he EMPLOYER'S ansv�rer shall be considered
waived.
Step 3. Within sev (7) calendar days following receipt of a
grievance eferred from Step 2 a designated EMPLOYE�
supervisor shall meet with the UNION Business Manager
� or his desi nated representative and attempt to resolve
the grievan e. Within seven (7) calendar days followinb
this meeti.n the EMPLOYER shall reply in writing to
the UNTON tating the EMPLOYER'S answer concerning
the grievan e. If, as a resuli: of the �vritten response
the grievan e remains unresalved, the UNTON may -
:,:
r,
.�
refer the gr'evance to Step 4. Any grievance not �
�
�
�
� �
�
referred to in writing by the UNION to Step 4 within �
�
seven (7) ca endar days following receipt of the �
EMPLOYE 'S answer shall be considered waived. �
�
Step 4. If the grievi ce reamins unresolved, the iT1VION may �
�
within seven (7) calendar days after the response of - �
�
the EMPLO � R in Step 3, by written notice to the �
EMPLOYER, request arbitration of the grievance. �
'
The arbitrati n proceedings shall be conducted by an �
�
� � 7
a
�
arbitrator to be selected by mutual agreement of �
the E MPLO R and the UlVION within s even (7) calend ar
days after no ice has been given. If the parties fail
, to mutually ag ee upon an arbitrator within the said
seven (7) day eriod, either party may request the
Public Emplo ment Relation Board to submit a
panel of five ( ) arbitrators. Both the EMPLOYER
and the UTTION shall have the right to strike two (2)
names from th panel. The UNION shall strike the
,
� the EMPLOYER shall then strike g'
first (lst) nam ,
one (1) name, he process will be repeated and the
remaining pers n shall be the arbitrator. �
�
:�
5
j
�
1
i
g�
1
�
�
i
�:
23. 5 The arbitrator sha11 have no right to amend, modify, �
nullify, ignore, add o, or subtract from the provisions '�
of this AGREEMENT The arbitrator shall consider and
:�;
decide only the speci 'c issue submitted in writing by the �
ElV�PLOYER and the NION and shall have no authority �
�
�
to make a decision on y other issue not so submitted. �
�
�
The arbitrator shall b without power to make decisions �
r
�
contrary to or inconsis ent with or modifying or varying �
:s
�
in any way the applicat'on of laws, rules, or regulations ;
�
having the force and eff ct of law. The arbitrator's 3
i
i
decision shall be submi ed in writing within thirty (30) �
i
days following close of t e hearing or the submission
of briefs by the parties, hichever be later, unless the
parties agree to an exten ion. The decision shall be based
solely on the arbitrator's interpretation or application of �
the express terms of this AGREENI�NT and to the facts of the �
;
;
grievance presented. Th decision of the arbitrator shall be '
final and binding on the E PLOY�R, the UNION, and the employec:�.
a
23. 6 The fees and expenses for he arbitrator's services and proceedincrs
shall be borne equally by t e EMPLOYER and the UIVION, provided ;
a
that each party shall be re ponsible for compensating its own
i
representatives and wztnes es. If either party desires a verbatiil� °
record of the proceedings, t may cause such a record to be m�.id4�.
� ( i a` ti �' �-c j' �' � � .� .
�)I J"V..G,l2;;-� 1�4, �)�,,,,�,� i C11' ��E' x'£.COZ"•_�.
23, 7 `:1,1i�� iizr�e li .r.:�;���, in. E.� :1� ;,i,`.i� 01 i:i}.i,; �-
,r�>c<����u2-� rr�ay l�c: ���.�c��r�.dE�•�i ,�,�,
:Ci31i i.l' �l �:,:� ���errlc�r�� �i' �. �i. �:�.I`�'i-i?�,C7 i 7:f� az�c.l t:llc ZJI�IC>1�,�.
`.��f. ��T�i.i-�Z� �):!:' �,1���:^'�!i:`i�����.�."r'L
?�. I 'S'J:�� L'i.T:�'i_,C�Y1:P ma��, at; ai��; -F�x�n�: �urir+_�; tne dtz�af:ic,.n o�f t'1,.is
�.C1�1i�i �t13�'�t�.(.'� CO21i'.l"c"� �; OIXt \rL'O'.Y`�t� C�t)i�E'_ �J")T t�lE.' C'll1j).�i.OyP.i'.S COVE:Y':.'C�.
by ihi� 11���f1��ENST�r`T'. In �.he evez�i: tii�'� such co��tractin�; tif,roul.ii
re�lalt in �� re�u�tion of t1�e «�ox•l� i'c>.r.•ce cn��ered by thi:; �1.Ca�tli,.1{;�ii����l'.
th.e �i'v:�l?LU�YT��Ii s�7all. g� �-e Lh�� U���OT`3 ��. nin.ei:y (90} caieridar c��.`��
no�i.ce of -the ii�tenficz� to ;�ub-contract�
24. 2 Tl�� sub-cor�tractinz, of � ork donEs by thr enlployees co�cred by i:l�is
,
ACI�t:E11�N'T s`�all in a 1 cases be rnacle onJ.y to empl.oyers v-��v
qualify 9.n �.ccorciaiice wi �i C�rdi.nance 1tiTo. 1�4013.
2v. NON-�ISCPINJINI�.TiON:
25. 1 The terzns and condii:ions of this I�.GRTE i�.�ZI��T will be applied i:o
�
em�Ioyees equall.y �xTi.thout regar.d to, or di;criminata.on for or
against, a.ny individual be ause of race, color, cr.�ed, sex, a�;c>
�
or because: of ineznbership or non-m�mbcrship in tl�e U]\?�ION. r
J
25. 2 Employees vvill perform th ir duties and responsY.biliti.e5 i.n a i
non-discriminatory �riannei as such duties �nd respansil,�ila.�.ies a.tiv;?���.�..•
other eznplo�,�ees and the ge ei al public.
<
2f. SLV���:1��.�'3iI�ITY:
;
26, 1 In thn event� tliat any pro�ri.�i. n{s) of tl��i�; AG�1�F�I�V�N�I' i� �lc:�rl2��f�ci
to t�e contra.��y to lz��v k�y pr•i� ��r 1e<ra.,la(:i�re, ac�nlini.,�trati�,Te�, ox•
judi.cia.l a�xt��,�ority fr,�om zr�r��os fi�idi_x�rr, d��>terz��.i.na.tion, o�� ��e�_.r•f��� i�c� �
:],}7i;3C'.i�� 1�" I�i,i�t'.115 �UC'.11 ��'�'�'.;.i� )f.`�i� ��'ci�� l)C_' Z' )1.���'��. �1.�. !)?�ilf_'.7'
pt:�vi��i ,;:.4 �'I��.i'. <•i�Tit..s��ut� �T fi:lll foxyc'.c� t-�.iac� ezic�ci.
2G. � ':Ci�c� ���.l�i.ies a�,� ��c f;�1, ti�;�ti?� �,�r�ttc�rl l�c. ;<,, c.r�i,er �ri;.;c} :�,� t;c�i;:; ri.«n;,
f0 �3��.CC �:12C' V�C�1t�f�C� �:iY ;�'�%.',,t_it J?; (l� f.�"i(' �:t`�r l'1j _F-�l��.t'iJ�Tr�, lYl l:�?I11C�13 ',;).t;c"'
( '�+ n } J (y ` . a.• (.)i.' �11'�,,l���1.c3� C2E „4'7"j.r1i?> >.i�:�i.�".1.. �
t''1��.�1� �17.�.-. 1.���. 1.�1 1...�e„', a.Q.�1-�..:.IZ J�'.��.{,�.�,T�:�
�r_>
.:��_. ��v��.rv��.�z: �
27. 1 T'x�� �:11�'i:L'�L:C�1i�.i� �nd t:ie i :_?IO�? ��c��z���,.,Tled�;� tl�.at c<u.i°i.l�g t:tic
,. . �, �Y ,,T,,...� �-,. .
rneeti_n; �nd i�e�ot:�a�i7�� v✓ :�c�-i rc�ul��,ed in t��i,� AC=i�E��,���i_,._ ._ ,
, i� t 1 � i n i� zr,,r. �
�a:;h �i�.a �t..h� ra.r��,��t ar..c� up�� z tur�.if:y to makc p o�0:��.1..7 Y-tz1
respect i.o any �;ul�ju�ci, c;o�.l eir�ing the t�r•rns and cc�nci.i�i;i.ans
of ezn�,J_o;Tment. Tiae agx c mer�ts and uncier°s'ca�zu'zn��a r:ac�zec�
by 'the p��.r•ties after t�lE;' t x .rci.se of tl:��.s r�.glzt ar.e i��ll,y and
ca�nplc�tely set fortt� in th s AGR��.Elvi�;N'1.
2,i. 2 Thereforc, tlie L�ViPT,n�r � R a:��d the L��TZO�T ior t�i�e dux�af.ion of i:i�i�
AGE��EiVL-ET��T a;reFti �ti:�a,t I�e otl�ier rarty sl7all not be oblig�.tec1 to
meet and n.egoii.�:te c�ve�� � zy term or condition� of cm�.a].o�=ment
��vhether c�ecif:�cal1.5� cove �ed or not specif.ic�.11y coverFd by f.his
AGR�LI!Jffi�NT. Tlie U2�I N and L�1/IPLOY.}�P may, h.owever,
mutual.l�� agree �:o modify ai�y pY�o�Tis�.on of this AC�I����E1��NT.
27. 3 �1ny and a11 pri�r ordi.nat c�s, agreerrients, �°esalui;ions,
pr�.cti..ces, policies, a.nd ulf�s or r,^_�'ulations regardi.ng th.e
t�rins and cond�.ti.orls af m��1.o�TYnent, to the e�tent thcy �zre
i.nconsist.ent `vi_t11 t.11is a -'T�EL;'�iT�itiT`l,. arc 1iE>rc�:�y supersedeci.
;���, �� �l.f`t���l�����..� l� t-!�$ j .�d�..�_�i .t_ F .
., .. �.. . � ; Y 1._. _., t° .1.' �1
,� � :, r•' •�j 1 ,, ��r�- �,1-� �7 T E� , .� ..<� -' t�: �.. �' ( �i Lc� � `k� _. _
. . .. r.
��. 1_ '� .r .� _, fiv�� � .��1_ ... ..._� �_ c,:. , �.f.. c���� . ��..� �. c��.
� :>' �?::1.''�.�, (i �.,f��Ji, c1 ' :ii: 'i .`:i��`c ��.�y i1r'C�:':�.C�E:C� t��i:ti.',1. c i�if', �x� �
, v .
. .
i�jl�� i�� i�'_I� Z:7 F3Ir.7 ��), c:.Il:i `' c'111. T'£_'I�:1.�1T'1 :iT? t?{�E`.!:{ l E1Y"U1.];_.fE:. tiZ(_ '3
_.; �� ,_
d��,;� c�f �w't � � �9'r^t, �.xnd cc i�.t�r.u� i_i ef'1'�ct f'����:�n �zc�ar i;c� -
yea:r E�?t;r.°t���ft:er �,i�.l�.:ss 1-�c�i:i :e 1�cr e.[iar��;e c}r 1;o te�ra.n�l,�,.(.e: is
f;ivr�:�z in th�; manner pro��id d in 23. ?.
28. ? If ei.i::t�er p�zx,�;;r des:�r.es tr1 t� r�l;n�t.e or rr:odify this A.GPLF'�;1,i�':l',
effective a� of t�l� date o�' c�. pirai.j.�x�, +�1�F� paxty ;rFis}zing to
inodafy or �termi.r!ate th�� �Cx 'I�L�'���NT tiha11 �ive wri�tc�n
notice ta i;he otl�.er. ��artS=, n t mcre tnan i.a.i�ei;y (90) or
less than si.�ty (F 0} calerlda day s prior to th? e�pi�ation �
date, provided, that the A.G -.�T��1�i�TT z7�a.y or�l„v be so
terx�l�nated or zrodified efie �it�e a�s of t.he eYpira.tic�xi dat�.
28. 3 In cor�sideration of the ter � and conditions of e�nploymez�t
established by this �Gl�T: :�V�NT ar�d the recognitiorz i;Io��t f:[�e
GI�II',V11NCI� PRO�EDUI;��� herein establ.i��l�ied is t��.e m_cans �
by vvh.i.c�h grie�ran�es cance �nzn�' ita appltcati�n o.r antcrpz et��tic>r�
ma�� be p��<�.ceful]_y� reso?.tire , th�� parties 1ier�cby pled�;e �:hai:
d uri.n; i.he te r.?i� af the .l�.G �3�T���TL i'VT: :
2 5. 31 rI'�ie lIi\�IOiti� a�d t1i em�:�o3�ees ti=ri�i _ .-� ����;a�;�� . �,
. • � � r� � y; t.,:� . , . ..,
lYl_ tlf:,=:�.�:f:., O�' �t1C <.�I2j� COI1C�x'f�f�: tE�)T11T�). �'3��_tCil
��r��l�.l��j�t�cs ��:i_' �� `pc�['t for cltif:�r, �� t�%�:� r!_?.
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- .., _ •
f:.�te f:t:1.1, f<..,�!:1�fil t,� c i°����+�.��.r�c�c3 ��' 1�!��,: c� . t�_�:�:' �,i � t ��r.:���. �.
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c�I�.�' IOt,ii.—Oia�; C�t E',:)1�?�U;'=:'�;.3„
13.GI�i;,]�I� to t1ia.:y � day of ��%'�r9�[J'L._ , I'� ;" �j
and dt.t.�:>it�c! ta as tlie fu�.I ��z.c3 .or��p�;:(.c-, t�:.�d:.t�s�ar�c?a�t; c��` t]�.e ���i.ic�s ;'�,;�
t2ze peric�d of ��rn.e he�.�:in ��er_.'fi.ed b;y° th�� sir;nr�tures c�f t:I���� fallu�=,-;r.=�
repre��:xrt�.ti�c-es fcr t��c EM:i'I. �Y�I< <;a.3c� t?.�; UhTtUi�?.
I'O�� ��:IE LT�.�TPL.�7'i'��R FG'R T:EIE UNI.C`,1`�
ayor. , City oi' St. Patz]_ I3lzsiizess 11ia.i�a��,�=1�
� •
Ill.irector, Depar�7nent of
Finance and T�7ana�ement Se�i•�,�i.ces
Chai_rma�7, St. Ml'atz]_ ��
Civil S��rvi�e Commiss.ion
� �._�
Lal�or Relations ��e,� � sen�at.ive �
. ' APPE DIX C
Effective June 1, 1973 the basic hourly wage rate for regular
and probationary employees appointe to the following classes of
positions;
Plumber - Foreman . . . . . . . . . . .:. . . . . . . 7. 94
Plumber . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 22
Appr entic e 1
0 - 6 months . . . . . . . 50% of Plumber rate
7 - 12 months . . . . . . 55% of Plumber rate
13 - 18 rnonths . . . . . . . 60% of Plumber rate
19 - 24 months . . . . . 65% of Plumber rate
25 - 30 months . . . . . . . 70% of Plumber rate
31 - 36 months . . . . . ?5% of Plumber rate
37 - 42 months . . . . . . 80% of Plumber rate
43 - 48 months . . . . . . 85% of Plumber rate
I
49 - 54 months . . . . . 90% of Plurnber rate �
55 - 60 months . . . . . . . 95% of Plumber rate
. J
Senior Plumbing Inspect r . . . . . . . . . . . . . . .
Plumbing Inspector . . . . . . . . . . . . . . . . . . . . .
Effective June 1, 1973 the bas'c hourly wage rate for provisional,
temporary, and emergency employees appointed to the following classes of
positions shall be:
� . Plumber - Foreman . . . . . . . . . . . . . . . . . . . . . . . 8. 27
Plumber . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 52
Effective June 1, 1973 the ba ic hourly wage rate for regular and
probationary employees appointed o the following classes of positions,
who have individually optioned to be "grandfathered" as provided by
12. 2 shall be:
�
�Plumber - Foreman . . . . . . . . . . . . . . . . . . . . 8. 65
Plumber . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 00 �
5enior Plumbing Inspec or . . . . . . . . . . . . . . .
Plumbing Inspector . . . . . . . . . . . . . . . . . . . .
Effective January 5, 1973 t e basic hourly wage rate for the
graded class of positions Water eter 5erviceman shall be:
0 - 6 months of contino s service . . . . . . . . . 5. 21
after the completion of 6 months •
. continous servic . . . . . . . . . . . . . . . 5. 36
Effective January 5, 1974, he basic hourly wage rate for
the graded class of positions Wat r Meter Serviceman shall be: �
� 0 - 6 months of contin ous service. . . . . . . . . 5. 23
after the completion o 6 months
continuous serv'ce . . . . . . . . . . . . . . . . . 5. 61
r.. . . . ,. ,. .,. ,
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`
__.�,
L�,B ��w�'?3
OR
REE�NT
-bett�ve n_
�'� CITy p
� ST' �,A UL
;
;
and k
� '
E
���T� ��-�
p � �r�� ��
�' ,�� c� . �o�r po���ca�
�� ���� e�o ������
, �c��dk� �K.�+�
� �C�� ��
�
� �
� C '`
S
�.
and programs; to set a d amena puu�,,�_, ��
utilization of technolo ; to establish and modify the organ-
izational structure; to elect, direct, and determine the
#,
.-�
--v� °" C�iL r the facilities of the .�
MPLOYL,'T� wf�c�r-�.. � �
�.
6. 11 At any time du ing ���� N� _.
'�
employee may e terminated at the discretion of the
EMPLOYER ithout appeal to the provisions of
ARTICLE 23 GRIEVANCE PROCEDURE).
6. 12 An employee erminated during the probationary period
shall receive a written notice of the reason(s) for such
termination, a copy of which shall be sent to the UTTION.
�. 2 All personnel promo ed to a higher class of positions
shall serve a six (6) onths' promotional probationary
period during which t me the employee's fitness and ability
��
to perform the class f positions' duties and responsibilities
shall be evaluated. -
6. 21 At any time du ing the promotional probationary
period an empl yee may be demoted to the employee's
previously held class of positions at the discretion of
the EMPLOYER without appeal to the provisions of
. �
ARTICLE 23 (G IEVANCE PROCEDURE).
6. 22 An employee de oted during the promotional
, probationary per od shall be returned to the employee's
previously held c ass of positions and shall receive a
written notice of e reasons for demotion, a copy of
which shall be se t to the UNION.
7. PHILOSOPHY OF EMPLOYMEN AND COMPENSATION:
7. 1 The EMPLOYER and the NION are in full agreement that
the philosophy of employm nt and compensation shall be a
;
"cash" hourly wage and" in ustry" fringe benefit system. _�
?. 2 The EMPLOYER shall com ensate employees for all hours work�cl �
at the basic hourly wage ra e and hourly fringe benefit rate as
found in Articles 12 (WAGE ) and 13 (FRINGE BENEFITS). ',W
7. 3 No other compensation o� rin�;� benefit shall b�
accumulated or earned by a employee except as specifically �
-�;
`�
� �;
:� ;��?
,�
��
�;
�:
� ,�,
9. 3L 111'�.. •-
normal w°rk W
ek; and
� y�.aii
.,y�•
,. ��'
i �:� :���;
_ �.,
� 4
� �
11. WORK LOCATION: �' '}
�
11. 1 Employees shall report to work location as assigned ' �:
�
' nated EMPLO R supervisor. During �.
by a desig
w
the normal work day e ployees may be assigned
to other work locations t the discretion of the
EMPLOYER.
q
11. 2 Employees assigned to ork locations during the
normal work day, other han their original assign- -'
�
;` �
ment, and who are requi ed to furnish their own
j �
transportation shall be c mpensated for mileage. �
:,
12. WAGE S:
12. 1 The basic hourly wage r tes as established by Appendix
C shall be paid for all h urs worked by an employee. ,�
12. 2 During the thirty (30) cal ndar day period following the �
his AGREE NT r�gular and probatianary � `
signing of t
;� ;
� �
employee� sT�all havE th� ndividual ehoicE of optioning _
� �
,�, �
to be coverQd by t'he foilo iMg frin,e benefits e�tablished � T
� �.
by Civil Serivee Rule or b City of St. Paul Couneil .
_. .�
;�
� �
Ordinance?s or Resolui.ion . �
�;
12. 21 Tnsu�ance benefita �.s established by City of St. Paul � '
Council Resolutio s.
�
12. 22 Sick L�ave as Est�, li�hed by Ordinance No. 3250. �
Ys
j
Section 35, Subdivi ion E. ''3 '
f:�
'; �:
� �;
�:�;�
�
�
�:�
12. 5 All regular, probationar , provisional, temporary, and
emergency employees e ployed after. the date of the signing
of this AGRFEMENT sha 1 be considered, for the purpose of
this AGREEMENT, parti ipating einployees and shall be
compensated in accordan e with ARTICLE 12. 1 (WAGES) and
have fringe Uenefit contri utions and/or deductions made on
their behalf as provided f r by ARTICLE 13 (Ii RINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER shall m ke contributions on behalf of and/or
make deductions from the ��ages of employees covered by this
' AGREEMElVT in accorda ce with Appendix D for all hours worked.
13. 2 The EMPLOYER shall establish Workman's Compensation,
Unemployment Compensat'on, and P. E, R, A. Retir. ement
programs as required b;T innesota Statutes.
14. SELECTION OF FOREMAN AIVD E1�TrRAL FOREMAN;
14. 1 The selection of personnel for the class of po�sitions
��'���� `� �����'�� shall remain solely with the
EMPLOYER.
14. 2 The class of positions ��-�' — ��i(�`�,�����
shall be filled by employees of the bargaining unit on a
"tempora'r}r assignment",
14, 3 All "temporary assignmen s" shall be made only at the direction
of a designated EMPLOYE supervisor.
14. 4 Such "temporary assignme ts" shall be made only in cases
where the class of position is vacant for more than one (1)
normal worlc day.
15. RETIREMENT:
All employees shall retire f om employment with the EMPLOYER
no later than the last calenda day of the month in which an employee
becomes sixty-five (65) year old.
16. HOLIDAYS:
16. 1 The following nine (9) ays shall be designated as holidays:
New Year's Day, Janu ry 1
President's Day, Thir Monday in February
Memorial Day, last M day in May
• . Independence Day, July 4
Labor Day, first Monda in September
Columbus Day, second onday in October
Veteran's Day, fourth onday in October
Thanksgiving Day, fourt Thursday in November
Christmas Day, Decemb r 25
16. 2 When New Year's Day, I dependence Day or Christmas Day
falls on a Sunday, the foll wing Monday shall be considered
the designated holiday. en any of these three (3) holidays
falls on a Saturday, the p eceding Friday shall be considered
the designated holiday.
16. 3 The nine (9) holidays shall be considered non-work days.
16. 4 If, in the judgment of the E PLOYER, personnel are necessary
for operating or emergenc reasons, employees may be
scheduled or "called back" n accordance with Article 10
(CALL BACK).
� ..�... .�.,,...�.,�.-�. � � �:r-��- .�#�..�.- M���.<,�
.���,.,��,�.�.;�... , -
�. �-�. . . . ._,. _ � . ,,. ��-�� «,,.�.:,,..,�...�,�.� .�.�
,,.,.., �. . s r.. 4.
. . ' �:
16. 5 Employees working on designated holiday sha11 be ?
�
`�;
compensated at the rat of two (2) times the basic hourly �
;z
rate for all hours work d. �{
�,
�
17, DISCIPLINARY PROCEDURES: �
�
17. 1 The EMPLOYER shall ave the right to impose disciplinary �
actions on employees f r just cause.
17. 2 Disciplinary actions by the EMPLOYER shall include only
� the followin actions: �
g
17. 21 Oral reprimand '
17.22 Written reprim nd �
i
17. 23 Suspension ' �
i
17. 24 Demotion �
17. 25 Discharge
17. 3 Employees who are sus ended, demoted, or discharged shall have
the right to request tha such actions be reviewed by the Civil Servicc�
Commission or a desig ated Board of Review� The Civil Servi.ce
Commission, or a desi ated Board of Review, sha11 be the sole ancl
exclusive means of rev�.ewing a suspension, demotion, or dischar�c.
No appeal of a suspens on, demotion, or discharge shall be considcyrti'{I
a "grievance" for the urpose of processing through the provisions
of ARTICLE 23 (GRIE ANCE PROCEDURE).
18. ABSENCES FROM WORK:
18.1 Employees who are un le to report for their narmal work day �i��'�'
the responsibilii:y to no ify their supervisor of such absence as s���?iz
as possible, but in no vent later than the beginning of. such w�r•k c3;�:.`•
18. 2 Failure to make such otification may be grounds for discipline <<��
as provided in Article 17 (DI�CIPLINARY PROCEDUI�I�S).
t;
18. 3 Failure to report fo work without notification for three
(3) consecutive nor al work days may be considered a
"quit" by the EMPL YER on the part of the employee.
19. SEIVIORITY:
19. 1 Seniority, for the pu poses of this AGREEMENT, shall .
be defined as follows
19. 11 "Master Seni rity" - the length of continuous regular
and probation ry servi.ce with the EMPLOYER from
the last date o employment in any and all class titles
covered by thi AGREEMENT.
19. 12 "Class Senior' y" - the length of continuous regular
, and probationa y service with the EMPLOYER from
the date an em Ioyee was first appointed to a class
title covered this AGREEMENT.
19. 2 Seniority shall not acc mulate during an unpaid leave of �
�:.
absence, except when such a leave is granted for a period �
of less than thirty (30) calendar days; is granted because �
�
of illness or injury; is granted to allow an employee
to accept an appointme t to the unclassified service of the �
.,
`�
}
EMPLOYER or to an lected or appointed full-time position ��
with the UNION.
19. 3 Seniority shall termina e when an employee retires, resigns,
or is discharged.
19. 4 In the event it is deter ined by the �MPLOYER that i't is neces:�.�r'�' ' �
�
reduee the work force e ployees will b� laid off by cla�s title ���itlzir� �
,
each Departmei�t based n 9.nverse length of "Class Seni:or. ity.
�� _�
a
EmployQes laid off shall have the right to reinstatement in �
�
• �',
r:
�.
,,
�;
any lower-paid class title, pr vided, employee has greathr 7�
�F
"Masi;er Seniority" than the e ployee being replaced. �
�
9 5 The selection of vacation er'ods shall be made b class �
l . p Y
�
title based on length of "Clas Seniority", subject to the �
�
approval of the EMPLOYER. - �
��;,
�..
20. JURISDICTION: �
�
20. 1 Disputes concerning work j risdiction between and among unionK �
�
is recognized as an approp iate subject for determination by thc� �
�
various unions representin employees of the EMPLOYER. �
�
20. 2 The EMPLOYER agrees to be guided in the assignment of work
�
jurisdiction by any mutual agreements between the unions involvc=ci. �
�
. 20. 3 In the event of a dispute oncerning the performance or �
�
�
assignment of work, the ions involved and the EMPLOYER t
shall meet as soon as m tuall ossible to resolve the dispute. �
YP
Nothing in the foregoing shall restrict the right of the �MPLO�'I:I; �
7
to accomplish the work as originally assigned pending resolutic�r�
of the dispute or to res rict the EMPLOYER'S basic right to �
�
;
assign work. �
�
20. 4 Any employee refusin to perform work assigned by the `
:;
EMPLOYER and as cl rified by Sections 20. 2 and 20. 3
above shall be subjec to disciplinary acti.on as provided in y
;
�
Article 17 (DISCIPLI ARY PROCEDURES).
20. 5 There shall be no wo k stoppage, slow down, or any
. disruption of work r sulting from a �uorlc assignment.
• . ' ' �.
�
�
�
�
-�
�
�
21. SE PARATION: �
�
21. 1 Employees having a robai;ionary or regular employment status �
�
shall be considered eparated from employment based on the �
�
�
following actions: '�
�
21. 11 Resignation. Employees resigning from employment shall � �
�
give written n tice fourteen (14) calendar days prior �
�
to the effectiv of the resignation. �
�
21. 12 Retirement. As provided in Article 15. �
,
21. 13 Discharge. As provided in Article 17. �
21.14 Failure to Rep rt for Duty. As provided in Article 18. �
:
9
21. 2 Employees having an mergency, temporary, or provisional �
�
,
- employment status ma be terminated at the discretion of the �
%
EMPLOYER before th con�letion of a normal work day. ;
I
22. TOOLS: '
All employees shall personall provide themselves with the tools �
a
�
of the trade as listed in Appen ix E. !
1
,
23. GRI�VANCE PROCEDURE: �;
:�
a
23. 1 The EMPLOYER shall ecognize Stewards selected in accordance �
a
;
with UNION rules and r gulations as the grievance representative �
of the bargaining unit. The UNION shall notify the EMFLOY�R �.
�
in writing of the names of the Stewards and of their successors R
�
'S
9
when so named. '
;
• �
+
23. 2 It is recognized and acc pted by the EMPLOYER and the UNION `?
that the processing of gr'evances as hereinafter provided is limitc��i
by the joU duties a�: ' r•es onsibilities of the employees and s}�all
therefore be accor> � � 3urxng working hours only when
consistent with suc employee duties and responsibilities.
�.
The Steward involve and a grieving employee shall suffer
no loss in pay when grievance is processed during working
hours, provided, th Steward an.d the employee have noi;ified
and received the ap roval of their supervisor to be absent to '
:�
process a grievance and that such absence would not be
detrimental to the w rk pro�rams of the �MPLOYER.
23. 3 The procedure establi hed by this ARTICLE shall be the sole and
exclusive procedure, xcept for the appeal of discip.linary action as
�
provided by 17. 3, for he processing of grievances, which are defined
as an alleged violatian of the terms and conditions of this AGREEi1�Ir�N'I'.
. 23, 4 Grievances shall be resolved in conformance with the following
procedure:
Step 1. Upon tne occu ence of an alleged violation of this
AGREEMENT the employee involved shall attempt �
to resolve the matter on an informal basis with the
�
employee's su ervisor. If the matter is not resolved
to the employe 's satisfaction by the informal discussion
�
it may be redu ed to writing and referred to Step 2 by
the UNION. T e written grievance shall set forth the �
nature of the g revance, the facts on which it is based, �
�
the alleged sec ion(s) of the AGRE�Nt�NT violated, �
and the relief equested. Any alleged violation of the �
AGRE�MENT ot reduced to wr.iting by the LJNION �
within seven (7 calendar days of �the first occurrence
t
of the event gi ng rise to the grievance or within 'A
�
seven (7) calen ar daZrs after the eml�loyee, throu�;11
,�,�.,..�.,.�._,._.�,�..Y..� �
. . �
�
�
the use of reason le diligence should have had �
�
�
knowledge of the irst occ�irrence of the event giving �
`�
rise to the griev nce, shall be considered waived.
:
Step 2. Within seven (7) calendar days after receiving the writtc��: �
;�
�
� grievance a des'gnated EMPLOYER supervisor shall =
;
meet with the ION Steward and attempt to resolve ;
the grievance. If, as a result of this meeting, the
grievance rem ins unresolved, �the EMPLOYER shall
reply in wrii;i g to the UNION within three (3) calendar
days followin this meeting. The UNION may refer
the grievance in writing to Step 3 within seven (7)
calendar day following receipt of the EMP.LOYER'S
written answ r. Any grievance not referred in writing
by the U1�TI0 within seven (7) calendar days following
receipt of t e EMPLOYER'S answer shall be considered
waived. '
Step 3. Within sev n (7) calendar days following receipt of a
grievance eferred from Step 2 a designated EMPLOYF�.I�
super�riso shall meet with the UNION Business Mana�;er
or his de ignated represeni:ative and attempt to resolve
the griev nce. Within seven (7) calendar days f.ollow9n�f
this mee ing the EMPLOYER shall repl.y in writing ta
the UlVI N stating the EMPLOY�R'S answer concernin�r
the grie ance. If, as a result of the written respol1se
the gri vance remains unresolved, �he UNION ma,y
refer � e griE�vance to Step 4. Any grievance not
• • . �
. . �
�.
x�
�'y
x.
referre to in writing by the UNION to Step 4 within �
�:
�
seven (7 calendar days following receipt of the ��
�
EMPLO R'S answer shall be considered waived. �
�
�
Step 4. If the gri vance reamins unresolved, the UNION ma.y �
within se en (7) calendar days after the response of �
�
>:
�.
the EMP OYER in Step 3, by written notice to the il
;�::
EMPLO R, request arbitration of the grievance. �
�
The arbit ation proceedings shall be conducted by an �
p.
arbitrator to be selected by mutual agreement of �
�
�.
the E MPL YE R and the U1�TION within s even (7) calend a r
. �
�
:�
days after notice has been given. If the parties fail �
�
to mutuall agree upon an arbitrator within the said
�
seven (7} d y period, either party may request the �
�
�
Public Em loyment Relation Board to submit a �
�
panel of fiv (5) arbitrators. Both i;he EMPLOYER �
- �
and the UNI N shall have the right to strike two (2)
names fro the panel. The UNION shall si:rike the
first (lst) n me; the EMPLOYER shall then strike
t:
one (1) name The process will be repeated and the
. remaining p rson sha11 be the arbitrator. "
,
:;
s
�
� - =:a
;j
;a
23. 5 The arbitrator sha11 have no ight to amend, modify, ar
�:
nullify, ignore, add to, or s btract from the provisions :�
,�
��
of this AGRE�MENT. The rbitrator shall consider and �
r-
�'
decide only i:he specific iss submitted in writing by the X.
EMPLOYER and the UNION and shall have no authority � �4
�,
to make a decision on any her issue not so submitted. �!
�
�-:
The arbitrator shall be wit out power to make decisions ;„
�Ni
contrary to or inconsisten with or modifying or varying
� �
in any way the application of laws, rules, or regulations
.
having the force and effec of law. The arbitrator's
decision shall be submitt d in writi.ng within thirty (30) �t
�
. days following close of t e hearing or the submission ;
;
of briefs by the parties, hichever be later, unleas the
parties agree to an exte sion. The decision shall be based
solely on the arbitrator s interpretation or application of ;
the express terms of t 's AGR�EMENT and to tlze facts of the
grieva,nce presented. Thp decision of the arbii;rator shall be
final and binding on th EMPLOYER, trie TJNION, and the emplc7�-+'�' '_•
23. 6 The fees and expense for i:he arbitrator's services and procc�ccii', '
shall be borne equall by the EMPLOYER and t1�e LTNION, px'���'�' "�
that each party sha11 e responsible for compensating its o�vt�
representatives and itnesses. If either party desires a vcrt�:�ti!'
record of the proce dings, it may cause such a record ta }:�e ra"�:���F'�
�,lovi!:ii.l�� i.t C�:�;ys fc,�• � �°� rcc�;�-ci.
. . . �� ,.W, p�. �i-�, r ,
23. 7 Tlje �tiz�ze Izl���i�1:� � �,. ,�,��_��� n�� t.�-i.a..s p�.��ccdvre ��n�:�_y 1�c c;�:i;�:r����ci }��,�
x.����,�tal ��,��r'ce�,�t�1�� c�:' I �e f��,'T=�''C,C��S''�:�i at�.�z t1.:�e L?1\��:���N.
",.:i, i�IGTl'�=' C)r' `�t7T;CYC)�`�T'.i,Y;.n,.r"I'r
2n, 1 �l�hc; :T;iv7PJ�Ot'��P r^.a�� at ��.���r tixne dlzran� the dta.r<�.ii.on of t:ha.s
AG�.�:;EIVIFI�T`�', coxitra �•i: oia�c vroi�I, ca�,ne by i:i�� c�zn���a.Io���;� co�r��:�cl
by this 1�.CzR�a�'1��L1�1�7_'. In. th� ev��nt that such conl;r��cti�3.� v,rat�Id
r�su7.t i_n a rec�uct;on f �he war°l� f.orc.� ca�cTered by th.is AG]i7:E�;l:J�;:�;"1';
t��� Fl�'[PI�O�'�,R 5���71. �ive �Y..e UNION a niz�ety (90} cale�zdar d�y
nctice o:f t}ie inte:ntivn �to su��-coritl act.
24. 2 The sub-contracfi::�n�s o worY� done b�° the emplayees covez ec� by i:r,��
AGF��JE�ZLNT s�ia:�i i � aIl case_� he a-ri�t,d� only ta e�ployers �.�,�l:io
quali`y in accord�nce with t?r.c�ir.ance IVTo. ].4013.
25. 1VOlV-DISC:RTi1-TTN�'�TIOl�?:
25, 1 The t�rms and condi.taons of t�his AG��Ei�ll/11��NT will 1�� applied to
employees equ�,lly tui.t out ��egar.d to, or discrim.inatian for oz
agaii�s�, ariy individu 1 becaus� af race, col.or, creed, se�, ase,
or because of rnembe ship or non-m�mbership in 1:�Ze UNfi)N.
25. 2 EmploS�€�es ��rill perfo m their dutze:s and responsibilities in a
non-da.�cri.r7�inatory 1 anner as such duties arid responsibil.itzc�s i7ivc,lv��
other c ��loyees and e general public.
?6. SEZTERA�ILP7
26. 1 In t�^ c i.hat any � x�ovi.,�a.on(s) of. t�:as ACzR�I�i�-fi:1s�I' zs c3ec:l.�:irecl
to }�e �: � a�:�v to l.av,r �y prop�r� ].�::gi.sl.�.l:i.ve, adrni.i�i.st:rati.�-c�, c?,.
jucli� � .;.i a.tai:�-ic,���i.i.,y I'ro. �����c�se fat�cliri�;, de�.c::°,r��iri.��ti.oti, c�i� cic �°a.°ce ,��:;
`cLF)i1E'11 :LS 1�1�i+-'l�� SL1C;F1 �3I OZ/3-:�:fCiTi.iE:?? �i�}<i1�. �?C VU1C��.'C�. i�`i�.�. Ci�.�l�:''L'
�,,����i.-,i_ar�.�, �,r���ll cci�:�7��ae :� �.i'i�Il ``c��.rce �zr7.._l �;��fec:1.,
;�LJ� ,� r��i7G' �;�.1"j,).','',.�.li i?.�,.,c�-�, � -� .���-1C "�. �F-••.i . �.� , � >}� � I�� i:,�s �..ri ��i�!_: �
� .. ��. �t� i,._. � 7 �vr� � _ ,... :t�c�.._��� �niE.� r,� � o!.; fr�
� � � t '. • � IJ.IJ.� \Ji, �A��.. ��-_1,��'.1l{I j����iJ��7(.�.1
i.0 l)��3,C€., i;��c, ti'cild(3;i i ,. t)V3.� . _,_ � :a.x: Cc�"Yi�}��t2ll��i�
\'v"l.t.�; �t2�', � ^�����_':)�1V�", F�C�I"t�� ���;f;1•c^ii]_Z�c>� O"L' �"t�C�:l.CXc�l C.�{�t°I"i1`1.JT�:`,ilOY�:,
,� 1 . b�l�,`1.�.\r�i�i. .
27. 1 The r�i��.r'I�01'�?;R anci tl�e ?�`�i�IC7T�� aea�;_nc��✓1F�d.�e tt��.a�t durin�; L�i�.e
, �• P j�,�,,�,�,-,-�rT.
nieet�l,g ana nc�;af:i.a,in� � �i�.ch resul.t�d in thi.s A�a �. �� .u>>_. ,
each haci the ra.���t; a��d o��7 or�anit;�= to make pi o��osals ��rith
respect to ar.y si_�l,ject co cc:rn�nr; tl�e t:err.ls �nc� coz�ditic;n�
af employmel�t. The agr erlents anci unders�an��islgs r. eacl.led
by ti1Q parties af.ter t21e e erci.se af 1;lzis ri�;lit are fz�ll�7 and
° completely sei: f'oi•th in t �s A.GREEI,�1EivTm.
27. 2 Therefar. e� th� E�v'iPLOI. � R and tiie U�IO�`� for i;he c�ura�ion af: i:his
A.C'xPLF��ILNT a��'r�:e �hai the ot:lAer p xr.ty shall not be obli�'atc;d �o
meet and ne�oti.ate over. ny term or conditions of err.i�loyment
whether sp�ci.fically cov red or rzo�; speca�fically covered by thi�
AGF,EFII�:NT. The TTNI 1V and FNIPLOYLR may, however,
mutlially agree to rnodif any provi.s?an of this �`�GRF �T�ZLNT.
27. 3 Any and all pra.or ordz.na ces, a�r�ements, resolut:ions,
practic�s, polieies, and rtzles or regulations rebar.cl.izlg the
terms and c;on�itions of mplo��ment, ta the eYtent th�y ar. e
inconsisi;ent �x�z�h this g RZ�T�iViI:�1'I', are hereb�- st�persecled.
`?(�' fJ 1�.�.d1��rl,,I II.LV <..1.1Y11 ���J_IJI../�.f��J. .
t. �)♦
`�ii, 1 r��lll:a 1�.��i1�I��i1'�t.,1`��.1, � �l,ti 1_1f.COIi1�.` C',ff�.'C�,7.Vf� i�.�i Ol �,tl� Cicll,f', UL
s:i�;niL.�;, c:xcepL ���� �:�a �c�.facal.l�� ;�ro,�iderl oi:�f.::��c��x�r a.n
�iI'T:"tf_1'Lr�S 12 az,ct 13, ��rid �I�all rc�.n�izl in effc�ci; tha°o�x�;l� t��e 30�"1�
da�y of �Irt �� 197�?, nd continv� in effect: f.x�oln y�:ar.° ta
yea�° thE�realtex° ur�Iess ��c�t.i.c� to e1�an�c or tc� t;�rz��in�i;e is
�iv�n in th� manl:�er• �rouidecl in 28. 2.
2�. 2 If eith�r ��a.rty desires t terininate or madify this AGIi���EMI:�?�I�',
effective as of th� c?ate f c�pir.ation, tl,e par•ty �7i.s7iin� to
;
modify or terminal:e the 1�.GRFENIENT sTlall give wr.itten
notice to t�ie other part,y not moi•� than ninety (90) or
�
less than si�1:5� (60) cale 1ar days prior to tlze expiration '
r
�
date, proviaed, that the GRE�Iti�NT z�z�ay only be so
termi�nated or modified e fecti.ve as of tl�.e expirataon date.
. s
;
�
�
28. 3 In coilsideration of the te �ms and conditions of exnploym�nt
:j
establ'zshed by this AGR�� EN[�NT and the reco�mii;ian tl�zat i;lhe �
GPI�VI`�NC;L PROCI�D UI� herein estdblisl�ed is the means
;
by whicii �rievances conc rning its application or ini:erpretatioii ;
;
rnay be peacefull.y r. esolve , t1xc� parties hereby pledge that
during the terrn of the AGI. 1�ER!"iE�TT-
28. 31 'I'l�.e UtvrlQ�? and the ;,�zr±p].ojTces ���c�?.11 not en�a�e in,
. instir;�yi;e., or cc�ncle e �.ny cor�cc;rt.ed action ir� ti=�l��.c:1i
ci�r:l��lc�yc��s fa.il fc� :r p�}rt for c�lzty. w•ill.t't�i1_,y� ,�1��,,,nt
�.'E� ir -�;:� -•?� �•� t- Ay* . �
.
t, f.11.,•_ 1J1�`. .�1 r71. l'-C}2..�., r > �,�".�;�T _'� .1(�'., (lU�•,"?� i, ');
" ... _ .r�,�c� '�
�r ', ,.
,
�
('�'�C?��:°;�.� C cl.i��i E.l.i(, l . ('�i-ilfs C'�.��tr.� I11 �' -1rJ :,' C?�l' �7;.:'L'{ i'�'C:t t�7'G
.., p -f . . �
21].i: ll�.l..�_y ��i'.l��il:i'1 L� ..5'i':}i illc).i�.C.c.. OV. 1,�1:;�.I` f�.(':�114'S O) f j'!"r�'1� ". , .,
����" i �:..: " --;� c, . `� � ' 7 -t -•a.•fy, i. �l
p :,r� � s
2U� J� �_i_i', 1'1.�,��71..,) 1 '�it u'1,_L 3�� �- ..3"� l.: E l.l,s �.! ,�.; ��1.,C:� T' t',t... .. ..
� a1�y 1u: , -�t:t c,�' e tplr:��re��s.
AC;RT�I�D tr� j:�ii5 3'� cia,y c�f L , l'>"j �
�.1i�i a':test�c� ta �x.�� ihe ftz�.l arici eo. �.pl.ete �zn,�er:�t�t_r�c"�.ir�.f, oi' i;he ���<_zl°i-S.f,: ;<.�,. � �
i:he perioci oi ti�ne ��.erein. s��eci.fi c.� u�= ti��e sig�:;�atL.�:,:s o.�' tli�� fol1����z:;z,_�
re��reseniati�-es i'vz t��e )J�V F:.UY:[�R an�z t:�� L`��7��t:
I�'C�Fi 'I'I�l� Eit27'I_;t��'El� F+'Ch 7��3� LNIC:);:i
L�,.�✓'L�''�Cc� ��
1��2ayor, City of St. �'aul I3usi.?���,�s Tb'4�;��.r�_���rcr�
��
D.ii�ector, I�epar�tment c�f �
I?`inance a?Zd �laria.�e7nent Se.rvic s
Chai.rirlan, St, Yaul
Civil Service Coi-nrnissi.on
Labor Pel.at.iai�5 Pe�r en�i.ata.ve
APP i�IVI7:tX !�
The classes of positions z ecognizF�c� by t1�e FMPLO�'Eh as
being exc:lu:�ively rel�rese;nt�d bsr �:he UNION ai e as follows:
Roofer - Foren�an,
4
Poofer,
Appr�entice;
�
and other c.lasses of positions that r�lay be established Uy the �
�
�
EMPLO�'ER where the duties and responsibiliti.es assi;x�ed coines �
i
within t��e jurisdiction of the UNI N. �
API?:G C� ;�: C
Lf;ecti_vc� N1:ay l, 1973 +��Ze ba, i.c houriy wage rate fc�z� regular
and probationar�y empl.oyees appa;.n{: d to thc: :failowin� classes of posi.i:ian:;:
lioofer - I+orema.n . . . . . . . . . . . . . . . . . . . 7. 75
Roofer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 27
Apprentice
0 - 500 :hours . . . . . . . . . . . . . . . 66% of Poofer rate
501 - 7_300 houx�s . . . . . . . . . . . . 70% of Roofer rate
1301 - 2100 hours . . . . . . . . . . . . . 80°�0 of Roofer rate
2101 - 2900 �}.�ours . . . . . . . . . . . . . 85% of P�oofer rate
2901 - 3700 hours . . . . . . . . . . . . . 90°�0 of Roofer rate
370]. - 4500 hours . . . . . . . . . . . . 95% of Roofer rate
Effective May l, 1973 tlie Ua ic hourly wage rate for provisional,
i;emporary, and emergenc� employ es appoin�t.ed to the follo�ving classes
of positions shall be:
Roofer - I'oreman . . . . . . . . . . . . . . . . . . &. 06
Roofer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 56
Effective May l, 1973 the ba ic hourly wage rate for regular and
probationary employees appointed t i:he following classes of posi_tions,
u-ho have ixldividually optioned i:o be ''�r.andfathcred" as provided by 12, 2,
slnall be: �
Roofer - I'oreznan . . . . . . . . . . . . . . . . . . 7. G6
� Roofer . . . . . . . . . . . . . . . . . . . . . . . . . , . . 7. 23
A.I' 'I;��I� D
Lffectivc� t��i.rt.y-on<� (31) calcnc:{ar da5�s fa11o�TL=in�; the si€;nin� of
�
this AGI�1::;1':li�l.T�Iv�i,, the }�1��F'Ia0 '1�I� s'ha.:ll:
(1) coz��:ribu�e � . •�5 pe�.� 1�totir, f.rom ���-rr�.icli_ pa,3-ro1.1 dec3tzctiozls '�
h�vc 1�eez�. ir��de, fo all hours �.Tor•lied by emplvyecs covered '
by tr�is AGRL)�NiI��._ 'l,, ea.cet�t thase �rvho 11ave individually
elected to be "g.raz� fatherec!" as provi.ded hy 12. 2, t:o a
Vacatian F'uncl�
(2) contribute $ . 44 per hour for all hours t�orked b5� emploS�ecs
covered by this AGR �Eit��NT, except those who ha.�Te
indivi.dually elected o be "brandf.athez•ed" as pro��Tided by
• 12. 2, to a IIeali:�z and V�'elfare Fund.
(3) coni�ribute $ . 25 per our for all ho�zrs worked by em_ployees
covered by this AGK EIl2Ia�TT, e�cept those �vho h�.ve
individuall�� elected t be "grandfathered" as provided by
I2. 2, to a Fension Fu zd.
All conl:ri��utions inade in a cordance with this l�ppendix shall
be forwarded to deposi.tories as dir cted by the UNION.
The EMl'LOI'�R s11a11 estab ish ti��orkman's Compensation a.ncl
Unemployment Coinpensati.on progr ms as -required by Minnesota Statutes.
1�I'1'_�'NTI�Y I) (s_;«nt. )
I1rsz��l.c>yees covcz•cd l�y fhi � ��C�;,1�,:� 'NLI;i\?'I', except: i;hc,,;;� ��plzc> h����e
i.ridiv��.c: �.�aal-J.y eleetr��d to f�e ",�rar�cif i:tL��red" <�s �provided. by 1%. 2, shall nc�t
L�� e]i�,i.'�Ie fol•, �;;�vcrncc� b,r; a�° ccun�t:_I.at�� �r�ac�:.i,i.o.1, sicis: leave, :L�olicl��.,y,
funes•ai leavc, jury dtlty, ox instarance f.ri.r�F,L, bencfi,ts tiia.i: ar�e or may }��
estak�lisl�ed by Civil Se��vi.ce Rule , Counci.l Or•dinance, or Counci_l hesolu':io��s.
Ti��e I��\!IPLU�'FR'S fr•iz�ge en�i'it obli�ation, c�cept to tl�ose c:m�:�Io;��e;�es
who ha.ve individually el�ctc:d to b "grandfather.ed" as provided by 12. 2,
is limited to the coni:ribution�, an_d or c�eductions established by i:his
AGI��EMEN�,. T11e actual Ievel o benefi'cs p�,ovided to employees shall be
1;7te resZ�onsibi_li.ty of t.he �I'rustees f the various fun.ds to ���4�.ich th�
E�._!'IPLO1'FI� rias fortivarded contri. utions an�/or deductions.
f� ' .!� � �
8. 7 Employees repo ting for work at the established starting time
and for whom n work is available shall receive pay for two
(2) hours, at th basic hourly rate, unless notification has
been given not to report for work prior to leaving home, or
during the previ us work day. ,
9. OVERTIME:
9. 1 All overtime co pensated for by the EMPLOYER must receive
prior authorizati from a designated EMPLOYER supervisor.
No overtime wor claim will be honored for payment or credit
unless approved i advance. An overtime claim will not be
honored, even tho gh shown on the time card, unless the
, required advance pproval has been obtained.
9. 2 The overtime rate f one and one-half (12) the basic hourly
. rate shall be paid or work performed under the following
circumstances:
9. 21 Time worke in excess of eight (8) hours in any one
normal wor day and
9. 22 Time worke on a sixth (6th) day following a normal
work week.
9. 3 The overtime rate o two (2) times the basic hourly rate
shall be paid for wo k performed under the following
circumstances:
9. 31 Time worked on a holiday as defined in Article 16
� (HO LIDAYS);
9. 32 Time worked n a seventh (7th) day following a
normal work eek; and
. �' • , � � �-��3'_
9. 33 Time worked in exces of twelve (12) consecutive
hours i.n a twenty-fou (24) hour period, provided�
that all "emergency" ork required by "Acts of
God" shall be compe sated at the rate of one and
one-half (12).
9. 4 For the purposes of calcula ing overtime compensation overtime
hours worked shall not be ' pyramided", compounded, or paid
twice for the same hours orked.
9. 5 Overtime hours worked as provided by this ARTICLE shall
be paid in cash. ,
10. CALL BACK: I
10. 1 The EMPLOYER retains the right to call back employees
before an employee has tarted a normal work day or normal
work week and after an mployee has completed a normal
work day or normal wo k week.
10. 2 , Employees called back shall receive a minimum of four (4)
hours pay at the basic ourly rate.
10. 3 The hours worked bas d on a call-back shall be compensated in
accordance with Arti e 9 (OV�ERTIME), when applicable, and
subj ect, to the minim m established by 10. 2 above.
10. 4 Employees called ba k four (4) hours or less prior to their
normal work day sh 11 complete the normal work day and be
compensated only f r the overtime hours worked in accordance
with Article 9 (OV RTIME).
k
: .
11. WORK LOCATION:
11. 1 Employees shall report to work location as assigned
by a designated EMPLOY R supervisor. During
the normal work day emp oyees may be assigned
to other work locations a the discretion of the
EMPLOYER.
11. 2 Employees assigned to w rk locations during the
normal work day, other han their original assign-
�
ment, and who are requi ed to furnish their own �
a
transportation shall be c mpensated for mileage. ;
',
12. WAGES:
12. 1 The basic hourly wage r tes as established by Appendix
C shall be paid for all ours worked by an employee,
12. 2 During the thirty (30} c lendar day period following the
signing of this AGREE NT r�gular and probationary
i
employee� s�all havE t individual ehoice� of optioning �'
�
to be coverQd by the foi owir�g frin�e benefits established
by Civil S�rivc� Rule o by City of St. Paul Council. j
�
{
Ordinanc�s or Resolu�i n�. ;
!
� �
12. 21 Insu�ance bene ita �.s established by City of St. Paul �
�
Council R�sol tions, �
12. 22 Sick L�ave as st�.blished by Ordinance No. 3250. �
Section 35, Sub ivision E.
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12. 23 Vacation s established by Ordinance No. 6446, �
s:
Section 1, ubdivision F.
12. 24 Nine (9) le al holidays as established by Ordinance
No. 6446, ection l, Subdivision G.
12. 25 Severence b nefits as established by Ordinance
�
No. 11490. �
Employees who indi idually elect to be "grandfathered"
and continue to be co ered by the existing Civil Service �
Rules and by Munici al Ordinances and Resolutions �
stated above shall be subject to all other provisions of �
this AGREEMENT, b t shall not have hourly fringe benefit r
contributions and/or d ductions made on their behalf as
provided for by ARTIC E 13 (FRINGE BENEFITS).
12, 3 Regular and probationa y employees not electing to be "grandfathered"
shall be considered, fo the purposes of this AGREEMENT, part-
� icipating employees and shall be compensated in accordance
with ARTICLE 12. 1 (WA ES) and have fringe benefit contributions
�
and/or deductions made n their behalf as provided for by :
�
ARTICLE 13 (FRINGE BE FITS). '
12. 4 Provisional, temporary, nd emergency employees shall �
,
��
. be considered, for the pur oses of this AGREEMENT, ;
�
participating employees an shall be compensated in accordance �
with ARTICLE 12. 1 (WAGE ) and have fringe benefit contributions
and/or deductions made in t eir behalf as provided for by
�
ARTICLE 13 (FRINGE BEN l�ITS), �
�
�
�
�:
..__
,�.�,.:,.... __ _
..
. � . ,
. 12. 5 A.11 regular, pro ationary, provisional, temporary, and
emergency empl yees employed af.ter the date of the signing
of this AGR.EEM NT shall be considered, for the purpose of
this AGREEMEN , participating employees and shall be
compensated in accordance with ARTICLE 12. 1 (WAGES) and
have fringe benefi contributions and/or deductions made on
their behalf as pro ided for by ARTICLE 13 (FRINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER, sh 11 make contributions on behalf of and�or
make deductions fro the wages of employees covered by this
AGREEMENT in acc rdance with Appendix D for all hours worked.
13. 2 The EMPLOYER sha 1 establish Workman's Com.pensaL-ion,
Unemployment Comp nsation, and P. E. R. A, Retireinent
programs as require by Minnesota Statutes.
14. SELEC TION OF FOREMAN P1D GE\TERA L FOREMAN:
14. 1 The selection of perso nel for the class of positions
/��'lnr�d iT' ` �>i� � y'���rshall remain solely with the
EMPLOYER.
14. 2 The class of positions /�l'�'��,�j'' -- �a °��'� ����
shall be filled by emplo ees of the bargaining unit on a
"temporary assignment' ,
14. 3 All "temporary assignxn nts" shall be made only at the direction �
, of a designated EMPLO ER supervisor.
14. 4 Such "temporary assign ents" shall be made only in cases
where the class of positi ns is vacax�t for more than one {1)
normal worlc day.
� ; � �
15. RETIREMENT:
All employees shall retire fro employment with the EMPLOYER
no later than the last calendar ay of the month in which an employee
becomes sixty-five (65) years ld.
16. HOLIDAYS: '
16. 1 The following nine (9) ays shall be designated as holidays:
New Year's Day, Janu ry 1
President's Day, Thi d Monday in February
Memorial Day, last onday in May
• Independence Day, Ju y 4
Labor Day, first Mo day in September
. Columbus Day, seco d Monday in October
Veteran's Day, four h Monday in October
Thanksgiving Day, f urth Thursday in November
Christmas Day, De ember 25
16. 2 When New Year's D y, Independence Day or Christmas Day
falls on a Sunday, t e following Monday shall be considered
the designated holi ay. When any of these three (3) holidays
falls on a Saturday the preceding Friday shall be considered
the designated holi ay.
16. 3 The nine (9) holid ys shall be considered non-work days.
16. 4 If, in the judgmen of the EMPLOYER, personnel are necessary
for operating or e ergency reasons, employees may be
scheduled or "cal ed back" in accordance with Article 10
(CALL BACK).
a�tlqs��ri'5,.�,,. g+.!�t�&�e.;:�.�r�9�DR�e¢!I.�s6�!b�,^yr'are°'4�.cP�,�.+�. ..,., r,t^st^s�..�a.+ww+w�n!r,w,,.. rtT^qs=x'�"�io°�e;'"' �'�3'4le��p'a..�`4r:'.. y�tt^'�Kq'�+r'n¢"°�
, . ."'ua"",r`@F�,. .. ,'rd^. -, . 'T°1....... . ,TZ�;,. .,.,:y
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16. 5 Employees working on a desi ated holiday shall be
compensated at the rate of t o (2) times the basic hourl.y `Y
rate for all hours worked.
17. DISCIPLINARY PROCEDUR,ES:
17. 1 The EMPLOYER shall have he right to impose disciplinary �
actions on employees for ju t cause.
17. 2 Disciplinary actions by the MPLOYER shall include only
the following actions:
17. 21 Oral reprimand
17.22 Written reprimand
17. 23 Suspension
, 17. 24 Demotion
17. 25 Discharge
17. 3 Employees who are suspen ed, demoted, or discharged shall have
the right to request that su h actions be reviewed by the Civil Servicc
Commission or a designate Board of Review. The Civil Service
�
Commission, or a designa ed Board of Review, shall be the sole and "
exclv.sive means of review'ng a suspension, demotion, or discharge.
No appeal of a suspension demotion, or discharge shall be considerc�d �
�
a "grievance" for the pur ose of processing thraugh the provisions �
�
of ARTICLE 23 (GRIEVA CE PROCEDURE). �
�18. ABSENCES FROM WORK: �
18.1 Employees who are unabl to report for their normal work day 1i�;��' �
the responsibility to notif their supervisor of such absence as soot� '
�
'`
�
as possible, but in no ev nt later than the beginning of such worlc ci:��'. q
18. 2 Failure to make such not fication may be grounds for discipline �t:i ;
',
as provided in Article 17 (DISCIPLINARY PROCEDURFS).
. , ' � ;
� �
' � � �
18. 3 Failure to report for work without notification for three �
)
�
(3) consecutive nor 1 work days may be considered a "
,
�
,
"quit" by the EMPL YER on the part of the employee. j
i
j
19. SENIORITY:
;
j
19. 1 Seniority, for the pu poses of this AGREEMENT, shall ':
� i
be defined as follow :
i
19. 11 "Master Sen'ority" - the length of continuous regular
� and probatio ary service with the EMPLOYER from
the last date of employment in any and all class titles
covered by t 's AGREENLENT.
19. 12 "Class Seni rity" - the length of continuous regular
and probati ary service with the EMPLOYER from
the date an mployee was first appointed to a class
title covere by this AGREEMENT.
19. 2 Senior�ity shall not ccumulate during an unpaid leave of
absence, except w en such a leave is granted for a period
of less than thirty 30) calendar days; is granted because
of illness or injury• is granted to allow an employee
to accept an appoi ment to the unclassified service of the
EMPLOYER or to an elected or appointed full-time position
with the TJNION.
19. 3 Seniority shall ter inate when an employee retires, resigns,
or is discharged.
19. 4 In the event it is d termined by the �MPLOY�R that i� is necess�zt'� �
reduce the work fo ce employees will be laid off by class i;itic� «���j}�`"
each DepartmeMt b sed on inverse length of "Class Seniority.
��
�mployQes laid off shall have the right to reinstatement in
r . � �;'"
s:
, • �.,.
�;:
any lower-paid class tit e, provided, employee has greater ?`°`
:;�:
"Master Seniority" than the employee being replaced. ���"
a�>
�;
19. 5 The selection of vacatio periods shall be made by class �
;,.
K'
title based on length of 'Class Seniority", subject to the "`�
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:��
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approval of the EMPL YER. '�:
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20. JURISDICTION:
20. 1 Disputes concerning w rk jurisdiction between and among unions �
�
� is recognized as an ap ropriate subject for determination by thc� �
�
�,
various unions repres nting employees of the EMPLOYER. �
�
:
20. 2 The EMPLOYER agr es to be guided in the assignment of worlc �
r
�
�
jurisdiction by any m tual agreements between the unions involvc��;. �
;
1
20. 3 In the event of a dis ute concerning the performance or '
assignm�nt of work, the unions involved and the EMPLOYER
shall meet as soon s mutually possible to resolve the dispute.
Nothing in the fore oing shall restrict the right of the EMPLC)1'"l�;It
to accomplish the ork as originally assigned pending resolution
of the dispute or t restrict the EMPLOYER'S basic right to
assign work.
20. 4 Any employee ref sing to perform work assigned by the
EMPLOYER and s clarified by Sections 20. 2 and 20. 3
above shall be su ject to disciplinary action as provided in
Article 17 (DISCI LINARY PROCEDURES).
20. 5 There shall be n work stoppage, slow down, or any
disruption of wo k resulting from a work assignment.
,�� ' , ;�
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X
21. SE PARATION: �
�
�
21. 1 Employees having a probation ry or regular employment status :�
shall be considered se arated from employment based on the �
P ;�
following actions: �
�
21. 11 RESignation. Employ es resigning from employment shall �
�
�
give written notice fo rteen (14) calendar days prior ':
�
,
to the effective of the resignation. �
�
A
21. 12 Retirement. As pr vided in Article 15. �
�
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21. 13 Discharge. As pr vided in Article 17, z
s
21.14 Failure to Report fo Duty. As provided in Article 18. �
21. 2 Employees having an emer ency, temporary, or provisional
employment status may be terminated at the discretion of the
EMPLOYER before the co letion of a normal work day.
22. TOOLS:
All employees shall personally p ovide themselves with the tools
of the trade as listed in Appendi E. �
23. GRIEVANCE PROCEDURE�:
23. 1 The EMPLOYER sha11 r cognize Stewards selected in accordance
with UNION rules and r gulations as the grievance representative
of the bargaining unit. The UNION shall natify the EMPLOYFI�
in writing of the name of the Stewards and of their successors
,
when so named.
23. 2 It is recognized and a cepted by the EMPLOY�ER and the UIVION
that the processing of grievances as hereinafter provided is 1i�1�it�•��
by the job dutzes and esponsiUilii:ies of the employees and ShaU
therefore be accomp ished during z�orking hours only wllen
' � ' � �
. �
�
consistent with suc employee duti.es and responsibilities. �
�
The Steward involv d and a grieving employee shall suffer �
no loss in pay whe a grievance is processed during working �
;
hours, provided, t e Steward and the employee have notified �
�
and received the a proval of their supervisor to be absent to �
process a grievan e and that such absence would not be �
�
detrimental to the ork pro�rams of the EMPLOYER. �
i
23. 3 The procedure esta lished by this ARTICLE shall be the sole and '
�
,
exclusive procedure, except for the appeal of dis ciplinary action as '
;
provided by 17. 3, fo the processing of grievances, which are defined
as an alleged violati n of the terms and conclitions of this �1GRE�M�N'T.
23. 4 Grievances shall be resolved in conformance with the following
procedure:
Step l. Upon the o curence of an alleged violation of this
AGREEME T, the employee involved shall attempt
to resolve he matter on an informal�basis with the '
employee's supervisor. If the matter is not resolved
to the emp oyee's satisfacl:ion by the informal discussion "
;
it may be educed to writing and referred to Step 2 by
the Ul�TION. The written grievance shall set forth the
nature of t e girevance, the i'acts on which it is based,
the alleged section(s) of the AGREEMENT violated, -
and the rel ef requested. Any alleged violation of the
AGREEME T not reduced to writing by the UNION
within sev n (7) calendar days of the first occurrence
af the even giving rise to the grievance or within
seven (7) c l.endax• da.ys a.fter the employee, 1;hrour;h
. � �
" - � �
r
the use of reasona le diligence should have had �
3
„
knowledge of the fi st occurrence of the event giving �
rise to the grievan e, shall be considered waived. �
�
'�
Step 2, Within seven (?) c lendar days afi:er receiving the ��,�rittcn �
�
�
�
grievance a desig ated �MPLOYER supervisor shall `
�
;
�
meet with the UN N Steward and attempt to resolve ;�
.�
�
the grievance. If as a result of this meeting, the �
grievance remai s unresolved, �the EMPLOY�R sha11
reply in writing t the ITNION within three (3) calendar
. days following th s meeting. The UNION may refer
the grievance in riting to Step 3 within seven (7)
calendar days fo lowing receipt of the �MPLOYER'S
written answer. Any grievance not referred in wr.ii;ing
by the UlVION w'thin seven (7) calendar days following
receipt of the E PLOYER'S ansz�ver shall be considered
waived.
Step 3. Within seven (7 calendar days following receipt of a
gri.evance refe red f.rom Step 2 a designated EMPLOI'T�:R
supervisor slia 1 meet with the UNION Business Mana���r
� or his designa d representative and attempt to resolt�•e
the grievance. Within sev�n (7) calendar days followiri:f
this m.eeting t e EMPLOYER shall reply in writing to
the I1IVION sta ing the EMPLOYER'S answer conccrnin;
the grievance If, as a result of the written respon�c
the grievance remains unresolved, the Ul�TION rna,y
refer the gri varice to Step 4. Any grievance not
, � : . . _ �>
. �
. � �
�:
�
refe red to in writing by the UNION to Step 4 withul �!;
,.
�
seve (7) calendar days following receipt of the �
�'
EMP OY�R'S answer shall be considered waived. �'
��
�
�
�
Step 4. If the rievance reamins unresolved, the TJNTON may
�-
�`'
within seven (7) calendar days after the response of - �
the E PLOYER in Step 3, by written notice to the �`'
�
EMPL YER, request arbitration of the grievance. �`:
�.<
�y
The ar itration proceedings shall be conducted by an �
�
arbitra or to be selected by mutual agreement of �
�
�:
the �M LOYE R and the UlVION within s even (7) calend a�• :�
�'
�
�
days aft r notice has been given. If the parties fail '
�
�:
, to mutua y agree upon an arbitrator within the said �
,
seven (7} day period, either party may request the �
�
Public E ployment Relation Board to submit a �
�
�
�
panel of f' e (5) arbitrators. Both the EMPLOYER �
�
and the ON shall have the right to strike two (2} �
s'
4'
names fro the panel. The LJNION shall strike the ��
�
�.:
_?4µ+.
first (lst) ame; the EMPLOYER sha11 then strike �
�::
;�
one (1) nam . The process will be repeated and 1:he �
'�
remaining p rson shall be the arbitrator. "�
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23. 5 The arbitrator s all have no right to amend, modify,
. nullify, ignore, dd to, or subtract from the provisions -�
. . ���iF....
of this AGREE NT. The arbitrator shall consider and
decide only the s ecific issue submitted in writing by the '
E1V.CPLOYFR and e UNION and shall have no authority
to make a decisio on any other issue not so submi.tted.
The arbitrator sh 11 be without power to make decisions
contrary to or inc nsistent with or modifying or varying
in any way the app ication of laws, rules, or regulations
having the force effect of law. The arbitrator's
decision shall be s bmitted in writing within thirty (30)
days following clos of the hearing or the submission "
of briefs by the par ies, whichever be later, unless the
parties agree i;o an xtension. The decision shall be based ''
, :
solely on the arbitr tor's interpretation or application of y
the express terms o this AGREENLENT and to the facts of the
grieva.nce presented The decision of the arbitrator shall be
final and binding on e EMPLOITER, the TJIVION, and the empic?�Y���' •
23. 6 The fees and expens s for the arbitrator's servi.ces and proceccli��:
shall be borne equall by the �MPLOYFI-� and the UNION, pra�'i`='' '
that each party shall e responsible for compensai;ing its o�vxi
representatives and itnesses. If eit;her party desires a vei•t�:��a::'
record of the proceed ngs, it may cause sueh a record to be r�.�����'•
px ovidst�.; :;.t E>�;,y��> for Ll�c; x��:�:c>7=a.
`��. �! �i IlE? t3.;1":E', �1II1?.1:>z � t�i��C�'1 S�;E`.[� f.1f� �71iS �?"±°UC:�(�.�tll'E3 )'Yl;�,.;�' �)E� E�};.{;f,'YlCi+_'.C:1 4�`;� �
i�utual ��5;��:;:r.ne;r�t uJ: ii�.L E��.'I,'1�.,��'L:1� .�rzd �lzr�� 1J1�IC�a;.
��_�. �zr�-{z} c:�r ��;?�cc}:������r1�1t�1_c�
2-�. 1. �1'h.e F1!fP:P_;O�'7�:T; 7� a}>, at any time durinb the d�.�rat.icn cz �l�is
AGI;EEi'�T�-�:itiT, cori r�tict out �=-o�l.� dor�e ��y t�-�.� emp.l.oyees co;Terec�
by thi�; .l�,CCF;r1F�1v'[FTvT. In the event tA�at such cc�rrtracti.ng ���ould
resull: in � r�eductiol of the ��rork force co�c=ered hy this AGP�i�;T;��riT:::[�J'i',
the �MPL�Y?�r sha I �ive t�ic UNION a nincty (9�) caJ_enc�a:r d�y
natice af the i.nteni:io to sub-contract.
24. 2 The suU-contrar.ting f `�rork done by the emp].oyees covered by t;i�i s
AGR��E�ZE:l�TT s�ial.l i 1 all ca�es be macze oi71y t;o �n�.alo�Ters ��j�7o
qualify in �.ec�rdance� u-ith Orc3inance No. 14013.
25. NON-DISCRIMINL�TION:
25. 1 The terms and canditi ns oi this AGPEEi�'�1_\TT will be applied ta
employees e<7uaJ.ly �x�ra.t�i ut regard to, or discrir_�.ination for or
against, any inc�ividual because of x•ace, color, creecl, �ex, age,
or because of rlember•s ip or non-mem.bersilip in 1.Tie �UNION.
25. 2 �mployees vrill pei�form their duties a�id responsibili�,ies in a
non-discr�.nzixiatory mari .er as such dutiE:s a.z1d r•es��c>i�sibi.l.ities invc�7 �.��
other employees and the erier�.�l. Fublic.
ZG. SEVEP,A.I3ILITY:
26. 1 In the e�rc:nt i:l�a�. °ar��r ��rati�i�ion(s} c_�f tl�.i� A_GR:L]r�II�.T?�N'I' is deci��.rc�c?
to�1_,�e contx�a�•y �:o lati�� ?.ay pz or��r 1��i,�lative, ac��ziirii�t��.t3v�c>> or
judicial authc>ri.t,y 1r�oJn. ��nc� 5e 1'Sndi.ran;, detern�ii�ation, or deei•t;cr n{:�
F;l���iC !..'' .I�� t1:3.�:C'.li� :1;, ,.�i �)1'OV3. i�<7rt�`.i� .``1�1�'.�..1. }Jf� VO:�,C�C'Cl., ;`ll�. (.1�;L1C.'.2°
� T � �
prn�Yi>i.c�n; L,h,...il cr.>r� �.s7u<: �r� i,,J1_ i:�x�cc� a.��ii e,:fc:c:i:,
`�e, `� �'}1!', t;.`?.Y'i1G�a c?_�;I'�(: '`tC.l 11j:`)�iil '�J7'1�;tE'.A7 i"lC.;lC;:� E'?"]�;Gt' 1.12f;0 1"1:.cs��il�t.l.C'i"i;�
to p1ac� �!.}ie �rc��.c?F�r,� rs ����_:�fc>r�s of t�i�r� :!l.CT�1�}�`?G'I1�'i�l'��, :i.n cc�s��1�J� �,��.:�r:�
`xritlA t:�!�c� le;�_s'.��iry��c�, ac�rnir.as'c:rati�cTe, or ;j�.zciiui�z�. c�c+�:;r.�� .�.�.i.rona
?i o �t'��.I�l%�_La�[3: �
27. 1 'T'he 7�]'vI�'LO��`L�; an �.r�e �C�'NION �,ck.1�o��7�ed�e that dtzr7ng tl;.e
meeting and nc�gatia :i.n� ��T1�ich r�esitl.ted in thi.s AGJ;E7:�Tv9_T�l�'I',
each had th� ri�l�.-'t a d oF�po�tunity to makc� pro�.os��,?.s ��ri.trz
respect i:o azz�- subject conc�:x•nin�� tl�e tei:m.s a��cl cotld°ztions ;
of en�pl.oyment:. Th : a�reexnents �:nd undex�standiii�� reached
by t}.Ze parties after he e�erci.se of �thi.s rz�;ht a�� fully and
completel5 set fort. in this AG}iI:E��1:I�NT.
27. 2 �l'hereCax�e, the F1�-7 LOY�R and the tJI�TIQN for the duration of ;:l�i:;
A.GR�El��TEN`l' agre that the ather. pa.rty shall noi; be obli.gat�d to
meet and negotxate ve-r any term or condi.tions af c�m.��l�yxnent
whether s�ecificall cov�red or nat specifica.11y co�rered b�= t1�is
AGREEIV�N'I'. Th UNION and EMPI�OYER may, ho�uev�r,
mutually agree to odify any provisian of thi.s 1�GRI,E7ViTNT.
27. 3 Any and all prior o ,d'znances, agrcern.ents, resolutions,
practices, poli.ciES and rules or r�gu?ations regarding thc>
terms and conditio s of einployme.nt, to the e�,tr: '. +r.e5= ar. e
inconsistent wit7i i' is AGREEIVLE.�TT, are hereb; �f.:rs�d�d.
: �
2,;. llCilE�17�I0�� :1����? i?T�]?:,:;:3I`.
r il i� (v � '�. t - n i T . �r� �,� - � _ `-i(� n • � � � 1, �#- . .
�t�. � Z.tI.l,S �il.rF�1.•��.I.V�1!,1'�1I `�ilal... �.C,l;l'177, i��,C�,l_�(' [C�_ C)1 j,�i� Clcibl' Ol
. . ,.. . . .
S.1t�Tl:ti1�, F,.'iC('.'�?� �; �:��3(,C:tiJ(',�-1.li�y'' }J:i"O�"Ta.C1L'.C� U��'lc] ' "7_:i(' 1.T1
.
11I:T1C;T'�5 I2 ant! .3, a:�d slzal. �°.��:�<xin ;n c.�"i'�.�i; �h:rou�r'� ttae ��JO�-�.
.
cia.y of A�rl I� I�''i'%s, at�d cc�nt'nt�-� �.n effz=ct frt�n�. STear i;c7 �
year trierer�.lter uz�iless i-�.c�zc t.c� cl,�n�� or tc� f��rn�inut� i.s
�iven in the mar:�ner p.r.�ovide in 28, 2.
2�. 2 If either party desires to te rr�.i:�ai:e or znadify this AGYE:F�.i��JN"T',
effective as of t1�e d��te of e piration, the parfy u�ishirig to
modiiy or tcrminatc the A R�EI1�1'�' NT sl7all give written
notice to the othez party, at more t1�.an nzt��ty (90) or
les� than si.�>ty (60} calen ar days prior -i:o 1:1�e expzx�at:ion
dai:e, provided, th�:�t the GP,EE1��1�:1VT �nay only be so
termi.nated or modified ffective as of the expiraiion date.
2B. 3 In consideratron of tl terins and conditions of e�npl.oym.�nt
establi.shed by t'nis _ GF,L111�7EI�TT and tTle recognition that: l:'rz�
GRIT�-VAllTCF PROC DURIa: hei ein establis.ied is the means
by which gri�v�.nce corc,erning i.±s application or interpre:tatio�7
in.ay be E�°acefull,y res l, i:he paz•ti.es hereby pledge tliat
durinb the verm o th�. �FFI �irTT:
28. 71 'The t1�TI�J �: . � emplayees :}till. not e�l�;���e a.ri,
instir;atc� o �one a?�y cor�ce.rt�d actxon in tixl�h.icli
c�i7_zl�lo,yc: s ; report f�_>r ;au't-;�, �=;Tillful.l.�yr al�sf,���::
tl:c�m_sr:>l� �...� f� a�,� ��:°or�L, s oj� ��w-�c3.�%, ��7.c;,;,= cto�;n t'� ri;
�`JO:C'��, �� 'I"i�'�t� ?i; �ti�1'�'.7.1"1�'ui:`i ��S lil 'W��1Ci�(£' OI'� t����'t "�2�O�.CiI �
, �•
t��i� ftxl.l, �`�3:�.f:i-�ful �e��o.r,-�� .lzc;� �� 1;hei�° �_ta�;:i.��� c,f � ,���:��, � ��� :��� _
2�;. 3? �'-��,f, la i�-`ti'�=�c:�ti s;i: c-J�.i:t1 no engag�: ui, ii��i:i.ziatc�, c,c� cr:::.. � . _
any lock-•«ut �,t e-r:i.p:i.o�%e�=s.
ACI;I�.�D to thi;; `J�`� day of ��C�°O�PJ1Y ,,,., �
J , ,. .
and atte�tc�d to a:: �he fu11 an�i cr,n��let und�rsi.az���.n� af t:he �<,��•t_�_f_�� i����r- �
the period ai ti_xx�e her�;in s��cificd t�y tiie signattxre;-; o; i�he fo,l��c,�:�,;;:
re��resentai�.t'E'S fC3I the EI\i�'LU�'7�:�� nd th� UI`�IC�1�T:
F<�l� `l�I3E �1�1:PI:C�YEP FO:E� '�I1�r� UNIC)T�T
� ����3
/
�``���_./
a��or, City of St. I'aul Business 1�2anaz,��E�._•
�J
Director, T�epari;m��at oi ~
��inance ai�d 12ana�er.rient Servi.ces
Chairman, St. Paui
'vil Service Com�7iissic>n
Labor Relatic�tis Re r senta.iive
� . . .
. . . �
�
�
APPT�ND X A �
�
The classes of positions reco nized by the EMPLOYER as being
exclusively represented by the U ON are as follows:
Painter - Foreman.
Painter
Apprentice
and other classes of positio s that may be established by the
EMPLOYER where the duti.es an responsibilities assigned comes
within the jurisdiction of the UN ON.
. r , - _„,
APPENDIX C
Effective May 1, 1973 the basic hourly wag rate for regular and
probationary employees appointed to the follo ing classes of positions:
Painter - Foreman . . . . . . . . . . . . . . . . . . . . . . . 7. 86
Painter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 38
Apprentice
0 - 6 months . . . . . . . . . . . . . . 50% of Painter rate '
7 - 12 months . . . . . . . . . . . . . . . 5 5% of Painte r rate
13 - 18 months . . . . . . . . . . . . 60% of Painter rate
19 - 24 months . . . . . . . . . . . . . . 70%'of Painter rate
� 25 - 30 months . . . . . . . . . . . . . . 80% of Painter rate
31 - 36 months . . . . . . . . . . . . . . 90% of Painter rate
Effective May l, 1973 the basic urly wage rate for provisional,
temporary,. and emergency employe s appointed to the following classes
of positions shall be:
Painter - Foreman . . . . . . . . . . . . . . . . . . . . . . . . 8. 18
Painter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 68
�
Effective May l, 1973 the ba ic hourly wage rate for regular and
probationary employees appoint d to the following classes of positions: -
who have individually optioned o be "grandfathered" as provided by 12. 2,
shall be� •
Painter - Foreman . . . . . . . . . . . . . . . . . . . . . . . . 7. 46
Painter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. 04
. ' • ,,,,; ,
APP NDIX C (cont. )
When performing the follo 'n�; i:ypes of work the r.ate of pay shall be
$ . 50 per hour over the basic h rly wage rate of any class of positions:
Sand blasting, swi.ng-stage ork, erected structural steel skeleton
work, all bridge work, all exter'or work where safety belt or window
jacks are used, spray painting a d when applying materials over 50%
creosote and for application of al two coznponent epoxy m.aterials.
� . . _ .
.
APP�NDIX D (co t. )
jury duty, or insurance fringe benefits tha are or may be established
by Civil Service Rules, Council Ordinanc , or Council Resol.utions.
The �MPLOYIPR'S fringe benefit bli�'ation, except to those
employees who have individually elected o be "grandfathered" as
provided by 12. 2. is 1;,�,;+P,a +„ +�... ----, , .. .
�
APPFNDIX D
thirt -one (31) calendar days ollowing the signing of this
Effect�ve Y . :�
�'
AGREEMENT the EMPI-�OZ.'FR shall• 5
(1) contribute $ . '�5 P
er hour for al1 ovr5 �uorked by emPloyees "
covered by
t���� AG�FLNTPNT, xcept those who have individual1y �
rovidea b,y 12, 2. to a He� t
elected to be "grandfatr�ered" a p µ
�
and Welfare Func�. �
� . 25 er hour for lI hours worked bY emplayees z
�
(2) contri.bute $ P ,
ered b this AGREEIV�NT, excepl: 1:ho5e who have inda.vidually �
cov y �
randfathered as provided by 12. 2 to a P�on �
elected to be "� �
E
, �
�
. Fund. �,
—` 15 er hour for a l�.otlrs ��rork.ed from the earnizlgs �
(3) deduct $ . P �
o� ernployees covered by t is AGRFE��NT. except those who
i
ha
ve individually elec�:ed o be "grd�afathered" as provided by
12. 2 to a Vacati°n_rund. i
a �.nd deducti ns rnade in accordance �uith this AplJerlc��.x �
�,
Al.l contribution. � j
ositori s as d'zrected by the UNION. ,
shall be forward.ed to dep '
The 7�M
PLOYER shall esta li.sh Workman`s Coinpensation and Unemp1oY-
ro�'ranzs s requir. ed by �Zi��S��� �t.atutes.
ment Compensation p o
Employees c
overed by thi. AGR��1�N7' except 1:hose �Tho have indivi.dually
�� thered" as provided bY 12. 2 shall not be eligible for,
eleci:ed to Ue �randfa
b or accumulate acation sick leave holiday funeral leave
froverned y
�
. . ' �� • -
APPENDI �
Duster
Wall Scrapers
Putty Knife `
Broad Knife
Hammer
Scre�r Drivers
._ � —
• ��}p;,�('±'�
�3
MAINTENANCE LABOR AGREEMENT
- etween- .
THE CITY F ST. PAUL
� an
�P-E�.�T(v E iP(....� 2F2S ` a�b� C��=.�T
�+�,(4'�-SC�1.��' l 1�=,T�-1�� T[dti 04� �S O�-1 r4Ti o 8� �
. SCU�
---.--�.�-.�
This AGREEMENT is entered into on the �j(�`(-� of �C.i'0���'-�/�
�
1973, between the City of St. Paul, he einafter referred to as the EMPLOy���
and the ��(�tW�- '�IO,.,q�Jilytla� t�,u� CR, Wi o�.G� �.u.l-e�vv�a�ln.o�u cc� 0(.,d.Qyp��u�ta�
t� �4-4x9- tRut�t.�-tcSL �S�c��e..ti- t��- C adL o� � i�o c c�lL �t�o�
hereinafter referred to as the UNION.
The EMPLOYER and the UIVION c ncur that this AGREEMENT has as its '
objective the promotion of the respons bilities of the City of St. Paul for the
benefit of the general public through e fective labor-management cooperation.
The EMPLOYER and the UNION b th realize that this goal depends not only
on the words in the AGREEMENT but ather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union, and the individual employe s will best serve the needs of the
gen�ral public.
1. PURPOSE
. 1. 1. The EMPLOYER and th UNION agree that the purpose for '
ent�ering into this AGRE MENT is to:
1.11 Achieve orderly nd peaceful relations, thereby
establishing a s tem of uninterrupted operations
and the highest 1 vel of employee performance that
is consistent wit the safety and well-being of all
concerned;
1. 12 Set forth rates o pay, hours of work, and other
�
conditions of em loyment as have been agreed upon �
by the EMPLO R and the UNION;
1. I3 E$tabiish proce ures to o�derly and p�acefuily resolve
. :1
���
. disputes as to the application or interpretation of
this AG EEMENT without loss af manpower productivity.
1. 2 The EMPLOYE and the UNION agree that this AGREEMENT
serves as a sup lement to legislation that creates and directs
the.EMPLOYER. If any part of this AGREEMENT is in
conflict with suc legislation, the latter shall prevail.
The parties, on ritten notice, agree to negotiate that part
� in conflict so tha it conforms to the statute as provided by
Article 26 (SEVE ABILITY). '
2. RECOGNITION:
2. 1 The EMPLOYER ecognizes the iJNION as•the exclusive
representative for collective bargaining purposes for all
personnel having n employment status of regular,
probationary, pro isional, temporary, and emergency
employed in the cl sses of positions defined in 2. 2 as
certified by the Bu eau of Mediation Services in accordance
with Case No.'�3�-� - ��S-�, dated lfli�pt,�,t ZZ� ( f.�Z3 ,
2. 2 The classes of posi ions recognized as being exclusively
represented by the ON are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER re ains the right to operate and manage all
manpower, facilitie , and equipment; to establish functions
and programs; to se and amend budgets; to determine the
utilization of technol gy; to establish and modify the organ-
izational structure; t select, direct, and determine the
__.e _ ;�
number of pers nnel; and to perform any inherent managerial
function not spe ifically limited by this AGREEMENT.
3. 2 Any "term or c dition of employment" not established
by this AGREE NT shall remain with the EMPLOYER
to eliminate, m ify, or establish following written
notification to th i7NION.
4. UNION RI�HTS:
4. 1 The EMPLOYER shall deduct from the wages of employees
who authorize su h a deduction in writing an amount necessary
to cover monthly 1VION dues. Such monies deducted shall
be remitted as di ected by the UNION.
4. 11 The EMP OYER shall not deduct dues from the
wages of e ployees covered by this AGREEMENT �
for any Qt er labor o�'ganiaation.
4. 12 The iTNIO shall indemnify and save harmless the
EMPLOYE . from an and all claims'or char es made �
Y g
against the EMPLOYER as a result of the
implement tion of this ARTICLE.
4. 2 ,The LTNION may designate one (1) employee from the bargainin�
unit to act as a Ste ard and shall inform the E MPLOYER in
writing of such des gnation. Such employee shall have t�ze
rights and responsi ilities as designated in Article 23
,;F
(GRI�VANCE PRO EDURE), r�
. :.�
4. 3 Upon notification to a designated EMPLOYER supervisor, ifie °``�
}�
.�
Business Manager f the IINION, or his designated representa'.i�•�., ,�
. .�
shall be permitted t enter the facilities of the EMPLOYI:R �4'1if'r``' :�
�
:a
�
. . . .. . . :
A�:
employees covered b this AGREEMENT are working,
5. SCOPE OF THE AGREEMEN
This AGRE�MENT establish s the "terms and
conditions of employment" de ined by M. S.
179. 63, Subd. 18 for all empl yees exclusively represented
by the UNION. This AGREE NT shall supercede
such "terms and conditions o employment'.'
established by Civil Service ule, Council
• �
Ordinance, and Council Resol tion.
6. PROBATIONARY PERI,ODS:
� �
6. 1 All personnel, orginal y hired or rehired following separation,
, �
in a regular employm t status shall serve a six (6) month's �
probationary period d ring which time the employee's fitness �
and ability to perform he class of positions' duties and
responsibilities shall e evaluated.
6. 11 At any time du ing the probationary period an
employee may e terminated at the discretion of the
EMPLOYER w thout appeal to the provisions of ;�
ARTICLE 23 ( RIEVANCE PROCEDURE).
6. 12 An employee te minated during the probationary period ;�
,
�,,
;rj
k:
shall receive a written notice of the reason(s) for such �
termination, a opy of which shall be sent to the U1vION. '�
,�.:.u�
G. 2 All personnel pro oted to a higher class of positions
shall serve a six 6) months' promotional probationary
period during whi h time the employee's fitness and ability
to perform the cl ss of positions' duties and responsibilities
shall be evaluated
6. 21 At any tim during the promotional probationary
period an mployee may be demoted to the employee's
� previously eld class of positions at the discretion of
the EMPL YER with.out appeal to the provisions of
ARTICLE 3 (GRIEVANCE PROCEDURE),
6. 22 An employ e demoted during the promotional
probationa period shall be returned to the employee's
previously eld class of positions and shall receive a
written noti e of the reasons for demotion, a copy of
which shall be sent to the UNION.
7. PHILOSOPHY OF EMPLO MENT �AND COMPENSA'�'ION:
7. 1 The EMPLOYER a d the LJNION are in full agreement that
the philosophy of e ployment and compensation shall be a
"cash" hourly wage and" industry" fringe benefit system.
?. 2 The EMPLOYER s all compensate employees for all hours workecl
at the basic hourly age rate and hourly fringe benefit rate as
found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS).
7. 3 No other compensa ion o� fring� benefit shall b�
accumulated or ear ed by an employee except as specifically `�
1G
°�
��
`Y
��
�
'�
�
:�. ..
, _ _
;�,n�� � .
provided for in this AGREEME ; except those employees
who ha.ve individually optioned be "grandfathered" as
provided by 12. 2. , .
8, HO UR S OF �1VORK:
8. 1 The normal work day shall b eight (8) consecutive hours
per day, excluding a thirty (30) minute unpaid lunch period,
between 7:00 A. M, and 5�3 P. M.
8. 2 The normal work week sh 11 be five (5) consecutive normal
work days Monday throu h Friday.
8. 3 If, during the term of t is AGREEMENT, it is necessary
in the EMPLOYER'S j gment to establish second and third
shifts or a work week of other than Monday through Friday,
the UIVION agrees to nter into negotiations immediately to
establish the condit'ons of such shifts and/or work weeks.
8. 4 This section shall ot be construed as, and is not a guarantee
of, any hours of w rk per normal work day or per normal work
week.
8. 5 All employees s all be at the location designated by their
supervisor, re dy for work, at the established starting time :�
and shall rem in at an assigned work location until the end �
of the establi hed work day unless otherwise directed by their �
supervisor.
8. 6 All employ es are subject to call-back by the EMPLOYER as °�
�
provided b Article 10 (CALL BACK). _
;��
;:�
�
�
i
8. 7 Employees repo ting for work at the established starting time
and for whom n work is available shall receive pay for two
(2) hours, at th basic hourly rate, unless notification ha.s
been given not to report for work prior to leaving home, or
during the previ us work day. .
9. OVERTIME:
9. 1 All overtime co pensated for by the EMPLOYER must receive
prior authorizati from a designated EMPLOYER supervisor.
No overtime wor claim will be honored for payment or credit
unless approved i advance. An overtime claim will not be
honored, even tho gh shown on the time card, unless the
, required advance pproval has been obtained.
9. 2 The overtime rate of one and one-half (12) the basic hourly
. rate shall be paid or work performed under the following
circumstances:
9. 21 Time work d in excess of eight (8) hours in any one
normal wor day and
9. 22 Time worke on a sixth (6th) day following a normal
work week.
9. 3 The overtime rate f two (2) times the basic hourly rate
shall be paid for wo k performed under the following
circumstances:
9. 31 Time worke on a holiday as defined in Article 16
� (HO LIDAYS)
9. 32 Time worked on a seventh (7th) day following a
normal work eek; and
: ____ _
, .. , .
� � � .� �� .� -. . �a:� .. . . :�;.,�.. ;
� ,
s
9, 33 Time worked i excess of twelve (12) consecutive
hours in a twen y-four (24) hour period, provided,
that all "emer ency" work required by "Acts of
God" shall be ompensated at the rate of one and
one-half (lZ).
g, 4 For the purp
oses of c lculating overtime compensation overtime
urs worked shall n t be "pyramided", compounded, or paid
ho
twice for the same h urs worked.
9. 5 0
vertime hours wor ed as provided by this ARTICLE shall
be paid in cash.
10. CALL BACK: lo ees
10.1
The EMPLOYER re ains the right to call back emp y
befor
e �,n ernployee has started a normal work day or normal
w
ork week and afte an employee has completed a normal
work day or norma work week. . _
10. 2 . Employees
called ack shall receive a minimum of four �4�
hours pay at the b sic hourly rate.
orked based on a call-back shall be compensated in A
10. 3 The hours w �
accorda
nce with rticle 9 (OVERTINIE), when app��-cable, and
subj ect. to the m' imum established by 10. 2 above.
lo ees calle back four (4) hours or less prior to their
10. 4 Emp Y
normal work day
sha11 complete the normal work day and be
comp
ensated onl for the overtime hours worked in accordance
vvith Article 9 (
VERTIME)•
�
�
�
- �
11. WORK LOCATION:
11. 1 Employees shall report t work location as assigned
by a designated EMPLO R supervisor. During
the normal work day emp oyees may be assigned
to other work locations at the discretion of the
, EMPLOYER. ;,
�
11. 2 Employees assigned to wo k locations during the �
normal work day, other t an their original assign- �
, ;
ment, and who are requir d to furnish their own '
;
transportation shall be co pensated for mileage. ;
'
12. WAGE S:
12. 1 The basic hourly wage rat s as established by Appendix
C shall be paid for all ho rs worked by an employee.
12. 2 During the thirty (30) cale dar day period following the
signing of this AGREEME T r�gular and probationa�y
�
employee� shall havE the i dividual ehoice of optioning
a
to be cover¢d by th� foilow'Mg fring� benEfits established :a
:�
by Civil Serivc� Rule or by City of St. Paul Council �
. ;;
Ordinane�s or Resolution�.
9
�
12. 21 Tnsur�ance benefits s established by City of St. Paul ,
Council Resolution . �
,
�
12, 22 Sick L�ave as e�st�.b i�hed by Ordinance No. 3250. ;�
a
Section 3 5, Subdivis'on E. �
a
�
j
d
�
.. --0ai.4w:^!Me�ra�.�-."__... _ . . . � .
..,.�.,.�.� _ _,._. _ .
12. 23 Vacation as established by Ordinance No. 6446,
Section 1, Subdivision F.
12. 24 Nine (9) 1 gal holidays as established by Ordinance
No. 6446, Section 1, Subdivision G.
12. 25 Severence enefits as established by Ordinance
No. 11490.
r
Employees who ind vidually elect to be "grandfathered"
and continue to be c vered by the existing Civil Service
Rules and by Munici al Ordinances and Resolutions
y
, stated above shall b subject to all other provisions of
this AGREEMENT, ut shall not have hourly fringe benefit
contributions and f or eductions made on their behalf as
;
provided for by ARTI LE 13 (FRINGE BENEFITS).
12. 3 Regular and probation ry employees not electing to be "grandfatherecl"
�
shall be considered, fo the purposes of this AGREEMENT, part- "
icipating employees an shall be compensated in accordance
with ARTICLE 12. 1 (WA ES) and have fringe benefit contributions
and/or deductions made n their behalf as provided for by
ARTICLE 13 (FRINGE B NEFITS).
12. 4 Provisional, temporary, nd emergency employees shall
be considered, for the pu poses of this AGREEMENT,
participating employees a d shall be compensated in accordance
with ARTICLE 12. 1 (WAGE ) and have fringe benefit contributions �
:�
and/or deductions made in heir behalf as provided for by ��`
�:
�
�
ARTICLE 13 (FRINGE BEN FITS). �
,�:'
�z
�:
;:�
�
r,.
12. 5 All regular, pro ationary, provisional, temporary, and
�
emergercy empl yees employed after the date of the signing of
this AGREEMEN shall be considered, for the purpose of this
AGREEMENT, p rticipating employees and shall be compensated
in accordance wi ARTICLE 12. 1 (WAGES) and 1�ave fringe
�
benefit contributio s and/or deductions made on their behalf
as provided for by ARTICLL 13 (FRTNGE BENEFITS),
13. FRINGE BENEFITS:
The EMPLOYER shall ma e contributions on behalf of and/or
make deductions from the ages of employees covered by this
AGREEMENT in accordan e with Appendix D for all hours worked.
14. SE LE CTION OF FORE MA AND GENERAL FORE MAN:
14. 1 The selection of pe sonnel for the class of positions
shall remain solely with the
EMPLOYER.
�
, j
14. 2 The class of positio s
;
�
shall be filled by em loyees of the bargaining unit on a '
�
. �
"temporary assignme t". �
14. 3 All "temporary assig ments" sha11 be made only at the %
s
i
direction of a designa ed EMPLOYER supervisor. �
14. 4 Such "temporary assi nments" shall be made only in cases �
�
where the class of po itions is vacant for more than one (1) �
;�
normal work day. �
�
�
�
;,»
:�
y
�
15. RETIREMENT:
All employees shall retire from employme t with the EMPLOYER I
no later than the last calendar day of the onth in which an employee
becomes sixty-five (65) years old.
16. HOLIDAYS: '
16. 1 The following nine (9) days shal be designated as holidays:
New Year's Day, January 1
President's Day, Third Mond y in February
Memorial Day, last Monday 'n May
� Independence Day, July 4
Labor Day, first Monday i September
. Columbus Day, second M day in Oetober
Veteran's Day, fourth M nday in October
Thanksgiving Day, fourt Thursd�.y in November
Christmas Day, Decem er 25
16. 2 When New Year's Day, Independence Day or Christmas Day
falls on a Sunday, the following Monday shall be considered
the designated holid y. When any of these three (3) holidays
falls on a Saturday, the preceding Friday sha11 be considered
the designated holi ay.
16. 3 The nine (9) holi ays shall be considered non-wox•k days.
16. 4 If, in the judgm nt of the EMPLOYER, personnel are necessary
for operating o emergency reasons, employees may be
scheduled or " alled back" in accordance with Article 10
(CALL BACK .
; .. .._... -4�+�;.^�ec7��:1 �-, ,��'„ '=-"R'y'E�+!q�.'^�'X..+�+�-.,. 3v�,�nv,„,.v.�-r.-�,,Z,,:,-n.°,'3`c.'--!s ,�..+r.•a«.,.Y,Y,-sam,wu�c�?r:�e9-�:���IT-*?,t^+` . . .
.. . .,.. ':?at?'.csn"�r`rs+w.�v.e� , ,.�
�
, �.
16. 5 Employees wor ing on a designated holiday sha11 be
compensated at he rate of two (2) times the basic hourly
rate for all hour worked.
17. DISCIPLINARY PROCE URES:
17. 1 The EMPLOYER shall have the right to impose disciplinary
actions on emplo ees for just cause.
17, 2 Disciplinary acti ns by the EMPLOYER shall include only
the following acti ns:
17. 21 Oral rep 'mand
�
. 17.22 Written r primand
17. 23 Suspensio
�
17. 24 Demotion
17. 25 Discharge
17. 3 Employees who ar suspended, demoted, or discharged shall have
the right to reques that such actions be reviewed by the Ca.vil Servicc
Commission or a d signated Board of Review. The Civil Service
Commission, or a esignated Board of Review, shall be the sole ancl
exclusive means of reviewing a suspension, demotion, or dischar�;e.
�
No appeal of a susp nsion, demotion, or discharge shall be considei•c���
a "grievance" for t e purpose of processing through the provisions
of ARTICLE 23 (GR EVANCE PROCEDURE).
18. ABSENCES FROM WORK:
18.1 Employees who are nable to report for their normal work day h���`�
,x.;
�
the responsibility to otify their supervisor of such absence as suoc� �
,
�;
as possible, but in n event later than the beginning of such �v��i•1{ ��='!��� �
:�
l�. 2 Failure to make suc notification may be grounds for disciplinc.1 a'-�
:t±
;
as provided in Artic 17 (DISCIPLIN�RY PROC�llIJRES).
. ` �
9
. �
18. 3 Failure to report for work wit out notification for three �
�
,
(3) consecutive normal work d ys may be considered a �
�
"quit" by the EMPLOYER on he part of the employee. �
�
19. SENiORITY: .�
,�
�
19. 1 Seniority, for the purposes this AGREEMENT, shall �
;
be defined as follows: �
,
:
19. 11 "Master Seniority" the length of continuous regular �
�
and probationary se vice with the EMPLOYER from ?
�
i
�
the last date of em oyment in any and all class titles ;
,
�
�
covered by this AG EENI�NT. ;
�
19. 12 "Class Seniority" the length of continuous regular
and probationary ervi.ce with the EMPLOYER from
the date an emplo ee was first appointed to a class
title covered by is AGREEMENT.
19. 2 Seniority shall not accu ulate during an unpaid leave of
absence, except when such a leave is granted for a period '
of less than thirty (30) alendar days; is granted because
of illness or injury; is granted to allow an employee
a
;
to accept an appointm t to the unclassified service of the
EMPLOYER or to an elected or appointed full-time position
with the UIVION.
19. 3 Seniority shall terxni ate when an employee retires, resigns,
or is discharged.
19. 4 In the event it is dete mined by i:he EMPLOYER that it is necc.>y�►�'�` °
redtzee the vvork forc employees ti�ill be laid off by cla�s titic :t•itlGi.�
each DepartmeMt ba ed on inverse length of "Class Seniority. `�
Employoes lAid off hall have the right to reinsl;atement in
_
....,x.� �.,. . ,
_ ��
any lower-paid class title, p ovided, employee has greater
�
"Master Seniority" than th� mployee being replaced. �
e made b �
19. 5 The selection of vacation pe iods shall b y class
title based on length of "Cla s Seniority", subject to the `
�
approval of the EMPLOYER
�
�
20. JURISDICTION:
20. 1 Disputes concerning work j risdiction between and among uninns
�
f
is recognized as an approp iate subject for determination by the
various unions representin employees of the EMPLOYER.
�:
20. 2 The EMPLOYER agrees to be guided in the assignment of work �
jurisdiction by any mutual greements between the unions involvecl. �
20. 3 In the event of a dispute c ncerning the performance or �
�
�
;
,
assignment of work, the ions involved and the EMPLOYER �
�
.
shall meet as soon as mu ually possible to resolve the dispute. �
L
� ;
Nothing in the foregoing hall restrict the right of the EMPLOI`l�1i �
�
;
ta accomplish the work s originally assigned pending resoluti��n
of the dispute or to rest ict the �MPLOYER'S basic right to
�
�
assign work. ��
3
Y
20. 4 Any employee refusing o perform work assigned by the
EMPLOYER and as cla ified by Sections 20. 2 and 20. 3
above shall be subject o disciplinary action as provided in
1
Article 17 (DISCIPLIN RY PROCEDTJRES).
20. 5 There shall be no wor stoppage, slow down, or any
disruption of work res lting from a work assignment.
. �
. . �
�
21. SE PARATION: :�
�
21. 1 Employees having a pro ationary or regular employment status �
shall be considered sepa ated from employment based on the :�
following actions:
�
;�
21. 11 Resignation. E ployees resigning from employment shall �
�
�
3
give written notic fourteen (14) calendar days prior �
�
to the effective of the resignation. �
�
a
21. 12 Retirement. As provided in Article 15. n
i
21. 13 Discha.rge. As provided in Article 17. ?
;
21. 14 Failure to Report for Duty. As provided in Article 18.
21. 2 Employees having an em rgency, temporary, or provisional
employment status may b terminated at the discretion of the
EMPLOYER before the c mpletion of a normal work day.
22. TOOLS:
All employees shall personally p ovide themselves with the tools
of the trade as listed in Appendix E. �
23. GRIEVANCE PROCEDURE:
23. 1 The EMPLOY�R shall re ognize Stewards selected in accor•dance
with UNION rules an� re lations as the grievance representative
of the bargaining unit. T e UNION shall notify the EMPLOYLR
in writing of the names of the Stewards and of their successors
when so named.
23. 2 It is recognized and accep ed by the EMPLOYER and the UNION ;
that the processing of grie ances as hereinafter provi.ded is lir�lit�•r�
by the job duties and respo sibilities of the employees and sliali
therefore be accomplished during working hours only w}��'�
` �
. . . �
�
21. SEPARATION: '�
:�
21. 1 Employees havi g a probationary or regular employment status ��
�
shall be conside ed separated from employment based on the :�
�
,�
following actions :�
�
21. 11 R�esignati n. Employees resigning from employment shall �
`�
,
�
give writt n notice fourteen (14) calendar days prior �
�
�
to the eff ctive of the resignation. ''
:�
�
21. 12 Retireme t. As provided in Article 15.
21. 13 Discharg . As provided in Article 17. ?
3
21. 14 Failure t Report for Duty. As provided in Article 18.
21. 2 Employees havin an emergency, temporary, or provisional
employinent statu may be terminated at the discretion of the
EMPLOYER befo e the completion of a normal work day.
22. TOOLS:
All employees shall pers nally provide themselves wii:h the tools
of the trade as listed in ppendix E. �
23. GRI�VANCE PROCEDUR :
23. 1 The EMPLOY�R hall recognize Stewards selected in accordance
with UNION rules nd regulations as the grievance representative
of the bargaining nit. The UNION shall notify the EMPLOYLI�
in writing of the n mes of the Stewards and of their successors
when so named.
23. 2 It is recognized an accepted by the EMPLOYER and the UNION '
that the pracessin of grievances as hereinafter provided i.s lirnit�•'+
by the job duties a d responsik�ilities of the employees ai�d 5li��11
therefore be acco plished auring working hours only wh�n
. ��
. . - �
consistent with such emplo ee duties and responsibilities.
�
The Steward involved and a grieving employee shall suffer
no loss in pay when a griev nce is processed during working
hours, provided, the Stew rd and the employee have notified �
�
�
and received the approval f their supervisor to be absent to �
process a grievance and t at such absence would not be
detrimental to the work pr �rams of the EMPLOYER. �
,
23, 3 � The procedure established y this ARTICLE shall be the sole and
exclusive procedure, exce for the appeal of disciplinary action as
provided by 17. 3, for the p ocessing of grievances, which are defined
as an alleged violation af t e terms and conclitions of this AGR�ENI��"I'.
23. 4 Grievances shall be resolv d in conformance with the following
procedure;
Step l. Upon the occuren e of an alleged violation of this
AGREEMENT, th employee involved shall attempt
to resolve the m tter on an informal basis with the
employee's supe visor. If the xnatter is not resolved
to the employee' satisfaction by the informal discussion
it may be reduce to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of the gir vance, the facts on which it is based,
the alleged secti n(s) of the AGREENt�NT violated,
and the relief requested. Any alleged violai:ion of the
AGREEMENT n t reduced to writing by the UNION
within seven (7) calendar days of the first occurrence
of the event gi 'ng rise to the grievance or within
s�ven (7) calen ar daS=s afi:er i;he employce, throti€;1i
_-;:s .,�.,.�_
_ �
. . �
.M
the u e of reasonable diligence should have had '�
�
knowl dge of the first occurrence of the event giving �
�
rise t the grievance, shall be considered waived. �
�
�
Step 2. Withi seven (?) calendar days after receiving the written �
grievi ce a designated EMPLOYER supervisor shall �
�
meet ith the IINION Steward and attempt to resolve �
the ri vance. If, as a result of this meeting, the �
g �
grieva ce remains unresolved, �the EMPLOY�R shall �
�
reply i writing to the UNION within three (3) calendar �
e
. 7
1
�
� days fo lowing this meeting. The UNION may refer ;
the gri vance in writing to Step 3 within seven (7)
calenda days following receipt of the EMPLOYER'S
written nswer. Any grievance not referred in writing
by the ON within seven (7) calendar days following
receipt f the EMPLOYER'S answer shall be considered
waived.
Step 3. Within s ven (7) calendar days following receipt of a �.
j
grievanc referred from Step 2 a designated EMPL�OY7_:P,
supervis r shall meet with the UNION Business Manager �
� or his de ignated representative and attempt to resolve
the griev nce. Within seven (7) calendar days followin�;
this meet ng the FMPLOI'ER shall reply in wrii:ing to
the T.T1VI0 stating the EMPLOYER'S answer concc:rrzin;.` g
the grieva ce. If, as a result of the written respon:�c�
the grieva ce remains unresolved, the UNION may
refer tYie rievance to Step 4. Any grievance not
�
- �:
• - - �
. . �.
�
�
referred to in riting by the UNION to Step 4 within �,
�
seven (7} cale dar days following receipt of the £
� e b considered waived �'
EMPLOYER answ r shall e . �
e,
Step 4. If the grievan e reamins unresalved, the UNION rriay �
4
�
within seven 7) calendar days after the response of - �
�.
the EMPLO R in Step 3, by written notice to the
�
M.
EMPLOYER, request arbitration of the grievance. �
�
�
The arbitrat on proceedings shall be conducted by an �
�
�
arbitrator t be selected by mutual agreement of �
�
the EMPLO R and the UNION within seven (?) calendar �
�
�
days after otice has been given. If the parties fail �
%
x
, to mutually agree upon an arbitrator within the said �
,
seven (7) d y period, either party may request the `
�
�
�
Public Em loyment Relation Board to submit a �
A
�
panel of fi e (5) arbitrators. Both the EMPLOYER �
�
;
and the ON shall have the right to strike two (2)
names fr m the panel. The ITNION shall strike tlze
�
first (lst) name; the EMPLOYER shall then strike
<;
one (1) n me. The process will be repeated and i.he z
remainin person shall be the arbitrator. '
�
. . _ � ' ��
. �
23. 5 'I'he arbitrator shall have no ri ht to amend, modify, �'"
.�
`F:
�;�::
nullify, ignore, add to, or sub ract from the provisions
��
of this AGR,EFNtENT. The a bitrator shall consider and �
�;;
�
decide only the specific issu submitted in writing by the �;�
;�j�
,.:
EMPLOYER and the UNION nd shall have no authority `�;
�
to make a decision on any o her issue not so submitted. '�_
�.
��>
The arbitrator shall be wit out power to make decisions ��
��
�.;:`
contrary to or incorisisten with or modifying or varying
�
in any way the application of laws, rules, or regulations s
�
�::
having the force and effe t of lav,r. The arbitrator's �
4.
R°.
�<
decision shall be submit d in writi.ng within thirty (30) <'
days following close of he hearing or the submission �
,�
of briefs by the parties whichever be later, unless the
parties agree to an ext nsion. The decision shall be based
s.
solely on the arbitrat r's interpretation or application of
the express terms of thi.s AGREEMENT and,to the facts of the
grievance presente . The decision of the arbitrator shall be
final and binding on the �MPLOYER, the TJI�TION, and the em��ic>��s'��
23. 6 The fees and expen es for the arbitrator's services and prc�cf-�t�<t�.= :
shall be borne equ lly by the EMPLOY�R and the Ul�TIOlVT, pi.<�`�''•''•, ;
that each party s all be responsible for compensating its otivn j
representatives d witnesses. If either party desires a vei•i�:t�;;
record of the pr ceedings, it r�iay cause such a record to t�c� r��.� :� �
����csti�x.ci����� � r��i;��:� �`oz� .T�c� � �.:t;orc�,
23. '7 The ���.r;e �I.i�n�i�, i.t� c�f� �;��: s�c��j c,i.' i:l_�a:ir �;.rnc;�,ci.ur•� ix�.^�y ��t� c-��.i.c:r�c��;t? i,;
�r.lut�zs.I a;�re�xnc�i�i. e�r' :i�.�: ?'':�,!E:PZ,�3T;;1:{ anci �tlie iJl'�IO�`�.
`.?�l. }iI.C�I�'_C' OF�` �-C���r'Ol`�'"i.'.1�.%1.C_��J:.
24. 1 T1-�� }�,:i`,'�I'i�C)iT�,I' n:lay, at. arzy iiine duri.r�_z�; tEZ� dltra�ic.�i� of tlizs
1s,.CGRLLI'V11�`�;T, con_t:r c,t out �=�ork daz�c ��y tl.ze empl���e��s c:o,rercd
by thi.s ACY1zi:�,L;J1���1_�;�T In i;h:; �vent tl�at �u.c:h corzi;,:acLir�f; v�-�c�u�c'
� r�suli: itA a rcductzon f tl�e �work force co�rer��3 hy il�is AGRI�,�;1��iT�.i��'i',
t�e FTv�:I'L.O�.'1�:PL s�zal..l. g��Tc� t�ae Ui\TIOI\T a niT�et�� (90) c�ienc'al� da.y
. notice af the intention to sul,�-contract.
24. 2 The cixb-contr•�.cti.n� wo:rk don.e by the ez7a��Ioyees covez•ecl b�;r i:l�:�;�
AGRFF��n��l�'i shali i al� cases b� xr�acke only to en-�ployc�r,_� «-i�.o
qu�lif}= i.n. ar�cordanr.e ��rith Ordin�nce No. 14013.
`�5. NON-DISCRIIZINA i'IC�N:
25. 1 The terins anc� conditi ns of t��is �1.CxR��E1�7L:�7T v;rill be ap��lied to
em.ployees equa115� «Tit: aut regarcl to, or discrimi.lation fc�r oz•
against, any individu 1 because of race, color, creed, se:c, a€;e,
or because of inemk�c- ship or non-membership in the Ui�'IO�,T.
25. 2 Empl.oyees ��rill perfo m tlieir duties and responsibil.i.ties ir�. a
non-discriminatary m i�zner as such duti.e� and respansi.1�71itie�: invo�', <
other emplo��ees and t e general publa.c.
?6. SEVI�RI�.PILI�l,Y:
26. 1 In thP everrt t11at any p ovision(s) of �his �CxP�L��7������N�T i.� cic�rlax°e.c�
i:o l�e ce,nirary to i��w Y prop�r 1et;islaf:i�-e, ad:��-��n�.:i.��•�ti�-��.� c>:;�
ludicial r:zt����or�i,.�� �'r•c��x �-�h�>�-,;: fzndi���;, c:ic�tc�rxninalion, or �Ic.c�rc;e rt:,
appt�ai i.3 i.a;���7:�, �t7c1: ro�-i:,i.c�n(s) .;�}a1I l�e �oic��cl. llll. oi:ti:=
�>T`(:1V1`�tOi�.:i ��7c�� CUT"ii.Illll�'. 11i. flli.� _l�Gi:�;� d?.0 f':i�f�'Ci'e
� , ` '
��i. Y��.`E' �)cil"{lr.:`-� 3.�r. ,ty i0J l'il)�?fl �,'i�`7 �':% l�.C:'',.�!"`."T E''; ?ii `_r i1 '
,,, . t�:�. i�:�! 1 �O IlC (�il<{,tO_ <s
tc� �-,:L��.c� �,�izc: �°o�_��� ��? ,,,: c�c:�::��.cr:_s ul 'tF�e .15.�rf�I{,i{li�,.r.1��:1'I' izi cc;�?�L31.i �.,,cc�
. ,
ti'T���il t�l:'. �f�r7_:��.�i.t.'. �''a c`�.Q1'I1.�71.�,�:Zc�CI�`;%C'., C)�^ ��'.�.1_C1.�3. QC'j�PY'�]'2:i:�'�'t,iOT2o
:;7. �%l'��1IVZR: �
z7. 1 The L�ITPr�C):Y'EI� � nc( ���1e L'i�10�T �zc]�_r.�o�,��]cd<_�e t.}3.at c�uri_�i�; tl�e
meei:zn�; an�� rieguti�ting �:-1:�i.c1z re:sulted it.�. tl�i.;,� ACTI�F�F��Ji'f�i:T,
eac�:� ha.d tlie ri�hc �.nd o;?�:o��tu:�.�.t�7 ��o m.al�� prc�,:asal.� z?:ri.tI1
I'CS;Jf�C� �O �:�21y su��jc� �t cc>nc�::�t°.r:ii�� tlie tc�:�zr.s <::..��:' condi.i;io�is �
of er�plo5rnlent. ri�'��iF agreurrients az�� uzlc,ei sta.nc�inbs r�a��I�:,�d
by the ��arties ��fter t.� e c�Yercise of t�.is rigilt a��e fully and
coinpletely �et for��h i tTzis !�.rPEl�)1�Ei��T,
27. 2 Thei�;fore, t:l�ie E7��ZPI.. �'Fh and �cl�e L1i�TIU:��T for the c�ur�:t:i.ori of t�zs
AGFI;ENLC�IV'!' a�rc:e th t tlze other party �hall n.ot bn ok�.ligate.d tc
meet ar�d negotiate over ur_y term or canclitions of em�loyment.
whether specifical.ly cov r.cd or not specificall;v co�rcred uy this
AGl�1�C� i'N��1,. The UNI l�T an.d EMPLOYEIz mwy, howc�vc:r,
mutually agree to madify �y nro�ts�.an of �n�.� �.GR�E1Vt�:NT.
27. 3 Any and all prior ordina.nc s, agreemcYZts, resolutions,
practices, ��olicies, and ru es or reg�zla.t9ons regar�iing fl�e
terms and canditi.ons of em loyment, to tl�e e�tent: tl�n�T are
inconsistent �uit.li i:liis 1�.CxPE 1v�I�ltif"T, a��� herel�y stapersed��c�.
:�3. I)�1T<<'�.'I'�t,_'`�� AI�`I-) 1'T�,�,' > ��+1;
, a � -, , -� -���n •1. �.' '-G> / vl , /��r [� .iJ c. . {� > >
. .
_ � �, �.
('� 7 _ ( . { . y
`>l)� 1. �, �.J.�J ��S.LT � J .Ji�Y_'.J1 ' .�. i�A1(:.. ,.. 1J1:C\�1.I.A.. C.S...1���1...i.`�. ��J �.).L � li 1..4.L1.�.�.. �l�
��l£�111.27t?� G,�CGj.){ c�.=� S}�C�'1:':?.Cc11.L�' }32'°i)�J":�C.� Q�,�IE:I"tXIIiE? 111
i?lZ'.'t'1C'LI�',S l2 at:�r.� i.3 t:;ric� Ci�a�i re.t���.;.i.�� i;� �:fi'��t�t f.T�x�ou;;1� ti��e 30`�
daT�� of ��� 1�7 �, ai�ci ccnti.nuE, in c_Efect fi�oi�n y��.r• to -
yea:�:� �tnereafter ul�l�ss i���tzc� �o chan<,�� �r to t�r�nir��.ie is
s��iven in th� mani�er~ prov:idec� i_zz 28. 2,.
28. 2 If either part:y de5i.re to termina.te or n�c,�dify this AGP�EI�I�%[��?��'1',
effective a.� of t�a�.: dai: of �x��ira�iion, c:h.e party ��isl�ing to
modzfy o��° terminate tlze AGREEi�!'iFNT s1�.a?1 b�.Ve 1�,rrii;ten
notice i:o i.he other part -, n.ot more tnan ninety (90) or
less th.an s?xf:y (60} cale �dar ciays prior. to �:he e�,piration
date, pro�cTided, that the CGR����NT m.ay only be �o
terminated or modified e feci:ive as af the expirati.on date.
2£3. 3 In consideration of the ter �zs asid conditi.ons of e�nl�loyment
established by tllxs A.GRE i I��NT and the rec���rniti.on �E�iat f,he
GRIEVANCI: PROCEDUIi� ere�n es�:ablished a.s the me:�.n���
by wki�.cl� grievances concer� i��� its ap�3lication ar i.nterl�i°et�ti.c�n
mav bc� p�acefully resolved, t;��� ���rties hereby pledge that
during th� term of thE ,A.GRE� ,11�T7�1TT:
?3. 31 'Ihe L?NIOI\ a�zcl ti�e �n ��c��ee�s ���ili not en;a�;c ar7.,
ina�i�;at��, or cozzc�oile a�y coricert��d acti.on iri tiRai».cll
e��:��lc�yees i'rz?I t:c, repox� � fo:� c�,�f:t�, �=�:�.11ftzl?y ,:�1�,:,f:�r3f.
., .
., ,
:
�1�." '��;(;� �'� ���rC�,"CL �ti1��; _ `i�CCiTl .'�[?}^ ;,��iTv=1� C�C)l��Ti iii±'2��t.
. -s
r
�� . .� ;., �.i1 1: .! � �' �'�; lr �� y� t- �
�V���O �C, t.i d�J ::::�l�t �_ ,�1.�t�_.Vc'� 117 � _ J.�.C' U t-�<lY'fi ��Y''�i;':i
i�f2� r .��j F •�'� �' ,'! r` ..7 n.t' ' �„�.� -,_, �. i •7.. �i �f• . ..f� �
' it�,.l, U.1�,]_,U.. ���. f.�.w .r��M ��e, C�.I�� ���;E.i._ Cfl.-��c'., i�,� �,�� �i� . �
_,_., , . .�
�ii. �� �1��.1�, 1'� i�.'}��EtLi� I ��: aeJ�.� .I.lt�7�f. �i��`���_!' 711� J_i�_ �-t_��l��f.,'� �i!' C�;?1 i.
ai]j .�.00i':-OU� CS{� .:'TI]i3�.Oti`GC.°u'.
_/1 G I�,�E;I::,�:) �v r 1.�i.��� ��� d��.y of ��'C�C/L , i.;".:"i �
, , ,. .. � .
. .
a��d at�.i;F,;�t.t�d t.o as �:6�f. .t�.�i.L u-rid cc�7n�E�1e� � uncz<:r:7tanc�i.n�; ofi �I7.e 7�az�at�:; �t,.°
tl�c �cr�od oi' �iir:c herein speci_fic��. b t1�e ��t,;.zatures of t.,�c� fr.>��t��v,i,�<�
x�epresen�aiives fo�= ����e ���VT�='1_.7`�E fi ��nd thG CiT�TT�.N:
I+�Oi� t i-1E E�'v1:I-'1_.,CYI�ti I+'01i TFTT U:tii()a�;
�,
,i�
. � !A / (
.
, C �
l� Y(..
v �
_ atior, Cit�,T o1' St. =E'aul F3usine�7:� 113:zr�a�.;c�r•
��
Directc�x•, 1�epart�nent of
Financc� and ��1ana;elnent Ser i�es
C�hairrr�an, Sl�.. Paul � � �
'. il Serv' Corr�missiotl
I.�abor Rela'ci.oz�is P-,enre� e ��.ti.z>c
h�_� i' � _`�. �=�.
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jury dut5�, or in:;ti�°ancc� .f.rin�e be: �.efits t1�.a.t are or i��ay ��e e�tab�lislled b��
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LABOR ���r�
AGREE NT
-between-
�'� CITY OF S . P.A�,
and
�t�-��T rn�+��'� t,L� �o�2t��,
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. disputes as to the application or interpretation of
this AGREEMENT without loss of manpower productivity.
1. 2 The EMPLOYER a d the UNION agree that this AGREEMENT
serves as a supple ent to legislation that creates and directs
the,EMPLOYER. I any part of this AGREEMENT is in
conflict with such 1 gislation, the latter shall prevail.
The parties, on wri en notice, agree to negotiate that part
� in conflict so that it conforms to the statute as provided by
Article 26 (SEVERA ILITY). '
2. RECOGNITION:
2. 1 The EMPLOYER re ognizes the iJNION as•the exclusive
representative for c llective bargaining purposes for all
personnel having an mployment status of regular,
probationary, provis'onal, temporary, and emergency
employed in the clas es of positions defined in 2. 2 as
certified by the Bure u of Mediation Services in accordance
with Case No.7�- p -�i� -14 dated � l S�, ��("�� .
2. 2 The classes of positi ns recognized as being exclusively
represented by the ON are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER reta'ns the right to operate and manage all
manpower, facilities, and equipment; to establish functions
and programs; to set nd amend budgets; to determine the
utilization of technolo ; to establish and modify the organ-
izational structure; to select, direct, and determine the
,�
— .���
number of personnel; and to perf rm any inherent managerial
function not specifically limited y this AGREEMENT.
3. 2 Any '`term or condition of emplo ment" not established
by this AGREEMENT shall rem in with the EMPLOYER
to eliminate, modify, or establ'sh following written
notification to the UIVION.
4. UNION RZ�HTS:
4. 1 The EMPLOYER shall deduct rom the wages of employees
who authorize such a deductio in writi.ng an amount necessary
;i
to cover monthly UIVION dues Such monies deducted shall �
be remitted as directed by th UNTON.
4. 11 The EMPLOYER sha not deduct dues from the
�
wages of employees overed by this AGREEMENT a
� �
for any pther labor rganisatian.
4. 12 The iJNION shall ind mnify and save harmless the
EMPLOYER from a and all claims'or char es made �
Y g
against the EMPLO R as a result of the
implementation of is ARTICLE.
4. 2 , The UNION may designate one (1) employee from the bargaininh
unit to act as a Steward a d shall inform the EMPLOYER in
writing of such designati . Such employee shall have the
rights and responsibiliti s as designated in Article 23 �>�
(GRIEVANCE PROCEDU E).
4. 3 Upon notification to a de ignated EMPLOYER supervisor, thc ;�
�
Business Manager of th UIVION, or his designated represcnt:�"•i:'". �
E�
shall be permitted to e ter the facilities of the �MPLOYI:}� �g'�r�"�•¢` ��
_ . �.� ..;
��
number of personnel; d to perform any inherent managerial
function not specificall limited by this AGREEMENT.
3. 2 Any "term or conditio of employment" not established
by this AGREEMENT hall remain with the EMPLOYER
to eliminate, modify, r establish following written
notification to the TJ1VI N.
4. UNION RI�HTS:
. �
4. 1 The EMPLOYER shal deduct from the wages of employees �
who authorize such a eduction in writin� an amount necessar �
g y �
�
to cover monthly U1VI N dues. Such monies deducted shall y
• �
be remitted as direct d by the tTNION. ;
i
i
4. 11 The EMPLO R shall not deduct dues from the
wages of emp oyees covered by this AGREEMENT
�
for any qther abor organisatian.
;
4. 12 The UNION s all indemnify and save harmless the � i
1
,
EMPLOYER rom any and a11 claims 'or charges made �
against the E PLOYER as a result of the
<,
implementati n of this ARTICLE.
4. 2 , The UNION may des'gnate one (1) employee from the bargainin�;
unit to act as a Stew rd and shall inform the EMPLOYER in ;�
writing of such desi ation. Such employee shall have the
rights and responsi ilities as designated in Article 23
(GRIEVANCE PROC DURE).
�
. `�
�
4. 3 Upon notification to a designated EMPLOYER supervisor� tlic ��
�
Business Manager f the UIVION, or his designated represr.nt:i"•�''`'• �
,
shall be permitted t enter the facilities of the E MPLOY1::It �4'�'�"°'�` ��
I
,�: ,�< � ,. . . . ` � .�� ,.
„-�::.;
employees covered y this AGREE MENT are working.
5. SCOPE OF THE AGREEME T
This AGREEMENT establis es the "terms and
conditions of employment" efined by M. S.
179. 63, Subd. 18 for all em loyees exclusively represented
by the UNION. This AGRE MENT shall supercede
such "terms and conditions f employment"
established by Civil Service Rule, Council
. �
Ordinance, and Council Res lution.
�
_ _ - _
. ... .._.._._-.__.__ _ . . ._ . .. ... . . :i
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6. PROBATIONARY PERI.ODS: �
�
6. 1 All personnel, orgin lly hired or rehired following separation, �
� � �
in a regular employ ent status shall serve a six (6) month's
�
probationary period uring which time the employee's fitness
and ability to perfor the class of positions' duties and
responsibilities shall be evaluated.
�
6. 11 At any time d ring the probationary period an �
employee ma be terminated at the discretion of the
EMPLOYER ithout appeal to the provisions of
ARTICLE 23 (GRI�VANCE PROCEDURE).
6. 12 An employee erminated during the probationary period �`
�
shall receive a written notice of the reason(s) for sucli ,�
termination, copy of which shall be sent to the UlVION. `�
a
��
6. 2 All personnel promoted t a higher class of positions
shall serve a six (6) mo hs' promotional probationary
period during which tim i:he employee's fitness and ability
to perform the class of ositions' duties and responsibilities
shall be evaluated.
6. 21 At any time dur ng the promotional probationary 7
�
�
period an empl yee may be demoted to the employee's s
;
1
� previously hel class of positions at the discretion of ,
i
the EMPLOYE without appeal to the provisions of
ARTICLE 23 ( RIEVANCE PROCEDURE),
6. 22 An employee emoted during the promotional
probationary eriod shall be returned to the employee's
previously h ld class of positions and shall receive a
written notic of the reasons for demotion, a copy of
which shall e sent to the UNION.
7. PHILOSOPHY OF EMPLO MENT AND COMPENSA'�'ION:
7. 1 The EMPLOYER a d the IJNION are in full agreement that
the philosophy of e ployment and compensation shall be a
"cash" hourly wag and" industry" fringe �benefit system.
7. 2 The EMPLOYER hall compensate employees for all hours workc�ci
at the basic hour wage rate and hourly fringe benefit rate as
found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS).
7. 3 No other compe sation o� frin�� benefit shall b�
accumulated or arned by an employee except as specifical.ly
provided for in this AGR EMENT; except those employees
who have individually op ioned to be "grandfathered" as
provided by 12. 2. .
8. HOURS OF WORK:
8. 1 The normal work day s all be eight (8) consecutive hours
per day, excluding a t irty (30) minute unpaid lunch period,
between 7:00 A. M, an 5�30 P. M.
8. 2 The normal work wee shall be five (5) consecutive nor mal
work days Monday th ough Friday.
8. 3 If, during the term o this AGREEMENT, it is necessary
in the EMPLOYER'S judgment to establish second and third
shifts or a work we of other than Monday through Friday,
the UIVION agrees t enter into negotiations immediately to �
. ,
�
establish the condi ions of such shifts and/or work weeks. ;
I
�
8. 4 This section shall ot be construed as, and is not a guarantee i
of, any hours of w rk per normal work day or per normal work
e
week. �
�
8. 5 All employees sh 1 be at the location designated by their '
�
supervisor, read for work, at the established starting time �
and shall remain at an assigned work location until the end �
of the establishe work day unless otherwise directed by their �
,
5
,
�;
supervisor. ;;�
s
8. 6 All employees a e subject to call-back by the EMPLOYER a5 i'
provided by Art cle 10 (CALL BACK).
�
;;�
w
8, 7 Employees reporting or work at the established starting time
and for whom no wor is available shall receive pay for two
(2) hours, at the basi hourly rate, unless notification has
been given not to rep rt for work prior to leaving home, or
during the previous ork day. .
9. OVERTIME:
9. 1 All overtime compe sated for by the EMPLOYER must receive
prior authorization f om a designated EMPLOYER supervisor.
No overtime work c aim will be honored for payment or credit
unless approved in dvance. An overtime claim will not be
honored, even thou h shown on the time card, unless the
, required advance a proval has been obtained.
9. 2 The overtime rate f one and one-half (12) the basic hourly
. rate shall be paid f r work performed under the following
circumstances:
9. 21 Time work d in excess of eight (8) hours in any one
normal wo k day and
9. 22 Time work d on a sixth (6th) day following a normal
work week
9. 3 The overtime rate of two (2) times the basic hourly rate
shall be paid for ork performed under the following
circumstances:
9. 31 Time wor ed on a holiday as defined in Article 16
� (HOLIDA S);
9. 32 Time wor ed on a seventh (7th) day following a
normal w rk week; and
. • ' :::`;
� �:
9. 33 Time worked in excess of twelve (12) consecutive �
hours in a tw nty-four (24) hour period, provided,
that all "eme gency" work required by "Acts of
God" shall be compensated at the rate of one and
,,
one-half (12).
9. 4 For the purposes of alculating overtime compensation overtime
hours worked shall n t be "pyramided", compounded, or paid
twice for the same h urs worked.
9. 5 Overtime hours wor ed as provided by this ARTICLE shall y�
1
be paid in cash. �
10. CALL BACK:
10. 1 The EMPLOYER ret ins the right to call back employees
before an employee as started a normal work day or normal
work week and after n employee has completed a normal
work day or normal ork week.
10. 2 . Employees called ba k shall receive a minimum of four (4)
hours pay at the basi hourly rate.
10. 3 The hours worked b ed on a call-back shall be compensated in
accordance with Arti le 9 (OVERTIME), when applicable, and
subj ect, to the mini um established by 10. 2 above.
10. 4 Employees called b ck four (4) hours or less prior to their
normal work day sh 1 complete the normal work day and be
compensated only fo the overtime hours worked in accordance
with Article 9 (OVE TIME).
11. WORK LOCATION:
11. 1 Employees shall report to work location as assigned
by a designated EMPLO R supervisor, During
the normal work day emp oyees may be assigned
to other work locations a the discretion of the
EMPLOYER.
11. 2 Employees assigned to ork locations during the
normal work day, other than their original assign-
ment, and who are requ red to furnish their own
transportation shall be ompensated for mileage.
12. WAGE S:
12. 1 The basic hourly wage rates as established by Appendix
C shall be paid for a hours worked by an employee.
12. 2 During the thirty (30) alendar day period following the
signing of this AGRE NLENT r�g�ular and probattonaxy
employee� s�all hav� t1��± individua�, ehoicc of optioning
to be cover�d by the oilowi�g frin�e benefits established
by Civil Serivc� Rul or by City of St. Paul Couneil
OrdinaneES or Resol tion�.
, 12. 21 Insu�ance b nefits �.s established by City of St. Paul
Council R�solutions.
12. 22 Sick L�eave s cst�bli�hed by Ordinance No. 3250.
Section 35, ubdivision E. "
�
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� ��. �.µ ,�
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! 12. 23 Vacation as established by Ordinance No. 6446,
�
Section l, S bdivision F. �
12. 24 Nine (9) leg 1 holida s as established b �
, Y y Ordinance
No. 6446, ection l, Subdivision G.
12. 25 Severence enefits as established by Ordinance
No. 11490.
Employees who ind vidually elect to be "grandfathered"
�
and continue to be overed by the existing Civil Service �
Rules and by Muni ipal Ordinances and Resolutions � �
�
stated above shall e subject to all other provisions of �
this AGREEMENT, but shall not have hourly fringe benefit
contributions and/ r deductions made on their behalf as
provided for by AR ICLE 13 (I'RINGE BENEFITS),
12, 3 Regular and proba 'onary employees not electing to be "grandfathered"
shall be considere , for the purposes of this AGREENIENT, part-
� icipating employee and shall be compensated in accordance
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions
and/or deductions ade on their behalf as provided for by
ARTICLE 13 (FRIN E BENEFITS).
12. 4 Provisional, tempo ary, and emergency employees shall
be considered, for he purposes of this AGREEMENT,
participating empl ees and shall be compensated in accordance
with ARTICLE 12. 1 (WAGES) and have fringe benefit contributions '
and/or deductions ade in their behalf as provided for by
i
I
ARTICLE 13 (FRIN E BENEFITS). �
3
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rfsnn:wn�-......_... -
� � 12. 5 All regular, probatio ary, provisional, temporary, and
emergency employees employed after the date of the signing
of this AGREEMENT hall be considered, for the purpose of
this AGREEMENT, p rticipating employees and shall be
compensated in accordance with ARTICLE 12. 1 (WAGES) and
have fringe benefit c ntributions and/or deductions made on
their behalf as provi ed for by ARTICLE 13 (FRINGE BENEFITS).
13. FRINGE BENEFITS:
13. 1 The EMPLOYER sh 1 make contributions on behalf of and/or
make deductions fro the wages of employees covered by this
' AGR.EEMEIVT in acc rdance with Appendix D for all hours worked.
13. 2 The EMPLOYER sh 11 establish Workman's Compensation,
Unemployment Com ensation, and P. E. R, A, Retirement
prograins as requir d by Minnesota Statutes.
14. SELECTION OF FOREMA AND GEIVERAL FOREMAN:
14. 1 The selection of pe sonnel for the class of po�sitions ��f�
��-�-"�' �"�x-' shall remain solely with the
EMPLOYER.
14. 2 The class of positi ns ���-�' �� — �C,�'l:�v�.C��
shall be filled by e ployees of the bargaining unit on a
"temporary assign ent",
14. 3 All "temporary as ignments" shall be made only at the direction
of a designated E PLOYER supervisor.
14. 4 Such "temporary ssignments" shall be made only in cases
where the class of pasitions i.s vacant for more than one (1)
nornzal worlc day. ,
. . i
,
15. RETIREMENT:
All employees shall retir from employment with the EMPLOYER
no later than the last cale dar day of the month in which an employee
becomes sixty-five (65) y ars old.
16. HOLIDAYS: "
16. 1 The following nine (9) days shall be designated as holidays:
New Year's Day, anuary 1
President's Day, hird Monday in February
Memorial Day, la t Monday in May
• Independence Day July 4
Labor Day, first onday in September
. Columbus Day, s cond Monday in October
Veteran's Day, f urth Monday in OctoUer
Thanksgiving Day fourth Thursday in Novemb�r
Christmas Day, ecember 25
16. 2 When New Year's Day, Independence Day or Christmas Day
falls on a Sunday, the following Monday shall be considered
the designated h iday. When any of these three (3) holidays
falls on a Saturd , the preceding Friday shall be considered
the designated ho iday.
16. 3 The nine (9) holi ays shall be considered non-work days.
16. 4 If, in the judgme t of the EMPLOYER, personnel are necessary
for operating or mergency reasons, employees may be
scheduled or "ca led back" in accordance with Article 10
(CALL BACK).
,�«y..n..,.., .. c . .,,, .,.°7e)�^'C,r;s,qF,t'rwE'F=-,o�a:...°�^.'sn.,;:. , ,�»m,.ww�ar;�•.n*r¢-...�.... a.,,.�r. +�,n•yss^"�C�.'.a'*'+y'i^�p,c�"�c^S;.t.'s^.yP?'T' . . . .
s5..� ,ax.""4,?.*' , Y^+'c.r.a;q i4>,:,..e^�A�z'^:aT'$'�'S?�i
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16. 5 Employees working on a designat d holiday shall be
compen�ated at the rate of two ( ) times the basic hourly
rate for all hours worked.
17. DISCIPLINARY PROCEDURES:
17. 1 The EMPLOYER shall have t right to impose disciplinary
actions on employees for jus cause.
17. 2 Disciplinary actions by the MPLOYER shall include only
the following actions:
17. 21 Oral reprimand
. 17.22 Written reprimand
17. 23 Suspension
17. 24 Demotion
17. 25 Discharge
17. 3 Employees who are sus ended, demoted, or discharged shall have
the right to request th t such actions be reviewed by the Civil Service
� i
Commission or a desi nated Board of Review. The Civil Service �
i
Commission, or a d signated Board of Review, shall be the sole and
exclusive means of eviewing a suspension, demotion, or dischar�;e. '
No appeal of a susp nsion, demotion, or discharge shall be considert�ci
a "grievance" for he purpose of processing through the provisions
of ARTICLE 23 ( IEVANCE PROCEDURE).
18. ABSENCES FROM WOR :
18.1 Employees who re unable to report for their normal work day havc�
the responsibili y to notify their supervisor of such absence as :���>!1
as possible, b in no event later than the beginning of such work ei����`.
18. 2 Failure to ma e such notification may be grounds for discip.l-ine .►:�
as provi.ded i �lrticle 17 (DISCIPLINARY PROCTDURES).
18. 3 Failure to report for ork without notification for three
(3) consecutive norm 1 work days may be considered a
"quit" by the EMPLO R on the part of the employee.
19. SEIVIORITY:
19. 1 Seniority, for the pu poses of this AGREEMENT, shall
be defined as follow :
19, 11 "Master Seni rity" - the length of continuous regular �
� and probatio ary servi.ce with the EMPLOYER from �
�
the last date of employment in any and all class titles �
covered by t 's AGREEMENT, i
,
i
19. 12 "Class Seni rity" - the length of continuous regular '.
and probati nary service with the EMPLOYER from
the date an mp]oyee was first appointed to a class
title cover d by this AGREEMENT.
19. 2 Seniority shall not accumulate during an unpaid leave of
absence, except w en such a leave is granted for a period
of less than thirty (30) calendar days; is granted because
of illness or injur ; is granted to allow an employee
to accept an appoi tment to the unclassified service of the
EMPLOYER or t an elected or appointed full-time position
with the UNION.
19. 3 Seniority shall te minate when an employee retires, resigns,
or is discharged.
19. 4 In the event it is etermined by the �MPLOYER that i� is necess.�t"," '
reduee the worli rce employees will be laid off by cla�s titic �4•z1tx���
ea�h DepartmeMt based on inverse l�ngth of "Class Seniori.ty. ��
�mployees laid ff shall have the right to reinsta{:ement in
. _ :v'
�;
. • �-`.
• • �';'
any lower-paid class tit , provided, employee has greater �:
�;
r
"Master Seniority" than the employee being replaced. �
19. 5 The selection of vacatio periods shall be made by class �
�
title based on length of "Class Seniority", subject to the
approval of the EMPLO R.
20. JURISDICTION:
,
20. 1 Disputes concerning w rk jurisdiction between and among union5
� is recognized as an ap ropriate subject for determination by the �'
various unions repres nting employees of the EMPLOYER.
.�
20. 2 The EMPLOYER agre s to be guided in the assignment of worlc �
jurisdiction by any mu ual agreements between the unions involvc�ci.
�
20. 3 In the event of a disp te concerning the performance or
A
�
assignment of work, he unions involved and the EMPLOY�I� �
shall meet as soon a mutually possible to resolve the dispute. �
,
Nothing in the foreg 'ng shall restrict the right of the �MPLOI'E�:t� �°
:Y.
S
to accomplish the w rk as originally assigned pending resolutiot� �
:�
of the dispute or to estrict the EMPLOYER,'S basic right ta "
�
:�
�
�
assign work. �
��
20. 4 Any employee refus ng to perform work assigned by the �
�;�
.�
EMPLOYER and as clarified by Sections 20. 2 and 20. 3
�
above shall be subj ct to disciplinary action as provided in �
�
�
�
Article 17 (DISCIP INARY PROCEDURES). :�
20. 5 There shall be no ork stoppage, slow down, or any
. disruption of work resu.lting from a work assignment.
• �- �
21. SE PARATION:
21. 1 Employees having a proba ionary or regular employment status
shall be considered separ ted from employment based on the '
following actions:
21. 11 R-esignation. E loyees resigning from employment shall
give written notic fourteen (14) calendar days prior
to the effective o the resignation.
21. 12 Retirement. A provided in Article 15.
21. 13 Discharge. s provided in Article 17.
21.14 Failure to Repo t for Duty. As provided in Article 18,
21. 2 Employees having an e ergency, temporary, or provisional
employment status ma be terminated at the discretion of the
EMPLOYER before th cornpletion of a normal work day.
22. TOOLS:
All employee� shall persona y provide themselves with the tools
of the trade as listed in App ndix E. �
23. GRIEVANCE PROCEDURE:
23. 1 The EMPLOYER sh 11 recognize Stewards selected in accordance
with UNION rules a d regulations as the grievance representative
of the bargaining u it. The UNION shall notify the EMPLOYI�R
in writing of the n mes of the Stewards and of their successors
when so named.
23. 2 It is recognized d accepted by i:he EMPLOYER and the UNIO�'
that the processin of grievances as hereinafter provided is 1i��7itc•!1
by the job duties nd responsibilities of the employees �ld shall
therefore be acc mplished during workin� hours only whc'n
'r
�:
consistent with uch employee duties a.nd responsibilities, x
A
cS
The Steward inv lved and a grieving employee shall suffer �;
�
�
no loss in pay w en a grievance is processed during working ;
;
hours, provided, the Steward and the employee have notified }
�
and received the approval of their supervisor to be absent to E
;
process a grieva ce and that such absence would not be
�
;
detrimental to th work pro�rams of the EMPLOYEP. �
23. 3 � The procedure est blished by this ARTICLE shall be the sole and
exclusive procedur , except for the appeal of disciplinary action as
provided by 17. 3, f r the processing of grievances, which are defined
as an alleged violat'on of the terms and conclitions of this AGREEMTN'1'.
23, 4 Grievances shall b resolved in conformance with the following
procedure:
Step 1. Upon the o curence of an alleged violation of this
- AGR�E ME T, the employee invol.ved shall ai;tempt
to resolve he matter dn an informal�basis with the
employee's supervisor. If the matter is not resolved
to the empl yee's satisfaction by the informal discussion
it may be r duced to writing and referred to Step 2 by
the UNION. The written grievance shall set forth the
nature of th girevance, the facts on which it is based,
the alleged ection(s) of the AGREEMENT violated,
and the reli f requested. Any alleged violation of the
AGREEMEN not reduced to writing by the IJNION
within seven (7) calendar days of the first occurr�nce
of the e iving rise to the grievance or within
seven ('� t�dar da.ys ai'ter the employee, thr•ouf;li
S...v1�:_.:.._::...�_,..,......_.___ __.. . . ... ..
, ,, + �
the use of reasonable diligerice should have had
,.:
�
knowl dge of the first occurrence of the event giving
rise t the grievance, shall be considered waived.
Step 2. Withi seven (7) calendar days after receiving the written �
griev nce a designated EMPLOYER supervisor shall
meet ith the UNION Steward and attempt to resolve
�
the gr evance. If, as a result of this meeting, the
griev nce remains unresolved, �the EMPLOYER shall
reply n writing to the U1�TION within three (3) calendar
� days f llowing this meeting. The UNION may refer
the gr evance in writing to Step 3 within seven (7)
calend r days following receipt of the EMPLOYER'S
writte answer. Any grievance not referred in writing
. �
by the UIVION within seven (7) calendar days following �
receip of the EMPLOYER'S answer shall be considered
waived
Step 3. Within even (7) calendar days following receipt of a
grieva ce referred from Step 2 a designated EMPLOYf�T� �
�
super sor shall meet wi�:h the UNION Business Mana�er•
� or his esignated representative and attempt to resolve �
the gri vance. Within s�ven (7) calendar days followii�r;
this m eting the EMPLOYER shall reply in writin� to �
;�
the UI�]I N stating the EMPLOYER'S answer concc:rnin�* ,��
�
:�
F
the gri vance. If, as a result of the written response
the gri vance remains unresolved, the UNION may
refer t e grievance to Step 4. l�ny grievance not
;�-
` �
. ' �. ' �
referred to in writing by the UNION to Step 4 within �
�.:
seven (7) calendar days following receipt of the �'
,�
3`
EMPLOYL;R'S answer shall be considered waived. �:
�,.
=f:
Step 4. If the grievance ream'ns unresolved, the UNIOI�T may ��:
�
within seven (7) cale dar days after the response of - �
�
the EMPLOYER in tep 3, by written notice to the �
EMPLOYER, requ st arbitration of the grievance. �`
�
;�
The arbitration pr ceedings shall be conducted by an
�
�:
arbitrator to be s Iected by mutual agreement of
i
the E MPLOYE R nd the Ul�TION within s even (7) calend a r �
�.
days after notic has been given. If the parties fail ;,
�
�:
, to mutually agr e upon an arbitrator within the said
t
seven (7) day eriod, either party may request the '
d.
z
Public Empl ment Relation Board to submit a �
i
panel of five (5) arbitrators. Both the EMPLOYER x
�
�:
and the UrTI N shall have the right to strike two (2) k
names fro the panel. The UNION shall strike the
first (lsi:) name; the EMPLOYER shall then strike :
R
one (1) n me. The process will be repeated and the s
remaini g person shall be the arbitrator. �
�
-;
' t
"r
. ,�.
. �, �
23. 5 The arbitrator s all have no right to amend, modify,
�'-
nullify, ignore, dd to, or subtract from the provisions
s
of this AGREE NT. The arbitrator shall consider and w:
decide only the specific issue submitted in writing by the '�
ElV�PLOYER and the UNION and shall have no authority ��
to make a decisi n on any other issue not so submitted.
The arbitrator s a11 be without power to make decisions 4
Y�
contrary to or in onsistent with or modifying or varying
in any way the a plication of laws, rules, or regulations '''
having the force d effect of law. The arbitrator's
�
decision shall be submitted in writing within thirty (30)
;
days follo�,�ri.ng c1 se of the hearing ar the submission
of briefs by the p rties, whichever be later, unl.ess the
parties agree to extension. The decision shall be based
solely on the arb trator's interpretation or application of
the express term of this AGRF:EMENT and to the facts of the
grievance presei ted. The decision of the arbitrator shall be
f.inal and binding n the �MPLOY�R, the T.INION, and the em��lc,�;c �•
23. 6 The fees and exp nses for the arbitrator's services and procE����1J�. ` �
shall be borne eq ally by the EMPLOYER and the UT]ION, �?r•�?�'z:i� �
that each party s a11 be responsible for compensating its o��-ri
representatives d witnesses. If. either party desires a ve�'1�.+i%:`:
record of 1:he pro eedings, it may cause such a record to l�e I��`�`;,`,
}�3r�oz�i�clin; it. pa,ys fr,Y� t��c r��cox•c� � �
:�,3. 7 �I�YlE_' t,7_1:'Ci�.', 11 CZ"�.'LS 1.7"l (',2�,C:):1 �'1:�.^.�� Of t{1�i.�ri '�?2'C)C t'�:[(T:'E.'. 7�1'l:�y }�C'. t;�':('I�C�`'.(� i:'.
xn.Li�i�a� a�r��eE�,r�c�nt rf t.�:e F' ��11?S,O;'��JI; anc! ti�.e UN:i�)��V.
�>,x.. l�l:;;:E:iT OI�' S�,'�,CC�i�.'I'';�n�:;�1':
29:. 1 �i,a�.e Ll�ZPT,OYi.��I� l:�xa�r, ai. an tarr�e d�.rir.s; �.1a.e dur�=.i:i.o�2 �� t:�ris
AG�S�LNsZitiTT, cozztr�.ct ol�t �,rc�rk done by ���.e etri�lc��r::t:s c:c�-E�reci
by 1:1�i.s AC=REE1'iT{,:�:`r. In t .c� everzi t11a1: such cc�ni:��;�c�:i.i�.s,} ti�ravl.c�
re5ult i.n a, rec�ucti.on af the `�ork for_ ce cover. ed by this A.G��.-t�,'],Tv��J`�<'i',
the E1\2PLOY�r=;R s}�all giv tl�e UI�TTOI`� a nizie�y �9�) calei�dar da.;y
noi;ice o� the intentzon ta ub-contract.
24. 2 The sub-contracting of ork dosle� 1_��� the empl.oyees covc���;d by 1�.)�i.�,
AGREFNT�I�TT shall in 11 cases be �nade only to en�ployez s w��o
qual'zfy i�i accorcAazice ti�ith Oz�di_nazlcc I�To. 14013.
25. 1tiTON-17ISCRIMIl�TATIONe
25. 1 The terms and condit'ons of this AGRE�i��1�TT will be �.pplic�d i.o ;
� i
;
employees equall.y w'thout rebard to, or discrixninai:ion for or ;
�
i
against, any inciivid al because of race, calor, cr�cd, �ex, age, �
�
;
or because of inei�n. crship or non-membc.rship in the 11NTC�I�T.
1
25. 2 Emplo�ees will pe form thci-r duties and re:sponsi.l�ili.ties a.zi a �
�
non-discri�ninato y manner as suc�h duties an.d respc�nsibzJ.ii:ie� in�c�'Y�`�'
other employees xld t.he genera.l public.
2G. SI�VLRL-�.FsTLITY:
26. 1 In the event f.1�a any provis;.on(s) of tk�is AC'�I��=CE��ZI;?�?T is ciecla��eci
to be ccntrai~y o Ia��r k�y prc>per Ic�;�;.<<��?:. �zdnR�i.Y�i.:,i:rat���-<�, or
jtadieial at:��i��o ity �'z orr� ��illose 1'i_n:ling, � �ininai;�.oa�, ��i� ci��� f��.:� v--c>
app���7 zs t�i]>:fz�, �L1:�:N� }��z�ri��:<<�i.c�r�(:�,) t,aa;� � �;�oi.de%i.. !�.11 o�:i�iE�:r
}�2,OV1`+l.0ii� �tla.�l_ CC)I i.1I2?:it: 1.3:1 �ti�� i�t'�t'CE' c1i1('1 C:ifc1C`(„
2G. 2 T�ae p:.�f.i.�.�> <�mt ,�:> t �, ta;:���� �,r°r�i,.,:��ri nc>i:"rc�, e.�rte� ?.���;.� n.�.r;n�.i� ' � �:��; .
�. p � . • i t i . • . � v • 'i -i� is- �'-. `p�,-r • ,�:� t
�o �.I�ce t.i�e voiar��, �r�«vz:����t-,s oi' t.,1� ���.G��i.,T,_��7��l� I' x�1 io��._.l, l ,s����:e•
�;'i�' r i• '' � -. � � i,- 'c- - ��; ' -j�t��i.C"�?� (a(.�Clltl7i��; ?�,�
1`'i t�lE.' �.. �;._._.._4t:1\ �- c..C1�7]..11l.���2'�..li�'C'� OI � .. t' . �;. _ .
`'i. �'GT<�ItiT�I�: �
2'l. l 'I�1xe l�i'VIl'LC)YZP� �. d th.e T7�vTOiv acl�n.o�.-led.ge tt��;.t c�urin€; �:i�c�
rneeti.ng ar��d �Zego�'a(.ing wl�icli r�ti�uiteci in this 11.GRr�.�'iL:�VT,
each had the ri�ht nc� op��r�c��zizi:y �o m�.��e pro��os�.ls �:vi.tl�i
res��ect ta an.y sub ecf; car..cer?�i�1r� �1�:: �;el°rr�s a..�d conclii;i�tis
of e��r.ployn�c,r.at. T. e agreem�nf;s ar�c� unuersi;an.dings xeac]led '
by the par�cJ.es afte t�ie exerci.:=e of tliis riglzt are fu].ly and
compl�teiy set fo th �.n �;�iis AG���El%1L;�IT.
27. 2 Thereiore, t1�.e F PT_,OYS�R ancl t:��e Ui�,'IOi�r for tl�e ciuratioll oi 1.�;5 7
AGR�:'CNT?�NT a;Y• e that tl�e other part�� shal.l not be obii.gat�;c� 1:<�
ineet and negotiat over any ternl or conc�itions of employment
whether specifica ly covered or no�; specifically covered b}= t}�is
AGI�L�N1I�l�TT. �lhe LTNION and I�N�PL�Q�R m.ay, h<»�r�very
mutuallST agree i;o mc�dify any provision of thi s AGREE��NT.
27. 3 Any and al.l prior ordinances, agreemen�.s, resolu�:ions,
practices, polici s, and rules or regulations r. eg�.rd'zxlg the
terms and condit ons of employment, to thc; e�.i:ent they are
i.nconsi�tent �vith t1�is AGREEI�TL:-N�I', arc hereb�� superce:�t�d.
.',3. L? i?:�i_�1TIC):�ti .'�"'���;� .i'I�1��)i:al'.'�
.=u. i �ti.l�i E�.�.i�'i��li�_��:%'1.��!`�'{� S i.11 �:)C'.�011if' E',f{�E:C:tl"v't,' c`'.,:� Oi 1:�1E'. C:l`cZ1.Ei Oi
i � r.; 1 . r.-r. �.,-{ �� -r .
£i].��17I lI�F r ('.�S C L�'!, �:9..i S� C �.'..i i.1 C;c A l�i �.11 O';1�E C. O t .t'.l°(�1_S E; 1.17
�r�l'I�;]�_I'`> �1 f.4Tl.CA a..�, 2..T1C� S�':?��i.l. I'E'ZYi.<:i7.il. 1.21 ('iT�'C'!. i:2l.Y'pL'r,;I t's:l� '3VTV�
/ J 1.
�
da�y� of �1rt 4 , 1J7�.�, and cor.ztani�e in eii E:cf: frc:�m �E?r_� tc.� -
year t�hrrea�`�:er urzl_e :� r,c�iic� �o ehan<;�� or. �� te�r�7nin:,tc� i�
�iv�n. in trie� m���irler x�o��i.d°d in 23. 2.
23. 2 If eit7.7er �arty desi.r c to termi.r�ate or inodify t��is L3.GP�EE_l�'v`I',
ef.f.ective as of. the da L of e�;piraiion, 1:rAe party �;-ishin� f.o
modify ox� �:erm.inate tn�; AGR��:il�l�'P shall �i.ve �xrritteti
notice to Lhe o-t�lier � rtyp not more than iiir�ety (90) or.
less than sixty (60) a].endar days prior to tr�e e��irai:ion
date, provided, that the �'�.GP�EI�-�N'I' may only be so
terminated or modi. ied �ffective as of the e�piration da.te.
2£3. 3 In consic�eratiaz7 o the terms and C(?t1C�1t10r1S of e�nployxnent
establishecl by thi AGR�E��NT and the recogr��.tion that the
GRIEVA.NC� PRO EDL�PE he��ei.n. establisf�.ed is t11e ineans
by whicl� grievanc s concernin�r its appl�.ca.tion or interprel;at?.o��
may be ���acefi�ll.y resolved, tY�.e parties herehy pledge that
durins i;he tex m o the �.GRE�17_Li�iT:
� 2 3. 31 TI�e UNIQ alit3 �hE= e m�]oyre�5 ir��i.Il no�: c:7��g�z�e in,
iristi.�;��.tc�, ar. cor:done any c��ncer°1;e�a acti_c�n iti tcl�zc"r�
e7.�nplt�,y�cc i'<x�l_ t� r<�port foz� c�u�i-y, w�.1I£i.�il.l.s' a.bsc;�r��t
i"f1C IY_,�i('',. '.:�� 11 .)1.1't. �., CY');:, 'C(��p t,,.C�l,liJ F��I�)`:'J C�: v`;_. 'tl�'Ii
x,
, .
LT%�ii'}i, C17� fl�?:7t;;i� 117t'xi't;i':i� ?'J.''S 1[� lr�iQ�,a.:' Ol:' ��:'12l ����'�i�;ll
�.
f��i":f'. 111.�.iJ icli�il{'1..'..�. (?E1�.iC:;i` ��c11"iC�'. O� 't�:tk':13' C1?ii:lE ti U�. t i �tl; ,
_. - � ri ''' _.U
2ge 32 '3�'ll�. ��;��ir'�_,C?� ��;ti ti�=:.��. �.�_>�, e:�i sa,e 1.n� � �i:�f.i�;��ce, �,�• i:c;,. ,
<i.I1� IC7Ci��—OUt C?1 C'..1.11�)�_C �T!:,'t'S.
�.e�I��;�,�D to �l.,is �JC�'�. day of ��O��t ;f,;�� �
a.,cl at.t�sted to a�s t1�.c� Iv1I an��i ccr�1 ac�te u:adez�st.�z:c3�.���; of t,he ;�<tr �ic>;; ;,:;�•
. . . . . .
��1� �.)CT'lO(� Of j;12T].E' �1�Y'E'.1T7 S�}�.Clil.-G'C �,Tj' t11G-' �i?_�I1�ij:i1T''_'S O: t:f.lt fO..iU'.V'7.i?;_':
repre:se�lt�.tivE;s foi t1�� ENII'I10-�-,�1� a��.d the Z�`v�IO�:
:E'OS-i T�4:3i� ElliF'I.�OYGj� �+'QR �l'Hl'� UI��IC�
�� /G/�
ly--?'iYL'C�����,`'C
�yor, City oi.' St:. Pat,l Busi_r�es:, 1T<:tc,:�<����.
Vv
lli.rector, Departxnent of
Finailce and .�!i�ana�'ement Se vzces
Chairma.n, St. Paul �
'vil Ser 'ce Comiriission
,
Labor R�lations I e� �esc�n atiae
i
- ' s'
�
t
. - ;
. . t
i
°
APP�NT�IX A
z
�
i
�
i
The classes of positions reco�;nized Uy the EMPLOYER as being �
i
exclusively represented by the UNION are s follows: �
. �
Sheet Metal Worl:er - r'oreman, �
i
Sneet Metal Worker, ;
i
i
Apprentice, '
Sheet Metal. Inspectorc
and other classes of pa5itions that ay be established by the
EMPLOYER where the duties and resp nsibilities assigned comes
within the jurisdiction of the UNION.
AP ENDIX C
Effective May l, 1973 the basic hourly wage rate for regular and
probationary employees appoi ted to the following classes of positions:
Sheet Metal Worker Foreman . . . . . . . . . . . . . . . 9. 30
Sheet Metal Worker . . . . . . . . . . . . . . . . . . . . . . 8. 59
Apprentice
0 - 6 months . . . . . . . . . . . . . . . . . . . 50% of Sheet Metal Worker rate
7 - 12 months . . . . . . . . . . . . . . . 55% of Sheet Metal Worker rate
. 13 - 18 months . . . . . . . . . . . . . . . . . 60% of Sheet Metal Worker rate
19 - 24 months . . . . . . . . . . . . . . . . 65%,of Sheet Metal Worker rate
25 - 30 months . . . . . . . . . . . . . . . . . ?0% of Sheet Metal Worker rate
31 - 36 months . . . . . . . . . . . . . . : ?5% of Sheet Metal Worker rate
37 - 42 months . . . . . . . . . . . . . . . . 80% of Sheet Metal Worker rate
43 - 48 months . . . . . . . . . . . . . . . 90% of Sheet Metal Worker rate
Sheet Metal Fnspector . . . . . . . . . . . . . . . . . . . . . 8. 36
Effective May 1, 1973 the ba ic hourly wage rate for provisional, temporary,
and emergency employees appoi ted to the following classes of positions shall be�
�
Sheet Metal Worker - F reman . . . . . . . . . . . . . . . 9. 68
Sheet Metal Worker . . . . . . . . . . . . . . . . . . . . . . . . 8. 93
, ' _
APPENDIX (cont. )
Effective May 1, 1973 the basic h urly wage rate for regular
and probationary employees appointe to the following classes of
positions, who have individually optio ed to be "grandfathered" as '
provided by 12, 2 shall be:
Sheet Metal Worker - Fore an . . . .�. . . . . . . . . . . 8. 83
Sheet Metal Worker . . . . . . . . . . . . . . . . . . . . . . 8. 18
Sheet Metal Inspector . . . . . . . . . . . . . . . . . . . . 8. 36
t
.\
`� ,
APPFNDIX D
Lffective thirt3�-one (33.) calenda.r d ys followi.ng t11e signing of this
1�GRFFIVIENT the FMPLOY�R sh.all:
(1) contr�ibute $ . 42 per hour for ll hours worked by employees
covered by this AGREI�MI�NT, except thosc vvTio have individually
elected to be "grandfatliered" s provided by 12. 2, to a Welfax�e
Fund.
(2) contribute $ . 40 per hour for 11 hours worl�ed by ernployees
covered by this I�.GPE�M�NT, except those who have individually
elected to be "grandfathered" s provided by I2. 2, to a Pensior�
Fund.
(3) deduct $ . 95 per hour for all ours worked from the earnings
of employees covered by thi� GREEMENT, except those who
have individually elected to b "grandfathered" as provided by
12. 2, a ZTacation Fund.
(4) contribute $ . 06 per hour for all hours work�d by employees
covered by this AGRI�EMFN , except those who have individually
elected to be "grandfathered" as provided by 12. 2, to a Journeyman
and Apprenticeship Training und.
All contributions made in accor;:'.•.nce with this Appendix sliall be forwarded
to depositories as directed by the U� ` -�'�T.
r � .
AYY�NDIX D (c ni:. )
The T�MPLOYER shall establish orkm�.n's Compensation and
Unernployment Compensata.ou �ro�7-�ams • s required by Mi.nnesota Statutes,
Employees covered by this A.GR _ �MT�ItTT, except those z��ho have
individually ele�ted to be "grandfathere " as provi.ded by 12e 2, shall not
be eli�>;ible for, governed by, or accumu ate vacation, sick leave, holiclay,
funeral leave, jury duty, or insurance f ,inge benefits that are or may be
established by Civil Service Rules, Co ncil Ordinance, or Council Resolutions.
The EMPLOYER'S fringe beriefi obligation, except to t�iose employees
who have individually elected to be "gr ndfai;hered" as provided by .12. 2,
is limited to the contributions and/or eductions established by this
AGFEEMEl\TT. The actual level. of be efits provi.ded to employees shall
be the responsi.bility of the Trustees the various funds to which the
EMPLOYER has forwarded contributi ns and/or deductions.
r ` '
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A.PPL:NDI� I
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V�hiiney, Smal.l
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Scratch Av��is
Pliers '
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LABOR AGREE NT
-between-
' THE CITY OF ST. PAUL
� and
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. • •
LABOR AGR EMENT '���.��?'�
��
-betwe en
� ' THE CITY O ST. PAUL
� and
11�`1�"ZLI��1.0 t�� ���1 t��= F 1—�.11 c����
Cot��i�C`� s � �r� �
This AGREEMENT is entered into on the �?� of (�C�6�-4�L
•
1973, between the City of St. Paul, hereinaft r referred to as the EMPLOy�};�
and the ��u.�eJUkv�,,'�W�/��2- ��w►-c�u�-= � ��4..4�a� Co�J-�.uC�.(� y ►,�� ,� ,
�
hereinafter referred to as the ITNION.
The EMPLOYER and the UIVION concur t at this AGREEMENT has as its �
objective the promotion of the responsibiliti s of the City of St. Paul for the
benefit of the general public through effectiv labor-management cooperation.
The EMPLOYER and the UNION both re lize that this goal depends not only
on the words in the AGREEMENT but rathe primarily on attitudes between
people at all levels of responsibility. Cons ructive attitudes of the City,
the Union, and the individual employees wi best serve the needs of the
gen�ral public.
1. PURPOSE
. 1. 1. The EMPLOYER and the UN ON agree that the purpose for
ent�ring into this AGREEME T is to:
1.11 Achieve orderly and eaceful relations, thereby
establishing a syste of uninterrupted operations
and the highest level of employee performance that
is consistent with th safety and well-being of all
concerned;
1. 12 Set forth rates of p , hours of work, and other
conditions of emplo ment as have been agreed upon
by the EMPLOYER and the UlVION;
1. I3 �$tablish procedu� s �o o�derly and p�acefully xesolve
_ disputes as to t application or interpretation of
this AGREEME T without loss af manpower productivity.
1. 2 The EMPLOYER and th iT1VION agree that this AGREEMEIVT
serves as a supplement to legislation that creates and directs
the.EMPLOYER. If any part of this AGREEMENT is in
conflict with such legisl tion, the latter shall prevail.
The parties, on written otice, agree to negotiate that part
� in conflict so that it conf rms to the statute as provided by
Article 26 (SEVERABILI Y). '
2. RECOGNITION:
2. 1 The EMPLOYER recogni es the UNlON as•the exclusive
representative for collec ive bargaining purposes for all
personnel having an empl yment status of regular,
probationary, provisional temporary, and emergency
employed in the classes f positions defined in 2. 2 as
certified by the Bureau of Mediation Services in accordance
with Case No.7�-P�-�� —,� dated ��3�„ �3� lq"7� •
2. 2 The classes of positions r cognized as being exclusively
represented by the iTNION are as listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retains t e right to operate and manage all
manpower, facilities, and quipment; to establish functions
�,
and programs; to set and a end budgets; to determi.ne the
utilization of technology; to establish and modify the organ-
izational structure; to sele t, direct, and determine the `
�� .
��,,,�..'
number of personnel; and to p rform any inherent managerial
' function not specifically limit d by this AGREEMENT.
3. 2 Any "term or condition of em loyment" not established
by this AGREEMENT shall re ain with the EMPLOYER
to eliminate, modify, or esta lish following written
notification to the ITIVION.
4. UNION RI�HTS:
4. 1 The EMPLOYER shall deduct from the wages of employees
who authorize such a deducti n in writing an amount necessary
to cover monthly UIVION dues Such monies deducted shall �
be remitted as directed by th UNION. �
4. 11 The EMPLOYER sha not deduct dues from the
wages of employees c vered by this AGREEMENT
for any qther labor o ganisatian.
4. 12 The UNION shall inde nify and save harmless the
EMPLOYER from an and a11 claims 'or charges made
against the EMPLO R as a result of the
�.
implementation of thi ARTICLE. ;�
4. 2 The UNION may designate o e (1) employee from the bargaining �
�
unit to act as a Steward and hall inform the EMPLOYER in
writing of such designation. Such employee shall have the
rights and responsibilities a designated in Article 23 "�
(GRIEVANCE PROCEDURE)
���
4. 3 Upon notification to a design ted EMPLOYER supervisor, thc ��
;�
� Business Manager of the U ON, or his designated represent.�t's�`+�. �
y,
. ,w�
shall be permitted to enter t e facilities of the EMPL.OYI:IZ titi�t��'�'�' :�
�
�`"�a,�,x,,�..�:
` :i
�
employees covered by this A REEMENT are working,
5. SCOPE OF THE AGREENlENT
This AGREEMENT establishes the " erms and
conditions of employment" defined b M. S.
179. 63, Subd. 18 for all employees e clusively represented �
�by the UNION. This AGREEMENT hall supercede �
, �
such "terms and conditions of empl yment" �
a
i
established by Civil Service Rule, ouncil
Ordinance, and Council Resolution.
6. PROBATIONARY PERI,ODS:
, '
6. 1 All personnel, orginally hir d or rehired following separation,
in a regular employment sta s shall serve a six (6) month's
;
probationary period during hich time the employee's fitness �
,
�
�
and ability to perform the cl ss of positions' duties and ;
�
responsibilities shall be eva uated. �
6. 11 At any time during t e probationary period an �
employee may be te minated at the discretion of the �
EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRIE ANCE PROCEDURE). �
.
J
i
6. 12 An employee termin ted during the probationary perioci
shall receive a writ en notice of the reason(s) for such
termination, a copy of which shall be sent to the UNTC)N.
_�-- � �:� ,,.�
6, 2 All personnel promoted t a higher class of positions
shall serve a six (6) mont s' promotional probationary
period during which time the employee's fitness and ability
to perform the class of p sitions' duties and responsibilities
shall be evaluated.
6. 21 At any time durin the promotional probationary
period an employ e may be demoted to the employee's
�
� previously held c ass of positions at the discretion of �
the EMPLOYER ithout appeal to the provisions of �
a
ARTICLE 23 (G IEVANCE PROCEDURE). '
6. 22 An employee de oted during the promotional
probationary pe iod shall be returned to the employee's
previously held lass of positions and shall receive a
written notice o the reasons for demotion, a copy of
which shall be ent to the UNION.
7. PHILOSOPHY OF EMPLOY NT AND COMPENSA�ION:
7. 1 The EMPLOYER and t e UNION are in full agreement that
the philosophy of empl yment and compensation shall be a
"cash" hourly wage an " industry" fringe benefit system. �
7. 2 The EMPLOYER shall compensate employees for all hours workecl
at the basic hourly wa e rate and hourly fringe benefit rate as
found in Articles 12 ( AGES) and 13 (FRINGE BENEFITS).
7. 3 No other compensati n o� frinu�� benefit shall b� �
accumulated or earne by an employee except as specifically
'.i
i _ ... . . . _ . . . . ,. : ,._ . � �
. .;
'"' N�i;
provided for in this AG EENfENT; except those employees
who have indivi.dually o tioned to be "grandfathered" as
provided by 12. 2. ,
8. HOURS OF WORK:
8. 1 The normal work day sh 11 be eight (8) consecutive hours
per day, excluding a thir (30) minute unpaid lunch period,
between 7:00 A. M. and 5� 0 P. M.
8. 2 The normal work week sh 11 be five (5) consecutive normal
work days Monday through Friday.
8. 3 If, during the term of this GREENIENT, it is necessary
in the EMPLOYER'S judgm nt to establish second and third
shifts or a work week of oth r than Monday through Friday,
the iJNION agrees to enter i to negotiations immediately to
establish the conditions of s ch shifts and/or work weeks.
8. 4 This section shall not be con trued as, and is not a guarantee
of, any hours of work per no mal work day or per normal work
�
week.
8. 5 All employees shall be at the oca�ion designated by their
supervisor, ready for work, a the established starting ti.me ;�
and shall remain at an assigne work location until the end �
of the established work day unl ss otherwise directed by their
supervisor.
8. 6 All employees are subject to ca 1-back by the EMPLOYER a� ;
'�
provided by Article 10 (CALL B CK). �
�,
��
>�
��
R
,�
a
8. 7 Employees reporting for work the established starting time
and for whom no work is availa le shall receive pay for two
(2) hours, at the basic hourly ate, unless notification has
been given not to report for wo k prior to leaving home, or I
during the previous work day. .
9. OVERTIME:
9. 1 All overtime compensated for by the EMPLOYER must receive
prior authorization from a des'gnated EMPLOYER supervisor.
No overtime work claim will e honored for payment or credit
unless approved in advance, n overtime claim will not be
honored, even though shown n the time card, unless the
' , required advance approval h s been obtained.
9. 2 The overtime rate of one and one-half (12) the basic hourly
rate shall be paid for work p rformed under the following
circumstances:
9. 21 Time worked in exce s of eight (8) hours in any one
normal work day an
9. 22 Time worked on a s' th (6th) day following a normal
work week.
9. 3 The overtime rate of two ( ) times the basic hourly rate
shall be paid for work perf rmed under the following
circumstances:
9. 31 Time worked on a oliday as defined in Article 16
� (HO LIDAYS);
9. 32 Time worked on a eventh (7th) day following a
normal work week and
, ' • - 18
9. 33 Time worked in excess of twelve (12) consecutive
hours in a twenty-four 24) hour period, provided�
that all "emergency" w rk required by "Acts of
God" shall be compens ted at the rate of one and
one-half (12).
9. 4 For the purposes of calculatin overtime compensation overtime
hours worked shall not be "py amided", compounded, or paid
twice for the same hours work d.
9. 5 Overtime hours worked as pro ided by this ARTICLE shall
be paid in cash.
10. CALL BACK:
10. 1 The EMPLOYER retains the r ght to call back employees
before an employee has starte a normal work day or normal
work week and after an emplo ee has completed a normal
work day or normal work wee .
10. 2 . Employees called back shall eceive a minimum of four (4)
hours pay at the basic hourly ate.
10. 3 The hours worked based on a all-back shall be compensated in
accordance with Article 9 (O RTIME), when applicable, and
subj ect, to the minimum estab ished by 10. 2 above.
10. 4 Employees called back four ( ) hours or less prior to their
normal work day sha11 compl te the normal work day and be
�
compensated only for the ove time hours worked in accordance §
3
with Article 9 (OVERTIME). I
11. WORK LOCATION: -
11. 1 Employees shall report o work location as assigned
by a designated EMPLO R supervisor. During
the normal work day e ployees may be assigned
to other work locations t the discretion of the
E MP LOYE R.
11. 2 Employees assigned to ork locations during the
normal work day, other han their original assign-
ment, and who are requi ed to furnish their own
transportation shall be c mpensated for mileage.
12. WAGES:
12. 1 The basic hourly wage r es as established by Appendix
C shall be paid for all h urs worked by an employee.
12. 2 During the thirty (30) cal ndar day period following the
signing of this AGREE NT r�gular and probationary
employee� shall havE the ndividua�, ehoiEE of optioning
�
to be coverQd by the foilo ir�g fringe benefits establishe�d
' by Civil Serfvc� Rule or b City of St. Paul Couneil
OrdinancES or Resolution .
12. 21 Insu�ance benefita �.s established by City of St. Paul
Council R�solutio s.
12. 22 Sick Lceave as Esta li�hed by Ordinance No. 3250.
Section 35, Subdivi ion E.
;�
.�
�
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12. 23 Vacation as establishe by Ordinance No. 6446,
Section 1, Subdivision .
12. 24 Nine (9) legal holidays as established by Ordinance �
No. 6446, Section 1, S bdivision G. �
12. 25 Severence benefits as stablished by Ordinance
No. 1149 0, y�
Employees who individually e ect to be "grandfathered"
and continue to be covered b h �
y e existing Civil Service
Rules and by Municipal Ordin nces and Resolutions �
stated above shall be subject o all other provisions of
�
this AGREEMENT, but shall ot have hourly fringe benefit
contributions and f or deductio s made on their behalf as
provided for by ARTICLE 13 FRINGE BENEFITS).
12, 3 Regular and probationary em loyees not electing to be "grandfathered"
shall be considered, for the urposes of this AGREEMENT, part-
� icipating employees and shal be compensated in accordance
�.
�;
with ARTICLE 12. 1 (WAGES) nd have fringe benefit contributions
�
:�
and/or deductions made on th ir behalf as provided for by �
ARTICLE 13 (FRINGE BENE ITS), �'
12. 4 Provisional, temporary, and emergency employees shall
be considered, for the purpo es of this AGREEMENT,
participating empl.oyees and hall be compensated in accordance
with ARTICLE 12, 1 (WAGES) and have fringe benefit contributions
and/or deductions made in t eir behalf as provided for by �
,�
ARTICLE 13 (FRINGE BENE ITS). �
�
�
��
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� � 'nN:.AR+i?1:�.w»........__. <
:,
12. 5 All re lar, robati nar , rovisional, tem orar , and �;
� P Y P P Y
�'
emergency employe s em�loyed after the date of the signing of
this AGREEMENT s all be considered, for the purpose of this
�i
AGREEMENT, parti ipating employees and shall be compensated
�;I
in accordance with A TICLE 12. 1 (WAGES) and 1�av� fringe
bencfit contributions nd/or daduetions made on their behal�
as provided for by AR ICLL 13 (FRTNGE B�NEFITS),
13. FRINGE BENEFITS:
The EMPLOYER shall make c ntributions on behalf of and/or
make deductions from the wag s of employees covered by this
AGREEMENT in accordance w th Appendix D for all hours worked.
14. SELECTION OF FOREMAN A GENERAL FOREMAN:
14. 1 The selection of person el for the class of positions
shall remain solely with the
EMPLOYER.
14. 2 The class of positions
shall be filled by employe s of the bargaining unit on a
"temporary assignment".
14. 3 All "temporary assignme s" shall be made only at the
direction of a designated { MP.LOYER supervisor.
14. 4 Such "temporary assignme ts" shall be made only in cases
where the class of position is vacant for more than one (1)
�
normal work day. ��
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16. 5 Employees working on a de ignated holiday sha11 be
compensated at the rate of wo (2) times the basic hourly
rate for all hours worked.
17. DISCIPLINARY PROCEDURES:
;
17. 1 The EMPLOYER shall have the right to impose disciplinary
actions on employees for ju t cause.
17. 2 Disciplinary actions by the MPLOYER shall include only
the following actions:
17. 21 Oral reprimand
, ,17.22 Written reprimand
17. 23 Suspension
17. 24 Demotion
17. 25 Discharge �
17. 3 Employees who are suspende , demoted, or discharged shall have '
the right to request that such actions be reviewed by the Civil Serviccs
Commission or a designated oard of Review. The Civil Service '
;
;
Commission, or a designated Board of Review, shall be the sole anc! ;
;
exclusive means of reviewing a suspension, demotion, or dischargc.
No appeal of a suspension, d motion, or discharge shall be considc>rcc!
a "grievance" for the purpos of processing through the provisions
of ARTICLE 23 (G}�IEVANCE PROCEDURE).
if3. ABSENCES FROM WORK: '
�
18.1 Employees who are unable to eport for their normal work day hav�'
the responsibility to notify i:he'r supervisor of such. absence aG s���'i�
,
as possible, but in no event la er than the beginning of sucli w�rk ���s�� �
18. 2 Failure to make such notificat on may be grounds for discipline a.�
_as provicled in Article 17 (DIS IPLINARY PROCEDTJRrS).
18. 3 Failure to report for work without notification for three
(3) consecutive normal work days may be considered a '
�:
"quit" by the EMPLOYER on the art of the employee. �
19. SENTORITY:
19. 1 Seniority, for the purposes of t s AGREEMENT, shall
be defined as follows:
19. 11 "Master Seniority" - th length of continuous regular
and probationary servi.c with the EMPLOYER from
the last date of employ ent in any and al1 class titles
covered by this AGRE MENT.
19. 12 "Class Seniority" - th length of continuous regular
and probationary ser ce with the EMPLOYER from
the date an employee as first appointed to a class �'
title covered b this GREEMENT. �
� y �
19. 2 Seniority shall not accumul te during an unpaid leave of `
�
�
absence, except when suc a leave is granted for a period ;
�
;�
of less than thirty (30) cale dar days; is granted because �
�
�
of illness or injury; is granted to allow an employee �
g
to accept an appointment t the unclassifzed service of the :�
,;
EMPLOYER or to an ele ted or appointed full-time position �
with the UNION.
:�
19. 3 Seniority shall terxninate when an employee retires, resigns, �
�
or is discharged.
�
19. 4 In tha event it is determi ed by the EMPLOY�R that i`t is necessc�T'� ! '
reduce the worl� force e ployees wi_ll bE laid off by cla�s title «'it}}t:'
each DepartmeMt based n inverse l�ngth of "Class Seniority. "
EmployQes laid off shal have the right to reinstatement in
� ,qh
. � • � Liny;t
�!
K�.1;
�
any lower-paid class tit e, provided, employee has greater
�.
_�
"Master Seniority" than the employee being replaced. A�;
:�;
�
19. 5 The selection of vacatio periods shall be made by class �
:�,
�;
title based on length of ' Class Seniority", subject to the '��
x:
�;
approval of the EMPLO R. �.
�.:
20. JURISDICTION: °�'
�
�
20. 1 Disputes concerning wo k jurisdiction between and among unions �
�'
�:
is recognized as an app opriate subject for determination by th�� �
:��.
�
various unions represen ing employees of the EMPLOYEI�. �
�.
,M
20. 2 The EMPLOYER agrees to be guided in the assignment of work �"
�
�
jurisdiction by any mutu 1 agreements between the unions involvc�ci. �
�
20. 3 In the event of a dispute concerning the performance or �
�
assignment of work, th unions involved and the EMPLOY�R ?
�
4'
shall meet as soon as tually posszble to resolve the dispute. "
:;
, �
Nothing in the foregoing shall restrict the right of the EMPLOI'I�:ii
to accomplish the work s originally assigned pending resoluti.c�n 4
w
of the dispute or to rest ict the EMPLOYER'S basic right to
,�
assign work. �
':�
�
20. 4 Any employee refusing t perform work assigned by the '`
EMPLOYER and as clar fied by Sections 20. 2 and 20. 3
above shall be subject t disciplinary action as provided in °�
;�
�,
Article 17 (DISCIPLINA Y PROCEDURES).
20. 5 There shall be no work toppage, slow down, or any
. disruption of wor.k resul ing from a work assignment.
, . . • � .�
'�'
21. SE PARATION: :�
,�.
21. 1 Employees having a pr bationary or regular employment status �
�;
shall be considered sep rated from employment based on the -
°;
following actions: :$
21. 11 RESignation. E ployees resigning from employment shall
� give written noti e fourteen (14) calendar days przor
to the effective f the resignation.
,
� 21. I2 Retirement. A provided in Article 15.
21. 13 Discharge. A provided in Article 17.
21. 14 Failure to Repor for Duty. As provided in Article 18.
21. 2 Employees having an e ergency, temporary, or provisional
employment status may e terminated at the discretion of the
EMPLOYER before the ompletion of a normal work day.
22. TOOLS:
All employees shall personally rovide themselves with the tools
of the trade as listed in Appendi E. �
23. GRIEVANCE PROCEDURE:
23. 1 The EMPLOYER shall r cognize Stewards selected in accordance
�
�
with UNION rules and re lations as the grievance representative
of the bargaining unit. he UNION shall notify the EMPLOYZ:R
S :�
in writing of the names f the Stewards and of their successor �
when so named. �
�
23. 2 It is recognized and acce ted by the EMPLOYER and the UNION -�
that the processing of gri vances as hereinafter provided i.s limit���t
by the job duties and res onsibilities of the employees and shali.
therefore be accomplishe during working hours only whc'n
_ � �
. . . �
�
�
�consistent with such employee uties an� responsibilities,
The Steward involved and a gri ving employee shall su.ffer �
no loss in pay �vhen a grievanc is processed during working
hours, provided, the Steward nd the employee have notified �
and received the approval of t eir supervisor to be absent to
process a grievance and that uch absence would not be �
�
detrimental to the work pro�i ams of the EMPLOYEl�.. �
�
23. 3 The procedure established by his ARTICLE shall be the sole and
exclusive procedure, except f r the appeal of dis ciplinary action as
provided by 17. 3, for the pro essing of grievances, which are defined
as an alleged violation of the terms and conditions of this AGRE�NIENT.
23. 4 Grievances shall be resolve in conformance with the following
procedure:
Step l. Upon the occurence of an alleged violation of this
AGREEMENT, the employee involved shall attempt
to resolve the mat er on an informal.basis with the
employee's super 'sor. If the matter is not resolved
to the employee's satisfaction by the informal discussion
it may be reduce to writing and referred to Step 2 by
the UIVION. The written grievance shall set forth the
nature of the gir vance, the facts on which it is based,
the alleged secti n(s) of the AGREEMCNT violated,
and the relief re uested. Any alleged violation of. the
AGR�ElVIENT n t reduced to writing by the UNION
within seven (7) calendar days of the first occurrence
of the event �i ng rise to the grievance or withiri
seven (7) calen ar days after i;he employee, i:�iroti�;1�
�
the use of reaso ble diligence should have had
�
knovvledge of the first occurrence of the event giving
rise to the griev nce, shall be considered waived.
Step 2. Within seven (7) calendar days after receiving the writ.tcyr� �
�
grievance a des gnated EMPLOYER supervisor shall �
meet with the ION Steward and attempt to resolve �
the grievance. If, as a result of this meeting, the
grievance rem 'ns unresolved, �the EMPLOYER shall �
Fp
R
reply in writin to the TJNION within three (3) calendar
. days following his meeting. The UNION may refer �
� i
the grievance i writing to Step 3 within seven (7) '
calendar days ollowing receipt �f the EMPLOYER'S '
written answe . Any grievance not referred in writin;
by the UNlON ithin seven (7) calendar days following
receipt of the MPLO�ER'S answer shall be considered
waived.
Step 3. Within seven ( ) calendar days following receipt of a
grievance ref rred fr�m Step 2 a deszgnated EMPLO�'�:T�
supervisor s all meet with the UNION Busi.ness Manager
� or his design ted representative and attempi; to resolve
the grievanc . Within seven (7) calendar days followiz7�
this meeting the EMPLOYER shall reply in writin; to
�
the UNiON s ating the �MPLOYER'S answer concernin�;
the grievanc . If, as a result of the written r•espan:�c
the grievan remains unresolved, the UNIC?N maY
refer the �r evance to Step 4. Any grzevance not
_ ;�:
- - - ' �
�
�.
referred t in wri.ting by the UNION to Step 4 within
�
seven (7) c lendar days following receipt of the �
�
EMPLOYE �S answer shall be considered waived. `�
�
Step 4. If the griev nce reamins unresolved, the UIVION may �
�
within seve (7) calendar days after the response of • �
�
�
the EMPLO R in Step 3, by written notice to the �
EMPLOYER request arbitration of the grievance. �
�
The arbitrat'on proceedings shall be conducted by an �
,
arbitrator to be selected by mutual agreement of �
�
the E MPLO R and the UIVION within s even (7) calend a r #
�
days after not ce has been given. If the parties fail ;
. to mutually ag ee upon an arbitrator within the said �
i
seven (7) day eriod, either party xnay request the �'
i
�
Public �mploy ent Relation Board to submit a '
�
panel of five (5 arbitrai:ors.� Both the EMPLOYER �
1
,
and the TJNION hall have the right to strike two (2) �
names from the panel. The UNION shall strike the °
j
r
first (lst) name; the EMPLOYER shall then strike
:�
one (1) name. T e process will be repeated and the
. i
remaining perso shall be the arbitrator. �
:;
,
,
�
�a
15. RETIREMENT:
All employees shall retire from e ploymen.t with the EMPLOYER
no later than the last calendar day f the month in which an employee
becomes sixty-five (65) years old.
16. HOLIDAYS:
16. 1 The following nine (9) days s all be designated as holidays:
New Year's Day, January 1
President's Day, Third Mon ay in February
Memorial Day, last Monday i May
� Independence Day, July 4
Labor Day, first Monday in S ptember •
Columbus Day, second Monda in October
Veteran's Day, fourth Monday in October
Thanksgiving Day, fourth Thu sday an November
Christmas Day, December 25
16. 2 When New Year's Day, Indepen ence Day o� Christmas Day
falls on a Sunday, the following Monday shall be considered
the designated holiday. When a y of these three (3) holidays
falls on a Saturday, the precedi g Friday shall be considered
the designated holiday.
16. 3 The nine (9) holidays shall be co sidered non-work days.
16. 4 If, in the judgment of the EMPL R, personnel are necessary
• for operating or emergency reas s, employees may be
scheduled or "called back" in acc rdance with Article 10
(CALL BACK).
� ,.,;�•.��Q��-..FFz�..,.-:��-�-.._,.w..� .,..,,,r,.�..�_��..... -.m.,..��,.�,•�ti ,<.,��,.„,�,�:-�;.� r,�r.,-x.�,..ma-�-,�. ,�..-:-. ��F.- �.-�..:��•�
...;F;r.�"r..,:..... . .
`3f
23. 5 The arUitrator sh 11 have no right to amend, modify,
nullify, ignore, ad to, or subtract from the provisions
jb
of this AGREEME T. The arbitrator shall consider and �y
decide only the spe ific issue submitted in writing by the
�
ElV�PLOYER and th UNTON and shall have no authority �
to make a decision n any other issue not so submitted.
:�
The arbitrator shall be without power to make decisions
contrary to or incon istent with or modifying or varying
�
in any way the applic tion of laws, rules, or regulations
having the force and e fect of Iaw. The arbitrator's
decision shall be subm'tted in writing within thirty (30) `
days following close o the hearing or the submission rt
;
of briefs by the parties whichever be later, unless the
parties agree to an exte sion. The decision shall be based
solely on the arbitrator s interpretation or application of
the express terms of thi AGREEMENT and;to the facts of the
grievance presented. T e decision of the arbitrator shall be
final and binding on the E PLOYER, the UNION, and the emplc>�r�F .
23. 6 The fees and expenses fo the arbitrator's services and procc��ltr' '
shall be borne equally by t e EMPLOYER and the UIVION, px�ovi���� r
that each party shall be re ponsible for compensating its owz�
representatives and witnes es. If either party desires a ver�;�:�'_;:
record of the proceedings, it may cause such a record to i�e n�,a��''•
plo�ridi.ri�; zt p�,ys �'c�r �i�E� x�et.c�Y�ci.
2,:;. ? �C'ne tixx�.r� 1�.ir�:.�.i:; �.n eac11 :�',:e� af '�iir ;:�r���cedua�c: zna,y' be c��.tc�r.ci�.�d !;�.-
zziut?_�al ��recznc�r.1� �7i �I�c� 7�19�:Pi..; �'�E�`,E� arzc� t}:i� C;i\T�C��T.
:'-:1. I�I(i�IT Ul�` SliF3C�NTI�.-'`,_�.�'I':
24. i The L7�'IPLOZ':;�i�i may< a� a.rzy t.'xrie durinb the dur�.i�.o,z ot tl�i�,
AGREZ,TVt.:�'N'7', ccni:r�.c..i: oui: �=�o k dane by� the einplo�-ec�� cc�t-cx��:d
by tha.s �.IGR.C�E�'L�N7', l:� the vent t�zat such contr�r.tzt��; ��ro��ld :
result in a redikct?an Qf the wo k force cover�>�-� b,y t���a.s AC�RI�`I��,,T:i�:��i',
tkie E1�zPLOY3:R s1�.all gi_�Te the UNION a ninety (90) ca�.endar day
notice of the interiiion to sub- on�ract.
24. 2 The su.b-contra.e�%ng cf v�r�rk one by tnc� employees coTrer�d i�5� thi.w
AGR�ETv��NT sha.11 in aI� ca e� be made only to empJ.oyers 1;rlio
qu�.lify in accordance t��ith O dinance No. 1401`3.
25. NON-DISCRIMI��TL�TIOI`T:
25. 1 The terms and canditior�s af his ACTRI�EI1/Ln]�TT will be a�plicd !:o
ernployees equall�� wi��.�out r gard to, or discrimina�:i.on. for or
against, ar�y individu�xl bec use of race, color, creed, se�, age,
or because of inembershi� r non-membersllip in t1�� UNIOi'V.
25. 2 Employees tivill perform th ir duties and responsibiliti.es in a
nozz-discriminatory ma.nne as sucla duti.es and responsibil.itit�s invc�x;'�'
other ernpl.oyc�es and the ge eral public.
:?�. SEVFPIIBILITY:
26. 1 In the eveni i;hat any �lrcav-i ion(s) of this :1CREI;1���,NT is decl��.r. c:cl
to be cc�.i�i�ar.y to law by E� apE�i �e�.rislative, admini�;Gr.�t:��.��:�, c�r.'
;�udi.cial aui;hot,zty> from ��1 se lincli.n�, det;erm.inai:i.ot�, or �'tc�c..�r,�: >>c�
ap��:��.1 i.s tti-�l�c:��, sucli p:�o •t�:�in�7(;;) �,d3��,.1 bc� -Yc�icied. ��.11. c>{�+c.=°
�r.•ov3>;.c3r�5 stz�;ll c .,ta�.�7�ut �_.? 1`i�l.,. iarc� a.nc, e;.�ec�:.
2G. 1 rI'l�te �ar•t:ie:; as�ree ��y u}.�t�r :,vr�itt.cn n��i:-ic,e, ��xitc�r iAitv ne�;c;ii,�':;7��j�:,,
. , ._ .
te.� j��.ac�e 1:��� tirc��.dea ����c�vJ�;ioz��s c��F ttle -_��T-��I���_�J1�,1'V�i� �.s�a. con-�}.�ts�nrF^:
W1t�"`! 1�2h iC.'a'.i.�:='.�_�;�11,'(',9 `cLC12711.1��.�i;:C'u.�].VE'.� OY` �11C�.'�C?.:a,.� C�4'�F;l^I71:17:�f.).OY?.
:1 i. ��rA.l V�:i: '
2 i. l. T1�e I�II,ZPLC?�Yi{;�'t aYi�-� �the �.T�rIC�l`� ac�.�no�rledoe th�� :�u�°;ng the
meetirg a��:�� negoti.ai� iz� v�I�ich resulted i.ri this AU�i]�Ei��F7����,
eac�.� had ih� ri�ht �a.n o'�portun��:y f.c� r�lake t�ropo�.�Is �uic1�
resp��ct to ar�y subject conceriling �hL terms and conditians
of ez�lployment, The a �rcen�ents and un.derstandings reached
by the parties af�er t1:le xcr.cise of i:his ri_g�1��t ar•e fulJ.y anc�.
completLl�� set forth in his A,GPL7=�P�IFi�T.
27. 2 Th.erefore, tlie LM�'7�_:O _ �'�t and the L�i�?�Ol�T for i:he duraf;ion of t�i��
AGREEIIENT a�ree that the oth�r party shall not be obligated i:c�
meet ar�d nebot;iate over a ,y ter. m or conditions of empl.oyment
whethex specifically cove ed or not specifically coTaered by t1�is
AGREEIVCCI\TT. 7'he UNIO T a.nd EIVCPL•OY1�R may, however,
mutually agrEe to modzfy a .y provisian of t1�is AGR�EI��IENT.
27. 3 Any and al�. pri.or ordina.nce , agreements, resolutions,
practices, policies, and rul s or. re�tllati.ons regardint; the
terms ard conditions of empl yment, to thc �xtent th�y are
inconsistenf: vrzth thi.s AGREE 'C��7T, �zre, hereby superse�ed.
�?��. I)E ii_�'I�l:CG:N i1.:L) :l'i,�!:1�i�,3 ;;
`�f3, l '1'�zi_: ��.CaT��'T..`��� ,`y'I:' :}1�all �:�<�ccn�c: ;�f�'t^cf:i�-F, as c�a' z..'ra�. ci: :,.� oi
S1frI"11. 1:;: E'�(�`�;3f .x`_. ������.�7.�1('���.�.�T rs O�IC.a f.'C�1 :J±�'IC'Y'1�.?��,i' 1l1
,h1.�TICL:ti;S 1`? ar��c� 13, ��i�� �.f;al.f r �,�a�i��'�r. ax1 r•f;e<:i: �E;�.t��F71.�f}�7� t;:i7�� ��
dav of �i�'1 r a 1�374:, and. cc���ti��� e in effcc�i frozn y��a.r to
yea�� therc�a.fi.�x� u711_eti;.� t�����.zc� to c;harz�� ar to terrLii.ri�:i:c� is �
�'iv�n i.t� thc� manner ��roci_c�c:d i.n 2�. 2.
28. 2 If eii:t��r pari:y des9.res i.o tc�rm�. ate ar marlify �t.�is /�.CTKLL'NL1Tv"1',
effective as of the date of e�.pi.r 9tion, tiae parl;y tir�Tis�hin�; to
modif.3T or terminaf.e tl�e 1�.GPL ��711�NT s�1�.I1 gi_ve �.�,>r°ittez� .
;
not�ce ta the otl�er pari:y, nvt ore thari ninety (90) or
less than sixt:y (60) calendar d y� priar �o t�-�e e�pi��ation ,
date, provided, tl:at th� �.GRL MI'i�T�I, �na.y only be so
terminated or. iz�odified effec�t� e as of the expirai�ion date.
28. 3 In consideration of the teran and conditions of e�rAploymc�nt
establis�ied by this {�GFiEE� �`�TT arzd �he reco�ition t2zat the
GRII�VANCL PRCa�'T�DZ?PE �erc,i.�i established is -Ehe means
by which grie��ances conc�:r in�; ii:s ap;�ii.e�at:ion or i?�ie��pref:a�t.or�
r.na�r be ���accitztly resol.ved, tlie ��ai�ties Iier•eby �;lec�FJe th�t
during the term of the AG I�T'i�17�NT:
2�3. 31 The UI��IO�.°':� wnd t11t �m�.,l.o�ces ti��ill not er_�,a.;e �r�,
insti�ate, ox� concic �ze ��z�y c�anr.c.rted ac.l:i.on in tivhi.c'h
E�z��.��Io;ye��s fail. to � eport for c�uty, ti�-i�7;tz?.�;T a.���e�zl;
�.��_f'L''.1:?>t:ryZ E::�' �I C?77i :':PC�J_'iig :. tO� �.PU2"�i�� �i0`�L' Cit)';;'?1 Il1E:i1'
\�/02'�i, i:t' ��,iJSGSZ�: L�`F`r1SE'� �f.'ti 11�. 'vViiC)�,C (:1 �l�;.T't fi'Ot?l
t�hc; it�.�.1, f�itl�ful peri'orr Eaxi�.� of �:7�r,i:t� cl�_�*ie;� of c ,,,�,�„�.�
,
2£3. 3? �I't�c I���,fi=,?LOVFI� '�:�11 t� t e���;<�,�-;e in, �.n�>�ir;at��, c�r� c� �i , .
ai.y Iock-out oi F>n.�p�c��r er. :�
AGPEI�:D to t1bi5 ���`'{"� day of ��l7-�L11- 1`��;�
,
and ati;est�d to as ti�.e full a.nc� com��iet.-; uncAerstandinr oF illc, pa c�i��s f'�,,.
i;he ?_,eriocl of ti�n�: h.ex�ein sl�eciii.�d by the sibnatures o£ t��i� fc�1_io��a:riz7_�r �
represeritatiz�c�s for the FMPLOYEI� n� t�-ie L'IVTQN:
I'O�� THE El��Il'LO�'�R I'OR TIlE �Ui`�:i:C�;vT
_�?���e
![ayor, City of S . Paul Business i�-Tr�ri«<;cz�
W
Director, Departrnent of
Finance and Man.a�;ement Ser.�rices
Chaiz rnan, S�. Paul
' il Servic C ommis sion
Labor Pelations Repr entative
1�1��P:l�ati�I�il��,: �
'l�lc: c1as��t�s af posit?.ot:�s r�e�:r��:fizrc�:i F�;� tl�c; I�.il!IPLO�'F�}, a,��
bc�ii,<, c:�c]il:�i�Tel;= rc?�_�resE�?��(:c>c; i�.y i:lzc� �i�T.�.;-)i\T az�e as follo�fas:
I�levator Inspector. ;
and o��h��r cla.sses of pc��i��:�otzs hat r��ia�� be es�al�;l.i.s�i.ed by
t�lie I�;:1��PLOYI�II� wi�.e.re th� cluties and espon:;il��ilit;i�s assa.gned corxies
tivii.hi.n t.he jurisdicti.v�.l af 'r.he Ui'�TIC)1VT.
APPENDIX C .
Effective May 1, 1973 the basic hou ly wage rate for regular
and probationary employees appointed to t e following classes of
positions:
Elevator Inspector . . . . . . . . . . . . . . . . . . . 8. 36
Effective May 1, 1973 the basic ho rly wage rate for provisional,
temporary, and emergency employees ap ointed to the following classes
of positions shall be:
Elevator Inspector . . . . . . . . . . . . . . . . . . 80 36
Effective May l, 1973 the basic h urly wage rate for regular
and probationary employees appointed t the following classes of positions,
who have individually optioned to be "g andfathered'�' as provided by 12. 2,
ishall be:
� Elevator Inspector . . . . . . . . . . . . . . . . . . . . 8. 36
1.I'?'i;:;"�:i=�-i_`> D
1�� �1: � aF",Lt�t�t—Cl.. . )�� C�I.�E:.l�ln"1' t� L5 ,`j 1C)��.C)`tVl.il€r '•,1:1E; S]n�Cii.11�
`..11E_L�..tVE. ,. „ r ;�. �,. �
_,..� � .1 /� !- hTT tt�1� J ! 1:'�_"�Tl 1
�ai' t��i.;� ��`���l i 1'�.l��_�� �_ , t��e ,_��'tF� � �s�.l_� s��� r_�:
(1) CcJ1 i .`j_k:);a� ' ;' , «�1 j���;' !i�r�s.:r', t' �olil ��i1IC1; ���t�'2C1�.1 c�c;Cit)Cti�>I1:,
� � - � C U C�
,.�„
�"1�1\T� )E��'.?1 1Tl.�l�(', �OY' �'i.� iiGi]Y°:; �'JOi"��.�C� ry' E�I.3�?. i�"�J .,,. ��f , (� .
�,y� t}-a�r� .F� C�I�I,��1V�;T,��I,� e��: r��. t��r��s� �.���io �ha�cr� i_ridivi.du ��_I��
elee�;ef� tc� be "�rallcAfat'izer ca�� a� �r�ovid�d �t�y 12. �, to a
Vaca�;i<�n �'r. es,�rarn�
(2) co?ztr:ibute � . 3�5 per l,otz 1or al.l �'r�ours �,�roi ked 1��7 en�ployees�
cove:red Uy ���is 11CUii�F�'dT �;i�TT, except tllo�e who have i���aivic�u���'y
elected to bc "gx�ariclfa.tl�e �c:d" as pz ovided u�- 1'2. 2, t:o a T�ea.li.h
and ���elf.are I�iznd,
(3) contribute � . 23 per hou � foz all i�out s wc.�r•ked k�ST emp1o57ees
covered by this ACzREE !1E�T�-C', except those ��rno rave indi.viciva:t.?.y
elected to be "�randfat� ered" as provided ?.�y l�. 2,, to � Pensio?.�
Fund.
(4) con.tribui;e � . 015 ��er 1 our for all lzours wo.rked by e�nplayee�
covered by tnis AGPT� i MENT, e:�cept tllose v�-ho have iridiT✓id�zalJ_�T
elected to b� "graizdi thered" a� provided by 12. 2, to a Journe�T�.nan
anc.l Aj�prent�cesllip Trai,�{in�; l�'unc�.
All contri'�utions made in CCOrdanc.e ���i_th this Appendix shall be
f.orwarcled �o deposi.tori_es as dirc; ;ted by tY�.e t?J'vTlON.
r1_11<, ��1_,!i�?_.��)��{���.0 .�����e.j (��. 1.�.:.i l �.��.1 11'O:'�i.�.:.;:11.)�:i .�(.)1.111��..�,.:� .1�t..�.C)i, �ll�l.�.
T'•il('iT1���U�%2Y 'l:ii. �;O]"111�c,71;:�a�?.07i. (�' t -_�'.t;71:� ' S 7'LC]Ltll°E;C2 �)�' i��11.i7�1C..'0�.:1 >t�''t;i:l.l! c o
.�.:�I1��"fi(;�,y�'E',;-i CU\'(;T'F'C� ��`,' ��1J.S �.�i,� Zal����.itiT= f' ;_C'.�.'�J{; i;110Sf' ��'1lJ aie;Vr,
• • , z; , - � ,, ii,Y,.,� ,� 1� ri , . , � ,�, � �� y.
7_71C��V�Q11�:.._�.7 t.lt',C.f�_1Ct �U ��c_ r�-tc+T'x ;:c�.i. i� �.'E!'.0 ct�� �p1.[.'C?VJ_QE:C �)�71:�„ � 5�1�.1_. I�C'
be el.�r;i-t>I�3 for, �;uvezne:l 1��T, oj� aec�uni: la�;r� vaea�ic�n, ;iek le;avc�, hoJ.:i.��•�xy, .
fLtne:ral lcace, jury duiy, or insur�n.ce :rint;e l�eneiits t�ia1; ��.7�e or rr�ay b.�
csLabl.isl�ed by Civi.l 5erv:ice J�ule:.�=, Coinc�.l Ordi:�aiice, or Ca��rlcil I,:�sol�:��?t�;zs.
The E�1PLnYLIi'S f:r�in�;e b���ef't oblis;�,�i:��n, czce�:i, to thc��;c� �7n��l.oyec,;
ti�rho l�ave inczivi�t�al.l.y El�cted to i.-�e "�r �.n<�fa.��hc�re�l" as provid��l b�y �.?� ?, i:;
limi.ted to t�le coritz�ib�zi:ie�is a.r_d/or dec� zctions establishec� I�>�= this AC:al_�I:ii;1\.;?.a�i'I'.
The actual Ieve1 c�f benefits �ravzc�ed t � em�l.a5ees shall. be the re.�pon.�i.bi]ity
c�i the Trust�es of the various funds i: wh.icla ;f-ie E�/IF'LO`�E�i has for��Tardcc�
contrzbutions and/or d�duct.ians,
. � . •
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LABOR AGRE MENT �'���>-�
��
-between-
' THE CITY OF ST PAUL
� and
��,1T'�iZN I�lOiJ I�-�. ��t-t'��ZN�O� c9-�
p�t o�`��s c� ��� ��.��,
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This AGREEMENT is entered int on the '�O'� of �(�p�p�-
�
1973, between the City of St. Paul, h reinafter referred to as the EMPLOyL;��
and the �r�l�Flul�tOVV� ��� � � c�u�:l� �.�.lQ�^C�tU�c�b ' (.�cxQ�a t�
hereinafter referred to as the UNION.
The EMPLOYER and the UNiON c ncur that this AGREEMENT has as its '
objective the promotion of the respon ibilities of the City of St. Paul for the
benefit of the general public through e fective labor-management cooperation.
The EMPLOYER and the UNION b th realize that this goal depends not only
on the words in the AGREEMENT but ather primarily on attitudes between
people at all levels of responsibility. Constructive attitudes of the City,
the Union, and the individual employe s will best serve the needs of the
gen�ral public.
1. PUR,POSE
. 1. 1. The EMPLOYER and the UNION agree that the purpose for
entering into this AGRE MENT is to:
1. 11 Achieve orderly nd peaceful relations, thereby
establishing a sy tem of uninterrupted operations
and the highest le el of employee performance that
is consistent with the safety and well-being of all
concerned;
1. 12 Set forth rates of pay, hours of work, and other
conditions of emp oyment as have been agreed upon
by the EMPLOYE and the LTNION;
1. I3 �atabiish procedu es to o�derly and p�acefuily resolve
�
:�
i J� �• �S .
i ' ..
• �` � :,, .
.. � ,
_ disputes as to the ap lication or interpretation of
this AGREEMENT wi hout loss of manpower productivity.
1. 2 The EMPLOYER and the UN N agree that this AGREEMEIVT
serves as a supplement to 1 gislation that creates and directs
the,EMPLOYER. If any part of this AGREEMENT is in
conflict with such legislation, the latter shall prevail.
The parties, on written notic , agree to negotiate that part
� in conflict so that it conforms to the statute as provided by
Article 26 (SEVERABILITY). '
2. RECOGNITION:
2. 1 The EMPLOYER recognizes th UIVION as•the exclusive
representative for collective b rgaining purposes for all
personnel having an employme t status of regular,
probationary, provisional, tem orary, and emergency
employed in the classes of posi ions defined in 2. 2 as
certified by the Bureau of Medi tion Services in accordance
with Case No. 73-PR- 4T�3-!dl ated f��rY� : �.`7� ��["j � .
2. 2 The classes of positions recogni ed as being exclusively
represented by the LTNION are a listed in Appendix A.
3. EMPLOYER RIGHTS:
3. 1 The EMPLOYER retains the righ to operate and manage all
manpower, facilities, and equip ent; to establish functions
and programs; to set and amend dgets; to determine the
utilization of technology; to establ sh and modify the organ-
izational structure; to select, dir ct, and determi.ne the
. ,� : „� .
number of personne ; and to perform any inherent managerial
function not specific lly limited by this AGREEMENT.
3. 2 Any "term or conditi n of employment" not established
by this AGREEMENT shall remain with the EMPLOYER
to eliminate, modify, or establish following written
notification to the U1VI N.
4. UNION R Z�HT S:
- 4. 1 The EMPLOYER shall educt from the wages of employees
who authorize such a de uction in writi.ng an amount necessary '
to cover monthly UIVION ues. Such monies deducted shall
be remitted as directed b the UNION.
4. 11 The EMPLOYER s all not deduct dues from the
wages of employee covered by this AGREEMENT
for any qther labor rgania�.tian.
4. 12 The ITNION shall ind mnify and save harmless the
EMPLOYER from an and all claims 'or charges made
against the EMPLO R as a result of the
implementation of this ARTICLE.
4. 2 The UIVION may designate one (1) employee from the bargainin�
unit to act as a Steward and sh 11 inform the EMPLOY�R in
writing of such designation. Su h employee shall have the
rights and responsibilities as d ignated in Article 23
F
(GRIEVANCE PROCEDURE).
4. 3 Upon notification to a designated MPLOYER supervisor, thc� "
:;�;
,:r
Business Manager of the UNION, r his designated representa'.����'. �
. ;��
shall be permitted to enter the fac lities of the �MPLOYI�R �4'}�''r'` `�
�
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rv�-�..�,..:�
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employees covered b this AGREEMENT are working.
5. SCOP� OF THE AGREEMEN
This AGREEMENT establishe the "terms and
�
;
conditions of employment" def ned by M. S.
179. 63, Subd. 18 for all emplo ees exclusively represented
by the UNION. This AGREE NT shall supercede
such "terms and conditions of e ployment"
established by Civil Service Rul , Council
�
Ordinance, and Council Resoluti n.
__. _ .__ i
6. PROBATIONARY PERI.ODS: �
, ;
6. 1 All personnel, orginally h red or rehired following separation, �
. �
in a regular employment s atus shall serve a six (6) month's ��
�
probationary period durin which time the employee's fitness "
and ability to perform the lass af positions' duties and
�
responsibilities shall be ev luated.
6. 11 At any time during t e probationary� period an �
a:
>:
employee may be te minated at the discretion of the
EMPLOYER without appeal to the provisions of
ARTICLE 23 (GRI� ANCE PROCEDURE).
6. 12 An em lo ee termina ed durin the robationar period �
P Y g P Y :�
shall receive a writte notice of the reason(s) for such �
termination, a copy which shall be sent to the UIVION.
�
�
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d
, � . i� �
G. 2 All personnel promoted to higher class of positions
shall serve a six (6) month ' promotional probationary
period during which time th employee's fitness and ability
to perform the class of pos'tions' duties and responsibilities
shall be evaluated.
6. 21 At any time during t e promotional probationary
period an employee ay be demoted to the employee's
� previously held clas of positions at the discretion of
the EMPLOYER with ut appeal to the provisions of
ARTICLE 23 (GRIEV NCE PROCEDURE).
6. 22 An employee demote during the promotional
probationary period s all be returned to the employee's
previ.ously held class of positions and shall receive a
written notice of the easons for demotion, a copy of
which shall be sent to the UNION.
?. PHILOSOPHY OF EMPLOYMENT A COMPENSA'�ION:
7. 1 The EMPLOYER and the UNI N are in full agreement that
the philosophy of employment and compensation shall be a
"cash" hourly wage and" indus ry" fringe benefit system.
7. 2 The EMPLOYER shall compe sate employees for all hours workc<i
at the basic hourly wage rate nd hourly fringe benefit rate as
found in Articles 12 (WAGES) nd 13 (FRINGE BENEFITS).
7. 3 No other compensation o� fr'n�� benefit shall b�
accumulated or earned by an e ployee except as specifically
�
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. . �� �
provided for in this AGREE NT; except those employees
who hati e individually option d to be "'grandfathered" as
provided by 12. 2. . ,
8. HO UR S OF WORK:
8. 1 The normal work day shall e eight (8) consecutive hours
per day, excluding a thirty (30) minute unpaid lunch period,
;
between ?:00 A. M, and 5�30 P. M.
8. 2 The normal work week shal be five (5) consecutive normal
work days Monday through riday.
8. 3 If, during the term of this GREEMENT, it is necessary
in the EMPLOYER'S judgm t to establish second and third
shifts or a work week of oth r than Monday through Friday,
the UNlON agrees to enter i to negotiations immediately to
establish the conditions of s ch shifts and/or work weeks.
8. 4 This section shall not be co strued as, and is not a guarantee
of, any hours of work per n rmal work day or per normal work
week.
8. 5 All employees shall be at th location designated by their
supervisor, ready for work, at the established starting time
and shall rema.in at an assig ed work location until the end
of the established work day nless otherwise directed by their
supervisor.
8. 6 All employees are subject t call-back by the EMPLOYER as
provided by Article 10 (CAL BACK). "�
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23. 5 The arbitrator shall have o right to amend, modify, ��
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nulli.fy, ignore, add to, or subtract fi om the provi.sions �
.�:`
of this AGR�EN�I�TT. Th arbitrator shall consider and �>`
decide only the specific iss e submitted in writing by the
��`:
EMPLOYER and the UNIO and shall have no authority ";::
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to make a decision on any ther issue not so submitted. �.
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The arbitrator shall be wit out power to make decisions �.
�:;
�
contrary to or inconsistent �rith or modifying or varying
. f,;
;r
in any way the application o laws, ru.les, or regulations �
�
, having the force and effect f law. The arbitrator's :�;
>'
decision shall be submitted 'n wri.ting within thirty (30)
�
days following close of the earing or the submission �
�:
�.:
of briefs by the parties, whi hever be later, unless the =
t
parties agree to an e��tensio . The decision shall be based
solely on the arbitrator's int rpretation or application of
�;
the express terrns of this A REEMCNT and to the facts of the 4
��
grievance presented. The d cision of the arbitrator sha11 be �
:�;
final and binding on the EMP OYER, 1;he UNTON, and the emplc�}'��{� �- '��`
;;
23. 6 The fees and expenses for th arbitrai:or's services an.d procce<1��, 'u
.;;
;
shall be borne equally by the M�'LOYEP and the �UNION, pr�vi�1°"� :�
that each party shall be resp nsible for compensating its o�,*rri ��
�
;<�
representatives and wii.nesse . If either party desires a vc'z'1�;7'i�'' :s�
record of the proceedings, it ay cause such a record to be n.:�'''� ^
I�ravid�_�L; ii: ����y, tcr t}i`, rcc r.•cl.
23, 7 Tl�Le ti71�.�� limi.i;s 7.n e�wc}� st�ra cz�' ��iis r�r•oc:ecit�r. e rnay bc� cyt;c•i�c�c:ci b•:
rx?.t�i;ua1. a.f;reex�i��zit of t1�e �;i,<<7: 'LO�;:�::ri ar�id t17.�. t1NI0I`�.
?��. Iil�rliT C��1'' Sl?�:SCni�TFif���':
2�:. 1 T�i� E1'�,!IPLO�'�F� 7�?�y, at �.,.z ,� 1:i�:ne during the auration of 1;I�lis
AG�Ll��\I11NT, contract out tF�orl:_ done b� the cmp�oyeE.s ca���:rec�
by t�}is 1�GPEL�Nl7�tiTT. Iii t� e evc�r�t t�.�at such contraciizlg �=,roul_d
result ?n a i eduction of the =�ork farce co�ver�d by tl�i,� AG!?L�'�`,�f1,T�T't',
tT�e F111'�L,OYLR sl�all bive ��ie t71�TI01`�? a ninety (90) calendar ctay
notice of l'he intention to su -contr•act.
24. 2 The sub-canf.rac�ing of vJO � d��n� by the employees coZTerecl by thi��
- A.GREEi�ZI.i�TT sZ�a.11 in aZl ases be made only to eiz�pl�yers who
qualify u� �ccordance wit2�. Or.dinance No. 14013.
25. I\TON--DISCRIiVIIl�T1�.TION:
25. 1 The terms and conditioris f this AGREEIVL�NT wi..11 be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex, a�;E�,
or hecause of inembershi or non-members�iip in i:he Ul\�IGN.
25. 2 Employees v�-ill perform eir duties and responsibilities in a
non-discriminatory mann r as such cluties and responsib�l'zties inval.vi'
other en���loyees and th� eneral public.
26. SI�VERA�E31:I_�TTZ':
26. 1 In the event thai: any s;7a.on(s) of thi.s 1�.GREE��N'l, is der.1�.._rcd
to Y�e eont��ary to la�r :;,Y rc�pc�r 7.��is.1..�z4:i.v�, adxniilisl:ra�9.ve, c.r
judiciaJ. autl�ori_�;�% froin � hose iitidir��, deterYni.nat;ion, ox� de�c.�re�c rc�
a.ppcal i:� taket�, such pi• �viszonrs) �.l.all be voi.ded. t11.1 t7il�ei�
�7T'C7i'7.S1G";:�S ti�]�'-��� COII';:;�ill1`� 'I2 f11YZ �OI'CE' �'..]:iC� (-:,'i��(',Cf.
, ' . .
���. � Z�f�.E,' �]t3.'i:iPy Gl�2^��(� t.C7¢ llk}r1" ?�ri'7.ttC'17 210t.1Cf'� E'.21j.£;I' lI1tQ 112�O"�i.'3�� ) 1:=i
to pJ.ac� f.h� vaid_ecl p��ti�isi�i�:; cf thc .P�C'�RE�1��'i��N�' in corrix:lli.a.rice �
witTz thc ].�gislaf:i;%e, ad�ni. i���,ativ�, o� judicial dei;crir�inai;ic���i,
27. ��TAIVI�R:
27. 1 The EMPr�O�'T�Z and tlze L TIUiV acl�no�1].edo>�� that duri.rzg ±he
xxieetin; an�. n��otzating w� 'ch r�sulted in tili.s AGREE vVLnN'T, �
each I�.ad t_�.ze right ai�d o�po ti�nity to rnake pro�osal.s �vzth
respect to any subject conc .rr.ing f:he tex•ms and conditi.�i�s �
#
of employxnent. The a;ree ents and understandin.gs reached
i
by the parties after the e�e cise of th9.s right are fully and
3
completely set forth in this AGRE�117�;i�T.
27. 2 Therefore, the EMPLQZ'I�P anc:l the u VIOlL? for the duration of i;hi s '
�
1
AGR�ENIENT a�ree that the other par.ty sha�l not be obligaterl 1:�
meet and negotiate over any term or conditio.x7s of employment
whether speca.f:%c��11y covered ar not specifically covered by t'his
AGRFEl�'�NT. The UlVIOIV nd ElVIPLOYER may, however, ;
mutual�y agree to modify an �rovision of thi.s A.GREFiVI.ENT.
27, 3 Any aL: -�11 pri.or ordinances, agreements, resolutions; '
practz policies, and rule or regulations regaraing the
term� �onditions of �mpl yznent, to the eatent: they are :
incor : :1.7t with this 1�Gl��F !fEl�TT, are her.eby su��erseded,
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`;1S�:I1'_ii�_;. t',:��.E;'�:��� a`i ; �.J`,: `lf3.i:.i�_i'J il�'O��'C�E:is Ci;�1f::C1'i%;t�F� lY2
=.r•,i i� �pa� -� � �*n 7 �
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�.�1 �.1�.L,=.,;� 1.2 a7?��a ��, a��_u �h�.l.�, rC;�� . ,.:.� 7t�. e�':'ec�t i:.��ir�CU�x(� f ���:,'- �
dca.y .o�' ��`A �� 1_`?7��, �in cot�{:inti�e i��z c;�`�'f�ct f`rom tierzY� i:c; �
year t��erE r:�if,E�r ��a.r�1�.�s z u��_c:� to ch�i�zf,�c or i,o terzz�i.r.��:l�' is
�'iv�n in t;he mannez� p�o��idec� in 23, 2.
28. 2 If caither pa.:��y d.e.,:i.res to �x•��n�.a�a�.-.� or rr�oc�7_fy thi:� 9,CP�EL±?�:�.,I�'1', .
effect:it%e �s of tb.e �a�e of �.�:i�ai;ion, tY�te p�.r�y �is.hiz�g to
meclify oz termi.nate thc� A 'I;PIi���P���`_C s?�a11. �ive �,�ritten
n�tien i.o �hc ot:t�er ��arty, n �t mor� {;haz� z�ine-�y (90 j or.
less t1�_a_n sixty (6Q} calen�a. days p�°iox to tr.e expiratzon
da�e, p.rovidc:dD t11at t1�ie l.l�`�_ :I��l�!�I�.;.JT rriay �nl.y be so
terminated o.r znoda.fi.c��cl effe tive a� c�f the e�pix•ai�ori date.
28. 3 In consideration of t�l�e terrns and canditions of e�.lployment
est�ablish�d by this �iC'x�.�El�il.i`�T and t1�.z: reco�;mit;i.on that t1�c
GRIEti�.tiTLI�. P7:i�C.�DUIiI{J lie •ezn e:;tabli.�,�.ed ir thc� mean;,
1-,y which �ri�eva.nccs concet•nin r ij;s a��,��l:�ca'cion or intei pretat;�z�
,:.:iy ,..� l,r>accfully r•esalljE�d, th� part.ic�s hc�t�el�y �,le�c��;e tzi::�t
c�urin�r the �:errn c;f' t�ic: A.�I;F�L�1� F�vT-
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I'C1ri"l.yil.t('.9 Oi.' CO.1<�C?+lt; c3i� ::OT1CC:1"''Lt:C� ��C'�;:E011 IT.: '�x*�ilCl?
C'.I7?.I)��:?` C,E:`ca i�'il� {.O T`C'.(?f)i°t i�� ���;1¢ V; Yt']�.�_:ild i.1`j' �l�i:E'.11j:
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tk?G}`°��:c'.� r.'..f-� =�l'L)T 1 l r l?1"'!iS �'l C'17 b:i"L'I•1:9 :;�<)ti�ir C�_t)\'."L I I�1 t" �•
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�V�O; i. VL' 2�i��iE'�?i�C �:"�(''i118E,' _V�5 11z �'•a1�;!�: (�7' ti�f1'i: ��T'i�. ..
ti1G' i1]�'l, '1��1.1'.�i��Cl} 3 :r"'J'�C?Y"iTlu'T;i:t� f)�' �Y?F��I` C�l1�i:IE :i (;�� C 't�,;,l, . �
z , , . , _ ,.'[ t . d�
� '�t� r—i(.t 3 i 'I �.�. (� S��J.i �r� � i � IS..�'�rt = �.i.i} 11i4�i.i :��c.�,��''. (1.'� ��1;.,
.���. J..� .L,!.( , .'i'a�.I ..1_ i _. ...!.A 1 21 J l, f.:t r _,c>� -f: - .,. _. .
ar��� toc�<<:-au{: of L� _«��Ic�yees.
A.GI,.F.T��i� to this � c��=�.�� c�-�' dd�pQ}�JZ..- 1��;' 3
a��ci att:este� �;o as tr�.e iull �;.nc� ec�. .pi.ete utaci��rvtarclii-�;� af th�e pai:�(:ze� �'c;.�
the ��er�iod c,f tim� Yzerein specifie ' by t'�ie sig�atur�� oi i�he fallov,.it�;��
represenl;ai�v�s for. �4ie EMPLOY R �z;.�d the LNIL�N:
I��OP '1'T�S� El��TI'LOYI�}'� I1`OR TI:IE L�TI(:?i��
���2 �
._ __ ___
Mayor, City of St. Paul Busi.t�e_U��7an.a,r��r
l�.! ,
Director, I?epari�nent of �
Finance and I�Tana�ernent Services
Chai.rma_n, St. Paul �
' il Servi ommissioi�
�
Labor Relatioris Repr s r�ta.tive
APPENDI A
The classes of positions recognize by the EMPLOYER as being
exclusively represented by the UNION re as follows:
Boilermaker,
General Blacksmith; .
and other classes of positions that ay be established by the
EMPLOY�R where the duties and respo sibilities assigned comes
within the jurisdiction of the Ul�TION.
,y
. ' ' � ��,�._ '&` ,� y�`.
APPENDI C
Effective July 19, 1973 the basic ho rly wage rate for regular and
probationary employees appointed to the following classes of positions shall be:
Boilermaker . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 03
General Blacksmith . . . . . . . . . . . . . . . . . . . . 8. 03
Apprentice
' 0 - 6 months . . . . . . . . . . . . . . . . 70% of Boilermaker rate
7 - 12 months. . . . . . . . . . . . . . . . 75% of Boilermaker rate
13 - 18 months . . . . . . . . . . . . . . 80% of Boilermaker rate
� 19 - 24 months . . . . . . . . . . . . . . 85°Jo of Boilermaker rate
25 - 30 months . . . . . . . . . . . . . . . . 90% of Boilermaker rate
31 - 36 months . . . . . . . . . . . . . . . . 95% of Boilermaker rate
Effective July 19, 1973 the basic ��.ou ly ��rage rate for provisional,
temporary, and emergency employees a pointed to the following classes
of positions shall be: -
Boilermaker . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 35
General Blacksmith . . . . . . . . . . . . . . . . . . . . . . . 8. 35
Effective July 19, 1973 the basic hou ly w�age rate for regular and
probationary employees appointed to i:he ollowing classes of positions,
who have individually optioned to be"gran fathered" as provided by 12. 2,
shall be:
Boiiermalcer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8. 30
General Blacksmith . . . . . . . . . . . . . . . . . . . . . 8�. 30
APPENDI D
Effective thirty-one (31) calendar d ys following the signing of i;his
AGREEMENT, the �MPLOYT�R shall:
(1) contribute $ , 60 per hour for a 1 hours worked by employees covered
by this AGREEM�NT, except t ose who have individually elected to
be "grandfathered" as provide by 12. 2, to a Health and Welfare Fund.
(2) contribute $1. 00 per hour for a 1 hours worked by employees covered
by this AGREENLENT, except t ose who have individually elected to be
"grandfathered" as provided b 12. 2, to a Pension Fund.
(3) coni:ribute � . 02 per izour for a 1 hours worked by employees covered
by this AGI��EMENT, except t ose who have individually elected to be
� "grandfathered" as provided b 12. 2, to a Journeyman and Apprentice-
ship Trainin� Fund.
All contributions made in accordan e with this Appendix shall be forwarded
to depositories as directed by the UNIO .
The �MPLOYEI� shall establish W rkman's Compensation and Unemployment
Compensation programs as required by Minnesota Stai;utzs.
Employees covered by this AGREE ENT, except those who have
individtzally elected to be "grandfathere " as provided by 12. 2, shall not be
eligible for, governed by, or accumula vacati.on, sick leave, holiday,
fune�al leave, jury duty, or insurance ringe benefits that are or may be `
established by Civil Service Rules, Cou cil Ordinance, or Council Resolutions.
� APPE IX D (cont. )
The EMPLOYER'S fringe benefit bligation, except to those employees
who have individually elected to be "grandfathered" as provided by 12. 2,
is limited to the contributions and/or eductions established by this
AGREEMENT. � The actual level of be efits provided to einployees shall
be the responsibility of the Trustees o the various funds to which the
EMPLOYER has forwarded contributio s and/or deductions.
. � �
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• LABOR GREEMENT
-betw en-
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THE CITY F ST. PAUL
, and
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