03-1016Council File # 3 1 O��o
Presented
Refeaed To
Green Sheet #_3007695_
RESOLUTION
OF SAINT PAUL, MINNESOTA �
Cominittee Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 May 1, 2003 through Apri130, 2006 Collective Bargaining Agreement between the City of Saint Paul and
3 Intemational Brotherhood of Electrical Workers Local 110.
n
Requested by Depuhnern of:
Of ice of Hmnan Resources
By:
Fomi Approved City Attomey
By:
Appro� b Mayor for Sub�
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Approved b a or: Date ' /(�/�'
BY� ��' T
Adopted by Council: Date //pC . � �D03
Adoprion Certifieyt�y Council Secretary
Green Sheet Green Sheet Green Sheet Gre
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en Sheet Green Sheet Greerr Sheet
DepartmeM/office/council: � Date Initiated:
� HU — HumanResowces ,2-NO�-03 �� Green Sheet NO: 3007695 -
CoMact Person 8 Phone- Deoartment SeM To Person InitiallDate
Jason Schmidt � 0 man ur
266-6503 qujgn 1 umanResources De artmentDirector �� «�0
Must Be on Couneil Agenda by (Date): Number n��
2 i
FO�
Routing 3 a or's ffice Ma od ssistant
O�der 4 uncil
5 i lerk Ci Cierk
Total # of Signature Pages _(Clip NI Locations for Signature)
Action Reqaested:
Approval of the attached May 1, 2003 througk Apri130, 2006 Collecrive Bazgaining Agreement between the City of Saint Paul and the
Intemational Brotherhood of Electrical W orkers, I,ocal 110.
Recommendations: Approve (A) or Reject (R): Personal Service Contracts Must Answer the F011owing Questions:
Planning Commission � �, Has this person/firtn ever worked under a contract for this department?
CIB Committee Yes No
� Civil Service Commission � 2. Has this personffirm ever been a city employee?
Yes No
3. Does this person/firm possess a skill not nortnally possessed by any
current ciry employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
Initiating Problem, issues, Opportunity (Who, What, When, Where, Why):
The current ageement expired on Apri130, 2003.
AdvanWpesifApproved: '
An agreement in place tluough Apri130, 2006.
DisadvanWges If Approved: �
None
Disadvantages If Not Mproved; ,
No agreement in place - labor unrest.
TotalAmountof CosURevenue Budeeted: -
Trensaetion: -
' Funding Source: Activity Number:
Financial information:
(Explain)
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ATTAC�IMENT TO THE GREEN SHEET
COLLEC'I'IVE BARGAINING AGREEMENT WITH
THE ELECTRICIANS LOCAL #110
Below is a summary of the changes in the Collective Bazgaining Agreement betcveen the City of
Saint Paul and the Electricians Local #110.
Duration•
May 1, 2003 through Apri130, 2006.
W 82CS:
The City agreed to the outside prevailing wage rate for each of the next three years. All
compensation retroactive to September 1, 2003.
Civil Service Rules:
Members of the bazgaining unit will no longer be covered by the City of Saint Paul Civil Service
Rules. Ali terms and conditions of employment will be covered by the collective bazgaiiung
agreement between the parties.
Milea¢elParking_
Effective January 1, 2004, members of the bargaining unit who use their personal vehicle for City
business will be reimbursed at the IRS rate. In addition, the City will designate where pazking
will be provided £or employees who use their personal vehicle for City business.
Inspector rates•
Effective September 1, 2003, any employee hired as an Electrical Inspector will be paid at a rate
of $1.00/hr over the Journeyman rate. Currently, Electrical Inspectors are paid at the Foreman
rate.
Overtime•
Language was agreed to that aliows supervisory tifles within the bargaining unit to be paid
overtime after 40 hours in a week (FLSA). Currenfly, a11 ritles are paid overtime after eight hours
per day. ,
Shoe Allowance•
The annual shoe allowance was eliminated.
Other Language Changes:
Other language changes aze of a housekeeping nature for clarification and clean up.
G VSM1ared�[.RCOhIMOMCOMRACTEIamciens�2003\geenattechment03 wpd
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May 1, 2003 thraugh April 30, 2006
�� . - _ � � � �GREEMENT � � -
- betwesn -
� � � � � . T�HE � CITY OF SAIN.T PAUL � � �� � �. . � � � � � � �
� � ; __� � � _ �
� - and - � . _ �
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< I�VTERNATIONAL BROTH�RH4�D O�
ELECTRICAL WORKE�2S, LEICAL' 110 _
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INDEX
• ARTICLE
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TITLE PAGE
...
Preamble ............................................. ui
iPurpose .......................••••-................... 1
2 Recognition ............................................1
3 Employer Rights ........................................ 1
4 Union Rights ........................................... 2
5 Scope of the Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
6 Probationary Periods .....................................2
7 Philosophy of Employment and Compensation . . . . . . . . . . . . . . . . 3
8 Hoursof Work .........................................4
9 Overtime ..............................................5
10 Callback ..............................................6
11 Work Location ......................................... 6
12 Wagesand Fringe Benefits ................................6
13 Selection of Leads, General Lead and General Lead in Charge .... 9
14 Insurance .............................................9
15 Holidays .............................................12
16 Disciplinary Procedures ................................. 13
17 Absencesfrom Work ................................... 13
18 Seniority ............................................. 13
19 Jurisdiction ........................................... 14
20 Separation and Rerirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I S
21
22
23
24
25
Tools................................................
Grievance Procedure ....................................
Rightof Subcontract ....................................
Non-Discrimination ....................................
Severability ...........................................
15
15
18
18
19
Waiver .............................................. 19
City Mileage .......................................... 19
Maternity Leave .......................................21
Severance Pay ......................................... 21
LegalServices ......................................... 23
26
27
28
29
30
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s INDEX (Continued)
31 Master of Record Requirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
32 Uniform Allowance ....................................23
33 Duration and Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Appendix ..................................................... A1
Appendix ..................................................... Bl
Appendix ..................................................... C1
Appendix ..................................................... D1
Appendix E-Too1s ................................................E1
Appendix F - Working Conditions - Electrical Inspectors . . . . . . . . . . . . . . . . . . F1
Appendix G - Senior Trades Coordinator MOU . . . . . . . . . . . . . . . . . . . . . . . . Gl
ApprenticeMatrix ........................................................................................................H 1
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PREAMBLE
This AGREEMENT is entered into between the City of Saint Paul, hereinafter refened to as
the EMPLOYER and the International Brotherhood of Electrical Workers, Local 110
hereinafter referred to as the ITNION.
The EMPLOYER and the iJNION concur that this AGREEMENT has as its objective the
promotion of the responsibilities of the City of Saint 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 EMPLOYER, the LTNION, and the individual
employees will best serve the needs of the general public.
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� ARTICLE 1 - PURPOSE
1.1 The EMPLOYER and the TJNION agree that the purpose for entering into this
AGREEMENT is to:
1.1(1) Achieve orderly and peaceful relations, thereby establishing a system of
uninterrupted operarions and the highest level of employee performance that is
consistent with the safety and well-being of all concerned;
1.1(2) Set forth rates of pay, hours of work, and other conditions of employment as
have been agreed upon by the EMPLOYER and the IJNION;
l.l(3) Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this AGREEMENT without loss of
producrivity.
1.2 The EMPLOYER and the iJNION 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 25 (SEVERABILITY).
ARTICLE 2 - RECOGNITION
� 2.1 The EMPLOYER recognizes the LJNION as the exciusive representative for
collecrive 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-477-A, dated April 16, 1973.
2.2 The classes of posirions recognized as being exclusively represented by the LTNION
are as listed in Appendix A.
ARTICLE 3 - EMPLOYER RIGHTS
3.1 The EMPLOYER retains the right to operate and manage al] personnel, facilities, and
equipment; to establish functions and programs; to set and amend budgets; to
determine the urilization of technology; to establish and modify the organizational
structure; to select, direct, and determine the number of personnel; and to perform
any inherent managerial function not specifically limited by this AGREEMENT.
3.1(a) Selection of personnel will be based on the merit system defined in the City Charter
section 12.01.
3.2 Any "term or condition of employment" not established by this AGREEMENT shali
� remain with the EMPLOYER to eliminate, modify, or establish following written
notification to the LJNION.
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ARTICLE 4 - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a
deduction in writing an amount necessary to cover monthiy U1vION dues. Such
monies deducted shall be remitted as directed by the iJNION.
4.1(1) The EMPLOYER shall not deduct dues from the wages of employees covered
by this AGREEMENT for any other labor organization.
41(2) The LINION 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 LJNION may designate one (1) employee from the bargaining unit in each
department to act as a Stewazd and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the rights and responsibilities as designated
in Article 22 (GRIEVANCE PROCEDURE).
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43 Upon notification to a designated EMPLOYER supervisor, the Business Manager of
the tTNION, or his/her designated representative shali be permitted to enter the
facilities of the EMPLOYER where employees covered by this AGREEMENT are
working. �
ARTICLE 5- SCOPE OF THE AGREEMENT
51 This AGREEMENT established the "terms and condirions of employment" defined
by M.S. 179A.09, Subd. 19 for all empioyees exclusively represented by the iJNION.
This AGREEMENT shall supersede such "terms and condirions of employment"
established by Civil Service Rule, Council Ordinance, and Council Resolution.
Employees represented by this Union are not subject to nor do they have any rights
under the Saint Paul Civil Service Rules, except for those employees covered by
Article 12.2 of this collective bargaining agreement.
ARTICLE 6 - PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a regular
employment status shall serve a six (6) month probationary period during which time
the employee's fitness and ability to perform the ciass of positions' duties and
responsibilities shall be evaluated.
6.1(1) At any time during the probationary period an employee may be ternunated at
the discretion of the EMPLOYER without appeal to the provisions of Article
22 (GRIEVANCE PROCEDURE). +
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� ARTICLE 6 - PROBATIONARY PERIODS (Continued)
6.1(2) 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 IJNION.
6.2 Personnel who are assigned to Lead, General Lead or General Lead in Charge
positions under the terms of Article 13 shall not serve a probationary period and may
be reassigned back to a previous classification at the discretion of the EMPLOYER.
6.2(1) At any time during the promotional pzobationary 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 22
(GRIEVANCE PROCEDURE).
6.2(2) 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 demorions, a copy of which shall be sent to
the LTNION.
� ARTICLE 7- PHILOSOPHY OF EMPLOYMENT AND
COMPENSATION
7.1 The EMPLOYER and the tTt�IION 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 EMPLOYER shall compensate employees for all hours worked at the basic
houriy wage rate and hourly fringe benefit rate as found in Article 12 (WAGES AND
FRINGE BBNEFITS}.
7.3 No other compensafion or fringe benefit shall be accumulated or eamed by an
employee except as specifically provided for in this AGREEMENT; except those
employees who have individually optioned to be "grandfathered" as provided by
Article 12.2.
7.4 Employees covered by this bargaining agreement shall be paid on the same pay schedule
as other City employees.
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ARTICLE 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.
8.2 The normal work week shall be frve (5) consecutive normal work days in any seven
(7) day period.
83 Shifts other than the regular daytime shift Monday through Friday may be
established. Such shifts must be maintained for a period of at least one (1) work
week. The second shift shall be a regularly scheduled shift which follows a regularly
scheduled first shift of five (5) hours or greater. The third shift shall be a regularly
scheduled shift which follows a regularly scheduled second shift of five (5) hours or
greater.
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83 (1) Notwithstanding Sections 8.] through 83, employees in supervisory
classifications inay, through mutual agreement with the Employer, work schedules other
than schedules lnnited by the normal work day and work week as set forth in Sections
8.1- 83. Overtime compensation for employees working under such agreements shall be
subjeci to the provisions ofthe Fair Labor Standards Act.
8.4 For employees on a shift basis, this shall be construed to mean an average of forty �
(40) hours a week.
8.5 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.
8.6 An employee normally working on a particulaz shift may be transferred from that
shift to another shift upon one weeks notice; provided, however, that in the event of a
vacancy, an employee may be assigned to another shift to fi11 such vacancy upon 24
hours notice.
8.7 AII employees shall be at the work locarion 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.
8.8 All employees are subject to call-back by the EMPLOYER as provided by Article 10
(CALL BACK).
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� ARTICLE S- HOURS OF WORK (Continued)
8.9 Empioyees 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.
8.10 The employer shall be required to give no less than six and one-half (6.5) hours
notice, when an employee is to be laid off.
ARTICLE 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 (1.5) the basic hourly rate shall be paid for
� work performed under the following circumstances:
9.2(1) Time worked in excess of eight (8) hours in any one normal work day; and
9.2(2) Time worked on a sixth (6th) day following a normal work week
9.2(3) Time actually spent doing certain work on smokestacks, structural radio or
television towers and bridges over water requiring employees with special
talents in climbing or working at unusual heights away from solid, guarded
platforms, scaffolds or permanent, enclosed ladders.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work
performed under the following circumstances:
9.3(1) Time worked on a seventh (7th) day following a normal work week; and
93(2) 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 (1.5).
� 9.4 For the purposes of calcularing overtime compensation, overtime hours worked shail
not be "pyramided," compounded, or paid twice for the same hours worked.
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ARTICLE 9 - OVERTINIE (Continued)
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash or in
compensatory time. The basis on which overtime shall be paid shall be determined
soIely by the EMPLOYER. Compensatory time off must be approved by the
EMPLOYER.
ARTICLE 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.
103 The hours worked based on a call-back shall be compensated in accordance with
Article 9(OVERTIME), when applicable, and subject to minimum established by
10.2 above.
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10.4 Empioyees 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).
ARTICLE 11 - WORK LOCATION
11.1 Employees shall report to work locarion as assigned by a designated EMPLOYER
supervisor. During the normat work day employees may be assigned to other work
locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work 2ocarions during the normal work day, other than their
original assignment, and who are required to furnish their own transportafion shall be
compensated for mileage.
ARTICLE 12 - WAGES AND FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be paid for all
hours worked by an employee. The basic hourly wage rates as established by
Appendix H shall be paid for all hours worked by an apprentice.
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ARTICLE 12 - WAGES AND FRINGE BENEFITS (Continued)
12.2 Employees who are covered by the fringe benefits listed below shall conrinue to be
covered by such benefits. They shall be subject to all other provisions of the
AGREEMENT, but shall not have hourly fringe benefit contributions and(or
deductions made on their behalf as provided for by Article 12.7 (FRINGE
BENEFITS).
12.2(1) Insurance benefits as established by the City of Saint Paul. The hourly
rate of City Benefitted employees shall be reduced by the actual hourly
cost of active health insurance and a prefunded flat rate of $1.75 per hour
for reriree health insurance. The wages in Appendix C reflect these
deductions.
12.2(2) Sick Leave as established by Resolution No. 3250, Section 20. Effective
May 1, 1997, the remaining City Benefitted electricians shall be charged
with the actual average number of sick leave hours used, or 48 hours,
whichever is ]ess, in the wage calcularion. The wages in Appendix C
reflect this charge.
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12.2(3) In each calendar year, each full-time employee who is eligible for
vacarion shall be granted vacation according to the following schedule:
Years of Service
Less than 5 years
After 5 years thru 15 years
After 15 years and thereafter
Vacation Granted
15 days
20 days
25 days
These hours shall be included in the wage calculation to determine the
rates for City Benefitted electricians.
Employees who work less than full-time shall be granted vacation on a
pro rata basis. The above provisions of vacation shall be subject to the
Saint Paul Salary Plan and Rates of Compensarion, Section I, Subdivision
G.
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12.2(4) Ten (10) legal holidays as established by the Saint Paul Salary Plan and
Rates of Compensarion, Secrion I, Subdivision � H. These hours shali be
charged in the wage calculation to determine the rates for City Benefitted
electricians.
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ARTICLE 12 - WAGES AND FRTNGE BENERITS (Continued) �
12.2(5) Severance benefits as established by Ordinance No. 11490 with a
maximum payment of $4,000 or as established by Article 29 of this
Agreement.
123 Regular employees covered by the Fringe Benefits in 12.2 shall have the right to
transfer from this coverage. Employees requesting such transfer shall be considered
participaring employees and will no longer be covered by the fringe benefits in 12.2
but shall be covered by 12.4.
12.4 Regular employees not covered by the fringe benefits Iisted in Article 12.2 shall be
considered, for the purpose of this AGREEMENT, participaring employees and shall
be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit
contributions andlor deductions made on their behalf as provided for by Articte 12.7.
Participating employees shall use all vacation that they have earned and are eligible
for as outlined in the Saint Paul Electrical Workers Regular Vacation and Holiday &
Reserve Trust Plan Documents.
12.5 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 contriburions and/or
deductions made in their behalf as provided for by Article 12.7.
12.6 Ali regular employees employed in a title in this bargaining unit after February 15,
1974, 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 contriburions and/or deducrions made on their behalf as provided
for by Article 12.7. Employees who promote, transfer or reduce to any rifle in this
bargaining unit from any title which is not in this bargaining unit shall not be allowed
to use any accumuIated sick Ieave credits while they are in such titIe.
If the employee promotes, transfers or reduces to any title which is not in this
bargaining unit and if sick leave is altowed under the new title, the accumulated sick
leave the employee had at the time such employee became a member of this
bargaining unit shall be reinstated.
12.7 The EMPLOYER shall make contriburions 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.
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� ARTICLE 12 - WAGES AND FRINGE BENEFITS (Continued)
12.8 For employees who have elected to become, as of January 26, 1991, participaring
employees as defined in Article 12.6 of this Agreement, the Employer will make the
Health and Welfare contribution in accordance with item (1) of Appendix "D" of this
Agreement. Such contribution shall be made for hours worked as of December 29,
1990. No other contriburions listed in Appendia� "D" shall be made for such
employees for any hours worked prior to January 26, 1991. Such employees shall not
be eligible for City Health and Life insurance after February 28, 1991.
12.9 Accumulated sick leave credit balances as of 7anuary 25, 1991, for employees
covered by Article 12.8 above shail be frozen as of January 25, 1991. Such frozen
sick leave balances may only be used for severance pay purposes. Severance pay
shall be granted only in accordance with Article 29 of this Agreement.
12.10 Employees covered by Article 12.8 above shall discontinue earning sick leave and
vacation and shail not be eligible for City paid holidays as of January 26, 1991. Such
employees shall be paid the base rate of pay as shown in item 2 of Appendix "C" of
this Agreement effecrive January 26, 1991.
� ARTICLE 13 - SELECTION OF LEADS, GENERAL LEADS AND
GENERAL LEAD IN CHARGE
13.1 The selection of personnel for the class of positions Lead Electrician, General Lead
Electrician and General Lead Electrician In Charge shall remain solely with the
Employer.
13.2 The class of positions, Lead Electrician, General Lead Electrician and Generai Lead
Electrician In Charge, shall be filled by employees of the bargaining unit on a
"temporary assignment." Any employee who is assigned to one of the above classes
may be subsequently reassigned under the terms of Article 6.2. Such reassignment
may be back to any one of the employee's previous classifications and rates of pay.
The decision to reassign an employee out of one of the above classes is not
grievable/arbitrable under Article 22. It is understood that this clause 13.2 does not
apply to employees who were appointed to these classes prior to the signing of the
2000-2003 Agreement.
133 All "temporary assignments" shall be made only at the direction of a designated
EMPLOYER supervisor.
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ARTICLE 13 - SELECTION OF LEADS, GENERAL LEADS AND �
GENERAL LEAD IN CHARGE (Continued)
13.4 If the General Lead Electrician has scheduled time off of four (4) days or more, a
temporary will be assigned on the first day of the scheduled time off unless the
General Lead Electrician is absent due to local seminars or other city business and
is available by phone. No temporary assignment is necessary if the General Lead
Electrician is absent for three (3) days or less due to illness or scheduled time off.
13.5 The Lead Electrician will be replaced on the first (2st) day of an absence. This
provision 13.5 shall not apply to the Water Urility, unril and unless the Water
Utility employs rivo non-Lead 7ourneyman Electricians.
ARTICLE 14 - INSURANCE
Active Employees
14.1 This Article shall apply to employees who are eligible for the fringe benefits listed in
Article 12.2 (City benefits).
The insurance plans, premiums for coverages, and benefits contained in the insurance �
plans offered by the Employer shall be solely controlled by the contracts negotiated
by the Employer and the benefit providers. However, the employees selecting the
offered plans agree to accept any changes in benef ts which a specific provider
implements.
For employees who select single coverage, the Employer will contribute 100% of the
cost of the single premium. For employees who select dependent coverage, the .
Empioyer will coniribute 50% of the cost of the dependent premium.
The Emptoyer will provide $5,000 of term life insurance for each employee.
Retiree Health Benefits
14.2 Employees who retire must meet the following conditions in order to be eligible for
the Employer contribution for retiree health benefits:
14.2(1) Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the time of rerirement, and
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� ARTICLE 14 - INSURANCE (Continued)
14.2(2) Have severed his/her relationship with the City of Saint Paul under one
of the retiree plans, and
14.2(3) Have severed his/her relationship with the City of Saint Paul for
reasons other than an involuntary temrination for misconduct.
Early Retirees (under age 65)
143 For those employees who retire before age 65 and aze eligible for early retiree
benefits under the terms set forth in Article 14.2 above and unril such retirees reach
sixty-five (65) years of age, the Employer shall conrinue to make the same
contribution for early retiree benefits as those for active employees. For eariy
rerirees selecting single coverage, the Employer will contribute 100% of the premium
cost for single coverage. For early retirees selecting dependent coverage, the
Employer will contribute 50% of the premium cost for dependent coverage.
The Employer will also conrinue life insurance benefits for eligible early retirees in
the same amount as provided to them as active employees. Life insurance benefits
� terminate at age 65.
When such early retiree attains age 65, the provisions of Article 14.4 shall apply.
Regular Retirees (age 65 and older)
14.4 Employees who rerire at or after the age of sixty-five (65) must meet the conditions
set forth in Article 14.2.
14.4 (1) For such employees who retire after December 31, 1995, the Employer
agrees to contribute a maximum of $550.00 per month toward the
premium for single or dependent health insurance coverage offered to
regular retirees and their dependents. Any unused portion of the
Employer's contribution shall not be paid to the retiree.
This Article shall also apply to early rerirees upon reaching age 65, who retired after
December 31, 1995 under the provisions of Article 14.2.
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ARTICLE 14 - INSURANCE (Continued)
Survivor Benefits
14.5 In the event of the death of an early reriree or a regulaz reriree, the dependent of the
retiree shall have the oprion, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of:
14.5(1) Subsequent remarriage of the surviving spouse of the deceased
employee or reriree.
14.5(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City health insurance for the fust ninety
(90) days of said employment.
!
14.6 The contributions indicated in Article 14 shall be paid to the Employer's third party �
administrator or designated representarive.
ARTICLE 15 - HOLIDAYS
15.1 The following ten (10) days shall be designated as holidays:
New Year's Day, January 1
Martin Luther King Day, third Monday in January
Presidents' Day, third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Day after Thanksgiving, fourth Friday in November
Christmas Day, December 25
�
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� ARTICLE 15 - HOLIDAYS(Continued)
15.2 When New Year's D2y, Independence Day or Christmas Day falls on a Sunday, the
following Monday shall be considered the desigiated holiday. When any of these
three (3) holidays falls on a Saturday, the preceding Friday shall be considered the
designated holiday. For those employees assigned to a work week other than
Monday thraugh Friday, these ttiree holidays shall tie observed on the calendar date
of the holiday.
153 The ten (10} holidays shall be considered non-work days.
15.4 If, in the judgment of the EMPLOYER, personne] are necessary for operating or
emergency reasons, employees may be scheduled or "called back" in accordance with
Article 10 (CALL BACK).
15.5 Participating employees, as defined in Articles 12.3, 12.4, 12.5 and 12.6, assigned to
work on Martin Luther King Day, President's Day, Day after Thanksgiving, or
Veteran's Day, shall be compensated on a straight time basis for such hours worked.
15.6 Participating employees, as defined in Articles 123, 12.4, 12.5 and 12.6, assigned to
work on New Year's Day, Memorial Day, Independence Day, Labor Day,
� Thanksgiving Day or Christmas Day, shall be compensated at the rate of two (2)
rimes the basic hourly rate for all hours worked.
15.7 If an employee other than a Participating Employee is required to work on a
designated holiday, he/she shall be compensated at a rate of two (2) times the basic
hourly rate for such hours worked.
15.8 Columbus Day and the day before Christmas Day shall be considered work days. All
employees working on these days shall be compensated on a straight time basis.
ARTICLE l6 - DISCIPLINARY PROCEDURES
16.1 The EMPLOYER shall have the right to impose disciplinary acrions on employees
for just cause.
16.2 Disciplinary actions by the EMPLOYER shall include only the following actions:
16.2(1) Oral reprimand
16.2(2) Written reprimand
16.2(3) Suspension
16.2(4) Demotion
16.2(5) Discharge
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ARTICLE 17 - ABSENCES FROM WORK
17.1 Employees who are unable to report for their normal work day have the responsibility
to notify their supervisor of such absence as soon as possible, but in no event later
than the beginning of such work day.
17.2 Failure to make such notification may be grounds for discipiine as provided in Article
16 (DISCIPLINARY PROCEDLTRES).
17.3 Failure to report for work without notificarion for three (3) consecutive normal work
days may be considered a"quiP' by the EMPLOYER on the part of the employee.
ARTICLE 18 - SENIORITY
I 8.1 "Class Seniority" - the length of continuons regular and probationary service with the
EMPLOYER from the date an employee was first appointed to a class title covered
by this AGREEMENT.
�
18.2 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 altow 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.
18.3 Seniority shall terminate when an employee rerires, resigns, or is discharged.
18.4 In the event it is deternvned by tlie EMPLOYER that it is necessary to reduce the
work force, all temporary employees shall be released prior to the layoff of
permanent employees. Further, it is management's intent that peimanent employees
will be laid off by class title within each Deparlment, based on inverse length of
"Class Seniority". However, management reserves the right to institute layoffs out of
seniority order for legitimate business reasons. Management's exercise of this right
shall not be azbitrary or capricious. If the Union believes that an out-of-order layoff
has occurred for an arbitr�ary or capricious reason, such decision may be grieved
under Article 22. Recall from layoff shall be inverse order of layoff, except that
recall rights shall expire after two yeazs of layoff.
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ARTICLE 19 - JURISDICTION
19.1 Disputes conceming work jurisdiction between and among unions is recognized as an
appropriate subject for determination by the various unions representing employees-
of the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any
mutual agreements between the unions involved.
19.3 In the event of a dispute concerning the performance or 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
EMPLOYER to accomplish the work as originally assigned pending resolution of the
dispute or to restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as
clarified by Sections 19.2 and 19.3 above shall be subject to disciplinary action as
provided in Article 16 (DISCIPLINARY PROCEDURES).
19.5 There shali be no work stoppage, slow down, or any disruption of work resulting
from a work assignment.
ARTICLE 20 - SEPARATION AND RETIREMENT
20.1 Employees having a probationary or regular employment status shall be considered
separated from empioyment based on the following actions:
20.1(1) Resignarion. Employees resigning from employment shal] give
written notice fourteen (14) calendar days prior to the effective
date of the resignarion.
20.1(2) 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 seventy years old.
20.1(3)
20.1(4)
Discharge. As provided in Article 16.
Failure to Report for Duty. As provided for in Article 17.
20.2 Empioyees 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.
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ARTICLE 21 - TOOLS
21.1 A11 employees shall personatty pmvide themselves with the tools of the trade as listed
in Appendix E.
ARTICLE 22 - GRIEVANCE PROCEDURE
22.1 The EMPLOYER sha11 recognize Stewards selected in accordance with ITr1ION
rules and regulations as the grievance representative of the bargaining unit. The
iJNION shall notify the EMI'LOYER in writing of the names of the Stewards and of
their successors when so named.
�
22.2 It is recognized and accepted by the EMPLOYER and the LJNION that the processing
of grievances as hereinafter provided is limited by the job duties and responsibiliries
of the employees and shall therefore be accomplished during worldng hours only
when consistent with such employee duties and responsibiliries. 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 programs of
the EMPLOYER. �
22.3 The procedure established by this ARTICLE shall be the sole and exclusive
procedure, including the appeal of disciplinary action as provided by Article I6 for
the processing of grievances, which are defined as an alteged violation of the ternis
and conditions of this AGREEMENT.
22.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence 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 sarisfacrion by the informal discussion it may be reduced to
writing and referred to Step 2 by the IJNION. The written grievance shall
set forth the nature of the grievance, the facts on which it is based, the
alleged sections(s) of the AGREEMENT violated, and the relief requested.
Any atleged violarion of the AGREEMENT not reduced to rvriYing by the
iJNION within seven (7) calendar days of the first occurrence of the event
giving rise to the grievance or within the use of reasonable diligence
should have had knowledge of the first occurrence of the event giving rise
to the grievance, shail be considered waived.
�
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� ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
Step 2. Within seven (7) calendar days after receiving the written grievance a
designated EMPLOYER supervisor shall meet with the LJNION 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 days following this meering. The
LJNION 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 LjNION 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 EMPLOYER supervisor shall meet with the
IJNION Business Manager or his designated representative and attempt to
resolve the grievance. Within seven (7) calendar days following this
meeting the EMPLOYER shall reply in writing to the iINION staring the
EMPLOYER'S answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the.iJNION may refer
� the grievance to Step 4. Any grievance not referred to in wriring by the
iJNION to Step 4 within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
Step 4. If the grievance remains unresolved, the Union 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 EMPLOYER and the LTNION within seven (7)
calendar days after norice has been given. If the parties fail to mutually
agree upon an arbitrator within the said seven (7) day period, either party
may request the Bureau of Mediation Services to submit a panel of five (5)
arbitrators. Both the EMPLOYER and the iJNION shall have the right to
strike two (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.
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ARTICLE 22 - GRIEVANCE PROCEDURE (Continued) �
22.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or
subtracY from the provisions of this AGREEMENT. ?'he arbitrator shall consider and
decide only the specific issue submitted in writing by the EMPLOYER and the
LTNION and shall have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be wifhout power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws, rules,
or regulations having the force and effect of law. The arbitrator's decision shall be
submitted in writing within thirty (30) days 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
applicarion of the express terms of this AGREEMENT and the facts of the grievance
presented. The decision of the arbitrator shall be final and binding on the
EMPLOYER, the LJNION, and the employees.
22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equaily by the EMPLOYER and the LTNION, provided that each party shall be
responsible for compensaring its own representarive and witnesses. If either party
cancels an arbitration hearing or asks for a last minute postponement that leads to the
arbitrators making a charge, the canceling party or the party asking for the �
postponement shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made, providing it pays for the record.
22,7 The time limits in each step of this procedure may be extended by mutual agreement
of the EMPLOYER and the I TNION.
ARTICLE 23 - RIGHT OF SUBCONTRACT
23.1 The EMPLOYER may, at any rime during the duration of this AGREEMENT,
contract out work done by the employees covered by this AGREEMENT. In the
event that such contracting would result in a reduction of the work force covered by
this AGREEMENT, the EMPLOYER shall give the UNION a ninety (90) calendar
day notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this AGREEMENT
shall in all cases be made only to employers who qualify in accordance with
Ordinance No. 14013.
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� ARTICLE 24 - NON-DISCRIMINATION
24.1 The terms and condirions of this AGREEMENT will be applied to employees equally
without regard to, or discrimination for or against, any individual because of race,
color, creed, sex, age, disability or because of inembership or non-membership in the
UNION.
24.2 Employees will perform their duties and responsibilities in a non-discriminatory
manner as such duties and responsibilities involve other employees and the general
public.
ARTICLE 25 - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be contrary to
law by proper legislative, administrative, or judicial authority from whose finding,
determination, or decree no appeal is taken, such provision(s) shall be voided. All
other provisions shall continue in full force and effect.
25.2 The parties agree to, upon written notice, enter into negotiations to place the voided
provisions of the AGREEMENT in compliance with the legislative, administrarive,
� or judicial determination.
ARTICLE 26 - WAIVER
26.1 The EMPLOYER and the UNION acknowledge that during the meeting and
negotiating which resulted in this AGREEMENT, each had the right and opporlunity
to make proposals with respect to any subject concerning the terms and conditions of
employment. The agreements and understandings reached by the parties after the
exercisa of this right are fully and completely set forth in this AGREEMENT.
26.2 Therefore, the EMPLOYER and the i7NION for the duration of this AGREEMENT
agree that the other party shail not be obligated to meet and negotiate over any term
or conditions of employment whether specifically covered or not specifically covered
by this AGREEMENT. The iJNION and EMPLOYER may, however, mutually
agree to modify any provision of this AGREEMENT.
263 Any and all prior ordinances, agreements, resolutions, pracrices, policies, and rules or
regulations regarding the terms and conditions of employment, to the extent they are
inconsistent with this AGREEMENT, are hereby superseded.
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ARTICLE 27 - CITY MILEAGE
2"7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of fheir duties, the
following provisions are adopted.
27.2 Method of Computarion: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Departrnent Head.
Type 1. If an employee is required to use his/l�er own automobile OCCASIONALLY
during employment, the employee shall be reimbursed at the rate of $4.00 per
day for each day the employee's vehicle is actually used in performing the
duties of the employee's position. In addirion, the employee shall be
reimbursed $.20 per mile for each mile actually driven.
�
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that an
empioyer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be .
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
Type 2. If an employee is required to use his/her own automobile REGiJLARLY
during employtnent, the employee shall be reimbursed at the rate of $4.00
per day for each day of work. In addition, the employee shall be
reimbursed $.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shatl not be eligible for
any per diem.
Effective January 1, 2004, when an employee is required to use his/her personal
automobile to conduct authorized City business, the City shall reimburse the
employee at the then current Federal I.R.S. mileage reimbursement rate on the
most direct route.
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� ARTICLE 27 - CITY MILEAGE (Continued)
273 The City will provide parking at a location and manner of the employer's choice
within a reasonable distance of the work site for City employees on the above
menrioned type of reimbursement plans who are required to have their personal car
available for City business. Such parking will be provided only for the days the
empioyee is required to have his/her own personal car available.
27.4 Rules and Regulations: T'he Mayor shall adopt rules and regulations goveming the
procedures for automobile reimbursement, which regulations and mles shall contain
the requirement that recipients shall file daily reports indicaring miles driven and
shall file monthly affidavits stating the number of days worked and the number of
miles driven, and further require that they maintain automobile liability insurance in
amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000 single limit
coverage, with the City of Saint Paul named as an additional insured. These rules
and regulations, together with the amendment thereto, shall be maintained on file
with the city clerk.
ARTICLE 28 - MATERNITY LEAVE
� 28.1 Maternity Leave. Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date of childbirth, as
determined by a physician, and ending six (6) months after the date of such birth. In
the event of an employee's pregnancy, the employee may apply for leave without pay
at any time during the period stated above and the employer may approve such leave
at its oprion, and such leave may be no longer than one (1) year.
ARTICLE 29 - SEVERANCE PAY
29.1 The employer shall provide a severance pay program as set forth in this Article.
29.2 To be eligible for the severance pay program, an employee must meet the following
requirements:
29.2(1) The employee must be 58 years of age or older or must be eligible for
pension under the "rule of 90" provisions of the Public Empioyees
Retirement Association (PERA) or under the provisions of another public
pension plan to which the City of St. Paul contributes. The "rule of 90"
criteria shall also apply to employees covered by a public pension plan
other than PERA.
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ARTICLE 29 - SEVERANCE PAY {Continued)
29.2(2) The employee must be voluntarily separated from City employment or
have been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, ine�ciency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if the employee would have
met all of the requirements set forth above, at the time of his or her death,
payment of the severance pay will be made to the employee's estate or
spouse.
For the purpose of this severance program, a transfer from the City of
Saint Paul employment to Independent School District No. 625
employment is not considered a sepazation of employment, and such
transferee shall not be eligible for the City severance program.
,
29.2(3) The employee must have at least ten (10) years of consecurive service �
at the rime of separation. For the purpose of this Article, employment in
either the City or in the Independent School District No. 625 may be used
in meeting this ten (10) year service requirement.
29.2(4) The employee must file a waiver of reemployment with the Personnel
Director, which will clearly indicate thaf by requesring severance pay, Yhe
employee waives all claims to reinstatement or reemployment (of any
type), with the City or with Independent School District No. 625.
24.2(5) The employee must have accumulated a minimum of sixty (60) days of
sick leave credits at the time of his/her separation from service.
29.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave subject to a maximum of 200
accrued sick leave days.
29.4 The maximum amount of money that any employee may obtain through the
severance pay program is $10,000. �
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ARTICLE 29 - SEVERANCE PAY (Continued)
� 29.5 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 11490.
29.6 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 11490, except in those cases where the specific provisions of this
article conflict with said ordinance and in such cases, the provisions of this article
shali control.
29.7 Any employee hired prior to February 15, 1974 may, in any event, and upon meeting
the qualificarions of this article or City Ordinance No. 11490, as amended by City
Ordinance No. 16303, section 1, section 6, draw severance pay. However, an
election by the employee to draw severance pay under either this article or the
ordinance shali constitute a bar to receiving severance pay from the other.
ARTICLE 30 - LEGAL SERVICES
30.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
employer shall defend save harmless and indemnify employee against tort claim or
demand whether groundless or otherwise arising out of alleged acts or omission
• occumng in the performance or scope of the employee's duties.
30.2 Notwithstanding Article 30.1, the Employer shall not be responsible for paying any
legai service fee or for providing any legal service arising from any legal action
where the employee is the Plaintiff.
ARTICLE 31 - MASTER OF RECORD REQUIREMENT
31.1 The Employer agrees to pay or reimburse employees the cost of the fee for the
Minnesota Master Electrician's License for those employees that are recorded at
the State of Minnesota as Master of Record for the employer's use.
ARTICLE 32 - UNIFORM ALLOWANCE
32.1 Electrical Inspectors in the Fire Department who are required to wear a specified
uniform shall receive an allowance of $425.25 per calendar year from the Fire
Deparhnent.
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ARTICLE 33 - DURATION AND PLEDGE
33.1 This agreement shall become effective as of May 1, 2003 and shall remain in �
effect through the 30th day of April, 2006 and continue in effect from year to year
thereafter unless notice to change or to terminate is given in the manner provided
in Article 33.2 of this Agreement.
33.2 If either party desires to terminate or modify this AGREEMENT, effective as of
the date of expiration, the party wishing to modify or terminate the AGREEMENT
shall give written notice to the other party, not more than ninety (90) or less than
sixty (60) calendar days prior to the expiration date, provided that the
AGREEMENT may only be so terminated or modified effective as of the
expiration date.
333 In considerarion of the terms and conditions of employment established by this
AGREEMENT and the recognition that the GRIEVANCE PROCEDURE herein
established is the means by which grievances concerning its applicarion or
interpretarion may be peacefully resolved, the parties hereby pledge that during the
term of the AGREEMENT:
333(1) The LTNION and the employees will not engage in, instigate, or condone
any concerted acrion in which employees fail to report for duty, willfully
absent themselves from work, stop work, slow down their work, or absent �
themselves in whole or part from the full, faithful performance of their
duties of employment.
33.3(2) The EMPLOYER will not engage in, instigate, or condone any lock-out of
employees.
333(3) This constitutes a tentative agreement between the parties which will be
recommended by the Manager of Labor Relations, but is subject to the
approval of the Administration of the City and is also subject to
ratification by the iJNION.
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ARTICLE 33 — DURP,TION AND PLEDGE
(Continued)
AGREED and attested to as the full and complete understanding of the parties for the period of
time herein specified by the signature of the following representative from the EMPLOYER and
the UNiON_
WITNESSES:
CTTY OF SAINT PAUL
r
ason Schmidt
Labor Relations Manager
Date ��� ��z
INTERNATIONAL BROTHERHOOD
OF ELECT'RICAL WORKERS, LOCAL
110
��� �=
Richard Vit i
Business Manager
Mike Redlund
President, Loca1 110
Date /�� / -�
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APPENDIX A
� The classes of positions recognized as being exclusively represented by the L7NION are as
follows:
General Lead Electrician In-Charge
General Lead Electrician
Lead Electrician
Electrician
Lighting Maintenance Worker
Apprentice Electrician
Senior Electrical Inspector
Electrical Inspector
and other classes of positions that may be established by the EMPLOYER where the
scope of the work duties and responsibilities assigned comes within the jurisdiction of the
UNION.
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APPENDIX B
� For all normal work weeks established pursuant to the provisions of Article 8 of this
contract, which includes Sunday, the following provisions shall apply and govern:
All regular electricians employed prior to January 1, 1976 shall be offered
assignxnent to the work week on a seniority basis, and all such employees
shall have the right to refuse assignment to the workweek. This refusal is
subject to the provisions listed below.
2. All regular electricians employed subsequent to January 1, 1976 may be
assigned to vacancies in this work week.
3. All regular electricians shall have the right to bid on and obtain
assignment of a position occupied by an electrician with lesser class
seniority within 30 calendar days from the date that said position was last
filled.
4. Any regular electrician may be assigned, on a temporary basis, to the
workweek, to replace an electrician who is absent because of vacation,
illness, paid military leave, jury duty or any other leave acceptable to both
parties. These temporary assignments shall be made on the basis of
� seniority and in no instance shall any one employee be required to work
on such temporary basis for more than 15 work days or the total
temporary assignment to exceed 90 work days.
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APPENDIX C
1. The basic hourly wage rates for temporary employees appointed to the following
classes of posirions shall be the following:
Basic wage rate effective 9/1/03 (or
closest payroll period)
i
Electrician
Lead Electrician
Electrical Inspector pre 9-1-03
Elechical Inspector post 9-1-03
General Lead Electrician
Senior ElectricalInspector
General Lead Electrician In-Charge
$33.62*
$35.88*
$35.88*
$34.75*
$37.01 *
$37.01 *
$38.14*
* This rate includes a 13% Vacation Contribution.
Note: Due to changes in legislation effective 5/2/00, temp rates assume no PERA
participation, even after 6 months.
2. The basic hourly wage rates for provisional, probationary and regular employees
appointed to the following classes of positions and who are covered by the provisions
of 12.7 of this Agreement (Union benefits) shall be the following:
Basic wage rate effective 9/1/03
(or closest payroll period)
U
Electrician
Lead Electrician
Elech Inspector pre 9-1-03
Electrical Inspector post 9-1-03
General Lead Electrician
Senior ElectricalInspector
General Lead Electrician In-
Charge
NoPERA
$33.62*
$35.88*
$35.88*
$34.75 *
$37.01 *
$37.01 *
$38.14*
Employees had a one time option to stay in PERA, in accordance with M.S. 1999
Supplement, Secrion 353.01.
PERA
$32.09*
$3435*
$3435*
$35.48*
$35.48*
$36.61 *
* This rate includes a 13% Vacation Contribution
C-1
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APPENDIX C (Continued)
The basic hourly wage rates for regular employees appointed to the following classes
of positions and who are covered by the provisions of Article 12.2 of this Agreement
(City benefits) shall be the following:
Electrician
Lead Electrician
Electrical Inspector
General Lead Electrician
Senior Electrical Inspector
General Lead Electrician In-Charge
Basic wage rate effective
9/1/03 (or closest payroll
period)
PERA
$31.88
$33.96
$33.96
$35.01
$35.01
$35.54
Employees had a one time option to stay in PERA, in accordance with M.S. 1999
Supplement, Section 353.01.
4. The basic hourly rate for those hoiding the title Traffic Lighring Maintenance
Worker, who receive no benefits, shall be:
Effective 9/1/03 (or closest payroll period)
$11.90 40% of outside Journeyman rate
Employees who work on a regularly assigned shift beginning earlier than 6 a.m. or
ending later than 6 p.m, provided that at least five hours of the shift are worked between
the hours of 6 p.m. and 6 a.m., shall be paid a night differential for the entire shift.
Employees who work on a regularly assigned shift beginning earlier than 6 am. or
ending later than 6 p.m., but who wark less than five hours between the hours of 6 p.m.
and 6 a.m., shall be paid a night differenrial for only those hours actually worked
between the hours of 6 p.m. and 6 a.m.
The night differential shall be 5% of the base rates, and shall be paid only for those night
shifts actually worked.
The total cost to the Employer, (including wages, fringes, and pension contriburions) for
employees covered by this Agreement shall be equivalent in money to the total package
paid by the employer to employees in comparable classifications in the Agreement
� between Local 110 and the National Electrical Contractors Associarion (NECA).
C-2
D3-/O/�
APPENDIX C (Continued)
� The total package cost shall exclude any payments for industry promotion and(or
advertisement, or any other purpose not directly and clearly beneficial to the public
employer.
In the event Locai 110 and NECA amend their bazgaining agreement to provide for
either a wage or benefit freeze or reducUon during the period of this Agreement, such
freeze or reduction shall be immediately applicable to the total compensation paid to
employees covered by this Agreement.
Effective May 1, 2004 (or closest payroll period), there will be an additional $1.95 per
hour increase added to the total package. The parties will agree prior to that date
regarding the distribution of the $1.95 beriveen wages and fringes. The amount will be
decreased by any increase in industry funds.
Effective May 1, 2005 (or closest payroll period), there will be an additional $2.00 per
hour increase added to the total package. The parties will agree prior to that date
regarding the distribution of the $2.00 between wages and fringes. The amount will be
decreased by any increase in indushy funds.
• Effective September 1, 2003, employees hired for Inspector classifications will be paid
at a rate of $1.00 over the Journeyman rate. Employees in Inspector classifications as of
September l, 2003 will not be affected by this change.
.
C-3
o3-ia�
APPENDIX D
� Effective September 1, 2003, the EMPLOYER shall:
(1) Contribute to a Union designated Health and Welfare Fund $4.89 per hour for
all hours worked by participating employees as defined by this Agreement.
(2) Contribute to a Union designated Pension Fund 9.24% of all wages earned by
participaring employees as defined by this Agreement.
(3) Contribute to a Union designated Apprenticeship Fund $.36 per hour for all
hours worked by participating employees as defined by this Agreement.
(4) Contribute to a Union designated Reserve Trust Fund $1.94 per hour for all
hours worked by participating employees covered by this Agreement.
(5) Contribute to the Union's designated National Employees Benefit Fund
(N.E.B.F.) 3% of the gross wages earned by all participating employees covered
by this Agreement.
. (6) Contribute to a Union designated Vacation and Holiday Fund 13% of all wages
earned by participating employees covered by this Agreement. This contribution
is subject to all payroll deductions.
(7) Contribute to a Union designated Supplemental Pension Fund 5.7% of all
wages earned by participating employees covered by this Agreement.
(8) For those employees who elect to participate, contribute to the Public Empioyees
Retirement Association (PERA) the legally established non-negotiated pension
contribution. This contriburion shall be 5.53% of gross earnings and shall be
adjusted as required by State Law. The hourly rate of City Benefitted and
Participating employees shall be reduced by the actual hourly cost of this
contribution; the wages in Appendix C reflect this deduction.
•
D-1
�
•
•
03 -�oi6
APPENDIX E
Pocket Tool Punch and Belt
6" Rule
9" or 10" Aluminum Level
8" Side C�tters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches
3/8" - 3/4"
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps:
6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
File Rasp 12" '/z Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot
and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
Long Nose Plier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Aammer, Ball Peen
Scratch Awl
Drills - in accordance with Tap sizes
9/32 and 3/8
Fuse Puller
Angle Screw Driver
Tool Box to hold the above tools
The EMPLOYER shall furnish all other necessary tools or equipment. Employees will
be held responsible for tools or equipment issued to them, providing the EMPLOYER
furnishes the necessary lockers, "gang box" or other safe place for storage.
The EMPLOYER shall replace with similar tools of equal value and quality any of the
above listed tools which are tumed in by an employee which are no longer serviceable
because of wear or breakage, providing the employee has been employed for nine (9)
continuous months or more.
E-1
o�_�olro
APPENDIX F
i
L�
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL INSPECTORS
As a result of the 1974 settlement, the Parties have established craft-detemuned rates for
Senior Electrical Inspectors and for Electrical Inspectors, with the specific understanding
that such agreement is restricted to establishing rates of pay for such classifications.
It is, consequently, agreed that the Employer in applying Article 3- EMPLOYER
RIGHTS - of the MAINTENANCE LABOR AGREEMENT, shall have the right to
operate the Department in the same manner as heretofore, with management rights
unaffected, and that the establishment of sepazate rates for these classifications as well as
for Inspector classifications in other Bargaining Units, may not result in disputes over
assignments or over rates of pay for work performed, nor will any jurisdictional claims
or restricrions be asserted by the Union because members of various Inspector
classifications aze assigned to work which is also performed by other Inspector
classificarions.
•
u
F-1
03-/0/�
� APPENDIX G
MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF ST. PAUL
F�
ELECTRICAL WORKERS LOCAL #110
Tlus agreement is entered into by and between the City of Saint Paul (City) and the Electrical
Workers Loca1 #110 (Union). A similar agreement will be entered into by and between the City
and the other Trades unions who represent Senior Trades Inspectors in the City's Office of
Licensing, Inspection, and Environmental Protection (LIEP):
The City and the Union agree that if one of the Senior Trades Inspectars in the Construction
Division of the Office of LIEP is assigned the additional duties refened to as "Senior Trades
Coordinator duties", the payment for assumnig these additional duties shall be an additional
$4.00/hour added to the selected individual's total package. This additional $4.00lhour sl�all not
be included in any of the calculations of the individual's total package.
� It is understood that only one of the Senior Inspectors in LIEP will serve in this capacity at any
one time, and that the Senior Inspector who is assigned the Senior Trades Coordinatar duties will
continue to perform all of the Seniar Inspectar duties already included in the relevant class
specification
This Memorandum of Agreement becomes effective with the signing by the Union of the 2003-
2006 Labor Agreement and shall rema.in in place until and unless it is renegotiated by the parties
to this agreement and any other impacted unions.
City of Saint Paul
v��
ason Schmid �
Labor Relations Manager
IBEW Local #110
`7
Mike Re lund
President, Local #110
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