03-165Council File # C� � —l($
Green Sheet # 204192
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA (4
Presented by �( /1(yZT/%/'�� _
Referred To Committee Date
1 RESOLVED, that the Council ofthe City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2003 through December 31, 2004 Collective Bazgaining Agreement between the City of Saint
3 Paul and The City of Saint Paul Professional Employees Association, Inc.
B
Adopted by Council: Date �°� _� Se �-o n'�
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Adoprion Certifi y Council Secretary
By: a.
Appioved by y r: Date� �` �5 '�/
By: �
Requested by Depadment of
Office of Labor Relations
By: ��_J�
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r'' DEPARTAIENT/OFFICE/COUNCII,: DA7'E TNITIATED GREEN SHEET No.: 204192
�� LABOR RELATIOI3S Febraary 04, 2003
CON7'ACT PERSO\ & PHONE: p mtlrucmA'te inmAVnAiE
JCTLIE KRAUS 266-6513 .i L}
p$gI(',W 1 DEPARTMEN'I DIIL � 4 C1TY COUNCIL
NUMBER 2 CITY A7TORNEY i �� CITY CLERK
MUS? BE O\ COUNCIL AGETDA BY (DATE) F�R BUIXiET DIIL FIN- & MGT. SERViCE DIIL
ROUTLNG 3MAYOR(ORASS7.)
ORDER
TOTAL # OF SIG3�ATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE)
acnon �QuES�ren: This resolution approves the attached January 1, 2003 through December 31, 2004 Collective
Bargaining Agreement between the City of Saint Paul and the City of Saint Paul Professional Employees
Association.
RECOMMENDATIONS: Approve (A) or Reject (K) PERSONAI, SERVICE CONTRACTS MUST ANSWER THE FOLLOW[NG
QUESTIONS:
PLANNING COMMISSION _CNIL SERVICE COMMISSTON l. Has this personlfirm ever worked under a contract for this department?
CIB COMMII7EE Yes No
� STAFF 2. Has this personlfirm ever been a ciry employee?
DISTRICT COUR7 Yes No
- SUPPORTS WHICH COUNCIL OBIECTNE? 3. Does this person/fittn possess a skill not normally possesseA by any current ciry employee?
Yes No
Explain all yes auswers on separate sLeet and attach to green sLeet
INITIATING PROBLEM, ISSUE, OPPORTONITY (Whq What, When, Where, Why):
Current agreement expired December 31, 2002.
ADVAN7'AGES IF APPROVED:
An Agreement in place through December 31, 2004. This agreement has been ratified by union members.
� DISADVANTAGESIFAPPROVED:
None.
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��'k,��!s;...��r;,... ,��.....,
�• DISADVANTAGESIFNOTAPPROVED:
No agreement in piace - labor unrest. ��� ������
TOTAL AMOUNT OF TRANSACTION: 5 COST/REVENUE BUDGETED: ,
FLP,VDING SOURCE: ACTNRY NUMBER:
' FINANCIAL INFORMATION: (EXPLAIN)
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ATTACHMENT TO THE GREEN SHEET
PROFESSIONAL EMPLOYEES ASSOCIATION
Below is a summary of the changes in the Collective Bazga.iuing Agreement between the City
and the Professional Employees Associarion.
Duration: 7anuary 1, 2003 through December 31, 2004.
Waees:
2003: 3.0%
2004: .45%
Health Insnrauce:
The insurance contribution increase follows the same pattern as previously negotiated
agreements with other bargaining units far 2003 and are the same as negotiated in the joint union
negotiation session for 2004.
2003
Single: $259.72 per month plus any increase in the 2003 single premium up to $45 per
month. If the single premium increase is over $45, the Employer will contribute
50% of the amount over $45. (Total: $30815)
Family: $420.43 per month, plus 65% of the family premium increase in 2003 up to
$71.50 per month. ff the 2003 family premium increase exceeds $110, the City
will pay 40% of the excess increase per month. (Total: $501.04)
2004
Snigle: An amount equal to the average of the 2004 single insurance premiums.
Family: $501.04 per month, plus 65% of the family premium increase in 2004 up to
$71.50 per month. Tf the 2�04 family premium increase exceeds $110, the City
will pay 40% of the excess increase per month.
Life insurance was reduced from salary life to $50,000 of life insurance for all members of the
bargaining unit beginning 1-1-04. This provided for an additional .OS% for wages in 2004.
Vacation/Holidavs
Obsolete language referencing Libraries was deleted.
03-1�
Severance
Additional severance plan was unplemented effective in 2003 with remaining plans dropped in
2004. This provides for a single plan in 2004 allowing for a more equitable severance plan and
administrative ease.
Post Em�lovment Health Pian
Agreed to a post employment health plan. Severance dollars will placed in to this plan thereby
saving dollars on employer tases.
Other language changes:
Other language changes are of a housekeeping nature for clarification and clean up.
Costs
Wages
Insurance
2003
$454,226.22
$173,48632
$627,712.54
2004
$70,177.95
$ (actual unknown at this time�
$70,177.95 + insurance costs
G:�Shared�L.RCOMMOIV�CONTRACT�PEA\03-04\gm sheet attach wpd
o' -1r.s
_. �
2003 = 2Q04
COLLEGTIVE BARGAINING AGREEMENT
BETWEEN
� -
- TH� CITY OF SAIL�TT-PAUL
, . �. ,
- � � � � � AND.� � � _
THE CITY OF S�INT PAiTL PRaFESSIONAL
� � � � � °_� ��__ElYI�LOi'EE�,ASSO�CiATION; INC.�� � � � � � _ _ �
� � � �� - �_ � _ � �
03!!a5
INDEX
�TICLE TITLE
PAGE
Preamble................................................................. 1
1 Recognition .............................................................. 2
2 Maintenance of Standards ................................................... 2
3 Nondiscrimination ......................................................... 2
4 ManagementRights ........................................................ 3
5 Check Offand Service Fee .................................................. 3
6 HoursofWork and Overtime ................................................ 3
7 Wages ................................................................... 5
8 Vacation ................................................................. 5
9 Holidays ................................................................. 6
10 Sick Leave ............................................................... 7
I1
12
13
14
�
16
17
18
19
20
Leave ofAbsence .......................................................... 8
Insurance ................................................................ 9
Seniority................................................................ IS
Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
CityMileage ............................................................. 17
Licensing and Certification Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
SafetyFootwear .......................................................... 18
Discipline............................................................... 18
Grievance Procedure ...................................................... 19
LegalServices........................................................... 22
21 No Strike,No Lockout ..................................................... 22
22 Severance Pay ........................................................... 23
23 Saving Clause ............................................................ 25
24 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
AppendixA ............................................................. A1
Appendix B Public Health .................................................. B1
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PREAMBLE
. This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either the
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"Employer" or the "City," and the City of Saint Paul Professional Employees Association, Inc., hereinafter referred
to as the "Association," for the purpose of fostering and promoring harmonious relations between the City and the
Association in order that a high level of public service can be provided to the cirizens of the City.
This Agreement attempts to accomplish this purpose by providing a fuller and more complete
understanding on the part of both the City and the Associarion of their respecrive rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the Empioyer, the
Associarion or the empioyees as established under the provisions of the Public Employment Labor Relations Act,
Minnesota Statute CH.179A, as it may be amended from time to time.
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ARTICLE 1 - RECOGNITION
i.l The City recognizes the Association as the exclusive representarive for The Classified Professional
Employees Bargaining Unit, as certified by the State of Minnesota Bureau of Mediarion Services, dated
November 5, 1985, Case No. 85-PR-775-A.
Employees shall be inciuded in this certification in accordance with the Public Employment Labor
Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time.
1.2 The City also recognizes the Associarion as the exclusive representative for non-classified employees in
the City Attomey's Office, as certified by the State of Minnesota Bureau of Mediation Services, dated
August, 12, 1999, Case No. 99-PCL-464. These employees aze not covered by the City's Civil Service
Rules. It is recognized that temporary employees in the City Attorney's Office that are within the unit
are covered by this Agreement if they work for more than 67 days per calendar yeaz or aze anticipated
upon hire to be employed greater than 67 days, and meet the hours requirements of Minnesota Statute
179A.03, subd. 14. A temporary employee, for purposes of this contract, is a person employed to fill a
position of a specific limited duration, not to exceed one year. Temporary employees shall not be
eligible for vacation accrual, holiday pay, sick leave accrual, health or other insurance premium
contributions by the Employer, except as aze specifically provided for elsewhere in this Agreement.
ARTICLE 2- MAINTENANCE OF STANDARDS
� The parties agree that all conditions of employment relating to wages, hours of work, vacations and all
other general working conditions, except as modified by this agreement, shall be maintained at not less than
the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution
No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this
Agreement, and the conditions of employment shall be improved wherever specific provisions for
improvement are made elsewhere in this Agreement.
ARTICLE 3 - NOl�TDISCRIMINATION
3.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or
discrimination for or against, any individual because of race, color, creed, religion sex, age, sexual
orientation, disability, nationa] origin or because of inembership or non-membership in the Association.
3.1 Employees will perform their duries and responsibilities in a nondiscriminatory manner as such duries and
responsibilities involve other employees and the general public.
3.1 Employees covered by this contract will be covered by the City policy regarding nondiscrimination and
sexual hazassment, as well as applicable local, state and federal laws.
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ARTICLE 4- MANAGEMENT RIGHTS
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4.1 The Associarion recognizes the right of the Employer to opente and manage its affairs in all respects in
accordance with applicable laws and regularions of appropriate authoriries. The rights and authority which
the Employer has not officially abridged, delegated or modified by this Agreement are retained by the
Employer.
4.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which
include, but are not limited to, such areas of discretion or policy as the funcrions and programs of the
Employer, its overall budget, utilizarion of technology, organizational structure and selection and d'uection
and number ofpersonnel.
ARTICLE 5 CHECK OFF
5.1 The Employer agrees to deduct the Association membership initiarion fee assessments and, once each
month, dues from the pay of those employees who individually request, in writing, that such deductions be
made. The amounts to be deducted shall be certified to the Employer by a representarive of the Association
and the aggregate deductions of all employees shall be remitted together with an itemized statement to the
representative by the first of the succeeding month after such deductions aze made or as soon thereafter as
is possible.
5.2 Any present or future employee who is not an Association member shall be required to conh a fair
share fee for services rendered by the Association. Upon notification by the Associarion, the Empioyer •
shall deduct said fee from the eamings of the employee and �ansmit the same to the Association. In no
event shall the fair shaze fee exceed 85% of the regular membership dues. It is also understood that in the
event the Employer shall make an improper fair share deduction from the eamings of an employee, the
Associarion shall be obligated to make the Employer whole to the extent that the Employer shal] be
required to reimburse such employee for any amount unproperly withheld. This provision shall remain
operative only so long as specifically provided by Minnesota law and as othenvise legal.
53 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits,
orders or judgments brought or issued against the Employer as a result of any action taken or not taken by
the Employer under the provisions of this Article.
ARTICLE 6- HOURS OF WORK AND OVERTIME
61 The normal hours of work for the employees shall be a minimum of seven and three-fourths (7 314) hours
in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7) day
period , excluding a foriy-five (45) minute lunch period, fifteen (15) minntes ofwhich shall be paid. For
employees on a shifr basis trris shall be construed to mean a minimum average of thirty-eight and
three-fourths (38 3/4) hours a week.
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�TICLE 6- HOiJRS OF WORK AND OVERTIME (Continued)
6.2 An employee working in a class riUe which is in Salary Grade 11 or below shall receive overtime
compensation in accordance with the Fair Labor Standards Act (FLSA). The method of this compensarion
shall be determined solely by the Empioyer. It is understood that the FLSA provides overtime
compensation only aRer 40 hours worked (not paid).
An employee working in a class riUe which is in Grade 12 or above and who, in other than normal
circumstances, works more than their assigned normal work day or assigned normal work week shall
receive compensatory time or pay on a straight rime basis for the extra hours worked. The method of
compensation shail be determined solely by the Employer.
6.3 It is understood by the parties that Section 28H - Overtime Compensarion of Resolution No. 3250 shall not
apply to this unit.
6.4 Notwithstanding Article 6.1, employees may, through mutual agreement with the Employe ,, assigned to
a normal work day of up to nine and three-quarters (9 3/4) consecutive hours in a twenty-four (24) hour
period and a norma] work week of thirty-nine (39) hours in a seven (7) day �eriod , excluding a forty-five
(45} minute lunch period, fifteen (15) minutes of which shall be paid. Employees working more than their
assia ed hours shall receive compensation in accordance with Article 6.2, above.
� For employees who wish to share a posirion, the employer wili attempt to provide oprions £or implementing
a sharing arrangement. Such an arrangement must be mutuaily agreed upon by the Employer and the
employees involved. Vacation, holiday and sick leave benefits for employees who share a position shail be
pro-rated based upon the percent of hours worked. Health insurance benefits shali be administered in
accordance with the provisions of Article 12 of this Agreement. In the event that one of the employees
participating in the shared position is terminated or terminates employment, the Employer shall post the job
sharing vacancy for a period of ten (10) days. If, at the end of ten (10) days, such vacancy cannot be filled,
the Employer shall have the option of increasing the remaining employee's work hours.
6.6 Article 6.5 shall not be subject to the provisions of Article 19 of this Agreement.
6.7 The Employer may provide flex-time for those employees who request it. Empioyees working more than
their assigned hours shall receive compensation in accordance with
Article 6.2.
6.8 The president of the Professiona] Employee's Association shall receive straight-time pay for time spent in
contract negotiation with the Employer up to 8 hours per day.
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ARTICLE 7- WAGES
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7.1 Effective �ecember 28, 2002, all salary rates applicable to titles in this bargaining unit shall be increased
by 3.00 percent ( 3.00%).
7.2 Effective December 27, 2003, all salary rates applicable to titles in this bargaining unit shall be increased
by .45 percent ( .45%).
7.3 The wage schedule, £or purposes of this contract, shall be Appendix "A," attached hereto. Both parties
agree that the inclusion of the classifications and salary ranges in Append'ut "A" does not preclude the
Employer from the following:
Reorganizing
3. Establishing new classificarions
4. Regrading classificarions
5. Reclassifying positions
7.4 Retroactive wage adjustments shall only app2y to employees who were employed by the City as of the date
of signing this Agreement.
ARTICLE 8 - VACATION
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8.1 The following schedule will apply to full-time employees:
Years of Service
Year one through yeaz four
Year five Through seven
Year eight through yeaz fifteen
Year sixteen through yeaz nineteen
Year twenry and beyond
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Vacation Cnanted
15 days
18 days
22 days
25 days
26 days
The Department Head may permit an employee to carry over into the following year up to fifteen (15) days
vacation.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation,
Section I, Subdivision H.
8.4 If an empioyee has an accumulation of sick leave credits in excess of one hundred and eighty days, he/she
may convert any part of such excess to vacation at the rate of one-half day of vacarion for each day of sick
teave credit. No employee may convert more than ten (70) days of sick ]eave in each IRS payroll reporting
year under this provision.
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ARTICLE 8 - VACATION (Confinued)
• Employees may request compensation in cash for up to one week of unused vacarion within each IItS
payroll reporting year. Payment will be at the discrerion of the Department Head and additionally, limited
by the availability of funds in the DeparhnenYs Budget. Such election must be made in writing on or
before December 1 of each IRS payroil reporting yeaz. If the employee elects to sell vacation, the
payment for such sold vacation shall be made in a lump sum in the nearest fuli payroli period following
the election date. The payment shail be in an amount equal to the number of hows sold times the
employees regular rate of pay in effect as of the date of such election. Article 8.5 shall not be subject to
the provisions of Article 19 of this Agreement.
ARTICLE 9 - HOLIDAYS
9.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays:
New Year s Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Two floating holidays
Labor Day
Vetenns' Day
Thanksgiving Day
Day after Thanksgiving*
Christmas Day
# Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work.
Whenever any of the holidays listed above shall fali on Saturday, the preceding Friday shail be observed as
the holiday. Whenever any of the holidays listed above shall fail on Sunday, the succeeding Monday shall
be observed as the holiday.
9.2 The floating holidays set forth in Section 9.1 above may be taken at anytime during the contract year,
subject to the approval of the Department Head of the employee.
93 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee must be employed as
of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday
time earned shall be based upon the number of non-holiday hours paid to the employee during that pay
period (see proration charts in Salary Pian and Rates of Compensation). For the purpose of this secrion
only, non-holiday hours paid includes hours actually worked, vacarion time, compensatory time, paid leave
and sick leave. It is further understood that neither temporary nor other employees, not heretofore eligible,
shall receive holiday pay.
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ARTICLE 9 - HOLIDAYS (Continued) �
9.4 Employees required to work on a holiday shall be compensated in accordance with Section II of the Saint
Paul Salary Plan and Rates of Compensation.
9.5* For all employees assigned to the Library, the Day After Thanksgiving shall be
considered a normal work day, and Christmas Eve Day shall be recognized and observed as a paid minor
holiday.
ARTICLE 10 - SICK LEAVE
10.1 Sick leave shall be eamed and granted in accordance with the Civil Service Rules. The accruai rate for
eligible employees shall be .0576 of a working hour for each full hour on the payroll, excluding overtime.
10.2 In the case of a serious iilness or disability of an employee's child, pazent or household member, the
Deparhnent Head shall grant leave with pay in order for the employee to care for or make arrangements for
the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated
sick leave credits. Use of such sick leave shall be limited to forry (40) hours per incident.
103 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shail be
granted up to three days of sick leave to attend the funera] of the employee's grandparent or grandchild.
Any employee who has accumulated sick leave credits as provided above shall be granted leave with p�
for such time as the appointing authority deems necessary for any of the following reasons:
l. Siclmess or injury of the employee.
2. Death of the employee's mother, father, spouse, child, brother, sister, mother-in-law,
father-in-law, or other person who is a member of the household.
Employees may be granted sick leave for such time as is actually necessary for the following:
1. Office visits to physicians, dentists, or other health care personnel.
2. In the case of sudden sicimess or disability of a household member, up to four hours for
any one instance.
An employee shall be paid under the provisions of this paragraph only for the number of days or
hours for which the employee would normally have been paid if the employee had not been on
sick ]eave.
No empioyee shall be granted sick leave with pay for treatment of chemical dependence more
than twice.
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�TICLE 10 - SICK LEAVE (Continued)
10.4 Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid
leave-of-absence in the same manner as any other disabled or ill City employee. Such paid sick leave
eligibility shall begin upon certification by the employee's attending physician that the employee is
disabled in terms of her ability to perform the duties of her position.
10.5 The Department Head or the Human Resources Director may require a physician's certificate or addirional
certificates at any time during an employee's use of sick leave for ttte purposes stated in 10.2 above. All
such certificates shall be fonvazded by the appointing officer to the Human Resources Office. If an
employee is absent because of the provisions of Article 10.2 above for three (3) or fewer calendar days
he/she shail submit to the Deparmient Head a certificate signed by the empioyee stating the nature of the
child, parent or household member's sickness. If the siclrness continues for more than three (3) calendar
days, no further sick ]eave shali be granted unless or until a physician is consulted. The sick leave may be
continued from and include the day of consultation, but only if a certificate signed by the physician
certifying to the nature and period of the person's sickness is submitted and approved by the Department
Head and forwarded to the Human Resources Office.
10.6 No sick leave shall be granted for the above reasons unless the employee reports to his/her Depamnent
Head the necessity for the absence not later than one-half hour after his/her regularly scheduled time to
report for work, unless he/she can show to the satisfaction o£the Department Head that the failure to report
was excusable.
�.7 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for
which hefshe would normally have been paid if he/she had not been on sick leave.
ARTICLE i l- LEAVE OF ABSENCE
11.1 A twelve (12) month Parental leave-of-absence without pay shall be granted to a naturai parent or an
adoptive parent, who requests such leave in conjunction with the birth or adoption of a child. Such leave
may be extended an additional twelve (12) months by mutual agreement between the employee and the
Employer. Refusal on the part of the Employer to grant an extension of such leave shail not be subject to
the provisions of Article 19 of this Agreement.
Employees who retum following such leaves of absence shail be placed in a posirion of equivalent salary
and tenure as the one held just prior to the beginning of their leave.
11.2 Leave-of-absence for the adoption of a chiid or for paternity leave shall be in accordance with applicable
laws.
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ARTICLE 11- LEAVE OF ABSENCE (Continned)
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I 13 In case of an employee adoption of a child up to five (5) years of age, employees shall be
permitted to carry over into the folIowing fiscal yeaz up to eighty (80) additionat hours of accrued vacation
time each yeaz up to a total of two hundred forty (240) hours.
This Article 113 shall apply only to one City employee in the event that both adoprive pazents are City
employees.
11.4 A Full-Time employee may be granted up to four hundred eighty (480) hours of voluntary leave-of-absence
without pay during the fiscal year. During such leave-of-absence, the employee shall continue to eam and
accrue vacarion and sick leave, seniority credits and maintain insurance etigibility as though he/she was on
the payroll. Any leave-of-absence granted under this provision is subject to the approval of the Depariment
ARTICLE 12 - INSURANCE
12.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the
Employer shall be solely controlled by the contracts negoriated by the Employer and the benefit providers.
The Employer will attempt to prevent any changes in the benefits offered by the benefit providers.
However, the employees selecfing the offered plans agree to accept any changes in benefits which a
specific provider implements. The Employer's Cafeteria Plan Document and IItS rules and regulations
shall govem the Employer provided health and welfaze benefit program. Employer contriburions under tl�
Articte shall noi be considered salary.
122 For the purpose of this Article, full-time employment is defined as appearing on the payroll an average of
at least thirty-two (32) hours per week for the hvelve (12) month period preceding the annual open
enml2ment or special enmtiments or the six (6) month period preceding initial enro2lment.
Three-quarter time employment is defined as appearing on the payrol] an average of at least twenty-six
(26) hours per week but less than thirty-two (32} hours per week for the twelve (12) month period
preceding the annual open enroliment or special enrollments or the six (6) month pariod preceding initial
enrollment.
Half-time employment is defined as appearing on the payroll an average of at least twenty (20) hours per
week but less than twenty-six (26) hoius per week for the twelve (12) month period preceding ihe annval
open enrollment or specia] enrollments or the six (6) month period preceding initial enrollment.
123 Effective for the January, 2003 insurance premiums, for each employee covered by this agreement who is
employed full time and who selects single employee health insurance coverage provided by the Employer,
the Employer agrees to contribute the 2002 premiiun_amount ($259.72) plus any increase in the 2003 single
health insurance premium up to forty-five dollazs (�45.00) per month. If the single health insurance
premium increase for 2003 exceeds forty-five dollars ($45.00) per month, the Employer will contribute
50% of the amount over forty-five dollazs ($45.00) per month for health insurance to eligible employees �
who select single coverage. [ Note: This is equal to $308.15, an increase of $48.43.]
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03-1�5
ARTICLE 12 - INSURANCE (Continued)
� Effective for the January, 2004 insurance premiums, for each empioyee covered by this agreement who is
employed full rime and who selects single employee health insurance coverage provided by the Empioyer,
the Employer agrees to contribute an amount equal to the average of the 2004 single insurance premiums.
12.4 Effective for the 7anuary, 2003 insurance premiums, for each eligible full-time employee who selects
family health insurance coverage, the Employer will conhibute $420.43 [amount of 2002 family
contribution less premium for salary life insurance] plus 65% of the average family premium increase in
2003 up to seventy-one dollars and fifty cents ($71.50) per month. If the 2003 family premium increase
exceeds $110.00, the City will pay 40% of the excess increase per month. [Note: This is equal to $501.04,
an increase of $80.61.]
The increase in the contributions will be based on the average premiums (single and family).
Effective for the January, 2004 insurance premiums, for each eligible full-time employee who selects
family health insurance coverage, the Employer will contribute the 2003 contribution plus 65% of the
average family premium increase in 2004 up to seventy-one dollars and fifty cents ($71.50) per month. If
the 2004 family premium increase exceeds $110.00, the City will pay 40% of the excess increase per
month.
For tkuee-quarter time employees the contribution shall be 75% of the fuil-time single and family
� amount and for half time employees the contribution shaii be 50% of the fuil-rime single and family
amount for health insurance coverage.
12.5 Notwithstanding Articles 133 and 13.4, an employee covered by this Agreement who was employed at
least twenty (20) hours but less than thirty-two (32) hours per week during the month of December, 1988,
shall receive the same contributions as a fuli-time employee. This Article 12.5 shall continue to apply only
as ]ong as such employee remains continuously employed at least twenty (20) hours but less than thirty-two
(32) hours per week.
12.6 All benefits eligible employees (i.e.40 hrslpay period or more) may participate in or waive participation in
the Ciry's health insurance program. Employees who opt to participate must select at least singie health
insurance coverage and employee life insurance in an amount equa] to the employee's annual salary to the
nearest full thousand. Employees who waive participarion shall be ineligible for any employer contribution
but, shall be eligible to participate in oprional coverages at the employee's expense if the employee is
benefit eligib]e for each of the preceding rivelve months.
For the purpose of this section, the empioyee's annual salary shall be based on the employee's salary as of
the month prior to the annual open enrollment. The employer will contribute, beginning in 2004, life
insurance in an amount equal to $50,000 for each benefit eligible employee.
12.7 For employees who, afier fifteen (15) years of service become disabled and aze eligible for a disability
pension from a retirement fund to which the City of Saint Pau] has contributed, the Employer shall
� contribute toward the hospital-medical insurance program offered by the Employer in accordance with the
retiree insurance provisions of this Agreement.
10
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ARTICLE 12 - INSURANCE (Continued)
12.8 Employees who retire must meet the following conditions at the time of rerirement in order to be eligihle�
- for the Employer confributions, listed in Secrions 12.9 through 12.19 below, toward a health insurance plan
offered by the Employer:
12.8(1)
12.8(2)
12.8(3)
Be receiving benefits from a Public Employee Retirement Act at the rime of rerirement, and
Have severed his/her relarionship with the City of Saint Paul for reasons other than
misconduct.
Employment with School District No. 625 will not be counted toward the service
requirement for employees hired after October 1, 1997, toward years of service for reriree
health eligibility.
12.8(4) If an employee does not meet the yeazs of service requirements in sections 12.10 through
12. t 7, but does sarisfy the conditions in I2.8(1}, (2) and (3) he/she may purchase singte or
family heaIth insurance coverage through the Employer's insurance pmgram. The total cost
of such insurance coverage shall be paid by the reriree.
12.9 The definirion of full-rime, three-quarter time, and half-rime shail be as per Section 12.2.
Early Retirees
12.10 This Section applies to employees who:
12.10(1)
12.10(2)
12.10(3)
12.10(4)
12.10(5)
12.10(6)
Retire on or after January 1, 1996, and
Have completed twenry (20) years full-time with the City of Saint Paul, and
Were appointed prior to January 1,1990, and
Have not attained age sixty-five (65) at retirement, and
Meet the terms set forth in Section 12.8 above, and
Select a health insurance plan offered by the Employer.
�
Until such employees reach sixty-five (65) years of age, the Employer agrees to conhibute a maazimum of
$350.00 per month toward the cost of single or family health insurance coverage. Any unused portion
shall not be paid to the reriree. In addition, the Bmployer will contribute the cost for $S,OOO life insurance
coverage until the reriree attains the age of sixty-five (65).
VJhen such early retiree attains age sixty-five (65), the pmvisions of Section 12.12 shall apply.
12.11 This Section shall apply to etnployees who:
12.11(1) Retire on or after January 1, 1996, and have completed twenty-five (25} years full-time with
the City of Saint Paul, and
12.11(2) Were appointed on or after January 1, 1990, and
12.11(3) Have not attained age sixty-five (65) at retirement, and
12.11(4) Meet the condirions of Section 12.8 above, and �
12.11(5) Select a health insurance plan offered by the Employer.
11
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ARTICLE 12 - INSURANCE (Continued)
� Unti] such employees reach sixty-five (65) years o£ age, the Employer agrees to con�ibute a maximum of
$300.00 per month toward the cost of single or family health insurance coverage. Any unused portion
shall not be paid to the reriree. In addition, fhe Employer wiil contribute the cost for $S,OOO life insurance
until the retiree attains the age of sixty-five (65).
When such early reriree attains age sixty-five (b5), the provisions of Section 12.I5 shall apply.
Regular Retirees (Age 65 and over)
12.12 This Section shall apply to full-time employees who:
12.12(1)
12.12(2)
12.12(3)
12.12(4)
12.12(5)
12.12(6)
Retire on or after January 1, 1996, and
Were appointed prior to January 1,199Q, and
Have completed twenry (20) years full-time with the City of Saint Paul, and
Have attained age sixty-five (65} at rerirement, arid
Meet the conditions of Section 12.8 above, and
Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $500.00 per month toward the cost of single or
family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance
coverage will be provided.
� 13 This Section shall apply to three-quarter time employees who:
12.13(1) Retire on or afrer January 1, 1996, and
12.13(2) Were appointed prior to 3anuary 1, 1990, and
12.13(3) Have completed twenty (20) years with the City of Saint Paul and must have been eligible
for benefits and enrolled in the City's medicai plan for the five (5) years prior to retirement,
and
12.13(4) Have attained age sixty-five (65) at refirement, and
12.13(5) Meet the conditions of Section 12.8 above, and
12.13(6) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $375.00 per month toward the cost of single or
family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance
coverage will be provided.
�
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ARTICLE 12 - INSURANCE (Continued)
12.14 This Section shall apply to haif employees who:
�
12.14(1) Rerire on or after January 1,1996, and
12.14(2) Were appointed prior to January 1,1990, and
12.14(3) Have completed twenty (20) years with the City of Saint Paul and must have been eIigibie
for benefits and enrolled in the City's medical plan for the five (5) years prior to retirement,
and
12.14(4) Have attained age sixty-five (65) at retirement, and
12.14(5) Meet the condirioas of Section 12.8 above, and
12.14(6) Select a health insurance plan offered by the Employer.
family health insurance coveraga. Any unused pottion shall not be
coverage will be provided.
12.15 This Section shall apply to full-time employees who:
12.15(1)
12.15(2}
12.15(3)
12.15(4}
12.15(5)
12.15(6)
toward the cost of single or
to
Retire on or after 7anuary 1, 1996, and
Were appointed on or after January 1, t 990, and
Have completed twenty (20) years full-time with the City of Saint Paul, and
Have attained age sixty-five (65) at retirement, and
Meet the conditions of Section 12.8 above, and
Select a health insurance pIan offered by fhe Employer.
The Employer agrees to contn`bute up to a maximum of �300.00 per month towazd the cost of single or
family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance
coverage will be provided.
12.16 This Section shall apply to three-quarter time employees who:
.
12.16(1) Retire on or after January 1, 1996, and
12.16(2) Were appointed on or after 7anuary 1, 1990, and prior to 7anuary 1,1996, and
12.16(3) Have completed twenty (20) years with the City of Saint Paul and must have been eligible
for benefits and enrolied in the City's medical plan for the five (5) years prior to rerirement,
and
12.16(4) Have attained age sixty-five (65) at retirement, and
12.16(5) Meet the conditions of Secrion 12.8 above, and
12.16(6) Select a health inswance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $225.00 per month toward ttie cost of single or
family health insurance coverage. Any unused portion sball not be paid to the retiree. No life insurance
covenge will be provided. •
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ARTICLE 12 - INSURANCE (Continued)
�.17 This Section shall apply to one-half time employees who:
12.17(1) Retire on or after January l, 1996, and
12.17(2) Were appointed on or after January 1, 1990, and prior to January 1, 1996, and
12.17(3) Have compieted riventy (20) years with the City of Saint Paul and must have been eligible
for benefits and enrolled in the City's medical plan for the five (5) yeazs prior to rerirement,
and
12.17(4) Have attained age sixty-five (65) at retirement, and
12.17(5) Meet the condirions of Section 12.8 above, and
12.17(6) SeIect a health insurance plan offered by tfie EmpIoyer.
The Employer agrees to contribute up to a maximum of $ I50.00 per month towazd the cost of single or
family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance
coverage will be provided.
12.18 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months
of employment, the eligibility will be determined by the previous forty-eight (48) months before the
reduction.
12.19
�
Employees who have completed riventy (20) years of full-time service with the City of Saint Pau] and
reduce to part-time prior to retirement and who are eligible and enrolled in the City's medical plan
continuously until retirement shali be eligible for full-time benefits at retirement.
12.20 The following list of emp]oyees is a good faith effort by the City and the Associarion to identify
employees, as of this contract date, who were hired prior to January 1, 1990, and who have less than twenty
(20) years of service upon reaching the age of sixty-five (65). The intention of the parties is to incIude only
those employees that are represented by the Association prior to January 1, 1996, and are still employed by
the City as of the signing of this Agreement.
12.20( i) The foliowing employee wili qualify for up to the following doilar amount at the age of
sixty-five (65) with a minimum of ten (10) years of service. The requirements of Section
13.8 must be met by the employee. If the following employee chooses to continue her
employment beyond age sixty-five (65) with twenty (20) years of service with the City, she
may qualify as provided for under this Agreement.
Karen Koeppe $187.50
Survivor Insurance
12.21 The surviving spouse of an empioyee catrying family coverage at the time of his/her death due to a job
connected injury or iliness, which was determined to have arisen out of and in the course of his/her
employment under worker's compensation law, shall continue to be eligible for City contriburion in the
same proportions as is provided for retired employees.
�
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ARTICLE 12 - INSURANCE (Continued) �
In the event of the death of an early reriree or a regulaz retiree, the dependents of the retn shall have the
option, within thirty (30) days, to continue the current It is further understood that coverage shali cease in
the event o£
12.21(1) Subsequent remamage of the surviving spouse of the deceased employee or retiree.
12.21(2) The employment of the surviving spouse or dependent where health insurance is obtained
through a group pmgram provided by said Employer. In Uus event, however, the surviving
spouse or dependent shall have the right to maintain City health insurance for the first
ninety (90) days of said employment.
12.22 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City empioyee
�nzYetigi�te�o�n i�o���i ea insurance gram.
12.23 The contributions indicated in this Article shall be paid to the Empioyer's third party administrator.
12.24 Employees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as
offered by the Employer. The service fee chazged to participating employees shall be paid by the
Employer. hospitalization and medicai benefits which said dependents previously had, at the premium and
Employer contribution accorded to the eligible deceased retiree.
12.25 Employees covered by this Agreement shall be eligible to participate in the Dependent Caze •'
Reimbursement Account offered by the Employer. The service fee charged to participaring employees
shal] be paid by the Employer.
1226 A retiree's participation in the City's health insurance plan must be conrinuous.
The retiree must be participating in a City health insurance plan at the time of retirement. If a retiree
chooses not to participate at the time of his/her retirement or if a retiree discontinues his/her participation at
a later date, such retiree will not be eligible for any future participation or for any Employer contribution.
12.27 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's
health insurance plan at City expense after retirement.
ARTICLE 13- SE1vIORITY
13.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regulaz
and probationary service with the Employer from the date an employee was first certified and appointed to
a class ritle covered by this Agreement, it being fiuther understood that seniority is confined to the cuaent
class assignment held by an employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority shall be detemuned by the employee's rank on the eligible list
from which certificarion was made.
n
l J
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ARTICLE 13- SENIORITY (Continued)
�.2 Senioriry shall terminate when an employee retires, resigns or is discharged.
133 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wiI]
be laid off by class ritle within each Deparhnent based on inverse length of seniority as defined in Article
13.1 above. The Human Resources Department will idenrify such least senior employee in the ritle in
which there is to be a lay-off in the Department reducing posirions, and shall notify said employee of
his(her reduction from the Department. If there aze any vacancies in that title in any other City Department,
the Human Resources Department shall place the affected employee in such vacancy. If rivo or more
vacant positions are available, the Human Resources Deparhnent shall decide which vacant posirion the
affected employee shall fill.
In cases where there are promotiona] series, such as Engineer I, II, �II, etc., when the number of employees
in the higher titles is to be reduced, employees wi]] be offered reductions to the highest title to which class
seniority would keep them from being laid off, before layoffs aze made by any class ritle in any
Deparhnent.
If no vacancy exists in such title, then the least senior employee in the City in such title shall be identified,
and if the employee affected by the origina] Departmental reducrion is more senior, he/she shall have the
right to claim that position and the least senior employee in the City, in that title, shali be ]aid off. For the
purpose of this Article, the Board o£Education is not considered a City Department nor is a Board of
� Education employee considered a City employee.
13.4 Recall from layoff shail be in inverse order of layoff, except that recali rights shall expire after two years of
layof£ lt is understood thai such employees will pick up their former seniority date in any class that they
previously held.
13.5 To the extent possible, vacation period shall be assigned on the basis of senioriry. It is however,
understood that vacation assignment shall be subject to the ability of the Employer to maintain operations.
13.6 In the event the Employer believes it is necessary to merge, contract out or sub-contract any pubiic work
performed by empioyees covered by this Agreement which may lead to layoff, the Employer will norify the
Union no ]ess than forty-five (45) calendar days in advance. During the forty-five (45) days, the Employer
will meet with the Union and discuss possible oprions to contracting out or ways and means to minimize
the elimination of positions.
�
16
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ARTICLE 14 - WORKING OUT OF CLASSIFICATION
14.1 Employer shali avoid, whenever possible, working an employee in an out-of-class assignment for a �
prolonged period of time. Any employee working an out-of-class assignment for a period in excess of
fifteen (15) consecutive working days shall receive the rate ofpay for the out-of-class assignment in a
higher ciassification not later than the sixteenth (16th) day of such assignment. For purposes of this
Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full tirne
basis, all of the significant duries and responsibiliries of a position different &om the employee's regular
position, and which is in a classificarion higher than the classification hetd by such employee. The rate of
pay for an approved out-of-class assignment shall be the same rate the employee would receive if such
employee received a regular appoinbnent to the higher classificarion.
ARTICLE IS - CITY MII.EAGE
. u omo i . sua�t te Cttagter �3 e€�he Saint �aul A��;�Natiee�osle
amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles
in the performance of their duties, the following provisions are adopted.
15.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive
written authorization from the Depariment Head.
Type I. If an employee is required to use his/her own automobile OCCASIONALLY during empioyment,
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 duries of the employee's position. In addition, the employee shall�
be reimbursed $0.20 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 �0.20 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 REGULARLY during employment, the
employee shal] be reimbursed at the rate of $4.00 per day for each day of work. In addition, the
employee shall be reimbursed $0.20 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 $0.20 per mile driven and shall not be eligible for any per diem.
153 The City will provide parking at the RiverCentre Pazking Ramp for City employees on either of the above
mentioned types of reimbursement plans who are required to have their personaI car available for City
business. Such parking wil] be provided only for the days the employee is required to have his/her own
personat car available.
�
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ARTICLE 15 - CITY MILEAGE (Continued)
�4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming the procedures for
automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall
file daily reports indicating miles driven and shall file monthly affidavits staring the number of days
worked and the number of miles driven and further require that they maintain automobile lia6ility
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, wiffi 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 16 - LICENSING/CERTIFICATIOl�' REQLTIREMENTS
16.1 The City shal] pay or reimburse the employee for all continuing education tuition costs that are required for
any employee to maintain his or her ]icense or registrarion as mandated in the employee's job description.
The minimum qualifications wil] determine whether the professional license or registration is a mandatory
job requirement.
ARTICLE 17 - SAFETY FOOTWEAR
17.1 For those employees required by the Employer to wear safety shoes or boots, the Employer agrees to
contribute $50.00 per calendar year toward the repair, replacement or purchase of such shoes or boots.
� During the life of this Agreement, Employees may accrue a tota] of $100.00 for the purchase, replacement
or repair of such shoes or boot.
17.2 Fire Protection Engineers who are required to wear a specified uniform shall receive an ailowance of
a394.25 per calendar year, from the Fire Deparhnent.
ARTICLE 18 - DISCIPLINE
18.1 The employer will discipline employees for just cause oniy.
18.1(1) Orai Reprimand
18.1(2) WrittenReprimand
18.1(3) Suspension
18.1(4) Reduction
18.1(5) Discharge
18.2
18.3
�
Discipline will be in the form of.
The lisring above of 18.1(1) through 18.1(5) does not indicate that such forms of discipline must be
progressive and in such order for any one employee.
Suspensions, reductions and discharges will be in written form.
Employees and the Association will receive copies of written reprimands and notices of suspension,
reduction and discharge.
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ARTICLE 18 - DISCIPLINE (Continued)
18.4 Employees shall have the right to examine all informarion in their personnel files. Files may be examine�
at reasonab3e rimes under supervision of the Employer.
18.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said
period, the employee and/or Association may request and shall be enritled to a meering with the Employer
representative who initiated the suspension with intent to discharge. During said five (5) working day
period, the Employer may affirm, modify or withdraw the suspension and dischazge.
18.6 An employee to be questioned conceming an investigation of disciplinary acrion shall have the right to
request that an Associarion representative be present.
ARTICLE 19 - GRIEVANCE PROCEDURE
19.1 The Employer shali recognize stewazds selected in accordance with the Association rules and regulations as
the grievance representative of the bargaining unit. The Association shall notify the Employer, in writing,
of the names of the stewards and of theu successors, when so named.
19.2 It is recognized and accepted by the Empioyer and the Association that the processing of grievances, as
hereinafter provided, is limited by the job duties and responsibiliries of the employees and shail therefore
be accomplished during working hours, only when consistent with such employee duties and
responsibiliries. The steward involved and a grieving employee shail 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 deirimenTal Yo Yhe work programs of the Employer.
193 For the purposes of this Article, a grievance is defined as an alleged violation of the terms and condirions of
This Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the
processing of grievances arising from this Agreement or arising from terms and conditions of employment
in the City of Saint Paul Civil Service Rules and Salary Plan and Rates of Compensation.
19.4 A grievance shall be resolved in confonnance with the following procedures:
Step i. Upon the occurcence of an alleged violation of this Agreement, the emplbyee involved shall
attempt, with or without the stewazd, to resolve the matter on an informai basis with the employee's
supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion,
the Association may refer the grievance to Step 2 by sending a written grievance to the Employer
designated representafive and a copy to the Office of Labor Relations. The written grievance shall
set forth the nature of the grievance, the facts on which it is based, the specific sections of the
Agreement atieged to be viotated and the relief requested.
The Association shall refer the grievance to Step 2 within fourteen (14) work days of an
alteged violation giving rise to such grievance, or the grievance sha]] be considered waived.
�
19
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ARTICLE 19 - GRIEVANCE PROCEDURE (Continued)
� Step 2. The Employer designated representarive shall, within seven (7) work days following receipt of the
grievance, meet with the Association steward and attempt to resolve the grievance. The
Association may refer the grievance to the Office of Labor Relations for Step 3 under the following
conditions:
a} Seven (7) work days have passed since the Employer received the written grievance
and no meeting has occurred; or
b) Seven (7) work days have passed since the meeting and the Employer has not
responded;or
c) the Employer has responded and the issue remains unresolved.
Any grievance not referred to Step 3 within fourteen (14) work days of the existence of any o£the above
three conditions shall be considered waived.
Step 3. A representative from the Office of Labor Relations shall, within seven (7) work days following
receipt of a Step 3 grievance, meet with the Association's representative and the grievant and shall
attempt to resolve the issue. The Associarion may request arbitration of the grievance to Step 4 if
any of the above conditions (a, b or c) exist following the referral of the grievance to Step 3. If
� within fourteen (14) work days of the occurrence of the above listed conditions (a, b ar c), the
Association has failed to give written notice to the Office of Labor Relations of the Association's
intent to refer the grievance to Step 4, the grievance shail be considered waived.
Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Employer
may, within ten (] 0) calendar days, request mediation. If the parties agree that the grievance is
suitable for mediarion, the parties shail submit a joint request to the Minnesota Bureau of Mediation
Services for the assignment of a mediator. Grievance mediation shall be completed within thirty
(30) days of the assignment unless the parties mutually agree to lengthen the time limit.
2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a
supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the
contractual time limit for moving the grievance to arbitration shall be delayed for the period of
mediation.
The grievance mediation process shall be informai. Rules of evidence shal] not apply and no record
shall be made of the proceeding, Both sides shall be provided ample opportunity to present the
evidence and argument to support their case. The mediator may meet with the parties in joint
session orin separate caucuses.
�
20
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ARTICLE 19 - GRIEVANCE PROCEDURE (Conrinned)
4. At the request of both parties, the mediator may issue an oral recommendation for settlement.
Either parry may request that the mediator assess how an arbitrator might rule in this case.
5. The grievant shall be present at the grievance mediaUon proceeding. If the grievance is resolved,
the grievant shall sign a statement agreeing to accept the outcome. Untess the parties agree
otherwise, the outcome shall not be precedenrial.
�
6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shail be
de novo. Nothing said or done by the parties or the mediator during grievance mediation, with
respect to their positions conceming resolution or offers of settlement, may be used or refeaed to
during arbivation.
Step 4. Tf the grievance remams wueso ve at ep , e par i�es .
arbitration proceedings shall be conducted by an arbitrator who wi1I be selected from a permanent
panel of five (5) arbitrators within twenty (20) work days after notice has been given. This
permanent panel of arbitrators shali be mutually agreed to by the Emptoyer and the Associarion no
later than the date this Agreement is signed by the Employer and the Association. In the event the
Employer and the Association cannot mutually agree to five (5) arbitrators for the permanent panel,
the parties will petition the Bureau of Mediarion
Services for a list of ten (10) arbitrators for each panel member for which the parties did n
mutually agree. The parties shall altemately strike names from such list(s), the Employer�
striking first, unril one (1) name remains.
Vacancies occumng on the permanent pane] during the Iife of this Agreement shall be filled
by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall
be filled by the process noted in the preceding paragraph.
This arbitrator selection process shall be effecrive only for the dunrion
of this Agreement unless both parties mutually agree to extend such provisions.
At any time prior to the opening of an arbitrarion hearing, the parties may mutually agree to
utilize the assistance of the Bureau of Mediarion Services to attempt to mediate a resolution
of the dispute.
19.5 The time limits established in each step of the procedure may be extended by mutual agreement of the
Employer and the Associarion.
19.6 The arbitrator shail have no right to amend, modify, nullify, ignore, add to or subhxct from the provisions
of this Agreement. The arbitrator shalt consider and decide only the speci$c issue submitYed in writing by
the Employer and the Associarion and shall have no authority to make a decision on any other issue not so
snbmitted. T'he arbitrator shall be without power to make decisions contrary to or inconsistent with or
modifying or varying in any way the application of laws, rules or regulations having the force and effect�
law.
21
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ARTICLE 19 - GRIEVANCE PROCEDURE (Conrinued)
• The arbitrator's decision shall be submitted in writing within thirry (30) days following close of the hearing
or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The
decision shali be based solely on the arbitrator's interpretarion or applicarion of the eapress terms of this
Agreement and to the facts of the gievance presented. The decision of the arbitrator shall be finai and
binding on the Employer, the Associarion and the employees.
19.7 The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the Employer
and the Association, provided that each party shall be responsible for compensaring its own representatives
and witnesses. If either pariy desires a verbatim record of the proceedings, it may cause such a record to be
made, providing it pays for the record
ARTICLE 20 - LEGAL SERVICES
Z0.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend,
save harmless and indemnify an employee and/or his/her estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope
of the employee's duties.
20.2 Notwithstanding Article 20.1, the Employer shall not be responsible for paying any legal service fee or for
� providing any legal service arising from any lega] action where the employee is the Plainriff.
ARTICLE 21- NO STRIKE, NO LOCKOUT
21.1 The Association and the Employer agree that there shall be no lockouts, strikes, work stoppages,
slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's business or affairs by
any of said Association and/or members thereof, and there shall be no bannering during existence of this
Agreement without first using all possible means of peaceful settlement of any controversy which may
arise. Employees engaging in same shall be liable for disciplinary action.
� 22
� �-�� S
ARTICLE 22- SEVERANCE PAY
�
22.1 The Employer shalI provide three distinct severance pay plans as set forth in this Article fcr 2003. For 2004
the Employer shall provide one distinct severance pay plan (plan 3) as set forth in this Article. Plans i and
2 shail no longer be effective O1/Ol/2004.
Eligibility Requirements
22.2 To be eligible for any of the severance pay plans, an employee must meet the following requirements:
22.2(1) The employee must be voluntarily separated from City employment or have been subject to
separation by lay-off or compulsory retirement. Those employees who aze discharged for
cause, misconduct, inefficiency, incompetency or any other disciplinary reason aze not
elieible for either of the severance pav plans.
22.2(2) The empioyee must file a waiver of re-employment with the Director of Human Resources,
which will clearly indicate that by requesting severance pay, the employee waives all claims
to reinstatement or re-employment (of any type), with the City.
22.2(3) The employee must have accumulated a minimum of eighty (80) days of sick leave credits
at the time of his/her separation from service or accumulated a minimum of 700 hours of
sick leave credits at the rime of his/her separation from service for plan 3.
Severance Pay Plan 1 �
223 In addition to the requirements listed in 22.2, an employee must meet the following requirements:
22.3(1) The employee must have at least ten (10} years of consecutive service under the ciassified
or unclassified Civil Service at the time of sepazarion.
223(2) The maximum amount of money that any employee may obtain through this severance pay
plan is �7,000 to be calculated as set forth in Section 22.5 below.
Severance Pav Plan 2(PERA Oualifiedl
22.4 Effective January 1, 1997, the Employer shall provide a severance pay plan as set forth in this Secrion 22.4.
In addirion to the requirements listed in 22.2, an employee must meet the following requirements:
22.4(1) The employee must be 58 years of age or older or be eligible for pension under the
provisions of the Public Employees Retirement Association (PERA). The PERA eligibility
rules also apply to employees covered by a public pension plan other than PERA.
22.4(2) The employee must have at least twenty (20) yeazs of service under the classified or
unclassified Civil Service at the time of separation, the last five of which must be
consecutive. �
23
o�3-t�s
ARTICLE 22- SEVERANCE PAY (Continued)
� 22.4(3) The maximum amount of money that any employee may obtain through this severance pay
plan is $10,000 to be calculated as set forth in Secrion 22.5 below.
22.5 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 he3d by the employee on the date of sepazarion for each day of accrued sick leave.
Severance Pav Plan 3
22.6 If an employee requesis severance pay and if the employee meets the eligibility requirements set forth
above in 22.1 and 22.2 above, he or she will be granted severance pay in an amount equal to a maximum as
shown below based on the number of sick leave credits accumulated an minimum years of service:
with 10 yeazs of service and
accrued hours of sick leave of: severance pay amount
700 $6,000
800 $7,000
900 $8,000
1000 $9,000
1100 $10,000
]200 $11,000
1300 $12,000
1A00 $13,000
� 1500 $14,000
1600 $15,000
1700 $16,000
1800 $17,000
22.7 For the purpose of this severance program, an empioyee who voluntarily separates from employment with
the City of Saint Paul for employment with Independent School District No. 625 shall be eligible for
severance pay if the employee meets the eligibility requirements set forth above.
22.8 For the purpose of this Artic]e, for those employees hired by the City before October 1, 1997, employment
in either the City or in the Independent School District No. 625 may be used in meering the years of
service requirement in either Section 223 or Secrion 22.4 or Section 22.6. Employees hired by the City on
or after Oc2ober 1, 1997 may not use employment in the Independent Schooi District No. 625 in meeting
the years of service requirement in either Section 22.3 or Section 22.4 or section 22.6.
22.9 This severance pay program shali be sub}ect to and governed by the provisions of City Ordinance No.
16303 except in those cases where the specific provisions of this Article conflict with said ordinance, and
in such cases, the provisions of this Article shall control.
�.10 For the purpose of either severance pay plan, the death of an employee sha31 be considered as separarion of
employment and if the employee would have met all of the requirements set forth above, (at the rime of
hislher death), payment of the severance pay shall be made to the employee's spouse or estate.
24
ARTICLE 22- SEVERANCE PAY (Continued)
03 ��s
� 11 Employees may qualify for Severance Pay Plan 1(Secrion 22.3) , Severance Pay Plan 2(Section 22.4) or
Severance Pay Plan 3(Secrion 22.6) . An elecrion by an employee to draw severance pay under one
Section shall consritute a bar to drawin� severance pay under any other provision set forth in this
agreement. Effective January 1, 2004, employees may only qualify under Severance Pay Plan 3(Section
22.6).
22.12 For any employee who is eligible to receive severance from the City under this Article, the City will
conhibute 105% of the full amount of their severance payment to a post-employment health plan.
ARTICLE 23 - SAVINGS CLAUSE
23.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any
provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from
whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be
voided. All other provisions shall continue in full force and effect. The voided provision may be
renegotiated at the written request of either party.
ARTICLE 24 - DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shall be effecrive as of January 1, 2003, and shall continue in
� full force and effect through December 31, 2004, and thereafter until modified or amended by mutual
agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in
writing so as to comply with the provisions of the Public Employment Labor Relations Act, Minnesota
Statute CH. 179A, as it may be amended from time to time.
24.2 This constitutes a tentative agreement between the parties which will be recommended by the Director of
Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is
also subject to ratification by the Associarion.
WITNESSES:
CITY OF SAINT PAUL
'i , l�r�
Terry a tiner
Manager, Office of Labor Relations
�
DATED: February .S , 2003
CITY OF SAINT PAUL
PROFESSIONAL EMPLOYEES
AS50CIATION, INC.
....- ,� c���y�a 3
Steven R. Roy, resident
�'��� af�ot�o�
�/ �� `�'f�`�' �`"��-.� � ��"�` /�f�o�
/ � V G ?:
Mike Wilde, Business Representative/
Legal Counsel
25
APPENDIX A
�
GRADE 001
407A CHII.D CARE ENRICF�NT INSTRUCT
A B C D E F G 10-yr. 15-yr.
� � � � � � ��) � �
12/28/02 1157.60 1204.11 1253.24 1313.93 1379.86 1450.41 1520.65 1568.51 1618.05
12/27/03 1162.81 1209.53 1258.88 1319.841386.07 1457.44 1527.49 1575.57 1625.33
;e�7\�)�IiIly.]
496A ARCH/LAND ARCH/CIVIL ENG TRAIN
12/28/02 1192.47 1239.03 1290.67 1353.97 1422.46 1492.241568.51 1614.99 1668.59
12/27/03 I 197.84 1244.61 1296.48 1360.06 1428.86 1498.96 1575.57 1622.26 1676.10
C�:7\�7�IIIPC.
372A *LIBRARY SPECIALIST
. 408A CHILD CARE PROGRAM COORDINATOR
693A LEGAL ASSISTANT I
697A LAW CLERK
12/28/02 1228.b7 1277.79 1328.13 1395.32 1463.76 1538.77 1614.99 1664.041716.56
12/27/03 1234.20 1283.54 1334.11 1401.60 1470.35 1545.69 1622.26 1671.53 1724.28
� •�� 11�
�
12/28/02 1264.83 1315.21 1368.16 1435.36 1509.03 1585.21 I 664.04 1711.85 1769.67
12/27/03 1270.52 1321.13 13 7432 1441.82 1515.82 1592.34 1671.53 1719.55 1777.63
�
A-1
r� � ��s
O 3 /��S
APPENDIX A (CONTINUED)
.el: : � � �
007A
009A
106B
165A
165M
263A
933
*LIBRARY SPECIALIST I
*SUBSTTI`UTE LIBRARY SPECIALIST
ENVIRONMENTAL RESOURCE SPEC
MANAGEMENT ASSISTANT I
MOD�IED DUTY WKR-MGMT ASST I
VOLUNTEER COORDINATOR
CITY PLANNER
A B C D E F G 10-yr. 15-yr.
(I} (2} (3) (4} (5} (6) (7) (8) (9}
12/28/02 1304.90 1356.5 8 1408.28 1481.841554.21 1631.75 1711.85 1 �63.501820.27
1 Z/27/03 1310.77 1362.68 1414.62 148$.51 1561.20 1639.09 1719.55 1771.44 1828.46
• • � 11.
886 ECONOMIC DEVELOPMENT SPECIALIST I
976 GRAPHIC ARTIST I
12/28/02 1342341396.61 1452.19 1525.81 1602.061680.85 1 �63.50 1817.75 1876.00
12/27/03 13483 8 1402.89 1458.72 1532.68 1609.27 1688.41 1771.441825.93 1884.44
' •.� il
008A
001
542A
581A
375A
012A
038A
392
*LIBRARY SPECIALIST II
ACCOUNTANTI
HUMAN RESOURCES SPECTALIST I
LIBRARY VOLUNTEER COORDINATOR
MUNICIPAL EQUIPMENT COORDINATOR
PROJECT MANAGER I
PUBLIC INFO SPECIALIST I
RESEARCH ANALYST I
12/28l02 1381.11 1436.65 1496.13 1569.72 1649.85 1732.57 1817.75 1872.05 1933.05
12l27/03 1387.32 1443.11 1502.86 1576.78 1657.27 1740.37 1825.93 1880.47 1941.75
�
n
U
�
A-2
APPENDIX A (CONTINUED)
•
• . � 11:
647A DESIGN ASSOCIATE I
249 L3BRARIAN I
220A VIDEO PRODUCTION SPECIALIST
306A BUSINESS ASSISTANCE SPECIALIST
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �8) �9)
12/28/02 1423.72 1481.84 1541.28 1617.56 1696.33 1782.93 1871.92 1928.91 199139
12/27/03 1430.13 1488.51 1548.22 1624.84 1703.96 1790.95 1880.34 1937.59 200035
,'�• 1/•
128
908
828
977
575
896
694A
166A
CRIMINALIST I
EMPLOYMENT AND TRAINING PLANNER
GRANTS ASSISTANT
GRAPHIC ARTIST II
HEALTH EDUCATOR I
LANDSCAPE ARCHITECT I
LEGAL ASSISTANT II
MANAGEMENT ASSISTANT II
• 520 WATER Qt1ALITY SPECIALIST I
12/28l02 1465.04 1525.81 1586.52 1665.40 174932 1837.201928.91 1984.45 2049.74
12/27/03 1471.63 1532.68 1593.66 1672.89 1757.19 1845.47 1937.59 1993.38 2058.96
. :a� � 1
684
934
887
425A
233
633A
113B
114B
013A
393
424A
ARBORIST
CTTY PLANNER II
ECONOMIC DEVELOPMENT SPECIALIST II
HEALTH & FITNESS SPECIALIST
HEALTH STATISTICIAN
LIBRARY TRAINING & ORG DEV COORDINATOR
NUTRTTIONIST I - COIvIM EDUCATION
NUTRTTIOIVIST I - WIC
PROJECT MANAGER II
RESEARCH ANALYST II
RESEARCH LIBRARIAN
12/28/02 1511.62 1569.72 1631.75 1714.42 1800.99 1891.43 1984.45 2045.17 2113.31
12/27/03 1518.G2 1576.'78 1639.09 1722.13 1809.09 1899.94 1993.38 2054.37 2122.82
a
o�-r�s
A-3
b 3-f�s
APPENDIX A (CONTINUED
GRADE Ol 1
133A
002
O11
370A
105
659
130A
SOIA
255A
257A
543A
*OFFICE SERVICES ADMIN-SUPERV
ACCOUNTANT II
ARCHITECT I
CTTIZEN SERVICE SENIOR ANALYST
CIVIL ENGINEER I
CIVIL ENGINEER I--WATER UTIL
COUNCIL RESEARCH ANALYST
CRIME PREVENTION COORDINATOR
ENVIIZONMENTALHEALTH SPEC I
ENVIRONMENTAL HEALTH SUPV
HUMAN RESOURCES SPECIALIST II
�l) (2) �3) �4) �5) �6) (�) (g) �9)
12/28/02 1555.55 1618.83 1683.42 176738 1855.24 1949.60 2045.17 2102.04 2176.80
12/27/03 1562.55 1626.11 1691.00 177533 1863.59 1958.37 205437 211I.50 2186.60
GRADE 012
395A HUMAN RIGHTS SPECiALIST
383 RECREATION DIRECTOR II
12/28/02 1603.29 1666.65 1733.81 1819.10 1910.85 2006.42 2105,94 2171.79 2241.66
12l27/03 1610.50 1674.15 1741.61 1827.29 1919.45 2015.45 2115.42 2181.56 2251.75
GRADE 12T
710A IS SYSTEMS CONSULTAN'T I
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yt. 3.5-yr. 4-yr.
(i) �2) �3) �4) �5) �6) ��) �$) �9)
12/28/Q2 1603.291b66.65 t733.81 1776.451819.101864.961910.851979.962049.08
4.5-yr. 5-yr. 5.5-yr. 6-yr. 6.5-yr. 7-yr. 10-yr. 15-yr.
(10) (11) (12) (13) (14) (15) (1� (17)
2100.11 2151.1'7 2204.74 225836 2315.21 2372.05 2441.85 2521.69
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
( �z) ( � � � ��) �8) �g)
12/27/03 1610.50 1674.15 1741.61 1784.44 1827.291873.35 1919.45 l9$8.87 205830
4.5-yr. S-yr. 5.5-yr. 6-yr. 6.5-yr. 7-yr. 10-yr. 15-yr.
(10) (il) (12) (13) (14) (15) (16) (17)
2I09.56 2160.85 2214.66 2268.52 2325.63 2382.�2 2452.84 2533.04
•
r�
�
•
A-4
APPENDIX A (CONTIA'UED)
�
.�7�7�1�G3
648A
888
256A
829
576
695A
167A
296A
821
974
039A
288A
909
330A
521
DESIGN ASSOCIATE II
ECONOMIC DEVLMT SPECIALLST III
ENVIRONMENTAL i�ALTH SPEC II
GRANTS SPECIALIST
HEALTH EDUCATOR II
LEGAL ASSISTANT III
MANAGEMENT ASSISTANI' III
MEDICAL TECHNOLOGIST
NUTRITIONIST II
OCCUPSAFETY & HEALTH ANALYST
PUBLIC INFO SPECIALIST II
SAFETY OFFICER
SEIVIOR EMPLOYMENT & TRNG PLNNR
VIDEO PRODUCTION COORDINATOR
WATER QUALITY SPECIALIST II
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �g) �9)
12/28/02 1651.12 1715.71 1785.49 1875.92 196637 2065.88 2171.79 2235.12 2306.40
12/27/03 1658.55 1723.43 1793.52 1884.36 1975.22 2075.18 2181.56 2245.18 2316.78
�
GRADE 014
121B
598
935
544A
250
139A
565
394
658
ADNfIN/LEGISLATIVE ASST-PED
CTTIZEN PARTICIPATION COORDINATOR
CTTY PLANNER III
HUMAN RESOURCES SPECIALIST III
LIBRARIAN II
NURSE PRACTTfIONER-OB GYN
PUBLIC HEALTH NURSE
RESEARCH ANALYST III
SOCIAL WORKER
12/28/02 1700.22 176738 1838.44 1930.24 2028.41 2127.89 2235.12 2300.99 2377.78
12/27/03 1707.87 177533 1846.71 1938.93 2037.54 2137.47 2245.18 2311.34 2388.48
�
03 /�5
A-5
a 3«s
APPENDIX A (CONTINUED)
GRADE O15
C�
246 **LANDSCAPE ARCHITECT II
003 ACCOUNTANf III
012 ARCHITECT II
026 ASSISTANf CHIEF SURVEYOR
106 CIVII, ENGINEER II
199B CNII, ENGINEER II-WATER
129 CRIMINALIST II
129A ENVIRON HEALTH ADM ANALYST
623A FLEET SERVICES COORDINATOR
110A HEALTH ANALYST
229B HEALTH EDUCATION-AD1�I�IIN ASST
119B HISTORIC PRESERVATION SPEC
897 LANDSCAPE ARCHITECT II
530A PUBLIC EDUCATION OFFICER - FIltE DEPT.
A B C D E F G 10-yr. 15-yr.
�1) � � � � t ��) � �
12/28/02 1751.88 1822.95 I 894.03 1987.08 2087.81 2191.17 2300.99 2372.05 2450.40
12l27/03 1759.76 1831.15 1902.55 1996.02 2097.21 2201.03 2311.34 2382.72 2461.43
�� � .
092A
100B
321A
391A
221B
204A
610A
088A
776
014A
413A
ADMII�I ASSISTANT--FIIZE DEPT
ADMIIV ASST-DEPT OF HUMAN RIGHTS
ARTS DEVELOPMENT MANAGER
EDP DATABASE COORDINATOR
HEALTH INFORMATION ADMINISTRATOR
MANAGEMENT ANALYST
MANAGEMENT ASSISTANT IV
PHYSICAL FITNESS COORDINATOR
PROGRAM COORDINATOR
PROJECT MANAGER III
SELECTION & VALIDATION SPEC
12/28/02 1804.86 1877.241950.88 2049.08 2151.17 225836 2372.05 2441.85 2521.69
12/27/03 1812.98 1885.69 1959.66 205830 2160.85 2268.52 2382.72 2452.84 2533.04
n
LJ
�
A-6
APPENDIX A (CONTINUED)
�
GRADE 017
389A CHII,D CARE COORDINATOR
517A PHYSICIAN ASSISTANT
A B C D E F G 10-yr. 15-yr.
�l) � t �¢) �$) � ��) tg) �
12/28/02 1859.13 1932.81 2010.28 2108.53 2213.11 2325.55 2441.85 2516.76 2600.78
12/27l03 1867.50 1941.51 241933 2118.02 2223.07 2336.01 2452.84 2528.09 2612.48
� 1
143B ENVII20NMENTAL HEALTH SPEC III
081A EPIDEMIOLOGIST
379A LIBRARIAN III
611A WATER QUALITY SPECIALIST III
12/28/02 1914.72 1989.61 2068.46 2174.33 2281.64 2397.89 2516.76 2592.97 2674.67
12/27103 1923.341998.56 2077.77 2184.11 2291.91 2408.68 2528.09 2604.64 2686.71
lJ
GRADE 019
280A HUMAN RIGHTS PROGRAM ANALYST
803A LIBRARY INFORMATION RES. COORDINATOR
12/28/02 1972.82 205032 2130.42 2237.69 2350.07 2467.65 2592.97 2666.60 275630
12/27/03 1981.70 2059.55 2140.01 2247.76 2360.65 2478.75 2604.64 2678.60 2768.70
�
0�3-16s
A-7
D �3 -/�5
APPENDIX A (CONTINUED)
GRADE 020
013 ARCHITECT III
591 CTTY PLANNER IV
107 CI��II, ENGINEER III
109 CIVIL ENGINEER III--WATER UTILTI'Y
889 ECONOMIC DEVELOPMENT SPECIALIST N
117A ECONOMIC PLANNER
454A EDP DATABASE ADMINISTRATOR
186A EDP SYSTEMS ANALYST III
160 ELECTRICAL ENGINEER III
533A FIRE PROTECTION ENGINEER
830 GRANTS MANAGER
898 LANDSCAPE ARCHITECT III
395 RESEARCH ANALYST IV
444 STRUCTURAL ENGINEER
A B C D E F G 10-yr. 15-yr.
� ��) f � � � ��) �8) �
12(28/02 2031.02 2212.34 2196.35 2306.18 2421.15 2542.56 2669.22 2748.03 283931
12/27/03 2040.16 2121.85 2206.23 2316.56 2432.05 2554.00 268123 2760.40 2852.09
GRADE 20T
709A IS INFO/TECFI ANALYST V
711A IS SYSTEMS CONSUI,TANT II
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yt. 3-yr. 3.5-yr. 4-yr.
� ��) � � � ( ��) �g) �
12/28/02 2031.02 2112.34 219635 2251.27 2306.18 2363.65 2421.15 2481.86 2542.56
4.5-yr. 5-yr. 10-yr. 15-yt.
(10) (11) (12) (13)
2605.90 2669.22 2748.03 283931
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
(1) (2) (3) (4) (5) {6) {'n (8) (9)
12/27/03 2040.16 2121.85 2206.23 2261.40 2316.56 2374.29 2432.05 2493.03 2554.00
4.5-yr. 5-yr.
(10) (I1)
2617.63 2681.23
10-yr. 15-yr.
(12) (13)
2760.40 2852.09
�
�
�
�
APPENDIX A (CONTINUED)
•
GRADE 021
A B C D E F G 10-yr. 15-yr.
(i) �2) �3) �4) �5) �6) ��) �8) �9)
12/28/02 2090.40 2175.67 2260.97 2374.65 2493.53 2620.09 2748.03 2830.68 2924.86
12/27/03 2099.81 2185.46 2271.14 2385.34 2504.75 2631.88 2760.40 2843.42 2938.02
GRADE 022
660A GIS SYSTEMS DEVELOPER
879 PRO7ECT MANAGER IV
294A PROJECT MANAGER IV--PUBLIC WKS
12/28/02 2153.72 2238.97 2329.43 2445.68 2568.44 2696.31 2830.68 2915.97 3011.74
12/27/03 2 i 63.41 2249.05 2339.91 2456.69 2580.00 2708.44 2843.42 2929.Q9 3025.29
GRADE 22T
712A IS SYSTEMS CONSULTANT III
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
�1) �2) �3) �4) �5) �6) ��) (g) �9)
�/28/02 2153.72 2238.97 2329.43 2410.66 2445.68 2507.06 2568.44 263238 269631
4.5-yr. 5-yr. I 0-yr. 15-yr.
(10) (11) (12) (13)
2763.49 2830.68 2915.97 3011.74
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
�1) �2) �3) (4) �5) �6) ��) �g) �9)
12/27l03 2163.41 2249.05 2339.91 2421.51 2456.69 251834 2580.00 2644.23 2708.44
4.5-yr. 5-yr. 10-yr. 15-yr.
(10) (11) (12) (13)
2775.93 2843.42 2929.09 3025.29
•
L� �-16 S
A-9
��3-/�S
APPENDIX A (CONTINUED
GRADE 023
A B C D E F G 10-yr. 15-yr.
(1) (2) �3) (4) �5) �6) �7) �8) �9)
12/28/02 2219.64 2307.47 2400.83 2519.33 2643.79 2779.04 2915.97 3005.12 3103.79
12/27/03 2229.63 2317.85 2411.63 2530.67 2655.69 2791.55 2929.09 3018.64 3117.76
�..� � �
12/28/02 2284.22 2375.91 2470.25 2595.54 2724.75 2860.41 3005.12 3092.97 3193.25
12/27/03 2294.50 2386.60 248137 2607.22 2737.01 2873.28 3018.64 3106.89 3207.62
GRADE 025
12/28l02 2352.64 2449.56 2546.46 2673.09 2804.82 2945.70 3092.97 3187.25 3290.48
12/27/03 2363.23 2460.58 2557.92 2685.12 2817.44 2958.96 3106.89 3201.59 3305.29
;:� � .
236B DEBT ADMINISTRATOR
12/28/02 2425.03 2520.61 2623.97 2750.59 2891.46 3036.11 3187.25 3282.91 3389.03
12/27/03 2435.94 2531.95 2635.78 2762.97 2904.47 3049.77 3201.59 3297.68 3404.28
GRADE 027
12/28/02 2496.08 2596.87 2'700.22 2835.86 2976.67 3126.55 3282.91 3379.79 349t.40
l2/27/03 250731 2608.56 271237 2848.62 2990.07 3140.62 3297.68 3395.00 3507.11
� �
12/28l02 2572.31 267438 2781.65 2921.15 3068.40 321834 3379.79 3483.12 3596.47
12l27/03 2583.89 2686.41 2794.17 293430 3082.21 3232.82 3395.00 3498.79 3612.65
n
Li
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•
A-10
APPENDIX A (CONTINLTED)
•
CRADE 029
A B C D E F G 10-yr. 15-yr.
� ��) � � � � ��) �g) �9)
12/28/02 2649.74 2754.44 2865.58 3007.70 3157.56 3317.74 3483.12 3586.50 3704.01
12/27/03 2661.71 2766.83 2878.48 3021.23 3171.77 3332.67 3498.79 3602.64 3720.68
GRADE 030
12/28/02 2728.67 2838.45 2952.12 3098.18 3251.86 3416.01 3586.50 3691.10 3816.83
12127l03 2740.95 2851.22 2965.40 3112.12 3266.49 343138 3602.64 3707.71 3834.01
GRADE 031
12/28/02 2811.32 292238 3039.98 3192.43 335135 3518.01 3693.69 3804.82 3928.75
12/27/03 2823.97 2935.53 3053.66 3206.80 3366.43 3533.84 371031 3821.94 3946.43
�
GRADE 032
12/28/02 289533 3008.96 3129.16 3288.05 3452.12 3625.24 3804.82 3919.84 4046.34
12/27/03 290836 3022.50 3143.24 3302.85 3467.65 3641.55 3821.94 3937.48 4064.55
GRADE 033
12128l02 24&1.&2 3085.21 3223.48 3386.24 3555.47 3735.06 3919.84 4037.40 4169.50
12/27/03 2995.24 3099.09 3237.99 3401.48 3571.47 3751.87 3937.48 4055.57 4188.26
GRADE 034
12/28/02 3071.01 3192.43 332036 3488.28 3662.70 3844.88 4037.40 4157.57 4296.59
12l27f03 3084.83 3206.80 3335.30 3503.98 3679.18 3862.18 4055.57 4176.28 4315.92
�
b3��5
A-11
d3-I�S
APPENDIX A (CO1��TINUED)
,{�,7\ T�I1I�j.]
A B C D E F G 10-yr. 15-yr.
�i) (2) �3) (4) �5) �6) ��) �8) �9)
12/28/02 3164.02 3289.40 3421.12 3594.27 3771.23 3959.90 4157.57 4284.16 4423.64
12/2'l/03 3178.26 3304.20 3436.52 3610.44 3788.20 39'17.72 4176.28 4303.44 4443.55
GRADE 036
12/28/02 3259.62 3387.54 3523.17 3698.92 3884.93 4080.04 4282.84 4410.82 4554.55
12/27/03 3274.29 3402.78 3539.02 3715.57 3902.41 4098.40 4302.11 4430.67 4575.05
GRADE 037
12/28/02 3353.96 3489.57 3629.12 3810.00 3999.93 4201.46 4410.82 4543.86 4691.97
12/27/03 3369.05 3505.27 3645.45 3827.15 4017.93 422037 4430.67 456431 4713.08
• � 1
12/28/02 3458.64 3595.50 3738.92 3924.99 412136 4326.78 4543.86 4680.75 4831.97
12/27/03 3474.20 3611.68 3755.75 3942.65 4139.91 4346.25 456431 4701.81 4853.71
GRADE 039
12/28/02 355935 3702.47 3850.18 4042.60 4244.13 4458.56 4680.75 4819.Ob 4978.51
12/27/03 357537 3718.13 3867.51 4060.79 4263.23 4478.62 4701.814840.75 5000.91
� � 1�1
12/28/02 366535 3813.84 3966.38 4165.29 437332 4589.07 4821.62 4974.11 5127.63
12/27/03 3681.84 3831.00 3984.23 4184.03 4393.00 4609.72 484332 4996.49 5150.70
r1
L.J
�
LJ
�,
A-12
APPENDIX A (CONTINUED)
•
GRADE 041
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �8) �9)
12i28102 3775.14 3926.25 4083.91 428933 4502.48 472730 4963.'78 512132 5279.31
12/27/03 3792.13 3943.92 4102.29 4308.63 4522.74 4748.57 4986.12 5144.37 5303.07
:C�:7_67�1 ��r.1
12/28/02 3890.79 40A5.14 4207.91 4415.95 4636.85 4868.15 511233 52'75.06 5438.73
12/27/03 3908.30 4063.34 4226.85 4435.82 4657.72 4890.06 513534 5298.80 5463.20
. � �.
12/28/02 4005.11 4166.59 4332.04 4550.28 4776.41 5015.40 526�.32 5434.03 5612.45
12/27/03 4023.13 4185.34 4351.53 4570.76 4797.90 5037.97 5291.02 5458.48 5637.71
r
�
. . � �.,
12/28/02 4125.28 4291.93 4462.43 4685.99 4921.12 5167.86 5424.95 5596.79 5770.62
12/27/03 4143.84 4311.24 4482.51 4707.08 4943.27 5191.12 544936 5621.98 5�96.59
GRADE 045
12/28/02 4248.01 4418.47 4598.08 4826.76 5067.14 5319.97 5586.45 5763.47 5943.09
12i27103 4267.13 443835 4b18.77 4848.48 5089.94 5343.91 5611.59 5789.41 5969.83
�
�� ��s
A-13
Appendix B
� MEMORANDUM OF AGREEMENT BETWEEN
THE CITY OF SAINT PAUL
AND
PROFESSIOA'AL EMPLOYEES ASSOCIATIOA
83-1 �S
This agreement is entered into by and between the City of Saint Paul (City) and Professional Empioyees
Association (LTnion) to mutually agree to amend the collective bazgaining ageement language regazding Kay
Wittgenstein's employment at the Department of Health.
The parties agree that, due to Ms. Wittgenstein's unique position as the only Social Worker at the Deparhnent of
Health who is still a City employee, the following provisions for on call pay have been arranged:
When Ms. Wittgenstein is working with the FORCE program, she shall receive $3/hour for on cail time
and $25/hour if actually called to work. It is understood that this payment arrangement specificaily
supercedes and replaces the overtime provisions of the collective bazgaining agreement with respect to
this employee and her work with the FORCE program.
The parties agree that this language is not precedential and shall only apply to Ms. Wittgenstein's work for the
Ramsey County FORCE program.
�is language shall remain in force until Ms. Wittgenstein is no longer employed with the FORCE program or
unhl either party acts affirmatively to remove this language during collective bazgaining, whichever comes first.
� �.G� Date �.S� a? � Date a�1 o�f �3
Te altiner Steve Roy
Manager, Labor Relations Office President, PEA
City of St Paul
=�G'�k� 2�v� Date z�r/o3
Mike Wilde
Business Representative/Legal Counsel, PBA
C�
: