03-187Council File # � 3 -lY�`(
Green Sheet # 204191
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Presented by
Refesed To
1
2
[�3
10
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
January l, 2003 through December 31, 2004 Collective Bargaining Agreement between the City of Saint
Paul and the Saint Paul Supervisors Organization.
Yeas Na s Absent
Benanav �/
Blakey �
Bostrom �
Coleman �
Hams ,/
Lanhy �
Reiter �/
.,. � �
Ado�
Ado�
By:
App�
By:
Requested by Depar[ment of:
Office of Labor Relarions
By: _ [[_�f�/�`��
Form Appro e�ity A� �
By: `
i
DEPARTME]�T/OFFICFJCOUNCII,: DATE INITTATED O� �,�
LABOR RELATIONS February 18, 2003 GREEN SHEET No.: 204191
COnTACT PERSON & PHONE: � AI71nIJDATE OvITIwL/DaTE
JULIE KRAUS 266-6513 ,�sic�v i nEentcrn�Errr nm. �� a cmr covrtcn.
N[RyIgER 2 C1TY ATIORNEY � CIIY C FRK
MUST BE O7V COU:I'CII, AGENDA BY (DATEj FOR BU1KiS1' DIR FIN. &. MGT. SERVICE DIIL
/ ROU77NG 3 MAYOR (OR ASST.)
Z Z r0 �j � ORDER "
TOTAL # OF SIGNATURE PAGES 1 (Q.IP ALL LOCATIONS FOR SIGNATURE)
ncnor xsQussreu: This resolution appmves the attached January 1, 2003 through December 31, 2004 Collective
Bazgaining Agreement between the City of Saint Paul and the Saint Paul Supervisors Organization.
RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACIS MUST ANSWER THE FOLLOWING
QUEST[ONS:
PLANNING COMMISSION �CNIL SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this department?
CID COMMI7TEE Yes No
STAFF 2. Has this person/firm ever been a city employee?
DISTRICT COURT Yes No
SUPPORTS WHICH COLINCIL OBJECTNE? 3. Does this person/fivn possess a s3ti11 not normally possessed by any curreni ciry employee?
Yes No
Explain all yes answers on separate s6eet aod attach to green shee[
INITIATING PROBLEM, ISSUE, OPPORTUNTT'Y (Whq What, When, Where, Why):
The current Agreement expired December 31, 2002.
ADVANTAGES IF APPROVED:
An agreement in piace through December 31, 2004. Tkcis agreement has been ratified by the union members.
DISADVANTAGES IF APPROVED:
None
DISADVANTAGES IF NOT APPROVED:
No agreement in place - labor unrest.
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED:
FUNDING SOURCE: ACTIVITY NUMBER:
FINATiCL41. INFORMATION: (EXPLAIN)
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ATTACHMENT TO THE GREEN SHEET
SAINT PAUL SUPERVISORS ORGANIZATION
Below is a siunmary of the changes in the labor a�eement between the City of Saint Paul and the
Saint PauI Supervisors Organization.
Duration: January 1, 2003 - December 31, 2004
Wages:
January 1, 2003 (closest pay period) 3%
7anuary 1, 2004 (closest pay period) 0.6%*
Health Insurance:
The insurance conhibution increase follows the same pattern as previously negotiated
agreements with other bargaining units for 2003 and aze 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: $308.15)
Family: $412.49 per month, plus 65% of the family premium increase in 2003 up To
$71.50 per month. If the 2003 family premium increase exceeds $110, the City
will pay 40% of the excess increase per month. (Total: $493.10)
2004
Single: An amount equal to the average of the 2004 single insurance premiums.
Family: $554.24 per month, plus 65% of the family premium increase in 2004 up to
$71.50 per month. If the 2004 family premium increase exceeds $110, the City
will pay 40% of the excess increase per month.
Life Insuranee:
*For 2004, employer-provided life insurance reduced from employee annual salary or $SQ000
(whichever is greater) to a flat $50,000 per employee. Savings of 0.14% applied to wages)
Post-Emplovment Health Plan:
City agreed to increase severance pay by 5% provided aA severance pay goes directly into Post-
Employment Health Plan. City will save 7.65% on these funds by avoiding payment of FICA
(Social Security and Medicare withholdings); cost-neutral effect.
Deferred Compensation:
*Eliminated the Employer's Deferred Compensation match starting in 2004. Savings of 0.06%
applied to wages.
a� -�sr*�
Green Sheet Attachment
Saint Paul Supervisors Organization
pg 2
Other Language Changes:
Other language changes (retiree insurance, vacation, major/minor holidays) were of a
housekeeping nature for clarification and cleanup.
Cost:
2003
2004
Wages $320,882.16 $ 65,000.03
Health Insurance $ 99.878.88 �(actual Lu�lrnown at this timeZ
Total $420,761.04 $ 65,000.03 + ins
���- � � � � � : � �
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_ 2003 - 2004
� = _ � COLLECTIVE_BARGAINING AGRE�MENT � �
" � � ° _ �. = between -� — _ . _ � .
� T�� CITI'.OF. SAINT. PA�I.
� - � - - - � and- �= �
SAINT PALJi. SUPERVISORS" ORGANIZA'P�b1�T - .
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INDEX
�TICLE TITLE PAGE
Preamble ..............................................................1
1 Recognition ............................................................2
2 Savings Clause ..........................................................2
3 ManagementRights ......................................................2
4 Check Off ..............................................................3
5 Work Schedules .........................................................3
6 Seniority ...............................................................4
7 Non-Discrimination ......................................................5
8 Discipline ..............................................................6
9 LegalServices ..........................................................6
10 Grievance Procedure .....................................................6
11 Wages .................................................................9
12 Leavesof Absence ......................................................10
13 Insurance .............................................................10
14 Vacation ..............................................................13
15 Holidays ..............................................................14
� Severance Pay .........................................................15
17 Sick Leave ............................................................16
18 Mileage ..............................................................17
19 Safety Shoes ...........................................................18
20 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
21 DuraYion and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Appendix ......................................................... A1
�
� PREAMBLE fl3
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This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either the "Employer"
or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization," for the
purpose of fostering and promoting harmonious relations between the Employer and the Organization in order
that a high level of public service can be provided to the citizens of the City.
Tlus Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on
the part of both the Employer and the Organization of their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Organization,
or the employees as established under the provisions of the Public Employee Labor Relations Act of 1984, as
amended.
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ARTICLE 1 - RECOGNITION
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•1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representative for the
White Collaz Supervisory Employees of the Professional Group, and certain Unclassified Supervisory
Employees, as certified by the State of Mianesota, Bureau of Mediation Services, on December 1 l,
1973, in BMS Case No. 74-PR-207A and as revised by Unit Clarification proceedings in BMS Case
Nos. 74-PR-414A. and 78-PR-500-A dated April 16, 1977 and December 7, 1977, respectively.
1.2 New classifications which aze within the scope and definition of the Organization's certification as
stated in Article 1.1 above shall be recogaized as part of this bazgaining unit. Disputes which may arise
between the Employer and the Organization over the inclusion or exclusion of any job classifications
may be referred by either Party to the Commissioner, Bureau of Mediarion Services, State of Minnesota,
for determination in accordance with applicable statutory provisions. Determination by the
Commissioner shall be subject to such review and determination as is provided by statute and such rules
and regulations as aze promulgated thereunder.
ARTICLE 2 - SAVINGS CLAUSE
2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any
provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction &om
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 fuli force and effect. The voided provision may be
� renegotiated at the written request of either party. All other provisions of this Agreement shall continue
in full force and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in
accordance with applicable laws and regulations of appropriate authorities. The rights and authority
which the Employer has not officially abridged, delegated, or modified by this Agreement are retained
by the Empioyer.
3.2 The employer is not required to meet and negotiate on matters of inherent managerial policy, which
include, but which aze not limited to, such areas of discretion or policy as the functions and programs of
the Employer, its overall budget, utilization of technology, and organizational structure and selection and
direction and number of personnei.
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ARTICLE 4 - CHECK OFF
4.1 The Employer shali deduct the Organization's membership initiation fee assessments and monthly du�
from the pay of those employees who individually request in writing that such deductions be made.
amounts to be deducted shail be certified to the Employer by a representative of the Organization and the
ag�egate deducfions 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.
42 Any present or future employee who is not an Organization member may be required to contribute a fair
share fee forservices rendered by the Organization. Upon norificarion by the Organization, the
Employer shall deduct said fee from the eamings of the employee and transmit the same to the
Organization. In no instance shall the fair share fee exceed eighty-five percent (85%) of the
Organization's regular membership dues. It is also understood that in the event the Employer shall make
an improper fair shaze deduction from the eamings of the employee, the Organization shall be obligated
-t�e-��gleyei whele�ageie�he-�gleyer-�as-re�b�sed seF� ea��jr�g €�r a�;� :an�ua� ,
improperly withheld.
4.3 The Employer shall notify the Organization's President, in writing, of the names and job classifications
of employees coming within the established scope and defrnition of the Organization's bazgaining unit
through new employment or by promotion.
4.4 The Organization shall indemnify and hold the Employer harmless against any and ail claims, suits,
orders or judgments brought or issued against the Empioyer as a result of any action taken or not take�
by the Employer under the provisions of this article.
ARTICLE 5 - WORK SCHEDULES
5.1 Ail bazgaining unit employees are exempt from the overtime pay provisions of the federal Fair Labor
Standards Act and similaz state legislation as executive or administrative employees and are salaried
employees of the City who are not compensated on an hourly basis. The provisions of Section 28A
(Overtime Compensation) of the Saint Paint Civil Service Commission Rules shall not apply to
employees in this bargaining unit.
52 The normal work schedule for full-time employees covered by this Agreement shall consist of a
minimum of eighty (80) hours wittrin each biweekly payroll period. An employee is generally expected
to be working during the normal business hours established by the Employer for the employee's work
group, subject to the leave provisions of this Agreement, applicable Civil Service Rules and applicable
state and federa] statutes. Due to the nature of their work, however, the job duties of persons in this
bazgaining unit may require the employees to work irregular hours, and work on holidays and weekends.
Such work requirements aze considered an integal part of the job. Therefore, maintaining consistent
starting and quitting times and scbeduling specific numbers of hours worked in any day or week may be
impossible. Where their assigned duties and responsibilities permit, however, and where their
Departrnent Head or Supervisor approves, bargaining unit employees may exercise reasonable and
prudent discretion in scheduling or varying the times at which their work is performed. �
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ARTICLE 5- WORK SCHEDULES (Continued) p3'I ��
:3 Employees who work more than eighty (80) hours in a two-week payroll period may be granted
compensatory time with the approval of their department head or his/her designee.
5.4 Compensatory time off shall be scheduled and approved in advance. Empioyees and their supervisors
shall diligently work together to schedule compensatory time off so that employees may make maximum
use of their accmed compensatory time without unreasonabiy disrupting the business of the Employer.
Altematively, the Employer may pay cash in lieu of time off for some or all of an employee's accrued
compensatory time at the sole discrerion ofthe employee's Deparnnent Head subject to the
DepartmenYs budgetary considerations and, if necessary, approval of the City's Budget Director. If
made, such payment shall be based upon the pro rated portion of the employee's salary in effect at the
time of such payment with regazd to such hours liquidated by cash payment.
5.5 On occasion, the Employer may request that an employee temporarily assume responsibility for a special
project or other job duties that represent a substantial addition to the duties and responsibilities generally
associated with the employee's position. If the empioyee accepts the assignment, helshe may receive
such additional compensation as may be determined by the empioyee's Department Head and the City's
Budget Director or work schedule adjustments (compensatory time) as may be approved by the
employee's Department Head both of which may be granted in the Employer's sole discrerion.
5.6 For employees who wish to share a position, the Employer will attempt to provide options for
implementing a sharing anangement. Such an arrangement must be mutually agreed upon by the
Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who
� shaze a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits
shall be administered in accordance with the provisions of Article 13 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, after ten (10) days, such
vacancy cannot be filled, the Employer shall have the option of increasing the remaining employee's
work hours.
5.7 Article 5.6 shal] not be subject to the provisions of Article 10 (Grievance Procedure) of this Agreement.
ARTICLE 6 - SENIORITY
6.1 Seniority, for the purposes 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 fust certified and
appointed to a ciass title covered by this Agreement, it being further understood that seniority is confined
to the current class assignment held by an employee. In cases where two or more employees are
appointed to the same class title on the same date, the seniority shall be determined by the employee's
rank on the eligible list from which the certification was made.
6.2 Seniority shall terminate when an employee retires, resigns, or is dischazged.
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ARTICLE 6 - SENIORITY (Continued)
63 In the event it is determined by the Employer that it is necessary to reduce the work force, employees �
will be laid off by class titie within each department based on inverse length of seniority as defined
above. The Office of Human Resources will identify such least senior employee in the tiUe in which
there is to be a lay-off in the depariment reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in that title in any other City department, the
Office of Human Resources shall place the affected empioyee in such vacancy. If two or more vacant
posirions are available, the Office of Human Resources shali decide which vacant position the affected
employee shall fiil. 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 original departmental reducfion is more
senior, he/she shall have the right to claim that position and the least senior employee in the City, in that
title, shall be laid off. For the purpose of tlus article, the Boazd of Fducation is not considered a City
department nor is a Board of Educarion employee considered a city employee.
held lower tities in the series in this or any other bargaining unit, such employee wiII be offered a
reduction to the highest of these titles within the deparhnent to which classification seniority as defined
in Article 6.1 above would keep them from being laid off. This Article 6.4 shail not be effective until
and unless the St. Paul Professional Employees Association, AFSCME Cierical Loca12508, and
AFSCME Technical Local 1842 collective bargaining ageements have corresponding language. Until
such corresponding language is included in such bazgaining agreements, the provisions of this Article
6.4 shall be applicable oniy to the extent that such reductions may be offered only to previously held
lower titles within the department in the series which are in this bargaining unit. •
6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall eatpire after two yeazs
of layoff. It is understood that such employees will pick up their former seniority date in any class of
positions that they previously held.
6.6 To the extent possibie, vacarion periods shall be assigned on the basis of seniority. It is, however,
understood that vacation assignment shall be subject to the ability of the Employer to maintain
operations.
ARTICLE 7 - NON-DISCRIMINATION
7.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all
employees covered by this Agreement in accordance with applicable city, state and federal law.
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ARTICLE 8 - DISCIPLINE 03'�`�,
8.1 The Employer will discipline employees for just cause only. Discipline may be in any of the forms listed
• below.
Oral reprimand;
Written reprimand;
Suspension
Reduction;
Dischazge;
8.2 All disciplinary actions, except oral reprunands, will be in written form.
83 Employees and the Organization will receive copies of written reprimands and notices of suspension,
discharge and reductions.
8.4 Employees may examine all information in their Employer personnel files. Files may be examined at
reasonable times.
8.5 An employee to be questioned concerning an investigation of discipiinary action shall have the right to
have an Organization representative be present during such interview.
ARTICLE 9 - LEGAL SERVICES
�1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend,
hold harmless and indemnify employee against any tort claim or demand, whether groundless or
othenvise, arising out of an alleged act or omission occurring in the performance and scope of
employee's duties.
9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legai service fee or for
providing any legal service arising from any legai action where the employee is the Plaintiff.
9.3 Each employee, after receiving notice of (1) a claim, demand, action, suit or proceeding against him or
her, or (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found
acts or omissions occurring in the performance or scope of the empioyee's duties, shall norify the City
Attorney, in wriring, of such notice as soon as possible and practical after receiving the notice but in no
event later than three (3) business days after receipt thereof.
ARTICLE 10 - GRIEVANCE PROCEDURE
10.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific
terms and conditions of this Ageement. 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 condirions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of
Compensation.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
10.2 The Employer wili recognize representarives designated by the Organizarion as the grievance
representarives of the bargaining unit having the duties and responsibilities established by this Article.
The Organization shall notify the Employer in writing of the names of such Organizarion
Representatives and of their successors when desigiated. The Employer shall notify the Organization in
writing as to its designated representatives.
10.3 It is recognized and accepted by the Organization and the Employer that the processing of grievances as
hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore
be accomplished during normal working hours when consistent with such employee duties and
responsibilities. The aggrieved employee and an Organization representative shall be allowed a
reasonable amount of time without loss of pay when a grievance is investigated and presented to the
Employer during normal working hours provided that the employee and the Organization Representative
have notified and received the approval of designaTed supervisor and provided that such absence is
od_Ihat.Yhe
Employer shail not use the above limitation to hamper the processing of grievances.
10.4 Grievances, as defined by Pazagraph 10.1, shail be resolved in conformance with the following
procedure:
Step 1. An employee claiming a violation concerning the interpretarion or appiication of this
Agreement shall, within twenty-one (21) calendar days after such alleged violarion has
occarred, present such grievance to the Empioyee's supervisor as designated by the
Employer. The Employer- designated representarive will discuss and give an answer t�
such Step 1 gievance within ten (10) calendaz days after receipt. A grievance not
resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the
nature of the grievance, the facts on which it is based, the provision or provisions of the
Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by
the Organization within fifteen (15) calendaz days after the Employer- designated
representative's final answer in Step l. Any grievance not appealed in writing to Step 2
by the Organization within fifteen (15) calendar days shall be considered waived.
5tep 2. If appealed, the written grievance shall be presented by the Organization and discussed
with the Employer-designated Step 2 representative. The Employer-designated
representative shall give the Organizarion the Employer's Step Z answer in writing within
ten (10) calendar days following the Employer-designated representative's final Step 2
answer: Any grievance not appealed in writing to Step 3 by the Organization within ten
(10) calendar days shall be considered waived.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued) _
� Step 3. If appealed, the written grievance shall be presented by the Organizarion and discussed
with the Employer-designated Step 3 representative. The Employer-designated
representative shall give the Organizarion the employer's answer in writing within ten
(10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in
Step 3 may be appealed to Step 4 within ten (10) calendar days following the
Empioyer-designated representative's final answer in Step 3. Any grievance not appealed
in writing to Step 4 by the Organization within ten (10) calendar days shall be considered
waived.
Optionai Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Organization or the
Employer may, within ten (10) calendar days, request mediation. If the parties agree that the
grievance is suitable for mediarion, the Parties shall submit a joint request to the Minnesota
Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be
completed within thirty (30) days of the assignment unless the parties mutually agtee to lengthen
the time limit.
Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a
supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked,
the contractual time limit for moving the grievance to arbitration shall be delayed for the period
of inediation.
� 3. The grievance mediation process shall be informal. Rules of evidence shall not appiy, and no
record shall be made of the proceeding. Both sides shall be provided ample opportunity to
present the evidence and argument to support their case. The mediator may meet with the parties
in joint session or in separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for settlement.
Either party may request that the mediator assess how an arbitrator might rule in this case.
5. The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the out-come. Unless
the parties agee othenvise, the outcome shali not be precedentiai.
6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall
be de novo. Nothing said or done by the parties or the mediator during grievance mediation with
respect to their positions conceming resolution or offers of settlement may be used or referred to
during arbitraYion.
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ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the Organization may within fourteen (14) work
days after the response of the Employer in Step 3, by written notice to the Employer, �
request azbitration of the grievance. The parties may mutually agree upon an arbitrator to
heaz and decide the dispute. If, however, the parties aze unable to so agree, either of them
may request the Bureau of Mediation Services, State of Minnesota, to provide a list of
nine (9) qualified arbitrators from the roster maintained for such purposes by the Bureau.
The Employer and the Organization shall alternately shike names from the list until only
one name remains; that of the selected Arbitrator. Unless the parties agree to the
contrary, the party who shikes the first name from the list shall be deternuned by the flip
ofa coin.
10.5 The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the
Employer and the Organizarion provided that each party shall be responsible for compensating its own
representatives and wimesses.
10.6 If either party desires a verbatim record of the pmceedings, it may cause such a record to be made,
providing it pays for the record. If, prior to the hearing, both parties request a verbatim record of the
proceedings the cost shall be shared equally.
l OJ If a grievance is not presented within the time limiu set forth above, it shall be considered "waived." If a
grievance is not appealed to the next step within the specified time limit or any agreed extension thereof,
it shall be considered settied on the basis of the Employer's last answer.
If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the �
Organization may elect to take the gievance to the next step. The time limit in each step may be
extended by mutual written agreement of the Employer and the Organization.
10.8 A grievance may be initiated by the Organization using either the grievance procedure of this Agreement
or by the provisions of the Civil Service Rules of the City of Saint Paul within limita6ons of 10.1 above.
10.9 If a grievance is nutiated through this grievance pmcedure it shall not again be submitted for
determination under the Civil Service Rules. If an issue is submitted for determinarion through the
provisions of the Civil Service Rules it shall not again be submitted for arbitration under this gievance
procetlure.
ARTICLE 11 - WAGES
11.1 The wage schedule for the purposes of this Ageement is set forth in Appendix A, which is made a part
of this Agreement as if more fully set forth herein.
11.2 The salary rates shown in Appendix A reflect the following:
Effective on the pay period closest to January 1, 2003 3.0% increase in all salary rates
Effective on the pay period closest to January 1, 2004 .6% increase in ali salary rates
1 I.3 Increases in compensation shall be paid retroactively to the effecrive date for individuals employed as�
the date of signing of the agreement.
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ARTICLE 12 - LEAVES OF ABSENCE
03-►��!
� 1 Employees may request paid or unpaid leaves of absence in accordance with the applicable provisions of
state and federal law or regulation and Saint Paui Civil Service Rules.
12.2 In addirion to such leaves of absence as may be ganted pursuant to law, regulation or civii service rule,
employees may be ganted personal leaves of absence without pay or benefits where the Employer's
operation will not be unreasonably disrupted as a result. Personal leaves of absence shall not exceed
tweive (12) months in duration and shall be granted in the Employer's sole discretion which shall not be
subject to review under the grievance/arbitration provisions of this Agreement.
123 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 vacation and sick ]eave, seniority credits and maintain insurance eligibility as though he/she was on
the payroll. Any leave-of-absence granted under this provision is subject to the approval of the Department
Head.
ARTICLE 13 - INSURANCE
13.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by
the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit
providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit
providers. However, the employees selecting the offered plans agree to accept any changes in benefits
which a specific provider implements.
�tive Employee Insurance
13.2 Effective for the January 2003 insurance premiums, for each eligible employee covered by this
Agreement who is employed full-time and who selects singie employee health insurance coverage
provided by the Employer, the Employer agrees to contribute $259.72 [amount of 2002 single premium]
per month plus any increase in the 2003 single health insurance premium up to $45.00 per month. If the
2003 single health insurance premiuxn increase is over $45.00, the Employer will contribute 50% of the
amount over forty-five ($45.00) dollars.
For each eligible full-time employee who selects family health insurance coverage, the Employer will
contribute $412.49 [amount of the 2002 family contribution) per month plus 65% of the 2003 family
health insurance premium increase per month. If the 2003 family premium increase exceeds $I 10.00, the
City will pay 40% of the excess increase per month.
Effective for the January 2004 insurance premiums, for each eligible 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 an amount equal to the average of the 2004
single insurance premiums. For each eligible fuli-time employee who selects family health insurance
coverage, the Employer will contribute $493.10 [amount of the 2003 family contribution] per month
plus 65 % of the family premium increase in 2004 up to $71.50 per month. If the 2004 family premium
increase exceeds $110.00 per month, the Employer will conhibute 40% of the excess increase per
. month.
The increase in the contributions will be based on the average premiums (single and family).
-10-
ARTICLE 13 - INSITRANCE (Continued)
13.3 For each eligible employee who has elected health insurance coverage, the Employer agrees to provid�
life insurance for 2003 in an amount equal to the employee's annual salary, or $50,000, whichever is
greater. For 2004, the Employer agrees to provide life insurance in an amount equal to $50,000.
Employees who provide proof of alternate coverage may waive participarion in the Employer's health
insurance pian. Employees who waive participation in the Empioyer's health insurance plan shall srill be
eligible for life insurance benefits, inclnding the Employer contribution thereon, and to participate in
any optional insurance coverages or flexible spending accounts offered or maintained by the Employer
provided the employee was benefit eligible for each of the preceding twelve (12) months.
Retiree Insurance
13.4 Employees who retire must meet the following conditions at the time of retirement in order to be eligible
for the Empioyer conlributions, listed in Sections 13.5 Yhrough 13.8 below, toward a health insurance
_ _ Dl an offered bv the Employer:
13.4(1) Be receiving benefits from a Public Employee Retirement Aet at the time ofrerirement;
and
13.4(2) Have severed his/her relationship with the City for reasons other than misconduct; and
13.4(3) Employment with Independent School District #625 will not be counted towazd the
service requirement for employees hired after October 1, 1997 towazd the yeazs of service
for retiree health eligibility.
Early Retirees
13.5 This Section applies to employees who:
13.5(1) Have completed 20 yeazs Full-time with the City, and
13.5(2) Were appointed before 7anuary 1, 1990, and
13.5(3) Have not attained age 65 at retirement, and
13.5(4) Meet the terms set forth in Section 13.4 above, and
13.5(5) Select a heaIth insurance plan offered by tfie Employer.
�
Until such employees reach sixty-five {65) yeazs of age, the Employer will contribute a maximum of
$350.00 per month towazd the cost of single or fanuly health insurance coverage. Any unused portion
shall not be paid to the retiree. In addition, the Employer will provide group term life insurance
coverage in the amount of $5,000.00 unril the retiree attains the age of 65.
When such eazly retiree attains age 65, the provisions of Section 13.7 shall apply.
13.6 This Section shall apply to employees who:
13.6(1) Have completed 20 years Full-time with the City, and
13.6(2) Were appointed on or after January 1, 1990, and
13.6(3) Have not attained age 65 at retirement, and
13.6(4) Meet the conditions of Section 13.4 above, and
13.6(5) SelecY a health insurance plan offered by the Employer.
•
-11-
ARTICLE 13 - INSURANCE (Continued)
0 3,�8�
� Until such employees reach sixty-five (65) yeazs of age, the Employer will contribute 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 retiree. In addition, the Employer will provide group term life insurance in the
amount of $5,000.00 until the retiree attains the age of 65.
When such early retiree attains age 65, the provisions of Secrion 13.8 shall apply.
Regular Retirees (Age 65 and over�
13.7
13.8
�
This Section shall apply to Full-time employees who:
13.7(1) Were appointed prior to Tanuary 1, 1490, and
13.7(2) Have completed 20 years Full-time with the City, and
13.7(3) Have attained age 65 at retirement, and
13.7(4) Meet the conditions of Section 13.4 above, and
13.7(5) Select a health insurance plan offered by the Employer.
The Employer wil] contribute up to a maximum of $550.00 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.
This Section shall apply to Full-time employees who:
13.8(1) Wese appointed on or after 7anuary i, 1490, and
13.8(2) Have completed 20 yeazs Full-time with the City, and
13.8(3) Have attained age 65 at retirement, and
13.8(4) Meet the conditions of Section 13.4 above, and
13.8(5) Select a health insurance plan offered by the Empioyer.
The Employer agrees to contribute up to 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 retiree. No life insurance
coverage will be provided.
Survivor Insurance
13.9 The surviving spouse of an employee cairying family covenge at the time of 1us/her death due to a job
connected injury or illness which was determined to have arisen out of and in the course of his/her
employment under worker's compensation law sha11 continue to be eligible for city contribution in the
same proportions as is provided for retired employees.
�
-12-
ARTICLE 13 - INSURANCE (Continued)
In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have
the oprion, within thirty (30) days, to continue the current hospitalizarion and medical benefits which �
said dependents previously had, at the premium and Employer contribution accorded to the eligible
deceased retiree.
It is further understood that coverage shall cease in the event of:
13.9(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree.
13.9(2) The employment of the surviving spouse of dependent where health insurance is obtained
through a goup 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 first ninety (90) days of said employment.
13.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City
em Io ee and e2i 'bte for and is enrolled in the City health insurance program.
13.11 The contributions indicated in this Article shall be paid to the Employer's third party administrator.
13.12 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.
13.13 Employees covered by this Agreement shall be eligible to participate in the Dependent Care
Reimbursement Account offered by the Employer. The service fee chazged to participating employee�
shall be paid by the Employer.
ARTICLE 14 - VACATION
14.1 In each IRS payroil reporting year, each full-time employee shall be granted vacation according to the
following schedule:
Years of Service
Less than 8 years
After 8 years thru 15 yeazs
After 15 yeazs thru 23 yeats
After 23 years
Vacation Granted
15 days
20 days
25 days
26 days
Employees who work less than full-time shali be granted vacation on a pro rata basis.
14.2 The Employee's Department Head may permit an employee to cazry over into the following year up to
fifteen days' vacation.
�
-13-
ARTICLE 14 - VACATION (Continued)
a3-lS�
14.3 The time of vacation shail be approved by the employee's Department Head. If an employee has been
� granted more vacation than he has earned up to the time of his sepazation from the City service, the
employee shall reimburse the City for such unearned vacation. If an employee is sepazated from the
service by reason of resignation, he shall be granted such vacation pay as he may have eamed and not
used up to the time of such separation, provided that he has norified the department head in writing at
least fifreen calendaz days prior to the date of his resignation. If an employee is sepazated from the
service by reason of dischazge, retirement or death, he shall be granted such vacation pay as he may have
eamed and not used up to the time of such sepazation. The provisions of this Section shall not apply to
temporary or emergency employees.
143 (1) For any employee who is eligible to receive compensation for unused vacation at
sepazation from the City under this Article, the City will contribute 100% of the full
amount of such payment to a post-employment health plan in lieu of any cash payment to
the employee. T'his will be effective March l, 2003.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he
may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick
leave credit. No employee may convert more than ten (10) days of sick leave in each IRS payroll
reporting year under this provision.
14.5 In addition to the provisions of the above Article 14.4 of this Agreement, an employee, with the approval
of the employee's department head, may convert another ten (10) days of accumulated sick leave credit
in excess of one hundred eighty (180) days to vacation at a rate of one-half (1/2) day of vacation for one
� (1) day of sick leave credit.
14.6 An employee may aiso, at the discretion of the Department Head and additionally, limited by the
availability of funds in the DepartmenYs Budget, sell up to five days, or any portion thereof, of accrued
and unused vacation once per yeaz. Such election must be made in writing on or before December 1 of
each IRS payroll reporting yeaz. If the employee elects to sel] vacation, the payment for such sold
vacation shall be made in a lump sum in the neazest full payroli period following the election date. The
payment shall be in an amount equal to the number of hours sold times the employee's regulaz rate of
pay in effect as of the date of such election.
14.6(1) Invoking the use of 14.4 or 14.5 above at any time within the IRS payroll reporting year
will prohibit the use of 14.6 above.
ARTICLE 15 - HOLIDAYS
15.1 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
Labor Day
Day After Thanksgiving*
Veterans' Day
Thanksgiving Day
Christmas Day
Two floating holidays
-14-
ARTICLE 15 - HOLIDAYS (Continued)
Eligible employees shail receive pay for each of the holidays listed above on which they perform no
work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be�
observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding
Monday shali be observed as the holiday. However, for those employees assigned to a work week which
includes a Saturday or Sunday, the holiday shall be observed on its calendar date.
*For ali employees assigned to the Library, the Day After Thanksgiving shall be considered a normai
work day, and Christmas Eve shall be recognized and observed as a paid minor holiday.
15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract yeaz,
subject to the approval of the employee's Department Head.
15.3 In order to be eligible for a holiday with pay, an emgloyee must be employed as of the date of the
holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shafl
be basea upon tne number ot non-hohday hours patd dunng thaY pay penoa. Yaza nours snatt incluae
hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is further
understood that neither temporary nor other employees not heretofore eligibie shall receive holiday pay.
ARTICLE 16 - SEVERANCE PAY
I6.1 The Employer shail provide a severance pay progrun as set fortfi in this Article. •
16.2 To be eligible for the severance pay program, an employee must meet the following requirements:
16.2(1) The employee must be voluntarily separated from Ciry employment or have been subject
to sepazation by lay-off or compulsory retirement.
Those employees who are discharged for cause, misconduct, inefficiency, incompetency,
or any other disciplinary reason aze not eligible for the City severance pay prograzn.
16.2(2) The employee must have at least fifteen (15) yeazs of consecutive service in the classified
or unciassified Service of the City at the time of separarion. For purposes of this Article
employment with the Independent School Dis�ict #625 will not be counted toward the
service requirement for employees hired after October 1, 1997 towazd the yeazs of service
� for severance eligibility.
16.2(3) The employee 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 rights to claim reinstatement or re-employment (of any type), with the City.
16.2(4) The employee must have accumulated a minimum of eighty (80) days of sick leave
credits at the time oflris separarion from service.
•
-15-
ARTICLE 16 - SEVERANCE PAY (Continued)
D 3_� 81
� ' 3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth
above, he or she wil] be granted severance pay in an amount equal to one-half of the daily rate of pay for
the position held by the employee on the date of sepazation for each day of accrued sick leave.
16.4 The maximum amount of money that any employee may obtain through this severance pay program is
$10,000.00.
16.5 Upon the death of an employee who meets all of the requirements set forth above, at the time of his/her
death, payment of the severance pay allowed under these provisions shall be made to the employee`s
estate or spouse.
16.6 Payment of severance pay shall be made in accordance with the provisions of City Ordinance No. 16303.
16.7 For any employee who is eligible to receive severance from the City under this Article, the Ciry will
contribute 105% of the full amount of their severance payment to a post-employment health plan in lieu
of any cash payment to the employee. This will be effective March 1, 2003.
ARTICLE 17 - SICK LEAVE
17.1 Employees shall accumulate sick leave credits at the rate of fifteen (15) days per yeaz. The use of sick
leave shall be governed by the applicable rules of the Saint Paul Civii Service Commission which were
� in effect at the time this Agreement was made and any applicable state or federal statute in effect at the
time the sick leave is used.
17.2 In the case of a serious illness or disability of an employee's child, parent or household member, the head
of the department shall grant leave with pay in order for the employee to caze for or make anangements
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 without limitation wher� used for the
purpose of attending to an employee's sick child and othenvise subject to the Employer's proper
administration of the use of such benefits under the Federal Family and Medical Leave Act.
173 Deparhnent Heads or the Human Resources Director may require a physician's certificate at any time
during an employee's use of sick leave for the purposes stated in 17.2 above.
All such certificates shal] be forwarded by the appointing officer to the Human Resources Office. If an
empioyee is absent for the reasons set forth in Article 17.2 above for three or fewer calendar days he/she
shail submit to the Department Head a certificate signed by the employee stating the nature of the chiid,
parent, or household member's sicl�ess.
If the sickness continues for more than three calendaz days, no further sick leave shall be granted uniess
or unri] 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 sicirness is submitted and approved by the Department Head and forwazded to the Human
� Resources Office.
-16-
ARTICLE 17 - SICK LEAVE (Continued)
�
17.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her Deparnnent
Head the necessity for the absence as soon as possible and practical after the employee's expected time
to report for work, unless he/she can show to the satisfaction of the department head that the failure to
report was for good cause.
17.5 An employee shall be paid under the provisions of this pazagraph only for the number of days or hours
for which he/she would normally have been paid if fie/she fiad not been on sick leave.
17.6 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be
granted one day of such leave to attend The funeral of the employee's grandparent or grandchild.
ARTICLE 18 - MILEAGE
18.1 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 their dufies, fhe foIlowing
provisions aze adopted.
18.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must �
receive written authorization from their Department Head.
Type 1. If an employee is required to use his/her own automobile OCCASION-ALLY during
employment, the employee shall be reunbursed 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
posirion.
In addition, the employee shall be reimbursed $.20 per mile for each mile actuaily driven.
If such employee is rec2uired 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 shail not be
eligible for any per diem.
Type 2. If an employee is required to use his/her own automobile REGULARI�Y during
emptoyment, the emp2oyee shall be reunbursed at the raYe of $4.00 per day for each day
of work. Tn addition, the employee shall be reimbursed $.20 per mile for each mile
actuaily driven. If such employee is required to drive an automobile during employment
and the department head or designated representative deternunes that an empToyer vehicle
is available for the employee's use but the employee desires to use his/her own
automobile, then the employee shali be reimbursed at the rate of $.20 per mile driven �
shall not be eligible for any per diem.
_��_
p3,tiS �
�TICLE 18 - MILEAGE (Continued)
183 The City will provide parking at the Civic Center Parking Ramp for Ciry employees on either of the
above mentioned types of reimbursement plans who are requued to ha��e their personal caz available for
City business. Such parking wili be provided oniy for the days the employee is required to have his or
her own persona3 caz availabie.
18.4 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 shali file monthly affidavits stating the number of days worked and the number of miles
driven, and further requue 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 Pau] named as an additional
insured. Such rules and regulations, together with any amendments thereto, shall be maintained on file
with the city clerk.
ARTICLE 19 - SAFETY SHOES
19.1 For those employees required, by the Employer, to weaz safety shoes or boots, the Employer agrees to
contribute $50.00 per year toward the purchase of one pair of such shoes or boots per calendaz yeaz.
Beginning January l, 1999, the employee may accrue up to $150.00 for the purchase of safety shoes or
boots.
�TICLE 20 - DEFERRED COMPENSATION
20.1 For 2003 oniy, employees who have completed riventy (20) years of service shall have a$75.00 deferred
contribution match paid by the Employer as indicated in the eligibility requirements below.
20.2 The Employer will match contributions by the first paycheck ciosest to October 1 of the plan year.
20.3 Eligibility Requirements:
A. Employees must have been in the SPSO bargaining unit effective Ul of the plan year.
B. Qualifying years of service (detemuned by date of hire) must have been attained by 1/1 of the
plan year.
C. Employees cannot have been on lay off from City employment during the 12
month tune period preceding July I of the plan year.
D. Employees must have the full amount ($75.00) of their contribution made by September 1 of the
plan year (or by the employee's date of separarion from this bargainuig unit, if such separation
occurs before September 1) in order to receive the Employer match.
� E. Employees separated for cause from this bargaining unit aze specifically excluded from the
Employer match program.
-18-
p3-i��
�TICLE 21 - DURATION AND EFFECTIVE DATE
2L1 This Agreement is the complete Agreement beriveen the Organization and the Employer. During the
negotiations which resulted in this Agreement, each had the uulimited right and opporiwuty to make
requests and proposals with respect to any subj ect or matter not removed by law from the area of
collective bargaiuiug, and that the complete understandings and agreements arrived at by the parties after
the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the Employer and
the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and
each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or
matter referred to or covered in this Agreement.
21.2 This Agreement shall be effective on the date it is executed by the parties and shall continue in full force
and effect through December 31, 2004 and thereafter until modified or amended by mutual agreement of
the parties. Either party desiring to amend, or modify this Agreement shall notify the other in writing so
as to comply with the provisions of the Public Employment Labor Relations Act of 1984, as amended.
CITY OF SAINT PAUL
� ��
ry a Yiner �
abor Relations Manager
2/Z�
Date
s
SAINT PAUL SUPERVISORS'
ORGANIZATION
��� ���'`�
Shari Moore �
President
� - �O � a�
Date
-19-
03-��1
�
APPENDIX A
TITLES AND SALARIES
. . � Ii.
103B PARK FACILTTY SUPERVISOR
A B C D E F G 10-yr. 15-yr.
( (�) ( � � ( (�) ($) (
12/28/02 1460.85 1513.64 1567.54 1639.06 171334 1789.82 1870.341927.89 197835
12/27/03 1469.62 1522.72 1576.95 1648.89 1723.62 1800.56 1881.56 1939.46 1990.22
. . � ��a
212B IMPOUND LOT NIGHT SUPERVISOR
12/28/02 1539.94 159636 1654.34 172831 1805.10 1889.10 1975.88 2036.23 209032
12/27/03 1549.18 1605.94 1664.27 1738.68 1815.93 1900.43 1987.74 2048.45 2102.86
I�'1
U
. . � ���
436A EQUIPMENT SERVICES MANAGER
(Appointed on/after 1/1/90)
12/28/02 1580.25 1639.06 1698.25 1774.91 1856.48 1442.00 2031.11 2Q9032 2147.16
12/27/03 1589.73 1648.89 1708.44 1785.56 1867.62 1953.65 204330 2102.86 2160.04
GRADE O10
371A BLIII.DING SUPERINfBNDBNT
226B CIRCULATION COORDINATOR
225B EVENTS COORDINATOR
606A IMPOUND LOT SUPERVISOR
260A OFFICE MANAGER
316A STOREROOM MANAGER
12/28/OZ 1625.38 1681.92 1742.13 1822.67 1906.77 1994.78 2085.12 2149.63 2208.77
12/27/03 1635.13 1692.01 1752.58 1833.61 1918.212006.75 2097.63 2162.53 2222.02
�
A-1
APPENDIX A (Continued)
GRADE Oi 1
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENIST
149B SUPERVISOR OF AQUATICS
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) �7} �8) �9)
12/28/02 1668.01 1729.63 1792.30 1874.12 1959.42 2051.45 2144.27 2205.05 2270.25
12/27/03 1678.02 1740.01 1803.05 188536 1971.18 2063.76 2157.14 2218.28 2283.87
GRADE 012
205A ASSISTANT CTTY CLERK
12/28/02 1714.55 1776,15 1841.31 192434 2013.53 2106.50 2203.23 2272.89 233339
I2/27/03 1724.84 1786.8 i 185236 1935.89 2025.61 2119.14 22I6.45 2286.53 234739
GRADE 013
307A BUSINESS ASSISTANCE PROGRAM SUPERVISOR
12/28/02 1760.99 1823.93 1891.70 1978.67 2067.59 2164.38 2267.24 2334.64 2396.48
12/27/03 1771.56 t 834.87 1903.05 f 990.54 2080.00 217737 2280.84 2348.65 2410.86
GRADE 014
595A DUPLICATING SHOP MANAGER
872 LOANS SUPERVISOR
381 RECORDER OF COUNCIL PROCEEDINGS
12/28/02 1808.77 1874.12 1943.28 2032.412127.73 2224.58 2328.81 2399.01 2465.47
12/27/03 1819.62 1885.36 1954.94 2044.60 2140.50 2237.93 2342.78 2413.40 2480.26
�
C�
�
A-2
a�'� g�
�PENDIX A (Continued)
Cl�j:7_1�7�[17�.
259 *PUBLIC WORKS TECHNICIAN IV
622A ENGINEERING TECFINICIAN SUPERVISOR-WATER
LJTII.IT'I'
428A ENGINEERING TECHrTICIAN SUPERVISOR
A B C D E F G 10-yr. 15-yr.
� � � � � � ��) �g) �
12/28/02 1859.021927.98 1997.32 2087.74 2185.59 228b.14 2393.04 2468.16 2536.20
12/27/03 1870.17 1939.55 200930 2100.27 2198.70 2299.86 2407.40 2482.97 2551.42
GRADE 016
•
245A ADMINISTRATIVE ASSISTANT
383A ADMINISTRATIVE ASSTSTANT
674 ADMINISTI2ATIVE ASSISTANT
566 ARBORIST SUPERVISOR
662A BENEFITS SUPERVISOR
191 EQUIPMENT SERVICES MANAGER
(Appointed prior to 1/i/90)
048A HOUSING INFORMATION COORDINATOR
438A SAFETY COORDINATOR
(Appointed on/after 1!1/90)
120B VIDEO PRODUCTION SUPERVISOR
12/28/02 1910.47 1980.83 2052.47 2147.93 2247.18 235139 2462.02 2536.20 2605.45
12/27/03 1921.93 1992.71 2064.78 2160.82 2260.66 2365.50 2476.79 2551.42 2621.08
GRADE 017
822 NUTRTTIONIST III
118B PARK AND RECREATION PROGRAM SUPERVISOR
554 PUBLIC SERVICE MANAGER - WATER
364 SENIOR PUBLIC HEALTH NURSE
912 SUPERVISOR OF TRAFFIC MAINTENANCE
12/28/02 1963.17 2034.81 2110.23 2205.78 2307.54 2416.79 2529.86 2609.18 2682.12
12/27/03 1974.95 204'7.02 2122.89 2219.01 2321.39 2431.29 2545.04 2624.84 2698.21
�
A-3
APPENDIX A (Continued)
� � � :
290A CONTRACT COMPLIANCE SUPERVLSOR
258A ENVIRONMENTAL HEALTH PROGRAM SUPBRVISOR
449A LIBRARIAN III
325A MEDICAL TECHNOLOGIST SUPERVISOR
196A SUPERVLSOR OF INVESTIGATIONS0.-HiJMAN RIGHTS
�
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) ts) �6) ��) �8) �9)
12/28/02 2017.20 2090.13 2166.91 2269.74 2374.02 2487.12 2602.67 2683.51 2754.03
��/�7LQ3�Q29_392102.67 2179.91 2283.36 238826 2502.04 2618.29 2699.61 2770.55
GRADE 019
640A PLAN REVIEW COORDINATOR
12/28/02 2073.75 2149.20 2227.17 233138 2440.73 2554.95 2676.84 2755.27 2833.40
12/27/03 2086.19 2162.10 2240.53 2345.37 2455.37 2570.28 2692.90 2771.80 2850.40 .
GRADE 020
601 ACCOUNTANT N
757 ASSISTANT DIRECTOR OF HUMAN RIGHTS
031A BUII.DING DESIGN CONTRACT ADMINISTRATOR
131A COMPUTER OPERATIONS SUPERVISOR
211A COMPUTER SERVICES MANAGER
588 CONSERVATORY MANAGER
617 FORESTRY MANAGER
448A LIBRARIAN III
(Appointed on/before 7/7/88)
521A LICENSE MANAGER
059A SAFETY COORDINATOR
(Appointed prior to 1/1/90)
12/28/02 2130.27 2209.45 2291.12 2397.89 2509.65 2627.80 2750.89 2834.66 2914.11
12/27/03 2143.05 2222.71 2304.87 2412.28 2524.71 2643.57 2767.40 2851.67 2931.59
�
A-4
e�-181
APPENDIX A (Continued)
� GRADE 021
569 ASSESSMENTS SUPERVISOR
098 CHIEF SURVEYOR
124A HOUSING CODE INSPECTION SUPERVISOR
335A RIGHT-ORWAY ENGINEER
674A WIC PROGRAM MANAGER
A B C D E F G 10-yr. 15-yr.
�i) �2) �3) �4) �5) �6) t�) �8) �9)
12/28/02 2188.18 2271.00 2353.94 2464.53 2580.09 2703.04 2827.60 2915.24 2997.12
12/27/03 220131 2284.63 2368.06 247932 2595.57 2719.26 2844.57 2932.73 3015.10
GRADE 022
434A DENTIST
877 PARKING ADMINISTRATOR
895 SUPERVISOR OF BUII.DING DESIGN & PLAN REVIEW
� /28/02 2249J9 2332.76 2420.63 2533.62 2652.86 277723 2907.96 2998.40 3081.53
!27/03 2263.29 2346.76 2435.15 2548.82 2668.78 2793.89 2925.41 301639 3100.02
GRADE 023
496 ACCOUNTANT V
881 SUPERVISOR OF REHABII,TTATION
350A ZONIrIG MANAGER
222A ZOO DIRECTOR
12l28/02 2313.75 2399.20 2489.63 2605.14 2727.00 2857.68 2990.92 308534 3170.90
12/27/03 2327.63 2413.60 2504.57 2620.77 274336 2874.83 3008.87 3103.85 3189.93
•
A-5
APPENDIX A (ConUnued)
[e'lc7_� 7��YL!
219A *LIBRARIAN IV
215B DEPUTY LIEP DIRECTOR-ENVIRONMENTAL HEALTH
228A EMPLOYMENT PROGRAMS MANAGER
980 INFORMATION SERVICE MANAGER-WATER UTILTTY
125B LANDSCAPE ARCHITECT IV
180A NUTRTTIONIST TV
446 PUBLIC HEALTH NURSING SUPERVISOR
433A CABLE COMMUNICATIONS OFFICER
A
(i)
2376.55
B C D E F G 10-yr. 15-yr.
�2) �3) �4) �5) �6) ��) �g) �9)
2465.77 2557.44 2679.29 2804.88 2937.00 3077.65 3170.90 3257.68
2480.56 2572.78 269537 2821.71 2954.62 3096.12 3189.93 3277.23
GRADE 24T
713A IS SYSTEMS CONSULTANT N
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
( c t c cs) c c c c .
12/28/02 2376.55 2465.77 2557.44 261836 2679.29 2742.09 2804.88 2870.94 2437.00
4. 5-yr. 5-yr. 10-yr. 15 -yr.
(10) (11) (12) (13)
300733 3077.65 3170.90 3257.68
Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr.
� ��) � � �� � ��) � �
12l27/03 2390.81 2480.56 2572.78 2634.07 2695.37 2758.54 2821.71 2888.17 2954.62
4.5-yr. 5-yr. 10-yr. 15-yr.
(10) (11) (12) (13)
302537 3096.12 3189.93 3277.23
C�
�
A-6
APPENDIX A (Continued)
�
GRADE 025
0 3-�$�
539 ACCOUNTING MANAGER
218B CENT'RAL LIBRARY PUBLIC SERVICES COORDINATOR
406 CNII, ENGINEER N
411 CNII. ENGINEER 1V--WATER UTILITY
149 DENTIST
625A LIBRARY FACILTTIES MANAGER
449 MUNICIPAL GARAGE SUPERVISOR
275A REAL ESTATE MANAGER
882 SUPERVISOR OF TECHNICAL SERVICES
621A WATER QUALTTY SUPERVISOR
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �g) �9)
12/28/02 2443.24 2537.39 2631.58 2754.60 2882.93 3019.83 3163.01 3262.81 3352.20
12/27l03 2457.90 2552.61 264737 2771.13 2900.23 3037.95 3181.99 3282.39 337231
GRADE 026
283 BUIIJDING AND HOUSING INSPECTION SUPERVISOR
� 954 HEALTH ADMINISTRATION MANAGER
287A PARKS & RECREATION MANAGER
575A POLICE RESEARCH & GRANTS MANAGER
878 PRINCIPAL DESIGNER
100A PROGRAM ADMINISTRATOR
12/28/02 2513.50 2606.40 2706.85 2830.17 2966.95 3107.65 3254.68 3355.89 3447.91
12l27/03 2528.58 2622.04 2723.09 2847.15 2984.75 312630 3274.21 3376.03 3468.60
GRADE 027
251A LIBRARY PUBLIC SERVICES MANAGER
(Appointed prior to 1/1/90)
736 LICENSE AND PERMIT MANAGER
936 PRINCIPAL PLANNER
922 SENIOR PRINCIPAL PLANNER
178A TECI-INICAL & SUPPORT SERVICES MANAGER
12/28/02 2582.58 2680.54 2781.05 2912.98 3049.92 3195.64 3347.52 3450.49 3547.41
12l27l03 2598.08 2646.62 2797.74 2930.46 3068.22 3214.81 3367.61 3471.19 3568.69
l�
A-7
APPENDIX A (Continued)
GRADE 028
464A ADMINIST'RATION MANAGER--PUBLIC WORKS
708C ATTORNEY V
300B DEPUTY DIRECTOR OF LIEP FOR LICENSES,
PERMTfS AND CUSTOMER SERVICE
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �g) �9)
12/28/02 2656.65 2755.88 2860.22 2995.88 3139.07 3284.83 3441.87 3551.11 364939
12/27/03 2672.59 2772.42 287738 3013.86 3157.90 3304.54 3462.52 3572.42 3671.29
GRADE 029
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEMS MANAGER
914 TREASZIRY MANAGER
12/28/02 2731.96 2833.86 2941.78 3080.17 3225.90 3381.48 3542.25 3651.81 3753.90
12/27/03 274835 2850.86 2959.43 3098.65 3245.26 3401.77 3563.50 3673.'72 3776.42
• • . � 1 1
143A ASSISTANT CITY ENGINEER
651 A BUSINESS DIVISION MANAGER-WATER UTILTTY
347A DIVISION MANAGER--WATER UTILITY
803 MANAGER OF DATA PROCESSING
434A VALUATION AND ASSESSMENTS ENGINEER
(Appointed on/after 1/1/90)
638A CITY BUII.DING OFFICIAL
12l28/02 2808.71 2915.39 3025.96 3168.07 3317.50 3477.15 3642.76 3753.90 386335
12/27/03 2825.56 2932.88 3044.12 3187.08 3337.41 3498.01 3664.62 3776.42 3886.53
GRADE 031
272A DEPUTY DIRECTOR-ECONOMIC DEVELOPMENT
096A DEPUTY DTRECTOR-NEIGHBORHOOD & HOUSING
095A DEPUTY DIl2ECTOR-PLANNING & DESIGN
435A DIRECTOR OF MEDICAL SERVICES
�
�
•
12/28/02 2889.09 2997.08 3111.41 3259.59 3414.23 3576.23 3747.13 3864.80 3973.06
12/27/03 2906.42 3015.06 3130.08 3279.15 3434.72 3597.69 3769.613887.99 3996.90
A-8
APPENDIX A (Continued)
�
GRADE 032
221A BUII,DING CODE OFFICER
b 3--t��l
A B C D E F G 10-yr. 15-yr.
�1) �2) �3) �4) �5) �6) ��) �8) �9)
12/28/02 2970.80 3081.42 3198.22 3352.55 3512.18 3680.52 3855.18 3977.01 4086.43
12/27/03 2988.62 3099.91 3217.41 3372.67 3533.25 3702.60 387831 4000.87 4110.95
GRADE 033
145A ASSOCIATE CTTY ENGINEER
085 CHIEF ACCOUNTANT
230B CHIEF ENGINEER-ST. PAUL REGIONAL WATER SERVICES
12/28/02 3055.00 3156.44 3289.78 3448.18 3612.71 3787.11 3967.10 4091.41 4206.12
12/27/03 307333 3175.38 3309.52 3468.87 3634.39 3809.83 3990.90 4115.96 423136
Cc7:�-\r7�iTci-!
�
232C ATTORNEY VIII
12/28/02 3141.64 3259.59 3384.05 354732 3716.92 3894.09 4081.20 4208.69 4329.41
12/27/03 3160.49 3279.15 340435 3568.60 3739.22 3917.45 4105.69 4233.94 435539
GRADE 035
737 DEPUTY CITY ATTORNEY
12/28(02 3232.05 3353.81 3482.08 365035 3822.46 4005.94 4198.20 4331.92 4452.99
12/27/03 3251.44 3373.93 3502.97 3672.25 384539 4029.98 4223.39 4357.914479.71
;e�;7\�7�Idt�i
042 DIRECTOR OF MEDICAL SERVICES
(Appointed prior to 1/1/90)
12/28/02 3616.51 3754.6A 3899.19 4086.26 4282.26 4490.81 4706.83 4854.31 4991.97
12/27/03 3638.21 3777.17 3922.59 4110.78 4307.95 4517.75 4735.07 4883.44 5021.92
�
A-9
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