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03-60ORIGINAL Council File # 03 — (_ c� Green Sheet # 204187 RESOLUTION CITY�OF SAINT PAUL, MINNESOTA Presented by Referred To Committee Date 1 2 3 4 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2003 through December 31, 2004 Agreement between the City of Saint Paul and Local Unions 2508 (Clerical) and 1842 (Technical), District Council No. 14 of the American Federation of State, County and Municipal Employees AFL-CIO. Adopted by Council: Date ��_ �j ' c� O p 3 � Adoption Ce� B � Approved by By: Council Secretary Requested by Department of: ice of abor Rel�bions i j � � o � /,, t � ` ! ' l`� /I o3—Go DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED LABOR RELATIONS January 15, 2003 GREEN SHEET No.: 204187 CONTAGT PERSOti & PRO\E: � 1N7T7wvnA7E 1NI71n7✓DpTE JULIE KRAUS 266-6513 ASSIGN 1 DEPAR7AIENT DIIL 4 CRY COUNCII. 1VUMBER 2 CITY AITORNbY � CITY CLERK MUST BE ON COUI�CII. AGEI�DA BY (DATE) FOR BIIDGET DIR. , n _ FIN. & MGT. SERVICE DIlt. JanAaTY 22� 2Q�3 ORDER G 3 MAYOR (OR ASST.) �� L� TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) acrio� xEQuesren: This resolution approves the attached January 1, 2003 through December 31, 2004 Agreement between the City of Saint Paul and the Local Unions 2508 (Clerical) and 1842 (Technical), District Counci114 of �' the American Federation of State, County and Municipal Employees, AFL CIO. � �� RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER TAE FOLLOWING QUESTIONS: _PLANNING COMMISSION _CML SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this department? CID COMMITTEE Yes No , STAFF 2. Has this person/fimi ever been a ciry empioyee? DISTRICT COURT Yes No SIJPPORTS WHICH COUNCIL OBJECTNE? 3. Dces this person/ficm possess a skitl not nomially possessed by any current city empioyee? Yes Na Explain all yes answers on separate sheet and attach to greetl sheet INITIATIMG PROBLEM, ISSUE, OPPOR7'UNITY (Who, Wday When, Where, Why): Current agreement expired December 31, 2002. nnv.a�rac�s �F arrxovEV: An agreement in place through becember 31, 2004. This agreement has been ratified by ' the union members. - � DISADVMTAGESIFAPPROVED: - None . "' DISADVANTAGES IF NOT APPROVED: ' , No agreement in place - labor unrest. s TOTAL AMOUNS OF TRANSACTION: $ COST/REVENUE BUDGETED: F171VDING SOURCE: ACTNITYNUMBER: FIIVANCIAL INFORMATION: (EXPLAIN) , i � °�.. b3 - 6� ATTAC�IMENT TO TI� GREEN SHEET LOCAL UNION 2508 DISTRICT COITNCIL 14 OF TI� AMERICAN FEDERATION OF STATE, COLTNTY, AND MLJNICIPAL EMPLOYEES, AFL-CIO Below is a summary of the changes in the Collecrive Bazgaining Agreement between the City of Saint Paul and Local Union 2508, District Council 14 of the American Federation of State, CounTy and Municipal Employees, AFL-CIO. Duration• January 1, 2003 through December 31, 2004. Wages: 2003: 3% 2004: 0.41 %* Health Insurance: The insurance contribution increase follows the same pattern as previously negotiated agreements with other bazgaining units far 2003 and are the same as negotiated in the joint union negotiation session for 2004. 2003 Single Family: 2004 Single: Family: $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) $473.63 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. (Tota1: $554.24) An amount equal to the average of the 2004 single insurance premiums. $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. *Agreed to eliminate City paid life insurance for eazly rerirees effecfive 1/1/04. (0.01% applied to wages) Agreed to limit flexible spending plan to employees who aze benefit eligibie. Deferred Compensafion: Moved City contribution date to last pay date of November to ease admuustrative burden. Increased City contribution by $0.45 per yeaz. o�-�� Part-time hours• Agreed to hold "meet and confer" meerings to discuss using senioriry as a factor when reducing hours for part-time employees. Other language chan e�s�. Agreed to renumber the index so articles would match the AFSCME Technical agreement. Agreed to change the listing of "F" step to "5 yr" for appropriate classes to clarify the salary schedule. Costs• Wages Health Ins. 2003 $465,863 $139,759 2004 $63,668 $ (actual unknown at this tnne) Total: $605,622 $63,668 + insurance costs G:\ShazedUACOMMOIV�CONIRAC'MFSCME.CLE103-04 NegWttachment-c1er03.wpd 03 �G° ATTACHIv1ENT TO TI� GREEN SHEET LOCAL iJI�IION 1842 DISTRICT COUNCIL 14 OF 'THE AMERICAN FEDERATION OF STATE, COLJNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Below is a swuinary of the changes in the Collective Bargaining Agreement between the City of Saint Paul and Local Union 1842, District Council 14 of the American Federation of State, County and Municipal Employees, AFIrCIO. Duration• January 1, 2003 through December 31, 2004. Waees: 2003:3% 2004: 0.41%* Health Insurance: The insurance contribution increase follows the same pattern as previously negotiated agreements with other bazgaining units for 2003 and aze the same as negotiated in the joint union negotiation session for 2004. 2003 Single: Family: 2004 Single: Family: $259.72 per month + plus any increase in the 2003 single premium up to $45 per month. If the single premiuxn increase is over $45, the Employer will contribute 50% of the amount over $45. (Total: $308.15) $473.63 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: $554.24) An amount equal to the average of the 2004 single insurance premiums. $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 fhe excess increase per month. *Agreed to eliminate City paid life insurance for eazly retirees effective 1/1/04. (0.02% applied to wages) Agreed to limit flexible spending plan to employees who aze benefit eligible. Deferred Compensation: Moved City contribution date to last pay date of November to ease administrative burden. Increased City contribution by $0.45 per yeaz. �3—� Part-time hours• Agreed to hold "meet and confer" meetings to discuss using seniority as a factor when reducing hours for part-tune employees. Premium Pav: Agreed to increase premium pay for the L.ead Communication Technician assigned to Police CIIZT team to $120 bi-weekly effective 1/1/04 (OAl% costed against 2004 wage increase). Post-Emplovment Health Plan: Agreed to hold "meet and confer" meetings to discuss possible implementation of a Post- Employment Health Plan. Uniform Reimbursement: Added Communication Technician and Lead Communication Technician to the uniform reimbursement article. Other language changes: Agreed to renumber the index so articles would match the AFSCME Technical agreement. Agreed to change the listing of "F" step to "5 yr" for appropriate classes to clarify the salary schedule. Clean up of class titles in the Recognition article. Costs• Wages Health Ins. 2003 $574,489 $172,347 Total: $746,836 2004 $78,514 $ (actual m�iown at this time) $78,514 + insurance costs G:\ShazedV.,RCOMMOI�CON"1'RAC'MFSCME.TEC\03-04WttachmenUtech03.wpd -"i . �� - - '�` _ � �' p3 l Z) � � � � � 2043-2064 _ � � � � � � - �. . � - AGREEMENT.- _� � _.: ; - . _ � . - � � �� BETWE'E�_�_ � � - � - .; - , _ ._ , , � � _ s � _ e _ THE CI�'Y 4F � � � � � � � � � � � .�ND ��: �- . � _ � � _ �, LOCAL UNION 1842, DISTRICT COUNCTL 14, :- ' OF THE AMERICAN FEDERATION OF .STATE, COUNTY AND 1VIUl�ICIPAL_EMRY;OYEES, AFL-CIO � � - , •t * �TICLE TITLE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 � 19 20 21 22 23 24 25 26 27 28 29 30 31 INDEX ��"(O� PAGE Preamble ....................................................................... ii Recognition ..................................................................... 1 Check ...................................................................... 3 HoursofWork .................................................................. 3 WorkBreaks .................................................................... 5 Holidays ....................................................................... 5 Grievance Procedures ............................................................. 6 City Mileage ...............•----................................................ 8 Residence ...................................................................... 9 Vacation ....................................................................... 9 Insurance....................................................................... 9 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Seniority ...................................................................... 14 Defened Compensation .......................................................... 16 Bulletin Boards ................................................................. 16 Wages ........................................................................ 17 Maintenance of Standazds ........................................................ 17 LeavesofAbsence .............................................................. 17 Military Leave ofAbsence ........................................................ 19 Management Rights ............................................................. 20 Discipline ..................................................................... 20 Vacancies ..................................................................... 21 LegalServices .................................................................. 21 No Strike-No Lockout ........................................................... 21 Severance .................................................................. 21 Temporary Employees ........................................................... 24 Nondiscrimination .............................................................. 24 Sick Leave Usagefor Dependent Caze .............................................. 24 Safety ........................................................................ 25 Uniform Reimbursement ......................................................... 26 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Termsof Agreement ............................................................. 26 Appendix .................................................................... A1 Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commihnent to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Cl • PREAMBLE � , D3-�� This agreement entered into by the CITY of Saint Paul, hereinafter referred to as the Employer, and Local Union 1842, affiliated with Council 14, and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relarions between the Employer and the Union, the establishment of rates of pay, hours of work, and other conditions of employment. • • ii � . f� 3_ l�o ARTICLE 1 - RECOGNITION � The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certificarion by the State of Mir.nesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and as set forth in Secrion 1.2 below. 1.2 The bargaining unit covered by this agreement shall consist of the following: All technical personnel who are employed by the City of St. Paul or who have their "terms and condirions of employment" established by the governing body of the Ciry of St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 67 work days per year, in the classifications of: Accounting Technician I Accounting Technician II Accounting Technician III Accounting Technician IV Adaptive Recreation Assistant Adaptive Recreation Director Architectural Drafter Trainee Architectural Drafter Assistant Rec. Center Director Business Relocation Specialist � Citizen Service Analyst City Planning Aide City Planning Technician Clinic Nurse Communications Technician Community Education/Recreation Coordinator Communications Tech Trainee Community Liaison Officer Dental Assistant Dental Hygienist Duplicating Equipment Operator (Two-Color) Engineering Aide I Engineering Aide II Engineering Assistant Environmental Health Aide Environmental Health Inspector Environmental Aealth Inspection 5upvr. Fire Aide Graphic Arts Technician--City Piamming Health and Education Assistant Health and Fducation Assistant -Cambodian/English Health and Educarion Assistant -Hmong/English Health and Education Assistant -Spanish/English Health Laboratory Technician II Housing Counselor Housing Rehabilitation Advisor I Housing Rehabilitation Advisor I- Bilingual Housing Rehabilitation Advisor II Human Rights Technician Human Resources Technician III Info & Control System Integrator Tech Info & Control System Integrator Trainee IS Information/Technical Analyst I IS Information/Technical Analyst II IS Information/Technicai Analyst III IS InformationlTechnical Analyst IV IS Systems Support Specialist III IS Systems Support Specialist IV Laboratory Technician I Lead Communications Technician Library Associate Library Associate (Part-time) License and Permit Aide License and Permit Inspector License Enforcement Auditor Lifeguard Fire Communications Operator I � Fire Communications Operator II Fire Prevention Inspector I Fire Prevention Inspector II -1- ARTICLE 1 - RECOGNITION (Continued) Loan Specialist I Loan Specialist I - Bilingual Loan Specialist II Loan Specialist Assistant Loan Specialist Assistant (Bilingual) Medica] Assistant Medical Records Practirioner Meter Technician Leadworker Real Estate Specialist Recreation Center D'uector Recreation Leader Registered Radiological Technologist Rehabilitation Supervisor Senior License Inspector Senior Pooi Attendant � Modified Duty Worker (Technical) Modified Duty Worker - Env. Health Inspector Nutrition Assistant I Nutrition Assistant I- Bilinguai Hmong/English Nutrition Assistant I - Bilingual / Spanish/English Nutrition Assistant I - Large Nutrition Assistant I - Medium Nutrition Assistant I - Small Payroll System Technician Plan Examiner I Plan Examiner II *Plan Examiner III Practical Nurse Project Facilitator I Project Facilitator II Project Management Technician Project Management Technician - Bilingual Print Production Leadworker Public Works Technician I Public Works Technician II Public Works Technician III *Title abolished except as to present incumbents. Service WorkerIII Surveyor Swimming Pool Supervisor Valuation and Assessment Aide I Valuation and Assessment Aide II Valuation and Assessment Technician I Valuation and Assessment Technician II Valuation and Assessment Technician III Video Producrion Assistant Video Production Technician Water Safety Instructor Water Utility Technician I Water Utility Technician II Water Utility Technician III Water Laboratory Aide Water Meter Technician Zoning Aide Zoning Specialist C� 13 Any present or future empioyee who is not a Union member shall be required to conhibute a fair share fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the eamings of the employee and transmit the same to the Union. In no instance shall the required contdbution exceed a pro nta shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specificaliy provided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, order 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 Secrion 13 of this Article. -2- b3-�o ARTICLE 2 - CHECK OFF �.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deducrions be made. The amounts to be deducted shall be certified to the Employer by a representarive of the Union and the aggregate deducrions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month a$er such deducfions aze made or as soon thereafter as is possible. 22 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 3.2 33 3.4 � 3.5 The normal work day shall be seven and threelfourths (7 consecu6ve hours per day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. The normal work week shall be five (5) consecutive norma] work days in any seven (7) day period. For employees on a shift basis, this shal] be construed to mean an average of thirty-eight and three-fourths (38'/<) hours per week. This section shall not be construed as, and is not a guazantee of, any hours of work per normal work day or per normal work week. Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the Head of the Department. 3.6 All employees in this bargaining unit shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by � being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 Norma] work schedules showing the emp]oyee's shifts, work days and hours shall be posted on all deparhnent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies and acts of God, and overtime may be required. 3.8 Norivithstanding Sections 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 3.3. Overtime compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standards Act. � LJ -3- ARTICLE 3- HOURS OF WORK (Continued) 3.9 For empioyees who wish to share a position, the Employer wili attempt to provide options for � implemenring a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who . share 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 10 of this agreement. In the event that one of the employees participating in the shared posirion 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 oprion of increasing the remaining employee's work hours. 3.10 Sections 3.8 and 3.9 shail not be subject to the provisions of Article 6 of this agreement. 3.11 At least fourteen (14) calendaz days prior to changing the normal work day or the normal work week, the Employer and Union shall meet and confer regarding the need for the proposed change and the possibility of other alternatives. It is also understood that deviation from such notice sha11 be permissible due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign addirional daytime, evening or weekend hours, the etnployer shall first request volunteers from among employees. Volunteers must be able to perform the job duries of the position. 3.13 Morning Differential: Oxford Pool employees represented by this unit in the rities of Life Guazd, Water Safety Instructor, Swimming Pool Supervisor and Senior Pool Attendant shall receive a � morning differential of five percent (5%) for each hour worked between 2 a.m. and 2 p.m. This moming differentiai shall only be paid for hours worked between 2 a.m. and 2 p.m. during the school year (after Labor Day and before Memorial Day). These employees shall not be eligible for the Night Differential described below. Night Differential: To any employee, except the Oxford Pool employees described above, who works on a shifi beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shifr are worked beriueen the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the enrire shift. To any employee who works on a shifr beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than five hours of the shift aze worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duties, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standard hour shift for all continuous hours worked during the snow emergency. C� � D3 -� o ARTICLE 4 - WORK BREAKS �.1 Rest Periods - All employees work schedules shall provide for a fifteen (15) minute rest period during each one-half shiR. The rest period shali be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full haif shift beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed - The following days shal] be recognized and observed as paid holidays: New Year's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving* Memorial Day Christmas Day Independence Day Two floating holidays Labor 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 falls on a Saturday, the holiday shall be observed on the preceding Friday. Whenever any of the holidays listed above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to approval of the Department Head of any employee. 53 Eligibility Requirements - In order to be eligible for a holiday with pay, an employee must be employed as of the date of the holiday and have paid hours on the payroil for that pay period. The amount of holiday time earned shail be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensarion). Paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. In neither case shall the holiday be counted as a working day for the purposes of this secrion. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Section 53, a temporary employee shaii be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary empioyee shal] be eligible for any floaring holidays. 5.5. *For all employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day, and Chrishnas Eve shall be recognized and observed as a paid minor holiday. This language � regarding the Library shall not be effective until and unless the other relevant collective bargaining agreements (PEA, SPSO, AFSCME 2508) negotiate corresponding language. -5- ARTICLE 6 - GRIEVANCE PROCEDURES 61 The Employer shall recognize stewazds selected in accordance with Union rules and regularions as the grievance representatives of the bazgaining unit. The Union shall notify the Employer in writing of the� names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union 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 working hours only when consistent with such employee's duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of the supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the pmcessing of grievances, which aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible veterans under applicable veterans' rights statutes. 6.4 Grievances shall be resolved in conformance with the following procedwe: Step 1- Upon the occurrence of an alleged violarion of this agreement, the employee involved (with or without the steward) shall attempt to resolve the matter on an informal basis with the empioyee's supervisor. � If the matter is not resolved to the employee's sarisfacrion by the informal discussion, it may be reduced to writing and refeaed to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the agreement violated, and the relief requested. Any alleged violation of the agreement not reduced to writing by the Union within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unsolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not refeaed in writing by the Union within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 3- Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Union Business Manager or his/her designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the Employer shall reply in writing to the Union stating the Employer's answer conceming the grievance. If, as a result of the written response the grievance remains unsolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the iJnion to Step 4 within seven (7) work days following receipt of the Employer's answer shall be considered waived. � � ARTICLE 6- GRIEVANCE PROCEDURES (Continued) b 3-!e � � Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the � response of the Employer in Step 3 by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shail be s�lected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will peririon the Director of the Bureau of Mediarion Services for a list of ten (10) arbitrators for each panel member for which the parties did not mutually agree. The parties shall altemately shike names from such list(s), the Empioyer striking first, until one (1) name remains. Vacancies occumng on the permanent panel during the life 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 selecrion process shall be ef£ecrive only for the duration of this agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolution of the dispute. 6.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to, or subtract from the provisions of this agreement. The arbitrator shall consider and decide only the specific issues submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions conuary to or � inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shal] be submitted in writing within thirty (30) days following close of the hearing of the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the arbitrator shali be final and binding on the Employer, the Union and the employees. 6.6 The fees and expenses for the arbitrator's services and proceedings shal] be bome equally by the Employer and the Union, provided that each pariy shall be responsibie for compensating its own representatives and wimesses. If either party desires a verbarim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievance procedure of this contract or by the provisions of the Civil Seroice Rules of the City of Saint Paul. �6.9 The provisions of this Article 6 shall not apply to Secrion 3.9 of this agreement. 6.10 The Employer agrees to provide courtesy copies of all coaespondence to the Union Business Manager or Assistant Director to the President of Local 1842. This section shall not be grievable. -7- ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own! automobiles in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation - To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addirion, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the deparknent 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 shall 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 � employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $020 per mile driven and shall not be eligible for any per diem. This Section ?.2 shall become effective February 1, 1994. 73 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal caz available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 7.4 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 stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an addirional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the Ciry Clerk. 7.5 Labor Management Committee. As part of negotiation of the 2001-2002 collective bazgaining agreement, the parties to this contract agreed to convene a labor-management committee to discuss issues related to mileage reimbursement. T'his committee will be convened in 2002 upon the request of the Union. This article 7.5 shall expire 12/31/02 unless affirmarively renewed by the parties. � ''�� ARTICLE 8- RESIDENCE D 3-� v � 81 The resolution pertaining to residence approved July 26, 1979, under Council File No. 273378 shall � apply to al] employees covered by this agreement. ARTICLE 9 - VACATION 9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service 1 st year thru 4th year Sth yearthru 9th year l Oth year thru 15th year 16th year thru 23rd year 24th year and thereafter Hours of Vacarion .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) 9.2 The Head of a Department may permit an employee to carry over up to one hundred and hventy (120) hours of vacation into the following "vacation year." For the purpose of this Article the "vacation year" shall be the fiscal year (IRS payroil reporting year). 93 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. �TICLE 10 - Il�`SURANCE Active Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for employees such health and life insurance benefits as are provided by the Empioyer at the time of execution of this agreement. 10.2 Effective for the January, 2003 insurance premiuxns, for each eligible employee covered by this aereement who is empioyed fuli-time and who selects single 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 premium increase is over $45.00 , the Empioyer will contribute 50% of the amount over $45.00 dollars. 103 C� For each eligible full-time empioyee who selects family health insurance coverage, the Employer will contribute $473.63 (amount of the 2002 family contribution) per month plus 65% of the family premium increase in 2003 up to $71.50 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 Empioyer, the Employer agrees to contribute an amount equal to the average of the 2004 single insurance premiums. �� ARTICLE 10 - INSURANCE {Continued) For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $554.24 (amount of the 2003 family contribution) per month plus 65% of the family premiu� increase in 2004 up to $71.50 per month. If the 2004 fanuly premiutn increase exceeds $110.00, the City will pay 40% of the excess increase per month. If in either yeaz the number of plans increases, the increase will be based on the average pretnium. 10.4 For the purpose of this Article, fuil-fime employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the period preceding inirial enrollment. Aalf-time employment is defined as appearing on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or period preceding inirial enrollment. Part-time employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position after the commencement of the plan year, shall be made eligible for full-rime benefits after they have completed at least forty hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay � period) position after the commencement of the plan year, shall be reduced to the benefit level applicable for the hours scheduled by the department. Such reduction shall take effect on the first month the employee does not complete a monthly qualifying pay period as a full-rime employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50°/u) of the amount contributed for full-rime employees selecring employee coverage in the same insurance plan. For each half-time empioyee who selects family health insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family health insurance coverage in the same insurance plan. For each eligible employee covered by this agreement who is empioyed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contribute seventy-five percent (75%) of the amount contributed for full-rime employees selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer wiil contribute sevenry-five percent (75%) of the amount contributed for full-time employees selecting family health insurance coverage. 10.6 Notwithstanding Secrion 10.5, employees covered by this agreement and employed half-time prior to January 1, 1986 shall receive the same health insurance contributions as full-time employees. This Sectio 10.6 applies only to employees who were employed haif-time during the month of December,1985 and shali conrinue to apply only as long as such employees remain continuously employed half-time. -10- _ ARTICLE 10 - INSURANCE (Continued) 0 3 -�o 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. �8 The conh indicated in this Article 10 shall be paid to the Employer's Group Health and Welfaze Plan. 10.9 Any cost of any premium for any City offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. 10.10 The Employer will provide a system whereby the employee's contribution toward the premiums for the employee selected health insurance coverages can be paid on a pre-tax basis while the employee is receiving taxable income through the City payroll system. Empioyees covered by this agreement, who are benefit eligible, will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. 10.11 Employees covered by this agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. Retiree Insurance 10.12 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.13 through 10.16 below, toward a health insurance � plan offered by the Employer: 10.12(1) Be receiving benefits from a public employee retirement act at the time of retirement, and 10.12(2} Have severed his/her relationship with the Ciry of Saint Paul for reasons other than misconduct, and 10.12(3) Have completed at least 20 years with the City of Saint Paul or 15 years if receiving a disability pension, excluding yeus of service with Independent School District #625 for employees hired by or transferred to the Ciry after March 31, 2001. Early Retirees 10.13 This Section shall apply to full time employees who: 10.13(1) Retire on or after January l, 1996, and 10.13(2) Were appointed on or before December 31, 1995, and 10.13(3) Have not attained age 65 at rerirement, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer Unti] such employees reach sixly-five (65) yeazs of age, the Employer agrees to contribute a masimum of � $350 per month toward the cost of single or family insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Section 10.15 will apply. -11- ARTICLE 10 - INSURANCE (Continued) 10.14 This Section shall apply to full rime employees who: 10.14(1) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3) Have not attained age 65 at rerirement, and 10.14(4) Meet the conditions of Section 10.12 above, and 10.14(5) Select a health insurance plan offered by the Employer. � u Unril such retirees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early reriree attains age 65, the provisions of Secrion 10.16 shall apply. Effective January 1, 2004, Early Retirees will no longer be eligible for City paid life insurance. Regular Retirees (Age 65 and over) 10.15 This Section shall apply to full rime employees who: 10.15(1) Rerire on or after January 1, 1996, and 10.15(2) Were appointed on or before December 31, 1995, and 10.15(3) Have attained age 65 at retirement, and 10.15(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health insurance coverage offered by the Employer to regular rerirees and their dependents. Any unused portion of the Employer's contriburion shall not be paid to the retiree. �� T'his Section shall also apply to early retirees who rerired under the provisions of Section 10.13 when such retirees attain age 65. 10.16 This Section shall apply to full time employees who: 10.16(1) Retire on or after January 1, 1996, and 10.16(2) Were appointed on or a8er January 1, 1996, and 10.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family health insurance coverage offered to regulaz retirees and their dependents. Any unused portion shall not be paid to the reriree. This Section shall also appiy to eazly retirees who rerired under the provisions of Section 10.14 when suc� early retirees attain age 65. -12- � ARTICLE 10 - INSURANCE (Continued) � 3-�b 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten (10) years of � service with the City, he/she may purchase singie or family health insurance coverage through the Employer's insurance program. The total cost of such insurance covenge shall be paid by the reriree. 10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 10.19 Survivor Insurance: The surviving spouse of an employee carrying family coverage at the time of hislher 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 shall conrinue to be eligible for city contriburion in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizarion and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is further understood that coverage shal] cease in the event of: 10. I 9(1) Subsequent remamage of the surviving spouse of the deceased employee or retiree. 10.19(2) The employxnent of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety � (90) days of said employment. 10.20 Additiona] 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. 10.21 A retiree's participation in the City's health insurance plan must be continuous. 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. ARTICLE 11 - WORKING OUT OF CLASSIFICATION 11.1 Employer shall avoid, whenever possible, working an employee on 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 during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Articie, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, al] of the significant duties and responsibilities of a posirion different from the employee's regular position, and which is in a classification higher than the classification held by such employee. � The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. 13 ARTICLE 12 - SENIORITY 12.1 Seniority, for the purpose of this agreement, shall be defined as follows: The length of continuous, regular and probarionary service with the Employer &om the date an employee was first certified and appointed � a class ritle covered by this agreement, it being further understood that senioriry is confined to the current ` class assignment held by an employee. In cases where two or more employees are appointed to the same class ritle on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 12.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 12.3 In the event it is determined by the Employer that it is necessary to reduce the work force, empioyees will be laid off by class ritle within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all titles listed on the coaesponding line under Column B. The Human Resources Department will idenrify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City deparhnent, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions are available, the Human Resources Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such ritles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original deparhnental reduction is more senior, he/she shall have the right to ciaim that posirion and the least senior City � employee in such ritles shall be the employee laid off. For the purposes of this Article, the Board of Educarion is not included as a City department nor is a Board of Educarion employee included as a City employee. Column A Deputy License Inspector I Deputy License Inspector II Engineering Aide I Engineering Aide II Fire Aide I Fire Aide II Housing Aide I Housing Aide II Housing Rehab Advisor I Housing Rehab Tninee Library Associate Library Associate (PT) Column B Deputy License Inspector I, Deputy License Inspector II Deputy License Inspector I, Deputy License InspectorII Engineering Aide I, Engineering Aide II, Traffic Eng. Aide II, Engr. Draftsman Eng. Aide I, Eng. Aide II, Tnffic Engr. Aide II, Engr. Draftsman Fire Aide I, Fire Aide II Fire Aide I, Fire Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II FIousing Rehabilitation Trainee, Housing Rehabilitation Advisor I Housing Rehabilitation Trainee, Housing Rehabilitarion Advisor I 14 � = ARTICLE 12 - SENIORITY (Continued) Column A �perations Asst- Town Sq. Park Planning AideI Planning Aide II Planning Assistant I Planning Assistant II Recreation Center Director Recreation Leader II Recreation Leader III Sanitarian Aide I �nitarian Aide II Traffic Engr. Aide II Val. & Assess. Aide I Val. & Assess. Aide II Column B Recreation Leader II, Rec. Leader I, Rec. Director I, Rec. Center Director Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II Planning Asst. I, Planning Asst. II Planning Aide I, Planning Aide II, Planning Asst. I, Planning Asst. II Recreation Leader II, Rec. Leader III Recreation Director I, Operations Asst.- Town Square Park Rec. Leader II, Rec. Leader III, Recreation Director I, Operations Asst.- Town Square Park Rec. Leader II, Rec. Leader III, Recreation Director I, Operations Asst.- Town Square Park Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II Housing Aide I, Housing Aide II Sanitarian Aide I, Sanitarian Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II Val/Assess Aide I, Val(Assess Aide II Val/Assess Aide I, VaUAssess Aide II D3-�v 12.4 In cases where there are promotional series, such as Technician I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these tities to which class seniority would keep them from being laid off, before layoffs aze made by any ciass title in any department. 12.5 12.6 12.7 � It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. Employees assigned to these divisions in the police Department: Impound Lot, Property Room, Communication Center, and/or Records, shall be allowed to bid for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a vacancy occurs within the employees' classification in their division. 15 ARTICLE 12 - SENIORITY (Continued) 12.8 In the event the employer believes it is necessary to merge, contract out or subcontract any public work performed by employees covered by this Agreement which may lead to layoff, the Employer will notify � Union no less than forty-five (45) calendar days in advance. During the forty-five (45) days, the Employe wili meet with the Union and discuss possible options to confracting out or ways and means to minimize the elimination of positions. ARTICLE 13 - DEFERRED COMPENSATION 13.1 Employees who have their compieted twenty (20) yeazs of service shall have a$75.45 deferred contribution match paid by the Employer as indicated in the eligibility requirements below. 13.2 The Employer wili match contributions by the last pay date of November of the plan year. 13.3 Eligibility Requirements: A. Employees must have been in the Technical bargaining unit effective 1/1 of the plan yeaz. B. Qualifying years of service (determined by date of hire) must have been attained by 1/1 of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the full amount ($75.45) of their contribution made by the first pay date of ! October of the plan year (or by the employee's date of separation from this bargaining unit, if such sepazation occurs before the first pay date of October) in order to receive the Employer match. E. Employees sepazated for cause from this bazgaining unit aze specifically excluded from the Empioyer match progam. ARTICLE 14 - BULLETIN BOARDS 14.1 The Employer shall provide reasonable bulletin space for use by the Union in posring notices of Union business and activiries. Said bullerin boazd space shall not be used by the Union for poIitical purposes other than Union elecrions. Use of this bullerin board is subject to approva] of the Department Head. � 16 ARTICLE 15 - WAGES (� 3-(� b " 15.1 The wage schedule, for purposes of this contract, shall be Appendix A, attached hereto. Both parties agree • that the inclusion of the classificarions and salary ranges in Appendix A does not preclude the Employer from the following: 15.1(1) Reorganizing 15.1(2) Abolishing ciassifications 15.1(3) Establishing new classificarions 15.1(4) Regrading classifications 15.1(5) Reclassifyingpositions Both parties also agree that ritles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 15.2 Individual employees may request an audit of their position whenever the nature of the work and/or responsibilities in their position have substantially changed. When an employee has submitted a fully completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Deparhnent where the employee works shall have forty (40) calendaz days to compiete their portion of the JAQ and forward it to the Office of Human Resources. The staff of the Office of Human Resources will complete the study within fifty (50) days after the fully completed job profile is submitted to Human Resources by the employee's supervisors. � If the Employer finds the emp3oyee has assumed a higher level of responsibility but does not want the employee working at that level on a permanent basis, the Employer will present the employee with a written list of duties which the employee is expected to cease performing. ARTICLE 16 - MAIl\TTEl�TANCE OF STANDARDS 16.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the rime 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 17 - LEAVES OF ABSENCE 17.1 Leave of Absence - After three months of employment, an employee may make appiicarion for a]eave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). �7.2 Sick Leave - Sick Leave shal] accumulate at the rate of .0576 of a working hour for each fuli hour on the payroll, excluding overtime. Sick ]eave accumulation is unlimited. To be eligible for sick leave, employees must report to their supervisor no later than one-half hour past their regular scheduled starting rime. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. 17 ARTICLE 17 - LEAVES OF ABSENCE (Continued) For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certificate or additionai certificates only when there is reason to suspect abuse of sick leave or to verify an employee is fit to retum to his or her position. The Employer's requirement of a certificate under this section shall not be arbitrable. 173 Any employee who has accumulated sick ]eave credits as provided above shall be gtanted leave with pay for such period of rime as the Head of the Deparknent deems necessary, on account of siclmess or injury of the empioyee, quazantine established by a public health enforcement agency, 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; and may be granted leave with pay for such rime as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 17.4 Leave Without Pay - Any employee who engages in active service in rime of war or other emergency declared by proper authority of any of the military or naval forces of the State or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. Such leaves of absence as are granted under Article 1 S shall conform to Minnesota Statutes Section 192, as amended from time to time and shall confer no additional benefits other than those granted by said statute. 17.5 Jury Duty - Employees required during their regular working hours to appeaz in court as jurors or witnesses, except in their own behalf against the City, shall be paid their regular pay while so engaged, provided that any fees that the employee may receive from the court for such service shali be paid to the City and be deposited with the Employer. Any employee scheduled to work a shift other than the norma� daytime shift shali be rescheduled to work the normal daytime shift during such rime as he/she is required to appear in court as a juror or witness. 17.6 Education Leave - Leave with pay may be granted for education purposes at the option of the Employer. 17.7 F�neral Leave - Any employee who has accumulated sick leave credits, as provided in ffie Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 17.8 An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duties ofthe exclusive representative. 17.9 Maternity and Parental Leave - Pregnant employees ofthe 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. . � = ARTICLE 17 - LEAVES OF ABSENCE (Continued) D3-�6 A twelve (12) month Parentai leave of absence without pay shall be granted to a naturai parent or an ; adoptive parent, who requesu 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 empioyee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who retum following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the heginning of their leave. 17.10 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the employee's own iilness or injury. This section appiies only to personal sick ]eave benefits payabie to the employee from the employer's general assets. For purposes of this section, "personal sick leave benefits" means time accrued and available to an employee to be used as a result of absence from work due to personai illness or injury, but does not include short-term or long-term disability or other salary continuation benefits. 17.11 An employee shall be granted up to a total of sixteen (16) hours during a school year to attend school conferences or classroom activities related to the employee's child, provided the conference or classroom activities cannot be scheduled during non-work hours. When the leave cannot be scheduled during � non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Employer. An employee shall be allowed to use vacation or compensatory time for this leave; otherwise, this leave shall be without pay. 17.12 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During such leave of absence, the emgloyee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this provision is subject to approval of the Department Head. ARTICLE 18 - MILITARY LEAVE OF ABSENCE 18.1 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law�, or who shall be a member of the Officer's Reserve Corps, the Eniisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under Federa] law, shall be enfitled to leave of absence from employment without loss of pay, seniority status, efficiency raring, vacation, sick leave or other benefits for all the time when such employee is engaged with such organizarion or component in � training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. 19 ARTICLE 18 - MILITARY LEAVE OF ABSENCE (Continued) Such leave shaIl not be allowed unless the employee (i) returns to his/her position immediately upon bein relieved from such military or naval service and not later than the expiration of rime herein limited for suc� leave, or (2) is prevented from so retuming by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continne in such military or naval service beyond the rime herein limited for such leave. ARTICLE 19 - MANAGEMENT RIGHTS 19.1 The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regularions of appropriate authoriries. All rights and authority which the City has not officially abridged, delegated or modified by this agreement are retained by the City. 19.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such ueas of discrerion or policy as the funcrions and programs of the Employer, and organizational structure and selection and direction and number of personnel. ARTICLE 20 - DISCIPLINE 20.1 The Employer wil] discipline employees for just cause only. Discipline will be in the form of: 20.1(I) Oraireprimand; 201(2) Written reprimand; 20.1(3) Suspension; 20.1(4) Reduction; 20.1(5) Discharge. 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. � 20.4 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 20.5 Discharges will be preceded by a five (5) woridng day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be enritled to a meering with the Employer representative who initiated the suspension with intent to dischazge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and discharge. 20.6 An employee to be questioned conceming an invesrigation of disciplinary action shali have the right to request that a Union representative be present. � 20.7 Grievances relating to this Article shall be processed in accordance with the grievance pmcedure under Article 6. 20 ARTICLE 20 - DISCIPLINE (Continued) 03�6 � 20.8 Any written reprimand made conceming any member of this Bazgaining Unit which is filed with the Office . of Human Resources or within any City deparhnent shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in wriring, that the reprimand has been read by said empioyee. ARTICLE 21 - VACANCIES 21.1 The Human Resources Office will inform all departments that the departmenPs payroll clerk shall post norices of all job vacancies in their department at least five days before submitting a requisition to the Human Resources Office. ARTICLE 22 - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmless, and indemnify employees against tort claims or demands, whether groundless or otherwise, arising out of alleged acts or omission occumng in the performance or scope of the employee's duties. 22.2 Notwithstanding Section 22.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the Plaintiff. �TICLE 23 - NO STRIKE - NO LOCKOUT 23.1 Neither the Union, its officers or agents, nor any of the employees covered by this agreement will engage in, encourage, sanction or support any sirike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specificaily allowed by the Public Employment Labor Re3ations Act. In the event of a violation of this Article, the Empioyer will wam employees of the consequences of their action and shall instruct them to immediately retum to their normal duties. Any employee who fails to retum to his/her full duries within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 23.2 No ]ockout, or refusal to allow empioyees to perform availabie work, shall be instituted by the Employer and/or its appointing authorities during the life of this agreement. ARTICLE 24 - SEVERANCE PAY 24.1 The Employer shall provide a severance pay program as set forth in this Article. 24.2 To be eligible for the severance pay program, an employee must meet the following requirements: � 24.2(1) The employee must be 58 years of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Emp]oyees Retirement Association (PERA). The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 21 ARTICLE 24 - SEVERANCE PAY (Continued) 24.2(2) The employee must be voluntarily separated from City employtnent or have been subject to separation by layoff or compulsory retirement. Those employees who aze discharged for. cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 242(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the rime of separation. For the purpose of this Article, employxnent in either the City or in the Independent School Disfrict No. 625 may be used in meeting this ten (10) year service requirement. Years of service with ISD #625 will be excluded for employees hired by or tiansferred to the City of St. Paul after 3/31/2001. 24.2(4) The employee must file with the Human Resources Director a waiver of re-employment which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City or with Independent School District No. 625. 24.2(5) The employee must have accumulated a minimum of sucty (60) days of sick leave credits at the time of his/her separation from service. 243 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate oFpay for the position held by the employee on the date of separation for each day of accrued sick leave, subject to a maximum of 200 accrued sick leave days. � 24.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 24.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the rime of his/her death, the employee would have met all of the requirements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 24.6 For the purpose of this severance program, a transfer &om the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. 24.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 24.8 This severance pay program shall be subject to and govemed by the provisions of City Ordinance No. 11490, except in those cases where the specific provisions of this Article conflict with said oidinance, and in such cases, the provisions of this Article shall control. 24.9 The provisions of this Article shall be effective as of December 24, 1983. � 22 ARTICLE 24 - SEVERANCE PAY (Continued) 03-(e� � 10 Any empioyee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, Secrion 1, Section 6, draw severance pay. However, an elecrion by the employee to draw severance pay under either this Article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 24.11 Sections 24.12 through 24.18 shall apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. 24.12 The Employer shall provide a severance pay program as set forth in Sections 24.13 through 24.18. 24.13 To be eligible for the severance pay program, an employee must meet the following requirements: 24.13(1) The employee must be voluntarily separated from City empioyment or have been subject to separation by ]ay-off or compulsory rerirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible far the City severance pay program. 24.13(2) The employee must file a waiver of re-employment with the Human Resources Director, 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 or with Independent School � District No. 625. 24.13(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 24.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separarion for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service in the City. Years of Service with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 10,000 24.15 For the purpose of this severance program, a death of an employee shall be considered as sepazation of employment, and if at the rime of his or her death the employee would have met all of the requirements set forth above, payment of the severance pay shal] be made to the employee's estate or spouse. �t.16 For the purpose of this severance program, a transfer from the City of Saint Pau] employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 23 ARTICLE 24 - SEVERANCE PAY (Continued) 24.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City � Ordinance No. 11490. 24.18 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490, except in those cases where the specific provisions of this Articie conflict with said ordinance. In such cases, the provisions of this Articie shall control. 24.19 Notwithstanding Secrion 24.11, any empioyee hired prior to January 1, 1990 may, upon meeting the qualificarion of Section 24.13, draw severance pay in accordance with Section 24.14. However, an election by the employee to draw such severance pay shall constitute a bar to receiving severance pay &om any other. Any employee hired on or after January l, 1990 shail only be entitled to the benefits of Secrions 24.12 thru 24.18. ARTICLE 25 - TEMPORARY EMPLOYEES 25.1 It is recognized that temporary employees are within the unit covered by this agreement, however, except as specificaily provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE 26 - NONDISCRIMINATION � 26.1 The terms and conditions of this agreement will be applied equally to employees without regard to, or discriminarion for or against any individual because of race, color, creed, sex, age, disability, or because of membership or nonmembership in the Union. 26.2 Employees wiil perform their duties and responsibiliries in a nondiscriminatory manner as such duries and responsibilities involve other employees and the general public. 263 Any member of the bargaining unit may file a grievance or discrimination complaint and there shall be no retaliarion by the City of Saint Paul for such action. ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE 27.1 In the case of a serious illness or disability of a pazent or household member, the Head of the Deparkment shall grant leave with pay in order for the employee to caze for or make arrangements for the caze 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 40 hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own iliness. An employee may also use up to forty (40) hours per incident to amange for the caze � a seriously ill or disabled child. 24 . �3-�� _ ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) ' 27.2 The Head of the Deparhnent or the Director of Human Resources may require a physician's certificate or • additional certificates at any time during an employee's use of sick leave for the purposes stated in Section 27.1 above. All such certificates shall be forwarded by the appointing officer to the Office of Human Resources. If an employee is absent because of the provisions of Section 27.1 for three or fewer calendar days he/she shall submit to the Head of the Depariment a certificate signed by the employee stating the nature of the child, parent, or household member's siclrness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultarion, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted to and approved by the Head of the Department and forwarded to the Office of Human Resources. 273 No sick leave shall be granted for the above reasons unless the employee reports to his/her Department Head the necessity for the absence not later than one-half hour after his/17er regularly scheduled time to report for work, unless he/she can show to the satisfaction of the Deparknent Head that the failure to report was excusable. 27.4 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 28 SAFETY �.1 The Employer and Employee shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee £eels that his/her work duties or responsibilities require such employee to be in a situation that violates state safety taws or legally promulgated standards, the matter shall be immediately considered by the Employer. 28.2 For those employees required by the Employer to wear safety shoes or boots, the Employer agrees to contribute $75.00 per calendar year toward the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that year. Employees may carry over up to a total of $ l50 for the purchase of shoes. Reimbursement shall be made only after investigation and approval by the immediate supervisor of the employees. 28.3(a) When the Employer establishes Labor/Management Safety Committees, the Union will select its'own members to participate. 283(b) When the Employer establishes Accident and Incident Review Boards, the Unions will not be required to participate. � u 2s ARTICLE 29 - LTNIFORM REIMBURSEMENT - 291 Tke size of all uniform reimbursements shall increase on the $rst day of each yeat of the conYract by th� same percentage amount as the general increase. 29.2 Fire Inspectors who are required to wear a specified uniform shall be reimbursed for uniform items purchased up to $463.09 per calendar year 2003 and $464.99 per calendar yeaz 2004. 293 Water Meter Technicians who are required to weaz a specified uniform shall receive an initial issue and, thereafter, a uniform reimbursement for uniform items purchased up to $282.00 per calendar yeaz 2003 and $283.16 per calendar year 2004. 29.4 The Employer will pay the cost of taundering tab coats for Aea2th Lab Technicians. 29.5 Community Liaison O�cers who are required to wear a specified uniform shall receive a one-rime uniform reimbursement for uniform items purchased up to $326.70 for 2003 and $328.04 for 2004. 29.6 Communication Technician and Lead Communications Technicians who are required to wear a specified uniform shall be reimbursed for uniform item purchased up to $265.23 per calendar yeaz 2003 and $266.32 per calendar year 2004. 29.7 Employees in the above sections of this article wiil be required to wear the uniform while on duty. Except for the Health Deparhnent Lab Technicians for whom the Cify provides Iaundry service, emptoyees witI also be responsible for the care and upkeep of their uniforms. 29.8 The Employer shall determine the process for the reimbursement of uniform items purchased. , ARTICLE 30 - SPECIAL EMPLOYMENT TITLES 30.1 Upon completion of 1040 working hours, excluding overtime hours, employees working in "Special Employment" titles recognized by the Bureau of Mediarion Services as being appropriately included in this bargaining unit shall be eligible for benefits under this agreement on the sarne basis as all other employees covered by this agreement. ARTICLE 31 - TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This ageement shall represent the complete agreement between the Union and the Employer. The parties aclrnowledge that during the negoriations which resulted in this agreement, each had the unlimited right and opportuniry to make requests and progosais with respect to any subject or matter noY removed by law from the area of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agees that the other shall not be obligated to bazgain collectively with respect to any subject or matter referred to or covered in this agreement. � �� - ARTICLE 31 - TERMS OF AGR.EEMENT (Continued) 03-�� 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and � the City of Saint Paul. In the event any provision of this agreement shall hold 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 provision shall be voided. All other provisions shall continue in full force and effect. 313 Term of Agreement - This agreement shall be in full force and effect from 7anuary l, 2003 thru December 31, 2004 and shall be automatically renewed from yeat to year thereafter untess either party shall notify the other in writing that it desires to modify or tenninate this a eement. In witness whereof, the parties have caused this agreement to be executed this /'1 � day of January, 2003. (The date was handwritten in the original signahzre copy.) 31.4 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 and the City Council, and is also subject to ratification by Local Union No. 1842. 31.5 Retroactive pay adjustments shall apply to all employees of the bargaining unit who are acrive employees on the date of signing of the agreement except those who have been terminated for cause. WITNESSES: FOR THE CITY � i <%''�-�C ason Schxn' t Labor Relations Specialist - -- -- - - �, -- _ Terry altiner Labor Relations Manager � LOCAL iJNION N0.1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUIVICIPAL EMPLOYEES AFL-CIO �� Kurt Errickson Business Representative �� Q� Robin Madsen President 27 APPENDIX A BIWEEKLY RATES �lary ranges to titles covered by this Agreement shall be as follows: Effective January l, 2003 (or closest payperiod) 3.0% increase Effective January l, 2004 (or closest payperiod) .41% increase GRADE OlA 527A MODIFIED DUTY WORKER-TECHNICAL (Salary steps created as needed - Titie used oniy upon Instructions from Worker's Comp.) GRADE 001 12/28/02 12/27/03 u A B C D E (1) (2) (3) (4) (5) 703.93 730.56 754.76 781.44 805.61 706.82 733.56 757.85 784.64 808.91 • • � 11� 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (6) (7) (8) (9) (10) 83830 856.48 886.57 904.08 921.57 841.74 859.99 890.20 907.79 92535 12/28/02 718.50 746.36 768.10 794.69 823.77 852.89 872.19 907.43 924.92 942.40 12/27/03 721.45 749.42 771.25 797.95 827.15 856.39 875.77 911.15 928.71 946.26 GRADE 003 12/28/02 734.23 758.44 785.05 814.02 841.91 872.19 894.01 924.64 942.12 959.57 12/27/03 737.24 761.55 788.27 817.36 84536 875.77 897.68 928.43 945.98 963.50 ••� 11� 12/28/02 75237 772.96 799.58 828.51 862.53 894.01 910.97 944.27 961.78 979.27 12/27/03 755.45 776.13 802.86 831.91 866.07 897.68 914.70 948.14 965.'72 983.29 GRADE 005 ---------------- 12/28/02 762.09 793.53 818.94 844.40 875.83 908.53 929.12 962.72 980.20 997.72 �/27/03 765.21 796.78 82230 847.86 879.42 912.25 932.93 966.67 984.22 1001.81 D3�� A-1 • . i 1/. A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. � (1) (2) (3} (4) (5) (6) (7) (S) (9) (10) 12/28/02 779.01 803.25 835.87 853.70 89638 929.12 948.49 986.041003.55 1021.02 12/27/03 782.20 806.54 83930 867.24 900.06 932.93 952.38 990.08 1007.66 1025.21 GRADE 007 12/28/02 795.93 823.77 852.89 881.81 915.81 950.90 975.09 1011.85 102937 1046.85 12/27/03 '799.19 827.15 856.39 885.43 919.56 954.80 979.091016.001033.59 1051.14 GRADE 008 12/28/02 81533 841.91 874.29 903.56 937.54 9'75.09 996.93 1032.76 1050.261067.74 12/27/03 818.67 84536 877.87 907.26 94138 979.09 1001.021036.991054.57 107212 �e�:�v�x�i�z� 12/28/02 829.83 862.53 894.01 922.94 956.96 996.93 1017.501057.361074.83 1092.32 12/27/03 833.23 866.07 897.68 926.72 960.88 1001.02 1021.671061.701079.241096.80 GRADE O10 • ---------------- 12/28/02 845.55 875.83 908.52 942.14 977.501015.071040.48 1079.401096.89 111439 12{27/03 849.02 879.42 912.24 946.00 981.51 1019.23 1044.75 1083.83 1101391118.96 [t� 7U 1 • 548 RECREATION LEADER A 3-mo. 6-mo. 1-yr. 2-yr. 3-yr. 4yr. 10-yr. 15-yr. 20-yr. 25-yr. (i) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) 12/28/02 768.90 82431 879.75 935.15 968.77 1004.161041.72 1067.121106.06 1123.521141.04 12/27/03 772.05 827.69 88336 938.98 972.741008.28 1045.99 1071.501110.591128.131145.72 GRADE Ol l 12/28/02 864.95 896.38 929.12 959.19 1000.541040.481063.45 1104.001121.48 1138.99 12/27/03 868.50 900.06 932.93 963.12 1004.64 1044.75 1067.81 1108.53 1126.08 1143.66 � 1:63 GRADE 012 � 12/28/02 12/27(03 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 883.09 915.81 950.90 985.60 1023.49 1063.45 108'7.68 1129.83 1147.29 1164.79 886.71 919.56 954.80 989.641027.69 1067.81 1092.141134.461151.991169.57 GRADE 013 12/28/02 904.90 937.54 975.091007.55 1050.20 1090.08 1117.91 1160.50 1177.98 1195.50 12/27/03 908.61 94138 979.09 1011.68 1054.51 1094.55 1122.49 1165.26 1182.81 1200.40 GRADE 014 12/28/02 924.25 956.96 996.93 1031.97 1070.77 1113.101142.16 1183.88 1201.37 1218.85 12/27I03 928.04 960.88 1001.02 1036.201075.16 1117.66 1146.84 1188.73 1206301223.85 GRADE O15 340A VIDEO PRODUCTION ASSISTANT /28/02 /27/03 943.66 977.50 1015.07 1053.801094.94 1142.16 1166.36 1212.12 1229.61 1247.09 947.53 981.51 1019.23 1058.121099.43 1146.841171.141217.091234.65 1252.20 GRADE 016 037A SERVICE WORKER III 12/28/02 12/27/03 967.83 1002.93 1041.72 1081.63 1122.77 116636 1194.20 1241.64 1259.12 1276.62 971.80 1007.04 1045.99 1086.06 1127.37 1171.14 1199.10 1246.73 1264.28 1281.85 GRADE 16U A B C D (1) (2) (3) (4) 12/28/02 12.11 14.78 17.44 20.07 12/27/03 12.16 14.84 17.51 20.15 GRADE 017 � /28/02 987.201023.491063.451104.681148.191195.471228.101273.531291.021308.50 /27/03 991.251027.691067.811109.211152.901200371233.141278.751296.311313.86 D� I:�3 I . � A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. � (i) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1009.00 1050.20 1090.08 1 I 30.63 1177.26 1224.48 1253.53 1304.25 1321.77 1339.25 12/27/03 1013.14 1054.51 1094.55 1135.27 1182.09 1229.50 1258.67 1309.60 1327.19 1344.74 GRADE 019 ---------------- 12/28/02 1031.97 1070.77 1113.10 1158.26 1205.121253.53 1285.01 1335.00 1352.501369.98 12/27/03 1036.20 1075.16 111'7.66 1163.01 1210.06 1258.67 1290.28 1340.47 1358.05 1375.60 GRADE 020 12/28/02 1056.21 109734 114335 1190.60 1236.61 1286.23 1318.92 1370.65 1388.13 1405.65 12/27{03 1060.54 1101.84 1148.04 1195.48 1241.68 1291.50 132433 1376.27 1393.82 1411.41 GRADE 021 12/28/02 1081.631122.771166.361211.541262.001315.271349.151402.581420.071437.58 • I Z/27/03 1086.06 112 73 7 1171.14 1216.51 1267.17 1320.66 1354.68 140833 1425.89 1443.47 GRADE 022 121A ADAPTNE RECREATION ASSISTANT 284A CTTY PLANNING AIDE 618 DENTAL ASSISTANT 167 ENGINEERING AIDE I 313A HEALTH & ED ASST-CAMBODIAN/ENG 312A HEALTH & ED ASST-HMONG/ENG 311A HEALTH & ED ASST-SPAI�tISH/ENG 064A HEALTI3 & EDUCATION ASSLSTANT 410A LICENSE AND PERMTT AIDE 351A NUT ASST I-BII.INGUAL HMONG/ENG 364A NUT ASST I-BILINGUAL SPAN/ENG 066A NUTRITION ASSISTANT I 606 WATER LABORATORY AIDE 12/28/42 ]] 04.68 I 148.19 1195.47 1247.47 1297.08 1351.58 1386.71 1440.69 1458.17 1475.66 12/27/03 1109.21 1152.90 1200.37 1252.58 1302.40 1357.12 1392.401446.60 1464.15 1481.71 � A-4 GRADE 22E � 252A ENVIF20NMENTAL HEALTH AIDE 252M MODIFIED DUTY WORKER-TECHNICAL A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. (1) {2) (3) (4) (5) (6) (7) (8) (9} (10) 12l28(02 1104.68 1148.19 1195.47 1247.47 1318.92 1312.161430.25 1484.71 1523.52 1586.91 20-yr. 25-yr. (11) (12) 1604.40 1621.87 A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 1109.21 1152.90 120037 1252.58 132433 1377.79 1436.11 1490.801529.77 1593.42 20-yr• 25-yr. (11) (12) 1610.98 1628.52 GRADE 22L � 12/28/02 12/27/03 066L NUTRITION ASSISTANT I- LARGE A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1168.68 1212.19 1259.47 1311.47 1361.08 1415.58 1450.71 1504.69 1522.17 1539.66 1173.21 1216.90 126437 1316.58 1366.40 1421.12 1456.40 1510.60 1528.15 1545.71 GRADE 22M 066M NLTI'RTI'ION ASSISTANT I- MEDItJM 12/28/02 1156.68 1200.19 1247.47 1299.47 1349.08 1403.58 1438.71 1492.69 1510.17 152'7.66 12/27/03 1161.21 1204.90 1252.37 1304.58 1354.40 1409.12 1444.40 1498.60 1516.15 1533.71 GRADE 22S Q66S NUTRITION ASSISTANI' I- SMALL 12/28/02 1144.68 1188.19 1235.4? 1287.47 1337.08 1391.58 1426.71 1480.69 1498.17 1515.66 12/27/03 1149.21 1192.90 1240.37 1292.58 1342.40 1397.12 1432.40 1486.60 1504.15 1521.71 • A-5 �3-l�b GRADE 023 373A COMMUNITY LIAISON OFFICER A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 22/28/02 1132.29 12 77.26 1224.48 1270.82 1324.42 1380.64 1414.54 1466.50 1484.00 150t.51 12/27/03 1136.93 1182.09 1229.501276.03 1330.35 138630 142034 1472.51 1490.08 1507.67 GRADE 024 558 ASST. REC. CENTER DIRECTOR 312 VALUATION & ASSESS AIDE I 12l28/02 1161.56 120632 1254.70 1308.03 1362.49 1418.18 1453.25 1513.15 1530.65 1548.13 12/27/03 116632 1211.27 1259.84131339 1368.08 1423.99 1459.21 151935 1536.93 1554.48 GRADE 025 � 318A FIIZE AIDE 893 MEDICAL ASSISTANT 025A PLAN EXAMINER I 12/28/02 12/27/03 1186.95 1231.72 1285.01 1333.44 1389.11 1443.60 148230 1540.19 1557.68 1575.19 1191.82 1236.77 1290.28 1338.91 1394.81 1449.52 148838 1546.501564.07 1581.65 � GRADE 026 O15 ARCHITECTURAL DRAFTER TRAINEE 168 ENGINEERING AIDE II 579A LOAN SPECIALIST ASSISTANT 580A LOAN SPECIALIST ASST-BILINGUAL 324 VALUATION & ASSESS AIDE II 12/28/02 12/27/03 1214.74 1269.28 1318.92 1372.16 1430.25 1484.71 1523.52 1586.91 1604.38 1621.87 1219.72 1274.48 I32433 1377.79 1436.11 1490.80 1529.77 1593.42 1610.96 1628.52 GRADE 027 12/28/02 12/27/03 1214.74 1270.48 1322.89 1377.07 1437.48 1500.50 1541.63 160039 1617.83 163536 1219.72 1275.69 132831 1382.72 1443.37 1506.65 1547.95 1606.95 1624.46 1642.06 r l �J A-6 .� 561A LIBRARY ASSOCIATE � 558A LIBRARY ASSOCIATE (PART-TIME) 468A VIDEO PRODUCTION TECHNICIAN A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1247.47 1295.87 1351.58 1407.30 1448.15 1533.19 1573.11 1638.50 1656.00 1673.51 12/27/03 1252.5 8 1301.18 13 S 7.12 1413.07 1454.09 1539.48 1579.56 1645.22 1662.79 16803 7 GRADE 28L 237B LIEP INSPECTOR I 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) 12/28/02 1247.47 1295.87 1351.58 1379.44 140730 1427.68 1448.15 1490.67 1533.19 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. (lo) (11) (i2) (13) (la) 1553.15 1573.11 1638.50 1656.00 1673.51 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. � � � �d) � � ��) �g) � �/27l03 1252.5 8 1301.18 1357.12 1385.10 1413.07 1433.53 1454.09 1496.78 1539.48 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. (lo> (11) (1z> (13) (14) 1559.�2 1579.56 1645.22 I662J9 1680.37 Cel7\��ly�; 393A CITIZEN SERVICE ANALYST 279A CITY PLANNING TECHNICIAN 609A COMMUNICATIONS TECH TRAINEE 369A DUPLICATING EQUIP OPERATOR (TWO-COLOR) 145B HOUSING REHAB ADVISOR TRAINEE(BI-LINGUAL) 112A LABORATORY TECHNICIAN I A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1276.53 1332.24 1389.11 1444.84 1510.17 1575.56 1617.84 1683.99 1701.45 1718.97 12/27/03 1281.76 1337.70 1394.81 1450.76 151636 1582.02 1624.47 1690.89 1708.43 1726.02 . 03 -�� A-7 GRADE 030 685 ACCOUNTING TECHIVICIAN I � 016 ARCHITECTURAL DRAFTER 615 GRAPHIC ARTS TECH--CTTY PLANNING 197A HUMAN RIGHTS TECfINICIAN 115A MEDICAL RECORDS PRACTITIONER 067A NUTRTI'ION ASSISTANT II 170B PRO7ECT MANAGEMENT TECH - BILINGUAL 078A PROJECT MANAGEMENT TECHNICIAN 373 PUBLIC WORKS TECHNICIAN I 357 VALUATION & ASSESS TECH I 619A WATER METER TECFINICIAN 523 WATER UTILITY TECHNICIAN I 343A ZONING AIDE A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1309.21 1364.89 1420.58 1483.55 1547.67 1615.43 1656.65 1726.92 1744.46 1761.90 12/27/03 1314.58 1370.49 1426.40 1489.63 1554.02 1622.05 1663.441734.00 1751.61 1769.12 GRADE 30T 705A LS INFO/TECH ANALYST I Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. � (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1309.21 1364.89 1420.58 1451.96 1483.55 1515.61 1547.67 1581.57 1615.43 1656.65 15-yr. 20-yr. 25-yr. (10) (11) (12) 1726.92 1744.46 1761.90 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yt. 3.5-yr. 4-yr. 10-yr. � � � � � � ��) �$) � � 12/27l03 1314.58 1370.49 1426.40 1457.91 1489.63 1521.82 1554.02 1588.05 1622.05 1663.44 15-yr. 20-yr. 25-yr. (10) (11) (12) 1734.00 1751.61 1769.12 GRADE 031 12/28/02 1340.67 1398.78 1456.90 1517.45 1585.26 1655.43 1700.23 1766.33 1783.82 180128 12/27/03 1346171404.511462.871523.671591.761662.221707.201773.571791.131808.67 • A-8 GRADE 032 " 171B HOUSING REHAB ADV I(BI-LING) � 125A HOUSING REHAB ADVISOR I 200A LICENSE ENFORCEMENT AUDTI'OR 863 LOAN SPECIALIST I 612A LOAN SPECIALIST I (BI-LINGUAL) 178 PRACTICAL NURSE A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3} (4) (5) (6) (7) (8) (9) (10) 12/28/02 13 74.57 1436.32 1498.06 155736 1627.58 1701.42 174136 1819.10 1836.57 1854.06 12/27/03 1380.21 1442.21 1504.20 1563.75 1634.25 1708.40 1748.50 1826.56 1844.10 1861.66 GRADE 033 441 CLII�IC NLTRSE 138 DENTAL HYGIENIST 12/28/02 1408.47 1471.41 1535.62 1603.35 1669.99 174136 1792.21 1868.27 1885.77 1903.23 12l27/03 1414.24 1477.44 I 541.92 1609.92 1676.84 1748.50 1799.56 1875.93 1893.50 1911.03 GRADE 034 � 686 ACCOLTNTING TECHNICIAN II OSOA FIRfi COMMiJNICATIONS OPR I 601A INFO & CONTROL SYS INT TRAINEE 156A LICENSE AND PERMIT INSPECTOR 202B METER TECH LEAD WORKER 632A PRINT PRODL3CTIOI� LBAD WORKER 374 PUBLIC WORKS TECHNICIAN II 524 WATER UTILITY TECHNICIAN II 12/28J02 1444.84 1510.17 1575.56 1644.56 1717.201792.21 1840.64 1916.18 1933.66 1951.13 12/27/03 1450.76 1516.36 15 82.02 1651.30 1724.24 1799.56 1848.19 1924.04 1941.59 1959.13 GRADE 035 03-�� 253A ENVIRONMENTAL HEALTH INSPECTOR 319A FII2E PREVENTION INSPECTOR I 113A HEALTH LABORATORY TECHNICIAN II 047A HOUSII3G COUNSELOR 253M MODIFIED DUTY WORKER-ENV HEAL'TII INSPECTOR 026A PLAN EXAMINER II 289A REGISTERED RADIOLOGICAL TECHNOLOGIST 371 VALUATION & ASSESS TECH II �/28/02 1483.55 1547.67 1615.43 1685.71 1760.77 1840.64 1887.85 1967.77 1985.28 2002.75 12/27/03 1489.63 1554.02 1622.05 1692.62 1767.99 1848.19 1895.59 1975.84 1993.42 2010.96 A-9 GRADE 036 122A ADAPTIVE RECREATION DIItECTOR ' 204X COMIvIUNICATIONS TECfINICIAN W/O PREM � OS 1A FIRE CONIMUNICATIONS OPR II 126A HOUSING REHAB ADVISOR II 869 REAL ESTATE SPECIALIST OSSA RECREATION CENTER DIFtECTOR 474 SURVEYOR A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. �l) � �3) � � � ��) �g) � � 12f28/02 1523.52 1590.04 1659.09 1731.69 1809.15 1891.4& 194235 2024.28 2041.78 2059.28 12/27/03 1529.77 1596.56 1665.89 1738.79 1816.57 1899.24195031 2032.58 2050.15 2067.72 GRADE36A 204B *COMMiJNICATIONS TECH W/ PREMNM 12/28/02 1584.46 1653.64 1725.45 1800.96 1881.52 1967.14 2020.04 2105.25 2123.45 2141.65 12/27/03 1590.96 1660.42 1732.53 1808.34 1889.23 1975.21 202832 2113.88 2132.16 2150.43 � � .: 204K *COMMUNICATIONS TECH-CIlZT 12/28/02 1664.46 1733.64 1805.45 1880.96 1961.52 2047.14 210Q.04 2185.25 2203.45 2221.65 • 12/27/03 1670.96 1740.42 1812.53 1888.34 196923 205521 2108.32 2193.88 2212.16 2230.43 GRADE 36L 238B LIEP INSPECTOR II 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) (7) (8) (9) 12/28/02 1523.52 1590.04 1659.09 169539 1731.69 1770.42 1809.15 185031 1891.48 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. (10) (11) (12) (13) (14) 1916.91 194235 2024.28 2041.78 2059.28 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) �7) �8) �9) 12/27/03 1529.77 1596.56 1665.89 1702.341738.79 1777.68 1 S 16.57 1857.90 189924 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. (10) (11) (12) (13) (14) 1924.77 1950.31 2032.58 2050.15 2067.72 � A-10 � 12/28/02 GRADE 36T 706A IS INFO/TECH ANALYST II 7Q2A IS SYSTEMS SUPPORT SPEC III Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1523.52 1590.04 1659.09 169539 1731.69 1770.42 1809.15 185031 1891.48 194235 15-yr. 20-yr. 25-yr. (11) (12) (13) 2024.28 2041.78 2059.28 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 1529.77 1596.56 1665.89 170234 1738.79 1777.68 1816.57 1857.90 1899.24 195031 15-yr. 20-yr. 25-yr. (11) (12) (13) 2032.58 2050.15 2067.72 GRADE 037 A B C D E 5-yr. 10-yr. I S-yr. 20-yr. 25-yr. �j) �Z) � � � � ��) � � � �/28/02 1563.43 1630.02 1702.66 1775.83 1853.93 1938.70 198839 2077.12 2094.62 2112.12 12/27/03 1569.84 1636.70 1709.64 1783.11 1861.53 1946.65 1996.54 2085.64 2103.21 2120.78 •.� 1 027A *PLAN EXAMINER III 049A COMMUNITY EDUCATION/REC COORDINATOR 548A IIVFO & CONTROL SYSTEM INT TECH 205X LEAD COMMUrTICATIONS TECH W/O PREM 604A PROJECT FACILITATOR I 375 PUBLIC WORKS TECHNICIAN III 870 REHABILITATION SUPERVISOR 390 VALUATION & ASSESS TECH III 525 WATER UTII,TTY TECHNICIAN III 12/28/02 12/27/03 1605.79 1672.40 1748.65 1823.71 1907.24 198839 2046.46 2131.23 2148.69 2166.19 161237 1679.26 1755.82 1831.19 1915.06 1996.54 2054.85 2139.97 2157.50 2175.07 ��7 �2l28/02 12/27/03 205B *LEAD COMMUNICATIONS TECH W/ PREM 1670.02 173930 1818.60 1896.66 1983.53 2067.93 212832 2216.48 2234.64 2252.84 1676.86 1746.43 1826.05 1904.441991.66 2076.40 2137.04 2225.57 2243.80 2262.07 (��-�15 A-11 Ce3:7_��3:�: 205K *LEAD COMMiJNICATIONS TECH-CIRT A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. ( ��) � � � �� g) � � 12/28/02 1750.02 181930 1989.60 1976.66 2063.53 2147.93 220832 2296.48 2314.64 2332.84 12/27/03 1796.86 1866.43 1946.05 2024.44 2111.66 2196.40 2257.04 2345.57 2363.80 2382.07 GRADE 039 432A PAYROLL SYSTEM TECHNICIAN 12/28/02 12/27/03 GRADE 040 I645.76 1718.38 1794.61 1869.93 1955.68 2064.61 2099.75 2208.59 2226.09 2243.56 1652.51 1'725.43 1801.97 1877.60 1963.70 2073.07 210836 2217.65 2235.22 2252.76 � 353 ACCOUNTING TECHNICIAN III 871 BUSINESS RELOCATTON SPECIALIST 254A ENVIRONMENTAL HEALTH INSPECTOR SUPERVISOR 921A HLTMAN RESOURCES TECHNICTAN III 169A LOAN SPECIALIST II 522A SENIOR LICENSE INSPECTOR 349A ZONING SPECIALIST 12/28/02 12/27l03 1689.33 1764.40 184431 1921.77 2008.93 2100.90 2156.60 225036 2267.84 228536 1696.26 1771.63 1851.87 1929.65 2017.17 2109.512165.44 2259.59 2277.14 2294.73 • GRAUE 40T 707A LS INFO/TECH ANALYST III 703A IS SYSTEMS SLFPPORT SPEC IV Start 6-mo. i-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. � �Z) � � � � ��) �g) � �1�) 12/28/02 168933 1764.40 1844.31 1883.041921.77 196536 2008.93 2054.92 2100.90 2156.60 I S-yr. 20-yr. 25-yr. (11) (12) (13) 2250.36 2267.84 228536 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 1696.26 1771.63 1851.87 1890.76 1929.65 1973.42 2017.17 2063.35 2109.51 2165.44 15-yr. 20-yr. 25-yr. (11) (12) (13) 2259.59 2277.14 2294.73 r1 U A-12 � 12/28/02 12/27/03 GRADE 041 873 ENGINEERING ASSISTANT 320A FIRE PREVENTION INSPECTOR II A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6} (7) (8) (9) (10) 1734.12 1810.37 1892.73 1976.23 2065.82 2157.79 2217.12 2313.03 2330.53 2348.03 1741.23 1817.79 1900.49 198433 2074.29 2166.64 2226.21 2322.51 2340.09 2357.66 GRADE 042 605A PROJECT FACILITATOR II 12/28l02 1781.35 1862.43 1944.78 2a29.51 212030 2217.12 2278.84 2374.45 2391.96 2409.45 12/27/03 1788.65 1870.07 1952.75 2037.83 2128.99 2226.21 2288.18 2384.19 2401.77 241933 Cel: :7\�]siy�� 239B LIEP INSPECTOR 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) (7) (8) (4) 12/28/02 178135 1862.43 1944.78 1987.15 2029.51 2074.90 2120.30 2168.71 2217.12 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. � (io� �il> �i2� <is} �ia> 2247.98 2278.84 2374.45 2391.96 2409.45 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr 4-ys. �1) (2) (3) �4) �5) �6) ��) �g) �9) 12/27/03 1788.65 1870.07 1952.75 199530 2037.83 2083.41 2128.99 2177.60 2226.21 7-yr. 10-yr. 15-yr. 20-yr. 25-yr. (10) (ll) (12) (13) (14) 2257.20 2288.18 2384.19 2401.77 241933 GRADE 043 12/28/02 12J27J03 1829.71 1910.89 1995.55 2078.99 2179.59 2275.22 2338.15 2439.62 2457.11 2474.61 1837.21 1918.72 2003.73 2087.51 2188.53 2284.55 2347.74 2A49.62 2467.18 2484.76 . . � �,n 890 ACCOUNTII3G TECHI�IC3AI3 IV �2/28/02 12/2'7/03 1875.71 1961.68 2050.07 2144.50 2238.88 233938 2404.77 2509.64 2527.13 2544.66 1883.40 1969.72 2058.48 2153.29 2248.06 2348.97 2414.63 2519.93 2537.49 2555.09 �j�_(�b A-13 , ♦I 708A IS INFO/TECH ANALYST N Start 6-mo. 1-yr. 1.5-yr. Zyr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. � �l) ��) � � � � ��) � � � 12/28/02 1875.71 1961.68 2050.07 2097.29 2144.50 2191.70 2238.88 2289.14 233938 2404.77 15-yr. 20-yr. 25-yr. (11) (12) (13) 2509.64 2527.13 2544.66 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 1883.40 1969.72 2058.48 2105.89 2153.29 2200.69 2248.06 2298.53 2348.97 2414.63 I S-yr. 20-yr. 25-yr. (11) (12) (13) 2519.93 2537.49 2555.09 GRADE 045 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) . 12/28/02 1927.81 201135 2104.55 2194.91 2300.65 2407.17 2473.75 2582_14 2599.64 2617.16 12/27/03 1935.71 2019.60 2113.18 2203.91 2310.08 2417.04 2483.89 2592.73 261030 262'I.89 . . � 1�. 12/28/02 1978.63 2067.02 2161.43 225830 2363.58 2472.58 254031 2647.25 2664.75 2682.25 12/27/03 1986.74 2075.49 2170.29 2267.56 2373.27 2482.72 2550.73 2658.10 2675.68 2693.25 GRADE 047 12l28/02 203434 2121.48 2219.54 2322.45 2424.08 2536.71 2606.91 2719.76 2737.24 2754.76 12/27/03 2042.68 2130.18 2228.64 2331.97 2434.02 254'7.11 2617.60 2730.91 2748.46 2766.05 � 1� 12/28/02 208637 2180.81 2278.84 2378.50 2489.50 2602.04 2672.29 2792.24 2809.74 282'7.24 12/27/03 2094.92 2189.75 2288.18 2388.25 2499.71 2612.71 2683.25 2803.69 2821.26 2838.83 • A-14 [e�:�. � . . A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) /28/02 2144.50 2238.88 233938 2441.34 2559.70 2679.56 2752.19 2872.13 2889.58 2907.09 12/27(03 2153.29 2248.06 2348.97 245135 2570.19 2690.55 2763.47 2883.91 2901.43 2919.01 GRADE O50 12/28/02 2200.16 2303.07 2409.58 2516.19 2634.75 2755.80 2832.08 2955.66 2973.16 2990.66 12/27/03 2209.18 2312.51 2419.46 2526.51 2645.55 2767.10 2843.69 2967.78 298535 3002.92 GRADE O51 140B LIFE GUARD lst 500 (1) 12/28/02 8.45 12/27/03 8.48 2nd 500 �2) 8.72 8.76 3rd 500 4th 500+ (3) (4) 8.98 9.26 9.02 930 Cei7 � t � 12/28/02 12/27/03 1 st 500 (1) 10.08 10.12 141 B SENIOR POOL ATTENDANT 2nd 500 3rd 500 4th 500 Sth 500 &+ �2) �3) �4) t5) 10.35 10.63 10.90 11.18 10.39 10.67 10.94 11.23 GRADE 053 142B SWIMMING POOL SUPERVISOR 12/28/02 12/27J03 lst 500 (i) 11.71 11.76 2nd 500 �2) 11.99 12.44 3rd 500 (3) 12.27 12.32 4th 500 Sth 500 &+ (4) (5) 12.52 12.80 12.57 ]2.85 GRADE 054 144B WATER SAFETY INSTRUCTOR 1 st 500 (1) {28/02 8.98 2/27/03 9.02 2nd 500 �Z) 9.26 9.30 3rd 500 (3) 9.54 9.58 4th 500 & + (4) 9.82 9.86 , A-15 APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY � MEMORANDUM OF AGREEMENT BETWEEN THE CTTY OF ST. PAUL and AFSCME CLERICAL AND TEC�INICAL LTNITS a3-�� This agreement is entered into by and between the City of Saint Paul, Division of Information Services and the AFSCME Clerical and Technical bargaining units (Union). Employees of the Division of Information Services (IS) who aze telephoned at home or paged and are subsequently requested to resolve a crirical information system problem, shall be granted two hours minimum compensation either in compensatory time or pay for their efforts per incident. An incident shall begin when the telephone or page is answered and end when the problem is either resolved or further efforts are deemed futile. Tlvs means multiple calls regarding the same problem are considered one incident. 2. If the IS employee is represented by the AFSCME Clerical or Technical bargaining unit and resolution of the problem takes less than one and one half hours, the employee will be paid straight time for the two hour minimum. If the resolution of the problem takes more than one and one half hours, then the overtime provisions of the contract will apply. 3. The City and the Union agree that this language is experimental and shall not extend beyond the term of this Agreement unless both parties act affirmatively to renew or modify this clause in bargaining for the next contract. • CITY OF SAINT PAUL ��z%��`C son Schmidt Labor Relations Specialist �, �L� Terry tiner Labor Relations Manager n U LOCAL UNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COLJNTY AND M[ JNICIPAL EMPLOYEES LEGAL �� Kurt Errickson, Business Agent � WJ'f 7f'd�j yy/ `Rob� ad� , Presidei , Local 1842 � i � C APPENDIX C- COMMITMENT TO LMCHI � �3-�� This letter confums that the parties entered into the 2003-2004 agreement with the following intentions and �ectations regarding the health insurance issues that face the City: • The rising wst of health insurance is an issue of vital importance to both the City and its employees. The responsibility to contain these costs fa11s jointly on the City, its Unions and the employees. The City's 7oint Labor-Management Committee on Health Insurance (LMCII� is a longstanding forum that has successfully resolved issues of joint concem in the past. The parties to ttus letter believe the LMCffi is a forum that must continue to be supported. By signing this letter, the parties hereby renew their commihnent to wark in good faith on the LMCHI and support the bylaws of the committee which encourages the Administration of the City to seek a consensus recommendation from all the Unions prior to making any changes in plan design. CITY OF SAINT PAUL LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COITNTY AND MiJNICIPAL EMPLOYEES LEGAL �� Kurt Errickson, Business Agent Relarions Specialist � �iL� Terry a tiner Labor Relations Manager Mgmt Co-Chair of LMCHI r Guilfoile Risk Manager � � ^ Mazcella Schillinger, President, Loca12508 �'�� a r � �l� Robin Madsen, Presi nt, Local 1842 C1 k J',. � ,� i _ 2003 - 2004 i lD p.3 �. �- - AGREEMEIVT. ' � � � � � , _ . BETWEEN =. � � � � �'HE�CITY- O�' SAINT PAUL- - - _: � _ ��_ � �� ` � . - - � � � � � . A1vI� _. - - � -� � �OC�L UI�ION"Z�O�:., _ .. DISTRICT COUNCIL 14 _ ' nF THE AMERICAI�T �'EDERATION �F S,TATE, - C(lUNTY AN➢ MUI��iPAL ENIPLOYEES, AFL-CI4 .'. .' �� _ ,._ .. . V INDEX 43-�b �TICLE TITLE PAGE Preamble ................................................................. ii 1 Recognition .............................................................. 1 2 Check Off ................................................................ 2 3 HoursofWork ............................................................ 3 4 Work Breaks .............................................................. 4 5 Holidays ................................................................. 4 6 Employee Rights- Grievance Procedure ........................................ 5 7 City Mileage .............................................................. 7 8 Residence ................................................................ 8 9 Vacation ................................................................. 9 10 Insurance ................................................................ 9 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 12 Deferred Compensarion .................................................... 14 13 Bulletin Boards .......................................................... 15 14 Wages .................................................................. 15 IS Maintenance of Standards .................................................. 15 16 Leavesof Absence ........................................................ 16 � Military Leave of Absence .................................................. 18 ManagementRights ....................................................... 18 19 Seniority ................................................................ 18 20 Discipline ............................................................... 20 21 Vacancies ............................................................... 21 22 No Sh Lockout ..................................................... 21 23 Severance Pay ........................................................... 22 24 Temporary Employees ..................................................... 24 25 Nondiscrimination ........................................................ 25 26 LegalServices ........................................................... 25 27 Sick Leave Usagefor Dependent Care ........................................ 25 28 Safety .................................................................. 26 29 Uniform Reimbursement ................................................... 26 30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 31 TermsofAgreement ...................................................... 27 Appendix ........................................................... Al Appendix B - Critical Incident Resolution Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B 1 Appendix C - Joint Commitment to LMCHI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Cl � 1 b3-� b PREAMBLE � This agreement entered into by the City of Saint Paul, hereinafter refened to as the Employer, and Local Union 2508 affiliated with Council 14 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relarions between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolurion of differences, and the establishment of rates of pay, hours of work, and other condirions of employment. � � 11 �� b ARTICLE 1 - RECOGNITION � The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outiined in the certification by the State of Minnesota, Bureau of Mediation Services, dated 7uly 12, 1973, in Case No. 74-PR-61-A and as amended as set forth in Section 1.2 below. 1.2 The bar�aining unit covered by this agreement shall consist of the following: All office, clerical, and administrarive personnei who are employed by the City of Saint Paul or who have their "terms and conditions of employmenY' established by the goveming body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hows per week or 35 percent of the normal work week and more than 67 work days per year, in the classifications of: Accounting Clerk I Accounting Clerk II Animal Control Officer Asst. Supv. o£ Water Billing Building Permit Clerk Cashier Chief Meter Reader Clerical Supervisor Clerical Trainee � Clerk I Clerk II Clerk III Clerk IV Clerk-StenographerI Clerk-Stenographer II Clerk-StenographerIII Clerk-Typist I Clerk-Typist II Clerk-Typist II (bilingual) Clerk-Typist III Conservatory Attendant Counselor Aide Trainee Customer Service Representative Customer Service Senior Representative Data Entry Operator I Data Entry Operator II Duplicaring Equipment Operator Duplicating Equipment Operator Trainee Duplicating Equipment Operator Supvr. Elections Assistant IS Systems Support Specialist II Laboratory Helper Legal Clerk-Typist Library Aide Library Clerk Part-rime License Cierk LIEP Procedures Coordinator Maintenance Trainee Management Trainee Meter Reader Modified Duty Worker (Clerical) Park Concession Supervisor Park Guide Parking Enforcement Officer Parking Enforcement Officer -- Police Parking Meter Collector I Parking Meter Collector II *Parking Meter Monitor Payroll Audit Clerk Payroll Clerk Payroll System Supervisor Procurement Specialist Procurement Specialist Trainee Property Clerk Refectory Attendant Employment Testing Coordinator Fire Property Clerk � Human Resources Records Clerk IS Systems Support Specialist I ARTICLE 1 - RECOGNITION (Continued) Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Senior Animal Control Officer Service Worker II Trainee(Storehouse) Treasury Clerk Vehicle Maintenance Cierk Water Billing Supervisor Zoo Keeper C� Storekeeper Storeroom Assistant Storeroom Supervisor Stores Clerk Swimming Pool Supervisor -- Oxford Pooi Technica] Trainee 1.3 Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and upon notification by the Union, the Employer shall check off said fee from the eamings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiarions and administration of grievance procedures. This provision shall remain operative only so ]ong as specificaliy provided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indemnify and hold harmless the Employer against any and all claims, suits, orders � judgments brought or issued against the Employer as a result of any acrion taken or not taken by the Employer under the provisions of Section 13 of this Article. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation 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 representative of the Union 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 deducrions are made or as soon thereafter as is possible. 2.2 The Union agrees to indemnify and hold hartnless the Employer 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. 2 �� t�.3-�b ARTICLE 3- HOURS OF WORK � 3.2 33 3.4 3.5 The normal work day shali be seven and three/fourths (7'/4) consecutive hours per day, excluding a forry-five (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. The normal work week shail be five (5) consecutive normal work days in any seven (7) day period. For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38'/4) hours per week. This section shall not be conshued as, and is not a guarantee of, any hours of work per normal work day or per normal work week. Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the Head of the Depamnent. 3.6 All employees in this bargaining unit shal] be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 � Norma] work schedules showing the employee's shifts, work days and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shal] be permissible due to emergencies and acts of God, and overtime may be required. Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Sections 3.1, 3.2 and 3.3. Overtime compensation for employees working under such agreements shall be subject to the provisions of the Fair Labor Standards Act. 3.9 For employees who wish to share a position, the Employer wiil attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who share a posirion shall be pro-rated based upon the percent of hours worked. Health insurance benefits shal] be administered in accordance with the provisions of Article 10 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. 3.10 � Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this agreement. 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 At least fourteen (14) calendaz days prior to changing the normal work day or the normal work week, the� Employer and Union shall meet and confer regazding the need for the proposed change and the possibility of other altematives. It is also understood that deviatian from such notice shall be permissible due to emergencies and acts of God. Notice is not needed for temporary changes of less than one week. 3.12 When there is a need to assign additional daytime, evening or weekend hours, the employer shall first request volunteers from among employees. Volunteers must be able to perform the job duties of the position. 3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the entire shift. To any employee who works on a shift beginning eariier than 6:00 a.m. or ending later than 6:00 p.m., but less than five hours of the shift are worked between the hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %) for the hours worked between 6:00 p.m. and 6:00 a.m. 3.14 Employees required, as part of their normal job duties, to work a snow emergency shall receive premium pay at fifty percent (50%) for the second standard hour shift for all conrinuous hours worked during the snow emergency. . ARTICLE 4 - WORK BREAKS 4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute rest period during each one-half shifr. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his/her regular quitting rime, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - HOLIDAYS 5.1 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 Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving* Christmas Day Two floaring holidays C� � � b�3�lo6 ARTICLE 5 - HOLIDAYS (Continued) � 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 falis on a Saturday, the holiday shal] be observed on the preceding Friday. Wheneve* any of the holidays listed above faiis on a Sunday, the holiday shall be observed on the succeeding Monday. For employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approeal of the Department Head of any employee. 53 Eligibilih Requirements - In order to be eligible for a holiday with pay, an employee must be employed as of the date of the holiday and have paid hours on the payroil for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid during that pay period (see proration charts in Salary Plan and Rates of Compensation). Paid hours include hours actually worked, vacarion time, compensatory time, paid leave and sick leave. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Section 53, a temporary employee shail be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. � *For all employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day and Christmas Eve shall be recognized and observed as a paid minor holiday. This language regarding the Library shall not be effective until and unless the other relevant collective bargaining agreements (PEA, SPSO, AFSCME 1842) negotiate corresponding language. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewards selected in accordance with Union rules and regulations as the grievance representatives of the bargaining unit. The Union shall notify the Employer in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as - hereinafter provided is ]imited by the job duties and responsibiliries of the employees and shall therefore be accomplished during working hours only when consistent with such empioyees' duries and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have norified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be deh to the work programs of the Employer. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable • Veterans' statutes. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.4 Grievances shall be resolved in conformance with the following procedure: � Step 1- Upon the occurrence of an alleged violation of this agreement, the employee involved (with or without the steward) shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfacrion by the informal discussion, it may be reduced to writing and referted to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the agreement violated, and relief requested. Any alleged violarion ofthe agreement not reduced to wriring by the Union within fourteen (14) work days of the first occurrence of the event giving rise to the grievance shall be considered waived. Step 2- Within seven (7) work days after receiving the written grievance, a designated Employer supervisor shall meet with the Union Steward and attempt to resolve the grievance. If as a result of this meeting the grievance remains unresolved, the Employer shall reply in writing to the Union within seven (7) work days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 3- Within seven (7) work days following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Union Business Manager or his/her designated representative, the Employee and the Steward and attempt to resolve the grievance. Within seven (7) work days following tj� meeting, the Employer shall reply in writing to the Union stating the Employer's answer conceming the �F grievance. If as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within seven (7) work days following receipt of the Employer's answer shall be considered waived. Step 4- If the grievance remains unresolved, the Union may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbih�ation proceedings shall be conducted by an azbitrator to be selected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after notice has been given. In the event the Employer and the Union cannot mutually agree to five (5) arbih for the permanent panel, the parties will petirion the Director of the Bureau of Mediation Services for a list of ten (10) arbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately strike names from such list(s), the Empioyer striking first, until one (1) name remains. Vacancies occurring on the permanent panel during the life 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 dura6on of this agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolution oFthe dispute. � � D3-(� b ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this agreement. The arbitrator shall consider and decide only the specific issue submitted in wriring by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, mles or regularions having the force and effect of law. The arbitrator's decision shail be submitted in wrifing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretarion or application of the express terms of this agreement and to the facts of the grievance presented. The decision of the ubitrator shall be final and binding on the Employer, the Union, and the employees. 6.6 The fees and expenses for the arbitrator s services and proceedings shall be borne equally by the Employer and the Union, provided that each party shali be responsible for compensaring its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 6.8 It is understood by the Union and the Employer that a grievance, other than a grievance arising from a disciplinary action, may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance � procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shali not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Secrion 3.9 of this agreement. 6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union Business Manager or Assistant Director to the President of Loca12508. This section shal] not be grievable. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions aze adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is . actually used in performing the duties of the employee's position. In addition, the employee shall be reimbnrsed $0.20 per mile for each mile actually driven. 7 ARTICLE 7 - CITY MILEAGE (Continued) If such employee is required to drive an automobile during employment and the Department Head or designated representarive determines that an Employer vehicle is available for the employee's use, but th� employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shail not be eligibie for any per diem. Type 2- If an employee is required to use his/her own automobile REGIJLARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $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 empioyee's use, but the empioyee desires to use his/her own automobile, then the employee shall be reimbursed at the nte of $0.20 per mile driven and shall not be eligible for any per diem. This SecUon 7.2 shall become effecrive February 1, 1994. 73 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who aze required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and reguIations goveming the procedures for automobile reimbursement. Such rules and regulations shall contain the requirement that recipients shall� file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and shall further require that they maintain automobile liability insurance in amounts of not ]ess than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. 7.5 Labor Management Committee. As part of negotiation of the 2001-2002 collective bargaining agreement, the parties to this contract agreed to convene a labor-management committee to discuss issues related to mileage reimbursement. This committee will be convened in 2002 upon the request of the Union. This article 7.5 shall expire 12/31/02 unless affirmatively renewed by the parties. ARTICLE 8 - RESIDENCE 8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this agreement. , • 0 D3-( b ARTICLE 9 - VACATION � Vacation credits shali accumulate at the rates shown below for each full hour on the payroil, excluding overtime. Years of Service 1 st year thru 4th year Sth year thru 9th yeaz IOth yearthru ISth year 16th yearthru 23rd year 24th year and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) 9.2 The Head of the Department may permit an employee to carry over up to one hundred and twenty (120) hours of vacation into the following "vacation year." For the purpose of this article the "vacation year" shal] be the fiscal year (IRS payroil reporting year). 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. ARTICLE 10 - INSURANCE �tive Employee Insurance 10.1 The Employer will continue for the period of this agreement to provide for emp]oyees such health and life insurance benefits as are provided by the Employer at the time of execution of this agreement. 10.2 Effective for the January, 2003 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 $259.72 [amount of 2002 single premium] per month plus any increase in the 2003 single health insurance premiuxn up to $45.00 per month. If the 2003 single health insurance premium increase is over $45.00, the Employer will contribute 50°/a of the amount over $45.00. For each eligible full-time employee who selects family health insurance coverage, the Employer will contribute $473.63 (amount of the 2002 family contribution) per month plus 65% of the family premium increase in 2003 up to $71.50 per month. If the 2003 family premium increase exceeds $110.00, the Ciry wili pay 40% of the excess increase per month. 10.3 Effective for the January, 2004 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 an amount equal to the average of the 2004 single insurance premiums. • 0' ARTICLE 10 - INSURANCE (Continued) For each eligible full-time employee who selects family health insurance coverage, the Employer will � contribute $554.24 (amount of the 2003 family contribution) per month plus 65% of the family prenuum increase in 2004 up to $71.50 per month. If the 2004 familypremium increase exceeds $110.00, the City will pay 40% of the excess increase per month. If in either year the number of plans increases, the increase will be based on the average premium. 10.4 For the purpose of this Article, full-time employment is defined as appearing on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the period preceding initial enrollment. Three-quarter time employment is defined as appearing on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or the period preceding initial enrollment. Half-time employment is defined as appearing on the payroll an average of at least 40 hours, but less than 52 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrollments or period preceding initial enrollment. Part-rime employees who are permanently appointed to a full-time (80 hours per biweekly pay period) position after the commencement of the plan year, sfiaII be made eligible for the full-time benefits after they have completed at least forty hours in a monthly qualifying pay period as a fuil-time employee. � Full-time employees who are permanently appointed to a part-rime (less than 80 hours per biweekiy pay period) position afcer the commencement of the plan yeaz shall be reduced to the benefit level applicable for the hours scheduIed by the department. Such reduction shall take effect on the first month the emptoyee does not complete a monthly qualifying pay period as a full-time employee. 10.5 For each eligible employee covered by this agreement who is employed half-time and who selects employee health insurance coverage, the Empioyer agrees to contribute fifty percent (50%) of the amount conh for full-time empioyees selecting employee coverage in the same insurance plan. For each half-rime employee who selects family health insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-rime employees selecting family health insurance coverage in the same insurance plan. For each eligible employee covered by this agreement who is employed three-quarter time and who selects employee health insurance coverage, the Employer agrees to contdbute seventy-five percent (75%) of the amount contributed for full-time employees selecting employee coverage. For each three-quarter time employee who selects family health insurance coverage, the Employer will contribute seventy-five percent (75%) of the amount contributed for full-rime employees selecting family health insurance coverage. C J 10 03�� ARTICLE 10 - INSURANCE (Continued) �6 Notwithstanding Section 10.5, empioyees covered by this agreement and employed half-rime prior to January 1, 1986 shall receive the same heaith insurance contributions as full-rime employees. This Secrion 10.6 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employees remain conrinuously employed half-time. 10.7 For each eligible employee, the Employer agrees to contribute the cost of $20,000 of life insurance. 10.8 The contributions indicated in this Articie 10 shall be paid to the Employer's Group Heaith and Welfare Plan. 109 Any cost of any premium for any City offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the empioyee. 10.10 The Employer will provide a system whereby the employee's contribution toward the premiums for the employee selected health insurance coverages can be paid on a pre-tax basis while the employee is receiving taxable income through the City payroll system. Employees covered by this agreement, who are benefit eligible, will be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. 1011 Employees covered by this agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shal] be paid by the Employer. Ifetiree Insurance 10.12 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.13 through 10.16 below, toward a health insurance plan offered by the Employer: 10.12(1) Be receiving benefits from a public employee retirement act at the time of retirement, and 10.12(2) Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Have completed at least 20 years with the City of Saint Paul or 15 years if receiving a disability pension, excluding years of service with Independent School District #625 for employees hired by or transferred to the CiTy after March 31, 2001. � 11 ARTICLE 10 - INSURANCE (Continued) Early Retirees 10.13 This Section shall apply to full rime empioyees who: 10.13(1) Retire on or after January i, 1996, and 10.13(2) Were appointed on or before Deeember 31, 1995, and 10.13(3) Have not attained age 65 at rerirement, and 10.13(4) Meet the terms set forth in Secrion 10.12 above, and 10.13(5) Select a health insurance plan offered by the Employer � Until such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maacimum of $350 per month toward the cost of single or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early reriree attains age 65, the provisions of Section 10.15 will apply. 10.14 This Secrion shall apply to fuil time employees who: 10.14(I ) Retire on or after January 1, 1996, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3) Have not attained age 65 at retirement, and 10.14(4) Meet the conditions of Secrion 10.12 above, and 10.14(5) Select a health insurance plan offered by the Employer. �, Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Secrion 10.16 shall apply. Effecrive January 1, 2004, Early Retirees wili no longer be eligible for City paid life insurance, Regular Retirees (Age 65 and over) 10.15 This Section shall apply to full time employees who: 10.15(1) Retire on or after January 1, 1996, and 10.15(2) Were appointed on or before December 31, 1995, and 10.15(3) Have attained age 65 at retirement, and 10.15(4) Meet the terms set forth in Section 10.12 above, and 10.15(5) Select a health insurance plan offered by the Employer The Employer agrees to contribute a m�imum of $550.00 per month toward the premium for single or family health insurance coverage offered by the Employer to regular retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. � This Section shall also apply to eazly retirees who retired under the provisions of Section 10.13 when such retirees attain age 65. 12 ARTICLE 10 - INSURANCE (Continued) 10.16 This Section shail apply to fuil time employees who: � 10.16(1) Rerire on or after January l, 1996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have attained age 65 at retirement, and 10.16(4) Meet the conditions of Section 10.12 above, and 10.16(5) Select a health insurance pian offered by the Employer. D3-�b The Employer a�rees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shalt not be paid to the reriree. This Secrion shall also appiy to early retirees who retired under the provisions of Section 10.14 when such early retirees attain age 65. 10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at least ten (10) years of service with the City, he/she may purchase single or family health insurance coverage through the Employer's insurance program. The total cost of such insurance coverage shal] be paid by the retiree. 10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City reriree or City employee and eligible for and is enrolled in the City health insurance program. 10.19 Survivor Insurance: The surviving spouse of an employee carrying family coverage at the time of his/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 shall continue to be eligible for city contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is further understood that coverage shall cease in the event of: 10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.19(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) days of said employment. 10.20 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. �.21 A retiree's participation in the City's health insurance plan must be continuous. The retiree must be participating in a City health insurance pian 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. 13 ARTICLE 11 - WORKING OUT OF CLASSIFICATION 1 I.l The Employer shall avoid, whenever possible, working an employee on 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) working days during a yeaz shall receive the rate of pay for the out-of-class assignment in a higher classificarion 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 time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classificarion 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 appointment to the higher classificarion. 11.2 For the foilowing classifications, the provisions of Secrion i l.l shall not apply to performance of the duries of the next higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I Data Entry Operator I Zookeeper I ARTICLE 12 - DEFERRED COMPENSATION � 12.1 Employees who have completed twenty (20) years of service shall have a$75.45 defeaed contribution match paid by the Employer as indicated in the eligibility requirements below. 12.2 The Employer will match contributions by the last pay date of November of the p1an year. 123 Eligibility Requirements: A. Employees must have been in the Clerical bargaining unit effective 1/1 of the plan year. B. Qualifying yeazs 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 time period preceding July 1 of the plan yeaz. D. Employees must have the full amount ($75.45) of their conhibution made by the first pay date of October of the plan yeaz (or by the employee's date of separation from this bargaining unit, if such separation occurs before the first pay date of October ) in order to receive the Employer match. E. Employees separated for cause from this bazgaining unit aze specifically excluded from the Empl� match program. 14 ARTICLE 13 - BULLETIN BOARDS b 13.1 The Employer shall provide reasonabie bullerin space for use by the Union in posting norices of Union � business and activities. Said bulletin board space shali not be used by the Union for political purposes other than Union elections. Use of this bulletin board is subject to approval of the Department Head. ARTICLE 14 - WAGES 14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shal] suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. �.2 Individual employees may request an audit of their position whenever the nature of the work and/or responsibilities in their position have substantially changed. When an empioyee has submitted a fully completed job profile to his/her supervisor requesting a classification study of their position, responsible Managers in the Department where the employee works shall have forty (40) calendaz days to complete their portion of the JAQ and forwazd it to the Office of Human Resources. The staff of the Office of Human Resources will complete the study within fifty (50) days after the fully completed job profile is submitted to Human Resources by the employee's supervisors. If the employer finds the employee has assumed a higher level of responsibility but does not want the employee working at that level on a permanent basis, the employer will present the employee with a written list of duties which the employee is expected to cease performing. ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relaring to wages, hours of work, overtime differenrials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civi] 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. �� 15 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make applicarion for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil � Service Rules (Resolution No. 3250). 162 Sick Leave - Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his/her supervisor no later than one-haif hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. For absences due to sickness of seven (7) or fewer calendar days, the Employer shall require a physician's certificate or additional certificates only when there is reason to suspect abuse of sick leave or to verify that an employee is fit to retum to his or her position. The Employer's requirement of a certificate under this section shall not be arbitrable. 163 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Department deems necessary on account of sickness or injury of the employee, quarantine established by a public heatth enforcement agency, 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; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for ! which leave is not otherwise allowed by law shall be enritled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as aze imposed by law. Such ]eaves of absence as are granted under Article 17 shall conform to Minnesota Statutes, Secrion 192, as amended from rime to time, and shall confer no additional benefits other than those granted by said statute. 16.5 Jury Duty - Employees who are required during tegular working hours to appear in court as jurors or witnesses, except as a witness in their own behalf against the City, shall be paid their regular pay while so engaged, provided that any fees that employees may receive from the court for such services shall be paid to the City and be deposited with the Employer. Employees scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as is required to appear in court as a juror or wihiess. 16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandpazent or grandchild. 16.7 An employee elected or appointed to a full time paid posirion by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducting the duries of the exclusive representative. � 16 ARTICLE 16 - LEAVES OF ABSENCE (Continued) �� b 16.8 Maternity and Parental Leave - 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 disab]ed or ill City employee. Such paid sick leave eligibility shall begin upon certificarion by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her posirion. A twelve (12) month Parental leave of absence without pay shall be granted to a natural pazent or an adoptive parent who requests such leave in conjuncrion with the birth or adoption of a child. Such leave may be extended an additionai tweive (12) months by mutual agreement between the employee and the Employer. Refusa] on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this agreement. Employees who retum following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.9 An employee may use personal sick leave benefits provided by the employer for absences due to an illness of or injury to the employee's child for such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave benefits for the employee's own illness or injury. This section applies only to personal sick leave benefits payable to the employee from the employer's genera] assets. For purposes of this section, "personal sick leave benefits" means time accrued and available to an � employee to be used as a result of absence from work due to personal illness or injury, but does not include short-term or long-term disability or other salary continuation benefits. 16.10 An employee shall be granted up to a total of sixteen (16) hours during a schooi year to attend school conferences or classroom activities related to the employee's chiid, provided the conferences or classroom activities cannot be scheduled during non-work hours. When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior norice of the ]eave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the Employer. An employee shal] be allowed to use vacation or compensatory time for this leave; otherwise, this leave shall be without pay. 16.11 Voluntary Unpaid Leave of Absence - A full-rime employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibiliTy as though he or she were on the payroli. Any leave of absence granted under this provision is subject to the approva] of the Department Head. n l__/ 17 ARTICLE 17 - MILITARY LEAVE OF ABSENCE 17.1 Pay Allowance - Any employee who shall be a member of the Narional Guazd, the Naval Militia or an� other component of the militia of the State, now or herea$er organized or constituted under state or fed law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve componenY of the military or naval force of the United States, now or hereafter organized or constituted under Federai law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacarion, sick leave or other benefits for all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or fedenl purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar yeaz and, further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed un}ess the contrary is established. Such ]eave shall not be allowed unless the employee (1) reriuns to hislher position immediately upon being relieved from such military or naval service and not later than the expirarion of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's owm fault, or (3) is required by proper authority to continue in such military or naval service beyond the rime herein limited for such leave. ARTICLE 18 - MANAGEMENT RIGHTS 181 The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authoriries. All rights and authority which the City h� not officially abridged, delegated or modified by this agteement are retained by the City. 18.2 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 pmgrams of the Employer, its overall budget, utilization of technology, and organizarional structure and selecrion and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Seniority, for the purpose of this agreement, shall be defined as follows: The length of conrinuous, regulaz and probarionary service with the Employer from the date an employee was first certified and appointed to a class ritle 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 ciass title on the same date, the seniority shall be deterntined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 193 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be taid off by class titte within each departrnent based on inverse length of seniority as defrned above. � � D�3 (� o ARTICLE 19 - SENIORITY (Continued) � However, when layoff occurs in any of the tifles listed below under Column A, layoff shall be based on inverse length of total seniority in ail ritles listed on the corresponding line under Column B. The Human Resources Department will idenrify such ]east senior employee in that ritle in the depariment reducing positions, and shall notify said employee of lus/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Deparhnent shall place the affected employee in such vacancy. If rivo or more vacant positions are available, the Human Resources Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right Yo claim that posirion and the leasT senior City employee in such ritles shall be the employee laid of£ For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Accounting Machine Operator I � Accounting Machine Operator II Cashier I Cashier II Clerk I Clerk II Clerk-Typist I Clerk-Typist II Clerk-StenographerI Data Entry Operator I Column B Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I, Cashier II Cashier II, Cashier I Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I, Clerk-Stenographer II Data Entry Operator I, Data Entry Operator II 19.4 In cases where there are promotiona] series, such as Clerk I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these ritles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. 19.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her curtent tiUe, so long as there is either a vacancy or, if no vacancy exists, a less senior employee in such ritle may be displaced. In cases where an empioyee to be laid off has held no regular appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a ritle formerly held must satisfactorily complete a six-month probationary period in such ritle. � �S� ARTICLE 19 - SENIORITY (Continued) If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such empioyee's name will be placed . the reinstatement register in his/her former titie and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Board of Education for Board of Education employees; however, City employees being reduced or laid off may not displace Boazd of Education employees; Board of Educarion employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions which they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. 19.8 Employees assia ed to these divisions in the police Department: Impound Lot, Property Room, Communication Center, and/or Records, shal] be allowed to bid for work shifts (i.e. midnights, days and afremoons), on the basis of seniority when a vacancy occws within the employees' classification in their division. � 19.9 In ihe event the employer believes it is necessary to merge, contract out or subcontract any public work performed by employees covered by this Agreement which may lead to layoff, the Empioyer will notify tr Union no less than forty-five (45) calendar days in advance. During the forty-five (45) days, the Employer will meet with the Union and discuss possible options to contracring out or ways and means to minimize the elimination ofposirions. ARTICLE 20 - DISCIPLINE 20.1 The Employer will discipline employees for just cause only. Discipline will be in the form of: 20.1(1) Oral reprimand; 20.1(2) Written reprimand; 20.1(3) Suspension; 20.1(4) Reducrion; 20.1(5) Discharge 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. � `•I17 ARTICLE 20 - DISCIPLINE (Continued) bJ� -(o, � 4 Any member of the bargaining �� ay, during usuzi working hours, with the approval of the supervisor, review any material placed in the emglo.yee's perscrnnet fiIe, after first giving proper notice to the supervisor in custody of such file. 20.5 Discharges will be preceded by a frve (5} wotking day preliminary suspension without pay. During said period, the employee andlor Union may request, and shall be entitled to, a meeting with the Employer representarive who initiaYed the snspension wit2� intent to discharge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and discharge. 20.6 An employee to be questioned conceming an investigarion of disciplinary action shall have the right to request that a Union representative be present. 20.7 Grievances relaring to this Article shail be processed in accordance with the grievance procedure under Article 6. 20.8 Any written reprimand made conceming any member of this Bargaining Unit which is filed with the Office of Human Resources or within any City department shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. ARTICLE 21 - VACANCIES �.1 The Office of Human Resources will inform all departments that the deparirnenPs payroil cierk shall post notices of all job vacancies in their deparhnent at least five days before submitting a requisition to the Office of Human Resources. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Union, its officers or agents, nor any of the employees covered by this agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will warn employees of the consequences of their action and shali instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her duties within riventy-four (24) hours of such warning may be subject to the penalties provided in the Pubiic Employment Labor Relations Act. 22.2 No ]ockout, or refusal to ailow employees to perform available work, shall be instituted by the Employer and(or its appointing authorities during the life of this agreement. �� 21 I ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide a severance pay program as set forth in this Article. � 232 To be etigible for the severance pay program, an employee must meet the fottowing requirements: 23.2(1) The employee must be 58 years of age or oider or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA). The "rule of 85" or the "mie of 90" criteria shall also apply to empioyees covered by a public pension plan other than PERA. 23.2(2) The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory rerirement. Those employees who are discharged for cause, misconduct, ir_efficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 23.2(3) The employee must have at least ten (10) yeazs of consecutive service under the classified or unclassified Civil Service at the rime of separation. For the purpose of this Article, employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service reqnirement. Yeazs of service with ISD #625 wi11 be excluded for employees hired by or transferted to the City of St. Paul after 3/31/2001. 23.2(4) The employee must file with the Director of Human Resources a waiver of re -employment which will clearly indicate that by reqnesring severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent Scho� District No. 625. 23.2(5) The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his/her separation from service. 233 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave, subject to a masimum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 23.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the rime of his/her death the employee would have met all of the requirements set forth above, payment of the severance pay will be made to the employee's estate or spouse. 23.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employmenY is no1 considered a separarion of employment, and such transferee shall not be eligible for the City severance program. � 22 b3-t�� ARTICLE 23 - SEVERANCE PAY (Continued) � 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of Ciry � Ordinance No. 11490. 23.8 This severance pay program shall be subject to and governed by the provisions of Ciry Ordinance No. 11490, except in those cases where the specific provisions of this Article conflict with said ordinance, and in such cases, the provisions of this Article shall control. 23.9 The provisions of this Article shall be effective as of December 24, 1483. 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 1149Q as amended by City Ordinance No. 16303, secrion 1, secrion 6, draw severance pay. However, an elecrion by the empioyee to draw severance pay under either this Article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired afrer December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Sections 23.12 through 23.18 shali apply only to employees appointed on or after January 1, 1990 to a title covered by this agreement. 23.12 The Employer shall provide a severance pay program as set forth in Sections 23.13 through 23.20. 23.13 To be eligible for the severance pay program, an employee must meet the following requirements: � 23.13(1) The employee must be voluntarily separated from City emp]oyment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the CiTy severance pay program. 23. I 3(2) The employee must file with the Director of Human Resources a waiver of re-employment which will clearly indicate that by requesting severance pay, the employee waives ali claims to reinstatement or re-employment (of any type), with the City or with Independent School Dish No. 625. 23.13(3) The employee must have an accumulated balance o£at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.14 If an emp3oyee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service in the City. � 23 ARTICLE 23 - SEVERANCE PAY (Continued) Years of Service with the City Maximum Severance Pay At Least 20 $ 5,000 21 6,000 22 7,000 23 8,000 24 9,000 25 10,000 23.15 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if at the rime of his/her death the employee would have met all of the requirements set forth above, payment of the severance pay shall be made to the employee's estate or spouse. �J 2316 For the purpose of this severance program, a iransfer from the City of Saint Paul employment to Independent Schoo] District No. 625 employment is not considered a separarion of employment, and such transferee shall not be eligible for the City severance program. 23.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.18 This severance pay program shall be subject to and govemed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance, and in such cases, the provisions of this Article shall control. � 23. t 9 Notwithstanding Section 23.11, emptoyees appointed prior to January 1, 1990 to a title covered by this agreement who meet the qualifications as defined in Sections 23.13 and 23.14, may elect to draw severance pay under the provisions of Secrion 23.14. However, an election by an employee to draw severance pay under Section 23.14 shall consritute a bar to drawing severance pay under any other provision set forth in this agreement. 23.20 Employees appointed on or after January 1, 1990 to a ritle covered by this agreement shall not be eligibie for any severance plan provisions other than the provisions as set forth in Sections 23.11 thru 23.19. ARTICLE 24 - TEMPORARY EMPLOYEES 24.1 It is recognized that temporary employees are within the unit covered by this agreement, however, except as specifically provided by this agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and(or the Saint Paul Salary Plan and Rates of CompensaUOn. � L� 24 ARTICLE 25 - NONDISCRIMINATION �3 �� , 1 The terms and condirions of this agreement will be applied equally to employees without regazd to, or discrimination for or against any individual because of race, color, creed, sex, age, disabiIity, or because of membership or non-membership in ttte Union. 25.2 Empioyees will perform their duties and responsibiliries in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. 253 Any member of the bargaining unit may file a grievance or discriminarion complaint and there shall be no retaliation by the City of Saint Paul for such action. ARTICLE 26 - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or wanton neglect of dury, the Employer shall defend, save harmless and indemnify employees against tort claims or demands, whether grbundless or otherwise, arising out of alleged acts or omissions occurring in the performance or scope of the employee's duties. 26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any legal service fee, or for providing any legal service arising from any legal action where the employee is the Plaintiff. ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE �.1 In the case of a serious illness or disability of a parent or household member, the Head of the Deparhnent shall grant leave with pay in order for the employee to care for or make azrangements for the care of such sick or disabled persons. Such paid ]eave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. An employee may use sick ]eave for absences due to an illness of the employee's child far such reasonable periods as the employee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her okm illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled chiid. 27.2 The Head of the Deparhnent or the Human Resources Director may require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in Section 27.1 above. All such certificates shall be fonvarded by the appoinring officer to the Human Resources Office. If an employee is absent because of the provisions of Secrion 27.1 for three or fewer calendar days he/she shall submit to the Head of the Department a certificate signed by the employee stating the nature of the child, parent, or household member's sickness. If the siclrness continues for more than three calendar days, no further sick leave shall 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 Head of the � Department and forwarded to the Human Resources Office. 25 ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Continued) 2�3 No sick leave shall be granted for the above reasons unless the employee reports io hislher Department 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 sarisfaction of the Department Head that the failure to report was excusable. 27.4 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 he/she had not been on sick leave. ARTICLE 28 - SAFETY 28.1 The Employer and empIoyees shall cooperate in the enforcement of all appIicable regulations for the enforcement of job safety. If an employee feels that his/her work duries or responsibilities require such employee to be in a situation that violates state safety laws or legally promulgated standards, the matter shall be immediately considered by the Employer. 28.2 For those employees required by the Employer to weaz safety shoes or boots, the Employer agrees to contribute �75.00 per calendar year toward the purchase of one pair of such shoes or boots and shall not be responsible for any additional cost for that year. Employees may carry over up to a total of $150 for the purchase of shoes. Reimbursement shall be made only after invesrigation and approval by the immediate supervisor of the employees. 283(a) When the EmpIoyer establishes Labor/Management Safery Committees, the Union will select its' own � members to participate. 283(b) When the Employer establishes Accident and Incident Review Boards, the Unions will not be required to participate. ARTICLE 29 - UNIFORM REIMBURSEMENT 29.1 The size of all uniform reimbursements shall increase on the first day of each year of the contract by the same percenta�e amount as the general increase. 29.2 Employees working in the ritle of Animal Control0fficer and who are required to wear a specified uniform shall be reimbursed for uniform iteras purchased up to $392.03 per calendar year 2003 and $393.64 per calendar year 2004. 293 Technical Trainees who are required to wear a specified uniform shall be reimbnrse@ for uniform items purchased up to �87.12 per calendar year 2003 and $87.48 per calendar year 2004. 29.4 Zoo Keeper IPs who are required to wear a specified unifortn shalt be reimbursed for uniform items purchased up to $381.14 per calendar yeu 2003 and $382.70 per calendar year 2004. � 26 CJJ' -�D ARTICLE 29 - UNIFORM I2EIMBURSEMENT (Continued) � 5 Parking Enforcement Officers who are required to wear a specified uniform shall receive a one-time uniform reimbursement for uniform items purchased up to $871.17 for 2003 and $874.74 for 2004. 29.6 Meter Readers who are required to wear a specified uniform shall be reimbursed for uni£orm items purchased up to $200.85 per calendar yeaz 2003 and $201.67 per calendar yeaz 2004. 29.7 Maintenance Trainees shall receive a clothing reimbursement of $282.53 per calendar year 2003 and $283.69 per calendar year 2004. 29.8 The Employer shall provide each employee in the title of Pazk Concession Supervisor, Refectory Supervisor and Refectory Attendant who is required to wear a specified uniform with four (4) uniforms for full-time employees and two (2) uniforms for part-rime employees. The uniform will consist of either a shirt or sweatshirt selected by the Employer. 29.9 Employees in the above sections of this article will be required to wear the uniform while on duty and will be responsible for the care and upkeep of their uniforms. 29.10 The Employer shall determine the process for the reimbursement of uniform items purchased. ARTICLE 30 - SPECIAL EMPLOYMENT TITLE5 � Upon completion of ] 040 working hours, excluding overtime hours, employees working in "Special Employment" titles recognized by the Bureau of Mediation Services as being appropriately included in this bargaining unit shall be eligible for benefits under this agreement on the same basis as all other employees covered by this agreement. ARTICLE 31 - TERMS OF AGREEMENT 31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall represent the complete agreement between the Union and the Employer. The parties acknowledge that during the negotiarions which resulted in this agreement, each had the uniimited right and opportunity to raake requests and proposals with respect to any subject or matter not removed by law from the area of coilective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportuniTy are set forth in this agreement. Therefore, the Employer and the Union, for the life of this agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain coilectively with respect to any subject or matter referred to or covered in this agreement. 31.2 Savings Clause - This agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fina] judgment or decree no appeal has been taken within the � time provided, such provision shati be voided. All other provisions shall conrinue in full force and effect. F�l d3 �b ARTICLE 31- TERMS OF AGREEMENT (Continued) �3 Term of Agreement - This agreement shall be in full force and effect from January 1, 2003 thru December 31, 2004 and shall be automatically renewed from year to year thereafter unless either party shall nofify the other in writing that it desires to modify or temunate this agreement. In witness whereof, the parties have caused this agreement to be executed this�_day of January, 2003. (The date was handwritten in the original siD ature copy.) 31.4 This constitutes a tentafive agreement between the parties which will be recommended by the Director of Human Resources, but is subject to the approval of the Administration of the City and the City Council, and is also subject to ratification by Local Union No. 2508. 31.5 Retroactive pay adjustments shali apply to all employees of the bargaining unit who are active employees on the date of signing of the agreement except those who have been terminated for cause. WITNESSES: FOR THE CITY • ason Schm Labor Relarions Specialist �- � Te Ialtiner Labor Reiations Manager � LOCAL UIVION NO. 2508, DISTRICT COUNCIL N0.14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICTPAL EMPLOYEES AFL-CIO �� Kurt Errickson Business Representative �%L.L.�?e%C'E7/ 7 ��/L� Ma ella Schillinger President . p3 -�a : APPENDIX A _ BIWEEKLY RATES �alary ranges to titles covered by this Agreement shall be as follows: Effective January i, 2003 (or closest payperiod) 3.0% increase Effective 7anuary 1, 2004 (or closest payperiod) .41% increase GRADE OlA 526A MODIFIED DUTY WORKER-CLERICAL (Salary steps created as needed - Title used only upon Instructions from Worker's Comp.) GRADE 001 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 710.14 73137 754.85 783.93 807.42 832.00 850.98 879.70 892.48 905.28 12J27/03 713.05 73437 757.94 787.14 810.'73 835.41 854.47 883.31 896.14 908.99 � GRADE 002 12/28/02 725.42 747.06 771.63 794.00 821.94 848.76 865.54 900.14 912.88 925.68 12/27/03 72839 750.12 774.79 797.26 825.31 852.24 869.09 903.83 916.62 929.48 GRADE 003 12/28/02 739.20 �5934 786.16 811.88 840.97 865.54 886.81 917.12 929.90 942.72 12l27/03 742.23 762.45 789.38 815.21 844.42 869.09 890.45 920.88 933.71 946.59 , � 11� 12/28/02 750.40 775.00 79830 827.53 855.50 886.81 903.57 936.42 949.20 961.98 12/27/03 753.48 778.18 801.57 830.92 859.01 890.45 90727 940.26 953.09 965.92 � A1 GRADE 04U 586A CONSERVATORY ATTENDANT 318 REFECTORY ATTENDANT (Both Earn Benefits After 1040 Hours In TitIe) A (1) 12/28/02 9.99 12l27/03 10.03 GRADE 005 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 763.82 789.50 81638 846.56 874.53 90133 921.45 951.14 963.94 976.73 12/27/03 766.95 792.74 819.73 850.03 878.12 905.03 925.23 955.04 967.89 980.73 [{�7\�]�[II17'7 12/28/02 779.46 806.29 832.00 858.80 889.03 921.45 937.09 971.58 984.35 997.15 12/27/03 782.66 809.60 835.41 86232 892.68 925.23 940.93 975.56 988391001.24 Ce]:7_\�7�[171�1 . �.... .I� A (1) 12/28/02 9.71 12/27/03 9.75 B C D E (2) (3) (4) (5) 10A8 1039 10.74 11.11 10.12 10.43 10.78 11.16 GRADE 007 804 CLERICAL TRAINEE 242 LABORATORY HELPER 083A MAINTENANCE TRAINEE 807 TRAINEE(STOREHOUSE) 12/28/02 794.00 821.94 848.76 878.98 909.16 943.80 961.74 997.72 1010.51 1023.26 12/27/03 79726 82531 852.24 882.58 912.89 947.67 965.681001.81 1014.65 1027.46 s � s � • � � � ��• 084A COUNSELOR AIDE TRAINEE 085A MANAGEMENT TRAINEE 087A TECfINICAL TRAINEE A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) {5) (6) (7) (8) (9} (10) 12/28/02 811.88 840.97 865.54 895.75 930.38 961.74 982.971019.26 1032.05 1044.84 12/27/03 815.21 844.42 869.09 899.42 934.19 965.68 987.00 1023.44 1036.28 1049.12 � � 11• 111 CLERK I 585A LIBRARY CLERK (PART TIME) 972A LIBRARY CLERK (PART TIME) 111M MODIFIED DUTY WORKER-CLERICAL 12/28/02 827.53 855.50 886.81 915.88 950.51 982.97 1004.21 1043.72 1056.52 1069.30 12(27(03 830.92 859.01 890.45 919.64 954.41 987.Q0 1008.33 1048.00 1060.85 1073.68 GRADE O10 100 SERVICE WORKER II �/28/02 846.56 874.53 90133 933.78 963.95 999.72 1027.09 1068.22 1081.02 1093.81 /27/03 850.03 878.12 905.03 937.61 967.901003.82 103130 1072.601085.45 1098.29 GRADE Oi l 121 CLERK-TYPIST I 314M MODIFIED DUTY WORKER-CLERICAL 314 PARK GUIDE 12/28/02 858.80 889.03 921.45 952.75 98738 1027.09 1052.43 1091.51 1104.28 1117.06 12/27/03 862.32 892.68 92523 956.66 991.43 1031.301056.741095.99 1108.81 1121.64 GRADB 012 579 DATA ENTRY OPERATOR I 12/28/02 878.98 909.16 943.80 977.35 1012.571052.43 1075.37 1119.06 1131.841144.63 12/27/03 882.58 912.89 947.67 981.36 1016.721056.741079.78 1123.65 1136.48 114932 i A3 fl��, I [eT,7:��7�ii[3c 155 DUPLICATING EQUIP OPERATOR TRAINEE - A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. • (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 895.75 93038 961.74 996.35 1035.51 1080.19 1103.841153.45 1166.23 1179.02 12/27/03 899.42 934.19 965.68 1000.441039.761084.621108371158.181171.01 1183.85 GRADE 014 12/28/02 915.88 950.51 982.97 1021.021058.441102.541135.13 1178.651191.41 1204.21 12/27/03 919.64 954.41 98'7.001025.21 1062.78 1107.06 1139.78 1183.48 1196.29 1209.15 GRADE O15 12/28/02 933.78 963.95 999.721041.561083.81 1135.13 1161.221209.061221.861234.62 12/27/03 937.61 967.901003.821045.831088.251139.781165.981214.021226.871239.68 GRADE 016 112 CLERK II 118 CLERK-STENOGRAPHER I 112M MODIFIED DUTY WORKER-CLERICAL . 329A STOREROOM ASSISTANT 12/28/02 955.02 990.77 1028.31 1068.09 1114.25 1161.22 1191.161243.46 1256.261269.04 12/27/03 958.94 494.83 1032.53 1072.47 1118.82 1165.98 1196.041248.56 1261.41 1274.24 GRADE 017 511 *PARKING METER MONIT'OR 267A PARKING ENFORCEMENT OFFICER 267P PARKING ENFORCEMENT OFFICER 12/28/02 977351012.571052.431093.491141.661192.551227.721276.54128933130 12/27/03 981.361016.721056.741097.971146341197.441232.'751281.771294.62130 • I� : GRADE 018 D � �� ---------------- � 122 CLERK-TYPIST II 480A CLERK-TYPIST II (BILINGUAL) 391 REGISTRATION CLERK A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 996351030.771080.191124.711171.651225.081256.401309.671322.461335.24 12/27/03 1000.44 1035.00 1084.62 112932 1176.45 1230.10 1261.55 1315.04 1327.88 1340.71 GRADE 019 577 ACCOUNTING CLERK I 319 PARKING METER COLLECTOR I 12/28/02 IO21.02 105 8.44 1102.541152.08 1202.97 1256.40 1290.32 1342.75 1355.53 136831 12/27/03 1025.21 1062.78 1107.06 1156.80 1207.90 1261.55 1295.61 1348.26 1361.09 1373.92 GRADE 020 970 FIItE PROPERTY CLERK 12/28/02 1042.76 1092.5 8 I 136.39 1184.70 1236.81 1291.60 1326.82 1382.45 1395.23 1408.02 12/2?/03 1047.04 1097.06 1141.05 1189.56 1241.88 1296.40 1332.26 1388.12 1400.95 1413.79 C� GRADE 021 119 CLERK-STENOGRAPHER II 176A COMPUTER OPERATIONS ASST--LIB 142A REFECTORY SUPERVISOR 12/28/02 1068.09 1114.25 1161.221212.09 1268.11 1322.921359.441416.88 1429.68 1442.47 12/27/03 1072.47 1118.82 1165.98 1217.06 1273.31 1328.34 1365.01 1422.69 1435.54 1448.38 GRADE 022 580 DATA ENTRY OPERATOR II 681 PROPERTY CLERK 438 STORES CLERK 12/28/02 1093.49 1141.66 1192.55 1251.19 1305.94 136333 1401.16 1460.54 147335 1486.11 12/27/03 1097.97 1146.34 1197.44 125632 1311.29 1368.92 1406.90 1466.53 1479.39 1492.20 u AS GRADE 22P A B C D E 5-yr. 10-yr. IS-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1125.95 1176.841229.01 1279.87 1339.83 1414.18 1472.87 1571.741584.52 159731 12/27/03 1130.57 1181.67 1234.05 1285.12 134532 1419.98 1478.91 1578.18 1591.02 1603.86 GRADE 023 113 CLERK III 910 PARK CONCESSION SUPERVISOR 547A SWIMn�IING POOL SUP--OXFORD POOL 12/28/02 12l27/03 1124.71 1171.65 1225.08 1278.60 1337.28 139332 T432.44 1490.98 1503.75 1516.54 112932 1176.45 1230.10 1283.84 1342.76 1399.03 1438.31 1497.09 1509.92 1522.76 GRADE 024 004 ACCOUNTING CLERK II 123 CLERK-TYPIST III 300 METER READER 374M MODIFIED DUTY WORKER-CLERICAL 12/2&/02 12/27/03 1154.67 1206.83 1257.68 1315.06 137639 1435.06 1475.44 153731 1550.09 1562.86 1159.40 1211.78 1262.84 1320.45 1382.03 1440.941481.49 1543.61 1556.45 1569.27 GRADE 025 044 ASSISTANT SUPERVISOR OF WATER BILLING 120 CLERK-STENOGRAPHER III 381A CUSTOMER SERVICE 1tEPRESENTATNE 156 DUPLICATING EQUIP OPERATOR 147B RISK MANAGEMENT CLERK 12/28/02 12/27/03 1183.39 1234.23 1290.32 1346.40 1403.74146637 1508.05 1571.74 1584.52 159731 ****** 1634.28 1188.24 1239.29 1295.61 1351.92 1409.50 1472.38 1514.23 1578.18 1591.02 1603.86 ****** 1640.98 � • � m GRADE 25T 700A IS SYSTEMS SUPPORT SPEC I � 12/28/02 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. lfl-yr. (1) {2} (3} (4) (5) (6} (7) (8} (9) (iQ) 118339 123423 1290.32 131835 1346.4Q t375.07 1403.74 1435A5 146637 1508.05 15-yr. 20-yr. 25-yr. (11) (12) (13) 15 71.74 15 84.52 159731 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 1188.24 1239.29 1295.61 1323.76 1351.92 1380.71 1409.50 1440.93 147238 1514.23 15-yr. 20-yr. 25-yr. (11) {12) (13) 1578.18 1591.02 1603.86 GRADE 026 166 COMPUTER OPERATOR 320 PARKING METER COLLECTOR II i 12/28/02 12/27/03 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 1216.01 1270.68 1326.82 1386.80 1449.40 1513.28 1553.72 1620.74 1633.53 1646.29 1221.00 1275.89 I 332.26 1392.49 145534 1519.48 1560.09 1627.39 1640.23 1653.04 [ei;7:\�J�IIy3l1 570A LEGAL CLERK-TYPIST 12/28/02 1216.01 1274.64 1332.07 1393.32 1459.83 1526.33 1570.61 1637.93 1650.72 1663.52 12/27/03 1221.00 1279.87 1337.53 1399.03 1465.82 1532.59 1577.05 1644.65 1657.49 167034 [t1;7.•\7�1y� 434 CASHIER 433M MODIFIED DUTY WORKER-CLERICAL 433 STOREKEEPER IZ/28/02 12/27/03 � 1251.19 13 05.94 1363 33 1428.51 1491.12 156023 1603.28 1677.62 1690.42 1703.19 125632 1311.29 1368.92 143437 1497.23 1566.63 1609.85 1684.50 169735 1710.17 D3 �a, A7 I GRADE 28T 701A IS SYSTEMS SUPPORT SPEC II Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. • (I) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1251.19 13 05.94 1363 33 1395.92 1428.51 1459.80 I491.12 1525.69 1560.23 1603.28 15-yr. 20-yr. 25-yr. (11) (12) (13) 1677.62 1690.42 1703.19 Start 6-mo. 1-yr. 1.5-yr. 2-yr. 2.5-yr. 3-yr. 3.5-yr. 4-yr. 10-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/27/03 125632 1311.29 1368.92 1401.64 1434.37 1465.79 149723 1531.95 1566.63 1609.85 I S-yr. 20-yr. 25-yr. (11) (12) (13) 1684.50 1697.35 1710.17 GRADE 029 045A CLERK IV 423A PAYROLL CLERK 129B ZOO KEEPER A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5} (6) (7) (8) (9) (10) 12/28/02 1281.17 1343.78 1403.74 1471.60 1538.08 1611.07 1656.76 1726.58 1739.36 1752.16 12/27/03 1286.42 1349.29 1409.50 1477.63 1544.39 1617.68 1663.55 1733.66 1746.49 175934 GRADE 030 203A ANIMAL CONIROL OFFICER 300A ELECTIONS ASSISTANT 327 PAYROLL AUDIT CLERK 149A PROCUREMENT SPECIALIST TRAINEE 12/28/02 1319.04 1377.71 144023 1512.01 1581.09 1654.17 1699.78 1774.26 1787.03 1799.83 12/27/03 1324.45 1383 36 1446.13 1518.21 1587.57 1660.95 1706.75 1781.53 179436 1807.21 i `J � : GRADE 031 �� 073 BUILDING PERMIT CLERK � 070 CF3IEF METER READER 541A HUMAN RESOURCES RECORDS CLERK 965 LICENSE CLERK 248A SECRETARY 363A TREASURY CLERK A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1354.17 1414.18 1480.701548.52 1622.84 1698.48 1746.67 1819.26 1832.04 1844.84 12/27/03 1359.72 1419.98 1486.77 1554.87 1629.49 1705.44 1753.83 1826.72 1839.55 1852.40 GRADE 032 150A PROCUREMENT SPECIALIST 249A SECRETARY (STENOGRAPHER) 431A SENIOR COMPUTER OPERATOR 541 STOREROOM SUPERVISOR 202A TELECOMMLRVICATOR 12/28/02 12/27/03 CJ 13 91.98 1458.50 1523.73 1595.47 1669.79 1748.041798.88 1877.48 1890.291903.04 1397.69 1464.48 1529.98 1602.01 1676.64 1755.21 1806.26 1885.18 1898.04 1910.84 GRADE 033 382A CUSTOMER SERVICE SENIOR REPRESENTATIVE 157 DUPLICATING EQUIP OPR SUPERVISOR 629A LIEP PROCEDURES COORDINATOR 138M MODIFIED DUTY WORKER-CLERICAL 305A PAYROLL SYSTEM SUPERVISOR 664A SENIOR ANIMAL CONTROL OFFICER 138A VEffiCLE MAINTENANCE CLERK 12/28/02 12/27/03 1429.82 1498.96 1568.08 1639.77 1716.74 1798.88 1849.74 1929.09 1941.85 1954.64 1435.68 1505.11 1574.51 1646.49 1723.78 I 806.26 185732 1937.00 1949.81 1962.65 GRADE 034 506 CLERICAL SUPERVISOR 12/28/02 12/27/03 � 1471.60 1538.08 1611.07 1684.14 1763.65 1849.74 1900.57 1983.38 1996.12 2008.96 1477.63 154439 1617.68 1691.04 1770.88 185732 190836 1991.51 200430 2017.20 R9 GRADE 035 A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1512.01 1581.09 1654.17 1733.72 1814,53 1900.57 1954.06 2041.64 2054.42 2067.21 12/27/03 1518.21 1587.57 1660.95 1740.83 1821.97 190836 1962.07 2050.01 2062.84 2075.69 GRADE 036 12/28/02 1553.72 1628.07 1701.06 1783.23 186934195537 2012.75 2101.17 2113.96 2126.72 12/27/03 1560.09 1634.75 1708.03 1790.54 1877.00196339 2021.00 2109.78 2122.63 2135.44 GRADE 037 473 WATER BILLING SUPERVISOR 12/28/02 1596.77 1672.40 174935 1831.52 1918.84 20I I.46 2067.46 2I58.I 1 2170.90 2183.69 12/27{03 1603.32 1679.26 1756.52 1839.03 1926.71 2019J1 2075.94 2166.96 2179.80 2192.64 Ce7i7��Ti7_1 276A EMPLOYMEN'I' TESTING COORDINATOR 12/28/02 159637 1672.58 1747.44 1831.62 1919.90 204737 209138 2179.74 2191.92 2204.10 12/27/03 1602.92 1679.44 1754.60 1839.13 1927.77 2055.76 2099.95 2188.68 2200.91 2213.14 GRADE 038 --------------- 12/28/02 1643.72 1718.00 1800.15 1884.95 197234 2067.46 2126.20 2217.63 2230.40 2243.20 12/27/03 1650.46 1725.04 1807.53 1892.68 1980.43 2075.94 2134.92 2226.72 2239.54 2252.40 GRADE 039 12/28/02 I2/27/03 1690.63 1767.60 1851.03 1939.73 2029.70 2126.20 2184.86 228118 2293.99 2306.74 1697.56 1774.85 1858.62 1947.68 2038.02 2I34.92 2193.82 2290.53 2303.40 2316.20 � � 1�1 12/28/02 12/27/03 1740.24 1821.07 1904.56 1993.15 2089.71 2191.39 2251.45 235134 2364.14 2376.91 I'747.37 1828.54 191237 200132 2098.28 220037 2260.68 2360.98 2373.83 2386.66 • • . A10 ` GRADE 041 6 3 �� ---------------- A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. � (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/28/02 1787.15 1870.62 1960.61 2050.55 214836 2241.09 2316.60 2421.47 2434.27 2447.08 12/27/03 1794.48 1878.29 1968.65 2058.96 2157.17 2250.28 2326.10 2431.40 2444.25 2457.11 GRADE 042 12/28/02 1836.70 1924.07 201537 2110.55 2209.63 2316.60 2385.70 248'7.67 2500.45 2513.23 12/27/03 1844.23 1931.96 2023.63 2119.20 2218.64 2326.10 2395.48 2497.87 2510.70 2523.53 :�� 1� 12/28/02 1891.45 1978.85 2071.41 2167.91 2272.24 238438 2449.65 2556.48 2569.25 2582.05 12/27/03 1899.20 1986.96 2079.90 2176.80 2281.56 2394.16 2459.69 2566.96 2579.78 2592.64 GRADE 044 --------------- 12/28/02 1943.65 2037.50 2132.72 2237.07 2340.05 2450.90 2522.60 2633.25 2646.04 2658.85 12/27/03 1951.62 2045.85 2141.46 22a6.24 2349.64 2460.95 2532.94 2644.05 2656.89 2669.75 • GRADE 045 12/28/02 1997.11 209230 2192.69 2295.69 2407.86 2523.96 2596.93 271533 2728.08 2740.89 12/27/03 200530 2100.88 2201.68 2305.10 2417.73 2534.31 2607.58 2726.46 2739.27 2752.13 GRADE 046 ---------------- 12/28/02 2056.99 2155.07 2258.44 2364.56 2480.10 2599.67 2674.83 2796.79 2809.57 282232 12/27/03 2065.42 2163.91 2267.70 2374.25 2490.27 261033 2685.80 2808.26 2821.09 2833.89 GRADE 047 � 12/28/02 2118.73 2219.73 2326.23 2435.49 2554.48 2677.67 2755.09 2880.68 2893.49 2906.25 12/27/03 2127.42 2228.83 2335.77 2445.48 2564.95 2688.65 276639 2892.49 2905.35 2918.17 � All • �� A B C D E 5-yr. 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (lOj • 12/28/02 2182.27 2286.30 2396.03 2508.61 2631.11 2757.99 2837.74 2967.12 2979.88 2992.70 12/27/03 2191.22 2295.67 2405.85 2518.90 2641.90 2769.30 284437 2979.29 2992.10 3004.97 '•� 1�. 12/28/02 2247.74 2354.91 2467.89 2583.83 2710.05 2840.77 2922.85 3056.12 3068.90 3081.70 12/27/03 2256.96 2364.57 2478.01 2594.42 2721.16 2852.42 2934.83 3068.65 3081.48 3094.33 GRADE O50 12/28/02 2315.17 2425.54 2541.92 266137 2791.36 2925.99 3010.53 3147.79 3160.57 317336 12/27/03 2324.66 2435.48 2552.34 2672.28 28a2.80 2937.99 3022.87 3160.70 3173.53 318637 • � � Al2 APPENDIX B- CRITICAL INCIDENT RESOLUTION PAY �.3-(�1J MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF ST. PAUL � and AFSCME CLERICAL AND TECHNICAL iJNITS This agreement is entered into by and between The City of Sauit Panl, Division of Information Services and the AFSCME Clerical and Technical bargaining units (Union). Employees of the Division of Information Services (IS) who are telephoned at home or paged and are subsequently requested to resolve a critical information system problem, shall be granted two hours minimum compensation either in compensatory time or pay for their efforts per incident. An incident shall begin when the telephone or page is answered and end when the problem is either resolved or further efforts are deemed futile. This means multiple calls regarding the same problem are considered one incident. 2. If the IS employee is represented by the AFSCME Clerical ar Technical bargaining unit and resolurion of the problem takes less than one and one half hours, the employee will be paid straight time far the two hour minimum. If the resolution of the problem takes more than one and one half hours, then the overtime pmvisions of the contract will apply. 3. The City and the Union agree that this language is experimental and shall not extend beyond the term of this Agreement unless both parties act affirmatively to renew or modify this clause in bargaining for the • next contract. CITY OF SAINT PAUL , � ason Schmidt Labor Relations Specialist TerryH iner �� Labor Relations Manager \J LOCAL iJNIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MCJNICIPAL EMPLOYEES LEGAL �� Kurt Errickson, Business Agent t -� y'l/' Marcella Schillinger,President, I,oca 08 c �� c � -� ,..� �i `-j�l�lo,� Robin Madsen, Preside , Local 1842 I� APPENDIX C- COMMITMENT TO LMCHI �3 �a This letter confirms that the parties entered into the 2003-2004 agreement with the following intentions and expectations regarding the health insurance issues that face the City: � The rising cost of health insurance is an issue of vital importance to both the City and its employees. The responsibility to contain these costs falls jointly on the City, its Unions and the employees. The City's 7oint Labor-Management Committee on Health Insurance (LMCF3I) is a longstanding forum that has successfully resolved issues of joint concern in the past. The parties to this letter believe the LMCHI is a foruxn that must continue to be supported. By signing this letter, the parties hereby renew their commitment to work in good faith on the LMCHI and support the bylaws of the committee which encourages the Administration of the City to seek a consensus recommendation from all the Unions prior to making any changes in plan design. CITY OF SAINT PAUL � son Schmidt �bor Relations Specialist �' l.(.� Terry I finer Labor Relations Manager Mgmt Co-Chair of LMCHI � �= r� n uilfoile Risk Manager • LOCAL iJ1VIONS NO. 2508 and 1842, DISTRICT COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND NIUNICIPAL EMPLOYEES LEGAL �� Kurt Errickson, Business Agent ,�'��-- Marcella Schillinger, President, Lo 2508 p`�lr� �,r�..,�e ..,�i�. ��r/�.,� �i'�a�.. Robin I�v adsen, Presi t, Local 1842 C1