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04-776Council File # 0 �/ � ? �` Green Sheet # 3021037 RESOLUTION OF SAINT PAUL, MINNESOTA Presented Referred To Committee Date /� 1 2 3 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 2004 through December 31, 2005 Collecrive Bargaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. Benanav Bostrom Harris Helgen Lantry Montg Adoptec Adoprio By: ApprovF By: � ✓ ✓ Requested by Deputment oE Office of Human Resources ✓ � 3o a By: oy- ?��o � Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet DepartrnenUoffice/council: Date Initiated: Hu -�u�,�,�� 27JUL-04 Green Sheet NO: 3021037 Contaet Person 8 Pfione: Jason Schmidt 266�6503 Must Be on Cou�cil Agentla by y Assign Number For Routing Order 0 u rc 1 umanR rc De arhnentDirector � 2 me � 3 a r' Oftice Ma odAssi nt 4 oancii 5 lerk C' Cler Totai # of Signature Pages ! (Clip AII Locations for Signature) ....�,__".__. Approval of the attached January 1, 2004 through December 31, 2005 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Fedezation. dations: Approve (A) or R Planning Commission CIB Committee Civil Service Commission Personal Service Contrects Must 1. Has this person/firm ever vrorked under a contract for this department? Yes No 2. Has this person/firm ever been a city employee? Yes No 3. Does this personffirtn possess a skill not nortnally possessed by any current city employee? Yes No E�cplain all yes answers on separate sheet and attach to green sheet Initiating Problem, Issues, Opportuaity (Who, What, When, Where, Why): The Collective Bazgaining Agreement with the Saint Paul Police Federation has eacpired. The City of Saint Paul is required to negotiate with the barga unit. Advantages If Approved: An agreement reached through good faith bazgaining will be in place througJi December 31, 2005. Disadvantastes If Approved: None Disadvantages If NotApproved: The City would be required to re-open negotiations cvith the bargaining unit. This would strain relations wiht the bazgaining unrt and possbly lead to an azbitation. Transaetion: Punding Source: CostlRevenue Budgeted: Activity Number: Financial Irtformation: (Explain) NO'fE: CONfPLETE DIItECfIONS AitE I13CLUDED,IN Tf� GREEN SFIEET'INSTRUCTIONAI; MANUAT..AVAII.ABI:E IN TF� PURCHASING OFFICE (PFIONEDIO. 266-8900). .� � ' � , , ROTITING ORDER � EXECUTiVE ORDER'� � � - I: � DepartmeatD'uectvr ' Z•' City Atttimey, '� � 3. Mayor/Assistaat, � � � 4'. , Ciiy Clerk , ° BeIow aze cocrect routiags for tfie six mostfrequent types of dac�ents: �� '' � � � _ CONTRACTS (assumes authorized budget exists) , '� COUNCII, RESOLiTPION (Amend Budgets/Accept Giants) 1. OutsideAgency , , ' � - 1. DepartmentDicector � ' ' - � ' ' 2. Depaztmeat Director . , ' 2. ' Office ofFinancial' $ervices Director' ' ' ' ' , 3. City Attomey 3: Ciry Atmmey " 4. MayodAssistaat (for con4xacts over $25,000) 4. MayorlASSisKant , , , � � , _ 5. Haman Rights (for contmcts over $SD,000) � 5. �� City Coimcil� , � , , 6. Office of Financial Services-Accounting ' 6. Office of Financial Services-Accounting , ', ADMINIS'FRA'FiVE ORDERS (Budget Revision} . COiJNCII, RESOLU'ITON�(aF3 oUiecs, and Ordinatices) , , I. Activity Manager or Depaztment Accovntznt t. , Depaztment D'uector ' ', � 2. DepaitmentDirectoc � � � � Z.. � CityAttoiney ,� , , ,, ,' , , 3. Office of Financia[ Services Director � 3. Mayor /Assistant � � 4. City Clerk � 4. City Councii , � , 5. Office of Financial Services-Accounting ADNIINL4TRATNE ORDERS (all othecs) 1, Departmem Directar ' ' , , 2. City �Aaomey , 3. � Office of Finsncial Services, D'uector 4. Ciry Clesk , TOTAL NUMBER OF'SIC�NATURE PAGES Iadicate the # of pages on wluch signatiaes are re,quired aad paperclip or flsg each of these pages. ' ; ACTION REQUESTED � � �� Describe what the project/request seeks to accomplish in either chronologica! order or order of importance, whichevec "ss most appmpriate for 'the issne: Do'not write complete sentences. Begin each item m your list with avab. ,,' �, ,', ' � � ', , RECObA4EATDATIONS Campl'ete if tfie issue in question has been presented before azry body, public or,private. '- � � � � ' ' PER§ONAL SERVICE CONT�2ACTS: � � 'ILis mformation will be used to determine the city's liability for workeis compensatioa� ciaimc, tases' and groper civil service'hiruig mies. INITfATING PROBLEM, ISSUE, O�PORTUNITY Explain the situation or conditions thaY created a ne'ed for yois project or request �� , � �' � � � -, ,, ADVANTAGES IF APPROVED ' � ' . �, , � � � � � � � ' , � ; � Indicffie whether Nus,is simply an anuual budget procedure required by law/charter or whether there are specific'ways in which the Ciry of � Saint,Paul and its citizens will be¢efit from this projecdaction. � � ' � ' � � � ' ' � DISAUVANTAGESIFAPPROVED , ' ' ' , �� ' Wbat negarive effects w ma,}or chsnges'to �cistmg or past processes might this project/reques[ produce if it is passed,{e.g., 4aHic delays, uoise, hmc increases or assessmeats)? To Whom? When? For how long? � ; ' �� ' � ' �� DISADVANTAGES IFNOT APPROVED , What will be the negative consequences if the promised action is not�approved?, Iuzbilitj� to deliva seivice?� Continue high traffc, nnise, accidenti�afe? Loss�ofreveaue2 � � � � .�� , � , , , � � , , , , , , � � FINANCIAL IMPAGT Akhough you must tailor the information you provide here to the issue you aze addzessing, in general you must answei�two questions: How much is it going to, costR Who is gqing to pay? � �, � , � � � ; ' ' � ' � ' � , , , , � ' , � . . " � , . ', .' , � „ „ ' � � � � �,� , ., , , , , , �, , � . , � �� , � ., . ., . . . . , � . oy- � ��O ATTACHMENT TO THE GREEN SHEET SAINT PAUL POLICE FEDERATION Below is a summary of the changes in the Collecrive Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. The new agreement is for the period of January 1, 2004 through December 31, 2005. Wa es: 2004: 0.4% increase to base rate for non-sworn classifications 2004: 1.0% increase to the base rate for sworn classifications at Step A, Step B, Step C, Step D, Step E,and Step F effective 7/1/04 2005: 0.0% increase to base rate Effective 1/1/04 for Telecommunciator and Police Dispatcher, eliminate 25 year step. Amount of former 25 year step ($12.27) applied to 20 year step. Effective 1/1/04, create 20 yr step for all other non-sworn classifications (Emergency Communications Center Fire Dispatcher I, Communications Services and Maintenance Supervisor, Emergency Communications Center Shift Supervisor, and Emergency Communications Center Manager) at $24.54 over the 15 year step. Effective Ul/O5, eliminate 6-month step for all non-sworn classifications. Effective 7/1/04 for sworn classifications, add a 20-year step at 3% over the 15-year step. Effective 7/1/OS for all sworn classifications, eliminate the 6-month and 2-year steps. For police officer and sergeant classifications, increase the 5-year step by 1.5% and create a 7-year longevity step at 3.5% over the 5-year step. For all sworn classifications, add 6.75% to the 10-year and 15- year steps and 9% to the 20-year step. Health Insurance: 2004: Single: 2004: Family: $364.03 per month (maximum depending on plan choice) $656.52 per month 2005: Single: $364.03 plus an amount equal to 70% of the auerage increase in 2005. Employees participating in one of the two low cost plans will receive an additional $15.22 toward the cost of the premium of the low cost plan or the full amount of the premium for the two low cost plans, whichever is less. 2005: Family: 70% of the average premiuxn per month for all plans, plus an additional $10 per month. The City's contriburions for 2004 follows the pattern with all other bargaining units who have already signed agreements. The City's level of contributions for 2005 are in response to providing no across the board wage increases. oy-�� Hours of Work & Overtime Agreed to language that the City will try to equitably distribute overtime work. Shift Differential Agreed that non-sworn classifications do not need to be on a"regularly assigned" shift to receive shift differential. Clarified that swom classifications must be on a"regularly assigned" shift to receive shift differential. Retiree Health Insurance Agreed to eliminate this unfunded liability for all new employees in sworn classifications effecfive 7/1/O5. Employees in sworn classifications hired after 7/1/OS will instead be eligible for a$250 per year contribution to a Post Employment Health Plan (PEHP). PEHP contributions aze used after an employee retires to pay for medical related expenses on a pre-tas basis. Current sworn employees will be offered a one time chance to waive Retiree Health Insurance and participate in the PEHP contribution system. Sick Leave Agreed to reduce the accrual rate of sick leave from 15 days to 12 days per yeaz for employees in sworn classifications effective 7/1/O5. Severance Effective 7/1/O5, agreed to reduce the threshold far obtaining severance for sworn employees to 600 hours of sick leave for the $10,000 severance program. Adjusted the threshold for obtaining severance for sworn employees hired between 4/20/87 and 9/4/90 from 1,850 sick leave hours to 1,675 sick leave hours, and for those hired after 1/ 2/91 to 1,500 sick leave hours for the $30,000 severance program. This change was made to reflect the lower sick leave accrual rate of sworn employees after 7/1/O5. Premiums Agreed to eliminate 1.5% premium for Master Patrol Officers. Agreed to make the Emergency Communications Center Telecommunicator, Emergency Communications Center Police Dispatcher, and Emergency Communications Center Fire Dispatcher classification eligible far FTO premium as communication training officer. Holidavs Agreed to include ECC classifications in eligibility for time and one-half pay on minor holidays. Funeral & Bereavement Leave Effective 7/1/O5, agreed that sworn classifications will be eligible far three days of bereavement leaue per year. Once three days has been used, employees may be allowed to use vacation or comp time. Retroactivitv Agreed to limit retroactive payments to those employees who are active at the time of signing of the contract. oN-�� Meet & Confers Agreed to several non-binding meet & confer meetings regarding: changing length of shifts; distribution of overtime; mandatory training for ECC personnel; certification for language premium pay; possible ECC mergers; bidding for shifts in the ECC; and for vacarion scheduling in the ECC. Other changes are of a housekeeping nature. G \S1wedLLRCOhIMOMCON"fRACTPOLICE\04AS�greznanacAmmiO]2604 wpd 2fl04 -.2005_ C�f-�� COLLECTiVE BARGAINING AGREEMENT _ BE'I'V�EEN � � � � � �� TI�� IT� U�'� SAINT �?A�JI� ; � � � � � . � . _. �; � - . - � � � � T� SA�T'�' P�IJI, �0�� Ti�l� n�{-7�� INDEX ARTICLE TTTLE PAGE IPurpose ......................................................................i 2 Definitions ................................................................... 3 Recognition .................................................................. 4 Security ..................................................................... 5 Employer Authority ............................................................3 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 7 Savings Clause ................................................................6 8 HoursofWork and Overtime ....................................................6 9 Court Time ...................................................................' 10 Call Back .................................................................... I1Staad-By Time ................................................................ 12 Uniform Allowance ............................................................8 13 Military Lea�e of Absence .......................................................8 14 LegalService ................................................................. 15 Worldng Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 16 Insurance .................................................................... 17 Safety ...................................................................... 18 Premium Pay/Special Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 19 Shift Differential .............................................................1 20 Vacation ......................................:............................. 21 Holidays .................................................................... 22 Severance Pay ............................................................... 23 Wage Sohedule ............................................................... 24 Sick Leave .................................................................. 25 Incapacitation ................................................................ 26 Maternify Leave .............................................................. 27 Funeraland BereavementLeave .................................................28 28 Discipline ................................................................... 29 Seniority .................................................................... 30 Bidding ..................................................................... 31 Work Breaks ................................................................3 32 Duration and Effecfive Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Appendi� A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A-I i 0�-7�� COLLECTIVE BARGAINING AGREEMENT BETWEEN �.•�ijy �•(i7 a�y� icr � 7�rf � � THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paui, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT' has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its empioyees to provide the highest level of services by methods which will best serve the needs of the general public. ;; ��-7?� ARTICLE 1- PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.I (1) Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the weII-being of all concemed. l.l {2) Establish the full and complete understanding of the parties concemiug the terms and conditions of this AGREEMENT. 1.1 (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. i.1 (4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ARTICLE 2 - DEFINITIONS 2.1 2.2 23 2.4 2.5 FEDERATION: BMPLOYER: FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: AGREEMENT: Saint Paul Police Federarion The City of Saint Paul A member of the FEDERATION'S exclusively recognized bazgaining unit. The collective bazgaining agreement between the FEDER.ATTON and the E�LOYER 2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Pau1 �ZTICIfE 3 - I��O�l�tI'I'IOl�T 3.1 The EMPLOYER recognizes the FEDEI2ATION as the exoiusive representative for the puspose of meeting and negotiating the terms and canditions of employmen# for all fu11-time police department personnel; excluding supeivisory employees confidential employees, part-time employees, temporary oz seasonal employees and all other employees exclusively represented by otker organizaiions. b� �� 3.2 Job classes that are within the bazgaining unit and covered by this AGREEMENT aze as follows: Commander Lieutenant Communications Services and Maintenance Supervisor Police Officer Emergency Communications Center Mana�er Police Trainee Emergency Communications Center Shift Supervisor Sergeant Emergency Communications Center Fire Dispatcher I Emergency Communications Center Police Dispatcher Emergency Communications Center Telecommunicator 33 In the event the EMPLOYER and the FEDERATION are unable to aeree as to the inclusion or exclusion of a new or modified job position the issue sha11 be submitted to the Bureau of Mediation Services for determination. ARTICLE 4 - SECURITY 4.1 T'he EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary-to cover monthly F'EDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 i.'�7 The FEDERATION may designate employees from the bazgaining unit to act as stewazds and sha11 inform the EMPLOYER in writing of such choice. The EMPLOYER shall make space available on the employee bulletin board for posting official FEDERATTON notices and announcements. If upon review, the department head or authorized representative in charge of the facility or work azea where the notice(s) or announcement(s) is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees to indemnify and hoid the EMPLOYER harmless against any and all claims, suits, orders, or judgtnents brought or issued against the City as a result of any acrion taken or not taken by the City under the provisions of this Article. 4.5 Release time for negotiations. During each round of negotia��'ons, four individuals (not including the Federation Presidenf) will be allowed to meet with the City's authorized represEntative, without Ioss oi pay, for the purpose of wage, salary, or frin�e benefit discussions. Each individual is eligi�ble for up to 12 hours of such release time. 4.6 Release time for Federataon President. The iudivtdual elected Federation President shall be released from 50% of his/her normal duties under the following conditions: Such release time will be fiznded by a donation of vacation hotus from each Federation-rEpresented employee at the beeinning of each year. The amount of hours needed to be donated from each employee wili be recaiculated each year, based on t11e actual salary and benefit costs of the inciividual Pr�sident. {i'or tlie year 2002, each Fed°ration-represented employee will donate threr hours of vacaaon). In addition, the �ederation wiL pzy a S�OflflAO zciminis�ative fee each year to the I3EPAILT_MEN i. o4-TC�, It is understood that the PresidenY s release time will be taken in whole day increments as much as possible and that the President will work with his/her supervisor to identify which days each pay period will be release time days. It is also understood that, during hislher release time, the Federation President's acrivities aze up to the Federation's discretion. It is further understood that, as with atl employees and consistent with Article 30, the assignment (including any special assignments) for the individual serving as Federation President will be determined by the DEPARTNIENT HEAD. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDER.ATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogafives and authority that the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENf are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy wYuch include, but aze not limited to such azeas of discrerion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. ARTICLE 6- EMPLOYEE AND FEDERA�'ION RIGHTS GRIEV�CE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation ar application of the specific terms and conditions of tha AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. However, disciplinary actions may be appealed to either the Civil Service Commission or to an arbitrator. If disciplinary action is grieved under the terms of this contract, #he union's Step 2 written grievance must state whether the grievance, if still unresolved after Step 3, wi11 be appealed to the Civil Service Commission or to an azbitrator. i�iothing in this Article precludes employees from pursuina whatever reco�se they may have under the terms of the Veterans Preference Act. 6.2 FEDER.ATi01�T REPRESENTAT`IVES 'The EIY�LOYER will recognize REPRESE2Q'i'ATNES designated by the �`EDERATiON zs the grievance rapresenta#ives of the bargaining unit having the duYies and responsibilities establislied by ihis �rticle. 'I'he FEDEFcATTON shall notify the EMPLOYER in writing of the names of such �EDERA'TION REFRESEN lA'I3VES and of t� eir successors when so desi�ated. 0�f -77� 6.3 PROCESSING OF GRIBVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shaI1 therefore be accomplished during normal worldng hours only when consistent with such EMPLOYEE duties and responsibilities. The ag�ieved EMPLOYEE and the FEDERATION REPRESENTATNE shall be allowed a reasonable amount of time without loss in pay when a�ievance is investigated and presented to the EMPLOYER d ttilt� normal worl�ng hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work pro�ams of the EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step 1 An EMPLOYEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one {21) calendaz days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within #en (10} calendaz days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in cvriting setting forth the nature of this grievauce, the facts on wluch it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDER.ATION within ten (10) calendar days shall be considered waived. Step 2 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shail give the FEDERATION the BMPLOYER'S Step 2 answer in writing within ten (10) calendar days afrer receipt of snch Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) catendar days following the EMPLOYER designated representative's final Step 2 answer. Any �ievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days sfiall be considered waived. Step 3 If appealed, the written grievance shali be presented by the F'EDERA?`IflN to, and discussed with the EMPLOYER desi�atsd Step 3 representative. The Ei*/II'LflYER desi�atad representa#ive shall give the F`EDERA'i'ION the EMPLOY Step 3 answer in writing withia ten (i0j calendar days after receipt of sach Steo 3 Erievance. A grievance not resolved in Sten 3 may be appsaled by the FEDERAT`IflN to Step 4 within ten {10) calendax days foIlowing the EMPLOY�� desi�nated represen#ztive's final a�swe; in StEp 3. Any �i�vance noi appealed in writing to S#ep 4 by the FEDERATIOl\ witbin ien {lfl) calendar days sliall be considered w2ived � O 5�-77�, OptionalMediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within 30 days of the assi�ment. 2. Grievance mediafion is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to azbitration shall be delayed for the period of inediation. 3. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be provided ample opporiunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shail sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequently moved to arbitrarion, such proceeding shail be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolufion or offers of settlement may be used or referred to during arbitration. Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to azbitration subject to the provisioivs of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance wiYh the "Rules Governing the Arbitration of Grievances" as established by the Board Bureau of Mediarion Services. 6.5 ARB3TRATOR'S AUTHORITY A. The arbiirator shall have no right to amend, modify, nnllify, ignore, add to or subtract from the tarms and conditions of the AGREEMENT. 'The arbitrator shall consider and decide only the specific issue(s) submifted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submiited. B. The arbi#rator shall be without power to make decisions contrary to or inconsisten# with or modifyiue or varyiug in any way #he application of laws, rules or regulations havinQ tile force and effect of iaw. The arbitrator's decision shzli be subsitted in writing wi#hiu tbirty (30) days followiag the close of the hearina or the submission o£brie;s by #he parties, wluchever is later, unless the partiss a�ee to an e�#ension. The dscision shall be based solely on the arbitratofs i�terQretation ar application oi thz express temas of this AGREEN��'T and to the facts of the �rievance presanted. D �-77� C. The fees and expenses for the azbitrator's services and proceedings shall be borne equaily by the EMI'LOYER and the FEDERATION, provided that each party shall be responsible for compensating 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. If both parties desire a verbatim record of the pmceedings, the cost shall be shazed equally. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived." If a grievance is not appealed to the next step within tiie specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERATION may elect to treat the �ievance as denied at that step and immediately appeat fhe grievance to the neact step. The time limit in each step may be eatended by mutual written agreement of the EMPLOYER and the FEDERATIQN in each step. 6.7 RECORDS All documents, communications and records dealing with a grievance shall be filed sepazately from the personnei files of the involved EMPLOYEE(S). ARTICLE 7 - SAVING5 CLAUSE 7.1 This AGREEMENT is subj ect to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose finai judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. AIl other provisions shall continue in full force and effect. T`he voided provision may be renegotiated at the written request of either party. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The nomial work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the no�nal work days shatl be ten (10) consecutive hours per day. For employees assigaed to the 5/3 shift, the normal work day shall be nine (9) consecutive hours per day. For empioyees assigned to the 4(2 shift, #hey may be required to work a 10 hour day or an 8 hour da.y consisfent with the scheduie and as assigned by the DEPARTMENT HEAD. 8? 'i'he norcnal. work period shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift the nounal work period shall be one huudred sixty (160) hours in twenty-aight (28) days. 83 This sec�ion shall not be constnzed as and is not a�uarantse of any hours of work per norma3 work day or per namiai work week. g.4 Atl employees shali be at the location desi�ated by their supervisor, read3� for wor'�c ai ttie established startina ti�ne and shall rEmain a# an assigned �+or� locaiion un�l the en� oi ihe es#ablished work �zy unless othenvise d'ueczsd by their sup�visor. � t� �77( 8.5 Employees will be compensated at the rate of one and one-hatf (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, subjact to the limitations of Section 8.2, for kours that exceed daily planned scheduling by the EMPLOYER The EMPLOYER shall use its best efforts to equitably distribute overtime work when scheduling events or other work that is not unique or particulaz to any one employee. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal houriy rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S nomial hourly rate. 9.2 The minnnum of four (4) hours shall not apply when such court time is an extension of or an early report to a schednled shift. ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1,5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. .. � � °� ti � �i : '� i� f' � 11.1 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time wili be compensated for a minimum of two (2) hours based on the EMPLOYEE'S normal hourly rate for such day he/she is required to stand-by, but such compensation shall aot apply where the EMPLOYEE is called to court for an appeazance on the case subject to the stand-by request or for any other case. 11.1 {I) Zf an empioyea is on standby for a court appeazance and is called into court, he or she will recaive not less than two (2) hours pay based on his/her normal hourly rate. 11.2 The iwo hour minimum compensation for stand-by shall not apply if notification is given that ttie stand-by is canceied prior to 6:00 p.m of the preceding day. 113 Unless notified to #he contrary, s#and-by status shall continue ior a max;mum of two consecu#ive days, a: which tima the EMPLaYEE shall be required to contact the City or County frial iawyer or his/tiier secretary iu charge of scheduling by i 600 hours the day following initiation of stand-by status who �ill then conti�ue or cancel stand-by staius as required and maintain an appropriate record of such notificzrion. OS�-77� ARTICLE 12 - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollazs as a clotbing allowance on a voucher system wiil be increased on January 1, 1974 and each yeaz thereafter on the basis of a yearly study of the inereased cost of the defined uniform. The 1972 base cost of the uniforms aze defined in Appendix A. 12.2 Article 12.1 shall apply only to the following job classes: Commander Lieutenant Sergeant Police Officer 12.3 All other job classes under this AGREEMENT shall be entitled to two hundred seventy frve ($275) dollars each yeaz as a clothing allowance on a voucher system ARTICLE 13 - MII�ITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANCE Any employee who sha11 be a member of the National Guazd, the Naval Militia or any other component of the militia of the state, now or hereafter oro ni�ed or consfituted under state or federal Iaw, 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 component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMPLOYEE is engaged with such or ni�ation or component in trainiug 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 fiuther 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. Such leave shall not be aliowed unless the EMPLOYEE (1) returns to iris/her position immediately upon being relie�ed from such military or naval service and not later than #he e�piration of time herein linited for such leave, or {2) is prevented from sa retuming by physical or mental disability or other cause not due to sach EMPLOYEE'S own fautt, or (3) is required by proper authority to continue in such military or navai szrvice beyond the tisne herein limited for such leave. 13.2 LEAVE WITHOUT PAY Any BMPLOYEE who enga.�es in active service in time of war or .other emergency declazec by propec authori#y or any ai the military or navai forces o? ti�e state or oi the United Statas for which leave is not otherwise ailowed by law, shali be enttled to leave of absence from employment withont pay duriug such ser��ice with ri�t oi reins`� atement a�d su�jaci to snc� condiiions as are iurposed by iaw. i� 3 Such iz2ves oi absence � aze �aa�ed u�3er ArC�cle li�all confa�a to �i�esoT2 Statutes Sec�ion 192 as amznde� from time to rime z�d shall confer no adc�itional benefits othea� thzn those grranied by sa:�d � �� p statute. ARTICLE 14 - LEGAL SERVICE i4.1 Except in cases of malfeasance in office or wi11fu1 or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where the employee is the Plainriff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION 15.1 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) worl�ng days during a yeaz shall receive the rate of pay for the out-of-class assignment in a higher classi&cation not later than the sucteenth (16) 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, alI 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 classification held by such employee. The rate of pay for an approved out-of-ciass assignment shall be the same rate the employee would receive if such employee received a regular appointrnent to the higher classification. • : � h 1: _�►t�'�1 Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees seleoring the offered pians agree to accept any changes in benefits which a specific provider implements. If in either year tiie number of pians increases, the increase will be based on the average premium. 16.2 Effecrive for the 7anuaty 2004 insurauce premituns, for each eligible empioyee covered by ttus a.greement who is employed full-rime and who seiects single employee health insurance coverage provided by the Employer, the Empioyer agrees to contribute an amount equal to the average of the 2004 single insurance premitw�. For each eli�bie full-time empioyee who selects family health insurance coverage, ttie Employer will conmbute 557531 {amount of the 2003 fzmiiy contribu?io�) per montL plus sixt3� five percent {b5%) of the family p�e��ium increase in 2004 up to 571 SO pe: rsanth. If ths 20�� family premi„� 0�-77� increase exceeds $110.00, the City will pay forty percent (40%) of the excess increase per month. (The total monthly 2004 family insurance contribution will be $57531 +$81.21, for a total of $656.52.) 163 Effective for the 7anuary 2005 in�,��nce premiums, for each eligible employee covered by tlus agreement who is employed full-time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to coniribute an amount equal to the 2004 single contribution, plus an amount equal to seventy percent (70%) of the average increase to the premiums of aIl plans for 2005. Employees participating in either of the two low-cost plans shall receive an additional $15.22 per month towazd the cost of the two low-cost plans, or the full cost of the two low- cost plans, whichever is less. Effective for tfie January 2005 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects family health insurance covezage provided by the Employer, the Employer agrees to contribute an amount equai to seventy percent (70%) of the average premium of alI plans per month, plus for 2005 an additional $10.00 per month. 16.4 Under the "Cafeteria Plan," all benefit eligible employees (i.e. 40 hourslpay period or more) must select at least single health insurance coverage and $10,000 of life insurance coverage. (In 2002, the City will conhibute the cost of the $10,000 mandatory life insurance as part of the insurance contribution described in Article 16.2. In 2003, the City's contribution to the $10,000 mandatory life insurance will be a stand-alone contribution sepazate from the health insurance contribution described in Article 16.3). It is understood that these mandatory coverages (single health and $10,0001ife) may not be waived. However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paui, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory heaith insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, iwo hundred and twenty &ve dollazs ($225.00 per nonth) shall be eligible for payment as nnused benefit dollazs. Such payment shall be made during the month of January for the previous insurance year. 16.5 Under the "Cafeteria Plan," employees covered by this agreement will be elig'ble to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Cate Account will be paid by the Employer. T'he service fee for employees participa#ing in the Medical Expense Account will be paid by the Employer. Snrvivor Znsnrance 16.6 In the event of the death of an active employee, the dependents of the employee shall have the option, within thirty (30) days to continue #he current hospitalization and medical benefits, inciuding suoh plan improvements as may be made from tune to time, which said dependents previously had, at the premium and Empioyer con#ribu#ion appiicable to eli�ble early retirees. The date of dea#h shail be considered to be the da#e of retir�nent. L�r the even# of t�e dea#h of an eariy retirae or a refful� retiree, the dep�naents of the re*..,ree shall have the optian, within #hizty {34) dzys, to co�tinue the cunen� hospita3ization and medi�al bene$ts which said d�endEats przviously had, at the premium �d Empioyer con�ibution accord�. #o the eliQbie deceased r V ?fl o�- 77� In the event of the death of an employee kiIled in the line of duty, the Employer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligible dependent who is not enrolled in the Cit�s health insurance program at the time of the employee's death will have an option to enroII at the next annual open enrollment period. It is further understood that covera;e shaII cease in the event of: 16.6 (1) Subsequent remarriage of the s�viving spouse of the deceased employee or retiree. 16.6 (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. Retiree Insurance 16.7 Employees who retire must meet the following conditions in order to be eligible for the Empioyer contributions Iisted in Articles 16.8 through 16.11 below towazd a health insurance plan offered by the Emplayer: 16.7 (1) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and 16.7 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree plans, and 16.7 (3) E3ave completed at least 20 yeazs of service with the City of 3aint Paul or be receiving a disability pension, and 16.7 (4) Have severed his(her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Employees in the job classification of Police Trainee, Police Officer, Sergeant, Lieutenant, and Commander, hired after 7uly 1, 2005, shall not be eligible to receive the Employer contributions described in Articles 16.8 through 16. i 1. In lieu of such contributions for retiree insurance, the Employer shall pay $250.00 per year into the employee's account in a Post Employment Health Plan (PEi�') maintained by the Employer. Such contributions shali be made on or before March 1, and shall be credited for the previous calendaz yeaz. Only employees in the job classificafion of Police Trainee, Police flfficer, Sergeant, Lieutenant, and Commander who are on tlie deparhnent payroll on 7anuary 1 of the previons calen3az yeaz shall qualify for the PEI�P coniribution; except #l7at such employees who are sepazated from employment durng the previous year and who have at least ten {10) years of service wi]1 receive a pro-ra#ed contribution. Neither employees who have separated their employment with the City by reason of involuntary #emaination for misconduct nor empioyees with less thau ten (10) years of service shall be eligible for any pro-rated contribution. ^nu employse in 2he job ciassification ofPolice Trainee, Pflice Officer, Sergeaat Lieutenant, or Commauder hired priar to 7uly i 20fl5, may make a ene-ti�e, irrsvoczble elec+aon to be trea�ed as an employee hi3ed afrer 7uly 1, 2005, under this Alticle; thereby forever waiving any ciaim ta au ti o�-�� Employer conhibution for retiree insurance in exchange for receiviag the annual Employer contribution into his/her PEHP accaunt. EarIy Retirees 16.8 This Article shall apply to employees who: 16.8 (1) Retire on or after 7anuary 1, 1996, and 16.8 (2) Were appointed on or before December 31, 1995, and 16.8 (3) Ha�e not attained age 65 at retirement, and 16.8 (4) Meet the terms set forth in Article 16.7 above, and 16.8 (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 $350.00 per month toward the premium for single or family health insurance coverage. Any unused portion of the Employer's contriburion shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Article 16.10 sha11 apply. 16.9 T'his Article shall apply to employees who: 16.9 (i) Retire on or after January i, 1996, and 16.9 (2) Were appointed on or after January 1, 1996, and 16.9 (3} Have not attained age 65 at retirement, and 169 (4) Meet the teans set forth in Article 16.7 above, and 16.9 (5) 5elect a heaith insurauce plan offered by the Employer. Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribnte a maximum of $300.00 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 eariy reiiree attains age 65, the provisions of Article 16.11 sha11 apply. Regular Retiress (Age 65 and over) 16.10 This Article shall apply to employees who: 16.i0 (1) Retire on or after 7anuary 1, 1996, and 15.10 {2) Were appointed prior to 7anuary 1, 1996, and 16.10 {3) Have attained age 65 at retirement, aud 16.10 (4) Meet the temss set forth in Article 16.7 above, and 16,10 (5) Select a health insurance plan o�ered by the Employer. lhe Empioyer agrees to contribute a ma�imum of 53�0.00 per month toward #he premium iar si.r�ie or iarily heaith insurance cov�ge o£�'ered to revula retiraes aud ttieir dependents. Auy unused portion of t�e Employer's contribntion shall not be paid to ti�e retiree. ,� a�� This Article shall also apply to eazly retirees who retired under the provisions of Article 16.8 when such early retiree attains age 65. 16.11 This Article shall apply to employees who: 16.11 (1) Retire on or after 7anuary I, 1996, and I6.11 (2) Were appointed on or afrer 7anuary l, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.7 above, aad lb.l l(5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month toward the premium for single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's contribution shaIl not be paid to the retiree. T`his Article shall also apply to early retirees who retired under the provisions of Article 16.9 when such early retiree attains age 65. 16.12 The contributions indicated in Article 16 shall be paid to the Employer's third party administrator or designated representative. 16.13 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. 16.14 Effective for employees who retire on or after 7/i/03, additional dependents beyond those ofrecord at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. . � , 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the anforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shail be immediately considered by tt�.e EMPLOYER. If such matter is not satisfactorily adjusted, it may become Yhe subject of a gievance and will be processed in accordance with the grievance procedure set forth hersin. l� o'�.-�� ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCE� 181 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS In addition to other compensation payable, any full-time employee designated as a member of the Critical Incident Response Team (CIR1� and Hostage Negotiation Team shall be granted an allowance of One hundred iwenty ($120.00) dollazs biweekly. Only employees who have satisfactorily completed all required training shatl be eliPible fot such assignment designation and special allowance. 18.2 CANINE HANBLER In addition to other compensation payable, Canine handlers who aze required to keep the dogs in their homes, transport ttfem in their private cazs, etc., shall be granted an allowance not to exceed One Hundted Seventy ($170.00) Dollazs biweekly. Such allowance shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animai. Such allowance shall be payable only during the time the employee is performing duties as outlined above. 183 FIELD T`RAIIIING OFFICER & SUPERVL40R A. Any Police Officer, Emergency Communications Center Telecommunicator, Emergency Communications Center Pofice Dispatcher, or Emergency Communicarions Center Fire Dispatcher who is assigned to the duties of a Rield Training Officer, or Communication Training Of&cer shall be paid a diff'erential of $1.50 per hour above lus/her regular base rate for those shifts actually worked by the employee. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differ8ntial. B: Effective, 3anuary 1, 2000 the Bmployer may assign up to sixty (60} Police Officexs to the duties of a Full-Time Field Tiaining Officer and up to fifteen (15) Sergeants to the duties of a Full-Tima Field Training Supervisor. Said EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular base rate for all hours during the period s/he is so designated Only Police Officers and Sergeants who have satisfactorily completed all required training delineated by the DEPARTMENT HEAD shall be eligible for such assi�ment and pay differenfial. Fu11-Time Field Training Officers and 3upervisors will be designated and defined by the DEPART'N1ENT HEAD. These ENff'LOYEES sha1l provide various trainiiig in the field and perform other training duties as assigned by the DEPARTMENT F�AD. These EMPLOI'EES shall provide various lraining in the fieid and perform other training duties as assigned by the DEPARTNIEIV 1 FIEAD. 18.4 ORDDiAI�ICE DISP03AI, L'?�ITI' Any employe� desi�ted as a member of the {7rdnanca Disposal Ilnit shall be paid a differential oi 51.50 per �our above his/her base rate. Only employees who have satisfactorily completed a11 required lrairiug shall ba eligibie for such assi�ment and pay di�erenfial. _ l� ��-Tr� 18.5 NARCOTICS AGENT Any Police Officer assigned as a Nazcotics Agent to the Nazcotics Unit shall be paid a differenfial of $1.50 per hour above his/her base rate. 18.6 SCHOOL RESOURCE OF`F'ICER Effective the first day of the pay period closest to 1/1/03, employees worldng in the title, Police Officer, and assigned as a School Resource Officer shall be paid a differentiat of $0.75 per hour above his/her base zate. 18.7 UI�TIFQRMED POLICE OFFICER Employees worldng in the title, Police Officer, and assigned to one of the Districts, FORCE, Canine, Mounted, SRO or Traffic & Accident shall receive one and a half percent (1% %) per hour above the base rate. 18.8 LICENSE AND MANDATED TRAINA�G ALLOWANCE Employees covered by this agreement who have a least three (3) years af service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Depazhnent and State mandated training. The Employer reserves the right to pay such premiums to employees with less than three yeazs in the Department providing such exnployee holds the required certification. Fire Dispatcher shall be included in the above ailowance because they are required to have an EMT certificate. 18.9 SENIOR COMNIANDER ALLOWANCE Any certified Commander who is assigned the duties of a"Senior Commander" shail receive five percent {5%) per hour above their base rate. The number and nature of such Senior Commander assignments shall be determined solely by the Chief. The Chief may remove employees from Seniar Commander assignments at anytime. The Chief shall make such assignments only from among employees holding the rank of Commander. Assignments ta and removals from Senior Commander duties shali not be subjec# to the provisions of Article 6(Grievance Procedure) oi this agreement. It is recoenized that the intent of item ;�5 on the 12/8I991Vi0A was that the foliowing individuais aze permanently "grand fathered" to a rate of compensation no lower thzn the "Senior Commande�" rate. These individuals are the only remaining individuaLs who were in certified Commander titles prior to tlie implementation of #tie 12/8/99 MOA: Nancy DiPErna Richard Crudell ij 0�-77� 18.10 LANGUAGE INTERPRETATION SKILLS ALLOWANCE The DEPAR'I'MENT HEAD shall designate EMPLOYEES to be paid a premium above their base rate if certified as proficient in language sldlls other than English as delineated by the DEPARTMEI�TT FiEAD. The premium for BMPLOYEES who aze designated shall be 2%. ARTICLE 19 - SffiFT DIFFERENTIAL 19.1 19.2 SWORN PERSONNEL: Any employee who works on a regutazly assigned shift beginning earlier than 6:00 AM or ending later than 6:00 PM, and providing that four or more hours of the shift are between 6:00 PM and 6:00 AM, shall be paid a differential of five percent (5%) of the employee's base rate for all hours of the shift actually worked by the employee. Any employee who works a shift be nnin earlier that 6:00 AM or ending Iater thau 6:00 PM, but less than four hours of the shift worked aze between the hours of 6:40 PM and 6:00 AM, shall be paid a night differential of five percent (5%) of the employee's base rate for only the hours actually worked between the hours of 6:00 PM and 6:00 AM. NON-SWORN PERSONNEL: Any employee who works a shift beginning eazlier than 6:00 AM or ending later than 6:00 PM, and providing that four or more hours of the shifr aze between 6:00 PM and 6:00 AM shall be paid a diff'erential of five percent (5%) of the employee's base rate for all hours of the shift actually worked by the employee. Any employee who works a sluft beginning earlier than 6:00 AM or ending later than 6:00 PM, but less than four hours of the shift worked aze between the hours of 6:00 PM and 6:00 AM shail be paid a night differential of five percent (5%) of the employee's base rate for only the hours actually worked between the hours of 6:00 PM and 6:00 AM. AIZTICLE 20 - VACATiON 20.1 Each full-tima employee shal3 be granted vacafion according to the foliowing scheduSe: Yeazs of Service 0 thru 5 yeazs after 5 years after lfl years a£�er i5 ye� zfier 20 ye�rs Vacatioa Grantad 15 days 20 days 23 days 2g da,ys 27 days 16 0�-7�� Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following IRS payroll reporting year up to one hundred twenty (I20) hours of vacation. Iiowever, if requested by an employee, the Department F3ead may compensate the employee in cash at the end of each IRS payroll reporting year for any or aIl hours for which tlie employee requests payment. Payment shall be at the rate of pay in effect at the fime payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (I) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to ResolutionNo. 6446, Section I, sub. H. ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The following days sha11 be recognized and observed as paid holidays: New Yeazs' Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the foilowing shall apply: 21.1 (1) 21.1 (2) 21.1 (3) Whenever any of the holidays lisTed above shall fall on Saturday, the preceding Friday shall be observed as the hoIiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday throu�h Friday, the holiday shall be observed on the calendar dats of the holiday. 21.2 Note, begirm�ng with payroil year 2003, floating holidays were elirnivated and moved into the vacation schedule. 213 E7 i�bility Requirem�nts. In order to be eli �m.�ble for a holiday vrith pay, an Ei��LflYEE must be empioyed as of #he date of the holiday and have paid hours on the payroll for tiiat pay period The amount af hoiiday time earned shail be b2sed upon the number oi non-holiday hours paid durin� tha: pay period (see proration charts in Salary Plan and 12atvs oi Compensation). For the purpose oi this sectien, non-holiday hours paid inciudes hours actually worked (excluding overtime) yacation time, �� o� �7� compensatory time, paid leave and sick leave. It is fiuther understood rhat neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 21.4 A. If an employee entifled to a holiday is required to work on Martin Lutlier King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the deparhnent pemuts, or he(she shall be paid on a straight time basis for such hours worked, in addition to Ius/her regulaz holiday pay. B. Employees worldng in the iitle Police Officer, Emergency Communications Center Fire Dispatcher I, Emergency Communications Center Police Dispatcher, Emergency Communications Center Telecommunicator, Emergency Communications Center Shift Supervisor, Emergency Communications Center Manager, and Communications Services and Maintenance Supervisor shall be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day 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 hours worked, in addition to his/her regular holiday pay. C. If an employee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, I.abor Day, T'hanksgiving Day or Chrishnas Day, he/she shall be recompensed for work done on this day 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 hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay.program, an employee must meet the following requirements: 22.2 {i) The empioyee must be voluntarily separated from City employment or have been subject to separation, lay-off or oompulsory 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. 22.2 (2) The employee must file a waiver of reemployment with the Humau Resources Director, which will clearly indicate that by requesting severance pay, the employee waives all �laims to rainstatemeni or reemployment {oP any type), wi#h the City or with Iudependent School Districi No. 625. 22 �{�) The employee must hzve au accumulated balance af at iezst sig hundred forty (64D) hours of sick leave credits at the time of his/her separatian from service. 223 Ii an employee requests severance pay and if tLe E�ployer mee#s the eiiabitity rsq_uirements set iortYf above, ha or she wiii be granted severauce pay in an amolmt ec�al to one-haLf of fne daiiy rate oi pay for the posi�on held by the employee on the daie of separa�on for each day of zccruec? sick le2Y e subj ect to a aa�irnu� zs show be1_ow based on #he number of years oi szrvice wiih ihe City. 18 o�-�� YEARS OF SERVICE WTTH TFIE CITY At Least 20 2I 22 23 24 25 �� SEVERANCEPAY $ 5,000 $ 6,000 $ '7,000 $ 8,000 $ 9,000 $10,000 22.4 An employee who meets the eligibility requirements for a severance benefit under Article 223 and who meets the following additional requirements shall be granted severance pay in the amount of thirty thousand dollars ($30,000) in lieu of the amounts payabie under Article 223: 22.4(1) Non Sworn Personnel. Any employee in the job classification of Emergency Communications Center Telecommunicator, Emergency Communications Center Police Dispatcher, Emergency Communications Center Fire Dispatcher I, Emergency Communications Center Shift Supervisor, Communications Services and Maintenance Supervisor, and Emergency Communications Manager, who: is sepazated from City employment on or after 7une 30, 1992; has an accwnulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave ciedits; and has at least twenty five (25) years of service at the time of his/her separation from service, or who sepazates by reason of being ruled disabled and at the time of disabiliry separation has at least twenty (20) years of service and begins drawing a disability pension. 22.4{2) Sworn Personnel Hired Prior to December 15, 1986. Any employee in the job classification ofPolice Trainee, Police Officer, Sergeant, Lieutenant, and Commander, who: was hired by the City on or prior to December 15, 1986; has an accumulated balance of at least one thousand eight hundred fifly (1,850) hours of sick ieave credits; and has at least twenty five (25) years of service at the time of Ius/her separation from servica, or who separated by reason of being ruled disabled and at tYie time of disabiiity sepazation has at ieast twenty (20) years of service and begins drawing a disability pension. � U �-77� 22.4(3) Swom Personnel Hired Between Apri120, 1987, through September 4, I990. Any employee in the job classification of Police Trainee, Police Officer, Sergeant, Lieutenant, and Commander, who: was hired by the City during the period from Apri120, 1987, through September 4, 1990; has an accumulated balance of at Ieast one thousand six hundred seventy five (1,675) hours of sick leave credits; and has at least iwenty five (25) yeazs of service at the time of hislher sepazation from service, or who separated by reason of being mled disabled and at the time of disability sepazation has at least twenty (20) years of service and begins drawing a disability pension. 22.4(4) Swom Personnel Hired On or After 7anuary 2, 1991. Any employee in the job classification of Police Trainee, Police Oflicer, Sergeant, Lieutenant, and Commander, who: was hired by the City on or after January 2, 1991; has an accumulated balance of at least one thousand five hundred (1,500) hours of sick leave credits; and has at least twenty five (25) years of service at the time of his/her sepazation from service, or who sepazated by reason of being ruled disabled and at the time of disability separation has at least twenty (20) yeazs of service and begins drawing a disability pension. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The first payment shall be made during the month of February in the yeaz following the year in which the employee sepazates his/her employment. The second and third annual payments shall be made during the month of April in subsequent years. 22.5 For the purpose of this severance program, a death of an employee shall be considered as sepazation of employment, and if the employee would have met all af the requi.rements se# forth above, at the time of his or her death, payment of the severance pay ma.y be made to the employee's estate or spouse. 22.6 Severance Pay which totals ten ti�ousand dollars ($10,000) or less shall be paid in accordance with tlie provisions of City Ordinance No. 1149�. 22.7 This sevzrance pay program sha11 be subject to and govemed by the provisions of City flrdinance �TO. 11490 except in tt�ose cases whsre the specific provisio�s of this Article conflict with said ordinance and in such cases, #tia provisions o£this Aracie sLail control. Employees are not aligible for severance plans iisted i� City Or "anance No. 1149�J. 2fl d Sa�7?!p ARTICLE 23 - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shall be as shown below. Increases are effective on the first day of the pay period closest to the indicated effective date. Effective 7anuary 1, 2004: Effective 7uly I, 2004: Effective 7anuary 1, 2005: 0.40% rate increase for non-swom classifications; 0.00% rate increase far sworn classifications. 1.00% rate increase for swom classificarions at Step A, Step B, Step C, Step D, Step E, and Step F. 0.00% rate increase. 21 os�-7�� a' O � � d G' E+ �a � O P � � Z.i �i�+ d N � C :. � � � � � w � n U . C � � � � � � N M � � 6 6�9 �' v� m N N V1 V � .� r: .-� � � �- N s�.. � � � � a� � .� � v� � o � rn M 7 O O N � � 6 � � � N T c�� cn � � � � o � -- '� � a�i ci l�i y � � w a r�, v °*'' ,.�C 00 0� W � b0 0o O M Q� O O y +�,. 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G �, .-. � 64 VS N 0 Q � N � � H � G'1 T [� � G � .� C f 'f. ,� GJ � .� � � ^ J 1 � ^ � y � � � � * N v�- 7�� N �� 0 � � � Y z � � 0 � � , �: � :; � L � � � � h �y � � H �1 � �' � � � � � � Q � � �y � � �1 n"I � '� � � e•i �f W d� V 0 0 0o m ,--� ': � � �n v� r r W �i � N N r n 1H N � '� CO W O O A 01 G1 � � �--i �--i ff3 ff3 � � � � � � � h h r. ti Efi Hi � l7 � � C v � '-; � N N U' ��'.' ¢ L � Q � f � � ; ; ; ; � � Y y � � � � � � � Q Y b � Q F � Q r � H � i� � � � � .� v w � � � Y � Q a � � v � Y ❑ .� .� N � � . N T O � N Q "C � � '. .� .� m q � � vi O O � � > � � .� � N d 4a�77� ARTICLE 24 - SICK LEAVE 24.1 During any period in which aa EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his/her regular City employment. Violation of tlie provisions of this paragraph by any EMPLOYEE shall be grounds for suspension or dischazge. 24.2 In the case of a serious illness or disability of a parent or household member, the head of the department shall grant leave with pay in order for the employee to care for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (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 abie to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the care of a seriously ill or disabled child. 243: The head of the depariment or the Human Resources D'uector may require a physician's certificate or additional certificate at any time during an employee's use of sick leave for the purposes stated in 24.2 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 Article 24.2 for three or fewer calendar days helshe shall submit to the head of the department a certificate signed by the employee stating the nature of the chiid, parent, or household member's siclrness. If the siclaiess 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 including 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 and approved by the head of the department and forwazded to the Office of Human Resources. 24.4 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/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 24.5 An employee shall be paid under the provisions of this article only for the number oi days or hours for wiuch he/she would normally have been paid if helshe had not been on sick leave. 24.6 Effective 7uly 1, 2005, employees in the job classification of Police Trainee, Police Officer, Sergeant, Lieu#enant, and Commander shall accrue sick leave at the rate of twelve {12) days per year. ; . � . � . . ;� ► 25. i Reguias, full time, EMPLOI'�ES in the tities of Police Officer, Ser�eant, Lientenant or Commander who are injured durin� the coursa of employment aud therebyrendared incapabie oi performing job duties �nd responsibilities shzll receive fuil wages dtsing the pmod of incapacity, not to exceed t3�e perio� equal zo tweive (12) months plus accumvlated sick lea�°e. It is unflerstood that in such cases, the �- c��7�� twelve (12) manth period shall first be utilized and only when same is e�austed shall accumulated sick leave be applicable. 25.2 Regular, fizll time, EMPLOYEES in the titles of Police Officer, Sergeant, Lieutenant & Commander, who are disabled through injury or sickness other fhan specified in Section 25.1 above shall receive full wages for a period equal to accumulated sick leave plus sis (� months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (� months, or any part thereof, shall be applicable. It is fiuther understood that the six (6) month period shall be available only in those yeazs where the last available Annuat Report of the City Risk Managem.ent Of&ce shall show average sick leave used per employees in the titles of Police Officer, Sergeant, Lieutenant & Commander (based oa the 1972 Annual Report method of calculating same) of seven (7) days or Iess. 25.2 (1) The 7 day bargaining unit qualification will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 25.3 EMPLOYEES injured or incapacitated by illness in tfie line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they aze physically capable of resuming their job. 25.4 Except as specifically provided in ttris Article, all illness and incapacity rules and policies previously in effect shall continue. � ARTICLE 26 - MATER1vIT'Y LEAVE 26.1 Materuity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (� months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. AI�TICLE 27 - FUNERAL AND BEREAVEMENT LEAVE 27.1 Employees in the job classification of Emergency Commuuications Center Telecommunicator, Emergency Communications Center Police Dispatcher, Emergency Communications Center Fire Dispa#cher I, Communications Services and Maintenance Supervisor, Emergency Communications Center Sbift Supervisor, and Emergency Communications Center Ivlauager who have accumutated sick leave credi.ts as provided in Yha Civi1 Service Rules, shall be granted leavs with pay far such period oi time as #he Head of the I3eQartment deems necessazy, on accoimt of death of i3�e empioyee's mother father, spouse, c3lild, brother, sister, mother-in-law, father-in-law, or other person wha is a member of the household. Any empiayee who has accum.ulated sick leave credits, as provided in the Civil Service Rules, may be �anted one day of sick ieave to at#end the funeral of the Empioyee's grandp�ent or graudchild. 27? Empioyees in the job ciassincation oi Pofice Trziuee, Police Officer, SerQeant I,ie�enant, �d Commander shall he en�tled to ttiree {3) work dzys per yez: ior paid Bereauement Leaue. Paid 28 d �-�� Bereavement L,eave may be used bg an employee in the case death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, grandparent, grandchild, or other person who is a member of the household. 27.2 (1) A total of three (3) days per calendar yeaz may be used as Bereavement Leave. Such leave shall not carry over from year to year. 27.2 (2) Additional time off in the event of death of an employee's mother, father, spouse, cluld, brother, sister, mother-in-law, father-in-law, grandpazent, grandchild, or other person who is a member of the household shall be chazged to the employee's accrued vacation or compensatory time. Any additional time offmust be approved by the department head. 27.2 (3) Bereavement Leave may only be used for those days when an employee has been previously scheduled to work during the requested leave time. 27.2 (4) The Department reserves the right to request appropriate documentation relating to the death at issue prior to granting Bereavement Leave. Such request for documentation shall not be subj ect to the provisions of Article 6(Grievance Procedure.) 27.2 (5) This Article supercedes any and all Civil Service Rules relating to utilization of paid leave for purposes stated in this article. �TICLE 28 - DISCIFLINE 28.1 The Employer may discipline employees in any of the forms listed below: Oral reprunand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipline. ;. . r � . 29.1 Senioriry, for the purpose of this AGREENIENT, shali be defined as follows: i he length of con#inuous, re�uiiar and prabationzry service with the E?vIPLflI'ER from the date an employee was first certified and appointed to a class titie covered by this AGREEMElV'T, it beinQ further unders�ood that seniority is connned to the c�rent ciass asei�ment held by an employee. In casas where two ar more employees are appointed to the same class title on the same dzte, the � shaL 29 0 4�-��h be determined by employee's rank on the eligible Iist from which certification was made. Seniority shall temuuate when an employee retires, resigns, or is discharged. 29.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees wilt be Iaid offby class title within each department based on inverse length.of class seniority as defined above. Fn cases where there aze promotional series, when the number of employees in these higher titles is to be reduced, employees who have held lower titles which aze in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made by any class title within any department. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held 293 Reoall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs of layoff. However the recall rights for ranldng officers (i.e.; Sergeants and above) shail expire af�er three yeus of layoff. ARTICLE 30 - BIDDING 301 Once a yeaz the Deparhnent shall hold a bid for Patrol Officers worldng District assi°' ents. Officers assi�ed to a District shall be allowed to bid for their work shifts, i.e.; midnights, days and aftemoons and assignments to shifts will be based upon an Officer's seniority. The bid card shall also include District preference. The Deparfinent shall attempt to assign Officers to their preferred District azea. However, when a District assi8nment conflicts with a work shift bid, the work shift bid shall take preference. 30.2 The Deparhnent retains the right to designate special assignments to District personnel levels and such special assignments aze not govemed by the seniority bid system described above. The Departrnent also reserves the right to make adjustrnents to the District personnel assignments. Such reassignment shall, whenever possible, honor the original seniority shift bids. 303 Those Patrol Officers assigned to other ITnits shall also be given bid cazds. If an Officer is transfened from an assi gnment not covered by this section to a Team assignment, the Deparhnent shall make every eifort to honor the O�cer's yeazly bid cazd. 30.4 The Employer a�rees to form a commitiea made up of Federaizon-appointed and Deparbnent-appointed members to meet and confer on procedures, policy, aud substance related to the a�pointmen# of special assi�ent jobs. 30.5 All employer/employee committees meeting times sha11 be considered part oi an employee's reguiar work sche$uie. Any work perfomzed by au empioyee for the commiitee may be done during thei normai work hours � it dozs not create a burden on tlis unit to which they are 2ssigned. 3� �4��771 30.6 EMERGBNCY COMMUNICATIONS CENTER ASSIGNMENTS Once per yeaz the EMPLOYER shall issue seniority bid cazds to Emergency Communications Center Telecommunicators, Emergency Communications Center Police Dispatchers and Emergency Communications Center Fire Dispatchers. Such EMPLOYEES shall complete the bid card as to preference for shift (Tour I, II, II� wluch shall be assigned based on classification seniority. ARTICLE 31- WORK SREAK.S 311 EMPLOYEES in the titles of Emergency Communicarions Center Telecommunicator, Emergency Communications Center Police Dispatcher and Emergency Communications Center Fire Dispatcher shall be allowed adequate time from work within each four consecutive fiours of work to use the nearest convenient restroom andlor as relief from work. 31.2 If said EMPLOYEE is required to work a fuil one-half sluft beyond his/her regulaz end of tour, s/he shall be entitled to the rest period that occurs during said one-half shift. ARTICLE 32 - DURATION AND EFF�CTIVE DATE 32.1 Except as herein pzovided, this Agreement shall be effective as of 7anuary 1, 2004 and shall continue in full force and effect through December 31, 2005 and thereafter until modified or amended by mutual agreement of the parties. Either pazry desiring to amend or modify this AGREEMENT shall notify the other in writing by 7une 15 of the year in wIuch modifications aze desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 32.2 Retroactive pay adjustments shall apply to all employees of the bargaining unit who aze active employees on the date of signing of the agreement except those who have been terminated for cause. � ' I • • / � /�� .� :, i' i �. .. ... . DATED: �/s��rf Labor Relations Manager SAINT PALTL POLICE FEDERATION �a� �r�� Saiut Pzai Police Federarion President �aT��: ? -3� — n`�- 3i l�S�-7�� APPENDIX A Unit Price Overcoats.................................................................................. $125.00 7ackets, winter .............................................................................. $ 39.95 7ackets,intermediate ......................................................................... $ 35.95 7ackets,summer ............................................................................ $ 27.95 Pazkas..................................................................................... $ 44.95 Rain Suits otorc cle Officers . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 (M y .........� ....................................... Rain Coats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 32.00 CapCovers ................................................................................. $ Z.50 Vests ...................................................................................... $ 8.50 AltemateVest ............................................................................ $ 5.95 Trousers, winter ............................................................................ $ 34.95 Trousers,intermediate ....................................................................... $ 29.50 Trousers,summer ........................................................................... $ 25.50 Shirts, winter(Colared) ........................................................................ $ 7.95 Shirts, winter(Ranldng Officer) ................................................................. $ 8.95 Shirts,summer(Colored) ...................................................................... $ 6.95 Shirts, summer (Ranldng Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Ties........................................................................................ $ 1.25 Shoes..................................................................................... $ 19.00 AltemateShoes .......................................................................... $ 22.00 ChukkaBoots ............................................................................... $ 19.00 Ranch Wellington Boots ...................................................................... $ 22.00 Overshoes................................................................................. $ 12.95 Altemate Overshoes ........................................................................ $ 6.95 Rubbers.................................................................................... $ 3.95 Socks (Black or Navy Bluej ..................................................................... $ 1.50 Socks(Black with White Foot) .................................................................. $ 1.75 RubberLea�gs ............................................................................. � 4.95 Blaek Gloves .................................. $ 7.50 .............................................. Uniform Caps, winter ................... ....................................................... 8.75 ITniform Caps,surtuner ........................................................................ S 8.75 A-1 oy�-7�� APPENDIX A (wntinned) Unit Price SamBrowneBelis............................................................................ � 8.95 Aiternate SamBrowne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1625 GarrisonBelt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 C $ 3.50 F1ashlightHolder............................................................................. $ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuf£s .................................................................................. $ 13.95 HandcuffCase . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.04 VJhistleChains ............................................................................... $ 1.95 SafetyHelmet: Visor.................................................................................... $ 2.25 ChinCup ................................................................................. $ 1.50 ChinStrap ................................................................................ $ .95 HeavyDuty Face Shield ..................................................................... $ 9.95 HeadSuspension ........................................................................... $ 4.90 OuterShell .............................................................................. $ 14.20 DutyCTUard ............................................................................... $ 2.95 Y-D Harness .............................................................................. $ 2.95 Holsters: FederalMan .............................................................................. $ 5.95 Safariland11A ........................................................................... $ 18.95 Safariland29 ............................................................................. $ 12.95 DonHume 216 ............................................................................ $15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. HandcufF's 3. Handenff73olders d. Overshoes 5. Rubbers 6. Holster A2 oy_�� THE CIT'I' OF ST. PAUL and ST. PAUL POLICE FEDERATION MEMORANDUM OF iJNDERSTANDING CONTRACT RELATED MATTERS This Memorandum of Understanding is made and entered into this 3�'1 day of 2004, by and between the City of St. Paul (the 'Bmployer") and the St. Paul Police dera 'on (the "Federation) to be included as part of the collective bargaining agreement between the Employer and the Federation for the period from January 1, 2004 to December 31, 2005(the "Labor Agreement"). During the negotiations of the Labor Agreement, the parties agreed that they would undertake tl�e following tasks and/or continue to meet and confer on the following issues in a timely manner. Although such discussions may result in an agreement to amend the Labor Agreement, the parties shall be bound the expressed terms and conditions of the Labor Agreement with regard to all such issues unless the parties enter into a written agreement signed by both of them which modiffes or clarifies the Labor Agreement. The tasks to be undertaken and the issues about which the parties shall continue to meet and confer are: Hours of Work The parties agree to meet and confer to discuss providing notice prior to changing shifts between ten (10) consecutive hours per day and eight (8) consecutive hours per day, and vice versa, and discuss other options relating to changing shifts within the department. Distribution of Overtime Op�ortunities According to the terms of Article 8.5 of the Labor Agreement, the parties agree to meet and confer to discuss the development of a system to equitably allocate overtime opportunities among employees who wish to work overtime. o�-�� Mandatory Training for ECC Personnel The parties agree to meet and confer to discuss the establishment of scheduling provisions or other alternatives to ensure that training time for ECC personnel to maintain required certification(s) is compensated as "hours worked." Certification for LanguaEe Premium Pay According to the terms of Article 18.11 of the Labor Agreement, the parties agree to meet and confer to discuss the development of a certification process for proficiency in languages other than English. ECC Mer�er The parties shall establish a Labor Management Committee of management and personnel of the ECC for the purpose of communicating with each other regazding a potential merger of the ECC with the communications center for any other government agency. ECC Biddine The parties agree to meet and confer to discuss bidding far shifts within the ECC. ECC Vacation Scheduline The parties agree to meet and confer to discuss a system to schedule and approve vacation time for ECC employees. FOR THE CITY: � 1'N��" l T..� � ason Schmidt Date Labor Relations Manager FOR THE FEDERATION: �%�°— °� Dave T us Date President 2