05-1100Council File # lJ,' �� �
Green Sheet # ?Q��
rresentea by
RESOLUTION
CITY OF,SAIN'L,PAUL, MINNESOTA
�
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2004 through December 31, 2005 Collective Bargaining Agreement between the City of Saint
3 Paul and the Saint Paul Fire Supervisory Association Intemational Association of Firefighters, Local 3939
Benanav
Yeas
/
✓
/
�
✓
Adopted by Council: Date �
Adoption Cer ' e y Council Secretary
By ��G
Approved M r: Date �
By: L•'���i� �_�
Requested by Department of:
��.� • .
.
������� � —`� � -
Form
By:
by Mayor fo�Sub�gef to
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
Hu -H����
ContaU Person & Phone:
Jasm Schnid[
266-6503
Must Be on Coune7Anen�
ContractType:
RE-RESOLU170N
�.� d � � Green Sheet NO:
��
Au7gn
Number
Por
Routlng
Order
Topl # of Signature Pages �(Ciip NI locations for Signature)
0
1
2
3
4
5
�-���
3028912
�' LL: i_ :�Z �
_ -
�+�L..
Resolution approving the January 1, 2004 through December 31, 2005 Coilective Bazgaining Ageement beKveen the City of Saint Paul
and the Saint Paul F'ue Supervisory Association Intemational Associarion of FixEfighters, Local 3939.
Recommendffiio�s: Approve (A) a R
Plannirg Commission
CIB Committee
Ciwl Senice Commission
Questions:
1. Has this persoMfirm e�er worked undef a corrtract for ihis department?
Yes No
2. Has this persoNfirtn e�er been a city employee?
Yes No
3. Does this persoNfism possess a skifl mt no�mal(y possassad by any
current cfly employee?
Yes No
E�cplain al! yes answers on separate sheet and attach to green sheet
inilWBng Problem, lssues, Opportunfty (Who, What, When, Where, Why):
The Collective Batgaining Agreement with ttfe Saint Paul Fire Supervisory Association has expired. The City of SainY Paul is
to negotiate with the bazgaining units.
AdvaMages iFApproved:
An agreement reached through good faith bazgaining will be in place through December 31, 2005.
Disadvantages HApproved:
None.
Disadvantages M No! Approved:
Tfie City would be required to ce-open negotiarions with this bazgaining unit. Tttis would strain relations with the unit.
Total Amount of
Transaefan:
Funding Soume:
Finanefal InformaHOn:
(Explain)
CosfiRevenue Budgeted:
AcHvity Numper.
� �n°FZ�ffitil L42n'!2P
".,�... _ �}}�.
Novembe� 22, 2005 2:00 PM Page 1
�.�,,._.. .m..,,,,.�. � "_ , � � , , ,
, ,,, . . ....,._;�„ _.......�, ,,.�..._,.� .��.�....m ,.a�;.,� , -�,,,:� - wK,.,,, .
, , . ... � , , . ,. . , , . � �«7-,� ' . ,.. �, . ,_,..� „� �.,.��.� q .,.......
, , ' _ , ,_ , , � � � , , � � ' ' ' , , ' ,
� , ,' � , , , , � , , ' , , , � , , � , ' , , , .
„
, � � � , � , , , � � � ,
. ,
� ' , �� � ' ', ' ' ' . , � ' �, . ' . , , . ,
' , � , , . , , . ' , , , , � , , � � " " ,� , � , , ', , , .
� � , , , , , , � , � � „ � ,
� ' , � , ' � , ' �, , , � � � � �� � � ' �, , � ,' �
� , „ � ,' ; ' , „ � ' �, �
, , , , �, , , � ,
, � � ' ' ' . , . � ` ', � , . � , . � ',
. � � � � � ,� ,� , �
, � �. �' � � ��� ,' ,
, , ' , , , ' � ' , , . , , � , ' , , � , " , ' ,
, ,' � � � , � . ' , „ , ', , . �� ,
,
� , , , , � � � � - � � .
, � , , , � �, , ,�, , ' , , � , - '
, „ � , , , , � , ,, , � , ,
, ,. , � � � , , , � , , , � , , , ,
, . . , � � , , � ,
.
� , , , , , � , ,�� , ,�� � , '� � �
. ' � .' , _ , ' , , , � � , , � , ,
.
� " ' ' - . � � ' , � , , ' , � , ,
„
' � , ' ,� „ , „ � , ' � , � , � , , , , , ,
, � , , , , , � , , � , � , , , � ,
, , � � � , � � � � ,
,
,
, � � , � , � � , , , ,
� , ' � � � � � , , , ,
� � � � � ; , , � . , , ; � , ' . , , , , '
, , , , , ' ' , , ^ � „ . , � ,
� , , , , . , , , ,
, � , , � � � , � � , ., ' � � , � � � ,
� , , , � , , � , , , , . . , ,
, , . , , ,� , , � , � ,
, � � , , . � , „ � , ,
� '� �� , , , , . . � � � ,
i
i
. , � � �� � , � � ' , � ,
. . _ . . , ' �, , ' , ., .,. ..., ..G � ,� . . ,� „
'�� ,�i "' �, .,
(�J` 11D�
ATTACfIMENT TO TFIE GREEN SHEET
Fire Supervisory Association Tnternational Association of T+irefighters Local 3939
Below is a summary of the changes in the collective bazgaining agreement between the CiTy of
Saint Paul and IAFF Local 3939.
Duration: January 1, 2004 - December 31, 2005
WaEes:
January 1, 2004 0.0°!0
Januazy 1, 2005 (closest payperiod) 1.5%
July 1, 2005 (closest pay period) 1.5%
Aealth Insurance:
The insurance contribution increases follow the same pattem as previously negotiated
agreements with other bargaining units for 2004 and 2005.
2004
Single:
Family:
2005
Single:
Family:
The Ciry will contribute up to $364.03 per month for single health insurance
based on what plan an employee selects.
The City will contribute $639.77 per month for eligible employees who select
family health insurance coverage.
The 2004 single contribution per month plus 70% of the average increase in the
single premium of all pians for 2005 ($44.23.) For 2005 only, employees
participating in either of the tv✓o 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
plans, whichever is less.
70% of the average premium of ali plans, plus for 2005 only an additional $10.00
per month (total is $772.58)
The September 16, 2005 MOU on excluding the High Deductible Health Plan in the average cost
calculation will be attached to the back of the conuact.
Retroactive reimbursements far employee paid health insurance premiums for 2004 and 2005
will be reduced by a total of $13,500.
Sick Leave:
Effective January 1, 2005, the sick leave accrual rate will be reduced from 15 days per year to 14
days pez year.
Tonr of Dutv
Effective the last pay period on 2005, both Tour of Duty Holidays will be eliminated. In
exchange, the 15 year sTep of all job classifications in the bargaining unit will be increased by
1.6% on the last pay period of 2005.
Severance-
The MOU on Severance being placed in a PEHP account signed on Mazch 13, 2003 is
incorporated into the ageement.
Uniforms•
The June 16, 2005 MOU regazding a one time additional reimbursement of $250.00 for a new
Dress Uniform will be attached to the contract.
Incanacitation (12.10):
Effective December 31, 2005, employees covered by the agreement will no longer be eligible for
the off-duty Incapacitation benefiY.
Other Lan�aaQe Changes:
Other language changes (Recognition, Terms of Agreement and Vacation) were of a
housekeeping nature for clarification and cleanup.
G:vsn�austco�orncor�raACnamasurwoa-osc�ee�5n�r��m�nm�ca�
05- 11 a�
�
JAN[JARY 1, 2004 - DECEMBER 31, 2005 .
AGREEMENT
� �_ � � BET�3'E�N � � � - � _ _ . � .
� �� -,. � �._ �; �,., �
,_ ..; � � � � ;
� � � � � �'I� ���i��OFSAINT�'r�I�L� �� � �_ � - _"
�� � � � � � , AND � � � �_. _ � � ;�
,_
° THE �AINT PA�7L_ FiI2E SUPERVISOI2Y ASSOC�ATIOl�I .
�NI`ERNATTONAI A5�OCIATION OF FIltEFIGHTERS
� : . � � " ; � _ � � LOCAL'3939: � � � _�
�
p�j - /�DD
•
\I
•
INDEX
ARTICLE TTTLE
1 Purpose ..............................
2 Definitions .........................
3 Recognition .......................
4 Security .............................
5 Bmployer Authority ..........
PAGE
.......................................................................... 1
.......................................................................... 1
.......................................................................... 2
.......................................................................... 3
.......................................................................... 3
6 Csrievance Procedure ........................
7 Savings Clause .................................
8 Uniform Allowance ..........................
9 Legal Services ..................................
10 Seniority ...........................................
........................................................... 3
........................................................... 6
........................................................... 7
........................................................... 7
........................................................... 7
11 Call Back ................................................................................................................. 8
12 Insurance ................................................................................................................. 8
13 Vacation/Holiday ..................................................................................................12
14 Tour of Duty Holidays .......................................................................................... 13
15 Sick Leave and Pazental Leave ............................................................................. 14
16 5everancePay .......................................................................................................15
17 Wages ....................................................................................................................17
18 Volunteerism and/or Outside Employment ........................................................... 17
19 Incapacitarion ........................................................................................................ 18
20 Drug and Alcohol Testing ..................................................................................... 18
21 Overtime ................................................................................................................ 22
22 Discipline .............................................................................................................. 22
23 Position Openings ................................................................................................. 23
24 City Mileage .......................................................................................................... 23
25 Durarion of Agreement ......................................................................................... 24
Appendix ............................................................................................................Al
AppendixB BiweeklyReport ..............................................................................B1
AppendixC MemorandumofUnderstanding ......................................................Cl
Appendix D Memorandum of Agreement ...........................................................D 1
i
�j� -//d0
• ARTICLE 1- PURPOSE
1.1 The Empioyer and the Saint Paul Fire Supervisory Association (SPFSA) agree that the
purpose of entering into this Agreement is to:
1.1(1) Achieve orderly and peaceful relations, thereby establishing a system of
uninterrupted operations and the highest level of performance ffiat is
consistent with the well being of atl concemed.
1.1(2)
1.1(3)
l.l(4)
Establish the fuli and complete understanding of the parties concerning the
terms and conditions of this Agreement.
Establish procedures to orderiy and peacefully resolve disputes as to ffie
application of interpretation of this Agreement.
Piace 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
2.3
2.4
2.5
2.6
2.7
•
Association: Saint Paul Fire Supervisory Association (SPF5A), Intemational
Association of Firefighters, Loca13939
Employer: The City of Saint Paul
Association Member: A member of Saint Paul Fire Supervisory Association (SPFSA).
Employee: A member of the exclusively recognized bargaining unit as certified by the
State Bureau of Mediation Services in Case No. 78-PR-1056-A dated August 1, 1978.
Vacancy: As detertnined by the department head, a funded position opening irL a class
specified in Article 3.2.
Position: Any specific office, employment or job in the Fire Deparhnent in a class
specified in Articie 3.2.
Taur of Duty:
A. For a fifty-six (56) hour work week employee: The performance of job �uties and
acceptance of the responsibilities of a position for a consecutive and uninterrupted
twenty-four (24) hour period from 8:00 a.m. on a calendaz day to 8:00 a.m. on the
foliowing calendaz day.
B. For a forty (40) hour work week employee: The performance of job duties and
acceptance of the responsibilities of a position for a consecutive and uninterrupted
eight (8) hour period withiu a calendaz day.
ARTICLE 2 - DEFINITIONS (Continued)
C. Notwithstanding B above, employees assigned to a forty (40) hour work week S
may, through mutual agreement with the EmpIoyer, work schedules other than
schedules limited by B above. Overtime compensation for employees working
under such agreements shall be subject to the provisions as set forth by the Fair
Labor Standazds Act.
2.8 Department: The fire department of the City of Saint Paul as established and amended
from iime to time pursuant to Section 9.01 of the City Charter.
2.9 Overtime: Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.10 Overtime Pay. For employees assigned to a fifty-six (56) hour work week, overtime pay,
for the purpose of Article 21, will be based on a fifly-six (56) hour work week. For
emptoyees assigned to a forty (40) hour work week, overtime pay, for the purpose of
Article 21, will be based on a forty (40) hour work week.
ARTICLE 3 - RECOGIVITION
3.1 The Employer recognizes the SPFSA as the axclusive representative for the purpose of
meeting and negotiating the terms and conditions of empioyment for supervisory Fire
Department personnel.
3.2 7ob classes which are witfiin the bazgaining unit and covered by this Agreement are as •
follows:
Administrative Manager for Fire & Safety Services
Assistant Fire Mazsfiat
Cluef Fire Investigator
Deputy Fire Chief
Fire l3istrict CIuef
Fire Dispatch Supervisor
Fire Emergency Management & Communications Chief
Emergency Medical Services CIuef
Emergency Preparedness Coordinator
Fire Marshal
Fire Training Officer
33 In the event the Employer and the Association aze unable to agree as to the inclusion or
eicclusion of a new or modified job position, the issue sha1I be submitted to the Bureau of
Mediation Services for determination.
•
2
�� r �lD�
• ARTICLE 4 - SECURITY
4.1 The Employer shall deduct from the wages of Employees who authorize such a deduction
in writing an amount necessary to cover monthly Association dues and assessments.
Such monies shall be remitted as directed by the Association.
4.2 The Association may designate Employees from the bazgaining unit to act as stewards
and shall inform the Employer in writing of such choice.
4.3 The Association agrees to indemnify and hold the Employer harmiess against any and ali
clauns, 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 5 - EMPLOYER AUTHORITY
5.1 The SPFSA recognizes the prerogatives of the Employer to operate and manage its
affairs in all respects in accordance with appLicable laws and regularions of appropriate
authorities. The prerogatives and authority which the Employer has not officially
abridged, delegated or modified by this Agreement are retained by the Employer.
5.2 A pubiic employer is not required to meet and negotiate on matters of inherent
• managerial policy, which include but aze not limited to, such azeas of discrerion of po2icy
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 - GRIEVANCE PROCEDURE
6.1 DEFINITION OF GRIEVANCE: A grievance is defined as a dispute or disagreement
as to the interpretation or application of the specific terms and conditions of the
Agreement.
6.2 SPFSA REPRESENTATIVES: The Employer will recognize representarives
designated by the 5PFSA as the grievance representatives of the bazgaining unit having
the dufies and responsibiliries established by this Article. The SPFSA shall notify the
Employer in writing of the names of such SPFSA representatives and of their successors
when so designated.
6.3 PROCESSING OF GRIEVANCE: It is recognized and accepted by the SPFSA and
the Employer that the processing of grievances as hereinafter provided is 1'united by the
job duties and responsibilities of the Employee and shall therefore be accomplished
during normal working hours only when consistent with such Employee duties and
responsibilities. The aggrieved Employee and the SPFSA shall be allowed a reasonable
• amount of bine without loss in pay when a grievance is investigated and presented to the
Employer during normal working hours pmvided the Employee and the SPFSA
ARTICLE 6 - GRIEVANCE PROCEDURE (Continued)
representatives 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
program of the Employer.
6.4 PROCEDURE: 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 Yhe ContracY shall within twenry-one (21) calendar days
after such alleged violation has occurred present such grievance 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 ten (10) calendar days after receipt. A grievance not
resolved in Step 1 and appealed in Step 2 shall be placed in writing setting
forth the nature of the grievance, the facts on which it is based, the
provision or provisions of the Contract atlegedlq violated, the remedy
requested, and shall be appealed Yo Step 2 withiu ten (10) calendar days
after the Employer-designated representative's final answet in Step 1.
Any grievance not appealed in writing to Step 2 by the SPFSA within ten
(10) catendar days shatl be considered waived
Step 2 If appealed, the written grievance shall be presented by the SPFSA, and
discussed with the Employer-designated Step 2 representative. The �
Employer-designated representative shall give ffie SPFSA the Employer's
5tep 2 answer in writing within ten (10) calendaz days after receipt of such
Step 2 grievance. A grievance not resolved in Step 2 may be appealed to
Step 3 witivn ten (10) calendaz days following the Employer-designated
representative's Step 2 answer. Any grievance not appealed in writing to
Step 3 by SPFSA within ten (10) calendar days shall be considered
waived.
Step 3 ff appeated, the written grievance shatl be pmsented by the SPFSA to, and
discussed with the Employer-designated Step 3 representative. The
Employer-designated representative shall give the SPFSA the Employer's
answer in writing witbin ten (10) calendar days after receipt of such Step 3
grievance. A grievance not resolved in Step 3 may be appeated by the
SPFSA to Step 4 within ten (10) calendaz days following the Employer-
desigcated representativ�'s f.i.^.al znswer in Step 3. Any grievan�e ��t
appealed in writing to Step 4 by the SPFSA within ten (10) calendar days
shall be considered waived.
•
0
d�-//�
ARTICLE 6 — GRIEVANCE PROCEDURE (Continued)
• Optionat Mediation Step
` J
1. If the grievance has not been satisfactorily resolved at Step 3,
either the Union 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 thirry
(30) days of the assigament uniess the parties mutually agree to
lengthen the time limit.
2. Grievance mediation is an optional and voluntary part of the
grievance resolution process. It is a supplement to, not a substitufe
for, grievance azbitration. 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 azgument to support their case. The
mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral
recommendation for settlement. Either party may request that the
mediator assess how an arbitrator might rule in this case.
5. The grievant shall be present at the grievance mediation
proceeding. If the grievance is resolved, the gievant shall 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 resoived and is subsequentiy moved to
azbitrarion, such proceeding shail be de novo. Nothing said or
done by the parties or the mediator during grievance mediation
with respect to their positions concemiug resolution or offers of
settlement may be used or referred to during azbitrarion.
Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shali be
submitted to arbitrarion subject to the provisions of the Public
Employment Labor Relations Act of 1971. The selection of azbitrator
shall be made in accordance with the "Rules Governing the Arbitration of
• Grievances" as established by the Bureau of Mediation Services.
ARTICLE 6 - GRIEVANCE PROCEDURE (Continued)
6.5 ARBITRATOR'S AUTHORITY: The atbitrator shall have no right to amend, modify, �
nullify, ignore, add to, or subtract &om the tecros and conditions of the Agreement The
arbitrator shall consider and decide only the specific issue(s) submitted in writing by the
Employer and the SPFSA, and shall have no authority to make a decision on any other
issue not so submitted.
6.6 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, rules or regulations having
the force and effect of Iaw. The arbitrator's decision shail be submitted in writing within
thirty (30) days following the close of the hearing or the subnnission of briefs by the
parties, whichever is later, unless the parties agree to an extension. The decision shall be
based solely on the azbitrator's interpretation or application of the express terms of this
Agreement and to the facts of the grievance presented.
6.7 The fees and expenses for the arbitrators' services and proceedings shall be borne equally
by the Employer and the SPFSA, provided that each party shail be responsible for
compensaring its own representatives and witnesses. If either pazty 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 proceedings, the cost shall be
shazed equally.
6.8 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 the •
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 withiu the specified time limits, the SPFSA may elect to treat the
grievance as denied at that step and immediately appeal the grievance to the next step.
The time limit on each step may be extended by mutual written agreement of the
Employer and the SPFSA in each step.
6.9 RECORDS: All documents, communications and records dealing with a grievance shall
be filed separately from the personnel files of the involved employee(s).
ARTICLE 7 — SAVINGS CLAUSE
7.1 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 be held to be
contrazy to law by a court of competent jurisdiction from whose final judgment or decree
ao appeal has been taken within the time pmvided, such provisions shall be voided. All
other provisions shall continue in full force and effect. The voided provision may be
renegotiated at the written request of either party.
•
[�
1>s - /lob
•
•
ARTICLE 8 - IJNIFORM ALLOWANCE
8.1 Effective January 1, 2002, the 2001 uniform allowance of $424.25 shall be increased by
the negotiated across the board percentage wage increase for 2002. In each succeeding
year, the preceding years' uniform allowance shatl be increased by the negotiated across
the boazd percentage wage increase. As of January 1, 2004, the allowance is $452.33.
As of January 1, 2005, the allowance is $465.90.
ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of matfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, save harmless and indemnify an Employee, and/or his/her estate,
against any claim or demand, whether groundless or otherwise, arising out of an alleged
act or omission occurring in the performance and scope of the Employee's duties.
9.2 Notwithstanding Article 9.1, the employer shall not be responsible for paying any legal
service fee or for providing any legal service arising from any legal action where tne
employee is the Plaintiff.
ARTICLE 10 - SElvIORI'I`�'
10.1 Department Seniority: For the purposes of this Agreement seniority shall be defined as
the length of continuous and unintemxpted employment in the fire department.
10.2 Loss of Department Seniority: An Employee willlose acquired depariment seniority in
the following instances:
10.2(1) Resignarion
10.2(2) Discharge
10.2(3) Retirement
•
103 Work Force Reduction: In the event af a reduction in the department work force, such
reduction shall occur in accordance with Section 22 of the Civil Service Rules as of the
date of the signing of this Agreement.
10.4 Reduction in Rank: Reduction in rank shall be in accordance with the Civil Service
Rules as of rhe date of the signing of ttus Agreement. Except as indicated below:
10.4(1)
10.4(2)
Reduction in rank for periods up to but no more than 30 consecutive
calendar days will be by platoon seniority.
Reduetion in rank for more than 30 consecutive calendaz days shali be in
accordance with the Civi1 Service tZules as of the date of the signing of
this Agreement.
7
ARTICLE 11- CALL BACK
111 Employees required by the Employer to report for work during off-duty time will be
compensated at the overtime rate in accordance with Article 2.10 of tius Agreement. The
minimum payment under this Article wi11 be four (4) times the Employee's hourly rate.
An early report of two (2) houts or less, or an extension of a normally scheduled tour of
duty, shall not qualify an Emptoyee for this m;,,;Tr,um payment.
ARTICLE 12 - INSURANCE
12.1 The incnranoe plaus� 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 tke benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit pmviders. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. If in any year the number of plans inereases, fhe increase wili be
based on the average premium.
12.2 Eligibility for full-time benefits is defined as appearing on the payroll an average of at
least sucty-four (64) kours per biweekly pay period for ttie twelve (12) month period
preceding the annual open enzollment or special enrollments of the employment period
preceding initial eligibility.
•
12.3 Effective for the January 1, 2004 , inw�ranCO COV2i2ge, the Bmployer agrees to contribute •
up to $364.03 pe� month to eligible eznployees who select single health insurance
covetage.
12.3(1) Effective for the 7anuary, 2004 insurance premiums, for each eligible
employee covered by this agreement who is employed full time and who
selects family health in�*ance coverage provided by the Employer, tfie
Employer will contribute $639.77.
12.4 Effecrive for the January 2005 insurance premiums, for each eligible employee covered
by this agreement who is employed fuli-time and who setects single employee health
insurance coverage provided by the Employer, the Employer agrees to contribute an
amount equal to the 2004 single contribufion, plus an amount equal to 70% of the
average increase to tfie premiums of att plans for 2005. Employees participafing in one
of the two low cost plans in 2005 will receive an additioaal $15.22 per month toward the
cost of the plan, or the full cost of the plan, wluchever is less.
12.4(1) Effective for the 7anuary 2Q05 iasurance premiums, for each eligible
employee covered by this agreement who is employed full-time and who
seiecis iamuy neaim insurance caverage provided'oy fne Empioyer, me
Employer agrees to contn'bute an amount equai to 70% of the auerage
premium of all plans per month, plus for 2005 an addirional ten dollazs
($10.00) per month. ,
D� -II�
ARTICLE 12 - INSURANCE (Continued)
• 12.5 Under the ca£eteria plan full-time, benefit eligibie empioyees, (i.e. 40hrs/pay period or
more) must select at least single health insurance coverage and employee life insurance
in an amount of $10,000. The City will contribute the cost of the $10,000 mandatory life
insurance.
12.5(1) An empioyee whose spouse is also employed by the City of St. Paul and
is eligible to participate in the city's health inc„rance plan will not be
required to select the manclatory health insurance coverage as long as one
of the spouses is participating in the city's health insurance plan with
family coverage. The mandatory life insurance coverage continues to
apply. In this event, two hundred twenty five doliars ($225.00) per month
shall be eligible for payment as unused benefit doilazs.
12.6 Under the cafeteria plan, employees covered by this agreement will be eligible to
participate in the Flexible Spending Accounts offered by the Employer. The service fee
charged fox employees participating in the Dependent Caze Account will be paid by the
Employer. The service fee for employees participating in the Medical Expense Account
will be paid by the Employer.
Survivor Insurance
12.7 In the event of the death of an acrive employee, the dependents of the employee shatl
• have the option, within ffiirty (30) days, to continue the current hospitalization and
medical benefits, including such plan nnprovements as may be made from rime to time,
which said dependents previously had, at the premium and Empioyer contribution
applicable to eligible early retirees. The date of death shall be considered to be the date
of retirement.
In the event of the death of an early retiree or a regular retiree, the dependents, who were
dependants of record of the reriree at time of retirement, shall have the option, within
thu�ty (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.
In the event of the death of an etnployee killed 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 City's heaith
insurance program at the time of the employee's death will have an option to enroil at the
next annual open enrollment period.
It is understood that such coverage shail cease in the event of:
12.7(1) The subsequent remarriage of the surviving spouse of the deceased
employee ar retiree.
•
0
ARTICLE 12 — INSURANCE (Continued)
12.7(2) The employment of the surviving spouse where hospitat inc�rance .
coverage is obtained through a group program provided by said Employer.
However, it is further understood that in said event, the surviving spouse
shall have the right to maintain Ciry health insurance coverage for the first
ninety (90) days of said employment
Retiree Insurance
12.8 Bmployees who retire must meet the following conditions in order to be eligible for
Employer contributions listed in Articles 12.9 through 12.12 below toward a health
insurance plan offered by the Employer:
12.8(1)
12.8(2)
Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the time of retirement, and
Have severed his/her relafionslup with the City of Saint Paul under one of
the retiree plans, and
12.8(3} Have completed at least 20 full time years of consecutive service with the
City of Saint Paul or be receiving a disability pension from a public
employee retirement fund covering employees of the City of Saint Paul,
and
12.8(4)
Have severed his/her relationship with the City of Saint Paui for reasons
other than an involuntary termination for misconduct.
�
Early Retirees
12.9 This Article shall apply to employees who:
129(1) Were appointed on or before December 31, 1495, and
12.9(2) Have not attained age 65 at retirement, and
12.9(3) Meet the terms set forth in Article 12.8 above, and
129(4) Select a health �nc�,*ance plan offered by the Employer.
Until such retirees reach sisty-five (65) years of age, the Employer agrees to conteibute a
maximum of $350.00 per month toward the premium for single or faarily health
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 Ariicle 12.11 shall apply.
•
10
0�-/lud
ARTICLE 12 - INSURANCE (Continued)
• 12.10 This Article shall appiy to employees who:
12.10(1) Were appointed on or a8er 7anuary l, 1996, and
12.10(2) Have not attained age 65 at retirement, and
12.10(3) Meet the terms set forth in Article 12.8 above, and
12.10(4) Select a health insurance plan offered by the Employer.
Untii such retirees reach sixty-five years (65) of age, the Employer agrees to conhibute a
maYimum of $300.00 per month towazd 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 retiree attains age 65, the provisions of Article 12.12 shall apply.
Regular Retirees (Age 65 and over)
12.11 This Article shall apply to employees who:
12.11(1) Were appointed prior to January 1, 1996, and
12.11(2) Aave attained age 65 at retirement, and
12.11(3) Meet the terms set forth in Article 12.8 above, and
12.11(4) Select a health insurance plan offered by the Employer.
� The Employer agrees to contribute a maxunum of $550.00 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 contriburion shall not be paid to
the retiree.
12.12 This Article sha11 apply to employees who:
12.12(i) Were appointed on or after January 1, 1996, and
12.12(2) Have attained age 65 at retirement, and
12.12(3) Meet the terms set forth in Article 12.8 above, and
12.12(4) Select a health insurance plan offered by the Employer.
The Employer agrees to conh a ma�cunum of $300.00 per month towazd the
premium for single or family health insurance coverage offered to regular retirees and
their dependents. Any unused portion of the Employer's contribution sha11 not be paid to
the retiree.
12.13 The contributions indicated 'm this Article 1 Z shall be paid to the Employer's third party
administrator or designated representa6ve.
•
11
ARTTCLE 12 - INSURANCE (Continued)
12.14 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 pazticipation at a later date, such retiree will not be eligible for any
future participation or for any Employer contribution.
ARTICLE 13 - VACATTONBOLIDAY
13.1 In each fiscal yeaz, each full-time employee shall be granted vacation according to the
following schedule:
Years of service
i st year thru Sth year
6th year thru 15th year
16th yeaz thru 25th year
26th year and beyond
40 hour Employees
128 hours (16 days) (.061�
176 hours (22 days) (.084'�
216 hours (27 days) (.1039)
224 hours (28 days) (.107�
For 40 hour employees floating holidays are included in the vacation schedule.
Designated holidays shall be handled in accordance with the Salary Plan and Rates of
Compensation (St. Paul Ordinance No. 6446).
For 56 hour employees in each IRS payroll yeaz, each futl-time employee shatl be
granted vacation according to the following schedule:
Years of service
1 st year thru Sth year
6th year thru 15th year
16th year thru 25th yeaz
26th year and beyond
56 hour Emplovees
252 hoius (10 slufts 12 hrs)*
308 hotus (12 shifts 20 hrs)**
375.2 hours (15 shifts 15 hrs 12 min)***
386.4 hours (16 shifts 2 hrs 24 min)****
* 4.5 x designated work week
** 5.5 x designated work week
*** 6.7 x desigaated work week
**** 6.9 x designated work week
For 56 hour employees all floating and designated holidays aze included in the vacation
schedute. One shift shall be the equivalent of 24 hours.
132 Tfie department head may permit Employees to cany over into the following fiscal year,
vacation time equivalent to three work weeks. Vacation schedules shall be fixed by the
depazhnent head. An Employee not working full-tixne shall be granted vacation on a pro-
rata basis.
13 3 Employees sepazated from employment by reason of resignation shall be granted such
vacation pay as has been eamed and remains unused at the time of separation, provided
notification of resignation has been sent to the deparhnent head, in writing, at least
•
�
LJ
•
12
a�-��oa
ARTICLE 13 — VACATION/HOLIDAY (Continued)
• fifteen (15) calendar days prior to the date of resignation. Employees sepazated from
employment by reason of dischazge, retirement, oz death shall be ganted such vacation
pay as has been eamed and remains unused at the time of separation_ Employees granted
more vacation time than eamed at the time of separation from employment shall pay the
Employer for such unearned vacation.
13.4 The above provisions of vacarion shall be subject to fhe Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H, unless the contract provisions direcfly
conflict with the Satary Plan. tn such cases, the language of the contract shall
supersede/replace the conflicting language of the Sa1ary Plan.
13.5 Vacation Sell Back
Employees may request compensation in cash for up to two (2) days of unused vacation
within each IRS payroll reporting year. Payment will be at the discretion of the
Department Head and additionally, limited by the availability of funds in the
Department's Budget. Such election must be made in writing on or before December 1 of
each year. If the employee elects to sell vacation, the payxnent for such sold vacation
shall be made in a lump sum in the neazest full payroll period following the election date.
The payment sha11 be in an amount equal to the number of hours sold times the
employees regulaz rate of pay in effect as of the date of such election. Article 13.5 shall
not be subject to the provisions of Article 6 of this Agreement.
• 13.5(1) Invoking the use of sick leave to vacation conversion as provided for in
Articie 15.4 at any time withiu the II2S payroll reporting yeaz will prohibit
the use of 13.5 above.
ARTICLE 14 — TOUR OF DUTY HOLIDAYS
14.1 In each year of this agreement two tour of duty holidays shall be granted. These tour of
duty Holidays may, at the option of the employee: (1) Be added to the employee's
vacation schedule, or (2) the employee may choose to receive payment at his/her regulaz
rate of pay in lieu of taking time off on the additional tour of duty Holiday provided
herein. Tf the Employer has not received and approved an employee's request for his/her
additional tour of day Holiday rime off by November 15 of each calendar yeaz, such
employee can only receive payment at the regulaz rate of pay and can no longer elect to
take time off for that calendar year. Such payment shall be made no later than the last
regularly scheduled pay day of that calendaz yeaz.
•
13
ARTICI.E 14 — TOUR OF DUTY HOLIDAY (Continued)
14.2 Eligibility cxiteria for Tour of Duty Holiday: •
14.2(1) Employees must be a member ofthis bargaining unit as of January 10£
each yeaz to quatify for the tour of duty hofiday named in Article 14.1.
14.2(2) Employees who promote from Firefighters Union Local 21 who aze
eligible for two tour of duty holidays in Loca121 shall remain efigible for
two tour of dury holidays under this agreement, Employees who promote
from Firefighters Uttion Loca121 who aze eligible for one tour of duty
holiday shall only receive one tour of duty holiday until the neact January
as in 14.2(1).
142(3) Employees covered by tlus agreement shall be eligible for all tour of duty
holidays as of January 1 of each year.
14.2(4) Employees who resign, retire or pmmote out of the Fire Supervisory
Association who have not converted their tour of duty holidays to vacation
shall be paid the tour of duty holidays upon their resignation, retirement or
promotion.
143 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.
14.4 Eligibility for Holiday Pay sha11 be in accordance wittt Section I, Subsection H of the .
Satazy Plan and Rates of Compensation Resolu6on.
14.5 Effective the last pay period of 2005 (December 10, 2005), both Tow of Duty Holidays
are eliminated. In exchange, the 15-yeaz step for all classifications shall be increased by
1.6% at the same time the Tour of Duty Holidays are eliminated.
ARTICLE 15 — SICK LEAVE AND PARENTAL LEAVE
I5.1 Sick leave shall be earned and granted in accordance witfi the Civil Service Rules.
Effective January 1, 2005, the sick leave accrual rate is reduced from A576 of each
working hour on the payroll, excluding overtime, to .0538 for each hour on the payroll,
excluding overtime.
15.2 In the case of a serious illness or disability of an employee's child, parent or household
member, the head of the department shall grant leave with pay in order for the employee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
leave shalt be drawn from the employee's accumulated sick teave credits. Use of such
sick leave shall be limited to the nu�ber of hours desimaYed to be the employee's wozk
week.per incident.
�
14
b� -llOb
ARTICLE 15 - SICK LEAVE AND PARENTAL LEAVE (Continued)
• 15.3 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of sick leave to attend the funeral of the employee's
grandpazent or grandchild.
�
•
15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days, he/she may wnvert any part of such excess to vacation at the rate of one-hatf
day's vacation for each day of sick leave credit. No employee may convert more than ten
(10) days of sick leave in each calendar yeaz under this provision.
15.5 Maternity and Parentai 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.
A twelve (12) month Pazental leave of absence without pay shall be granted to a nahxral
parent or an adoptive parent, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be extended an additional tu✓elve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an extension of such leaue sha11 not be subject to the provisions of
Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a position of
equivalent salary and tenure as the one held just prior to the beginniug of their leave.
ARTICLE 16 - SEVERANCE PAY
16.1
16.2
The employer shall provide a severance pay program as set forth in this Article 16.
Employees are not eligible for severance plans listed in City Ordinance No. 11490.
To be eligible for the severance pay program, an employee must meet the following
requirements:
16.2(1) The employee must be voluntarily separated from City employment or
have been subject to sepazation by lay-off or compulsory rerirement.
Those employees who aze discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
Severance pay program.
16.2(2) The employee must file a waiver of re-employment with the Human
Resources Director, which wiil 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
Distcict No. 625.
16.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his/her sepazation from service.
15
ARTICLE 16 — SEVERANCE PAY (Continued)
16.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the posifion held by the employee on the date of
separation for each day of accrued sick leave subject to a ma.�um as shown below
based on the number of years of service with the City.
Years of Service Ivlaximum
with the City Severance Pay
At least 20 $ 5,000
21 6,000
22 7,000
23 8,000
24 9,000
25 10,000
However, any employee separated from City employment on or after 7anuary 1, 1992
who has an accumulated balance of at least one thousand eight hundred fifly (1,850)
hours of sick lea�e credits and at least twenty-five (2� years of service at the time of
his/her separation from service shall be granted severance pay in the amount of thirty
thousand dollars ($30,000).
An employee with twenty (20) or more years of service who is ruled disabled and is
receiving a disability pension and who has 1850 hours of accumulated sick leave shall be
allowed the maximum severance benefit of $30,000. •
The manner of payment of such severance pay shall be made in three consecutive annual
payments of ten thousand dollars ($10,000) each. The annual payments shall be made in
February of each year. The first payxnent shall be made during the month of February in
the year following the year in which the employee separates his/her employment.
16.4 For the purpose of this severance program, a death of an employee shall be considered as
separation of employment, and if the employee would have met all of the requirements
set forth above at the time of his/her death, payment of the severance pay may be made to
the employee's estate or spouse.
16.5 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
separation of employment, and such transferee shatl not be eligible for the City severance
program.
16.6 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Qrdinance No. 11490.
16.7 The manner of payment of severance in amounts of ten thousand dollars ($10,000) or less
shall be made in accordance with the pmvisions of City Ordinance No. 11490.
•
Il�
�� - /loD
ARTICLE 16 — SEVERANCE PAY (Continued)
• 16.8 For any employee who is eligible to receive severance from the City under this Azticie,
the City will contribute the full amount of their severance payment to a post-employment
health plan pursuant to the Memorandum of Understanding between the parties dated
Mazch 12, 2003.
ARTICLE 17 - WAGES
TITLE
17.1 The biweekly rates for tifles other than Disirict Fire Chief covered by this Agreement
shall be adjusted to reflect the percent as shown below of the rates applicable to the title
District Fire Chief.
PERCENT of
DISTRICT FIRE CHIEF
Fire Dispatch Supervisor
Assistant Fire Marshal
•
Emergency Preparedness Coordinator
Fixe Emergency Management & Communications Chief
Fire Training Officer
Chief Fire 3nvestigator
Deputy Fire Chief
Fire Marshal
Emergency Medicai Services Chief
85.7%
91.3%
92.9%
100.0%
100.0%
100.0%
108.3%
1083%
108.3%
Such adjustments shall be effective on the first day of the first payroll period of the
respective year.
17.2 Any Fire Captain currently receiving the premium as a paramedic, hazmat or ATR with
12 years of service who is promoted to Fire District Chief or Pire Training Officer shall
begin at the 10 year step.
17.3 The wage schedule for the purpose of this Agreement shali be Appendix B attached
hereto.
AR'I�CLE 18 - VOLUNTEERISM AND/OR OUTSIDE EMPLOYMENT
As a cottdition of employment, any position represented by the union as covered in the
contract, will be prohibited from membership in any fire department other than the Saint
Paul Department of Fire and Safety Services. In addition, other outside employment
related to fire suppression must be approved by the fire chief.
r1
LJ
17
ARTICLE 19 - INCAPACITATION
19.1 Regular, fu11 time employees in the tifles listed in Article 3 of this agreement who aze
injured during the course of employment and thereby rendered incapable of performing
job duties and responsibilities shail receive full wages during the period of incapacity,
not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is
understood that in such cases, the twelve (12) month period shatl ferst be utilized and
onty when same is e�austed shall accwnulated sick leave be applicable.
19.2 Regular, full time employees in the tifles listed in Article 3 of flus agreement who are
disabled through injury or sickness other than specified in Section 19.1 above shall
receive futl wages for a period equal to accumulated sick leave, plus six (6) montbs as
pzovided herein. It is understood that in such cases, accwnulated sick leaue shall first be
utilized before the s'uc (6) months, or any part thereo� shall be applicable. It is further
understood that the siac (6) month period sha11 be a�ailable to members in this unit only in
those yeazs where the last available Annual Report of the City Civil Service Office shall
show average sick leave used per member of the Saint Paul Fire Department, (based on
the 1972 Annual Report method of calculating same), of eight (8) days or less. Effective
December 31, 2005, the Ciry and Union agree that employees covered by this coliective
bar inin agreement aze no Ionger efigible for tfie off duty benefit contained in this
Article 19.2 and as set forth in tiie City Charter Section 12.10.
r 1
LJ
19.3 Employees injured or incapacitated by illuess in the tine of duty shalt be entiflad to •
reinstatement at any time wiYhia five (5) qears from the date of injury or incapacity
provided they are physica2ly capable of resuming tkeir job.
19.4 Fxcept as specificalIy provided in this Article, all illness and incapacity rules and policies
previously in effect shall continue.
ARTICLE 20 - DRUG AND ALCOHOL TESTING
20.1 Policy: The Fire Department recoguizes illegai drug and alcohol usage as a threat to the
public welfaze and the employees of the department. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the empl0yment of
workers who aze abusing drugs or alcohol. No membet of tlie Fire Department shall be
discharged for illegal drug or alcohol use without first having been offered the
opportunity to discontinue use either through personat choice or by trearinent for
chemicai dependency, if such treatmenf is needed. The Union agrees, ax the Employer's
request, to r�open negotiations of this Article during the term of this Agreement.
�
U
m
J�'-//Ob
ARTICLE 20 — I7AUG ANB �I.COHOL TES'ITNG (Continued}
• 202 Informing Employees About Drug and Alcohol Testing: All employees will be fully
informed of the Fire Deparluient's drug testing policy before testing is administered.
Employees will be provided with information conceming the impact of the use of drugs
or atcohol on job performance. In addition, the employer shall inform the employees of
how the tests aze conducted, how well the tests perform, when the tests will be
conducted, ��at-the tests-ca� dete�e, and the consequences of testing positive for
drug or alcohol use. AlI newly hired employees will be provided with this information
on their initial date of hire. No employee shall be tested until flus information is
provided to him/her.
203 Employee Testing: No employee will be tested for drug or alcohoi abuse unless there
exists reasonable suspicion to believe that the employee to be tested is under the
influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such
testing may be conducted without the written approval of the officer in chazge of the unit.
The officer in chazge must document in writing who is to be tested and why the testing
was ordered. Failure to follow any of these procedures shall result in the elimination of
the test resuits as if no test had been administered. The test results shall be destroyed and
no discipline shall be levied against the employee.
20.4 Urine collection shall be conducted in a manner which results in a legally acceptable
• sample as weil as providing a high degree of security for the sample, freedom from
adulteration of' k�e satnple �he �righes� pessi�le-aeet�e� of �e�ixieal� cesults while at
the same time preserving the dignity of the employee. Administrative procedures shall
be such as to prevent the subxnission of fraudulent tests. When appropriate, biologic
testing of the samples may be included as part of such administrative procedures. In
testing which could result in employee discipline, if the test result is positive, a split
sample shall be reserved for independent analysis which shall be performed at the request
of the affected employee. Upon request, an employee shall be entitled to the presence of
a union representative before testing is adxninistered.
20.5 Testing Procedures: All samples shall be tested for Chemical Adulteration, Narcotics,
Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedatives. The tesring shall be
done by a Selected Laboratory and the following standards sha11 be used:
•
19
ARTICLE 20 — DRUG AND ALCOHOL TESTING (Continued)
Dmg Testing Standards
: .�.
Drug Group
� ��.�- .�� �-
Cocaine metabofites Benzoylecgonine
.02 concentration as shown by an analysis of urine
Drug or
metabolite detected
� ��.�- .�� �-
- ..��.�- .�� �-
Initial Test
levei ng/ml
1,000 ng/ml
1,000 n�ml
300 ng/ml
15 ng/ml
300 ng/ml
300 ng/ml
25 ng/ml
300 ng/ml
1,000 ng�ml
3,000 ngJml
1,000 ng/ml
300 ng/ml
300 ng/ml
300 ng/ml
Marijuana metabolites delta-9-THC-9-COOA
Opiate metabolites
Phencyciidine
Barbiturates
Benzodiazepine
metabolites
Methadone
Methaqualone
Codeine
Total Morphine
PCP
Secobazbital
Pentobazbital
Phenobazbitai
Butabarbital
Oxazepam
Methadone
Methaqualone
•
GC/MS
Confu�mation
500 ng/ml
500 ng/ml
150 np�ml
15 ng/ml
300 ngJml
300 ng/ml
25 ng/ml
1,000 ngJml
1,000 ng/ml
1,000 ng/ml
1,000 ngfml •
300 ng/ml
300 ng/ml
300 ng/xnl
Propoxyphene Propoxyphene 300 ng/ml 300 ng/ml
Norpropoxyphene 300 ng/ml 300 ngJmt
Any sample which has been aduiterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
wnfirmed by gas chromatography-mass spectrophotometry, and no records of
unconfirmed positive tests shall be released or retained by the laboratory.
Testing shall be conducted in a manner to insure that an employee's legal drug use does
not affect the test results.
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
•
20
D��l/�
AIiTICLE 20 — DRiJG A1VD ALCOHOL TESTING (Continued)
• Test results shall be ireated with the same confidentiality as other employee medical
records. The test results shall not be reported outside the Fire Depaztment.
20.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs shall be medically evaluated, counseled and treated for rehabilitation, if required.
In addition, at any time an employee may voluntarily enter the chemical dependency
program without fear of disciplinary actions against him.
This Program is designated to provide care and treatment to employees who aze in need
of rehabilitation. Details conceming treahnent any employee receives at this Program
shall remain confidential and shall not be released to the public. The employee shall be
responsible for ttAe cost of treatment.
No employee shall be relieved or transferred to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment.
When undergoing treahnent and evaluation employees shall receive the usual
compensation and fringe benefits provided at their assigned position.
20.7 Right of Appeal: Each employee has the zight to challenge the results of drug or alcohol
testing in the same manner that he/she may grieve any managerial action.
20.8 Duty Assignment After Treatment: Once an employee successfully completes
• rehabilitation, he/she shall be returned to his/her regulaz duty assignment. Employee
�eassigtunen� during treahnent shall be based on each individual's circumstances. If
foilow-up care is prescribed after treahnent, this may be a condirion of employmer.t.
Once treatment and any follow-up care is completed, at the end of two years the reoords
of treatment and positive drug or alcohol test results shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
20.9 Right of Union Participafion: At any time, the Union, upon request, will have the right
to inspect and observe any aspect of the drug and alcohol testing program with the
exception of individual test results. The Union may inspect individual test results if the
release of this informarion is authorized by the employee involved.
20.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at the
behest of the employer. The Fire Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collecfive
bargaining agreement relating to drug or alcohol testing. The Union shall be held
harniless for the violation of any worker rights arising from the aduunistration of the
drug or alcohol testing prograxn.
20.11 Conflict with Other Laws: This Article is in no way intended to supercede or waive an
employee's federal or state constitutional rights.
•
21
ARTICLE 21- OVERTIlVI�
21.1 Bmployees required to work in excess of their assigned tour of duty will be compensated
at the rate of one and one-half (1.5) rimes the employee's normal rate. Such
compensation shall be made in cash or in compensatory time at the option of the
Employer.
21.2 The puxpose of this section is to effectively eliminate three (3) Fire District Chief
positions, i.e., those positions which have been traditionally Imown as the pool of Fire
District Chiefs.
Beginning December 31, 1997 the employer may assign Fire Captains to perform the
duties of Fire District Chiefs only in accordance with subsections 2.1, 2.2, and 2.3 below.
21.2(i) All Fire Deputy or District Chiefs assigned and available for work on a
shift aze working as Fire Deputy or ]7istrict Chief.
•
21.2(2) The Department may assign Captains as out-of-title District Chiefs for any
scheduled absence (Scheduled absence, as used herein, is an absence that
will be lmown when a segment schedule is prepazed and distributed for the
next, i.e., immediatelq following segment}. However, the out-of-title
assignments will not occur until Depury and ITistrict Chiefs, as a group
have scheduled or earned, within tke calendar yeaz, $97,417 in overtime. •
This overtime will be earned by filling Deputy and District Chief
scheduled absences.
21.2(3) The Association will determine the method and be responsible for
distributing the scheduled overtime tours of duty among the Deputy and
District Chiefs. This will be done to the satisfaction of the employer that
qualified personnel aze filling the positions.
ARTICLE 22 - DISCIl'LINE
22.1 The Famployer may discipline employees in any form listed below:
Oral Reprimand
Written Reprimand
Suspension
Demotion
The Employer will discipline employees for just cause oniy and in accordance with the
concept of progressive discipline.
Employees who aze disciplined pursuant to the terms of this Article may appeal the
Employer`s disciplinary acrion solely through tIie grievance procedure set forth in Article •
6 of this Agreement.
22
D�'-lI �d
•
ARTICLE 23 - POSTITON OPENINGS
23.1 To expedite the filling of vacancies under the civil service procedures, the head of the
department or designated representative will:
Make requisition for certification of eligibies to fill a vacancy
within fifteen (15) days after determ�n;ng that a vacancy e�sts.
Within fifteen (15) days after the depar�ent head has met with
the certified eligibles, he/she will fi11 the vacancy.
If no eligible list is in effect when a vacancy occurs, the department head shall, within
fifreen (15) days, request the Human Resources D'uector to conduct an exunination for
the purpose of establishing an eligible list.
Nothing in this Article 23 shall be construed to eliminate or lessen the Department Head's
right to determine the number of employees in any class tifle.
n
U
ARTICLE 24 - CITY MILEAGE
24.1 Automobile Reuubnrsement Authorized: Pursuant to Chapter 33 of the Saint Pau1
Administrative Code, as amended, pertaining to reimbursement of City officers and
empioyees for the use of their own automobiles in the performance of their duries, the
foliowing provisions are adopted.
24.2 Method of Computation: To be eligible for such reunbursement, all officers and
emp2oyees must receive written authorization from the Department Head.
Type 1 If an employee is required to use his/her own automobile
OCCASIONALLY duning 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 reimbursed $.20 per mile for each mile actually d.�iven.
If such employee is required to drive an automobile during employment
and the Deparhnent Head or designated tepresentarive 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 sha11 be
reimbursed at the rate of $.2Q per mile driven and shall not be eligible for
any per diem.
•
Type 2 If an employee is reqnired to use his/4ier own automobile REGULARLY
during employment, the employee shail be reimbursed at the rate of $4.�0
per day for each day of work. In addition, the employee shali be
reimbursed $20 per mile for each mile actually driven.
23
ARTICLE 24 - CTTY MII�EAGE (Continued)
If such employee is required to drive an automobile during employment •
and the deparhnent head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
24.3 The City wi11 provide pazldug at the River Cenire Parking Raznp for Ciry 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/her own personal car available.
24.4 Rates and Regulations: The Mayor shail adopt rules and regutations governing the
procedures for automobil e 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 fiuther require that they maintain automobile liability insurance in amounts of not
less than $100,000/$300,000 for personat injury, and $25,000 for property damage, or
liability insurance in amounts not less than $300,000 single limit coverage, with the City
of Saint Paul named as an additional iasured. These rules and regulations, together with
the amendment thereto, shall be maintained on file with the City Clerk.
ARTICLE 25 - DURATION OF AGREEMENT
25.1 Except as herein provided, this Agreement sha11 be effective as of the date the Agreemenf
is executed by the parties, and shall continue in full force and effect through the 31 st day
of December, 2005, and thereafter until modified or amended by mutual agreement of the
parties. Either party desiring to amend or modify this Agreement shall notify the other in
writing so as to comply with the provisions of the Minnesota Public Employment Labor
Relations Act of 1984. Retroactive pay adjustments shall apply to all active employees
of the bazgaining unit on the date of signing of the agreement except those who have
been terminated for cause. The Ciry and Union agree that retroactive reimbursements for
employee payments of health insurance premiums in 2004 and 2005 for eligible
employees shall be reduced by a total of $13,500. ($843.76 per employee based on
sixteen employees)
252 The wage schedute attached hereto as Appendix "B" sha11 take force and effect at such
time as is specified in the aduiiuistrative resolution recognizing and appraving this
Agreement in accordance with Section 12.09 ofthe Saint Paul City Charter.
u
.
E�
D�- IIG�
�
•
�J
ARTICLE 25 — DURAT'ION AND EFFECTIVE DATE (Continued)
WIT'NESSE5:
CTTY OF SAINT PAUL
'� �
. f ,
��
� _ s � ''
�. .� � � �. -
..• • - . ....-
SAINT PAUL FIRE SUPERVISORY
ASSOCIATION
C �d f•� i�' \ev�.ws*- 11�2��e1
Robert Morrison Date
Presideat
�f�'i�y.���� /��_ �.6��,�'
Michael Hogan Aate
Secretary - Treasurer
25
D� -//�v
APPENDIX A
• Regulation "West PoinY' long sleeve police shirt
Regulation "West Point" short sleeve police shirt
Ranking Officer's white uniform shirt, long sieeve, West Point 7500C
Ranking Officer`s white uniform shirt, short sleeve, VJest Point 7500C
7ersey type long sleeve sweat shirt, navy blue - Wilson 8632
7ersey type 3/4 sleeve sweat shirt, navy biue - Wilson 8b32
Fechheimer Bros. navy blue trousers 32200
Fechheimer Bros. navyblue trousers 32250
Jacket - Light weight, waist style Fechheuner 32100
Fur coat - Energy 100FD - Sizes 48 - 50 add 10% - longs add 10%
Jacket - California thermal chief - Horace Small
Parka - Navy - Butwin 111 SP
Regular sizes 34 - 46
Extra sizes 48, 50, 52, Long
• Liners for summer uniform fire fighter jacket - Fechheuner Bros. 32704
Sewing Costs: No cost when ordered with jacket, otherwise
Caps
Trooper Cap
Chiefs Navy-Stype Midwest-N.W.
8 pt. Midwest-N.W.
Belts - leather - black - 1.5 inch
Shoes
5ocks
Wedge style oxford - Red Wing shoe #101
Slip on style oxford - FLOAT-AWAYS #J5347
Slip on style oxford - FLOAT-AWAYS #J5318
Lace style oxford - FLOAT-AWAYS Z5096
SL+'p on srijle oxfo*d We+*ti.�s'PxL*teT ? 635
Slip on styIe oxford Weinbrenner 1435
Lace style oxford T5152 Mocc toe
Lace style oxford Weinbrenner 1225
Lace style oxford Weinbrenner 1250
• Munsingwear #40
Munsingwear #415 - stretch style
Ties - black, 4-in-hand, or snap-on style
G4il
MEMORANDUM OF tJNDERSTANDING
BETWEEN THE CITY OF SATNT PAUL &
'THE SAINT PAUL FIItE SUPERVISORY ASSOCIATION LOCAL 3939
The City of Saint Paut (City) and the Saint Paul Fire Supervisory Association
(I7nion) agree to the follawing:
T'he City wit2 provide a one-time reimbursemeat of up to �250 to each member of
t6e bargaining unit for the purehase af the new dress aniform. Employees must
have ordered fhe new dress uniform by 3aly 16, 2005, and be wearing it as per
direction of the Chief once ceceived,
,Employees who have alreadq purchased a dress uniform s6a11 be etigi6le for
re'smbnrsement with appropriate documentation of the purchase: �
This MOi3 shall remaia in e$ect unti[ July 16, 2008. This MQII shall set no
preceden�
WITNESSES:
FOR THE CITY
UNION
ason Sc 'tdt
Labor Relations Manager
DATE: 6�� e2�
S
v+��'
Robert Morriso
President
DATE: �t � � 4 ��
�
•
r 1
U
A-2
� -l�oo
•
r 1
LJ
•
Salary ranges applicable to tifles covered by this Agreement shall be as shown below:
APPENDIX B: BIWEEKLY RATES
12/27/03
12/25/04
6/25/OS
12/10/OS
12/27/03
12/25/04
6/25/OS
12/10/OS
12/27/03
12/25/04
6/25/OS
12/10/OS
12/27/03
12/25/04
6/25/OS
12/10/OS
Effective 12/27/03 No increase (0.0%)
Effective 12/25/04 One and one-half percent increase (1.5%)
Effective 6/25/OS One and one-hatfpercent increase (1.5%)
Effective 12/10/OS One and si.z-tenths percent increase to the 15 Year Step (1.6°/a)
Start
2,013.74
2,043.95
2,074.61
2,074.61
Start
2,14532
2,177.50
2,210.16
2,210.16
GRADE 041
Fire Dispatch Supervisor
1 yr. 2 yr. 3 yr. 4 yr.
2,113.21 2,217.67 2,306.19 2,422.87
2,144.91 2,250.94 2,340.78 2,459.21
2,177.08 2,284.70 2,375.89 2,496.10
2,177.08 2,284.70 2,375.89 2,496.10
GRADE 044
Assistant Fire Marshall
1 yr. 2 yr. 3 yr. 4 yr.
2,251.30 2,362.59 2,456.89 2,581.20
2,285.07 2,398.03 2,493.74 2,619.92
2,319.35 2,434.00 2,531.1� 2,659.22
2,319.35 2,434.00 2,531.15 2,659.22
5 yr.
2,520.07
2,557.87
2,596.24
2,596.24
5 yr.
2,684.75
2,725.02
2,765.90
2,765.90
10 yr.
2,649.77
2,689.52
2,729.86
2,729.86
10 yr.
2,822.88
2,865.22
2,908.20
2,908.20
15 yr.
2,714.60
2,755.32
2,796.65
2,841.40
I S yr.
2,891.98
2,93536
2,979.39
3,027.06
Start
2,182.94
2,215.68
2,248.92
2,248.92
GRADE 045
Emergency Preparedness Coordinator
1 yr. 2 yr. 3 yr. 4 yr. 5 yr. 10 yr.
2,290.72 2,404.00 2,499.93 2,626.42 2,731.84 2,87236
2,325.08 2,440.06 2,537.43 2,665.82 2,772.82 2,915.45
2,359.96 2,476.66 2,575.49 2,705.80 2,814.41 2,959.18
2,359.96 2,476.66 2,575.49 2,705.80 2,814.41 2,959.18
15 yr.
2,942.68
2,986.82
3,031.62
3,080.13
GRADE 046
Administrative Manager Fire & Safety Services Department
Chief Fire Investigator
Fire District Cluef
Fire Emergency Management & Communicafions Chief
Fire Training Officer
Start 1 yr. 2 yr. 3 yr. 4 yr. 5 yr. 10 yr. 15 yr.
2,349.76 2,465.81 2,587.72 2,691.04 2,827.18 2,940.61 3,091.89 3,167.57
2,385.01 2,502.80 2,626.54 2,731.41 2,869.59 2,984.72 3,138.27 3,215.08
2,420.78 2,5�0.34 2,665.93 2,772.38 2,912.63 3,029.49 3,18534 3,26331
2,420.78 2,540.34 2,665.93 2,77238 2,912.63 3,029.49 3,185.34 3,315.52
�
APPENDIX B: BIWEEKLY RATES (Continued)
GRADE 049
Deputy Fire Chief
Start
12/27/03 2,544.81
12/25/04 2,582.98
6/25/OS 2,621.73
12/10/OS 2,621.73
Emergency Medical Services Chief
Fire Marshall
1 yr. 2 yr. 3 yr. 4 yr. 5 yr.
2,670.46 2,802.50 2,914.35 3,061.&2 3,184.65
2,710.52 2,844.54 2,958.07 3,107.75 3,232.42
2,751.17 2,887.21 3,002.44 3,15436 3,280.91
2,751.17 2,887.21 3,002.44 3,154.36 3,280.91
10 yr.
3,348.51
3,398.74
3,449.72
3,449.72
15 yr.
3,430.48
3,481.94
3,534.17
3,590.71
�
•
�
I'.�r
�� -Iloo
�
APPRENDIX C
MEMOR.ANDUM OF Ul�'DERSTAN'DING
'IIus�Memorandum of ISnderstanding (hereivafter "D'10U") is made and entered into this
1 Z day of /''� p ti c i�, 2003, by and between the Ciry of Saint Paul (hereinaftar "CitY"),
and the Saint Paul Fixe Supervisory AssociatiQn of the Intemational Association of Fire
Fighters, Loca13939 (kereinafrer "FSA") to modify Ardcle 16 of the 2002 - 2003
Collective Barga'� Agreement betw�a the Ciry and FSA.
The partios understand and agree to the foIlowing:
1. �Articie 16 of the Collective Bazgaining A�reament shall be modified by adding the
following:
16.8 Fot any employee who is eligible to receivc sevennce from the Ciry under
this Arcicle, the City wilI conffibute the full aznount of *.heiz severance
payment to a post-employment heaith p1an• ,
This wilt appiy to all PSA members who separate from service with the City aitez the date
of this MOU.
[t is agreed by all pardes xo this MOU that this modificatioa to Artide 16 will be
included in the ne�ct Colltctive Bazgaining Agreement between the Ciry and FSA.
l J
CITY OF SAINT PAUL
/- �
Te altiner
Labor Relations Manager
Approved as to form:
INTERNATIONAL ASSOCIATION OF'
� FIGHTERS, LOCA t 3939
vy l ��.,�"".`�--"
Bob Morrison
Pxesident
�.� �-s'-�
Dave Pleasanu
Secretary -'Ireasurer
�. .����
John McCormick
Assistant Ciry Attomey
�
Gl
D�-/IDo
APPENDIX D
�
MEMORANAIIM OF AG�2EEMEi�IT
.�E�WEEN THE
CITY OF SALVT PAUL
AND
FIItE SUPERVISORX ASSOCTA'I`TON
Ihe City of 5aintPanl (hereinafter "Cit}j'} and Fue Supervisory Association (hcranaiter
"Union'� �e to the texms of the �ollowing Memorandum of Agreement (hereinaftsr
"MOA'�_
The City and Union have actively engaged in a mutuaRybeneficial exchange of
infom1ation and ideas oa a`�neet and confer" basis at Labaz-M�Se� CoTnmittce for
Health Snsuxanec (heteinaftez "LMCHP� meerings. ,
por 2p06, tlte LMCFiI recommended the eliminauon of one haditionai health inscuance
plan aad the adoption of a IuQb deductible ptan. The LMCHI's recommandation does not
equate to a selection of benefits, the selection of plans to be offered in subsequeat years,
nor shall in azry R'aY be construed as a foxm of atgodation.
� Since the parties have not been able to reach agreemant regarding tha i�aPB�t ef tius
iecommendarioa oa the camract languagc for sinele health inssuraace st2*.ing, "1�ae
avera�e increase to the single irsurance premium of all plans far 2006." and the coauacc
laaguage for family heah8 instivancc statin„ "tb.e average premium of all pians per
�oD�y,�• tt�e patties agree t2�at the LMCHT's recommendatioa to continue the four current
glans plus adopt a Fiigh Deductible P1an, will mean that the averaging langua;e in the
contracts wili not include the premium fos tho High Aedueu�ble Plan. This irnErpretabon
shall oaly apply for the len� of the ciureut collective bargaining ag�ment.
iye paraes aLso agree chaz the tiigh Deductibie Plaa will not be considered one of che
"hvo iow-cost plans" w}uch receive additional contributons for sinSle health insurance.
,�thpugh the partie, have now agreed to the dollar amount of tha EmPZoY� C°�b���
foc the length of the cuccent collecdve bazgaining ag�snen�, �e P�� �ve not
presently agread upon an adjuscment w th� farm'ila �ot the City's conm�bution to health
ins�uance, Tiowever, ihe pazties agee that the adjustmeats to the formula for *he Ciry's
conm'burion for healih �n��*a^se will be subject to bargaining fnr the successoi to tha
existiag collective bazgaiain° a�eement. The earties fmther agree thal aeither the
�ictence nor the tezms of this ivIOA shall ereate or cnnstitute the ptesumPhan t�at �he
Uuion has ac�epted the eo»tinuarion of th� cuttant percentage o£ City hea?ih instua.=�e
contrihution 6eyond che cutrent collective bargainin8 ag'eement• Neitl�er paz�' �
conceded � advantage in f��ue bazgaining to the other regarding ihe Ilegoaation of
future City contributions to health insurance•
�
f��l
The'Union agrees to waive any aad aIl zighu to {ile a gxsevance oz coun actiaa regardine
this change in health f*+�+**arce plaos or the aggegate value of ffie benefits provided by
ihe health insuiance plans recomineuded by the LMCHI for 2006 heslth insurance.
• � 1 /,� �/
,�_ �/�` � _,
. . , �':� � . -
... .. :..•-
I'he City's cattm`buQott for 2006 and 2p0'7 sbalt be:
2006 Sinale
H�igh Deductible:
Deductibte:
Classic:
Plvs:
Primary:
20Q7 5in e
High Deduc�ble:
Deductible:
Classic:
Plus:
Primazy:
2046 Fattul_y
AI1 glans:
2Qf?7 Familv
All plans:
FORTf3E UNlON:
� � � /
Robert A2o 'son D �
PresedeIIt
5331.75 (Plus S70.00imth into PEHP ptora#edmonthiy for
paracipating monihs, to be paid annually in the following calendar
year — withia 60 daYs)
S�ft9.49
3450.20
$429.42
5433.08
$361.61(Plus $76.25/mth iato PBFiP pcorated montfity for
pardcipatiag months, w be paid anaually in the following calendar
year—withiu 60 daYs)
$446.34
�487.45
$457.54 ,
$461.60
$827.40
$901.86
G:�ShusdUFCG:Sluced\I.BCObtMONIIMCFQ1200Mveagc MOns\Firo Suparvisory Assx MOA.dx
��
l�
�
b-2