05-270Council File # � ' 2
Green Sheet # Q as 1�
RESOLUTION
OF SAINT PAUL, MINNESOTA 7
Presented by_
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 7anuary 1, 2005 through December 31, 2007 Collective Bargaining Agreement between the City of Saint
Paul and the Saint Paul Supervisors Organization.
Adopted by Council:
Date CCO_TI � �' � 0
Requested by Department of.
O of Human Resources
� Green Sheet Green Sheet.
Green Sheet Green Sheet Green Sheet Green Sheef
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UepartrnentlofficeJcouncil: Date Initiated: `�'� � "�
Hu -H,�� Z�a.� Green Sheet NO: 3025904
Corrtac[ Person 8 Phone: ���t Serit To Person Ini[iaVDate
Jazon Schmidt � o ��
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Must Be on Couneil AgerMa by (Date}: Number y � �
For
Routing 3 YsOS Ma or/AQ�:cF�t
Ortler 4 om�N
5 ' Clerk ' Clerk
Total # of Signature Pages _(Clip Atl Locations for Signature)
AcNOn Requested: �
Approval of the attached Januazy 1, 2005 through December 31, 2007 Collective Bazgaining Agreementbetween the City of Saint Paul
and We Saint Paul Supervisors' Or, ni�ation.
RecommetWffiions: Approve (A} or Reject (R}: Personal Secvice Contrncts Musf Answes the Fotlowing questions:
Planning Commission 1. Has this persoNfirm ever worked under a contract for this department?
CIB Committee Yes No
Civil Service Commission 2. Has this persoNfirm ever been a city employee?
Yes No
� 3. Does this personifirm possess a sbll not normalty possessed by any
current city employee? `
Yes No
Explain all yes answers on separate sheet and attach to green sheet
Initiating Problem, Issues, Opportunity (Who, What, When, Where, Why): �
The Collective Bazga'� Agreement with the Saint Paul Supe:visors' Organizaflon has expired. The City of 5aint Paul is required to
negotiate with the bazgauung unit.
AdvanWgeslfApproved:
An agreement reached through good faith bazgaining will be in place through December 31, 2007.
DisadvaMages lf Approved:
None.
DisadvaMages If Not Approved:
The City would be required to reopen negoflations with the bazgaining unit. Tlus would strain relations with the bazgaining unit and
possibly lead to an arbitrarion.
Total ArtwuM of CostlRevenue Budgeted:
Transaction:
Funding Source: Activity Number:
Pinancial Information:
(Explain)
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ATTACffiVIENT TO THE GREEN SHEET
5AINT PAUL SUPERVISORS ORGANIZATION
Be1ow is a summary of the changes in the collecrive bazgaining agreement between the City of
Saint Paul and the Saint Paul Supervisors Organization (SPSO).
Duration: January 1, 2005 - December 31, 2007
Wages:
January 1, 2005 (closest pay period) 0.0%
7anuary 1, 2006 (closest pay period) 2.5%
January 1, 2007 (ciosest pay period) 2.5%
Salarv Schedule:
Effective January 1, 2006, the six-month step shall be eliminated.
Health Insurance:
The insurance contribution increases follow the same pattern as previously negotiated agreements
with other bargaining units for 2005 and continues the same contribution format for 2006 and
2007.
2005
Single:
Family:
2006
Single:
Family:
2007
Single:
The 2004 single contribution per month plus 70% of the auerage increase in the
single premium of all plans for 2005 ($4423.) For 2005 only, employees
participating in either ofthe two low-cost plans shall receive an additional $1522
per month toward the cost of the two low-cost plans, or the fuli cost of the two
plans, whichever is less.
70% of the average premium of all plans, plus for 2005 only an additional $10.00
per month (total is $772.58)
The 2005 single contribution per month plus 70% of the average increase in the
single premium of all plans for 2006. For 2006 only, employees participating in
either of the two low-cost plans shall receive an additional $726 per month towazd
the cost of the two low-cost pians, or the full cost of the two plans, whichever is
less.
70% of the average premium of all plans.
The 2006 single contribution per month plus 70% of the average increase in the
single premium of all pians for 2006. For 2007 only, employees participating in
either of the two low-cost plans shall receive an additional $833 per month toward
the cost of the two low-cost plans, or the full cost of the two plans, whichever is
less.
Family: 70% of the average premium of all plans.
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Green Sheet Attachment
Saint Paui Supervisors Organization
Pg 2
Working Out of Classification:
Added language consistent with other bargaining units.
Sick Leave:
Effective 7anuary 1, 2007, the sick leave accrual rate wi11 be reduced from 15 days per yeaz to 14
days per yeaz.
Deferred Compensation:
Effective January 1, 2006, the City will provide a$200 per year matching deferred compensation
contribution.
Other Languaee Changes:
Other language changes (vacation, mileage) were of a housekeeping nature for clarification and
cleanup.
\\Cha\vol l\Shared�L.RCOMMON�CON1'RACIISPSO\OS-0'T�nattch05-07.doc
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2005 = 2007
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COLLECTIVE. BARGAINING AGREEMENT
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` SAINT PAUL SUP�RVISORS' ORGAl�iIZATION: �
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ARTICLE
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1 Recognition ........................................................................................................................................... 1
2 Savings Clause ....................................................................................................................................... 1
3 Management Rights ............................................................................................................................... 1
4 Check Off .............................................................................................................................................. 1
5 Work Schedules ..................................................................................................................................... 2
6 Seniority ................................................................................................................................................4
7 Non-Discrimination ............................................................................................................................... 5
8 Discipline .............................................................................................................................................. 5
9 Legal Services ....................................................................................................................................... 5
10 C.rievance Procedure .............................................................................................................................. 6
11 Wages ....................................................................................................................................................8
12 Leaves of Absence ................................................................................................................................. 8
13 Insurance .............................................................................................................................................. 9
14 Vacation ...............................................................................................................................................12
• 15 Holidays ...............................................................................................................................................13
16 Severance Pay .......................................................................................................................................14
17 Sick Leave ............................................................................................................................................15
18 Mileage .................................................................................................................................................15
19 Safety Shoes .........................................................................................................................................16
ZODeferred Compensation ........................................................................................................................17
21 Duration and Effective Date ..................................................................................................................17
�Pendix A .........................................................................................................................................Al
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PREAMSLE
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This Agreement is entered into between the City of Saint Paul, hereinafter refened to as either the 'Bmployer"
or the "City," and the Sairn Paut Supervisors' Organization, hereinafter referred to as the "Organization," for the
purpose of fostering and promoting harmonious relations between the Employer and the Organization in order
that a tugh level of public service can be provided to the citizens of the City.
This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on
the part of both the Employer and the Organization of their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duries of the Employer, the Organization,
or the employees as established under the provisions of the Puhlic Employee Labor Relations Act of 1984, as
amended.
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�TICLE 1— RECOGNTTION
l.l The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representative for
the White Collar Supervisory Employees of the Professional Group, and certain Unclassified
Supervisory Employees, as certified by the State of Minnesota, Buceau of Mediation Services, on
December 11, 1973, in BMS Case No. 74PR-207A and as revised by Unit Clari£ication proceedings in
BMS Case Nos. 74-PR-414A and 78-PR-500-A dated April 16, 1977 and December 7, 1977,
respectively.
1.2 New classifications which aze within the scope and definition of the Organization's certification as
stated in Article 1.1 above shall be recognized as part of this bargaining unit. Disputes which may arise
between the Employer and the Organizarion over the inclusion or exclusion of any job classifications
may be referred by either Party to the Commissioner, Bureau of Mediation Services, State of Minnesota,
for determination in accordance with applicable statutory provisions. Determination by the
Commissioner shall be subject to such review and determination as is provided by statute and such rules
and regulations as are promulgated thereunder.
ARTICLE 2 - SAVINGS CLAUSE
2.1 Tlris Agreement is subject to the laws of the United States and the State of Minnesota. In the event any
provision of this Agreemern shall be held to be contrary to law by a court of competent jurisdiction from
� whose final judgment or decree no appeal has been taken within the time provided, such provisions shall
be voided. All other provisions shall continue in full force and effect. The voided provision may be
renegotiated at the written request of either parry. Ali other provisions of this Agreement shall continue
in full force and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right ofthe Employer to operate and manage its affairs in all respects in
accordance with applicable laws and regulations of appropriate authorities. The rights and authority
which the Empioyer has not officially abridged, delegated, or modified by this Agreement are retained
by the Employer.
3.2 The employer is not required to meet and negotiate on matters of inherent managerial policy, which
inciude, but which aze not limited to, such areas of discretion or policy as the functions and programs of
the Employer, its overall budget, utilization of technology, and organizational structure and selection
and direction and number of personnel.
ARTICLE 4 - CHECK OFF
4.1 The Employer shall deduct the Organization's membership initiation fee assessments and monthly dues
from the pay of those employees who individually request in writing that such deductions be made. The
amounts to be deducted sha11 be certified to the Employer by a representative of the Organization and
• the aggregate deductions of all employees shall be remitted together with an itemized statement to the
representative by the first of the succeeding month after such deductions aze made or as soon thereafter
as is possible. ,
4.2 Any present or future employee who is not an Organization member may be required to contribute a f�
shaze fee for services rendered by the Organization. Upon notification by the Organization, the
Employer shall deduct said fee from the earnings of the employee and transmit the same to the
Organization. In no instance shall the fair shaze fee exceed eighty-five percent (85%) of the
Organization's regulu membership dues. It is also understood thax in the event the Employer shall
make an improper fair. share deduction from the earnings of the employee, the Organization shall be
obligated to make the Employer whole where the Employer has reimbursed such employee for any
amount improperly withheld.
43 The Employer shall notify the Organization's President, in writing, of the names and job classifications
of employees coming within the established scope and definition of the Organization's bargaining unit
through new employment or by promotion.
4.4 The Organization shall indemnify and hold the Employer harmless against any and all claims, suits,
orders or judgments brought or issued against the Employer as a result of any action taken or not taken
by the Employer under the provisions of this article.
ARTTCLE 5 - WORK SCHEDIILES
5.1 All bazgaining unit employees are exempt from the overtime pay provisions of the federal Fair Labor t
Standards Act and similaz state legislation as executive or administrative employees and aze salaried
employees of the City who ue not compensated on an hourly basis. The provisions of Section 28H
(Overtime Compensation) of the Saurt Paint Civil Service Commission Rules shall not apply to
employees in this bargaining uait.
5.2 The normal work schedule for full-time employees covered by this Agreement shall consist of a
minimum of eighty (80) hours within each biweekly payroll period. An employee is generally earpected
to be working during the normal business fiours esta.blished by the Employer for the employee's work
group, subject to the leave provisions of this Agreement, applicable Civil Sezvice Rules and applicable
state and federal statutes. Due to the nature of their work, however, the job duties of persons in ttris
bazgaining unit may reqture the employees to work irregulaz hours, and work on holidays and weekends.
Such work requirements are considered an integral part of the job. Therefore, maintaining consistent
starting and quitting times and scheduling specific numbers of hours worked in any day or week may be
impossible. Where their assigned duties and responsibilities permit, however, and where their
Department Head or Supervisor approves, bargaining unit employees may exercise reasonable and
prudent discretion in scheduling or varying the times at which their work is performed.
53 Employees who work more than eighty (80) hours in a two-week payroll period may be granted
compensatory time with the approval of their department head or his/her designee.
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�.4 Compensatory time off shall be scheduled and approved in advance. Employees and their supervisors
shall diligently work together to schedule compensatory time off so that employees may make maximum
use of their accrued compensatory time without unreasonably disrupting the business of the Employer.
Altematively, the Employer may pay cash in lieu of time off for some or all of an employee's accrued
compensatory time at the sole discretion of the employee's Department Head subject to the
Department's budgetary considerations and, if necessary, approval of the City's Budget D'uector. If
made, such payment shall be based upon the pro rated portion of the empioyee's salary in effect at the
time of such payment with regazd to such hours liquidated by cash payment.
5.5 On occasion, the Employer may request that an empioyee temporarily assume responsibility for a
special project or other job duties that represent a substantial addition to the duties and responsibilities
generally associated with the employee's position. If the employee accepts the assignment, he/she may
receive such additional compensation as may be determined by the empioyee's Department Head and
the City's Budget Director or work schedule adjustments (compensatory time) as may be approved by
the employee's Department Iiead both of which may be granted in the Employer's sole discretion.
5.6 For employees who wish to share a position, the Employer will attempt to provide options for
implementing a sharing arrangement. Such an anangement must be mutually agreed upon by the
Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who
share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits
• shall be administered in accordance with the provisions of Article 13 of this Agreement. In the event
that one of the employees participating in the shared position is terminated or ternunates employment,
the Employer shall post the job shazing vacancy for a period of ten (10) days. If, after ten (10) days,
such vacancy cannot be filled, the Employer shall have the oprion of increasing the remaining
empioyee's work hours.
5.7 Article 5.6 shall not be subject to the provisions of Article 10 (Grievance Procedure) of this Agreement.
5.8 The Employer sha11 avoid, whenever possible, working an employee on an out-of-class assignment for a
prolonged period of time. Any employee working an out-of-class assignment for a period in excess of
fifteen (15) consecutive worldng days during a year shall receive the rate of pay for the out-of-class
assignment in a higher classification not later than the sixteenth (16) day of such assignment. For
purposes of this Article, an out-of-class assignment is defined as an assignment of an empioyee to
perform, on a full time basis, all of the significant duties and responsibilities of a position different from
the employee's regulaz position, and which is in a classification higher than the classification held by
such empioyee.
The rate of pay for an approved out-of-class assignment shall be the same rate the empioyee would
receive if such employee received a regular appointment to the higher classification.
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ARTICLE 6 - SEIVIORTTY
6.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous,
regular and probationary service with the Employer from the date an employee was first certified and
appointed to a class title covered by this Agreement, it being fiuther understood that seniority is
confined to the cunent class assignment held by an employae. In cases where two or more emptoyees
are appointed to the same class title on the same date, the seniority shall be determined by the
employee's rank on the eligible list from which the certification was made.
6.2 Seniority shall terminate when au employee retires, resigns, or is discharged.
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63 Tn the event it is determined by the Employer that it is necessary to reduce the work force, employees
will be laid off by class title within each depamnent based on inverse length of seniority as defined
above. The Office ofHuman Resources will idemify such least senior employee in the tiUe in which
there is to be a lay-off in the department reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in thax title in any other City depaztment, the
Office of Human Resources shall place the affected employee in such vacancy. If two or more vacant
positions are available, the Office of Human Resources shall decide which vacant posirion the affected
employee shall fill. If no vacancy eacists in such tifle, then the least senior employee in the City in such
title shall be identified, and if the employee affected by the original departmental reduction is more
senior, he/she shall have the right to claim that position and the least senior employee in the City, in tha�
title, shall be laid off. For the purpose of this article, the Board of Education is not considered a City
department nor is a Board of Education employee considered a city employee.
6.4 If the employee to be laid off as a result of Article 6.3 above is in a title in a promotional series and has
held lower titles in the series in this or any other bazgaining unit, such employee will be offered a
reduction to the highest of these titles within the department to which classification seniority as defined
in Article 6.1 above would keep them from being laid off. This Article 6.4 shall not be effective until
and unless the St. Paul Professional Employees Association, AFSCME Clerical Local 2508, and
AFSCME Technical Loca11842 collective bazgaining agreements have corresponding language. Until
such corresponding language is included in such bargaining agreements, the provisions of this Article
6.4 shall be applicable only to the extent that such reductions may be offered only to previously held
lower titles within the department in the series wlrich are in this bazgainuig unit.
6.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeazs
of layoff. It is understood that such employees will pick up their former seniority date in any class of
positions thax they previously held.
6.6 To the e�ent possible, vacation periods shall be assigned on the basis of seniority. It is, however,
understood that vacarion assignment shall be subject to the ability of the Employer to maintain •
operations.
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�TICLE 7 - NON-DISCRIlVIINATION
7.1 The provisions of this Agreement shall be applied equally by the Empioyer and the Organization to all
employees covered by this Agreement in accordance with applicable city, state and federal law.
ARTICLE 8 - DISCIPLINE
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The Employer will discipline employees for just cause only. Discipline may be in any of the forms
listed below.
Oral reprimand;
Written reprimand;
Suspension
Reduction;
Discharge;
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All disciplinary actions, except oral reprimands, will be in written form.
Employees and the Organization wiil receive copies of written reprimands and notices of suspension,
dischazge and reductions.
Employees may examine a11 information in their Employer personnel files. Files may be examined at
reasonable times.
An employee to be questioned concerning an investigation of disciplinary action shall have the right to
kave an Organizafion representative be present during such interview.
ARTICZE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend,
hold harmless and indemnify employee against any tort claim or demand, whether groundless or
otherwise, arising out of an alleged act or omission occurring in the performance and scope of
employee's duties.
92 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 legai action where the employee is the Plaintiff.
93 Each employee, after receiving notice of (i) a claim, demand, action, suit or proceeding against him or
her, or (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found
acts or omissions occurring in the performance or scope of the employee's duties, shall notify the City
Attomey, in writing, of such notice as soon as possible and practical after receiving the notice but in no
event later than three (3) business days after receipt thereof.
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ARTICLE 10 - GRIEVANCE PROCEDIIRE
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10.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific
terms and conditions of this Agreement. The procedure established by this Article shall be the sole and
exclusive procedure for the processing of grievances arising from this Agreement or arising from terms
and conditions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of
Compensation.
10.2 The Employer will recognize representatives designated by the Organization as the grievance
representatives of the bargaining unit having the duties and responsibilities established by this Article.
The Organizarion shali notify the Employer in writing of the names of such Organization
Represematives and of their successors when designated. The Employer shall notify the Organization in
writing as to its designated representatives.
10.3 It is recognized and accepted by the Organization and the Employer that the processing of grievances as
hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore
be accomplished during normal working hours when consistent with such employee duties and
responsibilities. The aggrieved employee and an Organization representative shall be allowed a
reasonable amount of time without loss of pay when a grievance is investigated and presented to the
Employer during normal worldng hours provided that the employee and the Organization Representative
have notified and received the approval of designated supervisor and provided that such absence is
reasonable and would not be detrimemal to the work program of the Employer. It is understood that the
Employer shall not use the above to hamper the processing of grievances. .
10.4 Cmevances, as defined by Paragraph 10.1, shall be resolved in conformance with the following
procedure:
Step 1. An employee clauning a violation concen►ing the interpretation or application of this
Agreement shall, within twenty-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 represemative will discuss and give an answer to
such Step 1 grievance within ten (10) calendaz days after receipt. A grievance not
resolved in Step 1 and appealed to Step 2 sha11 be placed in writing setting forth the
nature of the grievance, the facts on which it is based, the provision or provisions of the
Agreemem allegedly violated, the remedy requested, and shall be appealed to Step 2 by
the Qrganization within fifteen (15) calendar days after the Employer- designated
representative's final answer in Step 1. Any grievance not appealed in writing to Step 2
by the Organization within fifreen (15) calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be pre�ented by the Organization and discussed
with the Employer-designated Step 2 representative. The Employer-designated
representative shall give the Organization the Employer's Step 2 answer in writing within
ten (10) calendar days following the Employer-designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the Organization within ten
(10) calendaz days shall be considered waived. �
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� Step 3. If appealed, the written grievance shall be presented by the Organization and discussed
with the Employer-designated Step 3 representative. The Employer-designated
representative shall give the Organization the employer's answer in writing within ten
(10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in
Step 3 may be appealed to Step 4 wittrin ten (10) calendar days following the Bmployer-
designated representative's $nal answer in Step 3. Any grievance not appealed in writing
to Step 4 by the Organization within ten (10) calendaz days sha11 be considered waived.
Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the Organization or the
Employer may, within ten (10) calendar days, request mediation. If the parties agree that the
grievance is suitable for mediation, the Parties shall submit a joint request to the Minnesota
Bureau of Mediation Services for the assignment of a mediatar. Crrievance mediation shall be
completed within ttrirty (30) days of the assignment unless the parties mutually agree to lengthen
the time limit.
2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a
supplement to, not a substitute for, grievance 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 informai. Rules of evidence shall not apply, and no
record shall be made of the proceeding. Both sides shall be provided ampie opportunity to
present the evidence and azgument to support their case. The mediator may meet with the parties
in joint session or in separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for settlement.
Either party may request that the mediator assess how an arbitrator might rule in this case.
5. The grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept the out-come.
Unless the parties agree otherwise, the outcome shail not be precedential.
6. If the grievance is not resolved and is subsequentiy moved to azbitration, such proceeding shall
be de novo. Nothing said or done by the parties or the mediator during grievance mediation with
respect to their positions concerning resolution or offers of settlement may be used or refened to
during arbitration.
Step 4. If the grievance remains unresolved, the Organization may within fourteen (14) work
days after the response of the Employer in Step 3, by written notice to the Employer,
request azbitration of the grievance. The parties may mutually agree upon an arbitrator to
hear and decide the dispute. If, however, the parties are unabie to so agree, either of them
may request the Bureau of Mediation Services, State of Minnesota, to provide a list of
nine (4) qualified azbitrators from the roster maintained for such purposes hy the Bureau.
The Employer and the Organization shall alternately strike names from the list untii only
� one name remains; that of the selected Arbitrator. Unless the parties agree to the
contrary, the party who strikes the first name from the list shall be determined by the flip
of a coin.
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10.5 The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the
Employet and the Organization provided that each party shall be responsible for compensating its own �
representatives and witnesses.
10.6 If either party desires a verbatim record of the pmceedings, it may cause such a record to be made,
providing it pays for the record. I� prior to the hearing, both parties request a verbatim record of the
proceedings the cost shall be shazed equally.
10.7 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 neart step within the specified time limit or any agreed e�ension
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
Organization may elect to take the grievance to the next step. T'he time limit in each step may be
extended by mutual written agreement of the Employer and the Organization.
10.8 A grievance may be initiated by the Organization using either the grievance procedure of ttris
Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul within limitations of
10.1 above.
10.9 If a grievance is initiated through this grievance procedure it shalt not again be submitted for
determination under the Civil Service Rules. If an issue is submitted for determination through the
provisions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance �
procedure.
ARTICLE 11- WAGES
11.1 The wage schedule for the purposes of this Agreement is set forth in Appendix A, which is made a part
of this A,greemem as if more fully set forth herein.
11.2 The salary rates shown in Appendix A reflect the following:
Effective on the pay period closest to Jaauary 1, 2006: 2.50% increase ia all salary rates
Effective on the pay period closest to 7anuary 1, 2007: 2.50% increase in all salary rates
113 Increases in compensation shall be paid retroactively to the effective date for individuals employed as of
the date of signing of the agreement.
ART'ICLE 12 - LEAVES OF ABSENCE
12.1 Employees may request paid or unpaid leaves of absence in accordance with the applicable provisions of
state and federal law or regulation and Saint Paul Civil Service Rules.
12.2 In addition to such leaves of absence as may be granted pursuant to law, regulation or civil service ru1e,
employees may be granted personal leaves of absence without pay or benefits where the Employer's
operation will not be unreasonably disrupted as a result. Personal leaves of absence shall not exceed
twelve (12) months in duration and shall be granted in the Employer's sole discretion wluch shall not b�
subject to review under the grievance/azbitration provisions of this Agreement.
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�23 A Full-Time employee may be granted up to four hundred eighty (480) hours of voluntary leaue-of-
absence without pay during the fiscal year. During such leave-of-absence, the employee shall continue
to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though
he/she was on the payroll. Any leave-of-absence granted under this provision is subject to the approval
of the Department Head.
ARTICZE 13 - INSURANCE
13.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by
the Employer shall be solely controlled by the coirtracts negotiated by the Bmployer and the benefit
providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit
providers. However, the employees selecting the offered plans agree to accept any changes in benefits
which a specific provider implements.
Active Employee Insurance
13.2 Effective for the January 2005 insurance premiums, for each eligible employee covered by this
Agreement who is employed full tune and who selects single employee health insurance coverage
provided by the Employer, the Empioyer will contribute the 2004 single contribution per month plus
70% of the average increase in the single premium of all plans for 2005 ($44.23.) For 2005 only,
• 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 plans, whichever is less.
Effective for the January 2005 insurance premiums, for each eligible full time employee who selects
family health insurance coverage, the Employer will contribute 70% of the average premium of all plans
per month, plus for 2005 only an additional $10.00 per month (total is $772.58.)
Effective for the January 2006 insurance premiums, for each eligible employee covered by this
agreement who is employed full-time and who selects single employee health insurance coverage
provided by the Employer, the Employer agrees to contribute the amount of the 2005 single contribution
per month plus 70% of the average increase to the single premium of all plans for 2006. For 2006 only,
the Employer agrees to provide an additional $7.26 per month for employees who select either of the
two lowest cost plans, or the full amount of the lowest wst plans, whichever is less.
Bffective for the January 2006 insurance premiums, for each eligible full-time employee who selects
family health insurance coverage, the Employer wiil contribute 70% of the average premium of all plans
per month.
Effective for the January 2007 insurance premiums, for each eligible employee covered by this
agreement who is empioyed fuil-time and who selects single employee health insurance coverage
provided by the Employer, the Employer will contribute the amount of the 2006 single contribution per
month plus 70% of the average increase to the single premium of all plans for 2007. For 2007 only, the
� Employer agrees to provide an additional $833 per month for employees who select either ofthe two
lowest wst plans, or the full amount of the lowest cost plans, whichever is less.
p5-2�
Effective for the January 2007 insurance premiums, for each eligible full-time employee who selects
family health insurance coverage, the Employer will contribute 70% of the average premium of all plan�
per month.
The increase in the contributions will be based on the average premiums (single and family).
13.3 For each eligible employee who has elected health insurance coverage, the Employer agrees to provide
life insurance in an amount equal to $50,000. Employees who provide proof of alternate coverage may
waive participation in the Employer's health insurance plan. Employees who waive participation in the
Employer's health insurance plan shall still be eligibie for life insurance benefits, including the
Employer contribution thereon, and to participate in any optional insurance coverages or flexible
spending accounts offered or maintained by the Employer provided tYce employee was benefit eligible
for each of the preceding twelve (12) months.
Retiree Insurance
13.4 Employees who retire must meet the following conditions at the time of retirement in order to be eligible
for the Employer contributions, listed in Sections 13.5 through 13.8 below, towazd a heatth insurance
plan offered by the Employer:
13.4(1) Be receiving benefits from a Public Employee Retirement Act at the time of retirement;
and
13.4(2) Have severed his/her relationslup with the City for reasons other than misconduct; and �
13.4(3) Emptoyment with Independent School IJistrict #625 will not be counted toward the
service requirement for employees hired after October 1, 1997 toward the years of service
for retiree health eligibility.
Early Retirees
13.5 This Section applies to employees who:
13.5(1) Haue completed 20 years Full-time with the City , and
13.5(2) Were appointed before 7anuary 1, 1990, and
13.5(3) Haue not attained age 65 at retiremeut, and
13.5(4) Meet the terms set forth in Section 13.4 above, and
13.5(5) Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65) yeazs of age, the Employer will contribute a maximum of
$350.00 per month towazd the cost of single or family health insurance coverage. Any unused portion
shall not be paid to the retiree. In addition, the Employer will provide group term life insurance
coverage in the amount of $5,000.00 until the retiree attains the age of 65.
When such early retiree attains age 65, the provisions of Section 13.7 sha11 apply. �
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�3.6 This Section shall apply to employees who:
13.6(1) Have completed 20 yeazs Full-time with the City, and
13.6(2) Were appointed on or after 7anuary 1, 1990, and
13.6(3) Aave not attained age 65 at retirement, and
13.6(4) Meet the conditions of Section 13.4 above, and
13.6(5) Select a health insurance pian offered by the Employer.
Until such employees reach siacty-five (65) yeazs of age, the Employer will contribute a maacimum of
$300.00 per month toward the cost of single or family health insurance coverage. Any unused portion
shall not be paid to the retiree. In addition, the Empioyer wil] provide group term life insurance in the
amount of $5,000.00 until the retiree attains the age of 65.
When such eaziy retiree attains age 65, the provisions of Section 13.8 shall apply.
Regular Retirees (Age 65 and over)
13.7 This Section shall appiy to Full-time employees who:
13.'7(1) Were appointed prior to January 1, 1990, and
13.7(2) Have completed 20 yeazs Full-time with the City, and
13.7(3) Fiave attained age 65 at retirement, and
� 13.7(4) Meet the conditions of Section 13.4 above, and
13.7(5) Select a health insurance plan offered by the Employer.
The Employer will contribute up to a ma�mum of $550.00 per month toward the cost of single or
family heaith insurance coverage. Any unused portion shall nbt be paid to the retiree. No life insurance
coverage will be provided.
13.8 This Section shall apply to Full-time employees who:
13.8(1) Were appointed on or after 7anuary 1, 1990, and
13.8(2) Have completed 20 yeazs Full-time with the City, and
13.8(3) Haue attained age 65 at retirement, and
13.8(4) Meet the conditions of Section 13.4 above, and
13.8(5) Select a heaith insurance plan offered by the Employer.
The Empioyer agrees to contribute up to a maacimum of $300.00 per month toward the cost of single or
family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance
coverage will be provided.
Survivor Insurance
13.9 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job
� connected injury or iilness which was determined to have arisen out of and in the course of his/her
employment under worker's compensation law shall continue to be eligible for city contribution in the
same praportions as is provided for retired employees.
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In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have �
the option, within thirty (30) days, to continue the current hospitalization and medical benefits which
said dependents previously had, at the premium and Employer contribution accorded to the eligible
deceased retiree.
It is fiuther understood that coverage shall cease in the event of:
13.9(1) Subsequent remarriage of the sucviving spouse ofthe deceased emploqee or retiree.
13.9(2) The employment of the surviving spouse of 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.
13.10 A retiree may not cazry his/her spouse as a dependent if such spouse is also a City retiree or City
employee and eligible for and is enrolled in the City health +nc�,ra„ce program.
13.11 The contributions indicated in this Article sha11 be paid to the Employer's third party administrator.
13.12 Employees covered by this Agreement shall be eligible to participate in the Fleacible Spending Account
as offered by the Employer. The service fee chazged to participating employees sha11 be paid by the
Employer.
13.13 Employees covered by this ?,greement shall be eligible to participate in the Dependent Caze
Reimbursement Account offered bp the Employer. The service fee charged to participating employees �
shall be paid by the Empioyer.
ARTICLE 14 - VACATION
14.1 In each IRS payrotl reporting year, each full-tune employee shall be granted vacation according to the
following schedule:
Years of Service
Less than 8 years
After 8 years thru 15 years
After 15 years thtu 23 yeazs
After 23 years
Vacation Granted
15 days
20 days
25 days
26 days
Employees who work less than full-time shall be granted vacation on a pro rata basis.
14.2 The Employee's Department Head may permit an employee to cazry over iuto the following year up to
fifteen days' vacation.
143 The time of vacation shall be approved by the employee's Department Head. If'an employee has been
granted more vacation than he has earned up to the time of his sepazation from the City service, the .
empioyee shall reimburse the City for such uneazned vacation. If an employee is separated from the
service by reasoa of resignation, he skall be granted such vacation gay as he may have earned and not
12
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. used up to the time of such separation, provided that he has notified the department head in writing at
least fifteen calendar days prior to the date of his resignation. If an employee is sepazated from the
service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may
have earned and not used up to the time of such separation. The provisions of this Section shall not
apply to temporary or emergency employees.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he or
she may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of
sick leave credit. No employee may convert more than twenty (20) days of sick leave in each IRS
payroll reporting year under this provision. The approval of the employee's Department Head shall be
required for any conversion request in excess of ten (10) days of sick leave.
14.5 An employee may also, at the discretion of the Department F3ead and additionatly, limited by the
availability of funds in the DepartmenYs Budget, sell up to five days, or any portion thereof, of accrued
and unused vacation once per yeaz. Such election must be made in writing on or before December lof
each IRS payroll reporting yeaz. If the employee elects to sell vacation, the payment for such sold
vacation sha11 be made in a lump sum in the neazest full payroll period following the election date. The
payment shall be in an amount equal to the number of hours sold times the employee's regular rate of
pay in effect as of the date of such election.
14.5(1) Invoking the use of 14.4 above at any time within the IRS payroll reporting year will prohibit
the use of 14.5 above.
•ARTICLE 15 - HOLIDAYS
15.1 The following days shall be recognized and observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Labor Day
Day after Thanksgiving*
Veterans' Day
Thanksgiving Day
Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above on which they perform no
work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be
observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding
Monday shall be observed as the holiday. However, for those employees assigned to a work week
which includes a Saturday or Sunday, the holiday shall be observed on its calendar date.
*For all employees assigned to the Library, the Day after Thanksgiving sha11 be considered a normai
work day, and Christmas Eve shall be recognized and observed as a paid minor holiday.
15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract year,
� subject to the approval of the employee's Department Head.
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153 In order to be eligible for a holiday with pay, an employee must be employed as of the date of the
holiday and have paid hours on the payroll for that pay period. The amount of holiday time earned shal
be based upon the number of non-holiday hours paid during that pay period. Paid hours shall include
hours actually worked, vacation time, compensatory time, paid leave attd sick Ieave. It is fiu
understood that neither temporary nor other employees not heretofore eligible shall receive holiday pay.
ARTICLE 16 - SEVERANCE PAY
16.1 The Employer shall provide a severance pay program as set forth in this Article.
16.2 To be eligible for the severance pay program, an employea must meet the following requirements:
16.2(1) The employee must be voluntarily sepazated from City empioyment or have been subject
to separation by lay-off or compulsory retirement.
Those empioyees who are discharged for cause, misconduct, inefficiency, incompetency,
or any other disciplinary reason aze not eligible for the City severance pay program.
16.2(2) The employee must have at least fifteen (15) years of consecutive service in the classified
or unclassified Service of the City at the time of separation. For purposes of this Article
employment with the Independent School District #b25 will not be counted towazd the
service requuement for employees hired after October I, 1997 towazd the yeazs of service
for severance eligibility.
16.2(3) The employee must file a waiver of re-employment with the Director of Human •
Resources, wkich will clearly indicate that by requesting severance pay, the employee
waives all rights to claim reinstatement or te-employment (of any type), with the City.
162(4) The employee must have accumulated a minimum of eighty (80) days of sick leave
credits at the time of his separation from service.
163 If an employee requests severance pay and if the employee meets the eligibility requirements set forth
above, ha or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for
the position held by the employee on the date of sepazation for each day of accrued sick leave.
16.4 The maximum amourn of money that any employee may obtain through this severance pay program is
$10,000.00.
16.5 Upon the death of an employee who meets all of the requirements set forth above, at the time of his/her
death, payment of the severance pay allowed under these provisions shail be made to the employee's
estate or spouse.
16.6 Payment of severance pay shalI be made in accordance with the provisions of City Ordinance No.
16303.
16.7 For any employee who is eligible to receive severance from the City under tlus Article, the City will •
contribute 1Q5% of the fall amount of their severance payment to a post-employmeut health plan.
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�TICLE 17 - SICK LEAVE
17.1 Employees shall accumulate sick leave credits at the rate of fifteen (15) days per year. Effective January
1, 2007, Employees shall accumulate sick leave credits at the rate of fourteen (14) days per year. The _
use of sick leave shall be govemed by tha applicable rules of the Saint Paul Civil Service Commission
which were in effect at the time this Agreement was made and any applicable state or federal statute in
effect at the rime the sick leave is used.
17.2 In the case of a serious illness or disability of an employee's chiid, parent or household member, the
head of the department shall grant leave with pay in order for the employee to caze for or make
arrangements for the caze of such sick or disabled persons. Such paid leave shail be drawn from the
employee's accumulated sick leave credits. Use of such sick leave shall be without limitation where
used for the purpose of attending to an empioyee's sick cluld and otherwise subject to the Employer's
proper administration of the use of such benefits under the Federal Family and Medical Leave Act.
173 Department Heads or the Human Resources D'uector may require a physician's certificate at any time
during an employee's use of sick leave for the purposes stated in 17.2 above.
All such certificates shali be forwazded by the appointing officer to the Human Resowces Office. If an
employee is absent for the reasons set forth in Article 17.2 above for three or fewer calendar days he/she
shall submit to the Department Head a certificate signed by the employee stating the nature of the child,
parent, or household member's sickness. If the sickness continues for more than three calendar days, no
. fiu sick leave shali be granted uniess or until a physician is consulted. The sick leave may be
continued from and include the day of consultation, but only if a certificate signed by the physician
certifying to the nature and period of the person's sickness is submitted and approved by the Department
Head and forwarded to the I3uman Resources Office.
17.4 No sick leave shall be granted for the above reasons unless the employee reports to his/her Department
Head the necessity for the absence as soon as possible and practical after the employee's e�ected rime
to report for work, uniess helshe can show to the satisfaction of the department head that the failure to
report was for good cause.
17.5 An empioyee shall be paid under the provisions of this pazagraph only for the number of days or hours
for which he/she would normally have been paid if he/she had not been on sick leave.
17.6 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be
granted one day of such leave to attend the funeral of the employee's grandpazent or grandchild.
ARTICZE 18 - MII.EAGE
18.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paui Administrative
Code, as amended, pertaining to reimbursement of City officers and empioyees for the use of their own
automobiles in the performance of their duties, the following provisions are adopted.
� 18.2 Method of Computatiou: To be eligible for such reimbursement, all officers and employees must
receive written authorization from their Department Head.
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Type 1. If an employee is required to use his/her own automobile OCCASION-ALLY during
employment, the employee shall be reimbursed at the rate of $4.00 per day for each day
the employee's velucle is actually used in perfomung the duties of the employee's
position.
In addition, the employee shall be reimbursed $20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
department head or designated representative determines thax an employer vehicle is
available for the employee's use but the employee desires to use lus/her own automobile,
then the employee shall be reimbursed at the rate of $.20 per mile driven and sha11 not be
eligible for any per diem.
Type 2. If an empioyee is required to use lus/her own automobile REGLTLARLY during
employment, the employee shall be reimbursed at the rate of $4.00 per day for each day
of work In addition, the employee shall be reunbursed $20 per mile for each mile
actually driven. If such employee is required to drive an automobile during employment
and the department head or designated representative detemunes that an employer
vehicle is available for the employee's use but the employee desires to use his/her own
automobile, then the emgloyee shall be reimbursed at the rate of $.20 per mile driven and
shall not be eligible for any per diem.
18.3 The City will provide pazking at a location and manner of the Employer's choice within a reasonable �
distance of the work site for City employees on either of the above mentioned types of reimbursement
plans who aze required to have their personal car auailabie for City business. Such pazldng will be
provided only for the days the employee is required to haue his or her own personal car available.
18.4 The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement,
which regulations and rules shall contain the requiremern that recipients shall file daily reports
indicating miles driven and shall file monthly affidavits stating the number of days worked and the
number of miles driven, and further require that they maintain automobile liability insurance of at least
the minimums required by the State of Minnesota. Such rules and regulations, together with any
amendments thereto, shall be maintained on file with the city clerk.
ARTICLE 19 - SAFETY SHOES
19.1 For those employees required, by the Employer, to wear safety shoes or boots, the Employer agrees to
contribute $50.00 per year towazd the purchase of one pair of such shoes or boots per calendar year.
Beginning 7anuary 1, 1999, the employee may accrue up to $150.00 for the purchase of safety shoes or
boots.
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�1RTTCLE 20 - DEFERRED COMPENSATION
20.1 Effective 7anuary 1, 2006, employees are eligible for a matching deferred compensation contribution by
the Bmployer of two hundred dollazs ($200.00.)
20.2 Eligibility Requirements:
20.2(1) For initial match, employees must have been employed for a minimum of one calendaz
yeaz.
20.2(2) Employees must have made their complete contributions by December 31 of the
previous calendar year.
202(3) City matches will be made by March 1�` of the following year.
20.2(4) Employees must be on the payroll as of the date of the payment.
20.2(5) . Employees separated for cause from this bazgaining unit are specifically excluded from
the Employer match program.
ARTICLE 21- DURATION AND EFFEC'INE DATE
21.1 This Agreement is the complete Agreement between the Organization and the Employer. During the
negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make
requests and proposals with respect to any subject or matter not removed by law from the area of
� collective bargaining, and that the complete understandings and agreements arrived at by the parties
after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer
and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right,
and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or
matter referred to or covered in this Agreemem.
21.2 This Agreement shall be effective on the date it is executed by the parties and shall continue in full force
and effect through December 31, 2007 and thereafter until modified or amended by mutual agreement of
the parties. Either party desiring to amend, or modify this Agreement shali notify the other in writing so
as to comply with the provisions of the Public Employment Labor Relations Act of 1984, as amended.
Retroactive pay adjustments shall apply to all active employees of the bargaining unit on the date of
signing of the agreement except those who have been terminated for cause.
SAINT PAI7L SUPERVTSORS'
ORGANIZATION
� 3 �3��
Date �
Relations Manager
<�'t�c� ���&'`K
Shari Moore
President
Date
3- a� �S
17
CTTY OF SAINT PAUL
�
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APPENDIX A
TITLES AND SAi.ARrFS
GRADE_ 006
103B PARK FACILITY SUPERVISOR
A B C D E F G 10-yr 15-yr
(1} CZ) ( ( ( ( (�) . ( (
O l/Ol/05 1,469.62 1,522.72 1, 576.95 1,648.89 1,723.62 1,800.56 1,881.56 1,939.46 1,990.22
Ol/Ol/06 .1,506.36 n/a* 1,61637 1,690,11 1,766.71 1,845.57 1,928.60 1,987.95 2,039.98
011Oi/07 1,544.02 �a* 1,656.78 1,732.37 1,81�.88 1,891.71 1,976.81 2,037.65 2,090.97
' Effective 7anuary 1, 2006, Step B is eliminated All employees ia the eliminated step on the effective date sktall be moved to ttte next highest step.
GRAD$ 008
212B IMPOUND LOT I�IGHT SUPERVISOR
�1/Ol/OS
A
(1)
1,549.18
B C D E F G 10-yr 15-yr
(z) ( ( C ( (�) ($) (
1,605.94 1,664.27 1,738.68 1,815.93 1,900.43 1,987.74 2,048.45 2,102.86
Ol/Ol/06
1,587.91 n/a* 1,705.88 1,738.68 1,861.33 1,94'7.94 2,037.43 2,099.66 2,155.43
01/01/07 1,627.61 n/a* 1,748.52 1,782.15 1,907.86 1,996.64 2,08837 2,152.15 2,20932
* Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date st�all be moved to the neact Lighest step.
GRADE_009
436A EQiJIPMENT SERVICES MANAGER (Apptd on/after 1/1/90)
A B C D E F G 10-yr 15-yr
(1) (2) (3) (4) (5) (6) C�) (g) C9)
Ol/Ol/OS 1,589.73 1,648.89 1,708.44 1,785.56 1,867.62 1,953.65 2,04330 2,102.86 2,160.04
Ol/Ol/06 1,629.47 n(a* 1,751.15 1,830.20 1,91431 2,002.49 2,094.38 2,155.43 2,214.04
01/01/07 1,670.21 n/a* 1,794.93 1,875.96 1,962.17 2,052.55 2,146.74 2,209.32 2,26939
* Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sball be moved to the next highest step.
•
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GRADE_ O10
371A BUII.DING SUPERINTENDENT
226B CIRCULATION COORDINATOR
ZZSB EVENPS COORDINATOR
606A IlVIPOUND LOT SUPERVISOR
260A OFFICE MANAGER
316A STOREROOM MANAGER
�
A B C D E F G 10-yr 15 yr
� �Z) � � � � �� � �
Ol/Ol/OS 1,635.13 1,692.01 1,752.58 1,833.61 1,918.21 Z,006.75 2,097.63 2,162,53 2,222.02
Ol/01106 1,696.01 n/a* 1,796.39 1,879.45 1,966.17 2,056.92 2,150.07 2,216.59 2,277.57
Ol/01107 1,717.91 n/a* 1,84130 1,926.44 2,015.32 2,108.34 2,203.82 2,272.01 2,334.51
' Effective January 1, Z006, Step B is eliminated All employees in the eliminated step on the effective date stiall be moved to the aeaR highest step.
GRADE O l i.
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENIST
149B SUPERVISOR OF AQUATICS
A B C D E F G 10 yr 15-yr •
(1) (Z) (3) (4) (5) (6) ('� (8) (9)
Ol/Ol/OS 1,678.02 1,740.01 1,803.05 1,885.36 1,971.18 2,063.76 2,157.14 2,218.28 2,283.87
Oi/OU06 1,719.97 n/a* 1,848.13 1,932.49 2,020.46 2,11535 2,211.07 2,273.74 2,340.97
O110U07 1,762.97 n/a* 1,89433 1,980.81 2,070.97 2,16824 2,26635 2,330.58 2,399.49
' Effective January 1, 2006, Step B is eliminated All emplayees in the eliminated step oa the effective date shall be moved to the next lughest step.
GRAI)E.012
205A ASSISTANT CTTY CLERK
270B OFFICE ADMINIS'TRATOR - TRAFFIC bIVISION
A B C D E F G 10-yr 15 yr
( < ( ( ( C (� C8) (
Ol/01105 1,724.84 1,786.81 1,85236 1,935.89 2,025.61 2,119.14 2,216.45 2,286.53 2,34739
Ol/Ol/06 1,767.96 n/a* 1,898.67 1,984.29 2,076.25 2,172.12 2,271.86 2,343.69 2,406.07
O1/0ll07 1,812.16 n/a* 1,946.14 2,033.89 2,128.16 2,226.42 2,328.66 2,402.29 2,466.23
' Effective 7anuary 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sk�all be moved to the next ]righest step.
\ J
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• GRADE 013_
307A BUSINESS ASSISTANCE PROGRAM SUPERVISOR
245B LIBRARY TRNG & ORG DEV. COORA/SUPVR
A B C D E F G 10-yr 15 yr
C Cz) C ( ( C C� (8) (
Ol/OU05 1,771.56 1,834.87 1,903.05 1,990.54 2,080.00 2,17737 2,280.84 2,348.65 2,410.86
Ol/OU06 1,815.85 n/a* 1,950.63 2,04030 2,132.00 2,231.80 2,337.86 2,40'737 2,4'71.13
O1/0U07 1,861.25 n/a* 1,999.39 2,09131 2,18530 2,287.60 2,39631 2,467.55 2,532.91
• Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date st�all be moved to the next lughest step.
GRADE 014
595A DUPLICATING SHOP MANAGER
872 LQANS SUPERVISOR
A B C D E F G 10-yt 15-yt
( CZ) ( ( ( ( (�) (g) (
Ol/Ol/OS 1,819.62 1,885.36 1,954.94 2,044.60 2,140.50 .2,237.93 2,342.78 2,413.40 2,480.26
� 01/01/06 1,865.11 n/a* 2,003.81 2,095.72 2,194.01 2,293.88 2,40135 2,473.74 2,54227
Ol/Ol/07 1,911.74 n/a* 2,053.91 2,148.11 2,248.86 2,35123 2,46138 2,535.58 2,605.82
* Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sttall be moved to the next highest step.
GRADE O15
259 *PUBLIC WORKS TECI-INICIAN IV
622A ENGINEERING TECHI�IICIAN SUPERVISOR-WATER TILITY
428A ENGINEERING TECHNICIAN SUPERVISOR
A B C D E F G 10-yr 15-yr
�i) �2) �3) �4) �5) �6) �7) �8) �9)
Ol/Ol/OS 1,870.17 1,939.55 2,009.30 2,100.27 2,198.70 2,299.86 2,407.40 2,482.97 2,551.42
01101/06 1,916.92 n/a* 2,059.53 2,152.78 2,253.67 2,35736 2,467.59 2,545.04 2,615.21
Ol/Ol/07 1,964.85 n/a* 2,111.02 Z,206.60 2,310.01 2,416.29 2,529.27 2,608.67 2,680.59
' Effective January 1, 2006, Step B is eliminated All employees in the eluninated step on the effective date sttall be moved to the ne�ct 3ughest s[ep.
�
A3
05 �Zo
GRADE 016 �
245A ADNIINISTRATIVE ASSISTAN'T
383A ADMIIIIS'TRATIVE ASSISTANT
674 ADMIlVIS'TRATIVE ASSISTANT
566 ARBORIST SUPERVISOR
048A HOUSING INFORMATION COORDINATOR
438A SAFETY COORDINATOR (Appointed on/after 1/1/90)
120B VIDEO PRODUCTION SUPERVISOR
A B C � D E F G 10-yr 15-yr
� � � � � �� �� � �
Ol/Ol/OS 1,921.93 1,992.71 2,064.78 2,160.82 2,260.66 2,365.50 2,476.79 2,551.42 2,621.08
Ol/01106 1,969.98 n/a* 2,116.40 2,214.84 2,317.18 2,424.64 2,538.71 2,615.21 2,686.61
Ol/OU07 2,01923 n/a* 2,16931 , 2,27021 2,375.11 2,485.25 2,602.18 2,680.59 2,753.77
' Effective January 1, 2006, Step B is eliminatecL All employees in the eliminated step on the effechive date st�all be moved to the next lughest step.
GRADE 017
822 NUTRITIOlVIST III
254B PARK AND RECREATION PROGRAM COORDINATOR
272B PUBLIC WORKS ACCOUNTING COORDINATOR
364 SEIVIOR PUBLIC HEALTH NURSE �
912 SUPERVISOR OF TRAFFIC MAINTENANCE
A B C D E F G 10-yr 15-yr
( ( ( C ( ( Cn C C
01/OU05 1,974.95 2,047.02 2,122.89 2,219.01 2,32139 2,431.29 2,545.04 2,624.84 2,69821
Ol/Ol/06 2,02432 n/a* 2,175.96 2,274.49 2,379.42 2,492.07 2,608.67 2,690.46 2,765.67
Ol/01107 2,074.93 n/a* 2,23036 2,33135 2,438.91 2,554.37 2,673.88 2,757.72 2,834.81
' Effective January 1, 2006, Step B is eliminated All employees m the e��*�+;rar.Yl y �p � the effective date sball be moved to the ne;rthighest step.
GRADE 018
290A CONTRACT COMPLIANCE SUPERVISOR
258A ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR
449A LIBRARIAN III (Apptd after 7/7/88)
325A MEDICAL TECHNOLOGIST SUPERVISOR
196A SUPERVISOR OF INVESTIGATIONS--ENMAN RIGHTS
A B C D E F G 10-yr 15-yr
C ( ( ( ( C (�) Cg) C
Ol/OU05 2,02930 2,102.67 2,179.91 2,28336 2,388.26 2,502.04 2,618.29 2,699.61 2,770.55
Ol/01106 2,080.03 n/a* 2,234.41 2,340.44 2,447.97 2,564.59 2,683.75 2,767.10 2,839.81 �
Ol/Ol/07 2,132.03 n/a� 2,29027 2,398.96 2,509.17 2,628.71 2,750.84 2,836.28 2,9I0.81
* Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date st�all be moved to the next lughest step.
r:��
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i
GRADE 019
640A PLAN REVIEW COORDINATOR
A B C D E F G 10-yr 15-yr
�i) �2) �3) �4) �5) �6) ��) �$) �9)
Ol/01105 2,086.19 2,162.10 2,240.53 2,345.37 2,455.37 2,57028 2,692.90 2,771.80 2,850.40
Ol/01106 2,138.35 n/a* 2,296.54 2,404.00 2,516.75 2,634.54 2,760.22 2,841.10 2,921.66
Ol/01107 2,191.80 n/a* 2,353.96 2,464.10 2,579.67 2,700.40 2,82923 2,912.12 2,994.70
* Effective January 1, 2006, Step B is eliminated All employees m the eliminated step on the effective date sLall be moved to the next Irighest step.
GRAD$ 020
601 ACCOUNTANT N
273B ANIMAL CURATOR
757 ASSISTANT DIRECTOR OF HUMAN RIGHTS
031A BUII,DING DESIGN CONTRACT ADNIINIS'IRATOR
588 CONSERVATORY MANACsER
617 FORESTRY MANAGER
448A LIBRARIAN III (Appointed on/before 7/7/88)
521A LICENSE MANAGER
554 PUBLIC SERVICE MANAGER — WATER
� A B C D E F G 10-yr 15-yr
( ( C ( CS) ( (�) ( (
Ol/Ol/OS 2,143.05 2,222.'71 2,304.87 2,412.28 2,524.71 2,643.57 2,767.40 2,851.6'7 2,931.59
Ol/Ol/06 2,196.63 n/a* 2,362.49 2,472.59 2,587.83 2,709.66 2,836.59 2,922.96 3,004.88
Ol/Ol/07 2,251.54 n/a* 2,421.55 2,534.40 2,652.52 2,777.40 2,907.50 2,996.04 3,080.00
' Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sfiall be moved to the next highest step.
GRADE_ 021_
569 ASSESSMENTS SUPERVISOR
098 CFIIEF SURVEYOR
124A HOUSING CODE INSPECTION SUPERVISOR
264B RIGHT-OF-WAY SUPERVISOR
674A WIC PROGRAM MANAGER
A B C D E F G 10-yr 15-yr
(1) (z) (3) (4) ' (5) (6) (�) (g) (9)
01/Ol/OS 2,20131 2,284.63 2,368.06 2,47932 2,595.57 2,71926 2,844.57 2,932.73 3,015.10
01101/06 2,25634 n/a* 2,427.26 2,54130 2,660.46 2,787.24 2,915.68 3,006.05 3,090.48
Ol/Ol/07 2,312.75 n/a* 2,487.94 2,604.84 2,726.97 2,856.92 2,988.58 3,081.20 3,167.74
�` Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date stiall be moved to the next highest step.
�
05 a,o
GRADE_ 022 �
434A DENTIST (Apptd on/after 1/1//90)
877 PARKING ADMINISTRP,TOR
895 SUPERVI30R OF BUII.DING DESIGN & PLAN REVIEW
A B C D E F G 10-yr 15 yr
C CZ) C ( ( ( (�) ( (
01101105 2,263.29 2,346.76 2,435.15 2,548.82 2,668.78 2,'793.89 2,925.41 3,016.39 3,100.02
Ol/Ol/06 2,319.87 n/a* 2,496.03 2,612.54 2,735.50 2,863.74 2,998.55 3,091.80 3,177.52
Ol/Ol/07 2,377.87 n/a* 2,558.43 2,677.85 2,803.89 2,935.33 3,0�3.51 3,169.09 3,256.96
* Effective Jamiary 1, 2006, Step B is eliminated All employees ia the eliminated step on the effective date sLall be moved to the ne�ct Irighest step.
GRADE_023_
496 ACCOUNTANT V
881 SUPERVISOR OF REHABILITATION
350A ZONINGMANAGER
222A ZOO DIItECTOR
A B C D . E F G 10-yr 15-yr
( (z) ( ( CS) ( (�) ( (
Ol/Ol/OS 2,327.63 2,413.60 2,504.57 2,620.77 2,�43.36 2,874.83 3,008.87 3,103.85 3,189.93 �
Ol/01106 2,385.82 n/a* 2,567.18 2,68629 2,811.94 2,946.70 3,084.09 3,181.45 3,269.68
Ol/0ll07 2,445.47 n(a* 2,63136 2,753.45 2,882.24 3,020.37 3,161.19 3,260.98 3,351.42
' Effective 7anuary 1, 2006, Step B is elimiaated All employees m the e�+..�;,,ar� �p � y�e effective date skiall be moved to the next lughest step.
GRADE_024
215B ENViRONMENTAL HEALTH MANAGER
228A EMPLOYMENT PROGRAMS MANAGER
980 INFORMATION SERVICE MANAGER-WATER UTII,TTY
125B LANDSCAPE ARCHITECT IV
180A NUTRITIOTTIST IV
446 PUBLIC HEALTH Ni7ItSING SUPERVISOR
433A CABLE COMMUNICATIONS OFFICER
A B C D E F G 10-yr 15 yr
( (Z) ( C CS) ( (�) ( (
Ol/01105 2,390.81 2,480.56 2,572.78 2,69537 2,821.71 2,954.62 3,096.12 3,189.93 3,277.23
Ol/OU06 2,450.58 n/a* 2,637.10 2,762.75 2,892.25 3,028.49 3,173.52 3,269.68 3,359.16
Ol/Ol/07 2,511.84 n/a* 2,703.03 2,831.82 2,964.56 3,104.20 3,252.86 3,351.42 3,443.14
* Effective Januazy 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sLall be moved to the next lughest step.
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•
Start 6 mo 1 yr
�i) (Z) �3)
Ol/01105 2,390.81 2,480.56 2,572.78
4.5 yr 5 yr 10 yr
(10) (11) (12)
3,02537 3,096.12 3,189.93
GRADE 24T
713A IS SYS'I'EMS CONSULTANT N
1.5 yr
(4)
2,634.07
15 yr
(13)
3,277.23
2 yr
(5)
2,6953'7
2.5 yr
(6)
2,758.54
3 yr
C'�
2,821.71
3.5 yr
C$)
2,888.17
4 yr
(9)
2,954.62
Start 6 mo 1 yr 15 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr
( CZ) C ( ( ( C�? ( (
Ol/Ol/06 2,450.58 n(a* 2,637.10 2,699.92 2,782.75 2,827.50 2,892.25 2,960.37 3,028.49
4.5 yr S yr
(10) (11)
3,101.00 3,173.52
Start 6 mo
�1) �2)
Ol/Ol/07 2,511.84 n/a*
10 yr
(12)
3,269.68
1 yr
(3)
2,703.03
15 yt
(13)
3,359.16
1.5 yr
(4)
2,767.42
2 yr
(5)
2,831.82
2.5 yr
(6)
2,898.19
3 yr
��)
2,964.56
3.5 yr
(
3,03438
4 yr
(9)
3,104.20
• 4.5 yr 5 yr 10 yr 15 yt
(10) (11) (12) (13)
3,178.53 3,252.86 3,351.42 3,443.14
* Effective January 1, 2006, Step B is elitninated All employees in the eliminated step on the effective date sLall be moved to the next lughest step.
GRADE O25
218B CENTRAL LIBRARY PUBLIC SERVICES COORDINATOI�
406 CIVIL ENGINEER IV
411 CIVII. ENGINEER IV--WATER UTILITY
625A LIBRARY FACILITIES MANAGER
449 MUNICIPAL GARAGE SUPERVISOR
275A REAL ESTATE MANAGER
621A WATER QUALITY SUPERVISOR
A B C D E F G 10-yr 15-yr
( ( ( C ( ( (�) C (
01/01/OS 2,457.90 2,552.61 2,64737 2,771.13 2,900.23 3,037.95 3,181.99 3,28239 3,372.31
Ol/01106 2,51935 n/a* 2,713.55 2,840.41 2,972.74 3,113.90 3,261.54 3,364.45 3,456.62
Oi/Ol/07 2,582.33 n/a* 2,78139 2,911.42 3,047.05 3,191.75 3,343.08 3,448.56 3,543.03
�' Effective Jam�ary 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date st�all be moved to the next lughest step.
A7
�5-a�a
GRADE 026
283 BUII.DING AND HOUSING INSPECTION SUPERVISOR •
954 HEALTH ADMINIST'RATION MANAGER
269B PARKS & RECREATION DESIGN MANAGER
287A PARKS & RECREATION MANAGER
575A POLICE RESEARCH & GRANI'S MANAGER
878 PRINCIPAL DESIGNER
100A PROGItAM ADMIlVISTRATOR
A B C D E F G 10 yr 15 yr
(i) CZ) ( ( ( ( Cn ( (
Ol/OU05 2,528.58 2,622.04 2,723.09 2,847.15 2,984.75 3,126.30 3,274.21 3,376.03 3,468.60
Ol/Ol/06 2,591.79 n/a* 2,791.17 2,918.33 3,05937 3,204.46 3,356.07 3,460.43 3,55532
Ol/Ol/07 2,656.59 n/a* 2,860.95 2,991.29 3,135.85 3,284.57 3,439.97 3,546.94 3,644.20
' Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effeclive daYe shalI be moved to the next highest step.
GRADE 027
736 LICENSE AND PERMPT MANAGER
936 PRINCIPAL PLANNER
922 SENIOR PRINCIPAL PLANNER
178A TECFINICAL & SUPPORT SERVICES MANAGER �
A B C D E F G 10-yr 15 yr
(1) (2) (3) (4) (5) (6) (�) ($) C
Oi/01105 2,598.08 2,696.62 2,797.74 2,930.46 3,068.22 3,214.81 3,367.61 3,471.19 3,568.69
Ol/Ol/06 2,663.03 n/a* 2,867.68 3,003.72 3,144.93 3,295.18 3,451.80 3,557.97 3,657.91
Ol/Ol/07 2,729.61 n/a* 2,93938 3,078.81 3,223.55 3,377.56 3,538.10 3,646.92 3,749.35
• Effective Jamiary 1, 2006, Step B is eliminated All employees in the eliminated step on the e$'ective date sUall be moved to the ne�d highest s[ep.
GRADE_028
464A ADMINISTRATION MANAGER--PUBLIC WORKS
300B DEPUTY DIItECTOR OF LIEP FOR LICENSES,
PERNIITS AND Ci3STOMER SERVICE
A B C D E F G 10-yr 15 yr
( CZ) C ( ( ( (�) (g) (
01/OU05 2,672.59 2,772.42 2,87738 3,013.86 3,157.90 3,304.54 3,462.52 3,572.42 3,671.29
Ol/01106 2,739.40 n/a' 2,94931 3,089.21 3,236.85 3,387.15 3,549.08 3,661.73 3,763.07
Ol/Ol/07 2,807.84 n/a* 3,023.05 3,166.44 3,317.77 3,471.83 3,637.81 3,753.27 3,857.15
* Effective January t, 2006, Step B is eliminated All employees m the eliminated step on the effective date sLall be moved to the neM Irighest step.
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GRADE_ 029
322A PURCHASING SYSTEMS MANAGER
914 TREASURY NIANAGER
A B C D E F G 10 yr 15-yr
( ( C ( ( ( (�) ($) (
Ol/01105 2,748.35 2,850.86 2,959.43 3,098.65 3,245.26 3,401.'77 3,563.50 3,673.72 3,776.42
Ol/01106 2,817.06 n/a* 3,033.42 3,176.12 3,32639 3,486.81 3,652.59 3,765.56 3,870.83
Ol/O1/07 2,887.49 n/a* 3,109.25 3,255.52 3,409.55 3,573.98 3,743.90 3,859.70 3,967.60
" Effective 7anuary 1, 2006, Step B is el;,n;,,atP.t All employees in the eliminated s[ep on the effective date sttall be moved to the nex[ lughest step.
GRADE 030
143A ASSISTANT CITY ENGINEER
651A BUSINESS DIVISIONMANAGER-SPRWS -
638A CITY BUII..DING OFFICIAL
257B DISTRIBUTION DIVISION MANAGER-SPRWS
243B INFORMATION SERVICES MANAGER
258B PRODUCTIONDIVISIONMANAGER-SPRWS
439A VALUATION AND ASSESSMENTS ENGINEER
(Apptd on/after i/1/90)
� A B C D E F G 10-yr 15-yr
( ( C C ( C (�) ( (
01/Ol/OS 2,825.56 2,932.88 3,044.12 3,187.08 3,337.41 3,498.01 3,664.62 3,776.42 3,886.53
Ol/Ol/06 2,89620 n/a* 3,120.22 3,266.76 3,420.85 3,585.46 3,756.24 3,870.83 3,983.69
Ol/01/07 2,968.60 n/a' 3,198.23 3,348.43 3,50637 3,675.10 3,850.14 3,967.60 4,083.29
* Effective January 1, 2006, Step B is eliminated All employees m the eliminated step on the effective date st�all be moved to the next highest step.
GRADE 031
272A DEPUTY DIRECTOR-ECONOMIC DEVELOPMENT
096A DEPUTY DIRECTOR-NEIGHBORHOOD & HOUSING
095A DEPUTY DIRECTOR-PLANNING & DESIGN
435A DIRECTOR OF MEDICAL SERVICES (Apptd on/after 1/1/90)
A B C D E F G 10-yr 15-yr
( ( ( ( ( ( (�) C$) (
Ol/Ol/OS 2,906.42 3,015.06 3,130.08 3,279.15 3,434.'72 3,597.69 3,769.61 3,887.99 3,996.90
Ol/OU06 2,979.08 n/a* 3,208.33 3,361.13 3,520.59 3,687.63 3,863.85 3,985.19 4,096.82
Ol/01107 3,053.56 n!a* 3,288.54 3,44516 3,608.60 3,779.82 3,960.45 4,084.82 4,19924
�" Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sktall 6e moved to the next lughest step.
�
05 a�o
GRADE 032
A B C D E F G 10-yr IS yr �
( CZ) ( ( ( ( (� C (9)
Ol/Ol/OS 2,988.62 3,099.91 3,217.41 3,372.67 3,533.25 3,702.60 3,87831 4,000.87 4,110.95
Ol/01106 3,06334 a/a* 3,297.85 3,456.99 3,621.58 3,795.17 3,975.27 4,100.89 4,213.72
Ol/01107 3,139.92 n/a* 3,380.29 3,543.41 3,712.12 3,890.04 4,074.65 4,203.41 4,319.07
* Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date st�all be moved to the next Lighest step.
GRAD$033_
145A ASSOCIATECTTYENGINEER
085 CHIEF ACCOUNTANT
230B CHIEF ENGINEER-ST. PAUL REGIONAL WATER SERVICES
A B C D E F G 10-yr 15-yr
� (z) � � ( ( �� C �
Ol/OU05 3,07333 3,175.38 3,309.52 3,468.87 3,63439 3,809.83 3,990.90 4,115.96 4,23136
Ol/Ol/06 3,150.16 n/a* 3,392.26 3,555.59 3,72525 3,905.08 4,090.6'7 4,218.86 4,337.14
OI/01107 3,228.92 n/a* 3,477.06 3,644.48 3,81838 4,002.70 4,192.94 4,324.33 4,445.57
' Effective January 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sLall be moved to the neat highest step.
GRADE 034
232C ATTORNEY VIII
A B C D E F G 10-yr 15-yr
( (Z) C C ( < C� (g) (
Ol/Ol/OS 3,160.49 3,279.15 3,40435 3,568.60 3,739.22 3,917.45 4,105.69 4,233.94 4,355.39
�
Ol/01106 3,239.50 n/a* 3,489.46 3,657.82 3,832.70 4,01539 4,20833 4,339.79 4,46427
Ol/01107 3,320.49 n/a* 3,576.70 3,749.26 3,928.52 4,115.77 4,313.54 4,448.28 4,575.88
' Effective Tanuary 1, 2006, Step B is eliminated. All employees in the eliminated step on the effective date shall be moved to the next highest step.
GRADE_035
737 DEPUTY CITY ATTORNEY
A B C D E F G 10-yr IS-yr
�1) �Z) C3) �4) �5) �6) ��) �$) �9)
Ol/01105 3,251.44 3,373.93 3,502.97 3,672.25 3,845.39 4,029.98 4,223.39 4,357.91 4,479.71
Ol/Ol/06 3,332.73 n/a* 3,590.54 3,764.06 3,941.52 4,130.73 4,328.97 4,466.86 4,591.70
Ol/01107 3,416.04 n/a* 3,68031 3,858.17 4,040.06 4,234.00 4,437.20 4,578.53 4,706.50
* Effective Janvary 1, 2006, Step B is eliminated All employees m the eliminated step on the effective daTe st�all be moved to the nea�t. highest st��
A10
•
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GRADE 039
042 DIIiECTOR OF MEDICAL SERVICES (Apptd prior to 1/1/90)
A B C D E F G 10-yr 15-yr
C ( ( C CS) C (� ( (
Ol/OU05 3,638.21 3,777.17 3,922.59 4,110.78 4,307.95 4,517.75 4,735.07 4,883.44 5,021.92
Ol/OU06 3,729.17 n/a* 4,020.65 4,213.55 4,415.65 4,630.69 4,853.45 5,005.53 5,147.47
Ol/01107 3,822.39 n!a* 4,121.17 4,318.89 4,526.04 4,746.46 4,9'74.78 5,130.66 5,276.15
' Effective Januazy 1, 2006, Step B is eliminated All employees in the eliminated step on the effective date sk�all be moved to the next highest step.
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All