05-556Council File # ��
Green Sheet # 3026736
RESOLUTION
SAINT PAUL, MINNESOTA
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RESOLVED, that the City Council ofthe City of Saint Paul hereby approves and ratifies the
attached 2005 - 2006 Labor Agreement between the City of Saint Paul and the Classified Confidential
Employees Association.
Requested by Department o£
Benanav
Bostrom
Haz'ris
Aelgen
Lanhy
Montgomery
Thune
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Adopted by Council: Date /I ,�/,.
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Adoption CertifieAby Council Secretary
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Human Resources
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Form Approved by
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Appmved
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Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
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DepaM�nifofSceRouncil: DateMitiated:
H „ -�„�� �.,�N-� Green Sheet NO: 3026736
Conhd Pexson 8 Phune:
Jason Schmidt
Must Be on
7ota1 # of Signature Pages _(Clip All Locations for Signature)
AMion Requested:
Approval of the attached 2005-2006 Xabor Agreement between the City of Saint Paul and the Classified Con&denflal Employees
Associarion.
Recommendations: Approve (A) or R�
�� Planning Commission
'` CIB Committee
Civil Service Commission
InRiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
The Labor Agreement with the Classified Confidemial Employees Association has expired. The City of Saint Paul is required to
negotiate with the bargaining unit.
AdvanWgeslfApproved:
An agreement reached through good faith bazgaining will be in place through December 31, 2006.
DisadvantageslfApproved:
None.
� peoartrnent SeM To Person - In�tiauoate
0 �
Assign 1 � * �
Number 2 p�
For
Roufing 3 '" or/ '
OMer 4 omcIl
5 Clerk Cle
1. Has thi5 personffirm ever worked under a contract for this departmeM?
Yes No
2. Has this personlfirm ever been a city employee?
Yes No
3. Does this person/firm possess z skill not normalry possessed by any
current city employeel
Yes No
Explain all yes answers on separate sheet and altach to green sheet
the
JUN 1 � 2D05
Disadva�ages If Not Approved:
The City woutd be required to re.open negotiations with the bargaining unit This would strain relations with the bazo ining unit and
possibly lead to arbitration.
Transaction:
Funding Source:
CosNRevenue Budgeted:
JU � 2 5 2Qfl5
Financial Infortnation:
(ExPlain)
Activity Number:
1 � w
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ATTAC�-IlVIENT TO THE GREEN SHEET
CLAS5IFIED AND CONFIDENTIAL EMPLOYEES ASSOCIATION
2005 - 2006
Below is a sunmiary of the changes in the Collective Bazgauung Agreement between the City of
Saint Paul and the Classified and Confidential Employees Association.
Durarion: January 1, 2005 through December 31, 2006.
Wages:
2005: 0.00% generalincrease
2006: 2.50% general increase; eliminate 6-month pay step
Health Insurance:
The insurance contribution increase follows the same pattern as previously negotiated
agreements with other bargaining units for 2005 and 2006.
2005
Single:
Family:
2006
Single:
Family:
Citv Milease
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 shali receive an additional $15.22
per month toward 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 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 auerage 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 $7.26 per month
toward the cost of the rivo low-cost plans, or the full cost of the rivo plans,
whichever is less.
70% of the auerage premium of all plans.
Language change to reimburse mileage at the current IIZS reimbursement rate.
Vacation
Language change in which qualifying years of service are determined by the calendar year rather
than hours of service.
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• Sick Leave
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Reduction of sick leave accrual from 15 days to 14 days per year, effective January 1, 2006.
Deferred Comnensation
Employees will receive a$100 yearly deferred compensation match effective 2005.
Post Emnlovment Health Plan (PEHP)
Employees will receive a$130 yearly contribution into a PEHP account effective 2006.
Probation
Language added to ensure all employees in the bargaining unit serve a 1-year probation period,
effective January l, 2006.
Other IanguaEe changes:
Other language changes are of a housekeeping nature for clarification and clean up.
• Costs
Wages
Insurance
TOTAL
2005
$ 0.00
$ 20,451
$ 20,451
2006
$ 35,728
$ (actual unlaiown)
$ 35,728 + insurance
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, Z005 - 2006
AGREEIVIENT
� - � " �B�TR'��N � � � � _ � _ . • "
�. _ THE CITY OF SAIlVT PAUL �� �
� - AND � �
,GLASSIFIED CQN�IDEi�ITIAL EIVIPLOI'EES ASSOCiATION ._,"
�:: �- � � _ � � _ �-
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�5 - 5 5�
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� INDEX
PaQe
ARTICLE - RECOGNTI'ION .......:.............................................................................................. 4
ARTICLE CHECK OFF ........................................................................................................... 5
ARTICLE HOURS OF WORK ................................................................................................ 5
ARTICLE WORK BREAKS .................................................................................................... 7
ARTICLE - HOLIDAYS ............................................................................................................. 7
ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ......................................... 8
ARTICLE CITY MII,EAGE ................................................................................................... 11
ARTICLE - RESIDENCY ......................................................................................................... 12
ARTICLE - VACATION .......................................................................................................... 12
ARTICLE - INSUR ANCE ...................................................................................................... 13
ARTICLE 11 - WORKING OUT OF CLASSIFICATION ......................................................... 18
ARTICLE 12 - EMPLOYEE RECORDS ..................................................................................... 19
ARTICLE 13 - BTJLLETIN BOARDS ......................................................................................... 19
ARTICLE - WAGES ............................................................................................................... 19
ARTICLE 15 - MAINfENANCE OF STANDARDS ................................................................. 20
� ARTICLE 16 - LEAVES OF ABSENCE ..................................................................................... 20
ARTICLE 17 - MANAGEMENT RIGHTS ................................................................................. 22
ARTICLE - SEIVIORTTY ........................................................................................................ 23
ARTICLE 19 - DISCIPLINE ........................................................................................................ 25
ARTICLE - LEGAL SERVICES ............................................................................................ ZS
ARTICLE 21 - NO STRIKE - NO LOCKOUT ........................................................................... 26
ARTICLE - SEVERANCE PAY ............................................................................................. 26
ARTICLE 23 - NONDISCRIMINATION ................................................................................... 27
ARTICLE - SICK LEAVE USAGE ........................................................................................ 28
ARTICLE 25 — DEFERRED COMPENSATION ........................................................................ 29
ARTICLE 26 — POST EMPLOYMENT HEALTH PLAN .......................................................... 30
ARTICLE 27 - TERMS OF AGREEMENT ................................................................................ 30
APPENDIX ............................................................................................................................... 32
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PREAMBLE
This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the
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EMPLOYER, and the City of Saint Paul Classified Confidential Employees Association,
hereinafter referred to as the Association, has as its gurpose the promotion of hannonious
relations between the EMPLOYER and the Association, the establishment of an equitable and
peaceful procedwre for the resolution of differences, and the establishment of rates of pay, hours
of work, and other conditions of employment.
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ARTICLE 1- RECOGNITION
i.l The EMPLOYER recoguzes the Association as the sole and exclusive bargaining agent
for the purpose of establishing salaries, wages, hours and other conditions of employment
for all of its employees as outlined in the certification by the State of Minnesota, Bureau
of Mediation Services, dated I3ovember 12,1975, in Case No. 76-PR-658-A and October
14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 below.
1.2 The bazgaining unit covered by this Agreement shall consist of the following: All
classified confidential employees employed in: City Attomey's Office, Budget Office,
Offices of the Mayor and Human Resources and the Division of Risk and Employee
Benefit Management, in the classifications of:
Clerical and Technical Group
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Accounting Technician II
Benefits Specialist
Clerical Trainee
Clerk I
Clerk II
Clerk III
Clerk IV
Clerical Supervisor
Clerk-Typist I
Clerk-Typist II
Clerk-Typist Iii
EDP Programmer
EDP Programmer Trainee
Human Resources Records Clerk
Human Resources Technician III
Secretary
Secretary (Stenographer)
Service Worker II
Professional Group
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Budget Analyst
Budget Assistant
Chief Budget Analyst
Claims Manager
Employee Benefits Coordinator
Huxnan Resources Specia7ist I
Human Resources Specialist II
Human Resoutces Specialist III
Research Analyst I
Risk Analyst
Selection and Validation Specialist
Senior Budget Analyst
Training & Org. Development Specialist
Workers Compensarion Claims Ad�.
13 Any present or future employee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the Association, and upon notification
by the Association, the EMPLOYER shall check off said fee from the eamings of the
employee and transmit the same to the Associarion. In no instance shall the required
contribution exceed a pro rata shaze of the specific expenses incurred for services
rendered by the representative in relationship to negotiations and administration of
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grievance procedures. This provision sha1l remain operative only so long as specifically �
provided by Minnesota law, and as othenvise legai.
1.4 The Association agrees to indemnify and hold the EMPLOYER harmless against any and
all claims, suits, orders or judgments brought ar issued against the EMPLOYER as a
result of any action taken or not taken by the EMPLOYER under the provisions of this
Article 1, Section 1.3.
ARTICLE 2 - CHECK OFF
2.1 The EMPLOXER agrees to deduct the Association membership initiation fee assessments
and once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the EMPLOYER by a representative of the ASSOCIATION 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.
2.2 The Association agees to indemnify and hold the EMPLOYER harmless against any and
a11 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
Arkicie.
ARTICLE 3- HOURS OF WORK
3.1 The normal work day shall be seven and three/fourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be
paid.
3.2 The normal work week shall be five (5) consecutive normal work days in any seven (7)
day period
3.3 For employees on a sluft basis, this shall be consirued to mean an average of thirty-eight
and three/foutths (38'/<) hours per week.
3.4 This section shall not be construed as, and is not a guazantee of, any hours of work per
normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this ARTICLE shall
be "overtime work" and shall be done only by order of the Head of the Department.
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3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading
"Clerical and Technical Group" shall be recompensed for work done in excess of the
normal hours established above in tlus Article by being granted compensatory time on a
time and one-half basis or by being paid on a time and one-half basis for such overtime .
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• work. The overtime rate of one and one-half shall be computed on the basis of i/80th of
the biweekiy rate. T'he method of compensation shall be determined solely by the
EMPLOYER.
3.7 An employee worldng in a tifle listed in Article 1.2 under the heading, "Professional
Group," and which is in Salary Grade i i oz below shall receive overtime compensation in
accordance with the Fair I.abor Standards Act (FL5A). The method of this compensation
shall be determined solely by the EMPLOYER. It is understood that the FLSA provides
overtime compensation only after 40 hours worked (not paid) per week.
An employee worldng in a title listed in Article 1.2 under the heading "Professional
Group," and which is in Salary Grade 12 or above and who, in other than normal
circumstances, works more than his/her assigned normal work day or assigned normal
work week may receive compensatory time or pay on a straight time basis for the extra
hours worked. The method of compensation shall be determined solely by the
EMPLOYER
3.8 It is understood by the parties that Secrion 28.H - Overtime of Resolution No. 3250 shall
not appiy to employees in this bargaining unit working under a ritie listed in Article 1.2
under the heading, "Professional Crroup."
3.9 Normal work schedules showing the employee's shift, work days and hours shall be
� posted on all department bulletin boards at ali rimes. It is aiso understood that deviation
from posted work schedules shall be permissible due to emergencies or acts of God, and
overtune may be required.
3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if
not put to work. If he/she is called to work and commences work, he/she shail be
guaranteed four hours pay. These provisions, however, shall not be effective when work
is unable to proceed because of adverse weather conditions; nor shall these provisions
apply to texnporary or emergency employees nor to employees employed under any of the
titles listed in Section 3.B of the Civil Service Rules under the heading "Special
Employments"; nor to any person whose regular scheduled workday is less than four
hours.
3.11 Notwithstanding Articies 3.1 through 3.6, employees may, through mutual agreement
with the EMPLOYER, work schedules other than schedules limited by the normal work
day and work week as set forth in Articles 3.1, 3.2 and 3.3. Overtime compensation for
employees worldng under such agreements shall be subject to the provisions, for same, as
set forth by the Fau Labor Standazds Act. The method of compensation shall be
determined solely by the EMPLOYER. It is understood that the FLSA provides overtime
compensation only after 40 hours worked (not paid) per week.
3.12 For employees who wish to share a position, the EMPLOYER will attempt to provide
� options for implementing a sharing arrangement. Such an arrangement must be mutually
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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 benefiYs shall be administered in accordance
with the provisions of Article 10 of this Agreement. In the event that one of the
employees participating in the shared position is terminated or terminates employment,
the EMPL,OYER shaIl post the job sHaring vacancy for a period often (10) days. If at the
end of ten (10) days such vacancy cannot be filled, the EMPLOYER shall have the option
of increasing the remaining employee's work hours.
3.13 Articles 3.11 and 3.12 shall not be subject to the provisions of Article 6 of this
Agreement.
ARTTCLE 4 - WORK BREAKS
4.1 Rest Periods All employees work schedules shall provide for a fifteen minute rest
period during each one-half shift. The rest period shall be scheduled by management at
approaumately the middle of each one-half sluft whenever it is feasible.
4.2 If an employee is scheduled to work a full half shift beyond Iris/her regulaz quitting time,
he/she shall be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed. The following days shall be recognized and observed
as paid holidays:
New Yeaz's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
I,abor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Eligible employees shall receive pay for each of tfie holidays listed above, on which they
perform no work. Whenever any of the holidays listed above falls on a Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above falls on a Sunday, the succeeding Monday shall be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the holiday
shalt be observed on the calendar date of the holiday.
5.2 Eligibility Requirements In order to be eligible for a holiday with pay, an employee
must be employed as of the date of the holiday and have paid hours on the payroll for that
pay period. The amount af holiday time earned shall be based upon the number of non-
holiday hours paid Yo the employee dnring that pay period (see proration charts in Salary
Plan and Rates of Compensarion). For the purposes of this section, paid hours include
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� hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is
further understood that neither temporary, emergency, nor other employees not heretofore
eligible shall receive holiday pay.
53 Not wiU�standing Article 5.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for siacty-seven (67)
consecutive work days.
ARTICLE 6 EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
6.1 The EMPLOYER shall recognize stewards selected in accordance with Association rules
and regulations as the grievance representative of the bargaining unit. The Association
shall notify the EMPLOYER in writing of the names of the stewards and of their
successors when so naxned.
6.2 It is recognized and accepted by the EMPLOYER and the Association that the processing
of grievances as hereinafter provided is limited by the job duties and responsibilities of
the employees and shall therefore be accomplished duriug working hours only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
� would not be detrimental to the work programs of the EMPLOYER.
63 For the purposes of this Article 6, a grievance is defined as an alieged violation of the
terms and conditions of this Agreement.
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1 Upon the occurrence of an alleged violation of this Agreement, the
employee involved with or without the steward shali attempt to resolve the
matter on an informal basis with the employee's supervisor. If the matter
is not resolved to the employee's satisfaction by the informal discussion, it
may be reduced to writing and referred to Step 2 by the Association. The
written grievance shall set forth the nature of the grievance, the facts on
which it is based, the alleged secrion(s) of the Agreement violated, and the
relief requested. Any alleged violation of the Agreement not reduced to
writing by the Association within fourteen (14) work days of the first
occurrence of the event giving rise to the grievance, shall be considered
waived.
Step 2 Within seven (7) work days after receiving the written grievance a
designated EMPLOYER supervisor shall meet with the Association
stewazd and attempt to resolve the grievance. If, as a result of this
• meeting, the grievance remains unresolved, the EMPLOYER shall reply in
writing to the Association within seven (7) work days following this
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meeting. The Association may refer the grievance in writing to Step 3 �
witbin seven ('n work days following receipt of the EMPLOYEIt's written
answer. Any grievance not referred in writing by the Association within
seven (7) work days following receipt of the EMPLOYER's answer shall
be considered waived.
Step 3 Within seven (7) work days following receipt of a grievance referred from
Step 2, a designated EMPLOYER supervisor shall meet with the
Association Business Manager or his/her designated representative, the
employee and the stewazd and attempt to resolve the grievance. Within
seven (7) work days following this meeting, the EMPLOYER shall reply
in writing to the Association stating the EMPLOYER's auswer conceming
the grievance. If, as a result of the written response, the grievance remains
uuresolved, the Association inay refer the grievance to Step 4. Aay
grievance not referred in writing by the Association to Step 4 within seven
(7) work days following receipt of the EMPLOYER's answer shall be
considered waived
Optional Mediaiion Step
1. If the grievance has not been satisfactorily zesolved 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 parkies shall submit a joint request to the Minnesota Bureau of
Mediation Services for the assignment of a mediator. Grievance
mediation shall be completed within thirty (30) days of the assignment
unless the parties mutually 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 informal. Rules of evidence
shall not apply and no record shall be made of the proceeding. Both sides
sha11 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 separate caucuses.
4. At the request of both parties, the mediator may issue an oral
recommendation for settlement. Either pariy may request that the
mediator assess how an arbitrator might rule in this case.
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. 5. Ttie grievant shall be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant 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 resolved and is subsequently moved to azbitration,
such pzoceeding shall be de novo. Nothing said or done by the pazties or
the mediator during grievance mediation, with respect to their positions
concerning resolution or offers of settlement, may be used or referred to
during azbitration.
Step 4 If the grievance remains unresolved, the Association may witivn seven (7)
work days after the response of the EMPLOYER in Step 3, by written
notice to the EMPLOYER, request arbitration of the grievance. The
arbitration proceedings shall be conducted by an arbitrator to be selected
by mutual agreement of the EMPLOYER and the Association within
seven (7) work days after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said seven (7) day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5) azbitrators.
Both the EMPLOYER and the Association sha11 have the right to strike
� two (2) names from the panel. The Associarion shail strike the fxrst (lst)
name; the EMPLOYER shail then strike one (1) name. The process will
be repeated and the remaining person shall be the azbitrator.
6.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract
from the provisions of this Agreement. The azbitrator sha11 consider and decide only the
specific issue submitted in writing by the EMPLOYER and the Association and shall
have no authority to make a decision on any other issue not so submitted. The arbitrator
shall be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules, or regulations having the force and
effect of law.
The azbitrator's decision shall be submitted in writing within thixty (30} days following
close of the hearing or the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terxns of this Agreement and to the facts of the
grievance presented. The decision of the arbitrator shall be final and binding on the
EMPLOYER, the Association and the employees.
6.6 The fees and expenses for the arbitrator's services and proceedings sha11 be bome equally
by the EMPLOYER and the Association, provided that each pariy shali be responsible for
compensating its own representafives and witnesses. If either party desires a verbatun
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record of the proceedings, it may cause such a record to be made, providing it pays for •
the record.
6.7 The time limits in each step of this procedure may be extended by mutual agreement of
the EMPLOYER and the Association.
6.8 The procedure established by this Article shall be the sole and exclusive procedure for the
processing of grievances, which are defined as an alleged violation of the ternis and
conditions of this agreement. However, tlus Article does not abridge grievance rights
possessed by eIigible Veteran's under applicable Veterans` statutes. It is understood that
issues not related to terms and conditions of employment (for example: topics listed in
Civil Service Rule 26III A, B, C- performance reviews, examinations and classification)
shall continue to be processed in accordauce with the grievance procedure outlined in the
Civil Service Rules.
6.9 The provisions of this Article 6 shall not apply to Articles 3.11 and 3.12 of this
Agreemeut.
ARTICLE 7 - CITY MII,EAGE
7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the �
following provisions aze adopted.
7.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive wzitten authorization from the Department Head. Effective the
first of the month following contract signing, employees shall receive the current IItS
mileage reimbursement rate, as modified from time to time by the II2S.
73 Tl�e City will provide parking at a location and mannet of the Employer's choice within a
reasonable distance of the work site for City employees who are required to have their
personal caz available for City business. Such parking will be provided only for the days
the employee is required to have his or her own personal caz available.
7.4 Rales and Regulations: The Mayor sha11 adopt nites and regulations goveming the
procedures for automobile reimbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles dtiven 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 at least
the minimums required by the state of Minnesota. These rules and regularions, together
with the amendment thereto, shall be maintained on file with the City Clerk.
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� ARTICLE 8 - RESIDENCY
8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall
apply to all employees covered by this Agreement.
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9.1 Each employee worldng in a title listed in Article 1.2 under the heading "Clericai and
TecYmical Group" shall accumulate vacaUon credits at the rates shown below for each full
hour on the payroll, excluding overtime. For purposes of this article, qualifying yeazs of
service shall be determined based on calendar yeazs of service. This shall apply to both
part-tixne and full time employees.
Years of Service Hours of Vacation
lst yearthru 4th year .0462 (12 days)
Sth year thru 9th year .0692 (18 days)
lOth year thra 15th yeaz .0808 (21 days)
16th year thru 23rd year .0962 (25 days)
24th year and thereafter .1077 (28 days)
9.2 Each employee worldug in a title listed in Article 1.2 under the heading "Professionai
Group" shall accumulate vacation at the rates shown below for each full hour on the
� payroll, excluding overtime. For purposes of this article, qualifying yeazs of service shall
be determined based on calendar years of service. This shall apply to both part-tnne and
full time employees.
Years of Service
1 st year thnx 4 yeaz
5` year thru 7� year
8th yeaz thru i5th yeaz
16th yeaz thru 19th yeaz
Twenty years and beyond
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Hours of Vacation
.0654 (17 days)
.0769 (20 days)
.0923 (24 days)
.1038 (27 days)
.1077 (28 days)
The Tiead of the Department may pernut an employee to carry over up to one hundred
twenty (120) hours of vacation into the next IRS payroll reporting yeaz.
The above provisions of vacarion shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Sub. H.
9.5 Employees under the heading "Professional Group" may request compensation in cash
for up to one week 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 DepartmenY s Budget. Such election must be made in writing
on or before December i of each IIZS payroll reporting year. If the employee elects to
sell vacation, the payment for such sold vacation shall be made in a lump sum in the
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neazest full payroll period following the election date. The payment shall be in an �
amount equat to the number of hours sold times the employees' regciiaz rate of pay in
effect as of the date of such election. Article 9.5 shall not be subj ect to the provisions of
Article 6 of this Agreement _
9.6 If an employee under the heading "Professional Group" has an accumulation of sick
leave credits in excess of one hundred eighty (180) days, s/he may convert any part of
such excess to vacation at the rate of one-half day's vacation for each day of sick leave .
credit. The malcimum number of days vacation allowed by the conversion of such leave
credits sha11 be no more than five (5) days in any one IItS payroll reporting yeaz.
Involflng the use of this Article at any time within the Il2S payroll reporting year, with the
exception of those who retire during the reporting year, wi11 prohibit the use of Arlicle
9.5 above.
ARTICLE 10 - INSURANCE
Active Employees
10.1 The insurance plaus, premiums for coverages and benefits contained in the insurance
plans offered by tiie EMPLOYER shail be solely controlted by the contracts negotiated
by the EMPLOYER and the benefit providers. The EMPLOYER will attempt to prevent
any changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits wkuch a specific �
provider implements.
10.2 Effective for the January, 2005 insurance premiums, for each eligible employee who is
employed full time and who selects single employee health coverage pmvided by the
EMPLOYER, the EMPLOYER agrees to contribute the 2004 single contribution per
month plus 70% of the average increase to 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 towar@ the cost of the two low-cost plans, or the
full cost of the two plans, whichever is less.
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].
Retroacrive payment adjustments shall apply only to Employees who were employed by
the City as of the date of signing of this contract.
10.3 Effective for the January, 2006 insurance premiums, for each eligible employee covered
by ttus 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 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 �
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� additional $726 per month for employees who select either of the two (2} lowest cost
pians, or the full amount of the two (2) lowest cost plaas, whichever is less.
For each eligible full-time empioyee who selects family heaith insurance coverage, the
Employer wili contribute 70% of the average premium of all plans per month.
10.4 For the purpose of this ARTICLE 10, full-time benefits will appiy to those part-time
employees who appeaz on the payroll an average of at least 64 hours per biweekly pay
period for the twelve (12) month period preceding the annual open enrollment or special
enrollments, or the six month period preceding initial enrollment.
Three-yuarter time benefits will apply to those part-time employees who appear on the
payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period
for the twelve (12) month period preceding the annual open enrollment or special
enrollments, or the six month period preceding initial enroliment.
Half-tinne benefits will apply to those part-tnne employees who appear on the payroll an
average of at least 4Q hours, but less than 52 hours, per biweekly pay period for the
twelve (12) month period preceding the annual open enrollxnent or special enrollments, or
the six month period preceding initial enrollment.
10.5 For each eligible employee covered by this AGREEMENT who is eligible for half-tixne
� benefits and who selects single or family health insurance coverage, the EMPLOYER
� agrees Yo conhibute fifty percent (50%) of the amount contributed for employees eligible
for full-time benefits with the same single or family selection in the same insurance plan.
For each eligible employee covered by this AGREEMENT who is eligible for three-
quarter time benefits and who selects single or family health insurance coverage, the
EMPLOYER agrees to contribute seventy-five percent (75%) of the amount contributed
for employees eligible for full-tune benefits with the same single or family selection in
the same insurance plan.�
Part-time employees who aze permanently appointed to a full-time (80 hours per
biweekly pay period) posifion after the commencement of the plan year, shall be made
eligible for full-time benefits after they have completed at least forty hours in a monthly
qualifying pay period as a fizll-time empioyee.
Full-time employees who are permanently appointed to a part-time (less than 80 hours
per biweekly pay period) position after the commencement of the plan yeaz, shall be
reduced to the benefit level applicable for the hours scheduled by the department. Such
reduction shall take effect on the first month the employee does not complete a monthly
qualifying pay period as a full-time employee.
10.6 For each eligible employee worldng in a title listed in ARTICLE 1.2 under the heading
• "Clerical and Teciuucal Group," and who has selected health insurance coverage, the
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EMPLOYER agrees to conhibute the cost of $20,000 life insurance. For each eligible �
employee worldng in a title listed in ARTICLE 1.2 under the heading "Professional," and
who has selected health insurance coverage, the EMPLOYER agrees to contribute the
cost of $50,000 life insurance.
10.7 All Employees covered by this Agreement who waive participation in health insurance
coverage shall be eligible to participate in optional coverages at the employee's expense
if the employee is benefit eligible for each of the preceding twelve (12) months.
10.8 Employees covered by this Agreement will be eligible to participate in the Flexible
Spending Accounts as offered by the EMPLOXER. The service fee charged to
participating employees shall be paid by the EMPLOYER.
10.9 Retroactive EMPLOYER'S insurance conhibutions sha11 apply to all who remain
employed by the EMPLOYER as of the date of signing tlus agreement.
Retiree Insurance for Clerical, Technical and Professional Employees
10.10 Employees who ret'ue must meet the following condirions at ttze time of retirement in
order to be eligible for the EMPLOYER contributions, listed in Secrions 10.13 through
10.23 below, towazd a health insurance plan o£fered by the EMPLOYER:
10.10(1) Be receiving benefits from a public employee retirement act at the time of �
retirement, and
10.10(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct, and
10.10(3) Service requirements for retiree health insurance eligibility will not
include years of service with School Dishict No. 625 for employees hired
by the City, or transferred to the City, after February 27, 1998.
10.10(4) If an employee does not meet the years of service requirement in sections
10.13 througk 10.16, s/he may purchase, at their own e7cpense, the
coverage currently in effect at the time of retirement through the
EMPLOYER's insurattce program if they meet the requirements of
Chapter 471.61 (formerly Chapter 488) of Minnesota Statute.
Early Retirees
10.11 This Section applies to employees who:
10.11(1) Retire on or after January 1, I996, and
10.11(2) Have completed twenty (20) years full-time service with the City of Saint
Paul, unless receiving a disability pension from the City of Saint Paul, and �
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10.11(3) Were appointed prior to 7anuary 1,1996, and
10.11(4) Meet the terms set forth in Section 10.12 above, and
10.11(5) Select a health insurance plan offered by the EMPLOYER.
Until such employees reach siYty-five (65) yeazs of age, the EMPLOYER agrees to
conhibute 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 conhibute the cost for $5,000 life insurance coverage for employees
under the heading of "Professional" and the cost for $20,000 life insurance coverage for
employees under the heading of "Clerical and Technical Group," unril the retiree attains
the age of sixty-five (65}
Only dependents of record at the time of retirement shall be eligible for City contribution.
When such eazly retiree attains age sixty-five (65), the provisions of Section 10.15 shall
apply.
�
10.12 Tkris Section shall apply to employees who:
10.12(1) Retire on or after January 1, 1996, and have completed twenty (20) yeazs
full-time with the City of Saint Paul, unless receiving a disability pension
from the City of Saint Paul, and
10.12(2) Were appointed on or after Januazy i, 1996, and
10.12(3) Have not attained age sixty-five (65) at retirement, and
10.12(4) Meet the conditions of Section 10.12 above, and
10.12(5) Select a health insurance plan offered by the EMPLOYER.
Until such employees reach sixty-five (65) yeazs of age, the EMPLOYER agrees to
conhibute a maximum of $300.00 per month toward the cost of single health insurance
coverage; no EMPLOYER contribution will be applied to the cost of dependent health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the
EMPLOYER will contribute the cost for $S,OOO life insurance until the retiree attains the
age of sixty-five (65).
When such eazly retiree attains age sixty-five (65), the provisions of Section 10.16 shall
apply.
�
Regular Rerirees (Age 65 and over)
10.13 Tlus Section shall apply to full-time employees who:
10.13(1) Retire on or after 7anuary i, 1996, and
10.13(2) Were appointed prior to January 1, 1996, and
10.13(3) Have completed twenty (ZO) years fuil-time with the City of Saint Paul,
unless receiving a disability pension from the City of Saint Paul, and
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05-55(,
10.13(4) Have attained age sixty-five (65) at retirement, and
10.13(5} Meet the conditions of Section 10.I2 above, and
10.13 (6) Select a health insurance plan offered by the EMPLOYER.
The EMPLOYER agrees to contribute up to a maximum of $550,00 per month toward
the cost of single or family health inc��rance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage will be provided.
Only dependents of record at the time of retirement shall be eligible for City contribution.
10.14 This Section shall apply to full-time employees who:
10.14(1) Retire on or after 7anuary 1, 1996, and
10.14(2) Were appointed on or after January 1, 1996, and
10.14(3) Have completed twenty (20) years full-time service with the City of Saint
Paul, unless receiving a disability pension from the City of Saint Paul, and
10.14(4} Have attained age sizty-five (65) at retirement, and
10.14(5) Meet the conditions of Section 10.13 above, and
10.14(6) Se2ect a health in�,�ra„ce plan offered by the EMPLOYER.
The EMPLOYER agrees to contribute up to a maximum of $300.00 per mottth toward
the cost of single health insurance coverage; no EMPLOYER contribution wiil be applied
to the cost of dependent health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
10.15 In the event of reduction of hours of employment for budgetary reasons during the last
twelve (12) monUvs of employment, the eligibility will be determined by the previous
foriy-eight (48) months before the reduction.
10.16 Employees who haue completed twenty (20) yeus of full-time service with the City of
Saint Paul and reduce to part-time prior to retirement and who are eligible and enrolled in
the City's medical plan continuousIy until retirement sha1I be eli gible for full-time
benefits at retirement.
10.17 Eazly or Regulaz Retirees who aze eligible for EMPLOYER contribution towazds the cost
of single coverage only may continue dependent health insurance coverage at their owu
expense.
Survivor Insurance
10.18 The surviving spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness which was determined to have arisen out of
and in the course of his/her employment under worker's compensation law shall continue
to be eligible for City contribution in the same proportions as is provided for retired
employees.
�
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� In the event of the death of an eazly retiree who retired under Section 10.13 or a regular
retiree who retired under Section 10.15, the dependents of the retiree shall have the
option, within thirty (30) days, to continue the current health insurance coverage which
said dependents previously had, at the premium and EMPLOYER contribution accorded
to the eligible deceased retiree. Dependents not of record at the time of retirement may
continue coverage at their own expense.
In the event of the death of au eazly or regular retiree who was eligible for EMPLOYER
contribution towards single health insurance coverage only, dependents on the
EMPLOYER's plan at the time of the retiree's death may continue coverage at their own
ea�pense.
It is further understood that coverage sha11 cease in the event of:
10.18(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
10.18(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
EMPLOYER. In this event, however, the surviving spouse or dependent
shall have the right to maintain City health insurance for the first ninety
� (90) days of said employment.
10.19 A retiree may not cany his/her spouse as a dependent if such spouse is also a City
retiree or City employee and eligible for and is enrolled in the City health insurance
Program.
1020 The contributions indicated in Article 10 shall be paid to the EMPLOYER' S third parry
admnustratar.
10.21 A retiree's participation in the City's health insurance plan must be continuous. The
retiree must be parkicipating in a City health insurance plan at the time of retirement. If a
retiree chooses not to participate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligible for any
future participation or for any EMPLOYER contribution.
10.22 Additional dependants beyond those of record at the time of retirement may not be added
to the retiree's health insurance plan at City expense after retiremern.
ARTICLE 11- WORKING OUT OF CLASSIFICATION
11.1 Any employee worldng an out-of-class assignment for more than ten (10) consecurive
days shall receive a higher rate of pay for the out-of-class assignment in the higher
� classification starting from the first day the employee was required to work the out-of-
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class assig�nment. For the purposes of this Article, an out-of-class assignment is defined •
as an assigmnent of an employee to perform, on a full-time basis, the significant duties
and responsibilities of a position different from the employee's regulaz position, and
which is in a classification is higher than the classification held by the employee. The
rate of pay £or an approved out-of-class assignment shall be the same rate the employee
would receive if such employee received a regular appointment to the next lugher
classification in the employee's current class series.
11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of
the duties of the nea-t higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any member of the bazgaining unit may, during usval workiag hours, with the approval
of the supervisor, review any material placed in the employee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
ARTICLE 13 - BULLETIl�T BOARDS
13.1 The EMPLOYER shall provide reasonable bulletin space for use by the Union in postin$ �
notices of Union business and activities, said bulletan board space shait not be used by fhe
Union for political purposes other than Union elections. Use of tkris bulletin board is
subject to approval of tlte Deparlmeut Head.
ARTICLE 14 - WAGES
14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached
hereto. Both parties agcee that the inclusion of the classifications and salary ranges in
Appendix "A" does not preclude the EMPLOYER from the following:
1. Reorganizing
2. Abolishing classifications
3. Establishing new classifications
4. Regrading classificatioas
5. Reclassifying positions
Both parties also agree that titles and grades in Appendiac A refer to employees in the
positions at the date of sigung of the Agreement. No employee in this bargaining unit
shall suffer any reduction in salary because of a regrading or reclassification during the
contract period in which such regrading or reclassificataon takes place.
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• 14.2
The rates in the wage schedule in Appendix A shall reflect the following adjustments:
Clerical & Technical titles
Effective January 1, 2006
(or closest pay period)
Professional titles
Effective January 1, 2006
(or closest pay period)
2.50% increase
2.50% increase
Retroactive pay adjustments shall apply only to employees who were employed by the
City as of the date of signing this contract.
Nfembers of the Association transferring to another bargaining unit that has already
received a retroactive adjustment for similar effective dates and percentages shall receive
retroactive pay from these effective dates through the date of their leaving this
Association.
143 Notwithstanding Articie 15.1, effective 7anuary 1, 2006, all employees of this bazgaining
unit shall serve a one (1) year probation period. This Article shall supersede any
� conflicting language found in the Civil Service Rules and/or Salary Plan and Rates of
Compensation.
14.4 Effective January l, 2006, step B of the salary schedule found in Appendix A(6-month
step) shall be elimivated for all employees. All other steps shall remain intact. The
language of this Article and Append'uc A sha11 supersede any conflicting language found
in the Civil Service Rules and/or Salary Plan and Rates of Compensation.
�
ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditions of employment relating to wages, hours of work,
overtime differentials, vacations and all other general working conditions shall be
maintained at not less than the highest minimum standazd set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation
at the time of the signing of this Agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
Agreement.
ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make application
for a leave of absence not to exceed one yeaz. A leave of absence shall be granted on the
basis established in the Civil Service Rules (Resolution No. 3250).
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16.2 Military Leave With Pay - Any employee who shall be a member of the National �
Guard, the Naval Militia or any other component of the militia of the State, now or
hereafter organized or constituted under state or federal law, or who shall be a member of
the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve oz any other reserve component of the military or naval force of the
United States, now or hereafter organized or constituted under Federal law, shall be
entifled to leave of absence from employment without loss of pay, seniority status,
efficiency rating, vacatioa, sick leave or other benefits for all the time when such
employee is engaged with such organization or component in training or active service
ordered or authorized by proper authority pursuant to law, whether for state or federal
purposes, provided that such leave shall not exceed a total of fifteen (15) days in any
calendar year, and fiuther provided that such leaue shall be allowed only in case the
required militazy or naval service is satisfactorily performed, which shall be presumed
unless t;e con��-y is est�,;;shed.
Such leave shall not be allowed unless the employee (i) retums to his/her position
immediately upon being relieved from such military or naval service and not later than
the expiration of rime herein limited for such leave, or (2) is prevented from so returning
by physical or mentai disability or other cause not due to such employee's owu fault, or
(3) is reguired by proper authority to continue in such military or naval service beyond
the time herein limited for sucr leave. -
16.3 Military Leave Without Pay - Any employee who engages in active service in time of �
war or other emergency declared by the proper auffiority of any of the military or naval
forces of the state or of the United States for which leave is not otherwise allowed by law
shall be entitled to leave of absence from employment without pay during such service
with right of reinstatement and subject to such conditions as are imposed by law. Such
leaves of absence shall conform to Minnesota Statutes, Seciaion 192, as amended from
time to rime, and shall confer no additional benefits other than those granted by said
statute.
16.4 Jury Duty - Any employee who is required during his/her regular working hours to
appeaz in court as a juror or witness, except as a witness in hislher own behalf against the
C1TY, shall be paid his/her regulaz pay while he/she is so engaged. Provided, fiowever,
that any fees that the employee may receive from the court for such service shall be paid
to the CITY and be deposited with the EMPLOI'ER
Any employee who is scheduled to work a shift, other than the normal daytime sluft,
shall be rescheduled to work the normal daytime shift during such time as he/she is
required to appear in court as a juror or wihiess.
16.5 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
the Civil Service Rules, shall be granYed three days of such leave to attend the fuaeral of
the employee's grandparent or grandcluld. Employees who have accumulated sick leave �
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05-55�
. credits, as provided in the Civil Service Rules, shall be ganted leave with pay for such
period of time as the Head of the Department deems necessary, on account of death of ffie
employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or
otlxer person who is a member of the household.
16.6 Union Leave - Any empioyee elected or appointed to a full time paid position by the
exclusive representative may be granted a leave of absence without pay for not more than
one year for the purpose of conducting the duties of the exclusive representative.
16.7 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner as
any other 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 natural
parent or an adopfive parent who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be extended an additional twelve (12) months by
mutual agreement between the employee and the EMPLOYER. Refusal on the part of
the EMPLOYER to grant an extension of such leave shall not be subject to the provisions
of Article 6 of this Agreement.
� Employees who return following such ]eaves of absence shall be placed in a position of
equivalent salary and tenure as the one held just prior to the beginning of their leave.
16.8 Education Leave - Leave with pay may be granted for educational purposes at the option
of the EMPLOYER.
16.9 Voluntary Leave - No Pay - A fixll-time employee may be granted up to 480 hours of
voluntary leave of absence without pay during the fiscal year. Auring such leave of
absence, the employee shall continue to earn and accrue vacation and sick leave, seniority
credits and maintain insurance eligibility as though he or she were on the payroil. Any
leave of absence granted under this Article is subject to the approval of the Department
Head.
ARTICLE 17 - MANAGEMENT RIGHTS
17.1 The Association recognizes the right of the City to operate and manage its affairs in all
respects in accordance with applicable laws and regulations or appropriate authorities.
All rights and authority wluch the City has not officially abridged, delegated or modified
by this Agreement are retained by the CTTY.
17.2 A public EMPLOYER is not required to meet and negotiate on matters of inherent
managerial policy, which include, but aze not limited to, such azeas of discretion or policy
� as the functions and programs of the EMPLOYER, its overall hudget, utilization of
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technology, and organizarional structure and selection and direction and number of
personnel.
ARTICLE 18 - SErTIORITY
18.1 Seniority, for the purpose of this Agreement, sha11 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 current class assignmenf held by
an employee. In cases where two or more employees aze appointed to the same class title
on the same date, the seniority shall be determined by employee's rank on the eligible list
from which certification was made.
18.2 Seniority sha11 terminate when an employee retires, resigns, or is dischazged.
18.3 In ttie event it is determined by the EMPLOYER that it is necessary to reduce the work
force, employees will be laid off by class title witthin each department based on inverse
lengkh of seniority as defined above. However, when layoff occurs in any of the titles
listed below under Column A, layoff shall be based on inverse length o£ total seniority in
all titles listed on the corresponding line under Column B.
�
The Deparhnent will identify such least senior empioyee in the department reducing
positions, and shall notify said employee of lus/her reduction from the department. If �
there aze any vacancies in any of the titles under Column B on wluch seniority was based,
in any other City Deparfinent, the Human Resources Department shall place the affected
employee in such vacancy.
If two or more vacant positions are available, the Human Resources Office shall decide
which vacant positions the affected employee shall fill. If no vacancy e�sts in such
titles, then the least senior City employee in such tiUes shalI 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 Ieast senior City employee in such titles shaI1
be the employee laid off. For the purposes of tUis article, the Boazd of Education is not
included as a City department nor is a Board of Education employee included as a City
employee.
Colmm� A
Clerk I
Clerk II
Clerk-Typist I
Clerk-Typist II
Clerk-Stenographer I
Casfiier I
Cashier II
Colmm� B
Clerk I, Clerk II
Clerk I, CIerk II
Clerk-Typist I, Clerk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk Steno I, Clerk-Steno II
Cashier I, Cashier II
Cashier II, Cashier I
�
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Accounting Machine Operator I
Accounting Machine Operator II
Data Entry Operator I
Data Entry Operator II
Duplicating Equip. Operator Trainee
Duplicating Equip. Operator
18.4 In cases where there aze promotional series such as Clerk I, II, III, etc., when the number
of employees in these Iugner rifles is to be reduced, employees who have held iower tiiies
which aze in this bargaining unit will be offered reductions to the highest of these titles to
which class seniority would keep them from being laid off, before layoffs are made by
any class title within any department.
18.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title
in the same promotional series as his/her current title, that employee will be offered a
reduction to the title withiu the bargaining unit to which he/she was regularly appointed
nnmediately prior to his/her current title, so long as there is either a vacancy or if no
vacancy exists a less senior employee in such tifle may be displaced. In cases where an
employee to be laid off has held no regular appoin�ent to any titles immediately prior to
his/her current title, said employee shall be laid off. The employee reducing into a title
formerly held must satisfactorily complete a six-month probationary period in such title.
Accounting Machine Operator I
Accounting Machine Operator II
Accounting Machine Operator II
Accounting Machine Operator I
Data Entry Operator I,
Data Entry Operator II
Data Entry Operator II,
Data Enhy Operator I
Duplicating Equip. Operator Trainee,
Duplicating Equip. Operator
- Duplicating Equip. Operator,
Duplicating Equip. Operator Trainee
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former title and shall be laid off, but such
employee's naxne will be placed on the reinstatement register in his/her former title and
"bumping" rights herein shali not again appiy to such employee.
This procedure will be followed by the City for City employees, and by the Board of
Education for Board of Education employees; however, City employees being reduced or
laid off may not displace Board of Education employees; Board of Education employees
being reduced or laid off may not displace City employees.
�i
18.6 It is understood that such employees will pick up their former seniority date in any class
of positions that they previously held.
18.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shali eacpire
after two years of layoff.
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ARTICLE 19 - DISCIPLINE
19.1 The EMPLOYER will discipline employees for jusY cause only. Discipline will be in the
form of:
I9.1(1) Oral reprimand;
19.1(2) Writtenreprimand;
19.1(3) Suspension;
19.1(4) Reduction;
19.1(5) Discharge
The listing above of 19.1(1) through 19.1(5) does not indicate that such forms of
discipline must be progtessive and in such order for any one employee.
19.2 Suspensions, reducfions and discharges will be in written fonm.
19.3 Employees and the Association will receive copies of written reprimands and notices of
suspension and dischazge.
19.3(1) Any written reprimand made concerning any member of ttris Bargaining
Unit which is filed with the Human Resources Office or within any City
department, shall be shown to the member before it is placed on file.
Before the reprimand is placed on file, the City shall request from the
employee an aclmawledgment, in writing, that the reprimand has been
read by said employee.
19.4 Employees may examine all information in their EMPLOYER personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files may be
exanvned at reasonable rimes under direct supervision of the EMPLOYER.
19.5 Dischazges will be preceded by a five (5) calendar day preliminary suspension without
pay. During said period, the employee and/or Association may request, and sha11 be
entitled to a meeting with the EMPLOYER representative who initiated the suspension
with intent to discharge. During said five (5) calendaz day period, the EMPLOYER may
affirm the suspension and discharge in accordance with Civil Service Rules, or may
modify or withdraw same.
19.6 An employee who is being questioned in a disciplinary investigation which could lead to
discipline of the employee shall be offered the right to have an Association representative
present during questioning.
ARTICLE 20 - LEGAL SERVICES
20.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the
EMPLOYER shall defend save harmless and indemnify an employee, and/or his/her
l.J
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� 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.
20.2 Notwithstanding Article 20.1, the EMPLOYER shall not be responsible for payiug any
legal service fee or for providing any legal service arising from any legal action where
the employee is the Plaintiff.
ARTICLE 21 - NO STRII� - NO LOCKOUT
21.1 Neither the Association, its officers or agents, nor any of the employees covered by this
Agreement will engage in, encourage, sanction or support any strike, or the withhoiding
in whole or in part of the full performance of their duties during the life of this
Agreement, except as specifically allowed by the Public Empioyment Labor Relations
Act. In the event of a violation of this article, the EMPLOYER will warn employees of
tne consequences of their action and si�al; insuact tu�ri ta i�e3iatel� :et�.*n to their
normal duries. Any employee who fails to return to his/her full duries within twenty-four
(24) hours of such waming may be subject to the penalties provided in the Public
Employment Labor Relations Act.
21.2 No lockout, or refusal to allow employees to perform available work, shall be instituted
by the EMPLOYER and/or its appointing authoriries during the life of this Agreement.
! ARTICLE 22 - SEVERANCE PAY
22.1 The EMPLOYER shali provide the severance pay plan as set forth in this Article.
Eligibility Requirements
22.2 For the purpose of this Arlicle, service requirements for severance eligibility will not
include years of service with School District #625 fox employees hired by the City, or
transfened to the City after February 27, 1998.
22.3 An employee must meet the following requirements to receive a benefit.
(1) The employee must be voluntarily sepazated from the City employment or have
been subject to separation by layoff or compulsory retirement. Those employees
who are discharged for cause, misconduct, inefficiency, incompetency, or any
other disciplinary reason are not eligible for the city severance pay program.
(2) The employee must file a waiver of re-employment with the Human Resources
Director, which will cleazly indicate that by requesting severance pay, the
employee waives all clanns to reuvstatement or re-employment (of any type), with
the City.
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05 �55�
(3) The employee must have a minimum of 15 years of service and 700 hours of sick
leave credits at the time of his/her separation of service from the City.
(4) If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay as shown
below.
Minimum 15 yeazs of service and
accrued sick leave credits of:
700
800
900
1,000
i,iG�
1,200
1,300
1,400
1,500
1,600
i,'700
1,800
Severance
$4,000
$5,000
$6,000
$7,000
$8,G�0
$9,000
$10,000
$I1,000
$12,000
$13,000
$14,000
$15,004
22.13 For the purpose of this severance program, the 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 lus/her death), payment of the severance pay shall be made
to the employee's spouse or estate.
22.14 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School Dishict No. 625 employment is considered a
separation of employment, and such transferee shall be eligible for the City severance
progtam.
22.15 For any employee who is eligible to receive severance from the CiTy under this Article,
the City will contribute 105% of the full amount of their severauce payment to a post-
employment health plan. Placement of this severance qualification amount shall take
place in accordance with City Ordinance No. 11490, as amended by City Ordinance No.
16303. (Payment made in Februazy ofthe year following yeaz of retirement.)
ARTICLE 23 - NONDISCRIlVIINATION
23.1 The terms aud conditions of tlus Agreement will be applied to employees equally without
regard to, or discrimination for or against, any individual because of race, color, creed,
sex, age, disability, or because of inemberslup or non-membership in the Association.
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� 23.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the generat public.
233 Empioyees covered by this contract will be covered by the City Policy regazding
nondiscrimination and sexual harassment, as well as applicable local, state and federal
laws.
23.4 Any member of the bargaining unit may file a grievance or a discrimination complaint
and there shall not be retaliation by the City of Saint Paul for such action.
ARITCLE 24 - SICK LEAVE USAGE
24.1 Sick Leave - Sick I.eave shall accumulate at the rate of .0576 of a working hour for each
full hour on the payroll, excluding overtime. Effective 3anuary 1, 2006, sick leave shall
accumulate at the rate of 0.0538 of a worldng hour for each full hour on the payroll,
excluding overtime (14 days per year.) Sick leave accumulation is unlimited. To be
eligible for sick leave the empioyee must report to his/her supervisor no later than one-
half hour past his/her regular scheduled starting time. The granting of sick leave shali be
subject to the terms and provisions of Resolution No. 3250, of the City of Saint Paul.
24.2 Any employee who has accumulated sick leave credits as provided above shall be granted
leave with pay for such period of time as the Head of the Department deems necessary,
� on account of siclaiess or injury of the employee, quarantine established by a public
health enforcement agency, and may be granted leave with pay for such time as is
actually necessary for office visits to a doctor, dentist, optometrist, etc.
24.3 In the case of a serious illness or disability of an employee's child, parent or household
member, the head of the department shall gant leave with pay in order Por the employee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
leaue shall be drawn from the employee's accuxnulated sick leave credits. Use of such
sick leave shali be limited to 40 hours per incident.
24.4 The Head of the Depardnent or the Human Resources Director may require a physician's
certificate or additional certificates at any time during an employee's use of sick leave for
the purposes stated above. A11 such certificates shall be forwarded by the appointing
officer to the Human Resources Office.
If an employee is absent because of the provisions of this Article fox three or fewer
calendar days he/she shall subxnit to the head of the Department a certificate signed by
the employee stating the nature of the child, parent, or household member's siclrness. If
the sickness continues for more than three calendaz days, no fiuther sick leaue shall be
granted unless ar until a physician is consuited. The sick leave may be continued from
and include the day of consultation, but oniy if a certificate signed by the physician
certifying to the nature and period of the person's sickness is submitted and approved by
� the head of the department and forwarded to the Human Resources Office.
F�3
v5-S��O
24.5 No sick leave shall be granted for the above reasons unless the employee reports to
his/her deparhnent head the necessity for the absence not later tfian one-haI£hour after
hislher regutarly scheduted time to report for wo*k, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excvsable.
24,6 An employee shall be paid under the provisions of this pazagraph only for the number of
days or hours for which helshe would normally have been paid if he/she had not been on
sick leave.
ARTICLE 25 - DEFERRED COMPENSATION
25.1 Effective January 1, 2005, employees with at least one (1) yeaz of service shall be eligible
for a deferted compensation match of one hundred dollars ($100.00) by the Employer
subj ect to the criteria listed below.
25.2 Eligibility and implementation:
25.2(1) For initial match, employees must have been employed for a minimum of
one calendaz year.
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25.2(2) Employees must be a member of the bazgaining unit for a minimum of one
calendar year. For those employees who transfer into the bargaining unit �
from AFSCME Clerical, AFSCME Technical, or Professional Employees
Association, such service in those bazgaiuiug units sha11 count toward the
on�yeaz requirement.
25.2(3)
25.2(4)
252(5)
Employees must have made their complete conhibutions by December
31 of the previous calendar year.
City matches will be made by April l of the following yeaz.
Employees must be on the payroll as of the date of deferred compensation
match.
25.2(6) If an employee takes a leave of absence to serve as a full-time union
official, time served in such capacity, up to six years, will be counted
toward the years of service requirement.
25.2(7} Qualifying yeazs of service must haue been aftained by 7anuary 1 of the
previous plan year.
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26.2(1) For initial contribution, empioyees must have been employed for a
minimum of one Calendar ye3t.
ARTICLE 26 — POST EMPLOYMENT HEALTH PLAN
26.1 Bffective 3anuary 1, 2006, employees with at least one (1) yeaz of service shall be eligible
for an Employer contribution of one hundred thirty dollars ($130.00) into a Post
Employment Health Pian account for each eligible employee, subj ect to the criteria listed
below.
26.2 Eligibility and implementation:
26.2(2) Employees must be a membez of the bargaining unit for a minimum of one
calendar yeaz. For those employees who transfer into the bazgaining unit
from AFSCME Clerical, AFSCME Technical, or Professional Employees
Association, such service in those bargaining units shall count towazd the
one-year requirement.
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26.2(3)
26.2(4)
26.2(5) If an employee takes a leave of absence to serve as a full-time union
official, time served in such capacity, up to six yeazs, will be counted
towazd the yeazs of service requirement.
City contributions will be made by April l of the following year.
Employees must be on the payroll as of December 31 of the calendaz year
prior to the City's contribution.
26.2(6) Qualifying yeazs of service must have been attained by January 1 of the
previous plan yeaz
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ARTICLE 27 - TERMS OF AGREEMENT
271 Complete Agreement and Waiver of Bargaining - Tlus Agreement shall represent the
complete Agreement between the Association and the City of Saint Paul. The parties
acknowledge that during the negotiations which resulted in this Agreement, each had the
unlimited right and opporiwsity to make requests and proposals with respect to any
subject oz matter not removed by law from azea of colleetive bargaining, and that ttie
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 City and the
Association, for the life of this Agreement, each voluntarily and unqualifiediy waives the
right, and each agrees that the other shall not be obligated to bazgain. collectively with
respect to any subject or matter referred to or covered in this Agreement.
27.2 Savings Clause - Tlus Agreement is subject to the laws of the United States, the State of
Minn esota, and the City of Saint Paul. In the event any provision of this Agreement sha11
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hold to be contrary to law by a court of competent jurisdiction from whose final judgnent
or decree no appeal has been taken wittun the time provided, such provision shall be
voided. AII other provisions shall continue in full force and effect.
27.3 Terms of AGREEMENT - This Agreement shall be in full force and effect from
January 1, 2005 thru December 31, 2006 and shall be automatically renewed from year to
yeaz thereafter unless either party shall notify the other in writing by 7une 1, that it
desires to modify ar tenninate this Agreement. In witness whereof, the parties hava
caused tYus Agreement to be executed this 13` day of June, 2005.
27.4 This constitutes a tentative Agreement between the parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Aduiinistrarion of
the City, the City Council and is also subject to ratification by the City of Saint Paul
Classified Confidential Employees Associarion.
WITNESSES:
CITY OF SAINT PAUL
� ��-13���
Steven Barrett
Human sourc ^ p a ist
�,. � �/s
on s� �at
Labor Relations Manager
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CLASSIFIED CONFIDENTIAL
EMPLOYEES ASSOCIATION
�rl� , � .,, ,
Jerome Sakpeider
Association President
C�
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APPENDIX A
CLERICAL TITLES
GRADE 07C
804C CLEIZICAL'TRAIlVEE
A B C D E F 10-yr 15-yr 20-yr 25 yt
C ( (3) ( ( ( (�) Cg) ( (i�)
12/25/04 807.59 835.74 862.70 893.14 923.53 958.43 976.46 1,012.84 1,025.07 1,037.32
Ol/07/06 827.78 *n/a 884.27 915.47 946.62 982.39 1,000.87 1,038.16 1,050.70 1,063.25
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1 year step), and sHall not move to Step D{2 yeaz step) until the employee Las two (2)
years of service.
� � t:
A B C D E F 10-yr 15 yc 20 yr 25 yr
( CZ) C3) (4) ( C (�) ( ( (
12J25l04 825.61 854.91 879.66 910.03 944.40 476.46 997.87 1,034.51 1,Q46.75 1,059.01
01/07/06 84625 *n/a 901.65 932.78 968.52 1,000.87 1,022.82 1,060.37 1,072.92 1,085.49
* Note: Efrective January 7, 2006, s[ep B(6-month step) shall be elimutated. Any employee in that step shall be
� mwed to Step C(1 year step), and shall not mwe to Step D(2-year step) until tha employee has two (2)
years of service.
GRADE 09C
A B C D E F 10-yt 15-yr 20-yr 25-yr
� (Z) � � � � ��) � � �i�)
12/25/04 841.34 869.47 901.02 9303 965.18 997.87 1,019.25 1,059.13 1,07138 1,083.64
Ol/07/06 86237 *n/a 923.55 953.56 98931 1,022.82 1,044.73 1,085.61 1,098.16 1,110.73
* Note: Effecrive January 7, 2006, step B(6-month step) sttall be elnninated. Any employee in that step shall be
moved to Step C(1-year s[ep), and shall not move to Step D(2-yeaz step) until the employee has two (2)
years ofservice.
GRADE.lOC
100C SERVICE WORKER II
A B C D E F 10-yr 15-yr 20-yr 25 yr
( ( ( ( ( ( C�) (g) (9) (
12/25/04 840.49 888.64 915.64 94829 978.72 1,014.69 1,042.25 1,OS3.85 1,096.08 1,10834
Ol/07/06 861.50 *n/a 938.53 972.00 1,003.19 1,040.06 1,06831 1,110.95 1,123.48 1,136.05
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1-yeaz step), and shall not move to Step D(2 year step) imril the employee has two (2)
years of setvice.
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05-55�
GRADE_11C
121C CLERK-TYPIST I
A B C D E F 10-yr 15-yr 20-yr 25-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12/2S/04 872.89 903.25 935.91 967.41 1,00232 1,042.25 1,�67.82 I,10724 1,119.49 1,13I.76
Ol/07/06 894.71 *n/a 95931 991.60 1,027.37 1,06831 1,094.51 1,134.92 I,147.48 1,160.05
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated tlny employee in that step shall be
moved m Step C<1-year step), and shall not move to Step D(2 year step) until the employee Las two (2)
years of service.
GRADE_12C
A B C D E F 10-yr 15-yr 20-yr 25-yr
C < C (4) ( < <� (g) C C�
12/25/04 893.14 923.53 958.43 992.21 1,027.64 1,067.81 1,090.89 1,135.00 1,147.23 1,159.48
Ol/07/06 915.47 *n/a 982.39 1,OI7.Q2 1,OS333 1,094.51 1,118.16 2,16338 1,2�5.9I 1,I88.47
* Note: E$'ecfive Januazy 7, 2006, step B(6-month step) shall be eliminated A� employee in that step shall be
mwed to Step C(1-year step), and shall not move to Step D(2-year step) u�il the employee lias two (2)
years of service.
GRADE.I3C
A B C D E F 10 yr 15-yr 20-yr 25 yr �
(L) (2) (3) (4) (5) (6) ('n (8) (9) (10)
12/25/04 410.03 944.90 976.46 1,01131 1,050.76 1,095.74 1,I19.54 1,169.63 1,181.88 1,194.14
Ol/07/06 932.78 *n/a 1,000.8'7 1,036.59 1,077.03 1,123.13 1,147.53 1;198.87 1,211.43 1,223.99
* Note: Effective January 7, 2006, step B(6-mottth step) sball be eliminated A� employee in that step shall be
mwed to Step C(1-year s[ep), and shall not move to Step D(2 year step) u�il the employee has two (2)
years of service.
GRADE_14C
A B C D E F 10 yr 15-yr 20-yr 25-yr
(i) (Z) ( C (� ( (� (g) ( (1�)
12/25/04 930.30 965.18 99'7.87 1,036.17 1,073.83 1,118.19 1,151.07 1,194.98 1,207.25 1,219.48
01/07/06 953.56 *n/a I,022.82 1,062.07 1,100.68 1,146.14 1,179.85 1,224.85 1,237.43 1,249.97
* Note: Effective January 7, 2006, step B(6-month step) sbyIl be eliminated. Any employee in that step s}iall be
mwed to Step C(1-year step), and shall not move to Step D(2 year step) u�il the employee has two (2)
years of service.
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GRADE_16C
� A B C D E F 10-yr IS yr 20-yr 25-yr
( ( ( ( CS) (6) (�) ( ( (
12/25/04 969.69 1,005.72 1,043.47 1,083.60 1,130.08 1,17733 1,207.50 1,260.28 1,272.51 1,284.78
01t07/06 993.93 *nla 1,069.56 1,110.69 1,15833 1,206.76 1,237.69 1,291.79 1,30432 1,316.90
* I�Tote: Effective Ianuary 7, 2006, step B(6-month siep) shall be eliminated. Any employee in that step sball be
mwed to Step C(1-year step), and shall not move to Step D(2-year step) imtil the employee has two (2)
years of service.
GRADE_18C
122C CLERK-TYPIST II
210B WORKERS COMPENSATION CLAIMS PROCESSOR
�
A B C D E F 10-yr 15 yr 20-yr 25-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12/25/04 1,011.31 1,046.02 1,095.74 1,140.57 1,187.81 1,241.67 1,273.18 1,326.93 1,339.18 1,351.40
Ol/07/06 1,036.59 *n/a 1,223.13 1,169.08 1,217.51 1,272.71 1,305.Q1 1,360.10 1,372.66 1,385.19
* Note: Effective 7anuary 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1-year step), and shall not move to Step D(2ryeaz step) until the empioyee has two (2)
years ofservice.
GRADE_ 19C
A
(1)
12/25/04 1,036.17
Ol/07f06 1,062.07
B C
�Z) �3)
1,073.83 1,118.19
*n/a 1,146.14
D E F 10-yt
(4) (5) (6) (7)
1,168.12 1,21936 1,273.18 1,307.31
1,19732 1,249.84 1,305.01 1,339.99
15-yr 20-yr 25-yr
(8) (9) (10)
1,360.25 1, 372.48 1, 384.73
1,394.26 1,406.79 1,4193 5
* Note; Effective 7anuary 7, 2006, skep B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1-yeaz s[ep), and shall not move to Step D(2-year step) until the employee has iwo (2)
years of sexvice.
GRAI)E 21 C
I:�:
�
(1) �2)
12/25/04 1,083.60 1,130.08
Ol/07/06 1,110,69 *n/a
C
(3)
1,177.33
1,206.76
D E
(4) (5)
1,228.53 1,284.98
1,259,24 1,317.10
F 10-yr 15-yr 20-yr 25-yr
(6) (7) (8) (9) (10)
1,340.14 1,376.88 1,434.89 1,447.12 1,459.39
1, 373.64 1,41130 1,470.76 1,483.30 1,495.87
* Note: Effective 7anuary 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1-yeaz s[ep), and shall not mwe to Step D(2ryeaz step) until the employee has two (2)
years of service.
34
05-55h
GRADE 22C
A B
(1) (z)
12/25/04 1,109.12 1,157.63
Ol/0'7/06 1,136.85 *n/a
C D
(3) (4)
1,208.90 1,267.92
1,239.12 1,299.62
E F io-n is-n za n zs-n �
{5) (6) {7) (8) {9) (10)
1,323.06 1,380.88 1,418.95 1,478.83 1,491.09 1,50333
1,356.14 1,415.40 1,454.42 1,515.80 I,52837 1,540.91
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any empioyee in that step sUall be
moved to Step C(1-year step), and st�all not mwe to Step D(2-year step) until the employee has two (2)
yeazs of seivice.
GRADE 23C
A
(1)
12/25/04 1,140.57
Ol/07/06 1, 269.08
B C
(2} (3)
1,187.81 1,241.67
*n/a 1,272.71
D E
C¢) (
1,295.47 1,354.58
1,327.86 1,388.44
F 10 yr 15 yr 20-yr Z5 yr
(6) (7) (8) (9) (IO)
1,411.05 1,450.42 1,509.47 1,521.72 1,534.01
I,446.33 i,486.68 1,547.21 1,559.76 I,572.36
* Nofe: Effective January 7, 2006, step B(6-month step) shail be eliminated. Any employee in tLat step sLall be
moved to Step C(1-year step), and sLall not mwe to Step D(2-year step) �mUl the employee has two (2)
years of seivice.
GRADE 24C
123C CLERK-TYPIST III
A
(1)
12/25/04 1,170.74
Ol/07/06 1,200.01
B C D E F 10-yr
�2) �3) �4) �5) �6) �'�
1,223.25 1,274.44 1,332.24 1,393.96 1,453.95 1,493.73
*n/a 1,30630 1,365.55 1,428.81 1,490.31 1,531.07
15 yr 20 yr 25-yr
(8) (9) (t0)
1,556.14 1,56838 1,580.64
1,595.04 1,607.59 1,620.16
* Note: Effective January'7, 2006, step B(6-month step) shall be eliminated Any employee in tbat step shall be
moved to Step C{1-year step), and sball not move to Step D (2-year step) imtil the employee has iwo (2)
years of service.
GRADE 25C
A
(1)
IZ/ZS/04 1,199.61
Ol/07/06 1,229.60
B C D E
(2) (3) (4) (5)
1,Z50.83 I,30731 I,363.74 1,421.57
*nla 1,339.99 1,397.83 1,457.11
F 10 yr 15-yt 20-yr 25-yr
(6) (7) (8) (9) (10)
1,484.54 1,526.57 1,590.81 1,603.OS 1,61530
1,521.65 1,564.73 1,630.58 1,643.13 1,655.68
* Note: Effective 7anuary 7, 2006, step B(6-month step) shall be eliminated. Any employee in tLat step shall be
mwed to Step C(1 year step), and shall not move to Step D(2-year step) until the employee has two (2)
years of se:vice.
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GRADE 26C
A B C D E F 10-yr 15 yr 20yr 25-yr
( CZ) C ( CS) C <�) (g) C C
12l25/04 1,232.48 1,287.58 1,344.06 1,404.50 1,467.48 1,531.81 1,572.53 1,640.13 1,652.39 1,664.60
01107/06 1,26329 *n/a 1,377.66 1,439.61 1,504.17 1,570.11 1,611.84 1,681.13 1,693.70 1,706.22
* Note: Effective 7anuazy 7, 2006, step B(6-month step) sLall be eliminated. Any employee in tkiat step shall be
mwed to Step C(1 year step), and st�all not move to Step D(2-year step) imrii the employee has two (2)
years of seivice.
GRADE 27C
A B C D E F 10 yr 15-yr 20-yr
C (Z) ( ( CS) ( (�) Cg) C
12/25/04 1,232.48 1,291.54 i,349.35 1,411.05 1,477.99 1,544.94 1,589.55 1,657.h2 1,669.66
Ol/07/06 1,263.29 �n/a 1,383.08 1,44633 1,514.94 1,583.56 1,62929 1,698.86 1,711.40
* Note: Effective Jam�ary 7, 2006, step B(6-monffi step) shall be eliminated. A� employee in that step shall be
moved to Step C(1-year step), and shall not move to Step D(2-year step) until the employee has two (2)
years of service.
[il7��T���i1
A B C D E F 10-yr 15-yr 20-yr
� ( ( ( ( ( ( (�) ( C
12/25/04 1,267.92 1, 323.06 1,3 80.88 1,446.45 1,509.47 1, 579.09 1,622.44 1,697.40 1,709.65
Oil07/06 1,299.62 *n/a 1,415.40 1,482.61 1,547,21 1,618.57 1,663.00 1,739.84 1,752.39
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
mwed to Step C( I-year step), and shall not move to 5tep D(2-year step) until the employee has two (2)
yeazs of service.
25-yr
(10)
1,681.91
1,723.96
25-yr
(10)
1,721.89
1, 764.94
GRAAE 29C
045C CLERKIV
209B SR WORKERS COMPENSATION CLAIMS PROCESSOR
�
A B C D E F 10-yr 15-yr 20-yr 25-yr
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12/25/04 1,298.11 1,361.12 1,421.57 1,489.82 l, 556.79 1,630.29 1,67625 1,746.71 1,758.99 1,771.25
O1/07/06 1,330.56 *n/a 1,457.11 1,527.07 1,595.71 1,671.05 1,718.16 1,790.38 1,802.96 1,815.53
* Note: Eff'ective January 7, 2006, step B(6-month step) shall be eliminated. A� employee in that step shall be
moved Yo Step C(1-year step), and sLall not mwe to 5tep D(2-year step) unffi the empioyee has two (2)
years of service.
36
U5-55�
GRADE 30C
12/25/04
Ol/07/06
A B C
� �Z) �
1,33620 1,395.29 1,458.25
2,369.61 *n/a 2,494.72
D E F 10-yr 15-yr
(4) (5) (6)' (7) (g)
1,530.52 1,600.13 1,673.65 1,719.58 1,794.70
1,568.78 1,640.23 1,715.49 2,762.57 1,839.57
20 yr 25-yr �
(9) (10)
1,806.95 1,819.19
I,852.12 1,864.67
* Note: Effective Jamiary 7, 2006, step B(6-month step) shall be eliminated. Any employee in tha[ step st�all be
moved to Step C(1-year step), and shall not mwe to Step D(2-year step) v�l the employee has two (2)
years of seivice.
GRADE 31C
297C HLJMAN RESOURCES ADMIN SUPPORT COORD
248C SECRETARY
A
(1)
12/25/04 1,371.61
01/07/06 1,405.90
B C
�Z) �3)
1,432.05 1,499.01
*n/a 1,536.49
D E F 10-yr
(4) �5) �6) (7)
1,567.31 1,642.11 1,718.30 1,'766.85
1,606.49 1,683.16 1,761,26 1,811.02
15-yr ZO-yr 25-yr
(8) (9) (10)
1,840.05 1,852.29 1, 864, 56
1,886.05 1,898.60 1,911,17
* Note: Effective Jam�ary 7, 2006, step B(6-month step) sLall be eliminated. Anp employee in tLat step st�all be
mwed to Step C(1-year step), and shall not move to Step D(2 year step) tm#il the employee has two (2)
years ofseivice.
A
(1)
12/25/04 1,409.74
Ol/07/06 1,444.98
G�E 3zc
249C SBCRETARY (STENOGRAPI3ER)
B C D E F 10 yr 15-yr
( ( ( ( ( (�) C
1,476.64 1,542.33 1,614.55 1,689.42 1, 768.17 1, 819.42 1,898.65
*n/a 1,580.89 1,654.91 1,731.66 1,81237 1,864.91 1,946.12
20-yr 25-yr
(9) (10)
1,910.90 1,923.14
1,958.67 1,971.22
* Note: E$ective January 7, 2006, siep B(6-month s[ep) shall be eliminated. riny employee in tbat step shall be
mwed to Step C(1-year step), and sLall not move to Step D(2 year step) until the employee has two (2)
years of se:vice.
GRADE 33C
402C BENEFITS SPECIALIST
A B
C CZ)
12/25/04 1, 447.77 1, 5173 9
Ol/07l06 1,483.96 *n/a
C D E F 10-yr
(3} (4) (5) (6) (�
1,586.99 1,659.19 1,736.66 1,819.42 1,870.58
1,626.66 1,700.67 1,780.08 1,864.91 1,91734
15-yr 20 yr 25-yr
CS) C (
1,950.61 1,962.86 1,975.12
1,99938 2,011.93 2,024.50
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
mwed to Step C(1-year step), and shall not move to Step D(2 year step) u�il the employee has two (2)
yeazs of service.
�
�
37
d5 -55�
s A B
( CZ)
12/25/04 1,489.82 1,556.�9
01107/06 1,527.07 *n/a
�
(3)
1,63029
1,671.05
GRADE 034
D E F
� � <
1,703.86 1,�83.91 1,870.58
1,746.46 1,528.51 1,9I7.34
10-yr 15-yr 20-yr 25-yr
f� (8) (9) (10)
1,921.79 2,005.25 2,017.55 2,029.78
1,969.83 2,D55.38 2,067.99 2,080.52
* Note: Effective January 7, 2006, step B(6-month step) shaIl be eliminated Any employee in that step shall be
moved to Step C(1-year step), and shall not move to Step D(2-year step) uatil the employee has two (2)
years of service.
��E 3ac.
506C CLERICAL SUPERVISOR
A B C D E F 10-yr 15-yr 20-yr
� �Z) � � �5) � ��) � �
12/25/04 1,489.82 1,556.79 1,630.29 1,703.86 1,783.91 1,870.58 1,921.79 2,005.25 2,017.55
Ol/07/06 1,527.07 *n/a 1,671.05 1,746.46 1,828.51 1,917.34 1,969.83 2,05538 2,067.99
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in tLat step shall be
mwed to Step C(1-yeaz step), and shall not move to Step D(2-year step) until the employee t�as two (2)
years of service.
GRAAE.36C.
� A B C D E F 10-yr 15-yr 20 yr
C ( ( C ( ( (� (g) (
12/25/04 1,572.53 1,647.39 1,720.91 1,803.65 1,89030 1,976.97 2,034.74 2,123.87 2,136.11
Ol(07/06 I,611.&4 *n/a 1,763.93 1,848.74 1,937.56 2,02639 2,Q85.61 2,176.97 2,184.51
* Note: Effective January'7, 2006, step B(6-month step) shall be eliminated. Any employee in tk�at step shall be
mwed to Step C(1-year step), and shall not move to Step D(2 yeaz step) until the employee has two (2)
years of service.
A
��)
12J25/04 1,615.51
Ol/07/06 1,655.90
GRADE.37C
B C D E F 10-yt
( ( ( ( ( C�)
1,692.20 1,J67.58 1,852.36 1,941.24 2,069.59 2,113.91
*n/a 1,811.77 1,898.67 1,989.77 2,12133 2,166.76
25-yr
(10)
2,029.78
2,080.52
25-yr
(1�)
2,148.41
2,202.12
15-yr 2�ryr 25-yr
(8) (9) (10)
2,203.02 2,21524 2,227.50
2,258.10 2,270.62 2,283.19
* Note: Effective January 7, 2006, step B(6-monfli step) shall be eliminated. riny employee in that step shall be
moved to Step C(1-year step), and shall not mrne to Step D(2-yeaz s[ep) until the employee has two (2)
years of seivice.
�
�
d 5 -55�
�c�cai, �rriz,Es
GRADE 26S
A B C D E F 10-yr 15-yr 20-yr 25-yr
(1) (2) (3) (4) (5) (� (7) {8) {9) {10)
12l25/04 1,231,2'7 1,286.10 1,336.10 1,389.74 1,448,23 1,503.09 1,542.10 1,606.06 1,622.83 1,639.57
Ol/07/06 1,262.05 *n/a I,369.50 1,424.48 1,484.44 2,540.67 1,580.65 1,64621 1,663,40 2,680.56
* Note: Effective Januazy 7, 2006, step B(6-montfi step) sfia]I be eliminated tlny employee in tt�at step sbail be
mwed to Step C(1 yeaz step), and shall not move to Step D(2 year step) u�il the employee has two <2)
years of service.
GRADE 30S.
A $ C D E F 10-yr 15-yr 20 yr 25 yr
(1) (2) (3} (4) (5) (� ('n (8) (9) (10)
12/25/04 1,326.33 1,382.42 1,438.46 1,501.86 1,566.43 1,634.68 1,676.15 1,747.07 1,763.86 1,780.61
Ol/07/06 1,359.49 *n/a 1,4'74.42 1,539.41 1,605.59 1,675.55 1,718.05 1,790.75 1,807.96 1,825.13
* Note: Effecrive January 7, 2006, step B(6-month step) stiall be eliminated. P,ny employee in ttiat step shall be
moved to Step C(1-year s[ep), and shall not move to Step D(2-year step) imtil tfie employee fias two (2)
years of seivice.
GRADE 325.
A B C D E F 10-yr 15 yr 20-yr
(1) ( ( ( CS) ( (� < (
12/25/04 1,392.13 1,45429 1,516.5 I 1,576.20 1,646.85 1, 72126 1,761.49 1,&39.81 1,856.61
Ol/07/06 1,426.93 *n/a 1,554.42 1,615.61 1,688.02 1,76429 1,805.53 1,585.81 1,903.03
* Note: Effec.tive 7am�ary 7, 2006, step $(6 month step) shall be eliminated. Any employee in thaY step s6all be
mwed to Step C(1-year step), and shall not mwe to Step D(2-year step) until the employee has two (2)
years ofservice.
�'rRADE 345.
686C ACCOUNTING TECI�]ICIAN II
234C HUMAN RESOURCES IS TECFINICIAN
A
(1)
12/25J04 1,462.91
Ol/07/06 1,499.48
B C D
�Z) � �
1,528.70 1,594,50 1,663.97
*n/a 1,63436 1,705.57
E F
(5) (6)
1,737.09 1,812.64
1,780.52 1,857.96
C�
25 yr �
(10)
2,87335
1,920.18
10-yr 15 yr 20-yr 25 yr
��) < � �
1,861.46 1,937.58 1,95436 1,971.10
1,908.00 1,986.02 2,003.22 2,02038
* Note: Effective 7anuazy 7, 2006, step B(6-month step) sUall be eliminated Any employee in that step sLall be
moved to Step C(1-year step), and sball not move to Step D(2-year step) imlil the employee Las two (2)
years of sexvice.
�
t�`�,
05-55 �
GRADE 36S
�
A
(1}
12/25/04 1,542.10
01107/06 1,580.65
B C D
(2) (3} (4)
1,609.10 1,678.60 1,751.73
*n/a 1,720.57 1,795.52
E F 10-yr 15 yr
(5} (6) ('n (8)
1,829.72 1,912.62 1,963.82 2,046.49
1,875.46 1,960.44 2,012.92 2,097.65
20-yr 25-yr
(9) (10)
2,06323 2,079.99
2,114.81 2,131.99
* Note: Effecrive January 7, 2006, step B(6-month step) shall be el'uninated. Any employee in that step sHall be
moved to Step C(1-year step), and shall not mwe to Step D(2-year s[ep) until the employee has two (2)
yeais of secvice.
Ct�7\�7�t��.�
�
A B C D E F 10-yr 15-yr 20 yr
(1) �2) �3) (4) (5) (6) ��) (8) �9)
12/25/04 1,624.98 1,692.00 1,768.79 1,844.37 1,928.48 2,010.18 2,068.60 2,154.13 2,170.86
01/07/06 1,6b5.60 *n/a 1,813.01 1,890.48 1,976.69 2,060.43 2,120.32 2,207.98 2,225.13
* Note: Effective January 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
mwed to Step C(1-year step), and shall not mwe to Step D (2-year step) until the employee has two (2)
years of setvice.
GRADE 405,
A
(1)
12(25(04 1,713.55
Ol/07/06 1,756.39
B C D E F
(2) (3) (4) (5) (6)
1,783.92 1,864.57 1,943.90 2,Q34.94 2,135.02
*n/a 1,911.18 1,992.50 2,085.81 2,188.40
10-yr 15 yr
��) �
2,179.35 2,269.23
2,233.83 2,325.96
25-yr
(10)
2,187.64
2,24233
20-yr 25-yir
(9) (10)
2,286.�1 2,302.77
2,343.16 2,360.34
* Note: Effective 7am�ary 7, 2006, step B(6-month siep) shall be eliminated. Any employee in that step shall be
moved to Step C(1-yeaz step), and shall not move to Step D(2-yeaz s[ep) until the employee l�as two (2)
yeazs of service.
GRADE 42S.
�
A
(1)
12/25/04 1,801.72
Ol/07/06 1,846.76
B C
(Z) C3)
1,88334 1,966.26
*n/a 2,015.42
D E
(4) (5)
2,051.57 2,143.02
2,102.86 2,196.60
F 10-yr 15-yr 20-yr 25-yr
� , ��) �$) ( (
2,240.50 2,302.66 2,399.05 2,415.83 2,432.58
2,296.51 2,360.23 2,459.03 2,476.23 2,49339
* Note: Effective January 7, 2006, step B(6-month step) shall be eluninated. Any employee in that step sball be
moved to Step C(lyear step), and shall not mwe to Step D(2 year step) uMil the employee has two (2)
years ofservice.
.�
D5-55�0
12/25/04
Ol/07/06
A B
�i) �Z)
1,243.07 1,292.44
1,274.15 *n/a
PROFESSIONAL TITLES
GRADE 03R
C D E F
(3) (4) (5) (6)
1,343.07 1,410.66 1,479.52 1,554.89
1,376.65 1,445.93 1,516.51 1,593.76
G 10 yr 15-yr
�� ( <
1,631.56 1,680.93 1,733.75
1,672.35 1,722.95 1,777.09
* Note: Effective 7anuary 7, 2006, step B(6-month step) shall be eliminated. t�ny employee in that step shall be
moved to Step C(1 year s[ep), and shall not move to Step D(2 year step) imril the empioyee ttas two (2)
yeazs of service.
GRADE OSR
A
(1)
12/25/04 1,319.68
Ol/07/06 1,352.6'7
B C D E
< C C CS)
1,371.70 1,423.67 1,497.67 1,570.43
*n/a 1,459.26 1,535.11 1,609.69
F G 10 yr 15-yr
� ��) Cg) �
1,648.41 1,729.00 1,780.94 1,838.02
1,689.62 1,772.23 1,525.46 1,883.97
* Note: Effective January 7, 2006, step B(6-mo�h step) shall be eliminated. A� employee in that step sball be
moved to Step C(1 year step), and sLall not move to Step D(2ryear step) urnil the employee bas two (2)
years ofseivice.
GItADE 07R
630C BiTDGET ASSISTANT
331C HLTMAN RESOURCES SPECTALIST I
392C RESEARCH ANALYST I
A B
�1) �2)
12/25/04 1,396.33 1,452.22
Ol/07/06 1,431,24 *n/a
C D E F G 10-yr 15-yr
� � � �6) ��) � �
1,512.02 1,586.03 1,666.63 1,749.81 1,835.52 1,890.10 1,951.45
1,549.82 1,625.68 1,70830 1,793.56 1,881.41 1,937.35 2,00024
* Note: Effective January 7, 2006, step B(6-month step) sk�all be eliminated. riny employee in that step shall be
mwed to Step C(1 year step), and sLall not mwe to Step D(2 year step) unhl the employee t�as two (2)
years of service.
� 1:'
A
(1)
12/25/04 1,439.23
01107/06 1,475.21
B C D E F G 10-yr 15 yr
(Z) (3) (4) (5) (6) ('n (8) (9)
1,497.67 1,557.47 1,634.15 1,71338 1,800.45' 1,890.00 1,947.27 2,010.12
*n/a 1,596.41 1,675.00 1,756.21 1,845.46 1,937.25 1,995.95 2,06037
* Note: Effective January 7, 2006, step B(6-month step) st�all be eliminated. Any employee itt that step shall be
moved to Step C(1-yeaz step), and shall not mwe to Step D(2 year step) unril the employee has rivo (2)
yeazs of service.
n
U
s
�
41
b5 -55�
r� `
GRADE_11R
332C HLJMAN RESOURCES SPECIALTST II
A B
�1) �Z)
12/25/04 1,571.77 1,635.43
Ol/07/06 1,611.06 *n/a
C D E F G 10-yr 15-yr
(3) (4) (5) (6) (n (8} (9)
1,70038 1,784.84 1,873.18 1,968.11 2,06420 2,121.33 2,196.64
1,742.89 1,829.46 1,920.01 2,01731 2,115.81 2,17436 2,251.56
* Note: Effeclive January 7, 2006, step B(6-month step) sball be eliminated. Any employee in that step sball be
moved to Step C(1 year step), and shall not move to Step D(2-year step) u�il the employee has two (2)
years of service.
GTtADE.13R
631C BUDCTET ANALYST
� �
A B C D E F G lOryr 15-yr
(ll ( ( ( CS) ( (�) ( (9)
12/25/04 1,667,91 1,732.90 1,803.02 1,894.Q1 1,984.93 2,085.01 2,191.53 2,255.22 2,326.95
01/07/06 1,709.61 *n/a 1,848.10 1,941.36 2,034.55 2,137.14 2,246.32 2,311.60 2,385.12
* Note: Effective Januazy 7, 2006, step B(6-month step) shall be eliminated. Any employee in that s[ep shall be
moved to Step C(1-year step), and shall not move W Step D(2-yeaz step) w�lit ihe employee has two (2}
years of service.
GRADE_14R
333C HTJMAN RESOURCES SPECIALIST III
A B C D E F G 10-yr 15-ys
( ( ( ( ( ( (�) ( C
12/25/04 1,71731 1,784.84 1,85630 1,948.60 2,04733 2,14739 2,255.22 2,321.47 2,398.70
01l07l06 1,760.24 *n1a 1,902.71 1,99732 2,098.51 2,201.07 2,311.60 2,379.51 2,458.6'7
* Note: Effective January 7, 2006, step B(6-month step) shall be elimiaated. Any employee in ttiat step sLall be
moved to Step C(1-yeaz step), and shall not move to Step D(2-yeaz step) until the employee has two (2)
years oY service.
GRADE O15
247C RISK ANALYST
.
A
(1)
12/25l04 1,769.29
01107/06 1,813.52
B C D E F G
CZ) < (4) ( C C�)
1,840.71 1,912.18 2,005.75 2,107.06 2,211.04 2,321.47
*n/a 1,959.98 2,055.89 2,159.74 2,266.32 2,379.51
10-yr 15-yr
� C
2,392.95 2,471.72
2,452.77 2,533.51
* Note: Effective 7anuary 7, 2006, step B(6-month step) shall be eliminated. Any employee in that step shall be
moved to Step C(1-year step), and shall not move to Step D(2-yeaz sfep) until the employee has two (2)
yeazs of service.
42
05 -55�
GRADE_16R
224C EMPLOYEE BENEFITS COORDINATOR
12/25/D4
Ol/07/06
A B C D E F G 10 yr 15-yr
( ' CZ) ( ( ( C (� ($) (
1,816.60 1,889.38 1,963.41 2,D62.18 2,164.82 2,272.65 2,386.98 2,457.15 2,537.46
1,862.02 *n/a 2,012,50 2,113.73 2,218.94 2,329.47 2,446.65 2,518.58 2,600.90
* Note: Effective January 7, 2006� step B(6-month step) shall be eliminatr� Any employee in that step shall be
mwed to Step C(1-year step), and sLall not move to Step D(2 year step) u�il the employee has rivo (2)
years of service.
�
GRADE.I9R
632C SENIOR $UDGET ANALYST
620A WORKERS COMPENSATION CLAIMS ADMIlVISTRATOR
A B C D E F G 10-yr 15-yr
(1) (2) (3) (4) (5) {6) {'n (8) {9)
12/25/04 1,991.46 2,06939 2,149.94 2,257.81 2,370.84 2,489.06 2,615.11 2,689.16 2,779.40
01107/06 -2,041.25 *n/a 2,203.69 2,31426 2,430.21 2,551.29 2,680.49 2,756.39 2,848.89
* Note: Effective Janaacy 7, 2006, step B(6-month s[ep} shall be eliminated. Atry employee in thaf step shaIl be
moved to Step C(1-year step), and shall not move to Step D(2 year step) u�il the employee has two (2)
years of secvice.
GRADE 20R
A B C D E F G 10-yr 15-yr
(1) (2) {3) {4) (5) {6) (� (8) (9)
12/25/04 2,049.93 2,131.'76 2,216.24 2,326.69 2,442.30 2,564.40 2,69I.81 2,771.03 2,862.87
Ol/07/06 2,101.18 �n/a 2,2'71.65 2,384.86 2,50336 2,628.51 2,759.12 2,84031 2,934.44
* Note: Effective 7anuary 7, 2006, s[ep B(6-month step} shall ba etiminated Any employee in tLat step shall be
mwed to Step C(1 year step), and shall not move to Step D(2 year step) u�il the employee k�as two (2)
years of service.
GRADE 26R
633C CE3IEF BUDGET ANALYST
569A CLAIMS MANAGER
A
(1)
12/25/04 2,44623
Ol/0'7/06 2,50739
B C
�2) �3)
2,54231 2,64623
*n/a 2,71239
D E F G
(4) (5) (6) (n
2,'I73.59 2,91531 3,060.76 3,212.76
2,842.93 2,988.19 3,137.28 3,293.08
10-yr 15 yr
�$) �
3,308.92 3,415.70
3,391.64 3,501.09
* Note: Effec[ive 7anuary 7, 2006, step B(6-month step) shall be eliminated. Auy employee in that step st�all be
move3 to Step C(1-year step), and shall not move ro Step D(2-year step) imtil the employee has two (2}
yeazs of sexvice.
�
•
43