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05-861Council File # QS p�o r��t�a 1 RESOLVED, that the City Council of the City of Saint Paul hereby approves and ratifies the 2 attached January 1, 2005 through December 31, 2007 Collective Bargaining Agreement between the City 3 of Saint Paul and the Professional Employees Association, Inc. Requested by Department of. Human Resources AdoptedbyCouncil: Date �� , :��QS - r ] Green Sheet # �_%��a-� �� RESOLUTION OF SAINT PAUL, MINNESOTA � n BS '� _ Form Approved �y City Adoption Certifi�d py Council Sectetary Anvroved b�vor for Submi � � � �� . � . �� . � � � � �� os- ��! � Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet � HU ��au Resoiuces CoMact Person & Phone: .lason Schrrodt 266E�(13 on Coune7 Agenda by (Date): Contract Type: RE-RESOLUiION o� ma�a: 73SEP-05 � , Auign Number Fw Roufing Otder i � i Total # of Signature Pages _(Clip All Locations for SignaW re) Green Sheet NO: 3027987 Deoa�hnent SenlToPerson 0 nman R u 1 o D rtm t'rM r 2 rn 3 r' �ce Ma r/ ' tant 4 uo ' 5 ' CI C erk Approve and ratify the attached Collec[ive Bargaining Agreement (January 1, 2005 - December 31, 2007) between the City of Saint Paul and the Professional Employees Association, Inc. Recommendations: Appm.e (A) or Reject (R): Planning CAmmission CIB Committce GYNI Service Commission Personal Service Conlracts MustMSwerthe Following QuesUons: 1. Has this person/firtn e�er woAced under a corriract for this department? Yes No 2. Has this personmrm e�er been a city empioyee? Yes No 3. Does this persoNfirtn possess a skill rwt normalty possessed by arry curtent cdy employee? Yes No Explain all yes answers on separate sheet antl attach to green sheet Inifiating Problem, Issues, Opportunily (Who, What, When, Where, Why): � The previous Collective Bazgaining Agreement expired on December 31, 2004. The City is required to negotiate with the unit. Advanta9es tf Approved: An ag[eement would be in place thorugh December 31, 2007. Disadvantages If Approved: None. Disadvantages M Not Approved: The relationship be[ween the Ciry and this bazgaining united would be strained. Possible strike. rotal Amourn of Transaction: Funding Source: FinancWllnformation: (Explain) CostlRevenue Budgeted: Activi(y Number. � RPSB��C�i ��hfct` SEP 14 2005 September 13, 2005 8:49 AM Page 1 OS- 8G 1 ATTACHMENT TO THE GREEN SHEET PROFESSIONAL EMPLOYEES ASSOCIATION 2005 - 2007 Below is a summary of the changes in the Coliecrive Bargaining Agreement between the City and the Professional Employees Associarion. Duration: January 1, 2005 through December 31, 2007. WaEes: 2005: 0.0% 2006: 2.50%; plus an additional $0.20/hr or salary equivalent for employees at the 15-year step; Step B(6-month step) eliminated January 1, 2006. 2007: 2.50% Health Insurance: The insurance contribution increase follows the same pattern as previously negoriated agreements with other bazgaining units for 2005, 2006 and 2007. 2005 Single: Family: 2006 Single: Family: 2007 Single: The 2004 single contribution per month plus 70% of the average increase in the single premium of all plans for 2005 ($44.23.) For 2005 only, employees participating in either of the two low-cost plans shall receive an additional $15.22 per month towazd the cost of the two low-cost plans, or the full cost of the two plans, whichever is less. 70% of the average premium of all plans, plus for 2005 only an additional $10.00 per month (total is $'I72.58) The 2005 single contribution per month plus 70% of the average increase in the single premium of all plans for 2006. For 2006 only, employees participating in either of the two low-cost plans shall receive an additional $7.26 per month toward the cost of the two low-cost plans, or the fixll cost of the two plans, whichever is less. 70% of the average premium of all plans. The 2006 single contribution per month plus 70% of the average increase in the single premium of all plans for 2006. For 2007 only, employees participating in either of the two low-cost plans shall receive an additional $833 per month toward the cost of the two low-cost plans, or the full cost of the two plans, whichever is less. Family: 70% of the average premium of all plans. os- �� va�anon Language change in which qualifying yeazs of service aze determined by the calendaz year rather than hours of service, effecrive January 1, 2006. Two (2) floating holidays eliminated and added to the vacation accrual schedule. Sick Leave Reduction of sick leave accrual from 15 days to 14 days per yeaz beginning 1I1107. Severance Modification of severance plan to account for one less day of sick leave accrual. Deferred Comaensation Employees will receive a$100 yearly deferred compensation match beginning in 2006. Sundav / NiEht Differential Added language to provide a Sunday premium consistent with AFSCME agreements for library employees. Night differential reduced far library employees. Other laneuaee chan¢es: Other language changes are of a housekeeping nature for clarification and clean up. Costs 2005 2006 2007 Wages $ 0.00 $ 396,576 Insurance $ 229.350 $(achxal ui�laiown at this timel $ 229,350 $ 396,576 + insurance $ 405,180 $ (actual unlaiown at this time) $ 405,180 + insurance 9 : • 65- g�/ JANUARY 1, 2005 = DECEMBER 31, 2007 COLLECTIVE BARGAINING AGREEMENT _ BETW�EN �° " � _ � . _ . -, -. � .. , -- - - _ - , � , � = THE CITY�_OF �SAINT PAITI.�_ �.- � -- . � � � - . - - AND. �` _ � . �. - � PROFESSIONAL EMPLO�ES ASSOCIATION, Il�C. � ��"�� ._ � � _ � � � � • � ;. I � INDEX ARTICLE TITLE Preamble ........................ PAGE ................... ii 1 Recognition ..................................................................................................1 2 Maintenance of Standards ............................................................................1 3 Nondiscrimination ......................................................................................:.1 4 Management Rights .....................................................................................2 5 Check Off and Service Fee ..........................................................................2 6 Hours of Work and Overtime ......................................................................2 7 Wages ...........................................................................................................4 S Vacation ..................................................................................:....................4 9 Holidays .......................................................................................................5 10 Sick Leaue ....................................................................................................6 � � 11 LeaveofAbsence ........................................... 12 Insurance ........................................................ 13 Seniority ......................................................... 14 Working Out of Classification ....................:.. 15 City Mileage ................................................... 16 Licensing/Certification Requirements ........... 17 SafetyFootweaz ............................................. 18 Discipline ....................................................... 19 Grievance Procedure ...................................... 20 Lega1 Services ................................................ 21 No Strike, No I,ockout ............................ 22 Severance Pay ......................................... 23 Savings Clause ........................................ 24 Deferred Compensation .......................... 25 Duration and Effective Date ................... Appendix .......................................... Appendix B Public Health ................... .............................................7 .............................................8 ...........................................15 ...........................................16 ...........................................16 ......................................17 ......................................17 ......................................17 ......................................18 ......................................21 .....................21 .....................21 .....................23 .....................24 .....................24 ...........Al ...........Bl os-8�i r� L_J PREAMBLE This Agreement is entered into between the City of Saint Paul, hereinafter referred to as eithet the "Employer" or the "City", and the Ciry of Saint Paul Professional Empioyees Association, Inc., hereinafter referred to as the "Association", for the purpose of fostering and promoting harmonious relations between the City and the Association in order that a high level of public service can be provided to the citizens of the City. This Agreement attempts to accomplish this purpose by providing a fuller and more • complete understanding on the part ofboth the City and the Association of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the • Employer, the Association or the employees as established under the provisions of the Public Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to tnne. ii 05-8�1 � � ARTICLE 1— RECOG1vITION 1.1 The City rewgnizes the Association as the exciusive representative for The Classified Pmfessional Employees Bazgaining Unit, as certiSed by the State of Minnesota Bureau of Mefliation Services, dated November 5, i985, Case No. SS-PR-775-A_ Employees shall be included in this certificarion in accordance with the Public Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. 1.2 The City aLso recognizes the Association as the exclusive representative for non- classified employees in the City Attorney's Office, as certified by the State of Minnesota Bureau of Mediation Services, dated August 12, 1999, Case No. 99-PCL-464. These employees are not covered by the City's Civil Service Rules. It is recognized that temporary employees in the City Attorney's Office that are within the unit are covered by this Agreement if they work for more than 67 days per calendaz yeaz or are anticipated upon hire to be employed greater than 67 days, and meet the hours requirements of Minnesota Statute 179A.03, subd. 14. A temporary employee, for purposes of this contract, is a person employed to fill a position of a specific limited duration, not to exceed one year. Temporary employees shall not be eligible for vacation accrual, holiday pay, sick leave accrual, health or other insurance premium contributions by the Employer, except as are specifically provided for elsewhere in this Agreement. ARTICLE 2— MAINTENANCE OF STANDARDS 2.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations and ail other general working conditions, except as modified by this agreement, shall be maintained at not less than the highest minin,,,m standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) aud 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 aze made elsewhere in this Agreement. ARTICLE 3 — NONDISCRIMINATION 3.1 The terms and conditions of this Agreement will be applied to employees equaliy without regazd to, or discrimination for or against, any individual because of race, color, creed, religion, se�c, age, seaval orientation, disability, national origin or because of inembership or non-membership in the Association. 3.2 Ernployees will perform their duties and responsibilities in a nondiscriminatory manner as sucfi duties and responsbilities invoive other empioyees and the generai pubiic. � 3.3 Empioyees covered by this contract will be covered by the City policy regazding nondiscrimination and se�cual harassment, as well as applicable local, state and federal laws. OS-g6l ARTICLE 4 — MANAGEMENT RIGHTS 4.1 The Association recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights attd authority which the Employer has not officially abridged, delegated or nnodified by this Agreement aze retained by the Employer. 4.2 A public employer is not required to meet and negoriate on matters of inherent managerial policy, which include, but aze not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization o£ technology, organizational structure and selection and dizection and number of personneL ARTICLE 5— CHECK OFF AND SERVICE FEE 5.1 Tfie EmpIoyer agrees to deduct the Association membership initiation fee assessments and, once each month, dues from the pay ofthose employees who individually request, in writing, that such deductions be made. The amounts to be deducted shall be certified to the Employa by a representative ofthe Association and the aggregate deductions of a11 employees shall be remitted tog�her with an itemized statement to the representative by the first ofthe succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an Association member shall be required to contnbute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employez shall deduct said fee fromthe earnings ofthe employee and transmit the same to the Association In no event shall the fair share fee exceed 85% of the regulaz membership dues. It is also understood tbat in the event the Empioyer shall make an improper fair shaze deduction from the earnings of an employee, the Association sfiall be obligated to make the Empioyer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law and as otherwise legaL 5.3 The Associatioa agrees to iademnify aud hold Yhe Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a resuh of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 6— HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees shall be a minimum of seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period and thuty-eight and three-fourths (38 3/4) hours in a seven (7) day period excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be paid. For employees on a shift basis this shall be construed to mean a minimuxn average of thirty-eight and three-fourths (38 3/4) hours a week. � � � 2 �-86/ ARTICLE 6— HOURS OF WORK AND OVERTIME (Continued) � 6.2 An employee working in a class title which is in Salary Grade l l or below sball receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). T"he method ofthis compensation shall be determined solely by the Employer. It is understood that the FI.SA provides overtime compensation oniy after 40 hours worked (not paid). An employee working in a class title which is in Grade 12 or above and who, in other thau normal cgcumstances, works more than their assigned normal work day or assigned normal work week shall 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. 6.3 It is understood by the parties thak Section 28H - Overtime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 Notwithstanding Article 6.1, employees may, through mutuai agreement with the Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4) consecutive hours in a twenty-four (24) hour period and a normal work week of thirty-nine (39) hours in a seven (7) day period, excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which shall be paid. Employees working more than their assigned hours shall receive compensation in accordance with Article 6.2, above. 6.5 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 agreed upon by the Employer and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 12 of this Agreement. In the event that one ofthe employees participating in the shared position is tenxunated or terminates employxnent, the Employer shall post the job sharing vacancy for a period of ten (10) days. I� 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. 6.6 Article 6.5 shall not be subject to the provisions ofArticle 19 ofthis Agreement. 6.7 The Employer may provide flex-tnne for those employees who request it. Employees working more than their assigned hours shall receive compensation in accordance with Article 6.2. 6.8 The Professional Employee's Association shall receive up to eight (8) hours straight-tune pay per day for time spent in contract negotiation with the Employer. The president of the Association or his/her designee shail detennine the employees and hours to be paid according to the terms of this Article. 6.9 Library Employee Night / Sunday Differential. Effective January 1, 2006, any Lbrary � empioyee who warks on a shift beginning earlier than 6:00 a.m or ending later than 6:00 p.m., provided at least four hours of the shift are worked between the hours of 6:00 p.m. and 6:00 am, shall be paid a night differential of four percent (4.00%) for the entire shift. DS-8�1 ARTICLE 6— HOURS OF WORK AND OVERTIlVIE (Continued) Any Lbrary employee who works on a shi8 beginning earlier than 6:00 am or ending later than 6:00 p.m, but less than four hours ofthe shift aze worked between the hours of 6:00 p.m. and 6:00 am., shall be paid a night differential of four percent (4.00%) for the hours worked between 6:00 p.m. and 6:00 am Any Lbrary employee who works on Suttday shall be paid a differenrial of four percent (4.00%) for alI hours worked. ARTICLE 7 — WAGE3 7.1 7.2 Effective January 1, 2006 (or closest pay period), all salary rates applicable to titles in this bargaining unit shall be increased by 2.50 percent (2.50%). Effective Janvary 1, 2007 �or closest pay period), atl salary rates appticable to titles i¢ this bazgaining unit shall be increased by 2.50 percent (2.50%). 73 The wage schedule, for purposes ofthis contract, shall be Appendix "A," attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions 7.4 Retmactive wage adjustments shall only apply to employees who were employed by the City as of the date of sigring this Agreement. 7.5 Effective January 1, 2006 (or closest pay period), step B of the salary schedule found in Appendix A(6-month step) shall be eliminated for all employees. The language ofthis Article and Appendix A sha11 supersede any conflicting language found iu the Civit Service Rules and/or Salary Plan and Rates of Compensation. All employees at step B on 7anuary 1, 2006 will automatically move to step C(1 year). ARTICLE 8 — VACATION 8.1 The following schedule will apply to full-time employees. Years of Service Year one through year four Year five through year seven Year eight through yeaz fifteen Yeaz si�cteen througk year nineteen Year twenty and beyond Vacation Granted 15 days 18 days 22 days 25 days 26 days Effective January 1, 2006 (or closest pay period), the following schedule will apply to all employees: �� `J � � � .- � LJ ARTICLE 8 — VACATION (Continued) Years of Service Year one tt�rough year four Year five through year seven Year eight through year fifteen Year sixteen tbrough yeat nineteen Year twenty through and beyond :� E��7 Vacation Cttanted 17 days 20 days 24 days 27 days 28 days For putposes ofthis Article, years of service shall be determined by calendaz years of service. The Department Head may permit an employee to cazry over into the following year up to fifteen (15) days vacation. The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 8.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days (180), he/she may convert any part of such excess to vacation at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each IRS payroll reporting year under this provision. 8.5 Employees may request compensation in cash for up to one week of unused vacation within each IRS payroll reporting year. Payment wiil be at the discretion of the Department Head and additionally, limited by the availability of funds in the Department's Budget. Such election must be made in writing on or before December 1 of each IRS payroll reporting yeaz. Ifthe employee elects to sell vacation, the payment for such sold vacarion shall be made in a lump susn in the nearest full payroll period following the election date. The payment shall be in an amount equal to the number of hours sold times the employees regular rate of pay in effect as of the date of such election. Article 8.5 shall not be subject to the provisions of Article 19 of this Agreement. :I1;�i�C�l��l' : � 11, � 91 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Labor Day Martin Luther King Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Day after Thanksgiving* Independence Day Christmas Day Two floating holidays (elixninated in 2006} � Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. os-a�� ARTICLE 9 — HOLIDAYS (Continued) 9.2 The floating holidays set forth in Section 9.1 above may be taken at anytime during the contract yeaz, subject to the appmval of the Department $ead of the employee. Effective January 1, 2t?06 (or closest pay period), the floating ho2idays set forth in Article 9.1� shall be eliminated and added to the vacation accruat schedule. 93 Eligibiliry Requirements. In order to be eligble for a holiday with pay, an employee must be employed as ofthe date ofthe holiday and have paid hours on the payroll for that pay period The amount of holiday time earned shall be based upon the number of non- holiday hours paid to the employee during t�at pay period (see pmration charts in Salazy Plan and Rates of Compensation). For the piupose of this section only, non-holiday hours paid includes hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is fiu�ther understood that neither temporary nor other employees, not heretofore eligible, shall receive holiday pay. 9.4 Employees required to work on a holiday shall be compensated in accordance with Section II ofthe Saint Paul Salary Plan and Rates of Compensation. 9.5 For aIl employees assigned to the Library, the Day After Thanksgiving shall be considered a normal work day, and Chrisfmas Eve Day shall be recognized and observed as a paid minor holiday. ARTICLE 10 — SICK LEAVE 10.1 Sick leave shall be earned and granted in accordance with the Civil Service Rules. The accrual rate for eligible employees shall be .0576 of a worldng hour for each full hour on the payroll, excluding overtime. Effective January 1, 2007 (or closest pay period), the accrual rate for eligible employees shall be 0.053 & of a working hour for each full hour on the payroll (14 days per year), excluding overtime. 10.2 In the case of a serious illness or disability of an employee's chiid, parent or household member, the Department Head shall grant leave with pay in order for the employee to caze for or make arrangements for the care of such sick or disabied persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited to forty (40) hours per incident. 10.3 Any employee who bas accumulated sick leaue credits, as pmvided in the Civil Service Rules, shall be granted up to three days of sick leave to attend the funeral of the employee's grandparent or grandcluld. Any employee who has accumulated sick leave credits as provided above shall be ganted leave with pay for such time as the appointing authority deems necessary for any ofthe following reasons: 1. Sickness or injury of the employee. 2. Death ofthe employee's mother, father, spouse, child, brother, sister, mother-in- law, father-in-law, or other person who is a member of the household. Employees may be granted sick leave for such time as is actually necessary for the following: � � � 05 8�� ARTICLE 10 — SICK LEAVE (Continued) 1. Office visits to physicians, dentists, or other health care personneL 2. In the case of sudden sickness or disability of a household member, up to four hours for any one instance. An employee shall be paid under the provisions of this pazagraph only for the number of days or hours for which the employee would normally have been paid if the employee had not been on sick leave. No employee sha11 be granted sick leave with pay for treatrnent of chemical dependence more tban twice. � � 10.4 Pregnant employees of the City of Saint Paul shall be eligble 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. 10.5 The Department Head or the Human Resources Director xnay require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in 10.2 above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of Article 10.2 above for three (3) or fewer calendar days he/she shall submit to the Department Head a certificate signed by the employee stating the nature of the child, pazent or household member's sickness. If the siclmess continues for more than three (3) calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and appmved by the Department Head and forwazded to the Human Resources Office. 10.6 No sick leave shall be granted for the above reasons unless the employee reports to his/her Department Head the necessity for the absence not later than one-half hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Deparhnent Head that the failure to report was excusable. 10.7 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normaliy have been paid if he/she had not been on sick leave. ARTICLE 11— LEAVE OF ABSENCE 11.1 A twelve (12) month Pazental leave-of-absence without pay shall be granted to a narival parent or an adoptive parent, who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement betwe`en the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shali not be subject to the provisions of Article 19 ofthis Agreement. 7 • ` ARTICLE 11— LEAVE OF ABSENCE (Continued) Employees who retum following such leaves of absence shall be gtaced in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 11.2 Leave-of-absence for the adoption of a child or for paternity leave sha11 be in accordance with applicable laws. 11.3 In case of an employee adoption of a child up to five (5) years of age, employees shall be permitted to carry over into the following fiscal yeaz up to eighty (80) additional hours of accrued vacation time each year up to a total of two hundred forty (240) hours. This Articie 11.3 shall apply only to one City employee in the event that both adoptive pazents aze City employees. 11.4 A Full-Time employee may be granted up to four hundred eighty (480) hours of voluntary leave-of-absence without pay during the fiscal year. During such leave-of- absence, the employee shall continue to eam and accrue vacation and sick leave, senioriry credits and maintain insurauce eligibility as though he/she was on the payrolL Any leaue-of-absence granted under this provision is subject to the approval ofthe Department Head. ARTICLE 12 — INSURANCE 12.1 The insurance plans, premn�*nc for coverages and benefits contained in the insurance plans offered by the Employa shall be solely contmlled 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 pmviders. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. The Employer's Cafeteria PIan Documenf and IRS rules and regulations shall govem the Employer provided health and welfare benefit program. Employer contnbutions under this Article shall not be wnsidered salary. 12.2 For the purpose ofthis Article, full-time employment is defined as appearing on the payroll an auerage of at least thirty-two (32) hours per week for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time empioyment is defined as appearing on the paytolt an average of af least twenty-six (26) hours per week but Iess t�an tlurty-two (32) hours per week for the twelve (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Half-time employment is defined as appearing on the payroll an average of at least twenty (20) hours per week but less than twenty-six (2� hours per week for the twelve (12) month period preceding the annual open enrollment or special enrollments or the sis (� month period preceding initial enrollment. 12.3 Effective for the January 2005 insurance premiums, for each empioyee covered by this agreement who is employed full-time and who selecEs single employee health insurance coverage provided by the Employer, the Employer agrees to contn�bute the 2004 single � � � i. ; ARTICLE 12 — INSURANCE (Continued) � insurance contn�burion plus 70% of the average increase to the single premium of all plans for 2005 [$44.23]. For 2005 only, empioyees participating in either of the two (2) lowest cost plans sball receive an additional $15.22 per month towazd the cost of the two lowest cost plans, or the full cost ofthe two plans, whichever is less. Effective for the January 2006 insurance premiums, for each employee covered by this agreement who is employed full-time and who selects singie employee health insurance coverage provided by the Employer, the Empioyer agrees to contribute the 2005 single contn'bution per month plus 7o% of the average increase to the single premium of all plans for 2006. For 2006 only, the Employer agrees to provide an additional $7.26 per month for employees who select either of the two (2) lowest cost plans, or the full cost of the two (2) lowest cost plans, whichever is less. Effective for the January 2007 insutance premiums, for each exnployee covered by this agreement who is employed full time and who selects single employee health insurance coverage provided by the Employer, the Employer agrees to contribute the 2006 single insurance contnbution per month plus 70% of the average increase to the single insurance premium of all plans for 2007. For 2007 only, the Employer agrees to provide an additional $8.33 per month for employees who select either of the two (2) lowest cost plans, or the full cost of the two (2) lowest cost plans, whichever is less. 12.4 Effective for the January 2005 insurance premiums, for each eligble full-tnne ernployee � who selects family health insurance coverage, the Employer will contnbute an amount equal to 70% of the average premium o f ail plans per month, plus for 2005, an additional $10.00 per month. [Note: the total contnbution is $772.58.] Effective for the January 2006 insurance premiums, for each eligibie full-time employee who selects family health insurance coverage, the Employer will contnbute an amount equal to 70% of the average premium of all plans. Effective for the 7anuary 2007 insurance premiums, for each eligible fuli-time employee who selects fanuly health insurance coverage, the Employer will contribute an amount equal to 70% of the average premium of all plans. For three-quarter time employees the contnbution shall be 75% ofthe full-time single and family amount and for half-tixne employees the contxibution shall be 50% o£the fu11- tune singie and family amount for health insurance coverage. 12.5 Notwithstanding Articles 12.3 and 12.4, an employee covered by this Agreement who was employed at least twenty (20) hours but less than thirty-two (32) hours per week during the month ofDecember, 1988, sha11 receive the same contnbutions as a fizil-tixue employee. This Articie 12.5 shall continue to apply only as long as such employee reinains continuously employed at least twenty (20) hours but less than thirty-two (32) hours per week. � 12.6 All benefits eligble employees (i.e. 40 hrs/pay period or more) may participate in or waive participation in the City's health insurance program. Empioyees who opt to participate must select at least single health insurance coverage and employee life insurance in an amount equal to the empioyee's annual salary to the neazest full thousand. �5-8�o I ARTICLE 12 — INSURANCE (Continued) Employees who waive participation shall be ineligible for any employer contnbution but, shall be eligibte to participate in optionat coverages at the employee's expense ifthe employee is benefit eligible for each of the preceding twelve months. For the purpose ofthis section, the employee's annual salazy shall be based on the employee's salary as ofthe month prior to the annual open enrollment. The employer will contnbute, beginning in 2004, life insurance in an amount equal to $50,000 for each benefit eligible employee. 12.7 For employees who, after fi$een (15) years of service become disabled and are eligible for a disability pension from a retirement fund to wluch the City of Saint Paul has contnbuted, the Employer shall contnbute towazd the hospital-medical insurance program offered by Yhe Employer in accordauce with the retiree iusurance provisions of this Agreement. 12.8 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contnbutions, listed in Sections 12.9 through 12.19 below, toward a health insurance plan offered by the Employer: 12.8(1) 12.8(2) Be receiving benefits from a PubIic Employee Retirement Act at the time ofretirement, and Have severed his/her relationship with the Ciry of Saint Paul for reasons other than misconduct. 12.8(3) Employment with School District No. 625 will not be counted towazd the service requirement for etiiployees hired after October 1, 1997, towazd yeazs of service for retiree health eligibility. 12.8(4) If an emplopee does not meet the years of service requirements in sections 12.10 through 12.17, but does satisfy the conditions in 12.8(1), (2) and (3) he/she may purchase single or family health insurance coverage through the Employer's insurance program. T`he total cost of such insurance coverage shall be paid by the retiree. I2.9 Tfie definition of fu11 time, three-quarter time, and half-time shall be as per Section 12.2. Early Retirees 12.10 This Section applies to employees who: 12.10(1) Retire on or after January 1, 1996, and 12.10(2) Aave coiupleted twenty (20) years full-time with the City of Saint Paul, and 12.10(3) Were appointed prior to January 1, 1990, and 12.10(4) Have not attained age sizty-five (65) at retirement, and 12.1 Q(5) Meet the terms set forth in Section 12.8 above, and 12.10(6) Select a health insurance plan offered by the Employer. � � � 10 a5=86 / ARTICLE 12 — INSURANCE (Continued) � Until such employees reach sixty-five (65) years of age, the Employer agrees to contnbute a maximum of $350.00 per month towazd the cost of single or family health insurance coverage. Any unusefl portion shall not be paid to the retiree. In addition, the Employer will contnbute the cost for $5,000 life insurance coverage until the retiree attains the age of sixty-five (65). When such early retiree attains age siYty-five (65), the provisions of Section 12.12 shall apply. 12.11 This Section s1�a11 apply to e�loyees who: 12.11(1) Retire on or after January 1, 1996, and have completed twenty-five (25) years full-time with the City of Saint Paul, and 12.11(2) Were appointed on or after January 1, 1990, and 12.11(3) Have not attained age sixty-five (65) at retirement, and 12.11(4) Meet the conditions of Section 12.8 above, and 12.11(5) Select a health insurance plan offered by the Employer. � Until such employees reach sixty-five (65) yeazs of age, the Employer agrees to contribute a maximuxn of$300.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contn'bute the cost for $5,000 life insurance until the retiree attains the age of sixty-five (65). When such early zetiree attains age sixty-five (65), the provisions of Section 12.15 shall apply. Regular Retirees (Age 65 and over) 12.12 This Section shall apply to full-Yune employees who: 12.12(1) Retire on or after 7anuary 1, 1996, and 12.12(2) Were appointed prior to January 1, 1990, and 12.12(3) Have completed twenty (20) years full-time with the City of Saint Paul, and 12.12(4) Have attained age sixty-five (65) at retirement, and 12.12(5} Meet the conditions of Section 12.8 above, and 12.12(6) Select a health insurance plan offered by the Employer. The Employer agrees to wntn'bute up to a maximum of $500.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. � 12.13 This Section shatl apply to three-quarter time employees who: 12.13(1) Retire on or after 7anuary 1, 1996, and 12.13(2) Were appointed prior to January 1, 1990, and 11 o5-��i ARTICLE 12 — INSURANCE (Continued) 12.13(3) Haue completed twenty (20) yeazs with the City of Saint Paul and must have been eligible for benefits and enrolled in the City's medicaI plan for the five (5) years prior to retirement, and 12.13(4) Have attained age s'ucty-five (65) at retirement, and 12.13(5) Meet the conditions of Section 12.8 above, and 12.13(6) Select a health insurance plan offered by the Employer. The Employer agrees to contnbute up to a maximum of $375.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retizee. No life insurance coverage will be provided. 12.14 This Section shall apply to half-time employees who: 12.14(1) Retire on or aftet January 1, 1996, and 12.14(2) Were appointed prior to 7anuary 1, 1990, and 12.14(3) Have completed twenty (20) years with the City of Saint Paul and must have been eligible for benefits and enrolled in the City's medical plan for the five (5) years prior to rexirement, aad 12.14(4) Have attaitted age sixty-five (65) at retirement, and 12.14(5) Meet the conditions of Section 12.8 above, and 12.14(� Select a health insurance plan offered by the Employer. T'he Employer agrees to contnbute up to a maximum of $250.00 per month towazd the cost ofsingle or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be pmvided. 12.15 This Section shall apply to full-time employees who: 12.15(1) Retire on or after January 1, 1996, and 12.15(2) Were appointed on or after January 1, 1990, and 12.15(3) Have completed twenty (20) years full-time with the City of Saint Paul, and 12.15(4) Have attaitted age sixty-five (65) at retirement, and 12.15(5) Meet the conditions of Section 12.8 above, and 12.15(6) Select a health insurance plan offered by the Employer. The Employer agrces to contnbute up to a max;mum of $300.00 per month toward the cost of singie or family health;n�„�nce coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 12.16 This Section shall apply to three-quarter time employees who: 12.16(1) Retire on or after January 1, 1996, and 12.16(2) Were appointed on or after January 1, 1990, and prior to Januazy i, 1996, and 12.16(3) Have completed twenty (20) yeazs with the City of Saint Paul and must have been eligible for benefits and enrolled in the City's medical plan for the five (5) yeazs prior to retirement, and 12.16(4) Have attained age sixty-five (65) at retirement, and � � � 12 � ; � ARTICLE 12 — INSURANCE (Continued) 12.16(5) Meet the conditions of Section 12.8 above, and 12.16(6) Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a masimum of $225.00 per month toward the cost of single or family heahh insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 12.17 This Section shali apply to one-half-time employees who: 12.17(i) Retire on or after January 1, 1996, and 12.17(2) Were appointed on or after 7anuary 1, 1990, and prior to January 1, 1996, and 12.17(3) Have completed twenty (20) years with the City of Saint Paul and must have been eligble for benefits and enrolled in the City's medical plan for the five (5) years prior to retirement, and 12.17(4) Have attained age sixty-five (65) at retirement, and 12.17(5) Meet the conditions of Section 12.8 above, and 12.17(6) Select a heaith insurance plan offered by the Employer. The Employer agrees to contnbute up to a max;mum of $I50.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. � � � 1218 In the event of reduction of hours of employment for budgetary reasons during the last tweive (12) months of employment, the eligibility will be determined by the previous forty-eight (48) months before the reduction. 12.19 Employees who have completed twenty (20) years of full-tune service with the City of Saint Paul and reduce to part-tune prior to retirement and who aze eligble and enrolled in the City's medical plan continuously until retirement shall be eligible far full-tune benefits at retirement. 12.20 The following list of employees is a good faith effort by the City and the Association to identify employees, as of this contract date, who were hired prior to January 1, 1990, and who have less than twenty (20) years of service upon reaching the age of sixty-five (65). The intention of the parties is to inciude only those employees that are represented by the Association prior to January 1, 1996, and are still employed by the City as of the signing ofthis Agreement. 12.20(1) The following employee wi11 qualify for up to the following dollaz amount at the age of sixty-five (65) with a minunum of ten (10) years of service. The requirements of Section 12.8 must be met by the employee. If the following employee chooses to continue her employment beyond age sixty-five (65) with twenty (20) years of service with the City, she may qualify as provided for under this Agreement. Karen Koeppe $187.50 13 � :, ARTICLE 12 — INSURANCE (Continued) Survivor Insurance 12.21 The surviving spouse of an employee carryiug f�mily 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 ofhis/her employment under worker's compensation law, shall continue to be eligible for Ciry contnbution in the same proportions as is provided for rerired employees. In the event of the death of an early retiree or a regular retiree, the dependents of the retiree shall have the option, within thuty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contnbution accorded to the eligible deceased retiree. It is fiuther understood that coverage shall cease in the event of. 12.21(1) Subsequent remamage of the surviving spouse of the deceased employee or rdiree. 12.21(2) The employment ofthe surviving spouse or depeadent where health insurance is obtained through a group pmgram provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the f¢st ninety (90) days ofsaid employment. 12.22 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City heaith insurance program. 12.23 The contn`butions indicated in this Article shall be paid to the Employer's third party administrator. 1224 Employees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. 12.25 Employees covered by this Agreement sball be eligble to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees sha11 be paid by the Employer. 12.26 A retiree's participation in the City's health i„�,ran� plan must be continuous. The retiree must be participating in a City health insurance plan at the time of retirement. If a retiree chooses not to participate at the time of his/her retirement or if a retiree discontinues his/her patticipation at a later date, such retiree will not be eligible for any future participation or for any Employer contnbution. 12.27 Additional dependents beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. � � � 14 05-8�� s A.RTICLE 13 - SENIORITY 13.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regutar and probationary service with the Employer from the date an employee was f rst certified and appointed to a class ritie covered by this Agreement, it being further understood that seniority is confined ta the cuirent class assignment keld by an employee. In cases where two or more employees are appointed to the same class titie on the same date, the seniority shall be determined by the employee's rank on the eligil�le list from which certificarion was made. 13.2 Seniority shall terminate when an employee retires, resigns or is discharged. 13.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be laid offby class title within each Department based on inverse length of seniority as defined in Article 13.1 above. The Human Resources Department will identify such least senior employee in the title in which there is to be a lay-off in the Department reducing positions, and shall notify said employee of his/her reduction from the Department. If there are any vacancies in that title in any other City Deparhnent, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions are available, the Human Resources Department shall decide which vacant position the affected employee shall fill. � In cases where there aze promotional series, such as Engineer I, II, III, etc., when the number of employees in the higher titles is to be reduced, employees will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any Department. If no vacancy e�sts in such title, then the least senior employee in the City in such title shall be identified, and if the employee affected by the original Departmental reduction is more senior, he/she shall have the right to claim that position and the least senior employee in the City, in that title, shall be laid off. For the purpose of this Article, the Board of Education is not considered a City Department nor is a Boazd of Education employee considered a City employee. � 13.4 Recail from layoff shall be in inverse order of layo� except that recall rights shail expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class that they previously held. 13.5 To the extent possible, vacation period shall be assigned on the basis of seniority. It is understood, however, that vacation assignment shall be subject to the ability of the Employer to maintain operations. 13.6 Ln the event the Employer believes it is necessary to merge, contract out or sub-contract any public work performed by employees covered by this Agreement which may lead to layoff, the Employer will notify the Union no less than forty-five (45) calendar days in advance. During the forty-five (45) days, the Employer will meet with the Union and discuss possible options to contracting out or ways and means to m;ni.,,ize the eIimination of positions. 15 OS-gt, � ARTICLE 14 — WORHING OUT OF CLASSIFICATION 14.1 Employer shail avoid, whenever possble, working an employee in an out-of-class assignment for a pmlonged period of time. Any employee worldng an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perfonay on a fixll-time basis, alt o f the signi&cant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher thau the classification held by such employee. The rate ofpay for an approved out-of-cIass assignment shall be the same rate the employee woutd receive if such employee received a regulaz appointment to the highet classification. ARTICLE 15 — CTTY MILEAGE 15.1 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 oftheir duties, the following provisions are adopted. 15.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee sfiall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee sball be reimbursed $0.20 per mile for each mile actually driven If such employee is required to drive an automobile during employment and the Depaztment Head or designated representative determiues that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shail not be eligible for any per diem. Type 2. If an emptoyee is required to use his/her own automobile REGi]LARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $0.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the Department Head or desigiated representative determines that an employer vehicle is availabie for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and sl�all not be eligible for any per diem � 1 I U � 16 os �� ARTICLE 15 — CTTY MILEAGE (Conrinued) 15.3 The City will provide parking at a location and manner of the Employer's choice within a reasonable distance ofthe work site for City employees on either ofthe above mentioned types of reimbursement plans who aze required to have their personal car available for City business. Such pazking will be provided only for the days the employee is required to have his/her own personal caz available. 15.4 Rules and Regulations: The Mayor shall adopt rules and regularions goveming the procedures for automobile reimbtusement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven and further require that they maintain automobile liability insurance in axnounts of at least the minimums required by the state of Minnesota These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Cierk. ARTICLE 16 — LICENSING/CERTIFICATION REQUIREMENTS 16.1 The City shall pay or reimburse the employee for all continuing education tuition costs that aze required for any employee to maintain his or her license or registration as xnandated in the employee's job description. The xninnnum qualifications will determine whether the professional license or registration is a mandatory job requirement. ARTICLE 17 — SAFETY FOOTWEAR 17.1 For those employees required by the Employer to weaz safety shoes or boots, the Employer agrees to contribute $50.00 per calendaz yeaz towazd the repair, replacement or purchase of such shoes or boots. During the life of this Agreement, Empioyees may accrue a total of $150.00 for the purchase, replacement or repair of such shoes or boots. 17.2 Fire Pmtection Engineers who are required to wear a specified uniform shall receive an allowance of $394.25 per calendar yeaz from the Fire Department. ARTICLE 18 — DISCIPLINE 18.1 The employer wiil discipline employees for just cause oniy. Discipline will be in the form of 18.1(1) Oral Reprunand 18.1(2) Written Reprimand 18.1(3) Suspension 18.1(4} Reduction 18.1(5) Discharge � The listing above of 18.1(1) through 18.1(5) does not indicate that such forms of discipline must be progressive and in such order for any one employee. 18.2 Suspensions, reductions and dischazges wiil be in written form. 17 b5� 8�.1 ARTICLE 18 — DISCIPLINE (Continued) 183 Employees and the Association will receive copies ofwritten reprimands and notices of suspension, reduction and discharge. 18.4 Employees shall have the right to examine all information in their personnel files. Files may be examined at reasonable times under supervision ofthe Employer. 18.5 Discharges will be preceded by a five (5) worldng day preliminary suspension without pay. During said period, the employee and/or Association may request and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and dischazge. 18.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an Association representative be present. ARTICLE 19 — GRIEVANCE PROCEDURE 19.1 The Employer shall recognize stewazds selected in accordance with the Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the Employer, in writing, of the names ofthe stewazds and of their successors, when so named. 19.2 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 responsbilities of the empioyees and shall therefore be accomplished during working hours, only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during worldng hours, pmvided tlie steward and the employee have notified and received the approval ofthe� supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 19.3 For the purposes of this Article, a grievance is defined as an alleged violation of the ternzs and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive pmcedure for the pmcessing of grievances arising from this Agreement or arising from terms and conditions of employment in the City of Saint Paul Civil Service Rules and Salary Plan and Rates of Compensarion. 19.4 A grievance shall be resolved in conformance with the following procedures: Step 1: Upon the occurrence of an alleged violation ofthis Agreement, the employee involved shall attempt, with or without the stewazd, 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, the Association may refer the grievance to Step 2 by sending a written grievance to the Employer designated representative and a copy to the Office of Labor Relations. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the specific sections of the Agreement alleged to be violated and the relief requested. � � � m • :, ARTICLE 19 — GRIEVANCE PROCEDURE (Continued) � The Association shall refer the grievance to Step 2 within fourteen (14) work days of an alleged violation giving rise to such grievance, or the grievance shall be considered waived. Step 2. The Employer designated representative shall, within seven (7) work days following receipt ofthe gievance, meet with the Association stewazd and attempt to resolve the grievance. The Association may refer the grievance to the Office of Labor Relations for Step 3 under the following conditions: a) Seven (7) work days have passed since the Employer received the written grievance and no meeting has occurred; or b) Seven ('n work days have passed since the meeting and the Employer has not responded; or c) the Employer has responded and the issue remains unresolved. Any grievance not referred to Step 3 within fourteen (14) work days of the existence of any of the above three conditions shall be considered waived. � Step 3. A representative from the Office of Labor Relations shall, withui seven (7) work days following receipt of a Step 3 grievance, meet with the Association's representative and the grievant and shall attempt to resolve the issue. The Association may request azbitration of the grievance to Step 4 if any of the above conditions (a, b or c) exist following the referral of the grievance to Step 3. If within fourteen (14) work days of the occurrence ofthe above listed conditions (a, b or c), the Association has failed to give written notice to the Office of Labor Relations of the Association's intent to refer the grievance to Step 4, the grievance shall be considered waived. Optional Mediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit. �� 2. Grievance mediation is an oprional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual tnne limit for moving the grievance to arbitration shall be delayed for the period of inediation. 3. The grievance mediation process shall be informaL Rules of evidence sha11 not apply and no record shall be made of the proceeding. Both sides shall be provided ampie opportunity to iL•7 r :., ARTICLE 19 — GRIEVANCE PROCEDURE (Continued) present the evidence and azguxnent to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. If the grievance is reso2ved, the grievant skall 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 arbitsation, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions concerning resolution or offers of settlement, may be used or referred to during arbitration. Step 4. If the grievance r�a�n� unresolved at Step 3, the parties may azbitrate the grievance. The arbitraYion proceedings shall be conducted by an arbitrator who will be selected from a permanent panel of five (5) arbitrators within twenty (20) work days after notice has been given. This permanern panel of arbitrators sfiall be mutually agreed to by the Employer and the Association no later than the date this Agreement is signed by the Employer and the Association. In the event the Employer and the Association cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will petition the Bureau of Mediation Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately stnlce names from such list(s), the Employer stn�king fust, until one (1) name rema;.,c. Vacancies occurring on the permauent panel during the life of this Agreement shall be filled by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall be filled by the process noted 'm the preceding pazagaph. This azbitrator selection process sl�all be effective only for the duration of this Agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a resolution ofthe dispute. 19.5 The time limits established in each step ofthe pmcedure may be extended by mutual agreement of the Employer and the Association. s � � 20 • - .. � ARTICLE 19 - GRIEVANCE PROCEDURE (Continued) 19.6 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions ofthis Agreement. The arbitrator shall 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 arbitrator's decision sha11 be submitted in writing within tivrty (30) days following. close of the hearing or the submission of briefr by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms ofthis Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Bmployer, the Association and the employees. �� s 19.7 The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shail be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. ARTICLE 20 - LEGAL SERVICES 20.1 Except in cases of malfeasance in office or wiilful or wanton neglect of duty, the Employer shall defend, save harmless and indemnify an employee and/or hisCher 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 responsble for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the Plaintiff: ARTICLE 21- NO STRIKE, NO LOCKOUT 21.1 The Association and the Employer agree that there shall be no lockouts, stnlces, work stoppages, slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's business or affairs by any of said Association and/or members thereo� and there shall be no bannering during e�stence of this Agreement without first using all possble means of peaceful settlement of any controversy which may arise. Employees engaging in same shall be liable for disciplinary action ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide the severance pay plan as set forth in this Articie. 21 DS-8�t ARTICLE 22 — SEVERANCE PAY (Continued) Eligibitity Requirements 22.2 To be eligible for the severance pay plan, an employee must meet the following requirements: 22.2(1) The employee must be voluntarily sepazated from City employment or have been subjecf to separation by lay-offor compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for either of the severance pay plans. 22.2(2) The employee must file a waiver of ro-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay the employee waives all claims to reinstatement or re- employment (of any type) with the City. 22.2(3) The employee must have accumulated a m;n;mum of seventy five (75) days of sick leave credits at the time of his/her sepazation from service. 22.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above in 22.1 and 22.2 above, he/she will be granted severance pay in an amount equal to a max;,»um as shown below based on the number of sick leave credits accwmulated and minimum yeazs of service: with 10 years of service and accrued hours of sick leave oE 700 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1800 severance pay amount $6,000 $7,000 $8,000 $9,000 $10,000 $11,000 $12,000 $13,000 $14,000 $15,000 $16,000 $17,000 Effective January 1, 2007, employees requesting severance will be granted severance pay in an aanoant equal to a maximum as shown below based on the number of sick leave credits accumulated and minimum years of service: � � � 22 , �i . � � ARTICLE 22 - SEVERANCE PAY (Continued) with 10 years of service and accrued hours of sick leave o� severance pay amount: 600 700 800 900 1,000 1,100 1,200 1,300 1,400 1,500 1,600 1,700 $6,000 $7,000 $8,000 $9,000 $10,000 $11,000 $12,000 $13,000 $14,000 $15,000 $16,000 $17,000 22.4 For the purpose of this severance program, an employee who voluntarily separates from employment with the City of Saint Paul for employment with Independent School District I3o. 625 shall be eligible for severance pay if the employee meets the eligibility requirements set forth above. � 22.5 For the purpose of this Article, for those employees hired by the City before October 1, 1997, employmeirt in either the City or in the Independent School District No. 625 may be used in meeting the yeazs of service requirement in Article 22.3. Employees hired by the City on or after October 1, 1997, may not use exnployment in the Independent School District No. 625 in meeting the years of service requirement m Article 22.3. 22.6 This severance pay program shall be subjecf to and goverued by the provisions of City Ordinance No. 16303 except in those cases where the specific provisions of this Articie conflict with said ordinance, and in such cases, the provisions of this Articie shall controL 22.7 For the purpose of this severance pay plan, the death of an employee shall be considered as separation of employment and if the employee would have met all of the reguirements set forth above (at the tnne of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. 22.8 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 severance payment to a post- employment health plan. � ARTICLE 23 - SAVINGS CLAUSE 23.1 This Agreement is subject to the laws of the United States and the State of Minnesota In the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. 23 [��. ; . ARTICLE 24 — COMPENSATION � 24.1 Effective January 1, 2006, employees with at Ieast one yeaz of service wiIl be eligible for a$100.00 Deferred Compensation match by the Employer subject to the criteria listed below. 24.2 Eligibility and Implementation: 24.2{1) 24.2(2) 24.2(3) 24.2(4) 24.2(5) For initial matcty employees must have been employed for a m;nimum of one calendar year. Employees must be a member of the bargaining unit for a m;nimum of one calendaz year. Employees must have made their complete contn`butions by December 3lst ofthe previous calendar year. Ciry matches will be made by April i of the following year. E�loyees must be on the payroll as of the date of deferred compensation match 24.2(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. ARTICLE 25 — DURATION AND EFFECTIVE DATE 25.1 Except as herein provided, this Agreement shall be effective as ofJanuary 1, Z005, and shall continue in full force and effect through December 31, 2007, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act, Minnesota Starirte CH. 179A, as it may be amended from time to time. 25.2 This constitutes a tentative agreement between the parties which will be recommended by the Director ofLabor Relations, but is subject to the approval ofthe Administration ofthe City, the City Council and is also subject to ntification by the Association. � � �! Jj $f � � WITNESSES: CITY OF SAINT PAUL � y, on Schxn' Date Labor Relations Manager r,.� i \ �J �.$ -DS Steven Barret Date Human Resources Consultant PR SIONAL EMPLOYEES AS OCI T�I C �i� � �� 1'FS'S David Peterson President Date � -�� g-9-� Mike Wilde Date Business Representative/Legal Counsel 25 � : . � APPENDIX A Effective dates for pay rates aze 7anuary 1 each year, or closest pay period. GRADE 001 407A CHILD CARE ENRIC�IMENT INSTRUCT A B C D E F G 10-yr 15-yr ��) �z) ( � � �� ) � � 1/1/OS 1,162.81 1,209.53 1,258.88 1,319.84 1,386.84 1,457.44 1,527.49 1,575.57 1,62533 1/1/06 1,191.88 n/a# 1,29035 1,352.84 1,421,51 1,493.88 1,565.68 1,614.96 1,681.96 1/1/07 1,221.68 n/a* 1,322.61 1,386.66 1,457,05 1,531.22 1,604.82 1,65533 1,724.01 * Note: Effective January 1, 2006 (or closest pay period) 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) until the employee has two (2) years of service. GRADE 002 496A ARCH/LAND ARCH/CIVIL ENG TRAIN A B C D E F G 10-yr 15-yr �i) �2) �3) �4) �5) �6� �7) �8) �9) 1/1/OS 1,197.84 1,244.61 1,246.48 1,360.06 1,428.86 1,498.96 1,575.57 1,622.26 1,676.10 � I/I/06 1,227.79 n/a* 1,328.89 1,394.06 1,464.58 1,536.43 1,614.96 1,662.82 1,734.00 � 1I1/07 1,258.48 n/a* 1,362.11 1,428.91 1,501.20 1,574.84 1,65533 1,'I04.39 1,77735 * Note: Effective 7anuary 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. A (1) 1/1/OS 1,234.20 1/1/06 1,265.06 1/1/07 1,296.68 � GRADE 003 372A *LIBRARY SPECIALIST 408A CHILD CARE PROGRAM COORDINATOR 693A LEGAL ASSISTANT I 697A LAW CLERK B C D E F G 10-yr 15-yr � � � � �� ) � � 1,283.54 1,334.11 1,402.60 1,47035 1,545.69 1,622.2b 1,671.53 1,724.28 n/a* 1,367.46 1,436.64 1,507.11 1,58433 1,662.82 1,71332 1,78339 n/a* 1,401.65 1,472.56 1,544.79 1,623.94 1,'10439 1,756.15 1,827.97 * Note: Effective 7anuary 1, 2006 (or closest pay period) step S(Smonth 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) until the employee has rivo (2) years of service. A-1 t�S-8� I APPENDIX A (CONTINUED) A (1) 1/1/OS 1,270.52 1/1/06 1,302.28 1!1/07 1,334.84 GRADE 004 B C D E �Z) �3) �4) �5) 1,321.13 1,374.32 1,441.82 1,515.82 n/a* 1,408.68 1,477.87 1,553.72 n/a* 1,443.89 1,514.81 1,592.56 F G 10-yr 15-yr �� 1,592.34 1,671.53 1,719.55 1,777.53 1,632.15 1,71332 1,762.54 1,837.97 1,672.95 1,756.15 1,806.60 1,883.92 * Note: Effective January I, 2006 (or closest pay period) step B(6-month step) shall be eliminated. Any empfoyee in tbat step shall be moved to Step C(I-year s�p), and shall not move to Step D(2-year step) until the employee has two (2) years of service. GRADE 005 007A *LIBRARY SPECIALIST I 933 CITY PLANNER 106B ENVIRONMENTAL RESOURCE SPEC 165A MAI3AGEME13T ASSISTANT I 263A VOLUNPEER COORDINATOR A B C D E F G 10-yr 15-yr ( ( ( ( ( (� Cn ( ( 1/1/OS 1,320.77 1,362.68 1,414.62 1,488.51 1,56120 1,639.09 1,719.55 1,771.44 1,828.46 1/1l06 1,343.54 n!a# 1,449.99 1,525.72 1,60023 1,680.07 1,762.54 1,815.73 1,890.17 1/1l07 1,377.13 n/a* 1,48624 1,563.87 1,640.24 1,722.07 1,806.60 1,861.12 1,937.43 * Note: Effective January 1, 2006 (or closest pay period) step B(Crmonth 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-yeaz step) until the employee has hvo (2) years of service. A (1) 1/1/OS 1,34838 1/1/06 1,382.09 1/1l07 1,416.64 GRADE 006 886 ECONOMIC DEVELOPMENT SPECIALIST I 976 GRAPHIC ARTIST I B C D E F G 10-yr 15-yr � � � � �� ) �g) � 1,402.89 1,458.72 1,532.68 1,609.27 1,688.41 1,771.44 1,825.93 1,884.44 n/a* 1,495.19 1,571.00 1,649.50 1,730.62 1,815.73 1,871.58 1,947.55 n/a* 1,532.57 1,610.27 1,690.74 1,773.89 1,861.12 1,9I837 1,99624 * Note: Effective January 1, 2006 (or closest pay period) step B(6-manth step} stall 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) until the employee has two (2) years of service. � � � A-2 os-�� APPENDIX A (CONTINUED) GRADE 007 008A *LIBRARY SPECIALIST II 001 ACCOUNTANT I 289B HUMAN RESOURCES CONSULTANT I 581A LIBRARY VOLUNTEER COORDINATOR 375A MUNICIPAL EQUIPMENT COORDINATOR 012A PROJECT MANAGER I 038A PUBLIC INFO SPECIALIST I �� A (1) 1/1/OS 1,387.32 1/I/06 1,422.00 1/1/07 1,457.55 392 RESEARCH ANALYST I B C D E F G � � � � �� ) 1,443.11 1,502.86 1,576.78 1,65727 1,74037 1,825.93 n/a* 1,540.43 1,616.20 1,698.70 1,783.88 1,871.58 n/a* 1,578.94 1,656.60 1,741.17 1,828.48 1,918.37 10-yr 15-yr � � 1,880.47 1,941.75 1,927.48 2,006.29 1,975.67 2,056.45 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. A (1) 1/1/OS 1,430.13 1/1/06 1,465.88 1/1/07 1,502.53 GRADE 008 306A BUSINESS ASSISTANCE SPECIALIST 647A DESIGN ASSOCIATE I 249 LIBRARIAN I 220A VIDEO PRODUCTION SPECIALIST B C D E F G 10-yr 15-yr (2) (3) (4) (5) (6) (7) (8) (9) 1,488.51 1,548.22 1,624.84 1,703.96 1,790.95 1,88034 1,937.59 2,000.35 n/a* 1,586.93 1,665.46 1,746.56 1,835.72 1,927.35 1,986.03 2,066.36 n/a* 1,626.60 1,707.10 1,790.22 1,881.62 1,975.53 2,035.68 2,118.02 * Note: Effective January 1, 2006 (or closest pay period) step B(6-month step) sUall be eliminated. Any employee in tLat step shall be moved to Step C(1-yeaz step), and shall not move to Step D(2-year step) until the employee has two (2) yeazs of service. I:QC3 �-8� l APPENDIX A (CONTINUED) GRADE 009 128 CRIlvIINALIST I 908 EMPLOYMENT AND TRAINING PLANNER 828 GRANI'S ASSISTANT 977 GRAPHIC ARTIST II 575 HEALTH EDUCATOR I &96 LANDSCAPE ARCHITECT I 694A LEGAL ASSISTANI' II A (1) 1/1/OS 1,471.63 1/1/06 1,508.42 1/1/07 1,546.13 166A MANAGEMENT ASSISTANT II 520 WATER QUALITY SPECIALIST I B C D E F G 10-yr 15-yr �Z) �3) �4) �5) �6} �'� �8) �9) 1,532.68 1,593.66 1,672.89 1,757.19 1,845.47 1,937.59 1,99338 2,058.96 n/a* 1,633.50 1,714.71 1,801.12 1,891.61 1,986.03 2,043.21 2,126.43 n/ax 1,67434 1,757.58 1,846.15 1,938.90 2,035.68 2,044.29 2,179.59 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6-month step) shaii 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) until the employee has two (2) years of service. GRADE 010 684 ARBORIST 934 CITY PLANNER II 887 ECONOMIC DEVELOPMENP SPECIALIST II 425A HEALTIi & FITNESS SPECIALIST 233 HEALTH STATISTICIAN 633A LIBRARY TRAINING & ORG DEV COORD 113B NUTRITIONIST I- COMM EDUCATION 114B NUTRI'ITOIVIST I - WIC 013A PROJECT MANAGER II 393 RESEARCH ANALYST II A (1) 1/1/OS 1,518.42 1/1/06 1,55638 1/1/07 1,59529 424A RESEARCH LIBRARIAN B C D E F G �Z) � � � �� ) 1,576.78 1,639.09 1,722.13 1,809.09 1,899.94 1,993.38 n/a* 1,680.07 1,765.18 1,854.32 1,947.44 2,043.21 n/a* 1,722.07 1,80931 1,900.68 1,996.12 2,094.29 10-yr 15-yr � � 2,054.37 2,122.82 2,105.73 2,191.89 2,15837 2,246.69 • Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. �`J � � I:C� o�-�� I � � � APPENDIX A (CONTINUED) GRADE Ol l 002 ACCOUNTANT II Ol l ARCHITEC'T I 105 659 SOlA 260B 255A 292B CIVIL ENGINEER I CIVIL ENGINEER I--WATER UTIL CRIME PREVENTION COORDINATOR ENVIRONMENTAL COORDINATOR ENVIRONMENTAL IIEALTFI SPEC I HLTMAN RESOURCES CONSULTANf II A B C D E F G 10-yr 15-yr � � � � � �� ) �$) � 1/1/OS 1,562.55 1,626.11 1,691.00 1,77533 1,863.59 1,95837 2,05437 2,111.50 2,186.60 1/1/06 1,601.61 n/ax 1,733.28 1,819.71 1,910.18 2,00733 2,105.73 2,164.29 2,25727 1/1/07 1,641.65 n/a* 1,776.61 1,865.21 1,957.93 2,057.51 2,158.37 2,21839 2,313.70 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) uutii the employee has two (2) yeazs of service. GRADE 012 395A HLTMAN RIGH'I'S SPECIALIST 276B HUMAN RIGHTS SPECIALIST - BILINGUAL A (1) 1/1/OS 1,610.50 1/1/06 1,650.76 1/1/07 1,692.03 383 RECREATION DIREC"i'OR II B C D E F G �Z) �3) �4) �5) �6) ��) 1,674.15 1,741.61 1,827.29 1,919.45 2,015.45 2,115.42 n/a* 1,785.15 1,872.97 1,967.44 2,065.84 2,168.31 n/a' 1,829.78 1,919.80 2,016.62 2,117.48 2,222.51 10-yr 15-yr � � 2,181.56 2,251.75 2,236.10 2,324.04 2,292.00 2,382.14 * Note: Effective January 1, 2006 (or closest pay period) step B(6month 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 has two (2) years of service. A-5 b5-8t� I APPENDIX A (CONTINUED) GRADE 12T � 710A IS SYSTEMS CONSULTANT I Start 6 mo. 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � � � � �� ? � � 1/1(OS 1,610.5 1,674.15 1,741.61 1,784.44 1,829.29 1,873.35 1,919.45 1,988.87 2,05830 4.5 yr 5 yr 5.5 yr 6 yr 6.5 yr 7 yr 10 yr 15 yr (10) (11) (12) (13) (14) (15) (1� (I7) 2109.56 2160.85 2214.66 2268.52 2325.63 2382.72 2452.84 2533.04 Start 6 mo. i yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � �Z) � � � �� ) � � 1/I/06 1,650.76 n/a' 1,'785.15 1,829.05 1,872.97 1,920.18 1,967.44 2,038.59 2,109.76 4.5 yr 5 yr 5.5 yr 6 yr 6.5 yr 7 yr 10 yr 15 yr (10) (11) (12) (13) (14) (15) (l� (17) 2,162.30 2,214.86 2,270.03 2,325.23 2,383.77 2,442.29 2,514.16 2,612.37 Start 6 mo. 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � � � � � � �� ) � t9} 1/1/07 1,692.03 n/a* 1,829.78 1,874.78 1,919.80 1,968.19 2,016.62 2,089.56 2,162.50 4.5 yr 5 yr 5_5 yr 6 yr 6.5 yr 7 yr lU yr 15 yr (10) (11) (12) (13) (14) (15) (1� (17) 2,21636 2,270.23 2,326.78 2,383.36 2,443.37 2,50335 2,577.02 2,677.68 * Note: Effective January 1, 2006 (or closest pay period) step 2(6-month step) shall be eliminated. Any employee in that step shall be moved to Step 3(1-year step), and shall not move to Step 4(1.5 year step) untii the employee has two 1.5 years of service. � � 1. : , APPENDIX A (CONTINUED) � GRADE 013 648A DESIGN ASSOCIATE II 888 ECONOMIC DEVLMT SPECIALIST III 256A ENVIRONMENTAL HEALTH SPEC II 829 GRANI'S SPECIALIST 576 HEALTH EDUCATOR II 695A LEGAL ASSISTANT III 167A MANAGEMENT ASSISTANT III 296A MEDICAL TECHNOLOGIST 821 NUTRITIOIVIST II 974 OCCUP SAFETY & HEALTH ANALYST 039A PUBLIC INFO SPECIALIST II 288A SAFETY OFFICER 909 SEIVIOR EMPLOYMENT & TRNG PLNNR 330A VIDEO PRODUCTION COORDINATOR 521 WATER QUALITY SPECIALIST II A B C D E F G 10-yr 15-yr �I) � � � � �� ) � � 1/1/OS 1,658.55 1,723.43 1,793.52 1,88436 1,975.22 2,075.18 2,181.56 2,245.18 2,316.78 1/1/06 1,700.01 n/a* 1,838.36 1,931.47 2,024.60 2,127.06 2,236.10 2,30131 2,390.70 1/1/07 1,742.51 n/a* 1,88432 1,979.76 2,075.22 2,180.24 2,292.00 2,358.84 2,450.47 � k Note: Effective 7anuary 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. GRADE 014 121B ADNIIN/LEGISLATIVE ASST-PED 935 CITY PLANNER III 295B HLTMAN RESOURCES CONSULTANT III 250 LIBRARIAN II 139A NURSE PRACTITIONER-OB GYN 565 PUBLIC HEALTH NURSE 394 RESEARCH ANALYST III 658 SOCIAL WORKER A B C D E F G 10-yr 15-yr �1) �2) �3) �4) �5) �6) �7) �8) t9) 1/1/OS 1,707.87 1,77533 1,846.71 1,938.93 2,037.54 2,137.47 2,245.18 2,31134 2,388.48 1/1/06 1,750.57 n/a* 1,892.88 1,987.40 2,088.48 2,190.91 2,301.31 2,369.12 2,464.19 1(1/07 1,794.33 n/a" 1,94020 2,037.09 2,140.69 2,245.68 2,358.84 2,428.35 2,525.80 * Note: Effecrive January 1, 2006 (or closest pay period) 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 has two (2) yeazs of service. A-7 •. .� . APPENDIX A (CONTINUED) GRADE O15 003 ACCOUNTANT III 012 ARCHITECT II 026 ASSISTANT CHIEF SURVEYOR 106 CIVIL ENGINEER II 199B CIVIL ENGINEER II-WATER 129 CRIMII�TALIST II 129A ENVIRON HEALTH ADM ANALYST 623A FLEET SERVICES COORDINATOR 110A HEALTH ANALYST 229B HEALTH EDUCATION-ADNIIN ASST 119B HISTORIC PRESERVATION SPEC 897 LANDSCAPE ARCffiTECT II A (1) 111/OS 1,759.76 1/1/06 1,803.75 1/1/07 1,848.85 530A PUBLIC EDUCATION OFFICER - FIRE DEPT. B C D E F G 10-yr 15-yr �Z) �3) �4) �5) (� �7) �8) �9) 1,831.15 1,902.55 1,996.02 2,097.21 2,201.03 2,311.34 2,382.72 2,461.43 n/a* 1,950.11 2,045.92 2,149.64 2,256.06 2,369.12 2,44229 2,538.97 n/a* 1,998.87 2,097.07 2,20338 2,312.46 2,428.35 2,503.35 2,602.44 * Note: E$'ective Januazy 1, 2006 (or closest pay period) step B(frmonth step) shall be eliminated. Any employee in that step shall be moved to Step C(1-year step), and shall not move fo Step D(2-year step) imtil the employee has two (2) years of service. GRADE 016 100B ADMIN ASST-DEPT OF HUMAN RIGHTS 265B ARTS PROGRAM COORDINATOR 221B HEALTH INFORMATION ADMINISTRATOR 204A MANAGEMENT ANALYST 610A MANAGEMENT ASSISTANT IV 088A PHYSICAL FITNESS COORDINATOR A (1) 1/1/OS I,812.98 1/1/06 1,85830 1/1/07 1,904.76 776 PROGRAM COORDINATOR 014A PROJECT MANAGER III B C D E F G � � � � �� ) I,885.69 I,959.66 2,05830 2,160.85 2,268.52 2,382.72 n/a* 2,008.65 2,109.76 2,214.87 2,325.23 2,44229 n/a* 2,058.87 2,162.50 2,270.24 2,38336 2,50335 10-yr 15-yr � � 2,452.84 2,533.04 2,514.16 2,612.37 2,577.02 2,677.68 ' Note: Effective January 1, 2006 (or closest pay period) step B(Crmonth 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-year step) until the employee has two (2} years of service. � YL..I � � DS � r� � APPENDIX A (CONTINUED) A �i) 1/1/OS 1,867.50 1/1/06 1,914.19 1/1/07 1,962.04 GRADE 017 517A PHYSICIAN ASSISTANT B C D E F G �2) �3) �4} (5} �6} ��) 1,941.51 2,019.33 2,118.02 2,223.07 2,336.01 2,452.84 n/a* 2,069.81 2,170.97 2,278.65 2,394,41 2,514.16 n/a' 2,121.56 2,22524 2,335.61 2,454,27 2,577.02 10-yr 15-yr (8) (9) 2,528.09 2,612.48 2,591.29 2,693.79 2,656.07 2,761.14 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6month step) sball 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) until the employee has two (2) years of service. A (1) 1/1/OS 1,923.34 1/1/06 1,971.42 1/1/07 2,020.71 GRADE 018 143B ENVIRONMENTAL HEALTH SPEC III 081A EPIDEMIOLOGIST 611A WATER QUALITY SPECIALIST III B C D E F G 10-yr 15-yr � � Z � �� ) �8) � 1,998.56 2,077.77 2,184.11 2,291.91 2,408.68 2,528.09 2,604.64 2,686.71 n/a* 2,129.71 2,238.71 2,349.21 2,468.90 2,591.29 2,669.76 2,769.88 n/a° 2,182.96 2,294.68 2,407.94 2,530.62 2,656.07 2,736.50 2,839.12 * Note: Effective January 1, 2006 (or closest pay period) step B(Gmonth step) shall be eliminated. Any employee in that step shall be mwed to Step C(1-yeaz step), and shall not move to Step D(2-year step) until the empioyee has two (2) years of service. GRADE 019 280A HUMAN RIGHTS PROGRAM ANALYST 803A LIBRARY INFORMATION RES. COORD. � A B C D E F G 10-yr IS-yr (1) (2) (3) (4) (5) (6) (7) (8) (9) 1/i/OS 1,981.70 2,059.55 2,140.01 2,247.76 2,360.65 2,478.75 2,604.64 2,678.60 2,768.70 1/1/06 2,03124 n/a* 2,193.51 2,303.95 2,419,67 2,540.72 2,669.76 2,745.57 2,853.92 I/I/07 2,082.OZ n/a� 2,24$.35 2,361.55 2,480,16 2,604.24 2,736.50 2,814.20 2,925.27 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(lrmonth step) shall be eliminated. Any employee in that step shati 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. 'G�5 b5-8� t APPENDIX A (CONTINUED) A tl) 1/1/OS 2,040.16 1/1/06 2,091.16 i/1/07 2,143.44 B C �Z) �3) 2,121.85 2,206.23 n/a� 2,261.39 n/a� 2,317.92 GRAAE 020 013 ARCHITECT III 591 CITY PLANNER IV 107 CIVIL ENGINEER III 109 CIVIL ENGINEER III—WATER UTILITY 889 ECONOMIC DEVELOPMENT SPECIALIST IV 117A ECOI30MIC PLANISER 533A FIRE PROTECTION ENGINEER 830 GRANTS MANAGER 898 LANDSCAPE ARCHITECT III 395 RESEARCH ANALYST IV 444 STRUCTURAL ENGINEER D E F G 10.yr IS-yr � �5) �� ) (8) �9) 2,316.56 2,432.05 2,554.00 2,681.23 2,760.40 2,852.09 2,374.47 2,492.85 2,617.85 2,748.26 2,829.41 2,939.39 2,433.84 2,555.17 2,683.30 2,816.97 2,900.15 3,012.88 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6month step) shall be eliminated. Any employee in that step shall be moved tA Step C(1-year step), and shall aot move to Step D(2-year step) untit the employee has two (2) yeacs of service. � � � A-10 • i • • � APPENDTX A (CONTINUED) GRADE 20T 709A IS INFO/TECH ANALYST V 711A IS SYSTEMS CONSULTANT II Start 6 mo. 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr ( (Z) ( ( (� (� (�) (8) ( 1/I/OS 2,040.16 2,121.85 2,206.23 2,261.40 2,316.56 2,37429 2,432.05 2,493.03 2,554.00 4.5 yr 5 yr 10 yr 15 yr (10) (11) (12) (13) 2,617.63 2,681.23 2,760.40 2,852.09 Start 6 mo. 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � � � � � �� ) � � 1/I/06 2,091.16 n/a* 2;261.39 2,317.94 2,374.47 2,433.65 2,492.85 2,555.36 2,627.85 4.5 yr 5 yr 10 yr IS yr (10) (11) (12) (13) 2,683.07 2,748.26 2,829.41 2,939.39 Stazt 6 mo. I yr 1.5 yr 2 yr 2.5 yr 3 yr 3,5 yr 4 yr � � � �4) � t� ��) � � � 1/1/07 2,143.44 n/a* 2,317.92 2,375.88 2,433,84 2,494.49 2,SSS.17 2,61924 2,68330 4.5 yr 5 yr 10 yr 15 yr (10) (11) (12} (13} 2,750.15 2,816.97 2,900.15 3,012.87 * Note: Effec6ve January 1, 2006 (or closest pay period) step 2(6-month step) shall be eliminated. Any employee in that step shall be moved to Step 3(1-yeaz step), and shall not move to Step 4(1.5 year step) until the employee has rivo 1.5 years of service. GRADE 021 � A B C D E F G 10-yr 15-yr � ��) � � � � �� ) � �9) 1/1/OS 2,099.81 2,185.46 2,271.14 2,385.34 2,504.75 2,631.88 2,760.40 2,843.42 2,938.02 1/1/06 2,152.31 n/a* 2,327.92 2,444.97 2,56737 2,697.68 2,829.41 2,914.51 3,027.47 1/i/07 2,206.11 n/a* 2,386.12 2,SOb.10 2,631.55 2,7b512 2,900.15 2,98737 3,20316 * Note: Effective January I 2006 (or closes! P^`Y Pe-T'-o�1 St� B(5-v�to*_�th step) sha11 � eliv�ina*.ed. Any employae in that step shall be moved to Step C(1-year step), and shall aot move to SYep D(2-year step) until the employee has two (2) years of service. A-ll � ' .. APPENDIX A (CONTINUED) 1 yr � 2,339.91 10 yr (12) 2,929.09 A B C D E F G 10-yr 15-yr � � � t t� �� ) i$) t 1/1/OS 2,163.41 2,249.05 2,339.91 2,456.69 2,580.00 2,708.44 2,843.42 2,929.09 3,025.29 1l1J06 2,217.50 n/a# 2,398.41 2,518,11 2,644.50 2,776.15 2,914.51 3,002.32 3,11692 1/1/07 2,272.93 n/a* - 2,458.37 2,581.06 2,710.61 2,845.55 2,98737 3,0�738 3,194,85 * I3ote: Effective Sanuazy 1, 2006 (or closest pay perial) 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-year step) untii the employee has rivo (2) years of service. GRADE 22T 712A IS SYSTEMS CONSUI,TANT III Start 6 mo. �i) �2) 1/I/05 2,163.41 2,249.05 4.5 yr 5 yt (10) (11} 2,775.93 2,843.42 Start 6 mo. �i) � I/1/06 2,217.50 n/a* 4.5 yr 5 yr (10) (11) 2,84533 2,914.51 Start 6 mo. �l) �2) 1/1/07 2,272.93 n/a* 4.5 yr 5 yr (la) (11) 2,916.46 2,987.37 GRADE 022 660A GIS SYSTEMS DEVELOPER 879 PRO7ECT MANAGER IV 294A PRO7ECT MANAGER N--PUBLIC WKS 1.5 yr 2 yr 2.5 yr 3 yr � � �� ) 2,421.51 2,456.69 2,51834 2,580.00 15 yr (13) 3,025.29 3.5 yr 4 yr � � 2,644.23 2,708.44 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � � � �� ) �g) � 2,398.41 2,482.05 2,518.11 2,581.30 2,644.50 2,710.34 2,776.15 10 yr 15 yr (12} (13) 3,002.32 3,116.92 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr � � �� 7) �g) � 2,45837 2,544.10 2,581.06 2,645.83 2,710.61 2,778.09 2,845.55 10 yr 15 yr (12} {13) 3,077.38 3,194.85 • Note: E$'ective Januazy 1, 2006 (or closest pay period) step 2(6-month step) shall be el'uninated. Any employee in that step shall be moved to Step 3(1-year step), and shall not move to Step 4(1.5 year step) until the employee has two 1.5 years of service. � � � A-12 I. : . �� A.PPENDIX A (CONTINUED) A (1) ifl/OS 2,229.63 1/1/06 2,285.37 1/1/07 2,342.51 GRADE 023 B C D E (2) (3) (4) (5) 2,317.85 2,411.63 2,530.67 2,655.69 n/a; 2,471.92 2,593.94 2,722.08 n/aF 2,533.72 2,658.79 2,790.13 F G 10-yr 15-yr �� ) t � 2,791.55 2,929.09 3,018.64 3,I17.76 2,861.34 3,00232 3,094.11 3,211.70 2,932.87 3,07738 3,i71.46 3,292.00 • Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. A (1) 1/1/OS 2,294.50 1/1/06 2,351.86 1/1/07 2,410.66 GRADE 024 B C D E (2) (3) (4) (5) 2,386.60 2,48137 2,607.22 2,737.01 nlax 2,543.40 2,672.40 2,805.44 n/a� 2,606.99 2,73921 2,875.57 F G 10-yr 15-yr �� ) � � 2,873.28 3,018.64 3,106.89 3,207.62 2,945.11 3,094.11 3,184.56 3,303.81 3,018.74 3,171.46 3,264.18 3,386.41 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. 1/1/OS 1/1/06 1/1/07 GRADE 025 A B C D E �1) �2) �3) �4) �5) 2,363.23 2,460.58 2,557.92 2,685.12 2,817.44 2,422.31 n/a* 2,621.87 2,752.25 2,887.88 2,482.87 n/a* 2,687.41 2,821.05 2,960.07 F G 10-yr 15-yr � ��) � � 2,958.96 3,106.89 3,201.59 3,305.29 3,032.93 3,184.56 3,281.63 3,403.92 3,108.76 3,264.18 3,363.67 3,489.02 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. A (1) 1/1/OS 2,435.94 1/1/06 2,496.84 1/1/07 2,559.26 GRADE 026 236B DEBT ADMINISTRATOR B C D E F G �2) �3) �4) �5) �6) ��) 2,531.95 2,635.78 2,762.97 2,904.47 3,049.77 3,201.59 a/a* 2,701.67 2,832.04 2,977.08 3,126.01 3,281.63 n/a* 2,769.22 2,902.85 3,051.51 3,204.16 3,363.67 10-yr 15-yr � � 3,297.68 3,404.28 3,380.12 3,50539 3,464.63 3,593.02 * Note: Effective 7anuary I, 2006 (or closest pay period) step B(6-month step) shall be el'vninated. Any employee in ihat 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. A-13 US-86 a APPENDIX A (CONTINUED) A (1) i/1/OS 2,507.31 i/1/06 2,569.99 1!1l07 2,634.24 GRADE 027 B C D E �Z) �3) �4) �5) 2,608.56 2,71237 2,848.62 2,990.07 n/a' 2,780.18 2,919.84 3,064.82 n/a' 2,849.68 2,992.83 3,141.44 F G 10-yr 15-yr �� ) � � 3,140.62 3,297.68 3,395.00 3,507.11 3,219.14 3,380.12 3,479.88 3,610.79 3,299.61 3,464.63 3,566.87 3,701.06 * Note: Effective 7anuary 1, 2006 (or closest pay perial) step B(Crmonth 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-year step) until the employee has two (2) years of service. A (1) i!I/OS 2,583.89 1/1l06 2,648.49 1/1/07 2,714.70 GRADE 028 B C D E �2) �3) �4) �5) 2,686.41 2,'I94.17 2,93430 3,082.21 n/a# 2,864.02 3,007.66 3,159.27 n/a= 2,935.62 3,082.85 3,23825 F G �� ) 3,232.82 3,395.00 3,313.64 3,479.88 3,396.48 3,566.87 10-yr 15-yr �$) � 3,498.79 3,612.65 3,586.26 3,718.97 3,675.92 3,811.94 ; Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6month step) sbali be eliminated. Any employee in that step shall be moved to Step C(i-year step), and shall not move to Step D(2-year step) until the employee has two (2) years of service. A (1) 1/1/OS 2,661.71 1/1/06 2,728.25 1/1/07 2,796.46 GRADE 029 B C D E � � � � 2,766.83 2,878.48 3,021.23 3,171.77 n/a* 2,950.44 3,096.76 3,251.06 n!a* 3,024.20 3,174.18 3,33234 F G �� ) 3,332.67 3,498.74 3,415.99 3,58626 3,501.39 3,675.92 10-yr 15-yr � � 3,602.64 3,72�.68 3,692.71 3,829.70 3,785.02 3,925.44 * Note: Effective 7anuazy 1, 2006 (or closest pay period) step B(Crmonth 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-year step) until the employee has two (2) yeazs of service. A (1) 1/1/OS 2,740.95 1/1/06 2,809.47 1/1/07 2,879.71 GRADE 030 B C D E F �Z) � � � �� 2,851.22 2,965.40 3,112.12 3,266.49 3,43138 n/a* 3,039.54 3,189.92 3,348.15 3,517.16 nlax 3,115.52 3,269.67 3,431.86 3,605.09 G 10.yr 15-yr ��) � � 3,602.64 3,707.71 3,834.01 3,692.71 3,800.40 3,945.86 3,785.02 3,895.41 4,044.51 Y Note: Effective January 1, 2006 (or closest pay period) step B(6-month step) shall be eliminated. Any employee in that step shall be moved to Step C(i-year step), and shall not move to Step D(2-year step) until the employee has two (2) years of service. � � � � 05-8�,1 � � � APPENDIX A (CONTINUED) A (1) 1/1/OS 2,823.97 1/1/06 2,894.57 1/1/07 2,966.93 GRADE 031 B C D E (2) (3) (4) (5) 2,935.53 3,053.66 3,206.80 3,366.43 n/a# 3,130.00 3,286.97 3,450.59 n/a* 3,208.25 3,369.14 3,536.86 F G �� ) 3,533.84 3,710.31 3,622.19 3,803.07 3,712.74 3,898.14 10.yr 15-yr �$) � 3,821.94 3,946.43 3,917.49 4,061.09 4,015.43 4,162.62 * Note: Effective 7anuazy 1, 2006 (or ciosest pay period) step B(6month step) shall be eliminated. Any employee in that step shall be moved to Step C(I-year step), and shall not move to Step D(2-year step) unal the employee has two (2) years of service. A (1) 1/1/OS 2,90836 1/1/06 2,981.07 1/1/07 3,055.60 GRADE 032 B C D E (2) (3) (4) (5) 3,022.50 3,143.24 3,302.85 3,46�.65 n/a� 3,221.82 3,385.42 3,55434 n/a* 3 3,470.06 3,64320 F G 10-yr 15-yr � ��) � � 3,641.55 3,821.94 3,937.48 4,064.55 3,732.59 3,917.49 4,035.92 4,182.16 3,825.90 4,015.43 4,136.81 4,286.72 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6month step) shall be eliminated. Any employee in that step shall be moved to Step C(1-year step), and shall not move to Step D(2-yeaz step) until the employee has two (2) years of service. A (1) 1/1/OS 2,995.24 1/1/06 3,070.12 1/1l07 3,146.87 GRADE 033 B C D E {2) (3) (4) (5) 3,099.09 3,237.99 3,401.48 3,571.47 n/a* 3,318.94 3,486.52 3,660.76 n/a* 3,401.91 3,573.68 3,752.28 F G 10-yr 15-yr �� ) � � 3,751.87 3,937.48 4,055.57 4,188.26 3,845.67 4,035.92 4,156.96 4,308.97 3,941.81 4,136.81 4,260.88 4,416.69 ' Note: Effective January 1, 2006 (or closest pay period) step B(6-month step) shall be el'vnivated. Any employee in that step shail be moved to Step C(1-yeaz step), and shall not move to Step D(2-year step) until the employee has two (2) yeazs of service. A (1) 1/1/OS 3,084.83 1/1l06 3,161.95 1/i/07 3,241.00 GRADE 034 B C D E (2) (3) (4) (5) 3,206.80 3,33530 3,503.98 3,679.18 n/a� 3,418.68 3,591.58 3,771.16 n/a� 3,504.15 3,68137 3,865.44 F G 10-yr 15-yr � ��) �$) � 3,862.18 4,055.57 4,176.28 4,315.92 3,958.73 4,156.96 4,280.69 4,439.82 4,057.70 4,260.88 4,387.70 4,550.81 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) years of service. A-15 os=a� � APPENDIX A (CONTINUED) A (1) 1/1/OS 3,178.26 1/1(06 3,257.72 1/1/07 3,339.26 GRADE 035 B C D E (2) (3) (4) (5) 3,30420 3,436.52 3,610.44 3,78820 n/a* 3,522.43 3,700.70 3,882.91 n/a* 3,610.49 3,793.22 3,979.98 F G �� 3,977.72 4,17628 4,077.16 4,280.69 4,179.09 4,387.70 10-yr 15-yr � � 4,303.44 4,443.55 4,411.03 4,570.64 4,521.30 4,684.90 * Note: Effective January 1, 2006 (or closest pay period) step B(Crmonth step) shall be eliwinated. Any 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. A (1) 1/1/OS 3,274.29 1/1/06 . 3,356.15 1/1/07 3,440.05 GRADE 036 B C D E (2) (3) (4) (5) 3,402.78 3,539.02 3,715.57 3,902.41 n/a* 3,627.50 3,808.46 3,999.97 n/a* 3,718.18 3,903.67 4,099.97 F G 10-yr 15-yr �� ) � � 4,098.40 4,302.11 4,430.67 4,575.05 4,Z00.86 4,409.66 4,541.44 4,705.43 4,305.88 4,519.90 4,654.97 4,823.06 * Note: Effective Januazy 1, 2006 (or closest pay period) step B(6-month step) shall be eliminated. Any employee in that step shall be moved to Step C(1-year step), and stall not move to Step D(2-year step) until the employee has two (2) years of service. A (1) 1/1/OS 3,369.05 1/1/06 3,453.28 1/1/07 3,539.61 GRADE 037 B C D E (2) (3) (4) (5) 3,505.27 3,645.45 3,82�.15 4,017.93 n/a* 3,736.59 3,922.83 4,118.38 n!a* 3,830.00 4,020.90 4,221.34 F G �� 4,220.37 4,430.67 4,325.88 4,541.44 4,434.03 4,654.97 10-yr 15-yr �g) � 4,564.31 4,713.08 4,678.42 4,846.91 4,795.38 4,968.08 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(Crmonth step) shall be eliminated Any employee in that step shall be moyed 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 (1) 1/1/OS 3,474.20 1/1/06 3,561.06 1/1/07 3,650.08 GRADE 038 B C D E �2) �3) �4) �5) 3,611.68 3,755.75 3,942.65 4,139.91 n/a* 3,849.64 4,041.22 4,243.41 n/a' 3,945.88 4,142.25 4,349.49 F G 10-yr 15-yr �� ) �$) � 4,346.25 4,564.31 4,701.81 4,853.71 4,454.91 4,678.42 4,819.36 4,991.05 4,56628 4,795.38 4,939.84 S,1I5.83 * Note: Effective 7anuary 1, 2006 (or closest pay period) step B(6-monfh step) shall be eliminated. Any employee in that step shall be moved to Step C(1-yeaz step), and shall not move to Step D(2-year step) until the employee has two (2) years of service. �J � � � � • :- . � � 1 I � A,PPENDIX A (CONTINUED) A {i) 1/1/OS 3,575.37 1/1/06 3,664.75 1/1/07 3,756.37 GRADE 039 B C D E (2) (3) (4) (5) 3,718.13 3,867.51 4,060.79 4,263.23 n/a* 3,964.20 4,162.31 4,369.81 n/a# 4,063.30 4,266.37 4,479.06 F G 10-yr 15-yr �� ) � � 4,478.62 4,701.81 4,840.75 5,000.91 4,590.59 4,81936 4,961.7'7 5,141.93 4,705.35 4,939.84 5,085.81 5,270.48 * Note: Effective January 1, 2006 (or closest pay period) step B(Crmonth step) shall be el'vninated. Any employee in that step shall be moved to Step C(1-year step), and shall not move to Step D(2-year step) until the employee has two (2) years of service. A (1) 1/1/OS 3,681.84 1/I/06 3,773.89 1/I/07 3,868.23 GRADE 040 B C D E (2) (3) (4) (5) 3,831.00 3,984.23 4,184.03 4,393.00 n/a* 4,083.84 4,288.63 4,502.83 n/a" 4,185.93 4,395.85 4,615.40 F G �� ) 4,609.72 4,84332 4,724.96 4,964.40 4,843.09 5,088.51 10-yr 15-yr �$) � 4,996.49 5,150.70 5,121.40 5,295.47 5,249.44 5,427.85 * Note: Effective January 1, 2006 (or closest pay period) 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 has two (2) years of service. A (I) 1/1/OS 3,792.13 1/1/06 3,886.93 1/1/07 3,984.11 GRADE 041 B C D E (2) (3) (4) (5) 3,943.92 4,102.29 4,308.63 4,522.74 n/a* 4,204.85 4,41635 4,635.81 n/a' 4,309.97 4,526.75 4,751.70 F G � ��) 4,748.57 4,986.12 4,867.28 5,110.77 4,988.97 5,238.54 10-yr 15-yr � � 5,144.37 5,303.07 5,272.98 5,451.65 5,404.80 5,587.94 * Note: Effective January 1, 2006 (or closest pay period) 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-yeaz step) until the employee has two (2) years of service. A (1) 1/i/OS 3,90830 1/1/06 4,006A1 1/1/07 4,10616 GRADE 042 B C D E �2) �3) �4) �5) 4,063.34 4,226.85 4,435.82 4,657.72 n/a* 4,332.52 4,546.72 4,774.16 n/a� 4,440.83 4,66038 4,893.52 F G �� ) 4,890.06 5,135.34 5,01231 5,263.72 5,137.62 5,395.32 10-yr IS-yr � � 5,298.80 5,46320 5,431.27 5,615.78 5,567.05 5,756.17 • Note: Effective January 1, 2006 (or closest pay period) 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-year step) untii the employee has rivo (2) years of service. A-17 � :. APPENDIX A (CONTINUED) A (1) 1/1/OS 4,023.13 1/1/06 4,123.71 1/1/07 4,226.80 * Note: Effective January 1, 2006 (or closest pay period) step B(6-moath step) shall be eliminated Any employee m that step shall be moved to Step C(1-year step), and shalt not move to Step D(2-year step) until the employee has hvo (2) years of service. A (1) 1lI/05 4,143.84 1/1/06 4,247.44 i/1/07 4,353.62 GRADE 043 B C D E �Z) �3) �4) �5) 4,185.34 4,351.53 4,570.76 4,797.90 n/a* 4,460.32 4,685.03 4,917.85 n/a* 4,571.83 4,802.15 5,040.79 GRADE 044 B C D E �2) �3) �4) �5? 4,31124 4,482.51 5,707.08 4,9432� n/a' 4,594.57 5,849.76 5,066.85 n/a" 4,709.44 5,996.00 5,193.52 F G 10.yr 15-yr �� ) � � 5,037.97 5,291.02 5,458.48 5,637.71 5,163.92 5,42330 5,594.94 5,794.65 5,293.02 5,558.88 5,734.82 5,939.52 F G 10-yr 15-yr �� ) � � 5,191.12 5,449.36 5,621.98 5,796.59 5,320.90 5,585.59 5,762.53 5,957.50 5,453.92 5,72523 5,906.59 6,106.44 * Note: Effective January 1, 2006 (or closest pay period) step B(6-month step) shall be eliminated. Any employee in thaz 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. A (1) 1/1/OS 4,267.13 1/1/06 " 4,373.81 1/1/07 4,483.15 GRADE 045 B C D E (2) (3) (4} {5) 4,438.35 4,618.77 4,848.48 5,089.94 n/ax 4,734.24 4,969.69 5,217.19 n/a* 4,852.60 5,093.93 5,347.62 F G 10-yc 15-yr (� ��) � � 5,343.91 5,611.59 5,789.41 5,969.83 5,477.51 5,751.88 5,934.15 6,135.08 5,614.45 5,895.68 6,082.50 6,288.45 * Note: Effective January 1, 2006 (or closest pay period) 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-year step) until the employee has two (2) yeazs of service. � � � � ♦ ' .. � Appendix B MEMORANDiJ14i OF AGREEMENT BETWEEN THE CITY OR SAINT PAUL AND PROFESSIONAL EMPLOYEES ASSQCIATION This a�eement is entered into by and between the City of Saint Paul (City) and Professional Employees Association (CTnion) to mutuaily a�ee to amend the collective bazgaining agreement language regazding Kay Wittgenstein's employmeat at the Department of Health. The parties agree that, due to Ms. Wittgenstein's unique position as the only Social Worker at the Deparhnent of Heaith who is still a City employee, the following provisions for on cali pay have been arranged: Wnen lfs. Wittgenstein is working with the FORCE prc�, she shall receive $3/hci:r fo: on cail time and $25fhaur if actualiy called to work. It is understood that this payment arrangement specifically supercedes and replaces the overtime provisions of the collecrive bargaining agreement with respect to this empioyee and her work with the FORCE program. The parties agree that this language is not precedential and shall only apply to Ms. Wittgenstein's work for the Ramsey County FORCE program. � s language shall remain in force until Ms. Wittgenstein is no longer employed with the FORCE program or til either party acts affumatively to remove this language during collective bargaining, whichever comes first. � Date � � � T Haltiner Manager, Labor Relations Office City of St Paul � �,,,,., /� J� Date c� o' 0 3 Steve Roy President, PEA 7� �� Date ��-;��' f Mike Wilde Business Representative/Legal Counsel, PEA C