07-1029Council File # � 7 ���d'9
Green Sheet # 3045556
rresentea
RESOLUTION �
OF �AINT PAUL, MINNESOTA
1 RESOLVED, that the Council ofthe City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2007 through December 31, 2007 Agreement between the City of Saint Paul and the Saint Paul
3 Police Federation.
Requested by Department of.
Resources
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B A� rove` City n� i //
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Adopted by Couacil: Date ���/h! ���J�J-7 Approv by yo or Submission to Council
Adoption Certified by Co il Secretary By. ��
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Approved Date � � p —]
By.
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ATTACHMENT TO THE GREEN SHEET
SAINT PAUL POLICE FEDERATION
Below is a summary of the changes in the Collective Bargaining Agreement between the City
of Saint Paul and the Saint Paul Police Federation. The new agreement is for the period of
January 1, 2007 through December 31, 2007.
Wa�es:
Effective January l, 2007: 2.5% increase to all classifications.
Effective July 1, 2007: 0.5% increase to Police Officers at Step B, Step C, Step D, 7 year
and 10 yeaz steps.
Health Insurance:
Health insurance contnbutions follow the City pattern for 2007 agreed to in an MOA on
September 15, 2005.
Other LanEUaee Chanees:
Other changes (Vacation, Severance, and Duration) are of a housekeeping nature.
Note: This settlement is based on an arbitration award issued on August 8, 2007 by
Arbitrator James A. Lundberg.
I:�LRCOMhfON�CON]RACTPOLICE�200TGREENATIACHhh�NNT10250'lDOC
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
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HU — HmnanAesou�ces
24-0CT-07
Green Sheet NO: 3045556
Co�rtact Person E, Phone:
Jason Schmidt
266-6503
Doc.Type: RESOLUTIONW/$TRANSAC
E-DocumeM Required: Y
Document Contact: Sue Wegwerth
Contact Phone: 26G6513
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Assign
Number
For
Routing
Order
Total � of Signature Pages _(Cflp All locaUons for Signature)
0 umanResources
1 umanResources De artmentDirector
2 'nanciai Services Ifice FSoandal Services
3 ' Attorne
4 a or's0f5ce Ma or/Assisfaot
5 oancil C' Couocil
6 ' Clerk CS Clerk
Resolution approving the attached January 1, 2007 - December 31, 2007 Collective Bazgaining Agreement between the City of Saint
Paul and the Saint Paul Police Federation.
Planning Commission
CIB Committee
Civil Service Commission
1. Has this perso�rtn ever worked under a contract for this depariment?
Yes No
2. Has this persoNfirm ever been a ciry employee? '
Yes No
3. Does this person�rm possess a skili not normally possessed by any
curtent ciry employee?
Yes No
Explain aII yes answers on separate sheet and attach to green sheet
in(tiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
The Collective Bargaining Agreement with the Saint Paul Police Federafion Las expired. This agreement has been reached tLrough
binding azbiharion.
Advantages If Approved:
Implementation of arbitrarion awazd.
Disadvanfages if Approved:
None
DisadvanWges If Not Approved:
The City is requited to implement the provisions of the arbitration awatd. Delay wouid futther strain relations with the Police
Federation. .
Transactlon:
Funding Source:
Financiai I�ormation:
(Explain)
Cosf/Revenue BudgMed:
Activity Number:
October 25, 2007 8:17 AM Paae 1
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JANUARY 1, 2007 - DECEMBER 31, 2007 .
� _ COLLECTIVE BARGAINIl�TG AGREEIV.�NT
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. °. THE SAINT PAUL POLICE FEDERATION
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ARTICLE TITLE
1 Parpose .......................................................................
2 Definitions ..................................................................
..
3 Recogmhon ................................................................
4 � Security ......................................................................
5 Employer Authority ....................................................
..............................
......••• ...............
1
1
1
2
3
6 Employee and Federation Rights Grievance Procedure ........................................4
? Savings Clause .................................................................................................... 8
8 Hours of Work and Overtime ............................................................................... S
9 Court Time ..........................................................................................................9
10 Call Back .............................................................................................................9
11 Stand - By Time .................................................
12 Uniform Allowance ...........................................
13 Miiitazy Leave of Absence .................................
14 Legal Service .....................................................
15 Working Out of Classification ...........................
.................................................. 9
................................................10
................................................10
................................................11
................................................11
16 Insurance ...........................................................................................................12
17 Safety ................................................................................................................ i6
18 Premium Payf3pecial Allowances ......................................................................16
19 Shift Differential ................................................................................................18
20 Vacation ............................................................................................................19
21 Holidays ............................................................................................................19
22 Severance Pay ....................................................................................................20
23 Wage Schedule ..................................................................................................23
24 Sick Leave .........................................................................................................25
25 Incapacitation .................................................................................................... 26
26 Matemity Leave .................................................................................................26
27 Funeral and Bereavement Leave ........................................................................ 27
28 Discipline ..........................................................................................................28
29 Seniority ............................................................................................................28
30 Bidding ...............................................................................................:..............29
31 Work Breaks ...................................................................................................... 29
32 Change in S1uft ..................................................................................................30
33 Duration and Effective Date ...............................................................................31
Appendix A Uniform Allowance ........
PAGE
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• COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CTTY OF SAINT PAUL
0
THE SAINT PAUL POLICE FEDERATION
This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred
to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the
FBDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has
as its basic objective the promotion of the mutual interests of the City of Saint Paul and its
• employees to pmvide the lughest level of services by methods which will best se*ve the needs of
the general public.
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ALRTICLE 1— PUR.POSE � �/`���
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i.l 3'he EMPLOYER and the FEDERATION agree that the purpose of entering into tbis
AGREEMENT is to:
1.1(i) Achieve orderly and peaceful relaYions, thereby establishing a system of
uninterrapted operations and the highest level ofperforu�ance that is
consiste� with the well-being of atl concemed.
1.1(2)
1.1(3)
1.1(4)
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Establi�h the full and conn�lete understanding of the parties concerning the
terms and conditions ofthis AGREEMENT.
Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this AGREEMENT.
P]ace in written form the parties' agreement upon terms and conditions of
employment for the duration of this AGREEMENT.
ARTICLE 2 - DEFINITIONS
2.1 FEDERATION: Saint Paul Police Federation
The City of Saint Paul
2.3 FEDERATION MEMBER: A member of the Saint Paul Police Federarion
2.2 EMPLOYER:
2.4 EMPLOYEE:
2.5 AGREEMENT:
A member of the FEAERATION' S exclusively recognized
bargaining unit
The collective bargaining agreement between the
FEDERATION and the EMI'LOYER
2.6 DEPARTMENT HEAD: The Chief of Police, City of Saint Paul
�T�c�� s - �cocr�TTO�r
3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the
ptupose of ineeting and negoriating the terms and conditions of employment for all full-
time police department personnel; excluding snpervisory employees, confidential
employees, part-time employees, temporary or seasonal empioyees and all other
employees exclusively represented by other organizarions.
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��e� s -�co�rrrrioN �coa�u�a>
3.2 7ob classes that azz within the bara ining tmit and covered by this AGREEMENT ate as
foIlows:
Commander
Communications Services aad MainYenance Snpervisor
Emergency Commutaications Center Manager
Emergency �ommunications Center Sl�i$ Supervisor
Emergency Commuvications Center Fire IDispatcher I
Emergency Communications Center Police Dispatcher
E�ergenay Comm�¢nica#ions Center �lecomnxtwicator
Lieutena�
Police Officer
Police Trainee
Sergeant
33 In the event the ENIPLOYER and the FEDERATION aze uaable to agree as to the
inelusion or elcciusion of a new or modified job position the issue shall be submitted to
the Bureau of Mediation Services for dc#ermination
ARTICLE 4 - SECURtTY
4.1 The EMPLOYER shall deduct from the wages of employees who autl�rize such a
dedueEion, in writing, an a�unt necessary to coyer manthty FEDERATION dues. Such
monies shall be remitted as directed by the FEDERATION.
4.2
4.3
The FEDERATION may designate employees from the bargaining unit to act as stewards
aud shati infarm the E1VfPLOYER in writimg of such elroice.
The EMPLOYER sl�all malce space ava�able on the employee bulletin boazd for posting
official FEDERA'I'ION notices and announcements.
If upon review, the department head or autt�orized repres�tative in charge of the facility
or work area where the notice(s} or atmouncement(s) is to be posted disapproves of the
posted item(s), it sha11 be re�ved.
4.4 The FEDERATION agree,s to indemnify and hold the EMPLOYER hazmless against any
a� all claims, suits, orders, or judgutents brought or issaed against #he City as a resuh of
any action taken or �t taken by the Ciky under the provisions ofthis Article.
4.5 Release time �r negotiatians. Ilacing each ro3md ofnegotiations, four individuais (not
inciuding the Fede�atioa President) will be allowec3 to meet with the City's authorizea
representative, without loss of pay, far the puipose of wage, salary, or fringe benefit
discussions. Each individual is eligtble for up to 12 hours of such release time.
4.6 Federation Release Time Bank Each member of the Federation sball have hislher
vacation balauce reduced by three (3) hours am�ually for the pmpose of estab}ishing a
Fedetation Release Time Bank of vacation hours to be used by the Federation President
and lVfembers of the Federation Boazd to conduct union busi�ess. The individual elected
Federatioa Presideat shall be released from a minimum of Sfl% (1040 hours) of his/her
normal du#ies, members of the Federation Execative Boazd may uti7ize the remainmg
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AR'�ICLE 4 — SECUI2ITY {Contiuued)
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• hours donated. The donation bank shall be established each year based on the uumber of
employees covered by the bargaining unit as of the first date of the new-payroll year. The
Federation will provide atmual written notice to the Department of who is eligible for
Fe3erafion Belease for the yeaz. Efigible Federation Board members must receive prior
authorization from his/her supervisor. The Federation sbali make monthly Release Time
usage reports to the Department. Failure to make a monthly report will resuh in
forfeiture of the remaining balance of hours in the Federation Release Time Bank. There
shall be no annuai carcyover of any unused Federation Release Time hours.
Iu addition, tke Federation wiil pay a$5000.00 administrative fee each year to the
DEPARTMENT.
It is understood that the PresidenYs release time will be taken in whole day increments as
much'as possible and that the President will work with his/her supervisor to identify
which days each pay peripd will be release tune days. It is also understood that, during
hislher release time, the Federation PresidenYs activities aze up to the Federation's -�
discretion. Boazd Member release time wili be taken in whole hour increments. Once
board reiease time is approved by the member's supervisor, the Boazd member's
activities aze up to the Federation's discretion so long as the release time is used for
legitimate union business.
It is fittther understood that, as with all employees and eonsistent with Article 30, the
• assig�ment (including auy special assignments) for the individual serving as Federation
President will be determined by the DEPARTMENT HEAD.
ARTICLE 5 — EMPLOYER AUTHORITY
5.1 The FEDERA.TION recognizes the prerogatives of the EMPLOYER to operate and
manage its affairs in a$ respects in accordance with applicable laws and regulations of
appropriate autliorities. The prerogarives and authority t�at the EMPLOYER has not
offcially abridged, deiegated or modified by this AGR$EMENT are re.tained byWe
E1VfPLOYER
5.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy which iucluda; but aze not lim�edfo sucfi areas ofdiscrefion or poticy
as the functions and programs ofthe EMI'LOYER, its overall budget, utilization of
technology, and organizational structure and selection, aud direction and number af
personneL
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AIiTICLE 6- EMi'LOY�E AND FEDERATION I2IGHTS GR�EVANCE •
PROCEDYTRE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interprletarion or application
of the specifie terms and conditions of the AGREEMENT.
It is specifcra}ly ataderstoed fkat auy matt$rs gover�ec2 hy C� Service Rutes ar statertory
provisions sball not be ccrnsidered grievances and subject to the grievance prflcedure
hereina�er set fortfi. However, discigtinary actions may be appealed to either tke Civil
Service Commission or to an arbitrator.- If disciplinary ac�ion is grieved under the terms
o£tltis contract, the union's Step 2 written grievance must state whether the grievance, if
still umresolved a8er Step 3, wi11 be appeated to the Civil Service Commission or to an
atbitrator.
Nothing in this Article precludes employees from pursuing whatever recourse they may
have under the terms ofthe Veterans Preference Act.
6.2 FEIIERATION REPRESENTATIVES
The EMPLOYER w�71 iecogaize REPRESENTATIVES designated by the •
FEDERATION as the grievance repres�ztatives of the bargaiuing uuit having the duties
and responsibilities established by.this Article. The FEDERATION shall notify the
EMPLOXLR iu writing of the names of such FEDBRATION REPRESENTATIVES and
oftheir successors wfien so desiguafed.
6.3 PItOCESSING OF GRIEVANCE
It is recognized and accepted by the FEDERA�'iON and the EMPLOYER tbat the
processing of grievances as hereinafter provided is limited by the job duties and
responsibilities of the EMPLOYEES and shail therefore be accomplished during normal
working hours oniy when consistent wich such EMPLOYEE duties and responsibilities.
The aggrieved EMPLOYEE and the FEDERATION ItEPRESENTA'fTVE shall be
allowed a reasonable a�unt of time without loss in pay when a grievance is investigated
and preseuted to the EMPLOYER during normal working kours, pmvided the
EMPLOYEE and the FEDERATION REPRESENTATTVE have notified and received
the appmval of the designated supervisor who has dexermined that such absence ia
reasonable and would not be detrimental to the wotk programs of the EMPLOYER
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ARTICLE 6— EMPLOYEE AND FEDERATION RIGHTS - GRiEVANCE
• PROCEDUI2E (Continne�
6.4 PROCEDURES
Grievances, as defined by Section 6.1, shall be resolved 'm conformance with the
following procedure:
Step 1 An EMPLOYEE claiming a violation conceming the interpretation or
application of the CONTRAG"T shall, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievances to
the EMPLOYEE' S supervisor as designated by the EIvIPLOYER The
EMPLOYElt designated representative will discuss and give an answer to
such Step i grievance within ten (10) calendar days a$er receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nahue of thi.s grievance, the facts on which it is
based, the pmvision or provisions of the CONTRA.CT allegedly violated,
the remedy requested, and shall be appealed to Step 2 within ten (10)
calendar days after the EMPLOYER designated representative's final
answer in Step 1. Any grievance not appealed in writing to Step 2 by the
FEDERATION withiu ten (10) catendaz days shall be considered waived.
Step 2 If appeated, the written grievance shall be presented by the
• FEDERATION to, and discussed with, the EMPLOYER designated Step
2 represent�tive. The EMPLOYER designated representarive shall give
the FEDERATION the EMPLOYER'S Step 2 answer in writing within
ten (10) calendar days a$er zeceipt of such Step 2 grievance. A grievance
not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar
days following the EMI'LOYER designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the
F�DERATION within ten (10) calendaz days shall be considered waived.
Step 3 If appealed, the written grievance shall be presented by the
FEDERATION to, and discusse3 with ttie EMPLOYER designated Step 3
representative. The EMPLOYER designated representarive shall give the
FEDERATION the EMPLOYEg'S Step 3 answer in writing within ten
(10) calendar days a&er receipt of such Step 3 grievance. A grievance not
resolved in Step 3 may be appealed by the FEDERATION to Step 4
within ten (10) calendaz days following the EMPLOYER designated
representative's final answer in Step 3. Any grievance npt appealed in
writing to Step 4 by the FEDERATION within ten (10) calendar days shall
be covsidered waived.
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ARTICLE 6— EMPLOYEE AND`FED�RATION RIGHTS - GRiEVANCE
PROCEDURE (Continued)
Optional Mediation Step
If the grievance has not bcen satisfactorily resolved at Step 3,
either the PederaYion or the Employer may, witivn ten (10)
calendar days, request mediation If the parties agree tt�at 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 sball be completed withitt 30 days of the
assignment
2. Grievance mediation is an optional and voluntary part of the
grievance resolution process. It is a supplement to, not a substihrte
for, grievance arl�itration. When grievance mediation is invoked,
the contractuat time limit for �ving the grievance to axbitration
shall be delayed for the pertod of inediation.
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3. The grievance mediation process shall be informal. Rules of
evidence sl�all not apply, and no record shall be made of the
procee�iing. Both sides shalt be provided ample oppoxtunity to •
present the evidence and azgument to sapport fiheir case. The
mediator may meet with the parties in joinY session or in separate
caucuses.
4. At the request of both pazties, the mediator may issue an oral
recwmmendation for settlement. Either party may req�est that the
mediator assess how an arbitrator might rule in this case.
5. The grievaat shall be present aY the grievance mediation
procceding. Ifthe grievance is resolved, the grievazrt shall sign a
statement agreeing to accept the outcome. Unless the parties agree
otherwise, the outcome st�all not be presidentiaL
6. If the grievance is not resolved aaci is subsequently moved to
arbitration, such proceeding shall be de novo. Nothing said or
done by tl�e parties vr the mediator during grievance mediation
with respeet to their positions conceming resohrtion or offers of
settlemeat may be used or referred to during arbitration.
Step 4 A grievanae unresolved in Step 3 and appealed to Step 4 shall be
submitted to arbitration subject to the provisions ofthe Public
Employment Labor ReLztions Act of 1971. The selection of an arbitrator
shall be made in accordance with the "Rules Governing the Arbitration of .
Grievances" as established by the Board Burea�i of Mediation Services.
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ARTICLE 6— EMPLO�EE AND FEDERATION RIGHTS - GRIEVANCE
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PROCEDURE (Continued)
6.5
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6.7
ARBITRATOR'S AUTHORITY
A. The azbiri�ator shall have no right to amend, modify, nullify, ignore, add to or
subtract fromthe terms and conditions ofthe AGREEMENT. The arbihator chali
consider and deeide only the specific issue(s) submitted in writing by the
E1vIPLOYER and the FEDERATION, and st�all have no authorily to make a
decision on any other issue not so submitted.
B. The arbitrator shall be without pnwes to make de�isions contrazy 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
shall be submitted in writing within thirty (30) days following the close of the
hearing or the submission of brie£s by the parties, wluchever is later, unless the
parties agree to an extension The decision shall be based solely on the
arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
C. Tkte fees and e�enses for th,e azbitrator's services and proceedings shall be borne
equally by the EMPLOYER and the FEDERATION, provided that each party
shall be responsible for wmpensating its own representatives and witr►esses. If
either party desires. a verbatim record of the proceed+_ngs, it may cause such a
reeord to be macie, providing it pays far the recard if both parties flesire a
verbatim record of the pmceedings, the cost sha11 be shared equally.
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If a grievance is not presented within the time limits set forth above, it shall be
considered "waived." If a grievance is not appealed to the next step within the specified
time limit, or any agreed ea�tension thereo� it shall be considered settled on the basis of
the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an
appeal thereofwithin the specified time limits, the F$DERATION may elect to treaY the
grievance as denied at that step and imxnediately appeal the grievance to the neart step.
The time limit in each step may be extended by mutual written agreement of the
EMPLOYER and the FEBERATION in each step.
RECORDS
All documents, communicatioms and records dealing with a grievance sl�all be filed
separately from the personnel files of the involved EMI'LOYEE(S).
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ARTICLE 7 - SAVINGS CLAUSE
7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota
and the City of Saint PauL In the eveut any provisions of t.�is AGREEMENT sball be
held to be contrazy to law by a court of competent jurisdiction from whose fmal judgment
or decree no appeat has been taken within the time provided, such provisions shatl be
voided. All other provisions shall continue in full force and effect. The wided provision
may be renegotiated at the written request of either party.
�xTTCLE s- gouRS o� wQxx arm ov�R�
81 The normal work day shall be eight (8) consecutive hours per day except for those
employees assigned to the 4/40 shift where the normal work days stiall be ten (10)
consecutive houts per day. For employees assigned to the 5/3 shiit, the normal work day
shall be nine (9) camsecutive hovrs per day. For employees assigned to the 4/2 shift, they
may be required to work a ten (10) hour day or an eigbt (8) honr day consistent with the
schedule and as assigned by the DEPARTMENT FiEAD.
8.2 The norn�ai work period shall be eighty (80) hours in a work period of fourteen (14) days.
For employees assigned to the 5/3 shi$, the normal work period shall be one hundred
sixty {160) hou�s in tweaty-eight (2$) days.
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83 This section shall not be construed as and is not a guazantee of any hours of work per �
norrnat work day oi per aormal work weelc
8.4 All eaq�loyees shall be at the location designated by their supervisor, ready for work, at
the established starting time and shall remain at an assigned work locatioa until the end
of the established work day unless otherwise directed by their supervisor.
8.S Employees will be compensated aY the rate of one and oae-half (1.5) times the
Employee's normal hourly rate in eithet compensatory time or in casb, subject to the
limitations of Section 8.2, for hours tl�at exceed daily planned scheduling by the
EMPLOYER The EMPLOYER shall use its best efforts to equitably distdbute overtime
work when scheduling eve�s or other work that is not unique or particulaz to any one
�P�Y�• �
8.6 Employees may accumulate up to a maximum of one hundred (100) hours of
compensatory time.
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• ARTICLE 9 - COURT TIl1-IE
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9.1 EMPLOYEES required to appe� in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly
rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal
houzly rate.
9.2 The minimum of four (4) hours shall not apply when such court time is an e�ension of or
an eazly report to a scheduled shift. �
ARITCLE 10 - CALL BACK
10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the
rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours
workefl with a minimum of four (4) hours at the EMPLOYEB' S normal hourly rate.
10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of
or atr eazly report to a scheduled shift.
ARTICLE 11- STAND-BY TIlViE
11.1 An BMPLOYEE required to stand-by for court appearance during scheduled off-duty
• time will be compensated for a minimum oftwo (2) hours based on the EMPLOYEE'S
normal houriy rate for suah day he/she is required to stand-by, but such compensation
shall not apply where the EMPLOYEE is called to court for an appeazance on the case
subject to the stand-by request or for any other case.
11.1(1) If an employee is on standby for a�urt appearance and is called into
court, he/she will receive not less than two (2) hours pay based on his/her
normal hourly rate.
11.2 The two hour minimum compensation for stand-by shall not apply if notification is given
that the stand-by is canceled prior to 6:00 p.m of the prece�ing day.
11.3 Uniess notified to fi.�e contrary, stand by statas shall eonttnue for a n+aR�mum of two
consecutive days, at which time the EMPLOYEE shall be required to contact the City or
County trial lawyer or his/her secretary in charge of scheduling by 1600 hours the da;�
following initiation of stand-by status, who will then continue or cancel stand-by status as
required and maintain an appropriate record of such notification.
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ARTICLE 12 - UNIFORM ALLOWANCE
12.1 The 1972 base of ono-hundred eighiy ($180.00) dollars as a clothing allowance on a
voucher system will be incxeased on January 1, 1974 and ezch year thereafter on the basis
of a yearly study of the increased cost of the defined uaiform. The 1972 base oost of the
uniforms are defined in Appendix A
12.2 Article 12.1 shall apply on2y to the following job cL�sses:
Commander
Lieufenant
��TS�
Police Officer
12.3 Effective Jaauary 1, 2006, all other job class�s unda tbis AGREEMENT' shall be entitied
to two hundred seventy five ($275.00) dollars each year as a clothing allowauce on a
voucher system. This av�unt shall be increased by the annual percentage wage increase
for Emergency Communications Ceuter classifications in subsequent years.
ARTICLE 13 -1�IILITARY LEAVE OF ABSENGE
13.1 PAY ALLOWANCE
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Any employee who sball be a member of the National Guard, the Naval Militia or any •
other oomponent of the milikia ofthe state, now or hereafter organized or consfituted
under state or federallaw, or who shall be a member of the Offices's Reserve Gorps, the
Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other
reserve componeut of the military or naval force of the United States, now or herea$er
organized or constiluted under federai law, shall be exititled to leave of absence from
employmeat without loss ofpay, senioriry status, effeciency rating, vacation, sick leave or
other benefits for all time when such EMPLOYEE is _engaged with such organization or
component in training or adive service ordered or authorized by proper authority
pursuant to law, whether for state or federal purposes, provided that such leave shall not
exceed a total of fi$een (15) days in any calendaz year, and finther provided thaY such
leave sbaU be allowed oniy in s�se the required miirtary or na�cal ssrvice is satisfactorily
performed, which shall be pr�ed miless t3te, cxintrary is established, Such Ieave shall
not be allowed un2ess the EMPLOYEE (1) retums to his/her position immediately upon
being relieved from such military or naval service and not }ater than the expiration of
time herein limiked for such leave, or (2) is prevented from so rehuning bY Physical or '
mentat disabilily or other cause not due to sueh EMPLOYEE'S own fault, or (3) is
required by proper authority to �utinue in such militazy or naval service beyond the time
herein limited for such 2eave.
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ARTICLE 13 — MIIdTARY LEAVE OF ABSENCE (Continued)
13.2 LEAVE WITHOUT PAY
6 7 /��, y
Any EMPLOYEE wha engages in active service in time ofwar or other emergency
declared by proper authority or any of the military or naval forces of the state or of the
United States for which leave is not otherwise allowed by law, shall be entitled to leave
of absence from employment withoui pay during such service with right of reinstatement
and subject to such conditions as are imposed by law.
133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota
Statutes, Sedion 192 as amended from time to time and shall confer no additional
benefits other tUan those granted by said statute.
ARTICLE 14 - LEGAL SERVICE
14.1 Except in cases of malfeasance in office or willful or wanton neglect of duYy,
EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his/her
estate against any claim or demand, whether groundless or otherwise, arising out of an
alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties.
14.2 Notwithstanding Article 14.1 above, the Employer shall not be responsble for paying any
legal service fces or for pmviding any legal service arising from any legal action where
the employee is the PlaintifE
ARTICLE 15 - WORHING OUT OF CLASSIFICATION
15.1 EMPLOYER shall avoid, whenever possble, working an EMI'LOYEE on an out-of-class
assignment for a prolonged period of time. Any EMI'LOYEE working an out-of-class
assignment for a period in excess of fi$een (15) working days during a year shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class
assig�ent is defined as an assignment o£ an employee to perfoim, on a full-time basis,
all of the significant duties and responsibilities of a position different from the
employee's regular position, and which is in a classi�cation ]ugher than the classification
held by such employee. The rate of pay for an approved out-o£ class assignment shall be
the same rate the employee would receive if such empioyee receive� a regular
appointment to the higher classification.
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ARTICLE 16 - INSURA,NCE
Achve Employee Insurance
16.1 The insurance plans, premiums for coverage, and benefits contained in the"insurance
plans offered by the Employet shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefik pmviders. Howeva, the employees
selecdng the offered plans agtee to accept any changes in benefits which a specific
providet implements.
If in either year the n�ber of plans increases, the increase will be based on the average
Pl'��- -
16.2 Effective for the 7anuary 2006 insarance r*P**+n for each eligble employee covered
by this agreement who is empioyed full-time and who selects single employee health
insarance coverage provided by the Employer, the �loyer agrces to contnl�ute the
2005 single contn'bution per moxu6, pius 70% of the average increase in the single
premium of all glans for 2006. For 2006 only, employ�s pazticipating in either of the
two low-cost glans shall receive an additional$7.26 per aio�h towazd the cost of the two
low-cost plans, or the full cost of the two plans, whichever is less. :
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Foz each eligble full-time employee w� sel�ts family healtlii. coverage, the •
Employer will co�ute 70%of the average premium of alt plans.
16.3 Under the "Cafeteria Plan," all benefit eligble employees (ie. 40 hours/pay period or
more) must select at least single heahh insurance coverage and $10,000 of life insuruice
coverage. The City will contnbute the cost ofthe $10,000 mandatory life inc�ran�
It is understood that these mandatory coverages (single health and $10,0001ife) may not
be waived. However, an employee covered by this agreement whose spouse is also
empioyed by the City of Saznt Paul, and is eligible to participate in the City's health
insurance plan, will not be required to select mandatory health insittance coverage as long
as ane nf the spouses is pazticipating in the Citg's ine�*�*�se p}an wiYh family caverage.
The maadatory life insurance contimzes to apply. In this event, two hundred and twenty
five dol}ars ($225.00 per month) shall be eligible for payment as unused benefit dollazs.
Such payment sball be made during the month of 7anuary for the previous insurance year.
16.4 Under the "Cafeteria Plan," employees covered by this agreemern will be eligible to
participate in the Flaxible Spending Accounts offered by the Employer. The setvice fee
charged fnr e�loyces participating in the Dependent Caze Account w�l be paid bythe
Employer. The service fee for easployees pazticipating in the Medical E�ense Accowrt
will be paid by the Empbyer. •
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ARTICLE 16 - INSURANCE (Continued) '
SurvivorInsnrance
07 /a�5
16.5 In the eveat of the death of an active employee, ffie dependents of the employee shall
have the option, within thirty (30) days, to continue the current hospitalization and
medical benefrts, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer coirtnbution
applicable to eligible early retirces. The date of death shall be considered to be the daYe
ofretirement.
In the evet�t of the death of an early retiree or a reg�ilar retiree, the dependents of the
retiree shall have the option, within thirly (30) days, to continue the current
hospitalization and medical benefits wluch said dependents previously had, at the
premium and Employer contnbution accorded to the eligible deceased retiree.
In the event of the death of an employee killed in the line of duty, We Employer will
contnbute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An elig�'ble dependent who is not enrolled 'm the Ciry's heatth
insurance program at the time of the employee's death will l�ave an aption to enroll at the
next annual open enrollment period.
It is further understood that coverage sball cease in the event of.
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16.5(1) Subsequent remarriage afthe surviving spouse ofthe deceas�i employee
or retiree.
16.5(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group pmgam provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain City health insurance for the first ninety (90)
days of said employment.
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Retiree Insurance
16.6 Employees who retire must meet the following conditions in order to be eligible for the
EmpL�yer contnbutions listed in Articles 16.7 through 16.10 below toward a health
insurance plan offered by the Employer:
16.6(1)
16.6(2)
Be receiving benefits from a public employee retireme}at act covering
employees of the City of Saint Paul at the time of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans, and
16.6(3) Have completed at least 20 years of service (20 consecutive years o£
serviceSar any employee hired or separating and returning to the City after
7anuary 1, 2006) with the City of Saint Paul orbe receiving a disability
pension, and
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ARTICLE 16 — INSURANCE (Continnecn
, Employees in the job classification of Police Trainee, Police Officer, Sergeant,
Lieutenant and Commander, hiced after 7uly 1, 2005, shall not be eligble to receive the
EmpIoyer contnbutions descnbed in Articles 16.7 through 16.10. In lieu of such
co�nbutions�fae,rekiree insnrance, the Employer st�all pay $350 per year into the
employee's account in a Post Employment Health Plan (PEHP) maintained by.the
Employet. Such cox►�utions shall be m�ade on or before March 1, and sha12 be credited
far the previous calendar yeaz. Only employees in the job c�assification of Police
Trainee, Police Officer, Sergeant, Lieutenant and Commander who aze on the department
payroll on January 1 of the previous calendar yeaz shall quatify for the PEHP
contabution; except that such employees wlbo are separated from employment duving the
previous year au@ who have at least ten (10) yeazs of service will receive a pro-rate@
contnbution. Neither employees who have separated their employment with the City by
reason of invohintary termination for misconduct nor employees with less tUan ten (10)
years of service shalt be eligt'ble for any pro-rated contnbution.
16.6(4) Have seveted his/her relationship with the City of Saint Paul for reasons
other than an involuntary termination for misconduct.
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Early Retirees
16.7
iC�3
This Article shall apply to employee.s who:
16.7(1) Retire on or a8er Jannary 1,1996, and
16.7(2) Were appointed on or before December 31, 1995, and
16.7(3) Have not attaiaed age 65 at reticemeat, and
16.7(4) Meet the terms set forth in Article 16.6 above, and
16.7(5) Select a health insurance plan offered by the Employer.
Uutil such retirees reach si�rty-five (65) qears of age, the Empioyer agrees to contnbute a
maximum of $350.00 per mo�h towazd the prenuum for single or family healt�►
;n�,rance coverage. Any unused portion ofthe Employer's contnbution shall not be paid
to the retiree.
When such early retiree attzins age 65, the pmvisions of Article 16.9 shall apply.
This Article shall apply to employees who:
16.8(1) 8etae on or after January 1,1996, and
16.8(2) Were appointed on or a8er January 1, 2996, and
16.8(3) Have not aYtained age 65 at rekirement, and
16.8(4) 1Vleet the terms set forih in Article 16.6 above, and
16.8(5) Select a health �ncL�*+ce plan offered by the Employer.
Until such retirees reach s'nrty-five yeazs (65) of age, the Employer agrces to cornnbute a
maximum of $300.00 per �uth toward the cost of single or family hea�th insurance
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ARTICLE 16 — INSTJR�NCE (Continued)
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coverage. Any unu'sed portion of the Employer's contnbution shall not be paid to the
retiree.
VJhen such early retiree attains age 65, the provisions of Article 16.10 shall apply.
Regalar Retirees (Age 65 and over)
16.9' This Article shall apply to employees who:
16.9(1) Retire on or a8er January 1, 1496, and .
16.9(2) Were appointed prior 4o January 1, 1996, and
169(3) Have attained age 65 at r�irement, and
16.9(4) Meet the terms set forth in Article 16.6 above, and
16.9(5) Select a keahh insurance plan offered by the Employer.
The Employer agrees to contn'bute a maximum of $550.00 per month toward the
premium for single or family health insurance coverage offered to regular retirees and
their dependents. Any unused'portion of the Employer's contn'bution shall not be gaid to
the retiree.
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This Article shall also apply to early retirees who retired under the provisions of Article
16.7 when such early retiree aftains age 65.
16.10 This Article shall apply to employees who:
16.10(1) Retire on or after January i, 1996, and
16.10(2) Were appointed on or after 7anuary ], 1996, and
16.10(3) Aave attained age 65 at retirement, �d
16.10(4) Meet the terms set forth in Article 16.6 above, and
16.10(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contn'bute a ma�cimum of $300.00 per month toward the
premium for single or family health insurance coverage offered to regiilar retirees and
their dependents. Any unused poztion of the Employer's cofftnbution shall not be paid to
the retiree.
This Article shall also apply to early retirees who rettuu�ed under the pmvisions of Article
16.8 when such early retiree attains age 65.
16.11 The contnl�utions indicated in Article 16 shalt be paid to the Employer's third party
administrator or designated representative.
16.12 A retirce's participation in the City's health insivance plan must be continuous. The
retiree must be participating in a City health insurance plan at th� time of retirement. If a
• retiree chooses not to pazticipate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligi'ble for any
firture participation or for any Employer contdbution.
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ARTTCLE 16 - INSURANCE (Continued)
16.13 Effective for employees who r�ire on or after 7uly 1, 2003, additional dependents beyond •
those of record at the time of reta�ement may not be adde8 to the rekiree's healtk
insurance plan at City e�ense after r�irement. ,
ARTICLE 17 - SAFETY
1�.1 EMPLOYEIi and EMPLQYEE sball cooperate in the enforcement of all applicable
regulaYions for the enforceme� of job safety. If an EMPLOYEE feels that hisThez work
duties or re�spons�bilities require sucfi EMPLOYEE Yo be in a situation that violates
federal or state safety standards, the matter shall be immediately considered by the
EMI'LOYER If such matter is not satisfactorily adjusted, it may become tlie subject of a
grievance and will be processed in accordance wikh the grievance procedure set forth
herein.
ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES
18.1 CRITICAL INCIDENT RESPONSE AND HOSTAGE NEGOTIATION TEAMS
In a@dition to other compensation payable, any full-time employee designated as a
member of the GYitical Incident Response Team (CIRT) and Hostaga Negotiation Team
shalt be granted an allowance of one hundred twenty ($12QA0} dol2ais biweekly. On1y
emplo�ees who have satisfactorIly completed all required training shall be eligble for •
such assignment designation and special allowance.
18.2 CANINE HANDLER
In addition to othex oompensation payable, Canine handlers who aze required to keep the
dogs in their homes, transport them in their private cais, etc., shall be grante@ an
allowance not to exceed one hundred seventy ($170.Q0) dollars Biweekiy. Such
allowance shall be considered paymeirt, also, for the keeping in condition of uniforms
and equigment and sustenance of the animaL Such allowance shall be payable only
during the time the employee is performing duries as outlined above.
183 FIELD TRAINING OFFICER & SUPERVISOIt
A. Any Police Officer, Emergency Communications Ceuter Telecommunicator,
Emergency Communications Center Police Dispatcha, or Emergency
Commtuucations Center Fffe Dispatcher who is assigned to the duties of a Field
Training Officer, or Communication Training Officer shall be _paid a differential
of $1.50 per hour above his/her regular base rate for those shi$s actw-t11y worked
by fhe employee. Only employees who have saYisfactor�y completed all required
training shall be eligble for sueh assignment and pay differe�ial.
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ARTICLE 18 — PREMI[JM PAY/SPECIAL ALLOWANCES (Conti � ea� a �
• B. Effective January 1, 2000, the Bmployer may assign up to sixty (60) Police
Officers to the duries of a Full-Time Fieid Training Officer and up to fifteen (15)
Sergeants to the duties of a Fult-Time Field Training Supervisor. Said
EMPLOYEES shall be paid a differential of $1.50 per hour above his/her regular
base rate for all hours during the period helshe is so designated. Only Police
Officers and Sergeants who have satisfactorily completed all required training
delineated by the DEPART'MENT HEAD shall be eligible for such assignment
and pay differentiaL Ftill-Time Field Training Officers and Supervisors will be
designated �d defined by the DEPARTMENT HEAD. These EMI'LOYEES
shall provide various training in the field and perform other training duties as
assigned by the DEPARTMENT HEAD. These EMPLOYEES shall provide
various training in the field and perform other training duties as assigned by the
DEPARTMENT HEAD.
18.4 ORDNANCE DTSPOSAL UI3IT
Any employee designated as a membe:r ofthe Ordnance Disposal Unit shall be paad a
differential of $1.50 per hour above his/her base rate. Only employees who have
satisfactorily completed all required training shall be eligible for such assignment and pay
differential.
• 185 SCHOOL RESOURCE OFFICER
Effective the first day of the pay period closest to Janvary 1, 2003, employees worldng in
the title, Police Officer, and assigned as a School Resource Officer shall be paid a
differential of $0.75 per hour above his/her base rate.
18.6 IINIFORMED POLICE OFFICER
Empioyees working in the title, Police Officer, and assigned to one of the Districts,
FORCE, Canine, Mounted, SRO or Traffic & Accident shall receive one and a half
percent (1.5%) per hour above the base rate.
18.7 LICENSE AND MANDATED TRAINING ALLOWANCE
Employees covered by tivs agreement who have a least three (3) years of service with the
Departmextt, will receive four percent (4%) per hour above their base rate for maintaining
licenses and successful completion of Department and State mandated training. The
Employer reserves the right to pay such premiums to employees with less than three (3)
years in the Department providing such employee holds the required certification. Fire
Bispatcher shall be included 'm the above allowance because tl�ey aze required to have an
EMT cert3ficate.
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ARTICLE 18 - PIZEMI[TM PAY/SPECIAL .ALLOWANCES (Coatinued)
is.s s�ox co�rmExai,i,owaNCE
Any certified Commander who is assigned the duties of a"S�ior Commander" sBall
receive five percent (5%) per hour above their base rate.
The number and nature of such Senior Commander assigvments shall be determined
solely by the Chie£
The Chief may remove employees &om Senior Commander assignments at anytime. Tfie
CInef shall make such assignments only from among employces holding the rank of
Commander.
Assignments to and removats from Senior Commander duties shall aot be subject to the
provisions of Article 6(Grievance Procedure) of this agreement.
It is recognized that the intent of rtem #5 on the Deceruber 8, 1999 Memorandum of
Agreeme� was tBat the foltowing individuals are permanently "grand fathered" to a rate
of compensation no lower than the "Senior Commander" rate. These individuals are the
ouly remaining individuals who were in certified Commander titles prior to the
implementation of the December 8, 1999 Me�randum of Agreement:
Nancy DiPerna
18.9 LANGITAGE INTERPRETATION SKII.LS ALLOWANCE
The DEPARTMENT HEAD shall designate EMPLOYEES to be paid a premium above
their base rate if certified as proficieut in language skills other than English as delineated
by the DEPARTMENT HEAD. The premium for EMPLOYEES who are desig�ated
shall be two petcent (2%).
ARTICLE 19 - SHIF"T DIFFERENTTAL
19.1 Any employee who works a shitt beginniag earlier ttian 6:00 am. or ending later than
6:00 p.m., affii provid'mg that four ar rr�re lwurs of the s}tift aze between 6:00 p.m. and
6:00 am shali be paid a differentiai of five percent (5%) of the employee's base rate for
all hours of the shi8 aetually worked by the employee.
Any employee who works a shi8 beginning earlier than 6:00 a.m or end'mg later than
6:00 p.m., but less than four hours of the shi$ worked aze between the lwurs of 6:00 p.m
and 6:00 am shall be paid a night d��'�*+++�i of five perceat (5%) ofthe employee's
base rate for only the hours actually worked between the hours of 6:00 p.m. �d 6:00 am
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ARTICLE 20 — VACATION
20.1 Each full-time employee shatl be ganted vacation according to the following schedule:
Yeazs of Service
0 thru 5 years
after 5 years
after 10 years
a.�er 15 years
a8er 20 yeazs
Vacation Cmanted
15 days
20 days
23 days
25 days
27 days
Employees who work less than full-time shall be granted vacation on a pro rata basis.
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20.2 The head of the Department may permit an employee to carry over into the following IRS
payroll reporting year up to one hundred twenty (120) hours of vzcation. However, if
requested by an employee, the Department Head may compensate the employee in cash
at the end of each IRS payroll reporting year for any or all houzs for w3uch the employee
requests payment. Payment sball be at the rate of pay in effect at the time payuient is
made.
20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to
convert two (Z) days of unused sick leave to one (1) day of vacarion up to a maximum of
five (5) days of vacation. This conversion prdvision may be applied only to the extent
that the baTauce of unused sick leave is not reduced lower than 180 days.
20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Sedion I, sub. G.
20.5 Any employee who is eligible to receive Severance from the City under Article 22 shall
have his/her accrued but unused vacation contnbuted to a PEFiP in lieu of cash payment
to employee
20.6 Such amounts as listed in 20.5 above shall b� made at the time of retirement.
ARTICLE 21— HOLIDAYS
21.1 Holidays recognized and observed. The following days shall be recognized and observed
as paid holidays:
New Years' Day
Ivlartin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
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ART�CLE 21- HOLIDAYS (Continued)
Eligible EMPLOYEES sball receive pay for each of the holidays listed above, on wluch
they perform no work. For employees normally assigned to a work week of Monday
through Friday, the following shatI apply:
21.1(1)
21.1(2)
21.1(3)
Whenever any of the holidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. ,
Wttenever any of the hofidays listed above si�ail fall on Sunday, the
succeeding Monday shall be observed as the holiday.
For those employees assigned to a work week other t2�an Monday thmugh
Friday, the hofiday shall be observed on the calen@ar date of the hofiday.
21.2 _ Note, beginning with payroll year 2003, floating holidays were eliminated and moved
into the vacation schedule.
21.3 Eligibility Requirements. In order to be e1ig�le for a holiday with pay, an EMPLOYEE
must be employed as of the date of th� holiday and have paid hours on the payroll for that
pay period The amouat of ho3iday time earned shall be based upon the number of non-
holiday hours paid during that pay period (see proration charts in Salary Plati and Rates
of Compensation). For the puipose of this seGtion, non holiday houcs paid includes hours
actually worked (�cluding overtime}, vacation time, compensatory time, paid leave and
sick leave. It is fiuu�ther understood that neither tempormy, emergency nor other
employees not heretofore eligxble shall receive hofiday pay.
21.4 If an employ� entitled to a holiday is required to work on New Year's Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, Martin Luther
King Day, Presideirt's Day, Day A$er Thanksgiviug, or Veterans' Day, helshe shall be
recompensed for work done on this day by being granted compensatory time on a time
and one-t�alf basis or by being paid on a time and one-half basis for such hours worked,
in addition to hislher regular holiday pay.
ARTICLE 22 - 5EVERANCE PAY
22.1 The Employer shall provi@e a severance pay program as set forth in this Article 22.
22.2 To be eligxble for the severance pay program, an emplayee must meet the following
requirements: .
22.2(1) The eu�ployee must be voluntarily sepazated from City employment or
have been subjed to sepazation, lay-offor �mpulsory retirement. Those
employees w1PO are discharged for cause, misoonduct, ineffciency,
incompetency, or any ottier disciplinary reason aze not eligble for the City
severance PaY Pmg'am-
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ARTICLE 22 - SEVERANCE PAY (Continned)
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� 22.2(2) The employee must file a waiver of reemployment with the Human
Resourc�es Director, wiuch will cleazly iadicate that by requesting
severance pay, the employee waives all claims to reinstaYement or
reEm�loyment (of any type), with the Ciry or with Independent School
District No. 625.
22.2(3) The employee must have an accumulated balance of at least six hundred
forty (640) hours of sick leave credit aY the time of his/her separation &om
service.
223 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equai to
one-half of the daily rate of pay for the position held by the employee on the date of
sepazation for each day of accrued sick leave subject to a maximum as shown below
based on the number of years of service with the City.
YEARS OF SERVICE
WITH THE C1TY
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At Least 20
21
22
23
24
25
MA3�MUM
SEVERANCE PAY
$ 5,000
$ 6,000
$ 7,000
$ 8,000
$ 9,000
$10,000
22.4 An employee who meets the eligibility requirements for a severance benefit under Article
22.3 and who meets the following additional requirements shall be gcanted severance gay
in the amount of tturty thousand dollars ($30,000) in lieu ofthe amounts payable under
Article 22.3:
22.4(1) Non-5worn PersonneL Any employee in the job classification of
Emergency Communications Center Telecommunicator, Emergency
Communications Center Police DispaYcher, Emergency Communications
Center Fire Dispatcher I, Emergency Communications Center Shift
Supervisor, Co�unicatia� and Maintiet�uce Supervisar, and
Emergency Convnunications Manager; who:
is sepazated from City employment on or atter June 30, 1992;
has an accumulated balance of at least one thousand eight hundred
fifty (1,850) hours of sick leave credits; and
• has at least twenty five (25) years of service at the time ofhis/her
sepazation from service, or who separates by reason of being ruled
• disabled and at the time of dssability separation has at least twenty
(20) years of service and begins drawin� a disability pension
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ARTICLE 22 — SEVERANCE PAY {Continned)
22.4(2) Swom Persoanel Hired Prior to December 15,1986. Any employee in •
the job classification of Police Trainee, Police Officer, Sergeant,
Lieutenant and Commander, who:
• was hired by the'City on or prior to December 15, 19&6;
has an accumulated balance of at least one thousand eight ltundred
fifty (1,850) lmucs of sick leave crediks; and
has at least twenty five (25) years of service at the time of his/her
sepazation &om service, or who sepazated by reason of being ruled
disabled and at the time of disabiliry separation has at least twenty
(20) years of service and begins drawing a disability pension.
22.4(3) Sworn Personnel Hired Between Apri120,1987, through September 4,
1990. Any empioyee in the job classification of Police Trainee, Police
Qfficet, Sergeant, Lieute.nant anci Commander, who:
was hued by the City during the period from Apn120, 1987,
through Septeinber 4, 1990;
has an accumulated balance of at least one thousand six hundred •
seventy �'ive (1,675) hours o£sick leave credits; and i
• has at least twenty five (25) years of service at the time of his/her
separation from service, or who separated by reason of being ruled
disabled and at the time of disability separation bas at least twenty
(20} years of service and begins drawing a disability pension
22.4(4) Sworn Personnel Hired On or After Jannary 2,1991. Any employee in
the�ob_ classification of Police Trainee,_Police Officer,_Sergeant,.
Lieutevant and Coannander, who:
was hired by the City on or a8er January 2,1991;
has an accumulated balance of at least one thousand five hundred
(1,500) hours of sick leave credits; and
has at least twenty &ve (25) years of service at the time of his/her
separation from service, or who separated by reason ofbeing rulecl
disabled and at the time of disabilfiy seQaration has at Ieast twenty •
(20) yeazs of service and begins dtawing a disability pension.
22
•
•
•
ARTICLE 22 — SEVERANCE PAY (Continued)
07-1�-a�
The manner of payment of such severance pay shall be made ia three consecutive annual
payments of ten thousand dollars ($10,000) each. The first paymeirt shall be made during
the month of-F'ebruary in the year following the year in which the employee separates
his/her employment. The second and third annual payments shall be made during the
mo�h of April in subsequeat years.
22.5 For the puipose of this severauce program, a death of an employee st�all be considered as
separation of employment, and if the employee would have met all of the requirements
set forth above, at the time o£his/her death, payment of the severance pay may be made �
to the employee's estate or spouse.
22.6 Severance Pay wluch totals ten thousand dollars ($10,000) or less shall be paid in
accordance with the provisions of City Ordinance No. 11490.
22.7 This severance pay program shall be subject to and governed by the provisions of City
Ordinance No. 11490 except in those cases where the specific provisions of this Article
conflict with said ordinance and in such cases, the provisions of this Article shall controL
Employees are not efigible for severance plans listed in City Ordinance No. 11490.
22.8 Any employee eligi'ble to receive severance under this article shall have the full amount
of their severance payment coutnbuted to a PBHP in lieu of cash payment to the
empioyee.
ARTICLE 23 — WAGE SC�EDULE
23.1 Salary ranges applicable to tities covered by this AGREEMENT shall be as shown below.
Increases are effective on ffie first day of the pay period closest to the indicated effective
date.
Effective January 1, 2007:
(or closest payperiod)
Effective July 1, 2007:
(or closest payperiod)
2.50% rate increase for all classifications.
.5% for Police Officer classification at Step B, C,
D, 7-Year, and 10-year steps.
23
ARTICLE 23 - WAGE SCHEDULE (Continued)
POLICE OFFICER / POLICE TRAINEE W/O PREMIUIVY
A B C D 7 YR 1'0 YR 15 YR 20 YR
1lO6/07 $1.714.68 $1,873.88 $2,084.98 $2.195.22 $2.272.06 $2,337.11 $2,390.65 $2,51426
7/07l07 $1,714.68 $1,883.25 $2,095.40 $2,2�6.20 $2.283.42 $2,348.80 $2.390.65 $2,514.26
SERGEANT W/O PREMIUM
A B C D , 7 YR 10 YR 15 YR 20 YR
1/O6/07 $2,001.24 $2.189.87 $2,439.16 $2,569.30 $2,659.23 $2,736.82 $2,800.21 $2,945.01
COMMANIIER W/O PRENIIUM
A B C D 7 YR 10 YR 15 YR 20 YR
1/06/07 $2,393.86 $2,630.46 $2,940.25 $3.101.72 $3,210.29 $3,�9.98 $3,389.54 $3,564.82
ECC SHII�'P SUPF,RVISOR W/O PRENIIUM
A � C D E 10 YR 15 YR 20 YR
1/O6107 $1,989.35 $2,176.85 $2,258.24 $2,365.53 $2,454.93 $2,599.U1 $2,659.21 $2,684.99
C014Il1Z[JNICATIONS SERVICES & MAINTENANCE SUPERV750R W/O
PREMTUM
A 8 C D E 10 YR' 15 YR 20 YR
1/06/07 $2,017.86 $2,175.46 $2,259.41 $2,363.90 $2,458.16 $2,569.49 $2,631.16 $2,656.94
ECC MANAGER
A B C D E 10 YR 15 YR 20 YR
1/O6/07 $2,549.80 $2,794.41 $2,900.60 $3,040.54 $3,157.17 $3,344.75 $3,423.32 $3,449.09
ECC FIItE DISPATCHER I
A— --. _..- g --G- .. - —D . _ .E - - iQ XJ3 - . _1fiYR 2QaCR-
1/06/07 $1,704.49 $1,862.74 $1,931.45 $2,022.Q5 $2,�7.49 $2,219.43 $2,270.27 $2,296.06
ECC POLICE DTSPATCHER
A B C D E 10 YR 15 YR 20 YR
1/O6/07 $1,659.68 $1,801.70 $1,881.15 $1,961.89 $2,047.84 $2,121.67 $2,209.99 $2,235.77
ECC TELECOMMU1vICATOR
A B C D E 10 YR 15 YR 20 YR
1/06/07 $1,539.82 $1,671.42 $1,743.07 $1,817.31 $1,895.47 $1.965.15 $2,044.43 $2,070.21
•
•
•
24
�
ARTICI,E 24 - SICK LEAVE
D7-/IJ�- %
24.1 Ihuing any period in wlrich an EMPLOYEE is absent from work on sick leave, with or
without pay, he shall not be employed or engage in any occupation for compensation
outside of his/her regulaz City employment. Violation of the provisions of this paragraph
by any EMPLOYEE sball be grounds for suspension or dischazge.
24.2 In the case of a serious illness or disability of a pazent or household member, the bead of
the department shall grant leave with pay in order for the empioyee to care for or to make
azrangements for the care of such sick and disabied persons. Such paid leave sball be
drawn from the employee's accumulated sick leave credits. Use of such sick leave shall
be limited for forty (40) hours per incident
An employee may use sick leave for absences due to an illness of the employee's child
for such reasonable periods as the employee's attendance with the chitd may be
necessary, on the same terms the employee is able to use sick leave for his/her own
illness. An employee may also use up to forty (40) hours per incident to arrange for the
car2 of a seriousty iil or disabled child.
•
� J
24.3 The head of the department or the Human Resources Director may require a physician's
certificate or additional certificate at any time dnring an employee's use of sick leave for
the purposes stated in 24.2 above. All such certificates sball be forwarded by the
appointing officer to the Office of Human Resources. '
If an employee is absent because of the provisions of Article 24.2 for three or fewer
calendar days he/she shalI submit to the head of the department a certificate signed by the
employee stating the nature of the child, parent, or household member's sickness. If the
sickness continues for more than three calendaz days, no further sick leave shall be
granted unless or untit a physician is consuited. The sick leave may be continued from
and including the day of consultation, but only if a certificate signed by the physician
certifying to the nature and period of the person's sickness is submitted and approved by
the head of the departmenY and forwarded to the Offce of Humau Resouaces.
24.4 No sick leave shall be granted for the above reasons unless the employce reports to
his/her c�epartment head the necessity_for the absen� npt later than on�haif hour after
hislher regtilarly scheduled time to report for woxk, unless he/she can show to the
satisfaction of the department head that the failure to report was excusable.
24.5 An employee shall be paid under the provisions of this article only for the number of days
or hours for which helshe would normally have been paid if he/she had not been on sick
leave.
24.6 Effective July T", 2005, employees in the job classification of Police Trai�ee, Police
Officer, Sergeant, Lieutenant and Commander shall accrue sick leave at the rate of twelve
(12) days pet year.
25
ARTICLE 25 - INCAPACTTATION
25.1 Regular, full time, EMPLOYEES in the titles of Police Officer, Sergeant, Lieutenattt and
Commander who aze injured during the course of employment and thaeby rendered
incapable of performing job duties and responsibilities shall receive full wages durittg the
period of incapacity, not to excced the period equal to twelve (12) mo�hs plus
accumulated sick leave. It is un@erstood tlrat in such cases, the tweive {12) month period
stiall first be ut�ized and only when same is ext�austQd shall accumulated sick leave be
aggli�able.
25.2 Regular, fiill time, EMI'LOYEES in the titles of Police Qfficer, Sergeant, Lieutenant and
Connnander, who are disabled tbmngh injury or sickness other than specified in Sedion
25.1 above shall receive full wages for a perio@ equal to accumulated sick leave plus six
(� monttbs as provided herein It is uaderstood ti�at in such cases, accumnlated sick leave
shall ftrst be utiiized before the six (G) months, or any pazt thereo� shall be applicable. It
� is further understood that the six (� month period shall be available only in tfiose years
where the last available Annual Report of the City Risk Management Office shall show
average sick leave used per employee in the titles of Police Officer, Serge�ant, Lieutenant
and Commander (based on the 1972 t�wnual Report method of calculatin$ same) of seven
(� days or less. For any employee hired a8er 7aauary i, 2006, ffie maximum paid time
offunder this Section 25.2 sball be tl�ree (3) mouths.
�
25.2(1) The seven (7) day bazgaining unit qualification will not include sick leave •
usage in excess of four consecutive montbs. Sick leave days converted
under the vacation conversion program will aiso be excluded.
25.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to
reinstatement at any time wifhin five (5) yeazs from the date of injury or incapacity,
provided they aze physically capable ofresuming their job.
25.4 Except as specifically provided in this Article, all illness and incapacity rules aud policies
• previously in effect shall continue.
�it�IE�. �G — �1�I RN��'3� �.��4�+ - -
26.1 Maternity is defined as the physical state of pregnancy of an employee, commencing
eight (8) moaths before the estimated date of chiidbsrth, as determined by a physician,
and ending six (� montbs a&er the date of such butb. In the event of an employee's
pregnancy, the employee may apply for leave without pay at any time during the period
stated above and the employer may approve such leave at its option, and such leave may
be no longer th� one (1) year.
�
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D�
• �iRTICLE 27 - FUNERAL AND BEREAVEMENT LEAVE
27.1 Emg�loyees in the job classification of Emergency Communications Center
Telecommunicator, Emergency Communications Center Police Dispatcher, Emergency
Communications Center Fire Dispatcher I, Communications Services and Maintenance
Supervisor, Emergency Communications Center Shi$ Supervisor, and Emergency
Communications Ceuter Manager who l�ave accumulated sick leave credits, as provided
in the Civii Service Rules, shall be ganted leave with pay far such period of tmie as the
Head of the Department deems aecessary, on accoimt of death of the employee's mother,
father, spouse, child, brother, sister, mother-in-3aw, father-in-law, or other person who is
a member ofthe l�usehold. Any employee who has accumulated sick leave credits, as
provided 'm the Civil Service Rules, may be granted one day of sick leave to attend the
funeral of the Employee's grandpazent ar grandchild.
27.2 Employees in the job classification of Poli�e Trainee, Police Officer, Sergeant,
Lieutenant and Commander shall be, entitled to three (3) work days per year for paid
Bereauement Leave. Paid Bereavement Leave may be used by an employee in fihe case
death ofthe employee's mother, father, spouse, child, bmther, sister, mother-in-law,
father-in-law, grandparent, grandchild, or other person who is a member of the
household.
• 27.2(1) A total of three (3) days per payroll year may be used as Berea�ement
`Leave. Such leave shall not carry over from year to year.
27.2(2) Additional time off in the event of death of au employee's mother, father,
spouse, child, brother, sista, mother-in-law, father-in-law, grandparent,
grandchild, or other person who is a member of the household shall be
charged to the employee's accrued vacation or compensatory time. Any -
addirional time off must be approved by the department head.
27.2(3) Bereavement Leave may only be used for those days when an employee
has been previously scheduled to work during the requested lea�e time.
27.2(4)- Th�Deparimentr�erue�thatigi�t Yarec}uest appmpriate docvmentation -
relating to the death at issue prior to granting Bereauement Leave. Such
request for documentation shall not be subject to the provisions ofArticle
6 (Grievance Procedure).
27.2(5) This Article supersedes any and all Civil Service Rules relating to
ut�7ization ofpaid leave for purposes stated in this article.
�J
27
ARTICLE 28 — DISCII'LINE
28.1 The Employer may discipline employees in any of the forms listed below:
Orat reprimand
Written teprimand
Suspension
De�tion
Discl�arge
The Employer will discipline empioyees for just cause only and 'm accordance with the
concept ofprogressive discipline.
ARTICLE 29 — SEI�TIOItiTY
29.1 Seniority, for the purpose of this AGREEMENT, sball be defined as follows:
�
The length of continuous, regu]ar and pmbationary service with tt�e EMPLOYER from
the date an employee was f�rst certified and appointed to a class title covered by this
AGREEMENT, it being further imderstood that sea�iority is confined to the current class
assignmeut held by an e�loyee. In cases where two or more empioyees are appointed
to the sazne class title on fhe same date, the seniority shall be detetmined by employee's •
rank on the eligible lsst from which certification was made. Seniority shall te�ninate
when an employee retires, resigns, or is discharged.
29.2 In Uxe event it is determined by the EMPLOYER that ik is necessary to reduce the
workforce, employees wili be laid off by class title within each department based on
inverse length of class seniority as defined above.
In cases where there are promotional series, when the number of employee.s in these
higher titles is to be reduced, �ployees who have held lower titles which are in this
bargaining unit w�l be offered reductions to the highest of these tiUes to which class
seniority would keep thew from being laid o� before layoffs aze made by any class title
��-�y dcp�a�. - - - - - - — - - . .
It is understood that such employees will pick up their former seniority date in any class
of positions that they previously held
293 Reca21 from tayoffshall be in inverse order of layo� except thaf recatl rights shall expire
after two yeazs of layo� However the recail rights for ranking officers (ie.; Sergeants
and above) shatl eaepire after three years of ]ayo�
•
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• ARTICLE 30 - BIDDING � ��� ��
•
30.1 Once a year the Department shall hold a bid for Patrol Officezs working District
assignments. Officers assigned to a District shall be allowed to bid for their work shifts,
ie.; midnights, days and a8ernoons ansi assignments to shifts will be based upon an
Officer's seniority. The bid cazd shall also inciude ]?istrict preference. The Deparlment
shail attempt to assign Officers to their preferred District azea. However, when a District
assignmenY conflicts with a work shift bid, the work sbift bid shall take preference.
30.2 The Depaztment r�ains the right to designate speciat assignments to Dishrict persoffiel
levels and such speciai assiggnn�ts are not governed by the seniority bid system
descnbed above. The Department also reserves the right to make ad,justments to the
District persoffiei assignments. Such reassignment shall, whenever possible, honor the
original seniority shift bids.
30.3 Those Patrol Officers assigned to other Units shall also be given bid cards. If an Officer
is transferred from an assignment not covered by this section to a Team assignmeiit, the
Depaztment shall make every effort to honor the Officer's yearly bid card.
30.4 The Employer agrces to form a committee made up of Federation-appointed and
Department-appointed members to meet and confer on procedures, policy, and substance
rehted to the appointment of special assignment jobs. �
30.5 All employer/employee comm�ittees maeting times shall be considered part of an
empioyee's regular work schedule. Any work performed by an employee for the
committee may be done during their normal wozk hours if it does not create a burden on
the unit to which they aze assigned.
30.6 EMERGENCY COMMUNICATIONS CENTER ASSIGNMENTS
Once per year the EMPLOYER shall issue seniority bid cazds to Emergency
Communications Center Telecommunicators, Emergency Co�rimunications Center Police
Dispatchers and Emergency Com�nunications Center Fire Dispatchers. Such
EMPLOYEES shalt complete the bid card as to preference for shift (Tour I, II, III) which
shall be assign�i t�ased nn e]assifis�tiQn seninrity.
•
ARTICLE 31- WORK BREAKS
31.1 EMPLOYEES in the tities of Emergency CommunicaHons Center Telecommunicator,
Emergency Communications Center Police Dispatcher and Emergency Communications
Center Fire Dispatcher sltall be allowed adequate time from work within each £our -
consecutive hours of work to use the nearest convenient restroom and/or as reiief from
work.
'r��
ARTICLE 31- WOItK BREAKS (Continued)
31.2 If said EMPLOYEE is re�uired to work a fiill one-half shi$ beyond Ivs/her regulaz e�d of •
tour, heJshe shail be entitled to the rest period tfiat ocwxs durmg said one-half shift.
ARTICLE 32 - CHANGE IN SIDFT
32.1 Dignitary Visits — Should the Employer determine in �s sole discretion that schedule
changes aze necessazy to provide staffing required to adequately accommodate a visit to
St Paul by an individual for whom a State or Federal government agency l�as requested
special security precautions, the following schedule cbange provisions shall apply:
32.1(1) When an employee is required to cbange their normally scheduled day off
with less tban 96 hours notice, the earployee shall be entitled to
compensation based on the following schedule:
Msnimum Advance Notice Compensation
96 hours 2 hours compensatory time
72 hours 3 hc�urs compensatory time
48 tbours 4 hotus compensatory time
24 hours 5 hours wmpensatory time
�
Ifthe employee receives less tban 24 hoius advancenotice, all hours
worked t1�at depart from the employee's regular work schedule shall be •
compensated at time and one-half the employee's regulaz hourly rate.
32.I (2) When an employee is ordered to work on a scheduied offday, s/he sl�ail
also be given an alternate day offto be determined by his/her supervisor.
The alternate day off shall be schedulefl sometime within the employee's
28-day FLSA work period, or the following 28-day FLSA work period if
the change in work schedule will not trigger FLSA overtime.
32.2 For ptuposes of this Section, a"cl�ange in work schedule" means changing a scheduled
offday to a scheduled work day or changing the starting and ending time of an
employee's slu8 (but not the total number of consecutive houis of work) on a scheduled
work day by �re than 90 minutes. Tlvs Article does not apply to c2�anges €or which the
only c�ge from the employee's regnlazly schednled shift is an early start or hold-over
that results in the employee working more hours than s/he wouid normally ha�e worked
during such schectuled shift.
323 The provisions of tlus Article do not supersede and stall vot be used to circumvent the
provisions of Article 9(Court Time), Article 10 (Call Back), or other overtime provisions
of the Labor Agreement.
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07 /��°/
❑
ARTICLE 33 - DURATION AND EFFECTIVE DATE
33.1 Except as herein provided, this Agreement sha11 be effective as of January 1, 2007 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 by 3une 15 of the year in which modifications are desired, so as to comply with
the pmvisions ofthe Public Employment Labor Relations Act of 1971.
i
•
33.2 Retroactive pay adjustments shall apply to all employees of the bazgaining unit who are
active employees on the date of signing ofthe agreement except those who have been
ternunated for cause.
WTTNESSES:
CITY OF SA1NT PAUL
�
lD �3 p�
ason Sctunidt Date
Labor Relations Manager
SAIN`I' PAUL POLICE FEDERATION
� � i � `',''L f' °�
David Titus Date
Saint Paul Police Federation President
31
• APPENDIX A UNII�'ORM ALLOWANCE
Unit Price
Overrnats .................................................................................................................... $125.00
Jackexs, winter ..............................................................................................................$39.95
Jackets, intermediate .....................................................................................................$35.95
Jackets, summer ............................................................................................................$27.95
Pazkas........................................................................................................................... $49.95
Rain Suits (Motorcycle Officers) ..................................................................................$17.95
RainCoats ..........................................:.........................................................................$32.00
CapCovers ...................................................................................................................$ 2.50
Vests.............................................................................................................................$ 5.50
AlternateVest .........................................................................................................$ 5.95
Tmusers, winter ............................................................................................................$34.95
Trousers, intermediate ...................................................................................................$29.50
Tmusers, suminer ...................................................:.....................................................$25.50 ,
Shirts, winter (Colored) ............................................................
• Shirts, winier (Ranking Oflicer) ...............................................
Shirts, summer (Cotored) .........................................................
Shirts, sumuier (Ranking Officer) ............................................
d' /da �
....................................$ 7.95
....................................$ 8.95
....................................$ 6.95
....................................$ 7.95
Ties...............................................................................................................................$ 1.25
Shoes ..................................
Altemate Shoes ...................
Chukka Boots .....................
Ranch Wellington Boots.....
Overshoes ...........................
ATternate Overshoes............
Ltubhers ._.....� .....................
.......................................
.......................................
.......................................
.......................................
.......................................
.......................................
...................................... $19.00
...................................... $ 22.40
......................................$19.00
......................................$22.00
...................................... $12.95
.................................:....$ C.95
.....................................................$ 3.95
Socks (Black or Navy Blue) ..........................................................................................$ 1.50
Socks (Black with White Foot) .....................................................................................$ 1.75
Rubber Leggings ...........................................................................................................$ 4.95
Black Gloves .........
..............................$ 7.50
UniformCaps, wiater ....................................................................................................$ 8.'75
Uniform Caps, summer .................................................................................................$ 8.75
LJ
A-1
APPEN�?IX A iTNg`QI2iVI ALLOWANCE (Continued)
Unit Price
SamBmwneBeks......................•••...............................................................................$ 8.95
?,ltemate Sam Browne Beits .........................................................................................$16.25
GazzisonBek ................................................................................................................$ 2.50
CaztridgeHolder ...........................................................................................................$ 3.50
FlashlightHolder ..........................................................................................................$ 1.50
Federal Streamer Holder ...................................................:...........................................$ 2.00
Handcuffs.......
HandcuffCase
S/� � - �1� . �
....................................................$13.95
....................................................$ 3.04
............$ 2.95
Safety Helmet:
Visor.......................................................................................................................$ 2.25
ChinCup ..................•••...........................................................................:................$ 1.50
Chin 3trap ...............................................................................................................$ .95
Heavy Duty Face Slueld ..........................................................................................$ 9.95
Head Susneasion .....................................................................................................$ 4.90
Outer Shell..,
A�ty Guard..
Y-D Hamess
C�
2.95 �
2.95
Holsters:
FederalMan ............................................................................................................$ 5.95
Safariland11A ........................................................................................................$18.95
Safariland29 ...........................................................................................................$12.95
DonHume216 ........................................................................................................$15.50
The followiag items are included ia tke clothing allowance for employees assigned to
work as Detedives:
1.
2.
3.
4.
5.
6.
Saps
Handcuffs
I��denff Holders
Oversboes
Rubbets
Holster
•
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