07-1069Council File # Q7' Q�
GreenSheet# 3045597
RESOLUTION 7
CITY �F SAINT PAUL, MINNESOTA
Presented by
1 RESOLVED, that the Council ofthe City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2008 through December 31, 2010 Agreement between the City of Saint Paul and the Saint Paul
3 Fire Supervisory Association, International Association ofFirefighters, I.oca13939.
�
oE Human Resources
��
Hams ✓ By. Acting Humau Resources Director
Helgen / Appro b ce o' anciai Services
I.antry i
Montgomery � B� —
Th�me ✓ Approved b. City A a oS
� BY x�'�������C �'"'�
Adopted by Council: Date
Adoption Certified by Co ncil Secretary gy,
By �
Approved y a- Date �� 27 6
By.
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet
Q� � ����
DepartmerNotflcekounciL• Date In(tlated: �
Hu -��R�� ��T-0� Green Sheet NO: 3045597
Corrtact Person & Phone:
Jason Schmidf
26 � 3
Doe.Type: RESOLUTIONWI$TRANSAC
E-Documerrt Required: Y
Document Contact: Sue Wegwesth
Cor�tact Phone: 266-6513
�
Assign
Number
For
Routiag
Order
ToWI # of Signature Pages _(Clip AII Locations for Signature)
1. Has this perso�rm ever worked under a wntrac[ for this department?
Yes No
2. Has ihis person/firm ever been a city employee?
Yes No
3. Does this pewoNfirm possess a skill not nortnalty passessed 6y any
cuneM city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
�
Resolution approving the attached January I, 2008 through December 31, 2010 Collecrive Batgaining Agreement beriveen the City
of Saint Paul and the Saint Paul Fire Supervisory Association, Intemaflonal Assocafion of Firefighters, L.oca13939.
iaanons: qpprove �n� or ft
Plannirg Commission
CIB Committee
Civii Service Commission
InRiating Problem, lssues, Opportunity (Vllho, What, When, Where, Why):
The Collective Bazgaining Agteement with the Saint Paul Fire Supervisory Association, Intemational Association of Firefighters,
Local 3939 will expue on December 31, 2007. The City of Saint Paul is required to negoUate with the bargaining units.
Advantages If Approved:
An agreement reached through good faith bargaining will be in place tluough December 31, 2010.
Disadvantages If Approved:
None
Disadvantages H Not Approved:
The Ciry would be required to re-open negotiarions with this bazgaining unit. This would strain relations with the unit.
Transaction:
Funding Souree:
Ff�ancial infarmation:
(Explain)
CostlRevenue BudgMed:
0 umanRemurces
1 nmanResourca D artmentDirector
2 'uanciat Servires ffice Fioauoal Services
3 ' Attosae
4 a or's Of6ce Ma r/Assistant
5 ounal Ci Conncii
6 i Clerk ' Clerk
ActivftyNUmber. • �° �p,,�
� � ({,
October 25, 2007 2:59 PM Page 1
��'OV�
ATTACHMENT TO THE GREEN SHEET
Fire Supervisory Associarion International Associarion of Firefighters Loca13939
Below is a summary of the changes in the collective bargaining agreement between the City of
Saint Paul and IAFF Local 3939.
Duration: January 1, 2008 - December 31, 2010
WaEes: May 1, 2008 (closest pay period) 3.25%
Aprii l, 2009 (closest pay period) 3.25%
7anuary 1, 2010 (closest pay period) 3.25%
Effective May 1, 2008 (closest pay period) a 20-year step is created at 3.00% higher than the
15-year step.
Uniform Allowance
Effective January 1, 2009, uniform allowances will be added to each employee's paycheck in
Mazch each yeaz. C�rrent uniform balances will be frozen on December 31, 2008.
Health Insurance:
The insurance contribution increases follow the Memorandum ofAgreement reached with the
vazious bargaining units for 2008-2010.
Retiree health insurance is reduced to $100.00 per month for employees hired after
December 31, 2007.
Vacation•
Vacation Sell Back is elnninated, effective January 1, 2010.
Overtime•
Eliminated contract provision for $97,417 in guaranteed overtnne. Replaced dollaz amount with
cost-neutral language allotting eight (8) overtune shifts for each Deputy and District Chief.
Added cost-neutral language allowing for a right-0f-first refusal for overtime shifts only when
certain conditions aze met.
Sick Leave•
Sick leave accrual is reduced by sixteen (16) hours, effective 7anuary 1, 2010.
Other Lan�uaae Changes:
Other language changes were of a housekeeping nature for clarification and cleanup.
D��IOCv�1
�
JANUARY 1 2008 - DECEMBER 31; 2Q10
AGREEMENT
BETWEEN
� � ��
�� __ � � ..� � THE CI'I`Y OF SAINT PAITL"- � "--� �
A1�TD
THE PAUL FIRE SIIPERVISORY ASSOGIATION
� � � � IN'F�RNATIONAL�A�SOCI�i.TIOl�F �� FIRE�I�HTERS � ,
� � � , � � � � � � LOCAL 3g�9 : � � � � �
,� � � - �
0�-1 ataq
r1
U
•
21 Overtime ................................................................................................................ 22
22 Discipline .............................................................................................................. 23
23 Position Openings ................................................................................................. 24
24 City Mileage ..:....................................................................................................... 24
25 Durarion of Agreement ......................................................................................... 25
Appendix ........................................................................................................... Al
Appendix B Biweekly Report ................................................................................Bl
Appendix C Memoranduxn ofUnderstanding ........................................................Cl
Appendix D Memorandum of Agreement ............................................................ D 1
•
INDEX
ARTICLE TiTLE
1 Purpose ....................................................
2 Defmitions ...............................................
3 Recognition .............................................
4 Security ...................................................
5 Employer Authority ................................
PAGE
................................................... 1
................................................... 1
................................................... 2
................................................... 3
................................................... 3
6 Cmevance Procedure ............................................................................................... 3
7 Savings Clause ........................................................................................................ 6
8 Uniform Allowance ................................................................................................. 7
9 Legal Services ......................................................................................................... 7
10 Seniority ..................................................................................................................7
il Cail Back ................................................................................................................. 8
12 Insurance ................................................................................................................. 8
13 Vacation/FIoliday ..................................................................................................12
14 Tour of Duty Holidays .......................................................................................... 14
15 Sick Leave and Parental Leave ............................................................................. 15
16 SeverancePay .......................................................................................................16
17 Wages ....................................................................................................................18
18 Volunteerism and/or Outside Employxnent ........................................................... 18
19 Incapacitation ........................................................................................................ 19
20 Drug and Alcohol Testing ..................................................................................... 19
i
o�-la(��
• ARTICLE 1— PURPOSE
1.1 The Employer and the Saint Paul Fire Supezvisory Associarion (SPFSA) agree that the
purpose of entering into this Agreement is to:
l.l(1) Achieve orderly and peaceful relarions, thereby establishing a system of
uninterrupted operations and the highest level of performance that is
consistent with the well being of all concerned.
1.1(2)
l.l(3)
1.1(4)
Establish the full and complete understanding of the parties conceming the
terms and conditions of this Agreement.
Establish procedures to orderly and peacefully resolve disputes as to the
application of interpretation of this Agreement.
Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 — DEFINITIONS
2.1
• 2.2
2.3
2.4
2.5
2.6
2.7
•
Association: Saint Paui Fire Supervisory Associarion (SPFSA), International
Association of Firefighters, Loca13939
Employer: The City of Saint Paul
Association Member: A member of Saint Paul Fire Supervisory Association (SPFSA).
Employee: A member of the exclusively recognized bargaining unit as certified by the
State Bureau of Mediation Services in Case No. 78-PR-1056-A dated August 1, 1978.
Vacancy: As detemuned by the department head, a funded position opening in a class
specified in Article 3.2.
Position: Any specific office, employxnent or job in the Fire Deparhnent in a class
specified in Article 3.2.
Tour of Duty:
A. For a fifty-six (56) hour work week employee: The performance of job duties and
acceptance of the responsibilities of a position for a consecutive and uninterrupted
twenty-four (24) hour period from 8:00 a.m. on a calendar day to 8:00 a.m. on the
following calendar day.
B. For a forty (40) hour work week employee: The performance of job duties and
acceptance of the responsibilities of a position for a consecutive and uninterrupted
eight (8) hour period within a calendaz day.
ARTICLE 2 — DEFINITIONS (Continued)
C. Notwithstanding B above, employees assigned to a forty (40) hour work week •
may, tbrough mutual agreement with the Employer, work schedules other than
schedules lixnited by B above. Overtime compensation for employees worlang
under such agreements shall be subject to the provisions as set forth by the Fair
Labor Standazds Act.
2.8 Department: The fire depariment of the City of Saint Paul as established and amended
from time to time pursuant to Section 9A1 of the City Charter.
2.9 Overtime; Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.10 Overtime Pay: For employees assigned to a fifty-six (56) hour work week, overtime pay,
for the purpose of Article 21, will be based on a fifty-six (56) hour work week. For
employees assigned to a forry (40) hour work week, oveitime pay, for the purpose of
Article 21, will be based on a foriy (40) hour work week.
ARTICLE 3 — RECOGiVITION
3.1 The Employer recognizes the SPFSA as the exclusive representative for the purpose of
meeting and negotiating the terms and conditions of employment for supervisory Fire
Depar�ient personnel.
3.2 7ob classes which are wi.thin the bazgauung unit and covered by this Agreement aze as •
follows:
Assistant Fire Marshal
Chief Fire Investigator
Deputy Fire Chief
Deputy Training Chief
Fire District Chief
Fire Dispatch Supervisor
Fire Emergency Management & Communications Chief
EmergencyMedicat Services Chief
Emergency Prepazedness Coordinator
Fire Marshal
Fire Training Officer
33 In the event the Employer and the Association are unable to agree as to the inclusion or
exclusion of a new or modified job position, the issue shall be submitted to the Bureau of
Mediation Services for deteimination.
�
D'1-/0(��
• ARTICLE 4 — SECURITY
4.1 The Employer shall deduct from the wages of Employees who authorize such a deduction
in writing an amount necessary to cover monthly Association dues and assessments.
Such monies shall be remitted as directed by the Association.
4.2 The Association may designate Employees from the bazgaining unit to act as stewazds
and shall inform the Employer in writing of such choice.
43 The Association agrees to indemnify and hold the Employer harmless against any and all
clauns, suits, orders or judgments brought or issued against the city as a result of any
action taken or not taken by the city under the provisions of tkus article.
ARTICLE 5 — EMPLOYER AUTHORITY
5.1 The SPFSA recognizes the prerogatives of the Employer to operate and manage its
affairs in all respects in accordance with applicable laws and regulations of appropriate
authorities. The prerogatives and authority which the Bmployer has not officially
abridged, delegated or modified by this Agreement aze retained by the Bmployer.
5.2 A public employer is not required to meet and negotiate on matters of inherent
• managerial policy, which include but are not limited to, such areas of discretion of policy
as the functions and programs of the employer, its overall budget, utilization of
technology, and organizational structure and selection and direction and number of
personnel.
ARTICLE 6 — GRIEVANCE PR�CEDUR�
6.1 DEFINITION OF GRIEVANCE: A grievance is defined as a dispute or disagreement
as to the interpretation or application of the specific terms and conditions of the
Agreement.
6.2 SPFSA REPRESENTATIVES: The Employer will recognize representatives
designated by the SPFSA as the grievance representafives of the bargaining unit hauing
the duties and responsibilities established by this Article. The SPFSA shall notify the
Employer in writing of the names of such SPFSA representatives and of their successors
when so designated.
6.3 PROCESSING OF GRIEVANCE: It is recognized and accepted by the SPFSA and
the Employer that the processing of grievances as hereinafter provided is limited by the
job duties and responsibilities of the Employee and shall therefore be accomplished
during normal working hours only when consistent with such Employee duties and
responsibilities. The aggrieved Employee and the SPFSA shall be allowed a reasonable
• amount of time withaut loss in pay when a grievance is investigated and presented to the
Employer during normal working hours provided the Employee and the SPFSA
ARTICLE 6 - GRTEVANCE PROCEDITI2E (Continued)
representatives have notified and received the approval of the designated supervisor who #
has determiued that such absence is reasonable and would not be detrimental to the work
program of the Employer.
6.4 PROCEDURE: Grievances, as defiued by Section 6.1 shall be resolved in conformance
with the following procedure:
Step i An Employee ciaimiug a violation conceming the interpretaiion or
application of the Contract shall within twenty-one (21) calendar days
after such alleged violarion has occuned present such grievance to the
Employee's supervisor as designaYed by the Employer. The Employer-
designated representative will discuss and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A grievance not
resolved in Step 1 and appeated in Step Z sha11 be pIaced in writing setting
forth the nature of the grievance, the facts on which it is based, the
provision or provisions of the Contract allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10) calendaz days
after the Employer-designated representative's final answer in Step 1.
Any grievance nof appeaSed in writing to Step 2 by the SPFSA within ten
(10) calendaz days shall be considered waived.
Step 2 If appealed, the written grievance shall be presented by the SPFSA, and
discussed with the Employer-designated Step 2 representative. The •
Emptoyer-designated representative shatl g[ve the SPFSA the Employer's
Step 2 answer in writing within ten (10) calendaz days after receipt of such
Step 2 grievance: A grievance not resolved in Step 2 may be appealed to
Step 3 withiu ten (10) calendar days following the Employer-designated
representative's Step 2 answer. Any grievance not appealed in writing to
Step 3 by SPFSA within Yen (10) calendar days shall be considered
waived.
Step 3 If appaaled, the written grievance shall be presented by the SPFSA to, and
discussed with the Employer-designated Step 3 representative. The
Employer-designaTed representative shall give the SPFSA the Employer's
answer in writing within ten (10) calendar days after receipt of such Step 3
grievance. A grievance not resolved in Step 3 may be appealed by the
SPFSA to Step 4 withiu ten (10) calendar days fotlowing the Employer-
designated representative's final answer in Step 3. Any grievance not
appealed in writing to Step 4 by the SPFSA within ten (10) calendar days
shall be considered waived.
�
�
•
ARTICLE 6 — GRiEVANCE PROCEDURE (Continued)
Optional iViediation Step
b�-fllf�y
If the grievance has not been satisfacCorily resolved at Step 3,
either the Union or the Employer may, within ten (10) calendar
days, request mediation. If the parties agree tllat the grievance is
suitable for mediation, the parties sha11 submit a joint request to
the Minnesota Bureau of Mediarion Services for the assignment of
a mediator. Grievance mediation shall be completed witl�in thuty
(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 azbitration. When grievance mediation is invoked,
the contractual time 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 shall not apply, and no record shall be made of the
proceeding. Both sides shall be provided ample opportunity to
present the evidence and argument to support their case. The
mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral
recommendation for settlement. Either party may request that the
mediator assess how an arbitrator might rule in this case.
5. The grievant shall be present at the grievance mediation
proceeding. If the grievance is resolved, the grievant shall sign a
statement agreeing to accept the outcome. Unless the parties agree
otherwise, the outcome shall not be pzecedential.
6. If the grievance is not resolved and is subsequently moved to
arbitration, such proceeding shall be de novo. Nothing said or
done by the parties or the mediator during grievance mediation
with respect to their positions conceming resolution or offers of
setflement may be used or referred to during arbitration.
•
Step 4 A grievance unresolved in Step 3 and appealed to Step 4 shall be
submitted to arbitration subject to the provisions of the Public
Employment Labor Relations Act of 1971. The selection of arbitrator
shall be made in accordance with the "Rules Governing the Arbitration of
Grievances" as established by the Bureau of Mediation Services.
ARTICLE 6 - GRIEVANCE PROCEDURE (Continued)
6.5 A.RBITRATOR'S AUTHORITY: The arbitraTor shall have no right to aruend, modify, •
nullify, ignore, add to, or subtract from the terms and conditions of the Agreement. The
arbitrator shall consider and decide only the specific issue(s) submitted in writing by the
Employer and the SPFSA, and shail have no authority to make a decision on any other
issue not so submitted.
6.6 The azbitrator shall be without power to make decisions contrary to or inconsistent with
or modifying or varying in any way the application of laws, rules or regulations having
the force and effect of Iaw. The arbitrator's decision shalt be submitted in writing witkin
tlurty (30) days following the close of the hearing or the submission of briefs by the
parties, whichever is later, unless the parties agree to an extension. The decision shall be
based solely on ffie azbitrator's interpretation or application of the express terms of tlus
Agreement and to ffie facts of the grievance presented.
6.7 The fees and expenses for the azbitrators' services and proceedings shall be bome equally
by the Employer and tbe SPFSA, provided that each party shall be responsible for
compensating its own represenfafives 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. If both parties desire a verbatim record of the proceedings, the cost shall be
shazed equally.
6.8 WAIVER: If a grievauce is not presented within tke time lirnits set forth above, it shall
be considered "waived". If a grievance is not appealed to the next step within the •
specified time limit or any agreed extension thereof, it shall be considered settled on the
basis of the Employer's,1ast answer. If the Employer does not answer a grievance or an
appeal thereof within the specified time limits, the SPFSA may elect to treat the
grievance as denied at that step and immediately appeal the grievance to the next step.
The time limit on each step may be extended by muhxal written agreement of the
Employer and the SPFSA in each step.
6.9 RECORDS: All docuxnents, communications and records dealing with a grievance shall
be filed separately from the personnel files o£ the involved employee(s).
ARTICLE 7 — SAVINGS CLAUSE
7.1 This Agreement is subj ect to the laws of the United States, the State of Minnesota and the
City of Saint Paui. In the event any provision of this Agreement shall be held to be
contrary to law by a court of competent jurisdicfion 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.
�J
0
•
ARTICLE 8 — UNIFORM ALLOWANCE
a -�-����
8.1 Effective 7anuary 1, 2002, the 2001 uniform allowance of $424.25 shall be increased by
the negotiated across the boazd percentage wage increase for 2002. In each succeeding
yeaz, the preceding yeazs' uniform allowance shall be increased by the negotiated across
the board percentage wage increase. As of 7anuary 1, 2008, the allowance is $505.40.
As of January 1, 2009, the allowance is $521.83. As of 7anuary 1, 2010, the allowance is
$538.79.
8.2 Effective January 1, 2009, the ciothing allowance will be changed from a rennbursement
to a direct payment to members of the bargainiug unit. The clothing allowance will be
placed on the check for the first pay day in March for active employees. Empioyees are
responsible for reporting for duty in a clean, Department authorized uniform. Employees
who fail to do so wili be relieved of duty without pay until such time as they report
wearing an acceptable uniform and may be subj ect to discipline.
8.3 Effecrive December 31, 2008, all existing uniform balances shall be frozen. Association
members shall have until December 31, 2010 to spend down their balances under the
current reimbursement system.
ARTICLE 9 — LEGAL SERVICES
• 9.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the
Employer shall defend, save harmless and indemnify an Employee, and/or his/her estate,
against any claun or demand, whethe: groundless or otherwise, arising out of an alleged
act or omission occuning in the perforxnance and scope of the Employee's duties.
9.2 Notwithstanding Article 9.1, the employer shall not be responsible £or paying any legal
service fee or for providing any legal service arising from any legal action where the
employee is the Plaintiff.
ARTICLE 10 - SEIVIORITY
10.1 Department Seniority: For the purposes of this Agreement seniority shall be defined as
the length of continuous and uninterrupted employxnent in the fire department.
10.2 Loss of Department Senioriry: An Employee will lose acquired department seniority in
the following instances:
10.2(1) Resignation
10.2(2) Discharge
10.2(3) Retirement
•
103 Work Force Reduction: In the event of a reduction in the deparhnent work force, such
reduction shall occur in accordance with Section 22 of the Civil Service Rules as of the
date of the si in of this Agreement.
10.4 Reduction in Rank: Reduction in rank shall be in accordance with the Civil Service t
Rules as of the date of the signing of this Agreement. Except as indicated below:
10.4(2) Reduction in rank for periods up to but no more than 3Q consecutive
calendar days will be by platoon seniority.
10.4(2} Reduction in rank for more than 30 consecufive caIendar days sha11 be in
accordance with the Civil Service Rules as of the date of the signing of
this Agreement.
ARTICLE 11- CALL BACK
11.1 Employees required by the Employer to report for work during off-duty time will be
compensated at the overtime rate in accordance with Article 2.10 of this Agreement. The
m;n;mum payment under this Article will be four (4} fames the Emptoyee's hourly rate.
An eazly report of two (2) hours or less, or an extension of a normally scheduled tour of
duty, shall not qualify an Employee for this m;nim� payment.
ARTICLE 12 - INSURANCE
12.1 The insurance plans, premiums for coverages, and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by •
the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. If in any yeaz fhe nuxnber of plans increases, the increase will be
based on the average prexnium.
12.2 Eligibility for full-time benefits is defined as appearing on the payroll an average of at
least sixty-four (64) hours per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollments of the employment period
preceding initial eligibility.
123 EffecYive for Yhe January 1, 2008, insurance coverage, the Employer agrees to contribute
to eligible employees who select single or family health insurance coverage a
contribution as illustrated in Appendix D.
12.4 Effective for the 7anuary 2009, insurance premiums, for each eligible employee covered
by this agreement who is employed fuil-time and who selects single or family employee
health insurance coverage provided by the Employer, the Employer agrees to contribute a
contribution as illustrated in Appendiac D.
�
ARTICLE 12 — TNSITRANCE (Continued)
0��1
• 12.5 Effective for the 7anuary 2010, insurance premiums, for each eligible employee covered
by this agreement who is employed full-time and who selects single or fanuly employee
health insurance coverage provided by the Employer, the Employer agrees to contribute a
contribution as illustrated in Appendix D.
12.6 Under the cafeteria plan full-time, benefit eligible employees, (i.e. 40hrs/pay period or
more) m4ist select at least singie heaith insurance coverage and employee life insurance
in an amount of $10,000. The City will contribute the cost of the $10,000 mandatory life
insurance.
12.6(1) An employee whose spouse is also employed by the City of St. Paul and
is eligible to participate in the city's health insnrance plan will not be
required to select the mandatory health insurance coverage as long as one
of the spouses is participating in the city's health insurance plan with
family coverage. The mandatory life insurance coverage continues to
apply. In this event, two hundred twenty five dollazs ($225.D0) per month
shall be eligible for payment as unused benefit dollars.
•
12.7 Under the cafeteria plan, employees covered by this agreement will be eligible to
participate in the Flexible Spending Accounts offered by the Employer. The service fee
charged for employees participating in the Dependent Caze Account will be paid by the
Employer. The service fee for employees participating in the Medicai Expense Account
will be paid by the Employer.
�urvivorInsurance
12.8 In the event of the death of an active empioyee, the dependents of the employee shall
have the option, within thiriy (30) days, to continue the current hospitalization and
medical benefits, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer contribution
applicable to eligible early retirees. The date of death shall be considered to be the date
of retirement.
In the event of the death of an early retiree or a regular retiree, the dependents, who were
dependants of record of the retiree at time of retirement, shall have the option, within
thirty (30) days, to continue the current hospitalization and medical benefits which said
dependents previously had, at the premiuxn and Employer contribution accorded to the
eligible deceased retiree.
In the event of the death of an employee killed in the line of duty, the Employer will
contribute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An eligible dependent who is not enrolled in the City's health .
insurance program at the time of the employee's death will haue an option to enroll at the
next annual open enrollment period.
•
It is understood that such coverage shall cease in the event of:
A9
ARTICLE 12 - INSURANCE (Continued)
12.8(1) The subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
12.8(2) The exnpioyment of the surviving spouse where hospital insurance
coverage is obtainad through a group program provided by said Employer.
However, it is fiirther understood that in said event, the surviving spouse
shall have the right to maintain City health insutauce coverage for the first
ninety (90) days of said employment. •
Retiree Insurance
12.9 Employees who retire must meet the following condiiions in order to be eligible for
Employer conhibutions listed in Articles 12.9 through 12.15 below towazd a health
insurance plan offered by the Employer:
12.9(1)
12.9(2)
Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the time of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans, and
129(3) Aave completed at least 20 fu11 time years of consecufive service with the
City of Saint Paul or be receiving a disability pension from a public
employee retirement fund covering employees of the City of Saint Paul,
and
12.9(4)
Early Retirees
Have severed his/her relationship with the City of Saint Paul for reasons
other than an involuntary termination for misconduct.
12.10 TYris Articie shall apply to employees who:
12.10(1) Were appointed on or before December 31, 1995, and
12.10(2) Have not attained age 65 at retirement, and
12.10(3) Meet the terms set forth in Article 12.9 above, and
12.10(4) Select a health insurance plan offered by the Employer.
Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a
maximum of $350.00 per month towazd the premium for single or family health
insurance coverage. Any unused portion of the Employer's coniribution shall not be paid
to the retiree.
When such early retiree attains age 65, the provisions of Article 12.13 shall apply.
•
•
u
l0A
ARTICLE 12 — INSURANCE (Continued)
• 12.11 This Article shall appiy to employees who:
12.11(1) Were appointed on or after 7anuary 1, 1996, and
12.11(2) Have not attained age 65 at retuement, and
12.11(3) Meet the texms set forth in Article 12.9 above, and
12.11(4) Select a health insurance plan offered by the Employer.
07� /D(� �I
Until such retirees reach sisry-five years (65) of age, the Employer agrees to contribute a
masimum of $300.00 per month towazd the cost of single or family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to the
retiree.
When such early retiree attains age 65, the provisions of Article 12.14 shall apply,
12.12 This Article shall apply to employees who:
12.12(1) Were appointed on or after December 31, 2007, and
12.12(2) Have not attained age 65 at retirement, and
12.12(3) Meet the terms set forth in Article 12.9 above, and
12.12(4) Select a health insurance plan offered by the Employer.
LTntil such retirees reach sixty five yeazs (65) of age, the Employer agrees to contribute a
• ma7cimuxn of $100.00 per month toward the cost of single or family health insurance
coverage. Any unused portion of the Employer contribution shall not be paid to the
retiree.
When such eazly retiree attains age 65, the provisions of Article 12.15 shall apply.
Regular Retirees (Age 65 and over)
12.13 Tlus Article shall apply to employees who:
12.13(i) Were appointed prior to January 1, 1996, and
12.13(2) Haue attained age 65 at retirement, and
12.13(3) Meet the terxns set forth in Article 12.9 above, and
12.13(4) Select a health insurance plan offered by the Employer.
The Employer agrees to conhibute a maximum of $550.00 per month toward tbe
premium for single or fanuly health insurance coverage offered to regular retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
•
11
ARTICLE 12 — INSURANCE (Continued)
12.14 This Article shall apply to employees who:
12.14(1) Were appointed on or after January 1,1996, and
12.14(2) Have attained age 65 at retirement, and
12.14(3) Meet the terms set forth in Article 12.9 above, and
12.14(4) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maximum of $300.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
12.15 This Article shall apply to employees who:
12.15(1) Were appointed on or after December 31, 2007, and
12.15(2) Have attaiued age 65 at retirement, and
12.15(3) Meet the terms set forth in Article 12.9 above, and
12.15(4) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maxixnum of $100.00 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 conhibution shall not be paid to
the retiree.
12.16 The conhibutions indicated in this Article 12 shall be paid to the Employer's third pariy
adminis�ator or designated representarive.
12.17 A retiree's participation in the City's health insurance plan must be continuous. The
retiree must be participating in a City health insurance plan at the time of retirement. If a
retiree chooses not to participate at the time of his/her retirement or if a retiree
discontinues his/her participation at a later date, such retiree will not be eligible for any
future participation or for any Employer contdbution.
ARTICLE 13 — VACATION/HOLIDAY
13.1 In each fiscal year, each full-time employee shall be granted vacation according to the
foltowing schedule:
Yeazs of service
lst year thru Sth year
6th year thru 15th yeaz
16th year thru 25th year
26th year and beyond
40 hour Employees
128 hours (16 days) (.0616)
176 hours (22 days) (.0847)
2l 6 hours (27 daysj (.1039)
224 hours (28 days) (.1077)
n
�
�J
•
E�
ARTICLE 13 - VACATION/HOLIDAY (Continued) D��'��G�
• For 40 hour employees floating holidays aze included in the vacarion schedule.
Designated holidays shall be handled in accordance with tbe Salary Plan and Rates of
Compensarion (St. Paul Ordinance No. 6446).
For 56 hour employees in each IRS payroll year, each full-time employee shall be
granted vacation according to the following schedule:
Yeazs of service 56 hour Em�lovees
lst year thru Sth yeaz 252 hours (10 shifts 12 hrs)*
6ffi yeaz thru 15th year 308 hours (12 shifts ZO hrs)**
16th year thru 25th yeaz 375.2 hours (15 shifts 15 hrs 12 min)***
26th year and beyond 386.4 hours (16 shifts 2 hrs 24 min)****
* 4.5 x designated work week
** 5.5 x designated work week
*** 6.7 x designated work week
**** 6.9 x designated work week
For 56 hour employees all floating and designated holidays are included in the vacation
schedule. One shift shall be the equivalent of 24 hours.
For purposes of tYus Article, qualifying years of service shall be based on an employee's
• original employment date with the City.
13.2 The department head may perxnit Employees to carry over into the following fiscal year,
vacation time equivalent to three work weeks. Vacation schedules shall be fixed by the
department head. An Employee not worldng full-time shall be granted vacation on a pro-
rata basis.
133 Employees separated fxom employment by reason ofresignation shall be granted such
vacation pay as has been earned and remains unused at the tune of sepazation, provided
nofification of resignation has been sent to the department head, in writing, at least
fifteen (15) calendar days prior to the date ofresignation. Employees separated from
emplcyment by reason of discharge, retirement, ar death shall be granted such vacarion
pay as has been eamed and remains unused at the time of separation. Employees granted
more vacation time than eazned at the fvne of separafion from employment shall pay the
Employer for such uneaxned vacation.
Effective November 15, 2006, any member of the bazgaining unit who retires from the
City and has accnxed but unused vacation will haue all such time paid out into a Post
Employment Health Plan account if the member is eligible for and receives severance
under Article 16 of this agreement. Post Employment Health Plan contributions will be
made at the time of retu ement.
•
13
ARTICLE 13 - VACATION/HOLIDAY (Continued)
13.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates •
of Compensarion, Section I, Subdivision H, unless the contr�act provisions directly
conflict with the Salary Plan. In such cases, the language of the contract shall
supersede/replace the conflicting language of the Salary Plan.
13,5 Vacation Sell Back
Employees may request compensation in cash for up to two (2) days of unused vacation
within each IRS payroll reporting yeaz. Payment will be at the discretion of the
Department Head and additionally, limited by the availability of funds in the
DepartmenYs Budget. Such election must be made in writing on or before December 1 of
each year. If the employee elects to sell vacation, the payment for such sold vacation
sha11 be made in a Iump sum in the neazest full payroIl period folIowing the election date.
The payment shall be in an amount equal to the number of hours sold times the
employee's regulat rate of pay in effect as of the date of such election. Article 13.5 shall
not be subject to the provisi6ns of Article 6 of this Agreement.
13.5(1) Involdng the use of sick leave to vacation conversion as provided for in
Article 15.4 at any time within the Il2S payroll reporting yeaz will prohibit
the use of 13.5 above.
13.5(2) Effective the first pay period of 2010, Vacation Sell Back referenced in
Article 13.5, and 13.5(i) shall be eliminated. �
ARTICLE 14- TOUR OF DUTY HOLIDAYS
14.1 In each year of this agreement two tour of duty holidays shall be granted. These tour of
duty Holidays may, at the option of the employee: (1) Be added to the employee's
vacation schedule, or {2) the employee may choose to receive payment at his/her regular
rate of pay in lieu of taking time off on the additional tour of duty Holiday provided
herein. If the Employer has not received and approved an employee's request for his/her
additional tour of day Holiday time off by November 15 of each calendaz year, such
employee can only receive payment at the regular rate of pay and can no longer elect to
take time off for that calendar year. Such payment shall be made no later than the last
regulazly scheduled pay day of that calendar yeaz.
14.2 Eligibility criteria for Tour of Duty Holiday:
14.2(1) Employees must be a member of this bargaining unit as of 7anuary 1 of
each year to qualify for the tour of duty holiday named in Article 14.1.
•
14
ARTICLE 14 - TOUR OF DUTY HOLIDAY (Continued) O� �/��G�
• 14.2(2) Employees who promote from Firefi�ters Union I,oca121 who are
eligible for tv✓o tours of duty holidays in Loca121 shall remain eligibie for
two tour of duty holidays under this agreement. Employees who promote
from Firefighters Union I,ocal 21 who are eligible for one tour of duty
holiday shall only receive one tour of duty holiday until the next 7anuary 1
as in 14.2(1).
14.2(3) Employees covered by this agreement shall be eligible for all tour of duty
holidays as of 3anuary 1 of each year.
14.2(4) Employees who resign, retire or promote out of the Fire Supervisory
Association who have not converted their tour of duty holidays to vacation
shall be paid the tour of duty holidays upon their resignation, retirement or
promotion.
14.3 For those employees assigned to a work week other than Monday through Friday, the
holiday shall be observed on the calendaz date of the holiday.
14.4 Eligibility for Holiday Pay shall be in accordance with Section I, Subsection H of the
Salary Plan and Rates of Compensation Resolurion.
14.5 Effective the last pay period of 20Q5 (December 10, 2005), both Tour of Duty Holidays
• aze eliminated. In exchange, the 15-yeaz step for ail classifications sha11 be ancreased by
1.6% at the same time the Tour of Duty Holidays are eliminated.
ARTICLE 15 - SICK LEAVE AND PARENTAL LEAVE
15.1 Sick leaue shall be eamed and granted in accoxdance with the Civil Service Rules.
Effective January 1, 2005, the sick leave accrual rate is reduced from .0576 of each
worldng hour on the payroll, excluding overtime, to .0538 for each hour on the payroll,
excluding overtime. Effective the first pay period of 2010, the sick leave accruat rate is
reduced from 0.0538 of each worlang hour on the payroll, excluding overtime, to 0.0462
for each hour on the payroll, excluding overtime. The Association and the Employer
agree to meet and confer during the term of this contract to discuss sick leave usage by
the Association and possible impacts on Severance.
15.2 In the case of a serious illness or disability of an employee's child, pazent or household
member, the head of the department shall grant leave with pay in order for the employee
to caze for or make arrangements for the care of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
sick leaue shall be limited to the number of hours designated to be the employee's work
week per incident.
15.3 Any employee �rho has accumulated sick leave credits, as provided in the Civil Service
• Rules, may be granted one day of sick leave to attend the funeral of the employee's
grandpazent or grandchild.
15
ARTICLE 15 - SICK LEAVE AND PARENTA,L LEAVE (Coniinued)
15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days, he/she may convert any part of such excess to vacation at the rate of one-half
day's vacation for each day of sick lea�e credit. No employee may convert more than ten
(10) days of sick leave in each calendaz yeaz under this provision.
15.5 Matemity and Parental Leave. Pregnaat employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner as
any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon
certification by the employee's attending physician that the employee is disabled in terms
of her ability to perform the duties of her position.
A twelve (12) month Pazental leave of absence without pay shall be granted to a natural
parent or an 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 between the employee and the Employer. Refusal on the part of the
Employer to grant an extension of such leave shall not be subject to the provisions of
Article 6 of this Agreement.
Employees who retum following such leaves of absence shall be placed in a position of
equivalenY saIary and tenure as the one held just prior to the beo nnittg of their leave.
ARTICLE 16 — SEVERANCE PAY
16.1 The employer shall provide a severance pay program as set forth in this Articie 16.
Employees aze not eligible for severance plans listed in City Ordinance No. 11490.
16.2 To be eligible for the severance pay program, an employee must meet the following
requuements:
16.2(1) The employee must be voluntarily sepazated from City employment or
have been subject to sepazation by lay-off or compulsory retirement.
Those employees who are discharged for canse, iniscoaduct, inefficiency,
incompetency, or any othez disciplinary reason are not eligible for the City
Severance pay program.
16.2(2) The employee must file a waiver of re-employment with the Human
Resources Director, which will cleaziy indicate that by requesting
severance pay, the employee waives all claims to reinstatement or re-
employment (of any type), with the City or with Independent School
Dishict No. 625.
16.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the tnne of his/her separation from service.
•
•
�
16
A.RTICLE 16 — SEVERANCE PAY (Continued)
07�10�9
• 163 If an empioyee requests severance pay and if the empioyee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subj ect to a maximum as shown below
based on the number of years of service with the City.
Yeazs of Service
with the City
At least 20
21
22
23
24
25
Maximum
Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
However, any employee separated from City employment on or after 7anuary 1, 1992
who has an accumulated balance of at least one thousand eight hundred fifty (1,850)
hours of sick leave credits and at least twenty-five (25) years of service at the time of
his/her separation from service shall be granted severance pay in the amount of thirty
thousand dollars ($30,000).
An employee with twenty (20) or more years of service who is ruled disabled and is
• receiving a disability pension and who has 1850 hours of accuxnulated sick leave shall be
allowed the mas'vnum severance benefit of $30,000.
The manner of payment of such severance pay shall be made in three consecutive annual
payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in
February of each yeaz. The first payment shall be made during the month of Februuy in
the year following the year in which the employee separates hislher employment.
16.4 For the purpose of this severance program, a death of an employee shall be considered as
sepuation of employment, and if the employee would have met all of the requirements
set forth above at the time of his/her death, payment of the severance pay may be made to
the employee's estate or spouse.
16.5 For the purpose of this severance prograzn, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
sepazation of employment, and such transferee shall not be eligible for the City severance
program.
16.6 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 11490.
16.7 The manner o£payment of severance in amounts of ten thousand dollars ($10,000) or less
• shall be made in accordance with the provisions of City Ordinance No. 11490.
17
ARTICLE 16 - SEVERANCE PAY (Continued)
16.8 For any employee who is eligible to receive severance from the City under this Article,
the City will contribute the full amount of their severance payment to a post-employment
health plan pnrsuaut to the Memorandum of Understanding between the parties dated
March 12, 2003.
ARTICLE 17 - WAGES
17.1 The biweekly rates for titles other than Distdct Fire Chief covered by this Agreement
shall be adjusted to reflect The percent as shown below of the rates applicable to the title
Dishict Fire Chief.
TITLE
Fire Dispatch Supervisor
Assistant Fire Marshal
PERCENT of
DISTRICT FIlZE CHIEF
Emergency Frepazedness Coordinator
Fire Emergency Management & CommunicaYions Chief
Fire Training Officer
Chief Fire Investigator
Deputy Fire Cluef
Fire Marshal
Emergency Medical Services Chief
Deputy Trainixig Chief
85.7%
91.3%
92.9%
100.0%
100.0%
100.0%
1083%
1083%
1083%
1083%
Such adjustments shall be effective on the first day of the first payroll period of the
respective year.
17.2 Any Fire Captain currently receiving the premium as a pazamedic, hazmat or ATR with
12 yeazs of service who is promoted to Fire District Chief or Fire Training Officer shall
begin atthe 10 yeaz step.
1�3 The wage schedule for the purpose of this Agreement shall be Appendix B attached
hereto.
ARTICLE 18 - VOLUNTEERISM AND/OR OUTSIDE EMPLOYMENT
As a condition of employment, any position represented by the union as covered in the
contract, will be prohibited from membership in any fire department other th� the Saint
Paul Department of Fire and Safety Services. In addition, other outside employment
related to fire suppression must be approved by the fire chief.
�
�
•
m
• ARTICLE 19 — INCAPACITATION
D�1 '�o��
19.1 Regulaz, full time employees in the titles listed in Article 3 of this agreement who aze
injured during the course of employment and thereby rendered incapable of perfomung
job dufies and responsibiliries shall receive full wages during the period of incapacity,
not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is
understood that in such cases, the twelve (12) month period shall first be utilized and
only when same is eachausted shall accumulated sick leave be applicable.
19.2 Regulaz, fixll time employees in the titles listed in Article 3 of this agreement who aze
disabled through injury or siclmess other than specified in Secrion 19.1 above shall
receive full wages for a period equal to accumulated sick leave, plus six (6) months as
provided herein. It is understood that in such cases, accusnulated sick leave shail fust be
utilized before the six (6) months, or any part thereof, shall be applicable. It is fiutlier
understood that the six (6) month period shall be available to members in this unit only in
those yeazs where the last available Annual Report of the City Civil Service Office shall
show average sick leave used per member of the Saint Paul Fire Department, (based on
the 1972 Annual Report method of calculating same), of eight (8) days or less. Effective
December 31, 2005, the City and Union agree that employees covered by tkus collective
bargaining agreement are no longer eligible for the off duty benefit contained in this
Article 19.2 and as set forth in the City Charter Section 12.10.
� 193 Employees injured or incapacitated by illness in the line of duty shall be entitled to
reinstatement at any time within five (5) years from the date of injury or incapacity
provided they aze physically capable of resuming their job.
19.4 Except as specifically provided in this Article, all illness and incapacity rules and policies
previously in effect shall continue.
ARTICLE 20 — DRUG AND ALCOHOL TESTING
20.1 Policy: The Fire Department recognizes illegal drug and alcohol usage as a threat to the
public welfare and the employees of the department. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eluninate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the employment of
workers who are abusing drugs or alcohol. No member of the Fire Department shall be
discharged for illegal drug or alcohol use without first having been offered the
opporiunity to discontinue use either through personal choice or by treatment far
chemical dependency, if such treahnent is needed. The Union agrees, at the Employer's
request, to re-open negoriafions of this Article during the term of this Agreement.
20.2 Infortning Employees about Drug and Alcohol Testing: All employees will be fiilly
informed of the Fire DepartmenYs drug testing policy before testing is administered.
Employees will be provided with information concerning the impact of the use of drugs
• ar aicohol on job performance. Tn addition, the employer shall inform the employees of
how the tests are conducted, how well the tests perform, when the tests will be
19
ARTICLE 20 - DRUG AND ALCOHOL TESTING (Continued}
conducted, what the tests can detem�ine, and the consequences of testing positive for
dnxg or alcohol use. All newly hired employees will be provided with this information
on their initial date of hire. No employee shall be tested until this information is
provided to lrim/her.
20.3 Employee Testing: No employee will be tested for drug or alcohol abuse unless there
exists reasonable suspicion to believe that the employee to be tested is under the
influence o£ illegal drugs or alcohol, Random or mass testing is prohibited. No such
testing may be conducted without the written approval of the officer in charge of the unit.
The officer in charge must document in writing who is to be tested and why tYce testiug
was ordered. Failure to follow any of these procedures shall result in the elimination of
the test results as if no test had been administered. The test results shall be destroyed and
no discipline shall be tevied against the employee.
20.4 Urine collection shall be conducted in a manner wluch results in a legally acceptable
sample as well as providing a high degree of security far the sample, freedom from
adulteration of the sample, the highest possible accttracy of the clinical results while at
the same time preserving the dignity of the employee. Administrative procedures shall
be such as to prevent the submission of fraudulent tests. When appropriate, biologic
testing of the samples may be included as part of such administrafive procedures. In
testing which could result in employee discipline, if the test result is positive, a split
sample shall be reserved for independent analysis wluch shall be performed at the request
of the affected employee. Upon request, an employee shall be enfitled to the presence of
a union representative before testing is aduunistered.
20.5 Testing Procedures: All samples shall be tested for Chemicat Adulteration, Nazcotics,
Cannabis, PCP, Cocaiue, Amphetamiues, Alcohol and Sedatives. The testing shall be
done by a Selected Laboratory and the following standards shall be used:
Drug Testing Standards
Alcohol
Drug Group
• ��.�- .��
.02 concentrarion as shown by an analysis of urine
Drug or
metabolite detected
� ��.�- . � �-
- �.��.�- .,. ��
Cocaine metabolites Benzoylecgonine
Marijuana metabolites delta-9-THC-9-COOfI
Opiate metabolites Codeine
Total Morphine
Initial Test
levei ng/ml
1,000 ng/ml
1,000 ng/ml
300 ng/ml
15 ng/ml
300 ng�m1
300 ng/ml
�
�J
•
GC/MS
Confirmation
500 ng/ml
500 ng/ml
I50 ngfml
15 ng/xnl
300 ng/ml
300 ng/ml .
20
n
�
ARTICLE 20 — DRUG AND ALCOHOL TE5TING (Continued)
Phencyclidine
Bazbiturates
Benzodiazepine
metaboIites
Methadone
Methaqualone
PCP
Secobazbital
Pentobazbital
Phenobazbital
Butabarbital
Oxazepam
Methadone
Methaqualone
25 ngfml
300 np�ml
1,000 ng/ml
3,000 ng/ml
1,000 ng/ml
11 �: .�
300 ng/ml
300 ngJml
D�� Ia�9
25 ng/ml
1,000 ng/ml
1,000 ng/ml
1,000 ng�ml
1,000 ng/ml
300 nglml
300 ng/ml
300 ngJmi
Propoxyphene Propoxyphene 300 ngJml 300 ng/mi
Norpropoxyphene 300 ng/ml 300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
confirmed by gas chromatography-mass spectrophotometry, and no records of
unconfirmed positive tests shali be released or retained by the laboratory.
•
Testing shall be conducted in a ma:�ner to insure that an employee's legal drug use does
not affect the test results. ,
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
Test results shall be treated with the same confidentiality as other employee medical
records. The test results shali not be reported outside the Fire Depaztment.
20.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs shall be medically evaluated, counseled and treated forrehabilitation, if required.
In addition, at any time an employee may voluntarily enter the chemical dependency
prograxn without feaz of disciplinary actions against him.
This Program is designated to provide care and treahnent to employees who aze in need
of rehabilitation. Details concerning treatment any employee receives at this Program
shall remain confid@ntiai and shall not be released to the public. The employee shall be
responsible for the cost of treatment.
•
No employee shall be relieved or transfened to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment.
When undergoing treatment and evaluation employees shall receive the usual
compensation and fringe benefits provided at their assigned position.
21
ARTICLE 20 — DRUG AND ALCOHOL TESTTNG (Continued)
20.7 Right of Appeal: Each employee has the right to chatlenge the results of drug or alcohol •
testing in the same manner that he/she may grieve any managerial action.
20.8 Duty Assignment after Treatment: Once an employee successfully completes
rehabilitation, he/she shall be retumed to his/her regulaz duty assignment. Employee
reassignment during treatment shall be based on each individual's circumstances. If
follow-up caze is prescribed after treatment, this may be a condition of employment.
Once treatment and any foliow-up caze is compieted, at the end of two yeazs the records
of treatment and positive drug or alcohol test resuits shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
20.9 Right of Union Participation: At any time, tbe Union, upon request, will have the right
to inspect and observe any aspect of the drug and alcohol testing program with the
exception of individual test results. The Union may inspect individual test results if the
release of this information is autkorized by the employee involved.
20.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at the
behest of the employer. The Fire Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collective
bazgaining agreement relating fo drug or alcohol festing. The LTnion shall be held
harmless for the violation of any worker rights arising from the administration of the
drug or alcohol testing program.
2011 Conflict with Other Laws: This Article is in no way intended to supercede or waive an •
employee's federal or state constitutional rights.
ARTICLE Zl - OVERTIME
21.1 Employees required to work in excess of tlteir assigned tour of duty will be compensated
at the rate of one and one-half (1,5) times the employee's normal rate. Such
compensation shall be made in cash or in compensatory time at the option of the
Employer.
21.2 The purpose of this section is to effecfively elinuuate three (3) Fire Ilistdct Chief
positions, i.e., those positions which have been traditionally lmown as the pool of Fire
District Chiefs.
Begixuung becember 31, 1997 the employer may assign Fire Captains to perform the
duties of Fire District Chiefs only in accordance with subsections 2.1, 2.2, and 23 beIow.
•
22
07'I ���I
• 21.2(1) A11 Fire Deputy or District Chiefs assigned and available for work on a
shi$ aze working as Fire Deputy or District Chief.
21.2(2) The Deparhnent may assign Captains as out-of-title District Chiefs for any
absence (5cheduled absence, as used herein, is an absence that will be
laiown when a segment schedule is prepazed and distributed for the next,
i.e., immediately following segment). However, the out-of-title
assignments will not occur until Deputy and Bisixict Chiefs, as a group
haue scheduled or eamed, within the calendaz year, eight (8) overtime
shifts per person. If a Deputy or Dishict Chief elects not to use all of their
allotted overtime days, the remaining days shall be used by other Deputy
or District Chiefs. This overtime will be earned by filling Deputy and
District Chief scheduled absences. Once the eight (8) overtime shifts per
person aze utilized, and a Captain is assigned to work out-of-title as a
District Chief, and the assignment of a Captain to work out-o£-title
directly results in overtime during that work sluft, no out-of-title
assignments shall be made until such assignments aze first offered to
members of the Association. The Association shall deteimine the means
and process for contacting Association members for such assignments.
The selection of personnel for such assignments shall not be subject to
Article 6 of this Agreement.
21.2(3) The Association wiil determine the method and be responsible for
• distributing the scheduled overtune tours of duty among the Deputy and
District Chiefs. This will be done to the satisfaction of the employer that
qualified personnel aze filling the positions.
ARTICLE 22 - DISCIPLINE
22.1 The Employer may discipline employees in any form listed below:
Oral Reprimand
Written Reprimand
Suspension
Demotion
The Employer will discipline employees for just cause only and in accordance with the
concept ofprogressive discipline.
Employees who aze disciplined pursuant to the terms of this Article may appeal the
Employer's disciplinary action solely through the grievance procedure set forth in Article
6 of this Agreement.
•
23
ARTICLE 23 — POSITION OPENINGS
23.1 To eapedite the filling of vacancies under the ciYil service procedures, the head of the
department or designated representative will:
Make requisition for certification of eligibles to fill a vacancy
within fifteen (15) days after determining that a vacancy exists.
Within fifteen (15) days after the department head has met with
the certified eligibles, he/she will fill the vacancy.
If no eligible list is in effect when a vacancy occurs, the department head shall, within
fifteen (15) days, request the Human Resources Director to conduct an examination for
the purpose of establishing an eligible list. ,
Nothiug in this Article 23 shall be construed to eliminate or lessen the Department Head's
right to detexmine the number of employees in any class title.
ARTICLE 24 — CITY MII.EAGE
.
24.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertauiing to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the •
following provisions are adopted.
24.2 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 lus/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed
at the rate of $4.00 per day for each day the employee's vehicle is actually
used in perfonning the duties of the employee's position. In addition, the
employee shall be rennbursed $.20 per mile for each mile acivaily driven.
If such employee is required to drive an automobile during employment
and the Department Head or designated representative detemvnes that an
employer veiucle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
Type 2 If an employee is required to use his/her own automobile REGULARLY
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 $.20 per mile for each mile actually driven. •
24
A.RTICLE 24 - CITY NIILEAGE (Continued)
b��lo�5
• If such employee is required to drive an automobile during employment
and the department head or designated representative determiues that an
employer vehicle is available for the employee's use but the employee
desires to use Ius/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
243 The City will provide pazking at the River Centre Parking Ramp for City employees on
either of the above menrioned types of reixnbursement plans who aze required to have
their personal car available for City business. Such pazking wili be provided only for the
days the employee is required to have his/her own personal car available.
Effective January 1, 2007, the above mentioned pians will no longer be in effect.
Employees of this bazgaining unit shall be reimbursed at the IRS mileage reimbursement
rate in effect. The rate of reunbursement to employees shali be reflective of any changes
to the IRS rate.
•
ARTICLE 25 - DURATION OF AGREEMENT
25.1 Except as herein provided, this Agreement sha11 be effective as of the date the Agreement
is executed by the parties, and shall continue in full force and effect through the 31st day
of December, 2010, and thereafter until modified or amended by mutual agreement of the
parties. Either party desiring to amend or modify this Agreement shall notify the other in,
writing so as to comply with the provisions of the Minnesota Public Employment Labor
Relarions Act of 1984. Ketroactive pay adjushnents shall apply to all active employees
of the bargaining unit on the date of signing of the agreement except those who have
been ternunated for cause.
25.2 The wage schedule attached hereto as Appendix "B" shall take force and effect at such
time as is specified in the adnunistrative resolution recognizing and approving this
Agreement in accordance with Section 12.09 of the Saint Paul City Charter.
WITNESSES:
CITY OF SAINT PAUL
SAINT PAUL FIItE SUPERVISORY
�
�
Labor Relations Manager
Date
President
Date
25
A,PPENDIX A
• Regulation "West Point" long sleeve police shirt
Regulafion "West Point" short sleeve police shirt
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C
Ranldng Offlcer's white uniform shirt, short sleeve, West Point 7500C
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632
Fechheimer Bros. navy blue trousers 32200
Fechheimer Bros. navy blue trousers 32250
Jacket - Light weight, waist style Fechheimer 32100
Fur coat - Energy 100FD - Sizes 48 - 50 add 10% - longs add 10%
Jacket - California thermal chief - Horace Small
Pazka - Navy - Butwin 111 SP
Regular sizes 34 - 46
Extra sizes 48, 50, 52, Long
• Liners for suinmer uniform fixe fighter jacket - Fechheimer Bros. 32704
Sewing CosCs: No cost when ordered with jacket, othetwise
Caps
Trooper Cap
Chiefs Navy-Stype Midwest-N.W.
8 pt. Midwest-N.W.
Belts - leather - biack - 1.5 inch
Shoes
Socks
Wedge style oxford - Red Wing shoe #101
Slip on style oxford - FLOAT-AWAYS #J5347
Slip on style oxford - FLOAT-AWAYS #J5318
Lace style oxford - FLOAT-AWAYS Z5096
Siip on style oxford Weinbrenner 1635
Slip on style oxford Weinbrenner 1435
Lace style oxford T5152 Mocc toe
Lace style oxford Weinbrenner 1225
Lace style oxford Weinbrenner 1250
• Munsingwear #40
Munsingwear #415 - stretch style
Ties - black, 4-in-hand, or snap-on style
D�'l �
I�il
MEMt3RANDUM �F t7NDE12STANDING
BE'�WEEN TF3E CITY UF SAINT FAUL &
THE SAINT PAUL FIRE SUPERVIS�RY ASSOCTATI�N LOCAL 3�339
The Cifiy o£ Saint Paui (City) and the SainY Paul �re Snpervisory Associafian
{Uoion) agree #a the foIlawing:
The Ci#y witl provide a one-time reimbursement t�f up tu S25Q ta each member oi
the bargaining unit #'or tiie pnrchase of the new dress aniform. �mployees must
have ardered fhe uevr dress unifarm by July lfi, 2005, and be wearing it as per
direction af t�e Chief ance reeeived.
Emplopees w�o have a3ready purehased a dress ua�ifornn shaEt be eligibie for
reimbnrseme�t with appropriate ducnmen#ation o�the pnrchase:
This MOiT shail remain in effect unti# July 1G, 2UflB. 'This M(3U shall set no
,precedettt
WITPIESSES:
i ; a� y��
UiHT01Y
ason Sc i#dt
Labor Relations Manager
DATE• .���' O.5
C
i�--�
Robert Marriso
President
DATE: � � L 0 ��
n
LJ
r� L
•
A-2
• APPENDIX B: BIWEEKLY RATES ��'I� �!J �I
Salary ranges applicable to tifles covered by this Agreement shall be as shown below:
Grade 041
422A FIILE DISPATCH SUPERVISOR
Ol/OS/08
04/26/08
03/28/09
Ol/02/10
Grade 044
031 ASSISTANT FIRE MARSHAL
•
•
01/05/OS
04/26/08
03/28/09
Ol/02/10
A
(1)
2,179.64
2,250.48
2,323.62
2,399.14
A
(1)
2,322.05
2,397.52
2,475.44
2,555.89
B C D E F 10-YR
� � �d) � � ��)
2,287.30 2,400.37 2,496.17 2,622.46 2,727.68 2,868.06
2,361.64 2,47838 2,57730 2,707.69 2,81633 2,961.27
2,438.39 2,558.93 2,661.06 2,795.69 2,907.86 3,057.51
2,517.64 2,642.10 2,747.54 2,886.55 3,002.37 3,156.88
B
�2)
2,436.76
2,515.95
2,597.72
2,682.15
C D E F 10-YR
(3) (4) (5) (6) (7)
2,557.22 2,659.29 2,793.84 2,905.93 3,055.43
2,64033 2,745.72 2,884.64 3,000.37 3,154.73
2,726.1A 2,834.96 2,97839 3,09�.88 3,257.26
2,814.74 2,927.10 3,075.19 3,198.56 3,363.12
15-YR
�
2,985.25
3,082.27
3,182.44
3,285.87
15-YR
�
3,180.31
3,283.67
3,39039
3,500.58
Geade �45
057A EMERGENCY PP�EPAREDNESS COORDINATOR
Ol/OS/08
04/26/08
03/28/09
O1/02/10
O1/OS/08
04/26/08
03/28/09
O1/02/10
A
(1)
2,362.77
2,439.56
2,518.85
2,600.71
A
(1)
2,54334
2,626.00
2,71135
2,799.47
B C D E F 10-YR 15-YR
� � � � � ��) �
2,479.43 2,602.04 2,705.88 2,842.80 2,956.89 3,108.99 3,236.06
2,560.01 2,686.61 2,793.82 2,935.19 3,052.99 3,210.03 3,341.23
2,643.21 2,773.92 2,884.62 3,030.58 3,152.21 3,31436 3,449.82
2,729.11 2,864.07 2,97837 3,129.07 3,254.66 3,422.08 3,561.94
Cnade 046
442A CHIEF FIRE IlW ESTIGATOR
150 FIItE DISTRICT CHIEF
271B FIRE EMERGENCY MGMT & COMM CHIEF
691 FIRE TRAINING OFFICER
B C D E F 10-YR 15-YR
� � � � � ��) �
2,668.95 2,800.90 2,912.73 3,060.09 3,182.86 3,346.59 3,48337
2,755.69 2,891.93 3,00739 3,159.54 3,28630 3,45535 3,596.58
2,845.25 2,985.92 3,105.13 3,262.23 3,393.10 3,567.65 3,713.47
2,937.72 3,082.96 3,206.05 3,368.25 3,50338 3,683.60 3,834.16
20-YR
(9)
3,174.74
3,277.92
3,384.45
20-YR
(9)
3,382.18
3,492.10
3,605.59
20-YR
(9)
3,441.47
3,553.32
3,668.80
20-YR
(9)
3,704.48
3,824.88
3,94919
M:�I
APPENDIX B: BTWEEKLY RATES (Continued)
Grade 049
193A DEPUTY FIltE CFiIEF (LJ)
327A DEPUTY TRAINING C�F (IJ)
193B EMERGENCY MEDICAL SERVICES CfIIEF
186 FIRE MARSHAT,
A
(1)
Ol/OS/08 2,754.44
04l26/08 2,843.96
03/28/09 2,936.39
Ol/02/10 3,031.82
B C D E F 10-YR
(2) (3} (4) (5} (� (7}
2,890.46 3,033.37 3,154.44 3,314.06 3,447.00 3,624.36
2,984.40 3,131.95 3,256.96 3,421.77 3,559_03 3,742.15
3,08139 3,233.74 3,362.81 3,532.98 3,674.70 3,863.77
3,181.54 3,338.84 3,472.10 3,647.80 3,794.13 3,989.34
15-YR
�
3,772.49
3,895.10
4,021.69
4,15239
20-YR
(9)
4,011.95
4,14234
4,276.97
�
•
•
�
•
APPRENDIX C
MEMORANDUNF OF UNDERSTANDING
��'�� � �
This Memorandum of Understanding (heteinafrer "MOU'� is made and entered into this
� Z�'clay of M� � c �a � 2�03, by and between ihe City of Saint Paui ('nereina8er "City"),
and the Saint Faui Fire Supervisory Association of the Intemational Association of Fire
Fighters, Local 3939 (hereinafter "FSA"} to modify Article 16 of the 2Q02 - 2003
Collective Barg3fII12Ig Agreement between ihe City and FSA
The parties undersiand and agsee to ihe following:
I.�Aiticle 16 of the Coliective Bargaining Ageement shati be modified by adding the
fallowing: .
7 6.8 For any amployee who is eligible to receive severance from the City under
rhis Article, the City wiil coniribute the full amount of their severance
payment to a post-empIayment health glan. ,
�3xis will spply to all FSA meznbers who separate &om serviee with the City after the date
of tYus MOU.
It is agreed by all pazties to tkus M�U that this modifxcation to Article 16 wiil be
�cluded in t6e next ColIective Bargaining Agreement between the City and FSA.
•
CIT'Y OF S.b.II TT PAUL
��
Te altiuet
Labor Relations Manager
Approved as fo form:
� f���-,_.. p
John I�cCormick
AssSstant Ciry Aitomey
�
I�ITERNATIONAL ASSOCTATTON OF
� FIGHTERS, LL)CA � 3439
r:�� 1�..�.�--.
Bob Mosrison
Pzesid8nt
�».J ��
Dave Pleasants
Secretary - Treasurer
C-1
•
•
APPENDIX D
MEMORANDUM OF AGREEMENT
BETWEEN THE
CIT`Y OF SAINT PAUL
f11�tD
The �re Supervisory Association
6 -��/�C��I
The City of Saint Paul (hereinafter "Cit�') and the Fire Supervisory Association (hereinafter
"Union") agree to the terms of tYris Memorandum of Agreement (hereinafter "MOA") for the
purposes o£ establishing the City's contributions rates to health insurance preauums for City
employees who are eligible for such conhibutions.
1. Following a required request for proposal, the Labor Management Committee for Health
Insurance (hereinafter "LMCHI'� recommended Health Partners to provide health
insurance far City employees for 2008-2010.
2. The LMCHI recommended three health insurance plans from Health Partners:
Distincfions, Primary Clinic with $500 Deductible, and Open Access with $1,500
Deductible.
3. The City has accepted the LMCHPs recommendarion.
4. The LMCHI's recommendation does not equate to a selection of benefits, the selection of
plans to be offered in subsequent years, nor shall in any way be conshued as a form of
negotiations.
5. The collecfive bazgaining agreement between the City and Union will expire on
December 31, 2007.
6. Since negotiation of a new agreement may not be completed by Open Enrollment in
October 2007, the City and Union have entered into this MOA to establish contribution
levels for each plan so individual employees can make an informed decision regarding
their health insurance.
7. The language of this MOA will be incorporated into the subsequent collective barganung
agreement.
The City will make the following monthly contributions for health insurance in 200&:
a. Open Access with $1,500 Deductible
.S1Tlg'le: $427.2,5 } �100 (tobedeposited'manaccountdetercninedbytheLMCHn
Family: $1,040.75
b. Primary Clinic with $500 Deductible
Single: $525.51
Family: $901.86
a Distinctions
•
Single: $457.54
Ramily: $901.86
r�
9. The City wiil make the following monthly contributions for health insurance in 2009:
a. Open Access with $1,500 Deductible
S'1T1�.0: �Q�67.g4 '{- $10� {to be deposited in an account determined by the LMCfiI)
Faxnily: $1,120.75
b. Primary Clinic with $500 Deductible
Singie: $567.93
Family: $9Z6.86
c. Distinctions
Single: $482.54
Family: $926.86
10. The City will make the following monthly conhibutions for health insurance in 2010:
a. Open Access with $1,500 Deductible
5121�C: $$12.28 -I' � l�� (to be deposited'm an account determined by the LMCHI)
Fautily: $1,214.00
b. Primary Clinic with $500 Deductible
Single: $615.10
Family: $951.86
c. Distinctions
Single: $507.54
Family: $951.86
11. The City's additional compensation for single coverage employees who select the Open
Access with $1,500 Deductible plan may be reduced by $25 per month if a VEBA
account is selected by the LMCHI that allows employees to draw upon that money while
employed.
12. The Union agrees to waive any and all rights to file a grievance or court action regazding
this change in health insurance plans or the aggregate value of the benefits provided by
the health insurance plans recommended by the LMCHI for 2008-2010 health insurance.
FdR TIiE CiTY:
� , L'ry
Sc
I.abar Itelat�ns Maaager
l .
138#e• r'�� %�l �
tiIRCQM1t01�^�1MCi�3A06 7out B[ Ne�4M9-'1114'bd� MOA -Firt Supcviwu
(�{)���e�:�f�►��
� ..�i�
�--
\
Patridc Smith '
President — Fire Supervisary Association
Date: � 1 �
�
•
�
D-2