08-363Council File # D$- 3� �
Gt'een Sheet # 3051435
RESOLUTION
CITY OF SAINT PAUL�NIINNESOTA
r��t�a
�
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 2008 — 2010 Collective Bargaining Agreement and 2008 — 2010 On Call Memorandum of Agreement
3 between the City of Saint Paul and the Professional Employees, Association, Inc.
Human Resources
Adopted by Council: Date ��//,�/�p�6/
Adoption Certified by Council Secretary
BY• /9 - ic�YSc..�
Approv a�y r: Date � Q p
By.
By. Angela I�lezny DireQtd�rU
l�
Approved 6e e ci ervices
By' —
Approved �,v i ttomey �
By. j G �.�j�
Approved y Mayor for Submis,sion to Council
BY �t�N T
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
08 � 3[r 3
Departme�rt/oTficelwuncll: Date InFtiated:
Hu -��Ra� �-���a Green Sheet NO: 3051435
ConWet Person & Phone:
Jason Schmidt
26G6503
�►
0.ssign
Number
For
Routing
Order
9 nmanResources
I atoauRetuaree5 D arfinentDireUor
Z mandal Service5 m Fnaarisl Services �
3 Attorce �
4 or's Otfice Ma or/Assistant
5 ouneil ' Coancil
b Qerk Ci Cierk
DoaType: RESOLUTION WI$TRANSAC
E-DocumeM Required: Y
Document Contad: Sue Wegwerth
CoMact PFwne: 26E6513
Total 0 of Signature Pages _(Clip All Locations for Signature)
Resolution agproving the attached Sanuary 1, 2008 through December 31, 201Q Collective Sargaining A@�eement and Memorand�an
of Agreement regazding On Call between the City of Saint Paui and the Professional Employees Associadon, Inc.
Pianning Commission
CIB Committee
Civil Service Commission
1. Has this persoNfirm ever worked under a comract toe this departmenY?
Yes No
2. Has this perso�rm ever been a cily employee?
Yes Mo
3. Does this Qersonffvm possess a skill not rwrmally possessed by any
current city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
InRiating Problem, lssues, Opportunity (Who, What, When, Where, Why):
The Collective Bazgaining Agreement and MOA with the Professional Employees Associakion, Inc. has exQired. The City of Saint
Paui is required to negotiate with this bazgaining unit.
Advantages IfApproved:
An agreement a¢d the continuation of the On call MOA reached through good faith bargaining wiil be in place through December 31,
2010.
DisadvanWges NApproved:
None.
Disadvanqges if Not Approved:
T1te City would be required to re-open negotiations with this bargaining unit. T1tis would strain relations and possibly lead to a strike.
Transaction:
Funding Source:
Financial irtFormation:
(Explain)
Activity Number:
CosURevenue BudgMed:
March 25, 2008 11:45 AM Page 1
(��31n3
ATTACHMENT TO THE GREEN SHEET
Professional Employees Association, Inc.
2008 — 2010 Collective Bargaining Agreement
Below is a summary ofthe changes in the collective bargaining agreement between the City of
Saint Paul and Professional Employees Association, Inc.
DuraHon:
Three (3) years, January 1, 2008 — December 31, 2010
WaEes:
May 1, 2008 (closest pay period)
April l, 2009 (closest pay period)
January 1, 2010 (closest pay period)
Health Insurance:
3.25% increase
3.25% increase
3.25% increase
The insurance contnl�ution increases follow the Memorandum ofAgreement teached with the
various bazgaining units for 2008-2010.
Grievance Procedure
The grievance procedure is znodified by elnninating a rotating panel of azbitrators and replacing it
with a list of azbitrators from the Bureau of Mediation Services.
Deferred Comoensation
Increase City contnbution for deferred compensation match to $250.00.
Milease
Elnninate mileage reimbursement plans and convert to the IRS reimbursement rate, effective 2010.
Other Laneua¢e Chanaes:
Other language changes were of a housekeeping nature for clarification and cleanup.
08 �3l, 3
City of Saint Paul
Interdepartmental Memorandum
To: Matt Smith, OFS Director
From: John McCarthy, Budget Analyst
Subject: GS #3051435 — Collective Bargaining MOA
Date: 3/28/2008
There are no budgetary changes requested by the attached resolution. If approved it would simply approve the
collective bazgaining memorandum of agreement between the City and the Professional Employees
Association.
AA-ADA-EEO Employez
08- 31a.3
�
JANUARY 1, 2008 - DECEIVIBER 31, 2010 ..
CULLECTIVE BARGAINING AGREEMENT . ,
. � � � BETWE�N � � � �
,.�� � _ � � _ . � � �
�_ � �� �_ � � -� �H�"CITY�O�SAIlVT�PA�. ` �
�� � _� � . �� � � �: � � 2iND� : � � ��; �� � �, . �
' FROFESSIOl�TAL EMPLOYEES ASSOCIATION, INC.
� - � � � � . _ � � � �_ . � � � . _
- � � � �_. _ �_ __ � .
DS-3!o 3
❑
ARTTCLE TTTLE
PAGE
Preamble .................................................................................................. ii
� � �
1 Recognition ............................................................................................. 1
2 Maintenance of Standards ........................................................................ 1
3 Nondiscrimination ...................................................................................1
4 Management Rights ................................................................................. 2
5 Check Off and Service Fee ...................................................................... 2
6 Hours of Work and Overtune ................................................................... 3
7 Wages ......................................................................................................4
8 Vacation ..................................................................................................5
9 Holidays .................................................................................................. 6
10 Sick Leave ............................................................................................... 6
11 LeaveofAbsence ....................................................................................8
12 Insurance ................................................................................................. &
• 13 Seniority .................................................................................................16
14 Working Out of Classification ................................................................17
15 City Mileage ...........................................................................................17
16 Licensing/CertificationRequirements .....................................................18
17 Safety Footwear ......................................................................................18
18 Discipline ...............................................................................................19
19 Grievance Procedure ...............................................................................19
20 Legai Services ........................................................................................23
21 No Stn7ce, No Lockout ............................................................................23
22 Severence Pay .........................................................................................23
23 Savings Clause .......................................................................................25
24 Deferred Compensation ..........................................................................25
25 Duration and Effective Date ....................................................................25
Appendix ......................................................................................... A-1
Appendix ..........................................................................................B-1
Appendix ..........................................................................................C-1
Appendix ......................................................................................... D-1
�
48-3(03
�
PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as
either the "Employer" or the "Cit}�', and the City of Saint Paui Professional Employees
Association, Inc., hereinafter referred to as the "Associarion", for the purpose of fostering and
promoting harmonious relations between the City and the Associatian in order that a high level
of public service can be provided to the citizens of the City.
This Agreement attempts to accomplish this purpose by providing a fixller and more
�
complete understanding on the part of both the City and the Association of their respective rights
and responsibilities.
The provisions ofthis Agreement shall not abrogate the rights and/or duties ofthe
u
Employer, the Association or the employees as established under the provisions of the Public
Employment Labor Relations Act, Minnesota Statute CH.179A, as it xnay be amended from time
to tixne.
ii
08�3(03
�
�'c�I��,� 1— ��C)GNI'i'ION
i.l The City recagnizes the Association as the exciusive representative for The Classified
Professionzl Employees Bargaining Unit, as certified by the State of Minnesota Bureau
o£Mediation Services, dated November 5,1485, CaseNo. 85-PR-77S-A.
E�piovees shall be included in this certification in accordance with the Public
Employment La�or Relations Act, Minnesota Stahxte CH.179A, as it may be amended
�om time to tnne.
•
•
1.2 The City aiso recognizes the Association as the exclusive representative for
non-classified employees in the City Attorney's Office, as certified by the State of
Minnesota Bureau of Mediation Services, dated August 12, 1999, Case No. 99-PCL-464.
These employees aze not covered by the City's Civil Service Rules. It is recognized that
temporary employees in the City Attorney's Office that are within the unit are covered by
this Agzeement if they work for more than 67 days per calendaz year or aze anticipated
upon hire to be employed greater than 67 days, and meet the hours requirements of
Minnesota Statute 179A.03, subd. 14. A temporary employee, for purposes of tYris
contract, is a person empioyed to fiil a position of a specific lnnited duration, not to
exceed one yeaz. Temporary employees shall not be eligble for vacation accrual, holiday
pay, sick leave accrual, health or other insurance premium contnbutions by the
Empioyer, except as are specifically provided for elsewhere in this Agreement.
ARTI�LE 2— MAINTENANCE OF STANDA.RDS
2.1 The parties agree that all conditions of employxnent relating to wages, hours of work,
vacations, and all other general working conditions, except as modified by this
Agreement, shall be maintained at not less than the highest minimum standazd as set forth
in the Civil Service Rules ofthe City of Saint Paul (Resolution No. 3250) and the Saint
Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement,
and the conditions of employment shall be improved wherever specific provisions for
improvement are made elsewhere in this Agreement.
2.2 Notwitt�standing Article 2.1 above, Civll Service Rule 8.A.3, and Civil Service Rule 14
relating to pmmotions shall not apply to applicants and employees who transfer from
Independent School District No. 625, effective 3anuazy 1, 2010.
�I8"I'ICLE 3 — NONDISCRIMINATION
3.1 The terms and conditions of this Agreement will be applied to employees equally without
regard to, or dis�rivLnation for or against, any individual because of race, color, creed,
religion, se� age, seaual orientation, disability, nationai origin, or because of
membership or non-membership in the Association.
3.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 3 — NONDISCRIlVIINATION (Continued)
3.3 Employees covered by tlus contract will be covered by the City policy regazding •
nondiscrimination and sexual harassment, as well as applicable locat, state, and federal
laws.
ARTICLE 4 — MANAGEMENT RIGHTS
4.1 The Association recognizes the right of the Employer to operate and manage its afFairs in
all respects in accordance with appticable laws and regulatzons of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated, or
modified by this Agreement aze re,tained by the Employer.
4.2 A public emploqer is not required to meet and negotiate on matters of inherent
mauageriai policy, wtuch mclude, but aze not limited to, such azeas ofdiscretion or policy
as the functions and programs ofthe Employer, its overall budget, utilization of
tectmology, organization�l structute and selection and direction and number of personnel.
•�' ' :� - ; .; •p . .
5.1 The Employer agrees to deduct the Association membership initiation fee assessments
and, once each month, dues from the pay of those employees who individually request, in
writing, that such deductions be made. The amounts to be deducted shall be certified to •
the Employer by a representative ofthe Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of tl�e succeeding month after such deducrions are made or as soon tlzereafter as
is possble.
5.2 Any present or future employee who is not an Association member shall be required to
contnbute a fa3r share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall deduct said fee from the eamings of the employee
and transmit the same to the Association. In no event shall the fair share fee exceed 85%
oftfie regular membership dues. Tt is also understood fhat in the event the Employer shall
make an improper fair share deduction from the eaznings of an employee, the Association
shall be obligated to make the Employer whole to the extent that the E�loyer shall be
required to reimburse such employee for any amount improperly withheld This
provision shall remain operative only so long as specifically provided bq Minnesota law
and as otherwise legaL
5.3 The Association agrees to indemnify and hold the Employer barmless against any and all
claims, suits, orders, or judgments bronght or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this f�rticle.
�
2
�'3�3
• ARTICLE 6- HOURS OF i�VORK AND OVERTIME
61 The normal hours of work for the employees shall be a minimum of seven and
thre�fourtl�s (7'/<) hours in any twenty-four (24) hour period and thirty-eight and
three-fourtbs {38 3 /<) hours in a seven (7) day period excluding a forty-five (45) minute
lunch period, fifteen (15) minutes ofwhich shall be paid. For employees on a shift basis
this shall be constsued to mean a m;nimum average of thirty-eight and tl�ree-fourths
(38 '/<) hours a week.
6.2 An employee working in a class title which is in Salary Grade 11 or below shall receive
overtime compensation in accordance with the Fair Labor Standazds Act (FL5A). The
method of this compensation shall be determined solely by the Employer. It is
understood that the FLSA provides overtime compensation only after forty (40) hours
worked (not paid).
An employee working in a class title which is in Grade 12 or above and who, in other
than noxmal circumstances, works more than their assigned normal work day or assigned
normal work week shall receive compensatory time or pay on a straight time basis for the
extra hours worked. The method of compensation shall be determin.ed solely by the
Employer.
• 6.3 It is understood by the parties that Section 28H — Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
6.4 Notwithstaflding Article 6.1, employees may, through mutual agreement with the
Employer, be assigned to a nomial work day of up to nine and three-quarters (9 '/<)
consecutive hours in a twenty-four (24) hour period and a normal work week of
th3rty-nine (39) hours in a seven (7) day period, excluding a forty-five (45) minute lunch
period, fi&een (15) minutes of which shall be paid. Employees working more than their
assigned hours shall receive compensation in accordance with Articie 6.2, above.
6.5 For employees who wish to share a position, the employer will attempt to provide options
for implementing a sharing arrangement. Such an arrangement must be mutually agreed
upon by the Employer and the employees involved. Vacation, holiday, and sick leave
benefits for employees who share a position shall be pro-rated based upon the percent of
hours worked. Health insurance benefits shall be administered in accordance with the
p:ovisions of Article 12 ofthis Agreement. In the event that one ofthe employees
participating in the shared position is termuiated or temunates employment, the Employer
shall post the job sharing vacancy for a period of ten (10) days. I� at the end of ten (10)
days, such vacancy cannot be filled, the Employer shall have the option of increasing the
remaining employee's work hours.
6.6 Article 6.5 shall not be subject to the provisions of Article 19 of this Agreement.
�
ARTICLE 6— HOURS OF WORK AND OVERTIME (Continued)
6.7 The Eznployer may provide flex-time for those employees who request it. Empioyees
working more than their assigned hours shall receive compensation in accordance with
Article 6.2.
6.8 The Professional Employee's Association shall receive up to eight (8) hours straight tune
pay per day for tune spent in contract negotiation with the Employer. The president of
the Association or hislher designee shall determine the employees and hours to be paid
accordiug to the terms of this Article.
6.9 Library Employee Night/Sunday DifferentiaL Effective January 1, 2006, any Library
employee who works on a shift beginning earlier than 6:00 am. or endiag latet than
6:00 p.m, provided at least four hours of the shift are worked between the hours of 6:00
p.m and 6:00 am, shall be paid a night differential of four percenf (4.0%) for the entire
shift.
.
Any Lbrary employee who works on a shift beginning earlier than 6:00 am. or ending
later than fi•00 p_m,_ bnt les ha four hours ofthe shift are worked between the hours of
6:00 p.m_ and 6:00 a.m shaI1 be paid a nigfit differentiai of four percent (4.0%) for the
hours worked between 6:00 p.m and 6:00 a.m
Any Lbrary employee who works on Sunday shall be paid a differential of four percent
(4.0%) for alI hours worked.
ARTICLE 7 — WAGES
7.I
7.2
73
Effective May 1, 2008 (or closest pay period), ail salary rates applicable to tities in this
bargaining unit shall be increased by 3.25 percent (3.25%).
Effective April 1, 2009 (or closest pay period), alt salary rates applicable to tit2es in this
bazgaining unit sl�all be increased by 3.25 percent (3.25%).
Effective 7anuary 1, 2010 (ox closest pay period), all salary rates applicable to titles ia
this bargaining unit shall be increased by 3.25 percent (3.25%).
7.4 The wage schedule, for purposes of this contract, shall be Appendiz A, attached hereto.
Both parties agree that the inclusion ofthe classifications and salary ranges in Append'vc A
does not preclude the Employer from the following:
i. Reorganizing
2. Abolishing
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying positions
•
•
0
�8-31v3
AR'�'�CLE 7 —
�e'AGE� (Continued)
• 7.5
7.6
F.etrcactive wage ad}ustments shall only apply to employees who were employefl by the
City as of :'�e date of signing this Agreement.
?'he ?anb age ofthis Article and Append'vc A shall supersede any conflicting language
found in the Civil Service Rules and/or Salary Plan and Rates of Compensation
AR�'IC�,� S — V�Cr�TION
�
�
Years of Service
Year one through yeaz four
Year five through year seven
Year eight through year fifteen
Yeaz sixteen through yeaz nineteen
Yeaz twenty and beyond
.
�
T'�e following schedule will apply to all employees.
Vacation Granted
17 days
20 days
24 days
27 days
28 days
For purposes of this Article, yeazs of service shall be determined by calendaz years of
service.
The Departsnent Head may permit an employee to carry over into the following year up
to fi8een (15) days vacation.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subdivision H.
8.4 If an employee has an accumulation of sick leave credits in excess of one hundred eighty
(180) days, he(she may convert any part of such excess to vacation at the rate of one-half
day of vacation for each day of sick leave credit. No employee may convert more than
ten (10) days of sick leave in each IRS payroll reporting year under this provision.
8.5 Employees may request compensation in cash for up to one week of unused vacation
within each IRS payroll reporting year. Payment will be at the discretion of the
Department Head and additioaally, limited by the availability of funds in the Department's
Budget. Such election must be made in wrhing on or before December 1 of each IRS
payroll reporting year. Ifthe employee elects to sell vacation, the payment for such sold
vacation shall be made in a lump sum in the nearest full payroll period following the
election date. The payxnent shall be in an amount equal to the number of hours sol� times
the er.iployee's regulaz rate of pay in effect as of the date of such election, Article 8.5 shali
not be subject to the provisions of Article 19 of this Agreement.
•
ARTTCLE 9 - HOLIDAYS
�
9.1 Holidays recognized and observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving*
Christmas Day
Etigible employees shall receive pay for each ofthe holidays Iisted above, on wluch they
perform no work. Whenever any of the holidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday, Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
9.2 Eligibility Requirements. In order to be eLigible for a holiday with pay, an employee
pay period. The amount ofholiday time earned shall be based upon the number of
non-holiday hours paid to the employee during that pay period (see proration charts in
Salary Plan and Rates of Compensation). For the purpose of this section only,
non-holiday hours paid includes hours achaally worked, vacation time, compensatory •
time, paid leaue, and sick leave. It is further understood that neither temporary nor other
employees, not heretofore eligible, shall receive holiday pay.
9.3 Employees required to work on a holiday shall be compensated in accordance with
Section II of the Saint Paul Salary Plan and Rates of Compensation.
9.4 For all employees assigned to the Lbrary, the Day after Thanksgiving shall be considered
a normal work day, and Christmas Eve Day shall be recognized and observed as a paid
minor holiday.
ARTICLE 10 — SICK LEAVE
I0.1 Sick ieave shaII be earned attd granted in accordance with the Civil Service Rules. The
accrual rate for eligibie employees shall be 0.0539 of a working hour for each full hour
on the payroll (14 days per year), excluding overtime.
10.2 In the case of a serious illness or disability of an employee's child, parent, or househoid
member, the Department Head shall graat leave with pay in order for the employee to
care 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 leave shall be limited to forty (40) houxs per incident.
•
b8 �3103
AR'iTCLE 2Q - SICK LEAVE (Continued)
S 103 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, shall be granted up to three (3) days ofsick leave to attend the funeral ofthe
employee's grandparent or grandchiid. Any employee who has accumulated sick leave
credits as provided above shall be granted leave with pay for such time as the appointing
authority deems necessary for any ofthe following reasons:
1. Sickness or injury ofthe employee.
2. Death of the empioyee's mother, father, spouse, child, brother, sister, mother-in-
law, father-in-law, or other person who is a member of the household.
Employees may be granted sick leave for such time as is actually necessary for the
following:
1. Office visits to physicians, dentists, or other health care personnel.
2. In the case of sudden sickness or disability of a household member, up to four (4)
hours for any one instance.
An employee shall be paid under the provisions of tbis paragraph only for the number of
days or hours for which the employee would normally have been paid if the employee
had not been on sick leave.
No employee shali be granted sick leave with pay foz treahnent of chemical dependence
• more than twice.
10.4 Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick
leave and unpaid leave of absence in the same mauner as any other disabled or ill City
employee. Such paid sick leave eligbility shall begin upon certification by the
employee's attending physician that the employee is disabled in tetxns o f her ability to
perform the duties ofher position.
10.5 The Department Head or the Human Resources Director may require a physician's
certificate or additional certificates at any time during an employee's use of sick leave for
the purposes stated in 10.2 above. All such certificates shall be forwarded by the
appointing officer to the Human Resources Office. If an employee is absent because of
the provisions ofArticle 10.2 above for three (3) or fewer calendar days he/she shall
submit to the Departmern Head a certificate signed by the employee stating the nzture of
the child, pazent, or household member's sickness. If the sickness continues for more
than three (3) calendar days, no further sick leave shali be granted unless or until a
physician is consuited. The sick leave may be continued from and include the day of
consultation, but only if a certificate signed by the physician certifying to the nature and
period of the person's sickness is submitted and approved by the Department Head and
forwazded to the Human Resources Office.
10.6 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Departsnent Head the necessity for the absence not later thau one-half hour after
• his/her regularly scheduled tune to report for work, unless he/she can show to the
sztisfaction of the Department Head that the failure to report was excusable.
7
ARTICLE 10 - SICK LEAVE (Continaed) �
10.7 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for wluch he✓she would normally have been paid if he/she had not been on
sick leave.
ARTICLE il - LEAVE OF ABSENCE
11.1 A twelve (12) month Parental leave of absence without pay shall be granted to a natural
pazent or an adoptive parern, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be e�ended an additional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part ofthe
Employer to grant an extension of such leave shall �t be subject to the provlsions of
Article 19 ofthis Agreement.
Employees who retum following such leaves of absence shall be placed in a position of
equivalent salary and tenure as the one held just prior to the beginning of their leave.
- -- ,••� ... � . . . �. �.,� - - �. .- � . . ..� -
� ... .. -
I 1.3 In case of an employee adoption of a child up to five (5} years of age, employees shall be
permitted to cazry over into the following fiscal yeaz up to eighty (80) additional hours of •
accrued vacation time each year up to a total of two hundred farty (240) hours.
Tfiis Article 113 shall apply only to one City employee in the event that both adoptive
pazents aze City employees.
11.4 A£ull-time employee may be granted up to four hundred eighty (480) hours of voluntary
leave of absence without pay during the fiscal year. During such leave of absence, the
employee shall continue to eam and accrue vacation and sick 2eave, seniority credits and
maintain insurance eligibility as though he/she was on the payrolL Any leave of absence
granted undet this provision is subject to the approval of the Department Head.
ARTICLE 12 - INSURANCE
12.1 The insurance plans, preiniums 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 bene&ts offered by the benefit providers. FIowever, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements. The Employer's Cafeteria Plan Document and IRS rules and
regulations shall govern the Employer provided health and welfare benefit program.
Employer contnbutions under this Article shall not be considered salary.
u
D$-3/o3
n
LJ
�t'g'ICI,E 12 - �TSi7I2A_NC� (Continued)
12.2 For the pur�ose of this Article, full-time employment is defined as appeazing on the
pay,vll an average of at least thnty-two (32) hours per week for the twelve (12) month
period preceding the annual open enrollment or special enrollments or the six (� month
period preceding initial enrollment.
Three-quarter time exnployment is defined as appearing on the payroll an average of at
least twenty-sis (26) hours per week but less than thirty-two (32) hours per week for the
tw�lve (12) month period preceding the annual open enrollment or special enrollments or
the six {6) month period preceding initial enrollment.
Ha9f-ta�ae empioyment is define3 as appearing on the payroll an average of at least
twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve
(12) month period preceding the annual open enrollment or special em�ollxnents or the suc
(6) month period preceding initial enrollment.
•
12.3 Effective for the January 2008 insurance premiums, for each employee covered by this
Agreement who is employed full-time and who selects single employee heahh insurance
coverage provided by the Employer, the Employer agrees to contribute the following
amounts:
O�en Access with $1,500 Deductble:
Prixnary Clinic with $500 Deductible:
Distinctions:
$427.25, plus $100 (to be deposited in an
account detenniued by the LMCHI.)
$525.51
$457.54
Effective for the January 20U9 insurance premiums, for each employee covered by this
Agreement who is employed full-time and who selects single employee health insurance
coverage provided by the Empioyer, the Empioyer agrees to contribute the following
amounts:
Open Access with $1,500 Deductble:
Primary Ciinic with $500 Deductible:
Distinctions:
$467.84, plus $100 (to be deposited in an
account detemuned by the LMCHI.)
$567.93
$482.54
Effective for the January 2010 insurance premiums, for each employee covered by this
Agr�ement who is employed full-tixne and who selects single employee heaIth insurance
coverage provided by the Employer, the Employer agrees to contnbute the following
amounts:
Open Access with $1,500 Deductible:
• Primary Clinic with $500 Deductible:
Distinctions:
$512.28, plus $100 (to be deposited in an
account deternuned by the LMCHI.)
$615.10
$507.54
0
ARTICLE 12 - INSURANCE (Continued) •
12.4 Effective for the January 2008 insurance premiums, for each eligible full-tune empioyee
who selects family health insurance coverage, the Employer agrees to contnbute the
following amounts:
Open Access with $1,500 Deducrible: $1,040.75
Primazy Clinic with $500 DeductY'ble: $901.86
Distinctions: $901.86
Effective for the January 2009 insurance premiums, foz each eIigible fu11-time empIoyee
who selects family health insurance coverage, the Employer agrees to contnbute the
following amounts:
Open Access with $1,500 Deductzble: $1,120.75
Primary Clinic with $500 Deductible: $926.86
Distinctions: $926.86
>
who selects family health insurance coverage, the Employer agrees to contnbute the
following amounts:
Open Access with $1,500 Deduchble: $1,214.00
Primary Clinic with $500 Deductible: $951.86
Distinctions: $951.86
For ttuee-quarter time employees the contnbution shall be seventy-five percent (75%) of
the full-time single and family amount and for half-time employees the contnbution shall
be fifty percent (50%) of the full-time single and family amount for health insurance
coverage.
12.5 Notwithstauding Artictes 12.3 and 12.4, an emp2oyee covered by this Agreement who
was employed at least twenty (20) hours but less than thirty-two (32) hours per week
during the month of December, 1988, sha11 receive the same contnbutions as a full-time
employee. This Article 12.5 shall continue to apply only as long as such employee
remains continuously employed at least twenty (20) hours but less than thirty-rivo (32)
hours per week.
•
12,6 All benefits eligt'ble e�nployees (ie. 40 hrs per pay period or more) may participate in or
waive participation in the City's health insurance program. Employees who opt to
participate must select at ieast single health insurance coverage and emgloyee life
insurauce in an amount equal to the employee's annuai salary to the nearest full thousand.
Employees who waive participation shall be ineligible for any employer contribution but,
shall be eligible to participate in optional coverages at the employee's eYpense if the
employee is benefit eligzble for each of the preceding twelve months, •
10
p8-31��
•
AR`TI�I.� 1� - I1d��TRANCE (Continued)
For the purpose of this section, the employee's annual salary shall be based on the
employee's salary as of the month prior to the annual open enroliment. The employer
will contribute, beguming in 2004, life insurance in an amount equal to $50,000 for each
benefit eligble employee.
12.7 rar employees who, after fifteen (15) years of service become disabled and are eligibie
for a disability pension from a retirement fund to wluch the City of Saint Paul has
contn�buted, the Employer shall contribute toward the hospital-medical insurance
program offered by the Empioyer in accor@ance with the retiree insurance provisions of
tYiis Agreement.
12.8 Employees who retire must meet the following conditions at the time ofretirement in
order to be eligble for the Employer contnbutions, listed in Sections 12.9 through 12.19
below, toward a health insurance plan offered by the Employer:
12.8 (1)
12.8 (2)
12.8 (3)
�
12.8 (4)
Be receiving benefits from a Public Employee Retirement Act at the time
of retirement, and
Have severed his/her relationship with the City of Saint Paul for reasons
other thau misconduct.
Employment with Independent School District No. 625 will not be
counted toward the service requirement for employees hired after
October i, 1997, towazd years ofservice foz retiree health e]igbility.
If an employee does not meet the yeazs of service requirements in sections
12.10 through 12.17, but does satisfy the conditions in 12.8 (1), (2), and (3)
he/she may purchase singie or family health insurance coverage through the
Employer's insurance program The total cost of such insurance coverage
shall be paid by the retiree.
12.9 The definition of full-tnne, three-quarter time, and half-time shall be as per Section 12.2.
Early Retirees
12.10 This Section applies to employees who:
12.10 (1)
12.10 (2)
12.10 (3)
12.10 (4)
12.10 {5)
12.10 (6)
Retire on or after January 1, 1996, and
Have completed twenty (20) yeazs full-time with the City of Saint Paul, and
Were appointed prior to January 1, 1990, and
Have not attained age sixty-five (65) at retirement, and
Meet the temis set forth in Section 12.8 above, and
Select a health insurance pian offered by the Employer.
Until such employees reach siYty-five (65) yeazs of age, the Employer agrees to
contribute a maximum of $350.00 per month towazd the cost of single or family health
• insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the
Employer will contribute the cost for $5,000 life insurance coverage until the retiree
attains the age of sixty-five (65).
11
ARTICLE 12 — INSURANCE (Continned)
When such eazly retiree attains age sixty-five (65), the provisions of Section 12.12 sha11
apply.
12.11 This Seerion shall apply to employees who:
12.11 (1) Retire on or after 7anuary 1, 1996, and have completed twenty-five (25)
years full-time with the City of Sa3nt Paul, and
12.11 (2) Were appointed on or after January 1, 1990, and
12.11 (3) Have not attained age sixty-five (6S) at retirement, and
12.11 (4) Meet the conditions of Section 12.8 above, and
12.11 (5) Select a health insurance plan offered by the Employer.
Until such employees reach s'ucty-five (65) years of age, the Employer agrees to
contnbute a maximum of $300.00 per month toward the cost of single or fauiily health
insurance coverage. Any unused portion sball not be paid to the retiree. In addition, the
Employer will contdbute the cost for $5,000 life insurance until the retiree attains the age
When such early retiree attains age sixty-five (65), the provisions of Section 12.15 shall
apply. -
Regular Retirees (Age 65 and over)
12.12 This Section shall apply to full-time employees who:
12.12 (1)
12.12 (2)
12.12 (3)
12.12 (4)
12.12 (5)
12.12 (�
Retire on or after 7anuary 1, 1996, and
Were appointed prior to January 1, 1990, and
Have completed twenty (20) years full-time with the Ciry of Saint Paul, and
Haue attained age sixty-five (65) at retirement, and
Meet the conditions of Section 12.8 above, and
Select a health insurance plan offered by the Bmployer.
The Employer agrees to contn'bute up to a maximum of $500.00 per month toward the
cost of single or family healffi insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
12.13 This Section shall applyto tl�ree-quartertime employees who:
12.13 (1) Retire on or after January 1, 1996, and
12.13 (2) Were appointed prior to January 1, 1990, and
12.13 (3) Have completed twenty (20) years with the City o£ Saint Paul and must
have been aligible for benefits and enro�ed in the City's medical plan for
the five (5) years prior to retirement, and
12.13 (4) Have attainad age suLty-frve (65) at retirement, and
12.13 (5) Meet the conditions of Section 12.8 above, and
12.13 (6) Select a health insurance p2an offered by the Employer.
L�
�
LJ
•
fi�a
08-3(� 3
•
Alt'd"I�LE 12 — �TSiT1�A1'�CE (Continued)
The Er:igioyer agrees to contnl�ute up to a ma�mum of $375.OQ per month towazd the
cost oFsing!v or fainily bealth insurance coverage. Any unused portion shali not be paid
to the retiree. No life iusurance coverage will be provided.
12.14 This Section shali apply to half-time employees who:
12.14 (I) Retire an ar after January 1, 1996, and
12.14 (2} �Nere agpointed prior to January 1, 1990, and
12.14 (3) Haue wmpleted twenty (20) yeazs with the City of Saint Paul and must
nave been eligible far benefits and enrolled in the City's medical plan for
the five (5) years prior to retirement, and
12.14 (4) Have attained age sixty-five (65) at retirement, and
12.14 (5) Meet the conditaons of Section 12.8 above, and
12.14 (6) Select a health insurance plan offered by the Employer.
The Ernployer agrees to contn�bute up to a maximum o£ $250.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
u
12.15 This Section shall apply eo full-tune employees who:
12.15 (1)
12.15 (2)
12.15 (3)
12.15 (4)
12.15 (5}
12.15 (6)
Retire on or after January 1, 1496, and
Were appointed on or after January 1, 1990, and
Have completed twenty (20) yeazs fuil-tnne with the City of Saint Paul, and
Have attained age sixty-five (65) at retirement, and
Meet the conditions of Section 12.8 above, and
Select a hea$h insurance plan offered by the Employer.
The Employer agrees to contribute up to a maxiinum of $300.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
12.16 This Section shall apply to three-quarter time employees who:
12. i 6(i) Retire on or after January 1, 1996, and
12.16 (2) Were appointed on or after January 1, 1990, and prior to January l, 1996, and
12.16 (3) Aaue completed twenty (20) years with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (5) years prior to retirement, and
12.16 (4) Have attained age sixty-five (65) at retirement, and
12.16 (5) Meet the conditions of Section 12.8 above, and
12.16 (� Select a health insurance plan offered by the Employer.
u
13
ARTICLE 12 - INSITRANCE (Continued)
The Employer agrees to contribute up to a maximum of $225.00 per mottth toward the
cost of single or family health insurance coverage. Any unused portion shail not be paid
to the retiree. No life insurance coverage will be pmvided.
12.17 This Section shall apply to half-time employees who:
12.17 (1) Retire on or after 7anuary 1, 1996, and
12.17 (2) Were appointed on or after January 1, 1990, and prior to January 1, 1996, and
12.17 {3) Have completed twenty (20) years with the City of Saint Paul and must
have been eligible for benefits and enrolled in the City's medical plan for
the five (S) years prior to retirement, and
12.17 (4) Have attained age sixty-five (65) at retirement, and
12.17 (5) Meet the conditions ofSection I2.8 above, and
12.17 (� Select a health insurance plan offered by the Employer.
•
The Employer agrees to contribute up to a maximum of $150.00 per month toward the
'd
to the retiree. No life insurance coverage will be provided.
12.18 In the event of reduction of hours of employment for budgetary reasons during the last
twelve (12) months of employment, the eligibility will be determined by the previous O
forty-eight (48) months before the reduction.
12.19 Employees who have completed twenty (20) years of full-time service with the City of
Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in
the Cit}� s medical plan continuously until rerirement sbali be eligible for full-time
benefits at retirement.
12.20 The following list of employees is a good faith effort by the City and the Associatioa *o
identify employees, as of this contract date, who were hired prior to 7anuary 1, 1990, and
who have less tl�an twenty (20) years of service upon reaching the age ofsixiy-five (65).
The icrtention of the parties is to include only those employees that are represented by the
Association prior to January 1, 1996, and aze seill employed by the City as of the signing
ofthis Agreement.
12.20 (1) The following employee will qualify for up to the following dollar amount
at the age of sixty-five (65) with a minimum of ten (10) years of service.
The requirements of Section 12.8 must be met by the empkyee. If Yhe
following employee chooses to continue her employment beyond age
stxty-five (65) with twenry (20) years of service with the City, she may
qualify as provided for under this Agreement.
Karen Koeppe $187.50 •
iCf
08-3�3
•
A�c'PICL.� 42 — INSITfZ�iNCE (Continued)
Survfivor wsur�ace
12.21 The surviving spouse of an employee carrying family coverage at the time of his/her
death due to a job connected injury or illness, which was deteruiined to have axisen out of
and in the course ofhis/her employment under worker's compensation law, shall
continue to be eligible for City contnbution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regular retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medicai benefits which said dependents previously had, at the
premium and Employer cotttnbution accorded to the eligble deceased retiree. It is
further understood that coverage shall cease in the event of
•
•
12.21 (1) 5ubsequent remarriage ofthe surviving spouse ofthe deceased employee
or retiree.
12.21 (2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said employer.
In this event, however, the surviving spouse or dependent shall have the
right to maintain City health insurance for the first ninety (90) days of said
employxnent.
i 2.22 ?� r�tiree may not carry his/her spouse as a dependent if such spouse is also a City retiree
or City employee and eligible for and is enrolled in the City health insurance program,
12.23 The contributions indicated in this Article shall be paid to the Employer's third party
administrator.
? 2.24 Employees covered by this Agreement shail be eligible to participate in the Flexible
Spending Account as offered by the Employer. The service fee charged to participating
employees shall be paid by the Employer.
12.25 Employees covered by this Agreexnent sha11 be eligbie to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
12.25 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 o f 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 contnbution.
12.27 Additional dependents beyond those of record at the time of retirement may not be added
to the retiree's health insurance plan at City expense after retirement.
15
ARTICLE 13 — SEiVIORITY
13.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of
continuous, regutar and probationary service with the Employer from the date an
employee was first certified and appointed to a class titIe covered by this Agreement, it
being fiuther understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees aze appointed to the same class title
on the same date, the seniority shall be determined by the employee's rank on the eligible
list from which certification was made.
13.2 Seniority shall ternunate when an employee retires, resigns, or is discharged.
13.3
In the event it is detennined by the Employer that it is necessary to reduce the work force,
employees will be laid offby class title within each Department based on inverse length
of seniority as defined ia Article 13.1 above. The Hutnan Resources Department wiil
identify such least senior employee itt the ritle in which there is to be a lay-off in the
Department reducing positions, and shall notify said employee ofhis/her reduction from
the Denartment. If there aze an vacancies in Wat title in any other City Deparhuent the
Human Resources Department shail place the affected employee in such vacancy. If two
or more vacant positions aze available, the Human Resources Department shall decide
which vacant position the affected employee shall fill.
In cases wfiere there aze promotional series, such as Engineer I, II, III, etc., when the •
number of employees in the higher titles is to be reduced, employees will be offered
reductions to the Iughest title to wluch class seniority would keep them firom being laid
of� before layoffs are made by any class title in any Department.
If no vacancy exists in such title, then the least senior employee in the City in such title
sfiall be idenfified, and if the empIoyee afFected by the original Departmental reduction is
more senior, he/she shall have the right to claim that position and the least senior
employee iu the City, in tha; title, sha12 be laid ofF. For the pi:ipose of tr.is Article, the
Independent School District No. 625 is not considered a City Department nor is an
Independent School District No. 62S employee considered a City employee.
13.4 Reca11 from laqoff shall be in inverse order of layoff, except that recall rights sball expire
after two years of layoff. It is understood that such employees will pick up their former
seniority date in any class that they previously held.
I3.5 To the extent possble, vacation period shall be assigned on the basis of seniority. It is
understood, however, that vacation assignment shall be subject to the ability ofthe
Employer to maintain operations.
I3.6 In the event the Employer beIieves it is necessary to merge, contract out or sub-contract
any public work performed by employees covered by this Agreemern which may lead to
layof� the Employer wi11 notify the Union no less thau forty-five (45) catendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and •
discuss possible oprions to contracting out or ways and means to *n;n;m;�e the
elimination of positions.
5�
16
D�-3�a
• �T'��?��� i�s — �'V��Il�G ai1T OF CLASSIFICATION
14. i Empt_oyer shall avoid, whenever possible, working an employee in an out-of-class
assi�unent for a prolonged period of time. Any employee working an out-of-class
assi gillli ent far a period in excess of fifteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment m a higher ciassification not later than the
sixteenth (16th) day ofsuch assignment. For purposes ofthis Article, an out-of-ciass
assignxuent is defined as an assignment of an employee to perform, on a full-time basis,
all o f the significant duties and responsibilities of a position different from the
er_mploye;,'s regular position, and which is in a classification higher than the classification
held by such employee. The rate ofpay for an approved out-of-class assignxnent shall be
the same rate the employee would receive if such employee received a regulaz
appointment to the higher ciassification.
1_ 4.2 Job Studies/�valuations (JAQ). Whenever possible, the Human Resources Department
sY��ll attempt to complete the evaluation within ninety (90) days of receipt oi a petition.
The evalnation will be considered received by the Human Resources Department when
8he appropriate supervisor has compieted their required analysis and submits the
�valuation to the Human Resources Department.
A13�t'IC'�.� 15 — CITY MILEAGE
• 15.1 Autom�obile Reimbursement Authorized: Pursuant to Chapter 33 ofthe Saint Paul
.4dministrative Code, as amended, pertaining to rennbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
15.2 1@'iethod of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head. Effective
December 18, 2010 (beguuiing ofthe first payperiod ofthe 2011 payroll yeaz),
employees shali receive the current IRS mileage reunbursement rate as modified from
time to time by the IRS. The Type 1 and Type 2 reimbursement plans below shall
be eliminated.
Type 1 If an employee is required to use his(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 perfornung the duties of the employee's position. In addition, the
employee shall be reimbursed $0.20 per mile for each mile actually
driven.
Ifsuch employee is required to drive an automobile during employment
and the Department Head or designated representative determines that an
empioyer vehicle is available for the employee's use but the employee
• desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $0.20 per mile driven and shall not be eligible far
any per diem
17
ARTICLE 15 — CITY MII,EAGE (Continued) •
Type 2 If an employee is reqnire@ to nse his/her own automobile REGULARI,Y
during employment, the employee shall be reimbursed at the rate of $4.00
per day for each day of work In addition, the employee shall be
reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the Department Head or designated representative detemvnes that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobil�, then the employee shall be
reimbursed at the rate of $0,20 per mile driven and shall not be eligble for
any per diem
153 The City will provitde pazking at a location and manner of the Employer's choice within a
reasonable distance ofthe work site for City employees on either ofthe above mentioned
types of reimbursement plans who aze required to have their personal car available £or
City business. Such parking will be provided only for the days the employee is required
to have his/her own�ersonal car available
15.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the
procedures for automobile reimbursement, which regulations and rules shall contaitt the
requirement that recipients shall file daily reports indicating miles driven and shall file •
monthly affidavits stating the number of days worked and the number of miles driven and
fiuther require that they maintain automobile liability insurance in amounts of at least the
minimums required by the state ofMinnesota These rules and regulations, together with
the amendment thereto, shall be maintained on file with the City Clerk_
A.RTICLE 16 — LICENSING/CERTIFICATION REQUIREMENTS
16.1 The City s]�all pay or reimburse the employee for all continuing education hution costs
that are required for any employee to maintain his or her ticense or registrarion as
mandated in the employee's job description. The minimum qualifications will determine
whether the professional ticense or registration is a mandatory job requirement.
ARTICLE 17 — SAFETY FOOTWEAR
17.1 For those employees required by the Employer to wear safety shaes or boots, the
Employer agrees to contnbute $50.00 per calendar yeaz towazd the repair, replacement,
or purchase of such shoes or boots. During the life of this Agreement, Employees may
accrue a total of $150.00 for the purchase, replacement, or repair of such shoes or boots.
17.2 Fire Protection Engineers who aze required to wear a specified uniform shall receive an
allowance of $394.25 per caleadar year from the Fire Deparfinent.
�
E�:3
D�-31�3
• ART�CLE 18 - DISCIPLINE
18.1 The Employer will discipline employees for just cause only. Discipline will be in the
form o�
18.1 {1) Ora1 Reprimand
18.1 (2) Written Reprimand
18.1 (3) Suspension
18.1 (4) Reduction
18.1 (5) Dischazge
The listing above of 18.1 (1) through 18.1 (5) does not indicate that such forms of
discipline must be progressive and in such order for any one employee.
18.2 Suspensions, reductions, and discharges will be in written form.
18.3 Employees and the Association will receive copies ofwritten reprimands and notices of
suspension, reduction, and dischazge.
18.4 Employees shall have the right to examine all information in their personnel files. Files
may be exaxnined at reasonable times under supervision of the Employer.
• 18.5 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Association may request and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to discharge. During said five (5) working day period, the Employer may affum,
modify, or withdraw the suspension and discharge.
18.6 An employee to be qnestioned concerning an investigation ofdisciplinary action shall
have the right to request that an Association representative be present.
�
ARTICLE 19 - GRIEVANCE PROCEDURE
19.1 The Employer shall recogrvze stewazds selected in accordance with the Association rules
and regulations as the grievance representative of the Bargaining Unit. The Association
shall notify the Employer, in writing, of the names ofthe stewards and of their
successors, when so named.
19.2 It is recognized and accepted bythe Employer and the Association that the processing of
grievances, as hereinafter provided, is limited by the job duties and responsibilities ofthe
employees and shall therefore be accomplished during working hours, only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shatl suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
apgrovai of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
19
ARTICLE 19 — GRIEVANCE PROCEDURE (Continued) �
193 Definition of a Grievance. A grievance is defined as a dispute or disagreement as to the
interpretation or application of the specific tetms and conditions of the Agreement.
It is specifieally understood that any matters governed by or excluded by tl�e Civii
Service Rules or stahrtory provisions shall not be considered grievances and subject to
the grievauce procedure hereinafter set forth. However, disciplinary actions (excluding
reprimands) may be appealed to either the Civil Service Commission or to an azbitrator.
If disciptinary action is grieved under the terms oftfiis Contract, tfie Union's step 2
written grievance must state whether the grievance, if still unresolved after step 3, will be
appeated to the Civil Service Commission or to an azbitrator.
Nothing in this article precludes employees from pursuing whatever recourse they may
have under the terms ofthe Veteran's Preference Act.
19.4 A grievance shall be resolved in conformance with the following procedures:
violation of t his Ap,reement, the
employee involved shall attempt, with or without the stewazd, to resolve
the matter on an informal basss with the employee's supervisor. Ifthe
matter is not resolved to the employee's satisfaction by the informal
discussion, the Association may refer the grievance to Step 2 by sending a
written grievance to the Employer designated representative and a copy to
the Office of Labor Relations. The written grievance shall set forth the
nature of the grievance, the facts on which it is based, the specific sections
of the Agreement alleged to be violated and the relief requested.
The Association shall refer the grievance to Step 2 within fourteen (14)
work days of an alleged violatioa giving rise to such grievance, or tkte
grievance shall be considered waived.
Step 2 The Employer designated representative shall, within seven ('n work days
following receipt of the grievance, meef wifh the Association steward and
attempt to resolve the grievance. The Association may refer the grievance
to the Office of Labor Relations for Step 3 under the following conditions:
a) Seven (7) work days have passed since the Employer received the
written grievance and no meeting has occurred; or
b) Seven (7) work days have passed since the meeting and tfie
Employer has not responded; or
c) The Employer has responded and the issue remains unresolved.
Any grievance not referred to Step 3 within fourteen (14) work days of the
e�stence of any of the above three conditions sha11 be considered waived.
�
•
F�C
D�'-3l03
A�'�ICa,� ig — ���,�7�;'��� ,��pCE�IJRE (Continued)
• Step 3 A reuresentative fram the Office of Labor Relations shall, within seven (7)
work �ays following recaipt of a Step 3 grievance, meet with the
H ssociution's representative and the grievant and shail attempt to resolve
the issue. The Association may request arbitration of the grievance to
Ster� 4 it any of the above conditions (a, b, or c) er.ist following the
referral of ihe grievance to Step 3. If within fourteen (14) work days of
the occurrence of the above listefl conditions (a, b, or c), the Association
has faiied to give v✓ritten notice Yo the Office of Labor Relations of the
Associa±ian's intent to refer the grievance to Step 4, the grievance shall be
� co�sidezed waived.
�p�i��at �Yiediatioa Step
If the grievance has not been satisfactorily resolved at Step 3,
either the Union or the Employer may, within ten (10) calendar
days, request mediation. If the parties agree that the grievance is
suitable for mediation, the parties shall submit a joint request to the
Minnesota Bureau of Mediation Services for the assignment of a
mediafor. Grievance mediation shall be completed within thirty
{30) days of the assignment unless the parties mutually agree to
lengthen the time limit.
• ?.,. Grievanae mediation is an optional and voluntary part of the
grievance resolution process. It is a supplement to, not a substitute
for, grievance arbitration. When grievance mediation is invoked,
the contractual tune limit for moving the grievance to azbitration
shall be delayed for the period of inediation.
The grievance mediation pxocess shall be informal. Rules of
evidence shall not apply and no record shall be made ofthe
proceeding. Both sides shall be provided ample opportunity to
present the evidence and azgument to support their case. The
mediator may meet with the parties in joint session or in separate
caucuses.
4. At the request of both parties, the mediator may issue an oral
recommendation for settlement. Either party may request that the
mediator assess how an arbitrator might rule in fhis 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
othenvise, the outcome shall not be precedential.
•
21
ARTICLE 19 - GRIEVANCE PROCEDURE (Continued)
6. If the grievance is not resolved and is subsequently moved to
arbitraYion, such proceeding shall be de novo. Nothing said or
done by the parties or the mediator during grieyance mediation,
with respect to their positions conceming resolution or offers of
settlement, may be used or referred to during azbitration.
Step 4 If the grievance remainc ��olved at Step 3, the parties may azbitrate the
grievance. �The arbitration pmceedittgs shall be conducted by an arbitrator
to be selected by mutual agreement of the Employer and the Association
within seven (7) woxk days after notice has been given. If the parties fail
to mutually agree upon an azbitrator within the said seven (7) day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5) azbitrators.
Both tke Employer and the Association shall have the right to str�ke two
(2) names from the panel. The parties shall flip a coin to deternvne which
The process of striking names wi11 be
repeated and the remaining person shall be
•
At any time prior to the opening of an arbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediarion
Services to attempt to mediate a resolution of the dispute.
19.5 The time limits established in each step of the procedure may be extended by mutual
agreement of the Employer and the Association.
19.6 The azbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract
from the provisions of this Agreement. The arbitrator shall consider and decide only the
specific issue subxttitted in writing by the Employer and the Association and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator shalt be
without power to make decisions contrary to or inconsistent with or modifying or varying
in any way the application of laws, rules, or regulations having the force and effect of
law.
The azbitrator's decision shall be submitted in writing within thirty (30) days following
close ofthe hearing orthe submission ofbriefs by the parties, whicfiever is later, unless
the parties agree to an e�tension. The decision shall be base� solely on the arbitrator's
interpretation or application ofthe express terms oftivs Agreement and to the facts ofthe
grievaace presented. The decision of the arbitr shall be fmal and binding on fhe
Employer, the Association, and the employees.
•
19.7 The fees and expenses for the arbitrator's services and proceedings shall be bome equally
by tfie EmpIoyer and the Association, provided that each party shall be responsble for
compensating its own representatives and witriesses. I£either pariy desires a verbatim •
record of the proceedings, it may cause such a record to be made, providing it pays for
the record.
22
68- 3G 3
� ���r�n�,� �o - �,��� s��v�c�s
20.1 Ex�e�;t in cases af maifeasance in office or w311fu1 or wanton neglect of duty, the
Employer shall defend, save harmless, and indemnify an employee and/or his/her estate,
against any claim or deman@, whether groundless or otherwise, arising out of an alleged
act or omission occurriug in the performance and scope ofthe employee's duties.
20.2 Votwithstanding ArticIe 20.1, the Employer shall not be responsible for paying any legal
service fee or £or providing any legal service arising from any 1ega1 action where the
employee is the Plaintiff.
ART��I,E 2i - NO STRIKE, NO LOCKOUT
21.1 The Association and the Employer agree that there shall be no lockouts, strikes, work
stoppages, slow-downs, sitdowns, stay-ins, or other concerted interference with the
Ernployer's business or affairs by any of said Association and/or members thereo� and
there shail be no bannering during existence of this Agreement without first using all
possible means of peaceful settlement of any controversy which may azise. Employees
engaging in same shall be liable for disciplinary action.
E4It1'I�I.� 22 - SEVERANCE PAY
• 22.1 The Employer shall provide the severance pay plan as set forth in this Article.
Eligibslity I3equirements
22.2 To be eligible for the severance pay plan, an employee must meet the following
requirements:
22.2 (1) The employee must be voluntarily separated from City employznent or
have been subject to sepazation by lay-offor compulsory retirement.
Those employees who aze discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason aze not eligibie for either
of the severance pay plans.
22.2 (2) _ The employee must file a waiver of re-employment with the Director of
Human Resources, which will cleaziy indicate that by requesting
severance pay the employee waives all claims to reinstatement or
re-employxnent (of any type) with the City.
22.2 (3) The employee must have accumulated a minimum of seventy-five (75)
days of sick leave credits at the time of his(her separation from service.
�
23
ARTICLE 22 — SEVERANCE PAY (Continued)
223 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above in 22.1 attd 22.2, he/she wiII be granted severance pay in an
amount equal to a maximum as shown below based on the number of sick leave credits
accumulated and minimum years of service:
with 10 years of service and
accrued lzours of sick Ieave ofi severauce pay amount:
600 $6,000
700 $7,000
800 $8,000
900 $9,000
1,000 $10,000
1,100 $11,OOQ
1,200 $12,000
1,300 $13,000
1,500 $15,000
1,600 $16,000
1,700 $17,000
•
22.4 For the puYpose of this severance program, an employee who voluntarily sepazates from •
employment with the City of Saint Paul for employment with Independent School
Disfrict No. 625 shall be eligible for severance pay if the employee meets the eligbility
requirements set forth above.
22.5 For the purpose of this Article, for those employees hired by the City before
October l, 1997, employment in either the City or in the Tndependent School District No.
625 may be used in meeting the years of service requirement in Article 223. Employees
hired by fhe City on or after October 1,1997, may not use employxnent in the
Independent School District No, 625 in meeting the years of service requirement in
Article 223.
22.6 This severance pay program shall be subjeet to and governed by the provisions of City
Ordinance No. 16303 except in those cases where the specific provisions of this Article
conflict with said ordinance, and in such cases, the provisions of this Article shall controL
22.7 For the purpose of this severance pay plan, the death of an employee shall be considered
as separation of employment and ifthe employee would have met all ofthe requirements
set forth above (at the time of his/her deaYh), payment of the severance pay shall be made
to the eiuployee's spouse or estate.
22.8 For any employee who is eligible to receive severauce from the City under this Article, •
the City will contnbute 105% ofthe full amount oftheir severance payment to a Post
Employment Health Plan (PEHP).
24
6$-3103
• AYtTi�LE 23 — SAVINGS CLAi7SE
23.1 This Agreement is subject to the laws of the United States and the State of Minnesota In
the event any provisions of this Agreement shall be held to be contrary to law by a court
of competent jurisdiction from whose finai 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.
ARTICLE 24 — DEFERRED COMPENSATION
24.1 Effective January 1, 2006, employees with at least one year of service will be eligble for
a$100.00 Deferred Compensation match by the Employer subject to the criteria listed
below. Effective January 1, 2008, the Deferred Compensation match shall be increased
to $250.00 per year.
24.2 Eligibility and Implementation:
242 (1) For initial match, employees must have been employed for a minnnum of
one (1) calendaz year.
24.2 (2) Employees must be a member of the bazgaining unit for a m;nimum of one
• (1) calendaz year.
24.2 (3) Employees must have made their wmplete contn�utions by
December 31 st of the previous calendaz year.
24.2 (4) City matches will be made by April l of the foliowing yeaz.
24.2 (5) Employees must be on the payroll as of the date of deferred compensation
match.
24.2 (� If an employee takes a leave of absence to serve as a full-time union
official, time served in such capacity, up to six (6) yeazs, wili be counted
toward the years o f service requirement.
ARTICLE 25 - DURATION AND EFFECTNE DATE
25.1 Except as herein provided, this Agreement shail be effective as of January l, 2008, and
shall continue in full force and effect through December 31, 2010, and thereafter until
modified or amended by mutual agreement ofthe parties. Either party desiring to zmend
or modify this Agreement shall notify the other in writing so as to comply with the
provisions of the Public Employxnent Laboz Relations Act, Minnesota Statute CH. 179A,
as it may be amended from time to time.
•
25
ARTICLE 25 — DURATION AND EF`FECTIVE DATE (Continued)
25.2 This wnstitutes a tentative agreement between the parties wluch will be recommended by
the Labor Relations Manager, but is subject to the approval of the Administration of the
Ciry, the City Council, and is also subjeet to ratification by the Association.
WITNESSES:
CITY OF SAINT
Relations M
��N ,
Labor Relations Speciatist
L �� V
Date
PRO IONAL EMPLOYEES
ASS CIA ION, I�,C.
i)
1, G�e�,� 3-a6-o�
Dauid Peterson
President
Mike Wilda
Legal Counsel
Date
•
�
LJ
•
�
bg�3��
��
������� �
GYADE 001
407A CHILD CARE ENRICF�vIENT INSTRUCT
301B EDUCATION SPECIALIST
O1(05108
04/26l08
03/28/09
01/C2/10
Stark
A
��)
1,221.68
1,261.38
1,302.37
1,344.7(3
1-yr
B
�2)
1,322.61
1,365.59
1,40R.97
1,455.79
2-YI
C
(3}
1,386.66
1,431.73
1,478.26
1,52630
3-YL
D
(4}
1,456.24
1,503.57
1,552.44
1,602.89
4-yr
E
(5)
1,531.23
1,580.99
1,632.37
1,685.42
5-yr
F
�6)
1,604.82
1,656.98
1,710.83
1,766.43
10-yr
G
�7)
1,655.33
1,709.13
1,764.68
1,822.03
15-yr
H
�g)
1,724.01
1,780.04
1,837.89
1,897.62
GRAAE 002
496A ARCHlLAND ARCH/CIVIL ENG TRAIN
•
01/05/08
04/25/08
03/28/09
Ol/02/10
5tart
A
��)
1,258.48
1,�99.38
1,341.61
1,385.21
� -Y%
B
�Z)
1,362.11
1,406.38
1,452.09
1,499.28
2-YI
C
(3)
1,428.91
1,475.35
1,52330
1,572.81
3-yr
D
(4)
1,501.19
1,549.98
1,600.35
1,652.36
4-yr
E
(5)
1,574.84
1,626.02
1,678.87
1,733.43
5-yr
F
(6)
1,65533
1,709.13
1,764.68
1,822.03
10-yr
G
��)
1,704.39
1,759.78
1,816.97
1,876.02
15-yr
H
�
1,777.35
1,835.11
1,894.75
1,956.33
GRADE 003
372A *LIBRARY SPECIALIST
408A CHILD CARE PROGRAM COORDINATOR
302B EDt3CATION COORDINATOR
697A LAW CLERK
693A LEGAL ASSISTANT I
•
OilOSl08
04/25/08
03128l09
Oi/02/10
Start
A
(1)
1,296.69
1,338.83
1,382.34
1,427.27
1-yr
B
�2)
1,401.65
1,447.20
1,494.23
1,542.79
2-3'r
G
(3)
1,472.56
1,520.42
1,569.83
1,620.85
3-yr
D
(4)
1,544.79
1,595.00
1,646.84
1,700.36
4-yr
E
(5)
1,623.94
1,676.72
1,731.21
1,787.47
5-yr
F
(6)
1,704.39
1,759.78
1,816.97
1,876.02
10-yr
G
��)
1,756.15
1,813.22
1,872.15
1,932.99
15-yr
H
�
1,827.97
1,88738
1,948.72
2,012.05
I�1
APPENDIX A (Continued)
GRAD$ 004
Start 1-yr 2-yr 3-yr
A B C D
�1) �2) �3) �4)
Ol/OS/OS 1,334.84 1,443.90 1,514.82 I,592.56
04/26/08 1,378.22 1,490.83 1,564.05 1,64432
03/28/09 1,423.01 1,539.28 1,614.88 1,697.76
Ol /02/10 1,469.26 1,58931 1,667.36 1,752.94
4yr
E
(5)
1,672.95
1,727.32
1,783.46
1,841.42
5-yr
F
(6)
1,756.15
1,813.22
1,872.15
1,932.99
10-yr
G
��
1,806.60
1,86531
1,925.93
1,988.52
GRADE 005
007A �LIBRARY SPECIALIST I
933 CITY PLANNER I
165A MANAGEMENT ASSISTANT I
263A VOLUNTEER COORDINATOR
15-yr
x
�g)
1,884.02
1,945.25
2,008.47
2,073.75
CJ
tart - Yl' - 3'�' - 3'r - -
A B C D E F G H
�1) �2) �3) �4) �5) �6) �'� �$)
Ol/OS/OS 1,377.13 1,486.24 1,563,86 1,640.24 1,722.07 1,806.60 1,861.12 1,937.42
04/26/08 1,421.89 1,534.54 1,614.69 1,693.55 1,778.04 1,865.31 1,921.61 2,00039 �
03/28/09 1,468.10 1,584.41 1,667.17 1,748.59 1,835.83 1,925.93 1,984.06 2,065.40
Ol/02/10 1,515.81 1,635.90 1,721.35 1,805.42 1,895.49 1,988.52 2,048.54 2,132.53
GRADE 006
886 ECONOMIC DEVELOPMENT SPECIALIST I
976 GRAPHTC ARTIST I
Start
A
(1)
Ol/OS/08 1,416.64
04/26/08 1,462.68
1 2-YI
B C
�2) �3)
1,532.57 1,610.28
1,58238 1,662.61
3-Yr
D
(4)
1,690.74
1,745.69
03/28/09 1,510.22 1,633.81 1,716.64 1,802.42
Ol /02/10 1,55930 1,686.91 1,772.43 1,861.OQ
4-yr
E
(5)
1,773.89
1,831.54
1,891.07
1,952.53
5-yr
F
��
1,861.12
1,921.61
1,984.06
2,048.54
10-yr
G
��)
1,918.37
1,980.72
2,045.09
2,111.56
15-yr
H
�$)
1,996.24
2,061.12
2,128.11
2,197.27
�
A-2
�
�
•
ar���a� � �cm��n�e��
Ol/OS/08
04/26/OS
03/28/09
Ol/02/10
Ol/OS/08
04(26/08
03/28/09
Ol(02(1Q
Start
�
(1)
1,457.55
1,504.92
1,553.83
1,604.33
Start
A
(1)
1,502.53
1,55136
I,601.78
1,653.84
1-yr
B
�2)
1,578.94
1,630.26
1,683.24
1,737.95
1-yr
B
�2)
1,626.60
1,679.46
i,734.04
1,790.40
�g'3�3
GRADE 007
001 ACCOLTNTANT I
289B HUMAN RESOURCES CONSULTANT I
581A LIBRARY VOLUNTEER COORDINATOR
012A PROJECT MANAGER I
038A PUBLIC INFORMATIOIV SPECIALIST I
392 RESEARCH ANALYST I
Z-yr
C
(3)
1,656.61
1,710.45
1,766.04
1,823.44
3-yr
D
(4)
1,741.17
1,797.76
1,856.19
1,916.52
4-yr
E
(5)
1,828.48
1,887.91
1,949.27
2,012.62
5-yr
F
(6)
1,918.37
1,980.72
2,045.09
2,111.56
10-yr
G
��)
1,975.67
2,039.88
2,106.18
2,174.63
GRADE 008
306A BUSINESS ASSISTANCE SPECIALIST
647A DESIGN ASSOCIATE I
249 LIBRARIAN I
328B PROJECT MANAGER PARKS & REC
220A VIDEO PRODUCTION 3PECIALIST
2-3n
C
(3)
1,707.10
1,762.58
1,81�.86
1,879.01
3-yr
D
(4)
1,790.22
1,848.40
1,908.47
1,970.50
4-yr
E
(5)
1,881.61
1,942.7fi
2,005.90
2,071.09
5-yr
F
(6)
1,975.53
2,039.73
2,106.02
2,174.47
10-yr
G
��)
2,035.68
2,101.84
2,170.15
2,240.68
15-yr
H
�$)
2,056.45
2,123.28
2,192.29
2,263.54
15-yr
H
�g)
2,118.02
2,186.86
2,2�7.93
2,331.31
�j
APPENDIX A (Continued)
GRADE 009
128 CRIl�IINALIST I
908 EMPLOYMENT AND TRAINING PLANNER
828 GRANTS ASSISTANT
9'77 GRAPHIC ARTIST II
575 HEALTH EDUCATOR I
896 LANDSCAPE ARCHITECT I
644A LEGAL ASSISTANT II
166A MANAGEMENT ASSISTANT II
520 WATER QUALTTY SPECIALIST I
•
Start i-yr 2-yr 3-yr 4-yr 5-yr 10-yr 15-yr
A B C D E F G H
� � � � t � ��) �
Ol/OS/08 1,546.13 1,674.34 1,757.58 1,846.15 1,938.90 2,035.68 2,094.29 2,179.59
Q4/26/08 t,596.38 1,728.76 2,814.70 1,906,15 2,001.91 2,102.84 2,162.35 2,250.43
03/28/09 1,648.26 1,784.94 1,873.68 1,968.10 2,066.97 2,170.15 2,232.63 2,323.57
Ol/02/10 , . , . , . , . , . , . , • , -
GTtADE O10
684 ARBORIST
934 CITY PLANNER II
887 ECONOMIC DEVELOPMENT SPECIALIST II
425A HEALTH & FITNESS SPECIALIST
633A LIBRARY TRAINING & ORG DEV COORD
113B NUTRITIONIST I- COMMUNITY EDUCATION
114B NUTRITIONIST I - WIC
013A PROJECT MANAGER II
393 RESEARCH ANALYST II
airosios
04126l08
03/28/09
Ol/02/10
Start
A
(1)
1,595.29
1,647.14
1,700.67
1,755.94
1-yr
B
�2)
I,722.07
1,778.04
1,835.83
1,895.49
2-Yr
C
(3)
I,8093I
1,868.11
1,928.82
1,991.51
3-yr
D
(4)
1,900.68
1,962.45
2,026.23
2,092.08
4-yt
E
(5)
I,996.I3
2,061.00
2,127.98
2,197.14
5-yr
F
(6)
2,094.29
2,162.35
2,232.63
2,305.19
10-yr
G
��)
2,158.37
2,228.52
2,300.95
2,375.73
15-yr
H
�g)
2,246.69
2,319.71
2,395.10
2,472.94
\J
�
U
I�
�
�
�J
�J
����� �. (cm�t����a�
O1/OS/08
04/26/08
03l28/09
O1/02/10
O1/05/08
04/26/08
03/28l09
Ol/02/10
Start
A
(1)
1,641.65
1,695.00
1,750.09
1,806.97
Start
A
(1)
2,692.03
1,747.02
1,803.80
1,862.42
1-yr
B
�2)
1,776.61
1,834.35
1,893.97
1,955.52
i-yr
B
�2)
1,829.78
1,889.25
1,950.65
2,014.05
D�- 3�
GRADE Ol l
002 ACCOUNTANT II �
Ol l ARCHITECT I
105 CIVIL ENGINEER I
659 CIVIL ENGINEER I--WATER UTILITY
SOlA CRIME PREVENTION COORDINATOR
339B EMERGENCY MANAGEMENT SPECIALIST
260B ENVIRONMENTAL COORDINATOR
255A ENVIRONMENTAL HEALTH SPECIALIST I
292B HUMAN RESOURCES CONSULTANT II
2-Yr
C
(3)
1,865.20
1,925.82
1,988.41
2,053.03
3-yr
D
(4)
1,957.93
2,021.56
2,087.26
2,155.10
4-yr
E
ts)
2,057.51
2,12438
2,193.42
2,264.71
5-yr
F
(6)
2,15837
2,228.52
2,300.95
2,375.73
10-yr
G
t�)
2,218.40
2,290.50
2,364.94
2,441.80
IS-yr
H
�
2,313.70
2,388.90
2,466.54
2,546.70
GRADE 012
395A HUMAN RIGHTS SPECIALIST
276B FiUMAN RIGHTS SPECIALIST - BILINGUAL
383 RECREATION DIRECTOR II
2-yr
C
(3)
1,919.79
1,982.18
2,046.60
2,113.11
3-yr
D
�
2,016.63
2,082.17
2,149.84
2,219.71
4-yr
E
(5)
2,117.49
2,186.31
2,257.37
2,330.73
S-yr
F
(6)
2,222.52
2,294.75
2,369.33
2,446.33
10-yr
G
��)
2,292.00
2,366.49
2,443.40
2,522.81
15-yr
H
�$)
2,382.14
2,459.56
2,539.50
2,622.03
A-5
APPENDIX A (Contiaued)
GRADE 12T
710A IS SYSTEMS CONSULTANT I
�
Start 2 yr 2.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr 4.5 yr
(1) (2) (3) (4) (5) (6) ('n (8) (9}
02/OS/08 1,692.03 i,829.78 1,874.78 1,919.79 1,968.I8 2,016.63 2,089.55 2,162.50 2,21636
5 yr S.S yr 6 yr 6.5 yr 7 yr 10 yr 15 yr
(10) (il) (12) (13) (14) (15) (16)
2,270.24 2,326.'78 2,383.36 2,443.36 2,503.35 2,577.01 2,677.68
Start 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr 4.5 yr
(1) (2} (3) (4) (5) (6) (7} (8) (9)
04/26/08 1,747.02 1,889.25 1,935.71 1,982.18 2,032.15 2,082.17 2,157.46 2,232.78 2,288.39
5 yr 5.5 yr 6 yr 6.5 yr 7 yr 10 yr 15 yr
lo �11) (12) <13) (14) (ls) (1�
2,344.02
Start 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr 4.5 yr
� � � � � � ��) � ��
03/28/09 1,803.80 1,950.65 1,998.62 2,046.60 2,098,19 2,149.84 2,227.58 2,30535 2,36 _
5 yr 5.5 yr 6 yr 6.5 yr 7 yr 10 yr 15 yr
(10) (11) (12) (13) (14) (15) (16)
2,420.20 2,480.48 2,540.80 2,604.76 2,668.71 2,74723 2,854.55
Start 1 yr 1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr 4 yr 4.5 yr
�1) �2) �3) �4) �5) �6) �'� �g) �9)
Ol/02/10 1,862.42 2,014.05 2,063.58 2,113.11 2,166.38 2,219.71 2,299.98 2,380.27 2,439.55
5 yr 5.5 yr 6 yr 6.5 yr 7 yr 10 yr 15 yr
(10) (11) (12j (13) (14) (15) (16)
2,498.86 2,561.10 2,623.38 2,689.41 2,755.44 2,836.51 2,947.32
�
I:��
�
.
�����Dr� � ��o��►n�ea,
Ol/OS/,�8
d?4/25/0$
�'3/28lfi9
i�llt32/10
Start
A
��)
l,'742.51
1,799.14
1,857.fi1
1,917.98
i-yr
?3
t2)
1,884.32
1,945.56
2,008.79
2,074.08
a8-3G3
GRADB Oi3
;��A �: S1GN ASSOCIATE II
888 ECOI30MIC DEVELOPMEI3T SPECIALIST III
2>6A ENVIRONNIENTAL HEALTH SPECIALTST II
829 GRAI3TS SPECIALIST
695A LEGAL ASSISTANT III
167A MFiNAGEMENT ASSISTANT III
2�6A MEDICAL TECHNOLOGIST
821 NUTRITIOIVIST II
9�4 OCCUPATIONAL SAFETY 8� HLTH ANALYST
039A PUBLIC INFORMATION SPECIALIST II
28EA SAFETY OFFICER
909 5ENIOR EMPLOYMENT & TRAINING PLNR
330A VIDEO PRODUCTION COORDINATOR
521 WATER QUALITY SPECIALIST II
?
C
(3�
1,979.76
2,044. fl 0
Z,lid7eSJ
2,179,12
3-yr
D
(4)
2,075.22
2,142.66
2,212.30
2,28420
4-yr
E
(5)
2,180.24
2,251.10
2,324.26
2,399.80
5-yr
F
(6)
2,292.00
2,366.49
2,443.40
2,522.81
10-yr
G
��)
2,358.84
2,435.50
2,514.65
2,�96.38
GRADE 014
935 CITY PLANNER III
250 LIBRARIAN II
139A NURSE PRACTITIONER-OB GYN
565 PUBLIC HEALTH NURSE
394 RESEARCH ANALYST III
658 SOCIAL WORKER
•
qllOS/48
�4/25/OS
fl3/28l09
�1/02/10
Start
A
(i)
1,79433
1,852.65
I,412.86
1,975.03
1-yr
B
�Z)
1,440.2Q
2,003.26
2,06837
2,135.59
2-3�r
C
(3)
2,�37.09
2,10330
2,171.66
2,242.24
3-yr
D
(4)
2,140.69
2,210.26
2,282.09
2,356.26
4-yr
E
(5)
2,245.68
2,318.66
2,344.02
2,471.83
5-yr
F
{6)
2,358.84
2,435.50
2,514.65
2,596.38
10-yr
G
��)
2,428.35
2,507.27
2,588.76
2,672.89
15-yr
H
�
2,450.47
2,530.11
2,612.34
2,697.24
15-yr
H
�$)
2,525.79
2,607.88
2,692.64
2,780.15
�
APPENDTX A (Continued)
GRADE O15
003 ACCOUNTANT III
012 AR.CHITECT II
106 CIVIL ENGINEER II
199B CIVIL ENGINEER II-WATER
129 CRIlvIINALIST II
129A ENVIRON HEALTH ADM1N ANALYST
623A FLEET SERVICES COORDINATOR
229B HEALTH EDUCATION-ADMIN ASST
119B HISTORIC PRESERVATION SPECLALIST
295B HUMAN RESOURCES CONSULTANT III
897 LANDSCAPE ARCHITECT II
530A PUBLIC EDUCATION OFFICER - FTRE
Start
A
(1)
Ol/OS/08 1,848.84
04/26/08 1,908.93
03/28/09 1,970.97
Ol/02/10 2,035.03
1-yr
B
2-yr 3-yr 4yr
C D E
(3) (4) (5)
2,063.82 2,165.22 2,274.99 2,387.61
2,130.89 2,235.59 2,348.93 2,465.21
2,200.14 2,308.25 2,425.27 2,54533
LJ
5-yr 10-yz 15-yr
F G H
( ��) �
, • , • > •
2,507.27 2,584.71 2,687.02
2,588.76 2,668.71 2,774.35
2,672.89 2,755.44 2,864.52
•
GRADE 026
1008 ADMIN ASST-DEPT OF HLTMAN RIGHTS
356B ARTS & GARDENING PROGRAM COORD
576 HEALTH EDUCATOR II
204A MANAGEMENT ANALYST
610A MANAGEMENT ASSISTANT N
088A PHYSICAL FITNESS COORDINATOR
776 PROGRAM COORDINATOR
014A PR07ECT MANAGER III
Ol/OS/08
04/26/08
03/28/09
01/02/10
Start
A
(1)
1,904.76
1,966.66
2,030.58
2,096.57
1-yr
B
�2)
2,058.87
2,125.78
2,194.87
2,266.20
2-Yr
C
(3)
2,162.50
2,232.78
2,305.35
2,380.27
3-yr
D
(4)
2,270.24
2,344.02
2,420.20
2,498.86
4-yr
E
(5)
2,383.36
2,460.82
2,540.80
2,623.38
5-yr
F
(6)
2,503.35
2,584,71
2,668.71
2,755.44
10-yr
G
��)
2,577.01
2,660.76
2,747.23
2,836.51
15-yr
H
�
2,677.68
2,764.70
2,854.55
2,94732
�
�
�
����� � �c�n������
O1i05/08
04/25/08
03/28/09
01/02l10
Start
A
(1)
1,962.04
2,025.81
2,091.65
2,159.53
1-3`r
B
t2)
2,121.56
2,I90.Si
2,261.70
2,335.21
08 -3�3
�xP.�� ol �
12iB ?3�.�TuTN/LEGiSLATIVE ASST-PBD
340B EMERGENCY MANAGEMENT COORD
517A PHYSICIAN ASSISTANT
2-yz
C
(3)
2,225.24
2,297.56
2,372.23
2,449.33
3-yr
D
(4}
2,335.62
2
2,489.90
2,570.82
4-yr
E
�$)
2,454.27
2,534.03
2,61639
2,701.42
5-yr
F
(6)
2,577.01
2,660.76
2,747.23
2,836.52
10-yr
G
��)
2,656.07
2,74239
2,831.52
2,923.54
GRADE 018
143B ENVIRONMENTAL HEALTH SPEC III
081A EPIDEMIOLOGIST
511� WATER QUALITY SPECIALIST III
�
U
t31/��/�J8
�4126/08
03/28/04
01J02/10
Start
A
(1)
2,020.71
2,086.38
2,154.19
2,224.20
i-yr
B
�2)
2,182.95
2,253.90
2,327.15
2,402.7&
2_yr
C
{3}
2,294.68
2,36�.26
2,446.26
2,525.76
3-YI
D
(4}
2,407.94
2,48b.20
2,567.00
2,650.43
4-yr
E
(5)
2,530.62
2,612.87
2,697.79
2,785.47
5-yr
F
(6}
2,656.07
2,742.39
2,831.52
2,923.54
10-yr
G
�7)
2,736.50
2,825.44
2,917.27
3,012.08
15-yr
H
�
2,761.13
2,850.87
2,943.52
3,039.18
15-yr
H
tg)
2,839.13
2,931.40
3,026.67
3,125.04
GR�1DE 019
221� HEALTH INFORMATION ADNIINISTRATOR
803A LIBRARY INFORMATION RES. COORD.
336B WATER RESOURCE COORDINATOFt
•
Ol /(3S/G8
04l2b108
03J28/09
O11a2/10
Start
A
(1)
2,082.02
2,149.69
2,219.55
2,291.69
1-yr
B
�2)
2,24835
2,321.42
2,396.87
2,474.77
2-yz'
C
(3)
2,36i.55
2,438.30
2,517.54
2,599.36
3-Yr
D
(4)
2,480.16
2,560.77
2,644.00
2,729.93
4-yr
E
(5)
2,604.24
2,688.88
2,776.27
2,866.50
5-yr
F
(6)
2,736.50
2,825.44
2,917.27
3,012.08
10-yr
G
��)
2,814.21
2,905.67
3,000.10
3,097.60
15-yr
H
�S)
2,925.27
3,02034
3,118.50
3,219.85
IQ]
APPENDIX A (Continued)
GRADE 020
013 ARCFiITECT III
591 CITY PLANNER N
107 CIVIL ENGINEER III
109 CIVIL ENGINEER III—WATER UTILITY
889 ECONOMIC DEVELOPMENT SPECIALIST IV
117A ECONOMIC PLANNER
533A FIRE PROTECTTON ENGINEER
830 GRANTS MANAGER
898 LANDSCAPE ARCHITECT T1I
395 RESEARCH ANALXST IV
444 STRUCTURAL ENGINEER
03/28/09
O1/02/10
Start 1-yr 2-yc 3-yr 4-yr 5-yr 10-yr 15-yr
A B C D E F G H
�I) � � � � �� ��) �$)
143.44 2,317.92 2,433.83 2,SS5.17 2,683.30 2,816.97 2,900.15 3,012.87
2,213.10 2,393.25 2,512.93 2,6 . , . , . , . , ,
2,285.03 2,471.03 2,594.60 2,723.95 2,860.55 3,003.05 3,091.72 3,211.89
2,359.29 2,551.34 2,678.92 2,812.48 2,953.52 3,100.65 3,192.20 3,316.28
•
•
.
A-10
�
•
�.����� a ��Q�����e�>
Start
(1)
O1/OS/08 2,143.44
S yr
;10)
2,816.97
StarC
{1}
04/26/08 2,213.10
5 yr
(1oj
2,90$.52
Start
031281�9 2,285.fl3
5 yr
(? �)
3,dt�3.G5
Start
{i)
Ol/fl2/10 2,359.29
5 yr
(10)
3,100.65
i y:
�2)
2,317.92
:0 yr
(11)
2,900.15
1 yr
�2)
2,393.75
10 yr
:11)
2,994.40
1 yr
2, 7�>003
1� yr
�� ��
3,091.72
1 yr
�2)
2,551.34
10 yr
(11�
3,192.20
�8 -3�3
GRADE 20T
709A IS INFO/TECH ANALYST V
711A IS SYSTEMS CONSLTLTANT II
1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr
�3) �4) �5) t� �7)
2,315.89 2,433.83 2,444.49 2,555.17 2,619.24
15 yr
��2)
3,012,87
l.s y7
(3)
2,453.11
2 yr
(4)
2,512.93
2.5 yr
(5)
2,575.56
3 yr
(6)
2,638.21
3.5 yr
��)
2,704.37
15 yr
(�2)
3,110.79
1.5 yr
(3)
2,532.8d�
2 yr
(4)
2,594.60
2.5 yr
(5)
2,b59.27
3 yr
(6)
2,723.95
3.5 yr
2,79
15 yr
(12)
3,211.89
1.5 yr
�
2,615.16
2 yr
(4)
2,678.92
2.5 yr
(5)
2,745.70
3 yr
(6)
2,812.48
3.5 yr
��)
2,883.01
15 yr
(12)
3,316.28
GRADE 021
�
Start
A
(1)
Ol/OS/08 2,206.12
04/26/08 2,277.82
Q3l28l09 2,351.85
Ol/02/10 2,428.29
1-n
B
�2)
2,386.12
2,463.67
2,543.74
2,626.41
2-yr
C
(3)
2,506.09
2,587.54
2,671.64
2,758.47
3-yr
D
(4)
2,631.55
2,'717.08
2,805.39
2,896.57
4-yr
E
(5)
2,765.12
2,854.99
2,947.78
3,043.58
5-yr
F
(6)
2,900.15
2,994.40
3,041.72
3,192.20
10-yr
G
��)
2,987.37
3,084.46
3,184.70
3,288.20
4 yr
t
2,68330
4 yr
�
2,770.51
4 yr
�g)
2,860.55
4 yr
�
2,953.52
15-yr
H
�
3,103.16
3,204.01
3,308.14
3,415.65
4.5 yr
(9)
2,750.15
4.5 yr
(9)
2,839.53
4.5 yr
(9)
2,931.81
4.5 yr
(9)
3,027.09
A-11
APPENDIX A (Continued)
Start
A
(i)
O1f05/08 2,272.94
04/26/08 2,346.81
03/28/09 2,423.08
01/02/10 2,501.83
1-yr
B
�2)
2,458.37
2,538.27
2,620.76
2,705.93
Start 1 yr
�1) �2)
Ol/OS/08 2,272.94 2,458.37
5 yr 10 yr
(10) (11)
2,987.37 3,077.38
Start 1 yr
�1) �2)
04/26/08 2,346.81 2,538.27
5 yr
(10)
3,084.46
Start
(1)
03/28/09 2,423.08
5 yr
(10)
3,184.70
Start
��)
Ol/02/10 2,501.83
5 yr
(10)
3,288.20
10 yr
���)
3,177.39
1 yr
�2)
2,620.76
10 yr
(11)
3,280.66
1 yr
�Z)
2,705.43
10 yr
(i l)
3,387.28
GRA]�E 022
660A GIS SYSTEMS DEVELOPER
879 PROJECT MANAGER N
294A PROJECT MANAGER N- PUBLIC VJKS
2-Yr
C
(3)
2,581.06
2,664.94
2,751.55
2,840.98
3-yr
D
�
2,'710.61
2,798.70
2,889.66
2,983.57
4 -3rz '
E
(5)
2,845.55
2,938.03
3,033.52
3,132.11
5-yr
F
(6)
2,98737
3,084.46
3,184.70
3,288.20
10-yr
G
��
3,077.38
3,177.39
3,280.66
3,387.28
GRADE 22T
712A IS SYSTEMS CONSULTANT III
1.5 yr 2 yr 2.5 yr 3 yr 3.5 yr
� � � � ��)
15 yr
�Z2)
3,194.84
1.5 yr
(3)
2,626.78
15 yr
��Z)
3,298.67
1,5 yr
t
2,712.15
15 yr
(12)
3,405.88
1.5 yr
(3)
2,800.29
15-yr
x
�
3,194.84
3,298.67
3,405.88
3,516.57
4 yr
�
2 yr 2.5 yr 3 yr
(4) (5) (6)
2,664.94 2,731.82 2,798.70
2 yr
(4)
2,751.55
2.5 yr
(5)
2,820.60
3 yr
(6)
2,889.66
2 yr
(4)
2,840.98
2.5 yr
(5)
2,912.27
3 yr
(6)
2,983.57
3.5 yr
��
2,86839
3.5 yr
��)
2,961.61
3.5 yr
��)
3,057.86
15 yr
(12)
3,516.57
A-12
4 yT
�$)
2,938.03
4 yr
�
3,033.52
4 yr
�8)
3,132.11
�
4.5 yr
(9)
•
4.5 yr
(9)
3,011.24
4.5 yr
(9)
3,109.11
4.5 yr
�g)
3,210.16
�
•
r�P�+l�rT3�� A. (�ts�a�%nue��
CSRADE d23
OI/05/08
fl4/26/fl8
03/28i09
O1i02/10
2
C
(3)
2,821.06
2,912.74
3,007.40
3,105.14
GRADE 024
•
n
�
Oi/OS/OS
041?6/08
03%28/09
�l/02/10
Start
A
(1}
2,342.50
2,4I8.63
2,497.24
2,578.40
Start
A
(1)
2,410.66
2,489.01
?,569.90
?,653.42
1-yr
B
(2}
2,533.72
2,615.07
2,701.Oa
2,788.88
i-yr
B
42)
2,506.99
2,691.72
2,779.20
2,869.52
2-YI
C
{3}
2,658.79
2,745.20
2,834.42
2,926.54
2-Yr
C
(3)
2,739.21
2,�28.23
2,920.15
3,015.05
GRADE 025
Ol/a5!{38
04/2b/�8
03l28/09
OU�2/10
01/05/08
04/26/OS
03/28/09
Ol/02/10
Start
A
(i)
2,482.87
2,563.56
2,646.88
2,732.90
Start
A
(1)
2,559.26
2,642.44
2,728.32
2,816.99
1-yr
B
�2)
2,687.42
2,774.76
2,864.94
2,958.05
1-yr
B
�2)
2,769.21
2,859.21
2,952.13
3,048.07
3-yr
D
i
2,790.13
z,aso.si
2,974.44
3,072.11
3-Yt
D
(4)
2,875.58
2,969.04
3,065.53
3,165.16
3-yr
D
(4)
2,960.08
3,056.28
3,155.61
3,258.17
4yr
E
(5)
2,932.87
3,028.19
3,126.61
3,228.22
4-yr
E
(5)
3,018.74
3,116.85
3,218.15
3,322.74
4-yr
E
(5)
3,108.75
3,209.78
3,314.10
3,421.81
5-yr
F
(6)
3,077.38
3,17739
3,280.66
3,387.28
5-yr
F
(6)
3,171.46
3,274.53
3,380.95
3,490.83
5-yr
F
(6)
3,264.17
3,370.26
3,479.79
3,592.88
GRADE 026
236B DEBT ADMINISTRATOR
2-yr 3-yr 4-yr 5-yr
C D E F
(3) (4) (5) (6)
2,902.84 3,051.51 3,204.16 3,363.67
2,997.18 3,150.68 3,30830 3,472.99
3,094.59 3,253.08 3,415.82 3,585.86
3,195.16 3,358.81 3,526.83 3,702.40
OS- 3� 3
10-yr
G
��)
3,171.46
3,274.53
3,380.95
3,490.83
10-yr
G
��)
3,264.17
3,370.26
3,479.79
3,592.88
10-yr
G
��)
3,363.67
3,472.49
3,585.86
3,702.40
10-yr
G
��)
3,464.62
3,577.22
3,693.48
3,813.52
15-yr
H
�g)
3,291.99
3,398.98
3,509.45
3,623.51
15-yr
x
�
3,386.41
3,496.47
3,610.11
3,727.44
15-yr
x
�
3,489.02
3,602.41
3,719.49
3,840.37
15-yr
H
�
3,593.02
3,709.79
3,830.36
3,954.85
A-13
APPENDIX A (Con�nued)
GRADE 027
OZ/OS/08
04/26/08
03/28/09
Ol/02/10
Start
A
(1)
2,634.24
2,719.85
2,808.25
2,899.52
1-yr
B
�2)
2,849.68
2,942.29
3,037.91
3,136.64
2-yr
C
�
2,992.84
3,090.11
3,190.54
3,294.23
GRADE 028
04/26/08
03/28l09
O1/02/10
Start
A
(1)
2,714.70
2,802.93
2,894.03
2,988.09
1- YI' 2- 5'r
B C
�2) �3)
�35.62 3,Q82.85
3-Yr
D
(4)
3,141.44
3,243.54
3,348.96
3,457.80
4-yr
E
(5)
3,299.62
3,406.86
3,517.5$
3,631.90
3-yr 4-yr
D E
(4) (5)
�38.25 3,396.48
5-yr
F
��
3,464.62
3,577.22
3,693.48
3,813.52
s-yr
F
��
3,566.88
10-yr
G
���
3,566.88
3,682.80
3,802.49
3,926,07
io-n
.�
��)
3,675.92
15-yr
H
�g)
3,702.06
3,82134
3,945.53
4,0'73.76
is-
H
�g)
3,811.94
3,129.54 3,286.49 3,452.15 3,620.84 3,802.49 3,918.74 4,063.74
3,231.25 3,393.30 3,56434 3,738.52 3,926.07 4,046.10 4,195.81
GRADE 029
O1/OSl08
04/26/08
03/28/09
Ol/02/10
Start
A
(1)
2,796.46
2,88734
2,981.18
3,078.07
1-yr
B
�2)
3,024.20
3,122.49
3,223.97
3,328.75
Z-YL
C
(3)
3,174.18
3,277.34
3,383.85
3,493.83
3-yr
D
(4)
3,332.34
3,440.64
3,552.46
3,667.91
GRADE 030
O1/OS/OS
04/26/OS
03/28/09
01/02(10
Start
A
(1)
2,879.71
2,973.30
3,069.93
3,169.70
1-yr
B
{2)
3,115.53
3,216.78
3,32133
3,429.27
2-Yr
C
(3)
3,269.67
3,375.93
3,485.65
3,598.93
3-yr
D
(4)
3,431.85
3,543.39
3,658.55
3,777.45
4-yr
E
(5)
3,50139
3,615.19
3,732.68
3,853,99
4yr
E
(5}
3,605.09
3,722.26
3,843.23
3,968.13
5-yr
F
t6)
3,965.92
4,094.81
4,227.89
4,365.30
5-yr
F
��
3,785.03
3,908.04
4,035.05
4,166.19
IO-yr
G
��)
3,785.03
3,908.04
4,035.05
4,166.19
10-yr
G
�7)
3,895.41
4,022.01
4,152.73
4,287.69
15-yr
H
�8)
3,925.44
4,053.02
4,184.74
4,320.74
15-yr
H
{8)
4,044.51
4,175.96
4,311.68
4,451.81
�
0
�
A-14
�
r1
1�J
•
���rr�a� � (��n��uea�
GRADE 031
OI/0�/08
04i26/08
03/28/04
O1r02!10
gt�
a
{1)
2,S66.93
3,063.36
3,162.92
3,265.71
`f -tfL'
B
�2)
3,208.25
3,312.52
3,420.18
?,531.34
2-yr
c
(3)
3,369.14
3,478.64
3,591.70
3,708.43
3-yr
D
(4)
3,536.85
3,651.80
3,770.48
3,893.02
GRADE 032
Ol/05/08
04/2E/08
�J3/2�109
O1IO2/10
Start
A
(1)
3,055.60
3,154.91
3,257.44
3,36331
1-yr
B
�2)
3,302.37
3,409.70
3,520.52
3,634.94
2-Yr
C
(3)
3,470.06
3,582.84
3,699.28
3,819.51
3-yr
D
(4)
3,643.20
3,761.60
3,883.85
4,010.08
GRADE 033
O1i05/08
04l26/08
03/28l09
Ol/02/10
Start
A
tl)
3,145.87
3,249.14
3,354.74
3,463.77
1-yr
B
�2)
3,401.91
3,512.47
3,626.63
3,744.50
2-3'r
C
t3)
3,573.68
3,689.82
3,809.74
3,933.56
3-yr
D
(4)
3,752.28
3,874.23
4,000.14
4,130.14
GRADE 034
�:/�J5(08
04/26/08
03/28/09
ovaano
Start
A
(1)
3,241.00
3,346.33
3,455.09
3,557.38
1-yr
B
�2)
3,504.15
3,618.03
3,735.62
3,8�7.03
Z
C
(3)
3,68137
3,801.01
3,924.54
4,052.09
3-yr
D
(4)
3,865.44
3,991.07
4,120.78
4,254.71
A-15
4-yr
E
(5)
3,712.74
3,833.40
3,957.99
4,086.62
4-yr
E
(5)
3,825.90
3,950.24
4,078.62
4,211.18
4-yr
E
(5)
3,941.81
4,069.92
4,202.19
4,338.76
4-yr
E
(5)
4,057.70
4,189.58
4,325.74
4,466.33
5-yr
F
t6)
3,898.15
4,024.84
4,155.65
4,290.71
5-yr
F
(6)
4,015.43
4,145.93
4,280.67
4,419.79
5-yr
F
(6)
4,136.82
4,271.27
4,410.09
4,553.42
5-yr
F
(6)
4,260.88
4,399.36
4,542.34
4,689.97
08-3�3
10-yr
G
��)
4,015.43
4,145.93
4,280.67
4,419.79
15-yr
H
�
4,162.62
4,297.91
4,437.59
4,581.81
10-yr
G
��)
4,136.82
4,271.27
4,410.09
4,553.42
10-yr
G
��)
4,260.88
4,349.36
4,542.34
4,689.97
10-yr
G
��)
4,387.71
4,530.31
4,677.55
4,829.57
15-yr
H
�
4,286.71
4,426.03
4,569.88
4,718.40
15-yr
H
�$)
4,416.69
4,560.23
4,708.44
4,861.46
15-yr
H
�8)
4,550.82
4,698.72
4,851.43
5,009.10
APPENDIX A (Continued)
GRADE 035
Start
A
(1)
Oi/OS/08 3,339.16
04/26/08 3,447.68
03/28/09 3,559.73
Ol/02l10 3,675.42
1-yr
B
�2)
3,b10.49
3,727.83
3,848.98
3,974.07
2-Yl
C
(3)
3,793.22
3,916.50
4,043.79
4,175.21
3-yr
D
(4)
3,979.98
4,10933
4,242.88
4,380.77
GRADE 036
4yr
E
(5)
4,179.09
4,314.91
4,455.14
4,599.93
5-yr
F
(6)
4,387.71
4,530.31
4,677.55
4,829.57
ro-y�
G
�7)
4,52131
4,668.25
4,819.97
4,976.62
is-n
H
�g)
4,684.91
4,837.17
4,99438
5,156.70
�
Start 1-yr 2-yr 3-yr 4-yr 5-yr 10-yr 15-yr
A B C D E F G H
� � � � � �� ��) �g)
Ol/OS/08 3,440.05 3,718.19 3,903.67 4,099.97 4,305.88 4,519.40 4,654.98 4,823.07
> • � • � • , - , . , . , . , .
03/28/09 3,667.29 3,963.80 4,161.53 4,370.80 4,59031 4,818.47 4,962.47 5,141.66
Ol/02/10 3,786.48 4,092.62 4,296.78 4,512.85 4,739.50 4,975.07 5,123.75 5,308.76
GRADE 037
Oi/OS/08
04/26/08
03/28/09
Ol/02/10
Start
A
(1)
3,539.61
3,654.65
3,773.43
3,896.07
1-yr
B
�2)
3,830.00
3,954.48
4;083,00
4,215.70
2-Yr
C
(3)
4,020.90
4,151.58
4,286.51
4,425.82
3-yr
D
(4)
4,221.34
4,358.53
4,500.18
4,646.44
� �
01/OS/08
04/26/08
03/28/09
O1/02/10
Start
A
(1)
3,650.09
3,768.72
3,891.20
4,017.66
1-yr
B
�2)
3,945.88
4,074.12
4,206.53
4,343.24
2- 3'r
C
(3)
4,142.25
4,276.87
4,415.87
4,559.39
3-yr
D
(4)
4,349.50
4,490.86
4,636.81
4,787.51
4yr
E
(5)
4,434.03
4,578.14
4,726.93
4,880.56
4-yr
E
(5)
4,566.28
4,714.68
4,867.91
5,026.12
5-yr
F
(6)
4,654.98
4,806.27
4,962.47
5,123.75
5-yr
F
(6)
4,795.38
4,951.23
5,112.14
5,278.28
10-yr
G
��)
4,795.38
4,951.23
5,112.14
5,278.28
10-yr .
G
�7)
4,939.84
5,100.38
5,266.I4
5,437.29
15-yr
H
�g)
4,968.08
5,129.54
5,296.25
5,468.38
15-yr
H
�
5,115.83
5,282.09
5,453.76
5,631.01
�
•
A-16
•
r �
L_J
•
��P�Nd3�; A (�s�nti�uQU�j
GRADE 039
Oi/OS/08
04/26/08
03l28I09
Ol�`02/10
Start
A
(1)
3,75637
3,878.45
4,004.50
4,134.b5
i-yr
B
t2)
4,063.31
4,195.37
4,331.72
4,472.50
2-Yr
C
(3)
4,26637
4,405.03
4,548.19
4,696.01
3-yr
D
(4)
4,479.06
4,624.63
4,774.93
4,930.12
•� ���
�1105/OS
�34J26'(�8
q3/28/09
fl1102/10
Start
A
(1)
3,868.24
3,993.96
4,123.76
4,257.78
1-yr
B
�2)
4,185.94
4,321.98
4,462.44
4,607.47
2
C
(3)
4,395.85
4,538.72
4,686.23
4,838.53
3-yr
D
(4)
4,615.40
4,765.40
4,920.28
5,080.19
GRADE 041
01/�5/08
�J4/26/08
03/28/09
01102(10
Start
A
(1)
3,984.10
4,113.58
4,247.27
4,3&5.31
1-yr
B
�2)
4,309.97
4,450.04
4,594.67
4,744.00
Z
C
t3)
4,526.76
4,673.88
4,825..78
4,982.62
3-yr
D
(4)
4,751.71
4,906.14
5,065.59
5,23Q.22
GRADE 042
Ol /L�5/08
04l26(OS
03/28/09
Ol/02/10
Start
A
(1)
4,106.16
4,239.61
4,377.40
4,519.67
i-yr
B
��)
4,440.83
4,585.16
4,734.18
4,888.04
2
C
(3)
4,660.39
4,811.85
4,968.24
5,129.71
3-yr
D
t4)
4,893.51
5,052.55
5,216.76
5,386.30
A-17
4-yr
E
(5)
4,705.35
4,858.27
5,016.16
5,179.19
4-yr
E
(5)
4,843.08
5,000.48
5,163.00
5,330.80
4-yr
E
(5)
4,988.96
5,151.10
5,318.51
5,49136
4-yr
E
(5)
5,137.62
5,304.59
5,476.99
5,654.99
5-yr
F
(6)
4,939.84
5,100.38
5,266.14
5,437.29
5-yr
F
(6)
5,088.51
5,253.89
5,424.64
5,600.94
5-yr
F
��
5,238.54
5,408.79
5,584.58
5,766.08
5-yr
F
(6)
5,395.31
5,570.66
5,751.71
5,938.64
6$�3G3
10-yr
G
��)
5,085.81
5,251.10
5,421.76
5,597.97
10-yr
G
��)
5,249.44
5,420.05
5,596.20
5,778.08
10-yr
G
��)
5,404.80
5,580.46
5,761.82
5,944.Q8
10-yr
G
��)
5,567.05
5,747.98
5,934.79
6,127.67
15-yr
H
�$)
5,270.48
5,441.77
5,618.63
5,801.24
15-yr
H
�g)
5,427.86
5,604.27
5,786.41
5,974.47
15-yr
x
�
5,587.94
5,769.55
5,957.06
6,150.66
15-yr
H
�
5,756.17
5,943.25
6,136.41
6,335.84
APPENDIX A (Continued)
Start
A
(1)
Ol/OS/08 4,226.80
04/26/08 4,364.17
03/28/09 4,506.01
01/02/10 4,652.46
1-yr
B
�2)
4,571.83
4,720.41
4,873.82
5,032.22
GRADE 043
2-Yr
C
(3)
4,802.16
4,958.23
5,119.37
5,285.75
3-yr
D
(4)
5,040.80
5,204.63
5,373.78
5,548.43
� ��
4yr
E
(5)
5,293.02
5,465.04
5,642.65
5,826.04
5-yr
F
��
5,558.88
5,739.54
5,926.08
6,118.68
10-yr
G
��)
5,734.81
5,921.19
6,i 13.63
6,312.32
15-yr
H
�$)
5,939.52
6,I32.55
6,331.86
6,537.65
.
Start 1-yr 2-yr 3-yr 4-yr 5-yr 10-yr 15-yr
A B C D E F G Ii
�i) � � � � �� �� �$)
Ol/OS/08 4,353.63 4,709.43 4,945.38 5,193.52 5,453.92 5,725.23 5,906.59 6,106.44
� • , • � • , • > • , . , . , .
03/28/09 4,641.21 5,020.52 5,272.05 5,536.59 5,814.18 6,103.42 6,296.75 6,509.81
Ol/02/10 4,792.05 5,183.69 5,443.39 5,716.53 6,003.14 6,301.78 6,50139 6,721.38
GRADE 045
Start
A
(1)
Ol/OS/08 4,483.16
04/26/08 4,628.86
03/28/09 4,77930
O1/02110 4,934.63
4-yr
E
(5)
5,614.45
5,796.92
5,98532
6,179.84
5-yr
F
(6)
5,895.68
6,087.29
6,285.13
6,489.40
10-yr
G
��)
6,082.Sd
6,280.18
6,484.29
6,695.03
15-yr
H
�g)
6,288.46
6,492.83
6,703.85
6,921.73
•
.
�
1-yr
B
�2)
4,852.60
5,01031
5,173.15
5,341.28
2-n
C
(3)
5,093.93
5,259.48
5,430.41
5,606.90
3-yr
D
(4)
5,347.62
5,521.42
5,'700.87
5,886.15
: .
• The pa itave an2mp±ed to i�aciude ail �'�ilernoranciums in A_ppendices B, C, and D, effective during part
or all of this ccrtract. If an xrsting Memorandum was not included, it should not be construed as
nz�?l,� or canceling the memorandum.
_ . ,. ; l 1 . '.:
�� �g��
�91GI°ar�R'��S �� A�dtEE3ViE1�IT
��3'W�l�i '�E
��'i`�' �F S.AIIV'd' �AUL
a�1VD
g'r��"��n�t �mp�oyees Asaocinxlon, In�
Thc �City o#' Sai�t Faaai (heae"�a{�er `SGit3'"� aud the Pmfessiouat �'-snPloyees t�associatzoa4
Inc. {heteina$er "U�sn"} ag�e fo t�ae te�s aFt�us Memnraa3um ufAgreement
(h�a°einad`ter "N6flA") fr�z the purposes o�establishing the Cit*,�s co�nbutions rates to
iaetalth insuc�szzce pr��.�ms fnr Caty canpk�yees who are aLgbla far scach mxrtr��ttions.
� • � • 1 ' vf �. �U' f �. � \ • t .•.♦ ~i� :el � � � •
. E � 4' ..�Y !� ��11 :r♦ :i: � ' •;� !
:Y: w'. y�f. i �1' •.i t0• f{
'+tJ� i� . ...:� F � �0 i t1� %IC 4 . Or � � {i �. f �� �n
Y�. . �er. : � � 1 � t �1 1 .� :� e �.�': .� .! �� . � 11
�1'oc��.w�:
• �. �e �i4.;P bas acc�px�,� t.�+.c �.h�ICHE's rc�ommendxtion.
*�. '� LMC]FSI's �mata�eridation docs ncsi e�guate ta a selecti�on �of6eeu��, LiYe
s�fectio�i »� Fg5[ut� ta> tst: o�ed an sarbsequent 3reaxs, nor shall in any way* �e
�nns�cued tra � fcsrtsa s��ue�atiatiqns..
5. T}� oalleci9Ye lsasga.'nain� ;�reemeat b�wee.n the City aad Uxtion wi11 expitre on
�?ecenxt��r 3], 2i?Q9.
d. Sfnee ne�otyatioa csf a n,.w agracment �nay rxot be comptc#ed by Cf�II Emo4snant
in CC3ceCOber ZOd7 #�ne Citq and 'CJaion �av� �#ered iuto thns 1+vI0A to establish
oantdbution Iev��s for egchpian so 'nsdividragl ampkryc�s can raaTce an zsifarmad
decasien re$�i�g fheir ftea�th insuranc�e.
..• . •. . ... ..,.�:. . , �. :. � ..
c:� �a et�
$. The Ci#y will �ke td� followia,g �nthiy contxibuYions �rn c�sIth insurauce in
2fl�:
a ClpenAcxess w°sth 52,5€Hf DadacU7�le
s�t�: saa�.zs +��ofl ���� ��.���a�.� ��,
��zy: s�,oact.as
b. er�ry ct�� w� ssoQ �eanc��e
s� �szs_si
Psmitg: $941.8fi
• c. Di�sti�tians
Si�le� �457.5�#
6amity: �401_86
�
APPENDIX B (Continued)
t • •
_, .
� . - � ��,: ... :, �,.� � �. • �,,. w . �.•.•� . ,�:„ �, :� �.�: , � �t;• � . � . ,
� i.•
s .
�a
c.
� Access with �1,5pt1 D��
Smg�� �967.$4 t �IaQ �w��a��,�ae,�wt� m��aa�u)
T�'�y: S1,IZtR?5
�ary +Glirtic tv�fh S5�ltt ��b�
s� s�r.��
fia�y: $926.8t
b�
Sipgi� $�L.54
Faze�y: ffi32S.8�i
lU. 2'he will maice #I�e �'oil4aing �oatE�ty co�►u#�rns &u S�alth insurance in
2Ulti:
a C}pen Acce� uritb, $1,5�14ll�ic
3�sgt� 5522`ZS +$IU� �wbea�ca�„��ea�o�ea�r�t,�r�
b. Fcimaty �tu;ic wi�$SfN
Sissgte: $615.]U
F�mity. $951.&G
G. IhSti�pA3
si� $so7.sa
�a��y: ��s�.$�
1 i. `]'4�e ci��s addicinrml compensstiou for siwgle cov�age �foyccs �ha �e'!�d the
t3psu Aooe� �witEt:�i,5� Ile�duc3�ls p� ma�rbe r� hy S2S per r�oath if �
�EBA ac��t is �ele�tedby t1�e I.MCHI that sIla�avs es�loy�estn dtauv upou
tlrat m�tneywlu7e eatp,l��ed.
f ' t � 1 :�y : � • :�t .N'V : 1f:' t' � 7 ` �F . ' { u� 1� . 4� k !
i� H� {IC •P: 6` �I 1 i p4 . l4' ul` 1 RE.' .I ' t bi
1.��i' tFK � 1 �� � x- 4Y: I IW �. 1 w' �� ilc i ti.P� a� f r,' � t4 �
�'�'� t � f �/: .!t !i i { �:�F Y
_.*�• - i4 '' x
//�/ �'�/
..l /�.. � - J-�lf�t'/
c.:t� uin-*�
. � � .��.� r ar.: v
•
�l � ff. �
( I
f .
!: r v�
.� e �u
Aafe: !3 f �7�` II�: �' �a � � �`�
I:�:]
.
•
0 8'3�3
• APPEi�'DIX C
MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
PROFESSIONAL EMPLOYEES ASSOCIATION, INC
This Memorandum ofAgreement (hereinafter "MOA") applies to the parties below until
December 31, 2010, with the intention of incorporating it into the collective bargaining
agreement if it is acceptable to all parties.
Definition: Employees required by the Employer to be available to answer a page or call, and
perform work if necessary during hours outside their normal work shift, shall be considered "on-
call." The Employer will establish a written on-call schedule one month prior to implementation.
Employees must provide notice of unavailability prior to the issuance of the schedule.
Requirements: If assigned as on-call, employees must ensure they aze available to be contacted.
Employees must return calls within thirty (30) minutes of receiving a page or voicemail message.
If required to return to work, employees must be able to do so within two hours ofbeing
contacted.
• Compensation: Employees who aze on-call will receive $25 per day for each week day
(Monday— Friday) they aze assigned on-call. A week day shall consist ofthe hours from
5:00 p.m unti17:00 a.m. the following morning, Monday— Friday. Employees who are on-call
for each weekend day (Saturday or Sunday) or Holiday as designated by the collective
bazgaining agreement will receive $50 per day. A weekend day and Holiday day sha11 consist of
a twenty-four (24) hour period from 7:00 a.m unti17:00 a.m the following morning.
In addition to the above compensation, employees who are on-call and aze contacted to resolve a
critical information system problem shall be granted two hours minixnum compensation either in
compensatory time or pay for their efforts per incident. An incident shail begin when the
telephone or, page is answered and end when the problem is either resolved or fiuther efforts are
deemed futile. This means multipie calls regarding the same problem are considered one
incident.
If the resolution of the problem takes less than two hours, the employee wiil be paid straight time
for the two hour minimum.
Scheduling: The City will ereate a list of volunteers who will be scheduled first for on-call status.
If insufficient numbers of qualified employees volunteer, the City will assign employees to the
list. The City will create an assignment mtation that distnbutes the on-call assignments as
evenly and fairly as is reasonably possible.
•
C-1
APPENDIX C (Continued)
This MOA shall apply only to employees in Information Services and wiil become effective on
7une 1, 2007. This MOA sets no precedent and shall not effect any other conditions or terms of
employment.
�a��
Date
PR SIONAL EMPLOYEES ASSOC.
d ���„�
David Peterson
President
`�� a6 -o�
Date
M�1ce Wilde
Legal Counsel
3 �la108
Date
CJ
u
•
C-2
68
r
• Y� r� ►
IYiE?YLt3RA3t`D�t7�`vI Ol�' AG12EII1�NT �E'I`W���T
'�`� £�'I'St (3F SAIlY'T PAUL
ATii�€9
'I'� �'�t3i+'�+S�Y€}N� � V ASS(3C�ATTON
T'he City oi 3ziat Pau2 (hzreinaicer "City"} and Professionai EmpIoyees Associatioa {hereinafter
"Unio:i � entzr into this NiemorandLn af Agreemant (hereinaRer "MOA FOI USE niliDOSE O{
avoiding proble�s wi�x L�ce application of the seniorfity languags in iigttt af nossil3Fe layo(fa zu
fhe classifica�in� of tiae Managamcn± Assistant job series.
The pa.r�es agree so the fal9owiag:
1) In recflgnition of the City's maaagerie! r'sghts to create classi3lcations and
orggnnizatrot�sal structura, the City has demonstrated ;he need for a newly created
etassification of Proj�t Ma.nzger Parks & Recreatzan, which is a grofessioaal
classaficaLion #hat wi71 be mdded to thc Unian's bargaining uniY upon appraval af thc
Ciey CouaacnT.
3) {,Tpon review o� th� praposed ctassificatiou cTescription We Vnion has expzessed
concem Yhat some o£tkta job duties and jpb e�ec#atians af tFte n�.vlp cseated�vosiGRn
a£ 3'roject 3+tIanagzr Patks and Recaeation share similarities witfi ffie �.4auagemerrt
Assis�xt II classfioatian thai is a13+aady i� the bzrGaining unit and ocnvpicd by
sevetal LTztian nie�nbeCS.
• 3} Fn raoog�ii#ia�n vf the City'x managariai righ#s to ideaLLtify whioh ciassi{'ication wauFH
iccaur Fayoff's ciuzing buztget zeduetions, the Uuion., obje.cted to �tfie nevrly azeated
class;fication that cc�uld passibly 6e imsaalated dur[�g ]ayr�#ks ad the expense of
empiuyees in the Management Assistants lt classificaL?a� wha �ru�ht have more
senioeity and who ihe CJnion believes do �ry aimiiar worlt
A) In ordar Yo climinaee ti�at poss'bi2iiy, thc gaztirs agrc� that if the Maaagelnen#
Assistant II elassificakion_ is idenEifi�d fax layof€s a# any time from the sigaya�g dato
belovr through Yha en#'sre 2�07 catandar year, ths parties will then merge the sanfiotity
Tisis nf the Projeet Manager Parks anc€ Recre�tio� c9assiRcation snd fhe aVtanagement
Assistant li c3assificarion to deYermine wha wiU b� laid nff. If a Manag�xneri#
Assistant I� c7assification is idcnti�ed as a po�ible classificalian ftm layoffs ac a:iy
time dtuing �tte 2RD8 calendar year, tha parties agrec: to maz� and aonSee be#ore the
City makts the y,ayoff decision fn openty di5cuss wlteFher Yhe senioriey lis#s for Fhe
Managemtsnt Assis#aut II aad Proj�ct Mansger Parks and Rr�atxon eiassi.��fcons
shctuld 6e merged, based on tha needs of the City and the assignments and sbilities of
tha ivCa�agement �ssiseent I�. The seniority dtets for #he Manag�ment Assisianf II acid
Project Managet Pa:ics and Itecreafion shaii oniy be merged in 2Q08 by mutual
agreenent beiween the L7ni�n aud tba City.
l J
The remain3er vf Yiic CTiA, is unchanged.
Z'QIt T�IE ,
on Sc , dt
Labar Relafions Manager
Daie: �_��,�
Aio precedent is established by :lus MOA.
F R L7�IION�: �
Uavzd C. Pe#ers n �� � `
Pr�,sident, PEA
Date: 1c3 • � ' C}�
D-1