08-589Council File # W "� � �
Green Sheet # 3054233
RESOLUTION
OF
Presented
PAUL, MINNESOTA
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1 RESOLVED, that the Council ofthe City of Saint Paul hereby approves and ratifies the attached
2 January 1, 2008 through December 31, 2010 Collective Bazgaining Agreement and Memorandum of
3 Agreement between the City of Saint Paul and the Saint Paul Supervisors Organization.
Request d y D' nt . Auman Resources
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By. Ang Nale y, ' o �r J
Approc�d b�',�ce of Fin�ncial Services
Adoption Certified by Coyncil Secretary
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Approv by a r: D e �'
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Approved
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Approved / by Mayor for Subm�sion to Council
BY• 96t:(.�-U.i 1�t.2�Lc.'t/�
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Adopted by Council: Date ��j/ �aQ�,�
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Green Sheet NO: 3054233
Corrtad Person & Phone:
Jason SChmidt
266E503
Must 8e on Councii Agen
Doa Type: RESOLUTION W/$ TRANSAC
EAocumeM Required: Y
DoeumentCoMact SueWegwerth
ConWct Phone: 266-6513
y
Assign
Number
For
Routing
Order
Total # of Signature Pages _(Clip AII Locations for Signature)
0 umanResourees
1 uman Regonrces De artment Director
2 'nancial Services ifice FSnancial Services
3 Akorne
4 r's Ofiice Ma odAssistaot
5 omca ' Comcil
6 i Clerk Cti Clerk
Approve the attached January 1, 2008 through December 31, 2010 Collecrive Bazgaining Agreement and Memorandum of
Agreement between the City of Saint Paul and the Saint Paul Supervisors Organizarion.
itlaLOns: Approve (A) or li
Planning Commission
Cl8 Cammittee
Civil Service Commission
1. Has this person/firm ever worked under a contract for this department?
Yes No
2. Has this person/firm ever been a city employee?
Yes No
3. Does this person/firm passess a skill not nortnally possessed by any
current city employee?
Yes No
Explain all yes answers on separate sheet and attach to green sheet
initiating Problem, lssues, Opportunity (Who, What, When, Where, Why):
The Collective Bazgaining Agreement with the Saint Paul Supervisors Orgaaization has expired. The City of Saint Paul is required to
negoriate with the bazgaining unit.
Advantages N Approved:
An agreement reached tluough good faith bazgaining will be in place thmugh December 31, 2010.
Disadvantages If Approved:
None.
Disadvantages If Not Approved:
The City woutd be required to re-open negotiations with the bargaining unit. This would strain relations with the bazgaining unit and
could lead to binding azbitration
Tmnsaction:
Funding Source:
Financial lnformation:
(Explain)
Attivity Number:
CostlRevenue Budgeted:
May 27, 2008 824 AM Page 1
68-�'f�
ATTACHNIENT TO THE GREEN SHEET
SAINT PAUL SUPERVISORS ORGANIZATION
Below is a suminary ofthe changes in the collective bazgaining agreement between the City of
Saint Paul and the Saint Paui Supervisors Organizarion (SPSO).
Duration: January l, 2008 - December 31, 2010
WaEes:
May l, 2008 {ciosest pay period) 3.25%
April l, 2oQ9 (closestpayperiod) 3.25%
January 1, 2010 (closest pay period) 3.25%
An additional 1.0% was added to the 15 yeaz step for all classifications effective 1/1/10.
Health Insurance:
The insurance contnbution increases follow the MOU reached will all the bazgaining units for
2008-2010.
Vacation•
Revised vacation schedule effective 1/1/09.
Less than 8 yeazs: 15 days
After 8 yeazs to 15 years: 22 days
After 16 years: 26 days
Agreed to deterniuie qualifynig yeazs based on originai employment date.
Severance-
Effective January 1, 2009 the maxunum rate is increased by $2,500 to $12,500. All other rates
remaiu unchanged.
Agreed that in the event an employee dies, severance will be paid to the employee's spouse or if
no, to the employee's estate.
Safetv Shoes
Agreed that effective January l, 2009 the City will provide a$100 contnbution to employee
required to wear safety shoes rather than reimburse payment for such shoes.
MileaEe'
Agreed to move to the IRS reimbursement rate effective 1/1/10.
Green Sheet Attachment
Saint Paul Supervisors Organizafion
PS 2
Holidavs�
Agreed to eliminate the two floating holidays effective 1/1/10 and to use the eligib�7ity criteria of
Yhe Salazy Plan & Rates of Compensation Pro-ration chart.
Deferred Comaensation/Post Emnlovment Health Plan:
Effecrive January 1, 2008, the City's deferred compensation contnbution is ended and the City
witi instea3 provide a$350 contnbution to a Pos± Employment Health PIan account.
Payment date was moved to April i of each yeaz.
Compensatorv Time:
Effectave 1/1l10, the ability to earn compensatory time is eliminated.
Other LaneuaQe Chanaes:
Other language changes (grievance procedure, sick leave, dates) were of a housekeeping nature
for clarification and cleanup.
I:�LRCOMMON�CONTRAC[1SP50�2008 -2009�gnattchOS-l0.dnc
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COLLECTIVE BARGAINING AGREEMENT
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- SAINT PAI7L SUPEKVISORS' QRGANIZATIO�T
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INDEX
ARTICLE TTi'LE
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PAGE
Preamble ........................................................................................................ ii
1 Recognition ................................................................................................... 1
2 Savings Clause .............................................................................................. 1
3 Management Rights ....................................................................................... 1
4 Check Off ...................................................................................................... 1
5 Work Schedules ............................................................................................. 2
6 Seniority ........................................................................................................4
7 Non-Discrusrination .......................................................................................5
8 Discipline ...................................................................................................... 5
9 Legal Services ............................................................................................... 5
10 Grievance Procedure ...................................................................................... 6
11 Wages ............................................................................................................9
• 12 Leaves ofAbsence ......................................................................................... 9
13 Insurance ....................................................................................................... 9
14 Vacation ......................................................................................................13
15 Holidays ......................................................................................................15
16 Severance Pay .............................................................................................. 15
17 Sick Leave ................................................................................................... 16
18 Mileage ....................................................................................................... 17
19 Safety Shoes ................................................................................................ 18
20 Post Employment Health Plan (PEHP) ..............:.......................................... 19
21 Duration and Effective Date ......................................................................... 19
Appendix A- Titles and Salazies ................................................................ A-1
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• PREAMBLE � ���
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This Agreement is entered into between the City of Saint Paul, hereinafter referred to as either
the "Employer" or the "City," and the Saint Paul Supervisors' Organization, hereinafter referred
to as the "Organization", for the puipose of fostering and promoting haruionious relations
between the Employer and the Organization in order that a high level of public service can be
provided to the citizens ofthe City.
This Agreement attempts to accomplish this purpose by providing a fuller and more complete
understanding on the part ofboth the Employer and the Organization of their respective rights
and responsibilities.
The provisions ofthis Agreement shall not abrogate the rights and/or duties ofthe Employer, the
Organization, or the employees as established under the provisions of the Public Employee
Labor Relations Act of 1984, as amended.
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ARTICLE 1- RECOGNITION
1.1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive
representative for the White Collar Supervisory Empioyees ofthe Pmfessional Group,
and certain Unclassified Supervisory Employees, as certified by the State of Miunesota,
Bureau of Mediation Services, on December 11, 1973, in BMS Case No. 74-PR-207A
and as revised by Unit Clarification proceedings in BMS Case Nos. 74PR-414-A. and
78-PR-500-A dated Apri116, 1977 and December 7, 1977, respectively.
1.2 New classifications which aze within the scope and definition of the Organization's
certification as stated in Article 1.1 above shali be recognized as part of this bargaining
nni Disputes which may arise between the Employer and the Organization over the
inclusion or exclusion of any job classifications may be referred by either Party to the
Commissioner, Bureau of Mediation Services, State of Minnesota, for detennination in
accordance with applicable statutory provisions. Determination by the Coxnxnissioner
shall be subject to such review and detennination as is provided by statute and such rules
and regulations as aze promulgated thereunder.
ARTICLE 2 - SAVINGS CLAUSE
2.1 This Agreement is subject to the laws ofthe United States and the State ofMinnesota. In
the event any provision of this Agreement shall be held to be contrary to law by a court of
• wmpetent jurisdiction from whose final judgxnent or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other provisions shatl
continue in full force and effect. The voided provision may be renegotiated at the written
request of either party. All other provisions of tlus Agreement shall continue in full force
and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right of the Employer to operate and manage its affairs
in all respects in accordance with applicable laws and regulations of appropriate
authorities. The rights and authority which the Employer has not officially abridged,
delegated, or modified by this Agreement are retained by the Employer.
3.2 The employer is not required to meet and negotiate on matters of inherent manageriai
policy, which include, but which are not lixnited to, such areas of discretion or policy as
the functions and programs of the Employer, its overall budget, utilization of technology,
and organizational structure and selection and direction and number ofpersonnel.
ARTICLE 4 - CHECK OFF
4.1 The Employer shall deduct the Organization's membership initiation fee assessments and
monthly 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 Organization and the aggregate deductions of all employees
• shall be remitted together with an itemized statement to the representative by the first of
the succeeding month after such deductions are made or as soon thereafter as is possible.
ARTICLE 4 — CHECK OFF (Continued)
4.2 Any present or future employee who is not an Organization member may be required to •
contn�bute a fair share fee for services rendered by the Organization. Upon notification
by the Organization, the Employer shall deduct said fee from the earniugs of the
employee and transmit the same to the Organizatioa In no instance shall the fair share
fee exceed eighty-five percent (85%) ofthe Organization's regular membership dues. It
is also understood that in the event the Employer shall make an improper fair share
deduction &om the earnings ofthe employee, the Ozganization shall be obligated to make
the Employer whole where the Employer has reimbursed such employee for any amount
improperly withhald.
43 The Employer shall notify the Organizztion's President, in writing, of the names and job
classifications of employees coming withiu the established scope and definition of the
Organization's bazgaining unit through new employment or by pmmotion.
4.4 The Or�anization shall indemnify and hold the Employer hazmless agaittst any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this article.
ARTICLE 5 — WORK SCHEDULES
5.2 All bargaitting anit employees are exexnpt from the overtttne pay provisions ofthe federal
Fair Labor Standards Act and similar state legislation as executive or administrative •
employees and are salaried employees of the City who are not compensated ott an hourly
basis. The provisions of Section 28H (Overtime Compensation) of the Saint Paint Civii
Service Commission Rules shall not apply to employees itt this bargaining unit.
5.2 The normal work schedule for full-time employees covered by this Agreement shall
consist of a minunum ofeighry (80) hours within each biweekly payroll period. An
employee is generally e7cpected to be worldng during the normal business hours
established by the Employer for the employee's work group, suhject to the leave
provisions of this Agreement, applicable Civil Service Rules and applicable state and
federal statutes. Due to the nature of their work, however, the job duties of persons in
tlus bargaining unit may require the employees to work irregular hours, and work on
holidays and weekends. Such work requirements aze considered an integral part of the
job. Therefore, maiataining consistent stazting and quitting times and scheduling specific
numbers of hours worked in any day or week may be impossible. Where their assigned
duties and responsibilities permit, however, and where their Department Head or
Supervisor approves, bazgaining unit employees may exercise reasonable and prudent
discretion in scheduling or varying the times at which their work is performed.
5.3 Employees who work more than eighty (80) hours in a two-week payroll period may be
granted compensatory time witk the appmval of their department head or his/her
designee.
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ARTICLE 5 — WORK SCHEDULES (Continued)
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5.4 Compensatory time off shall be scheduled and approved in advance. Employees and
their supervisors shall diligently work together to schedule compensatory time off so that
employees may make maximum use of their accrued compensatory time without
unreasonably disrupting the business of the Employer. Alteruatively, the Employer may
pay cash in lieu of time off for some or all of an employee's accrued compensatory tune
at the sole discretion ofthe employee's Deparlment Aead subject to the DepartmenYs
budgetary considerations and, if necessary, approval of the City's Budget Director. If
made, such payment shall be based upon the pro rated portion of the employee's salary in
effect at the time of such payment with regazd to such hours liquidated by cash payment.
5.4 (1) Effective January 1, 2010, employees represented by this bazgaining unit are not
eligible to accrue compensatory time. The City as a public sector empioyer will
follow all applicable state and federal laws and regulations regazding FLSA-
exempt public sector employees.
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5.5 On occasion, the Employer may request that an employee temporarily assume
responsibility for a special project or other job duties that represent a substantial addition
to the duties and responsibilities generally associated with the employee's position. Ifthe
employee accepts the assignment, he/she may receive such additional compensation as
may be determined by the employee's Department Head and the City's Budget Director
or work schedule adjustments (compensatory time) as may be approved by the
employee's Department Head both of which may be granted in the Employer's sole
discretion.
5.6 For employees who wish to shaze a position, the Employer will attempt to provide
options for nnplementing a sl�aring arrangement. Such an arrangement must be mutually
agreed upon by the Employer and the employees involved. Vacation, holiday and sick
leave benefits £or employees wno share a position shall be pro-rated'oased upon the
percent of hours worked. Health insurance benefits shall be administered in accordance
with the provisions of Article 13 of tkus Agreement. In the event that one of the
employees participating in the shazed position is tennuiated or ternvnates employment,
the Employer shall post the job shazing vacancy for a period of ten (10) days. If, after ten
(10) days, such vacancy cannot be filled, the Employer shall have the option of increasing
the remaining employee's work hours.
5.7 Article 5.6 shall not be subject to the provisions of Article 10 (Grievance Procedure) of
this Agreement.
5.8 The Emgloyer shall avoid, whenevet possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days during a year
shall receive the rate of pay for the out-of-class assignment in a higher classification not
later than the suiteenth (16) day of such assignment. For purposes ofthis Article, an out-
of-ciass assignment is defined as an assignment of an employee to perform, on a full time
basis, all of the significant duties and responsibilities of a position different from the
empioyee's regular position, and which is in a classification higher than the classification
held by such employee.
ARTICLE 5 — WORK SCHEDULES (Continued)
The rate ofpay for an approved out-of-class assignment shall be the same rate the •
employee wouid zeceive if such employee received a regular appointment to the higher
classification.
ARTICLE 6 — SENIORITY
6.1 Seniority, for the putposes of this Agreement, shall be defined as follows: The length of
continuous, regular and probationary service with the Employer from the date an
employee was first certified and appointed to a class title covered by this Agreement, it
being fiuther understood that seniority is confined to the current class assignmern held by
an employee. In cases where two or more employees aze appointed to the same class title
on the satne date, the seniority shalt be determined by the employee's rank on the eligible
list from which the certification was made.
6.2 Seniority shall tzrnunate when an employee retires, resigns, or is discharged.
63 In the event it is determined by the Employer that it is necessary to reduce the work force,
employees will be laid offby class title within each department based on inverse Iength
of seniority as defined above. The Office of Human Resources will idernify such least
senior employee in the title in which there is to be a lay-offin the deparlment redncing
positions, and shall notify said employee of his/her reduction from the department. If
there are any vacancies in that title in any other City department, the Office of Human •
Resources shall place the affected employee in sucfi vacancy. If two or more vacant
positions are available, the Office of Human Reso�ces shall decide which vacaut
position the affected employee shall fill. If no vacancy exists in such title, then the least
senior employee in the City in such title shall be identified, and if the employee affected
by the original departmental reduction is more senior, he/she shall have the right to claun
that position and the least senior employee in the City, in that title, shall be laid ofE For
the purpose of this article, the Board of Education is not considered a City department nor
is a Boazd of Education employee considered a city employee.
6.4 Ifthe employee to be laid off as a result ofArticle 6.3 above is in a title in a promotional
series and has heid lower titles in the series in this or any other bazgaining unit, such
employee will be offered a reduction to the highest of these titles within tfie deparfinent
to which classification seniority as defined in Article 6.1 above would keep them from
being laid off. This Article 6.4 shall not be effective until and unless the St. Paul
Pmfessional Employees Association, AFSCME Clerical L,ocal 2508, and AFSCME
Technical Loca11842 collective bazgaining agreements have conesponding language.
Until such corresponding language is included in such bazgaining agreements, the
provisions of this Article 6.4 shall be applicable only to the e�ent that such reductions
may be offered only to previously held lower titles within the department in the series
which are in this bargaining unit.
6.5 Recall from layoff sbaIl be in inverse order of layof� except that recall rights shall eicpire •
after two years of layof£ It is understood that such employees will pick up their former
seniority date in any class ofpositions that they previously held.
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ARTICLE 6 - SENIORITY (Continued)
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6.6 To the eactent possible, vacation periods shali be assigned on the basis of seniority. It is,
however, understood that vacation assignment shall be subject to the ability of the
Employer to maintain operations.
ARTICLE 7 - NON-DISCRIMINATION
7.1 The provisions of this Agreement shall be applied equally by the Employer and the
Organization to all employees covered by this Agreement in accordance with applicable
city, state and federal law.
ARTICLE 8 - DISCIPLINE
The Employer will discipline employees for just cause only. Discipline may be in any of
the forms listed below:
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Oral reprimand;
Written reprimand;
Suspension;
Reduction;
Dischazge.
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8.3
8.4
8.5
All disciplinary actions, except oral reprimands, wili be in written form.
Employees and the Organization will receive copies of written reprimands and notices of
suspension, dischazge and reductions.
Employees may examine all in£ormation in their Employer personnel files. Files may be
examined at reasonable tnnes.
An employee to be questioned concerning an investigation of disciplinary action shall
have the right to haue an Organization representative be present during such interview.
ARTICLE 9 - LEGAL SERVICES
9.1 Except in cases of malfeasance in office or willful or wanton neglect ofduty, Employer
shall defend, hold hamiless and indemnify employee against any tort claim or demand,
whether groundless or otherwise, arising out of an alleged act or omission occurring in
the performance and scope of employee's duties.
9.2 Notwithstanding Article 9.1, the Employer shall not be responsible for paying any legal
service fee or for providing any legal service arising from any legal action where the
employee is the Plaintiff:
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ARTICLE 9 — LEGAL SERVICES (Continued)
9.3 Each employee, after receiving notice of (i) a claim, demand, action, suit or proceeding �
against him/her, or (2) a judgment, verdict, finding or determination, either ofwkrich
arises out of alleged or found acts or omissions occurring in the performance or scope of
the employee's duties, shall notify the City Attorney, in writing, of such notice as soon as
possible and practical after receiving.the notice but in no event later than three (3)
business days after receipt thereof.
ARTICLE 10 — GRIEVANCE PROCEDURE
10.1 A grievance is defined as a dispute or disagreement as to the interpretation or application
ofthe specific terms and conditions of this Agreement. The pmcedure established by this
Arficie shall be the sole and exclusive procedure for the pmcessing ofgrievances arising
from this Agreement or arising from terms and conditions of employment in the City of
St. Paul Civil Service Rules and Salaty Plan and Rates of Compensation. Matters
, govemed exclusively by the Civil Service Rules shall be referred to the Civil Service
Comnvssion.
10.2 The Employer will recognize representatives designated byihe-Organization as the
grievance representatives of the bazgaining unit having the duties and responsibilities
established by this Article. The Organization shall notify the Employer in writing ofthe
names of such Organization Representatives and oftheir successors when designated.
The Employer shall notify the Organization in writing as to its designated representatives. �
10.3 Tt is recogivzed and accepted by the Organization and the Employer that the processing of
grievances as hereinafter provided is limited by the job duties and responsbilities of the
employees and shall therefore be accomplished during notmal workiug hours when
consistent with such employee duties and responsibilities. The aggrieved employee and
an Organization representative shall be allowed a reasonabie amount of time without loss
of pay when a grievance is investigated and presented to the Employer during notmal
worldng hours provided that the employee and the Orgazuzation Representative have
norified and received the approval of designated supervisor and provided that such
absence is reasonable and would ttot be detrimental to the work pmgram of the
Employer. It is understood that the Employer shall not use the above limitation to
hamper the processing of grievances.
10.4 Crrievances, as defined by Pazagraph 10.1, shall be resolved in conformance with the
following procedure: •
Step 1 An employee claiming a violation concerning the interpretation or application
of this Agreement shall, within twenty-one (21) calendar days after such
alleged violation has occurred, present such grievance to the Employee's
supervisor as designated by the Employer. The Employer-designated
representative will discuss and give an answer to such Step 1 grievance within
ten (10) calendaz days after receipt. A grievance not resolved in Step i and
appealed to Step 2 shall be placed in writing setting forth the nature ofthe •
grievance, the facts on which it is based, the pmvision or pmvisions of the
ARTICLE 10 — GRIEVANCE PROCEDURE (Continued) � ����
• Agreement ailegedly violated, the remedy requested, and shall be appealed to
Step 2 by the Organization within fifteen (15) calendar days after the
Employer-designated representative's final answer in Step 1. Any grievance
not appealed in writing to Step 2 by the Organization within fifteen (15)
calendaz days shall be considered waived.
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Step 2 If appealed, the tvritten grievance shall be presented by the Organization and
discussed with the Employer-designated Step 2 representative. The
Employer-designated representative shall give the Organization the
Employer's Step 2 answer in writing within ten (10) calendaz days following
the Employer-designated representative's final Step 2 answer. Any grievance
not appealed in writing to Step 3 by the Organization within ten (10) calendar
days shall be considered waived.
Step 3 If appealed, the written grievance shall be presented by the Organization and
discussed with the Employer-designated Step 3 representative. The
Empioyer-designated representative shall give the Organization the
employer's answer in writing within ten (10) calendaz days after receipt of
such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to
Step 4 within ten (10) calendar days following the Employer-designated
representative's final answer in Step 3. Any grievance not appealed in writing
to Step 4 by the Organization within ten (10) calendaz days shall be
� considered waived.
Optional Mediation Step
If the grievance has not been satisfactorily resolved at Step 3, either the
Organization 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 assignxnent of a mediator. Crrievance mediation shall be completed within
thirty (30) days ofthe assignment unless the parties mutually agree to lengthen
the time limit.
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2. Grievance mediation is an optional and voluntary part ofthe grievance resolution
process. It is a supplement to, not a snbstitute for, grievance arbitration. When
grievance mediation is invoked, the contractual tixne limit for moving the
grievance to arbitration shall be delayed for the period of inediation.
3. The grievance mediation process shall be inforxnal. Rules of evidence shall not
apply, and no record shall be made ofthe proceeding. Both sides sha11 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 sepazate
caucuses.
4. At the request of both parties, the med'aator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
ARTICLE 10 - GRIEVANCE PROCEDURE (Continued)
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
out-come. Unless the parties agree otherwise, the outcome shall not be
precedential.
6. Ifthe grievance is not resolved and is subsequently moved to azbitrarion, such
proceeding shall be de novo. Nothiag said or done by the parties or the mediator
during grievance mediation with respect to their positions conceiving resolution
or offers of settlement xnay be used or referred to during arbitration.
Step 4 If the grievance ren�ains uaresolved, the Organization may witbin fourteen
(14) work days after the response of the Employer in Step 3, by written notice
to the Exnployer, request arbitration of the grievance. The parties may
mutually agree upon an azbitrator to heaz and decide the dispute. I� however,
the parties are unable to so agree, either o£them may request the Bureau of
Mediation Services, State ofMinnesota, to pmvide a list ofnine (9) qualified
azbitrators from the roster maintained for such purposes by the $ureau. The
Employer and the Organization shall alternately_strike names from the list
until only one name remains; that of the selected Arhitrator. Unless the
parties agree to the co�rary, the party who strikes the first name &om the list
shall be determined by the flip of a coin.
10.5 The fees and expenses for the azbitrator's services and proceedittgs shall be bome equally •
by the Employer and the Organization provided that each party shall be responsible for
compensating its own representatives and witnesses.
10.6 If either party desires a verbatitn record o£the proceedings, it may cause such a record to
be made, providing it pays for the record. I� prior to the hearing, both parties request a
verbatim record of the proceedings the cost shall be shared equally.
10.7 If a grievance is nof presented within the time Iimits set forth above, it shali be
considered "waived." If a grievance is not appealed to the next step within the specified
time limit or any agreed extension thereo� it shali be considered settled on the basis of
the Employer's last answer.
If the Employer does not answer a grievance or an appeal thereof within the specified
time limits, the Organization may elect to take the grievance to the next step. The time
limit in each step may be extended by mutual written agreement of the Employer and the
Organization.
10.$ A grievance may be initiated by the Organization using either the grievance procedure of
this Agreement or by the provisions of the Civil Service Rules of the City of Saint Paul
within limitations of 10.1 above.
10.9 If a grievance is initiated through this grievance procedure it shall not again be submitted
for determination under the Civil Service Rules. If an issue is submitted for •
determination tt�roughthe provisions ofthe Civil Service Rules it shall not againbe
submitted for arbitration under this giievance procedure.
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• ARTICLE 11- WAGES
I1.1 The wage schedule for the purposes of this Agreement is set forth in Appendix A, which
is made a part of this Agreement as if more fully set forth herein.
11.2 The salary rates shown in Appendix A reflect the following:
Effeetive May 1, 2008 (or closest pay period): 3.25% increase in all salazy rates
Effective April l, 2009 (or closest pay period): 3.25% increase in all salary rates
Effective 7anuary 1, 2010 (or closest pay period): 3.25% increase in all salary rates
Effective 7anuary 1, 2010 (or closest pay period): 1.0% increase to the rates of Step 8(15-yr)
113 Increases in compensation shall be paid retroactively to the effective date for individuals
employed as of the date of signing of the agreement.
ARTICLE 12 - LEAVES OF ABSENCE
12.1 Employees may request paid or unpaid leaves of absence in accordance with the
applicable provisions of state and federal iaw or regulation and Saint Paul Civil Service
Rules.
12.2 In addition to such leaves of absence as may be granted pursuant to law, regulation or
• civil service rule, employees may be granted personal leaves of absence without pay or
benefits where the Employer's operation will not be unreasonably disrupted as a result.
Personal leaves of absence shall not exceed twelve (12) months in duration and shall be
granted in the Employer's sole discretion which shall not be subject to review under the
grievance/azbitration provisions ofthis Agreement.
12.3 A full-time employee may be granted up to four hundred eighty (480) hours ofvoluntary
leaue of absence without pay during the fiscal year. During such leave of absence, the
employee shall continue to earn and accrue vacation and sick leave, seniority credits and
maintain insurance eligibility as though he(she was on the payroll. Any leave of absence
granted under this provision is subject to the approval ofthe Department Head.
ARTICLE 13 - INSURANCE
13.1 The insurance plans, preniums for coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the empioyees
selecting the offered plans agree to accept any changes in benefits which a specific
provider nnplements.
•
ARTICLE 13 — INSURANCE (Cont�nued)
Active Employee Insurance
13.2 Effective for the January, 2008 insurance premiums, for each eligible employee covered
by this agreement who is employed full-time and who selects health insurance; the
Employer agrees to make the following contributions per month:
a. Open Access with $1,500 Deduct�ble
Single: $427.25 +$100 (to be deposited in an account determined by the LMCF3n
Family: $1,040.75
b. Pruuary CIinic with $500 Deductble
Single: $525.51
Family: $901.86
c. Distinctions
Single: $457.54
Family: $901.86
Effective for the January, 2009 insutance premiums, for each eligible employee covered
by this agreement who is ernployed full-time and who selects health insurance; the
Employer agrees to make the following contn�butions per month:
•
a. Open Access with $1,500 Deduchble
Single: $467.84 +$100 (to be deposited in an account deterndned by the LMCFin •
FamiIy: $1,120.75
b. Primary Clinic with $500 Deductible
Single: $567.93
Family: $926.86_
c. Distinctions
Sixegle: $482.54
Family: $926.86
Effective for the January, 2010 insurance premiums, for each eligzble employee covered
by this agreement who is employed full-time and who selects health insurance; the
Employer agrees to make the following contributions per month
a. Open Access with $1,SOD Deducttble
Single: $512.28 +$100 (to be deposited in an account determined by the LMCF3I)
F�y: �i,zia.00
b. Prixnary Clinic with $500 Deductible
Single: $615.10
Family: $951.86
c. Distinctions
Single: $507.54
Family: $951.86
•
10
•
•
ARTICLE 13 — INSURANCE (Continued)
�� ✓c��
The City's additional compensation for single coverage empioyees who select the Open
E�ccess with $1,500 Deductible plan may be reduced by $25 per month if a VEBA
account is selected by the LMCHI that allows employees to draw upon that money while
employed.
133 For each eligible empioyee who has elected heaith insurance coverage, the Employer
agrees to provide life insurance in an amount equal to $50,000. Employees who provide
proof of altemate coverage may waive participation in the Employer's health insurance
plan. Empioyees who waive participation in the Employer's health insurance plan shall
still be eligibie for life insurance benefits, including the Employer contribution thereon,
and to participate in any optional insurance coverages or fle�ble spending accounts
offered or maintained by the Employer provided the employee was benefit eligible for
each ofthe preceding twelve (12) months.
Retiree Insurance
13.4 Employees who retire must meet the following conditions at the time ofretirement in
order to be eligble for the Employer contributions, listed in Sections 13.5 through 13.8
below, towazd a health insurance plan offered by the Employer:
13.4 (1) Be receiving benefits from a Public Employee Retirement Act at the tune of
retirement; and
13.4 (2) Have severed his/her relationship with the City for reasons other than
misconduct; and
13.4 (3) Employment with Independent School Disfrict No. 625 will not be counted
toward the service requirement for employees hired after
October 1, 1997 towazd the years of service for retiree health eligibility.
Early Retirees
13.5 This Section applies to employees who:
13.5 (1) Have completed twenty (20) yeazs full-time with the City, and
13,5 (2) Were appointed before lanuary i, 1990, and
13.5 (3) Haue not attained age sixty-five (65) at retirement, and
13.5 (4) Meet the terms set forth in Section 13.4 above, and
13.5 (5) Select a health insurance plan offered by the Empioyer.
Until such employees reach sixty-five (65) years of age, the Employer will contnbute a
maxitnum of $350.00 per month toward the cost of single or family health insurance
coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer
wiil provide group term life insurance coverage in the amount of $5,000.00 until the
retiree attains the age of sixty-five (65).
•
When such early retiree attains age siYty-five (65), the provisions of Section 13.7 shall apply.
11
ARTICLE 13 — INSURANCE (Continued)
13.6 This Section shall apply to employees who: •
13.6 (1) Have completed twenty (20) years full-rime with the City, and
13.6 (2) Were appointed on or after January 1, 1990, and
13.6 (3) Have not attained age sixty-five (65) at retirement, and
13.6 (4) Meet the canditions of Section I3.4 above, and
13.6 (5) Select a heaith insurance plan offered by the Empioyer.
Until such employees reach si�cty-five (65) years of age, the Employer will contribute a
maximum of $300.00 per month towazd the cost of single or family health insurance
coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer
will provide group term life insurance in the amount of $5,000.00 until the retiree attains
the age of sixty-five {65).
When such early retiree attains age sixty-five (65), the provisions of Section 13.8 shall apply.
Regular Retirees (Age 65 and over)
13.7 This Section shall apply to full-time employees who:
13.7 (1) Were appointed prior to January 1, 1990, and
13.7 (2) Have completed twenty (20) yeazs full-time with the City, and •
13.7 (3) Have attained age sixty-five (65) at retirement, and
13.7 (4) Meet the conditions of Section 13.4 above, and
13.7 (5) Select a health insvrance glan offered by the Emploqer.
The Employer will contn'bute up to a maximum of $550.00 per month toward the cost of
single or family health insurance coverage. Any unused portion shall not be paid to the
retiree. No life insurance coverage will be provided.
13.8 This Sectiott shall apply to full-time employees who:
13.8 (1) Were appointed on or after 7anuary 1, 1990, and
13.8 (2) Have completed twenry (20) years full-time with the City, and
13.8 (3) Have attained age sixty-five (65) at retirement, and
13.8 (4) Meet the conditions of Section 13.4 above, and
13.8 (5) Select a health insurance plan offered by the Employer.
The Employer agrees to contn�bute up to a maximum of $300.00 per month towazd the
cost of single or fanuly health insurance coverage. Any unused portion shall not be paid
to the retiree. No life insurance coverage will be provided.
•
12
C�
ARTICLE 13 — INSURANCE (Continued)
Survivor Insurance
6K ��f��
13.9 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 detennined to have arisen out of
and in the course ofhis/her employment under worker's compensation law shall continue
to be eligble for city contnbution in the same proportions as is provided for retired
employees.
In the event of the death of an eazly 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 contnbution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of
13.9 (1) Subsequent remarriage of the surviving spouse of the deceased employee or
retiree.
139 (2) TY�e employment of the surviving spouse of dependent where health insurance
is obtained through a group pmgram provided by said Employer. In this
event, however, the surviving spouse or dependent shall have the right to
maintain city health insurance for the first ninety (90) days of said
employment.
•
•
13.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree
or City employee and eligible for and is enrolled in the City health insurance program.
13.11 The contn`butions indicated in this Article shall be paid to the Employer's third party
administrator.
13.12 Employees covered by this Agreement shall be eligble to participate in the Fle�ble
Spending Account as offered by the Employer. The service fee charged to participating
employees shall be paid by the Employer.
1313 Employees covered by this Agreement shall be eligible to participate in the Dependent
Care Rennbursement Account offered by the Empioyer. The service fee charged to
participating employees shall be paid by the Employer.
ARTICLE 14 — VACATION
14.1 For the purposes of this article qualifying years shall be deteruuned based on original
employment date. In each IRS payroll reporting year, each full-time employee shall be
granted vacation according to the following schedule:
Years of Service Vacation Granted
Less than 8 yeazs 15 days
After 8 years thru 15 years 20 days
After 15 years thru 23 years 25 days
After 23 years 26 days
13
ARTICLE 14 - VACATION (Continued)
Effective January 1, 2009, in each IRS payroll reporting year, each full-time employee
shall be granted vacation according to the following schedule:
Years of Service
Less than 8 yeazs
After 8 years thru 15 years
After 15 yeazs
Vacation Granted
15 days
22 days
26 days
Emp2oyees who work less than fixlt-time shall be granted vacation on a pro rata basis.
14.2 The Employee's Department Head may permit an employee to cany over into the
following year up to fii�een days' vacation.
143 The time of vacation shall be approved by the employee's Department Head. If an
employee has been granted more vacation than he has earned up to the time of his
separation from the Citq service, the employee shall reimburse the City for such unearned
vacation. If an employee is separated from the service by reason ofresignation, he shatl
be granted such vacation pay as he may have earned and not used up to the time of such
sepazation, provided that he has notified the department head in writing at least fifteen
calendar days prior to the date of his resignation. If an employee is sepazated from the
service by reason of discharge, retirement or death, he shall be granted such vacation pay
as he may have earned and not used up to the time of such sepazation The provisions of
this Section shall not apply to temporary or emergency employees.
143 (1) For any employee who is eligible to receive compensation for unused vacation at
separation from the City under this Article, the City will coninbute 100% of the
full amount of such payment to a Post Employment Heaith Plan (PEHP) in lieu
of any cash payment to the employee. This will be effective March 1, 2003.
14.4 If an employee has an accumulation of sick leave credits in excess of one hundred and
eighty days (180), he/she may convert any part of such excess to vacation at the rate of
one-half day's vacation for each day of sick leave credit. No employee may convert
more than tweniy (20) days of sick leave in each IRS payroll reporting yeaz under fhis
provision. The approval of the employee's Department Head shall be required for any
conversion request in excess of ten (10) days of sick leave.
14.5 An employee may also, at the discretion ofthe Department Head and additionally,
limited by the availability of funds in the Department's Budget, sell up to five days, or
any portion thereo� of accrued and unused vacarion once per year. Such election must be
made in writing on or before December lof each IRS payroll reporting year. If the
employee elects fo sell vacation, the payment for such sold vacation shall be made in a
lump sum in the neazest full payroll period foilowing the election date. The payment
shall be in an amount equal to the number ofhours sold times the employee's regular rate
of pay in effect as of the daYe of such election.
14.5 (1) Invoking the use of 14.4 above at any time within the IItS payroll reporting yeaz
will prolubit the use of 14.5 above.
L�
•
•
14
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ARTICLE 15 — HOLIDAYS
//O �`� O /
15.1 The following days shall be recognized and observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memoriai Day
Independence Day
Labor Day
Day after Thanksgiving*
Veterans' Day
Thanksgiving Day
Christmas Day
Two floating holidays (eliminated in 2010)
Eligible employees shall receive pay for each of the holidays listed above on which they
perform no work. Whenever any of the holidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any ofthe holidays listed
above shall fall on Sunday, the succeeding Monday shali be observed as the holiday.
However, for those employees assigned to a work week which includes a Saturday or
Sunday, the holiday shall be observed on its calendar date.
*For all employees assigned to the Library, the Day after Thanksgiving shall be
considered a norxnal work day, and Christmas Eve shall be recognized and observed as a
paid minor holiday.
� 15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the
contract yeaz, subject to the approval ofthe employee's Department Head. Effective
January 1, 2010, the floating holidays referenced in Article 15.1 are eliminated.
15.3 In order to be eligible for a holiday with pay, an employee must be employed as of the
date of the holiday and have paid hours on the payroll far that pay period. The amount of
holiday time earned sha11 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 actually worked, vacation time, compensatory time, paid leave and sick leave. It is
further understood that neither temporary nor other employees, not heretofore eligible,
shall receive holiday pay.
ARTICLE 16 - SEVERANCE PAY
16.1
•
16.2
The Employer shall provide a severance pay program as set forth in this Article.
To be eligible for the severance pay program, an employee must meet the following
requirements:
16.2 (1) The employee mvst be voluntarily sepazated from City employment or have
been subject to sepatation by lay-offor compulsory retirement.
Those employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
15
ARTICLE 16 - SEVERANCE PAY (Continued)
16.2 (2) The exnployee must have at least fifteen (15) years of consecutive service in the �
classified or unclassified Service of the City at the time of separation. For
purposes ofthis Article employment with the Independent School District No.
625 will not be counted towazd the service requirement for employees hired
after October 1, 1997 toward fhe years of service for severance eligibility.
162 (3) The employee must file a waiver of re-employment with the Director of
Human Resources, which will cleazly indicate that by requesting severance
pay, the emploqee waives a11 rights to claim reinstatement or re-employment
(of any type), with the City.
16.2 (4) The employee must have accumulated a m;n;n,um of eighty (80) days of sick
leave credits at the time of his sepazation from service.
16.3 I£an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he/she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by the employee on the date of
sepazation for each day of accrued sick leave.
16.4 The maximum amount of money that any employee may obtain through this severance
pay program is $10,000.00. Effective January 1, 2009, the ma�mum severance shall be
increased to $12,500.00.
16.5 Upon the death of an employee who meets all of the requirements set forth above, at the •
time of his/her death, payment of the severance pay allowed under these provisions shall
be made to the empioyee's spouse, or if none, to the employee's estate.
16.6 Payment of severauce pay shall be made in accordance with the provisions of City
Ordinance No. 16303.
16.7 For any employee who is eligible to receive severance from the City under this Article,
the City will contribute 105% of the full amount oftheir severance payment to a Post
Employment Health Plan (PEHP).
ARTICLE 17 - SICK LEAVE
17.1 Employees shall accumulate sick leave credits at the rate of fourteen (14) days per year.
The use of sick leave shall be governed by the applicabie rules ofthe Saint Paul Civil
Service Commission which were in effect at the time this AgreemenY was made and any
applicable state or federal statute in effect at the time the sick leave is used.
17.2 In the case of a serious illness or disability of an empioyee's child, parent or household
member, the head ofthe department shall grant leave with pay in order for the employee
to caze for or make arrangements for the caze 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 without limitation where used for the purpose of attending to an •
employee's sick child and othenvise subject to the Employer's proper adininistration of
the use of such benefits under the Federal Family and Medical Leave Act.
E[.
ARTICLE 17—SICKLEAVE (Continaed) 6�'��5�7
• 173 Department Heads or the Human Resources Director may require a physician's certificate
at any time during an employee's use of sick leave for the purposes stated in 17.2 abave.
All such certificates sha11 be forwazded by the appointing officer to the Human Resources
Office. If an employee is absent for the reasons set fozth in Article 17.2 above for three
or fewer calendaz days he/she shaIl submit to the Department Head a certificate signed by
the employee stating the nature of the child, parent, or household member's sickness.
If the sickness continues for more than tbree calendaz days, no fiuther sick leave shall be
grantecl uniess or untzl a physician is consulted. The sick leave may be continued from
and include the day of consultation, but only if a certificate signed by the physician
certifying to the nature and period ofthe person's sickness is submitted and approved by
the Department Head and forwarded to the Human Resources Office.
17.4 No sick leave shali be granted for the above reasons unless the employee reports to
hislher Depattment Head the necessity for the absence as soon as possibie and practical
aRer the employee's expected time to report for work, unless he/she can show to the
satisfaction of the department head that the failure to report was for good cause.
17.5 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for which he/she would normally have been paid if he/she had not been on
sick leave.
• 17.6 Any employee wfio has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of such leave to attend the funeral of the employee's
grandparent or grandchild.
ARTICLE 18 — MTLEAGE
18,1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 ofthe Sainf Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use oftheir own automobiles in the per£oiniauce of their duties, the
following provisions are adopted.
18.2 Method of Computation: To be eligible for snch reimbursement, all officers and
employees must receive written authorization from their Department Head.
Type 1 If an employee is required to use his/her own automobi2a
OCCASIONALLY during employment, the employee shall be rennbursed
at the rate of $4.00 per day for each day the employee's vahicle is acfually
used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed $20 per mile for each mite
actually driven.
�
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17
ARTICLE 18 —MILEAGE (Corrtinued)
If such employee is required to drive an automobile during employment •
and the department head or designated representative detennines that an
employer vehicle is available for the employee's use but the employee
desires to use hislher own automobile, then the employee shall be
reixnbursed at the rate of $.20 per mile driven and shall not be e&gibie for
any per diem
Type 2 If an employee is required to use hisfher 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 empioyee shall be
reimbursed $.20 per mile for each mile actually driven. If such employee
is required to drive an automobile during employxnent and the department
head or designated representative detennines that an employer vehicle is
available for the employee's use but the employee desires to use hisJher
own automobile, then the employee shall be reimbursed at the rate of $.2Q
per mile driven and shall not be eligible for any per diem.
183 The City will provide parking at a location and manner ofthe Employer's choice within a
reasonable distance of the work site for City employees on either of ihe above mentioned
types of reimbursement plans who aze required to have their personal car available for
City busine'ss. Such parking will be grovided only for the days the employee is required
to have hislher own personal car available.
18.4 The Mayor shall adopt rules and regulations goveming the procedures for automobile •
reimbursement, which regulations and rules shall contain the requirement that recipients
shall file daily reports indicating nules driven and shall file monthly affidavits stating the
number of days worked and the number of miles driven, and further require that they
maintain automobile liahility uasurance of at least the minimums required by the State of
Minnesota. Such rules and regulations, together with any amendments thereto, shall be
maintained on file wifh the City Clerk.
1 S.5 Effective January 1, 2010, when an employee is required to use his/her gersonal
automobile to conduct authorized City business, the City shall reimburse the employee at
the then current Federal I.RS. mileage reimbursement rate on the most direct route.
Accordingiy, Type 1 and Type 2 Mileage Plans under Article 18.2 shall be eliminated as
ofthat date.
ARTICLE 19 — SAFETY SHOES
19.1 For those employees required, by the Employer, to wear safety shoes or boots, the
Employer agrees to contnbute $50.00 per year toward the purchase of one pair of such
shoes or boots per calendar year. Beginning 3anuary 1, 1999, the employee may accrue
up to $150.00 for the purchase of safety shoes or boots.
Effective January 1, 2009, the Employer will contribute $100.00 per year toward the
purchase of safety shoes or boots, as an annual cash payment to be placed on the
paycheck. Employees shall have until December 31, 2009, to spend any outstand'mg •
balance accrued prior to 7anuary 1, 2009. After December 31, 2009, all existing balances
shall be eliminated.
m
(� / �C J �
•
A.RTICLE 20 — POST EMPLOYMENT HEALTH PLAN (PEHP}
20.1 Effective January 1, 2008, employees are eligible for a Post Employment Health Plan
(PEHP} contn`bution by the Employer ofthree hundred and fifty dollazs ($3S0.0o}.
20.2 Eligbility Requirements:
20.2 (1) For znitial contn�bution, employees must have been employed for a minimum
of one (1) calendaz yeaz.
20.2 (2) City contributions wili be made by Apri11� ofthe following year.
20.2 (3) Employees must be on the payroll as of the date of the payment.
20.2 (4) Employees separated for cause from this bazganvng unit are specificaliy
excluded from the Employer contnbution program
•
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ARTICLE 21— DiJ12ATION AND EFFECTIVE DATE
21.1 This Agreement is the complete Agreement between the Organization and the Employer.
Dwring the negotiatioas wiuch resuhed in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respect to any subject or matter not
removeal by law from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that zight and
oppominity are set forth in this Agreement. Therefore, the Employer and the
Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives
the right, and each agrees that the other shall not be obligated to bargain collectively with
respect to any subject or matter referred to or covered in this Agreement.
21.2 This Agreemenf shall be effective on the date it is executed by the parties and shail
continue in full force and effect through December 31, 2010 and thereafter until modified
or amended by mutual agreement of the parties. Either party desiring to amend, or
modify this Agreement shall notify the other in writing so as to comply with tke
provisions of the Public Employment Labar Relations Act of 1484, as amended.
Retroactive pay adjustments shall apply to all active empioyees of the bazgaining unit on
the date o£signing of the agreement except those who hava been terminated for cause.
CITY OF SAINT PAUL
SAINT PAUL SUPERVISORS'
ORGANIZATION
�
on Schmi
Labor Relations Manager
s'"//�
Date �
U�,[ji�1��`� _
Da�id Wagner
President
Date
�,
19
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APPENDIX A
[e1;7_\�l�[�7di1
Ol/OS/08
04/26/08
03/28/09
O1/02/10
��)
1,354.20
1,39821
1,443.65
1,490.57
{2) (3} (4) (5)
1,452.22 2,514.72 1,582.40 1,655.45
I,499.42 1,563.95 1,633.83 1,709.25
1,548.15 1,614.78 1,686.93 1,764.80
1,598.46 1,667.26 1,741.76 1, 822.16
GRADE 002
Ol/OS/08
04/26/08
03/28/09
Ol/02/10
(1)
1,389.94
1,435.11
1,481.75
1,529.91
(2) (3) (4) (5)
1,490.95 1,555.92 1,62632 1,698.12
1,539.41 1,606.49 1,679.18 1,753.31
1,589.44 1,658.70 1,733.75 1, 810.29
1,641.10 1,712.61 1,790.10 1,869.12
GRADE 003
•
Ol/OS/OS
04/26/08
03/28/09
O1/OZ/IO
(i>
1,426.92
1,47329
1,521.17
1,570.61
(2) (3) (4) (5)
1,529.18 1,598.41 1,668.$5 1,'745.89
1,578.88 1,650.36 1,723.09 1, 8Q2.63
1,630. t 4 1,704.00 1,779.09 1, 86I.22
1,683.17 1,75938 1,836.91 1,92I.71
• • � 11�
Oi/OS/08
04/26/08
03/28/09
O1/02/10
(1)
1,464.26
1,511.85
1,560.99
1,611.72
(2) (3) (4) (5}
1,570.46 I,639.72 I,715.32 I,793.64
1,621.50 1,693.01 1,771.07 1, 851.93
1,674.20 1,748.03 1,828.63 1,912.12
1,728.61 1,804.84 1, 888.06 1,974.26
GRADE 005
.
Ol/OS/08
04/26/0$
03/28/09
Ol/02/10
(1)
1,50536
1,554.28
1,604.79
1,656.95
�z) �3) �4)
1,611.71 1,687.24 1,761.65
1,664.09 1,742.08 1,818.90
1,718.17 1, 798.70 1, 878.01
t,774.01 1,857.16 1,939.05
(5)
1,84130
1,90114
1,962.93
2,026.73
��
I,727.26
1,783.40
1,84136
1,90L20
��
1,77638
1,834.11
1,893.72
1,955.27
(6)
1,824.22
1,883.51
1,944.72
2,007.92
(6)
1,8'14.60
1,935.52
1,998.42
2,06337
(6)
1,923.63
1,986.15
2,050.70
2,117.35
(,t� �50 GJ
lo-yr
�7)
1,780.85
1,838.73
1,898.49
1,960.19
l0-yr
��)
1,828.77
1,888.21
1,949.58
2,012.94
10-n
��)
1,879.29
1,940.37
2,003.43
2,068.54
10-yr
��)
1,928.42
1,991.09
2,055.80
2,122.61
lo-yr
��)
1,981.76
2,046.17
2,112.67
2,18133
15-yr
�
1,826.04
1,88539
1,946.67
2,030.04
IS-yr
�
1,877.86
1,938.89
2,001.90
2,037.63
is-n
�g)
1,927.10
1,989.73
2,054.40
2,14238
15-yr
(8}
1,978.47
2,042.77
2,109.16
2,199.48
15-yr
�
2,033.72
2,099.82
2,168.Q6
2,260.91
I:QiI
APPENDIX A (Continued)
r�
LJ
Ol/OS/OS
04/26/08
03(28lQ9
�l(QZ/10
(1)
1,SA4.02
1,594.20
1,646.01
1,699.51
�2)
1,656.78
1,710.63
1,766.23
1,823.63
GRADE OQ6
103B PARK FACILITY SUPERVISOR
l0-yt
�3) � � �6? ��)
1,732.36 1,810.88 i,891.71 1,976.82 2,037.65
1,788.66 1,869.73 1,953.19 2,Q41.07 2,103.87
1,846.79 1,930.50 2,016.67 2,107.40 2,172.25
1,906.81 1,943.24 2,082.21 2,175.89 2,242.85
GRADE 007
Q1lOS/08
�4l26(08
03/28/09
OI/02110
(1)
1,578.69
1,630.00
1,682.98
1,73�.68
(2) (3) (4) (5)
1,69638 1,771.52 1,85236 1,436.37
1,751.51 1,829.09 1,912.56 1,999.30
1,808.43 1,888.54 1,974.72 2,064.28
1,867.20 1,949.92 2,038.90 2,131.37
10-yr
(� (7)
2,023.92 2,084.47
2,089.70 2,152.22
2,157.62 2,222.17
2,227.74 2,29439
15-yr
�
2,090.98
2,158.94
2,229.11
2,324.57
IS-yr
(8)
2,139.85
2,209.40
2,281.21
2,378.90
�
Ol/OS/08
04/26/08
03/28/09
Ol/02/10
ll)
1,627.61
1,680.51
1,735.13
1,791.52
�Z)
1,748.53
1,80536
1,864.03
1,924.61
CTRADE 008
358B IMPOUNB LOT SUPBRVISOR
10.yr
�3) �4) t� �� ��)
1,826.70 1,907.$6 1,996.64 2,08837 2,152.15
1,886.07 1,969.87 2,061.53 2,156.24 2,222.09
1,947.37 2,033.89 2,128.53 2,226.32 2,294.31
2,010.66 2,099.99 2,197.71 2,298.68 2,368.88
[�i:7•\�7:[II1L']
Q1(OS/08
04l26lQ8
03l28/09
Ol/02l10
(1)
1,67Q.21
1,724.49
1,780.54
1,838.41
(2) (3} (4) (5j (�
1,794.93 1,875.96 1,962.17 2,052.55 2,146.74
1,853.27 1,436.93 2,025.9A 2,119.26 2,216.51
1,913.50 1,999.88 2,091.78 2,188.14 2,288.55
1,975.69 2,064.88 2,159.76 2,259.25 2,362.93
10-yr
�7)
2,20932
2,281.12
2,355.26
2,431.81
I S-yr
�
2,209.32
2,281.12
2,355.26
2,456.12
15-yr
�8)
2,26939
2,343.15
2,41930
2,522.91
•
A-2
.
APPENDIX A (Continued)
Ol/OS/08
04/26/08
03/28/09
01/02/10
�'���
GRADE O10
371A BUILDING SUPERINTENDENT
226B CIRCULATION COORDINATOR
225B EVENTS COORDINATOR
310B HORTICUL,TURE SUPERVISOR
260A OFFICE MANAGER
316A STOREROOM MANAGER
�1) �2) �3)
1,717.91 1,841.30 1,926.44
1,773.74 1,901.14 1,989.05
1,831.39 1,962.93 2,053.69
1,890.91 2,026.73 2,120.43
(4} (5)
2,02532 2,108.34
2,080.82 2,176.86
2,148.45 2,247.61
2,218.27 2,320.66
l0-yr
� ��)
2,203.82 2,272.00
2,275.44 2,345.84
2,349.39 2,422.08
2,425.75 2,500.80
GRADE Ol l
396A GOLF PRO/MANAGER
149B SUPERVISOR OF AQUATICS
C�
O1/OS/08
04/26/08
03/28/09
O1/02/10
O110S/0$
04/26l08
03/28/09
01/02/10
(1)
1,762.97
1,820.27
1,879.43
1,940.51
��)
1,812.16
1,871.06
1,931.87
1,994.66
(2) (3) (4) (5) (6)
1,89433 1,980.80 2,070.97 2,168.23 2,26635
1,955.90 2,045.18 2,138.28 2,238.70 2,340.01
2,019.47 2,111.65 2,207.77 2,311.46 2,416.06
2,085.10 2,180.28 2,279.52 2,386.58 2,494.58
�2)
1,946.14
2,00939
2,074.70
2,142.13
10-yr
��)
2,330.58
2,406.32
2,484.53
2,565.28
15-yr
�
2,334.51
2,41038
2,488.72
2,595.30
15-yr
�
2,399.49
2,477.47
2,557.99
2,667.54
GRADE 012
205A ASSISTANT CITY CLERK
270B OFFICE AJ�MINISTRATOR-TRAFFIC DIV
l0-yr 15-yr
� � �5) � ��) �
2,033.90 2,128.16 2,226.42 2,328.66 2,402.28 2,466.22
2,100.00 2,19733 2,298.78 2,40434 2,48035 2,54637
2,168.25 2,268.74 2,373.49 2,482.48 , 2,560.96 2,629.13
2,238.72 2,342.47 2,450.63 2,563.16 2,644.19 2,741.72
GRADE 013
307A BUSINESS ASSISTANCE PROGRAM 3UPVR
366B FACILITY MANAGER
245B LIBRARY TRNG & ORG DEV COORD/SUPVR
L J
Oi/OS/08
04/26/08
03(28I09
Oi/02/10
�1) �2) �3)
1,861.25 1,999.40 2,091.31
1,921.74 2,06438 2,159.28
1,984.20 2,131.47 2,229.46
2,048.69 2,200.74 2,301.92
io-n
� � l� ��)
2,18530 2,287.60 2,396.31 2,467.SS
2,256.32 2,361.95 2,474.19 2,54'7.75
2,329.65 2,438.71 2,554.60 2,630.55
2,40536 2,517.97 2,637.62 2,716.04
IS-yr
�g)
2,532.91
2,615.23
2,70022
2,815.86
A-3
APPENDIX A (Continued)
•
01/05/08
04/26/08
03/28/09
O1/02/10
O1i05/08
04f26l08
03/28l09
O1/02/10
01/05/08
04/26/08
03/28/09
Ol/02/10
(1)
1,911.74
1,973.87
2,038.02
2,104.26
(1)
1,964.84
2,028.70
2,094.63
2,162.71
(1)
2,019.23
2,084.85
2,152.61
2,222.57
�2)
2,053.91
2,120.66
2,189.58
2,260.74
�Z)
2,111.02
2,179.63
2,250.47
2,323.61
(2)
2,169.31
2,239.81
2,312.60
2,387.76
GRADE 014
595A DUPLICATING SHOP MANAGER
306B MARKETING & PiIBLIC RELATION5 MGR
( ( (S) (6) 1 (7) 1 ($ Yr
2,148.11 2,248.86 2,351.23 2,46138 2,535.58 2,605.83
2,217.92 2,321.95 2,427.64 2,54137 2,617.99 2,690.52
2,290.Q0 2,397.41 2,506.54 2,623.96 2,703.07 2,777.96
2,364.43 2,47533 2,588.00 2,709.24 2,790.92 2,846.43
GRADE Ol S
259 *PUBLIC WORKS TECFINICIAN IV
622A ENGINEERING TECFINICIAN SUPERVISOR-
WATER TJTII,ITY
428A ENGINEERING TECHNICIAN SUPERVISOR
1�-yr 15-yr
�3) � �5) �� ��) �8)
2,206.60 2,310.01 2,416.29 2,529.28 2,608.67 2,680.59
2,27831 2,385.09 2,494.82 2,611.48 2,693.45 2,767.71
2,35236 2,462.61 2,575.90 2,696.35 2,780.99 2,857.66
2,42$.81 2,542.64 2,659.62 2,783.98 2,87137 2,480.04
GRADE 016
245A ADMINISTRATIVE ASSISTANT (U)
674 ADMINISTRATIVE ASSISTANT
566 ARBORIST SUPERVISOR
438A SAFETY COORDINATOR (Appointed on/after 1/i/90)
120B VIDEO PRODi3CTION SUPERVISOR
i�-yr is-yr
�3) �4) � �� ��) �8)
2,27021 2,375.11 2,485.26 2,602.18 2,680.59 2,753.78
2,343.99 2,45230 2,566.03 2,686.75 2,767.71 2,843.28
2,420.17 2,532.00 2,649.43 2,774.07 2,857.66 2,935.b9
2,498.83 2,614.29 2,735.54 2,86423 2,950.53 3,061.41
•
�
L.J
'G�,'i
�
APPENDIX A (Continued}
� bC�
GRADE 017
254B PARK & REC PROGRAM COORDINATOR
272B PUBLIC WORKS ACCOUNTIlVG COORD
364 SENIOR PUBLIC HEALTH NURSE
912 SUPERVISOR OF TRAFFIC MAINTBNANCE
f 1
U
O1/OSl08
04/26/08
03/28/09
Oi/02/10
Oi/OS/08
04/26/08
03/28/09
O1/02/10
10-yr 15-yr
(1) (2) (3} (4j (5) (6) (7) (8)
2,074.93 2,23036 2,331.35 2,43$.91 2,554.37 2,673.89 2,757.72 2,834.81
2,14237 2,302.85 2,407.12 2,518.17 2,63734 2,760.79 2,84735 2,926.94
2,212.00 2,37�.69 2,48535 2,600.01 2,723.11 2,850.52 2,939.89 3,022.07
2,283.89 2,454.96 2,566.12 2,684.51 2,811.61 2,943.16 3,035.44 3,151.49
GRADE 618
290A CONTRACT COMPLIANCE SiJPERVISOR
(1)
2,132.03
2,20132
2,272.86
2,346.73
t2)
2,290.27
2,364.70
2,441.55
2,520.90
3038 EDUCATION AND CONSERVATION CURA.TOR
258A ENVIRONMENTAL FIEALTH PROGRAM SUPVR
449A LIBI2AILIAN III (Apptd after 7!7/88)
325A MEDICAL TECHNOLOGIST SUPERVISOR
307B MUNICIPAL Gt1RAGE SUPERVISOR I
l0-yr IS-yr
� � ts) t6) ��) l
2,398.95 2,509.I7 2,628.70 2,750.84 2,836.28 2,910.81
2,476.92 2,590.72 2,714.13 2,840.24 2,928.46 3,005.41
2,557.42 2,674.92 2,80234 2,932.55 3,023.63 3,I03.09
2,640.54 2,761.85 2,893.42 3,027.86 3,121.90 3,235.98
GRADE 019
640A PLAN REVIEW COORDINATOR
•
O1/05/OS
04/26/08
03/28/09
O1/02I10
(1)
2,191.80
2,2b3.03
2,336.58
2,412.52
�2)
2,353.95
2,430.45
2,509.44
2,591.00
368B ORGANIZATIONAL DEVELOPMENT MANAGER
l0-yr 15-yr
(3) (4) (5) (6) (71 (
2,464.10 2,579.67 2,700.40 2,829.23 2,912.13 2,994.70
2,544.18 2,663.51 2,788.16 2,921.18 3,006.77 3,092.03
2,626.87 2,750,07 2,878.78 3,016.12 3,104.49 3,192.52
2,712.24 2,839.45 2,97234 3,114.14 3,205.39 3,329.24
A-5
APPENDIX A (Coniinued)
�
01/05l08
04(26(08
03/28l09
Ol(02'10
�l/05108
04/26f08
Q3l28/09
O1l02110
01/05/08
04/26/08
03/28/09
O1/02/10
(1)
2,251.55
2,324.73
2,400.28
2,478.24
tl)
2,312.75
2,387.91
2,465.52
2,545.b5
(1)
2,377.87
2,455.15
2,534.94
2,61733
�2)
2,421.55
2,500.25
2,581.51
2,665.41
�2)
2,487.94
2,568.80
2,652.29
2,738.49
�Z)
2,558.43
2,641.58
2,727.43
2,816.07
GRAI�B 020
601 ACCOLTNTANT IV
273B ANIMAL CURATOR
757 ASSISTANT DIItECTOR OF I�UMAN RIGHTS (U)
337B CODE ENFORCEMENT SUPERVISOR
211A COMPUTER SERVICES MANAGER
325B HORTICULTURE MANAGER
448A LIBRARIAN III (Appointed onibefore 7/7/88)
347B NATURAL RESOURCES MANAGER
554 PUBLIC SERVICE MANAGER— WATER UTIL
059A SAFETY COORDINATOR (Appointed prior to llU90)
10-yr IS-yr
� � �S) �� t�) t
2,534.40 2,652.53 2,777.40 2,907.50 2,996.03 3,080.00
2,616.77 2,738.74 2,867.67 3,001.99 3,�93.40 3,180.10
2,701.82 2,827.75 2,9b0.87 3,099.55 3,193.94 3,283.45
2,789.63 2,914.65 3,Q57.10 3,200.29 3,247.74 3,424.06
GRAAE 021
098 CHIEF SUR.VEYOR
124A HOU3ING CODE INSPECTION SUPERVISOR
335A RIGHT-OF-WAY SUPERVI50R
674A WIC PROGRAM MANAGER
lo-yr
l � � �� t�)
2,604.83 2,726.97 2,856.92 2,988.57 3,�81.20
2,689.49 2,815.60 2,949.77 3,085.70 3,181.34
2,776.90 2,907.11 3,Q45.64 3,185.99 3,284.73
2,867.15 3,001.59 3,144.62 3,289.53 3,391.48
GRADE 022
877 PARKING ADMINISTRATOR
�
(3)
2,677.85
2,764.88
2,854.74
2,947.52
15-yr
t
3,I67.74
3,270.69
3,376.44
3,521.b1
SUPVR OF BUII.,DING DESIGN & PLAN REVIEW
10-yr 15-yr
� ts) �� �7) �g)
2,803.84 2,93533 3,073.51 3,169.10 3,256.96
2,895.02 3,030.73 3,173.40 3,272.10 3,362.81
2,989.11 3,129.23 3,276.54 3,378.44 3,472.I0
3,086.26 3,230.93 3,383.03 3,488.24 3,620.79
n
�
C�
�
��
APPENDIX A (Continued)
��-�g`�
GRADE 023
496 ACCOL3NTANT V
881 SUPERVISOR OF REHABILITATION
350A ZONING MANAGER
r1
l�
.
Ol/OS/08
04/26/68
03/28/09
Oi/02/I0
�1) �2) t3)
2,445.47 2,631.36 2,'753.45
2,524.95 2,716.88 2,842,94
2,607.01 2,805.18 2,935.34
2,69I.74 2,89635 3,030.74
l0-yr
t � t� ��)
2,882.24 3,02037 3,161.19 3,260.99
2,975.91 3,118.53 3,263.93 3,3b6.97
3,072.63 3,219.8$ 3,370.Oi 3,476.40
3,172.49 3,324.53 3,479.54 3,58938
15-yr
{8)
3,351.42
3,460.34
3,572.80
3,725.81
GRADB 024
314B ADNIINSTRATIVE MANAGER
433A CABLE COMMUNICATIONS OFFTCER
228A EMf'LOYMENT PROGRANIS MANAGER
215B ENVIRONMENTAL HEALTH MANAGER
33 $B HOUSING & CODE ENFORCEMENT MANAGER
355B IMPOUND LOT MANAGER
125B LANDSCAPE ARCHITECT IV
446 PUBLIC HEALTH NURSING SUPERVISOR
61/OS/08
04/26/08
03/28/09
Ol/02/10
(1)
2,511.84
2,593.47
2,677.76
2,764.79
�2)
2,703.03
2,790.88
2,881.58
2,975.23
{3) {4}
2,831.82 2,964.Sb
2,923.85 3,060.91
3,018.88 3,160.39
3,116.49 3,263.10
IO-yr
� �6) ��)
3,104.20 3,252.86 3,351.42
3,205.04 3,358.58 3,464.34
3,309.26 3,467.73 3,572.8Q
3,416.81 3,580.43 3,688.92
IS-yr
�
3,443.14
3,555.04
3,670.58
3,827.77
A-7
APPENDIX A (Continued)
GRADE 24T •
713A IS SY�TEMS CiDNSULTANT IV
Start 1 yr 1.5 yr 2-yr 2.5-yr 3-yr 3.5-yr 4-yr 4.5-yr
ll) ��) � � � �� �7? �g) �
011OSl08 2,511.84 2,703.03 2,767.42 2,83I.82 2,898.19 2,964.56 3,034.38 3,104.20 3,178.53
5-yr 1Q-yr 15-yr
(10} (11) (12)
O1J05l08 3,252.86 3,351.42 3,443.14
Start i-yr 1.5-yr 2-yr 2.5 yr 3-yr 3.5-yr 4-yr 4.5-yr
�i) t2) �3) t4) �5) �6) ��) �8} (9)
04l26J08 2,593.47 2,790.88 2,85736 2,423.85 2,99238 3,06�.91 3,133.00 3,205.09 3,281.83
5-yr 10-yr 15-yr
(10} (11) (12)
04/26lOS 3,358.58 3,46034 3,555.04
•
Start 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3S-yr 4-yr 4.5-yr
� ��? � � � � � �$) �
03J28l09 2,677.76 2,881.58 2,950.22 3,018.88 3,089.63 3,16039 3,234.82 3,309.26 3,3&8.49
5-yr 10-yr 15-yr
(10) (ii) (12)
03128(09 3,467.73 3,572.8� 3,670.58
O1l02l10 Start 1-yr 1.5-yr 2-yr 2.5-yr 3-yr 3.5-yr 4yr 4.5-yr
�i) �2) �3) C4) �5) �6) (7) �g) t9)
2,764.79 2,975.23 3,046.10 3,1I6.99 3,190.04 3,263.10 3,339.95 3,416.81 3,498.62
5-yr 10-yr 15-yr
(10j (11) (12)
OiJ02/10 3,580.43 3,b8&.92 3,827.77
•
�
�
AYPENDTX A (Continued)
���� 1
GRADE 025
539 ACCOUNTING MANAGER
218B CEN'I'RAL LIBRARY PUBLIC SERVICES COORD
406 CIVIL ENGINEER IV
411 CIVIL ENGINEER IV--WATER UTILITY
149 DENTIST(Apptdpriorto 1/i/90)
333B INFORMATION SERVICE MANAGER-SPRWS
625A LIBRAItY FACILITIES MANAGER
308B IvIZ7NICIPAL GARAGE SUPERVISOR II
275A REAL ESTATE MANAGER
882 SUPERVISOR OF TECHIVICAL SERVICES
621A WATER QUAI,ITY SUPERVISOR
�
O1/OS/OS
04/26/OS
03/28/09
01/02/10
(1)
2,582.33
2,666.26
2,752.91
2,842.38
�2) �3)
2,78139 2,911.42
2,871.79 3,006.04
2,965.12 3,1Q3.74
3,061.49 3,204.61
lo-yr
(4J (5) (6) (7)
3,047.Ob 3,191.75 3,343.08 3,448.Sb
3,146.09 3,295.48 3,451.73 3,Sb0.64
3,24834 3,4a2.58 3,563.91 3,676.36
3,353.91 3,513.16 3,b79.74 3,795.84
15-yr
�
3,543.04
3,658.19
3,777.08
3,938.83
GRADE 026
283 BUILDING & HOUSING INSPECTION SUPVR
954 HEALTH ADMINISTRATION MANAGER
269B PARKS & RECREATION DESIGN MANAGER
287A PARKS & RECREATION MANAGBR
575A POLICE RESEARCH & GRANT3 MANA.GER
878 PRINCIPAL DESIGNER
100A PROGRAMADMINISTRATOIt
288B TECHNOLOGY MANAGER
•
Ol/OS/08
04/26/08
03/28/09
Oi/02/10
(1)
2,655.58
2,742.92
2,832.06
2,924.10
t2)
2,860.95
2,953.93
3,049.93
3,149.05
(3) (4) (5)
2,991.29 3,135.85 3,284.57
3,088.51 3,237.77 3,391.32
3,188.89 3,343.OQ 3,501.54
3,292.53 3,451.65 3,625.34
lo-yr
�� ��)
3,439.97 3,546.94
3,551.77 3,662.22
3,667.20 3,78124
3,�86.38 3,904.13
I S-yr
�
3,644.20
3,762.64
3,884.43
4,05130
IE9
APPENDIX A {Continued)
•
Oil05J08
04126l08
03l28/09
01102/10
O1i05{08
04/2bl08
03/28l09
Oi{�2/10
Oi/05l08
04l26lOS
03l28109
ol�ovia
ti )
2,729.b1
2,818.32
2,909.92
3,004.49
tl)
2,807.89
2,899.15
2,99337
3,090.65
tl)
2,887.49
2,98133
3,078.22
3,178.26
(
2,93937
3,034.90
3,133.53
3,235.37
(2)
3,023.04
3,12129
3,222.73
3,327.47
�
3,109.26
3,2I031
3,314.65
3,42238
GRADE �27
251A LIBRARY PUBLIC SERVICES MANAGER
(Appointed prior to 111/90)
936 PRINCIl'AL PLANNER
178A TECHNICAL & SUPPORT SERVICES MGR
iay� is-n
� � � �� ��) �
3,078.81 3,223.55 3,377.56 3,538.10 3,646.92 3,749.36
3,178.87 3,328.32 3,48733 3,653.04 3,765.44 3,871.21
3,282.18 3,436.49 3,600.67 3,771.82 3,887.82 3,997.Q2
3,388.85 3,548.18 3,717.69 3,894.4Q 4,01417 4,168.19
GRABE 028
464A ADMINISTRATION MGR--PUBLIC WORKS
708C ATTORNEY V
3QOB DEPUTY DIRECTOR OF LIEP FOR LICENSES,
PBRMITS AND CtISTOMER SERVICE
lo-yr 15-yr
� � � �� ��) �
3,166.44 3,317.77 3,471.83 3,637.81 3,753.27 3,857.15
3,269.35 3,425.6Q 3,584.66 3,756.04 3,875.25 3,982.51
3,375.60 3,536.43 3,7Qi.i6 3,878.11 4,001.20 4,111.44
3,485.31 3,651.88 3,821.45 4,��4.I5 4,131.24 4,288.03
GRADE 029
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEMS MANAGER
10-yr
�3) � �5) �� �
3,255.52 3,409.55 3,573.98 3,743.90 3,859.70
3,361.32 3,52036 3,690.13 3,865.58 3,9$5.14
3,470.56 3,634.77 3,810.06 3,991.21 4,114.66
3,583.35 3,752.90 3,933.89 4,120.92 4,248.39
15-yr
{8)
3,967.60
4,Q96.55
4,229.69
4,410.83
•
r1
LJ
�
Al'PENDIX A (Continued)
� �g �c'd �l
�
Oi/OS/08
04/26/08
03/28/09
O1/02/10
Ol/OS/08
04/26/08
03/28/09
ovouio
{1)
2,968.61
3,065.09
3,164.71
3,267.56
(1)
3,053.56
3,152.80
3,255.27
3,361.07
(2)
3,198.23
3,302.17
3,409.49
3,520.30
�2)
3,288.54
3,395.42
3,505.77
3,619.71
GRADE 030
143A ASSISTANT CITY ENGINEEit
259B BUSINESS DIVISION MANAGER-SPRWS
638A CITY EUILDING OFFICIAL
257B DISTRIBUTION DIVISION MANAGER-SPRWS
243B INFORMATION SERVICES MANAGER
25$B PRODUCTION DIVISION MANAGER-SPRWS
914 TREASURY MANAGER
439A VALUATTON AND ASSESSMENTS ENGINEER
(Appointed on/a$er i/i/9Q)
lo-yr is-yr
� � t t� ��) t
3,348.43 3,50637 3,675.10 3,850.15 3,967.60 4,083.28
3,457.25 3,62033 3,794.54 3,975.28 4,096.55 4,215.99
3,569.6I 3,737.99 3,917.86 4,104.48 4,229.69 4,353.01
3,685.62 3,859.47 4,045.19 4,237.88 4,367.15 4,539.43
GRADE 031
272A DEPUTY DIltECTOR-ECONOMIC DEVELOPMENT
096A DEPUTY DIItECTOR-NEIGHBORHOOD & HSG (iJ)
095A DEPUTY DIRECTOR-PLANNING & DESIGN
zo-n is-�
(3) (4) (5) (6) (7) (8}
3,445.16 3,608.60 3,779.82 3,960.45 4,084.82 4,199.24
3,557.13 3,725.88 3,402.66 4,089.16 4,217.58 4,335.72
3,672.74 3,846.97 4,029.50 4,222.06 4,354.65 4,476.63
3,792.10 3,972.00 4,160.46 4,359.28 4,496.i8 4,668.34
GRADE 032
�
o�iosios
04/26/08
03/28/09
OI/02/IO
(I}
3,139.92
3,241.97
3,347.33
3,456.I2
�Z)
3,38030
3,490.16
3,603.59
3,720.71
(3) (4}
3,543.41 3,712.12
3,658.57 3,832.76
3,7�7.47 3,457.32
3,900.24 4,085.93
io-n
(5) (6) (7}
3,890A5 4,074.65 4,203.41
4,016.48 4,207.08 4,340.02
4,147.02 4,343.81 4,481.07
4,281.80 4,484.98 4,626.70
is-y�
Cs}
4,319.06
4,459.43
4,604.36
4,801.54
A-11
APPENDIX A (Continued)
GRADE 033
145A ASSOCIATE CITY BNGINEER
085 CHIEF ACCOUI3TAI3T
Ol(OS(08
04l26/08
03f28/09
01102{IO
(1)
3,228.41
3,333.85
3,442.20
3,554.07
�2)
3,477.07
3,590.07
3,706.75
3,827.22
230B CHIEF ENGINEBR-SPRWS
l0-yr
� � �� �� �
3,644.48 3,81838 4,002.71 4,192.94 4,32433
3,762.93 3,942.48 4,132.80 4,329.21 4,464.87
3,885.23 4,070.61 4,267.12 4,469.91 4,609.98
4,011.50 4,202.90 4,405.80 4,615.18 4,759.80
GRADE 034
315B SUPRVISING ATTORNEY (CT)
01105/08
04(26/08
03J28l09
01(Q2(10
O1/05/08
04/26/08
03/28/09
01f02/10
O1/05/08
04J26l08
03/28/09
ovoulo
(1)
3,320.49
3,428.41
3,539.83
3,654.87
�i)
3,416.05
3,527.07
3,64L70
3,760.06
ti7
3,822.40
3,946.63
4,074.90
4,207.33
(2) {3) (4) (5)
3,576.70 3,749.27 3,928.52 4,115.77
3,642.44 3,871.12 4,056.20 4,249.53
3,812.96 3,99b.93 4,188.03 4,387.64
3,936.88 4,126.83 4,324.14 4,530.24
�2)
3,680.30
3,799.91
3,923.41
4,050.92
(Z)
4,121.17
4,25511
4,393.40
4,536.19
10-yr
�� ��)
4,313.54 4,448.28
4,453.73 4,592.85
4,59$.48 4,742.12
4,747.93 4,89624
GRADE 035
737 DEPUTY CITY ATTORNBY (U)
10-yr
�3) � �5) �� ��)
3,858.16 4,040.Q6 4,234.Q0 4,437.14 4,578.53
3,983.55 4,17136 4,371.61 4,581.40 4,72733
4,113.02 4,3Q6.93 4,513.69 4,73030 4,880.97
4,246.69 4,44b.91 4,660.38 4,884.03 5,039.60
GRADE 039
042 DIRECTOR OF MEDICAL SERVICES
(ApPointedpriorto 1/1l90)
10-yr
�3) �4) �5) �� �7)
4,318.89 4,526.04 4,746.46 4,9�4.79 5,130.67
4,459.25 4,673.14 4,900.72 5,13b.47 5,297.42
4,604.18 4,825.02 5,059.94 5,303.41 5,469.54
4,753.82 4,981.83 5,224.44 5,475.77 5,647.35
I S-yr
�$)
4,445.57
4,590.Q5
4,73923
4,942.19
IS-yr
�g)
4,575.88
4,724.60
4,878.15
5,087.06
15-yr
�$)
4,706.44
4,859.45
5,017.38
5,232.25
I S-yr
t�)
5,276.16
5,447.64
5,624.69
5,865.57
•
•
•
A-12
�����
MEMORANDUM OF AGREEMENT
BETWEEN
THE C1TY OF SAINT PAUL
AND
THE SAINT PAUL SUPERVISORS ORGANIZATION
The City of Saint Paul (hereinafter "City") and the Saint Paul Supervisors Organization
(hereinafter "Union") enter into this Memorandum of Agreement (hereinafter "MOA")
for the purpose of establishing a procedure to document and pay for attorney licenses for
employees in classifications represented by the Union that require such a license.
The City and Union agree that the following tenns and conditions apply solely and
exclusively to the job classifications of Deputy City Attorney and Supervising Attorney:
Employees will provide the appropriate license renewal form to the CAO in a
tnnely manner such that payxnent may be made prior to any deadlines for
renewal.
2. The City shall pay the full cost ofthe license fee for retention ofthe
employees' attorney license.
3. This MOA shall expire on December 31, 2010.
4. This MOA sets no precedent.
FOR THE CITY:
��=.a'Zi/
on Sc dt
Labor Relations Manager
Date: S�-G O8
FOR THE UNION:
Dave agner
President, SPSO
Date: � l�If�z6
2009N10A Anamry Lcase p8-l0.doc