09-665CouncilFile# 09-��
Green Sheet # 3071524
m
Presented by
RESOLUTION
PAUL, MINNESOTA
0
1 RESOLVED, that the Council ofthe City of Saint Paul hereby approves and ratifies the attached
2 May 1, 2009 through Apri130, 2012 Collective Bargaining Agreement between the City of Saint Paul and
3 the International Brotherhood of Electrical Workers, Local 110.
Hazris
Helgen
Thune
✓
Adopted by Council: Date �
Absent Requeste f b' D t �� Human Resources
✓ By. Ange Nalezny, D' t
Approved by the Office of Financial Services
BY �/ ���i�
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Adoption Certified by Counc'I Secretary gy,
By. r
Approve ayor � Date � �
BY � /�Af
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� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
DepartmeM/Office/Couneil: Date Initiated:
HU — Human Resources ,,,,�N-09 Green Sheet NO: 3071524
Contact Person & Phone: ��^e� SentTo Person InitiallDate
Jason Schmidt � o umanxesources 0
266-6503 1 umanResources De artmentDirector
Assign 2 iosnciai Services ce Fioanasl Services
Must Be on Council Agenda by (Date): Number 3 � Atto 0
For
Routing 4 a or'sOtfice Ma or/Assistsnt
Doa Type: RESOLUTION W/$ Order 5 ounca Ci Council
TRANSACTION 6 ' Clerk C' Clerk
EAocumefrt Required: Y
Document Contact: Sue Wegwerth
CoMact PMne: 26665�3
Total # of Signature Pages _(Clip All Locations for Signature)
Action Requested: �
Resolution approving the attached May 1, 2009 - Apri130, 2012 Collective Bargaining Agreement between the City of Saint Paul
and the Intemational Brotherhood of Electrical Workers, Local 110.
Recommendadons: Apprwe (A) or Reject (R): Personai Service Contrects Must Answerlhe Following Questions:
Planning Commission 1. Has this perso�rm ever worked under a contrect for this department?
CIB Committee Yes No
Civil Service Commission 2. Has ttiis person/firm ever been a city employee?
Yes No
3. Does this personffirm possess a skill not normally possessed by any
' current city employee?
Yes No
Erzpiain all yes answers on separate sheet and attach to green sheet.
Initiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
The Agreement with the Intemational Brotherhood of Electrica( Workers, Local 110 expired on Apri130, 2009. The City is required
to negotiate with the Bargaining Unit.
AdvantageslfApproved:
An ageement reached through good faith collective bargaining will be in place through Apri130, 2012.
DisadvanWges H Approved:
None
DisadvanYeges If Not Approved:
The City would be required to reopen negotiations with the Bazgaining Unit. This would shain the relationship with the Bargaining
Unit.
Total Amount of
Trensaction: CosVRevenue Budgeted:
Funding Source: Activity Number:
Financial ir�formation:
(Explain)
June 91, 2009 4:46 PM Page t
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ATTACHMENT TO THE GREEN SHEET
COLLECTIVE BARGAINING AGREEMENT WTI'H
THE ELECTRICIANS LOCAL #110
Below is a summary of the changes in the Collective Bazgaiiung Agreement between the City of
Saint Paul and the Electricians Local #110.
Duration:
May 1, 2009 through Apri130, 2012.
Wases:
The City agreed to the outside prevailing wage rate for each of the next three years.
Compensation retroactive to May l, 2009 for wages and benefits.
Probation Period
Probationary period changed from a six (6) month period to one (1) year period.
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MAY i, 20Q9 - APRIL 30, -2012
COLLECTIVE BARGAINING
AGREEMENT
BETWEEN
`� �� � � � � �
: THE CITY OF SA1NT PAUL
A1vD _
_ � � INTERNA`i'IONAL BROT`I3ERHOOD OF =
� . � � - �LECTI2ICAL ��RKERS, LOC�L 1�0
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ARTICLE TITLE
Preamble ........................................................
PAGE
...
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1 Purpose ................................................................................................................1
2 Recognition ..........................................................................................................1
3 Employer Rights ..................................................................................................1
4 Union Rights ........................................................................................................2
5 Scope ofthe Agreement .......................................................................................2
6 ProbationaryPeriods ............................................................................................2
7 PhilosophyofEmployment and Compensation .....................................................3
8 Hours of Work .....................................................................................................3
9 Overtime ..............................................................................................................4
10 CallBack .............................................................................................................5
11 Work Location .....................................................................................................6
12 Wages and Fringe Benefits ...................................................................................6
• 13 Selection of Leads, General Leads and General Lead In Charge ............................7
14 Holidays ...............................................................................................................7
15 Disciplinary Procedures ........................................................................................ 8
16 Absences From Work ...........................................................................................8
17 Seniority ..............................................................................................................9
18 Jurisdiction ...........................................................................................................9
19 Separation and Retirement .................................................................................10
20 Tools .................................................................................................................10
21 Grievance Procedure ..........................................................................................10
22 Right of Subcontract ..........................................................................................13
23 Non-Discrniunation ............................................................................................13
24 Severability ........................................................................................................13
25 Waiver ...............................................................................................................13
26 City Mileage ......................................................................................................14
27 Leave .................................................................................................................14
28 Safery ................................................................................................................15
29 Legal Services ....................................................................................................15
30 Master of Record Requirexnent ...........................................................................15
• 31 UniformAllowance ............................................................................................15
32 Duration and Pledge ...........................................................................................15
INDEX (Confinued)
AppendisA ....................................................................................................... Al
AppendixB .....................................................••••-............................................. Bl
AppendixC .....................................,................................................................. Cl
Append'uc D ....................................................................................................... Dl
Appendii� E Tools ............................................................................................. El
Append'uc F Worldng Conditions - Electrical Inspectors ......................................Fl
Appendix G Senior Trades Coordinator MOU ................................................... Gl
Appendix H Apprentice Matrilc ......................................................................... Hl
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PREAMBLE
This Agreement is entered into between the City of Saint Paul, hereinafter referred to as
the Employer and the International Brotherhood of Electrical Workers, Local 110 hereinafter
referred to as the Union.
The Employer and the Union concur that this Agreement has as its objective the
promotion of the responsibilities of the City of Saint Paul for the benefit of the general public
through effective labor-management cooperation.
The Empioyer and the Union both realize that this goal depends not only on the words in
the Agreement but rather primarily on attitudes between people at all levels of responsbility.
Constructive attitudes of the Employer, the Union, and the individual exnployees will best serve
• the needs of the general public.
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• ESRTICLE 1- PURPOSE
1.1 The Employer and the Union agree that the purpose for entering into this Agreement is to:
1.1(1) Aclueve orderly and peaceful relations, thereby establishing a system of
unurterrupted operations and the highest level of employee performance that is
consistent with the safety and well-being of all concerned;
1.1(2) Set forth rates ofpay, hours of work, and other conditions of employment as
have been agreed upon by the Employer and the Union;
1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this Agreement without loss of productivity.
1.2 The Employer and the Union agree that this Agreement serves as a supplement to
legislation that creates and directs the Employer. If any part of this Agreement is in
conflict with such legislation, the latter shall prevail. The parties, on written notice, agree
to negotiate that part in conflict so that it conforms to the statute as provided by
Article 24 (SEVERABILITY).
ARTICLE 2 - RECOGiVITION
• 2.1 The Employer recognizes the Union as the exclusive representative for collective
bargaining purposes for all personnel having an employment status ofregulaz,
probationary, provisional, temporary, and emergency, employed in the classes of positions
defined in 2.2 as certified by the Bureau of Mediation Services in accordance with Case
No. 73-PR-477-A, dated Apri116, 1973.
2.2 The classes of positions recognized as being exclusively represented by the Union are as
listed in Append'vc A.
ARTICLE 3 - EMPLOYER RIGHTS
3.1 The Employer retains the right to operate and manage all personnel, facilities, and
equipment; to establish functions and programs; to set and amend budgets; to determine
the utilization of technology; to establish and modify the organizational structure; to
select, direct, and detennuie the nuxnber of personnel; and to perform any inherent
managerial fiuiction not specifically ]imited by this Agreement.
3.1(1) Selection ofpersonnel will be based on the merit system defined in the City
Charter Section 12.01.
3.2 Any "term or condition of employmenY' not established by this Agreement shall remain
with the Employer to eliminate, modify, or establish following written notification to the
• Union.
ARTICLE 4 — UNION RIGHTS
4.1 The Employer shall deduct from the wages of employees who authorize such a deduction
in writing an amount necessary to cover monthly Union dues. Such monies deducted shall
be remitted as directed by the Union.
4.1(1) The Employer shall not deduct dues from the wages of employees covered by
this Agreement for any other labor organizarion
4.1(2) The Union shall indemnify and save liannless the Employer firom any and all
claims or charges made against the Employer as a result ofthe unplementation of
this Article.
4.2 The Union may designate one (1) employee from the bazgaining unit in each department to
act as a Stewazd and shall inform the Employer in writnig of such designation. Such
employee shall have the rights and responsbilities as designated in Article 21
(GRIEVANCE PROCEDURE).
43 Upon notification to a designated Employer supervisor, the Business Manager of the
Union, or his/her designated representative shall be permitted to enter the ficilities of the
Employer where employees covered by this Agreement are worldng.
ARTICLE 5— SCOPE OF THE AGREEMENT
5.1 This Agreement established the "terms and conditions of employmenY' defined by M.S.
179A.09, Subd. 19 for all employees exclusively represented by the Union. This
Agreement shall supersede such "terms and conditions of employmenY' established by
Civil Service Rule, Council Ordinance, and Council Resolution. Employees represented
by this Union aze not subject to nor do they have any rights under the Saint Paul Civil
Service Rules.
ARTICLE 6 — PROBATIONARY PERIODS
6.1 All personnel, originally hired or rehired following separation, in a regular employment
status shall serve an one (1) year probarionazy period during which rime the employee's
fitness and ability to perform the class of positions' duties and responsb�lities shall be
evaluated.
6.1(1) At any time during the probationary period an employee may be termumated at
the discretion ofthe Employer without appeal to the provisions of Article 21
(GRIEVANCE PROCEDURE).
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6.1(2) An employee terminated during the probationary period shall receive a written •
notice of the reason(s) for such termination, a copy of which shall be sent to the
Union.
AgtTICLE 6 — PYtOBATIONARY PERIOD5 (Continued)
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• 6.2 Personnel who aze assigned to Lead, General Lead or General Lead in Charge positions
under the terms of Article 13 (SELECTION OF LEADS, GENERAI, LEADS AND
GENEI2AL LEAD IN CHARGE} shall not serve a probationary period and maybe
reassigned back to a previous classification at the discretion ofthe Employer.
6.2(1) At any time during the promotional probationary period an employee may be
demoted to the employee's greviously held class of positions at the discretion of
the Employer without appeal to the provisions of Article Zl (GRIEVANCE
PROCEDCTRE).
6.2(2) An employee demoted during the promotional probationary period shall be
retumed to the employee's previously held class of positions and shall receive a
written notice of the reason(s) for demotions, a copy of which shall be sent to the
Union,
ARTICLE 7— PHILOSOPHY OF EMPLOYMENT AND COMPENSATION
7.1 The Employer and the Union are in full agreement that the philosophy of employment and
compensation shall be a"cash" hourly wage and "iudustr�' fringe benefit system.
7.2 The Employer shall compensate employees for all hours worked at the basic hourly wage
. rate and hourly fringe benefit rate as found in Article 12 (WAGES AND FRINGE
BENEFITS).
7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee
except as specifically provided for in this Agreement.
7.4 Employees covered by this bargainnig agreement shall be paid on the same pay schedule as
other City employees.
ARTICLE 8— HOURS OF WORK
8.1 The normat work day shall be eight (8) consecutive hours per day, excluding a thirty (30)
minute unpaid lunch period.
8.2 The nomial work week shall be five (5) consecutive normal work days in any seven (7)
day period.
8.3 Shifts other than the regulaz daytime shift Monday through Friday may be established.
Such shifts must be inanitained for a period of at least one (1) work week. The sewnd
shift shall be a regulaziy scheduled shift which follows a regulaziy scheduled first shift of
five (5) hours or greater. The third shift shall be a regularly scheduled shift which follows
a regvlarly scheduled second shift of five (5) hours or greater.
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ARTICLE 8— HOURS OF WORK (Continued)
8.3(1) Notwithstanding Sections 8.1 through 83, employees in superv3sory •
classifications may, through mutual agreement with the Employer, work
schedules other than schedules liurited by the normal work day and work week
as set forth in Sections 8.1 through 8.3. Overtime compensation for employees
working under such agreements shall be subject to the provisions of the Fair
Labar Standards Act.
8.4 For employees on a shift basis, this shall be construed to mean an average of forty (4o)
hours a week.
8.5 This section shall not be construed as, and is not a guarantee o� any hours of work per
normal work day or per nomial work week.
8.6 An employee nonnally working on a particular shift may be transferred from that shift to
another shift upon one (1) week's notice; provided, however, that in the event of a
vacancy, an employee may be assigned to another shift to fill such vacancy upon twenty-
four (24) hours notice.
8.7 All employees shall be at the wor� location designated by their supervisor, ready for work,
at the established starting time, and shati remain at an assigned work location until the end
of the established work day unless otherwise directed by their supervisor.
8.8 AII employees are subject to call-back by the Empioyer as provided by Article 10 (CALL •
BACK).
8.9 Employees reporting for work at the established starting time, and for whom no work is
available, shall receive pay for two (2) hours at the basic ho�ly rate, unless notification
has been given not to report for work prior to leaving home, or durin� the previous work
day.
8.10 The Empioyer shall be required to give no less than six and one-half (6.5) hours notice,
when an employee is to be laid og
ARTICLE 9 — OVERTIME
9.1 All overtime compensated for by the Employer must receive prior authorization from a
designated Employer supervisor. No overtime work claim will be honored for payment or
credit unless approved 'm advance. An overtime claim will not be honored, even though
shown on the time card, unless the required advance approval has been obtained.
9.2 The overtime rate of one and on�half (1,5) the basic hourly rate shall be paid for work
performed under the following circumstances:
9.2(1) Tmme worked ia excess of eight (8) hours in any one norma� work day; aud •
Al2TICLE 9 — OVERTIME (Continued)
• 9.2(2) Tune worked on a sixth (6th} day following a normal work week
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9.2{3) Time actually spent doing certain work on smokestacks, structural radio or
television towers and bridges over water requiring employees with special talents
in climbing or working at unusual heights away from solid, guarded platforms,
scaffolds or permanent, enclosed ladders.
93 The overtime rate of two (2) times the basic hourly rate shall be paid for work performed
under the following circumstances:
9.3(i) Tnne worked on a seventh (7th) day foIlowing a normal work week; and
93(2) Time worked in excess oftwelve (12) consecutive hours in a twenty-four (24)
hour period, provided, that all "emergenc}�' work required by "Acts of God"
shall be compensated at the rate of one and one-half (1.5).
9.4 For the purposes of caiculating overtime compensation, overtime hours worked shall not
be "pyramided," compounded, or paid twice for the sazne hours worked.
9.5 Overtime hours worked as provided by this Article shall be paid 'm cash or in
compensatory time. The basis on which overtime shall be paid shall be detennnied solely
• by the Employer. Compensatory time off must be approved by the Employer.
ARTICLE 10 — CALT.-BACK
10.1 The Employer retains the right to call back employees before an employee has started a
normal work day or normal work week and after an employee has completed a normal
work day or normal work week.
10.2 Employees called back shall receive a m;n;mum of four (4) hours pay at the basic hourly
rate.
10.3 The hours worked based on a call-back shall be compensated in accordance with Article 9
(OVERTIME), when applicable, and subject to m;n;mum established by 10.2 above.
10.4 Employees called back four {4) hours or less prior to their normal work day shall complete
the normal work day and be compensated only for the overtime hours worked in
accordance with Article 9 (OVERTIME).
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ARTICLE 11- WORK LOCATION
11.1 Employees shall report to work location.as assigned by a designated Employer supervisor.
During the normal work day employees may be assigned to other work locations at the
discretion of the Employer.
11.2 Employees assigned to work locations during the nornrnal work day, otUer than their
original assigiment, and who are required to fumish their own transportation shall be
compensated for mileage.
ARTICLE 12 - WAGES AND FRINGE BENEFITS
12.1 The basic hourly wage rates as established by Appendix C shall be paid for aIl hours
worked by aa employee. The basic hourly wage rates as established by Appendix H shall
be paid for all hours worked by an apprentice.
12.2 Partieipating employees shall be wmpensated in accordance with Article 12.1 and have
fringe benefit contnbutions and/or deductions made on their behalf as provided for by
Article 12.5.
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Participating employees shall use all vacation that they haue eamed and are eligible for as
outlined in the Saint Paul Electrical Workers Regular Vacatiott and Holiday & Reserve •
Trust Plan Documents. °
I23 Provisional, temporary, and emergency amployees shall be cottsidered, for the purposes of
this Agreement, participating employees and shall be compensated in accordance with
Article 12.1 and have fringe benefit contnbutions and/or deductions made in their behalf as
provided for by Article 12.5.
12.4 All regulaz employees employed in a title in this bazgaining unit after February 15, 1974,
shall be considered, for the putpose of this Agreement, participating employees and shall
be compensated in accordanca with Articie I2.1 (WAGES AND FRINGE BENEFITS)
and haue fringe benefit contnbutions and/or deductions made on their behalf as provided
for by Article 12.5. Employees who promote, transfer or reduce to any ritle m this
bargaining unit from any title which is not in this bazgaining unit shall not be allowed to
use any accumutated sick leave credits wlu7e they are in such title.
If the employee promotes, transfers or reduces to any title wluch is not in this bazgauvng
unit and if sick leave is aitowed under the new title, the accumulated sick leave the
employee had at the time such employee became a member of this bargaining unit shall be
reinstated.
12.5 The E�loyer shall make conmbutions on behalf of and/or make deductions from the
wages of empioyees covere� by this Agreement in accordance with Appendix D for all •
hours worked.
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• AIZTICLE i3 - SELECTION OF LEADS, GENERAL LEADS AND
GENERAL LEAD IN CHARGE
131 The selection ofpersonnel for the class ofpositions Lead Electrician, General Lead
Electrician and General Lead Electrician In Chaz•ge shall remain solely with the Employer.
13.2 The class ofpositions, Lead Elecfrician, General Lead Electrician and General Lead
Electrician In Charge, shall be filled by employees of the bargauiing unit on a"temporary
assignment " Any employee who is assigned to one of the above classes may be
subsequently reassigned under the terms of Article 6.2 (PROBATIONARY PERIODS).
Such reassignment may be back to any one of the employee's previous classifications and
rates of pay. The decision to reassign an employee out of one of the above classes is not
grievable/arbitrable under Article 21 (GRIEVANCE PROCEDURE). It is understood
that this clause 13.2 does not apply to employees who were appointed to these classes
prior to the signing of the 2000-2003 Agreement.
133 All "temporary assignments" shall be made only at the direction of a designated Employer
supervisor.
13.4 If the General Lead Electrician has scheduled tvne off of four (4) days or more, a
• temporary will be assigned on the first day ofthe scheduled time offunless the General
Lead Electrician is absent due to locat seminars or other city business and is availabie by
phone. No temporary assignment is necessary if the General Lead Electrician is absent for
three (3) days or less due to illness or scheduled time off.
13.5 The Lead Electrician will be replaced on the first (1 st) day of an absence. This provision
13.5 shall not apply to the Water L3tility, until and uniess the Water Utility employs two
non-Lead Journeyman Electricians.
ARTICLE 14 - HOLIDAYS
14.1 The following ten {10) days shall be designated as holidays:
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New Yeaz's Day, January 1
Martin Luther King Day, third Monday in January
Presidents' Day, third Monday in February
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first Monday in September
Veterans' Day, November 11
Thaz�ksgiving Day, fourth Thursday in November
Day after Thanksgiving, fourth Friday in November
Christmas Day, December 25
ARTICLE 14 — HOLIDAYS (Continued)
14.2 When New Year's Day, Iadependence Day or Christmas Day falls on a Sunday, the •
following Monday shall be considered the designated holiday. When any ofthese tY�ree (3)
holidays falls on a Saturday, the preceding Friday shall be considered the designated
holiday. For those employees assigned to a work week other tban Monday through
Friday, these three holidays shall be observed on the catendaz date of the holiday.
14.3 The ten (10) holidays shall be considered non-work days.
14.4 I� in the judgment of the Empioyer, personnel aze necessary for operating or emergency
reasons, employees may be scheduled or "called back" in accordance with Article 10
(CALIrBACK).
14.5 Participating employees, as defined in Articles 12.2, 123, and 12.4, assigned to work on
Markin Luther King Day, President's Day, Day after Thanksgiving, or Veteran's Day, shall
be compensated on a straight time basis for such hours worked.
14.6 Participating employees, as defined in Articles 12.2, 12.3, and 12.4, assigned to work on
New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or
Christmas Day, shall be compensated at the rate oftwo (2) times the basic hourly rate for
all hours worked.
14.7 Columbus Day and the day before Christmas Day shall be considered work days. All •
employees working on these days shall be compensated on a straight time basis.
ARTICLE 15 — DISCIPLINARY PROCEDURES
I5.1 The Employer shall ]�ave the right to impose disciplinary acrions on employees for just
cause.
15.2 Disciplinary actions by the Employer shall include only the following actions:
15.2(1) Oralreprunatid;
15.2(2) Written repriuvwd;
15.2(3) Suspension;
15.2(4) Demotion;
15.2(5) Discharge.
ARTICLE 16 — ABSENCES FROM WORK
16.1 Employees who aze unable to report for their normal work day t�ave the responsb�7ity to
notify their supervisor of such absence as soon as possble, but in no event later than the
beginning of such work day.
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ARTICLE 16 — ABSENCES FROM WORK (Continued)
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16.2 Faihue to make such notifica6on may be grounds for discipline as provided in Article 15
(DISCIPLINARY PROCEDURES).
16.3 Failure to report for work without notification for three (3) consecutive normal work days
may be considered a"quiY' by the Employer on the part of the employee.
ARTICLE 17 — SENIORITY
17.1 Class Seniority: The length of continuous regular and probationary service with the
Employer from the date an employee was first appointed to a class title covered by this
Agreement.
17.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a
leave is granted for a period of less than thirty (30) calendaz days; is granted because of
illness or injury; is granted to allow an employee to accept an appointment to the
unclassified service of the Employer or to an elected or appointed full-tune position with
the Union.
173 Seniority shall temunate when an employee retires, resigns, or is discharged.
17.4 In the event it is determined by the Employer that it is necessary to reduce the work force,
all temporary employees shall be released prior to the layoff of permanent employees.
Further, it is managemenYs intent that permanent employees will be laid offby class title
within each department, based on inverse length of "Class Seniority". However,
management reserves the right to institute layoffs out of seniority order for legitimate
business reasons. ManagemenYs exercise ofthis right shall not be arbitrary or capricious.
Ifthe Union believes that an out-of-arder layoffhas occurred for an azbitrary or capricious
reason, such decision may be grieved under Article 21 (GRIEVANCE PROCEDURE).
Recall from layoff shall be inverse order of layoff, except that recall rights shall expire
after two (2) years of layoff. This Article shall not be used in place of Articie 15
(DISCIPLINARY PROCEDURES) to discharge empioyees.
ARTICLE 18 — JURISDICTION
18.1 Disputes conceming work jurisdiction between and among unions is recognized as an
appropriate subject for determination by the various unions representing employees of the
Employer.
18.2 The Employer agrees to be guided in the assignment of work jurisdiction by any mutual
agreements between the unions involved.
18.3 In the event of a dispute conceming the performance or assignment of work, the unions
involved and the Employer shall meet as soon as mutually possble to resolve the dispute.
Nothing in the foregoing shall restrict the right ofthe Employer to accomplish the work as
ARTICLE 18 - JURISDICTION (Continued)
originally assigned pending resolution of the dispute or to restrict the Employer's basic �
right to assign work.
18.4 Any employee refusing to perform work assigned by the Employer and as clarified by
Sections 18.2 and 183 above shatl be subject to disciplinary action as provided in Article
15 (DISCIPLINARY PROCEDURES).
18.5 There shall be no work stoppage, slow down, or any disruption of work resultiag firom a
work assignment.
ARTICLE 19 - SEPARATION AND RETIREMENT
19.1 Employees having a probationary or regvlaz employment status shall be considered
sepazated from empioyment based on the following actions:
19.1(1) Resignation: Employees resigning from employment shall give written
notice fourteen (14) calendar days prior to the effective date of the
resignation.
19.1(2) Discharge: As provided in Article 15 (DISCIPLINARY
PROCEDURES).
19.1(3) Failure to Report for Duty: As provided for in Article 16 •
(ABSENCES FROM WORK).
19.2 Employees having an emergency, temporary, or provisional employment status may be
terminated at the discretion of the Employer before the completion of a norrr�al work day.
ARTICLE 20 - TOOLS
20.1 All employees shall personally provide themselves with the tools of the trade as listed in
Appendix E.
ARTICLE 21- GRIEVANCE PROCEDURE
21.1 The Emptoyer s]�a2t recognize Stewards se2ected in accoidance with Union rules and
regularions as the grievance representative of the bazgaining unit. The Union shall notify
the Employer in writing ofthe names ofthe 5tewazds and oftheir successors when so
named.
21.2 It is recognizerl and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and resgonsibilities of the •
employees and shall therefore be accomplished durmg worldng hours only when consistent
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ARTICLE 21— GRIEVANCE PROCEI9UI�E (Continued) �_��
• with such employee duties and responsbilities. The Stewazd involved and a grieving
employee shall suffer no loss in pay when a grievance is processed during working hours,
provided the Steward and the employee have notified their supervisor to be absent to
process a grievance and that such absence would not be detrimental to the work programs
ofthe Employer.
21.3 The procedure established by this Article shall be the sole and exclusive procedure,
including the appeal of disciplivary action as provided by Article I S(DISCIPLINARY
PROCEDURES) for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this Agreement.
21.4 Grievances shall be resolved in conformance with one or the other of the following
procedures. The grievant may choose either the grievance process of the Civil Service
Commission or the grievance process outlined below. The determination for processing
of grievances shall be made at the tune of filing the grievance.
Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee
involved shall attempt to resolve the matter on an infom�al basis with the
employee's supervisor. If the matter is not resolved to the empioyee's satisfaction
by the informal discussion it may be reduced to writing and referred to Step 2 by
the Union. The written grievance shall seC forth the nature of the grievance, the
facts on which it is based, the alleged sections(s) of the Agreement violated, and the
• relief requested. Any alleged violation of the Agreement not reduced to writing by
the Union within seven (7) calendar days of the first occurrence of the event giving
rise to the grievance or within the use ofreasonable diligence should have had
knowledge ofthe first occurrence ofthe event giving rise to the grievance, shall be
considered waived.
Step 2. Within seven (7) calendar days after receiving the written grievance a designated
Employer supervisor shall meet with the Union Steward and attempt to resolve
the grievance. If, as a result ofthis meeting, the grievance remains unresolved,
the Employer shall reply in writing to the Union within three (3) calendar days
following this meeting. The Union may refer the grievance in writing to Step 3
within seven (7) calendar days following receipt of the Employer's written
anc wer. Any grievance not referred in writing by the Union within seven (7)
calendar days following receipt of the Employer's answer shall be considered
waived.
Step 3. Within seven (7) calendaz days following receipt of a grievance referred from
Step 2 a designated Employer supervisor shall meet with the Union Business
Manager or his/her designated representative and attempt to resolve the
grievance. Within seven (7) calendar days following this meeting the Employer
shall reply in writing to the Union stating the Employer's answer concerning the
grievance. I� as a result of the written response the grievance remains
• unresolved, the Union may refer the grievance to Step 4. Any grievance not
referred to in writing by the Union to Step 4 within seven (7) calendar days
following receipt ofthe Employer's answer shall be considered waived.
ii
ARTICLE 21— GRIEVANCE PROCEDURE (Continued)
�
Step 4. If the grievance remains unresolved, the Union may within seven (7) calendar
days after the response of the Empioyer in Step 3, by written norice to the
Employer, recluest arbitration ofthe grievance. The arbitrafion proceedings shall
be conducted by an arbitrator to be selected by mutual agreement of the
Employer and the Union within seven ('� calendar days after notice has been
given. If the parties fail to mutually agree upon an azbitrator within the said
seven ('n day period, either party may request the Bureau of Mediation Services
to submit a panel of five (5) arbitrators. Both the Employer an@ the Union shall
haue the right to strike two (2) names from the paneL The Union shall strike the
fnst (1 st) uaine; the Employer shall then strike one (i ) name. The process wi12
be repeated and the rema;n;ng person shall be the arbitrator.
21.5 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 subxnitted in writing by the Employer and the Union and shall have no
authoriry to make a decision on any other issue not so submitted. The arbitrator shall be
cvithout power to maice decisions contrary to or mconsiste� with or modifying or varying
in any way the application of laws, rules, or regulations having the force and effect of law.
The arbitrator's decisioxi shall be submitted in writing within thirty (30) days following •
close of the hearing or the submission of briefs by the parties, wiuchever be later, unless
the parties agree to an a�ension. The decision shall be based solely on the azbitrator's
interpretation or agplication of the express terms of this Agreement and the facts of the
grievance presented. The decision of the arbitrator shall be final and binding on the
Employer, the Union, and the employees.
21.6 The fees and expenses for the arbitrator's services and proceedings shall be bome equally
by the Employer and the Union, provided that each party shall be responsble far
compensating its own representative and witnesses. If either party cancels an arbitration
hearing or asks for a last minute postponement that leads to the arbitrators maldng a
charge, the canceling party or the party asldng for the postponement shall pay this charge.
If either party desires a verbatim record ofthe proceedings, it may cause such a record to
be made, providing it pays for the record.
21.7 The time limits in each step of this procedure may be extended by mutual agreement of the
Employer and the Union.
•
12
��'t- (��5
• ARTICLE 22 - RIGHT OF SUBCONTRACT
221 The Ernployer may, at any time during the duration of tbis Agreement, contract out work
done by the employees covered by this Agreement. In the event that such contracting
wouid result in a reduction of the work force covered by this Agreement, the Employer
shall give the Union a ninety (90) calendaz day notice of the intention to sub-contract.
22.2 The sub-contracting of work done by the employees wvered by this Agreement shall in all
cases be made only to employers who qualify in accordance with Ordinance No. 14013.
ARTICLE 23 - NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to employees equally without
regazd to, or discrimination for or against, any individual because of race, color, creed,
se� age, disability or because of inembership or non-membership in the Union.
23.2 Employees will perform their duties and responsibilities in a non-discrnnniatory manner as
such duties and responsbilities involve other employees and the general pubfic.
ARTICLE 24 - SEVERABILITY
• 24.1 In the event that any provision(s) of this Agreement is declazed to be contrary to law by
proper legislative, adininistrative, or judicial authority from whose finding, detennination,
or decree no appeal is taken, such provision(s) shall be voided. All other provisions shall
continue in full force and effect.
24.2 The parties agree to, upon written notice, enter into negotiations to place the voided
provisions of the Agreement in compliance with the legislative, admniistrative, or judicial
detennuiation.
ARTICLE 25 - WAIVER
25.1 The Employer and the Union aclmowledge that during the meeting and negotiating which
resulted 'm this Agreement, each had the right and opportunity to make proposats with
respect to any subject concerning the terms and conditions of employment. The
agreements and understandings reached by the parties after the exercise of this right are
fully and completely set forth in this Agreement.
25.2 Therefore, the Employer and the Union for the duration of this Agreement agree that the
other party shall not be obligated to meet and negotiate over any term or conditions of
employment whether specifically covered or not specifically covered by this Agreement.
The Union and Employer may, however, mutually agree to modify any provision of this
• Agreement.
13
ARTICLE 25 - WAIVER (Continued}
253 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or �
regulations regazding the terms and conditions of employment, to the extent they aze
inconsistent with this Agreement, aze hereby superseded.
ARTICLE 26 - CITY MII.EAGE
26.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 ofthe Saint Paul
Administrative Code, as amended, pertaiiring to reimbursement of City officers and
employees for the use oftheir own automobiles in the perfonuance of their duties, the
following provisions are adopted.
26.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head. Effective
7anuary l, 2004, when an employee is required to use his/her personat automobile to
conduct authorized City business, the Ciry shall reimburse the employee at the then
current Federal IRS mileage reimbursement rate on the most direct route.
263 The City will provide pazking at a locarion and inanner of the employer's choice within a
reasonable distance of the work site for Ciry employees on the above mentioned type of
reimbursement plans who aze required to have their personai car available for Ciry
business. Such parking will be provided only for the days the ecnployee is required to have
his/her own personal caz available. •
26.4 Rules and Regnlations: The Mayor shall adopt rules and regulations governing the
procedures for automobile reunbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly affidavits stating the number of days worked and the number of miles driven, and
further require that they maintain automobile liability insurance in amounts of not less than
at least the minimums required by the state of Minnesota These rules and regulations,
together with the amendment thereto, st�all be maintained on file with the City Clerk
ARTICLE 27 - LEAVE
27.1 Maternity Leave: Matemity is defined as the physical state of pregnancy of an employee,
commencing eight (8) months before the estimated date of childbnth, as determined by a
physician, and ending six (� montbs after the date of such birth In the event of an
employee's pregnancy, the employee may apply for leave without pay at any rime during
the period stated above and the employer may approve such leave at its option, and such
leave may be no longer tban one (1) yeaz.
27.2 Eleciion to OSce: Section 12.07.5 of the City Charter shall apply to members of this
bargaining unit who aze elected to City office.
•
14
C��t-(� 1� S
• ARTICLE 28 - SAFETY
28.1 The Employer and employees shall cooperate in the enforcement of ali applicable
regulations for the enforcement of job safety. If an employee feels that his/her work
duties or responsibilities require such employee to be in a situation that violates state
safety laws or Iegally promulgated standards, the matter shall be immediately looked in
to by the Employer.
ARTICLE 29 - LEGAL SERVICES
29.1 Except in cases ofmalfeasance in office or willful or wanton neglect of duty, employer
shall defend save harmless and indemnify employee against tort claim or demand whether
groundless or otherwise arising out of alleged acts or omission occurring in the
performance or scope of the employee's duties.
29.2 Notwithstanding Article 29.1, 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.
ARTICLE 30 - MASTER OF RECORD REQUIREMEllTT
• 30.1 The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State of
Minnesota as Master of Record for the employer's use.
ARTICLE 31- UNIFORM ALLOWANCE
31.1 Electrical Inspectors in the Fire Department who aze required to wear a specified uniform
shall receive an allowance of $425.25 per calendaz yeaz from the Fire Department.
31.2 Electricians in the St. Paul Regional Water Services who are required to wear a uniform
as determined by the Employer shall receive an initial issuance upon hire of $289.00
toward the purchase of uniform items. They shall teceive a uniform maintenance
allowance beginning in the first yeaz after initial issuance of $150.00 per calendar year.
The MOU of 11/27/2001 is no longer in effect.
AR'I'ICLE 32 - DUItATION AND PLEDGE
32.1 This Agreement shall become effective as of May i, 2009 and shall reinain in effect
through the 30th day of April, 2012 and continue in effect from year to year thereafter
unless norice to change or to terminate is given in the manner provided in Article 32.2 of
this Agreement.
• 32.2 If either party desires to terminate or modify this Agreement, effective as of the date of
expiration, the party wishing to modify or terminate the Agreement sYiall give written
15
ARTICLE 32 - DURATION AND PLEDGE {Continued)
32.2 If either party desires to terminate or modify this Agreement, effective as of the date of •
expiration, the party wishing to modify or terminate the Agreement shall give written
notice to the other party, not more than ninety (90) or less than sixty (60) calendaz days
prior to the expiration date, provided that the Agreement may only be so terminated or
modified effecfive as of the expiration date.
323 In consideration of the terms and conditions of employment established by this
A�'eement and the recognition that the "GRIEVANCE PROCEDURE herein established
is the means by which grievances concerning its application or interpretation may be
peacefully resolved, the parties hereby pledge that during the term of the Agreement:
323(1) The Union and the employees will not engage in, instigate, or condone any
concerted action in which employees fail to report for duty, willfully
absent tfiemselves from work, stop work, slow down fheir work, or absent
themselves in whole or part from the full, faithfiil performance of their
duties of employment.
323(2) The Employer will not engage in, instigate, or condone any lock-out of
employees.
323(3) Tius constitutes a tentative agreement between the parties which will be
recommended by the Manager of Labor Relations, but is subj ect to the
approval of the Administration of the City and is also subject to •
ratification by the Union.
AGREED and attested to as the full and complete understanding of the parties for the period of
time herein specified by the signature of the following representative from the Employer and the
Union.
WITNESSES:
CITY OF SAINT PAUL
, 6�a�iy
on Schmidt Date
Labor Relations Manager
� �� a
Tracey Blee D te
Labor Relations Specialist
INTERNATIONAL BROTf�RHOOD OF
ELECTRICAL WORKERS, LOCAL 110
//, . . � . .> � � ��
-,
�.- '-. .. �. -
Business Manager
,
�/.�.� ' � � li � - �
� -
.0 - . .u. . �.
' - .-� � i
J
16
��t-(o�5
• APPENDIX A
The classes of positions recognized as being exclusively represented by the Union aze as follows:
General Lead Electrician In Chazge
General Lead Electrician
Lead Electrician
Electrician
Lighting Maintenance Worker
Apprentice Electrician
Senior Electricai Inspector
Electrical Inspector
and other classes of positions that may be established by the Employer where the scope of the
work duties and responsbilities assigned comes within the jurisdiction of the Union.
�
LJ
•
A-1
��c- (o �5
., „ .
.
For all normal work weeks established pursuant to the provisions of Article 8(HOURS OF
WORK) of this contract, which includes Sunday, the following provisions shall apply and govem:
All regulaz electricians employed prior to January 1, 1976 shall be offered
assignment to the work week on a seniority basis, and all such employees shaIl
have the right to refuse assignment to the work week. This refusal is subject to
the provisions listed below.
2. All regulaz electricians employed subsequent to January 1, 1976 may be assigned
to vacancies in tivs work week.
3. All regular electricians shall have the right to bid on and obtain assignment of a
position occupied by an electrician with lesser class seniority within thirty (30)
calendaz days from the date that said position was last filled.
4. Any regulaz electrician may be assigned, on a temporary basis, to the work week,
to replace an electrician who is absent because of vacation, illness, paid military
leave, jury duty or any other leave acceptable to both parties. These temporary
assignments shall be made on the basis of seniority and in no instance shall any
• one (1) employee be required to work on such temporary basis for more than
fifteen (15) work days or the total temporary assignment to exceed ninety (90)
work days.
•
�
C��t-� b5
�
�
l J
r � � u�.:c�
The basic hourly wage rates for temporary employees appointed to the following classes of
positions shall be the following:
Basic wage rate effective 5/1/09
(or closest payroll period)
Electrician
Lead Electrician
Electrical Inspector pre September 1, 2003
Electrical Inspector post September 1, 2003
General Lead Electrician
Senior Elech Inspector
General Lead Electrician In Charge
* This rate includes a 13% Vacation Contnbution.
$39.10'�
$41.75*
$41.75*
$40.62*
$42.88*
$42.88*
$44.01*
Note: Due to changes in legislation effective May 2, 2000, temporary rates assume no PERA
participation, even after six (6) months.
2. The basic hourly wage rates for provisional, probationary and regular employees appointed to
the following classes ofpositions and who are covered by the provisions ofArticle 12.5
(WAGES AND FRINGE BENEFITS) ofthis Agreement shall be the following:
Basic wage rate effective 5/1/09
(Or closest payroll period)
Electrician
Lead Electrician
Electrical Inspector pre September i, 2003
Electrical Inspector post September 1, 2003
General Lead Electrician
PERA
$37.04*
$39.56*
$39.56*
$40.63*
$40.63 *
$41.70*
No PERA
$39.10*
$41.75*
$41.75*
$,40.62*
�42.88*
$42.88*
$44.01 *
Senior Electrical Inspector
General Lead Electrician In Charge
*This rate includes a 13% Vacation Contnbution.
Employees had a one (1) time option to stay in PERA, in accordance'with M.S. 1999 supplement,
Section 353.01.
3. The basic hourly rate for those hoiding the title Traffic Lighting Maintenance Worker, who
receive no benefits, shall be:
Effective S/1/09 (or ciosest payroll period)
$13.84 40% of outside Journeyman rate
C-�
APPENDIX C (Continued)
Employees who work on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than •
6:00 p.m, provided tuae at least &ve (5) hours of the slu$ aze worked between the hours of 6:00 p.m
and 6:00 a.m., shall be paid a night differential for the entire strift.
Employees who work on a regulazly assigned shift beginning earlier than 6:00 am or ending later
than 6:00 p.m, but who work less than five (5) hours between the hours of 6:00 p.m and 6:00 a.m,
shall be paid a night differential for only those hotus actually worked between the hours of 6:00 p.m
and 6:00 a.m.
The night differential shall be five percent (5%) of the base rates, and shall be paid only for those
night shifts actually worked.
Tlie total cost to the Employer, (mcluding wages, fringes, and pension contnbutions) for empIoyees
covered by this Agreement shall be equivalent in money to the totai package paid by the Employer to
employees ui compazable classifications in the Agreement between Local 110 and the National
Electrical Contractors Association (NECA).
The total package cost shall eacclude any payments for industry promotion and/or advertisement, or
any other purpose not directly and clearly beneficial to the public Employer.
In the event Local 110 and NECA amend their bazgaining agreement to pmvide for either a wage or
benefit freeze or reduction durmg the period ofthis Agreement, such freeze or reduction shall be
unmediately applicable to the totai compensation paid to employees covered by this Agreement. •
Effective Novexnber 1, 2009 (or closest payroll period), there will be an additional per hour increase
reflecting the totat package increase between Locai 110 and NECA added to the total package. The
parties will agree prior to that date regazding the distribution of the total package increase between
wages and fringes. The amount will be decreased by any increase in industry funds.
Effective May 1, 2010 (or closest payroll period), there will be an additional per hour increase
reflecting the total package increase between L,ocal 110 and NECA added to the total package . The
parties will agree prior to that date regarding the distnbution of the total package increase between
wages and fringes. The amount will be decreased by any increase in indushy funds.
Effective May 1, 2011(or closest pay period) there will be an additional per hour increase reflecting
the total package increase between Loca1110 and NECA added to the total package. The parties
will agree prior to that date regarding the distnbution of the total package increase between wages
and fiinges. The amount will be decreased by any increase in industry funds.
•
C-2
C�'�t-C��o�
• APPENDIX D
Effective May 1, 2009, the Employer shall:
(1) Contnbute to a Union designated Health and Welfare Fund $7.76 per hour for all hours
- worked by participating employees as defined by this Agreement.
(2) Contnbute to a Union designated Pension F�nd 11.85 % of all wages eamed by
participating employees as defined by this Agreement.
(3) Contribute to a Union designated Apprenticeship Fund $0.52 per hour for all hours
worked by participating employees as defined by this Agreement.
(4) Contnbute to a Union designated Reserve Trust Fund $2.49 per hour for all hours
worked by participating employees covered by this Agreement.
(5) Contnbute to the Uzrion's designated Nal3onal Electrical Benefits Fund (N.E.B.F.) 3%
of the gross wages earned by all participating employees covered by this Agreement.
(6) Deduct a Union designated Vacation and Holiday Fund 13% of all wages earned by
participating employees covered by this Agreement. This deduetion is subject to all
• payroll deductions.
(7) Contribute to a Union designated Supplemental Pension Fund 6.65% of all wages
earned by participating employees covered by this Agreement.
(8) For those employees who eleet to participate, contnbute to the Public Employees
Retirement Association (PERA) the legally established non-negotiated pension
contnbution. This contnbution shall be 6.75% of gross earnings and shall be adjusted as
required by State Law. The hourly rate of Participating employees shall be retluced by the
actual hourly cost of this contnbution; the wages in Appendiac C reflect this deduction
•
D-I
D�t-(��5
• APPENDIX E
Pocket Tool Punch and Belt
6" Rule
9" or 10" Aluminum Level
8" Side C�tters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches 3/8" - 3/4"
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps:
6/32 - 8/32 - 10/32 - 10/24 - 1/4 20
Tap Wrench
File Rasp 12" '/z Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Siot and 4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
. Knife
Long Nose Pliers
Diagonal C�tting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hauuner, Ball Peen
Scratch Awl
Drills - in accordance with Tap sizes 9/32 and 3/8
Fuse Puller
Angle Screw Driver
Tool Box to hold the above tools
The Employer shall futnish all other necessary tools or equipment. Employees will be held
responsible for tools or equipment issued to them, providing the Employer fiuziishes the necessary
lockers, "gang box" or other safe place for storage.
The Employer shall replace with similaz tools of equal value and quality any of the above listed
tools which aze huned in by an employee which are no longer sen+iceable because of weaz or
breakage, providing the employee has been employed for nine {9) continuous months or more.
L J
E-I
o�-��s
• APPENDIX F
WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL INSPECTORS
As a result ofthe 1974 setflement, the Parties have established craft-detem�ined rates for Senior
Electrical Inspectors and for Electrical Inspectors, with the specific understanding that such
agreement is restricted to establishing rates ofpay for such classifications.
It is, consequently, agreed that the Employer in applying Article 3(EMPLOYER RIGHTS) ofthe
Maintenance Labor Agreement, shall have the right to operate the department in the same mauner
as heretofore, with management rights unaffected, and that the estabiishment of separate rates for
these classifications as well as for Inspector classifications in other Bazgainuig Units, may not
result in disputes over assignments or over rates ofpay for work performed, nor will any
jurisdictional claims or restrictions be asserted by the Union because members of various
Inspector classifications aze assigned to work which is also performed by other Inspector
classifications.
�
•
F-1
� ��
• APPE\DIX G
���iOR..�'�TI?li'_vI OF AGREE?v1ENT BETCv'EEN
THE CITY OF ST. PAtiL
�
ELPCTRIC_�I. V✓ORKERS LQCAL =:1 ia
T�;s a�eemem is entered in:o b} and bet��een the Cify of Saint Paul (City) and the Elee;#ri�l
t�'orkers I.ncal #I 10 (tTnion). A simi:az agreement vri13 be entere3 into by and between tne Ci;y
ar.� the other Trades uaions wbo reATesent Senior Trades Inspecfors in the Cify's O�i ce of
Licensin�, InsFection, and Envi.ronmentai Protzction (LIEP):
Thz City and the tinion agree t;iat if one of the Senior Trades Inspector in the Canstructiea
Di��ision of the OBice of LIF_p is assigreci the additional duTies refarred io as "Senior Trades
Coordinator duties", the payment for assuming these additional duties shail be an additional
�4.OUthour added to the sslected individuaPs total packa�e. This additional $4.04/hour shall not
hz includzd in any of the calculations of the individuai's total package.
Ii is undezstood that onlg one of tne Senior Inspectors in LIEP wiil serve in t}us capacity at any
one tune, and that the Senior Inspector ��;ho is assigned the Senior Trades Coordinator duties will
• continue to perform all of the Sesuor Inspector fluties akeady inciuded in the relevam class
specification.
This i4lernorandum of Agreement becomes effactive with the signing by the Union of the 2003-
2066 Labor Agreement and shall remain in p3ace until and nrless it is renegotiated hy the parties
fo this agreement and any other impacted unions.
Cit}� of Saint Paul � /!,
;�sy —' e%�
asOn Sch+?Iid?
Laiwr Relations Manager
LBEW Local #110
��. �.� ��� l �.�f,�
Mike Redlund
President, Loca1 t110
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