95-1067Council F0e# ` S � � �` `
GreenSheet# � � Sr 1 �
Presented
Referred To
RESOLUTION
Committee: Date
1�
1
2
3
4
RESOLVED, that the Council of the City of Saint Paul hereby approves
and ratifies the attached 1995 - 1996 Collective Bargaining Agreement between the City
of Saint Paul and Local 2508, District Council 14, American Federation of State, County
and Municipal Employees, AFL-CIO.
Requested by Department of:
Offce of Labor Relations
s ��ca-�-� lc o ,_�—
Adoption Certified by Council Secretary
By:
Date
Fo pp oved by City Attorney
Bp: � .w� sl-:�y ��—
�—•
Appr ve by Mayor fo S b'ssion to Council
By:
By:
AdoptedbyCounciL• Date �.e,� _ l3. ��1�5
95- io`�
�,� � � o„
DEPARTMENT/OFFICE/COUNCIL DATE INITIATED 1 V- L/ V/ �
LABOR RELATIONS 9-6-95 GREEN SHEE
INITIAL/DFTE INITIAVDATE
CONTACT PERSON & PHONE a DEPARTMENT DIRECTOfl � CIN COUNdL
�R�' H. R�'E��'�' 266-6495 ASSIGN �CITVATTORNEV �CITVCLERK
MUST BE ON COUNCIL AGEN�A BV (DATE) NUNBER POR � BUDGET DIRECTOR a FW. & MGi SERVICES OIR.
POUTING
OHOER � MAYOR (OR ASSISTAN"n �
TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS POR SIGNATURE)
ACTION REQUESTED:
This resolution approves [he attached 1995-1996 Agreement between the Ciey
of Saint Paul and AFSCME, District Council 14, Local 2508.
flECOMMENDATIONS: Appmve (A� or Re�ec[ (P� PERSONAI SERVICE CONTAACTS MUST AHSWER THE FOLLOWiNG �UESTIONS:
_ PL4NNMG COMMISSION _ CIVIL SERVICE COMMISSION �� Has this perSOnRirm ever worked under a contract for this depaRmen[?
_ CB COMMITfEE YES �NO
— 2. Has this personRirm ever been a ciTy employee?
_ $TAFF
— YES NO
_ oiSrRlC7 CoUai _ 3. Does ihis person/firm possess a skill not normally possessetl by any current city employee?
SUPPORTS WNICH COUNCIL OBJECTIVE? YES NO
Explain all yes answers on separate sheet antl attach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITV (Who, What, When. Where. Why):
See Attached.
ADVANTAGES IF APPROVED:
An Agreement in place through December, 1996.
DISADVANTAGES IFAPPROVED.
None.
DISADVANTAGES IF NOTAPPROVED�
No settlement reached and possible strike.
1995 — $517,963.00
TOTALAMOUNTOFTflANSACTION $ 1996 — S6JS��SO.00 COST/REVENUEBUDGETED(GIHCLEONE) YES NO
PUNDIIdG SOURCE ACTIVITY NUMBER
FINANCIALINFORMATION (EXPLAIN)
�t5-Io`Z
I(a). Wages
Effective 12/24/94:
Effective 12/23/95:
Tentative Agreement
betti�•een AFSCi�'IE Locals 1842 and 2508
and the City of Saint Paul
August 30, 199�
2% across the boazd increase
2% across the boazd increase
1(b). Step enhancement
Effective 12/23/9�, a L�% increase will be added to ihe 15, 20 and 25 year steps
3.
a
�
$336.41 for family. [Represents the amount of the single premium and 50% of the
premium increase for family in each yeaz.]
Active Health Insurance
Effective for the January, 1995 insurance, the City will contribute $172.96 for single, and
$326.22 for family.
Effective for the January, 1996 insurance, the City will contribute $180.91 for single, and
Life Insurance
Effective for the January, 1996 insurance, the City will provide an additional $5,000 of
life insurance. This brings the total to $20,000 of life insurance.
Article 1 - Recognition (Clarification)
Update by adding new titles and deleting obsolete ritles.
Article 3- Hours of Work (Clarification)
Amend Article 3.8 in the following way: "... such agreements shall be subject to the
provisions, , of the Fair Labor Standazds Act.
Article 9 -Vacation (Clarification)
Delete obsolete language of 9.4 regarding penalty for excess vacation carryover resulting
from the vacation added in the 1994 agreement.
Article 19 - Seniority (Article 12 in Local 1842 contract)
Add new section Employees assigned to these divisions in the Police Department:
Impound Lot, Property Room, Communication Center, and/or
Records, shall be allowed to bid for work shi$s (i.e. midnights
days and afternoons), on the basis of seniority when a vacancy
occurs within the employees' classification in their division.
Article 31 - Terms of Agreement
Change dates to reflect 199�-1996 agreement
�ls - lo ��
Tentative Agreement
Aueust 30. 199�
Page Two
9. Retiree Heaith Insurance (To replace current Article 10.2 through 10-7}
{Insurance Article is re-ordered and re-numbered as a result of changes}
A) No change for employees retiring by 12/31/95.
B) Full time empioyees must meet the following requirements at the time of their
retirement to be eligible for the Employer contributions towazd retiree health
insurance benefits described below:
(1) be receiving benefits from a public employee retirement act; AND
(2) have severed their relationship with the City of Saint Paul for reasons other
than misconduct; AND
(3) have completed at least 20 yeazs of service with the Ciry of Saint Paul.
(C) For Eazly Retirees who meet the above qualifications, the City shall provide the
following monthiy contributions:
(1) For those employees hired prior to 1/1/96, the City will contribute:
Single contribution amount at time of retirement, not to exceed $350.
Family: $ 350
(2) For those employees hired on/after Ull96, the City will contribute $30�.
(D) For Regular Retirees (65 and older) who meet the above qualifications, the City
shall provide the following monthly contributions:
(1) For those employees hired prior to 1l1/96, the Ciry will contribute $550.
(2) For those employees hired on/after 111/96, the City will contribute $300.
10. Section 10.8 shall be deieted except for the third pazagraph, which states
If such retiree has completed at least ten (10) years of service with the City, helshe may
purchase single or family health insurance coverage through the employer's insurance
program. The totat cost of such insurance coverage sha11 be paid by the retiree.
g s - �oc,�{
Costs for 1995-1996 Settlement with AFSCME Locals 2508 and 1842
Clerical Technical
199�
�TJa�es (2%)
Health Ins.
Life Insurance
Total for 1995
1996
Wages (2%)
Step Enhance
(15, 20, 25 year)
Health Ins.
Total for 1996
$325,7�0
S 23,7�0
$ 8350
$357,8�0
$332,300
$ 93,050
57.050
$482,400
2.00%
.15%
.0�°l0
2.20%
2.00%
.56
34%
2.90%
1996
Wages (2%)
Health Ins.
Life Insurance
Total for 1995
1996
Wages (2%)
Step Enhance
(15, 20, 25 year)
Health Ins.
Total for 1996
$270,900
$ 17,1�0
5.950
$294,000
$276,300
$ 77,350
40 650
$394,300
2.00%
.13%
.04%
2.20%
2.00%
.56%
..'i0%
2.86%
The percentages listed represent percentages of the salary dollars.
Cumulat;ve total, inclu3ing creep costs for steps, social security, pensions, etc., comes to the
following for each yeaz.
1995 $517,960 $430,798
1996 $675,780 $55b,400
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SS:p
1995 -1996
AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
LOCAL UNION 2508
`�'S -lo�� �
DISTRICT CflUNCIL 14
OF THE AMERiCAN FEDERATION OF STATE,
GOUNTY �l�TD 1VIITNICIPAL EMPLOYEES, AFL-CIO
�': . . . . � • � " . , .. , . ._ ., '
��"` , _ . ' , . � . ti �.� .. . . ' _ . - •'
Favg. . . � . . . � . . .
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�
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H
q 5 - IO�n`7
INDEX
ARTICLE TTII.E PAGE
Preamble .......................................... ri
1 Recognition ........................................ 1
2 Check Off .......................................... 3
3 Hoursof Work ...................................... 4
4 Work Breaks ........................................ 6
5 Holidays ........................................... 7
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . 8
7 City Mileage ....................................... 11
8 Residence ......................................... 13
9 Vacation .......................................... 14
10 Insurance ......................................... 15
11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 21
12 Employee Records .................................. 22
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
14 Wages ............................................ 24
15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
16 I.eavesof Absence .................................. 26
17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
19 Seniority .......................................... 31
20 Biscipline ......................................... 34
21 Vacancies ......................................... 35
22 No Strike-No I.ockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
23 Severance Pay ...................................... 37
24 Temporary Employees ................................ 41
25 Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
26 LegalServices ...................................... 43
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . 44
28 Safety ............................................ 45
29 Uniform Allowance .................................. 46
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Appendix A ....................................... A1
i
�l� - IOLo�1
PREAMBLE
This agreement entered into by the City of Saint Paul, hereinafter refened to as
the Employer, and I.ocal Union 2508 affiliated with Council 14 and the American
Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to
as the Union, has as its purpose the promotion of harmonious relations beriveen the
Employer and the Union, the establishment of an equitable and peaceful procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and
other conditions of employment.
ii
a5 - �o��
ARTICLE 1 - RECOGNITION
1.1
1.2
The Employer recognizes the Union as the sole and exclusive bargaining agent for
the purpose of establishing salaries, wages, hours and other conditions of
employment for all of its employees as outlined in the certification by the State of
Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No.
74-PR-61-A and as amended as set forth in Section 1.2 below.
The bargaining unit covered by this agreement shall consist of the following:
All office, clerical, and administrative personnel who are employed by the City of
Saint Paul or who have their "terms and conditions of employment" established by
the governing body of the City of Saint Paul, and whose employment service
exceeds the lesser of 14 hours per week or 35 percent of the normal work week
and more than 67 work days per year, in the classifications of:
Accounting Clerk I
Accounting Clerk II
Animal Control Officer
Asst. Supv. of Water Billing
Building Permit Clerk
Cashier
Chief Meter Reader
Clerical Supervisor
Clerical Trainee
Clerk I
Clerk II
Clerk III
Clerk IV
Clerk-Stenographer I
Clerk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Clerk-Typist II
Clerk-Typist II (bilingual}
Clerk-Typist III
Computer Operations Assistant
--Library
Computer Operator
Counselor Aide Trainee
Clistomer 5ervice Representative
Chstomer Service Senior Representative
Data Entry Operator I
Data Entry Operator II
Duplicating Equipment Operator
Duplicating Equipment Operator Supvr.
EDP Aide
Elections Assistant
Employment Testing Coordinator
Fire Property Clerk
Human Resources Records Clerk
I.aboratory Helper
Library Aide
License Clerk
Maintenance Trainee
Management Trainee
Meter Reader
Modified Duty Worker (Clerical)
Park Concession Supervisor
EI
q� - ����
ARTICLE 1 - RECOGNITION (Continued)
Park Guide
Parldng Enforcement Officer
Pazking Enforcement Officer
-- Police
Pazldng Meter Collector I
Pazldng Meter Co22ector II
sParking Meter Monitor
Payroll Audit Clerk
Payroll Clerk
Payroll System Supervisor
Police Dispatcher
Procurement Specialist
Procurement Specialist Trainee
Property Clerk
Refectory Attendant
Refectory Supervisor
Registration Clerk
1.3
1.4
Secretary
Secretary (Stenographer)
Senior Computer Operator
Service Worker II
Storekeeper
Storeroom Assistant
Storeroom Supervisor
Stores Clerk
Swimming Pool Supervisor
— O�ord Pool
Technical Trainee
Telecommunicator
Trainee (Storehouse)
Vehicle Maintenance Clerk
Water Billing Supervisor
Zoo Keeper I
Zoo Keeper II
Any present or future employee who is not a Union member shall be required to
contribuYe a fair share fee for services rendered by the Union, and upoa
notification by the Union, the Employer shall check off said fee from the earnings
of the employee and transmit the same to the Union. In no instance shall the
required contribution exceed a pro rata share of the specific expenses incuned for
services rendered by the representative in relationship to negotiations and
administration of grievance procedures. This provision shall remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
The Union agrees to indemnify and hold harmless the Employer against 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
Section 1.3 of this Article.
2
�l5 � ! �(�'�
ARTICLE 2 - CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments
and once each month dues from the pay of those employees who individually
request in writing that such deductions be made. The amounts to be deducted
shail be certified to the Employer by a representative of the Union 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 aze made or as soon thereafter as is possible.
2.2 The Union agrees to indemnify and hold hamiless the Employer against any and
all claims, suits, orders or judgments brought or issued against the Empioyer as a
result of any action taken or not taken by the Employer under the provisions of
this Article.
3
a� -�0�7
ARTICLE 3- HOURS OF WORK
3.1 The normal work day shall be seven and three/fourths (7�) consecutive hours per
day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which
shali be paid.
3.2 The normal work week shall be five (5) consecuuve normal work days in any
seven (7) day period.
3.3 For employees on a shift basis, this shall be construed to mean an average of
thirty-eight and three-fourths (38 hours per week,
3.4 This section shall not be construed as, and is not a guarantee of, any hours of
work per normal work day or per normal work week.
3.5 Time on the payroIl in excess of the normai hours set forth above in tiris Article
shall be "overtime work" and shall be done only by order of the Head of the
Department.
3.6 All employees in this bugaining unit shall be recompensed for work done in
excess of the normal hours established above in this Article by being granted
compensatory time on a rime and one-half basis or by being paid on a time and
one-half basis for such overtiine work. The overtime rate of one and one-half
shall be computed on the basis of 1/80th of the biweekly rate.
3.7 Normal work schedules showing the employee's shifts, work days and hours shall
be posted on all department bulletin boards at all times. It is also understood
that deviation from posted work schedules shall be permissible due to
emergencies and acts of God, and overtime may be required.
�
�5-10�7
ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual
agreement with the Employer, work schedules other than schedules limited by the
normal work day and work week as set forth in Sections 3.1, 3.2 and 3.3.
Overtime compensation for employees worldng under such agreements shall be
subject to the provisions of the Fair Labor Standards Act.
3.9 For employees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an arrangement must be
mutually agreed upon by the Employer and the employees involved. Vacation,
holiday and sick ]eave benefits for employees who share a position shali be
pro-rated based upon the percent of hours worked. Health insurance benefits
shall be administered in accordance with the provisions of Article 10 of this
agreement. In the event that one of the employees participating in the shared
position is terminated or terminates employment, the Employer shall post the job
sharing vacancy for a period of ten (10) days. If at the end of ten (10) days such
vacancy cannot be fllled, the Employer shall have the option of increasing the
remaining employee's work hours.
3.10 Sections 3.8 a�d 3.9 sha11 not be subject to the provisions of Article 6 of this
agreement.
5
G5 -oa(��
ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute
rest period during each one-half shift. The rest period shall be scheduled by
management at approximately the middle of each one-half shift whenever this is
feasible.
4.2 If an employee is scheduled to work a full half shift beyond lus/her regulaz
quitting time, he/she shall be entitled to the rest period that occurs during said
half shift.
G
Q� -(�(��
ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
L.abor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
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 falls on
a Saturday, the holiday shall be observed on the preceding Friday. Whenever any
of the holidays listed above falls on a Sunday, the holiday sha11 be observed on
the succeeding Monday. For employees assigned to a work week other than
Monday through Friday, the holiday shall be observed on the calendar date of the
holiday.
5.2 Tt�e floating holidays set forth in Section 5.1 above may be taken at any time
during the contract year, subject to the approval of the Department Head of any
employee.
5.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any s'vc worldng days of the nine
working days preceding the holiday; or an employee's name must appear on the
payroll the last working day before the holiday and on three other working days of
the nine working days preceding the holiday. In neither case shall the holiday be
counted as a working day for the purposes of this section. It is further understood
that neither temporary, emergency nor other employees not heretofore eligible
shall receive holiday pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday
pay only after such employee has been employed as a temporary employee for
sixty-seven (67) consecutive work days. No temporary employee shall be eligible
for any floating holidays.
7
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
6.1 The Employer shall recognize stewards selected in acwrdance with Union rules
and regulations as the grievance representatives of the bargaining unit. The
Union shall notify the Employer in writing of the names of the stewards and of
theu successors when so named.
6.2 It is recognized and accepted by the Employer and the Union that the processing
of �ievances as hereinafter provided is limited by the job duties and
responsibilities of the employees and shall therefore be accomplished during
worldng hours only when consistent with such employees' duties and
responsibilities. The steward involved and a grieving employee shall suffer no loss
in pay when a grievance is processed during worldng hours, provided the steward
and the employee have notified and received the approval of their supervisor to
be absent to process a grievance and that such absence would not be detrimental
to the work programs of the Employer,
6.3 The procedure established by this Article shall be the sole and exclusive
procedure for the processing of grievances, which aze defined as an alleged
violation of the terms and conditions of this agreement. However, this Article
does not abridge grievance rights possessed by eligible Veteran's under applicable
Veterans' statutes.
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1- Upon the occurrence of an alleged violation of this agreement, the
employee involved (with or without the stewazd) shall attempt to resolve the
matter on an informal basis with the employee's supervisor. If the matter is not
resolved to the employee's satisfaction by the informal discussion, it may be
reduced to writing and referred to Step 2 by the Union. The written grievance
shall set forth the nature of the grievance, the facts on which it is based, the
atleged section(s) of ihe agreement violated, and relief requested. Any alleged
violation of the agreement not reduced to writing by the Union within fourteen
(14) work days of the firsY occurrence of the event giving rise to the grievance
shall be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a
designated Employer supervisor shall meet with the Union Stewazd and attempt
to resoive the grievance. If as a result of tlus meeting the grievance remains
unresolved, the Employer shall reply in writing to the Union within seven (7)
work days following this meeting. The Union may refer the grievance in writing
to Step 3 within seven (7) work days following receipt of the Employer's written
answer.
:
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
Any grievance not referred in writing by the Union within seven (7) work days
following receipt of the Employer's answer shall be considered waived.
Step 3- Within seven (7) work 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, the Employee and the Steward and
attempt to resolve the grievance. Within seven (7) work days following ttris
meeting, the Employer shall reply in writing to the Union stating the Employer's
answer concerning the grievance. If as a result of the written response the
grievance remains unresolved, the Union may refer the grievance to Step 4. Any
grievance not referred in writing by the Union to Step 4 within seven (7) work
days following receipt of the Employer's answer shall be considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7)
work days after the response of the Employer in Step 3, by written notice to the
Employer, request arbitration of the grievance. The arbitration proceedings shall
be conducted by an arbitrator to be selected from a permanent panel of five (5)
arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after
notice has been given.
In the event the Employer and the Union cannot mutually agree to five (5)
arbitrators for the permanent panel, the parties will petition the Director of the
Bureau of Mediation Services for a list of ten (10) arbitrators for each panel
member for which the parties did not mutually agree. The parties shall
alternately strike names from such list(s), the Employer striking first, until one (1)
name remains. Vacancies occurring on the permanent panel during the life of
this agreement shall be filled by mutual agreement of the parties.
If the parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph. This arbitrator selection process shall be
effective oniy for the duration of this agreement unless both parties mutually
agree to extend such provisions.
At any time prior to the opening of an arbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation Services to
attempt to mediate a resolution of the dispute.
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ARTICLE 6- EMPLOYEE RIGI�ITS - GRIEVANCE PROCEDURE
(Continued)
6.5 The arbivator 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 submitted in writing by the Employer and the Union
and shall have no authority to make a decision on any other issue not so
submitted. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws, rules
or regulations having the force and effect of law. The azbitrator's decision shall
be submitte@ in writing within thirry (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, uniess the parties agree
to an extension. The decision shall be based solely on the arbitrator's
interpretation or application of the eacpress terms of this agreement and to the
facts of the grievance presented. The decision of the arbitraior shall be final and
binding on the Employer, the Union, and the employees.
6,6 The fees and eacpenses for the arbitrator's services and proceedings shall be borne
equally by the Empioyer and the Union, provided that each parry shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual
agreement of the Employer and the Union.
6.8 It is understood by the Union and the Employer that a grievance, other than a
grievance arising from a disciplinary action, may be determined by either the
�ievance procedure of this contract or by the provisions of the G�vil Service
Rules of the City of Saint Paul. If an issue is deternvned by this grievance
procedure it shall not again be submitted for arbitration under the Civil Service
Rules. If an issue is determined by the provisions of the Civil Service Rules it
shall not again be submitted for azbitration under this grievance procedure.
6.9 The provisions of ttris Article 6 shall not apply to Section 3.9 of this agreement.
6.10 The Employer agrees to provide courtesy copies of all correspondence to the
Union Business Manager or Assistant D'uector to the President of Local 2508.
This section shall not be grievable.
10
ARTICLE 7 - CITY MILEAGE
q�-�or�
7.1 Automobile Reimbnrsement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers
and employees for the use of their own automobiles in the performance of their
duties, the following provisions are adopted.
7.2 Method of Computation: To be eligibie for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type 1- If an employee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at the
rate of $4.00 per day for each day the employee's vehicle is actually used in
perfornung the duties of the empioyee's position. In addition, the employee shall
be reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an Employer
vehicle is available for the employee's use, but the empioyee desires to use
his/her own automobile, then the employee shall be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile
REGULARLY during empioyment, the employee shall be reimbursed at the rate
of $4.00 per day for each day of work. In addition, the employee shall be
reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative detemunes that an Empioyer
vehicle is available for the employee's use, but the employee desires to use
his/her own automobile, then the employee shali be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible for any per diem.
This Section '1.2 shall become effective February i, 1994.
7.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans who
are required to have their personal car available for City business. Such parking
will be provided only for the days the employee is required to ha�e his or her own
personal car available.
il
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ARTiCLE 7 - CITY MILEAGE (Continued)
7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing
the procedures for automobile reimbursement. Such rules and regulations shall
contain the requirement that recipients shall file daily reports indicating miles
driven and shail file monthly affidavits stating the number of days worked and the
number of miles driven, and shall fiuther require that they maintain automobile
liabiiity insurance in amounts of not Iess than $100,000/$300,000 for personal
injury, and $25,000 for property damage, or liability insurance in amounts not less
than $300,000 singie limit coverage, with the City of Saint Paul named as an
additional insured. These rules and regulations, together with the amendment
thereto, shall be maintained on fiIe with tfie City Clerk.
12
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ARTICLE 8 - RESIDENCE
8.1 The resolution pertaining to residency approved July 26, 1979, under Council File
No. 273378 shall apply to ali employees covered by this agreement.
13
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on
the payroll, excluding overtime.
Years of 3ervice
lst year thru 4th year
Sth year thru 9th year
lOth yeaz thru i5th yeaz
16th yeaz thru 23rd year
24th yeaz and thereafter
Hours of Vacarion
.0385 (10 days)
.0626 (16 days)
.0731 (19 days)
.0885 (23 days)
.1000 {26 days)
92 The Head of the Department may permit an employee to carry over up to one
hundred and twenty (120) hours of vacation into the following "vacation year."
For the purpose of this article the "vacation year" shall be the fiscal year (IRS
payroll reporting year).
9.3 The above provisions of vacation shall be subject to the Saint Paul Sa1ary Plan
and Rates of Compensation, Section I, Sub. H.
14
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ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer will continue for the period of this agreement to provide for
employees such health and life insurance benefits as are provided by the
Employer at the time of execution of this agreement.
10.2 For each eligible employee covered by this agreement who is employed full-time
and who selects employee health insurance coverage provided by the Employer,
the Employer agrees to contribute $172.96 or the actual cost, whichever is less,
per month toward the cost of such premium.
For each eligible full-time empioyee who selects family health insurance wverage,
the Employer will contribute the wst of such family coverage or $326.22 per
month, whichever is less. These contribution leveis shall be effective for January,
1995 premiums.
10.3 Effective for the January, 1996 insurance premiums, for each eligible empioyee
covered by this agreement who is employed full-time and who selects employee
health insurance coverage provided by the Employer, the Empioyer agrees to
contribute $180.91 or the actual cost, whichever is less, per month toward the cost
of such premium.
For each eligible full-time employee who selects family health insurance coverage,
the Employer will contribute the cost of such family coverage or $336.41 per
month, whichever is less toward the cost of such premium.
10.4 For the purpose of this Article, full-time employment is defined as appearing on
the payroll an average of at least 32 hours per week for the twelve (12) month
period preceding the annual open enrollment or speciai enrollments or the s'vc (6)
month period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroll an average
of at least 26 hours per week but less than 32 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or the
six (6) month period preceding initial enrollment.
Half-time employment is defined as appearing on the payroli an average of at
least 20 hours per week but less than 26 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enroilments or six
(6) month period preceding initial enroilment.
15
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ARTICLE 10 - INSURANCE (Continued)
10.5 For each eligible employee covered by this agreement who is employed half-time
and who selects employee health insurance coverage, the Employer agrees to
contribute fifty percent (50%) of the amount contributed for full-time employees
selecting employee coverage in the same insurance plan.
For each half-time employee who selects family health insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for
full-time employees selecting family health insurance coverage in the same
insurance plan.
For each eligible employee covered by this agreement who is employed
three-qnarter time and who selects employee health insurance coverage, the
Employer agrees to contribute seventy-flve percent (75%) of the amount
contributed for full-time employees selecting employee coverage.
For each three-quarter time employee who selects family health insurance
coverage, the Employer will contribuTe seventy-five percent (75%) of the amount
contributed for full-time employees selecting family health insurance coverage.
10.6 Norivithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance
contributions as full-time employees. This Section 10.6 applies only to employees
who were employed half-time during the month of December, 1985 and shall
continue to apply only as long as such employees remain continuously employed
half-time.
10.7 For each eligible employee, the Employer agrees to contribute the cost of $15,000
of life insurance coverage. Effective for the January, 1996 insurance premiums,
the Employer wiIl increase this contribution to the cost of $20,OQ0 of life
insurance.
10.8 The contributions indicated in this Article 10 shall be paid to the Employer's
Group Health and Welfare Plan.
10.9 Any cost of any premium for any City offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 10 shaIl be paid by
the employee.
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ARTICLE 10 - INSURANCE (Continued)
10.10 The Employer will provide a system whereby the empioyee's contribution toward
the premiums for the employee selected health insurance coverages can be paid
on a pre-tax basis. Employees covered by this agreement will be eligible 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 employee.
10.11 Employees covered by this agreement shall be eligible to participate in the
Dependent Caze Reunbursement Account offered by the Employer. The service
fee charged to participating employees shall be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the following conditions at the time of
retirement in order to be eligible for the Employer contributions, listed in
Sections 10.13 through 10.18 below, toward a health insurance plan offered by the
Employer:
1012(1) Be receiving benefits from a public employee retirement act at the
time of Tetirement, and
10.12(2) Have severed hisJher relationship with the City of Saint Paul for
reasons other than misconduct, and
10.12(3) Have completed at least 20 years with the City of Saint Paul.
Early Retirees
10.13 This Section shall apply to employees who:
10.13(1) Retire on or before December 31, 1995, and
10.13(2) Have not attained age 65 at retirement, and
10.13(3) Meet the terms set forth in Section 10.12(i) above, and
10.13(4) Have severed their relationship with the City of Saint Paul under
one of the early retiree plans, and
10.13(5) Are 58 years of age and have completed 25 years of service, or
the combination of their age and years of service equals eighty-five
or more, or
ha�e completed at least thirty (30) years of service with the City of
Saint Paul, and
10.13(6) Select a health insurance plan offered by the Employer.
17
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ARTICLE 10 - INSURANCE (Continued)
10.13 (Continued)
Until such retirees reach sixty-five (65) yeazs of age, the Employer agrees to make
the same contributions toward their health and life insurance as the Employer
makes for active Employees under this agreement.
10.13(7) Full-time employees who were regularly appointed prior to 7anuary
1, 1990, and who meet the conditions set forth in Sections 10.13(1-4)
and Section 10.13(6), but who meet none of the conditions set forth
in Section 10.13(5), shall be eligible for the following percentages of
the amount contributed by the Empioyer toward health insurance
for active employees in the same health plan.
Age plus
Yeazs of Service
84
83
82
81
80
Contribudon
Single
90%
80%
70%
60%
50%
Contribution
Family
90%
80%
70%
60%
50%
10.13(8) The Employer will provide for half time employees who were
regularly appointed prior to January 1, 1990 and who retire before
December 31, 1995, fifty percent (50%) of the health and life
insurance contributions provided by the Employer for full time
employees who retire under Section 10.13. Such contributions shall
continue until such retirees attain the age of 65.
When retirees who leave under the provisions of Section 10.13 attain the age of
65, the provisions of Section 10.16 shall apply.
10.14 This Section shall apply to full time employees who:
10.14(1) Rerire on or after January 1, 1996, and
10.14(2) Were appointed on or before December 31, 1995, and
10.24(3) Have not attained age 65 at refuement, and
10.14(4) Meet the terms set forth in Section 10.12 above, and
10.14(5) Select a health insurance plan offered by the Employer
:
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ARTICLE 10 - INSURANCE (Continued)
Until such employees reach siYty-�ive (65) years of age, the Employer agrees that
for retirees selecting single coverage, the Employer will provide the same
contribution as is provided for active employees selecting singie coverage under
this agreement. This amount, however, shall not exceed $350 per month.
For employees selecting family health insurance coverage, the Employer will
contribute $350 per month toward the premium for family health insurance
coverage. Any unused portion of the Employer's contribution shail not be paid to
the retiree.
When such early retiree attains age 65, the provisions of Section 10.17 will apply.
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after January 1, 1996, and
10.15(2) Were appointed on or after January 1, 1996, and
10.15(3) Aave not attained age 65 at retirement, and
10.15(4) Meet the conditions of Section 10.12 above, and
10.15(5) Select a health insurance plan offered by the Employer.
Until such retirees reach sixty-five (65) years of age, the Employer agrees to
contribute a ma�umum of $300.00 per month toward the cost of single or family
health insurance coverage. Any unused portion shall not be paid to the retiree.
Wl�en such early retiree attains age 65, the provisions of Section 10.18 shall apply.
Regular Retirees (Age 65 and over)
10.16 This Section shall apply to full time employees who:
10.16(1) Retire on or before December 31, 1995, and
10.16(2) Have attained age 65 at retirement, and
10.16(3) Meet the conditions of Section 10.12 above, and
10.16(5) Select a heaith insurance plan offered by the Employer.
The Empioyer agrees to contribute 100% of the single or family premium for any
health insurance plan offered by the Employer to regular retirees and their
dependents.
19
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ARTICLE 10 - INSURANCE (Continued)
This Section shall also apply to early retirees who retired under the provisions of
Section 10.13 when such eazly retirees attain age 65.
10.17 This Section shall apply to full time employees who:
10.17(1) Retire on or after January i, 1996, and
10.17(2) Were appointed on or before December 31, 1995, and
10,17(3) Have not attained age 65 at retirement, and
10,17(4) Meet the terms set forth in Section 10.12 above, and
10.17(5) Select a health insurance plan offered by the Employer
The Employer agrees to contribute a m�imum of $550.00 per month towazd the
premium for single or family health insurance coverage offered by the Employer
to regulas retirees and their dependents. Any unused portion of the Employer's
contribution shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.14 when such retirees attain age 65.
10.18 This Section shall apply to full time employees who:
10.18(1) Retire on or after January 1, 1996, and
10.18(2) Were appointed on or after January 1, 1996, and
10.18(3) Have not attained age 65 at retirement, and
10.18(4) Meet the conditions of Section 10.12 above, and
10.18(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maximum of $300.00 per month toward the
cost of single or family health insurance coverage offered to regular retuees and
their dependents. Any unused portion shall not be paid to the retiree.
This Secrion shall also apply to early retirees who retired under the provisions of
Section 10.15 when such early retirees attain age 65.
10.19 If an employee does not meet the condition of Section 10.12{3), but has
completed at least ten (10) yeazs of service with the City, he/she may purchase
single or family health insurance coverage through the Employer's insurance
program. The total cost of such insurance coverage shall be paid by the retiree.
10.20 A retiree may not carry lus/her spouse as a dependent if such spouse is also a
City retiree or City employee and efigible for and is enroIled in the City health
insurance program.
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance
10.21 The surviving spouse of an employee carrying family coverage at the time of
his/her death due to a job connected injury or illness wbich was determined to
have arisen out of and in the course of his/her employment under worker's
compensation law shall continue to be eligible for city contribution in the same
proportions as is provided for retued employees.
In the event of the death of an early retiree or a regular retiree, the dependents
of the retiree shall have the option, within thirty (30) days, to continue the cunent
hospitalization and medical benefits which said dependents previously had, at the
premium and Bmployer contribution accorded to the eligibie deceased retiree.
It is further understood that coverage shall cease in the event of:
10.21(1) Subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
10.21(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or
dependent shall have the right to maintain CYty health insurance for
the first ninety (90) days of said employment.
20(a)
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ARTICLE 11 - WORKING OUT OF CLASSIFICAITON
11.1 The Employer shall avoid, whenever possibie, worldng 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) worldng days during a
year shall receive the rate of pay for the out-of-class assignment in a]righer
classification not later than the sixteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a fuli time basis, alI of the significant
duties and responsibilities of a position different from the employee's regular
position, and wIrich is in a ciassification higher than the classification held by such
employee.
The rate of pay for an approved out-of-class assignmenY shall be the same rate the
employee would receive if such employee received a regulaz appointment to the
higher classifccation
11.2 For the following classifications, the provisions of Section Il.l shall not apply to
performance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
Data Entry Operator I
Zookeeper I
21
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ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any written reprimand made concerning any member of tlus Bargaining Unit
which is filed with the Off'ice of I�Iuman Resources or within any C�ty department
shall be shown to the member before it is piaced on file. Before the reprimand is
placed on file, the City sha11 request from the employee an acknowledgment, in
writing, that the reprimand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of such
file.
12.3 Any member of the bazgaining unit may file a grievance or discrimination
complaint and there shall be no retaliation by the C�ty of Saint Paui for such
action.
22
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ARTICLE 13 - BULLETIN BOARDS
13.1 The Employer shall provide reasonable bulletin space for use by the Union in
postutg notices of Union business and activities. Said bulletin boazd space shall
not be used by the Union for political purposes other than Union elections. Use
of this bulletin boazd is subject to approval of the Department Head.
�•TC3
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ARTICLE 14 - WAGES
14.1 For purposes of this contract, the wage schedule shall be Appendix A, attached
hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendis "A" does not preclude the Employer from the foliowing:
l. Reorganizing
2. Abolishing ciassi$cations
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that titles and grades in Appendix A refer to employees in
the positions at the date of signing of the agreement. No employee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or
reclassification takes place.
24
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ARTICLE 15 - MAINTENANCE OF STANDARDS
151 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations and all other general worldng conditions
shall be maintained at not less than the lughest minimum standard set forth in the
Civil Service Rutes of the CYty of Saint Paul (Reso�ution No. 3250) and the Saint
Paul Salary Plan and Rates of Compensarion at the time of the signing of this
agreement, and the condirions of empioyment shall be in3proved wherever specific
provisions for improvement are made elsewhere in this agreement.
25
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ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make
application for a leave of absence not to exceed one year. A leave of absence
shall be granted on the basis established in the Civil Service Rules (Resolution
No. 3250).
16.2 Sick I.eave - Sick lea�e shall accumulate at the rate of .0576 of a working hour for
each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave the employee must report to his/her
supervisor no later than one-half hour past his/her regular scheduled starting
time. The granting of sick leave shail be subject to the terms and provisions of
Resolution No. 3250 of the City of Saint Paul.
For absences due to sickness of seven (7) or fewer calendar days, the Employer
shall require a physician's certificate or additionai certificates only when there is
reason to suspect abuse of sick leave or to verify that an employee is fit to return
to his or her position. The Employer's requirement of a certificate under this
section shall not be arbitrable.
16.3 Any employee who has accumulated sick leave credits as provided above sha11 be
granted leave with pay for such period of time as the Head of the Department
deems necessary on acconnt of sickness or injury of the employee, quarantine
established by a public health enforcement agency, death of the employee's
mother, father, spouse, child, brother, sistez, mother-in-law, father-in-law, or other
person who is a member of the household; and may be granted lea�e with pay for
such time as is actually necessary for office visits to a doctor, dentist, optometrist,
etc.
16.4 Leave Without Pay - Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval
forces of the state or of the United States for which leave is not otherwise allowed
by law shall be entitled to leave of absence from employment without pay during
such service with right of reinstatement and subject to such conditions as are
imposed by law.
Such leaues of absence as are granted under Article 17 shall conform to
Minnesota Statutes, Section 192, as amended from time to dme, and shall confer
no additional benefits other than those granted by said statute.
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Empioyees who are required during regular worldng hours to appeaz
in court as jurors or witnesses, except as a witness in their own behalf against the
City, shall be paid their reguiar pay while so engaged, provided that any fees that
employees may receive from the court for such services shall be paid to the City
and be deposited with the G�ty Finance Director. Employees scheduled to work a
shift other than the normal daytune shift, shall be rescheduled to work the normal
daytime shift during such time as is required to appeaz in court as a juror or
witness.
16.6 Fhneral Leave - Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such lea�e to
attend the funeral of the employee's grandparent or granachild.
ib.7 An employee elected or appointed to a full time paid position by the exclusive
representative may be granted a lea�e of absence without pay for not more than
one year for the purpose of conducting the duties of the exclusive representative.
26.8 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul
shall be eligibie for the use of paid sick leave and unpaid leave of absence in the
same manner as any other disabled or ill City employee. Such paid sick leave
eligibility shall begin upon certification by the employee's attending physician that
the employee is disabled in terms of her ability to perform the duties of her
position.
A twelve (12) month Parentalleave of absence withouY pay shall be granted to a
natural pazent or an adoptive parent who requests such leave in conjunction with
the birth or adoption of a child. Such leave may be extended an additionai twelve
(12) months by mutual agreement between the employee and the Employer.
Refusal on the part of the Bmployer to grant an extension of such leave shall not
be subject to the provisions of Articie 6 of this agreement.
Employees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the beginning
of their lea�e.
27
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.9 An employee shall be granted up to a total of sixteen (16) hours during a school
year to attend school conferences or classroom activities related to the employee's
child, provided the conferences or classroom activities cannot be scheduled during
non-work hours.
When the leave cannot be scheduled during non-work hours and the need for the
leave is foreseeable, the employee must provide reasonable prior notice of the
leave and make a reasonable effort to schedule the leave so as not to disrupt
unduly the operations of the Employer. An employee shall be aliowed to use
vacation or compensatory time for this leave; otherwise, this leave shall be
without pay.
16.10 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to
480 hours of voluntary leave 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 or she were on the payroll.
Any leave of absence granted under this provision is subject to the approval of the
Department Head.
m
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ARTICLE 17 - MILTTARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the
Naval Militia or any other component of the militia of the Staie, now or hereafter
organized or consrituted under state or federallaw, or who shall be a member of
the Off'icer's Reserve Corps, the Enlisted Reserve Corps, the Navat Reseroe, tke
Marine Corps Reserve or any other reserve component of the military or naval
force of the United States, now or hereafter organized or constituted under
Federal law, shall be entitled to leave of absence from employment without loss
of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for
all the time when such employee is engaged with such organization or component
in training or active service ordered or authorized by proper authoriry pursuant to
law, whether for state or federal purposes, provided that such leave shall not
exceed a total of fifteen (15) days in any calendar year and, further provided that
such leave shall be aIlowed only in case the required military or naval service is
satisfactorily performed, which shall be presumed unless the contrary is
established.
Such lea�e shall not be allowed unless the employee (1) returns to his/her
position immediately upon being relieved from such military or aaval service and
not later than the expiration of time herein limited for such leave, or (2) is
prevented from so returning by physical or mental disability or other cause not
due to such employee's own fault, or (3) is required by proper authority to
continue in such military or naval service beyond the time herein limited for such
]eave.
29
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ARTICLE 18 - MANAGEMENT RIGHTS
18.1 The Union recognizes the right of the C�ty to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate
authorities. All rights and authority which the City has not of�cially abridged,
delegated or modified by this agreement are retained by the C�ty.
182 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion
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 of personnel.
30
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ARTICLE 19 - SEIVIORITY
19.1 Seniority, for the purpose of this agreement, shall be defined as follows: The
length of continuous; regular and probationary service witb the Employer from the
date an employee was first certified and appointed to a class title covered by this
agreement, it being further understood that seniority is confined to the current
class assignment held by an employee. In cases where two or more employees are
appointed to the same class tide on the same date, the seniority shall be
determined by employee's rank on the eligible list from which certification was
made.
19.2 Seniority shall terminate when an employee retires, resigns, or is discharged.
19.3 In the event it is determined by the Employer that it is necessary to reduce the
work force, employees will be laid off by class title within each department based
on inverse length of seniority as defined above.
However, when layoff occurs in any of the titles listed below under Column A,
layoff shaIl be based on inverse length of total seniority in all tities fisted on the
conesponding line under Column B. The Auman Resources Department will
identify such least senior employee in that title in the departrnent reducing
positions, and shall notify said empioyee of his/her reduction from the
department.
If tt�ere are any vacancies in any of the titles under Column B on which seniority
was based, in any other City Department, the Human Resources Department shall
place the affected employee in such vacancy. If two or more vacant positions are
available, the Human Resources Department shall decide which vacant positions
the affected employee shall fill. If no vacancy exists in such titles, then the least
senior City employee in such titles shall be identified, and if the employee
affected by the original departmental reduction is more senior, he/she shall have
the right to claim that position and the least senior City employee in such titles
shall be the employee laid off. For the purposes of this Article, the Board of
Education is not included as a City department nor is a Board of Education
employee included as a City employee.
31
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ARTICLE 19 - SENIORITY (Continued)
Column A
Accounting Machine Operator I
Accounting Machine Operator II
Cashier I
Cashier II
Cierk I
Clerk II
Clerk-Typist I
Cierk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Column B
Accounting Machine Operator I,
Accounting Machine Operator II
Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Typist I, Clerk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Clerk-Stenographer II
Data Entry Operator I,
Data Entry Operator II
19.4 In cases where there are promotionai series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be reduced, employees who have
held lower titles which are in this bargaining unit will be offered reductions to the
highest of these titles to which class senioriry would keep them from being laid
off, before layoffs aze made by any class title within any department.
19.5 In cases where an employee to be laid off has heid no regular appointment in a
lower title in the same promotional series as his/her current title, that employee
wili be offered a reduction to the title within the bargaining unit to which he(she
was regularly appointed immediately prior to his/her current title, so long as there
is either a vacancy or, if no vacancy exists, a less senior employee in such title
may be displaced. In cases where an employee to be laid off has held no regular
appointment to any titles immediately prior to his/her current title, said employee
shall be laid off,
The employee reducing into a title formerly held must satisfactorily complete a
six-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to his/her former title and shali be
laid off, but such employee's name will be placed on the reinstatement register in
his/her former titie and "bumping" rights herein shall not again apply to such
employee.
32
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ARTICLE 19 - SENIORITY (Continued)
This procedure will be followed by the City for City employees, and by the Board
of Education for Board of Education employees; however, City employees being
reduced or laid off may not displace Board of Education employees; Board of
Education employees being reduced or laid off may not displace City employees.
19.6 It is understood that such employees will pick up their former seniority date in
any class of positions which they previously held.
19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
eacpire after two years of layoff.
19.8 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communication Center, and/or Records, shall be allowed to bid
for work shifts (i.e. midnights, days and afternoons}, on the basis of senioriry when
a vacancy occurs within the employees' classification in their division.
33
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ARTICLE 20 - DISCIPLINE
20.1 The Employer will discipline employees for just cause only.
Discipline will be in the form of:
20.1(1) Oral reprimand;
26.1(2) Written reprimand;
20.1(3) Suspension;
20.1(4) Reduction;
20.1(5) Discharge
20.2 Suspensions, reductions and discharges will be in written form.
20.3 Employees and the Union will receive copies of written reprimands and notices of
suspension and dischazge.
20.4 Employees may examine all information in their Employer personnel files that
concems work evaluations, commendations and/or disciplinary actions. Files may
be examined at reasonable times under direct supervision of the Employer.
20.5 Discharges will be preceded by a five (5) working day preliminary suspension
without pay. During said period, the employee and/or Union may request, and
shall be entitled to, a meeting with the Employez representative who initiated the
suspension with intent to discharge. During said five (5) working day period, the
Employer may affirm, modify or withdraw the suspension and discharge.
20.6 An employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that a Union representative be present.
20.7 Grievances relating to this Article shall be processed in acwrdance with the
grievance procedure under Article 6.
34
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ARTICLE 21 - VACANCIES
21.1 The Office of Human Resources will inform all departments that the department's
timekeeper shall post notices of all job vacancies in their department at least five
days before submitting a requisition to the Office of Human Resources.
35
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ARTICLE 22 - NO STRTKE - NO LOCKOUT
22.1 Neither the Union, its of5cers or agents, nor any of the employees covered by this
agreement will engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full performance of their duties during the
life of this agreement, except as specifically allowed by the Public Employment
Labor Relations Act. In the event of a violation of this Article, the Employer will
warn employees of the consequences of theu action and shali instruct them to
immediately return to their normal duties.
Any employee who fails to return to his/her duties witbin twenty-faur (24) hours
of such warning may be subject to the penalties provided in the Public
Employment Labor Relations Act.
22.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Empioyer and/or its appointing authorities during the life of this
agreement.
�
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ARTICLE 23 - SEVERANCE PAY
23.1 The Employer shaIi provide a severance pay program as set forth in this Article.
23.2 To be eligible for the severance pay program, an employee must meet the
foIlowing requirements:
23.2(1) The employee must be 58 years of age or older or must be eligible
for pension under the "rule of 85" or the "rule of 90" provisions of
the Public Employees Retirement Association (PEI2A). The "rule
of 85" or the "rule of 90" criteria shall aLso apply to employees
covered by a public pension plan other than PERA.
23.2(2) The employee must be voluntarily sepazated from C�ty employment
or have been subject to sepazation by lay-off or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason aze not eligible for the G�ty severance pay program.
23.2(3) The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at the time
of separation. For the purpose of this Article, employment in either
the City or in the Independent School Disuict No. 625 may be used
in meeting this ten (10) year service requirement.
23.2(4) The employee must file with the Director of Human Resources a
waiver of reemployment wluch will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type), with the City or with
Independent School District No. 625.
23.2(5) The employee must have accumulated a minimum of s'vcty (60) days
of sick leave credits at the time of his/her separation from service.
23.3 If an employee requests severauce pay and if the employee meets the eligibility
requirements set forth above, he or 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 separarion for each day of accrued sick leave, subject to
a maurimum of 200 accrued sick leave days.
23.4 The m�imum amount of money that any empioyee may obtain through this
severance pay program is $6,500.
K�l
a�-���-�
ARTICLE 23 - SEVERANCE PAY (Continued)
23.5 For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if at the time of hisJher death the
emplayee would have met all of the requirements set forth above, payment of the
severance pay will be made to the employee's estate or spouse.
23.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent Schooi District No. 625 employment is not
considered a separation of employment, and such transferee shall not be eligible
for the G�ty severance program.
23.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of C�ty Ordinance No. 11490.
23.8 This severance pay program shall be subject to and governed by the provisions of
C`ity Ordinance No. 11490, except in those cases where the specific provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Article shall control.
23.9 The provisions of this Article shall be effective as of December 24, 1983.
23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting the qualifications of this Article or City Ordinance No. 11490, as
amended by Ciry Ordinance No. 16303, section 1, section 6, draw severance pay.
However, an election by the employee to draw severance pay under either this
Article or the ordinance shall constitute a baz to receiving severance pay from the
other. Any employee hired after December 31, 1983 shall only be entitied to the
benefits of this Articie upon meeting the qualifications herein.
23,11 Sections 23.12 through 23.18 shall apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement.
23.12 The Employer shall provide a severance pay program as set forth in Sections
23.13 through 23.20.
23.13 To be eligible for the severance pay program, an employee must meet the
following requirements:
23.13(1) The empioyee must be voluntarily separated from City employment or
have been subject to separation by layoff or compuisory 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.
�
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.13(2) The employee must fiIe with the D'uector of Human Resources a waiver
of reemployment which will clearly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type), with the C�ty or with Independeat School District No. 625.
23.13(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his/her separation from service.
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or 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 subject to
maximum as shown below based on the number of years of service in the City.
Years of Service with the City
At I.east 20
21
22
23
24
25
Maximum Severance Pay
� 5,000
6,000
7,000
8,000
9,000
10,000
23.15 For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if at the time of his/her death the
employee would have met all of the requirements set forth above, payment of the
severance pay shall be made to the employee's estate or spouse.
23.16 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not
considered a sepazation of employment, and such transferee sha11 nat be eligible
for the City severance program.
23.I7 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11490.
23.18 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 11490 excepT in those cases where the specific provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Article shall control.
39
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.19 Notwithstanding Section 23.11, employees appointed prior to January l, 1990 to a
title covered by this agreement who meet the qualifications as defined in Sections
23.13 and 23.14, may elect to draw severance pay under the provisions of Section
23.14. However, an election by an employee to draw severance pay under Section
23.14 shall constitute a bar to drawing severance pay under any other provision
set forth in this agreement.
23.20 Employees appointed on or after 7anuary 1, 1990 to a title covered by tlus
agreement shall not be eligible for any severance pian provisions other than the
provisions as set forth in Sections 23.11 thru 23.19.
.�
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ARTICLE 24 - TEMPORARY EMPLOYEES
24.1 IY is recognized that Yemporary empioyees aze wiYhin the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
employees shaII not have or acquire any rights or benefits other than specifically
provided by the provisions of the Civil Service Rules and/or the Saint Paul Sa1ary
Plan and Rates of Compensation.
41
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ARTICLE 25 - NONDISCRIMINATION
25.1 The terms and conditions of this agreement will be applied equally to employees
without regard 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.
25.2 Employees will perform their duties and responsibilities in a nondiscriminatory
manner as such duties and responsibilities involve other employees and the
general public.
L�►
a�-l�b
ARTICLE 26 - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or wiltful or wanton neglect of duty, the
Empioyer shall defend, save harmless and indemnify employees against tort claims
or demands, whether groundless or otherwise, arising out of alleged acts or
omissions occurring in the performance or scope of the employee's duries.
26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying
any legai service fee, or for providing any
action where the employee is the Plaintiff.
Iegal service arising from any legai
43
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ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
271 In the case of a serious illness or disability of a parent or household member, the
Head of the Department shall grant leave with pay in order for the employee to
care for or make arrangements for the care of such sick or disabled persons.
Such paid leave shall be drawn from the employee's accumulated sick leave
credits. Use of such sick leave shall be limited to 40 hours per incident.
An employee may use sick leave for absences due to an illness of the employee's
child for such reasonable periods as the employee's attendance with the child may
be necessary, on the same terms the employee is able to use sick leave for his or
her own illness. An employee may also use up to forty (40) hours per incident to
arrange for the care of a seriously ill or disabled child.
27.2 The Head of the Department or the Human Resources Director may require a
physician's certificate or additional certificates at any time during an employee's
use of sick leave for the purposes stated in Section 27.1 above. Ali such
certificates shall be forwazded by the appointing officer to the Human Resources
Office.
If an employee is absent because of the provisions of Section 27.1 for three or
fewer calendar days he/she shall submit to the Head of the Department a
certificate signed by the employee stating the nature of the child, parent, or
household member's sickness. If the sickness continues for more than three
calendar days, no further sick leave shall be granted unless or until 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 of the person's sickness is submitted and approved by the Head
of the Department and forwarded to the Human Resources Office.
27.3 No sick leave shall be granted for the above reasons unless the employee reports
to his/her Department Head the necessity for the absence not later than one-half
hour after his/her regularly scheduled time to report for work, unless he/she can
show to the satisfaction of the Department Head that the failure to report was
excusable.
27.4 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.
..
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ARTICLE 28 - SAFETY
The Employer and employees shall cooperate in the enforcement of all applicable
reguiations for the enforcement of job safety. If an employee feels that his/her
work duties or responsibilifies require such employee to be in a situation that
violates state safety laws or legally promulgated standards, the matter shall be
immediately considered by the Employer,
For those employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $40.00 per calendar year toward the purchase of
such shoes or boots.
45
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ARTICLE 29 - UIVIFORM ALLOWANCE
29.1 Employees worldng in the title of Animal Control O�cer and who are required to
wear a specified uniform shall receive a ciothing allowance of $360.00 per
calendar year.
29.2 Employees working in the title of Telecommunicator or Police Dispatcher and
who aze required to wear a specified uniform shall receive a uniform allowance of
$110.00 per calendar year.
29.3 The Employer shall deternrine the process for the payment of such uniform
aliowances.
.,
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ARTICLE 30 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees
working in "Special Employment" titles recognized by the Bureau of Mediation
Services as beiag appropriately included in this bazgaining unit shall be eligible
for benefits under this agreement on the same basis as all other employees
covered by ttris agreement.
!�
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ARTICLE 31 - TERMS OF AGREEMENT
31.1 Complete AGREEMENf and Waiver of Bargaining - This agreement sball
represent the complete agreement between the Union and the Employer. 'The
parties aclmowledge that during the negotiafions which resulted in this agreement,
each had the unlimited right and opportunity to make requests and proposals with
respect to any subject or matter not removed 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 right and opportunity are set forth in this
agreement. Therefore, the Employer and the Union, 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.
31.2 Savings Clause - This agreement is subject to the laws of the United States, the
State of Minnesota, and the C7ty of 3aint Paul. In the event any provision of this
agreement shall hold to be contrary to law by a court of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision sha11 be voided. All other provisions shall continue in
fuil force and effect.
31.3 Term of Agreement - This agreement shall be in full force and effect from January
1, 1995 thru December 31, 1996, and shall be automatically renewed from year to
year thereafter unless either party shail notify the other in writing that it desires
to modify or terminate this agreement. In witness whereof, the parties have
caused this agreement to be executed this 6th day of September, 1995.
Lf.3
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ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.4 Ttus constitutes a tentative agreement between the parties which will be
recommended by the City Negoriator, but is subject to the approval of the
Administration of the City and the City Council, and is also subject to ratification
by Local Union No. 2508.
WITNESSES:
FOR THE CITY LOCAL TTNION NO. 2508, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COiTNTY AND
MUNICIPAL ENIl'LOYEES AFL-CIO
Mary
Director of Labor Relarions
�����
Luanne Kosldnen
Business Representative
�
CherylO' gan
President
,.
'�5- (�(��7
APPENDIX A
GRADE 04U
(318) REFECTORY ATTENDANT
Effective
12-24-94 7.80
12-23-95 7.96
GRADE 06U
(972) LIBRARY AIDE
After After Afrer After
1040 2080 4160 6240
Effective Starting hours hours hours hours
12-24-94 7.86 8.15 8.40 8.68 8.98
12-23-95 8.02 8.31 8.57 8.85 9.16
GRADE 007
(SO4) CLERICAL TRAINEE
(242) LABORATORY HELPER
(083A) MAINTENANCE TRAINEE
(SU7) TRAINEE(STOREHOUSE)
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4} (5) (6) (7} (8) (9) {10)
12-24-94 641.82 664.42 686.09 710.51 734.92 762.90 777.40 794.57 804.75 814.93
12-23-95 654.66 677.71 699.81 724.72 749.62 778.16 792.95 822.62 833.16 843.70
GRADE 008
(084A) COUNSELOR AIDE TRAINEE
(OSSA) MANAGEMENT TRAINEE
(087A) TECHNICAL TRAINEE
Effective
12-24-94
12-23-95
656.27 679.79 699.6'7 724.07 752.08 777.40 794.57 811.74 821.93 832.10
669.40 693.39 713.66 738.55 767.12 792.95 810.46 84039 850.95 861.47
GRADE 009
(111) CLERK I
Effective
12-24-94
12-23-95
668.93 691.53 716.85 74034 768.33 794.57 811.74 831.22 841.40 851.59
682.31 70536 731.19 755.15 783.70 810.46 827.97 860.56 871.10 881.65
- A1 -
�5
APPENDIX A (Continued)
GRADE 010
(100) SERVICE WORKER II
A B C D E F 10-yr. 15 yr. 20-yr. 25 yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 684.30 706.92 728.58 754.79 779.20 808.11 830.23 850.73 860.90 871.09
12-23-45 697.99 721.06 743,15 769.86 794.78 824.27 846.83 880.76 891.29 901.84
GRADE 011
(I21) CLERK-TYPIST I
(314) PARK GUIDE
Effective
12-24-94
12-23-44
694.22 718.65 744.84 770.16 798.15 830.23 850.73 869.26 879.45 889.62
708.10 733.02 '754.74 760.24 785.56 846.83 867.74 899.95 910.50 921.02
GRADE 012
(579) DATA ENTRY OPEItATOR I
Effective
12-24-94
12-23-95
710.51 734.92 762.90 790.03 818.50 850.73 869.26 891.23 901.39 911.58
724.72 749.62 778.16 805.83 834.87 867.74 886.65 922.69 933.21 943.76
GRADE 016
(112) CLERK II
(118) CLERK STENOGRAPHER I
(329A) STOREROOM ASSISTANT
Effective
12-24-94
IZ-23-95
771.97 800.88 831.22 86339 900.71 938.67 962.88 990.29 1000.481010.65
787.41 816.90 847.84 880.66 918.72 957.44 982.14 102525 1035.80 1046.32
GRADE 017
(Sll) *PARKING METER MONTfOR
(267A) PARHING ENFORCEMENT OFFICER
(267P) PARHING ENFORCEMENT OFFICER-POLICE
Effective
12-24-94
12-23-95
790.03 818.50 850.73 883.91 922.85 963.98 992.411016.64 1026.821037.00
805.83 834.87 867.74 901.59 941.31 983.26 1012.26 1052.521063.071073.61
GRADE 018
(122) CLERK TPPIST II
(480A) CI.ERK TYPIST II {BI-LINGUAL)
(391) REGISTRATION CLERK
Effective
12-24-94
12=23-95
805.40 833.23 873.16 909.16 947.09 990.291015.61 1043.01 1053.201063.37
821.51 849.89 890.62 927.34 966.03 1010.10 1035.921079.83 1090.37 1100.91
�
a
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APPENDIX A (Continued)
GRADE Q19
(577) ACCOLTNTING CLERK I
(319) PARKING METER COLLECTOR I
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 825.33 855.59 891.23 931.27 972.401015.61 1043.011069.371079.54 1089.73
12-23-95 841.84 872.7� 404.�5 449.90 491.85 1�35.921�63.871107.121117.651128.19
GRADE 020
(970) FIRE PROPERTY CLERK
Effective
12-24-94 84291 883.17 918.60 957.64 999.76 1044.05 1072.521100.97 1111.15 1121.33
12-23-95 &59.77 900.83 93b.97 976.741�19.761064.931093.971139.83115037116�.42'
GRADE 021
(119) CLERK-STENOGRAPHER II
(176A) COMPUTER OPERATIONS ASST-LIB
(142A) REFECTORY SUPERVISOR
(537) ZOO KEEPER I
Effective
12-24-94
12-23-95
863.39 900.71 938.67 979.771625.081064.37 1098.881128.401138.581148.76
880.66 918.72 957.44 999.371045.58 1090.76 1120.86 1168.23 1178.771189.32
GRADE 022
(580) DATA EIVTRY OPERATOR II
(681) PROPERTY CLERK
(438) STORES CLERK
Effective
12-24-94
12-23-95
883.91 922.85 963.98 i011.38 1055.65 1102.06 1132.62 1163.17 1173.3'7 1183.54
901.59 941.31 983.26 1031.61 1076.76 1124.10 1155.27 1204.23 1214.79 122532
GRADB 023
(ll3) CLERK III
(910) PARK CONCESSION SUPERVISOR
(547A)SWIMMING POOL SUPVR (OXFORD POOL)
Effective
12-24-94
12-23-95
909.16 947.09 990.291033.531080.98 1126.271157.901187.411197.591207.77
927.34 966.03 1010.10 1054.20 1102.60 1148.8Q 1181.a6 1229.33 1239.86 125�.41
�
q5- lo��
APPENDIX A (Continued)
GRADE 024
(004) ACCOUNTING CLERK II
(123) CLERK-TYPIST III
(374A) EDP AIDE
(300) METER READER
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 933.36 975.53 1016.641063.02II12.591160.021192.681224.311234.491244.6
12-23-95 952.03 995.041036.971084.281134.841183.221216.53 1267.53 1278.0'I1288.60
GRADE 025
(044) ASSISTANT Sin'V OF WTR BILLING
(120) CLERK-STENOGRAPHER III
(381A) CUSTOMER SERVICE REP
(15� DUPL EQUIP OPERATOR
Effective
12-24-94 956.58 997.681043.Q11088341134.711185311219.031251.731261.901272.0
12-23-95 975.711017.631063.871110.111157.401209.021243.411295.911306.451316.
GRADE 026
(166) COMPUTER OPERATOR
(320) PARKING METER COLLECTOR II
Effective
12-24-94 982.941027.161072.521121.011171.611223.251255.93129�.741300.93131
12-23-95 1002.60 1047.70 1093.97 1143.43 1195.04 1247.72 1281.05 I336.30 1346.85 135739
GRADE 028
(434) CASHIER
(433j STOREKEEPER
Effective
12-24-94 1011.38 1055.65 1102.06 1154.72 1205.33 126121 1295.99 1336.05 1346.23 1356.41
12-23-95 1031.61 1076.76 1124.10 1177.81 1229.44 1286.43 1321.91 1383.21 1393.75 1404.29
GRADE 029
(045A) CLERK IV
{423A) PAYROLL CLERK
(538) ZOO KEEPER II
Effective
12-24-94 1035.62 1086.24 1134.71 1189.54 1243.29 1302.30 1339.22 1375.05 1385.24 1395.42
12-23-95 1056.33 1107.96 1157.40 1213.33 1268.16 1328.35 1366.00 1423.59 1434.13 1444.68
a
..
�
���
IJ i
APPENDIX A (Continued)
GRADE Q30
(203A) AI3IMAI, CONTROL OFFICER
(300A) ELECfIONS ASSISTANT
(32� PAYROLL AUDTT CLERK
(149A) PROCUREMENT SPECIALIST TRAINEE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
E�e�t��e (i> (z) t (a) (s) (6) (�) (s) ( (io)
12-24-94 1066.23 1113.66 1164.20 122222 1278.07 1337.12 1374.00 1413.02 1423.20 1433.38
12-23-95 1087.55 1135.93 1187.48 1246.66 1303.63 1363.86 1401.48 1462.90 1473.43 1483.98
GRADE 031
(073) BL7ILDING PERMIT CLERK
(070) CHIEF METER READER
(541A) HUMAN RESOURCES RECORDS CLERK
(965) LICENSE CLERK
(248A) SECRETARY
Effective
12-24-94 1094.65 1143.15 1196.90 1251.73 1311.81 1372.95 1411.92 1448.85 1459.03 1469.22
12-23-95 1116.54 116b.01 1220.84 1276.76 1338.05 1400.41 1440.16 1560.00 1510.53 1521.08
GRADE 032
(150A) PROCUREMENT SPECIALIST
(249A) SECRETARY (STENOGRAPHER)
(431A) SENIOR COMPUTER OPERATOR
(541) STOREROOM SUPERVISOR
(202A) TELECOMMUNICATOR
Effective
12-24-94
12-23-95
112521 1178.97 1231.68 1289.68 1349.76 1413.02 1454.12 1495.23 1505.42 1515.59
1147.71 1202.55 1256.31 1315.47 1376.7b 1441.28 148320 1548.01 1558.56 1569.09
GRADE 033
(382A) C[3STOMER SERVICE SENIOR REP
(157) DUPL EQUIP OPR SUPERVISOR
(305A) PAYROLL SYSTEM SUPERVLSOR
(138A) VEHICLE MAINT CLERK
Effective
12-24-94
12-23-95
1155.77 1211.68 1267.55 1325.50 1387.71 1454.12 1495.23 153632 1546.49 1556.65
1178.89 1235.91 1292.90 1352.01 1415.46 1483.20 1525.13 1590.56 1601.08 1611.63
�
9�- to��
APPENDIX A (Continued)
GRADE 034
(506) CLERICAL SUPERVISOR
A B C D E F 10 yr. 15-yr. 20-yr. 25 yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 1189.54 1243.29 130230 136136 1425.64 1495.23 1536.32 1579.55 1589J2 1599.92
12-23-95 1213.33 1268.16 1328.35 1388.59 1454.15 1525.13 1567.05 163531 1645.83 1656.40
GRADE 035
(SOOA) POLICE DISPATCHER
Effective
12-24-94 1222.22 1278.07 1337.12 1401.43 1466.76 1536.32 1579.55 1625.94 1636.13 1646.31
12-23-95 1246.66 1303.63 1363.86 1429.46 1496.10 1567.05 1611.14 168334 1693.88 1704.43
GRADE 037
(473) WATER BILLING SUPERVISOR
Effective
12-24-94 1290.74 1351.86 1414.07 1480.49 1551.08 1625.94 1671.23 1718.72 1728.89 1739.08
12-23-95 1316.55 1378.90 144235 1510.10 1582.10 1658.46 1704.65 177939 1789.92 1800.47
GRADE 37A
(276A) EMPLOYMENT TESTING COORDINATOR
Effective
12-24-94 1290.41 1352.01 1412.53 1480.58 1551.93 1654.98 1690.56 1735.94 1745.63 1755.32
12-23-95 1316.221379.05 1440.78 1510.19 1582.97 1688.08 1724.37 1797.22 1807.25 181729
The above Decembez 24, 1994 rates reflect an increase of two percent (2%) over the 7une 25,
1993 rates.
The above December 23, 1995 rates reflect:
i. An increase of two percent (2.0%) over the December 24, 1944 rates, and
2. An additional one and a half percent (1S%) increase to the 15, 20, and 25 year steps.
1
��
CouncilFile�t \ S � ( � `�
GreenS6eet# aZ � A' 7 �
Presented
Relerred To
RESOLUTION
Committee: Date
'0
1
2
3
4
RESOLVED, that the Council of the City of Saint Paul hereby approves
and ratifies the attached 1995 - 1996 Collective Bargaining Agreement between the City
of Saint Paul and I.ocal 2508, District Council 14, American Federation of State, County
and Municipal Employees, AFL-CIO.
Requested by Department of:
Ot15ce of Labor Relations
B � �c-e-a-----Q ,
Adoptedby Council: Date �� .� 3.�d.`i S
Adoption Certified by Council Secretary
By:
Date
Fo pp oved by City Attornep
sy: I.�•� �,aYJC�.
Appr ve bp Mayor fo S b 'ssion to Council
By:
By:
°I 5 - I o�Z
OEPARTMENTfOFFIGEIC011PbCYL DATE INfT1ATED ' ` � " � � �
LABOR RELATIONS 9-6-95 GREEN SHEE
INItIAU�ATE INRIALlOATE
CONTACT PERSON & PHONE a DEPARTMENT DIRECTOR � GTV COUNGL
ASSIGN CITYATTORNEY CITYCLERK
Y H. KEARNEY 266-6495 gUNBEPFOR
MUST BE ON COUNCIL AGEN�A BV (�ATE) ROUTING � BU�GET DIRECTOR � FIN. & MGT. SERVICES OIR.
OHOER � MAYOR (OR ASSISTAN'n �
TOTAL # OF SIGNATURE PAGES i (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTION REQUESTED .
This resolution approves the attached 1995-1996 Agreement between the City
of Saint Pau1 and AESCME, District Gouncil 14, Local 2508.
RECOMMENDAT�ONS� Apprave (A) or Fieject (R1 PERSONAL SERVECE CONTRACTS MUST ANSWER THE FOLLOWING �UESTIONS:
_ PLANNING COMMISSION _ qVIL SERVICE CAMMISSIDN �� Has this personRirm ever worked untler a corrtracR for this tlepartmeM?
_ CIB COMMITTEE _ YES NO
2. Has this personlflrm ever been a ciry employee'+
_ STAFF
— YES NO
� DiS7RICT COURi _ 3. Does this Ae«n/firm possess a sKill not normally possessetl by arty current city employee?
SUPPOPTSWHICHCOUNCILO&IECTIVE? YES NO
Ezplain all yes answers on separate sheet and attach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITV (Who, What, When, Where, Why).
See Attached.
ADVANTAGESIFAPPROVED
An Agreement in place through December, 1996.
DISA�VANiAGES IF APPAOVED�
None.
DISA�VANTAGES IF NOT APPROVED
No settlement reached and possible strike.
1995 - $517,963.00
TOTAL AMOUNT OF TRANSACTION $ 1996 — �6�5 � �$O.00 COS7/pEVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDIfdG SOURCE ACTIVITY NUMBER
FINANCIAL INFOFMATION' (EXPLAIN)
�t5-Io`�
1(a)_ Wages
Effective 12(24(94:
Effective 12J23/95:
Tentative Agreement
beriseen AFSCME Locals 1842 and 2508
and the City of Saint Paul
Auaust30, 1995
2% across the boazd increase
2°fo across che boazd increase
1(b). Step enhancement
Effective 12/23/95, a L�% increase will be added to the 15, 20 and 25 yeaz steps
2. Active Health Insurance
Effective for the January, 199� insurance, the City will contribute $172.96 for single, and
$326.22 for family.
Effective for the January, 1996 insurance, the City will contribute $180.91 for single, and
$336.41 for family. [l2epresents the amount of the single premium and 50% of the
premium increase for family in each yeaz.]
3.
�
Life Insurance
Effective for the January, 1996 insurance, the City wi11 provide an additional $5,0�� of
life insurance. This brings the totai to $2Q,0�0 of life insurance.
Article 1 - Recognirion {Clarification)
Update by adding new titles and deleting obsolete titles.
5. Article 3- Hours of Work (Clarification)
Amend Article 3.8 in the following way: '... such agreements shall be subject to the
provisions, , of the Fair Labor Standards Act.
F�
�
Article 9 -Vacation (Clarification)
Delete obsolete language of 9.4 regarding penahy for excess vacation carryover resultin�
from the vacation added in the 1994 agteement.
Article 19 - Seniority (Article 12 in Local 1842 contract)
Add new section Employees assigned to these divisions in the Police Department
Impound Lot, Properry Room, Communication Center, andlor
Records, shall be allowed to bid for work shifts (i.e. midnights,
days and afternoons), on the basis of seniority when a vacanc�°
occurs within the employees' classification in their division.
Article 31 - Terms of Agreement
Change dates to reflect 199�-1996 agreement
`� s - lo ��
Tentative Agreement
AuQust 30, 199�
Pa�e Two
9. Retiree Health Insurance (To repiace current Article 1�.2 through 10_7)
{Insurance Article is re-ordered and re-numbered as a result of changes}
A) No change for employees retiring by 12/31/9�.
B) Full time employees must meet the following requirements at the time of their
retirement to be eligible for the Employer contributions toward retiree health
insurance benefits described below:
( I) be receiving benefits from a public employee retuement act; AND
(2) have severed their relationship with the City of Saint Paul for reasons other
than misconduct; AND
(3) have completed at least 20 yeazs of service with the City of Saint Paul.
(C) For Early Retirees who meet the above qualifications, the City shall provide the
following monthly contributions:
(1) For those employees hired prior to 1/1/96, the City will contribuie:
Single contribution amount at time of retirement, not to exceed $350.
Family: $ 350
(2) For those employees hired on/after 1/1/96, the City will contribute $300.
(D) For Regulaz Retirees (65 and older) who meet the above qualifications, the City
shall provide the following monthly contributions:
(1) For those employees hired prior to 1/1/96, the City will cQnfcibute $550.
(2) For those employees hired onfafter 1/1/96, the City will cont�ibute $300.
10. Seciion 10.8 slaall be deieted except for the third paragraph, which states
If such retiree has completed at least ten (10) yeazs of service with the City, he/she may
purchase single or family health insurance coverage through the employer's insurance
program. The total cost of such insurance coverage shall be paid by the retiree.
qs - ti�oc.+�
Costs for 1995-199b Settlement with AFSCME Locals 2�08 and 1842
Clericat Technical
199�
Waaes (2%)
Health Ins.
Life Insurance
Total for 1995
1996
Wages (2°l0)
Step Enhance
(15, 20, 25 year)
Health Ins.
Total for 1996
$325,7�0
S 23,750
� 8350
$3�7,8�0
$332,300
� 93,050
57.050
$482,a00
1996
2. Wages (2%)
.I S% Health Ins.
0�% Life Inswance
2.20% Total for 1995
1996
2.00% Wages (2°10)
.56 Step Enhance
(15, 20, 25�year)
34% Health Ins.
2.90% Total for 1996
$270,900
$ 17,1�0
$ 5950
$294,000
$276,300
$ 77,350
40_650
$394,300
2.00%
.13%
64%
2.20%
2.00%
.56%
.30%
2.86%
The percentages listed represent percentages of the salary doliars.
Cumulative total, inclu3ing creep costs for steps, social security, pensions, etc., comes to the
following for each year.
1995 $517,960 $430,798
1996 $675,780 $556,400
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1995 - 1996
AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
LOCAL UNION 2508
DISTRICT COUNCIL 14
= OF TH� AMERICAN FED�RAT�OlV OF STATE, �
COUNTY AND MUlVICIPAL EIVIPLOYEES, AFL-CIO
,
x x aa,,x ... ,n_s- .,�, ..,. , w�.,., , .� .�a��.... .... t���. _ , �;:a°„
� 5 - IC��`7
INDEX
ARTICLE TITLE PAGE
Preamble.......................................... u
1 Recognition ........................................ 1
2 Check Off .......................................... 3
3 Hoursof Work ...................................... 4
4 Work Breaks ........................................ b
5 Holidays ........................................... 7
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . 8
7 City Mileage ....................................... 11
8 Residence ......................................... 13
9 Vacation .......................................... 14
10 Insurance ......................................... 15
11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 21
12 Employee Records .................................. 22
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
14 Wages ............................................ 24
15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
16 Leavesof Absence .................................. 26
17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
18 Management Rights ................................. 30
19 Seniority .......................................... 31
20 Discipline ......................................... 34
21 Vacancies ......................................... 35
22 No Strike-I�10 Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
23 Severance Pay ...................................... 37
24 Temporary Employees ................................ 41
25 Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
26 LegalServices ...................................... 43
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . 44
28 Safety ............................................ 45
29 Uniform Allowance .................................. 46
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Appendix A ....................................... A1
i
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.. . .
This agreement entered into by tlie City of Saint Paul, hereinafter refened to as
the Employer, and Loca1 Union 2508 affiliated with Council 14 and the American
Federation of State, Counry and Municipai Employees, AFL-CIO, hereinafter referred to
as the Union, has as its purpose the promotion of harmonious relations between the
Employer and the Union, the establishment of an equitable and peaceful procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and
other conditions of employment.
ii
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ARTICLE 1 - RECOGNITION
i.l
The Employer recognizes the Union as the sole and exclusive bargaining agent for
the purpose of establishing salaries, wages, hours and other conditions of
employment for all of its employees as outlined in the certification by the State of
Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No.
74-PR-61-A and as amended as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this agreement shall consist of the following:
All office, clerical, and administrative personnel who are employed by the City of
Saint Paul or who have their "terms and conditions of employment" established by
the governing body of the City of Saint Paul, and whose empioyment service
exceeds the lesser of 14 hours per week or 35 pezcent of the normal work week
and more than 67 work days per year, in the classifications of:
Accounting Clerk I
Accounting Clerk II
Animal Control Officer
Asst. Supv, of Water Biliing
Building Permit Clerk
Cashier
Chief Meter Reader
Clerical Supervisor
Clerical Trainee
Clerk I
Cleik II
Clerk III
Clerk IV
Clerk-Stenographer I
Cierk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Cierk-Typist II
Clerk-Typist II (bilingual)
Clerk-Typist III
Computer Operations Assistant
--Library
Computer Operator
Counselor Aide Trainee
Clxstomer Service Representative
C�stomer Service Senior Representative
Data Entry Operator I
Data Entry Operator II
Duplicating Equipment Operator
Duplicating Equipment Operator Supvr.
EDP Aide
Biections Assistant
Employment Testing Coordinator
Fire Property Clerk
Human Resources Records Cierk
Laboratory Helper
Library Aide
License Clerk
Maintenance Trainee
Management Trainee
Meter Reader
Modif'ied Duty Worker (Clerical)
Park Concession Supervisor
�� - �r���
ARTICLE 1 - RECOGNITION (Continued)
Park Guide
Paridng Enforcement Officer
Parking Enforcement Officer
-- Pofice
Pazldng Meter Collectar I
Parking Meter CoIIector II
*Pazldng Meter Monitor
Payroll Audit Clerk
Payroll Clerk
Payroll System Supervisor
Police Dispatcher
Procurement Specialist
Procurement Specialist Trainee
Property Clerk
Refectory Attendant
Refectory Supervisor
Registration Clerk
1.3
1.4
Secretary
Secretary (Stenographer)
Senior Computer Operator
Service Worker II
Storekeeper
Storeroom Assistant
Storeroom Supervisor
Stores Clerk
Swimming Pool Supervisor
— O�ord Pool
Technical Trainee
Telecommunicator
Trainee (Storehouse)
Vehicle Maintenance Clerk
Water Billing Supervisor
Zoo Keeper I
Zoo Keeper II
Any present or future employee who is not a Union member shal2 be required to
contribute a fair share fee for services rendered by the Union, and upon
notification by tfie Union, the Employer shall check off said fee from the earnings
of the employee and transmit the same to the Union. In no instance shall the
required contribution exceed a pro rata share of the specific eapenses incuned for
services rendered by the representative in relarionship to negotiations and
administration of grievance procedures. This provision shall remain operative
only so Iong as specifically provided by Minnesota law, and as otherwise legal.
The Union agrees to indemnify and hold harmless the Employer against 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
Section 1.3 of this Article.
2
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ARTICLE 2 - CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments
and once each month dues from the pay of those employees who individually
request in writing that such deductions be made. The amounts to be deducted
shall be certified to the Employer hy a representative of the Union 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.
2.2 The Union agrees to indemnify and hold harmless the Employer against 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 Empioyer under the provisions of
this Article.
3
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ARTICLE 3- AOURS OF WORK
3.1 The normal work day shall be seven and three/fourths (7 consecutive hours per
day, excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which
shail be paid.
3.2 The normal work week shall be five (5) consecutive normal work days in any
seven (7) day period.
3.3 For employees on a shift basis, this shall be construed to mean an average af
thirty-eight and three-fourths (38 hours per week.
3.4 This section shall not be constr¢ed as, and is not a guarantee of, any hours of
work per normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this Article
shall be "overtime work" and shall be done only by order of the Head of the
Department.
3.6 All employees in this bargaining unit shall be recompensed for work done in
excess of the normal hours established above in this Article by being granted
compensatory time on a time and one-half basis or by being paid on a time and
one-half basis for such overtime work. The overtime rate of one and one-half
shall be compuied on the basis of 1/80th of the biweekly rate.
3.7 Normal work schedules showing the employee's shifts, work days and hours shall
be posted on all departmenY bulletin boards at all times. It is aLso understood
that deviation &om posted work schedules shail be permissible due to
emergencies and acts of God, and overtime may be required.
�
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ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwitbstanding Sections 3.1 through 3.6, employees may, through mutual
agreement with the Employer, work schedules other than schedules limited by the
normal work day and work week as set forth in Sections 3.1, 3.2 and 3.3.
Overtime compensation for employees worldng under such agreements shall be
subject to the provisions of the Fair Labor Standards Act.
3.9 For employees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an arrangement must be
mutually agreed upon by the Employer and the employees involved. Vacation,
holiday and sick ]eave bene�ts for employees who share a position shall be
pro-rated based upon the percent of hours worked. Health insurance benefits
shall be administered in accoidance with the provisions of Article 10 of this
agreement. In the event that one of the employees participating in the shared
position is terminated or terminates employment, the Employer shall post the job
sharing vacancy for a period of ten (10) days. If at the end o£ ten (10) days such
vacancy cannot be filled, the Employer shall have the option of increasing the
remaining employee's work hours.
3.10 Sections 3.8 and 3.9 sha11 not be subject to the provisions of Article 6 of this
agreement.
5
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ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - All employees work schedules shall provide for a fifteen minute
rest period duriag each one-half shift. The rest period shall be scheduled by
management at appro�mateiy the middle of each one-fialf shift whenever this is
feasible.
4.2 If an employee is scheduled to work a full half shift beyond his/her regulaz
quitting time, he/she shall be entitled to the rest period that occurs during said
half shift.
G'7
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ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
I.abor Day
Veterans' Day
Thanksgiving Day
Day A£ter Thanksgiving
Christmas Day
Two floating holidays
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 falls on
a Saturday, the holiday shail be observed on the preceding Friday. Whenever any
of the holidays listed above falls on a Sunday, the holiday shall be observed on
the succeeding Monday. For employees assigned to a work week other than
Monday through Friday, the holiday shall be observed on the calendar date of the
holiday.
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time
during the contract year, sub}ect to the approval of the Department Head of any
employee.
5.3 Eligibility Requirements - In order to be eligibie for a holiday with pay, an
empioyee's name must appear on the payroil on any six working days of the nine
working days preceding the holiday; or an employee's name must appear on the
payroll the last wurking day before the holiday and on three other working days of
the nine working days preceding the holiday. In neither case shall the holiday be
counted as a working day for the purposes of this section. It is further understood
that neither temporary, emergency nor other employees not heretofore eligible
shail receive holiday pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday
pay only after such employee has been employed as a temporary employee for
siYty-seven (67) consecutive work days. No temporary employee shall be eligible
for any floating holidays.
7
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
61 The Employer shall recognize stewards selected in accordance with Union mles
and regulations as the grievance representatives of the bargaining unit. The
Union shall notify the Employer in writing of the names of the stewazds and of
their successors when so named.
6.2 It is recognized and accepted by the Employer and the Union that the processing
of grievances as hereinafter provided is limited by the job duties and
responsibiliries of the employees and shall therefore be accomplished during
worldng hours only when consistent with such employees' duties and
responsibilities. The steward involved and a grieving employee shall suffer no loss
in pay when a grievance is processed during worldng hours, provided the steward
and the employee have notified and received the approval of their supervisor to
be absent to process a grievance and that such absence would not be detrimental
to the work programs of the Employer.
b.3 The procedure established by this Article shall be the sole and exclusive
procedure for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this agreement. However, this Article
does not abridge grievance rights possessed by eligible Veteran's under applicable
Veterans' statutes.
6.4 Grievances sha11 be resoived in conformance with the foIlowing procedure:
Step 1- Upon the occurrence of an alleged violation of tbis agreement, the
employee involved (with or without the stewazd) shall atYempt to resolve the
matter on an informal basis with the employee's supervisor. If the matter is not
resolved to the employee's satisfaction by the informal discussion, it may be
reduced to writittg and referred to Step 2 by the Union. The written grievance
shall set forth the nature of the grievance, the facts on which it is based, the
aIleged section(s) of the agreement violated, and relief requested. Any alleged
violation of the agreement not reduced to writing by the Union within fourteen
(14) work days of the first occarrence of the event giving rise to the grievance
shall be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a
designated Employer supervisor sha11 meet with the Union Stewazd and attempt
to resolve the grievance. If as a result of this meeting the grievance remains
nnr esolved, the Employer shall reply in writing to the Union within seven (7)
work days foIIowing this meeting. The Union may refer the grievance in writing
to Step 3 within seven (7} work days foIIowing receipt of the Employer's written
answer.
�
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
Any grievance not refened in writing by the Union within seven (7) work days
following receipt of the Employer's answer shall be considered waived.
Step 3- Within seven (7) work 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, the Employee and the Steward and
attempt to resolve the grievance. Within seven (7) work days following this
meeting, the Employer shall reply in writing to the Union stating the Empioyer's
answer conceming the grievance. If as a resuit of the written response the
grievance remains unresolved, the Union may refer the grievance to Step 4. Any
grievance not referred in writing by the Union to Step 4 within seven (7} work
days following receipt of the Employer's answer shall be considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7)
work days after the response of the Bmployer in Step 3, by written notice to the
Employer, request arbitration of the grievance. The arbitration proceedings shall
be conducted by an arbitrator to be selected from a permanent panel pf five (5)
azbitrators. Arbitrators shall be selected by lot within twenry (20) work days after
notice has been given.
In the event the Employer and the Union cannot mutually agree to five (5)
arbitrators for the permanent panel, the parties will petition the Director of the
Bureau of Mediation Services for a list of ten (10) arbitrators for each panel
member for which the parties did not mutually agree. The parties shali
alternaYely strike names from such list(s), tbe Bmployer striking first, until one (1)
name remains. Vacancies occurring on the permanent panel during the life of
this agreement shall be filled by mutual agreement of the parties.
If the parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph. TUis arbitrator selection process shali be
effective only for the duration of this agreement unless both parties mutualiy
agree to extend such provisions.
At any time prior to the opening of an arbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation Services to
attempt to mediate a resolution of the dispute.
E
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.5 The arbitrator shall have no right to amend, modify, nnllify, ignore, add to, or
subtract from the provisions of this agreement. The azbitrator shall consider and
decide only the specific issue submitted in writing by the Employer and the Union
and shall have no authority to make a decision on any other issue not so
submitted. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the appIication of Iaws, rules
or regulations having the force and effect of law. The arbitrator's decision shall
be submitted in writing within thirty (30) days following close of the hearing or
the submission of briefs by the parties, whichever be later, unless The parties agree
to an extension. The deasion shall be based solely on the azbitrator's
interpretation or application of the elcpress terms of this agreement and to the
facts of the grievance presented. The decision of the arbitrator shall be final and
binding on the Employer, the Union, and the employees.
6.6 The fees and e�enses for the arbivator's services and proceedings shaIl be bome
equally by the Employer and the Union, provided that each party sha11 be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may canse such a record to
be made, provi@ing it pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual
agreement of the Employer and the Union.
6.8 It is understood by the Union and the Employer that a grievance, other than a
grievance arising from a disciplinary action, may be determined by either the
grievance procedure of this contract or by the provisions of the Civil Service
Rules of the City of Saint Paul. If an issue is determined by this grievance
procedure it shall not again be submitted for arhitration uuder the C`ivil Service
Rules. If an issue is determined by the provisions of the Civil Service Rules it
shall not again be submitted for azbitration under this grievance procedure.
6.9 The provisions of this Article 6 shali not apply to Section 3.9 of this agreement.
6.10 The Employer agrees to provide courtesy copies of all conespondence to the
Union Business Manager or Assistant Director to the President of Loca12508.
This section shall not be grievable.
E�17
axTTCr.E � _ ci� �L�G� a � - ��� �
7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of Ciry officers
and employees for the use of their own automobiles in the performance of their
duties, the following provisions are adopted.
7.2 Method of Camputation: To be eligible for such reimbursement, all officers and
employees must receive written authorizauon from the Department Head.
Type 1- If an empioyee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at the
rate of $4.00 per day for each day the employee's vehicie is actually used in
performing the duties of the employee's position. In addition, the employee shall
be reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an Employer
vehicle is available for the employee's use, but the employee desires to use
his/her own automobile, then the employee shall be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible foi any per diem.
Type 2- If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shali be reimbursed at the rate
of $4.00 per day for each day of work. In addition, the employee shall be
reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative detemunes that an Employer
vehicle is available for the employee's use, but the employee desires to use
his/her own automobile, then the employee shall be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible for any per diem.
This Section 7.2 shall become effective February 1, 1994.
7.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans who
are required to have their personal car available for C�ty business. Such parking
will be provided only for the days the employee is required to have his or her own
personal car availabie.
11
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ARTICLE 7 - CITY MILEAGE (Continued}
7.4 Rules and Regulations: The Mayor shali adopt rules and regulations governing
the procedures for automobiie reimbursement. Such rules and regulations shall
contain the requirement that recipients shati fiie daily reports indicating miles
driven and shall file monthiy a£fidavits stating the number of days worked and the
number of miles driven, and shall further require that they maintain automobile
liability insurance in amounts of not less than $200,000/$300,000 for personal
injury, an@ $25,000 for properly damage, or Hability insurance in amounts not less
than $300,000 single limit coverage, with the C7ty of Saint Paut named as an
additional insured. These rules and regulations, together with the amendment
thereto, shall be maintained on file with the City Clerk.
12
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ARTICLE 8 - RESIDENCE
8.1 The resolution pertaining to residency approved 3uly 26, 1974, under Council File
No. 273378 shall apply to all employees covered by this agreement.
13
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on
the payroIl, exciuding overtime.
Years of Service
lst year thru 4th year
Sth yeaz thru 9th year
lOth year thru ISth year
16th year thru 23rd yeaz
24th year and thereafter
Hours of Vacation
.03&5 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.1000 (26 days)
9.2 The Head of the Department may permit an employee to carry over up to one
hundred and iweniy (120) hours oF vacation into the following "vacatian year."
For the purpose of this article the 'bacation year" shall be the fiscal year (IItS
payroll reporting year).
9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Sub. Ii.
14
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ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer will continue for the period of this agreement to provide for
employees such health and life insurance bene�its as are provided by the
Employer at the time of execution of this agreement.
10.2 For each eligible employee covered by this agreement who is employed full-time
and who selects employee health insurance coverage provided by the Employer,
the Employer agrees to contribute $172.96 or the actuai cost, whichever is less,
per month toward the cost of such premium.
For each eligible full-time employee who selects family health insurance coverage,
the Employer will contribute the cost of such family coverage or $326.22 per
month, whichever is less. These contribution levels shall be effective for January,
1995 premiums.
10.3 Effective for the January, 1996 insurance premiums, for each eligible employee
covered by this agreement who is employed fuli-time and who selects employee
health insurance coverage provided by the Empioyer, the Employer agrees to
conuibute $180.41 or the actual cost, whichever is less, per month toward the cost
of such premium.
For each eligible full-time employee who selects family health insurance coverage,
the Employer will contribute the cost of such family coverage or $336.41 per
month, whichever is less toward the cost of such premium.
10.4 For the purpose of this Article, full-time employment is defined as appearing on
the payroll an a�erage of at least 32 hours per week for the twelve (12) month
period preceding the annual open enroilment or special enrollments or the s'v� (6)
month period preceding initial enrollment.
T'hree-quarter time employment is defined as appearing on the payroll an average
of at least 26 hours per week but less than 32 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or the
s� (6) month period preceding initial enroilment.
Half-time emplayment is defined as appearing on the payroli an average of at
least 2Q hours per week but less than 26 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or s'vc
(6) month period preceding initial enrollment.
1$
45 � IQ6�
ARTICLE 10 - INSURANCE (Continued)
10.5 For each eligible employee covered by this agreement who is employed half-time
and who selects employee health insurance coverage, the Employer agrees to
contribute fifry percent (50%) of the amount contributed for full-time empioyees
selecting employee coverage in the same insurance plan.
For each half-time employee who selects family health insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for
full-time employees selecting family health insurance coverage in the same
insurance plan.
For each eligible employee covered by this agreement who is employed
three-quarter time and who selects employee health insurance coverage, the
Employer agrees to contribute seventy-five percent (75%) of the amount
contributed for full-time employees selecring employee coverage.
For each three-quarter time employee who selects family health insurance
coverage, the Employer will contribute seventy-five percent (75%) of the amount
contributed for full-time employees selecting family health insurance coverage.
10.6 Notwitfistanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance
contributions as full-time employees. This Section 10.6 applies only to employees
who were emploged half-time during the month of December, 1985 and shall
continue to apply only as long as such employees remain continuously employed
half-time.
10.7 For each eligible employee, the Employer agrees to contribute the cost of $15,000
of life insurance coverage. Effective for the January, 1496 insurance premiums,
the Employer will increase this contribution to the cost of $20,000 of life
insurance.
10.8 The contributions indicated in this Article 10 shall be paid to the Employer's
Group Health and Welfare Plan.
10.9 Any cost of any premium for any City offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 10 shatl be paid by
the employee,
16
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ARTICLE 10 - INSURANCE (Continued)
10.1Q The Emgloyer will provide a system whereby the employee's contribution toward
the premiums for the employee selected health insurance coverages can be paid
on a pre-tax basis. Empioyees covered by tlus agreement will be eligible to
participate in the Flexible Spending Account as offered by the Employer. The
service fee charged to participating empioyees shall be paid by the employee.
10.11 Employees covered by this agreement shall be eligible to participate in the
Dependent Care Reimbursement Account offered by the Employer. The service
fee charged to participating employees shali be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the following conditions at the time of
retirement in order to be eligible for the Employer contributions, listed in
Sections 10.13 through 10.18 below, toward a health insurance plan offered by the
Employer:
10.12(1) Be receiving benefits from a public employee retirement act at the
time of retirement, and
10.12(2) Have severed his(her relationship with the City of Saint Paul for
reasons other than misconduct, and
10.12(3) Have completed at least 20 yeazs with the City of Saint Paul.
Early Retirees
10.13 This Section shall apply to employees who:
10.13(i) Retire on or before December 31, 1995, and
10.13(2) Haue not attained age 65 at retirement, and
10.13(3) Meet the terms set forth in Section 10.12(1) above, and
10.13(4) Have severed their relationship with the Ciry of Saint Paul under
one of the early retiree plans, and
10.13(5) Are 58 years of age and have completed 25 years of service, or
the combination of their age and years of service equals eighty-five
or more, or
have completed at least thirty (30) years of service with the City of
Saint Paui, and
10.13(6) Select a health insurance plan offered by the Employer.
17
�5 �l0��
ARTICLE 10 - INSURANCE (Continued)
10.13 (Continued}
Until such retirees reach s'vity-five (65) yeazs of age, the Employer agrees Yo make
the same contributions towazd their health and life insurance as the Employer
makes for active Employees under this agreement.
10.13(7} Fuli-time employees who were reguiarly appointed prior to January
2, 1990, aud who meet the conditions set forth in Sections 10.13(1-4)
and Section 10.13(6), but who meeY none of the conditions seT forth
in Section 10.13(5), shall be eligible for the following percentages of
the amount contributed by the Employer toward health insurance
for active employees in the same health plan.
Age plus
Years of Service
84
83
82
81
80
Contribnrion
Single
90%
80%
70%
60%
50%
Contribufion
Family
90%
80%
70%
60%
50%
10.13(8) The Employer wili provide for half time employees who were
regularly appointed prior to January 1, 1990 and who retire before
December 31, 1995, fifty percent (50%} of the health and Iife
insurance contributions provided by the Employer for full time
employees who retire under Section 10.13. Such contributions shall
continue until such retirees attain the age of 65.
When retirees who leave under the provisions of Section 10.13 attain the age of
65, the provisions of Section 10.16 shall apply.
10.14 This Secrion shall apply to fiill time employees who:
10,14(1) Retire on or after January 1, 1996, and
10.14(2) Were appointed on or before December 31, 1995, and
10.14(3} Have not attained age 65 at retirement, and
10.14(4) Meet the terms set forth in Section 10.12 above, and
10.14(5) Select a health insurance plan offered by the Employer
�
�5 - t���
ARTICLE 10 - INSURANCE (Continued)
Until such employees reach sixty-five
for ret'uees selecting single coverage,
contribution as is provided for active
this agreement. This amount, howev
(65) years of age, the Employer agrees that
the Employer will provide the same
employees selecting single coverage under
;r, shall not exceed $350 per month.
For employees selecting family health insurance coverage, the Employer will
contribute $350 per month towazd the premium for family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
When such eariy retiree attains age 65, the provisions of Section 10.17 will apply.
10.15 This Section shali apply to full time employees who:
10.15(i) Retire on or after January 1, 1996, and
10.15(2) Were appointed on or after January 1, 1996, and
10.15(3) Haue not attained age 65 at retirement, and
10.15(4) Meet the conditions of Section 10.12 above, and
10.15(5) Select a health insurance plan offered by the Employer.
Until such retirees reach sixty-five (65) years of age, the Employer agrees to
contribute a m�imum of $300.00 per month toward the cost of single or family
health insurance coverage. Any unused portion shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.18 shall apply.
Regular Retirees (Age 65 and over)
10.16 This Section shall apply to full time employees who:
10.16(1) Retire on or before December 31, 1495, and
10.16(2) Have attained age 65 at retirement, and
10.16(3) Meet the conditions of Section 10.12 above, and
10.16(5) Select a heaith insurance plan offered by the Employer.
The Employer agrees to contribute 100% of the single or family premium for any
health insurance plan offered by the Employer to regulaz retirees and their
dependents.
19
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ARTICLE 10 - INSURANCE (Continued)
Ttus Section shall aiso apply to eazly retirees who retired under the provisions of
Section 10.13 when such early retirees attain age 65.
101'7 This Section shall apply to full time employees who:
10.17(1) Retire on or after January i, 1996, and
10.17(2) Were appointed on or before December 31, 1995, and
10.17(3) Have not attained age 6S at retirement, and
10.17(4) MeeY the terms set forth in Section 10.12 above, and
10.17(5) Select a health insurance plan offered by the Employer
The Employer agrees to rnntribute a maximum of $550.00 per month toward the
premium for single or family health insurance coverage offered by the Employer
to regular retirees and their dependents. Any unused portion of the Employer's
contribution shall not be paid to the retiree.
This Section shall aiso apply to eariy retirees who retired under the provisions of
Section 10.14 when such retirees attain age 65.
10.18 This Section shall apply to full time employees who:
10.18(1) Retire on or after January 1, 1996, and
10.18(2) Were appointed on or after 7anuary i, 1946, and
10.18(3) Have not attained age 65 aT retirement, and
10.18(4) Meet the con@itions of Section 10.12 above, and
10.18(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maximum of $300.00 per month towazd the
cost of singte or famity health insurance coverage offered to reguiar retirees and
their dependents. Any unused portion shall not be paid to the retiree.
This Section shali also apply to early retirees who retired under the provisions of
Section 10.15 when such early retirees attain age 65,
10.19 If an empioyee does not meet the condition of Section 1012(3), but has
completed at least ten (10) years of service with the City, he/she may purchase
single or family health insurance coverage through the Employer's insurance
program. The total cost of such insurance coverage shall be paid by the retiree.
10.20 A retiree may noi carry his/her spouse as a dependent if such spouse is also a
City retiree or City employee and eligible for an@ is enrolled in the City hea2th
insurance program.
20
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance
10.21 The surviving spouse of an employee carrying family coverage at the time of
hisJher death due to a job connected injury or illness which was determined to
have arisen out of and in the course of hisiher employment under worker's
compensation law shall continue to be eligible for city contribution in the same
proportions as is provided for retired employees.
In the event of the death of an eazly retiree or a regulaz retiree, the dependents
of the retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of:
10.21(1) Subsequent remarriage of the surviving spouse of the deceased
employee or retiree.
10.21(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or
dependent shali have the right to maintain City health insurance for
the first ninety (90) days of said employment.
20(a)
Q5
ARTICLE 11 - WORKING OUT OF CLASSIFICATION
11.1 The Employer shall avoid, whenever 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) 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 s'vcteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of au employee to perform, on a fi�ll time basis, all of the significant
dufies and responsibilities of a position different from the employee's regular
position, and which is in a classification higher than the classificarion held by such
employee.
The rate of pay for an approved out-of-class assignment shall be the same rate the
employee would receive if such employee received a regular appointment to the
lugher classification.
11.2 For the foIlowing classifications, the provisions of Section 11.1 shall not apply to
performance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenographer I
Clerk-Typist I
Data Entry Operator I
Zookeeper I
21
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ARTICLE 12 - EMPLOYEE RECORDS
121 Any written reprimand made concerning any member of this Bargaining Unit
which is filed with the Office of Human Resources or within any C�ty department
shall be shown to the member before it is placed on file. Before the reprimand is
placed on file, the City shall request from the employee an acknowledgment, in
writing, that the reprimand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of such
file.
12.3 Any member of the bargaining unit may file a grievance or discrimination
complaint and there shall be no retaliation by the City of Saint Paul for such
action.
22
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ARTICLE 13 - BULLETIN BOARDS
131 The Employer shall provide reasonable bulletin space for use by the Union in
posting notices of Union business and activities. Said bulletin board space shall
not be used by the Union for political purposes other than Union elections. Use
of this bulletia boazd is subject to approval of the Department Head.
23
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ARTICLE 14 - WAGES
141 For purposes of this contract, the wage schedule shall be Append'vf A, attached
hereto. Both parties agree that the inclusion of the classi�cations and salary
ranges in AppendiY "A" does not preclude the Employer from the following:
1. Reorganizing
2. Abolishing classifications
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that titles and grades in Appendix A refer to employees in
the positions at the date of signing of the agreement. No employee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or
reclassification takes place.
24
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ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations and alI other general worldng conditions
shall be maintained at not less than tlie iugfiest minimum standard set forth in the
Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint
Paul Saiary Plan and Rates of Compensation at the time of the signing of this
agreement, and the conditions of employment shall be improved wherever specific
provisions for improvement are made elsewhere in this agreement.
ZS
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ARTICLE 16 - LEAVE5 OF ABSENCE
16.1 Leave of Absence - After three month's employment, an empioyee may make
application for a leave of absence not to exceed one year. A leave of absence
shall be granted on the basis established in the G�vil Service Rules (Resolution
No. 3250}.
16.2 Sick Leave - Sick leave shall accumulate at the rate of .0576 of a woridng hour for
each fuli hour on the payroil, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave the employee must report to his/her
supervisor no later than one-haif hour past hisJher regular scheduled starting
tirne. The granting of sick leave shall be subject to the terms and provisions of
Resolution No. 3250 of the City of Saint Paui.
For absences due to sickness of seven (7) or fewer calendaz days, the Employer
shall require a physician's certificate or additional certificates only when there is
reason to suspect abuse of sick leave or to verify that an employee is fit to return
to his or her position. The Employer's requirement of a certificate under this
section shall not be arbitrable.
16.3 Any employee who has accumulated sick lea�e credits as provided above shall be
granted leaue with pay for such period of time as the Head of the Department
deems necessary on account of sickness or injury of the employee, quarantine
established by a public health enforcement agency, death of the employee's
mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other
person who is a member of the hausehold; and may be granted leave with pay for
such time as is actually necessary for office visits to a doctor, dentist, optometrist,
etc.
16.4 Leave Without Pay - Any employee who engages in active service in time of war
pr other emergency declared by proper authority of any of the military or naval
forces of the state or of the United States for which leave is not otherwise allowed
by law shall be entitled to leave of absence from employment without pay during
such service with right of reinstatement and subject to such conditions as aze
imposed by law.
Such leaves of absence as are granted under Article 17 shall conform to
Minnesota Statutes, Section 192, as amended from time to time, and shall confer
no additional benefits other than those granted by said statute.
26
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Employees who are required during regular working hours to appear
in court as jurors or witnesses, except as a witness in their own behalf against the
Ciry, skall be paid their regular pay while so engaged, provided that any fees that
employees may receive from the court for such services shall be paid to the C`ity
and be deposited with the CYty Finance Director. Emplayees scheduled to work a
shift oYher than the normal daytime shift, shatt be rescheduled to work the normal
daytime shift during such time as is required to appear in court as a juror or
witness.
16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as
provided in the GTvil Service Rules, shall be granted one day of such leave to
attend the funeral of the employee's grandparent or �andchild.
16.7 An employee elected or appointed to a full time paid position by the exclusive
representative may be granted a leave of absence without pay for not more than
one year for the purpose of conducting the duties of the exclusive representative.
16.8 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul
shaIl be eligibie for the use of paid sick leave and unpaid leave of absence in the
same manner as any other disabled or ill CYty employee. Such paid sick Ieave
eligibiliry shalt begin upon certification by the employee's attending physician that
the employee is disabled in terms of her abiliry to perform the duties of her
position.
A twelve (12) month Parental leave of absence without pay shall be granted to a
natural parent or an adopiive parent who requests such leave in conjunckion with
the birth or adoption of a child. Such leave may be extended an additional rivelve
(12) months by mutual agreement between the employee and tha Employer,
Refusal on the part of the Employer to grant an extension of such leave shall not
be subject to the provisions of Article 6 of this agreement.
Employees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the beginning
of their leave.
27
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.9 An employee shall be granted up to a total of sixteen (16) hours during a school
year to attend school conferences or classroom activities related to the employee's
child, provided the conferences or classroom activities cannot be scheduled during
non-work hours.
When the leave cannot be scheduled during non-work hours and the need for the
leave is foreseeable, the employee must provide reasonabie prior notice of the
leave and make a reasonable effort to schedule the leave so as not to disrupt
unduly the operations of the Employer. An employee shall be allowed to use
vacation or compensatory time for this leave; othenvise, this leave shall be
without pay.
16.10 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to
480 hours of voluntary leave of absence without pay during the fiscai year.
During such leave of absence, the employee shall continue to eam and accrue
vacation and sick leaue, seniority credits and maintain insurance eligibility as
though he or she were on the payroli.
Any leave of absence granted under this provision is subject to the approval of the
Department Head.
�
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ARTICLE 17 - MILITARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the
Naval Miliria or any other component of the militia of the State, aow or hereafter
organized or constituted under state or federal law, or who shall be a member of
the Officer's Reseroe Corps, the Enlisted Reserve Corps, the Naval Reserve, the
Marine Corps Reserve or any other reserve component of the miliYary or naval
force of the United States, now or hereafter organized or constituted under
Federal law, shall be entitled to leave of absence from employment without loss
of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for
all the time when such employee is engaged with such organization or component
in training or active service ordered or authorized by proper authority pursuant to
law, whether for state or federal purposes, provided that such leave shall not
exceed a total of fifteen (15) days in any calendar yeas and, further provided that
such leave shall be allowed only in case the required military or naval service is
satisfactorily performed, which shall be presumed unless the contrary is
established.
Such leave shall not be ailowed unless the employee (i) returns to his/her
position immediately upon being relieved from such military or naval service and
not later than the eacpiration of time herein limitad for such leave, or (2) is
prevented from so returning by physical or mental disability or oYher cause not
due to such employee's own fault, or (3) is required by proper authority to
continue in such military or naval service beyond the time herein limited for such
leave.
29
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ARTICLE 18 - MANAGEMENT RIGHTS
18.1 The Union recognizes the right of the City to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate
authorities. All rights and authority which the C�ty has not officially abridged,
delegated or modified by this agreement are retained by the City.
18.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which inciude, but aze not limited to, such areas of discretion
or policy as the functions and programs of the Employer, its ovexall budget,
utilization of technology, and organizational structure and selection and direction
and number of personnel.
30
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ARTICLE 19 - SEIVIORPTY
19.1 Seniority, for the purpose of this agreement, shatl be de£ined as follows: The
length of continuous; regular and probationary service with the Employer from the
date an employee was fust certified and appointed to a class title covered by this
agreement, it being further understood Yhat seniority is confined to the current
class assignment held by an employee. In cases where two or more employees are
appointed to the same class title on the same date, the seniority shall be
determined by employee's rank on the eligible list from which certificadon was
made.
19.2 Seniority shall terminate when an employee retires, resigns, or is dischazged.
19.3 In the event it is determined by the Employer that it is necessary to reduce the
work force, employees will be laid off by class Utle within each department based
on inverse length of seniority as defined above.
However, when iayoff occurs in any of the ddes listed below under Cotumn A,
layoff shail be based on inverse length of total seniority in alt tittes listed on the
corresponding line under Column B. The Human Resources Department will
identify such least senior employee in that tiile in the department reducing
positions, and shall notify said employee of his/her reduction from the
department.
If there aze any vacancies in any of the titles under Column B on which seniority
was based, in any other City bepartment, the Human Resources Department shall
place the affected employee in such vacancy. If two or more vacant positions are
available, the Human Resources Department shall decide which vacant positions
the affected employee shall fill. If no vacancy e�rists in snch titles, then the Ieast
senior City employee in such titles shall be identified, and if the employee
affected by the original degartmental reducrion is more senior, he/she shall have
the right to claim that position and the Ieast senior City employee in such tifles
shall be the employee laid off. For the purposes of this Article, the Board of
Education is not included as a City department nor is a Boazd of Education
employee included as a City employee.
31
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ARTICLE 19 - SENIORITY (Continued)
Column A
Accounting Machine Operator I
Accounting Machine Operator II
Cashier I
Cashier II
Clerk I
Clerk II
Clerk-Typist I
Clerk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Column B
Accounting Machine Operator I,
Accounting Machine Operator II
Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Typist I, Clerk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Clerk-Stenographer II
Data Entry Operator I,
Data Entry Operator II
19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be reduced, employees who have
held lower titles which are in this bargaining unit will be offered reductions to the
highest of these titles to which class seniority wouid keep them from being laid
off, before layoffs are made by any class title within any department.
19.5 In cases where an employee to be laid off has held no regular appointment in a
lower title in the same promotional series as his/her current titie, that employee
will be o£fered a reduction to the title within the bargaining unit to which he/she
was regularly appointed immediately prior to his/her current titie, so long as there
is either a vacancy or, if no vacancy e�cists, a less senior employee in such title
may be displaced. In cases where an employee to be laid off has held no regular
appointment to any titles immediately prior to his/her current title, said employee
shall be laid off.
The employee reducing into a title formerly held must satisfactorily complete a
siac-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to his/her former title and shall be
laid off, but such employee's name will be placed on the reinstatement regster in
hisiher former title and "bumping" rights herein shall not again apply to such
employee.
32
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ARITCLE 19 - SE�ORITY (Continued)
This procedure will be followed by the City for C`ity employees, and by the Board
of Education for Board of Education employees; however, Ciry employees being
reduced or laid off may not dispiace Board of Education employees; Board of
Education employees being reduced or laid off may not dispiace City employees.
19.6 It is understood that such employees will pick up their former seniority date in
any class of positions which they previously held.
19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
e�ire after two years of layoff.
19.8 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communicarion Center, and/or Records, shall be allowed to bid
for work shifts (i.s. midnights, days and afternoons), on the basis of seniority when
a vacancy occurs within the employees' classification in their division.
33
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ARTICLE 20 - DISCIPLINE
20.1 The Employer will discipline employees for just cause only.
Discipline will be in the form of:
20.1(1) Oral reprimand;
20.1(2) Written reprimand;
201(3) Suspension;
20.1(4) Reduction;
20.1(5) Discharge
20.2 Suspensions, reductions and discharges will be in written form.
20.3 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
20.4 Empioyees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files may
be examined at reasonable times under direct supervision of the Employer.
2Q.5 Discharges wi11 be preceded by a five (5) working day preliminary suspension
without pay. During said period, the employee and/or Union may request, and
shall be entitled to, a meeting with the Employer representative who initiated the
suspension with intent to discharge. During said five (5} working day period, the
Employer may affirm, modify or withdraw the suspension and discharge.
20.6 An employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that a Union representative be present.
20.7 Grievances relating to this Article shall be processed in accordance with the
grievance procedure under Article 6.
34
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ARTICLE 21 - VACANCIES
21.1 The Office of Human Resources will inform alt deparfinents tflat the departmenPs
timekeeper shall post notices of all job vacancies in their department at Ieast five
days before submitting a requisition to the Office of Human Resources.
35
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ARTICLE 22 - NO STRIKE - NO LOCKOUT
22.1 Neither the Union, its officers or agents, nor any of the employees covered by this
agreement v✓ill engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full performance of their duties during the
life of this agreement, except as specifically allowed by the Public Employment
Labor Relations Act. In the event of a violation of this Article, the Bmployer will
warn employees of the consequences of their action and shall instruct them to
immediately retum to theu normal duties.
Any employee who fails to return to his/her duties within twenty-four (24) hours
of such waming may be subject to the penalties provided in the Public
Employment I,abor Relations Act.
22.2 No lockout, or refusal to allow employees to perform available work, shali be
instituted by the Employer and/or its appointing authorities during the life of this
agreement.
36
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ARTICLE 23 - SEVERANCE PAY
23.1 The Employer shall provide a severance pay program as set forth in tYris Article.
23.2 To be eligible for the severance pay program, an employee must meet the
following requirements:
23.2(1) The employee must be 58 years of age or older or must be eligible
for pension under the "rule of 85" or the "rule of 90" provisions of
the Public Employees Retirement Association (PERA). The "rale
of 85" or the "rule of 90" criteria shall aLso apply to employees
covered by a public pension plan other than PERA.
23.2(2) The employee mvst be voluntarily separated from City employment
or haue been subject to separarion by lay-off or compulsory
retirement. Those employees who aze discharged for cause,
miscanduct, inefficiency, incompetency, or any other disciplinary
reason are not eligibie for the City severance pay program.
23.2(3) The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at the time
of separation. For the purpose of this Article, employment in either
the City or in the Independent School District No. 625 may be used
in meeting this ten (20) year service reqnirement.
23.2(4) The employee must file with the Director of Human Resources a
waiver of reemployment which will cleazly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type), with the City or with
Independent School District No. 625.
232(5) The employee must have accumulated a m;n;mum of sixry (60) days
of sick ieave credits at the time of his/her sepazation from service.
23.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an
amount equal to one-half of the daily rate of pay for the position held by the
employee on the date of separation for each day of accrued sick leave, subject to
a ma7cimum of 200 accrued sick leave days.
23.4 The maYimum amount of money that any employee may obtain through this
severance pay program is $6,500.
37
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.5 For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if at the time of his f her death the
employee would have met all of the requirements set forth above, payment of the
severance pay will be made to the employee's estate or spouse.
23.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not
considered a separation of empioyment, and such transferee shall not be eligible
for the City severance program.
23.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of C�ty Ordinance No. 11490.
23.8 This severance pay program sha11 be subject to and governed by the provisions of
City Ordinance No. 11490, except in those cases where the specific provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Article shall control.
23.9 The provisions of this Article shali be effective as of December 24, 1983.
2310 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting the qualifications of this Article or City Ordinance No. 11490, as
amended by City Ordinance No. 16303, section 1, section 6, draw severance pay.
However, an election by the employee to draw severance pay under either this
Article or the ordinance shall constitute a bar to receiving severance pay from the
other. Any employee hired after December 31, 1983 shall only be entitled to the
benefits of this Article upon meeting the qualifications herein.
23.11 Sections 23.12 through 23.18 shall apply only to employees appointed on or after
3anuary 1, 1990 to a title covered by this agreement.
23.12 The Employer shall provide a severance pay program as set forth in Sections
23.13 through 23.20.
23.13 To be eligibie for the severance pay program, an employee must meet the
following requirements:
23.13(1) The employee must be voluntarily separated from CSty employment or
have been subject to separation by layoff or compulsory retirement.
Those employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the
C�ty severance pay program.
:
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.13(2) The employee must file with the D'uecTOr of Human Resources a waiver
of reemployment which will clearly indicate that by requesYing severance
pay, the employee waives att ctaims to reinstatement or reemployment
(of any type), with ttie City or with Independent Schoal District No. 625.
23.13(3) The employee must ha�e an accumulated balance of at least eighry (80)
days of sick lea�e credits at the time of his/her sepazation from service.
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or 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
empioyee on the date of separation for each day of accrued sick leave subject to
maximum as shown below based on ttie number of years of service in the C�ty.
Years of Service with the City
At Least 20
21
22
23
24
25
Masimum Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
2315 For the purpose of ttus severance program, a death of an employee shall be
considered as separauon of employment, and if at the time of lris/her death the
employee would have met all of the requirements set forth above, payment of the
severance pay shall be made to the employee's estate or spouse.
23.16 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent Schooi District No. 625 employment is not
considered a separation of employment, and such transferee shall not be eligible
for the City severance program.
23.17 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 1I490.
23.18 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 11490 except in those cases where the specific provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Article shall control.
39
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ARTICLE 23 - SEVERANCE FAY (Continued)
2319 Notwithstanding Section 23.11, employees appointed prior to 3anuary 1, 1990 to a
title covered by this agreement who meet the qualifications as defined in Sections
23.13 and 23.14, may elect to draw severance pay under the provisions of Section
23.14. IIowever, an election by an employee to draw severance pay under Section
23.14 shall constitute a bar to drawing severance pay under any other provision
set forth in this agreement.
23.20 Employees appointed on or after danuary 1, 1990 to a title covered by ttris
agzeement shall nat be eligible for any severance pian provisions other than the
provisions as set forth in Sections 23.11 thru 23.19.
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ARTICLE 24 - TEMPORARY EMPLOYEES
24.1 It is recognized that temporary employees are within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
employees shall not have or acquire any rights or benefits other than specifically
provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary
Plan and Rates of Compensation.
41
��-(�C�1
ARTICLE 25 - NONDISCRIMINATION
251 The terms and conditions of this agreement will be applied equally to employees
without regard to, or discrimination for or against any individuai because of race,
color, creed, sea� age, disability, or because of inembership or non-membership in
tbe Union.
25.2 Employees will perform their duties and responsibilities in a nondiscriminatory
manner as such duties and responsibilities involve other employees and the
general public.
L�
`�5" ���1
ARTICLE 26 - LEGAL SERVICES
26.1 Fxcept in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, save harmless and indernnify employees against tort claims
or demands, whetfier groundiess or otfienuise, azising out of alieged acts or
omissions occurring in the performance or scope of the employee's duties.
26.2 Notwithstanding Section 26.1, 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 fhe Plaintiff.
43
�5 - 60��1
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDEN'I' CARE
27.1 In the case of a serious illness or disability of a parent or househoid member, the
Head of the Department shall grant leave with pay in order for the employee to
care for or make arrangements for the care of such sick or disabled persons.
Such paid leave shall be drawn from the employee's accumulated sick leave
credits. Use of such sick leave shall be limited to 40 hours per incident.
An employee may use sick leave for absences due to an illness of the employee's
child for such reasonable periods as the employee's attendance with the child may
be necessary, on the same terms the employee is able to use sick leave for his or
her own illness. An employee may also use up to forty (40) hours per incident to
anange for the care of a seriously ill or disabled child.
27.2 The Head of the Department or the Human Resources Director may require a
physician's certificate or additional certificates at any time during an employee's
use of sick leave for the purposes stated in Section 27.1 above. Ali such
certi�cates shali be forwarded by the appointing officer to the Human Resources
Office.
If an employee is absent because of the provisions of Section 27.1 for three or
fewer calendar days he(she shall submit to the Head of the Department a
certificate signed by the employee stating the nature of the child, parent, or
household member's sickness. If the sickness continues for more than three
calendar days, no further sick leave shall be granted unless or until 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 of the person's sickness is submitted and approved by the Head
of the Department and forwarded to the Human Resources Office.
27.3 No sick lea�e shall be granted for the above reasons unless the employee reports
to his jher Department Head the necessity for tbe absence not later than one-half
hour after his/her regularly scheduled time to report for work, unless be/she can
show to the satisfaction of the Department Head that the failure to report was
excusabie.
27.4 An employee sha11 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 f she had not been on sick leave.
..
�5 -1�67
ARTICLE 28 - SAFETY
The Employer and emplayees shall cooparate in the enforcement of all applicable
regulations for the enforcement of job safety. If an employee feeis that his/her
work dudes or responsibilities require such employee to be in a situarion that
violates state safery laws or iegally promuigated standards, the matter shall be
immediately considered by the Employer.
For those employees requued by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $40.00 per calendar year toward the purchase of
such shoes or boots.
45
�!�
ARTICLE 29 - U1�TIFORM ALLOWANCE
29.1 Employees worldng in the titie of Animal Control Officer and who are required to
wear a specified uniform shali receive a clothing allowance of $360.00 per
calendar year.
29.2 Employees working in the utle of Telecommunicator or Police Dispatcher and
who aze required to wear a specified uniform shall receive a uniform allowance of
$110.00 per calendar yeaz.
29.3 T`he Employer shall determine the process for the payment of such uniform
allowances.
.�
��" ����
ARTICLE 30 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, empioyees
working in "Special Employment" titles recognized by the Bureau of Mediation
Services as being appropriately included in this bazgaining unit shall be eligible
for benefits under this agreement on the same basis as all other employees
covered by this agreement.
47
��� -1����7
ARTICLE 31 - TERMS OF AGREEMENT
31.1 Complete AGREEMENT and Waiver of Bargaining - This agreement shall
represent the compiete agreement between the Union and the Employer. 'The
parties acl�owledge that during the negotiations which resulted in tbis agreement,
each had the unlimited right and opgortunity to make requests and proposals with
respect to any subject or matter not removed 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 right and opportunity are set forth in this
agreement. Therefore, the Employer and the Union, 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.
31.2 Savings Clause - This agreement is subject to the laws of the United States, the
State of Minnesota, and the City of Saint Paul. In the event any provision of this
agreement shall hold to be contrary to law by a court of competent jurisdiction
from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. All other provlsions shall continue in
full force and effect.
31.3 Term of Agreement - This agreement shall be in full force and effect from January
1, 1995 thru December 31, 1996, and shall be automatically renewed from year to
year thereafter uniess either party sha11 notify the other in writing that it desues
to modify or terminate this agreement. In witness whereof, the parties have
caused this agreement to be executed this 6th day of September, 1995.
.•
��' 1Q��
ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.4 Tlus consritutes a tentative agreement between the parties which will be
recommended by the City Negoriator, but is subject to the approval of the
Administration of the City and the City Council, and is also subject to ratification
by Local Union No. 2508.
WTTNBSSES:
FOR TAE CITY LOCAT. T7NION NO. 2508, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
Mary H. �earney
D'uector of Labor Relations
(-C-d-�t�..,a>��
Luanne Kosldnen
Business Representative
�__���
CherylO' gan
Presideat
.�
�5- (�C�
APPENDIX A
GRADE 04U
(318) REFECTORY ATTENDANT
Effective
12-24-94 7.80
12-23-95 7.96
GRADE 06U
(972) LIBRARY AIDE
After
1040
Effective Starting hours
12-24-94 7.86 8.15
12-23-95 8.02 8.31
After After After
2080 4160 6240
hours hours hours
8.40 8.68 8.98
8.57 8.85 9.16
GRADE 007
(804) CLERICAL TRAINEE
(242) LABORATORY HELPER
(083A) MAINTENANCE TRAINEE
(807) TRAINEE(STOREAOLISE)
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effecuve (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 641.82 664.42 686.09 710.51 734.92 762.90 777.40 794.57 804.75 814.93
12-23-95 654.66 677.71 699.81 724,72 749.62 778.1b 792.95 822.62 833.1b 843.70
GRADE 008
(084A) COUNSELOR AIDE TRAINEE
(085A) DZANAGEMENT TRAINEE
(087A) TECHNICAL TRAINEE
Effective
12-24-94
12-23-95
656.2'7 679.79 699.67 724.07 752.08 777.40 794.57 811.74 821.93 832.10
669.40 693.39 713.66 738.55 767.12 792.95 810.46 840.39 850.95 861.47
GRADE 009
(111) CLEItK I
Effective
12-24-94
12-23-95
668.93 691.53 716.85 ?4034 768.33 794.57 811.74 83122 841.40 851.59
682.31 705.36 731.19 755.15 783.70 810.46 827.97 860.56 871.10 881.65
- A1 -
��
APPENDIX A (Continued)
GRADE O10
(100) SERVICE WORKER II
A B C D E F 10 yr. 15-yr. 20-yr. 25 yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 68430 �06.42 728.58 754.79 779.20 808.11 830.23 850.73 860.90 871.09
12-23-95 697.99 721.06 743.15 769.86 794.78 82427 846.83 880.76 891.29 901.84
GRADE 011
(121) CLERK-TYPIST I
(314) PARK GUIDE
Effective
12-24-94
12-23-94
694.22 718.65 744,84 '770.16 798.15 83023 850.73 869.26 879.45 889.62
708.10 733.02 759.74 760.24 785.56 846.83 867.74 899.95 910.50 921.02
GRADE 012
(579) DATA ENTRY OPERATOIt I
Effective
12-24-94
12-2-95
710.51 '734.92 762.90 790.03 818.50 850.73 86926 89123 901.39 911.58
�24.72 749.62 778.16 805.83 834.87 867.74 886.65 922.69 933.21 943.76
GRADE 016
(112) CLERK II
(118) CLERK STENOGRAPHER I
(329A) STOREROOM ASSISTANT
Effective
12-24-94
12-23-95
771.97 800.88 831.22 863.39 900.71 438.67 962.88 990.29 1000.48 1010.65
787.41 816.90 847.$4 880.66 9I8.72 957.44 982.I4 1025.251a35.80 1046.32
GRADE 017
(511) •PARKING METER MONITOR
(267A) PARKING ENFORCEMENT OFFICER
(267P) PARKING ENFORCEMENT OFFICER-POLICE
Effective
12-24-94
12-23-95
790.03 818.50 850.73 883.91 922.85 963.98 992.411016.64 1026.821037.00
805.83 834.87 867.74 901.59 941.31 983.26 101226 1052.521063.07 1073.61
GRADE Q18
(122) CLERK-TYPIST II
(480A) CLERK TYPIST II (BI-LINGUAL)
(391) REGISTRATION CLERK
Effective
12-24-94
12-23-95
805.40 833.23 873.16 909.16 947.09 990.29 1015.611043.01105320 1063.37
821.51 849.89 890.62 927.34 966.03 1010.101035.921079.83 1090.371100.91
�:�
e
q�-����
APPENDIX A (Continued)
GRADE 019
(577j ACCOUNTING CLERK I
(319) PARKING METER COLLECTOR I
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effecuve (1) (2) (3) t4) (5) (6) t�) (g) (9) (1�)
12-24-94 825.33 855.59 891.23 93127 972.40 1015.61 1043.01 1069.37 1079.54 1089.73
12-23-95 841.84 872.70 909.05 949.90 991.851035.921063.871107.121117.65 1128.19
GRADE 020
(970) FIRE PROPERTY CLERK
Effective
12-24-94 842.91 883.17 918.60 957.64 999.76 1044.051072.521100.97 1111.15 1121.33
12-23-95 859.77 900.83 936.97 976.79 1019.761064.93 1093.97 1139.83 1150371160.92'
GRADE 021
(119j CLERK-STENOGRAPHER II
(176A) COMP[ITER OPERATIONS ASST-LIB
(142A) REh'ECTORY SISPERVISOR
(537) ZOO KEEPER I
Effective
12-24-94
12-23-95
863.39 900.71 938.67 979.771025.081069.371098.881128.401138.581148.76
880.66 918.72 957.44 999.371045.58 1090.76 1120.86 1168.23 1178.771189.32
GRADE �22
(580} DATA ENTRY OPERATOR II
(681) PROPERTY CLERK
(438) STORES CLERK
Effective
12-24-94
12-23-95
883.91 922.85 963.98 i01138 1055.65 1102.06 1132.62 1163.17 117337 1183.54
901.59 941.31 983.26 1031.611076.761124.101155.271204.23 1214.791225.32
GRADE 023
(113) CLERK III
(910) PARK CONCESSION SUPERVISOR
(547A)5WIMMING POOL SUPVR (OXFORD POOL)
Effective
12-24-94
12-23-95
909.16 947.09 990.29 1033.53 1080.98 1126.271157.90 1187.41 1197.591207.77
927.34 966.03 1010.101054.201102.601148.801181.061229.33 1239.861250.41
�
q5- �o��
APPENDIX A {Continned)
GRADE 024
(004) ACCOUNTING CLERK II
(123) CLERK TYf'IST IfI
(374A) EDP AIDE
(300) METER READER
A B C D E F 1Q-yr. 15-yr. 20-yr. 25-yr.
Effective (1} (2) (3) (4) (5) (6) (7) (8) (9) (10)
I2-24-94 933.36 975.53 1016.641063.02I112.591I60.021192.68 1224.311234.44I244.67
12-23-95 952.03 995.041036.971084.281134.841183.221216.53 1267.531278.071288.60
GRADE 025
(044} ASSISTANT SUPV OF WTR BIIbING
(I20} CLERK STENOGRAPHER III
(381A) CUSTOMER SERVICE REP
(15� DUPL EQUIP OPERATOR
Effective
12-24-94
12-23-95
956.58 997.b8 1Q43.011088.341134.711185.311219.031251.731261.901272.09
975.71 1017.63 1063.87 1110.11 1157.40 1209.02 1243.41 1295.91 1306.45 131b.99
GRADE 026
(166) COMPUTER OPERATOR
(320) PARKING METER COLLECTOR II
Effective
12-24-94
12-23-95
982.94 1027.26 1072.52 I 121.01 117I.61 2223.25 1255.93 1290.'74 1300.93 1311.11
1002.60 1047.70 1093.97 1143.43 1195.04 1247.72 1281.05 1336.30 1346.85 135739
GRADE 028
(434) CASH�R
(433} STOREKEEPER
Effective
12-24-94 1011.38 1055.65 1102.06 1154.72 1205.33 1261.21 1295.99 1336.05 1346.23 1356.41
12-23-95 103 Z.61 1076.76 1124.10 1177.81 1229.44 1286.43 1321.91 138321 1393.75 1404.29
GRADE 029
(045A) CLERK IV
{423A) PAYROLL CLERK
(538) ZOO KEEPER II
Effective
IZ-24-94 1035.62 1086.24 1134.71 1189.54 1243.29 1302.30 1339.22 1375.05 1385.24 1395.42
12-23-95 1056.33 1107.96 1157.40 12I3.33 1268.16 132835 1366.06 1423.59 1434.13 1444.68
�
a%� � i���
APPENDIX A (Continued)
CsRADE 030
(203A) ANTMAL CONTROL OFFTCER
(300A) ELECITONS ASSISTANT
(327) PAYROLL ALIDTT CLERK
(149A) PROCi3REMENT SPECIALIST TRAINEE
A B
Effective (1) (2)
12-24-94 1066.23 1113.66
12-23-95 1087.55 1135.93
C D E F 14-yr. 15-yr. 20-yr. 25-yr.
( ( ( ( (�> tg) (9) (10}
1164.20 1222.22 1278.07 1337.12 1374.00 1413.02 1423.20 143338
1187.48 1246.66 1303.63 1363.86 1401.48 1462.90 1473.43 1483.98
GRADE 031
(073) BUILDING PERMIT CLERK
(070) CHIEF METER READER
(541A) HUMAN RESOURCES RECORDS CLERK
(965) LICENSE CLERK
(248A) SECRETARY
Effective
12-24-94 1094.65 1143.15 1196.90 1251.73 1311.81 1372.95 1411.92 1448.85 1459.03 1469.22
12-23-95 1116.54 1166.01 1220.84 1276.76 1338.05 1400.41 1440.16 1500.00 1510.53 1521.08
GRADE 032
(150A) PROCUREMENT SPECIALIST
(249A) SECRETARY (STENOGRAPHER)
(431A) SENIOR COMPUTER OPERATOR
(541) STOREROOM SUPERVISOR
(202A) TELECOb4MUNICATOR
Effective
12-24-94 1125.21 1178.97 1231.68 1289.68 1349.76 1413.02 1454.12 1495.23 1505.42 1515.59
12-23-95 1147.71 12�2.55 125fi.31 1315.47 1376.76 1441.2& 1483.20 1548.01 1558.56 1569.09
GRADE �33
(3S2A) CUSTOMER SERVICE SENIOR REP
(157) DUPL EQUIP OPR SUPERVISOR
(305A) PAYROLL SYSTEM SUPERVISOR
(138A) VEHICLE MAINT CLERK
Effective
12-24-94 1155.77 1211.68 1267.55 1325.50 1387.71 1454.12 1495.23 153632 1546.49 1556.68
12-23-95 1178.89 1235.91 1292.90 1352.01 1A15.46 1483.20 1525.13 1590.56 1661.08 1611.63
�Z
1 .� � �OIV 1
APPENDIX A (Continued)
GRADE 034
(506) CLERICAL SUPERVISOR
A B C D E F 10-yr. 15 yr. 20 yr. 25 yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-24-94 1189.54 1243.29 1302.30 1361.36 1425.64 1445.23 153632 1579.55 1589.72 1599.92
12-23-45 1213.33 1268.16 1328.35 1388.59 1454.15 1525.13 1567.05 1635.31 1645.53 1656.40
GRADE 035
(500A) POLICE DISPATCHER
Effective
12-24-94 122222 1278.07 1337.12 1401.43 1466.76 153632 1579.55 1625.94 1636.13 1646.31
12-23-95 1246.66 1303.63 1363.86 1429.46 1496.10 1567.05 1611.14 1683.34 1693.88 1704.43
GRADE Q37
(473) WATER BILLING SUPERVISOR
Effective
12-24-94 1290.74 1351.86 I414.07 2480.49 1551.08 1625.94 167i23 I718.72 1728.89 1739.08
i2-23-95 1316.55 1378.90 144235 I510.10 1582.10 1658.46 1704.65 1779.39 1789.92 1800.47
GRAUE 37A
(276A) EMPLOYMENT TESTING COORDINATOR
Effective
22-24-94 1290.41 1352.01 1412.53 1480.58 1551.93 1654.98 1690.56 1735.94 1743.63 1755.32
12-23-95 1316.22 1379.Q5 2440.�8 1510.29 1582.9? 1688.08 1724.37 1797.22 1807.25 1817.29
The above December 24, 1994 rates reflect an increase of two percent (2%) over the June 25,
1993 rates.
The a6ove December 23, 1995 rates reflect:
L An increase of hvo percent (2.0%) over the December 24, 1994 rates, and
2. An additional one and a haif percent (1.SR'o) increase Lo the 15, 20, and 25 year steps.
1
�GTi�.