95-1068CouncilFile# �S �J ��pg
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Presented
Referred To
Committee: Date
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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 1842, District Council 14, American Federation of SYate, County
and Municipal Employees, AFL-CIO.
Yeas
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RESOLUTION
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Adopted by Council: Date ,\ 3�_
Adoption Certifled by Council Secretary
By:
Approved
� � .\��5 By:
Requested by Department of:
Office of Labor Relations
By: ��,r6� �-s-�--.
Fo ppr ved by City Attorney
By: �• � -
Mayor
to Council
By:
9S- 1��
DEPARTMENT/OFFICE/COUNQL DATE INITIATED t `� � � • `� • �
LABOR RELATIONS 9-6-95 GREEN SHEE
CONTACT PERSON 8 PHONE INITIAVDATE INITIAUDATE
O DEPARTMENT DIflECTOP � CITY COUNCIL
�RY H. KE'E1��'Y 266-6495 ASSIGN �GINATfORNEY �CITVCLERK
MUST BE ON COUNCIL AGENDA BY (DATE) MUNBEP FOR ❑ BUDGET DIRECTOR O FIN & MGT. SERVICES DIR.
flOUTING
ORDEP O MAYOR (OFi ASSI5TANn O
TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTION FiEQUESTED:
This resolution approves the attached 1995-1996 Agreement 6etween the City
of Saint Paul and AFSCME, District Council 14, Local 1842.
RECOMMENDATIONS Approve (A) ar Reject (R) pERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS:
_ PLANNING GOMMISSION _ CIVIL SERVICE COMMISSION �� Has this pe�son/firm eVer Wofketl Undef a ContfaCt fOr thi5 department?
_ q8 COMMITTEE _ YES NO
_ STAFF 2. Has this person/firm ever been a ciry employee?
— VES NO
_ DISTRiCi COUPT _ 3. Does this persoNfrtm possess a skill not normally possessetl by any current city employee?
SUPPORTS WHICH COUNCIL OBJECTIVE? YES NO
Explain all yes answers on separate sheet and ettach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, What, When, Where, Why)
See Attached.
AOVANTAGES IFAPPROVED.
An Agreement in place through December, 1996.
DISADVANTAGES IF APPROVED.
None.
DISADVANTAGES IF NOTAPPROVED'
No settlement reached and possible strike.
1995 - $430,798.00
TOTAL AMOUNT OF TRANSACTION $ 1996 — SSSC ,�iOO.00 COST/REVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDIWG SOURCE AC7IVITV NUMBEH
FINANCIAL INFORMATION. (EXPLAIN)
q5 - IoGB'
Tentative Agreement
between AFSCME Locals 1842 and 2508
and the City of Saint Paul
August 30, 1995
1(a). Wages
Effective 12/24/94: 2% across the board increase
Effective 12/23/95: 2% across the board increase
1(b). Step enhancement
Effective 12/23/95, a 1.5% increase will be added to the 15, 20 and 25 year steps
2. Active Health Insurance
Effective for the January, 1995 insurance, the City will contribute $172.96 far 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. [Represents the amount of the single premium and 50% of the
premium increase far family in each year.]
3. 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.
4. Article 1 - Recognition (Clazification)
Update by adding new titles and deleting obsolete titles.
5. Article 3- Hours of Work (Clazification)
Amend Article 3.8 in the following way: "... such agreements shall be subject to the
provisions, , of the Fair Labor Standards Act.
6. Article 9 -Vacation (Clazification)
Delete obsolete language of 9.4 regarding penalty for excess vacation carryover resulting
from the vacation added in the 1994 agreement.
7. Article 19 - Seniority (Article 12 in Local 1842 contract)
Add new section Employees assigned to these divisions in the Police Deparhnent:
Impound Lot, Property 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 vacancy
occurs within the employees' classification in their division.
Article 31 - Terms of Agreement
Change dates to reflect 1995-1996 agreement
95- lo�p
Tentative Agreement
August 30, 1995
Page Two
9. Reriree Health 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 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:
(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 City of Saint Paul.
(C) For Eazly 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 contribute:
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 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 1/1/96, the City will contribute $550.
(2) For those employees hired on/after 1/1/96, the City will contribute $300.
10. Section 10.8 shall be deleted 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 heakh insurance coverage through the employer's insurance
program. The total cost of such insurance coverage shall be paid by the retiree.
9 S - � 0�8'
Costs for 1995-1996 Settlement with AFSCME Locals 2508 and 1842
Clerical Technical
1995
Wages (2%)
Health Ins.
Life Insurance
Total for 1995
1996
Wages (2%)
Step Enhance
(15, 20, 25 year)
Health Ins.
Total for 1996
$325,750
$ 23,750
8350
$357,850
$332,300
$ 93,050
57 O50
$482,400
1996
2.00% Wages (2%)
.15% Health Ins.
.OS% Life Insurance
2.20% Total for 1995
1996
2.00% Wages (2%)
.56 Step Enhance
(15, 20, 25�year)
34% Health Ins.
2.90% Total for 1996
$270,900
$ 17,150
5 950
$294,000
$276,300
$ 77,350
40 650
$394,300
2.00%
.13%
.04%
2.20%
2.00%
.56°/a
.30%
2.86%
The percentages listed represent percentages ofthe salary dollars.
Cuxnulative total, including creep costs for steps, social security, pensions, etc., comes to the
following for each yeaz.
1995 $517,960 $430,798
1996 $675,780 $556,400
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AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
�xn
LOCAL ITIVION 1842, DISTRICT COUNCIL 14,
OF THE AMERICAN FEDERATION OF STATE,
'�;:
COUN'i'Y AND 1VILTNICIl'AL EMPLOYEES, A�UCIO
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INDEX
ARTICLE TITLE
PAGE
Preamble ...............................................ii
1 Recognition .............................................. 1
2 Check Off ............................................... 3
3 Hoursof Work ........................................... 4
4 Work Breaks ............................................. 5
5 Holidays ................................................ 6
6 Grievance Procedures ...................................... 7
7 C�ty Mileage ............................................ 10
8 Residence .............................................. 12
9 Vacation ............................................... 13
10 Insurance .............................................. 14
11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
12 Seniority ............................................... 21
13 Employee Records ....................................... 24
14 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
15 Wages ................................................. 26
16 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
17 Leaves of Absence ....................................... 28
18 Military I.ea�e of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
19 Management Rights ....................................... 32
20 Discipline .............................................. 33
21 Vacancies .............................................. 34
22 LegalServices ........................................... 35
23 No Strike-No L.ockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
24 Severance Pay ........................................... 37
25 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
26 Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
27 Sick Leave Usage for Dependent Caze . . . . . . . . . . . . . . . . . . . . . . . . . 42
28 Safety ................................................. 43
29 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
30 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Appendix A ............................................. A1
i
. ��5�(C����'
PREAMBLE
This agreement entered into by the CITY of Saint Paul, hereinafter refened to as the
Employer, and Local Union 1842, �liated 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 between the
Employer and the Union, the establishment of rates of pay, hours of work, and other
conditions of employment.
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ARTICLE 1 - RECOGNITION
l.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 ouflined in the certification by the State of
Minnesota, Bureau of Mediation Services, dated 7uly 12, 1973, in Case No.
74-PR-7-A and as amended and as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this agreement shall consist of the following:
All technical personnel who are employed by the C�ty of St. Paul or who have
their "terms and conditions of employment" established by the goveming body of
the City of St. 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 Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Adaptive Recreation Director
Aquatics Manager
Architectural Drafter Trainee
Architectural Drafter
Business Relocation Specialist
C`itizen Service Analyst
City Planning Aide
C�ty Planning Technician
Clinic Nurse
Community Education f Recreation
Coordinator
Community Liaison Officer
Dental Assistant
Dental Hygienist
Duplicating Shop Manager
Duplicating Equipment Operator
(Two-Color)
EDP Lead Programmer
EDP Network Specialist I
EDP Network Specialist II
EDP Programmer
EDP Programmer Analyst
EDP Programmer Trainee
Engineering Aide I
Engineering Aide II
Engineering Assistant
Environmental Health Aide
Environmental Health Inspector
Environmentai Health Inspection Supvr.
Fire Aide
Fire Communications Operator I
Fire Communications Operator II
Fire Prevention Inspector I
Fire Prevention Inspector II
Graphic Arts Technician--City Planning
Health and Education Assistant
Health and Education Assistant
-Cambodian(English
Health and Education Assistant
-Hmong/English
Health and Education Assistant
-Spanish/English
Health I.aboratory Technician I
Health Laboratory Technician II
Housing Counselor
Housing Rehabilitation Advisor I
Housing Rehabilitation Advisor II
Human Rights Technician
Human Resources Technician III
Library Assistant
*Library Assistant II
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ARTICLE 1 - RECOGNITION (Continued)
License and Permit Aide
License and Permit 7nspector
License Enforcement Auditor
Loan & Grant Assistant I
Loan & Grant Assistant II
Loan Specialist I
Loan Specialist II
Medicat Assistant
Medical Records Practitioner
Modified Duty Worker (Technical)
Nutrition Assistant I
Nutrition Assistant II
Payroll System Technician
Plan Examiner I
Plan Examiner II
*Plan Examiner III
Practical Nurse
Project Management Technician
Public Works Technician I
Public Works Technician II
Public Works Technician III
Real Estate Specialist I
Recreation Center Director
Recreation L,eader
Registered Radiological Technologist
Rehabilitation Supervisor
Senior License Inspector
Senior Plan Fa�aminer
Service Worker III
Surveyor
Telecommunications Technician
Treasury Technician
Valuation and Assessment Aide I
Valuation and Assessment Aide II
Vatuation and Assessment Technician I
Valuation and Assessment Technician II
Valuation and Assessment Technician III
Video Production Assistant
Video Production Technician
Water Utility Technician I
Water Utility Technician II
Water Utility Technician III
Water Laboratory Aide
Zoning Aide
Zoning Technician
*Title abolished except as to present incumbents.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union, and upon
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 shaze of the specific expenses incurred for
services rendered by the representative in relationslup to negotiations and
administration of grievance procedures. This provision shall remain operafive
only so long as specifically provided by Minnesota law, and as otherwise legal.
1.4 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-
f5-(�(��
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 empioyees who individually
request in writing that such deductions be made. The amounts to be deducted
shall 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 are made or as soon thereafter as is possible.
2.2 The Union agrees to indemnify and hold harmless the Empioyer against any and
all claims, suits, orders or judgments brought or issued against the G�ty as a result
of any action taken or not taken by the City under the provisions of this Article.
-3-
q5 - IQf��
ARTICLE 3- HOURS OF WORK
31 The normal work day shall be seven and three/fourWs (7 consecurive hours per
day, excluding a forty-8ve (45) minute lunch period, 15 (fifteen) minutes of which
shall 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 of
thirty-eight and three-fourths (38 hours per week.
3.4 This section shall not be constmed as, and is not a guazantee o� 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 computed on the basis of 1/SOih 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.
3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual
agreement with the EmpIoyer, 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 anangement must be
mutually agreed upon by the Employer and the employees involved. Vacation,
holiday and sick leave benefits for emptoyees who share a position shall be
pro-rated based upon the percent of hours worked. Health insurance benefits
shall be administered in accordance with the provisions of Article 10 of this
agreement. In the event that one of the employees participating in the shazed
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 filled, the Employer shall have the option of increasing the
remaining employes's work hours.
3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this
agreement.
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�5-�0��
ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - All employees work schedules shall provide for a fifteen (15)
minute rest period during each one-half shift. 'The rest period shall be scheduled
by management at approacimately 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 his/her regular
quitting time, he/she shall be entitled to the rest period that occurs during said
half shift.
-5-
� `ri
ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed - The following days shall be rewgnized and
observed as paid holidays:
New Yeaz's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor 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 falIs 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 shall be observed on
the succeeding Monday, For those employees assigned to a work week other than
Monday througb Friday, the holiday shall be observed on the calendaz 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, subject to 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 six 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 worldng days preceding the holiday. In neither case shall the holiday be
counted as a worldng day for the purposes of ttus section. It is further understood
that neither temporary, emergency nor other employee 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
siaity-seven (67) consecutive work days. No temporary employee sha.11 be efigible
for any floating holidays.
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ARTICLE 6 - GRIEVANCE PROCEDURES
6.1 The Employer shall recognize stewards selected in accordance 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 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 responsibilities of
the employees and shall therefore be accomplished during working hours only when
consistent with such employee's duties and responsibilities. The steward involved
and a grieving employee shall suffer no loss in pay when a grievance is processed
during working hours, provided the steward and the employee have notified and
received the approval of the supervisor to be absent to process a grievance and that
such absence wouid 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 are defined as an aileged violation of the
terms and conditions of this agreement.
However, this Article does not abridge grievance rights possessed by eligible
veterans under applicable veterans' rights 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 steward) shall attempt to resolve the matter
on an informal basis with the employee's supervisor.
If the matter is not resoived 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 alleged section(s) of the agreement violated, and the relief requested.
Any alleged violation of the agreement not reduced to writing by the Union within
fourteen (14) work days of the first 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 Empioyer supervisor shall meet with the Union Steward and attempt to
resolve the grievance. If, as a result of this meeting, the grievance remains
unsolved, the Employer shall reply in writing to the Union within seven (7) work
days following this meeting.
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ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
The Union may refer the grievance in writing to Step 3 within seven (7) work days
following receipt of the Employer's written answer. 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 ('� work days following receipt of a grievance referred from
Step 2, a designated Employer supervisor shall meet with the Union Business
Manager or lus/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 Employer's answer
concerning the grievance. If, as a result of the written response the grievance
remains unsolved, the Union may refer the grievance to Step 4. Any grievance not
refened 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 azbitration proceedings shall be conducted
by an arbitrator to be seiected from a permanent panel of five (5) azbitrators.
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)
azbitrators for the permanent panel, the parties will petition the D'uector of the
Bureau of Mediation Services for a list of ten (10) azbitrators for each panel
member for which the parties did not mutually agree. The parfies shall altemately
strike names from such list(s), the Employer strildng �rst, 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
arbitraior selectiott process shall be effective only for the duration of this agreement
unless bath 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 - GRIEVANCE PROCEDLTRES (Continued)
6.5 The arbitrator shall haue 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 issues 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 arbitrator 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 arbitrator's decision shall
be submitted in writing within thirty (30) days following close of the hearing of
the submission of briefs by the parties, whichever be later, unless the parties agree
to an extension.
The decision shall be based solely on the azbitrator's interpretation or application
of the ea�press 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�cpenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
parry 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 i3nion and the Empioyer 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 5ervice
Rules of the City of Saint Paui.
6.9 The provisions of this Article 6 shail 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 Director to the President of Local 1842.
This section shali not be grievabie.
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ARTICLE 7 - CPl'Y MILEAGE
7.1 AuYomobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, penaining to reimbursement of GYty officers and
employees for the use of their own automobiles in the performance of their duties,
the following provisions aze adopted.
7.2 Method of Computation - To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type 1- If an empIoyee is required to use Ius/her own automobiTe
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
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 lus/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 ernployee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the rate
of $4.00 per day for each day of work. In addirion, 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 reunbursed 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 G�ty will provide pazldng at the Civic Center Parldng Ramp for City employees
on either of the above mentioned types of reimbursement plans who aze required to
have their personal car available for City business. S�ch pazldng will be provided
only for the days the employee is required to have his or her own personal car
available.
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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, which regulations and rules shall contain
the requirement that recipients shall file daily reports indicating miles driven and
shall file monthly affidavits stating the number of days worked and the number of
miles driven, and further require that they maintain automobile liabiliry insurance in
amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000 single limit
coverage, with the C�ty of Saint Paul named as an additional insured. These rules
and regulations, together with the amendment thereto, sha11 be maintained on file
with the City Clerk.
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ARTICLE 8 - RESIDENCE
8.1 The resolution pertaining to residence approved July 26, 1979, under Council File
No. 273378 shall apply to all employees covered by this agreement.
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ARTICLE 9 - VACATTON
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of Service
1st year thru 4th year
Sth year thru 9th year
lOth year thru 15th year
16th year thru 23rd year
24th year and thereafter
Hours of Vacation
.0385 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.1000 (26 days)
9.2 The Head of a Department may permit an employee to carry over up to one
hundred and twenty (120) hours of vacation into the following 'bacation year."
For the purpose of this Article the 'bacation yeaz" shaii be the fiscal yeaz (IRS
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. H.
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ARTICLE 10 - INSURANCE
10.1 The Employer will continue for the period of this agreement to provide for
employees such healW and life insurance benefits as are provided by the
Employer at the time of execution of this agreement.
10.2 For each eligble employee covered by this agreement who is employed full-time
and who selects employee health insurance eoverage 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 employee who selects family health insurance coverage,
tbe Employer will contribute the cosY 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 full-time and who selects employee
heatth insurance coverage provided by the Employer, the Employer 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 special enrollments or the six (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 bours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or the
six (6) month period preceding inival enrollment.
Half-time employment is defined as appearing on the payroll an a�erage of at
least 20 hours per week but less than 26 hours per week for the twelve (12)
monih period preceding the annual open enrollment or special enroIlments or suc
(6) month period preceding initial enrollmen�
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ARTICLE l0 - INSURANCE (Continued)
10.5 For each eligible employee covered by this agreement who is employed half-time_
and who selects empioyee health insurance coverage, the Employer agrees to
contribute fifty 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 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 Notwithstanding Section 10.5, employees wvered 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 empioyed
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 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 Heaith and Weifare 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 shall be paid by
the employee.
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ARTICLE 10 - INSURANCE (Continued)
10.10 The Employer will provide a system whereby the employee's eontribution towazd
the premiums for the employee selected health insurance coverages can be paid
on a pre-ta�c basis. Employees covered by this agreement will be eligible to
participate in the Fle�tible 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 sha11 be eligible to participate in the
Dependent Care Reimbursement Account offered by the Employer. The service
fee charged to participating employees shall be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the following conditions at the time of
retirement in order to be eligble for the Employer contributions, listed in
Sections 10.13 through 10.18 below, towazd 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 years with the CSty of Saint PauI.
Early Retirees
10.13 This Section shall apply to employees who:
10.13(1) Retire on or before December 31, 1995, and
Z0.13(2) Have not attained age 65 at reYirement, 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 City of Saint Paul under one of
the early retiree plans, and
10.13(5) Are 58 years of age and have compteted 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
Paul, and
10.13(6) Select a health insurance plan offered by the Employer.
-16-
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ARTICLE 10 - INSURANCE (Continued)
10.13 (Continued)
Until such retirees reach sixty-five (65) years 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 empioyees who were regularly appointed prior to January 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 Employer toward heaith insurance for active employees
in the same health plan.
Age plus
Years of Service
84
83
82
81
80
Contribution
Single
90%
80%
70%
60%
50%
Contribution
Family
90%
80%
70%
64%
50%
10.13(8) The Employer will provide for haif time employees who were regularly
appointed prior to January 1, 1990 and who retire before December 31,
1995, fifty percent (50%o) 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) 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 pian offered by the Employer
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ARTICLE 10 - INSURANCE (Continued)
Until such employees reach sixty-five (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 single 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 shall 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)
10.15(2)
10.15(3)
10.15(4)
10.15(5)
Retire on or after January 1, 1996, and
Were appointed on or after January 1, 1996, and
Have not attained age 65 at retirement, and
Meet the conditions of Section 10.12 above, and
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.zimum of $300.00 per month toward the cost of single or family
health insurance coverage. Any unused portion shaIi 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, 1995, and
10.16(2) Ha�e attained age 65 at retirement, and
10.16(3) Meet the conditions of Section 10.12 above, and
10.16(S) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute 100% of the single or fanvly premium for any
health insurance plan offered by the Employer to regulaz retirees and their
dependents.
'.Efi�
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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 early retirees attain age 65.
10.17 This Section shall apply to full time employees who:
10.17(i) Retire on or after January 1, 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 ma�imum of $550.00 per month toward the
premium for single or family health insurance coverage offered by the Employer to
regular retuees 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 T'his Section shall apply to fu11 time employees who:
10.18(1) Retire on or after January 1, 1996, and
10.18(2) Were appointed on or after January l, 1996, and
10.18(3) Ha�e 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 towazd the
cost of single or family health insurance coverage offered to regular retirees and
their dependents. Any unused portion shall not be paid to the retiree.
This 5ection shall also apply to eazly retirees who retired under the provisions of
Section 10.15 when such early retirees attain age 65.
10.14 If an employee does not meet the conditions of Section 10.12(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 totai cost of such insurance coverage shall be paid by the retiree.
10.20 A retiree may not carry his/her spouse as a dependent if such spouse is also a
City retiree or City employee and eligible for and is enrolled in the City health
insurance program.
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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
lus/her death due to a job wnnected injury or illness which was determined to
have arisen out of and in the wurse of his/her employment under worker's
compensation law shall continue to be eligible for city contriburion 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 tturty (30) days, to continue the current
hospitalization and medical benefits wluch said dependents previously had, at the
premium and Employer contribution accorded to the eliable 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 City health insurance for the first ninety
(90) days of said employment.
- 19(a) -
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ARTICLE 11 - WORKING OUT OF CLASSIFICATION
11.1 Employer shall avoid, whenever possible, worldng an employee on an out-of-class
assignment for a prolonged period of time. Any empioyee worldng an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days during a
year shail receive the rate of pay for the out-of-class assignment in a higher
ciassif'ication not later than the sixteenth (16) 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 full-time basis, all of the significant duties and
responsibilities of a position different from the employee's regular position, and
which is in a classification higher than the classification 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
higher classification.
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ARTICLE 12 - SEIVIORITY
12.1 Seniority, for the purpose of this agreement, shall be defined as follows:
The length of continuous, regular and probationary service with the Employer
from the date an empIoyee was first certified and appointed to a class title
covered by this agreement, it being further understood that seniority is con5ned 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 wluch
certi5carion was made.
12.2 Seniority shall terminate when an employee retires, resigns, or is discharged.
12.3 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 witlrin 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 shall be based on inverse
length of total seniority in all titles listed on the corresponding line under Column
B. The Human Resources Department will identify such least senior employee in
the department reducing positions, and shall notify said employee of his/her
reduction from the department. If there are any vacancies in any of the tifles
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 F3uman Resources Department
shall decide which vacant positions the affected employee shall fill. If no vacancy
exists in such tides, then the least senior C�ty employee in such titles shatl 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
Ciry employee in such titles shalt 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.
Column A
Deputy License Inspector I
Deputy License Inspector II
Engineering Aide I
Engineering Aide II
. �� � :
Deputy License Inspector I, Deputy
License Inspector II
Deputy License Inspector I, Deputy
License Inspector II
Engineering Aide I, Engineering Aide II,
Traffic Eng. Aide II, Engr. Draftsman
Eng. Aide I, Eng. Aide II, Traffic Engr.
Aide IT, Engr. Draftsman
-21-
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ARTICLE 12 - SElVIORITY (Continued)
Column A
Fire Aide I
Fire Aide II
Housing Aide I
Housing Aide II
Housing Rehab. Advisor I
Housing Rehab. Trainee
Library Assistant I
Library Assistant II
Operations Asst-Town Sq.Park
Planning Aide I
Planning Aide II
Planning Assistant I
Planning Assistant II
Recreation Center Director
Recreation Leader II
Recreation I.eader III
Sanitarian Aide I
Sanitarian Aide II
Traffic Engr. Aide II
Val. & Assess. Aide I
Val. & Assess. Aide II
Column B
Fire Aide I, Fire Aide II
Fire Aide I, Fire Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I
Library Assistant I, Library Assistant II
Library Assistant I, Library Assistant II
Recreation Leader II, Rec. Leader I,
Rec. Director I, Rec. Center Director
Planning Aide I, Planning Aide II,
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II,
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II,
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II,
Planning Asst. I, Planning Asst. II
Recreation I.eader II, Rec. I.eader III,
Recreation Director I, Operations
Asst: Town Square Park
Rec. Leader II, Rec. Leader III,
Recreation Director I, Operations
Asst: Town Square Park
Rec. I.eader II, Rec. Leader III,
Recreation D'uector I, Operations
Asst: Town Square Park
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Engineering Aide I, Engineering Aide II,
Traffic Engineering Aide II
Val/Assess Aide I, Val/Assess Aide II
ValfAssess Aide I, Val/Assess Aide II
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ARTICLE 12 - SENIORITY (Continued)
12.4 In cases where there are promotional series, such as Technician I, II, III, etc.,
when the n�tmber of empIoyees in these higher tifles is to be reduced, employees
who have held lower tifles wluch are in this bargaining uniY will be offered
reductions to the lughest of these tifles to which class seniority would keep them
from being laid off, before layoffs are made by any class title in any
department.
12.5 It is understood that such employees will pick up their former seniority date in
any class of positions that they previously held.
12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
earpire after two years of layoff.
12.7 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 aftemoons}, on the basis of seniority when
a vacancy occurs within the employees' classification in their division.
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ARTICLE 13 - EMPLOYEE RECORDS
13.1 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.
13.2 Any member of the bargaining unit may, during usual working hours and 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.
13.3 Any member of the bargaining unit may file a grievance or a discrimination
complaint and there shall be no retaliation by the C�ty of Saint Paui for such
action.
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ARTICLE 14 - BULLETIN BOARDS
14.1 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 beilletin board is subject to approval of the Department Head.
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ARTICLE 15 - WAGES
15.1 The wage schedule, for purposes of this contract, shall be Appendix A, attached
hereto. Both parties agree that the inclusion of the classi�cations and salary
ranges in AppendiY A does not preclude the Empioyer from the following:
15.1(1) Reorganizing
15.1(2) Abolishing classifications
15.1(3) Establishing new classifications
15.1(4) Regrading classifications
15.1(5) Reclassifying positions
Both parties aiso 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
reclassifcation during the contract period in which such regrading or
reclassification takes place.
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ARTICLE 16 - MAINTENANCE OF STANDARDS
16.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacarions and all other general worldng conditions shall
be maintained at not less than the highest minimum standard set forth in the Civil
Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of
Compensation at the time of the signing of this agreement, and the conditions of
employment shall be improved wherever specific provisions for improvement are
made elsewhere in this agreement.
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ARTICLE 17 - LEAVES OF ABSENCE
17.1 Leave of Absence - After three months of 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).
172 Sick Leave - Sick Leave 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, employees must report to their supervisor
no later than one-half hour past their regular scheduled starting time. The granting
of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of
the City of Saint Paul.
For absences due to sicl�ess 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 leaue or to verify that an employee is fit to return to
his or her position. Tfie Employer's Tequirement of a certificate under this section
shall not be arbitrable.
17.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave 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 household; and may be granted leave with pay for such
time as is actually necessary for office visits to a doctor, dentist, optometrist, etc.
17.4 Leave Without Pay - Any empioyee 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
sha11 be entitled to lea�e of absence from employment without pay during such
service with right of reinstatement and subject to such conditions as are imposed by
law.
Such leaves of absence as are granted under Article 18 shail conform to Minnesota
Statutes Section 192, as amended from time to time and shail confer no additional
benefits other than those granted by said statute.
:
�5 -(Q(��
ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.5 Jury Duty - Employees required during their regulaz worldng hours to appear in
court as jurors or witnesses, except in theu own behalf agaiast the City, shall be
paid their regulaz pay while so engaged, provided that any fees that the employee
may receive from the court for such service shall be paid to the G�ty and be
deposited with the City Finance Director. Any employee scheduled to work a shift
other than the normal daytime shift shall be rescheduled to work the normal
daytime shifY during such time as he/she is required To appear in court as a juror or
witness.
17.6 Education Leave - Leave with pay may be granted for education purposes at the
option of the Employer.
17.7 �neral T,eave - Any employee who has accumulated sick leave credits, as provided
in the C�vil Service Rules, shall be granted one day of such leave to attend the
funeral of the employee's grandparent or grandchild.
17.8 An employee elected or appointed to a full-time paid position by the exclusive
representative may be granted a leave of absence witfiout pay for not more tfian
one year for the purpose of conducting the duties of the exclusive representative.
179 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall
be eligible for the use of paid sick leave and unpaid lea�e of absence in the same
manner as any other disabled or ill City employee. Such paid sick leave eligibility
shall begin upon cenification 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 Parental leave of absence without pay shall be granted to a
natural parent or an adoptive pazent, who requests such leave in conjunction with
the birth or adoption of a child. Such lea�e may be extended an additional twelve
(12) months by mutual agreement between the employee and the Employer.
Refusal on the part of the Employer to grant an extension of such leave shall not
be subject to the provisions of Article 6 of tlus 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.
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ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.10 An employee shall be granted up to a total of sixteen (16) hours during a schooi
year to attend school conferences or classroom activities related to the employee's
child, provided the conference 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 allowed
to use vacation or compensatory time for this leave; otherwise, this leave shall be
without pay.
17.11 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 approval of the Department Head.
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ARTICLE 18 - MILTTARY LEAVE OF ABSENCE
18.1 Pay Allowance - Any employee who shall be a member of the National Guard, the
Navai Militia or any other companent of the militia of the state, now or hereafter
organized or constituted under state or federal law, or who shall be a member of
the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, Yhe
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 organizadon 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 lea�e shaIl not exceed a
total of 5fteen (15) days in any calendaz year and further provided that such leave
shall be allowed only in case the required military or naval service is sarisfactorily
performed, which shall be presumed unless the conuary is established.
Such leave shall not be allowed unless the employee (1) returns to his/her position
immediately upon being relieved from such military or naval service and not later
than the expirarion 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 leave.
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ARTICLE 19 - MANAGEMENT RIGHTS
19.1 The Union recognizes the right of the CYty to operate and manage its affairs in ali
respects in accordance with applicable laws and regulations of appropriate
authorities. All rights and authority which the CSty has not officially abridged,
delegated or modified by this agreement are retained by the CSty.
19.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discxetion or
policy as the functions and programs of the Employer, and organizational structure
and selection and direction and number of personnel.
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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) Orat reprimand;
Z0.1(2) Written reprimand;
20.1(3) Suspension;
20.1(4) Reduction;
20.1(5) Dischazge.
20.2 Suspensions, reducrions 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 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files may
be examined at reasonable umes under the direct supeivision of the Employer.
20.5 Discharges will be preceded by a five (5) worldng day preliminary suspension
without pay. During said period, the employee and/or Union may request, and
shall be entided to a meeting with the Employer representative who initiated the
suspension with intent to discharge.
During said five (5) worldng day period, the Employer may aff'um, 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.
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ARTICLE 21 - VACANCIES
21.1 The Human Resources Office will inform all departments that the departmenYs
timekeeper shall post notices of all job vacancies in their department at least five
days before submitting a requisition to the Human Resources Office.
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ARTICLE 22 - LEGAL SERVICES
22.1 Fxcept in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shall defend, sa�e harmless, and indemnify employees against tort claims
or demands, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of the empioyee's duties.
222 Notwithstanding Section 22.1, the Empioyer shall not be responsible for paying any
legal service fee or for providing any legal service arising from any 1ega1 action
where the employee is the Plaintiff.
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ARTICLE 23 - NO STRIKE - NO LOCKOUT
23.1 Neither the Union, its off�icers 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 Pubiic Employment
I.abor Relations Act. In the event of a violation of this Article, the Employer will
warn employees of the consequences of their action and shall instruct them to
immediately retum to their normal duties.
Any employee who fails to return to his/her full duties within twenty-four (24)
hours of such warning may be subject to the penalties provided in the Public
Employment L.abor Relations Act.
23.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Employer and/or its appointing authorities during the life of this
agreement.
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ARTICLE 24 - SEVERANCE PAY
24.1 The Employer shall provide a severance pay program as set forth in this Article.
24.2 To be eligible for the severance pay program, an employee must meet the
following re4uirements:
24.2(1)
24.2(2)
24.2(3)
24.2(4)
24.2(5)
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 "rule
of 85" or the "rule of 90" criteria shall also apply to employees
covered by a public pension plan other than PERA.
The employee must be voluntarily separated from City employment
or have been subject to separation by layoff or compulsory
rerirement. Those employees who are discharged far cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
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 (10) year service requirement.
The employee must file with the Human Resources D'uector 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.
The empioyee must have accumulated a minimum of sixty (60) days
of sick leave credits at the time of his/her separation from service.
24.3 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 mu�imum of 200 accrued sick leave days.
24.4 The maximum amount of money that any empioyee may obtain through this
severance pay program is $6,500.
24.5 For the purpose of this severance program, a death of an employee shall be
considered as sepazation 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 will be made to the employee's estate or spouse.
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ARTICLE 24 - SEVERANCE PAY (Continued}
24.6 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 employment, and such transferee shail not be eligible
for the C�ty severance program.
24.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11490.
24.8 This severance pay program shall be subject to and governed by the provisions of
C�ty Ordinance No. 11490, except in those cases where the speci6c provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Article shall control.
24.9 The provisions of this Article shall be effective as of I7ecember 24, 1983.
24.10 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 C�ty 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.
24.11 Sections 24.12 through 24.18 shall apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement.
24.12 The Employer shall provide a severance pay program as set forth in Sections
24.13 through 24.18.
24.13 To be eligible for the severance pay program, an employee must meet the
following requirements:
24.13(1) The empioyee must be voluntarily separated from City employment or
haue been subject to separation by lay-off or compulsory retuement.
Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
eligible for the City severance pay program.
24.13(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will cleazly indicate that by requesting
severance pay, the employee waives all claims to reinstatement or reemployment (of any
type), with the Ciry or with Independent School District No. 625.
�c :�
�5 � IQI��
ARTICLE 24 - SEVERANCE PAY (Continued)
24.13(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his/her sepazarion from service.
24.14 ff an employee requests severance pay and if the employee meets ttie 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 he2d by the
employee on the date of separation for each day of accrued sick leave subject to a
maximum as shown betow 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
24.15 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 or 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.
24.16 For the purpose of this severance program, a transfer from the City of Saint Pau1
employment to Independent School District No. 625 employment is not
considered a separation of employment, and such transferee shaIl not be eligible
for the City severance program.
24.17 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11440.
24.18 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. In such cases, the provisions of This
Article shall control.
24.19 Notwithstanding Section 24.11, any employee hired prior to 7anuary 1, 1990 may,
upon meeting the qualification of Section 24.13, draw severance pay in accordance
with Section 24.14. However, an election by the employee to draw such severance
pay shall consutute a bar to receiving severance pay from any other. Any
employee hired on or after January 1, 1990 shall only be entided to the benefits
of Secrions 24.12 thru 24.18,
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ARTICLE 25 - TEMPORARY EMPLOYEES
25.1 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 bene5ts other than specif'ically
provided by the provisions of the C'ivil Service Rules and/or the Saint Paul Salary
Plan and Rates of Compensation.
'�' �1'
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ARTICLE 26 - NONDISCRIMINATION
26.1 The terms and conditions of this agreement will be applied equally to employees
without regasd to, or discriminarion for or against any individual because of race,
color, creed, seac, age, disability, or because of inembership or nonmembership in
the Union.
26.2 Employees will perform their duties an@ responsibitities ia a nondiscrimiaatory
manner as such duties and responsibilities involve other employees and the
general public.
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ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.1 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 empioyee'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 Director of Human Resources 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. All such
certificates shali be fonvarded by the appointing officer to the Office of Human
Resources.
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 empioyee stating the nature of the child, parent, or
household member's sickness. If the siclrness continues for more than three
calendar days, no further sick leave shall be granted uniess 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 to and approved by the
Head of the Department and forwarded to the Office of Human Resources.
27.3 No sick leave shall be granted for the above reasons unless the empioyee 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 wouid normally haue been paid if
he/she had not been on sick leave.
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ARTICLE 28 SAFETY
The Employer and Employee shall cooperate in the enforcement of ali applicable
regulations for the enforcement of job safety. If an employee feels that his/her
work duries or responsibilities require such employee to be in a situation that
violates state safety laws or legally promulgated standazds, the matter shall be
immediately considered by the Employer.
For those employees reqvired 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.
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ARTICLE 29 - SPECL�L 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 being appropriately included in this bargaining unit shall be eligible for
benefits under this agreement on the same basis as all other employees covered by
this agreement.
�
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ARTICLE 30 - TERMS OF AGREEMENT
30.1 Complete Agreement and Waiver of Bargaining - This agreement shall represent
the complete agreement between the Union and the Employer. The parties
aclmowledge that during the negotiations 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.
30.2 Savings Clause - Tbis agreement is subject to the laws of the United States, the
State of Minnesota, and the GYty 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 decrees no appeal has been taken within the time
provided, such provision shall be voided. All other provisions shall continue in
full force and effect.
30.3 Terms 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 shall notify the other in writing that it
desires to modify or temunate this agreement. In witness thereof, the parties
haue caused this agreement to be executed ttus 6th day of September, 1995.
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ARTICLE 30 - TERMS OF AGREEMENT (Continued)
30.4 This constitutes a tentative agreement between the parties which will be
recommended by the City Negotiator, but is subject to the approval of the
Administration of the City and the City Council and is also subject to ratification
by the Union.
WITNESSES:
FOR THE CITY LOCAL UONION NO. 1842, DISTRTCT
COi7NCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
t
�
Mary . Kearney J ry S ling
Director of Labor Relations Assist t Direc r
��--�= ""4-�a.�
Robin Madsen
President
.,
J
��,�'Jj1� �.��
q5-f0���'
GRADE lOR
(548) RECREATION LEADER
A 3 mo. 6 mo. 1-yr. 2-yr. 3-yr. 4-yr. 10-yr. 15-yr. 20-yr. 25-yr.
Effective (i) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11)
12-24-94 599.99 644.80 689.59 73439 761.57 790.16 820.52 841.06 859.64 873.56 887.49
12-23-95 611.99 657.70 703.38 749.08 776.80 805.96 836.93 857.88 889.98 904.40 918.82
A B
Effective (1) (2)
12-24-94 762.80 790.16
12-23-95 778.06 805.96
GRADE O15
(340A) VIDEO PRODUCl'ION ASSISTANT
C D E F 10-yr. 15-yr. 20-yr. 25-yr.
( ( ( ( (�) ( ( (
820.52 851.83 885.08 923.25 942.83 965.32 979.25 993.18
836.93 868.87 902.78 941.72 961.69 999.40 1013.821028.24
GRADE 016
(037A) SERVICE WORKER III
Effecuve
12-24-94
12-23-95
78233 810.70 842.06 874.32 907.59 942.83 965.32 988.84 1002.76 1016.70
797.98 826.91 858.90 891.81 925.74 961.69 984.63 1023.75 1038.16 1052.59
GRADE 022
(121A) ADAPTIVE RECREATION ASSISTANT
(284A) CITY PLANNING AIDE
(618) DENTAL ASSISTANT
(167) ENGINEERING AIDE I
(313A) HEALTH & ED ASST-CAMBODIAN f ENG
(3]2A) HEALTH & ED ASST-HMONG/ENG
(311A) I�EALTH & ED ASST-SPANISH/ENG
(064A) I�EALTH & EDUCATION ASSISTANT
(41�A) LICENSE AND PERMTT AIDE
(146A) LOAN & GRANT ASSISTANT I
(066Aj NUTRITION ASSISTANT I
(606) WATER LABORATORY AIDE
Effective
12-24-94
12-23-45
892.94 928.13 96634 1008.38 1048.49 1092.54 1120.94 1147.35 1161.28 1175.22
910.80 946.69 985.671Q28.551069.461114.341143361187.851202.281216.7�
��
q5-tO�O�
APPENDIX A (Continued)
GRADE 22E
(252A) ENVII20NMENTAL HEALTH AIDE
A B C D E F 5-yr. 6-yt. 10-yr. 15 yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12)
12-24-94 892.94 928.13 966.341008.381066.131109.181156.131200,171231.521263.801277.731291.66
12-23-95 910.80 946.69 985.fi71028.551087.451131.361179.251224.171256.151308.421322.83 1337.25
GRADE 023
(373A) COMMUNITY LIAISON OFFICER
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)
12-24-94 915.28 951.63 989.80 1027.25 1070.99 1116.03 1143.43 1167.92 1181.85 1195.79
12-23-95 933.59 970.661004.601047.801092.42 1138.351166.301209.151223.571238.01
GRADE 024
(312) VALUATION & ASSESSMENT AIDE I
Effective
12-24-94 938.95 975.121014.241057.321101.351146.371174.73 1205.061218.991232.93
12-23-95 957.73 994.621034.521078.471123.381169.301198.221247.601262.021276.45
GRADE 025
(006A) '�LIBRARY ASSISTANT II
(318A) FIRE AIDE
(277A) LIBRARY ASSISTANT
(893) MEDICAL ASSISTANT
(025A) PLAN EXAMINER I
Effecfive
12-24-94 959.47 995.66 1038.72 1077.871122.871166.911198.22 1226.611240.53 1254.47
12-23-95 978.661015.571059.491099.431145.331190.251222.181269.911284.321298.75
GRADE 026
(015) ARCFIITECTURAL DRAFI'ER TRAINEE
(168) ENGINEERTNG AIDE II
(147A) LOAN & GRANT ASSISTANT II
(324) YALUATION & ASSESSMENT AIDE II
Fffective
12-24-44 981.94 1026.01 1066.13 I109.18 1156.13 1200.1� 1231.52 1263.80 1277.73 1291.66
12-23-95 1001.58 1046.53 1087.45 1131.36 1179.25 1224.17 1256.15 1308.42 1322.83 1337.25
GRADE 028
(468A) VIDEO PRODUCTION TECfINICIAN
Effective
12-24-94 1008.38 1047.51 1092.54 1137.56 1170.60 123932 1271.61 1304.90 1318.83 1332.76
12-23-95 1028.55 1068.46 121439 1160.31 1194.01 1264.11 1297.Q4 1350.97 1365.39 13�9.81
,.
.
�
G�-«��
APPENDIX A (Continued)
GRADE 029
(393A) CITSZEN SERVSCE ANALYST
(279A) CITY PLANNIIVG TECHNICIAN
(369A) DUPL EQUIP OPR (TWO-COLOR)
(112A) HEALTH LABORATORY TECH I
A B C D E F 10-yr. 15-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8)
12-24-94 1031.87 1076.90 1122.87 1167.92 1220.74 1273.58 1307.79 1341.11
12-23-95 1052.51 1098.44 1145.33 1191.28 1245.15 1299.05 1333.95 1388.45
20-yr. 25-yr.
(9) (10)
1355.03 1368.96
1402.86 1417.29
GRADE 030
(685) ACCOUNTING TECHNICIAN I
(016) ARCHITECT[TRAL DRAFrER
(ZOlA) EDP PROGRAMMER TRAINEE
(615) GRAPAIC ARTS TECH-CITY PLNG
(197A) HUMAN RIGHTS TECHNICIAN
(115A) MEDICAL RECORDS PRACTITIONER
(067A) NUTRITION ASSISTANT IT
(078A) PROJECT MANAGEMENT TECHNICTAN
(373) PUBLIC WORKS TECHNICIAN I
(357) VALUATION & ASSESSMENT TECH I
(523) WATER UTILITY TECHNICIAN I
(343A) ZONING AIDE
Effective
12-24-94 105828 1103.29 1148.31 1199.21 1251.05 1305.84 1339.14 137532 138925 1403.18
12-23-95 1079.45 1125.36 1171.28 1223.19 1276.07 1331.96 13b5.92 1423.87 1438.30 1452.71
GRADE 031
(363A) TREASURY TECHNICIAN
Effective
12-24-94 1083.72 1130.70 1177.68 1226.61 1281.42 1338.16 1374.37 1406.68 1420.62 1434.54
12-23-95 110539 1153.31 1201.23 1251.14 1307.05 1364.92 1401.86 1456.33 1470.77 1485.18
GRADE 032
(125A) HOUSING REHAB ADVISOR I
(200A) LICENSE ENFORCEMENT AUDTl'OR
(863) LOAN SPECIALIST I
(178) PRACTICAL NURSE
Effective
12-24-94 1111.13 1161.03 1210.96 1258.88 1315.64 1375.32 1407.62 1448.72 1462.65 1476.58
12-23-95 113335 1184.25 ]235.18 1284.06 1341.95 1402.83 1435.77 1499.86 1514.28 1528.70
��
q5-lo��
APPENDIX A (Continued)
GRADE 033
(441) CLINIC NiJRSE
(138) DENTAL HYGIEIVIST
(461A) EDP NETWORK SPECIALIST 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 1138.53 1189.41 124130 1296.06 1349.92 1407.62 1448.72 1487.88 1501.81 1515.74
12-23-95 1161.30 1213.20 1266.13 1321.98 1376.92 1435.77 1477.69 1540.40 1554.83 1569.24
GRADE 034
(68� ACCOUNTING TECHNICIAN II
(OSOA) FIItE COMMUIVICATIONS OPR I
(256A) LICENSE AND PERMIT TNSPECfOR
(374) PUBLIC WORKS TECFINICIAN II
(524) WATER UTILITY TECHNICIAN II
Effective
12-24-94 l I67.92 1220,74 1273.58 132936 1388.07 1448.�2 1487.88 1526.03 1539.96 1553.89
12-23-95 1191.28 1245.15 1299.05 1355.95 1415.83 1477.69 1517.64 1579.90 1594.32 1608.74
GRADE 035
(253A) ENVIItONMENi'AL HEALTH INSPECfOR
(319A) FIRE PREVENITON INSPECTOR I
(113A) HEALTH LABORATORY TECH II
(047A) HOUSING COUNSELOR
(026A) PLAN EXAMINER II
(289A) REGISTERED RADIOLOGICAL TECHLG
(371) VALUATION & ASSESSMENT TECH II
{349A) ZONING TECHNICIAN
Effective
12-24-94 1Z99.2! 1251.05 1305.84 ]362.62 1423.30 1487.88 1526.03 1567.13 1581.06 1594.99
12-23-95 1223.19 1276.07 1331.96 1389.87 1451.77 1517.64 1556.55 1622.45 1636.87 1651.29
GRADE 036
(122A) ADAPIIVE RECREATION DTRECTOR
(462A) EDP NE1'�'VORK SPECIALIST II
(S67) EDP PROGRAMMER
(OS1A) FIItE COMMUNICATIONS OPR II
(126A) HOUSING REHAB ADVISOR II
(869) REAL ESTATE SPECIALIST
(055A) RECREAITON CENTER DIItECTOR
(474) SURVEYOR
Effective
12-24-94 1231.52 1285.29 1341.11 1399.78 1462.41 1528.96 1570.08 1612.13 1626.06 1640.01
12-23-95 125615 1311.00 1367.93 1427.78 1491.66 1559.54 1601.48 1669.04 1683.46 1697.90
� '�'
,�
- APPENDIX A (Continued)
' GRADE 038
(027A) =PLAN EXAMINER III
(049A) COMMUNITY EDUCATION/REC COORD
(375) PUBLIC WORKS TECHNICIAN III
(S70) REHABILTTATION SUPERVISOR
(246A) TELECOMMUNICATIONS TECFINICIAN
(390) VALUATION & ASSESSMENT TECH III
(525) WATER UTILTTY TECHIVICIAN III
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)
12-2A-94 1298.04 1351.86 1413.51 1474.19 1541.72 1607.29 1654.23 1b9730 171122 1725.16
12-23-95 1324.00 1378.90 1441.78 1503.67 1572.55 1639.44 1687.31 1757.22 17'71.62 1786.05
GRADE 039
(093A) AQUATICS MANAGER
(432A) PAYROLL SYSTEM TECAIVICIAN
Effective
12-24-94 1330.34 1389.02 1450.67 1511.56 1580.85 1668.91 1697.30 1758.92 1772.84 1786.77
12-23-95 1356.95 1416.80 1479.68 1541.79 1612.47 1702.29 173125 1821.01 1835.42 1849.85
GRADE 040
(353) ACCOUNTING TECHNICIAN III
(871) BUSINESS RELOCATION SPECIALIST
(077A) DUPL SHOP MANAGER
(190A) EDP PROGRAMMER ANALYST
(254A) ENVIRONMENTAL HEALTH INSP SUPV
(921A) HUMAN RESOURCES TECHNICIAN III
(169A) LOAN SPECIALIST II
(522A) SENIOR LICENSE INSPECTOR
Effective
12-24-94 1365.57 1426.23 1490.82 1553.46 1623.89 1698.25 1743.27 1792.19 1806.11 1820.05
12-23-95 1392.88 1454.75 1520.64 1584.53 165637 1732.22 1778.14 1855.45 1869.86 1884.30
GRADE 041
(873) ENGINEERING ASSISTANT
(320A) FIRE PREVENTION INSPECTOR II
(293A) SENIOR PLAN EXAMINER
Effective
12-24-94 1401.76 1463.40 1529.97 1597.47 1669.88 1744.24 1792.19 1842.09 1856.02 1869.96
12-23-95 1429.80 1492.67 1560.57 1629.42 1703.28 1779.12 1828.03 1907.11 1921.54 1935.97
QF -l���
�
GRADE 044
(890) ACCOLTNTING TECHNICIAN IV
(191A) EDP LEAD PROGRAMMER
� 5- iot��
APPENDIX A (Continued)
Effective
12-24-94 1516.22 1585.70 1657.16 1733.49 1809.79 1891.021943.87 1998.68 2012.612026.55
12-23-95 1546.54 1617.41 1690.30 1768.16 1845.99 1928.84 1982.75 2069.23 2083.65 2098.09
The above December 24, 1994 rates reflect an increase of two percent (2%) over the 7une 25, 1993 rates.
The above December 23, 1995 rates reflect:
1. An increase of two percent (2.0%) over the December 24, 1994 rates, and
2. An additional one and a half percent (1.5%) increase to the 15, 20, and 25 yeaz steps.
,.
��
CouncBFite# �lS � t��pp
GreenSheet# a� �� ° J..
Presented
Referred Ta
RESOLUTION
Committee: Date
��
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 L,ocal 1842, District Council 14, American Federation of State, County
and Municipal Employees, AFL-CIO.
Requested by Department of:
Office of Labor Relations
By: f� � �'
`
Adoption Certif ed by Cauncil Secretary
By: � � 'a- � �'—� �+-a�
Approved�y�Iayor:Dat� ��.o�C,��
Fo ppr ved bq City Attorney
By: � ..� `..
sy:
Mayor
to Council
By:
AdopceH by Councit: Date �µ�.. \ 3 \`lq S
qS- tt�L�'
N� 27872
TOTAL # OF SIGNATURE PAGES i
5 � GREEN SHEET
INITIAV�A7E INITIAVDATE
� DE7ARTMENT WAECTOR � CITY COUNCIL
� CITYAT(ORNEY � CINCLERK
FOA
� BUDCaET DIRECTOA � GIN. & MGT. SEPVICES DIR.
■ ❑ MAYOA (DR ASSI5TANn Q
ALL LOCA710NS FOR StGNATURE)
This resolution approves tke attached 1995-1946 Agreement between the City
of Saint Paul and AFSCME, District Council 14, Loca1 1842.
_ PIANNING COMMISSION _ CNIL SERVICE
_ CIB COMMITiEE _
_ STAFF _ .
_ �ISTRICT COURT _ .
SUPPORTS WHICM COUNQL O&IECTIVE�
INITIATING PROBLEM, ISSUE, OPPORTUNITY (Wno, What, When. Where,
See Attached.
If
PEHSONAL SERVIGE CONTHACTS MUST ANSWER THE FOLLOWING �UESTIONS:
1. Has this personrtvm ever worketl under a contrect for this tlepartment?
YES NO
2. Has this person/firm eve� Geen a Cry employee?
YES NO
3. Does this person/fitm possess a skill not normally possessed by any current city employee?
YES NO
Explein all yes answers on separate sheet entl attach to green sheet
An Agreement in place through December, 1996.
None
No settlement reached and possible strike,
1995 - $430,798.00
�OTALAMOUNTOFTHANSACTION S 1996 — �SSE,�FO�.��
COSTlREVENUE BUDGETEU (CIRCLE ONE)
YES NO
FUNDItdG SOURCE ACTIVITY NUMBER
°INANCIALINFORMAtlON�(E%P4AIN)
�5� I
1(a). Wages
EfFective 12l24t44:
Effective 12/23195:
Tentative Agreement
between AFSCME Locals 1842 and 2508
and the City of Saint Paul
August 30,1995
2% across the board increase
2% across the board increase
1(b)_ Step enhancement
Effective 12I23(95, a 1.5% increase wi11 be added to the 15, 20 and 25 year steps
Z. Active Health Insurance
Effective for the January, 1995 insurance, the City will contribute $172.46 for single, and
$326.22 for family.
Effective for the January, 1996 insurance, the Ciry will contribute $180.91 f� single, and
$336.41 for family. [Represents the amount of the single premium and 50°/a of the
premium increase for family in each year.]
4.
Life Insurance
Effective for the January, 1996 insurance, the City will pravide an additianai $5,000 of
life insurance. This brings the total to $20,000 of life insurance.
Articie 1 - Recognition (Clarification)
Update by adding new titles and delering 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.
b. Articie 9 -Vacation (Clarification)
Delete obsolete language of 9.4 regazding penalty for excess vacation carryover resulting
from the vacation added in the 1994 agreement.
Article 19 - Seniarity (Article l2 in Local 1842 contcact)
Add new section Employees assigned to these divisions in the Police Department:
Impound Lot, Property Room, Communieation Center, and/or
Records, sha11 be allowed to bid for work shifts (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 1995-1996 agreement
�� -
Tentative Agreement
August 30, 1995
Page Two
9. Retiree Health Insurance (To replace current Article I 0.2 through 1 d.7)
{Insurance Article is re-ordered and re-numbered as a result o£ changes}
A) No change for employees retiring by 12/31195.
B) Full time employees must meet the following requirements at the time of their
rerirement to be eligible for the Employer contributions toward retiree health
insurance benefits described below:
(i) be receiving benefits from a public empioyee retirement act AND
(2) have severed their relationship with the Ciry of Saint Paul for reasons other
than misconduct; AND
(3) tiave completed at least 20 years of service witl� the City of Saint Paui.
(C) For Early Retirees who meet fhe above qualifications, the City shall provide the
foliowing monthly contributions:
(1) For those employees hired prior to llll96, the City will contribute:
Single contribution amount at time of retirement, not to exceed $350.
Family: $ 350
(2) For those employees hired on/aftet 1/1l96, the Ciry will contribute $300.
(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 1J1/95, the City will contribute $550.
(2) For those employees hired onlafter 1(1/96, the Ciry will contribute $300.
10. Section 10.8 shall be deleted except far the third paragraph, 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 total cost of such insurance coverage shall be paid by the retiree.
9s-i
Costs for 1995-1996 Settlement with AFSCME Locals 2508 and 1842
Clerical Technical
1995
Wages (2%)
Health Ins.
Life Insurance
Tota1 for 1995
149b
Wages (2%)
Step Enhance
(15, 20, 25 year)
Health Ins.
Tota1 for 1996
$325,750
$ 23,750
$ 8.350
$357,850
$332,300
$ 93,050
57 O50
$482,400
1996
2.00°to Wages (2%)
15% Health Ins.
.QS% Life Insurance
2.20°lo Tatal for 1995
1996
2.�0°lo Wages (2%)
.56 Step Enhance
(I5, 20, 25�year)
.34% Health Ins.
2.90% Total for 1996
$270,900
$ 17,150
950
$294,000
$276,300
$ 77,350
40 650
$394,300
2.00%
.13%
.04°l0
2.20%
2.00%
.56%
.30°l0
2.86%
The percentages listed represent percentages of the salary dollazs.
Cusnulative total, including creep costs for steps, social securiry, pensions, etc., comes to the
following for each year.
1995 $517,960 $430,798
1996 $675,780 $556,400
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AGREEII��
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[�
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OF � 14,
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AND 1VIU1�CIpAL EMpLpY�s� A�CI
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INDEX
ARTTCLE TTTLE
PAGE
Preamble...............................................ii
1 Recognition .............................................. 1
2 Check Off ............................................... 3
3 Hoursof Work ........................................... 4
4 Work Breaks ............................................. 5
5 Holidays ................................................ 6
6 Grievance Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
7 �ty Mileage ............................................ 10
8 Residence .............................................. 12
9 Vacation ............................................... 13
10 Insurance .............................................. 14
11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
12 Seniority ............................................... 21
13 Employee Records ....................................... 24
14 Bulletin Boards .......................................... 25
15 Wages ................................................. 26
16 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
17 Leavesof Absence ....................................... 28
i$ Military I.eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
19 Management Rights ....................................... 32
20 Discipline .............................................. 33
21 Vacancies .............................................. 34
22 LegalServices ........................................... 35
23 No Strike-No I.ockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
24 Severance Pay ........................................... 37
25 Temporary Employees ..................................... 40
26 Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
27 Sick Leave Usage for Dependent Caze . . . . . . . . . . . . . . . . . . . . . . . . . 42
28 Safety ................................................. 43
29 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
30 Termsof Agreement ...................................... 45
Append'vc A .......................................•••... AI
i
. � �J "���?�
PREAMBLE
This agreement entered into by the CITY of Saint Paul, hereinafter referred to as the
Employer, and I,ocal Union 1842, affiliated with Council 14, and the American
Federation of State, County and Municipal Employees, AFL-CIQ hereinafter referred to
as the Union, has as its purpose the promotion of harmonious relations between the
Employer and the Union, the establishment of rates of pay, hours of work, and other
conditions of employment.
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ARTICLE 1 - RECOGNITION
11 The Employer recognizes tbe 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 certi�ication by the State of
Mianesota, Bureau of Mediation Services, dated July 12, 1973, in Case No.
74-PR-7-A and as amended and as set forth in Section 1.2 below.
1.2 The bargaining unit covered by this agreement shall consist of the following:
All technical personnel who are employed by the C7ty of St. Paul or who have
tbeir "terms and conditions of employment" established by the governing body of
the City of St. Paui, and whose employment service exceeds the lesser of 14 hours
per week or 35 percent of the normai work week and more than 67 work days per
year, in the classifications of:
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Adaptive Recreation D'uector
Aquatics Manager
Architectural Drafter Trainee
Architectural Drafter
Business Relocation Specialist
Citizen Service Analyst
C`ity Planning Aide
CSty Planning Technician
Clinic Nurse
Community Education f Recreation
Coordinator
Community Liaison Officer
Dental AssisYant
Dentai Hygienist
Duplicating Shop Manager
Duplicating Equipment Operator
(Two-Color)
EDP Lead Programmer
EDP Network Specialist I
EDP Network Specialist II
EDP Programmer
EDP Programmer Analyst
EDP Programmer Trainee
Engineering Aide I
Engineering Aide II
Engineering Assistant
Environmental Iiealth Aide
Environmental Health Inspector
Environmental Health Inspection Supvr.
Fire Aide
Fire Communications Operator I
Fire Communications Operator II
Fire Prevention Inspector I
Fire Prevention Inspector II
Graphic Arts Technician--CYty Planning
Health and Education Assistant
Health and Education A.ssistant
-Cambodian/English
Health and Education Assistant
-Hmong/English
Health and Education Assistant
-Spanish/English
Health Iaboratory Technician I
Health Laboratory Technician II
Housing Counselor
Housing Rehabilitation Advisor I
Housing Rehabilitation Advisor II
Human Rights Technician
Human Resources Technician III
Library Assistant
`Library Assistant II
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ARTICLE 1- RECOGiVITION (Continued)
License and Perntit Aide
License and Permit Inspector
License Enforcement Auditor
I.oan & Grant Assistant I
Loan & Grant Assistant II
Loan Specialist I
I,oan Specialist II
Medicai Assistani
Medical Records Practitioner
Modified DuTy Worker (Technical)
Nutrition Assistant I
Nutrition Assistant II
Payroll System Tecbnician
Plan Examiner I
Plan E�camiuer II
`Plan F�aminer III
Practical Nurse
Project Management Technician
Public Works Technician I
Public Works Technician II
Pubfic Works Technician III
ReaI Estate Specialist I
Recreation Center Director
Recreation I.eader
Registered Radiological Technologist
Rehabilitation Supervisor
Senior License Inspector
Senior Plan F,aiaminer
Service Worker III
Surveyor
Telecommunications Tecbnician
Treasury Technician
Valuation and Assessment Aide I
Valuarion and Assessment Aide II
Valuation and Assessment Technician I
Valuation and Assessment Technician II
Valuation and Assessment Technician III
Video Production Assistant
Video Pro@uction Technician
Water Utility Technician I
Water Utility Technician II
Water Utility Technician III
Water Laboratory Aide
Zoning Aide
Zoning Technirian
*Title abolished except as to present incumbents.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair shaze fee for services rendered by the Union, and upon
notification by the Union, the Employer shall check off said fee from the eaznings
of the employee and transmit the same to the Uzuon. In no instance shatl the
required contribution excaed a pro rata shaze of the specific expenses incurred for
services rendered by the representative in relationship to negotiations an@
administration of grievance procedures. This provision shall remain operative
only so long as specifically provided by Minnesota law, and as otherwise legal.
1.4 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 Emplayer under the provisions of
Section 1.3 of this Article.
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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 by a representative of the Union and the
aggregate deductians of all empioyees 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 harmiess the Employer against any and
all claims, suits, orders or judgments brought or issued against the City as a result
of any action taken or not taken by the City under the provisions of this Article.
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ARTTCLE 3- HOURS OF WORK
3.1 The normai work day sha11 be seven and three/fourt.bs (7 consecurive hours per
day, excluding a forty-five (45} minute lunch period, 15 (fifteen) minutes of which
shall 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 of
thirty-eight and tbree-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 normai work day or per normal work week.
3.5 Time on the payroll in excess of the narmal hours set forth above in ttris Article
shali be "overtime work" and shali be done only by order of the Eiead of the
Department.
3.6 All employees in this bargaining unit shalI be recompensed for work done in
excess of the normal hours established above in this Article by being granted
compensatory tiuie on a time and one-haIf basis or by being paid oa a time and
one-half basis for such overtime 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 shiftc, work days and hours shall
be posted on all department bultetin boards at all times. It is aiso understood
that deviation fsom posted work schedules shall be pemrissible due to
emergencies and acts of God, and overtime may be required.
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
normaI work day and wark week as set forth in Sections 3.1, 3.2 and 3.3,
Overtime compensation for employees working 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 ihe employees involved. VacaTion,
holiday and sick leave benefits for employees who share a position shall be
pro-rated based upon the percent of hours worked. Health insurance benefits
shall be administered in accordance with the provisions of Article 10 of ttus
agreement. In the event that one of tfie employees participating in the shazed
position is terminated or terminates employment, the Employer sha12 post the job
sharing vacancy for a period of ten (10) days. If at the end of ten (10) days, such
vacancy cannot be filled, the Employer shall have the opdon of increasing the
remaining employee's work hours.
3.10 Sections 3.8 and 3.9 shall not be subject to the provisions of Article 6 of this
agreement.
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ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - All employees work schedules shall provide for a fifteen (15)
minute rest period during each one-half shift. The rest period shall be scheduled
by management at appror.imately 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 his/her regular
quitting time, he/she sha11 be entitled to the rest period that occurs during said
half shift.
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ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed - The following days shaIl be recognized and
observed as paid holidays:
New Yeaz's Day
Martin Luther King Day
Presidents' Day
Memoriai Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eiigible employees shatt receive pay for each of the holidays listed above, on
which they per£orm no work. Whenever any af 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 shail be observed on
the succeeding Monday. For those empioyees 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 conuact year, subject to approval of the Department Aead of any
employee.
S.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appeaz on the payroll on any six working days of the nine
working days preceding the holiday; or an empioyee's name must appeaz on the
payrall the last working day before the holiday and an three other worl�ng days of
the nine working days preceding the holiday. In neither case shall the holiday be
counted as a worldng day for the purposes of this section. It is further undersiood
that neither temporary, emergency nor other employee not heretofore eligibie
shall receive baliday pay.
5.4 Notwithstanding Secrion 5.3, a temporary empioyee shati be eligble for hofiday
pay only after such employee has been employed as a temporary employee for
si�rty-seven {67) consecutive work days. No temporary employee shail be eligible
for any floating holidays.
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ARTICLE 6 - GRIEVANCE PROCEDURES
6.1 The Employer shall recognize stewards selected in accordance with Union rules and
regulations as the grievance regresentatives of the bargaining unit The Union shali
notify the Empioyer in writing of the names of the stewards 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 responsibilities of
the employees and shall therefore be accomplished during working hours only when
consistent with such employee's duties and responsibilities. The steward involved
and a grieving employee shall suffer no loss in pay when a grievance is processed
during working hours, provided the steward and the employee have notified and
received the approval of the supervisor to be absent to process a grievance and that
such absence would not be detrimental to the work programs of the Employer.
63 The procedure established by this Article shall be the sole and exclusiva procedure
for the processing of grievances, which are defined as an alieged violation of the
terms and conditions of this agreement.
However, this Article does not abridge grievance rights possessed by eligible
veterans under applicable veterans' rights 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 steward) 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 informai
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 alleged section(s) of the agreement violated, and the relief requested.
Any alleged violation of the agreement not reduced to writing by the Union within
fourteen (14} work days of the first 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 Steward and attempt to
resolve the grievance. If, as a result of this meeting, the grievance remains
unsolved, the Employer shall reply in writing to the Union within seven (7) work
days following this meeting.
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ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
The Union may refer the grievance in writing to Step 3 within seven (7) wark days
following receipt of the Emplayer's written answer. Any grievance noY refened in
writing by the Union within seven (7) wark days following receipt of the Employer's
answer shall be considered waived.
Step 3- Witt�in seven ('7) work days following receipt of a grievance refened from
Step 2, a designated Employer supervisor shall meet with the Union Business
Manager or his/her designated representative, the empioyee and the steward and
attempt to resoive the grievance. Within seven (7) work days following this meeting
t]�e Employer shall reply in writing to the Unian stating the Empiayer's answer
concerning the grievance. If, as a result of the written response the grievance
remains unsolved, the Union may refer the grievauce to Step 4. Any grievance nat
refened in writing by the Union to Step 4 within seven (7) work days following
receipt of tbe Employer's answer shail be considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7) work
days after the response of the Empioyer in Step 3 by written notice to the Employer,
request arbitration of the grievance, The arbitration proceedings shall be conducted
by an azbitrator to be selected from a permanent panel of five (5) arbitrators.
Arbitrators shall be selected by lot within twenty (20} work days after norice 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 tha Director af the
Bureau of Mediation Services for a list of ten (10) arbitrators for eacfi panel
member for which the parties did not mutually agree. The parties shail alternately
strike names from such list(s), the Employer strildng first, until one (i) name
remains.
Vacancies occurring on the permanent panel during the life of this agreement shaii
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. Ttris
azbitrator selection process shall be effective only for the duradon of this agreement
unless both parties mut�zatly agree to e�rtend such provisions.
At any time priar to the apening of an arbitration hearing, the parties may mutually
agree to utiiize the assistance of the Bureau of Mediation Services to attempt to
mediate a resolution of the dispute.
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ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
6.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to, or
subtract from the provisions of this agreement. The arbitrator shall consider and
decide only the specific issues 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 arbitrator shall be without power to make decisions conuary 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 arbitrator's decision shall
be submitted in writing within thirty (30) days following close of the hearing of
the submission of briefs by the parties, whichever be later, unless the parties agree
to an extension.
The decision shall be based solely on the arbitrato�'s interpretation or application
of the express 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.
b.b The fees and e�cpenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses. If eithez
party desires a verbatim rewrd 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 ttiis 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 Civii Service
Rules of the CSty of Saint Paul.
6.9 The provisions of this 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 Director to the President of Local 1842.
This section shall not be grievable.
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ARTICLE 7 - CITY NIILEAGE
7.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of Yhe 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 aze adopted.
7.2 Method of Computation - To be eligible for such reimbursement, all of�cers and
employees must receive written authorization from the Department FIead.
Type 1- If an employee is required to use 2ris/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 veIucle is actually used in
performing the duries of the employee's position. In addition, the employee shall
be reimbursed $0.20 per mile for each mile actually c3riven.
If such employee is required to drive an automobile during employment and the
department head or designated representative determines that an employer
velucle 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,
Type 2- If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shaIl 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 acfualiy 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 a�ailable for the employee's use but the employee desires to use his/her
own automobile, then the employee shall be reunbursed at the rate of $0.20 per
mile driven and shall not be efigible for any per diem.
This Section 7.2 shall become effective February 1, 1994.
7.3 The City wi21 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 pazking will be provided
only for the days the employee is required to have his or her own personal car
a�ailable.
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ARTICLE 7 - CITY MILEAGE (Continued)
7.4 Rnles and Regulations - The Mayor shall adopt rules and regulations governing the
procedures for automobile reimbursement, which regulations and rules shall contain
the requirement that recipients shall file daily reports indicating miles driven and
shall file monthly a�davits stating the number of days worked and the number of
miles drivery and further requue that they maintain automobile liability insurance in
amounts of not less than $100,000J$300,400 for personal injury, and $25,OQQ for
property damage, or liability insurance in amounts not less than $30Q000 single limit
coverage, with the C1ty of Saint Paul named as an additional insured. These rules
and regulations, together with the amendment thereto, shall be maintained on file
with the City Clerk.
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ARTICLE 8 -
S.1 The resolution pertaining to residence approved July 26, 1979, under Council File
No. 273378 shali apply to all empioyees covered by this agreement.
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each fuil hour on the
payroll, excluding overtime.
Years of Service
lst yeaz thru 4th year
Sth year thru 9th year
lOth year thru i5th year
16th year Yhru �3rd year
24th year and thereafter
Hours of Vacation
.03$5 (10 days)
.061b (16 days)
.0731 (19 days)
.0885 (23 days)
.1000 (26 days)
9.2 The Head of a Department may permit an empioyee 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 'bacation year" sha11 be the flscal year (IRS
payroll reporting year).
9.3 The above provisions of vacation shali be subject to the Saint Paul 5alary Plan and
Rates of Compensation, Section I, Sub. H.
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ARTICLE IO - INSURANCE
id.l The Emgioyer will continue for the period of Yhis agreement to provide for
emplayees such health aad life insurance benefits as aze provided by the
Employer at the time of execution of this agreement.
10.2 For each eligible empioyee coaered by this agreement who is employed full-time
and who selects employee health insurance coverage provided by the Empioyer,
the Employer agrees to contribute $172.96 or the actual cost, whichever is less,
per month toward the cost of such premium,
For each eligibie full-time employee who selects family health insurance coverage,
the Employer will contribute the cost of such family coverage ar $326.22 per
month, whichever is Iess. These contribution levels shall be effective for 7anuary,
1995 premiums.
10.3 Effective for the January, 1996 insurance premiums, for each eligible empioyee
covered by ihis agreement who is employed full-rime and who selects employee
beaIth 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 bealth insurance coverage,
the Employer will contribute the cost of such family coverage or $336.41 per
month, whichever is Iess toward the cost of such premium.
10.4 For the purpose of tlris Articie, fuit-time employment is defined as appearing on
the payroll an average of at least 32 hours per week for the Lwelve (12) month
period preceding the annual open enrollment or special enrollments or the s'vc (6)
month period preceding initial enrollment.
Three-quarter time empIoyment 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 hvelve (12)
month period preceding the annual open enraliment or special enroilments or the
six (6) month period preceding initial enrollment.
Half-time employment is de�ned as appearing on the payroIl an average of at
ieast 20 hours per week but Iess than 26 houzs per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or six
(6) month period preceding initial enrollment
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ARTICLE 10 - INSURANCE (Continued)
10.5 For each eligible empioyee covered by this agreement who is employed half-time.
and who selects employee health insurance coverage, tbe Employer agrees to
contrihute 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-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 selecting employee caverage.
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.
iQ.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance
wntributions as full-time employees. This Section 10.6 applies only to employees
who were employed half-time during ihe month o£ 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 fox the January, 1996 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 Aealth and Welfare Pian.
109 Any cost of any premium for any CSty offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 10 shall be paid by
the employee.
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ARTICLE 10 - INSURANCE (Continued}
Until such employees reach sixty-five (65) years of age, the Employer agrees that for
retuees selecting single coverage, the Employer will provide the same contribution
as is provided for active employees selecting sing2e coverage under this agreement.
This amount, however, shall not exceed $350 per month.
For employees selecting family health insurance wverage, the Employer will
contribute $350 per month toward the premium for family health insvrance
coverage. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
When such early retiree attains age 65, the provisions of Secrion 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 i, 1996, and
10.15(3} Ha�e 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 s'ucty-5ve (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month toward the cost of single or family
heaith insurance coverage. Any unused portion shall not be paid to the retiree.
When such eazly retiree attains age 65, the provisions of Section 10.18 shall apply.
Regular Retirees (Age 65 and over)
1016 This Section shall apply to full ume employees who:
10.16(i) Retire on or before December 31, 1995, and
10.16(2) Have attained age 65 at retirement, and
10.16(3) Meet the canditions of Section 1012 above, and
Id.16(5) SeIect a healtfi insurance plan offered by the Employer.
The Employer agrees to contribute 100%o of the single or family premium for any
health insurance plan offered by the Employer to regulaz retirees and their
dependents.
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ARTICLE 10 - IN5URANCE (Continuedj
This Section shall also apply to early retirees who retired under the provisions of
Section 10.13 when such early retirees attain age 65.
10.17 This Section shall apply to fuli 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 maYimum of $550.00 per month towazd 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 shali also apply to early retirees who retired under the provisions of
Section 10.14 when such retirees attain age 65.
1Q.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
1018(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maYimum of $300.00 per month toward the
cost of single or family health insurance coverage offered to regular retirees and
their dependents. Any unused portion shall not be paid to the retiree.
This Section 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 conditions of Section 10.12(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 not carry his/her spouse as a dependent if such spouse is also a
Ciry retiree or City employee and eligible for and is enrolled in the City health
insurance program.
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance
10.21 The surviving spouse of an employee canying family coverage aY the time of
his/her death due to a job connected injvey or illness which was determined to
have arisen out of and in the course of fiis/her 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 early retiree or a regular retiree, the dependents
of the rewee shall have ihe option, within tbirty (30) days, to continue the current
hospitalization and medical beneflts which said dependents previously had, at the
premium and Employer contribution accorded to the elig'ble deceased retiree.
It is further understood ihat 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 haue the right to maintain City heaith insurance for the fust ninety
(90) days of said employment.
- 19(a) -
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ARTICLE 11 - WORKING Oi1T OF CLASSI�ICATION
11.1 Employer shall avoid, wbenever possible, worldng an employee on an out-of-ciass
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) consecutive working days during a
year shall receive the rate of pay for the out-of-class assignment in a higher
classification not later than the sixteenth (16) day of such assignment. For
purposes of this Article, an out-of-class assignment is de�ned as an assignment of
an employee to perform, on a full-time basis, all of the signiffcant duties and
respansibilities of a position different from the employee's regular position, and
which is 3n a classification higher than ihe classification heid by such empioyee.
The rate of pay for an approved out-of-class assignment shall be the same rate the
empioyee would receive if such employee received a regular appointment to the
higher classification.
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ARTICLE 12 - SEIVIORITY
12.1 Seniority, for the purpose of this agreement, shall be defined as foliows:
The iength of continuous, regulaz and probationary service with the Employer
from the date an employee was first certified and appointed to a class ritle
covered by this agreement, it being furtber understood that seniority is confined to
the current class assignment held by an empioyee. In cases where two or more
empioyees 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
certificaxion was made.
12.2 Seniority shall terminate when an employee retires, resigns, or is dischazged.
12.3 In the event it is determined by the Employer that it is necessary to reduce the
work force, employees will be laid off by ciass ritle within each department based
on inverse length of seniority as defined above. However, when layoff occurs in
aay of the titles listed below under Column A, layoff sha11 be based on inverse
lengW of total seniority in atl 6tles lisTed on the conesponding iine under Column
B. The Human Resources Department will identify snch least senior employee in
ttze department reducing positions, and shall notify said employee of his/her
redncdon from the department. If there are any vacancies in any of the titles
under Column B on which senioriry was based, in any other City department, the
Human Resonrces Department shall piace 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 shaIl fill. If no vacancy
exists in such tities, then the least senior City employee in sucl� tifles shall be
identi�ed, and if the empioyee affecied by the originai departmental reducrion 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
ttris Article, the Baard of Educadon is nat included as a Ciry department nor is a
Board af Education employee inciuded as a City empioyee.
. � � •
Deputy License Inspector I
Deputy License Inspector II
Engineering Aide I
Engineering Aide II
Column B
Deputy License Inspector I, Depnty
License Inspector II
Deputy License Tnspector I, Deputy
License Inspector II
Engineering Aide I, Engineering Aide II,
Traffic Eng. Aide II, Engr. Draftsman
Eng. Aide I, Eng. ?,ide II, Traffic Engr.
Aide II, Engr. Draftsman
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ARTTCLE 12 - SEIVIORITY (Continued)
Column A
Fire Aide I
Fire Aide II
Housing Aide I
Housing Aide II
Housing Rehab. Advisor I
Housing Rehab. Trainee
Library Assistant I
Library Assistant II
Operations Asst-Town Sq.Park
Planning Aide I
Planning Aide II
Planning Assistant I
Planning Assistant II
Recreatian Center DirecYOr
Recreation I.eader II
Recreation Leader III
Sanitarian Aide I
Sanitarian Aide II
Traffic Engr. Aide II
Val. & Asses. Aide I
Val. & Assess. Aide II
Column B
Fire Aide I, Fire Aide II
Fire Aide I, Fire Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Housing Rehabilitation Trainee, Iiousing
Rehabilitation Advisor I
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I
Library Assistant I, Library Assistant II
Library Assistant I, Library Assistant II
Recreation Leader II, Rec. Leader I,
Rec. Director I, Rea Center Duector
Pianning Aide I, Pianning Aide II,
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II,
Planning Asst. I, Planning Asst. II
Planning Aide I, Pianning Aide II,
Pianning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II,
Planning Asst. I, Flanning Asst. II
Recreation Leader II, Rec. I.eader III,
Recreation Director I, Operations
Asst: Town Square Park
Rec. I.eader II, Rec. Leader III,
Recreation Director I, Operations
Asst.-Town Square Park
Rec. Leader II, Rec. Leader III,
Recreation D'uector I, Operations
Asst: Town Square Park
Housing Aide I, Housing Aide II,
Sanitazian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
Engineering Aide I, Engineering Aide II,
Traffic Enganeering Aide II
Val/Assess Aide I, Val/Assess Aide II
Val/Assess Aide I, Val/Assess Aide TI
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ARTICLE 12 - SEATIORITY (Continued}
12.4 In cases where there are promational series, such as Technician I, II, III, etc,
when the number of employees in these higher ritles is to be reduced, employees
who have he2d lower titles which aze in this bargaining unit will be offered
reductions to the highest of these titles to which class seniority would keep them
from being laid off, before iayoffs aze made by any class titte in any
department.
12.5 It is understood that such employees will pick up their former seniority date in
any class of posiflons that they previously held.
12.6 Recall from layaff shall be in inverse order of layoff, except that recall rights shall
expire after two years of layoff.
12.7 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communication Center, and/or Records, sha11 be allowed to bid
for work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when
a vacancy occurs within the employees' classification in their division.
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ARTICLE 13 - EMPLOYEE RECORD5
13.1 Any written reprimand made concerning any member of this Bargaining Unit
which is filed with the Office of Human Resources or within any City department
shall be shown to the member before it is placed on �ile. Before the reprimand is
placed on file, the City shall request from the empioyee an acknowledgment, in
writing, that the reprimand has been read by said employee.
13.2 Any member of the bargaining unit may, during usual working hours and with the
approval of the supervisor, review any material placed in the employee's
personnel �le, after first giving proper notice to the supervisor in custody of such
file.
13.3 Any member of the bargaining unit may file a grievance or a discrimination
complaint and there shall be no retaliation by the CSty of Saint Paul for such
action.
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ARTICLE 14 - BULLETIN BOARDS
14.1 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 bulletin boazd is subject to approval of the Department Head.
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ARTICLE 15 - WAGES
151 The wage schedule, for purposes of this contract, shall ba Appendix A, attached
hereto. Both parties agree that the inclusion of the class�cations and salary
ranges in AppendiY A does not preclude the Empioyer from the following:
151(i) Reorganizing
15.1(2) Abolishing classifications
15.1(3) Establishing new classifications
15.1(4) Regrading classifications
15.1(5) Reclassifying positions
Both pazties 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 piace.
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ARTICLE 16 - MAINTENANCE OF STANDARDS
16.1 The parties agree that all conditions of employment relating to wages, hours of
work, overtime differentials, vacations and all other general working conditions shall
be maintained at not less than the highest m;nimum siandard set forth in the Civil
Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of
Compensation at the time of the signing of this agreement, and the conditions of
empioyment shall be improved wherever specific provisions for improvement are
made elsewhere in this agreement.
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ARTICLE 17 - LEAVES OF ABSENCE
17.1 Leave of Absence - After three months of 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).
17.2 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for
each full hour on the payroll, exciuding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave, empioyees must report to their supervisor
no later than one-half hour past their regulaz scheduled starting time. The granting
of sick leave shall be subject to the terms and provisions of Resolution No. 3250 of
the C�ty of Saint Paul.
For absences due to sickness of seven (7) or fewer calendar days, the Employer
shall require a physician's certificate or additional certi�icates oniy 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
shail not be arbitrable.
17.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave 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 household; and may be granted leave with pay for such
time as is actually necessary for office visits to a doctor, dentist, optometrist, etc.
17.4 Leave Without Pay - Any empioyee who engages in active service in time of war or
other emergency declared by proper authority of any af 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 leaves of absence as are granted under Article 18 shall conform to Minnesota
Statutes 5ection 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
��
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ARTICLE 17 - LEAVES OF ABSENCE (Continued)
Z7.5 Jury Duty - Employees required during their regular woridng hours to appeaz in
court as jurors or witnesses, except in theu own behalf against the City, shall be
paid iheir regular pay while so engaged, provided that any fees that the employee
may receive from the court for such service shali be paid to the City and be
deposited with the Ciry Finance Director. Any employee scheduied to work a shift
other than the normal daytime shift shall be rescheduled to work the normal
daytime shift during such time as he/she is required to appeaz in court as a juror or
witness.
17.6 Education Leave - Leave with pay may be granted for education purposes at the
option of the Employer.
17.7 Funerai Leave - Any employee who has accumulated sick leave credits, as provided
in the Civil Seivice Rules, shall be granted one day of sucfi leave to attend the
funeral of the empioyee's grandparent or grandchild.
17.8 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 duues of the exclusive representative.
17.9 Maternity and Parental Leave - Pregnant employees of the City af Saint Paul shall
be eligible for the use of paid sick leaue and unpaid lea�e af absence in the same
manner as auy other disabled or ill C`ity 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 abiiity fo perform the duties of her posi�ion.
A twelve (12) month Parental leave of absence without pay shall be granted to a
natural parent or an adoptive parent, who requests such leave in conjunction with
the birth or adoption of a child. Such leave may be extended an additional twelve
(12) months by mutual agreement between the employee and the Employer.
Refusal on the parf of the Employer to grant an extension of sucfi leave shall not
be subject ta 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.
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ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.10 An empToyee shail be granted up ta a total of sixteen (16) hours during a school
year to attend school conferences or classroom activities related to the employee's
ciuld, provided the conference 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 operafions of the Employer. An employee shall be allowed
to use vacation or compensatory time for this leave; otherwise, this leave shall be
without pay.
17.11 Voluntary Unpaid Leave of Absence - A fuil-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 eligibiliry as
though he or she were on the payroil. Any leave of absence granted under this
proeision is subject to approval of tbe Department Head.
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ARTICLE 18 - MILTTARY LEAVE �F ABSENCE
18.1 Pay Allowance - Any employee who shall be a member of the Nationai Guard, the
Naval Milida or any other component of the militia of the state, now or hereafter
arganized or constituted under state or federallaw, or who shall be a member of
the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the
Marine Corps Reserve or any other reserve component of the military or naval
force of Yhe United States, now or hezeafter organized or consdtuted under Federal
law, shall be entitled to leave of absence from empioyment without loss of pay,
seniority status, ef5ciency rating, vacation, sick leave or other benefits for all the
time when snch employee is engaged with such organization or component in
training or active service ordered or authorized by proper anthority pnrsuant 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 Ieave
shail be allowed onlp in case the required mililary or naval service is satisfactorily
performed, wbich sha11 be presumed unless the contrary is established.
Such leave shalt not be allowed unless the employee (1) returns to his/her position
immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such Ieave, or (2} is prevented from
so returning by physical or mental disability or other cause noi due to such
employee's own fault, or (3) is required by proper authoriry to continue in such
military or naval service beyond the time herein limited for such leave.
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ARTICLE 19 - MANAGEMENT RIGHTS
14.1 The Union recognizes the right of the Ciry 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 CSty has not officially abridged,
delegated or modified by this agreement are retained by the City.
19.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion or
policy as the functions and programs of the Employer, and organizational structure
and selection and direction and number of personnel.
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ARTICLE 20 - DISCIPLINE
20.1 The Employer will discipline employees foz just cause only. Discipline will be in
the form o£
20.1(1) Oral reprimand;
201(2) Written reprimand;
2A.1(3) Suspension;
20.1(4) Reduction;
20.1(5) Dischazge.
20.2 Suspensions, reductions and discharges will be in written form.
20.3 Employees and the Union will receive copies of written reprimands and nodces of
suspension and discharge.
20.4 Employees may exau�ine a11 information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files may
be examined at reasonabie times under the 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 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 dischazge.
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 shail be processed in accordance with the
grievance procedure under Article 6.
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ARTICLE 21 - VACANCIES
21.1 The Human Resources Office will inform a11 departments that the department's
timekeeper shall post notices of ail job vacancies in their department at least five
days before submitting a requisition to the Human Resources Office.
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ARTICLE 22 - LEGAL SERVICES
22.1 Except in cases of malfeasance in office or willful or wanton neglect of dury, the
Empioyer shall defend, sa�e harmless, and indemnify employees against tort claims
or demands, whether groundless or othenvise, arising out of alleged acts or
omission occurring in the performance or scope of the empioyee's dudes.
22.2 Notwithstanding Section 22.1, the Employer shall not be responsible for paying any
legal service fee or for providing any legal service arising from any legal action
where the employee is the Plaintiff.
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ARTICLE 23 - NO STRIKE - NO LOCKOUT
23.1 Neither the Union, its officers 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 Empioyment
Iabor Relations Act. In the event of a violation of this Article, the Employer will
warn employees of the consequences of their action and shall instruct them to
immediately return to their normal duties.
Any employee who fa31s to retnrn to hisJher full duties within twenty-four (24)
hours of such warning may be subj�ct to the penalties provided in the Public
Employment Labor Relations Act.
23.2 No lockout, or refusai to allow employees to perform available work, shall be
instituted by the Employer and/or its appointing authorities during the life of this
agreement.
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ARTICLE 24 - SEVERANCE PAY
241 The Employer shall provide a severance pay program as set forth in tlus Article.
242 To be eligible for the severance pay program, an employee must meet txie
following requirements:
24.2(1)
24.2(2)
24.2(3)
24.2(4)
242(5)
The employee must be 58 years of age or oider 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 "rule
of 85" or the "rule of 90" criteria shall aLso apply to employees
covered by a pubIic pension plan other than PERA.
The employee must be voluntarily separaYed from City employment
or have been subject to separation by Iayoff or compulsory
retirement. Those employees who are dischazged for canse,
misconduct, inef�ciency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
The employee must have at least ten (10) years of consecutive
service under the classified or unclassified C�vil Service at the time
of separation. For the purpose of this Article, employment in either
the City or in the Independent Schooi District No. 625 may be used
in meeting tIus ten (10) year service requirement.
The employee must file with the Human Resources D'uector a
waiver of reemployment which wiIl 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.
The employee must have accumulated a minimum of sixty (60) days
of sick leave credits at the time of his/her separation from service.
24.3 If an empioyee requests severance pay and if the employee meets the efigibility
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 lea�e, subject to
a maximum of 200 accrued sick leave days.
24.4 The maximum amount of money that any emp2oyee may obtain through this
severance pay program is $6,500.
24.5 For the purpose of this severance program, a deaTh of an employee shall be
considered as sepazation of employment, and if at the time of his/her deatb, the
employee would have met all of the requiremenu set forth above, payment of the
severance pay will be made to the empioyee's estate or spouse.
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ARTICLE 24 - SEVERANCE PAY (Continued)
24.6 For the purpose of this severance program, a transfer from the CSty of Saint Paul
employment to Independent School District No. 625 employment is not
considered a separation of employment, and such transferee shall not be eligible
for the CSty severance program.
24.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11490.
24.8 This severance pay program shali be subject to and governed by the provisions of
C`ity Ordinance No. 11490, except in ihose cases where the speci�ic provisions of
this Article conflict with said ordinance, and in such cases, the provisions of this
Articie shall control,
249 The provisions of this Article shall be effective as of December 24, 1983.
2410 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting the qualifications of this Articla or City Ordinance No. 11490, as
amended by City Ordinance No. 16303, Section 1, Section 6, draw severance pay.
However, an election by the empioyee 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 shail oniy be entitled to the
benefits of this Article upon meeting the gualifications herein.
24.11 Sections 24.12 through 24.18 shali apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement.
2412 The Employer shali provide a severance pay program as set forth in Sections
24.13 through 24.18.
24.13 To be eligibie for the severance pay program, an employee must meet the
following requirements:
�3.13(1)
24.13(2)
severance pay,
type), with tbe
The employee must be voluntarily separated from City employment or
have been subject to separation by lay-off or compuisory retirement.
Those employees who aze discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
eligible for the City severance pay program
The employee must file a waiver of reemployment with the Human
Resources Director, which will clearly indicate that by requesting
the employee waives all ciaims to reinstatement or reemployment (of any
City or with Independent School District No. 625.
:
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ARTICLE 24 - SEVERANCE PAY (Continued)
24.13(3} The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his/her sepazation from service.
24.14 If an employee requests severance pay and if the employee meets the eligibility
requ�rements set forth above, he or she will be granted severance pay in an
amount equal to ane-half of the daily rate of pay for the position held by the
employee on the date of separation for each day of accr¢ed sick leave subject to a
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
aa
23
24
25
Ma�rimum Severance Pay
$ 5,000
6,OOQ
�,aoo
s,000
9,000
10,000
24.15 For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if at the time af his or her death the
empioyee 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.
2416 For the purpose of ttris severance program, a transfer from the Ciiy of Saint Paul
empioyment to Independent School District No. 625 employment is not
considered a separation of employment, and such transferee shaIl not be eligible
for the City severance program.
24.17 The manner of payment of such severance pay shali be made in accordance with
tbe provisions of City Ordinance No. 12490.
24.18 This severance pay program shaII be subject to and govemed by the provisions of
C`ity Ordinance No. 11490, except in those cases where the specific provisions of
this Article conflict with said ordinance. In such cases, the provisions of this
Article shall control.
24.19 Notwithstanding Section 24.11, any employee hired prior to 7anuary 1, 1990 may,
upon meeting the qualification of Section 24.13, draw severance pay in accordance
with Section 24.14. However, an election by the employee to draw such severance
pay shall constitute a bar to receiving severance pay from any other. Any
employee hired on or after Jannary 1, 1990 shall oniy be entitted to the benefits
of Sections 2412 thru 2�F,18.
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ARTTCLE 25 - TEMPORARY EMPLOYEES
25.1 It is recogzuzed that temporary employees are within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
employees sha11 not have or acquire any rights or benefits other than specif'ically
provided by the provisions of the Cisii Service Rules andjar tha Saint Paul Salary
Plan and Rates of Compensation.
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ARTICLE 26 - NONDISCRIMINATION
26.2 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, sea�, age, disabiliry, or because of inembership or nonmemberslup in
the Union.
26.2 Employees will perform their duties and responsibilities in a nondiscriminatory
manner as such duties and responsibilities involve other employees and the
general pubIic.
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ARTICLE 27 - 5ICK LEAVE USAGE FOR DEPENDENT CARE
27.1 In the case of a serious illness or disability of a parent or household member, the
Aead of the Department shail grant leave with pay in order for the empioyee to
care for or make arrangements for the care of such sick or disabled persons.
Such paid leave sha11 be drawn from the employee's accumulated sick leave
credits. Use of such sick leave shall be limited to 40 hours per incideni. An
empioyee may use sick leaue for absences due to an illness of the employee's
child for such reasonabie 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 empioyee may aiso 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 Director of Human Resources may require
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. All such
certificates sha11 be forwarded by the appointing of�cer to the Office of Human
Resources.
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 leaue shali be granted unless or until a physician is
consulted. T`he sick leave may be continued from and include the day of
consultation, but only if a certificate signed by the physician certi£ying to the
nature and period of the person's sickness is submitted to and approved by the
Head of the Department and fonvarded to the Office of Human Resources.
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 thai the failure to report was
excusabie.
27.4 An employee shail 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 jshe had not been on sick leave.
-42-
45-zo��
ARTICLE 28 SAFETY
The Employer and Employee shall cooperate in the enforcement o£ all applicable
reguladons for the enforcement of job safety. If an employee feels that lus/her
work duYies or responsibilities require such employee to be in a situation that
violates state safety laws or legally promulgated standards, tha matter shall be
immediately considered by the Employer.
For those employees required by the Employer to weaz safety shoes or boots, the
Employer agrees to contdbute $40.00 per calendar yeaz toward the purchase of such
shoes or boots.
-43-
��-���g
ARTICLE 29 - 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 being appropriately inciuded in this bargaining unit shall be eligible for
bene�ts under this agreement on the same basis as all other employees covered by
this agreement.
'�'S'!
i � �;
ARTICLE 30 - TERMS OF AGREEMENT
30.1 Complete Agreement and Waiver of Bargaining - This agreement shall represent
the complete agreement between the Union and the Employer. The parties
acknowledge that during the aegotiauons which resulted ia tlris agreement, each
had the unlimited right and oppornmiry to make requests and proposals with
respect to any subject or matter not removed by Iaw from the azea of coIIective
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 unqualifiediy waives the rigfit, and each agrees that the other shail
not be obligated to bargain collectively with respect to any subject or matter
refened to or covered in this agreement
30.2 Savings Clause - This agreement is subject to the laws of the United Staxes, the
State of Minnesota, an@ the City of Saint PauI. 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 decrees no appeal has been taken within the tune
provided, such provision shall be voided. Ail other provisions shall continue in
fu11 force and effect.
30.3 Terms of Agreement - This agreement shall be in fuIl force and effect from w
January 1, 1995 thru December 31, 1996, and shall be automaticatly renewed from
yeaz to yeaz thereafter unless eitber party shali notify the other in writing that it
desires to modify or ternunate this agreement. In witness thereo� the parties
have caused this agreement to be executed this 6th day of September, 1995.
- 45 -
����o�g
ARTICLE 30 - TERMS OF AGREEMENT (Continued)
30.4 This constitutes a tentative agreement between the parties which will be
recommended by the City Negotiator, but is subject to the approval of the
Administration of the City and the City Council and is also subject to ratiCication
by the Union.
WITiVESSES:
FOR THE CITY LOCAL U�NION NO. 1842, DISTRICT
COUNCIL N0. 14 OF THE AMERICAN
FEDERATION OF STATE, COUlVTY AND
MUNICIPAL EMPLOYEES AF`L-CIO
c
�1
Mary . Kearney J ry 5 ling
Director of Labor Relations Assista t Direc r
�,�._�:��4...
Robin Madsen
President
�Z
��-���
APPENDIX A
GRADE 10R
(548) RECREATION LEADER
A 3 mo. 6 mo. 1-yr. 2-yr. 3-yr. 4-yr. 10-yr. 15-yr. 20-yr. 25-yr.
Bffective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11)
12-24-94 599.99 644.80 689.59 734.39 761.57 790.16 820.52 841.06 859.64 873.56 887.49
12-23-95 611.99 657.70 703.38 749.08 776.80 805.96 836.93 857.88 889.98 904.40 918.82
GRADE O15
(340A} VIDEO PRODUCTION ASSISTANT
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)
12-24-94 762.8� 790.16 820.52 851.83 885.08 923.25 942.83 965.32 979.25 993.18
12-23-95 778.06 805.96 836.93 868.87 902.78 941.72 961.69 999.40 1013.82 1028.24
GRADE Olb
(037A) SERVICE WORKER III
Effective
12-24-94
12-23-95
782.33 810.'70 842.06 874.32 907.59 942.83 965.32 988.84 1002.761016.70
797.98 826.91 858.90 891.81 925.74 961.69 984.63 1023.75 1038.16 1052.59
GRADE 022
(121A) ABAPTNE RECREATION ASSISTANT
(284A) CITY PLANNING AIDE
(618) DENTAL ASSISTANT
(167) ENGINEERING AIDE I
(313A) HEALTH & ED ASST-CAMBODIAN/ENG
(312A) HEALTH & ED ASST-HMONG/ENG
(311A) HEALTH & ED ASST-SPANISH/ENG
(064A) HEALTFI & EDUCATION ASSISTANT
(410A) LICENSE AND PERMII' AIDE
(146A) LOAN & GRANT ASSLSTAIVT I
(066A) NUTRITION ASSISTANT I
(606) WATER LABORATORY AIBE
Effective
12-24-94
12-23-95
892.94 928.13 966341008.381048.491092.541120.941147351161.28 1175.22
910.80 946.69 985.671028.55 1069.46 1114.391143.36 1187.85 1202.28 1216.70
- A1 -
� 5- I�lo�
APPE2VI?IX A (Continued)
GRADE ZZE
(252A) ENVIItONMENTAL I�ALTH AIDE
A B C D E F 5-yr. b-yr. 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8} (9) (10) (11) (12)
12-Z4-94 892.94 928.13 466.341008.381�66.131109.18 1156.131200.171231.521263.801277.731291.66
12-23-95 910.80 946.69 985.671028,551087_451131.36 1179.25122A.171256.151308.421322.83133725
GRADE 023
(373A) COMMUNITY LIAISON OFFICER
A B C D E F 10-yr. 15-yr. 20-yr. 25 yr,
Effecrive (1) (2) (3) (4) (S) (6) (7) (8) (9) (10)
12-24-94 915.28 951.63 989.801027.251070.991116.03 1143.431167.921IS1.851195.79
IZ-23-95 933.59 970.66 1009.60 1047.80 1092.41113835116630 1209.151223.571238.01
GRADE 0?A
(312) VALIIATION & ASSESSMENT AIDE I
Effective
12-24-94 938.95 9'75.12101424 1057321101.351146371174.73 1205.06 1218.99 1232.93
12-23-95 957.73 994.621034.521078.471123.381169.301198.221247.601262.021276.45
GRAIJE 025
(006A} '�LIBRARY ASSISTANT II
(31SA) FIRE AIDE
(277A) LIBRARY ASSISTANT
(893) MEDICAL ASSISTANT
(025A) PLAN EXAMINER I
Effective
12-24-94 959.47 995.66 1038.721077.871122.871166.911198.221226.611240.531254.47
12-23-95 978.661015.571059.491099.431145.331190.251222.181269.911284.321298.75
GRADE 026
(015) ARCHI�('TURAL DRAFTER TRAINEE
(168) ENGINEERING AIDE II
(147A) LOAN & GRANT ASSISTANT II
(324} VALUATION & ASSESSMENT AIDE II
Effective
12-24-94 981.941026.011066.131109.181156.131200.171231521263.801277.731291.66
12-23-95 100158 1046.53 1087.45 113Z.3b 1179.25 1224.17 1256.15 1308.42 1322.83 1337.25
GRALIE 028
(468A) VIDEO PRODUCTION TECFINICIAN
Effective
12-24-94 1008.38 1047.51 1092.54 113756 1170.60 1239.32 1272.61 1304.90 1318.83 1332.76
12-23-95 1028.55 1068.46 1114.39 I160.31 1194.01 1264.11 1297.04 1350.97 136539 1379.81
�
t �� _ [V�V
= APPENDIX A (Continued)
GRADE 029
(393A) CTfIZEN SERVICE ANALYST
(279A) CITY PLAN2VING TECHNICIAN
(369A) DUPL EQUIP OPR (TWO-CQLOR)
(112A) HEALTH LABORATORY TECH 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) (1�)
12-24-94 1031.87 1076.90 1122.87 1167.92 1220.74 12'73.58 1307.79 1341.11 1355.03 1368.96
12-23-95 1052.51 109$.44 1145.33 1191.28 1245.15 1249.05 1333.95 1388.45 14�2.86 1417.29
GRADE 030
(685) ACCOUNTING TECHNICIAN I
(Olb) ARCHITECTITRAL DRAFTER
{201A) EDP PROGRAMMER TRAINEE
(615) GRAPHIC ARTS TECA-CTTY PLNG
(197A} HUMAN RIGHTS TECHNICIAN
(115A) MEDICAL RECORDS PRACTITIONER
(067A} NUTRITION ASSI5TAIVT II
(078A) PROJECT MAI�TAGEMENT TECHNICIAN
(373) PUBLIC WORKS TECHNICTAN I
(357) VALUATION & ASSESSMENT TECH I
(523) WATER UTILITY TECHNICIAN I
(343A) ZdNING AIDE
Effective
12-2A-94 1058.28 1103.29 1148.31 1149.21 1251.05 1305.84 1334.14 137532 1384.25 1403.18
12-23-95 1079.45 1125.3 6 117 L28 1223.19 1276.07 1331.96 136592 1423.87 1438.30 1452.71
GI�DE 031
(363A) TREASURY TECHNICIAN
Effective
12-24-94 1083.72 1130.70 1177.68 1226.61 1281.42 1338.16 1374.37 14�6.68 1420.62 1434.54
12-23-95 1105.39 1153.31 1201.23 1251.14 1301.05 1364.92 1401.86 1456.33 1470.77 1485.18
GRADE 032
(125A) AQUSING REHAB ADVISOR I
(200A) LICENSE ENFOACEMENT AUDITOR
(863) LOAN SPECIALIST I
(178) PRACTICAL NURSE
E$ective
12-24-94 1111.13 1161.03 1210.96 1258.88 1315.64 1375.32 1407.62 1448.72 1462.65 1476.58
12-23-95 1133.35 ii$4.25 1235.18 1284.Ofi 1341.45 1402.83 1435.77 1449.86 1514.28 1528.7�
�
��� - l�(�`�
�PPENDIX A (Continued)
GRAl?E 033
(441) CLINIC NURSE
(138) DEIVTAL HYGIENIST
(461A) EDP NETWORK SPECIALIST I
A B C D E F IO-yr. 25-yr. 20-yr. 25 yr.
Effecfive (1) (2) (3) (4) (5) (6) (7) (8) (9) {10)
12-24-94 1138.53 1189.41 1241.30 1296.06 1349.92 1407.62 1448.721487.88 1501.81 1515.74
12-23-95 116130 1213.20 I266.13 1321.98 1376.92 1435.77 1477.69 1540.40 1554.83 1564.24
GRADE 034
(686} ACCOUNTtNG TECHNICIAN II
(050A) FIRE COMMU1vICATIONS OPR I
(156A} LICENSE AND PERMIT INSPECfOR
{374) PUBLIC WORKS TECH1vICIAN II
(524) WATER UTILITY TECI3NICIAN II
Effective
12-24-94 1167.42 1220.74 1273.58 1324.36 1388.07 1448.72 2487.88 1526.03 1539.96 1553.89
12-23-95 1191.28 1245.15 1299.05 1355.95 1415.83 1477.69 I517.64 1579.90 159432 1608.74
GRADE 035
(253A) ENVIRONMENTAL HEALTH INSPECTOR
(319A) FIRE PREVENTION INSPECTOR I
(113A} HEALTH LABORATORY TECH II
(047A) AOUSING COUNSELOR
(026A} PLAN EXAMiI�ER II
(289A) REGI5TERED RADIOLOGICAL TECHI.G
(371) VALUATION & ASSESSMENT TECH II
(349A) ZONIlVG TEC�INICIAN
Effective
12-2A-94 1199.21 1251.05 1305.84 1362.62 1423.30 1487.88 1526.03 1567.13 1581.06 1594.94
12-23-95 1223.19 1276.07 1331.96 1384.87 1451.77 1517.64 1556.55 1622.45 1636.87 1651.24
GRADE Q36
(122A) ADAPTIVE RECRF.ATION DIItECTOR
(462A) EDP NETWORK SPECIALIST II
(567) EDP PROGRAMMER
(051A) FIILE COMMUHICATIONS OPR II
(126A) HOUSING REHAB ADVISOR II
(869) REAI. ESTATE SPECIALIST
(055A) RECREATION CENTER DIltECTOR
(474) SURVEYOR
Effective
12-24-94 1231.52 128529 1341.11 1399.78 1462.41 1528.96 1570.08 1612.13 ib26.06 1640.01
12-23-95 1256.15 1311.00 1367.93 1427.78 1491.66 1559.54 16Q 1.48 1669.04 1683.46 1697.90
��
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�5-����
� APPENDIX A (Continned)
' GRADE 038
(027A) *PLAN EXAMINER III
(D49A} COMMI3NITY EDUCATIONJREC COORD
(375} PUBLTC WORKS TECHNICIAN III
(870) REHABILTTATION SI3PERVISOR
(246A) TELECOMMUNICATIONS TECHIVICIAN
(390) VALUATION & ASSESSMENT TECA III
(525) WATER UTILTTY TECHNICIAN III
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
E�ectiv� (i) (�) (3) t�) (s) (6) t�) ( t (iQ)
12-24-94 1298.04 1351.86 1413.51 1474.19 1541.72 1607.29 1654.23 1697.30 1711.22 1725.16
12-23-95 1324.00 1378.40 1441.18 15�3.67 1572.55 1634.44 1687.31 1757.22 1771.62 1786.05
GRADE 039
(Q93A) AQi3ATICS MANAGER
(432A) PAYROLL SYSTEM TECHIVICTAN
Effective
12-24-94 1330.34 1389.02 1450.67 1511.56 1580.85 1668.91 1697.3D 1758.42 1772.84 1786.77
12-23-95 1356.95 1416.$0 1479.68 1541.79 1612.47 1702.29 1731.25 1821.01 1835.42 1849.85
GRADE 04�
(353) ACCOUNTING'TECANICIAN III
(871) BUSINE55 RELOCATION SPECIALIST
(077A} DUPL SHOP MANAGER
(190A) EDP PROGRAMMER ANALYST
(254A) ENVIRONMENTAL HEALTH INSP SUPV
(921A) HUMAN RESOURCES TECIINICIAN III
(169A) LOAN SPECIALIST II
(522A) SENIOR LICENSE INSPECTOIt
Effective
12-2A-94 1365,57 1426.23 149�.82 1553.46 1623.84 1698.25 1743.27 1792.19 1806.11 1820.05
12-23-95 1392.88 1454.75 1520.64 1584.53 165637 1732.22 1778.14 1855.45 1864.86 1884.30
GRADE 041
(873) ENGINEERIIQG ASSISTAIQT
(320A) FIRE PREVENTIdN INSPECTQR II
(293A) SENIOR PLAN EXAMINER
Effective
12-24-94 1401.76 1463.40 1529.97 1597.47 1669.88 1744.24 179219 1842.09 1856.02 1869.96
12-23-95 1429.80 1492.67 iSbOS'T 1629.42 1?03.28 1779.12 1828.63 1907.11 1921.54 1935.97
�
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�PENDIX A (Confinued}
GRADE 044
(890) ACCOiJ1VTING TECHNICLAN IV
(19TA) EDP LEAD PROGRAMII�R
$ffective
12-24-94 1516.221585.70 1657.16 1733.49 1809.79 1891.02 1943.87 1998.68 2012.612026.55
12-23-95 1546.54 1617.41 1690.30 1768.16 1845.99 1928.84 1982.75 2069.23 2083.65 2098.09
The above December 24, 1994 rates reflect an increase of two percent (2%) over the 7une 25, 1993 rates.
The above December 23, 1995 rates reIIect:
1. An increase of two percent (2.0%) over the December 24, 1994 rates, and
2. An additional one and a haif percent (1.5%) increase to the 15, 20, and 25 yeaz steps.
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