95-59ORIGINAL
RESOLUTION
�I]�iT,PAUL, M
Presented
1
2
3
4
Referred To
Committee: Date
RESOLVED, that the Council of the City of Saint Paul hereby approves
and ratifies the attached 1994 Collective Bazgaining Agreement between the Ciry of
Saint Paul and Local 2508, District Council 14, American Federation of State, County
and Municipal Employees, AFL-CIO.
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Requested by Department of:
B9�
By:
CouncilFile# 9.� -.�"9
GreenSheet# o�'y8�o3
Citp Attorney
Approved y ayor for Submission to Coun 'i
By: !�'�2��
AdoptedbyCouncil: Date a
Adoption Certified by Counci ecretary
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DEPARTMEN7�OFFICE/COUNCIL �ATE IN�TIATED N� 2 7 8 6 3
LABOR RELATIONS L-�z-9s GREEN SHEE
CONTACT PF3ISON & PHONE INITIAVOA7E INRIAL/DATE
�DEPARTMENTDIflEGTOR �CITYCOUNCIL
Mau j' �'[�]$Y 266-6495 p���N �CITYATfORNEY �CfTYCLERK
MUST BE ON COUNCIL AGENDA BY (DATE) p N�FOR ❑ BUDGET DIRECTOR � FIN. & MGT. SERVfGES Dlft.
OPDEP � MpypR (ORASSISTANn O
TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE)
ACTfON REQUES7EA.
This Resolution approves the attached 1994 Agreement between the City of Saint Paul and
AFSCME, District Council 14, Local 2508.
RECOMMENDATIONS: Approve (A) or Re�ect (R) pEHSONAL SERVICE CONTHACTS MUST ANSWER TME FOLLOWING QUESTIONS:
_ PLANN�NG COMMISSION _ C�VIL SERVICE COMMISSION �� Has this person/Firm ever worked under a contract for ihis tlepartment?
_ CIB COMMITfEE _ YES NO
2. Has this personlfirtn ever been a city employee?
_ 5TAFF — YES NO
_ DISiRICT CouRr _ 3. Does this person/firm possess a skill not normally possessed by any current city employae?
SUPPORTSWHICHCOUNCILOBJECTIVE? YES NO
Explain all yes an9wers on separate sheet an0 ettach to green sheet
INITIATING PflOBLEM, ISSUE. OPPORTUNITY (Who. What, When, Where, Why)
See Attached.
ADVANTAGES IF APPROVED:
An Agreement in place thru December, 1994.
DISADVANTAGES IFAPPROVED�
None.
OISA�VANTAGES IF NOTAPPROVED�
No settlement reached and possible strike or arbitration
TOTAL AMOUN7 OF TRANSACTION $ 21 O� OOO COST/HEVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDIfdG SOURCE ACTIVITY NUMBEfl
FINANCIAL INFORMATION (EXPI.AIN) �
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ATTACHMENT TO GREEN SHEET
Clericai Bargaining Unit
Contract Changes
A. Wages
:
C.
This agreement provides for no wage increase in 1994.
Insurance
The agreement continues the City's contribution of the present cost of the Single
premium for employees selecting single coverage.
The increase to the C`it}�s obligation for insurance amounts to 50% of the 1994
premium increase for Family coverage, or $16.99 f month per employee selecting
family coverage.
Vacation
The vacation scale was increased by zero, one or two days vacation, depending on
years of service.
Years of Service
lst year thru 4th year
Sth year thru 9th year
lOth year thru 15th year
16th year thru 23rd year
24th year and thereafter
Cunent
10 days
15 days
17 days
21 days
26 days
Revised
10 days
16 days
19 days
23 days
26 days
D. Mileage
E.
Mileage has been increased from $3.00 to $4.00 per day, and from $.15 to $.20
per mile. The total increase amounts to $653 for this unit.
Safety Shoes
New language provides for a$10.00 increase to $40.00 for the Employer's
contributions toward the purchase of required safety shoes.
Additional increases in the cost of items such as step increases, overtime, and other roll-
up costs bring the total one year package cost to approximately 1.01% over the base.
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1994
AGREEMENT BETWEEN
THE CITY OF SAINT PAUL
AND
LOCAL UNION 2508
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF STATE,
COUN'I'Y AND MUl�lICIPAL EMPLOYEES, AFIrCIO
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INDEX
ARTICLE TITLE PAGE
Preamble ..........................................ii
1 Recognition ........................................ 1
2 Check Off .......................................... 3
3 Hoursof Work ...................................... 4
4 Work Breaks ........................................ 6
5 Holidays ........................................... 7
6 Employee Righu - Grievance Procedure . . . . . . . . . . . . . . . . . . . 8
7 City Mileage ....................................... 11
8 Residence ......................................... 13
9 Vacation .......................................... 14
10 Insurance ......................................... 15
11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 20
12 Employee Records .................................. 21
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
14 Wages ............................................ 23
15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
16 L.eavesof Absence .................................. 25
17 Military Lzave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
18 Management Rights ................................. 29
19 Seniority .......................................... 30
20 Discipline ......................................... 33
21 Vacancies ......................................... 34
22 No Strike-No L.ockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
23 Severance Pay ...................................... 36
24 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
25 Nondiscrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
26 L.egalServices .. ................................... 42
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . 43
28 Safety ............................................ 44
29 Uniform Allowance .................................. 45
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Appendix A ....................................... A1
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This AGREEMENT entered into by the City of Saint Paul, bereinafter refened
to as the EMPLOYER, and I.ocal Union 2508 affiliated with Council 14 and the
American Federation of State, County and Municipal Employees, AFIrCIO, hereinafter
referred to as the iJNION, has as its purpose the promotion of harmonious relations
between the EMPLOYER and the iJNION, the establishment of an equitable and
peacefu] procedure for the resolution of differences, and the establishment of rates of
pay, hours of work, and other conditions of employment.
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ARTICLE 1 - RECOG1vITION
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1.2
The EMPLOYER recognizes the UNION as the sole and exclusive bargaining
agent for the purpose of establishing salaries, wages, hours and other conditions of
employment for all of its employees as outlined in the certification by the State of
Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No.
74-PR-61-A and as amended as set forth in Section 1.2 below.
The bargaining unit covered by this AGREEMENT shall consist of the following:
All office, clerical, and administrative personnel who are employed by the City
of Saint Paul or who have their "terms and conditions of employment"
established by the governing body of the City of Saint Paul, and whose
employment service exceeds the lesser of 14 hours per week or 35 percent of
the normal work week and more than 67 work days per year, in the
classifications of:
Accounting Clerk I
Accounting Clerk II
Animal Controi Officer
`Bank Clerk
Building Permit Clerk
Cashier
Chief Meter Reader
Clerical Supervisor
Clerk I
Clerk II
Clerk III
Clerk IV
Clerk-Stenographer I
Clerk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Clerk-Typist II
Clerk-Typist III
Computer Operations Assistant
--Library
Computer Operator
Counselor Aide Trainee
C�stomer Service Representative
Clistomer Service Senior Regresentative
Data Entry Operator I
Data Entry Operator II
Data Entry Operator III
Disbursement Auditing Supervisor
Duplicating Equipment Operator
Duplicating Equipment Operator
Supervisor
EDP Aide
Elections Assistant
•Fieid Clerk II
Fue Property Cierk
Laboratory Helper
Library Aide
License Cierk
Maintenance Trainee
Management Trainee
Meter Reader
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ARTICLE 3- HOURS OF WORK
3.1 The normal work @ay shall be seven and ttuee/fourths (7 consecutive honrs per
day, excluding a forry-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 three-fourths (38 hours per week.
3.4 This section shall not be construed as, and is not a guarantee of, any hours of
work per normal work day or per normaI work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this
ARTICI.E shall be "overtime work" and shall be done only by order of tbe Head
of the Department.
3.6 AII 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 1/80th of the biweekly rate.
3.7 NormaI work scheduIes sfiowing the empioyee's shifts, work days and hours shaIl
be posted on all department buIletin boards at all times. Ii is also understood
that deviation from posted work schedules shall be permissible due to
emergencies and acts of God, and overtime may be required.
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,_ ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwithstanding ARTTCLES 31 through 3.6, employees may, through mutual
agreement with the BMPLOYER, work schedules other than schedules limited by
the normal work day and work week as set forth in ARTTCI,ES 3.1, 3.2 and 3.3.
Overtime compensation for employees worldng under such agreements shall be
subject to the provisions, for same, as set forth by 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 mutuaily agreed upon by the EMPLAYER and the employees involved.
Vacation, holiday and sick leave benefits for employees who shaze 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 ART'ICLE 10 of this
AGREEMENT. In the event that one of the employees participating in the
shared position is temunated 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 he �lled, the EMPLOYER shall have the option of
increasing the remaining employee's work hours.
3.10 ARTTCLES 3.8 and 3.9 shall not be subject to the provisions of ARTTCLE 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 minute
rest periad during each one-half shift. The rest period shaIl be scheduled by
management at approximately the middle of each one-half shift whenever this is
feasible.
4.2 If an empioyee is scheduled to work a full haif shift beyond his/her reguiar
quitting time, he/she shall be entitled To the rest period ihat occnrs during said
half shift.
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ARTICLE 5 - HOLIDAYS
5.1 Holidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
I.abor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above on
which they perform no work. Whenever any of the holidays listed above falls on
a Saturday, the holiday shall be observed on the preceding Friday. Whenever any
of the holidays listed above falls on a Sunday, the holiday shall be observed on
the succeeding Monday. For employees assigned to a work week other than
Monday through Friday, the holiday shali be observed on the calendar date of the
holiday.
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time
during the contract year, subject to the approval of the Department Head of any
employee.
5.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any six working days of the nine
working days preceding the holiday; or an employee's name must appear on the
payroll the last working day before the holiday and on three other working days of
the nine working days preceding the holiday. In neither case shail the holiday be
counted as a working day for the purposes of this section. It is further understood
that neither temporary, emergency nor other employees not heretofore eligible
shall receive holiday pay.
5.4 Notwithstanding ARTICLE 5.3, a temporary employee shall be eligbie for holiday
pay only after such employee has been employed as a temporary employee for
s'v:ty-seven (67) consecutive work days. No temporary employee shall be eligible
for any floating holidays.
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ARTTCLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
61 The EMPLOYER shall recoguze stewards selected in accordance with i1NION
ruIes and regulations as the grievance representatives of the bargaining unit. The
UNION shail notify the EMPLOYER in writing of the names o£ the stewards and
of their successors when so named.
6.2 It is recognized and accepted by the EMPIAYER and the IJNION that the
processing of grievances as hereinafter provided is limited by the job duties and
responsibilities of the employees aad shall therefore be acwmplished during
working hours only when consistent with such employees' duues and
responsibilities. The steward involved and a grieving employee shall suffer no loss
in pay when a grievance is processed during worlang hours, provided the steward
and the employee have notifed and received the approval of their supervisor to
be abseni to process a gievance and that such absence would not be detrimental
to the work programs of the EMPLOYER.
6.3 The procedure established by this ARTTCLE shali be the sote and exclusive
procedure for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this AGREEMENT. However, this
ARTTCLE does not abridge grievance rights possessed by eligible Veteran's under
applicable Veterans' statutes.
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1- Upon the occurrence of an alleged violation of this AGREEMENT', the
employee involved (wiYh or without the stewar@) shall attempt to resolve the
matter on an informal basis with the employee's supervisor. If the matter is not
resolved to the employee's satisfaction by the informal discussion, it may be
reduced to writing and referred to Step 2 by the UNION. The written grievance
shaIl set forth the nature of the grievance, the facts on which it is based, the
alieged section(s) of the AGREEMENT violated, and relief requested. Any
alleged violation of the AGREEMENT not reduced to writing by the LJNION
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 tbe written grievance, a
designaYed EMPIAYER supervisor shall meet with the U1�tION Stewazd and
attempt to resolve the grievance. If as a result of this meeting the grievance
remains unresolved, the EMPIAYER shall reply in writing to the UIVION within
seven (�) work days following this meeting. The iJNION may refer the grievance
in writing to Step 3 within seven (7} work days following receipt of the
EMPIAYER'S written answer.
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
Any grievance not referred in writing by the LJNION within seven (7) work days
following receipt of the EMPIAYER'S answer shail be considered waived.
Step 3- Within seven (7) work days following receipt of a grievance referred froui
, Step 2, a designated EMPLOYER supervisor shall meet with the iINION
Business Manager or his/her designated representative, the Employee and the
Steward and attempt to resolve the grievance. Within seven (7) work days
following this meeting, the EMPLOYER shall reply in writing to the iJNION
stating the EMPLOYER'S answer concerning the grievance. If as a result of the
written response the grievance remains unresolved, the UNION may refer the
grievance to Step A. Any grievance not referred in writing by the UNION to Step
4 within seven (7) work days following receipt of the EMPIAYER'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 EMPZ,OYER 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 selected from a permanent
panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty
(20) work days a£ter notice has been given.
In the event the EMPLOYER and the UNION cannot mutually agree to five (5)
arbitrators for the perinanent panel, the parties wiil petition the Director of the
Bureau of Mediation Services for a list of ten (10) arbitrators for each panel
member for wtuch the parties did not mutually agree. The parties shall
�alternately strike names from such list(s), the EMPI,OYER striking first, until one
(1) name remains. Vacancies occurring on the permanent panel during the life of
this AGREEMENT shall be filied by mutual agreement of the parties.
If the parties cannot mutually agree, the vacancy shall be filied by the process
noted in the preceding paragraph. This arbitrator selection process shall be
effective only for the duration of this AGREEMENT unless both parties mutually
agree to extend such provisions.
At any tune prior to the opening of an arbitration hearing, the parties may
mutually agree to utilize the assistance of the Bureau of Mediation Services to
attempt to mediate a resolution of the dispute. ;
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.5 The arbitrator shall have no right to amend, modify, nnllify, ignore, add to, or
subtract from the provisions of this AGREEMENT. The arbitrator shall considei
and decide only the speci6c issue submitted in writing by the EMPLOYER and
the iJNION and shall have no authority to make a decision on any other issue noC
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 regularions having the force and effect of law. The azbivator's decision
shall be snbmitted in writing within thirty (30) days following close of the hearing
or the submission of briefs by the parties, whichever be later, unless the parties
agree to an e�ension. The decision shalI be based soIe2y on the azbitrator's
interpretation or application of the express terms of this AGREEMENT and to
the facts of the grievance presented. The decision of the azbitrator shall be fmal
and binding on the EMPLOYER, the UNION, and the employees.
6.6 The fees and expenses for the arbitrator's services and proceedings shall be bome
equally by the EMPL.OYER and the LJNION, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual
agreemenf of the EMPIAYER and the ilNION.
6.8 It is understood by the UNION and the EMPIAYER that a grievance, other than
a grievance arising from a disciplinary action, may be detemuned by either the
grievance procedure of this contract or by the provisions of the Civil Service
Rules of the City of Saiat Paul. If an issue is detemuned by Lhis grievance
procedure it shall not again be submitted for arbitration under the Civil Service
RuIes. If an issue is determined by the provisions of the Civil Service Rules it
shall not again be submitted for arbitration under this grievance procedure.
69 The provisions of this ARTTCLE 6 shall not apply to ARTICLE 3.9 of this
AGREEMENT.
6.10 T'he EMPLOYER agrees to provide courtesy copies of all correspondence to the
Union Business Manager or Assistant Director to the President of Local 2508.
This section shall not be grievable.
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ARITCLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaiaing 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 officers and
employees must receive written authorization from the Department Head.
Type 1- If an employee is required to use lus/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at the
rate of $4.00 per day for each day the employee's vehicle is actually used in
performing the duties of the employee's position. In addition, the employee shall
be reimbursed $020 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative determines that an EMPLOYER
vehicle is available for the employee's use, but the employee desires to use
his/her own automobile, then the employee shall be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile
REGULARLY during employment, the empioyee shall be reimbursed at the rate
of $4.00 per day for each day of work. In addition, the employee shall be
reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and the
_Department Head Qr designated representative determines that an EMPLOYER
vehicle is availabie for the employee's use, but the empioyee desires to use
his/her own automobile, tben the employee shall be reimbursed at the rate of
$0.20 per mile driven and shall not be eligible for any per diem.
This ARTICLE 7.2 shall become effective February i, 1994.
7.3 The City will provide pazking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement pians who
are required to have their personal car available for C�ty business. Such parking
will be provided oniy for the days the employee is required to have his or her own
personal car availabie.
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ART`ICLE 7 - CITY MILEAGE (Continued)
7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing
the procedures for automobile reimbursement. Such rules and regulations shall
contain the requirement thaY recipienis shall file daily reports indicating miles
driven and shall file monthly af6davits stating the number of days worked and the
number of miles driven, and shall further require that they maintain automobile
liability insurance in amounts of not less than $100,000/$300,Od0 for personal
injury, and $25,000 for property damage, or liability insurance in amounts not less
than $30Q000 single limii coverage, with the City of Saint Paul named as an
additional insured. These rnles and regulations, together with the amendment
thereto, shaii be maintained on file with tfie CYty Cierk.
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ARTICLE 8 - RESIDENCE
8.1 The resolution pertaining to residency approved July 26, 1979, under Council File
No. 273378 shall apply to all employees 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 fiour on
the payroll, excluding overtime.
Years of Service
lst year thru 4th year
Sth year thru 9th year
lOth year thru 15th yeaz
16th yeaz thru 23rd year
24th year and tfiereafter
Hours of Vacation
.0385 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.1000 (26 days)
9.2 The Head of the Department may permit an employee to carry over up to one
hundred and twenty (120) hours of vacation into the following 'bacation year."
For the purpose of this article the 'bacarion year" shali be the fiscal year (IRS
payroll reporting year).
9.3
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The above provisions of vacation shall be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Sub. H.
The City agrees that there shall be no penalry for any excess vacation camed over
into 1995 as a result of the cbanges to Article 9.1,
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ARTICLE 10 - INSURANCE
10.1 The EMPIAYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance bene�ts as are provided by the
EMPi.OYER at the time of execution af this AGREEMENT.
102 The EMPLOYER will for the period of this AGFtEEMENT provide for full-time
empioyees who were regularly appointed prior to January 1, 1990 and who retire
after the time of execution of this AGREEMEN'T and until such empioyees reach
sixty-�ive (65) years of age, such healtb insurance benefits and life insurance
benefits as are provided by the EMPLOYER for active employees under this
AGREEMENT.
10.3 The EMPLOYER will for the period of this AGREEMENT provide for half-time
employees who were regularly appointed prior to January 1, 1990 and who retire
after February 20, 1990 and until such empioyees reach sixty-five (65) years of age
fifty percent (50%) of such health insurance contributions and life insurance
contributions as are provided by the EMPLOYER for fuli-time employees who
retire under this AGREEMENT.
10.4 Employees who retire after February 20, 1990 must meet fhe following conditions
at the time of retirement to be eligible for the City contributions to health
insurance set forth in AR'TICLES 10.2 and 10.3.
10.4.1 Be receiving benefits from a public employee retiree act at the time of
retirement.
AND
10.4.2 Have severed his/her relationship with the City of Saint Paul under one of
the early retiree plans.
10.5 In addition to meeting the eligibility requirements stated in 10.4.1 and 10.4.2
above, retiring employees must also meet the following conditions in order to be
eligible for the early retiree insurance benefits set forth in ARTICLES 10.2, 10.3
and 10.7.
1Q.5.1 Must be at least 58 years of age and have completed 25 years of
employment with the City of Saint Paul
OR
The combination of their age and their years of service must equal eighty-five
(85) or more.
OR
Must have completed at least thirty (30) yeazs of service.
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ARTICLE IO - INSURANCE (Continued)
10.6 Full-time employees who were regulazly appointed prior to January 1, 1990, and
who retire and who meet the conditions set forth ia 10.4.1 and 10.4.2, but who
meet none of the conditions set forth in 10,5.1, sha11 be eligible for the following
percentages of the amount contributed by the EMPLOYER towazd health
insurance for active employees in the same health plan. Such retirees shall be
eligible for such contribution until they reach s'vrty-five (65) yeazs of age.
Combination of Age
and Years of Service
84
83
82
81
80
Contribution For
Single Coverage
90%
80%
70%
60%
50%
Contribution
Family Coverage
90%
80%
70%
60%
50%
10.7 The EMPLOYER wiIl for the period of this AGREEMENT contribute for
full-time employees who were regulazly appointed on or after January 1, 1990 and
who retire and who select the single heatth insurance coverage provided by the
EMPLOYER and untii such retirees reach sixty-five (65) years of age, the cost of
such retiree coverage or $85.00 per month, whichever is less.
For such retirees selecting family health insurance coverage the EMPLOYER will
contribute the cost of such family coverage or $185.00 per month, whichever is
less.
1Q.8 For emptoyees who retire at the age of 65 or older or for early retirees upon
reaching age 65, and who have completed at least twenty (20) years of service
with the City at the time of their retirement, the EMPLOYER agrees to
contribute, for the life of the retiree, the full cost of the single premium for any
hospital-medical insurance offered by the EMPLOYER.
For such employees or retirees who have not completed at Ieast twenty (20) years
of service with the City at the time of their retirement, the EMPLOYER wilT
discontinue providing any health insurance contributions upon theu retirement, or
in the case of early retirees upon their reaching age sixty-five (65).
However, if such retiree has completed at least ten (10) years of service with the
City, he/she may purchase single or family healtb insuraace coverage through the
EMPL,OYER'S insurance program. The total cost of such insurance coverage
shall be paid by the retiree.
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ARTICLE 10 - INSURANCE (Continued)
This ARTICLE 10.8 shall not apply to employees who were regularly appointed to
CYty empioyment prior to February 29, 1988. Employees who were regularly
appointed to City employment prior to February 29, 1988 and subsequently
terminated shall be covered by this ARTTC7 E in the event that they aze regularly
�appointed at a later date.
10.9 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
inswance program.
10.10 For each eligible employee covered by this AGREEMENT who is employed
full-time and who selects employee health insurance coverage provided by the
EMPLOYER, the EMPLOYER agrees to contribute $172.96 or the actual cost,
whichever is less, per month toward the cost of such premium.
For each eligible fuli-time employee who selects family health insurance coverage,
the EMPLOYER will contribute the cost of such family coverage or $315.86 per
month, whichever is less. These contribution levels shall be effective for January,
1994 premiums.
10.11 For the purpose of this ARTICLE, fuil-time empioyment is defined as appearing
on the payroll an average of at least 32 hours per week for the twelve (12) month
period preceding the annuai open enrollment or special enrollments or the suc (6)
month period preceding initial enroliment.
,Three-quarter time employment is defined as appearing on the payroll an average
of at least 26 hours per week but less than 32 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or the
six (6) month period preceding initial enrollment.
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ARTICLE 10 - INSURANCE (Continued)
Half-time employment is deflned as appearing on the payroll an average of at
least 20 hours per week but less than 26 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments or six
(6) montfi period preceding initial enroIIment.
10.12 For each eligible employee covered by this AGREEMENT who is employed
half-time and who selects employee health insurance coverage, the EMPLOYER
agrees to contribute fifty percent t50%) of the amount contn'buted for full-time
employees selecting employee caverage in the same insurance ptan.
For each half-time empIoyee who seIects family health insurance coverage, the
EMPLOYER will contribute fifty percent (50%) of the amount conuibuted 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-quarier time employee who selects family health insurance
coverage, the EMPLOYER will contribute sevenry-five percent (75%) of the
amount contributed for fuII-time empioyees selecting family health insurance
coverage.
10.13 Notwithstanding ARTICLE 1012, employees covered by this AGREEMENT and
employed half-time prior to January 1, 1986 shall receive the same health
insurance contributions as full-time employees. This ARTICLE 10.13 applies only
to employees who were employed half-time during the month of December, 1985
and shall continue to apply only as long as such employees remain continuously
employed half-time.
10.14 For each eligible employee, the EMPI.OYER agrees to contribuYe the cost of
$15,000 of life insurance coverage.
10.15 The contributions indicated in this ART'ICLE 10 shall be paid to the
EMPLOYER'S Group Health and Welfare Plan.
10.16 Any cost of any premium for any City-offered employee or family insurance
coverage in excess of the doIlar amounts stated in this ARTICLE 20 shall be paid
by the employee.
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ARTTCLE 10 - INSURANCE (Continued)
10.17 The EMPLOYER will provide a system whereby the employee's contribution
toward the premiums for the employee selected health insurance coverages can be
paid on a pre-t� basis. Employees covered by this AGREEMENT will be
eligible to participate in the Flexible Spending Account as offered by the
EMPLOYER. The service fee charged to participating employees shall be paid
by the employee.
10.18 Employees covered by this AGREEMENT shall be eligible to participate in the
Dependent Care Reimbursement Account offered by the EMPIAYER. Tf�e
service fee charged to participating employees shall be paid by the EMPLOYER.
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ARTICLE 11 - WORKING OUT OF CLASSIF'ICATION
11.1 The EMPIAYER shall avoid, whenever possible, worldng an. employee on an
out-of-class assignment for a prolonged period of time. Any employee working xn
out-of-class assignment for a period in excess of fifteen (15) working days during a
year shall receive the rate of pay for the out-of-class assignment in a higher
classification not later than the sixteenth (16th) day of such assignmettt.
For purposes of this ARTTCLE, an out-of-class assignment is defined as an
assignment of an employee to perform, on a fu21 time basis, atl of the significant
duties and responsibiliries of a position different from the employee's regular
position, and which is in a classification Irigher than the classification held by such
empioyee.
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.
11.2 For the following classi5cations, the provisions of il.l shall not apply to
per£ormance of the duties of the next higher classification in the job series:
Clerk I
Clerk-Stenograpber
Clerk-Typist I
Data Entry Operator
Zookeeper I
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ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any written reprimand made concerning any member of this Bargaining Unit
which is filed with the Of�ce of Human Resources or within any City 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 empioyee an acknowledgment, in
writing, that the reprimand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual wor]dng hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after first giving proper notice to the supervisor in custody of such
file.
12.3 Any member of the bargaining unit may file a grievance or discrimination
complaint and there shall be no retaliation by the City of Saint Paul for such
action.
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ARTICLE 13 - BULLETIN BOARDS
13.1 The EMPLOYER shall provide reasonable bulletin space for use by the iTNION
in posting notices of iJNION business and activities. Said bulletin boazd space
shall not be used by the IJIVION for political pnrposes oiher than U1vION
elections. Use of this bulletin boazd is subject to approval of the Department
Head.
22
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ARTICLE 14 - WAGES
14.1 For purposes of this contract, the �vage schedule shall be Appendix A, attached
hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendix "A" does not preclude the EMPI.OYER from the following:
1. Reorganizing
2. Abolishing ciassifications
3. Establishing new classifications
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that titles and grades in Appendix A refer to employees in
the positaons at the date of signing of the AGREEMENT. I3o employee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or
reclassification takes place.
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ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditioas of employment relating to wages, hours of
work, overtime differentials, vacations and all other general worlflng conditions
shall be maintained at not less than the highes2 minimum standard sei forth in the
Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint
Paul Saiary Plan and Rates of Compensation at the time of the signing of tfiis
AGREEMENT, and the conditions of employment shall be improved wherever
specific provisions for improvement aze made elsewhere in ttus AGREEMENT.
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ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make
application for a leave of absence not to exceed one year. A leave of absence
shall be granted on the basis established in the Civil Service Rules (Resolution
No. 3250).
16.2 Sick 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 the employee must report to his/her
supervisor no later than one-half hour past his/her regular scheduled starting
time. The granting of sick leave shall be subject to the terms and provisions of
Resolution No. 3250 of the City of Saint Paul.
For absences due to sickness of seven (7} or fewer calendar days, the
EMPLOYER shall require a physician's certificate or additional certificates only
when there is reason to suspect abuse of sick leave or to verify that an employee
is fit to retum to his or her position. The EMPLOYER'S requirement of a
certificate under this section shall not be arbitrable.
16.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of time as the Head of the Department
deems necessary on account of siclmess or injury of the employee, quarantine
established by a public heaith 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 househoid; and may be granted leave with pay for
such time as is actually necessary for office visits to a doctor, dentist, optometrist,
etc.
16.4 Leave �thout Pay - Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval
forces of the state or of the United States for which leave is not otherwise allowed
by law shall be entitled to leave of absence from employment without pay during
such service with right of reinstatement and subject to such conditions as are
imposed by law. .
Such leaves of absence as are granted under ARTICLE 17 shall conform to
Minnesota Statutes, Section 192, as amended from time to time, and shall confer
no additional bene�ts other than those granted by said statute.
25
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Employees who are required during regulaz working hours to appear
in conri as jurors or witnesses, except as a witness in iheir own behalf against the
Ciry, shall be paid their regular pay while so engaged, provided that any fees that
employees may receive from the court for such services sha12 be paid to the City
and be deposited with the City Finance Director. Employees scheduled to work a
shift otber than the normal daytime shift, shall be rescheduled to work the normal
daytime shift during such time as is required to appeaz in court as a juror or
witness.
16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shatl be granted one day of such leave to
attend the funeral of the employee's grandparent or grandchild.
16.7 An employee elected or appointed to a full time paid position by the exclusive
representative may be granted a leave of absence without pay for not more than
one year for the purpose of conducting the duties of the exclusive representative.
16.& Matemity and Parental Leave - Pregnant employees of the City of SainY Paul
shall be eligible for the use of paid sick leave and unpaid Teave of absence in the
same manner as any other disabled or iI2 C7iy empioyee. Such paid sick leave
eligibility shall begin upon certification by the employee's attending physician that
the employee is disabied in terms of her abifity 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 parent who requesu such leave in conjunction with
the birth or adoption of a chi2d. Such leave may be e�rtended an additional twetve
(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 this AGREEMENT.
Employees who retum following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the beginning
of tbeir leave.
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.9 An employee shall be granted up to a total of sixteen (16) hours during a school
year to attend school conferences or classroom activities related to the employee's
child, provided the conferences or classroom activities cannot be scheduled during
non-work hours.
When the leave cannot be scheduled during non-work hours and the need for the
leave is foreseeable, tbe 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.
16.10 Voluntary Unpaid Leave of Absence - A ful]-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, senioriry credits and maintain insurance eligibility as
though he or she were on the payroll.
Any leave of absence granted under this provision is subject to the approval of the
Department Head.
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ARTICLE 17 - MILTTARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the
Naval Militia or any other component of the militia of the State, now or bereafter
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, the
Marine Corps Reserve or any other reseive component of the mititary or navat
force of the United States, now or hereafter organized or consrituted under
Federal law, shall be enYifled to leave of absence from employment without loss
of pay, seniority status, efficiency rating, vacazion, sick leave or other benefits for
ali the time when such employee is engaged with such organization or component
in iraining or active service ordered or authorized by proper authority pursuant to
law, whether for state or federal purposes, provided that sucb leave shail not
exceed a totai of fifteen (IS) days in any calendar year and, further provided that
such ]eave shall be allowed only in case the required military or naval service is
saiisfactorily performed, which shall be presumed unless the contrary is
established.
Such leave sball 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 iimited 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 reqnired by proper authority to
continue in such military or naval service beyond the time herein limited for such
leave.
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ARTICLE 1S - MANAGEMENT RIGHTS
18.1 The LJNION recognizes the right of the CIT'Y to operate and manage its affairs in
all respects in accordance with applicable laws and regulations of appropriate
authorities. All rights and authority which the CITY has not officially abridged,
delegated or modified by this AGREEMENT are retained by the CITI'.
18.2 A public employer is not requ'ued to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion
or policy as the functions and programs of the EMPLOYER, its overall budget,
utilization of technology, and organizational structure and selection and direction
and number of personnel.
29
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ARTTCLE 19 - SENIORTTY
19.2 Seniority, for the purpose of this AGREEMENT, shail be defined as foIlows: The
Iength of continuous, regular and probationary service with the EMPL.OYER from
the date an employee was first certifiea and appointed to a class tit�e covered by
this AGREEMENT, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
empioyees are appointed to the same ciass title on the same date, the seniority
shall be determined by emp2oyee's rank on the eligible &st from which
certification was made.
19.2 Seniority shall terminate when an employee retires, resigns, or is discharged.
19.3 In the event it is determined by the EMPIAYER that it is necessary to reduce
the work force, employees wilt be laid off by class title withia each department
based on inverse length of seniority as defined above.
However, when layoff occurs in any of the titles listed below under Column A,
layoff shaIl be based on inverse length of total senioriry in all tiites listed on the
corresponding line under Column B. The Human Resources Department will
identify such least senior employee in that titie 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 ihe tifles under Column B oa 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, tbe Human Resources Department shall decide which vacant positions
the affected employee shatl fill. If no vacancy exists in such titles, then the least
senior City employee in such tides shall be identified, and if the employee
affected by the origival departmentat reduction is more senior, he/she shall f�ave
the right to claim that position and the least senior City empioyee in such titles
sha21 be the employee laid off. For the purposes of this ARTICI,E, the Board of
Education is not included as a City department nor is a Board of Education
employee iactuded as a City employee.
30
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ARTICLE 19 - SENiORTTY (Continued)
Column A Column B
Accounting Machine Operator I Accounting Machine Operator I,
Accounting Machine Operator II
_ Accounting Machine Operator II Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I
Cashier II
Clerk I
Clerk II
Clerk-Typist I
Clerk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Clerk I, Clerk II
Clerk I, Clerk II
Clerk-Typist I, Clerk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Cierk-Stenographer II
Data Entry Operator I,
Data Entry Operator II
19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be reduced, employees who have
held lower titles which are in this bargaining unit will be offered reductions to the
highest of these titles to which class seniority would keep them from being laid
off, before layoffs are made by any class title within any department.
19.5 In cases where an employee to be laid off has held no regular appointment in a
lower title in the same promotional series as his/her current title, that employee
will be offered a reduction to the titie within the bargaining unit to which he/she
was regularly appointed immediately prior to his/her current title, so long as there
is either a vacancy or, if no vacancy exists, a less senior employee in such title
may be displaced. In cases where an employee to be laid off has held no regular
appointment to any titles immediately prior to his jher current title, said employee
shall be laid off.
T'he employee reducing into a title formerly held must satisfactorily complete a
s'vc-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time
during the probationary period, be reinstated to his/her former title and shall be
laid off, but such employee's name will be piaced on the reinstatement register in
his/her former title and 'bumping" rights herein shall not again apply to such
employee.
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ARTICLE 19 - SE1vIORITY (Continued)
This procedure will be followed by the City for City employees, and by the Board
of Education for Board of Education employees; however, City employees being
reduced or laid off may not displace Board of Education employees; Board of
Education employees being reduced or laid off may not displace City employees.
19.6 It is understood that such employees will pick up their former seniority date in
any ciass of positions wiuch they previousIy held.
19.7 RecaIl from layoff shall be in inverse order of layoff, except that recall rights shall
eacpire after two years of layoff.
32
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ARTICLE 20 - DISCIPLINE
20.1 The EMPIAYER will discipline empioyees for just cause only.
Discipline will be in the form of:
20.1.1 Oral reprimand;
_ 20.1.2 Written reprimand;
20.1.3 Susgension;
20.1.4 Reduction;
20.1.5 Discharge
20.2 Suspensions, reductions and discharges wili 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 personnei fiIes that
concerns work evaluations, commendations and/or disciplinary actions. Files may
be examined at reasonable times under d'uect supervision of the EMPLOYBR.
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 BMPLOYER representative who initiated
the suspension with intent to discharge. During said five (5) working day period,
the EMPLOYER may affirm, modify or withdraw the suspension and discharge.
20.6 An employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that a LJNION 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 Office of Human Resources will inform all departments that the departmenPs
timekeeper shall post notices of all job vacancies in their department at least �ive
days before submitting a requisition to the Office of Human Resources.
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ARTICLE 22 - NO STRIKE - NO LOCKOUT
22.1 Neither the IJNION, its officers or agents, nor any of the employees covered by
this AGREEMENT will engage in, encourage, sanction or support any strike, or
the withholdiag in whole or in part of the full performance of their duties during
the life of this AGREEMENT, except as specifically allowed by the Public
Employment Labor Relations Act. In the event of a violation of this ARTTCLE,
the EMPI,OYER will wazn employees of the consequences of their action and
shall instruct them to immediately return to their normal duues.
Any employee who fails to retum to his/her duties within twenty-four (24) hours
of such warning may be subject to the penalties provided in the Public
Employment Labor Relations Act.
22.2 No ]ockout, 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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ARTFCLE 23 - SEVERANCE PAY
23.1 The EMPI.OYER shall provide a severance pay program as set forth in this
ARTICLE.
23.2 To be eligible for the severance pay program, an employee must meet the
following requirements:
232.1 The employee must be 58 years of age or older or must be eligible for
pension under the "rule of 85" or the "rule of 90" provisions of the Public
Employees Retirement ?,sSociarion (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.
23.2.2 The employee must be voluntarily separated from CYty employment or
have been subject to separation by lay-off or compuLsory retirement.
Those employees who are discharged for cause, misconduct, ineff'icienry,
incompetency, or any other disciplinary reason aze not eligible for the City
severance pay program
23.2.3 The employee must have at least ten (10) yeazs of consecutive service
under the classified or unclassffied Civil Service at the time af separatian.
For the purpose of this ARTICLE, employment in either the City or in the
Independent School DistricY No. 625 may be used in meeting this ten (10)
yeaz service requirement.
23.2.4 The employee must file with the Director of Human Resources a waiver of
reemployment which will clearly indicate that by requesting severance pay,
the employee waives all claims to reinstatement or reemployment (of any
type}, with the City or with independent School District No. 625.
23.2.5 The empioyee must have accumulated a minimum of sixty (60) days of sick
leave credits aY the time of his/her sepazation from service.
23.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an
amount equal to one-half of the daily rate of pay for the position held by the
empIoyee on the date of separation for each day of accrued sick leave, subject to
a maximum of 200 accrued sick leave days.
23.4 The maximum amount of money that any employee may obtain through this
severance pay prograzn is $6,500.
23.5 For the purpose of t�is severance program, a death of an employee shall be
considered as separation of employment, and if at the time of his/her death the
employee would have met all of the requirements set forth above, payment of the
severance pay will be made To the employee's estate or spouse.
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not
considered a separation of employment, and such transferee shall not be eligible
for the City severance program.
23.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11490.
23.8 This severance pay program shall be subject to and governed by the provisions of
City Ordinance No. 11490, except in those cases where the specific provisions of
this ARTICLE conflict with said ordinance, and in such cases, the provisions of
this ARTICLE shall control.
23.9 The provisions of this ARTICLE shall be effective as of December 24, 1983.
23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting the quali�cations of this ARTICLE or City Ordinance No. 11490, as
amended by City Ordinance No. 16303, section 1, section 6, draw severance pay.
However, an election by the employee to draw severance pay under either this
ARTICLE or the ordinance shall constitute a bar to receiving severance pay from
the other. Any employee hired after December 31, 1983 shall only be entitled to
the benefits of this ARTICLE upon meeting the qualifications herein.
23.11 ARTTCLES 23.12 through 23.18 shall apply only to employees appointed on or
after January i, 1990 to a title covered by this AGREEMENT.
23.12 'I`he EMPLOYER shall provide a severance pay program as set forth in
ARTTCLE 23.13 through 23.20.
23.13 To be eligible for the severance pay program, an employee must meet the
following requirements:
23.13.1 The employee must be voluntarily sepazated from City employment or
have been subject to separation by layoff or compulsory retuement.
Those employees who are discharged for cause, misconduct, inef�ciency,
incompetency, or any other disciplinary reason aze not eligible for the
City severance pay program.
37
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ARITCLE 23 - SEVERANCE PAY (Continued)
23.13.2 The employee must file with the D'uector of Human Resources a waiver
of reemployment wluch will cleazly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type), wiYh ihe City or with Independent School DistricY No. 625.
23.13.3 The employee must have an accumulated balance of at least eighty (80)
days of sick leave credits at the time of his/her sepazation from service.
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an
amount equal to one-half of the daily rate of pay for the position held by the
employee on the date of separation for each day of accrued 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 Least 20
21
22
23
24
25
Ma�mum Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
23.15 For the purpose of this severance program, a death of an employee shall be
considered as separation of employment, and if at the rime of his/her death the
employee would have met a11 of the requirements set forth above, payment of the
severance pay shall be made to the employee's estate or spouse.
23.16 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not
considered a separation of employment, and such transferee shall not be eligibie
for the City severance program.
23.17 The manner of payment of such severance pay shall be made in accordance with
the provisions of City Ordinance No. 11490.
23.18 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 11490 except in those cases where the specific provisions of
this ARTICLE conflict with said ordinance, and in such cases, the provisions of
this ART'ICLE shall control.
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ARTTCLE 23 - SEVERANCE PAY (Continued)
23.19 Notwithstanding ARTICI.E 23.11, empioyees appointed prior to January 1, 1990
to a title covered by this AGREEMENT who meet the qualifications as defined in
ARTICI,ES 23.13 and 23.14, may elect to draw severance pay under the
provisions of 23.14. However, an election by an employee to draw severance pay
under 23.14 shall constitute a bar to drawing severance pay under any other
provision set forth in this AGREEMENT.
23.20 Employees appointed on or after January 1, 1990 to a title covered by this
AGREEMENT shall not be eligible for any severance plan provisions other than
the provisions as set forth in ARTICLES 23.11 thru 23.19.
39
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ARTICLE 24 - T'EMPORARY EMPLOYEES
24.1 It is recognized that temporary employees are within the unit covered by this
AGREEMENT, however, except as specifically provided by ihis AGREEMENT,
temporary employees shall not have or acquire any rights or benefits other than
specifically pravided by the pravisians of the Civil Service Rules and/or the Saint
Paui Salary Pian and Rates of Compensation.
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ARTICLE 25 - NONDISCRIMINATION
25.1 The terms and conditions of this AGREEMENT will be applied equally to
employees without regazd to, or dis��nation for or against any individual
because of race, color, creed, se3y age, disability, or because of inembership or
non-membership in the UNION.
25.2 Employees will perform their duties and responsibilities in a nondiscriminatory
manner as such duties and responsibilities invalve other employees and the
general pubiic.
41
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ARTICLE 26 - LEGAL SERVICES
26.1 Except in cases of malfeasance in o�ce or willfuI or wanton negIect of duty, the
EMPLOYER shall defend, save harmless and indemnify employees against tort
claims or demands, whether groundless or otherwise, arising out of alleged acts or
oarissions occurring in the performance or scope of the employee's duties.
26.2 Notwithstanding ARTICLE 26.1, the EMPLOYER shall aot be responsible for
paying any legal service fee, or for providing any legal service arising from any
legal action where the emptoyee is the PlaintifE
42
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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 employee's accumulated sick leave
credits. Use of such sick leave shall be limited to 40 hours per incident.
An employee may use sick leave for absences due to an illness of the employee's
child for such reasonable periods as the employee's attendance with the child may
be necessary, on the same terms the employee is able to use sick leave for his or
her own illness. An employee may also use up to forty (40) hours per incident to
arrange for the care of a seriously ill or disabled child.
27.2 The Head of the Department or the Human Resources Director may require a
physician's certificate or additional certificates at any time during an employee's
use of sick leave for the purposes stated in 27.1 above. All such certificates shail
be fonvarded by the appointing officer to the Human Resources Office.
If an employee is absent because of the provisions of ART'ICLE 27.1 for three or
fewer calendar days he f she shall submit to the Head of the Department a
certificate signed by the employee stating the nature of the child, parent, or
household member's sickness. If the sickness continues for more than three
calendar days, no further sick leave shall be granted unless or until a physician is
consulted. 'The sick leave may be continued from and include the day of
consultation, but only if a certificate signed by the physician certifying to the
nature and period of the person's sickness is submitted and approved by the Head
of the Department and forwarded to the Human Resources Office.
27.3 No sick leave shall be granted for the above reasons unless the employee reports
to his/her Department Head the necessity for the absence not later than one-haif
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
excusabie.
27.4 An employee shall be paid under the provisions of this paragraph only for tbe
number of days or hours for which he/she would normally have been paid if
he/she had not been on sick leave.
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ARTICLE 28 - SAFETY
The EMPLOYER and employees shall cooperate in the enforcement of all
applicable regulations for the enforcement of job safety. If an employee feels that
his/her work duties or responsibilities require such employee to be in a situation
that violates state safety laws or legally promulgated standards, the matter shali be
immediately considered by the EMPIAYER.
For those employees required by the EMPIAYER 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 - U1vIFORM ALLOWANCE
29.1 Employees worlflng in the title of Animal Control O�cer and who are required to
wear a specified uniform shall receive a clothing aliowance of $360.00 per
calendar year.
29.2 Employees working in the title of Telecommunicator or Police Dispatcher and
who are required to wear a specified uniform shall receive a uniform ailowance of
$110.00 per calendar yeaz.
29.3 The EMPL.OYER shall determine the process for the payment of such uniform
allowances.
45
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ARTICLE 30 - SPECIAL EMPLOYMENT TTi'LES
Upon completion of 1040 worldng 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 eHgible
for benefits under, this AGREEMENT on the same basis as all other employees
covered by this AGREEMENT_
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ARTICLE 31 - TERMS OF AGREEMENT
31.1 Complete AGREEMENT and Waiver of Bargaining - This AGREEMENT' shall
represent the complete AGREEMENT between the UNION and the
EMPIAYER. The parties acl�owledge that during the negotiations which
resulted in this AGREBMENT, each had the unlimited right and opportunity to
_make requesu and proposals with respect to any subject or matter not removed by
law from the area of wllective 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 IJNION, for the life of ttris AGREEMENT, each voluntarily and
unqualifiedly waives the right, and each agrees that the other shall not be
obiigated to bargain collectively with respect to any subject or matter refened to
or covered in this AGREEMEI�3T.
31.2 Savings Clause - This AGREEMEN'T is subject to the laws of the United States,
the State of Minnesota, and the City of Saint Paul. In the event any provision of
this AGREEMEIVT shall hold to be contrary to law by a court of competent
jurisdiction from whose final judgment or decree no appeai has been taken within
the time provided, such provision sha11 be voided. All other provisions shall
continue in full force and effect.
31.3 Term of Agreement - This AGREEMENT shall be in full force and effect from
January 1, 1994 thru December 31, 1994, and sha11 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 AGREEMEN'T. In witness whereof, the
parties have caused this AGREEMENT to be executed tt�is llth day of January,
1495.
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ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.4 This constitutes a tentative AGREEMENT between the parties which will be
recommended by the C5ty Negotiator, but is subject to the approval of the
Adminisuation of the City and the City Council, and is also subject to rati5cation
by Local Union No. 2508.
WITNESSES:
FOR THE CITY LOCAL iJNION NO. 2508, DISTRICT
COUNCIL NO. 14 OF T'HE AMERICAN
FEDERATION OF STATE, COUNTY AND
MtTNICIPAL EMPLOYEES AFIrCIO
Ma
Director of Labor Relatio
uanne KosIdnen
Business Representative
G° �
CherylO egan
President
.;
g5 -59
0
APPENDIX A
Effective
12-25-93 7.65
(318) REFECfORY ATTENDANT
(972) LIBRARY AIDE
After After After After
1040 2080 4160 6240
Effective Starting hours hours hours hours
12-25-93 7.71 7.99 8.24 8.51 8.80
(242) LABORATORY HELPER
(083A} MAINTENANCE TRAINEE
(804) TRAINEE(CLERICAL)
(807j TRAINEE(STOREHOUSE)
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-25-93 629.24 65139 672.64 696.58 720.51 747.94 762.16 778.99 788.97 798.95
(084A) COUNSELOR AIDE TRAINEE
(OSSA) MANAGEMENT TRAINEE
(087A) TECHNICAL TRAINEE
Effective
12-25-93 643.40 666.46 685.95 704.87 737.33 762.16 778.99 795.82 805.81 815.78
(111) CLERK I
Effective
12-25-93 655.81 677.97 702.79 725.82 753.26 778.99 795.82 814.92 824.90 834.89
(100) SERVICE WORKER II
A B C A E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-25-93 670.88 693.06 714.29 739.99 763.92 792.26 813.95 834.05 844.02 854.01
�G��
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APPENDIX A (Continued)
(121) CLERK-TYPIST I
(314) PARK GiTIllE
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)
12-25-93 680.61 704.56 730.24 755.06 �82.50 813:95 834.05 852.22 862.21 872.18
(574) DATA ENT12Y OPERATOR T
Effective
12-25-93 696.58 72Q.51 747.94 7�4.54 802.45 834.05 852.22 873.75 883.72 893.71
(112) CLERK II
(11S) CLERK-STENOGRAPHER I
(329A) STOREROOM ASSISTANT
Effective
12-25-93 756.83 785.18 814.92 846.46 883.05 920.26 944.00 970.87 980.86 990.83
(511) +PARHING METER MONTl'OR
(267A) PARHING ENFORCEMENT OFFICER
Effective
12-25-93 774.54 802.45 834.05 866.58 904J5 945.08 972.95 996.7I 1006.69 1016.67
(122) CLERK-1'YPIST II
(391) REGISTRATION CLERK
(266A) WATER BILLING OPERATOR
Effective
12-25-93 789.61 816.89 856.04 89133 928.52 970.87 995.70 1022.561032.55 1042.52
(577) ACCOUNTING CLERK I
(319) PARKING METER COLLECTOR I
Effective
12-25-93 809.15 838.81 873.75 913.01 953.33 995.701022.56 1048.40 105837 1068.36
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APPENDIX A (Continued)
(970) FIRE PROPERTY CLERK
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
Effective (i) (2) (3) (4) (5) (6) (7) (8) (9} (10)
12-25-93 826.38 865.85 900.59 938.86 980.16 1023.58 1051.49 107938 108936 1099.34
(119) CLERK-STENOGRAPHER II
(176A) COMI'UTER OPERATIONS ASST-LIB
(142A) REFECTORY SUPERVISOR
(537) ZOO KEEPER I
Effective
12-25-93 846.46 883.05 920.26 960.56 1004.981048.40107733 1106.27 1116.25 1126.24
(580) DATA EIVTRY OPERATOR II
(681) PROPERTY CLERK
(438) STORES CLERK
Effective
12-25-93 866.58 904.75 945.08 991.55 1034.95 1080.45 1110.41 1140.36 1150.36 1160.33
(113) CLERK III
(602) DATA ENTRY OPERATOR III
(910) PARK CONCESSION SUPERVISOR
Effective
12-25-93 891.33 928.52 970.871013.26 1059.78 1104.19 1135.20 1164.13 1174.11 1184.09
(175) tFIELD CLERK II
(004) ACCOUNTING CLERK II
(123) CLERK-TYPIST YII
(374A) EDP AIDE
(30Q) METER READER
Effective
12-25-93 915.06 956.40 996.71 1042.18 1090.771137.271169.29 1200.30 1210.28 1220.26
(044) ASSISTANT SUPV OF WTR BILLING
(120) CLERK-STENOGRAPHER III
(381A) CUSTOMER SERVICE REP
(156) Di3PL EQiJIP OPERATOR
Effective
12-25-93 937.82 978.12 1022.561067.00 1112.46 1162.07 1195.13 1227.19 1237.16 1247.15
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APPENDIX A (Continued)
(166) COMPUTER OPERATOR
(320) PARKING METER COLLECfOR II
A B C D E F 20-yr. 15 yr. 20-yr. 25-yr.
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-25-93 963.671007.021051.491099.031148.641199261231.301265.431275.421285.40
(434) CASHIER
(433) STOREKEEPER
Effective
12-25-93 991.551034.951080.451132.081181.701236.481270.581309.851319.831329.81
(045A) CLERK IV
(423A) PAYROLL CLERK
(538) ZOO KEEPER II
Effective
12-25-93 101531 1064.94 1112.46 1166.22 1218.91 1276.76 1312.96 1348.09 1358.08 1368.06
(203A) ANIMAL CONTROL OFFICER
(300A) ELEC!'IONS ASSISTANT
(327) PAYROLL AUDTT CLERK
(149A) PROCUREMENT SPECIALIST TRAINEE
Effective .
12-25-93 1045.32 1Q92.82 1141.37 1198.25 1253.01 1310.90 1347.06 1385.3Z 1395.29 1405.27
(057) sBANK CLERK
{073) $UILDING PERMIT CLERK
(070) CHIEF METER READER
(965) LICENSE CLERK
(248A) SECRETARY
Effective
12-25-93 1073.19 1120.74 1173.43 1227.19 1286.09 1346.03 1384.24 1420.44 1430.42 1440.41
(ISOA) PROCUREMENT SPECIALIST
(249A) SECRETARY (STENOGRAPHER)
(431A1 5EIVIOR COMPUTER OPERATOR
(541) STOREROOM SUPERVISOIi
(202A) TELECOMMUNICATOR
Effective
12-25-93 1103.15 1155.85 1207.53 1264.39 1323.29 1385.31 1425.61 1465.91 1475.90 1485.87
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_ APPENDIX A (Continued)
(382A) CUSTOMER SERVICE SENIOR REP
(157) DUPL EQiJIP OPR SUPERVISOR
(305A) PAFROLL SYSTEM SUPERVISOR
(138A) VEHICLE MAINT CLEItK
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)
12-25-93 1133.11 1187.92 1242.70 1299.51 1360.50 1425.61 1465.91 150620 1516.1'7 1526.16
(506) CLERICAL SUPERVISOR
Effective
12-25-93 1166.22 1218.91 1276.76 1334.6'l 1397.69 1465.91 1506.20 1548.58 1558.55 1568.55
(SOOA) POLICE DISPATCIIER
Effective
12-25-93 1198.25 1253.01 1310.90 1373.95 1438.00 1506.20 1548.58 1594.06 1604.05 1614.03
(050} DISBURSEMEN'P AUDITING SUPV
Effective
12-25-93 1231.30 1290.23 1348.09 1413.20 1481.44 1549.64 1595.10 1640.55 1650.54 1660.51
(473) WATER BILLING SUPERVISOR
Effective
12-25-93 1265.43 1325.35 1386.34 1451.46 1520.67 1594.Q6 1638.46 1685.Q2 1694.99 17Q4.98
T'he above December 25, 1993 rates reflect an increase of zero percent (0%) over the June 25,
1993 rates.
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