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96-161Q�(��Ei�';;f Presented Referred To Council File # 9 � — ` Green Sheet # 3 5 � g� MINNESOTA Committee Date �0 1 2 3 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1994 - 1996 Collective Bargaining Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121 and a Letter of Understanding, separate from the bargaining 4 agreement. Requested by Deparhnent of: OFfice of Labor Relations Adoprion Certified by Council Secretary � Ap� � By: � �� Form Ap oved by � o " mey By: ��s'�` � f I �-Z)�� Approve y ayor for Su mis ' to C uncil By: � Adopted by Council: Date � �� . � SC . �� _ DEPARTMENT/OFFiCE/COUNCII.: LABOR RELATIONS CONTAGT PERSON & PHONE: MARY H. KEARNEY 266-6495 M1JSI BE ON COUNCII, AGENDA BY (DATE) oZ �D GREEN SHEET No.: 35os7 � L"�� INiT1ALDATE INITIAIJDATE ASSIGN 1 DEPARIMENT DIIt 4 CTfY COUNCII, NUMBER Z �7Y'Y ATTORNEY CITY CLERK FOR B17DGEI DIR FIN. & MGI'. SERVICE DIlL ROUTING 3 MAYOR (OR ASS7.) ORDER TOTAL # OF SIGNAT[JRE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox �QUESrEn: This resolution approves the attached 1994 -1996 Collective Bazgaining Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121 and a Letter of Understanding which is not part of the bazgaining agreement. RECOMMET]DATIONS: Approve (A) or Reject (R) _PLANNINGCOIvA�IlSSION _CMLSERVICE COIDA9SSION _CIB COMA9I7TEE STAFF DISIRICT COURT SUPPORTS WIIICH COUNCIL OBJECTIVE? PERSONAL SERVICE CONTRACTS MUST ANSWER TE� FOLLOWING QUESTIONS: I. Has Uvs pecson/fum ever worked under a contract for this deparnnent? Yes No 2. Haz this person/fvm ever been a city employee? Yes No 3. Does this persodfirm possess a skill not nom�ally possessed by any curtent ciry employee? Yes No Ezplain all yes answers on separah sheet aod attach to green sheet INITLATING PROBLEM, ISSUE, OPPORTUNTTY��Vho, W6at, W6en, Where, Why): See Attached. ADVANTAGES IF APPROVED: _�B 1219�fs ��wm�� 1��. An Agreement in place through December 31, 1996. DISADVANTAGES IF APPROVED: N011e. n�snnvav�races � Nor nrrxoven: No seitlement reached. Parties would be subject to interest azbitration to settle disputes on terms of ag�eement. TOTAI, AMOUNT OF TRANSACTION: $ 1994 -$125�202 1995 -$483,043 1996 - $844,739 FONDING SOURCE: COST/REVENUE BUDGETED: ACTMTY NLJMBER: FINANCIAL INFORMATION: (EXPLAIN) . � � �I � U -m M a � = �< o O Y ��, _ ... � � N C V� � d d t J H J' R G S� C s � V 30 3.. ° o '-�o O P � V rC q J^ p5'_t } �,.3 O O U O ;' O O Z E Z� Z V Z° U '" o �n N � � � �Y O I , o '_ � ; i-7 '"�. �7 "�v a W r �•�n �n S� � J N U R �+ m p q � �� Q •'� i. 3 v �' � z � W M � _ c y � „'c $ " c S+ m cV d �U > G F- K K � � w � m a a� .� ro � W 0 m 7 a � � iL H W W � �"� H W � � O Lt� Z � � � � �� N n � A V N � � 7 �� u � �a � ='o m y L � � M N m m O U y M "U-=` en V m e �n w 0 3� 3� �� v�� o - � o y�' wi NE N a paa u� 0 j N .� � '� � � r. � w O w o "-�+ o 0 � �c Z� Z� Z� V C cO r, G� � M.� 01I � � � �� 4 �L �. n � b � � A d m '^ c a v c R c � � � - � y 3 0� s,a' `� ' i'n _ � � N C N L N p � p 0 o V m V y �O � J J' � ` O V O v O V G v+ 3 ` V � Z= Z= Z= �� y N N V � O N C d y G � c p c � c ai � c> > w ' c'= c= m 5 � � T O V e+l r P P � c ` v � o :� Q V � V � � C C � n W � C H N N Z= Z � Z C '� i N O � M V ry W� y V � V � � p c � c � A N � N � H � m= m= mE � � � , � 9L—ic.l �� I � `°, � �n � 1 � � � � N � M N r+ c � n � ' ^ .-. � � n '� . I N J' J Y J' - 1\ - � G -'° =' � I � - ` C .� � U O O V v V Y � ' C tn � vi Q i C�i .� W^ ^G V. �� rY O � O r�� `� C C' �� 'P C I ` p ' N'y_ w� M rn C Z O U^ F- G d C 3 � ?� 3 c e 3 c E c'c �� ' �-$ Z � 2 V Z tJ Z� U F ° .°- w v ; r`a E I .�r � � 4 � � � � �� -+ �- N I N N ✓ N I N 0 0 0 - � _ q r d r! • ` N � N U W V O G O O � Y tl �' „=! „'t �E �� E "' ° I 0 a0 � V o V �LL V ot . e' 2` ul � ifl �t N � '�, 1 � � vl W � �O O� N � I ("1 �t C V � ^ N m �Ol P ? C P P � P I C N P < � n I � v 5 :°. °' � c G U ._ ^ � N o°O °»."-_ �„ I5� � �_ `n oc �'-c 3 ' a " �e �E � a a p 1 M V p d K� C Z^..9 (J ^ N= I 6. V� �•=' 3�` 3 E 3� E g E o° n c+ c 5$ Z O Z V Z U Z LL V F�- � 1�- w i N e� � N I s n I � � � ° M I � � � o .. m n n � n I v O O � ` N d R y N y' � N" C S w. G r N vi a w � O¢ 0 � n Y m � °�� „� � E NE E „� m� mU m V mLL V nF� � � � � � '� M � N v ^ O � � m v �7 N � ° � > > �. 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' t y ° ti ' m _ � � - � � .� � � -- y _ � � O v � V � j � V� � V C � � V 3 �° a�' `� : o � q � � _� � � v v c� � m m � v� w� v� a o m V o� U o= o= o= 0 "� 3° N I N I O O O N � I ,-a � p �' � N �-+ - N � �: " " I r `" � O y N N q N N N � '" � c s c p y _ � j.. > v w O° O p 5 �„ >v �+ u � O m O � O.` C y r�n n pt �� I T� y v w U w d w� d Z 0 V ii- i I 6 V� 3� 3'e 3E 3EE RE o°?v E 5„ d ._ v� vc w LLO o0 0"' ' Z� ZV ZL Z V i-� rw �=°n � E �I n � � � W � � � I � I � ti � N I �, s � r �, �_ _ „ I _ . a o o � I G� � f�J �� L� n � N' O p T N ` w w° � n O c o, Y� � °-' 'R o c $� $ � � E „ � E °' o i� == o'� cV oV c' °V .- � . i ��- q G -��t ATTACHIVIENT TO GREEN SHEET 1994-1996 FIREFIGHTER CONTRACT Below represents the changes for the 1994-1996 tentative agreement between the City of Saint Paul and the Intemational Association of Firefighters Local #21. Di7RATION This contract will be effective January l, 1994 through December 31, 1996. 2. WAGES Effecrive 1/1/94: No wage increase. Effective 1/1/95: 1.5% base wage increase. Effective 7/1/95: 1.0% base wage increase. Effective 1/1/96: 2.5°/a base wage increase. EMT PREMNM PAY The parties agree to add 1.0% to the premium pay for eligible EMT certified employees. 4. PARAMEDIC PREMNM PAY Effective 10/1/96, the following pazamedic premium pay will apply. Premium pay for employees in the pazamedic program after 5 years will increase 2%. After 10 years in the paramedic program, an additional 1% will be added. After 15 years in the program, an additional 1% will be added. 5. ACTIVE HEALTH INSURANCE Below are the City contribution levels to health insurance premiums for active employees. The City will return any unused benefit dollars to the employee. 1/1/94 1/1/95 1/1/96 Single $316.97 $300.00 $300.00 Fasnily $333.96 $34431 $355.38 6. RETIIiEE HEALTH INSURANCE For Employees retiring on or before 12/31/95: Early Retiree Insurance The City will contribute $10632 per month toward the single health insurance premium and $318.A 1 per month toward the dependent health insurance premium. Regular Retiree Insurance Full single and full dependent coverage For Employees retiring after 12/31/95: Early Retiree Insurance For employees hired prior to 1/1/96 The Ciry will contribute a maximum cost of $350 per month toward the FV,ABREL\COMRAC]�F]RE�FIRE GRNWPn " Fue 1 � L-1c�� retiree and dependent health insurance benefit offered by the Employer. For employees hired on or after 1/I/96 The City will contribute a maximum cost of $300 per month toward the retiree and dependent health insurance benefit offered by the City. Regular Retiree Insurance (Retirees age 65 and over) For emplayees hired prior to I/I/96 The City will contribute a masimum cost of $550 per month toward the retiree and dependent health insurance benefit offered by the Employer. For employees hired on or after I/1/96 The Ciry will contribute a masimum cost of $300 per month toward the retiree and dependent health insurance benefit offered by the Employer. 7. TUITION REIIVIBURSEMENT The parties agree to establish a hution reimbursement for courses successfully completed in the Apprenticeship Program. The City will reimburse a maximum of $1200 over 3 yeazs to each employee that successfully completes a course of the program. This reimbursement program does not apply to books. 8. SEVERANCE PAY The parties agree that an employee will be eligible for the maximum amount of severance pay when the employee (1) is ruled disabled, (2) is receiving a disability pension, (3) has accumulated a muumum of 1850 of sick leaue hours, and (4) has served over 20 or more years. 9. DRUG AND ALCOHOL The parties agree to modify the marijuana and alcohol positive test result levels. Marijuana 15 ng/ml Alcohol 0.02 concentration as shown by an analysis of urine 10. GRIEVANCE PROCEDURE The parties agree to add voluntary grievance mediation between steps 3 and 4. 11. OUT OF TTTLE A Letter of Understanding, that will not be attached to the contract, will outline the parties agreement on the issue of Out of Title Pay. The parties agree that up to 80 days of overtime will be assigned for each title. This agreement does not relinquish the City's management rights in relation to the assignment of overtime beyond the scope of tivs agreement. This agreement will be in effect from 7/1/96 to 12/31/98 and will only be renewable by mutual agreement. F�I,ASREUCONTRAC'1�FIRE�FIRE GRN VIPD Fim 2 �, � � � _ �� - � � �� - �.� - ��,� -.�� ,� , - . ` : 1994- 1996.- - . ._ ' _. __ ,.,... � � � � � � =AGItEE1VIElVT � � ; ,. . - � � - � �_ , , , ._ .. _ � , -. = _ - �:. - = betw�en : : THE �iT� Q� SAI1�� PAUI. _ � > - , t y — � �� — ; , � _. � �> .. , _. ,e , ' �HE INT�RN�i1'�QN�I. �SO��TIf)1V Q� �� < ' � ��- = .. �- � - - � _ - ��. -�; � �. �r��RS _ - ' ` � � - , _ _ � - `: A1� CIi� LQC�:�1 - � _ � �. , ; - _ , — , _ . _. _ : „ r. _ .: � , a ._ , � �„ - - ,�_ � � <� t .., �.. � i i . 3 .' ^ ._ . . .. _,.-. ' _ ' . , � , ..:. _, -.. ,: . ;. ..., _ '. " . , _ _ . , . _� , -�` - _ ,� _ . ' �. . _ . � ' _ _-_ . , . _. ._. . . . _ , . . - ' -'-, - , e - �r ..; . r.. ,` . � - ' _ w _ � - - - _ - .� - . . .. . - �., . _ _. _ - ��"� r � _. ..' � .. ,. .:. . , , . - _. < - � -- -. - - " - .. - - � �5 = - �. - :, . x- <:; . '� � - - -.. � ._ __ �. _ � . _ � � . � _ �- = ,- - , � ,� _ ,,.: . _ ._;'., �, �, ,. t _ „ - z °_ - . INDEX a�- i�i ARTICLE TITLE PAGE Preamble ........................................ii 1 Purpose .........................................1 2 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Security ........................................5 5 Employer Authoriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . 7 7 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 8 Position Openings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 9 Working Out of Ciassification . . . . . . . . . . . . . . . . . . . . . . . . . 13 10 Seniority ....................................... 14 11 Overtime ....................................... 18 12 Ca1lBack ...................................... 19 13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 14 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 15 Exchange of Tours of Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 16 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 17 Holidays .......................................28 18 Residence ...................................... 29 19 Sick I.eave and Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . 30 20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 21 Station Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 22 Telephones .....................................34 23 Wage Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 24 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 25 LegalService ....................................37 26 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 27 Incapacitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 28 City Miieage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 29 Paid Time Off For Negotiations . . . . . . . . . . . . . . . . . . . . . . . . 43 30 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 31 Premium Pay for Paramedic and EMTA Assignments .......... 45 32 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 33 Discipline ...................................... 52 34 Tuition Reimbursement . . . . . : . . . . . . . . . . . . . . . . . . . . . . . 52 35 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 Appendix A .................................... A1 Appendix B . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bl g�-��I PREAMBLE This Agreement between the City of Saint Pau1, hereinafter referred to as the Employer, and the International Associauon of Fire Fighters AFL-CIO Loca121, hereinafter referred to as the Union. The Emplayer and the Union concur that tlus Agreement has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level of services by methods which will best serve the needs of the general public. ii a�-1� � ARTICLE 1 - PURPOSE 1.1 The Employer and the Union agree that the purpose of entering into this Agreement is to: i.l(1) Achieve orderly and peaceful relations. 1.1(2) Establish the full understanding of the parties concerning terms and conditions of ttus Agreement. 1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this Agreement. i. i(4} Place in written form the parties' agreernent upon terms and conditions of empioyment for the duration of this Agreement. 1 �(� - � � I ARTICLE 2 - DEFINITIONS 2.1 Union: International Association of Fire Fighters AFL-CIO L,ocal 21. 2.2 Employer: The City of Saint Paul. 2.3 Union Member: A member of the International Association of Fire Fighters AFL-CIO Loca121. 2.4 Employee: A member of the e�lusively recognized bargaining unit. 2.5 Vacancy: As determined by the department head, a funded position opening in a class specified in Article 3.2. 2.6 Position: Any specific o�ce, employment or job in the Fire Department in a class specified in Article 3.2. 2.7 Tour of Duty: A. For a fifty-six (56) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenry-four (24) hour period from 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendar day. B. For a forty (40) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted eight (8) hour period wiUun a calendar day. For employees working under the tifle of Fire Alazm Dispatcher I or the title of F'ue Alarm Dispatcher II this shall be a twelve (12) hour period including a 35 minute unpaid lunch break. 2.8 Seniority: An Employee's lengkh of continuous employment in the Employer's Fire Department. 2.9 Department: The fue department of the City of Saint Paul as established and amended from tune to time pursuant to Section 9.01 of the City Charter. 2.10 �vertime: Work performed by an Employee in excess of the Employee's tour of duty by order of the Employer. 2 ��n ARTICLE 2 - DEFIlVITIONS (Continued) 2.11 Overtime Pay: Overtime pay for the purposes of Articles 11 and 12 will be based on a fifiy-sis (56) hour work week. 2.12 Work Week: The work week for employees working twenty-four (24) hour tours of duty will be an averaged fifty-suc (56) hour per calendar week. The work week for employees working twelve (12) or less hour tours of dury will be forty hours per calendar week. 2.13 Call Back: A call to report for work by the Employer during an Employee's scheduled off time. ��ltol ARTICLE 3 - RECOGNITION 3.1 The Employer recognizes the Union as the exclusive representative for the purpose of meeting and negotiating the terms and condirions of employment for all eligible personnel under Minnesota Statutes. 3.2 Job classes which are within the bargaining unit and covered by this Agreement are as foilows: Fire Alazm Dispatcher I Fire Alann Dispatcher II Fire Captain Fire Equipment Operator Fire Fighter Fire Inspector Fire Investigator Fire Prevention Captain Fire Training Assistant FireJArson Investigator 33 In the event the Employer and the Union are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. 0 Q(� ARTICLE 4 - SECURITY 4.1 The Employer shall dednct from the wages of Employees who authorize such a deduction in writing an amount necessary to cover monthly Union dues and assessments. S�ch monies shaIl be remitted as directed by the Union. 4.2 The Union may designate Employees from the bargaining unit to act as stewards and shall inform the Employer in writing of such choice. 4.3 The Employer shall make space available on bulletin boards for posting Union notice(s) and announcement(s). 4.4 The Union agrees to indemnify and hold the Employer harmless against any and all clauns, saits, orders or jadgments brought or issued against the city as a result of any acuon taken or not taken by the city under the provisions of this article. 4.5 The Union agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Union. ��- �1e ! ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Emplayer has not o�cially abridged, delegated or modified by this Agreement are retained by the Employer. 0 ��"�� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 Definition of Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement. It is specifically understood that any matters govemed by civil service rules or statutory provisions shalI not be considered grievances and subject to the grievance procedure hereinafter set fortfi. No disciplinary action which may be appealed to a civil service authority will be considered a grievance and subject to the grievance procedure herein. 6.2 Union Representatives The Employer will recognize Employee Representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shall notify the Employer in writing of the names of such Union Representatives and of their successors when so designated. The Employer shall notify the Union in writing of the name or names of itte Employer's grievance representatives and oftheir successors when so designated. 6.3 Processing of Grievances It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and sha11 therefore be accomplished during normal working hours only when consistent with such Employee duties and responsibilities. The aggrieved Employee and the Union shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during nornnal working hours provided the Employee and the Union have notified and received the approval of the designated supervisor who has detenmined that such absence is reasonable and would not be detrimental to the work programs of the Employer. 6.4 Procedure Grievances, as defined by Section b.1, sha11 be resolved in conformance with the following procedure: Step 1: An Employee claiming a violation concerning the interpretation or application of this Agreement shall within twenty-one (2I) calendar days after such alleged violation has occuned present such grievance to the Employee's supervisor as designated by the Employer. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance notresolved in Step 1 and appealed to Step 2 shall be placed in writing by the Union setting forth the nature of ihe 7 a��r ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Union within ten (10) calendar days shall be considered waived. Step 2: If appealed, the written grievance shall be presented to and discussed with the Employer-designated Step 2 representarive. The Employer-designated representative shali give the Union the Employer's Step 2 answer in writing within ten (10) calendar days after the receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 by the Union within ten (10) calendaz days following the Employer designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shall be considered waived. Qptional Mediation Ste� If the grievance has not been satisfactorily resolved at Step 2, either the Union or the Employer may, within ten (10) calendar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assigzunent of a mediator. Grievance mediation shall be completed within thirty (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to arbitration shalt be delayed for the period of inediation. The grievance mediation process shall be informal. Rules of evidence shali not apply, and no record shall be made of the proceeding. Both sides sYiall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. q� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 4. At the request of both parties, the mediator may issne an oral recommendatioa for settlement. Either pariy may request that the mediator assess how an azbitrator might rule in this case. The grievant shall be present at the grievance mediarion proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be pmcedential. 6. If the grievance is not resolved and is subsequenfly moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or tiie mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during arbitration. Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be snbmitted to arbitration by the Union subject to ttte provisions of the Public Employment Labor Relations Act of 1971 as amended. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. 6.5 Arbitrator's Authority A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, ar subtract from ffie terms and conditions oP the Agreement. The arbitrator shall consider and decide only the specific issue(s) subtnitted in writing by the Employer and the Union, and shall have no authority to make a decision on any other issue not so submitted. B. The azbitrator shall be without power to make decisions contrary to or _ inconsistent with or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirry (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shalI be based solely on the arbitrator's interpretation or application of the express terms of the Agreement and to the facts of the grievance presented. 4li� � 43J � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and ihe Union provided that each parry shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim zecord of the proceedings, the cost shall be shared equally. 6.6 Waiver If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the spec�ed time limits, the Union may elect to treat the grievance as denied at the step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. 10 qe-�i�i ARTICLE 7 - SAVINGS CLAUSE 7.1 In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provisions may be renegotiated at the request of either party. 11 �L ARTICLE 8 - POSTTION OPENINGS 8.1 To expedite the filling of vacancies under civil service procedures, the head of the department or designated representative will: 8.1(1) Make requisition for certification of eligibles to fill a vacancy within fifteen (15) days after determining �t a vacancy exists. 8.1(2) Within fifteen (15) days after the department head has met with the certified eligibles, he will fill a vacancy. 8.1(3) If no eligibility list is in efFect when a vacancy occurs, the department head shall within fifreen (15) days request the appropriate civil service officials to conduct an examination for the purposes of establishing an eligibility list. 12 ��-i�� ARTICLE 9- WORKING OUT OF CLASSIFICATION 9.1 Any Employee required by the Empioyer to perform the work duries and accept the responsibilities of a higher class, will receive the rate of pay for that class for the entire tour of dury, provided that the Employee performs these duties for at least twelve (12) hours of the tour of duty. It is understood that the higher rate shall not apply when an Employee works in the higher class for less than twelve (12) hours of the tour of duty. 13 ��-(b ( ARTICLE 10 - SENIORITY 10.1 Deuartment Seniority. For the purposes of this Agreement department senioriry shall be defined as the length of continuous and uninterrupted employment in the fire department. 10.2 Seniori ,tv Lists. The department shall maintain at all times during this Agreement senioriry lists by department. 10.3 Loss of Department Senioritv_. An Employee will lose acquired department seniority in the following instances: 10.3{1) Resignation 10.3(2) Discharge 10.3(3) Retirement 10.4 Work Force Reduction. In the event of a reduction in the department work force, such reducrion shall occur on the basis of seniority in the deparfinent. 10.5 Reduction in Rank. Reduction in rank shall be in accordance with the Civil Service Rules as of 7une 30, 1973. (Except as indicated below) 10.5(1) 10.5(2) 10.5(3) Reduction in rank for periods up to but no more than 30 consecutive calendar days will be by platoon seniority. Reduction in rank for more than 30 consecutive calendar days shall be in accordance with the Personnel Rules as of June 30, 1973. There will be a min;mum of 3.6 regular Fire Captains appointed for each engine, squad and ladder company. 10.5(4) There will be a m;n;mum of 3.6 regular Fire Equipment Operators - Fire Engineers appointed for each engine, squad and ladder company. This minimum number shall include the staned men in this position until they are phased out by normal attririon. 10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall below minimum requirements (3.6 per position), the Chief of the Fire Department will use existing eligibility lists to fill vacancies within 15 calendar days. 14 ��-��i ARTICLE 10 - SElvIORITY (Continued) 10.5(6) Short Term Demotion: 1. The man demoted goes to the last rank held and is assigned to the pool. 2. Vacation selections will not be affected by short term demodon (i.e., Fire Captain demoted for short term to Fire Fighter will retain his vacation selection in the Fire Captain rank.) 10.5(7) All promoted personnel will be designated a platoon regardless of assignment. Such platoon assignment will determine their seniority to be followed in cases of reducrion in accordance with Section 10.51. 10.6 Job 1Yansf�r by Bid System The Employer and the Union recognize the principle of seniority. In the event of a job opening due to the promotion, transfer, demotion, retirement or demise of an employee, which the employer determines should be filled by a lateral transfer, such transfer shall be made in accordance with the following provisions. Only employees with a minimum of two (2) calendar years service with the St. Paul Fire Department may bid under this secdon. 10.6(1) Ali positions to be filled by lateral uansfer shall be announced by bulletin, which shall be posted for a period of thirty (30) days prior to the date service is to commence in the vacant position. Such positions shall be considered open for written bid for the thirty (30) day period. 10.6(2) For the convenience of the employer, temporary assignment to a vacant position may be made during the thirty (30) day period for which the position is open for bid. Any such temporary assignment, however, shall not be of a duration in excess of two (2) days beyond the expiration of the thirry (30) day bid period. 10.6(3) Employees who desire bulletined positions shall file written applicauons therefor not later than 2400 hours on the date of expiration of the bid period. Such applications shall be filed by delivery to the employee's Union officer of the original and one copy of the application, both of which shall be rime stamped when received. The Union officer shall be responsible for delivering the original application to the employer and all such applications shali be so delivered not later than 1630 hours on the day following the close of the bid period. 15 q�—ei� i ARTICLE 10 - SEivIORITY (Continued) 10.6(4) Assignment to positions for which bids have been received shall be made not later than the second day following the close of the bid period. 10.6(5) In the event one or more employees submit bids for the same position, the posirion shall be filled in accord with the following: a) Except in those cases contemplated by subparagraph (b), below, the bidding employee with the greatest seniority shall be transfened to fill the position. Provided, however, that in the event that the employer determines that transfer of the most senior applicant or less senior applicant(s) is not in the best interest of the Department, another employee may be transferred to fill the position. In every such case, however, the employer shall provide to the most senior bidder and any other unsuccessful less senior bidder(s) a written statement of the reasons and factual basis on which the decision not to transfer him to fill the position was based. b) In cases where the position to be filled by lateral uansfer is such that a paramedic who bid therefore would, if transferred to fill the position, be enabled to make use of his paramedic skills and training, the employer may transfer the most senior paramedic who bid to fill the position without regard to the senioriry of other applicants. 10.6(6) In the event no bid is received for a posted posirion, the employer may offer the position to any employee or transfer the most junior employee on the seniority roster to fill the position, or relist on subsequent bulletin. 10.6(7) When an employee bids for and is awarded a bulletined position and in the event the employer determines that the employee's former posirion is to be f�11ed by tateral transfer, the employee's former position shall be filled in accordance with the terms set forth above. 10.6(8) Employees who have bid for and been awarded a bulletined position shall not be permitted to bid for the vacancy created by their transfer until that vacancy has been filled at least once in the manner set forth herein. 16 `��" t�� ARTICLE 10 - SEIVIORITY (Continued) 10.6(9) Assignment to positions on the rescue squads shall be made in the following manner: a) When a vacancy for Captain occurs, the position shall be posted with the other normal vacancies. The Employer shall fill the position with any Captain that has bid for the position without regard to seniority. b) When a vacancy for Fire Equipment Operator occurs, the normal bid procedure shall be used. c) Three Firefighter positions will be assigned on each rescue squad. Each Firefighter assigned to one of these positions will remain for a maximum of five yeazs. When a vacancy for Firefighter is filled, the position shall be posted with the other normal vacancies. The Employer shall fill the position with any Firefighter that has bid for the position without regard to seniority. 10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response Unit does not have the required Hazardous Material certification at the time of assignment, he/she shall obtain such certification by satisfactorily completing tt�e next availabie training session offering such certification. 17 ��-I�i ARTICLE 11 - OVERTIlVIE 11.1 Employees required to work hours in excess of their assigned tour of duty will be compensated at the rate of one and one-half (1.5) times the Employee's normal rate in cash or in compensatory time at the oprion of the Employer. 11.2 (a) Employees working a foriy (40) hour work week may accumulate up to a maJCimum of forry (40) hours of compensatory time. (b) It is also agreed that Fire Prevention Employees may accumulate up to a ma�um of fifty-six (56) hours of compensatory time. It is understood that compensatory time shall be scheduled only with the prior approval of management, and that such time shall not be scheduled so as to interfere with operations. Such time shall normally be scheduled in eight (8)-hour segments, except that Fire Prevention Employees may, with the approval of the Fire Chief, take time off in four (4)-hour segments. m ��-�� ARTICLE 12 - CALL BACK 12.1 Employees required to report for work by the Employer during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate. The m;n;mum payment under this Article will be four (4) times the Employee's hourly rate. An eazly report of two (2) hours or less or an extension of a normally scheduled tour of dury shall not qualify an Employee for this minimum payment. 12.2 Employees required to appear in court during scheduled off-dury time will be compensated at the rate of one and one-half (i-1/2) times the employee's normal hourly rate for hours worked with a minimum of four (4) hours at the empioyee's normal hourly rate. The n��mum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. 12.3 Employees required to stand-by for court appearance during scheduled off=duty time will be compensated for a minimum of two (2) hours based on the empioyee's normal hourly rate for each day he is required to stand-by, but such compensation shall not apply where the employee is called to court for an appearance on the case subject to the stand-by request or for any other case. The two hour minimum compensation for stand-by shall not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of the preceding day. Unless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the employee shall be required to contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day following initiation or stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. 12.4 The normal hourly rate for purposes of call back or stand-by compensation shall be based upon the provisions of Article 2 of this Agreement. 19 ��e�( ARTICLE 13 - MII.TTARY LEAVE OF ABSENCE 13.1 Pav Allowance Any Employee who shall be a member of the National Guard, tfie Naval Militia or any other component of the militia of the state, now or hereinafter 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 reserve component of the military or naval force of the United States, now or hereafter organized or consrituted under federal law, shall be entifled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such Employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuaat to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15} days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the conuary is established. Such leave shall not be allowed unless the Employee (1) returns to his position immediately upon being relieved from such military service and not later than the expiration of the 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 navai service beyond the time herein limited for such leave. 13.2 Leave Without Pay Any Employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192, as amended from time to time and shall confer no addirional benefits other than those granted by said statute. � Qi�- � i� i ARTICLE 14 - INSURANCE 14.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 14.2 Effective January 1, 1994 insurance coverage, the Employer will contribute $316.97 per month to eligible employees who select single health insurance coverage. The Employer will contribute $333.96 per month to eligible employees who select family health insurance coverage. 14.3 Effective for the 7anuary, 1995 insurance coverage, the Employer will conuibute $300.00 per month to eligible employees who select single health insurance coverage. The Employer will contribute $344.31 per month to eligible employees who select family health insurance coverage. 14.4 Effective for the January, 1996 insurance coverage, the Employer will contribute $300.00 per month to eligible employees who select single health insurance coverage. The Employer will contribute $355.38 per month to eligible employees who select family health insurance coverage. 14.5 Under the "Cafeteria Plan," full-time, eligible employees must select at least single heaith insurance coverage and $5,000 life insurance coverage. It is understood that these mandatory coverages may not be waived. However, an employee whose spouse is also employed by the Ciry of Saint Paul, and is eligible to participate in the City's health insurance plan, will not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single health insurance coverage shall be eligible for payment as unused benefit dollars. Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollars, not salary, and shall be paid to the employee as taxable income. Such payment shall be made during the month of December for the insurance year. For employees who terminated their employment with ffie City of Saint Paul, such payment shall be made within ninety (90) days following termination. 2] �(�-�� ARTICLE 14 - INSURANCE (Continued) 14.6 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees partieipating in the Dependent Care Account will be paid by the Employer. The service fee for employees participating in the Medical Expense Account will be paid by the employee. Survivor Insurance 14.7 In the event of the death of an acuve employee, the dependents of the employee shall have the option, within thirty (30) days, to continue the current hospitalizarion and medical benefits, including such plan improvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicable to eligible early retirees. The date of death shall be considered to be the date of retirement. In the event of the death of an early retiree or a regulaz retiree, the dependents of the retiree shall have the option, wiflun thirty (30j days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. In the event of the deatii of an employee kil2ed in the tine of dury, the Emptoyer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligible dependent who is not enrolled in the City's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. It is further understood that coverage shall cease in the event of: 14.7(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 14.7(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. 22 a�-i�� ARTICLE 14 - INSURANCE (Continued) Retiree Inc�� ancP 14.8 Employees who retire must meet the following conditions in order to be eligible for the Empioyer contributions listed in Articles 14.9 through 14.14 below toward a health insurance plan offered by the Employer: 14.8(1) 14.8(2) 14.8(3) 14.8(4) Earlv Retirees Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and Have severed his/her relationship with the City of Saint Paul under one of the retiree plans, and Have completed at least twenty (20) years of service with the City of Saint Paui or be receiving a disability pension from the City of Saint Paul, and Have severed his/her relationship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. 14.9 This Article shall apply to employees who: 14.9(1) 149(2) 14.9(3) 149(4) Retire on or before December 31, 1995, and Have not attained age 65 at retirement, and Meet the terms set forth in Article 14.8 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 conuibute the cost for single retiree coverage or $106.32 per month, whichever is less. For retirees selecting family coverage, the Employer wil] contribute the cost of family coverage or $318.41 per month, whichever is less. When such early retiree attaiiu age 65,the provisions of Article 14.12 shall apply. 23 �b-i�l ARTICLE 14 - INSURANCE (Continued) Early Retirees (Continued) 14.10 This Article shall apply to employees who: 14.10(1) Retire on or after 7anuary 1, 1996, and 14.10(2) Were appointed on or before December 31, 1995, and 14.10(3) Have not attained age 65 at retirement, and 14.10(4) Meet the terms set forth in Article 14.8 above, and 14.10(5) Select a health insurance pIan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a ma�mum of $350.00 per month toward the premium for single or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 14.13 shall apply. 14.11 This Article shall apply to employees who: 14.11(1) Retiree on or after January 1, 1996, and 14.11(2) Were appointed on or after January 1, 1996, and 14.11(3) Have not attained age 65 at retirement, and 14.11(4) Meet the terms set forth in Article 14.8 above, and 14.11(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five years (65) of age, the Employer agrees to contribute a masimum of $300.00 per month toward the cost of single or 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 Article 14.14 shall apply. Regular Retirees (Age 65 and over) 14.12 This Article shall apply to employees who: 14.12(1) Retire on or before December 31, 1995, and 14.12(2) Have attained age 65 at retirement, and 14.12(3) Meet the terms set forth in Article 14.8 above, and 14.12(4) Select a health insurance plan offered by the Employer. �k� a�- «i ARTICLE 14 - INSURANCE (Coniinued) Regular Retirees (Age 65 and over) -(Continued) The Employer agrees to contribute 100% of the single or family premium for any health insurance plan offered to regulaz retirees and their dependents by the Employer. This Article shall also apply to early retirees who retired under the provisions of Article 14.9 when such early retiree attains age 65. 14.13 This Article shall apply to employees who: 14.13(1) 14.13(2) 14.13(3) 14.13(4) 14.13(5) Retire on or after January 1, 1996, and Were appointed prior to January 1, 1996, and Have attained age 65 at retirement, and Meet the terms set forth in Article 14.8 above, and Select a health insurance plan offered by the Employer. The Employer agrees to conuibute a maYimum of $550.00 per month toward the premium for single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 14.10 when such early retiree attains age 65. 14.14 This Article shall apply to employees who: 14.14(1) Retire on or after January 1, 1996, and 14.14(2) Were appointed on or after January 1, 1996, and 14.14(3) Have attained age 65 at retirement, and 14.14(4) Meet the terms set forth in Article 14.8 above, and 14.14(5) Select a health insurance plan offered by the Employer. The Employer agrees to conuibute a ma�cimum of $300.00 per month toward the premium for single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's conuibution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 14.11 when such early retiree attains age 65. 14.15 The contributions indicated in Article 14 shall be paid to the Employer's third party adininistrator or designated representative. 25 �ll�- l (� I ARTICLE 1S - EXCHANGE OF TOURS OF DUTY 15.1 Voluntary exchanges of tours of duty shall be granted only after approval by the department head or his designated representative. 15.2 No Employee shall be entided to working out of classification pay under Article 9 as a result of any voluntary exchange of tours of duty. 26 q�' ��pl ARTICLE 16 - VACATION 16.1 Vacation shall be granted as follows: Employees shall be granted in each fiscal year vacation at the rate of two and two-tenths (2.2) times the number of hours designated as the work week. After five (5) years of continuous employment in Employer's fire department, Employees shall be granted vacation at the rate of three and two-tenths (3.2) times the number of hours designated as the work week. After fifteen (15) years of continuous employment in Employer's fire department, Employees shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. After twenty-five (25) yeazs of continuous employment in Employer's fire department, Employees shall be granted vacation at the rate of four and six-tenths (4.6) times the number of hours designated as the work week. 16.2 The department head may permit Employees to carry over into the following fiscal year vacation time equivalent to two work weeks. Vacation schedules shall be fixed by the department head. An Employee not working full-time shall be granted vacation on a pro-rata basis. 16.3 Employees separated from employment by reason of resignation shall be granted such vacation pay as has been earned and remains unused at the time of separation, provided notification of resignation has been sent to the department head, in writing, at least fifteen (15) calendar days prior to the date of resignation. Employees separated from employment by reason of discharge, retirement or death shall be granted such vacation pay as has been earned and remains unused at the time of separation. Employees granted more vacation time than eamed at the tune of separation from employment shall pay the Employer for such uneamed vacation. 16.4 This article shall not apply to temporary or emergency employees. 27 q�-G�� ARTICLE 17 - HOLIDAYS 17.1 In addiuon to what is provided in Saint Paul Ordinance No. 6446, add one additional floating koliday which is to be added to the vacation schedute by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 17.2 Effective 1986 and in addiuon to 17.1 above, add one additional holiday (Martin Luther King Day) to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 173 In addition to what is provided in Section 17.1 and 17.2 above and the St. Paul Ordinance No. 6446, add one additional tour of duty Holiday. In each year of this Agreement, this tour of dury Holiday may, at the option of the employee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking titne off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an employee's request for his/her additional tour of duty Holiday time off by November 15 of each calendar year, such employee can only receive payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendar year. Effective January 1, 1989, this Article 27.3 is deleted from the contract and is no longer applicable in any way. 17.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 17.5 Notwithstanding Article 17.1 above, the Employer may at any[ime during the life of this Agreement designate the Day after Thanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid holiday list as set forth in Saint Paul Ordinance 6446. m �� ARTICLE 18 - RESIDENCE 18.1 The residency requirements as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by this Agreement. 18.2 In the event the Ciry of Saint Paul repeals or is prohibited by a superior governmental authority from imposing residency requirements for its employees, the provisions in this contract regarding residency shall be of no force and effect. �� a�-�� ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE 19.1 As provided in City of Saint Paul CivIl Service Rules Sec6on 20. In addition to the relatives listed in Section 20.B of the Civil Service Rules, accumulated sick leave credits may be granted in the event of the death of the employee's stepparent or stepchild. 19.2 If an employee has an accumulation of sick leave credits in excess of one-hundred and eighry days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each fiscal year under this_provision. 193 In the case of a serious illness or disability of an employee's child, parent or household member, the head of the depar[ment 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 the number of hours designated to be the employee's work week per incident. 19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of sick leave to attend the funeral of the employee's grandparent or grandchild. 19.5 Maternity and Parental Leave. Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position or any duties assigned by the Employer. A twetve (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 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 their leave. � q�-I�I ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE (Continued) 19.6 Any sick leave that was converted for vacarion in accordance with Article 19.2 of this Agreement, during the fiscal years of 1990, 1991, or 1992 may be restored to the employee's accumulated sick leave credit balance at the written request of the employee. For each day of sick leave that is restored, the employee's unused 1492 vacauon credits shall be reduced one-half day. In the event that the employee dces not have enough unused 1992 vacation credits from which to make the reduction, the employee's 1993 vacation credits shall be reduced by the amount which was not available from the 1992 vacation credits. The parties agree that the provisions of this Article 19.6 shall expire and shall no longer be applicable after December 31, 1992. 31 q� �� 1 ARTICLE 20 - FIRE FIGHTING EQUIPMENT 20.1 The Employer will provide the following fire fighting equipment for individual Employees; such as: Coats Boots Helmets Choppers Liners 32 qL`lipl ARTICLE 21 - STATION SUPPLIES 21.1 The Employer will provide station supplies such as: Refrigerators Stoves Tables Chairs Soap Brass Polish Cleaning Rags Light Bulbs Chamois 33 �,- lb I ARTICLE 22 - TELEPHONES 22.1 The Emp2oyer will provide a pub2ic telephone as a back-up to the alarm system. 22.2 Telephones installed for individual Employees or groups of Fmployees will be at the Employees' expense. All such telephones must be approved prior to installauon by the department head or his designated representative. � �c�-i�� - ARTICLE 23 - WAGE SCHEDULE 23.1 The wage schedule for the puzpose of this Agreement shall be Appendix A attached hereto. 23.2 Forty (40) hour work week Employees regularly assigned to night duty {e.g.-dispatcher,inspectors and fire prevention employees) will receive night differential in accordance with existing City rules and policies. Notwithstanding Section III B of the Saint Paul Salary Plan and Rates of Compensation, employees working in the title of Fire Alarm Dispatcher I or Fire Alarm Dispatcher II assigned to a twelve (12) hour shift shall be eligible for the night differential in accordance with Section III B of the Saint Paul Salary Plan and Rates of Compensation. 23.3 Any employee in any title in this bargaining unit who is appointed to any of the tifle listed below on or after February 1, 1988 shall be paid according to the salary range as shown in Appendix "A" for appointments to such title on or after 7anuary 1, 1988 or on or after February 1, 1988 whichever applies. Fire Alarm Dispatcher I Fire Alarm Dispatcher II Fire Inspector Fire Investigator 35 ��"��@G ARTICLE 24 - UNIFORM ALLOWANCE 24.1 The 1972 base of One Hundred Twenty Dollazs ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniform is stipulated and attached as Appendix B. 24.2 It is further understood that Fire Prevention Employees shall receive a clothing aliowance which is Thirry ($30.00) Dollars greater than that provided herein for other employees. 36 a�-�� ARTICLE 25 - LEGAL SERVICES 25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmless and indemnify an Employee, and/or his estate, against any claim or demand, whether groundless or otherwise, azising out of an alleged act or omission occurring in the performance and scope of the Employee's duties. 25.2 Notwithstanding Article 25.1, 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. 37 1 y � ARTICLE 26 - SEVERANCE PAY 26.1 Effecuve January 1, I988 the employer shall provide a severance pay program as set forth in this Article 26. 26.2 To be eligible for the severance pay program, an employee must meet the following requirements: 26.2(1) The employee must be voluntarily sepazated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 26.2(2) The employee must file a waiver of reemployment with the Human Resources Director, 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. 26.2(3) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separation from service. 26.3 If an emptoyee requests severance pay and if the emptoyee 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 ma�imum as shown below based on the number of years of service in the Fire Department. Years of Service With the Ciry At L,east 20 21 22 23 24 25 Maxunum Severance Pay $ 5,000 6,000 7,400 8,000 9,000 10,000 fc�:3 g�-��i ARTICLE 26 - SEVERANCE PAY (Continued) However, any employee separated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least 25 years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand doliars ($3Q000). Employee with twenty (20) or more years of service who is ruled disabled and is receiving a disabiliry pension and who has 1850 hours of accumulated sick leave shail be allowed the maYimum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollars ($10,000) each. The annual payments shall be made in February of each year. The fust payment shall be made during the month of February in the year following the year in which the employee separates his/her emptoyment. 26.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 26.5 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. 26.6 The manner of payment of severance in amounts of ten thousand dollars ($10,000) or less shall be made in accordance with the provisions of City Ordinance No. 11490. 26.7 This severance pay program shall be subject to and govemed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. kI!7 a�-i�i ARTICLE 27 - INCAPACITATION 27.1 Any physical incapacitated Employee unable to perform normal work duties may be assigned at the direction of the department head to perform the duties of Fire Alarm Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Employees so assigned by the department head will receive their regular rate of pay for a period not to exceed one hundred and eighty (180) days. After one hundred and eighty (180) days, Employees so assigned will receive their regular pay rate or the Fire Alarm Dispatcher II pay rate, whichever is lower. 27.2 Notwithstanding Article 27.1, any physically incapacitated employee appointed to a tifle covered by this Agreement prior to January 1, 1990 who is unable to perform normal work duties may be assigned at the direcrion of the department head to perform the duties of Fire Alarm Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Employees so assigned by the department head will receive their regular rate of pay for the period of such assignment. 273 Employees injured during the course of employment and thereby rendered incapable of perfornung job duties and responsibilities shall receive full wages during the period of incapaciry, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the iwelve (12) month period shall first be utilized and only when same is e�austed shall accumulated sick leave be applicable. 27.4 Employees disabled through injury or sicl�ess other than specified in Section 27.3' above shall receive full wages for a period equal to accumulated sick leave, plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service office shall show average sick leave used per Fire Department Employee (based on the 1972 Annual Report method of calculating same), of eight (8) days or less. 27.5 Employees injured or incapacitated by illnesses in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity provided they aze physically capable of resuming their job. 27.6 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. � �L��((�I ARTICLE 28 - CITY MII,EAGE 28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Adnunistrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 28.2 Method of Computation: To be eligible for such reimbursement, ali off"icers and employees must receive written authorizauon from the Department Aead. Tvne 1 If an employee is required to use his/her own automobile OCCASIONALLY during empioyment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the empioyee's position. In addition, the employee shall be reimbursed $.15 per mile for each mile actuaily driven. If such employee is required to drive an automobile during employment and the department head or designated representative deternunes 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 $.15 per mile driven and shall not be eligible for any per diem. Tvue 2 If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed $.15 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 deternunes 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 $.15 per mile driven and shall not be eligible for any per diem. 28.3 The City will provide parking at the Civic Center Parking Ramp for Ciry employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. Lfl ��-lir�l ARTICLE 28 - CITY MILEAGE (Continued) 28.4 Rules and Regulations: The Mayor shall adopt rules and regulauons 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 uumber of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. 42 �(� ARTICLE 29 - PAID TIME OFF FOR NEGOTIATIONS 29.1 Employees elected to office in Loca121 shall be granted reasonable time off to meet with City off'icials for contract negotiations without loss of pay. The number of employees permitted to attend such negotiations shall be limited to two at any one meeting and such employee shali give prior reasonabie notice for such absence and receive approval of the employee's designated supervisor. 43 a�-i�� ARTICLE 30 - MAINTENANCE OF STANDARDS 30.1 The parties agree that all conditions of employment relating specifically to wages, hours of work, vacations, holidays and sick leave except as modified by this agreement shall be maintained at not less than the m;n;mum standazd as set forth in the CivII Service Rules of the City of Saint Paul, (Resolution No. 3250) and Resolution No. 6446 at the time of the signing of this Agreement, and these conditions of employment shall be improved wherever specifrc provisions for improvement are made elsewhere in this Agreement. It is specifically agreed that the Civil Service Rules set forth above are not a part of this contract and that these rules shall only be amended by the present legislative process by the CivIl Service Commission and the City Council. L� q(� ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS 31.1 The premium pays as defined in this Article 31 shall be limited to employees covered by this agreement who have at least three (3) yeazs of service with the Department. The Employer reserves the right to pay such premiums to employees with less than three years of service in the Department providing such employee holds the required certification. 31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life support unit as a Paramedic shall be paid a differential of ten percent (10%) of his/her regular base rate. Effective January 1, 1994, this premium pay shall be increased nine dollars and sixry-six cents ($9.66) biweekly. Oniy employees who have satisfactorily completed all required Paramedic training shall be eligible for such assignment and pay differential. Effective September 28, 1996, the following amendment is added to this section: +2%(12%) after 5 years in program +1 %(13%) a8er 10 years in program +1%(14%) after 15 years in program 31.3 Premium Pay for EMT. All employees in all titles will be required to become certified as an EMT and to maintain such certification as a term and condition of empioyment. However, any empioyee originaily appointed to a title covered by this Agreement prior to January l, 1980 who is not certified as an EMT shall not be required to become certified. Such employees may choose to become certified. Once certified such employee must maintain their EMT certification as a term and condition of employment. Any empioyee who was originally appointed prior to January 1, 1980 to a title covered by this Agreement who is certified as an EMT must maintain their certification as a term and condition of employment. Any employee who is assigned to an advanced life support unit or a basic life support unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differential of six percent (6%) of his/her regulaz base rate. Effective January 1, 1994, this premium pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly. 45 �� ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS (Continued) Employees certified as an EM'F but who are not assigned to an ambulance unit shall receive a differential of three percent (3 %) of ]us/her regular base rate. Effective 7anuary i, 1994, this premium shall be increased two dollars and ninety cenu ($2.90) biweekly. Only employees who have sarisfactorily completed all required EMT training shall be eligible for such assignment and pay differential. Any empioyee who is assigned to a unit as an EMT-I/D shall be paid a differential of eight percent (8%) of lus/her regular base rate. 31.4 Premiunn Pay for Hazardous Materials. Any employee who is assigned to a designated hazardous materials response unit or who is permanenfly appointed as a Fire Training Assistant shall be paid a differential of eight percent (8%) of his/her regular base rate. Effective January 1, 1994, flris premium pay shall be increased seven dollars and seventy-two cents ($7.22) biweeklq. 31.5 Qualified Pool personnel shall be eligible for the EMT and Paramedic premium pay on the same basis as qualified assigned personnel. 31.6 It is understood that no premium pay shall be applied on any other premium pay. 31.7 Effective the first full pay period in 1996, employees shall receive a one percent (i %) premium for the maintainence of EMT Certification. Article 31.6 does not apply to this provision. m ��-!�i ARTICLE 32 - DRUG AND ALCOHOL TESTING 32.1 Policy: The Fire Department recognizes illegal drug and alcohol usage as a threat to the pubIic welfare and the employees of the department. Thus, the Fire Department will take the necessary steps, including drug and alcohoi testing, to eliminate illegal usage. It is the goal of this policy to prevent and rehabilitate rather than terminate the employment of workers who are abusing drugs or alcohol. No member of the Fire Department shall be dischazged for illegal drug or alcohol use without first having been offered the opportunity to discontinue use either through personal choice or by ueatment for chemical dependency, if such ueatment is needed. The Union agrees, at the Employer's request, to re-open negotiations of this Article during the term of this Agreement. 32.2 Informing Employees About Drug and Alcohol Testing: All employees will be fully informed of the Fire Department's drug testing policy before testing is administered. Employees will be provided with information concerning the impact of the use of drugs or alcohol on job performance. In addition, the employer shall inform the employees of how the tests are conducted, how well the tests perform, when the tests will be conducted, what the tests can detemiine, and the consequences of testing positive for drug or alcohol use. All newly hired employees will be provided with this information on their uutial date of hire. No employee shall be tested until this information is provided to him. 32.3 Employee Testing: No employee will be tested for drug ar alcohol abuse unless there exists probable cause to believe that the fire fighter to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the officer in charge of the unit. The officer in charge must document in writing who is to be tested and why the testing was ordered. Failure to foilow any of these procedures shall result in the elimination of the test results as if no test had been administered. The test results shall be desuoyed and no discipline shall be levied against the employee. 32.4 Urine collection shali be conducted in a manner which results in a legally acceptable sample as well as providing a high degree of security for the sample, freedom from adulteration of the sample, the highest possible accuracy of the clinical results while at the same time preserving the dignity of the employee. Administrative procedures shall be such as to prevent the submission of fraudulent tests. When appropriate, biologic testing of the samples may be included as part of such administrative procedures. In testing which could result in employee discipline, if the test result is posiuve, a split sample shall be reserved for independent analysis which shall be performed at the request of the affected employee. Upon request, an employee shall be entifled to the presence of a union representative before testing is administered. C�l qic-I�I ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) 32.5 Testing Procedures: All samples shall be tested for Chemical Adulterarion, Narcotics, Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedarives. The testing shall be done by a Selected Laboratory and the following standards shall be used: Drug Testing Standards Aicohol .02 concentrarion as shown by an analysis of uritte Drug or Initial Test GC/MS Drug Groun metabolite detected levei ng/ml Con£irmation Amphetamine Amphetamine 1,000 ng/ml 500 ng/ml Methamphetamine 1,000 ng/ml 500 ng/ml Cocaine metabolites Benzoylecgonine 300 ng/ml 150 ng1m1 Marijuana metabolites delta-9-THC-9-COOH 15 ng/ml 15 ng/ml Opiate metabolites Codeine Total Morphine Phencyclidine Barbiturates Benzodiazepine metabolites 300 ng/ml 300 ng/ml 25 ng/m1 300 ng/ml 1,000 ng/ml 3,000 ng/ml 1,000 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 25 ng/ml 1,000 ng/ml 1,000 ng/ml 1,000 ng/ml 1,000 nglml 300 ng/ml I�f�iif� � � - Methaqualone Propoxyphene PCP Secobarbital Pentobarbital Phenobarbital Butabazbital Oxazepam Methadone Methaqualone Propoxyphene Norpropoxyphene 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml tll �_ u 300 ng/ml 300 ng/ml m q�9 " ( �D � ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) Any sampie which has been adulterated or is shown to be a substance other than urine shall be reported as such. All samples wiuch test positive on a screening test shall be confirmed by gas chromatography-mass spectrophotometry, and no records of unconfirmed posiuve tesu shall be released or retained by the laboratory. Testing shall be conducted in a manner to insure that an employee's legal drug use does not effect the test results. All results shall be evaluated by a suitably trained occupational physician or occupational mirse prior to being reported. Test results shall be treated with the same confidentiality as other employee medical records. The test results shall not be reported outside the Fire Department. 32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit drugs shall be medically evaluated, counseled and treated for rehabilitation, if required. In addition, at any time an empioyee may voluntarily enter the chemical dependency program without fear of disciplinary actions against him. This Program is designated to provide care and treatment to employees who are in need of rehabilitation. Details concerning treaunent any employee receives at this Program shall remain confidential and shall not be released to the public. The employee shall be responsible for the cost of treatrnent. No employee shall be relieved or transferred to other than his usual duties on the basis of one test result although the employee may be re-evaluated for his duty assignment. When undergoing ueatment and evaluation employees shall receive the usual compensation and fringe benefits provided at their assigned position. 32.7 Right of Appeal: Each employee has the right to challenge the results of drug or alcohol testing in the same manner that he may grieve any managerial action. 32.8 Duty Assignment After Treatment: Once an employee successfuliy completes rehabilitation, he shall be retumed to his regular duty assignment. Employee reassignment during treaunent shall be based on each individual's circumstances. If foilow-up care is prescribed after ueatment, this may be a condition of employment. Once treatment and any follow-up care is completed, at the end of two years the records of ueatment and positive drug or alcohol test results shall be retired to a closed medical record. The employee shail be given a fresh start with a clean administrative record. C�] ��-i�i ARTICLE 32 - DRUG AND ALCOHOL T'ESTTNG (Continued) 32.9 Right of Union Participation: At any time, the Union, upon request, wIll have the right to inspect and observe any aspect of the, drug and alcohol testing program with the exception of individual test results. The Union may inspect individual test results if the release of tlus information is authorized by the employee involved. 32.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at the behest of the employer. The Fire Department shall be solely liable for any legal obligations and costs arising out of the provisions and/or application of this collective bargaining agreement relating to drug or alcohol testing. The Union shall be held harniless for the violation of any worker rights arising from the administration of the drug or alcohol testing program. 32.I1 Conflict with Ofher Laws: This Article is in no way intended to supersede or waive an employee's federal or state constitutional rights. FY�I q�-��i ARTICLE 33 - DISCIPLINE 33.1 The Employer may discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with the concept of progressive discipline. Employees who are disciplined pursuant to the terms of this Article may appeal the Employer's disciplinary action through either the grievance procedure set forth in Article 6 of this Agreement or to a civil service authority pursuant to the rules and procedures of such authority. �i� ��"�(�� ARTICLE 34 - TUITION REIl�ZBURSEMENT 34.1 Effective January 1, 1994, an employee who has successfully completed a course in the required Apprenticeship Program will be reimbursed for the course upon successful completion. The maximum amount of reimbursement shall be$1200 over the three (3) yeazs of the Apprenriceship Program. 52 � G ( 1 W � ARTICLE 35 - DURATION OF AGREEMENT 35.1 Unless otherwise specifically noted herein, this Agreement is effective the date of signing by the Employer and the Union and shall continue in full force and effect through the lst day of 7anuary, 1997, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1984. WITNE3SES: CITY OF SAINT PAUL BY: � Mai Kearney City Labor Negotiator Dated at Saint Paul, Minnesota TNTERNATIONAL ASSOCIATION OF PIRE FIGHTERS, LOCAL NO. 21 BY: _�� O� Gary Olding, Presi nt , : ►� 4r�/s��.��a . �� . i 1L ' vt/:�L�. � �� .�� - Februar�8. 1996 53 . � � ,�, .. _ BIWEEKLY RATES Salary ranges applicable to ritles covered by this Agreemem shall be as shown below: Effective 7anuary 1, 1994: Effective December 24, 1994 Effective 7une 24, 1995: Effective December 23, 1995 Zero percent (0%) increase One and a half percent (1.5%) increase One percent (1%) increase Two and a half percent (2.5 %) increase FIItE ALARM DISPATCHER I FIRE FIGHTER FII2E INSPECTOR Effective 01-01-94 12-24-94 06-24-95 12-23-95 A B C D E F 1224.10 1284. 85 1348.66 1402.74 1474.04 1533 .44 1242.46 1304.12 1368.89 1423.78 1496.15 1556.44 1254.88 1317.16 1382.58 1438.02 1511.11 1572.00 1286.25 1350.09 1417.14 1473.97 1548.89 1611.30 10-YR. 15-YR. 1612.63 1652.26 1636.82 1677.04 1653.19 1693.81 1694.52 1736.16 FIRE ALARM DISPATCHER II(apptd on/after 1/1/88) 01-01-94 12-24-94 06-24-95 12-23-95 1260.54 1323.14 1388.88 1279.45 1342.99 1409.71 1292.24 1356.42 1423.81 1324. 55 139�.33 1459.41 1444.57 1518.00 1579.18 1466.24 1540.77 1602.87 1480.90 1556.18 1618.90 1517.92 1595 .08 1659.37 1660.74 1701.61 1685.65 1727.13 1702.51 1744.40 1745.07 1788.01 FIRE ALARM DISPATCHER I(apptd prior to 1/1/88) FIRE EQUIPMENT OPERATOR 01-01-94 12-24-94 06-24-95 12-23-95 1321.32 1386.95 1455.88 1514.27 1591.27 1655.41 1740.95 1783.75 1341.14 1407 .75 1477 .72 1536.98 1615.14 1680.24 1767 .06 1810.51 1354.55 1421. 83 1492.50 155235 1631.29 1697. 04 1784. �3 1828.62 1388.41 1457.38 1529.81 1591.16 1672.07 1739.47 1829.35 1&7434 a�-i�i �� q��f(�I APPENDIX A (Continued) Effective 01-01-94 12-24-94 06-24-95 12-23-95 A 1442.88 1464.52 1479.17 1516.15 FIltE ALARM DISPATCHER II(apptd prior to 1/1/88) FIItE CAP'FAIN FIItE PREVENTION CAPTAIN FIF2E TRAINING ASSISTANT B C D E F 10-YR. 15-YR. 1514.57 1589.88 1653.69 1737. 81 1807.89 190135 1948.11 1537.29 1613.73 1678.50 1763.88 1835.01 1929.87 1977.33 1552.66 1629.87 1695.29 1781.52 1853.36 1949.17 1997.10 1591.48 1670.62 1737.67 1826.06 1899.69 1997.90 2047.03 01-01-94 12-24-94 06-24-95 12-23-95 1535.99 1559.03 1574.62 1613.99 FIIZE/ARSON INVESTIGATOR 1612.35 1692.55 1760.57 1850.09 1924.67 2024.13 2073.90 1636.54 1717.94 1786.98 1877.84 1953.54 2054.49 2105.01 1652.91 1735.12 1804.85 1896.62 1973.08 2075.03 2126.06 1694.23 1778.50 1849.97 1944.04 2022.41 2126.91 2I'79.21 . � , . APPENDIX B �� Unit Price Regulation "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00 Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Ranking O�cer's white uniform shirt, long sleeve, West Point 7500C .......... $ 6.50 Ranking Officer's wlute uniform shirt, short sleeve, West Point 7500C .......... $ 6.00 Jersey type long sleeve sweat shirt, navy blue - Wilson 8b32 . . . . . . . . . . . . . . . . . $ 3.30 Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . $ 3.30 Fechheimer Bros. navy biue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25 3acket - Light weight, waist style Fechheimer #32100 . . . . . . . . . . . . . . . . . . . . . $10.00 Surcoat - Energy 100FD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . $30.75 Parka - Navy - Butwin 111SP Regular sizes 34-46 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $39.00 Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90 50 ...................................................... $44.85 52 ...................................................... $49.00 L.ong . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90 Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 ......... $ 5.60 SEWING COSTS: No cost when ordered with jacket otherwise . . . . . . . . . . . . . . $ 1.00 Caps Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25 8 pt. Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25 Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45 Shoes Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Slip on style oxford - FLOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . $15.50 Slip on style oxford - FLOAT-AWAYS #J5318 . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Lace style oxford - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Slip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $]5.95 SYip on sryle oxford Weinbrenner 1435 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $12.00 Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Socks Munsingwear #40 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65 Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65 Ties - black, 4-in-hand, or snap-on sryle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1.00 d� ye-�e� ST. PAUL FIItEFIGHTERS February 6, 1996 Dear Ms. Kearney: Enclosed is an executed Contract and Letter of Understanding. With regard to the Letter of Understanding as per a wnversafion between me and Chief Fuller, we understand that the term "in sequence" means that the union will call back in seniority order for out of tiUe work assignments. If you have any questions, please call. Very truly yours, �� o�..,� 49354 y�-/bl LET'i'ETZ OF UNDERSTANDING The Ciry of Saint Paul and Local 21 of the Intemational Association of Fire Fighters agree to the following conditions conceming the assignment of Firefighters out-of-titie as Captains or Fire Equipment Operators. During the period commencing July 1,1996 and ending by December 31, 1996, the City of Saint Paul Fire and Safety Services will not utilize out-of-title work up to forty da}�s per title when such assignment could have occurred to either the Captain or Fire Equipment Operator title. For the period commencing January 1,1997 and ending by December 31,1997 and for the period commencing 3anuary 1,1998 and ending by December 33,1998 the City of Saint Paul Fire and Safety Services will not utilize out-of-title work up to eighty days per title, per yeaz, when such assignment could have occurred to either the Captain or Fire Equipment Operator title. This restriction will apply only to assignments of twelve hours or more. Accordingiy an assignment for over 12 hours will be considered a"day" for the purpose of this agreement. Overtime assignments will be made in sequence beginning July 1, 1996, January 1, 1991 and January l, 1998 respectively. B}• entering into this agreement it is understood that the Ciry is in no way relinqishing its right as management to assign out-of-tide work beyond the scope and duration of this agreement. It is furtt!er agreed that ttris agreement, effective July 1,1996, expires on December 31,1998. FOR THE CITY OF SAINT PAUL M�� Director of Labor Relations �'�8- � �q4''6 DATE FOR TI-� INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS AFL-CIO LOCAL 21 �� , Q�� Gazy R. Olding President �f � � �� DATE