The URL can be used to link to this page

96-5f� � — � , i � F �;! t.�.`` � 1 ti t�"`� E� Council File # 9� 3 Green Sheet # 3Sd�.� � NESOTA �� Presented Referred Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached May 1, 1994 thru Apri130, 1997 Collective Bargaining Agreement beriveen the City of Saint Paul and the United Association of Plumbers, Loca134 and Sprinkler Fitters, Local Union No. 417. Requested by Departrnent o£ � App� � gy. �I�� 1 C° - R / F Approved b C' ttorney By: Approved or for Submissio to Council By: i� � Adopted by Council: Date a �( Adoption Certified by Council Secretary 9/ -� DEPARTMEA"f/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET No.: 35085 LABOR RELATIONS CONTACI' PERSON & PAOA'E: � INI'!'IAL/DATE INiT41L/DATE MARY H. KEARNEY 266-6495 ASSIGN 1 DEPARTMENI DIlL 4 CITY COUNCIL " NUII�ER 2 CITY ATTORNEY CITY CLERK MUSf BE Ol� COUIVCIL AGENDA BY (DATE) FOR BUDGET DIR FIN. & MGI. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) ORDER TOTAL # OF SIGNATGRE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) acriox �QuesTEV: This resolution approves the attached May 1, 1994 thru Apri130, 1997 Agreement between the City of Saint Paul and the United Association of Plumber Loca134 and Sprinkler Fitters, Loca1 Union No. 417. o tct,��.+�'�� e 18 199� RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONI'RAL�'��' �'� THE FOLLOWING QUESTIONS: '`��" PLANNING COMMISSION _CIVIL SERVICE COMIvIISSION 1. Has this person/fitm ever worked under a contraar for this depaziment? CIB COMMITI'EE Yes No STAFF 2. Has this person/firm ever been a city employee? DISTAICT COURT Yes No SUPPORTS WFIICH COUNCIL OBJECTIVE? 3. Does this person/fian possess a skill not nom�atly possessed by any current ciry employee? Yes No Explain all yes answers on separate sheet and attach [o green sheet INITIATING PROBLEM, ISSUE, OPPORTUNTTY (Who, Wfiat, When, Where, Why): See Attached. nnvatvTacES rF nrexovEn An Agreement in place through Apri130, 1997. €°�;;:4;°,� .;_'? ;` °'�v; `u� :�s�° � k;i� � ° `c�� € a� DISADVANTAGESIFAPPROVED None. DISADVAIVTAGES IF NOT APPROVED: NO SetY.iCTYlEIIY Le3Clled 3Tld pOSS1UIC Sh11{e. TOTAL AMOUNT OF TRAIVSACTION: S 1994 —� 18 � 189 COST/REVENUE BUDGETED: FUNDINGSOURCE: 1995 — $2�.147 ACl'IVITYNUMBER: FINANCIAL INFORMATION: (EXPLARV) �� ATTACHI��NT TO GREEN SHEET PLIJIVIBERS AND SPRINKLER FITTERS This City of Saint Paul, the United Association ofPlumbers Local #34, and Sprinkler Fitters Local #417 reached a three year agreement stretching from May 1,1994 through Apri13Q 1997. There aze s'u� union benefitted plumber, two City benefitted piumber, and one union benefitted sprinkler fitter. 1994 The parties agreed on a 1494 base rate wage freeze and established a sick leave fund for 1994 and 1995. The increase in City cost for wages and fringe benefit funds totalled $18,189. 1995 The increase in City cost for wages and fringe benefit funds totalled $27,147. 1996 The parties agree to a reopen wages and fringes for 1996. The Sick Leave Fund will be eliminated. � � W > � W W � 7 .�i x W C 0 2 u� W � H W y � � Z � � � A O O a V Y Q F u m V Y n � � O � M V � R ' V ll� : 01 G u '" � � Y � } b � C 0 v a � Y 0 V r N �� 1 I � � � �Q e � o < � � .o .e V J N � � �C � m A a C T 4 C y C �� S C+ �j O q � O M N V K� M�� i � v o ' � � 3 �� Z� ZE 2U Z �V 11 < s � � N N �n a � u °' q � D y� 3 �� N � C � � C m O V O J V G 1 � � � � �1 d � � O 6 �h � W '�n m U {D� N G ` o � 3� 3� �� q g L V.'] U N� Vl d N > N � M � y �iLA V 4 N y V Q N q �p zE z� zu z�v 0 0 � rn rn w m r. � . 1� N h. M N � < C � ?� N rv H � V y � d N C `b � C v� A ? p �E' o 3 �X y za w N C Y q � m a V m� V - y p V A U � y a � Z O � 38 3 S v M q M q N L Z G Z C Z C �� iV „1 P N N N � � y � V � C � C < A 2 `� 9 « � $ � $ 3 OE mE m= yl��f nQ V 'Y € .v f o � � V � U � V M ` M ` M ` � M bl N S ��i+ 4� Zf Z� .� N � NI � a y � C � n' J L u� � � 7 � N m S m' � p' S � � �l O� N N � M � �) �1 � '_� t � b V V '�o � a �i � V�1 N O N� y � �' B� � � Y d V q N r y 'O ' t 4 y� E d y'd � i.E 3` Ks °`s oy 5° �Y, y �> ag `na " o[� q � L,� M o � 2 s ��w _ w� C +`s H N A ��' b O � p a q O N N � &� �. o z€ zE zu z�u zs z= z� q � � � � Y y m T y v � . � N ? �O .A �N __. V �'� oa� _ � o a " s n a 8' a V C ' ° e= u C 3 N.� N� � `F. �0 n R �` � R a O m�S O a•��i , q� '^ bi � m mU c�U mE m� m� T l a ,_, r — y � �� C� h � � Q ,c — u o � o V u = v N n W O` O � M� dG! � t `� 3= 3c �� e�EN n'e� s E « u » .i.X « zo uE �_= Y� S> > O V� O �' O A` �'' N Z� ZV ZtJ 2�V f�L l � y� -s � � 'n N ti A c � a "g F �' �n � � � �� I N M N N y' _ ' � o a = � �� i R � d A ' Y I N e� w O� O� �C YO ,� � °�� °�' �E „E E $ � � n� o q p o � �O oU o V a W V �4- , T i 2 I � � N � � ' � C7 ' n � ' O Y�Q E�P Q CT f Y� Q �. 7 � - : � °' ^ 3 d u � s � �J p� �' a N� W Q� y M` i�Dw C C I t�i � � C �� C S C V� �.P O � ' E M O V �. y M� M y M M� �+ Z C � Z' N� �_ � � 3 3E y 3Ec'� a'e A°..°�. nv I E�.°',� C Z V ZU ZK V F p I�M ' N TY9 i = � � � � � N r1 T 1fl � � PI fh 1�! 1� �+ _ .4 C � � �, e - h� W' n` o "m � °„� ,� „'X ° E $ E F „ e ' mC mV mU mwU Ci� � N � �O .�-� .-a e N N CeV � N �. ' A N �i ^ E�i S C r N� W �� S^��. M� �p� y� = .3� �� oc �rR �m CE � � 3 � h� ME �' ,T6 C a£� 6S Z� G V ZU Z.° � �°- a fM . P O � ' R p � � , � m A '� �, 'n L �Fa � 'S s e d c s £ N � lY V � 6 v O G, �'�% & ar ��g �E d ti O C C V O V tl W(1 ^ 1C a-° 1 K N � m � d c E 5 °� � a� m � J c � R O L � V � � .�' w .-�. v ,;. �: ;: �� — - �� . _ _- � - - � �. � = = � � �" — � . � . : _ � � _ . �- . , - .._ _._. - � =- ' � 1MAY 1, �.994 t�iru �RII: 3�, 199'� � . � � � _ _ , :.1VIAINTENANCE I:ABOR`AGitE�l�E1�T _. , -� � - � � � - � � � _.:�bet�veen � , THE, ET�Y OF S�IN�: PALTL . _ ��- , - _ � , � ` - : ITNI�EII �S.SS(3�iAT��I� �} Y � _ ; . ... _ . ...' . -. _ . . . ,.'� • . ../'�- [�( ... ..,. . � >. C � ... ,.,•', , v .��y_��V� �' �� .:n" . - � �,a : - � , ' SPRINKT�It �ITT'EiiS - - � , IACAL iJNiO�T Nb 42�, F z .. �.. `� , . . . .r _�. _ . ... _ _... � .._ _ �r�- � INDEX � ARTICLE TITLE PAGE Preamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iii 1 Purpose ........................................1 2 Recognition ..... ................... ............ . 2 3 Employer Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4 Union Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Scope of the Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Probationary Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 7 Philosophy of Employment and Compensation . . . . . . . . . . . . . . . 7 8 Aours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 9 Overtime .......................................9 10 Call In/Call Back . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 11 Work I.ocation, Residency . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 12 Wages ........................................ 12 13 Fringe Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 14 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15 Selection of Lead Plumber . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 16 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 17 Holidays ...................................... 20 18 Disciplinary Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 19 Absences From Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 20 Seniority ............... ..... ..... ... ... .. .. .. . 25 21 Jurisdiction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 22 Separation ..................................... 27 23 Tools ........................................ 28 24 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 25 Right of Subcontract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 26 Non-discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 27 Severability .................................... 34 28 Waiver ....................................... 35 29 City Mileage Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 30 Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 i �� ARTICLE TTI'LE INDEX (Continued) PAGE � 31 32 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Duration and Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Appendix A Appendix B Appendix C Appendix D Appendix E Appendix F Appendix G ....................................A1 ....................................Bl ....................................C1 ....................................D1 .................................... E1 ....................................F1 ....................................G1 II ��` !� ��;i�►�i: � This Agreement is entered into between the City of Saint Paul, hereinafter referred to as the Employer, and the United Association Plumbers L.ocal 34 and Sprinkler Fitters Local Union No. 417, hereinafter referred to as the Union. The Employer and the Union concur that this Agreement has as its objective the promotion of the responsibilities of the City of Saint Paul for the benefit of the general public through effective labor-management cooperation. The Employer and the Union both realize that this goal depends not only on the words in the Agreement but rather primarily on attitudes between people at all levels of responsibility. Constructive attitudes of the Empioyer, the Union, and the individual employees will best serve the needs of the generai public. iii �; _ ; ; '� � ARTICLE 1 - PURPOSE 1.1 The Employer and the Union agree that the purpose for entering into this Agreement is to: 1.1(1) Achieve orderly and peaceful relations,thereby establishing a system of uninterrupted operations and the highest level of employee performance that is consistent with the safety and well-being of all concerned; i.l(2) Set forth rates of pay, hours of work, and other conditions of employment as have been agreed upon by the Employer and the Union; 1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this Agreement without loss of productivity. 1.2 The Employer and the Union agree that this Agreement serves as a supplement to legislation that creates and directs the Employer. If any part of this Agreement is in conflict with such legislation, the latter shall prevail. The parties, on written notice, agree to negotiate that part in conflict so that it conforms to the statute as provided by Article 27 (SEVERABILITI�. 1 �� ARTICLE 2 - RECOGNTTION 2.1 The Employer recognizes the Union as the exclusive representative for collective bargaining purposes for all personnel having an employment status of regular, probationary, provisional and temporary, employed in the classes of positions defined in Appendix A as certified by the Bureau of Mediation Services in accordance with Case No. 73-PR-527-A dated May 11, 1973 and Case No. 86-PR-951 dated May 14, �:. � � � J ARTTCLE 3 - EMPLOYER RIGHTS 3.1 The Employer retains the right to operate and manage all personnel, facilities, and equipment; to establish functions and programs; to set and amend budgets; to detemune the utilization of technology; to establish and modify the organizational structure; to select, direct, and detemrine the number of personnel; and to perform any inherent managerial fixnction not specifically limited by this Agreement. 3.2 Any "term or condition of employment" not established by this Agreement shall remain with the Employer to eliminate, modify, or establish following written notification to the Union 3 �b-5 ARTICLE 4 - UIVION RIGHTS 4.1 The Employer shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to wver monthly Union dues. Such monies deducted shall be remitted as directed by the Union. 4.1(1) The Employer shall not deduct dues from the wages of employees covered by this Agreement for any other labor organization. 4. I(2) The Union shall indemnify and save harniless the Employer from any and ali claims or charges made against the Employer as a result of the impiementation of this Article. 42 The Union may designate one (1) employee from the bazgaining unit to act as a Stewazd and shall inform the Employer in writing of such designation. Such employee shall have the rights and responsibilities as designated in Article 24 (GRIEVANCE PROCEDiTRE). 43 Upon notification to a designated Employer supervisor, the Business Manager of the Union, or his designated representative shall be pemutted to enter the facilities of the Employer where employees covered by this Agreement are woridng. � T , ARTICLE 5- SCOPE OF THE AGREEMENT 5.1 This Agreement establishes the "terms and conditions of employment" defined by M. S. 179.63, Subd_ 18 for alt employees exclusively represented by the Union. This Agreement shall supersede such "terms and conditions of employment" established by Civil Service Rule, Council Ordinance, and Council Resolutaon. 5 ��5 ARTICLE 6 - PROBATIONARY PERIODS 6.1 A11 personnei, originally hired or rehired following separation, in a regular employment status shalt serve a s� (6) month probationary period during which tune the employee's fitness and ability to perform the position's duties and responsibilities shall be evaluated. 61(1) At any tune during the probationary peziod an employee may be terminated at the discretion of the Employer without appeai to the provisions of Articie 24 (GRIEVANCE PROCEDURE). 6.1(2) An employee terminated during the probationary period shall receive a written notice of the reason(s) for such termination, a copy of which shall be sent to the Union. 62 Al] personnel promoted to a higher class shall serve a six (6) month promotional probationary period during which time the employee's fitness and ability to perform the position's duties and responsibilities shatl be evaluated. 62(1) At any time during the promotional probationary period an employee may be demoted to the employee's previously held class at the discretion of the Employer without appeal to the provisions of Article 24 (GTtIEVANCE PROCEDURE). 62(2) An employee demoted during the promotional probationary period shall be returned to the employee's previously held ciass and shall receive a written notice of the reasons for demotion, a copy of which shall be sent to the Union. � ��-� ARTICLE 7- PHII.OSOPHY OF EMPLOYMENT AND COMPENSATION 7.1 The Emptoyer and the Union aze in fult Agreement that the philosophy of employment and compensation shall be a"cash" hourly wage and "industry" fiinge benefit system. 72 The Employer shall compensate employees for a11 hours worked at the basic hourly wage rate and hourly fringe benefit rate as found in Articles 12 (WAGES) and 13 (FRINGE BENEFITS). 7.3 No other compensation or fringe benefit shall be accumulated or earned by an employee except as specifically provided for in this Agreement, except those employees who have individually optioned to be "grand fathered" as provided by 11.2. 7 ��"� ARTICLE 8- HOURS OF WORK 8.1 The normal work day shall be eight (8) consecutive hours per day, excluding a thirty (30) minute unpaid lunch period between 7:00 a.m. and 5:30 p.m. 8.2 The normal work week shall be five (5) consecutive normal work days Monday through Friday. 8.3 If, during the term of this Agreement, it is necessary in the Employer's judgment to establish second and third strifts or a normal work day or work week other than that provided in Article 8.1 or 82, the Union agrees to enter into negotiations immediately to establish such conditions 8.4 This section shall not be construed as, and is not a guazantee of, any hours of work per normal work day or per normal work week. 8.5 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless otherwise directed by their supervisor. 8.6 All employees are subject to call-back by the Employer as provided by Article 10 (CALL IN/CALL BACK). 8.7 Employees reporting for work at the established starting time and for whom no work is availabie shail receive pay for two (2) hours, at the basic hourly rate, unless notificarion has been given not to report for work prior to leaving home, or during the previous work day. 0 y� � ARTICLE 9 - OVERTIlI� 9.1 Time on the payroll in excess of the normai hours set forth above shall be "overtime work" and shall be done oniy by order of the head of the department. An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid shall be deternrined solely by the Employer. 92 The rate of one and one-half (1 1/2) the basic hourly rate shall be the oveRime rate for work performed under the following circumstances: 92(1) Time worked in excess of eight (8) hours in any one normal work day and; 92(2) Time worked in excess of 40 hours in a seven (7) day period. 93 For the purpose of calculating overtime compensation overtime hours worked shall not be "pyramided", compounded, or paid twice for the same hours worked 9.4 Overtime hours worked as provided by this article shall be paid in cash or compensatory time as deternuned by the Employer 0 �� ARTICLE 10 - CALL IN/CALL BACK 10.1 The Employer retains the right to call in or caIl back employees before an employee has started a normal work day or normai work week and after an employee has completed a normal work day or normal work week. 102 Employees caIled in or called back shall receive a minimum of four (4) hours straight time pay at the basic hourly rate or shall be compensated in accordance with Article 9 (OVERTIME), when applicable, whichever is greater. 102(1) Notwithstanding Article 10.2, employees called in four (4) hours or less prior to their normal work day shall complete the normal work day and be compensated only for the overtane hours worked in accordance with Article 9 (OVERTIME). 10 1� � ARTICLE 11 - WORK LOCATION, RESIDENCY 1 I.1 Employees shall report to work location as assigned by a designated Employer supervisor. During the normal work day empioyees may be assigned to other work locations at the discretion of the Employer. 11.2 The resolution per[aining to residency approved July 26, 1979, under Council File No. 273378 shall apply to all employees covered by this Agreement. 11 ��-5 A,RTICLE 12 - WAGES 12.1 The basic hourly wage rates as established by AppendiY C and Appendix F shall be paid for ail hours worked by an empioyee. 122 Employees who are covered by the fringe bene$ts &sted below shall continue to be covered by such benefits. They sha11 be subject to all other provisions of the Agreement, but shall not have hourly fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRiNGE BENEFITS). 122(1} Insurance benefits as established by Article 24 (INSURANCE). 122(2) Sick Leave as established by Resolurion No. 3250, Section 20. 122(3) Vacation as established in Section 1 H of the Salary Plan and Rates of Compensation Resolution (6446), however, employees in this bargaining unit, covered by this vacation provision, shall be granted vacation at the rate of 160 hours in each calendar year. 122(4) Ten (10) legal holidays as established by Resolution No. 6446, Section I, Subdivision I. 122(5) Severance benefits as established by Ordinance No.l 1490 with a maximum payment of $4,000 or as established by Article I6 (SEVERANCE PAI'} ofthis Agreement. 12.3 Regular employees not covered by the fringe benefits listed in Article 122 shall be considered, for the purposes of this AgreemenY, participaring employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe benefit contributions and/or deductions made on their behaif as provided for by Article 13 (FRINGE BENEFITS). 12.4 Provisional and temporary employees sha11 be considered, for purpose of the this Agreement, participating employees and shall be compensated in accordance with Article 12.1 (WAGES) and have fringe beneflt contributions and/or deductions made in their behalf as provided for by Article 13 (FRINGE BENEF'FTS). 12.5 Ail regulaz employees empioyed after February 15, 1974, shall be considered, for the purpose of this Agreement, participating employees and shall be compensated in accordance wzth Article 121 (LVAGES) and kave fringe benefit contributions and/or deductions made on their behalf as provided for by Article 13 (FRINGE BENEFITS). 12 �� ARTICLE 13 - FRINGE BENEFTTS 13.1 The Employer shall make contributions on behalf of and(or make deductions from the wages of employees covered by this Agreement in accordance with Appendis D and Appendis G for all hours worked. 13.2 Provisional, probationary and regular participating employees shall be eligible for a paid holiday for Labor Day, the first Monday in September in accordance with the St. Paul Salary Plan and Rates of Compensation. 133 For employees who have elected to become, as of December 29, 1990, participating employees as defined in Article 123 ofthis Agreement, the Employer will make the Health and Welfare contribution in accordance with item (2) of Appendix D of this Agreement. Such contribution shall be made for hours worked as of October 6, 1990. No other contributions listed in Appendix D shall be made for such employees for any hours worked prior to December 29, 1990. Such employees shall not be eligible for City Health and Life insurance after December 31, 199Q. 13.4 Accumulated sick leave credit balances as of December 28, 1490 for employees covered by Article 13.3 above shall be frozen as of December 28, 1990. Such frozen sick leave balances may only be used for severance pay purposes. Severance pay shall be granted only in accordance with Article 16 (SEVERANCE PAY) of this Agreement. 13.5 Employees covered by Article 133 above shall discontinue earning vacation as of December 29, 199Q. Such employees shall not be eligible for City paid vacation after December 28, 1990. Any unused balance will be paid off at the December 28, 1990 rate of pay 13 q�-5 ARTICLE 14 - INSURANCE Active Employees 14.1 This Article shall apply to employees who are eligible for the fringe benefits listed in Article 12.2 (City benefits). 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. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. For empioyees who select single coverage, the Employer will contribute 100% of the cost of the single premium. For employees who select dependent coverage, the Employer will contribute 50% of the cost of the dependent premium. The Employer will provide $5,000 of term life insurance for each employee. Retiree Health Benefits 14.2 Employees who retire must meet the following conditions in order to be eligible for the Employer contribution for retiree health benefits: 14.2(1) Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement, and 14.2(2) Have severed his/her relationship with the Ciry of Saint Paul under one of the retiree plans, and 14.2(3) Have severed his/her relauonship with the City of Saint Paul for reasons other than an involuntary termination for misconduct. Early Retirees (under age 65) 143 For those employees who retire before age 65 and aze eIigible for eariy retiree benefits under the terms set forth in Article 14,2 above and until such retirees reach sixty-five (65) yeazs of age, the Employer shall continue to make the same contdburion for early retiree benefits as those for active employees. For eazly retirees selecting single coverage, the Employer will contribute 100% of the premium cost for single coverage. For early retirees selecting dependent coverage, the Employer will conuibute 50% of the premium cost for dependent coverage. 14 �{� "� ARTICLE 14 - INSURANCE (Continued) The Employer will also continue life insurance benefits for eligible early retirees in the same amount as provided to them as active employees. Life insurance benefits tenninated at age 65. When such early retiree attains age 65, the provisions of Article 14.4 shall apply. Regular Retirees (age 65 and older) 14.4 Employees who retire at or after the age of sixry-five (65) must meet the conditions set forth in Article 14.2. 14.4(1) For such employees who retire on or before December 31, 1995, the Employer agrees to contribute ]00% of the single or dependent premium cost for any heaith insurance plan offered to regular retirees and their dependents. This Articie shail also apply to early retirees upon reaching age 65, who retired on or before December 31, 1995 underthe provisions of Article 14.2. 14.4(2) For such employees who retire after December 31, 1995, the Employer agrees to contribute a maxunum of $SSQ.00 per month toward the premium for singie or dependent 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 reiirees upon reaching age 65, who retired after December 31, 1995 under the provisions of Article 14.2. Survivor Bene�ts 14.5 In the event of the death of an early retiree or a regular retiree, the dependent of the retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligible deceased retiree. It is further understood that coverage shall cease in the event of: 14.5(1) Subsequent remaniage of the surviving spouse of the deceased empioyee or retiree. 15 g�-5 ARTICLE 14 - INSURANCE (Continued) 14.5(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 depeadent shall have the right to maintain City health insurance for the fust ninety (40) days of said employment. 14.6 The contribuuons indicated in Article 14 shal] be paid to the Employer's tfiird party administrator or designated representative. 16 a�-� ARTICLE 15 -SELECTION OF LEAD PLUMBER AND GENERAL FOREMAN I5.1 The selection of personnel for the ciass of position Lead Plumber shall remain solely with the Employer. 152 The class of position Lead Plumber shall be filled by empioyees of the bargaining unit on a "temporary assignment". 153 All "temporary assignments" shall be made only at the direction of a designated Employer supervisor. 15.4 Such "temporary assignments" shall be made only in cases where the class of positions is vacant for more than one (1) normal work day. 17 �� ARTICLE 17 - HOLIDAYS 17.1 The following ten (10) days shall be designated as holidays: New Year's Day, January 1 Martin Luther King Day, 3rd Monday in January Presidents' Day, Third Monday in February Memorial Day, last Monday in May Independence Day, July 4 Labor Day, first Monday in September Veteran's Day, November i l Thanksgiving Day, fowth Thursday in November Day After Thanksgiving, fourth Friday in November Christmas Day, December 25 172 17.3 17.4 17.5 When New Yeaz's Day, Independence Day or Christmas Day falls on a Sunday, the fotlowing Monday shail be considered the designated holiday. When any of these three (3) holidays fails on a Saturday, the preceding Friday shal] be considered the desib ated holiday The ten (10) holidays shall be considered non-work days. If, in the judgment of the Employer, personnel are necessary for operating or emergency reasons, employees may be scheduled, "called in" or "called back" in accordance with Article 10 (CALL IN/CALL BACK). Participating employees as defined in Articles 12.3, 12.4 and 12.5, other than Fire SprinkIer Inspectors, working on the holidays listed below shall be paid on a straight time basis. Martin Luther King Day Presidents' Day Day After Thanksgiving Veterans' Day 20 q�- � ARTICLE 17 - HOLIDAYS (Continued) 17.6 Fire Sprinkler Inspectors working on the holidays listed below shall be paid on a straight time basis. Martin Luther King Day Veterans' Day 17.7 Participating employees, as defined in Article 12.3, 12.4 and 12.5, other than Fire Sprinkler Inspectors, working on the Holidays listed below shall be paid at the rate of two (2) times the basic hourly rate for all hours worked. New Year's Day Memorial Day Thanksgiving Day Christmas Day Independence Day 17.8 Fire Sprinkler Inspectors working on the holidays listed below shall be paid at the rate of two (2) times the basic hourly rate for all hours worked. New Year's Day Christmas Day 17.9 Participating employees, as defined in Articles 123, 12.4 and 12.5, other than Fire Sprinkler Inspectors, working on Labor Day shall be recompensed for work done on this day 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 hours worked, in addition to their regular holiday pay. 17.10 Fire Sprinkler Inspectors working on Memorial Day, Independence Day, Labor Day or Thanksgiving Day shall be recompensed for work done on any of these days 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 hours worked, in addition to their regulaz holiday pay. Fire Sprinkler Inspectors working on President's Day or the day after Thanksgiving shall be recompensed for work done any of these days by being granted compensatory time on a straight time basis or by being paid on a straight time basis in addition to their regulaz 21 �� ARTICLE -17 HOLIDAYS (Continued) holiday pay. During the calendar yeaz of 1994 Fire Sprinkler Inspectors working on the Friday before Labor Day shall be recompensed for work done on this day by being granted compensatory time on a straight time basis or by being paid on a straight time basis in addition to their regular holiday pay. 17.11 If an employee other than a Participating Employee entitled to a holiday is required to work on Martin Luther King Day, President Day, Veteran's Day, or Day After Thanksgiving, he/she shall be granted another day offwith his/her pay in lieu thereof as soon thereafter as the convenience of the department pemuts, or he/she shall be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. If an employee other than a participating employee entitled to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shall be recompensed for work done on tkris day 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 hours worked, in addition to his/her regular holiday pay. Eligibility for Holiday pay shall be determined in accordance with Section I, Subsection I ofthe St. Paul Salary Plan and Rates of Compensation. 22 �� ARTICLE 18 - DISCIPLINARY PROCEDURES 18.1 182 183 The Employer shall have the right to unpose disciplinary actions on employees for just cause. Disciplinary actions by the Employer shall include only the following actions: 18.2(i) Oral reprimand 18.2(2) Written reprimand 18.2(3) Suspension 18 2(4) Demotion 18.2(5) Discharge Employees who are suspended, demoted, or dischazged shall have the right to request that such actions be reviewed by the Civil Service Commission or a designated Board of Review. The Civil Service Commission, or a desigpated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or dischazge. No appeal of a suspension, demotion, or discharge shall be considered a"grievance" for the purpose of processing through the provisions of Article 24 (GRIEVANCE PROCEDiJRE). 23 �� ARTICLE 19 - ABSENCES FROM WORK 19.1 Employees who aze unable to report for their normal work day have the responsibility to notify their sugervisor of such absence as soon as possible, but in no event later than the beginning of such work day. 192 Failure to make such notification may be grounds for discipline as provided in Article 18 (DISCIPLINARY PROCEDURES). 19 3 Failure to report for work without notification for three (3) consecutive normal work days may be considered a"quit" by the Employer on the part of the employee. 24 `� L�"� ARTICLE 20 - SENIORITY 20.1 Seniority, for the purposes of this Agreement, shall be defined as follows: 20.1(1) "Master Seniority" - The length ofcontinuous regular and probationary service with the Employer from the last date of empioyment in any and all class titles covered by this Agreement. 20 1(2) "Class Seniority" - The length of continuous regular and probationary service with the Employer from the date an employee was first appointed to a class title covered by this Agreement. 202 Seniority shall not accumulate during an unpaid leave of absence, except when such a leave is granted for a period of Iess than thirty (30) calendar days; is granted because of illness or injury; is granted to allow an employee to accept an appointment to the unclassified service of the Employer or to an elected or appointed fuli-time position with the Union. 20.3 Seniority shall terminate when an employee tetires, resigns, or is discharged. 20.4 In the event it is deternuned by the Employer that it is necessary to reduce the work force employees will be laid offby ciass title within each Department based on inverse length of "Class Seniority". Employees laid off shall have the right to reinstatement in their Department to any previously held lower-paid class title in this bazgaining unit provided, employee has greater "Class Seniority" than the employee being displaced. 20.5 In the event it is detemuned by the Employer that it is necessary to reduce the number of Plumbing Inspectors in the Fire Department, empioyees will be laid off in inverse order of their °Class Seniority". Aowever, employees being laid off who were appointed to the title of Plumbing Inspector prior to July 1, 1985 and transfened to the Fire Department shall have the right to dispiace Plumbing Inspectors in the Department of Community Services provided the employee has greater "Class Seniority" than the employee being displaced. 20 6 The selection of vacation periods shail be made by class title based on length of "Class Seniority", subject to the approval of the Employer. 25 ��-5 ARTICLE 21- JI7RISDICTION 21.1 Disputes conceming work jtuisdicYion between and among unions is recognized as an appropriate subject to determination by the various unions representing employees of the Employer. 212 The Employer agrees to be guided in the assignment of work jurisdiction by any mutual Agreements between the unions involved. 213 In the event of a dispute concerning the performance or assignment of work, the unions involved and the Employer shall meet as soon as mutuatty possible to resolve the dispute. Nothing in the foregoing shall restrict the right of the Employer to accomplish the work as originally assigned pending resolution of the dispute or to restrict the Employer's basic right To assign work. 21.4 Any employee refusing to perform work assigned by the Employer and as clarifred by Sections 21.2 and 213 ahove shail be subject to disciplinary action as provided in Articie 18 (DISCIPLINARY PROCEDiJRES). 21.5 There skall be no work stoppage, slow down, or any disruption of work resulting from a work assignment. 26 ��-� ARTICLE 22 - SEPARATION 22.1 Employees having a prohationary or regular employment status shall be considered separated from employment based on the following actions: 22.1(1} Resignation. Employees resigning from employment shall give written notice fourteen (14) calendaz days prior to the effective date of the resignation. 22.1(2) Retirement. As provided in Article 16 (SEVERANCE PAI�. 22.1(3) Discharge. As provided in Article 18 (DISCIPLINARY PROCEDURES). 22.1(4) Failure to Report for Duty. As provided in Article 19 (ABSENCES FROM WORK). 222 Employees having a temporary or provisional employment status may be terminated at the discretion of the Employer before the completion of a normal work day. 27 q�-5 ARTICLE 24 - GRIEVANCE PROCEDLTRE 24.1 The Employer shall recognize the Stewazd selected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shall notify the Employer in writing of the name of the Steward and of his/her successor when so named. 24.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The Steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided, the Stewazd and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 24.3 The procedure established by this article shall be the sole and exclusive procedure, except for the appeal of discipiinary action as provided by 183, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 29 ��"� ARTICLE 24 - GRIEVANCE PROCEDURE (Continued) 24.4 Cmevances shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing and referred to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Ageement violated, and the relief requested. Any alleged violation of the Agreement not reduced to writing by the Union within seven ('� calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shali be considered waived. Step 2. Within seven (7) calendar days after receiving the written grievance a designated Employer supervisor shall meet with Yhe Unioa Steward and attempt to resolve the grievance. If; as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within three (3) calendar days following this meeting. The Union may refer the grievance in writing to Step 3 within seven (7) calendaz days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within seven (7) calendaz days following receipt of the Employer"s answer shall be considered waived. Step 3. Within seven (7) calendar days following receipt of a grievance referred from Step 2 a designated Employer supervisor shall meet with tke Union Business Manager or his/her designated representative and attempt to resolve the grievance. Within seven (7) calendar days following this meeting the Employer shall reply in writing to the Union stating the Employer's answer conceming the grievance. If, as a result of the written response the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the IInion to Step 4 within seven (7) calendar days following receipt of the Employer's answer shall be considered waived. 30 ��-� ARTICLE 24 - GRIEVANCE PROCEDURE (Continued) Step 4. If the grievance remains unresolved, the Union may within seven (7) calendaz days after the response of the Employer in Step 3, by written notice to the Employer, request azbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual Agreement of the Employer and the Union within seven (7) calendaz days after notice has been given. Ifthe parties fail to mutually agree upon an azbitrator within the said seven (7) day period, either party may request the Public Employment Relations Boazd to submit a panel of five (5) azbitrators. Both the Employer and the Union shall have the right to strike two (2) names from the panel. The Umon shail strike the first (lst) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 24.5 The arbitrator shail have no _right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shali consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision sha11 be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union and the employees. 24.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own representative 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. 24.7 The time limits in each step of this procedure may be eatended by mutual Agreement of the Employer and the Union. 31 q� ARTICLE 25 - RIGHT OF SUBCONTRACT 25.1 The Employer may, at any time during the duration of this Agreement, contract out work done by the employees covered by this Agreement_ In the event that such contracting would result in a reducrion of the work force covered by this Agreement, the Employer shall give the Union a ninety (90) calendaz day notice of the intention to sub-contract. 25.2 The sub-contracting of work done by the empioyees covered by this Agreement shall in a11 cases be made only to Employers who qualify in accordance with Ordinance No. 14013. 32 Q� ARTICLE 26 - NON-DISCRIl��IVATION 26.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, se� age, or because of inembership or non-membership in the Union. 262 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the generai public. 33 q� ARTICLE 27 - SEVERABILTTY 2Z 1 In the event that any provision(s) of this Agreement is declared to be contrary to law by proper legislative, administrative, or judicial authority from whose finding, determinarion, or decree no appeal is taken, such provision(s) shall be voided. All other provisions shalt continue in fu11 force and effect. 272 The parties agree to, upon written notice, enter into negotiations to place the voided provisions of the Agreement in compliance with the legislative, administrative, or judicial determination. 34 e�-% ARTICLE 28 - WAIVER 28.1 The Employer and the Union acknowledge that during the meeting and negotiating which resulted in this Agreement, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The Agreements and understandings reached by the parties after the exercise of this right are fully and completely set forth in this Agreement. 28 2 Therefore, the Employer and the Union for the duration of this Agreement agree that the other party shall not be obligated to meet and negotiate over any term or conditions of employment whether specifically covered or not specifically covered by this Agreement. The Union and Employer may, however, mutually agree to modify any provision of this Agreement. 28.3 Any and all prior ordinances, Agreements, resolutions, practices, policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this Agreement, are hereby superseded. 35 ��"� ARTICLE 29 - CTTY MII,EAGE 29.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, tl�e following provisions are adopted. 29.2 Method of Computation: To be eligible for such reunbursement, .all officers and employees must receive written authorization from the Department Head. Type C If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an Employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, ihen the employee shall be reimbursed at the rate of $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 REGLJLARLY during empioyment, the emplayee shall be reunbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative detemunes that an Employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. � ��'� ARTICLE 29 - CTTY MII,EAGE (Continued) 293 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who aze required to have their personal car availabie 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. 29.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the 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 37 ��'� ARTICLE 30 - SAFETY 30.1 Accident and injury free operarions shall be the goal ofthe Employer and Employees. To this end the Employer and employees will, to the best of their ability abide by, and live up to the requirements ofthe several State and Federal Construction Safety Codes and Regulations. 302 To this end the Employer shall from time to time issue mles or notices to his Employees regarding on the job safety requirements. Any Employee violaring such rules or notices shall be subject to disciplinary action. No Employee may be dischazged for refusing to work under unsafe conditions. 303 Such safety equipment as required by governmental regulations, shall be provided without cost to the Employee. At the Employer's option, the Employees may be required to sign for safety equipment and shall be obligated to retum same upon dischazge, layoff, quit or other termination in comparabte condition as when issued, providing reasonable wear and tear. The Employer shall have the right to withhold the cost of such safety equipment if not returned. 30.4 The Employer agrees to pay $10.00 toward the cost of each pair of safety shoes purchased by an Employee that is a member of this unit. The Employer shall contribute for the cost of two pair of shoes per year and shall not be responsible for any additional cost for any additional shoes thereafter. This reimbursement of $10.00 per pair of shoes shall be made only after investigation and approval by the immediate supervisor of that employee. This $10.00 per pair of shoes contribution to be made by the Employer shall apply to those employees who must weaz protective shoes or boots for their employment. : q� ARTICLE 31- LEGAL SERVICES 31.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, or indifference to rights of others, the Employer shall defend, save hannless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 312 Notwithstanding the provisions of Section 31. i the Employer shall not be required to defend or indemnify any employee against personal liability, or damages, costs or expense (a) resulting from a claim, suit, verdict, finding, deternunation or judgment that the employee has committed an intentional tort or torts, including but not limited to slander, libe] and/or other defamatory harms; or (b) arising out of cross claims, counterclaims, affirmative defenses and/or separate actions brought against such employee in response to or resulting from claims, allegations, demands or actions (whether or not litigation was actually commenced) brought, made or instituted by such employee. 31.3 Notwithstanding the provisions of section 31.1 or 312, the Employer may at its sole discretion defend an employee against allegations, claims, demands or actions wholly or in part based on or arising out of claimed intentional torts, and in such cases, the empioyee consents to the eactent lawfully permitted to such representation without regazd to actual or potential conflicts of irnerest. 31 4 Each employee, within 20 days after receiving notice of (1) a tort claim or demand, action, suit or proceeding against himlher, (2) a judgtneni, verdict, finding or deternvnation, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the City by giving written notice thereof to the Office of the City Clerk. 39 ��`� ARTICLE 32 - DURATION AND PLEDGE 321 Unless otherwise specifically stated elsewhere herein, this Agreement is effective the date of signing by the Employer and the Union and shail remain in effect through the 30th day of April, 1994, and continue in effect from yeaz to yeaz thereafter unless notice to change or to temunate is given in the manner provided in Article 322. 322 If either parry desires to temunate or modi£y this Agreement, effective as of the date of expiration, the party wishing to modify or terminate the Agreement shall give written notice to the other party, not more than ninety (90) or less than siaity (60) calendar days prior to the expiration date, provided, that the Agreement may only be so temunated or modified effective as ofthe e�iration date. 322(1) Notwithstanding Article 322, the Employer and the Umon agree to reopen tivs Agreement no later than May 1, 1996 to negotiate Articles 12 and 13. 32.3 In consideration of the terms and conditions of employment established by this Agreement and the recognition that the GRIEVANCE PROCEDURE herein established is the means by which grievances conceming its application or interpretation may be peacefully resolved, the parties hereby pledge that during the term of the Agreement; 32.3(1} The Union and the empioyees wiil not engage in, instigate, or condone any concerted action in which employees fail to report for duty, willfully absent themselves from work, stop work, slow down their work, or absent themselves in whole or part from the full, faithful performance of their duties of emptoyment. ' i. � f� -� ARTICLE 32 - DtIRATION AND PLEDGE (Continued) 323(2} 32.3(3) The Employer will not engage in, instigate, or condone any lock-out of employees. This constitutes a ternative Agreement between the parties which will be recommended by the City Negouator, but is sub}ect to the approval of the Administration of the City, and is also subject to ratification by the Linion_ AGREED to this I Sth day of December 1995, and attested to as the full and complete understanding of the parties for the period of time herein specified by the signature of the following representative for the Employer and the Union: WITNESSES. CITY OF SAINT PAUL � Mary arney Director of Labor Relations IJNITED ASSOCIATION OF PLLJMBERS LOCAL 34 � ��-/�i�' Robert Schwartzbauer Business Manager SPRINKLER FITTERS LOCAL 417 es Kelzenber President 41 �� J APPENDIX A The classes of positions recognized by the Employer as being exclusively represented by the Union are as follows Lead Plumber Plumber Senior Plumbing Inspector Plumbing Inspector Plumbing Inspector--Water Department Sprinkler Fitter Inspector and other classes of positions that may be established by the Employer where the duties and responsibilities assigned are deternvned by the Bureau of Mediation Services to be appropriately represented by this bazgaining unit A1 ��'J� APPENDIX D Unless specifically noted, the contribution levels represent pre-t� amounts. Effective 4f30/94, for participating employees working in a title listed under the heading, Crroup A, in Appendix A, the Employer shall: (1) contribute to a Union designated Credit Union $2.43 per hour, for which payroll deductions have been made, for all hours worked by participating employees, as defined in Articles 12.3, 12.4 and 12.5 ofthis Agreement. (2) contribute to a Heaith and WelSare Fund $2.78 per hour for all hours worked by participating employees, as defined above. Effective 4/29/95, the contribution to this fund will increase to $2.91 per hour for ail hours worked. (3) contribute to the Pension Fund $3.44 per hour for all hours worked by participating employees, as defined above Effective 4/29/95, the contribution to this fund will increase to $3.94 per hour for all hours worked. (4) contribute to the Journeyman and Apprenticeship Training Fund $0.16 per hour for all hours worked by participating employees, as defined above. Effective 4(29/95, the contrihution to this fund will increase to $0 17 per hour for all hours worked. (5) contribute to the General Benetit Fund $0.03 per hour for all hours worked by participating employees as defined above. Effective 4129/95, the contribution to this fund will decrease to $0.00 per hour for al] hours worked. (6) contribute to a Union designated Sick Leave Fund $029 per hour (after t� amount) for all hours worked by participating employees as defined above. Effective 4l27l96, the parties agree to eliminate this fund and transfer $0.50 per hour (before taY amount) to the base rate. All contributions made in accordance with this Appendix D shall be forwarded to the Twin City Pipe Traders Service Association. The Employer shaii establish Workers Compensation and Unemployment Compensation programs as required by Minnesota Stahxtes. The Employer's fringe benefit obligation to participating employees as defined in Articles 12.3, 12.4 and 12 5 is limited to the contributions and/or deductions established by this Agreement. The actual level of benefits provided to employees shall be the responsibility of the Tzustees of the various funds to which the Employer has forwazded contributions andlor deductions. D1 a� -� APPE\TDIX E WORI�NNG CONDTTIONS FOR SEI�TIOR PLUMBING INSPECTORS AND PLUMBING INSPECTORS As a result of the 1974 settlement, the Parties have established craft-deternuned rates for Senior Plumbing Inspectors and for Plumbing Inspectors, with the specific understanding that such Agreement is restricted to established rates of pay for such classifications. It is, consequently, agreed that the Employer in applying Article 3(EMPLOYER RIGHTS) of the Maintenance Labor Agreement, shall have the right to operate the Department in the same manner as heretofore, with management rights unaffected, and that the establishment of sepazate rates for these classifications as well as for Inspector classifications in other Bargaining Units, may not result in disputes over assignments or over rates of pay for work performed, nor will any jurisdictional claims or restrictions be asserted by the Union because members of various Inspector classifications are assigned to work which is also performed by other Inspector classifications. E1 ��-� APPENDIX F � 1. The basic hourly wage rate for temporary and employees appointed to the following � classification shall be : , Effective Effective Effective 5-28-94 5-27-95 5-25-96 Pire Sprinkler Inspector $22.48* $23.58* $**.*** * This rate includes the $.54 taYab]e vacation contribution 2 The basic hourly wage rate for provisional, regulaz and probationary employees appointed to the following ciassification shali be: Bffective Effective Effective 5-28-94 5-27-95 5-25-96 Fire Sprinkler Inspector $21.52* $22.57* $**.*** * This rate includes the $.50 tasable vacation contribution F1 ��-� APPENDIX G Unless specifically noted, the contribution levels represent pre-tas amounts. Effective 12l25/93, for employees working in the title of Fire Sprinkler Inspector, the Employer shall: (1) contribute to a Health and Welfare Fund $3_75 per hour for all hours worked. Effective 6/24l95, the contribution is decreased to $3.40 per hour for all hours worked. (2) contribute to the National Pension Fund $2.20 per hour for all hours worked. (3) contribute to the Supplemental Fension Fund $3.00 per hour for all hours worked. Effective 6l24l95, the contribution is increased to $3.35 per hour far all hours worked. (4) contribute to the Education Fand $.16 per hour for all hours worked (S) deduct and forward to the Vacation Fund $.50 per hour for all hours worked. Effective 5128l94, for employees working in the title of Fite Sprinkler Inspector the Employer shall: (1) contribute to a Union designated Sick Leave Fund $0.52 per hour (after tax) for all hours worked. Effective 5125/96, the parties agree to eliminate this fund and transfer $0.90 per hour (before tax) to the base rate. All contributions and deductions made in accordance with this Appendix G shall be forwarded to the parties designated by the Union. The Employer shall establish Worker's Compensation and Unemployment Compensation programs as required by Minnesota Statutes. The Employer's fringe benefit obligation is limited to the contributions andlor deduciions established by tkris Agreement. The actuallevel of benefits provided to employees shall be the responsibility of the Trustees of the various funds to which the Bmployer has forwarded the contributions and/or deductions. G1