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96-500Council File #�L - 5 0 � �?�IC��P_ OF Presented by Referred To OLUTION PAUL, MINNESOTA Green Sheet #��' � Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1994 2 3 - 1996 Collective Bargaining Agreement between the City of Saint Paul and the St. Paul Supervisors Organization. I2equested by Department of. Office of Labor Relations BY: � Q� �_ Form A op� ved by Ci Atiomey � � n By: ` Adopted by Council: Date � � � � � Adophon Certified by Council Secretary By: !\-� Approved by Mayor: D'die' � C / B y � - Ap ro by �yor f�ssion to Council By: � DEPARTMENT/OFFICE/COUNCIL: DATE IMTIATED ` � � � I;ABORRELATIONS Apri130, 1996 GREEN SHEET No.: 35877 COhTACT PERSOM1 & PHONE: � � pgSIGN ��ATE LhlTfni/DATE MARY H. KEARNEY 266-6495 T 1 DEPARTMENT DIIL a crrr couf.rcn. FQR 2 C1TY ATTORYEY CITY CLERK MUST BE O:� COWCIL AGENDA BY (DATE) ROUTING BLiDGET DIIt FIN. & MGT. SERVICE DIR ORDER 3 MAYOR (OR ASST.) TOTAL # OF SIGNATURE PAGES 1 (CLIP ALL LOCATTONS FOR SIGNATURE) ncnoxx�ussrEn: This resolution approves the attached 7anuary 1, 1994 - December 31, 1996 Agreement between the City of Saint Pau1 and the St. Paul Supervisors Organization. RECOMMENDATIONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONTRACI'S MUST ANSWER THE FOLLOWiNG QUESTIONS: PLAIVNING COMMISSION _CIVIL SERVICE COMMISSION I. Has tlus person/fvm ever worked under a contract for this departrnrnt? _CIB COMMITTEE Yes No _DISTRICT COISRT Z' Y� NPers°dfvm ever been a city employee? SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Dces llvs person/fum possess a skill not nonnalFy�p�a by any cutrert city employee? Yes No °'f-`"G.33� Ezplain all yu answers on sepa=ate sheet a atfach to green sheet t5 P INTTIATING PROBLEM, ISSUE, OPPORTUNITY (R'ho, What, When, Whem, Why): See Attached. ��Y� �'� �� nnv�vTnces iF nerxoven An Agreement in place through December 31, 1496. - DISADVANTAGES IF APPROVED: NOI18. �� d"�u�'a��' *�w�s . �r� s�� ' � � ��'_� nisnnv.vvxwcES iF xor arrxovEn: No settlement reached and possibie strike. TOTAL AMOUNT OF TRANSACI'ION: 1994 - S5,400 1995 -$53,398 COST/REVENUE BUDGETED: 1996 - 591,063 FUNDING SOURCE: ACTIVITY NUMBER: FINANCIAI.INFORMATIOn:(EXPLAI� Z � � '1� > 6 z W a � J X W � � � '1 C O 6 � W � O 4I� E"� Z tv � '"� �"' W N �. 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I � � A � N N � � x 6 Y C L' � « v�i 2- m a J � q O G nuN_ . �v qt-Soo ATTACIIIv1ENT TO GREEN SHEET 1994-1996 SAINT PAUL SUPERVISORS' ORGANIZATION Below represems the changes for the 1994-1996 tentative agreement between the City of Saint Paul and the Saint Paul Supervisors' Organization: 1. DURATION This contract will be effective January 1, 1994 through December 31, 1996. 2. WAGES Effective 1-1-94: No wage increase Effective 1-1-95: No wage increase Effective 12-23-95: 1.25% base wage increase Steps 1 through 7 Effective 12-23-95: 1.50% base wage increase Steps 8 and 9 Effective 12-23-95: Assessment Supervisor title upgraded to Grade 21 Effective 12-23-95: Mark Galloway, Helga Kessler and David Wagner receive one step ACTIVE HEALTH INSURANCE Effective 1-1-94: $27 OO/month to Employer paid health. Effective 1-1-95: $lO5.Q0lmonth additional to Employer paid health. Effective 1-1-95: $14.00/month for life insurance paid by Employer. Effective 1-1-96: $180.61/month for employee health insurance Effective 1-1-96: $280.00/month for employee family health insurance. � 1_.��:i��1�1 Cl�►[.Y12s7J,�[� For Employees hired before 1-1-90 Early Retiree Insurance The City will contribute up to $350/month toward the cost of single or family health insurance. Regular Retiree Insurance The City will contribute up to $SSOlmonth toward the cost of single or family health insurance. For Employees hired on or after 1-1-90 Early Retiree Insurance The City will wntribute up to $300/month toward the cost of single or family health insurance. Regular Retiree Insurance The City will contribute up to $300/month toward the cost of single or family healfh insurance. 5. GRIEVANCE PROCEDURE The parties agree to add voluntary grievance mediation between steps 3 and 4. 6. MILEAGE Effective 1-I-95 increase mileage by $.OS/mile and $1.00 per day. 9 G- soo ARTICLE 21 -�DURATION AND EFFECTIVE DATE 21.1 Complete Agreement with Waiver of Bargaining. This Agreement shall represent the complete Agreement between the Organization and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opporiunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties af[er the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 21.2 Except as herein provided this Agreement shall be effective as of the date it is executed by the parties and shall continue in full force and effect through December 31, 1996, 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 Public Employment Labor Relations Act of 1984, as amended. 21.3 This constitutes a tentative Agreement between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the Ciry, and is also subject to ratification by the Organization. WITNESSES: CITY OF SAINT PAUL � Mary . Kearney Labor Relations Director I DATED: �2-, 1996 SAINT PAUL SUPERVISORS' ORGANIZATION � mes O'I,eary President -31- 9�-sao ARTICLE 21 - DURATION AND EFFECTIVE DATE 21.1 Complete Agreement with Waiver of Bargaining. This Agreement shall represent the complete Agreement between the Organization and the Empioyer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by ]aw from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain coliectively with respect to any subject or matter referred to or covered in this Agreement. 21.2 Except as herein provided this Agreement shall be effective as of the date it is executed by the parties and shall continue in full force and effect through December 31, 1996, 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 Public Employment Labor Relations Act of 1984, as amended. 21.3 This constitutes a tentative Agreement between the parties which wiil be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, and is also subject to ratification by the Organization. WITNESSES: CITY OF SAINT PAUL �� Mary H. earney Labor Relations Director DATED: A�ri� 2 , 1996 SAINT PAUL SUPERVISORS' ORGANIZATION � �i J es O'L,eary resident -31- 9G-soo 1994 -1996 COLLECTIVE BARGAINING AGREEMENT - between - THE CITY OF SAINT PAUL - and - SAINT PAUL SUPERVISORS' ORGANIZATION q4, -soo INDEX ARTICLE TITLE Preamble .............................. iii 1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2 Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . 4 5 Check Off and Administrative Service Fee . . . . . . . . . . . 5 6 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . 6 7 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 8 Non-Discrimination .......................... 9 9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 10 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 11 12 13 14 15 16 17 18 19 20 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . 12 Wages....................................16 Parental L,eave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Insurance ... ..... . .. . . ... . .. .... ... .. . . . . 18 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Mileage................................. Safety Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . PAGE 23 24 26 28 30 21 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . 31 Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A1 �t`-soo PREAMSLE This Agreement, entered into between the City of Saint Paul, hereinafter refened to as either the "Employer" or the "City", and the Saint Paul Superoisors' Organization, hereinafter refened to as the "Organization", for the purpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the City. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Organization of their respective xights and responsibilities. The provisions of this Agreement shall not abrogate the rights andlor duties of the Employer, the Organization, or the employees as established under the provisions of the Public Employee I,abor Relations Act of 1984, as amended. ii q�,_sco ARTICLE 1 - RECOGNITION 1.1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain LTnclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Clarification Hearing of Bargaining Unit, April 16, 1974, Case No. 74-PR-414-A. and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A. 1.2 The parties agree that any new classifications which are covered by the certification as stated in Article 1.1 above shall be recognized as part of this bargaining unit. -1- q�.-soc ARTICLE 2 - SAVINGS CLAUSE 2.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the even[ any provision of this Agreement shali be held to be contrary to law by a court of competent jurisdiction from whose fmal 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 provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. -2- �(,-so 0 ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicabie laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially abridged, delegated, or modified by this Agreement aze retained by the Employer. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not lunited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. �� l `-s o 0 ARTICLE 4- MAINTENANCE OF 5TANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other generai working conditions except as modified by this Agreement shall be maintained at not less than the highest muumum standard as set forth in the Civil Service Rules of the Ciry of Saint Paul (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, August 8, 1981 as amended) at the tune oP the signing of this Agreement, and the conditions of employment shall be unproved wherever specific provisions for improvement are made elsewhere in this Agreement. -4- q�-Soo ARTICLE 5- CHECK OFF AND ADMINISTRATIVE SERVICE FEE 5.1 The Employer agrees to deduci the Organization membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 5.2 Any present or future employee who is not an Organization member shall be required to contribute a fair share fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Organization. In no instance shall the fair share fee exceed 85% of regular membership dues. It is also understood that in the event the Employer shall make an improper fair share deduction from the earnings of the employee, the Organization shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount nnproperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The Organization agrees that an administrative fee of one dollar ($1.00) per member, per month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Organization. 5.4 The Organization agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this article. -5- q!.-soo ARTICLE 6- HOURS OF WORK AND OVERTIlVIE 6.1 The normal hours of work for the employees shall be seven and tkuee-fourths (7 3!4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Empioyees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 28H - Overtime Compensation of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 6.4 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. 6.5 For employees who wish to share a position, the Employer will attempt to provide options for implementing a shazing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 14 of this Agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, after ten (10) days, such vacancy cannot be filled, the Employer shall have the option of increasing the remaining employee's work hours. 6.6 Article 6.5 shall not be subject to the provisions of Article 11 of this Agreement. � 9!.-Soo ARTICLE 7 - SENIORITY 7.1 Seniority, for the purQoses of this Agreement, shall be defined as follows: The length of continuous, regular and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by tius Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shail terminate when an employee retires, resigns, or is discharged. 73 In the event it is determined by the Employer that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. The Office of Human Resources will identify such least senior employee in the title in which there is to be a lay-off in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in that title in any other City departrnent, the Office of Human Resources shall place the affected employee in such vacancy. If two or more vacant positions are available, the Office of Human Resources shall decide which vacant position the affected employee shall fill. If no vacancy exists in such title, then the leasi senior employee in the City in such title shall be identified, and if the employee affected by the original deparrmental reduction is more senior, he/she shall have the right to claun that position and the least senior employee in the City, in that title, shall be laid off. For the purpose of this article, the Board of Education is -7- q C-Soo ARTICLE 7 - SElVIORITY (Continued) not considered a City department nor is a Board of Education employee considered a city employee. 7.4 If the employee to be laid off as a result of Article 7.3 above is in a title in a promotional series and has held lower titles in the series in this or any other bargaining unit, such employee will be offered a reduction to the highest of these titles within the department to which classification seniority as defined in Article 7.1 above would keep them from being laid off. This Article 7.4 shall not be effective until and unless the St. Paul Professional Employees Association, AFSCME Clerical L,ocal 2508, and AFSCME Technical Local 1842 collective bargaining agreements have corresponding language. Untii such corresponding language is included in such bargaining agreements, the provisions of this Article 7.4 shall be applicable only to the extent that such reductions may be offered only to previousiy held lower tifles withln the department in the series which are in this bargaining unit. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. : dl L-s eo ARTICLE 8 - NON-DISCRIlVIINATION 8.1 The provisions of this Agreement shail be applied equally by the Employer and the Organization to al1 employees covered by this Agreement in accordance with applicable city, state and federal law. � q L-s o 0 ARTICLE 9 - DISCIPLINE 9.1 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period the employee and/or Organization may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5) working day period, the Employer may affirm, modify or withdraw the suspension and discharge. 9.2 The Employer will discipline the employees for just cause only. Discipline may be in any of the forms listed below. Oral reprimand; Written reprunand; Suspension; Reduction; Discharge; 9.3 Suspensions, reductions and discharges will be in written form. 9.4 Employees and the Organization will receive copies of written reprimands and notices of suspension, discharge and reductions. 9.5 Bmployees may examine all information in their Employer personnel files. Files may be examined at reasonable times. 9.6 An employee to be questioned concerning an investigation of disciplinazy action shall have the right to request that an Organization representative be present. -10- %�-Soo ARTICLE 10 - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, hold harmless and indemnify employee against any tort clann or demand, whether groundiess or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 10.2 Notwithstanding Article 10.1, 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. 10.3 Each employee, within 20 days after receiving notice of (1) a tort claim or demand, action, suit or proceeding against him or her, (2) a judgment, verdict, finding or determination, 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. -11- qS.•soo ARTICLE 11 - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inteipretation or application of the specific terms and conditions of this Agreement The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances arising from this Agreement or arising from terms and conditions of employment in the City of St. Paul Civil Service Rules and Salary Plan and Rates of Compensation. 11.2 The Employer will recognize representatives designated by the Organization as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Organization shall notify the Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer shall notify the Organization in writing as to its designated representatives. 11.3 It is recognized and accepted by the Organization and the Employer 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 normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an Organization representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this Agreement shali, within twenty-one (21) calendar days after such alleged violation has occurred, 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 not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the 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 by the Organization within fifteen (15) calendar days after the -12- 9 `..Soa ARTICLE 11 - GRIEVANCE PROCEDURE (Continued) Employer-designated representative's fmal answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendaz days shall be considered waived. Step 2. If appealed, the written grievance shail be presented by the Organization and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the Organization the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Organization within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the Organization the employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Organization within ten (10) calendar days shall be considered wazved. Optional Mediation Step If the grievance has not been satisfactorily resolved at Step 3, either the Organization 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 assignment 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 involked, the contractual time limit for moving the grievance to arbitration shall be delayed for the period mediation. The grievance mediation process shall be informal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shall be -13- Q`_sco ARTICLE 11- GRIEVANCE PROCEDURE (Continued) provided ample opporiunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. At the request of both parties, the mediator may issue an oral recommendation for settlemeni. Either party may request that the mediator assess how an arbitrator might rule in this case. The grievant shall be present at the grievance mediation 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 precedential. 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during arbitration. Step 4. If the grievance remains unresolved, the Organization may within fourteen (14) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbivator to be elected from a permanent panel of five (5) arbitrators. Arbitrators shall be selected by lot within twenty (20) work days after notice has been given. The permanent panel of arbitrators shall be mutually agreed to by the Employer and the Organization no later than sixty (60) days after the signing of this Agreement. In the event the Employer and the Association cannot mutually agree to five (5) arbitrators for the permanent panel, the parties will petition the Director of Mediation Services for a list of ten (10) arbitrators for each panel member for which the parties did not mutually agree. The parties sha11 altexnately strike names from such list(s), the Employer striking first, until one (1) name remains. -14- � �-So� ARTICLE 11 - GRIEVANCE PROCEDiTRE (Continued) Vacancies occurring on the permanent panel during the life of this Agreement shall be filled by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator selection process shall be effective only for the duration of this Agreement unless both parties agree to extend such provisions. At any tune prior to the opening of an arbitration heazing, the parties may mutually agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a resoluuon of the dispute. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Organization provided that each pazty 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 record of the proceedings the cost shall be shared equally. ll.6 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 anp agreed extension thereof, it sha11 be considered setCled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Organizataon may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Organization in each step. 11.7 It is understood by the Organization and the Employer that a grievance may be initiated by the Organization using either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitted for arbitration under the Clvil Service Rules. If an issue is detersnined by the provlsions of the Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. -15- 9 `_ Sao ARTICLE 12 - WAGES 12.1 The wage schedule for the purpose of this contract shali be Appendix A. The rates shown in Appendix A reflect the following: Effective December 25, 1993 Effective December 24, 1994 Effective December 23, 1995 Effective December 23, 1995 0% increase across the board �% increase across the board 1.25% increase Steps 1 thru 7 1.50% increase Steps 8 and 9 Appendix A shall reflect a lower salary grade for employees appointed on or after January 1, 1990 than for employees appointed prior to January 1, 1990 to the titles listed below. Cable Communications Officer Dentist Director of Medical Services Library Public Services Manager Safety Coordinator Valuation and Assessment Engineer Effective December 23, 1995 the Assessment Supervisor title shali be upgraded to Grade 2L (Mark Galloway, Helga Kessler and David Wagner shall be given a one- step adjustment.} -16- q`-soo ARTICLE 13 - PARENTAL LEAVE 13.1 A twelve (12) month Parental leave of absence without pay shall be granted to a natural 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 sha11 not be subject to the provisions of Article 11 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 they held prior to the beginning of their leave. 13.2 L.eave of absence for the adoption of a child or for paternity leave shall be in accordance with applicable laws. -17- g�,-soo ARTICLE 14 - INSURANCE 141 The insurance plans, premiums for coverages and benefits coniained 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, the Employer shall contribute $27.00 per month toward employee health insurance coverage. Effective January 1, 1995, the Employer shall contribute an additional $105.00 per month toward employee health insurance coverage and $14.00 per month for life msurance. Effective January 1,1996, the Employer shall conuibute $180.61 per month toward the purchase of Single coverage and $280.00 toward the purchase of Family coverage. The Employer will continue to provide $14.00 per month toward employee life msurance. 14.3 Employees who retue must meet the following conditions at the time of retuement in order to be eligible for the Employer contributions, listed in Sections 14.6 through 14.7 below, toward a health insurance plan offered by the Employer: 14.3(1) Be receiving benefits from a Public Employee Retirement Act at the time of retirement, and 143(2) Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct. Early Retirees 14.4 This Section applies to employees who: 14.4(1) Retire on or after January 1, 1996, and 14.4(2) Have completed 20 years Fuli-time with the City of Saint Paul, and 14.4(3) Were appointed before January l, 1990, and 14.4(4) Have not attained age 65 at retarement, and 14.4(5) Meet the terms set forth in Section 14.3 above, and 14.4(6) Select a health insurance plan offered by the Employer. : a�-soo ARTICLE 14 - INSURANCE (Continued) IIntil such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maacimum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Empioyer will contribute the cost for $S,OOO life insurance covetage until the retiree attains the age of 65. When such early retiree attains age 65, the provisions of Section 14.6 shall apply. 14.5 This Section shall apply to employees who: 14.5(1) 14.5(2) 14.5(3) 14.5(4) 14.5(5) Retire on or after January 1, 1996, and have completed 20 years full- time with the City of Saint Paul, and Were appointed on or after January 1, 1990, and Have not attained age 65 at retirement, and Meet the conditions of Section 14.3 above, and Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single ar family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $5,000 life insurance up till the retiree attains the age of 65. When such early retiree attains age 65, the provisions of Section 14.7 shall apply. Regular Retirees (Age 65 and over) 14.6 This Section shall apply to Full-time employees who: 14.6(1) 14.6(2) 14.6(3) 14.6(4) 14.6(5) 14.6(6) Retire on or after January 1, 1996, and Were appointed prior to January i, 1990, and Have completed 20 years Full-time with the City of Saint Paul, and Have attained age 65 at retirement, and Meet the conditions of Section 14.5 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $550.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. �2 9`. soc ARTICLE 14 - INSURANCE (Continued) 14.7 This Section shall apply to Full-tnne employees who: 14.7(1) 14.7(2) 14.7(3) 14.7(4) 14.7(5) 14.7(6) Retire on or after 7anuary 1,1946, and Were appointed on or after January 1, 1990, and Have completed 20 yeazs Pull-tune with the City of Saint Paul, and Have attained age 65 at retirement, and Meet the conditions of Section 14.3 above, and Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. Survivor Insurance 14.8 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or illness which was determined to have arisen out of and in the course of hislher employment under worker's compensation law shall continue to be eligible for city contribuYion in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regular retiree, the dependents of the 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: 14.8(1) 14.8(2) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. The employment of the surviving spouse of 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. 14.9 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolied in the City health insurance program. �►.IIZ q6.soo 14.10 The contributions indicated in this Article 14 shall be paid to the Employer's third party administrator. 14.11 Employees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shall be paid by the employee. 14.12 Employees covered by this Agreement shall be eligible to participate in the Dependern Care Reunbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. 14.13 Employees who elect to retire before July 1,1996 shall have the opportunity to receive retiree insurance benefits previously in effect or the choice as outlined in this Agreement. -21- 96- ARTICLE 15 - VACATION 15.1 In each calendar year, each full-tune employee shall be granted vacation according to the following schedule: Y arc �f S.rvi Vacation C',ranted L.ess than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the following year up to fifteen days' vacation. 15.3 The time of vacation shall be approved by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have eamed and not used up to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty 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 calendar year under this provision. 15.5 In addition to the provisions of the above Article 15.4 of this Agreement, an employee, with the approval of the department head, may convert another ten (10) days of accumulated sick leave credit in excess of one hundred eighty (180) days to vacation at a rate of one-half (1/2) day of vacation for one (1) day of sick leave credit. �$� c� �_soo ARTICLE 16 - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Day Presidents Day Memorial Day Independence Day Two floating holidays Labor Day Day After Thanksgiving Veterans' Day Thanksgiving Day Christmas Day Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. However, for those employees assigned to a work week which includes a Saturday or Sunday, the holiday shall be observed on its calendar date. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll the last working day before the holiday and the first working day after the holiday. It is further understood that neither temporary nar other employees not heretofore eligible shall receive holiday pay. -23- qLw,$CO ARTICLE 17 - SEVERANCE PAY 17.1 The Employer shall provide a severance pay program as set forth in this Article. 17.2 To be eligible for the severance pay program, an employee must meet the following requirements: 17.2(1) The employee must be voluntarily separated 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. 17.2(2) The employee must have at least fifteen (15) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employment in either the City or in tihe Independent School District No. 625 may be used in meeting this fifteen (15) year service requirement. 17.2(3) The employee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all rights to claim reinstatement or re-employment (of any type), with the City. 17.2(4) The employee must have accumulated a minimum of eighty (80) days of sick leave credits at the time of his separation from service. 17.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maYimum of 200 accrued sick leave days. -24- s�l �-s o0 ARTICLE 17 - SEVERANCE PAY (Continued) 17.4 The masimum amount of money that any employee may obtain through this severance pay program is $10,000. 17.5 For the purpose of this severance program, a deaih of an empioyee who meets all of the requirements set forth above, at the time of his/her death, payment of the severance pay shall be made to the employee's estate or spouse. 17.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 17.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 16303. -25- q�_ soo ARTICLE 18 - SICK LEAVE 18.1 Employees shall accumulate sick leave credits at the rate of .0576 of a working hour for each full hour on the payroll excluding overtune. Sick leave shall be granted in accordance with the Civil Service Rules. 18.2 In the case of a serious illness or disability of an employee's child, parent or household member, the head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 18.3 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 abiliry to perform the duties of her position. 18.4 The head of the department or the Human Resources Director may require a physician's certificate at any time during an employee's use of sick leave for the purposes stated in 18.2 above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of -26- �6_ soo ARTICLE 18 - SICK LEAVE (Continued) the provisions of Article 18.2 above for three or fewer calendar days he/she shall submit to the head of the Deparrment a certificate signed by the employee stating the nature of the chiid, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Human Resources Office. 18.5 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regularly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 18.6 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have bee paid if he/she had not been on sick leave. 18.7 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, may be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. -27- c� `_ soo ARTICLE 19 - CITY NIILEAGE 14.1 Automobile Reunbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reunbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 19.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Aead. Type 1. If an employee is required to use his(her own automobile OCCASIONALLY during empioyment, 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 rennbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the deparnnent head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use hislher 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. Type 2. If an employee is required to use hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the depariment head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $.20 per mile driven and shall not be eligible for any per diem. 19.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. � q�_sa � ARTICLE 19 - CITY MII�EAGE (Continued) 19.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules sha11 contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits staung 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 lunit 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. �2 o� `_ $o 0 ARTICLE 20 - SAFETY SHOES 20.1 For those empioyees required, by the Employer, to wear safety shoes or boots, the Employer agrees to contribute $30.00 per year toward the purchase of such shoes or boots. -30- e�G.soa ARTICLE 21 - DURATION AND EFFECTIVE DATE 21.1 Complete Agreement with Waiver of Bargauiiug. This Agreement shall represent the complete Agreement between the Organization and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlunited right and opporiunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 21.2 Except as herein provided this Agreement shall be effective as of the date it is executed by the parties and shall continue in full force and effect through December 31, 1996, 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 Public Employment L,abor Relations Act of 1984, as amended. 21.3 This constitutes a tentative Agreement between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, and is also subject to ratification by the Organization. WITNESSES: CITY OF SAINT PAUL Mary H. Kearney Labor Relations Director DATED: April , 1996 SAINT PAUL SUPERVISORS' ORGANIZATION � es O'L,eary President -31- � `r �Q V APPENDIX A TITLES AND SALARIES GRADE 009 (436A) EQUIPMENT SERVICES MANAGER(Apptd on/after 1/1/90) A B C D E F G 10-yr. 15-yr. Effecuve (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 1283.86 1331.65 1379.76 1442.02 1508.31 1577.78 1650.17 1694.05 1740.12 12-24-94 1283.86 1331.65 1379.76 1442A2 1508.31 1577.78 1650.17 1694.OS 1740.12 12-23-95 1299.91 1348. 30 1397 A 1 1460.05 1527.16 1597.50 1670.80 1719.52 1766.27 GRADE O10 (371A) BUILD SUPERINTENDENT (260A) OFFICE MANAGER (316A) STOREROOM MANAGER 12-25-43 1320.54 1366.47 1415.40 1480.82 1549.16 1620.67 1694.05 1742.10 179�.Q2 12-24-94 1320.54 1366.47 1415.40 1480.82 1549.16 1620.67 1694.05 1742.10 1790.02 12-23-95 1337.05 1383.55 1433.09 1499.33 1568.52 1640.93 1715.23 1768.29 1816.93 GRADE Ol l (396A) GOLF PRO/MANAGER (568) SUPERVISING DENTAL HYGIENIST 12-25-93 1355.18 1405.23 1456.16 1522.65 1591.95 1666.72 1742.10 1787.05 1839.88 12-24-94 1355.18 1405.23 1456.16 1522.65 1591.95 1666.72 1742.10 1787.05 1839.88 12-23 -95 1372.12 1422. 80 1474. 36 1541. 68 1611. 85 1687. 55 1763 . 88 1813 91 1867 . 54 GRADE 012 (205A) ASSISTANT CITY CLERK 12-25-93 1393.00 1443.03 1495.98 1563.43 1635.88 1711.44 1790.02 1842.02 1891.03 12-24-94 1393.00 1443.03 1495.98 1563.43 1635.88 1711.44 1790.02 1842.02 1891.03 12-23-95 1410.41 1461.07 1514.68 1582.97 1656.33 1732.83 1812.40 1869.71 1919.46 �� I`-saa APPENDIX A (Continued) GRADE 013 (307A) BUSINESS AS5IST PROGRAM SUPV (554) PUBLIC SERVICE MANAGER - WATER A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 1430.71 1481.86 1536.92 1607.58 1679.81 1758.45 1842.02 1892.05 1942.16 12-24-94 1430.71 1481.86 1536.92 1607.58 1679.81 1758.45 1842.02 1892.05 1942.16 12-23-95 1448.59 1500.38 1556.13 1627.67 1700.81 1780.43 1865.05 1920.49 1971.36 GRADE 014 (872) LOANS SUPERVISOR (381) RECORDER OF COUNCIL PROCEEDING 12-25-93 1469.53 1522.65 1578.83 1651.23 1728.66 1807.37 1892.05 1944.23 1998.08 12-24-94 1469.53 1522.65 1578.83 1651.23 1728.66 1807.37 1892.05 1944.23 1998.08 12-23-95 1487.90 1541.68 1598.57 1671.87 1750.27 1829.96 1915.70 1973.45 2028.12 GRADE O15 (254) xPUBLIC WORKS TECANICIAN IV (469) *SUPV OF SIDEWALK CONST (757) ASSISTANT DIR OF HUMAN RIGHTS (428A) ENGTNEERING TECHNICIAN SUPVR 12-25-93 1510.35 1566.40 1622.73 1696.19 1775.68 1857.38 1944.23 2000.27 2055.39 12-24-94 1510.35 1566.40 1622.73 1696.19 1775.68 1857.38 1944.23 2000.27 2055.39 12-23-95 1529.23 1585.98 1643.01 1717.39 1797.88 1880.60 1968.53 2030.33 2086.28 GRADE 016 (245A) ADMIN ASSISTANT (383A )ADMIN ASSISTANT (674) ADMINISTRATIVE ASSISTANT (566) ARBORIST SUPERVISOR (191) EQUIPMENT SERVICES MANAGBR (Apptd prior to 1/1/90) (048A) HOUSING INFORMATION COORD (438A) SAFETY COORDINATOR(Apptd on/after 1/i/90) 12-25-93 1552.18 1609.33 1667.54 1745.09 1825.73 191039 2000.27 2055.39 2111.53 12-24-44 1552.18 16�9.33 1667.54 1745.Q9 1825.73 191039 2000.27 205539 2111.53 12-23-95 1571.58 1629.45 1688.38 1766.90 1848.55 1934.27 2025.27 2086.28 2143.26 � ci �_soo APPENDIX A (Continued) GRADE 017 (433A) CABLE COMMUNICATIONS OFFICER (822) NUTRITIONIST III (644) RECREATION DIRECTOR III (364) SENIOR PUBLIC HEALTH NURSE (912) SUPV OF TRAFFIC MAINTENANCE (522) WATER QUALITY SPECIALIST III A B C D E F G 10-yr. 15-yr. Effective (1) . (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 1594.96 1653.18 1714.47 1792.09 1874.79 1963.53 2055.39 2114.55 2173.68 12-24-94 1594.96 1653.18 1714.47 1792.09 1874.79 1963.53 2055.39 2114.55 2173.68 12-23-95 1614.90 1673.84 1735.90 1814.49 1898.22 1988.07 2081.08 2146.33 2206.35 GRADE 018 (569) ASSESSMENTS SUPERVISOR (290A) CONTRACT COMPLIANCE SUPERVISOR (258A) ENVII20NMENTAL HEALTH PROG SUPV (449A) LIBRARIAN III (Apptd after 7/7/88) (325A) MEDICAL TECHNOLOGIST SUPERVISR (196A) SUPV OF INVESTIGATION--HUM RTS 12-25-93 1638.87 1698.12 1760.51 1844.05 1928.77 2020.68 2114.55 2174.79 2231.95 12-24-94 1638.87 1698.12 1760.51 1844.05 1928.77 2020.68 2114.55 2174.79 2231.95 12-23-95 1659.36 1719.35 1782.52 1867.10 1952.88 2045.94 2140.98 2207.47 2265.50 GRADE 020 (601) ACCOUNTANT IV (031A) BUILD DESIGN CONTRACT ADMIN (131A) COMPUTER OPERATIONS SUPERVISOR (211A) COMPUTER SERVICES MANAGER (588) CONSERVATORY MANAGER (617) FORESTRY MANAGER (448A) LIBRARIAN III(Apptd on/before 7/7/88) (521A) LICENSE MANAGER (059A) SAFETY COORDINATOR(Apptd prior to 1/1/90) (350A) ZONII�TG MANAGER 12-25-93 1730.74 1795.07 1861.42 1948.19 2038.98 2134.97 2234.95 2297.28 2361.67 12-24-94 1730.74 1795.07 1861.42 1948.19 2038.98 2134.97 2234.95 2297.28 2361.67 12-23-95 1752.37 1817.51 1884.69 1972.54 2064.47 2161.66 2262.89 2331.82 2397.17 -A3- q � -So 0 APPENDIX A (Continued) GRADE 021 (569) ASSFSSMENTS SUPERVISOR(Effective 12/23/95) (098) CHIEF SURVEYOR (124A) HOUSING CODE INSPECTION SUPER (275A) REAL ESTATE MANAC�ER (335A) RIGHT-OF-WAY ENGINEER A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 1777.79 1845.08 1912.46 2002.31 2096.20 2196.08 2297.28 2362.59 2428.96 12-24-94 1777.79 1845.08 1912.46 2002.31 2096.20 2196.08 2297.28 2362.59 2428.96 12-23-95 1800.01 1868.14 1936.37 2027.34 2122.40 2223.53 2326.00 2398.10 2465.47 GRADE 022 (434A) DENTIST(Apptd on/after 1/1/90) (877) PARKING ADMINISTRATOR (895) SUPV BLDG DESIGN & PLAN REVIEW (132A) WATER TREATMENT SUPERVISOR 12-25-93 1827.84 1895.25 1966.65 2058.44 2155.32 2256.39 2362.59 2429.99 2497.35 12-24-94 1827.84 1895.25 1966.65 2058.44 215532 2256.39 2362.59 2429.99 2497.35 12-23-95 1850.69 1918.94 1991.23 2084.17 218226 2284.59 2392.12 2466.51 2534.89 GRADE 023 (496) ACCOUNTANT V (287A) PARK9 & RECREATION MANAGER (881) SUPV OF REHABILITATION (222A) ZOO DIRECTOR 12-25-93 1879.81 1949.23 2022.71 2116.56 2215.56 2321.74 2429.99 2500.44 2569.79 12-24-94 1879.81 1949.23 2022.71 2116.56 2215.56 2321.74 2429.99 2500.44 2569.79 12-23-95 190331 1973.60 2047.99 2143A2 2243.25 2350.76 2460.36 2538.03 2608.41 � �jC-Soo APPENDIX A (Continued} GRADE 024 (219A) "LIBRARIAN IV (980) EDP SYSTEMS AND PROG SUPV (460A) EDP TECHNICAL SERVICES SUPV (228A) EMPLOYMENT PROGRAMS MANAGER (217A) ENVIRONMENTAL HEALTH DIRECTOR (954) HEALTH ADMINISTRATION MANAGER (437A) LIBRARY PUBLIC SERVICES MGR(Apptd on/after 1/1/90) (180A) NUTRITIONIST IV (446) PUBLIC HEALTH NURSING SUPR A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 1930.83 2003.32 2077.80 2176.80 2278.81 2386.19 2500.44 2569.79 2640.12 12-24-94 1930.83 2003.32 2077.80 2176.80 2278.81 2386.19 2500.44 2569.79 264012 12-23-95 1954.97 2028.36 2103.77 2204.01 2307.30 2416.02 2531.70 2608.41 2679.80 GRADE 025 (539) ACCOUNTING MANAGER (406) CIVIL ENGINEER IV (411) CIVIL ENGINEER IV--WATER UTIL (149) DENTIST(Apptd prior to 1/1/90) (449) MUNICIPAL GARAGE SUPERVISOR (882) SUPV OF TECHNICAL SERVICES 12-25-93 1985.01 2061.51 2138A2 2237.99 2342.25 2453.48 2569.79 2644.27 2716.72 12-24-94 1985.01 2061.51 2138.02 2237.99 2342.25 2453.48 2569.79 2644.27 2716.72 12-23-95 2009.82 2087.28 2164.75 2265.96 2371.53 2484.15 2601.91 2684.01 2757.56 GRADE 026 (283) BUILD AND HOUSING INSP SUPV (878) PRINCIPAL DESIGNER (100A) PROGRAM ADMINISTRATOR 12-25-93 2042.09 2117.57 2199.20 2299.39 2410.50 2524.81 2644.27 2719.70 2794.27 12-24-94 2042.09 2117.57 2199.20 2299.39 2410.50 2524.81 2644.27 2719.70 2794.27 12-23-95 2067.62 2144.04 2226.69 2328.13 2440.63 255637 2677.32 2760.58 2836.27 -AS- �t �_ soa APPENDIX A (Continued) GRADE 027 (251A) LIBRARY PUBLIC SERVICES MGR.(Apptd prior 1/1/90) (736) LICENSE AND PERMIT MANAGER (936) PRINCIPAL PLANNER (922) SENIOR PRINCIPAL PLANNER (178A) TECHNICAL & SUPPORT SRVS MGR A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 2098.22 2177.82 2259.48 2366.67 2477.92 2596.30 2719.70 279636 2874.91 12-24-94 2098.22 2177.82 2259.48 2366.67 2477.92 2596.30 2719.70 2796.36 2874.91 12-23-95 2124.45 2205.04 2287.72 2396.25 2508.89 2628.75 2753.70 2838.39 2918.13 GRADE 028 (464A) ADMIN MANAGER-PUBLIC WORKS (708C) ATTORNEY V (439A) VALUATION & ASSESS ENGINEER (Apptd on/after 1/i/90) 12-25-93 2158.39 2239.02 2323.79 2434.00 2550.34 2668.78 279636 2877.92 2957.55 12-24-94 2158.39 2239.02 2323.79 2434.00 2550.34 2668.78 2796.36 2877.92 2957.55 12-23-95 2185.37 2267.01 2352.84 2464.43 2582.22 2702.14 2831.31 2921.17 3002.01 GRADE 029 (773) LIBRARY SERVICES MANAGER (322A) PURCHASING SYSTEMS MANAGER (914) TREASURY MANAGER 12-ZS-93 2219.59 2302.37 2390.07 2502.48 2620.91 2747.31 2877.92 2959.52 3042.26 12-24-94 2219.59 230237 2390.07 2502.48 262091 2747.31 2877.92 2959.52 3042.26 12-23-95 2247.33 233 L 15 2419.95 2533.76 2653.67 2781.65 2913.89 3004.00 3087.99 GRADE 030 (143A) ASSISTANT CITY ENGINEER (347A) DIVISION MGR--WATER UTILITY (803) MANAGER OF DATA PROCESSING 12-25-93 2281.95 2368.61 2458.45 2573.92 2695.31 2825.02 2959.57 3042.26 3130.95 12-24-94 2281.95 2368.61 2458.45 2573.92 2695.31 2825.02 2959.57 3042.26 3130.95 12-23-95 2310.47 2398.22 2489.18 2606.09 2729.00 2860.33 2996.56 3087.99 3178A2 � q `_so 0 APPENDIX A (Continued) GRADE 031 (272A) DEPUTY DIR-ECONOMIC DEVELOP (096A) DEPUTY DIR-NEIGHBORHOOD & HSG (095A) DEPUTY DIR-PLANNING & DESIGN (756) DIRECTOR OF HUMAN RIGHTS (435A) DIRECTOR OF MEDICAL SERVICES(Apptd on/after 1/1/90) A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 2347.25 2434.99 2527.88 2648.27 2773.91 2905.52 3044.37 3132.14 3219.88 12-24-94 2347.25 2434.99 2527.88 2648.27 277391 2905.52 3044.37 3132.14 3219.88 12-23-95 2376.59 2465.43 2559.48 2681.37 2808.58 2941.84 3082.42 3179.22 3268.28 GRADE 032 (221A) BUILD CODE OFFICER (952) LIBRARY ADMINISTRATOR (339A) PUBLIC HEALTH DIRECTOR (557) SUPT OF PARKS & RECREATION 12-25-93 2413.63 2503.50 2598.40 2723.79 2853.49 2990.23 3132.14 3223.07 3311.75 12-24-94 2413.63 2503.50 2598.40 2723.79 2853.49 2990.23 3132.14 3223.07 3311.75 12-23-95 2443.80 2534.79 2630.88 2757.84 2889.16 3027.61 3171.29 3271.52 3361.53 GRADE 033 (183A) ASSISTANT GEN MGR--WATER UTY (145A) ASSOCIATE CITY ENGINEER (085) CHIEF ACCOUNTANT (513) VALUATION & ASSESS ENGINEER(Apptd prior to 1/1/90) 12-25-93 2482.03 2564.46 2672.80 2801.47 2935.15 3076.85 3223.07 3315.78 3408.74 12-24-94 2482.03 2564.46 2672.80 2801.47 2935.15 3076.85 3223.07 3315.78 3408.74 12-23-95 2513.06 2596.52 2706.21 2836.49 2971.84 3115.31 3263.36 3365.62 3459.98 GRADE 034 (232C) ATTORNEY VIII 12-25-93 2552.42 2648.27 274938 2882.02 3019.82 3163.74 3315.78 3410.83 3508.67 12-24-94 2552.42 2648.27 2749.38 2882.02 3019.82 3163.74 3315.78 3410.83 3508.67 12-23-95 2584.33 2681.37 2783.75 2918.05 3057.57 3203.29 3357.23 3462.10 3561.41 -A7- qC-soo APPENDIX A (Continued) GRADE 035 (737) DEPUTY CITY ATTORNEY A B C D E F G 10-yr. 15-yr. Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) 12-25-93 2625.88 2724.80 2829.03 2965.74 3105.56 3254.62 3410.83 3510.71 3608.83 12-24-94 2625.88 2724.80 2829.03 2965.74 3105.56 3254.62 3410.83 3510.71 3608.83 12-23-95 2658.70 2758.86 2864.39 3002.81 3144.38 3295.30 3453.47 3563.48 3663.07 GRADE 039 (042) DIRECTOR OF MEDICAL SERVICES(Apptd prior to 1/1/90) 12-25-93 2938.23 3050.46 3167.89 3319.90 3479.13 3648.57 3824.08 3934.05 4045.62 12-24-94 2938.23 3050.46 3167.89 3319.90 3479.13 3648.57 3824.08 3934.05 4045.62 12-23-95 2974.96 3088.59 3207.49 3361.40 3522.62 3694.18 3871.88 3993.19 4106.43 �