96-95Council File # � G —� S
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Presented by
To
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3
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 3 S 0 0 b
�S
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached the
1994 - 1996 Collective Barga.ining Agreement between the City of Saint Paul and the American Federation
of StaYe and County Employees, Loca13757 - Legal.
Requested by Deputment of:
Office of Labor Relafions
BY ��"""�1 � ""� \ �
Adoption Certified by Council Secretary
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Appi
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Form Approved by Ci Attomey
B �`��-C.� TI�.�Ig�
Approve ayor for Sub issi to uncil
B y" / � �
Adoptedby Council: Date � c� . 1 ��� �
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DEPARTMENT/OFFICE/COUNCIL:
LABOR RELATIONB
CONTACI' PERSON & PHO1V
MARY H. KEARNEY 266-6495
MUST BE ON COUNCII. AGENDA BY (DATE)
DATE INITIATED GREEN SHEET No.: 35osg �� y � S
O1-16-96
p 1NITTAIIDATE INITTAL/DATE
ASSIGN 1 DEPARTMENT DIR 4 CTIY COUNCII.
NUMBER 2 CS7'Y ATTORTSEY CTI'Y CLERK
FOR BUDCET DIR FIN. & MGT. SERVICE DIlL
ROUTING 3 MAYOR (OR ASST.)
TOTAL N OF SIGNATORE PAGES_I (CLIP ALL LOCATIONS FOR SIGNATURE)
ncriox �QvESrEn: This resolution approves the attached 1994 - 1996 Agreement between the City of Saint Paul and
.r«*..._e a s.o,
the American Federation of State and County Employees, Loca13757 - Legal.
a�(� 2� 19��
RECOMMENDA'ITONS: Approve (A) or Reject (R)
PLANNING COMIvIISSION CNII, SERVICE COMbllSS10N
_CIB COMR9'1TEE
STAFF
DISTRICT COURT
SUPPORTS WI-IICH COUNCIL OB7ECTiVE?
PERSONAL 5ERVICE CONTRACI'S 11�IY5'F ANS�C'�'PfPE FOLLOWING
QUESTIONS:
1. Has this petsoolficm ever waiked undec a contract for this departcnent?
Yes No
2. Hu this persoNfirm ever bee� a city employee?
Yes No
3. Does this person/fum possess a skill not novnatly possessed by any current city
employee? Yes No
Ezplain all yes auswers on separate shee[ and attach ro green sheet
INITIATING PROBLEM, ISSUE, OPPORI'1JN11'Y (Who, What, When, W6ere, Why):
See Attached.
nnv.nT rncES iF Arrxoven: An Agreement in place through December 31, 1996.
DLSADVANTAGESIFAPPROVED: NOI1C.
.^?a=;Y;riav" �`aan:,..�r*:n�
'kdY�s"�c;�c 5�_.,._ .. . _.> :c,
�l�y t� ^nr�
cr�9E d � /�1. ;;"v+�7
n�savv.�*racES � xoT arrnovEn: No settlement reached and possihle strike.
TOTALAMOIINTOFTRANSACTION:$1994 — $5�400 1995 - $53 ,398COST/REVENUEBUDGETED:
1996 - $91,063
FIJNDTNG SOURCE: ACTM'CY N[IMBEA:
FINAiVCIAL INFQRMATiON: (EXPLAA�
� G -qS
ATTACE�VIENT TO GREEN SHEET
1994-1996 AFSCME LEGAL PROFESSIONAL CONTRACT
Below represents the changes for the 1994-1996
a an t e C Leeal Local #3757.
DURA'ITON
3 Yeazs: January 1, 1994 through December 31, 1996.
2. WAGES
1994: No wage increase.
1995: 2% base wage increase, effective January, 1995.
1996: 2% base wage increase, effective January, 1996.
MERIT PAY
Effective after 7/1/96, the parties agree that an amount of one and one-half percent (1.5%)
will be awarded as merit pay at the discretion of the City Attomey. One-percent (1.0%)
of this amount will be applied as on-base increases. One-half percent (0.5%) of this
amount will be applied as non-base increases. However, in 1996 only, the one-half
percent will be applied to the Attorney I, II, and III levels on the step schedule. This
increase will begin on the appropriate payroll period sometime a8er July 1. (The specific
payroll period has not as yet been identified.) After 1996 this portion of inerit money is
intended to be used for non-base increases.
It is agreed that hereafter merit increases will be granted at midyear, i.e. not before July 1.
Both on-base and non-base merit increases will be given in $500 increments or in
accordance with the step schedule, at the discretion of the City Attorney. The City
Attorney will consider compazable mazkets as a factor in making his decisions.
4. ACTIVE HEALTH INSURANCE
Below are the health insurance contribution levels the City will contribute for active
employees.
7anu ,actr 1994 7anuary 1995 Janu .ar�996
$255.00 $26535 $275.53
The 1995 and 1996 contribution levels represent 50% of the increase in the family health
insurance premium.
NEW LEGAL ASSISTANT LEVEL
Effective 2Jl/95, a new ritle of Legal Assistant I is established in Grade 23. This title will
be 3% above the Law Clerk which is in Grade 22.
F:U.AgREUCANTRAC'MFSCMEATN.EG GRN.VJPD j,¢gaI 1
�G-9s
6. MII.EAGE
Effective 7anuary 1994, the City will reunburse employees that are required to drive their
automobile at the rate of $4.00 per day for each day used and $0.20 per mile for each mile
driven.
I2E'I II2EE HEALTH INSi3RANCE
New retiree health insurance language will replace Articles 12.1-12.7 and 12.14-12.16.
The following outlines retiree health insurance benefits in the agreement:
a. No change for employees retiring on or before 12/31/95.
b. Full time employees must meet the following requirements at the time of their
retirement to be eligible for the Employez contributions toward retiree health
insurance benefits described below:
1. be receiving benefits from a public employee retirement act; AND
2. have severed their relationship with the City of Saint Paul for reasons
offier than misconduct; AND
3. have completed at least 20 years of service with the City of Saint Paul.
For Early Retirees who meet the above qualifications, the City shall provide the
following monthly contributions:
• For those employees hired prior to 1/1/96, the Ciry will conuibute:
The Single contribution at the time of retirement, not to exceed $350. A
Family contribution up to $350.
• For those employees hired on or after 1/1l96, the Ciry will contribute up
to $300.
d. For Regular Retirees who meet the above qualifications of paragraph (b), the
Ciry shall provide the foilowing monthly contributions:
For those employees hired prior to 111/96, the City will
contribute up to $550.
For those employees hired on or after 1/1/96, the City will
conuibute up to $300.
F1I,qgAHL\CONTRACMFSCMHAITLHG_GRN WPD j,y�312
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INDEX
E TTTLE PAGE
Yreamble .......................................... ri
1 Recognition ........................................ i
2 Severance Pay ....................................... 2
3 Management Rights .................................. 6
4 Residence .......................................... 7
5 Check Off and Seivica Fea ............................. 8
6 MaternityJParental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
7 Discipline ......................................... 10
8 Strikes, I.ockouts, Work Interference . . . . . . . . . . . . . . . . . . . . . 11
9 Grievance Procedure ................................. 12
10 Wages/MeritPay ................................... 15
11 Saving Clause ...................................... 17
12 Insurance ......................................... 18
13 Vacation .......................................... 24
14 Holidays .......................................... 25
15 I.eavesof Absence .................................. 26
16 Non-Discrimination .................................. 28
17 LegalServices ...................................... 29
18 Seniority .................................. ....... 30
19 City Mileage ...............................:....... 31
20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
APPendix ....................................... A1
�e�Q5
PREAMBLE
This Agreement entered into between the City of Saint Paul, hereinafter referred
to as either the "Employer" or the "City", and the A.F.S.GM.E. Loca13'157-Legal
hereinafter referred to as the Union, for the purpose of fostering and promoting
harmonious relations between the CYty and the Union 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 aad
more complete understanding on the part of both the CSty and the Union of their
respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/o�
duties of the Employer, the Union, or the empioyees as established under the provisions
of the Public Employee Labor Relations Act of 1984, as amended.
ll `
�� -��
ARTICLE 1- RECOGAIITION
1.1 The City recogaizes the Union as the exclusive representative for AFSCME Local
3757-Legal, as certified by the State of Minnesota Bureau of Mediation Services,
dated September 20, 1979, Case No. 75-PR-764-A This unit above consists of the
following:
Attomey I
Attomey II
Attomey III
Attorney IV
Attomey V
Attomey VI
Attomey VII
Attomey VIII
Law Clerk
Legal Assistant I
Legal Assistant II
I.egal Assistant III
Legal Assistant N
1.2 Employees employed in the above class titles and assigned to confidential and/or
supervisory positions aze not included in this Agreement.
.:-
1
ARTICLE 2 - SEYERANCE PAY
2.1 The Employer shall provide a severance pay program as set forth in this Article.
2.2 To be eligible for the severance pay program, an employee must meet the
following requirements:
2.2(1) The empioyee must be 58 years of age or older or must be eligible for
pension under the "rule of 90" provisions of the Public Employees
Retiremeat Association (PERA). The "rule of 85" or the 'Y�le of 90"
criteria shall also apply to employees covered by a public pension plan
other thaa PERA.
2.2(2) The employee must be voluntarily sepazated from City employment or
have been subject to sepazation by layoff or compuLsory retirement Those
empioyees who aze dischazged for cause, misconduct, inefficiency,
incompetency, or any otiier disciplinary reason aze not eligible for the City
severance pay program.
2.2(3) The empioyee must have at least ten (10) years of consecutive service
uader the classified or unc�ass�ed Civil Service at the time of separation,
For the purpose of this Articie, employment in either the City or in the
Independent School I?istrict No. 625 may be ased ia meeting this ten (10)
year seivice requirement.
2.2(4) The employee must 51e a waiver of reemployment with the Director of
Human Resources, which will cleazly indicate that by requesting severance
pay, the employee waives all claims to reinstaxement or reemployment (of
any type), with the CYty or with Independent School District No. 625.
2.2(5) The employee must have acc�mulated a minimum of sixty (60) days of sick
leave credits at the time of his segazation from seivice.
2.3 If an employee requesu severance pay and if ti�e 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 sepazation for each day of accrued sick leave subject to a
maximum of $6,500.
2.4 The provisions of this Article II shall apply only to employees reriring on or after
December 30, 2985.
2
�� - a�
ARTICLE 2 - SEVERANCE PAY (Continued)
" 2.5 For the Purpose of this severance program, a death of an employee shall be
considered as sepazation of employment, and if the empioyee would have met all
of the�ea ,��ntc cPt {
.
the severance pay will be made to the employee's estate or spouse.
2.6 For the purpose of tbis severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not
considered a sepazation of employment, and such transferee shall not be eligible
for the City severance program.
2.7 The manner of payment of such severance pay shall be made in accordance with
the provisions of C�ty Ordinance No. 11490.
2.8 This severance pay program shall be subject to and govemed by the provisions of
City Ordinance No. 11490 except in those cases where the specific provisions of
this article conflict with said ordinance and in such cases, the provisions of this
article shall control.
2.9 The provisions of this article shall be effective as of December 24, 1983.
2.10 Any employee hired prior to Decembez 31, 1983 may, in any event, and upon
meeting the qualifications of this article or C�ty Ordinance No. 11490, as amended
by City Ordinance No. 16303, section 1, section 6, draw severance pay. However,
an election by the employee to draw severance pay under either this articie or the
ordinance shall constitute a baz to receiving severance pay from the other. A.ny
employee hired after December 31, 1983 shall oniy be entitled to the benefits of
this article upon meeting the qualifications herein.
2.11 For employees bired by the City of Saint Paul and appointed to titles covered by
this Agreement on or after October 29, 1988, the Employer shall provide only the
severance pay program as set forth in 2.12 through 2.17.
2.12 To be eligible for the severance pay program, an employee must meet the
following requirements:
2.12(1) The employee must be voluntarily sepazated from City empioyment
or have been subject to sepazation by layoff or compulsory
retirement. Those employees who aze dischazged for cause,
misconduct, inef5cienry, incompetency, or any other discipiinary
reason aze not eligi'ble for the City severance pay program.
3
ARTICLE 2 - SEVERANCE PAY (Continued)
2.12(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will cleazly indicate that by requesting
severance pay, ti�e employee waives all ctaims to reinstatement or
reemployment (of any type), with the City or with Independent
School District No. 625.
2.12(3} The employee must have an accumulated balance of at least eighty
(80) days of sick leave credits at the time of his separation from
service.
2.13 If an employee requesu severance pay and if the employee meets the eligibility
zequirements 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 sepazation for each day of accrued sick leave subject to a
maximum as shown below based on the number of yeazs of service in the City.
Years of Service with the City
At Least 20
21
22
23
24
25
Maximutn Severance Pay
4,000
4,600
5,200
5,800
6,400
7,000
2.14 For the purpose o# this severance program, a death of an employee shall be
considered as sepazation of employment, and if the employee would have met all
of the requirements set forth above, at the time of his or her death, g,:yment of `
the severance pay shall be made to the employee's estate or spouse.
2.15 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 separauon of employment, and such transferee shall not be eligible
for the City severaace program.
2.16 The manner of payment of such severance pay shall be made in accordaace with
the provisions of CYty Ordinance No. 11490.
2.17 This severance pay program shall be subject to and govemed by the provisions of
G�ty Ordinance No. 11440 e�cept in those cases where the specific provisions of
this article conflict with said ordinance and in such cases, tbe provisions of this
article shall conuol.
4
a���5
ARTICLE 2 - SEVERANCE PAY (Continued)
2.28 Notwithstanding Article 2.11, employees appointed to a tifle covered by this
Agreement prior to October 29, 1988, who meet the qualifications as defined in
set forth in Articles 2.13 through 2.17. However, an election by an employee to
draw severance pay under Articles 2.13 through 2.17 shall constitute a bar to
drawing severance pay under any other provisions set forth in this Article 2.
ARTICLE 3 - MANAGEMENT RIGATS
3.1 The Union recognizes the right of the Employer to operate and manage its affairs
in all respects in accordance with applicable laws and regulations of appropriate
authorities. The rights and authority which the Employer has not officially
abridged, delegated, or modified by this A,greement aze retained by the Employer.
3.2 A public employer is not required to meet and negotiaxe on matters of inherent
managerial policy, which include, but aze not limited to, such azeas 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.
C�
� � - q5
ARTICLE 4 -
-� mp oyees covered by this Agreement shall have no residenry requirements or
restrictions.
7
ARTICLE 5- CHECK OFF AND SERVICE FEE
5.1 The Employer agrees to deduct the Uaion membership initiation fee assessments
and once each month dues from the pay of those employees who individnally
request in writing that such deductions be made. The amounts to be deducted
shall be certified to the Employer by a representative of the Union and the
aggregate deductions of all employees shall be remitted together with an itemized
statement io the representative by the fust of the succeeding moath after such
deductions aze made or as soon thereafter as is poss�'ble.
5.2 Any present or future employee who is not an Union member shall be required to
contribute a fair shaze fee for services rendered by the Union. Upon notification
by the Union, the Employer shatl check off said fee from the earnings of the
employee and transmit the same to the Union. In no instance shall the required
contribution exceed a pro rata share of the specific expenses incurred for services
rendered by ihe represeatative in relationship to negotiations and administration
of grievance procedures. It is aLso understood that in the event the CYty shall
make an improper fair shaze deduction from the earnings of an employee, the
Union shall be obligated to make the City whole to the eartent that the City shall
be required to reimburse such employee for aay amount improperly withheld.
This provision shall remain operative only so long as specificaily provided by
Minnesota law, and as otherwise legal.
5.3 T1te Union agrees to indemnify and hold the Employer harmless against any and
all claims, suits, order or judgments brought or issued against the City as a result
of any action taken or not taken by the C�ty under the provisions of tbis Article.
5.4 The Union agrees that a service fee of oae dollar ($1.00) per member, per month
shall be deducted by the City of Saint Paul from the amount withheld for dues or
fairshaze prior to remittance of dues or fairshare to the Union. '
E?
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ARTICLE 6 - MA.TERNITY/PAREIVTAL LEAVE
6.1 Maternity/Pazental leave. Materaity is defined as the physical state of pregnancy
on an employee, commencing eight (8) months before the estimated date of
childbirtb, as determined by a physician, and ending six (6) months after the date
of such birth. In the event of an empioyee's pregnancy, the employee may apply
for leave without pay at any time during the period stated above and the
Employer may approve such leave at its option, and such leave may be no longer
than one (1) year.
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 lea�e eligibility shall begin upon certification
by the employee's attending physician that the employee is disabled in terms of
her ability to perform the duties of her position.
6.2 A tweive (12) month Parentalleave of absence without pay shall be gxanted to a
natural parent or an adoptive pazent, who requests such leave in conjunction with
the birth or adoption of a chiid. Such leave may be eaKended an additional twelve
(12) months by mutual agreement between the employee and the Employez.
itefusal on the part of the Employer to grant an eJCtension of such leave shall not
be subject to the provisions of Article 9 of this Agreement. Employees who
retum following such leaves of absence shall be placed in a position of equivalent
salary and tenure as the one held just prior to the beginning of their leave.
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ARTICLE 7 - DISCIl'LINE
7.1 The Employer may discipline employees ia any of the forms listed below:
7.1(1) Orai reprimand;
7.1(2) Written reprimand;
7.1(3) Suspension;
7.1(4) Demotioa;
7.1(5) Dischazge
The Employer will discipline for just cause only.
7.2 Dischazges will be preceded by a five (5) worlring day preliminary suspension
without pay. During said period the employee and/or Union may request, and
shall be entitled to a meeting with the Employer representative who initiated the
suspension with intent to discharge. During the five (5) day period, the Employer
may affirm the suspension and discharge in accordance with Civil Seivice Rules or
may modify, or withdraw same.
10
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ARTICLE 8- STRIKES, LOCKOUTS, WORK INTERFERENCE
—�� Unian an e p oyer agree that there shall be no stn7ces, work stoppages,
siow-downs, sitdown, stay-in, or other concerted interference with the Employer's
business or affairs by said Union and/or members thereof, and there shall be no
bannering during the existence of this Agreement without first using all possible
means of peaceful settlement of any controversy which may arise. Employees
engaging in same shall be liable for disciplinary action.
8.2 No lockout, or refusal to allow employees to perform available work, shall be
instituted by the Employer and/or iu appointing authorities during the life of tlus
Agreement.
11
ARTiCLE 9 - GRIEVANCE PROCEDURE
9.1 A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of Uus A.greement. The
procedure estabiished by this Articie shall be the sole and e.xclusive procedure for
the processing of grievances. However, this Article dces not abridge grievance
rights possessed by eligible veterans under applicable veterans' rights statutes.
9.2 The Employer will recognize representatives designated by the Union as the
grievance representatives of the bazgaining unit having the dufies and
responsibilities established by this Article. The Union shall notify the Employer
in writiag of the names of sach T7nion Representaxives aad of their successors
when designated. The Employer shall notify the Union in writing to its
designated representatives:
9.3 It is recognized and accepted by the Union and the Employer that the processing
of grievances as hereinafter provided is 2imited by the job duties and
responsibilities of the empioyees and shall therefore be accomplished d"ri�
normal working hours when consistent with such employee duties and
responsibilities. The aggrieved employee and a Union Representative sball be
allowed a reasonable amount of time without loss of pay when a grievaace is
investigated and presented to the Employer during normal worldng hours
provided that the employee and Union Representative have notified and received
Yhe approval of designated supervisor and providet3 tha.t such absence is
reasonable and would not be detrimental to the work programs of the Employer.
It is understood that the Employer shall not use the above limitation to hamper
the processing of gtievances. ,
9.4 Grievances, as deSned by Section 9.1, shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation concerning the interpretation or
application of this Ageement shall, within twenty-one (21) ca.2endaz
days after such alleged violation has accurred, present such
grievance to the employee's supeivisor as designated by the
Employer. The Employer-designated representative witl discuss and
give an answer to such Step 1 grievance within ten (10) calendaz
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
12
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ARTICLE 9 - GRIEVANCE PROCEDURE (Continued)
of
requested, and shall be appealed to Step 2 by the Union within
fifteen (15) calendar days after the Employer-designated
representative's final answer in Step 1. Any grievance not appealed
in writing to Step 2 by the Union within fifteen (15) calendaz days
shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the Union
and discussed with the Employer-designated Step 2 representative.
The Empioyer-designated representaxive shall give the Union
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
Union within ten (10) calendar days sha11 be considered waived.
Step 3. If appealed, the written grievance shall be presented by the Union
and discussed with the Employer-designated Step 3 representative.
The Employer-designated representative shall give the Union the
Employer's answer in writing within ten (10) calendaz days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3
may be appealed to Step 4 within ten (10) calendaz days following
the Employer-designated representative's 5na1 answer in Step 3.
Any grievance not appealed in writing to Step 4 by the Union within
ten (ld) calendar days shall be considered waived.
Step 4. A grievance unresoived in Step 3 and appealed to Step 4 by the
Union shall be submitted to azbitration subject to the p.-�visions of
the Public Employment Labor Relations Act of 1971, as amended.
The azbitration proceedings shall be conducted by an azbivator to
be selected from a permanent panel of five (5) azbitrators.
Arbitrators shall be selected by lot within twenty (2Q) work days
after notice has been given. The permanent panel of arbitrators
shall be mutually agreed to by the Empioyer and the Union no later
than January 1, 1992 or the date t�is Agreement is signed by the
Employer and Union, whichever is later.
In the event the Employer and the Union cannot mutually agree to
five (5) azbivators for the permanent panel, the parties will petition
the D'uector of the Bureau of Mediation Services for a list of ten
(10) arbitrators for each panel member for which the parties did not
mutually agree. The parties shall alternately strike names from such
13
ARTICLE 9 - GRIEVANCE PROCEDURE (Continued)
list(s), the Employer strilring first, uatil one (1) name remains.
Vacancies occurring on the permanent panel during the life of ttvs
Agreement shall be filled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filied by the
process noted in the preceding pazagraph. This azbitrator selection
process shall be effective only for the duration of this Agreement
unless both parties mutually agree to extend such provisions.
Step 5. The arbitrator shall have no right to amend, modify, nullify, ignore
the terms and conditions of this Agreement The azbitrator shall
consider aud decide onty ttre specific issue(s) submitted in writing by
the Employer and the LJnion, and sha11 have no authority to make a
decision on any other issue not so submitted. The azbitrator shall
be without power to make decisions contrary to, or inconsistent
with, or modifying or varying in anyway the application of ]aws,
rules, or regulations having the £orce and effect of law. The
azbitrator's decision shatl be submitted in writing, copies to both
parkies and the Bureau of Mediation Service withia thirty (30) days
following the close of the hearing or the submission of briefs by the
parties, whichever be later, unless the parties agree to an extension.
The decision shall be binding on both the Employer and the Union
and shall 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.
9S The fees and expenses for the azbivator's services and proceedings shall be bome
equally by the Employer and the Union provided that each party shal' be
responsible for compensatiag iu own represeatatives and witaesses. 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. I£ both parties desire a verbatim record
of the praceedings the cost shatl be shared equally.
9.6 If a grievance is not prescnted within the time limits set forth above, it shall be
considered "waived". If a grievance is not appealed to the next step within the
specified time limit or any agreed extension thereo� it shall be considered settle@
on the basis of the Employer's ]ast answer. If the Employer does not answer a
grievance or an appeal thereof within the specified time limits, the TJNION may
elect to treat the grievance to the next step. The time limit in each step may be
e�rtended by mutual written agreement of the Employer and the Union in each
step.
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ARTICLE 10 - WAGES/MERIT PAY
10.1 Effective December 25, 1993 all salary rates in Steps A through 15 yr. shatl be
increased aero percent (0%).
10.2 Effective December 24, 1494 all satary rates in Steps A tttrough 15 yr. shall be
increased two percent (2.0%).
iQ.3 Effective December 23, 1995 all salary rates in Steps A through 15 yr. shall be
increased by two percent (2.0%).
10.4 In addition to the wages set forth in this agreement, there shall be a designated
amount of money provided by the Employer which shall be used and distributed
merit pay. 11us amount shall be provided on a yearly basis and shall be an
amount equal to iS percent of the payroll for this bazgaining unit which existed
on June 10, 1494, and which is an amount of $31,978.00. The provisions of this
Section shall become effective on July 1, 1996.
10.5 Each yeaz the C`ity Attomey shall determine which members of this bargainino
nni shall be entitled to such merit pay. In maidng such a determination, the City
Attomey will consider, among other things, the salary levels of attomeys and
paralegals in comparable public sector employments and in the private sector.
Such merit pay raises shall be effective on the first full pay period following 3uly
lst of each year. The City Attorney shall make a reasonable good faith effort to
make such decision by July lst of each applicable yeaz. If for some reason, the
City Attorney can not make such decision by that date, the decision, once made,
sha11 apply reuoactively to the fust full pay period after July ist of that year. The
decision of the CYty Attomey as to who shall receive such merit raises shall be at
the sole discretion of the City Attomey and shall not be subject to the grievance
procedure of this agreement nor sha11 it be subject to azbitration,
10.6 The merit pay established pursuant to 10.4 shall be granted as follows. An
amount equal to one percent of the June 10, 1994, payroll shall be granted as "on
base" merit pay. An amount equal to S percent of the June 10, 1994, payroll
shall be granted as "non base" or "bonus" merit pay. The non base merit pay shall
be granted either as a one payment lump sum bonus or over a period of one yeaz
to run from July lst to July ist.
10.7 The on base merit pay may be granted in units of $SOQ or in step increases as
established in the current wage schedules. Non base merit increases may be
granted in units of $500. There shall be no limit, on either base or non base, on
the amount of inerit pay that may be granted pursuant to this articie. The
amount of such merit pay may be as little as $500 in both on base and non base
merit raises. Smaller amounts may be added to a$500 unit or to a step increase
15
ARTICLE 10 - WAGES/MERTT PAY (Continued)
so as to exhaust the funds available for merit increases in a particulaz yeaz. The
decision of the C�ty Attorney, both as to the amount of such merit raise and as to
the method by which it shall be given, shall be at the soie discretion of the C�ty
Attomey and shall not be subject to the grievance procedure of this agreement,
nor shall it be subject to arbitration
10.8 For the yeaz of 1996 only, the amount of money allotted for the non base merit
increases shall be used for on base increases for all attomeys in the Attomey I,
Attomey II, and Attorney III positions on the payroll as of November 1, 1995.
Pursuant to tivs purpose, on the 17th payroll period of 1996, each Attomey I,
Attomey II, aad Attomey III who is eligible sha11 receive a one step iacrease on
the wage schedule existing on July 1, 1996. Thereafter, such money shall be used
for non based merit raises as described above.
16
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ARTICLE 11 - SAVING CLAUSE
11.1 'This Agreement is subject to the laws of the United States, the
Minnesota. In the event any provisions of this Agreement shall be held to be
contrary to law by a court of cflmpetent jurisdiction from whose final judgment or
decree no appeai has been taken within the time provided, such provisions shall
be voided. All ather 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.
�
17
ARTICLE 12 - INSURANCE
Retiree Iasuraace
12.1 Employees who retire must meet the following conditions at the time of
retirement in order to be efigible for the Employer contn'butions, listed in
Sections 12.2 through 12.7 below, towazd a heatth insurance plan offered by the
Employer:
12.1(i) Be receiving benefits from a public employee retirement act at the
time of retirement, and
12.1(2) Have severed his/her relationship with the C�ty of Saint Paul for
reasons other than misconduct, and
12.1(3) Have completed at least 20 years with the C�ty of Saint PauL
Early Retirees
12.2 This Section shall apply to employees who:
12.2(1) Retire on or before December 31, 1995, and
12.2(2) Have aot attained age 65 at retirement, aad
12.2(3) Meet the terms set forth in Section 12.1(1) above, and
12.2(4) Have severed their relationship with the G�ty of Saint Paul under
one of the eariy retiree plaas, and
12.2(5) Are 58 yeazs of age and have completed 25 yeazs of seivice, or the
combination of their age ,and years of service equals eighty-five or
more, or have completed at least tharty (30) years of service with ihe
C�ty of Saint Paul, and
12.2(6) Select a health insurance plan offered by the Employer.
Until such retirees reach sixty-five (65) yeazs of age, the Empioyer agrees to make
the same contributions towazd their health and life �*+��*ance as the Employer
makes for active Employees under this agreement
12.2(7) Full-time employees who were regulazly appointed prior to January
Z, 1990, and who meet the conditions set forth in Sections 12.2(i-4)
and Section 12.2(6), but who meet none of the conditions set forth
in Section 12.2(5), shall be eligible for the following percentages of
the amount �nYributec3 by the Employer towar@ health iasurauce
for active employees in the same health plan.
18
��"�F
ARTICLE 12 - INSURANCE (Continued)
Age plus Contnbution Conmbution
Years of Service Single Family
83 80% 80%
82 70% 70%
81 b0%a 60%
80 50% 50%
122(8) The Employer will provide for half time employees who were
regularly appointed prior to Ianuary 1, 1990 and who retire before
December 31, 1995, fifry percent (50%) of the health and life
insurance contributions provided by the Employer for full time
employees who retire under Section 12.2. Such contributions shall
continue until such retirees attain the age of 65.
When retirees who leave under the provisions of Section 122 attain the age of 65,
the provisions of Section 12.5 shall apply.
12.3 This Section shall apply to full time employees who:
12.3(1) Retire on or after January 1, 1996, and
12.3(2) Were appointed on or before December 31, 1995, and
12.3(3) Have not attained age 65 at retirement, and
12.3(4) Meet the terms set forth in Section 12.1 above, and
12.3(5) Select a health insurance plan offered by the Employer
Until such employees reach sixty-five (65) years of age, the Employer �grees that
for retirees selecting single coverage, the Employer will provide the same
contriburion as is provided for active employees selecting single coverage under
this agreement. T1�is amount, however, shall not exceed $350 per month.
For employees selecting family health insurance coverage, the Employer will
contribute $350 per month toward the premium for family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
When such eazly retiree attains age 65, the provisions of Section 12.6 will apply.
E�
ARTICLE 12 - INSURANCE (Continued)
12.4 This Section shall apply to full time employees who:
12.4(1) Retire on or after Jaauary 1, 1996, and
12.4(2) Were appointed on or after January 1, 1996, and
12.4(3) Have not attained age 65 at retirement, and
12.4(4} Meet the conditions af Section 12.1 above, and
12.4(5) Select a health insurance plan offered by the Employer.
UntiI such retirees reach siariy-five (65) years of age, the Employer agrees to
contribute a ma�mnm of a300.00 per month toward the cost of single or family
health insurance coverage. Any unused portion shall not be paid to the retiree.
When such eazly retiree attains age 65, the provisians of Section 12.7 shali apply.
Regular Retirees (Age 65 and over)
22.5 This Secrion shall apply to full time employees who:
12.5(1) Retire on or before December 31, 1995, and
12.5(2) Have attained age 65 at retirement, and
12S(3) Meet the conditions of Section 12.1 above, and
12.5(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute 200% of the single or family premium for any
health insurance plan offered by the Employer to regulaz retirees and their
dependenu.
This Section shall also apply to early retirees who retired under the F of
Section 12.2 when such eazly retirees attain age 65.
12.6 This Section shall appiy to full time employees who:
12.6(1) Retire on or after January 1, 1996, and
12.6(2) Were appointed on or before December 31, 1995, and
12.6(3) Have not attaiaed age 65 at retiremeat; and
12.6(4) Meet the terms set forth in Section 12.1 above, and
12.6(5) Select a health insurance plan offered by the Employer
The Employer agrees to contribute a maximum of �550.00 per month toward the
premium for single or family health insurance coverage offered by the Employer
to regulaz retirees and their dependents. Any umised portion of the Empioyer's
contributian shall not be paid to the retiree.
20
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ARTICLE 12 - INSURANCE (Continued)
This Section shall a]so apply to eatly retirees who retired under the provisions of
Section 12.3 when such rP 'r P att �n aQP ��.
12.7 This Section shall apply to full time employess who:
12.7(i) Retire on or after January 1, 1996, and
12.7(2) Were appointed on or after January 1, 1996, and
12.7(3) Have not attained age 65 at retirement, and
12.7(4) Meet the conditions of Section 12.1 above, and
12.7(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a ma�amum of $30Q.00 per month toward the
cost of single or family health insurance coverage offered to regular retirees and
theu dependents. Any unused portion shall not be paid to the retiree.
This Secuon shall also apply to eazly retirees who retired under the provisions of
Section 12.4 when such eazly retirees attain age 65.
12.8 If an employee does not meet the conditions of Section 12.1(3), but has
completed at least ten (10) yeazs of service with the C�ty, he(she may purchase
single or family health insurance coverage through the Empioyer's insurance
program. The total cost of such insurance coverage shall be paid by the retiree.
12.9 A retiree may not carry his/her spouse as a dependent if such spouse is also a
City retiree or City employee and eligible for and is enrolled in the City health
insurance program.
Survivor Insurance
12.10 The surviving spouse of an employee cazrying family coverage at the time of
his/her death due to a}ob connected in}ury or illness which was deteimined to
have arisen out of and in the course of his/her employment under worker's
compensation law shall continue to be eligible for city contribution in the same
proportions as is provided for retired employees.
In the event of the death of an eazly retiree or a regulaz retiree, the dependents
of the retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical bene5ts wlvch said dependents previousiy had, at the
premium and Employer contribution accorded to the eligibie deceased retiree.
�
21
ARTICLE 12 - INSURANCE (Continued)
It is further understood that coverage shall cease in the event of;
12.10(1) Subseqaent remarriage of the surviving spouse of the deceased
employee or retuee.
12.10(2) The employment of the surviving spouse or dependent where heaith
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 healtte iasurance for
the first ninety (90) days of said employment.
Active EmpIoyee Insurance
12.11 Effective for the January, 1994 insurance premiums, the Employer agrees to
contribute for full-rime employees 5255.00 per month toward the cost of the
employee selected insurance caverages under the "Cafeteria Plan." For
three-quarter time employees, the Employer's contribution shall be $191.25 per
month. For hatf-time employees, the Employer's contribution shall be $127.50 per
month.
Bffective for the January, 1995 insurance premiums, the Employer agrees to
contribute for full-time employees 5265.35 per month towazd the cost of the
employee selected insarance coverages under the "Cafeteria Plan." For three-
quarter Yime employees, the Employer's contribution shall be 5399.02 per month.
For half-time empioyees, the Employer's contn'bution shall be �132.68 per month.
Effecrive for the 7anuary, 1996 insurance premiums, the Employer agrees to
contribute for fu11-time emptoyees $275.53 per montb toward the cost �f the
employee selected insurance coverages under the "Cafeteria Plan." For three-
quarter time employees, the Employer's contribution shall be 5206.65 per month.
For half-time employees, the Employer's conmibution shall be 5137.77 per month.
Effective January 1, 1993, employees shall not use pre-taJC Employer cantnbution
insurance dollars for the purchase of loag term or short term disability coverage.
12.12 For the purpose of this Article, inll-time employment is defined as appearing on
the payroll an average of at least 32 hours per week for the twelve (12) month
period preceding the annual open enro2lment or specia.i enrol2menu or the six (6)
month period preceding initiai enrollment.
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ARTICLE 12 - INSURANCE (Continued)
Three-qnarter time employment is defined as appearing on the payroll an average
o a e ours per wee ut less than 32 hours per week foz the twelve (12)
month period preceding the annuat open enrollment or special enrollments or the
six (6) month period preceding initial enrollment.
Half-time employment is defined as appearing on the payroll an average of at
least 20 hours per week but less than 26 hours per week for the twelve (12)
month period preceding the annual open enrollment or special enrollments of the
six (6) month period preceding initiai enrolLment.
12.13 Under the "Cafeteria Plan" all eligible employees regazdless of the number of
average hours worked must select at least single coverage hospital-medical
insurance and employee life insurance in an amount $5000. Any unused portion
of the Employer's contribution, foz wlvch an employee is eligibie, is defined as
unused benefit dollars, not salary, and shall be paid to the employee as taxable
income. Such payment will be made during the month of December for the
insurance year. For employees who terminate their employment with the City of
Saint Paul, such payment shall be made within 90 days following termination.
12.14 The contributions indicated in this Article 12 shall be paid to a third parry
adminisuator and shall not be considered salary.
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23
ARTICLE 13 - VACATION
13.1 Vacation credits shall accumulate at the rates shown below for each full hour on
the payroll, exciuding overtime.
Years of Service
lst year thru 8th year
9th yeaz thru lSth yeaz
16th year aad thereafter
Hours of Vacation
.0577
.0770
.0962
13.2 The head of the department may permit an employee to carry over into the
'wacation yeaz" up to one hundred twenty (120) hotus of vacation.
For the purpose of tivs azticle ttie "vacation yeaz" shall be the fiscaI year (IRS
payroll reporting year).
133 The above provisions of vacadon shall be subject to the Saint Paul Salary Plan
and Rates of Compensation, Section I, Sub. H.
13.4 If an empioyee has an accumulafioa of sick leave credits in excess of one hua@red
and eighty days, he/she 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 calendaz year under t1�is
provision.
�':;
g�, -0,5
ARTICLE 14 - HOLIDAYS
14.1 Holidays recognized and obseroed. The following days shall be recognized and
observed as
New Year's Day
Maztin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eligible employees shall receive pay for each of the holidays listed above, on
which they perform no work. Whenever any of the holidays listed above shall fa11
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.
14.2 The floating holidays set forth in Section 14.1 above may be taken at anytime
during the contract yeaz, subject to the approval of the Depariment Head of any
employee.
14.3 Eligibiliry Requiremenu. In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any six working days of the nine
worldng days pzeceding the holiday; or an employee's na.me must appear on the
payroll the last worldng day before the holiday and on three other working days of
the nine worldng days preceding the holiday. In neither case shall the holiday be
counted as a worldng day for the purposes of this section. It is further understood
that neither temporary, emergency nor other employees not heretofore eligible
shall receive holiday pay.
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ARTICLE 15 - LEAVES OF ABSENCE
15.1 Each eligible employee shall accumulate sick leave credits at the rate of .0576 of
a working hour for each full hour on the payroll, excluding overtime.
15.2 Any employee who has accumulated sick leave credits as provided above sbali be
granted leave with pay, for such period of time as the head of the department
deems aecessary, oa accouat of sickness or injury of the employee, quarantine
established and declared by the Bureau of Heattb, death of the employee's
mother, father, spouse, child, brother, sister, mother-in-law, father-in law, or other
person who is a member of the household; and may be granted Ieave with pay for
such time as is actually necessary for office visits to a doctor, dentist, optometrist,
etc., or in the ease of sudden sicl�ess or disability of a member of his househoid,
maldng arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave.
15.3 Any employee who has accumulated sick lea�e credits, as provided in the Civil
Service Rules, shali be granted one day of such leave ta attend the fanerat of the
employee's grandpazent or grandchild.
25.4 An employee shall be granted up to a total of siarteen (16) hours during a schoo�
yeaz to attend school conferences or classroom activities related to the employee's
child, pmvided the waferences or classroom activities cannot be scheduled during
non-work hours. When the leave cannot be scheduled during non-work hours and
the need for the lea�e is foreseeable, the employee must provide reasonable prior
notice of the lea�e and make a reasonable effort to schedule the leave so as not
F�
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ARTICLE 15 -LEAVES OF ABSENCE (Continued)
to disrupt unduly the operation of the Fanployer. An employee shall be allawed
use vacation or compensatory time for this leaoe; otherwise, this leave shatl be
without pay.
I5.5 Voluntary Unpaid Leave of Absance. A full-time empioyee may be granted up to
480 hours of voluntary leave of absence without pay during the 5sca1 year.
During such leave of absence, the empioyee shall continue to earn and accrue
vacation and sick leave, seniority credits and maintain insurance eligibility as
though he or she was on the payroll. Any leave of absence gxanted uader this
provision is subject to the approval of the Deparunent Head.
15.6 Adoption I.eave. In case of an employee adoption of a child up to five yeazs of
age, employees shall be permitted to carry over into the following fiscal yeaz up to
80 additional hours of accrued vacation time each yeaz up to a totai of 240 hours.
For up to two years from tbe date of the execution of this Agreement, empioyees
may additionally borrow up to 80 hours of unaccrued vacation time from the next
fiscal year.
These two adoption provisions shall apply only to one C�ry empioyee in the event
that both adoptive pazents aze City empioyees.
27
ARTICLE lb - NON-DISCRINIINAITON
16.1 The terms and conditions of ihis Agreement will be agplied to employees equally
without regazd to, or discrimination for or against, any individual because of race,
color, creed, sex, age, or because of inembeiship or non-membership in the
Union.
16.2 Employees will perform their duties and responsibilities in a non-discriminatory
manner as such duties and responsisibitities im�olve other employees and the
general public.
�:3
�� -��
ARTICLE 17 - LEGAL SERVICES
171 E�ccept in cases of maifeasance in office or w�71fu1 or wanton neglect of duty, the
Employer shall dafend save harmless and indemnify employee against tort claim
or demand whether groundiess or otherwise arising out of alleged acts or omission
occurring in the performance or scope of the employee's duties.
17.2 Notwithstanding Article 17.1, 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 empioyee is the Plaintiff.
29
ARTiCLE 18 - SENIORITY
18.1 Seniority, for the purpose of this Agreement, sha11 be defined as follows: The
length of continuous, regulaz or probationary service with the Employer from the
date an employee was fust certified and appointed to a class title covered by this
Agreement, it being further understood that seniority is con5ned to the current
class title heid by an employee. In cases where two or more employees aze
appointed to the sa.me ctass titte on the same date, the semority shatl be
determined by the last date of hire with ti�e Employer. It is understooa that
employees will pick np their former senioriry date upon return to any class title
that they previously held.
18.2 Seniority shall terminate when an employee retires, resigns, or is discharged.
18.3 In the event it is determined by the Employer that it is necessary to reduce the
work force, employees will be laid off by class tifle within each department based
on inverse iength of seniority as defined above.
18.4 In cases where there aze promotional series, such as Attorney I, II, III, etc., when
the number of employees in these higher tides is to be reduced, employees who
have held lower titles in the series which aze in this bazgaining unit will be
offered reductions to the highest of these tifles to which class seniority would keep
them from being laid off, before layoffs aze made in any class tide within any
department.
18.5 Employees who have held class tides represented by this bazgaining unit who
subsequently accept appointments or assignments to Attomey positions which aze
not represented by this bazgaining unit shall be allowed, in all cases, to return to
the currenfly or previously held class tit�e represente@ by tlus bazgaining unit upon
compledon of such appointments or assignments.
30
�� ���
ARTICLE 19 - CITY MILEAGE
19.1 Automobile Reimbursement Anthorized - Pursuant to Chapter 33 of the Saiat Paul
E�dID1II1StC'��Lq4, �'���S '�TnfDRIP(� �CFC �nin _
and employees for the use of their own automobiles in the performance of their
duties, the following provisions aze adopted.
19.2 Method of Compntation - To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
lppe 1- If an employee is required to use his/her own automobile
OCCASIONAI.LY during employment, the employee shall be reimbursed
at the rate of $4.00 per day for each day the employee's vehicle is actually
used in performing the duties of the employee's position. In addition, the
employee shall be reimbursed $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $0.?A per mile dtiven and shall not be eligible for
any per diem.
Type 2- If an employee is required to use lris(her own automobile
REGUI.ARLY 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 $0.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or desi�ated representative determi,ies that an
employer vehicle is available for the empioyee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $0.20 per mile driven and shall not be eligibie for
any per diem.
This Section 19.2 shall become effective February 1, 1994.
19.3 The C`ity will provide pazlang at the Civic Center Pazidng Ramp for GYty
employees on either of the above mentionad types of reimbursement plans who
aze required to have their personai car available for City business. Such pazidng
will be provided only for the days the employee is required to have his or her own
personal car available.
31
ARTICLE 19 - CITY MILEAGE (Continned)
19.4 Rnles snd Regnlations - The Mayor shall adopt iules and regulations governing
the procedures for automob�e reimhursement, which regutations and rutes shali
contain the requirement that recipients shatl file daily reports indicating miles
driven and shall file monthly affidavits stating the number of days worked and the
uumber of miles driven, and f�rther require that they mainiain automobile
liability insurance in amounts of not less than 5100,000/�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 Paui named as an
additional insured These rules and regulations, together with the ameadment
thereto, shall be maintained on file with the C�ty Clerk.
32
�6- ��
ARTICLE 20 - DURATION AND E�� DATE
l� . ,.. - , - ,� � , � . . , �� - -
ti.�:,,
represent the complete Agreement between the Union and the Employer. The
parties acknowledge that dll2iIIg the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make requests and
proposals with respect to any subject or matter not removed by law from the area
of collective bargaining, and that the complete understandings and agreements
arrived at by the parties after We exercise of that right and opportuaity aze set
forth in ttris Agreement. Therefore, the Employer and the Union, for the life of
this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bazgain collectively with respect to
any subject or matter referred to or covered in this Agreement.
20.2 Except as herein provided this Agreement shall be effective as of January 1, 1994
and shall continue in full force and effect thru December 31, 1996, a:..i thereafter
until modified or amended by mutual agreement of the parties. Either patty
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.
33
ARTICLE 20 - DURATION AND EFFECTIVE DATE (Continued)
20.3 This consritutes 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 C�ty, the Ciry Councit and is also subject to the ratifrcation
by the Union.
WITNESSES
CITY OF SAINT' PAUL IACAL IJNION NO. 3757, DISTRICT
COUNCII. NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPIAYEES LEGAL
��k�-
Mary . Kearney
Labor Relations Director
DATED: January 12, 1996
34
a�-��
APPENDIX A
GRADE 11R
(704) ATTORNEY I
A B C D E F G 10 YR 15 YR
Effective (1) (2) (3) (4) (5) (6) <7) C$) �9�
12-25-93 1318.36 1364.74 1412.04 1474.17 1538.17 1605.85 1676.33 1718.07 1765.39
12-24-94 1344.73 1392.03 1440.28 1503.65 1568.93 1637.97 1709.86 1752.43 1800.70
12-23-95 1371.62 1419.87 1469.09 1533.72 1600.31 1670.73 1744.06 1787.48 183b.71
GRADE 14R
(705) ATTORNEY II
12-25-93 1424.08 1474.17 1526.10 1592.87 1663.36 1737.56 1816.38 1864.63 1912.85
12-24-94 1452.56 1503.65 1556.62 1624.73 1696.63 1772.31 1852.71 1901.92 1951.11
12-23-95 1481.61 1533.72 1587.75 1657.22 1730.56 1807.76 1889.76 1939.96 1990.13
GRADE 20R
(706) ATTORNEY III
12-25-93 1663.76 1721.25 1780.60 1859.48 1940.15 2026.38 2117.29 2171.08 2229.51
12-24-94 1697.04 1755.68 1816.21 1896.67 1978.95 2066.91 2159.64 2214.50 2274.10
12-23-95 1730.98 1790.79 1852.53 1934.60 2018.53 210$.25 2202.83 2258.79 2319.58
GRADE 21R
(707) ATTORNEY IV
12-25-93 1709.76 1771.86 1834.03 1916.55 2003.73 2095.54 2189.23 2250.45 2310.70
12-24-94 1743.96 1807,30 1870.71 1954.88 2043.80 2137.45 2233.01 2295.46 2356.91
12-23-95 1778.84 1843.45 1908.12 1993.98 2084.68 2180.20 2277.67 2341.37 2404.05
.
GRADE 022
(762) LAW CLERK
A g C D E F 10 YR 15 YR 20 YR 25 YR
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-25-93 951.09 984.46 1021.58 1061.46 1101.33 1142.14 1168.10 1195.93 1205.91 1215.89
12-24-94 970.11 1004.15 1042.01 1082.69 1123.36 1164.98 1191.46 1219.85 1230.03 1240.21
12-23-95 989.51 1024.23 1062.85 1104.34 1145.83 1188.28 1215.29 1244.25 1254.63 1265.01
GRADE 023
(739) LEGAL ASSISTANT I
02-01-95 999.21 1034.27 1073.27 1115.17 1157.06 1199.93 1227.20 1256.45 1266.93 1277.42
12-23-95 1019.20 1054.9b 1094.74 1137.47 1184.20 1223.93 1251.75 1281.57 1292.27 1302.96
-A1-
APPENDIX A (Continued)
GRADE 28R
(708) ATTORNEY V
A B C D E F G 10 YA 15 YR
E£fective (1) (2) (3) (4) (5) (6) (7) (8) (9)
12-25-93 2043.60 2117.80 2194.80 2294.96 2400.69 2511.06 2626.97 2701.21 2774.45
12-24-94 2084.47 2160.16 2238.70 2340.86 244$.70 2561.28 2679.51 2755.23 2829.94
12-23-95 2126.16 2203.36 2283.47 2387.65 2497.67 2612.51 2733.10 2810.33 2886.54
GRADE 31R
(709) ATTORNEY VI
12-25-93 2215.19 2295.89 2381.22 2490.63 2606.60 2727.16 2854.20 2934.87 3014.67
22-24-94 2259.49 2341.81 2428.84 2540.44 2658.73 2781.70 2911.28 2993,57 3074.96
12-23=95 2304.68 2385.65 2477.42 2591.25 2711.90 2837.33 2969.51 3053.44 3136.46
GRADE 33R
(044A) ATTORNEY VII
12-25-93 2339.47 2424.80 2513.83 2631.63 2754.03 2882.95 3018.35 3101.83 3186.23
12-24-94 2386.26 2473.30 2564.11 2684.26 2809.11 2940.61 3078.72 3163.$7 3249.95
12-23-95 2433.99 2522.77 2615.39 2737.95 2865.29 2999.42 3140.29 3227.15 3314.95
GRADE 034
(750) LEGAL ASSISTANT II
A B C D E F 10 YR 15 YR 20 YR 25 YR
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-ZS-93 1196.85 1246.02 1297.03 1348.95 1405.54 1463.98 1498.29 1533.54 1543.52 1553.50
12-24-94 1220.79 1270.94 1322.97 1375.93 1433.65 1493.26 1528.26 1564.21 1574.39 1584.57
12-23-95 1245.21 1296.36 1349.43 1403.45 1462.32 1523.13 1558.83 1595.49 1605.88 1616.26
GRADE 34R
(232A) ATTORNEY Vd1I
A B C D E F G 10 YR 15 YR
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9)
12-25-93 2407.45 2495.32 2557.03 2708.35 2834.46 2967.23 3106.64 3192.67 3279.61
12-24-94 2455.60 2545.23 2638.77 2762.52 2891.15 3026.57 3168.82 3256.52 3345.20
12-23-95 2504.71 2596.13 2642.55 2817.77 2448.97 3087.10 3232.20 3321.65 3412.10
-A2-
��^��
- APPENDIX A (Continued)
GRADE 038
A B C D E F 10 YR 15 YR 20 YR 25 YR
Effective (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12-25-93 1320.18 1370.28 I428.73 1486.23 1549.30 1612.35 1654.99 1695.81 1705.79 1715.77
12-24-94 1346.58 1397.69 1457.30 1515.95 1580.29 1644.60 1688.Q9 1729.73 1739.91 1750.09
12-23-95 1373.51 1425.64 1486.45 1546.27 1611.90 1677.49 1721.85 1764.32 1774.71 1785.09
GRADE 047
(298A) LEGAL ASSISTANT IV
A B C D E F G 10 YR 15 YR
Effective (1) (2) (3) (4) (5) <6) (7) (8) (9)
12-25-93 1690.14 1758.91 1827.71 1919.08 2015.59 2093.38 2220.96 2288.74 2355.47
12-24-94 1723.94 1794.09 1864.26 1957.46 2055.90 2135.25 2265.38 2334.51 2402.58
12-23-95 1758.42 1829.97 1901.55 1996.61 2097.02 2177.96 2310.69 2381.20 2450.63
The above December Z5, 1993 rates reflect a zero percent (0%) increase over the June 26,
1993 rates.
The above December 24, 1994 rates reflect a two percent (2%) increase over the
December 25, 1993 rates.
The above December 23, 1995 rates reflect a two percent (2%) increase over the
December 24, 1994 rates. °
-A3-