The URL can be used to link to this page

97-11989? -119g Council File #�46i�3 Green Sheet # � � CI OF �T PAUL, MINNESOTA � Presented Refeaed To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Collective Bargaining Agreement between the City of Saint Paul and AFSCME Loca13757- Legal. Requested by Department of: Office of Labor Rela6ons By: `��"��--� Form Appr e by City otve B 9- �3 -9 7 Approv y ay for S ''on to Councii Adoption ified by Council Secretary By: By: � s e� � � Approved by Mayor: Date _f :[ E �� g t � Adopted by Council: Date O� � � q"'� i�'iPa1RTMENT/OFFICFJCOUNCIL: DATE INITfATED GREEN SHEET No.• 40113 ��_' �� 0 ' �BOR RELATIONS 09-19-97 ' CONTACC PERSON & PHONE: ATTIAIJDATE 11v1TZ°�L/DA7'E NLIE KRAUS 266-6513 ��GN 1 DEPAR7MENf D � a crrY courrcn. NUMBER 2 CITY ATTORNEY� '9, CI7Y CLERK MUSS' BE OSY COiSNCiI AGER'DA BY {DATE) FOR BUDGEI DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) � 3 O C�. � `�q ORDER TOTAL # OF SIGNAT[IRE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xeQUes This resoluflon approves the attached 1997-1998 Collective Bazgaining Agreement between the City of Saint Paui and AFSCME Local 3757-Legal. RECOMMENDATTONS: Approve (A) or RejeM (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING - QUESTIONS: � _PLANNAIG COMIvIlSSION _CIVIL SERVICE COIvIIvIISSION 1. Hzs this person/fivn ever worked under a contract for thi� departrnent? _CIB WMMITIEE Yes No STAFF 2. Has this person/fvm ever been a city employee? � DIS7RICT COURT Yes No SUPPORTS WF➢CH COIINCIL OBJEC"17VE? 3. Dces this person/ficm possess a skill not normally possessed by any current city employee? Yes Na Eaplain alI yes auswers on separate sheet aud attach to green sheet INITIATING PROBLEM, ISSUE, OPPORIIJNTI'1 (W6o, What, When, Where, Why): ADVANTAGES IF APPROVED: ' 5".*�er�e;�-.�. -* DiSADVANTAGESIFAPPROVED: �'�'"'' ��- � '' °`""-"'`t�.�' .__._ . v_�,.r..,, � '�°dia' ��t' � � . DISADVANTAGES IF NOT APPROVED: � TOTAL AMOUNT OF 7'RANSACTTON: COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIV['I'Y NOMBER: FINANCIAL IlVFORMATTON: (EXPLAIN) � q'1- ilq $' ATTACHIVIENT TO GREEN SHEET AFSCME Loca13757- Legal Wages: AFSCME Legal agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. Ol/O1/97 2.0% 03/Ol/98 2.0% 08/Ol/97 0.5% 10/0 /9 0.8% 12/31/97 0.2% 1997 2.7% 1998 2.8% Health Insurance: 1996 - Current 1997 � Single $275.53 Single $275.53 Single $275.53 Family Family $288.97 Family $288.97+50% of the $275.53 premium increase Equitv Ad�ustments 1997: $11,500 on October 1, 1997 (one time only) to adjust inequities in pay; ali inequity deternunarions to be at the sole discretion of the City Attorney. 1998: New 10.8 For the year of 1998 only, the amount of money allotted for the non base merit increases in Article 10.6 shall be used for on base equity adjustments; all inequity detercninations to be at the sole discretion of the City Attorney. F:�LABRII,ICONIRACTA£SCME.LEGV997 98V�1TACH97 �-- . . __ . . - . - _ � . ,. , � � ., - �l� -l1g�' �= - = , t ,-: - - - � , _ - � . � _P997 -1998 _ . � _ � � � � _ _ > _ - � - GOLLECTIV� BARGA�?ING AGR�E�VfENT �; ' �: _ � ,. � - � , ,_ � _ _ - "befv�een F S. 4 � , ::' THE E��'Y 0�' �AIN3' FA�SI. , - { _ ., . ' - .�' _ ... � �.l ".. - -. ' y - � � . � .� .� � ' _ �. - _ $ " �:." ' i. :_ ,.' ' � _;^_ . 4 y � _ � and ' � _ � - _- . ,. r _ , k 2 , �sc� Loca�; ��L��ii; � �, - __ -. _ ..� �, - � � _��f_ � : � .; � _ - ._, r. . � , . � _ _ ,� - � -. _ _. _� � e �� = _ , - -_ �� - �� - . �_ ��. ,. _ � , - 0 � i�n , ARTICLE TITLE 9��ii98 PAGE Preambie ........................................ii L� i Recognition .......................................1 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check Off and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Maternity/Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 8 Strikes, L.ockouts, Work Interference . . . . . . . . . . . . . . . . . . . . . 6 9 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10 Wages/Merit Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 11 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 12 Insurance ............ ............. .............. 12 13 Vacation ........................................16 14 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 15 L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 16 Non-Discrimination ................................ 18 17 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 19 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • 9 7 - i198 � , . . �: 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.C.M.E. Local 3757-Legal hereinafter referred to as the Union, for the purpose of fostering and promoting harmonious relations between the City 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 accompiish this purpose by providing a fulier and more complete understanding on the part of both the City and the Union of their respective rights • and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Union, or the employees as established under the provisions of the Pubiic Empioyee Labor Relations Act of 1984, as amended. • ii ARTICLE 1- REC4G�TTIO'�' y�"�� 9 8 • 1.1 The City recognizes tY�e Unian as the exciusive representative for AFSCME I.ocal 3757-L,egal, as cercified by the State of Minnesota Bureau of Mediation Servic�s, dated Sep.ember 20 1979. Case Tvo. 75-PR-764-A. This unit a�ove consists of the foiiou ine: y Attomey I Attomey VII Attomey II Attomey VIII Attomey III Law Clerk Attomey IV I.egal Assistant I Attorney V Legal Assistant II Attomey VI I.egal Assistant III 1.2 Employees empioyed in the above class titles and assigned to confidential andior supervisory positions are not included in this Agreement. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shail 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 fol]owing requirements: • 2.2(1) The employee must be 58 years of age or older ot must be eligible for pension under the "rule of 40" pravisions of the Public Employees Retirement Association (PERA). The "rule of 85" or ffie "rule of 90" criteria shall also apply to empioyees covered by a public pension plan other than PERA. 2.2(2) The employee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 2.2(3) The emp]oyee must have at least ten (10) years of consecutive service under the classified or unclassified Civil 5ervice at the time of separation. For the purpose of this Article, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting this ten (10) year service requirement. 2.2(4) The employee must file a waiver of reemployment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives ail claims to reutstatemeni or reemploy�nent (of any type), ! wiffi the Ciry or with Tndependent School District No. 625. ARTICLE 2 - SEVERANCE PAY (Continued} 2.2(5) The employee must have accumulated a minunum of sixty (60) days of sick • leave credits at the time of his separation from service. 2.3 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-haif of the daily rate of pay for the posiuon held by tbe employee on the date of separation for each day of accrued sick leave snbject to a maxirnurn of $6,500. 2.4 The provisions of this Article 2 shaIi appIy only to employees retiring on or after December 30, 1985. 2.5 For the purpose of this severance program, a death of aa employee shall be considered as separation of employment, and if the empioyee woutd have met ali of the requirements set forch above, at the time of his or her death, payment of the severance pay wiil be made to the employee's estate or spouse. 2.6 For the purpose of this severance program, a uansfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eiigible for the Ciry severance program. 2.7 The manner of payment of such severance pay shall be made in accordance with the � provisions of City Ordinance No. 11490. 2.8 This severance pay program shall be sub,ject to and govemed by the provisions of Ciry 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 shali control. 2.9 The provisions of this article shail be effective as of December 24, 1983. 2.10 Any empioyee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this article or Ciry Ordinance No. 11490, as aznended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the emptoyee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay fram the other. Any emptoyee hired aPter December 31, 1983 shall only be entifled to the benefits of this article upon meeting the qualifications herein. 2.11 For empioyees hired by the City of Saini Pau3 and appointed to tides covered by this Agreement on or after Octaber 24, 1488, the Emptoyer shall provide onty the severance pay program as set forth in Z.IZ tttrough 2.27. C� 2 • ARTICLE 2 - SEVERANCE PAY (Continued) �'r�1i98 2.12 To be eligible for the severance pay program, an employee must meet the folIowing requiremenu: 2.12(1) The employee must be voluntarily separated from Cin� employment or ha�e been s�oject :o separaticr. b} Iz�eff or comp�,ser}• re:irer_:er:t. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason are not eligible for the City severance pay program. 2.12(2} The employee must file a waiver of reemployment with the Human Resources Director, which will clearly indicate that by requesting severance pay, the empioyee waives all claims to reinstatement or reemployment (of any type}, with the City or with Independent School Disuict 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 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 6y the employee on the date of separation for each day of acerued sick leave subject to a maximum as shown below based on the number of years of service in the City. Years of Service with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 4,000 4,600 5,200 5,800 6,400 7,000 2.14 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the reqvirements set forth above, at the time of his or her death, payment 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 empioyment to Independent School District No. 625 empioyment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. • ARTICLE 2 - SEVERANCE PAY (Continued) 2.16 The manner of payment of such severance pay shaIl be made in accordance with the provisions of Ciry Ordinance No. 11490. 2.17 'I'his 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 articie confIict with said ordinance and in such cases, the provisions of this article shall control. 2.18 Notwithstanding Article 2.11, employees appointed to a tide covered by this Agreement prior to October 29, 1988, who meet the qualifications as defined in Articles 2.12 through 2.13, may elect to draw severance pay under the provisions 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 - MAl`TAGEMENT RIGHTS � 3.1 The Union recognizes the right of the Employer to operate and manage iu affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. � The righcs and authority which the Employer has not o�cially abridged, delegated, or modified by this Agreement are 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 limited to, such areas of discretion or policy as the functions and programs of the Employer, iu overaIt budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4 - RESIDENCE 4.1 Employees covered by this Agreement shall have no residency requiremenu or restrictions. i � ARTICd�E 5- CHECK QFF A�l SE�24TCE �E 9� -119 8 • 5.1 T`he Employer agrees to deduct the Union 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 Lhe E:::pio}�er b�' a rep*esentar.ve of Lhe Unioa an� the aggregate deductiors ef all enplo; ees shall be remitted together with an itemized statement to the representative by ffie first of the succeeding month after such deductions aze made or as soon thereaRer as is possible. 5.2 Any present or fut¢re employee who is not an Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Empioyer shall 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 gro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the City shall make an improper fair share deduction from the eamings of an employee, the Union shall be obligated to make the City whole to the extent that the City shall be required to reunburse such employee for any amount improperly withheid. This provision shaii remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 53 The Union agrees to indemnify and hold the Employer harmless against any and all • claims, suits, order or judgmenu brought or issued against the Ciry as a result of any action taken or not taken by the City under the provisions of this Article. 5.4 The Union agrees that a service fee of one dollar ($1.00) per member, per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Union. ARTICLE 6 - MATERNITY/PARENTAL LEAVE 6.1 Maternity/Parental leave. Maternity is defined as the physical state of pregnancy on an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, t6e employee may apply for leave without pay at any tune 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. 3uch paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to • perform the duties of her position. ARTICLE 6 - MATEIL'�IITY/PAREl\TTAL LEAVE (Continued) 6.2 A twelve (12) month Parental leave of absence without pay shall be granted to a natural • parent or an adoptive parent, who requests such leave in conjunction with the b'uih or adoption of a child. Such leave may be extended an additional iwelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an extension of such leave shalt not be subject to the provisions of Article 9 of this Agreement. Employees who retum following such leaves of absence shail be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave, ARTICLE 7 - DISCIPLINE 7.1 The Employer may discipline employees in any of the forms listed below: 7.1(i) Oral reprimand; 7.1(2) Written reprunand; 7.1(3} Suspension; 7.1(4) Demotion; 7.1(5) Discharge The Emgloyer will discipline for just cause only. 7.2 Discharges will be preceded by a five (5) working day preliminary suspension withoat pay. During said period the employee and/or Union may reqnest, and shall be entitled • to a meeting with the Employer representative who uritiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. ARTICLE 8- STRIKES, LOCKOUTS, WORK INTERFERENCE 8.1 The Union and the Employer agree that there shall be no strilces, work stoppages, slow-downs, sitdown, stay-in, or other concerted interference with the Employer's business or affairs by said LTnion and/or members thereof, and ihere shall be no bannering during the existence of this Agreement without first using all possible means of peaceful settIement of any controversy which may arise. EmpIoyees 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 its appointing authorities during the life of this Agreement. • 0 ARTICLE 9 - GRIE�'�,.'�CE PRC��D�,F.E 97��19� � 9.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the sgecific terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processine of grievances. Hoa ever, this Article dozs not abrid�e grievar.ce righ�s possessed b}• eligibie vecerans under applicable veterans' righu statutes. • 9.2 The Employer will recognize representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shali notify the Employer in writing of the names of such Union Representatives and of their successors when designated. The Employer shail notify the Union in writing to its designated representatives. 9.3 It is recognized and accepted by the Union and the Emplayer ihat the processing of grievances as hereinafter provided is lunited 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 empioyee and an Union Representative shall be allowed a reasonab]e amount of time without loss of pay when a grie��ance is investigated and presented to the Employer during normal working hours provided that the employee and Union Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimentai to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 9.4 Grievances, as defined by Section 9.1, shall be resolved in conformance with ihe following procedure: Step i. An employee claiming a vio]ation conceming 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 emp3oyee's supervisor as designated by the Employer. The Emptoyer-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 facu on which it is based,the pravision or provisions of the Agreemeni aliegedly violated, the remedy requested, and shali be appealed to Step 2 by the Union within fifteen (15} calendar days after the Employer-designated representative's final azsswer in Step 1. Any grievance not appealed in writing co Step 2 by the Union within fifteen (15} calendar days shal] be considered waived. i ARTICLE 9 - GRIEVANCE PROCEDURE (continued) Step 2. If appealed, the written grievance shall be presented by the Union and � discussed with ti�e Bmpioyer-designated Step 2 representative. The Emgloyer-designated representative shall give the Union Employer's Step 2 answer in writing within ten {10) calendar days foilowing 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 shal] be considered waived. Step 3. If appeated, the written grievance sha11 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) calendar days a8er 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 ta Step 4 by the Union within ten (10) catendar days shall be considered waived, Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor ReIations Act of 1971, as amended. The arbitration proceedings shall be conducted by an arbitrator to be selected from a • permanent panel of five (5) arbitrators. Arbivators shall be selected by lot within tv✓enry (20} work days after notice has been given. The permanent panel of arbitrators shall be mutually agreed to by the Employer and the Union no later than January 1, 1992 or the date this Agreement is signed by the Empioyer and Union, whichever is later. In the event the Employer and the Union cannot mutually agree to five {5) arbitrators for the permanent panel, the garties will petition the Director 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 list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the permanent ganet during the tife of this Agreement shalt be filled by mutual agreement of the parties. if the garties cannot mutually agree, the vacancy sha11 be filIed by the process noted in the preceding paragraph. This arbitrator selection process shaIl be effective only for the duration of this Agreement un]ess both parties mutually agree to extend such provisions. • 0 97 ARTICLE 9 - GRLVAI�CE PROCEI?6.,� (corftinued} � Step 5. The arbitrator shali have no right to amend, modify, nuilify, ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s} submitted in writin_ h� the Emplo}�er and C�e Unien, and shail have no authority to make a decis:oa on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in anyway the application of laws, rules, or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Service within thircy (30) days following the close of the hearing or the submission of briefs by tbe parties, whichever be 3ater, unless the parties agree to an extension. T'he decision shall be binding on both the Employer and the Union and shali 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. 9.5 The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatun 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. 9.6 If a grievance is not presented within the time limits set forth above, it shali be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shail be considered settled on the basis of the Emp]oyer's ]ast answer. If the Employer does not answer a grievanee or an appeal thereof within the specified time limits, the UNION may elect to creat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 10 - WAGES/MERIT PAY 10.1 Effective December 21, 1946 all salary rates applicable to titles in this bargaining unit shall be increased two percent (2.0%}. Effective July 19, 1997 all salary rates applicab]e to tities in this bargaining unit shall be increased one half percent (�.5%). Effective December 20, 1997 all salary rates applicabie to titles in this bargaining unit shall be increased by two-tenths percent (0.2%). 10.2 Effective February 28, 1998 all salary rates applicable to tides in this bargauring unit shall be increased by two percent (2.0%o). Effective September 26, 1998 all salary rates applicable to titles in this bargaining unit shall be increased by eight-tenths percent • (0.8%). �l ARTICLE 10 - WAGES/MERIT PAY (continued) 10.3 In addition to the wages set forth in this agreement, there shali be a designated amount � of money provided by the employer to be used as merit pay. This amount shall be provided on a yearly basis and shali be an amount equal to 1.5 percent of the payroll for this bargaining unit which existed on 7une 10, 1994, and which is an amount of $31,478.00. The provisions of this article shall become effective on July 1, 1996. 10.4 Each year the City Attomey shali determine which members of this bargaining unit shall be entitled to such merit pay. In making such a determination, the City Attomey will consider, among other things, the satary levels of attomeys and paralegals in comparable pubiic sector employments and in the private sector. Such merit pay raises shalt be effective on the first fuI1 pay period follawing July 1st of each year. The Ciry Attorney shail make a reasonable good faith effort to make such decision by July lst of each applicabie year. If for some reason, the City Attomey can not make such decision by that date, the decision, once made, shali apply reuoactively to the first full pay period after July lst of that year. The decision of the City Attomey as to who shall receive such merit raises shal} be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement nor shall it be subject to arbitration. 10.5 The merit pay established pursuant to 103 shaIl be granted as follows. An amount equal to one percent of the 7une 10, 1994, payroll in the sum of $21,318.65 shali be • granted as "on base" merit pay. An amount equal to .5 percent of the June 10, 1994, payroIl in the sum of $10,659.35 shall be granted as "non base" or "bonus" merit pay. The non base merit pay shall be granted either as a one payment tump sum bonus or over a period of one year to run from July lst to July lst. 10.6 The on base merit pay may be granted in units of $500 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 merit pay that may be granted pursaant to this artic2e. The amoan[ of such merit pay may be as little as $500 in both on base and non base merit raises. Smaller amounu may be added to a$500 unit or to a step increase so as to exhaust the funds available for merit increases in a particular year. The decision of the City Attomey, both as to the amount of such merit raise and as to the method by which it shall be given, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to azbitration. 10.7 On-base merit pay will be awarded effective beginning 7uly 1 in a total annualized amount equal to $21, 318.65. This means that approximately one-half of this amount wiil be paid from July 1 through December 32 in approximately equal amounu each pay period and that the remainder in like fashion will be paid out from 7anuary 1 through on or about June 30. • 10 � � � ARTICLE 10 - VVAGES/1V�RIT PAY (continued) 97-1198 10.8 Non-base merit pay will be awarded effective beQiiuiing the first full pay period follok:ng Ju:y i in a tota; annualized amount of �10,659.35. Tnis amount w•i;l be awarded e;the: as one-time, lump sum bonuses effective for the first full pay period following July i or will be paid over a period of one year from the first full pay period foilowing July i through on or about June 30 of the subsequent yeaz. If not paid in one lump-sum, this means that approximately one-half of this amount will be paid from 7uly 1 through December 31 in approxunate]y equal amounts each pay period and that the remainder in like fashion will be paid out from January i through on or about 7une 30. 10.9 For the year of 7uly 1, 1998 through June 30, 1999 only, the amount of money allotted for the non base merit increases in Article 10.5 shall be used for on base equity adjustments; all on-base equity adjustments shall be made at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. The manner of payment shail be as described in 10.7. 10.10 In addition to the wages set forth in this agreement and the merit pay as described in 10.3 - 10.9, there shall be a one-time annualized amount of $11,500 to be used for on- base equity adjustments. The on-base equity adjustments shail be awarded beginning the first full pay period after October 1, 1997. This means that approxunately one-quarter of this amount will be paid from October 1, 1997 through December 31, 1997 in approximately equal amounts each pay period and that the remainder in like fashion will be paid out from January 1, 1998 through on or about September 30, 1948. Any decisions, once made, shalt apply retroactively to the first full pay period after October 1, 1997. The method by which the on-base equity adjustments shail be given and to whom, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. ARTICLE 11 - SAVING CLAUSE 11.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In. the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shali 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. 11 ARTICLE 12 - INSURANCE Retiree Insurance 12.1 Employees who retire must meet the following conditions at the tune of retirement in order to be eligible for the Employer contributions, listed in Sections 12.2 through 12.5 below, toward a health 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 City of Saint Paul for reasons other than misconduct, and 12.1(3) Have completed at least 20 years with the City of Saint Panl. Earl}� Retirees 12.2 This Section shall appiy to full time empioyees who: 12.2(1) Retire on or after January 1, 1996, and 12.2(2) Were appointed on or before December 31, 1995, and 12.2(3) Have not attained age 65 at retirement, and 12.2(4) Meet the terms set forth in Section 12.I above, and 12.2(5) Select a health insurance plan offered by the EmpIoyer � Until such employees reach sixty-five (65) years of age, the Employer agrees that for � retirees selecting single coverage, the Empioyer will provide the same contribution as is proviQed for active employees selecting single coverage under this agreement. This amount, however, shail not exceed $350 per month. For employees selecting family health insurance coverage, the Employer wiil contribute $350 per month toward the premium for family heaith insurance coverage. Any unused portion of the Employer's convibution shall not be paid to the retiree. When such early retiree attains age 65,the provisions of Section 12.4 will apply. 123 This Section shall apply to fuit time employees who: 12.3(1) Retire on or after January i, 1996, and 12.3(2) Were appointed on or aRer January 1, 1996, and 12.3(3) Have not attained age 65 at retitemeat, and 12.3(4) Meet the conditions of Section 12.1 above, and 12.3(5) Select a heaIth insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family bealth insurance coverage. Any unused portion shall not be paid to the retiree. VJhen such earIy retiree attains age 65, the provisions of Section 12.5 shaIl apply. • 22 y7- �.198 �' ART�CLE 12 - I:�SLR.�'�CE (Confinued) Regular Retirees (Age 65 and over) 12.4 Th;s Section s.a:l zpp;y to PsIi tu-ne ernplo?•ees �che: 12.4(1) Retire on or after January 1, 1996, and 12.4(2) Were appointed on or before December 31, 1995, and 12.4(3) Have not attained age 65 at retirement, and 12.4(4) Meet the terms set forth in Section 12.1 above, and 12.4(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 resular retirees and their dependents. Any unused portion of the Bmpioyer's contribution shall not be gaid to the retiree. This Section shall also apply to early retirees who retired under the provisions of Section 12.2 when such retirees attain age 65. 12.5 This Section sha11 appiy to full time employees who: • 12.5(1) Retire on or after January 1, 1996, and 12.5(2) Were appointed on or afrer January 1, 1996, and 12.5(3) Have noc attained age 65 at retirement, and 12.5(4} Meet the conditions of Section 12.1 above, and 12.5(5) Select a health insurance plan offered by the Employer. The Emptoyer agrees to conuibute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also appiy to early retirees who retired under the provisions of Section 12.3 when such early retirees attain age 65. • 12.6 If an empioyee does not meet the conditions of Section 12.1(3), but has completed at ]east ten (l0) years of service with the City, helshe may purchase single or family health insurance covetage through the Employer's insurance program. The total cost of such insurance coverage shail be paid by the retiree. 12.7 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 Ciry health insurance program. 13 ARTICLE 12 - Il�`SLJRANCE {Continued) Survivor Insurance 12.8 The surviving spouse of an employee carrying family coverage at the time of his/fier death due to a job connected injury or itiness which was determined to have arisen out of and in the course of his/her emptoyment nnder worker's compensation law shall continue to be eligib3e for city contribution 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 shaIl have the option, within thir[y (30) days, to continue the current hospitatization and medical benefits wtuch said dependents previously had, at the premium and Employer conuibution accorded to the eligible deceased reiiree. It is further understood chat coverage shall cease in the event of: 12.8(1) Subsequent remarriage of the surviving spouse of the deceased emp]oyee or retiree. � 12.8(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent • shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Aeti��e Employee Insarance 12.9 For full-time employees who select single health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to conuibute $275.53 per month. For three-quarter tune employees who select single health insurance coverage, the Employer's contribution shall be $206.65 per month. For half-time employees who select singIe health insurance coverage, the Empioyer's contribution shati be $i37.77 per month. There shall be no change in the rates for employees who select single health insurance toverage for 1998. For full-time employees who select family health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to contribute $288.9'7 per month. For three-quarter time employees who select family health insurance coverage, the Employer's contribution shaIl be$216.73 per month. For hatf-rime emptoyees who select famity heaith insurance covetage, the Employer's contribution shalt be $144.49 per month. C , J fL! C� ARTICLE 12 - L'�SURAIITCE (Continued) y7-1198 For ful]-time employees who select family heaith insurance coverage, effective for the 7ar.ua*p, 199� insura:�c p:.mi>>mc the Emplo�er w�ill cor�t*ibu?e 5288.97 pius 50`7 of the 1998 famiiy� health insurance premium increase per month toward the cost of such premium. For three-quarter tune emp]oyees who select family health insurance coverage, the Employer's contribution shall be equal to three-fourths of the contribution aznount offered to full-time employees. For half-time employees who select family health insurance coverage, the Employer's contribution shall be one-half of the contribution amount offered to full-time employees. Effective January 1, 1993, empioyees shall not use pre-tax Employer contribution insurance dollars for the purchase of long term or short term disability coverage. • 12.10 For the purpose of this Article, full-time employment is defined as appearing on the pay�roll an average of at ]east 32 hours per week for the twelve (12) month geriod preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time emplo}�nent is defined as appearing on the payroll an average of at least 26 hours per week but less than 32 hours per week for the twelve (12) month period preceding the annual open enroliment or special enrolimenu or the six (6) month period preceding initial enroliment. I employment is defined as appearing on the payroil 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 enroilment or special enrollments of the six (6) month geriod preceding initial enrollment. 12.11 tJnder the "Cafeteria Plan" all eligible employees regardless of the number of average hours worked must select at least single coverage hospital-medica] insurance and empioyee life insurance in an amount $5000. Any unused portion of the Employer's contribution, for which an employee is eligibie, is defined as unused benefit dollars, not salary, and shall be paid to the employee as raxabte income. Such payment wili 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 foilowing termination. 12.12 The contributions indicated in this Article 22 shall be paid to a third party adminisuator and shall not be considered salary. C� 15 ARTICLE 13 - VACATION 13.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service lst year thru 8th year 9th year thru 15th year 16th year and thereafter Hours of Vacation .0577 .0770 .0962 13.2 The head of the department may permit an employee to carry over into the "vacation year" up to one hundred twenty (120) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting year). 13.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. FI. 13.4 If an employee has an accumulation of sick leave credits in excess of one hundred aad eight}� days, he may convert any part of such excess of 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 grovision. ARTICLE 14 - HOLIDAYS 14.1 Holidays recognized and observed. observed as paid holidays. New Year's Day Martin Luther King Day Presidenu' Day Memorial Day Independence Day Labor Day The following days shal] be recognized and 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 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. 14.2 The flaating holidays set forth in Section 14.1 above may be taken at anytime during the contract year, subject to ihe approval of tbe Department Head of any emp2oyee. 14.3 Eligibility Requirements. In order to be eligible for a holiday wittt pay, an empIoyee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees nat heretofore eligible sha21 receive ho2iday pay. r� L 16 axTicL� is - LEav�s or �s��e� 9?°� 119 8 • 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 payroil, excluding overtime. 1�.2 An} empie}�ee who has accnmaIate3 sick leave crediu as provided aao�e shali be granted leave with gay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Hea]th, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or oiher person who is a member of the household; and may be granted leave with pay for such rime as is actually necessary for o�ce visiu to a doctor, dentist, optometrist, etc., or in the case of sudden sicl�ess or disability of a member of his household, making arrangemenu for the care of such sick or disabled persons up to a maxiruum of eight hours sick leave. 15.3 Any employee who has accumulated sick leave crediu, as provided in the Civil Service Rules, shal] be granted one day of such leave to attend the funeral of the empioyee's grandparent or grandchild. 15.4 An empioyee shall be granted up to a total of sixteen (16) hours during a schooi year to attend school conferences or classroom activities related to the employee's child, provided the conferences or ciassroom activities cannot be scheduled during non-work � hours. When the leave eannot be scheduled during non-work hours and the need for • the ]eave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disr�pt unduly the operation of the Employer. An employee shali be allowed to use vacation or comgensatory time for this leave; otherwise, this leave shail be without pay. 15.5 Voluntary Unpaid L.eave of Absence. A fuli-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During sueh leave of absence, the employee shall continue to eam and acerue vacation and siek leave, seniority credits and maintain insurance eligibility as though he or she was on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. 15.6 Adoption Leave. In case of an employee adoption of a child up to five years of age, emptoyees shali be permitted to carry over into the foUowing fiscal year up to 80 additional hours of accrued vacation time each year up to a total of 240 hours. For up to two years from the date of the execution of this Agreement, employees may additionally borrow up to 80 hours of unaccrued vacation time from the next fiscal year. These two adoption provisions shail apply only to one City employee in the event that both adoptive parents are City employees. • 17 ARTICLE 16 -1�'ON-DISCRIlVIINATION 16.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, • color, creed, sex, age, or because of inembership or non-membership in the Union. 16.2 Employees wili perform their duties and responsibilities in a non�liscriminatory manner as such duties and responsibilities involve other employees and the general pubkic. ARTICLE 17 - LEGAL SERVICES 17.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend save haimless and indeauufy empioyee against tort claim or demand whether groundless or otherwise azising out of alleged acts or omission occurring in the performance or scope of the employee's duues. 17.2 Notwithstanding Article 17.1, the Employer shall not be responsible for paying any Iegal service fee or for providing any 3ega1 service arising from any Iegal action where the emgloyee is the Plaintiff. ARTICLE 18 - �ENIORITY 18.2 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regralar or probationary service with the Employer from the date aa employee was first certified and appointed to a class ritle covered by this Agreement, it being further understood that seniority is confined to the cunent class title held by an . empioyee. In cases where two or more employees are appointed to the same class ritle on the same date, the seniority shali be determined by the last date of hire with the Employer. It is understood thai employees will pick np theiz former senioriry date upon return to any class tide that they previously held. 18.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 183 In the event it is detennined by the Employer that it is necessary to reduce the work force, employees will be laid off by class tide within each department based on inverse length of seniority as defined above. 18.4 In cases where there are promotional series, such as Attomey I, II, III, etc., when the nzunber of emp]oyees in these higher Lides is to be reduced, employees who have held lower titles in the series which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made in any ctass title wiihin any department. 18.5 Bmployees who have held class titles represented by this bargaining unit who subsequently accept appointmenu or assignments to Attomey positions which are not represented by this bargaining unit shali be allowed, in all cases, to retum to the currently or previousIy he]d cIass tide regresented by tius bargaining unit upon � completion of such appointments or assignmenu. � ARTICLE 19 - CITY MLLEAGE 97>1�98 • 19.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City ofFicers and employees for the use of their own automobiles in the performance of their duties, the follo«ing p rOV1SI0IlS zre adopted. 19.2 Method of Computation - To be eligible for such reimbursement, aIl officers and employees must receive written authorization from the Department Head. Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reunbursed at the race 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 acruaily driven. If such employee is required to drive an automobile during employment and the deparunent 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 shail be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. CJ Type 2- If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reunbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reunbursed $0.20 per mile for each mile acrually driven. If such employee is required to drive an automobile during employment and the deparcment head or designated representative determines ihat an employer vehicle is available for ihe employee's use but the employee desires to use his/her own automobile, then the emp]oyee shall be reimbursed at the rate of $0.20 per mile driven and shaIi not be eligibie for any per diem. This Section 19.2 shall become effective February 2, 1994. • 19.3 The City wiil provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reunbursement glans who are required to have their persona3 car availabie for City business. Such parking wiil be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations - The Mayar shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shali contain the requirement that recipienu shali file daily reports indicating miles driven and shall file monttily affidaviu stating the number of days worked and the number of miles driven, and further require that they maintain automobile liabitity insurance in amounu of not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or liabiliry insurance in amounts not less than $300,OOQ single limit coverage, with the City of Saint Paul named as an additiona] insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the Ciry Clerk. 19 ARTICLE 20 - DURATION AND EFFECTIVE DATE y �'� �' �' 9 g r� LJ . u 20.1 Complete Agreement With RTaiver of Bargaining. This Agreement shall represent the complete Agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlunited 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 artived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for ihe 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. 20.2 Except as herein provided this Agreement shali be effective as of January 1, 1997 and shall continue in full force and effect thru Aecember 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either parry 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. 20.3 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is aiso subject to the ratification by the Union. WITNESSES CITY OF SAINT PAUL �� Mary H. arney Labor Relations Director �- t� �� Date LOCAL UNION NO. 3757, DISTRICT COUNCR, NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LEGAL ��- � �-q -� Date 20 President APPENDIX A Salary ranges applicable to titles covered by this Agreement shali be as shown below� � s �� A e • 7 O GRADE I IR 704 ATTORNEY I A B C D E F G 10-yr. 15-yr. (1) (2) {3) (4) {5) (6) (7) (8) (9) 12/21 /96 1399.05 1448.27 1498.47 156439 1632. 32 1704. l 4 1778.94 I 823.23 1873.44 07/19/97 1406.05 1455.51 1505.96 1572.21 1640.48 1712.66 1787.83 1832.35 1882.81 12/20/97 1408.86 1458.42 1508.97 157535 1643.76 1716.09 1791.41 1836.01 1886.58 02/28/98 1437.04 1487.59 1539.15 1606. 86 1676.64 1750.41 1827.24 1872.73 1924.31 09/26/98 1448.54 1499.49 1551.46 1619.71 1690.05 1764.41 1841.86 1887.71 1939.70 GRADE 14R 705 ATTORNEY II • 12/21/96 1511.24 1564.39 1619.51 1690.36 17b5.17 1843.92 1927.Sb 1978.76 2029.43 07/19/97 1518.80 1572.21 1627.61 1698.81 1774.00 1853.14 1937.20 1988.65 2040.08 12l20/97 1521.84 1575.35 1630.87 1702.21 1777.55 1856.85 1941.07 1992.63 2044.16 02/28/98 1552.28 1606.86 1663.49 1736.25 1813.10 1893.99 1979.89 2032.48 2085.04 09/26/98 1564.70 1619.71 1676.80 1750.14 1827.60 1909.14 1995.73 2048.74 2101.72 GRADE 20R 706 ATTORNEY III 12/21/96 1765.60 1826.61 1889.58 1973.24 2058.90 2150.42 2246.89 2303.97 2365.97 07/19/97 1774.43 1835.74 1899.03 1983.16 2069.19 2161.17 2258.12 2315.49 2377.80 12/20/97 177'7.98 1839.41 1902.83 1987.13 2073.33 2165.49 2262.64 2320.12 2382.56 02/28/98 1813.54 1876.20 1940.89 2026.87 2114.80 2208.80 2307.89 2366.52 2430.21 09/26/98 1828.05 1891.21 1956.42 2043.08 2131.72 2226.47 2326.35 2385.45 2449.65 GRADE 21R 707 ATTORNEY IV . 12/2l/96 1814.42 1880.32 1946.28 2033.86 2126.37 2223.80 2323.22 2388.20 2452.13 07/19/97 1823.49 1889.72 1956.01 2044.03 2137.00 2234.92 2334.84 2400.14 2464.39 12/20/97 1821.14 1893.50 1959.92 2048.12 2141.27 2239.39 2339.51 2404.94 2469.32 02/28/98 1863.68 1431.37 1999.12 2089.08 2184.10 2284.18 238630 2453.04 2518.71 09/26l98 1878.59 1946.82 2015.11 2105.79 2201.57 2302.45 240539 2472.66 2538.86 A-1 APPEr�IX A - (Continued) GRADE 022 • 762 LAW CLERK 97•i198 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/21 /96 1004.35 1039.59 1078.79 1120.91 1163.02 1206.10 1233.52 1262.91 1273.45 1283.99 07/ 19/97 1009.37 1044.79 1084.18 1126.51 1168.84 1212.13 1239.69 1269.22 I279.82 1290.41 12/20/97 1011.39 1046.88 1086.35 1128.76 1171.18 1214.55 1242.17 1271.76 128238 1292.99 02/28/98 1031.62 1067.82 1108.08 1151341194.60 1238.84 1267.01 1297.20 1308.03 1318.85 09l26/98 1039.87 1076.36 1116.94 1160.55 1204.16 1248.75 1277.15 1307.58 1318.49 1329.40 GRADE 023 739 LEGAL ASSISTANT I 12/21/9b 1039.58 1076.06 1116.b3 1160.22 1203.80 1248.41 1276.79 1307.20 1318.12 1329.02 07/ 19/97 1044.78 1081.44 1122.21 1166.02 1209. 82 1254.65 1283.17 1313.74 1324.71 1335.67 12/20/97 1046.87 1083.60 1124.45 1168.35 1212.24 1257.16 1285.74 1316.37 1327.36 1338.34 02/28/98 1067.81 1105.27 1146.94 1191.72 1236.48 1282.3� 1311.45 1342.70 1353.91 1365.11 09/26/98 1076. 35 1114.11 1156.12 1201.25 1246.37 1292.56 1321.94 1353.44 1364.74 1376.03 GRADE 28R • 708 ATTORNEY V A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5} (6} (7) {8} (9) 12/21{96 2168.68 2247.43 2329.14 2435.43 2547.62 2664.76 2787.76 2866.54 2944.27 07/19/97 2179.52 2258.67 2340.79 2447.61 2560.36 2678.08 2801.70 2880.87 2958.99 12/20/97 2183.88 2263.19 2345.47 2452.51 2565.48 2683.44 2807.30 2886.63 2964.91 02/28/98 2227.56 2308.45 2392.38 2501.56 2616.79 2737.1 i 2863.45 2944.36 3024.21 09l26/98 2245.38 2326.92 2411.52 2521.57 2637.72 2759.01 2886.36 2967.91 3048.40 GRADB 31R 709 ATTORNEY VI \ J 12/21/96 2350.77 2436.42 2526.97 2643.08 2766.14 2894.08 3028.90 3114.51 3199.19 07/19/97 2362.52 2448.60 2539.60 2656.30 2779.97 2908.55 3044.04 3130.08 3215.19 12/20/97 2367.25 2453.50 2544.68 2661.61 2785.53 291437 3050.13 3136.34 3221.62 02/28/98 2414.60 2502.57 2595.57 2714.84 2841.24 2972.66 3111.13 3199.07 3286.05 09/26/98 2433.92 2522.59 2616.33 2736.56 2863.97 2996.44 3136.02 3224.66 3312.34 A-2 APPE?�'DIX A - (Cantinued) � GRADE 33I2 044A ATTORNEY VII A B C D E F G 10-yr. 15-yr. (l) (Z) (3) (4) (j) (6) ��) (8) (9) 12/21/96 2482.67 2573.23 2667.70 2792.71 2922.6Q 3059.41 3203.10 3291.69 3381.25 07/19/97 2495.08 2586.10 2681.Q4 2806.67 2937.21 3074.71 3219.12 3308.15 3398.16 12/20/97 2500.07 2591.27 2686.40 2812.28 2943.08 3080.86 3225.56 3314.77 3404.96 02/28/98 2550.07 2643.10 2740.13 2868.53 3001.94 3142.48 3290.07 3381.07 3473.06 09/26/98 2570.47 2664.24 2762.05 2891.48 3025.96 3167.62 3316.39 3408.12 3500.84 9?-1198 GRADE 034 750 LEGAL ASSISTANT II � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (b) (7) (8) (9) (10) 12/21 /96 1270.11 1322.29 1376.42 1431.52 1491.57 1553.59 1590.01 1627.40 1638.00 1648.59 07/19/97 1276.46 1328.90 1383.30 1438.68 1499.03 1561.36 1597.96 1635.54 1646.19 1656.83 12/20/97 1279 A 1 1331.56 13 86.07 1441.56 1502.03 1564.48 1601.16 1638. 81 1649.48 166014 02/28/98 1304.59 1358.19 1413.79 1470.39 1532.07 1595.77 1633.18 1671.59 1682.47 1693 34 09/26/98 1315.03 1369.06 1425.10 1482.15 1544.33 1608.54 1646.25 1684.96 1695.93 1706.89 GRADE 34R 232A ATTORNEY VIII A B C D E F G lQ-yr. 15-yr. (i} (2} (3} (4} (5} (6) (7) (8) {9) 12/21/96 2554.80 2648.05 2745.38 2874.13 3007.95 3148.84 3296.84 3388.08 3480.34 07/19J97 2567.57 2661.29 2759.11 2888.50 3022.99 3164.58 3313.32 3405.02 3497.74 12/20/97 2572.71 2666.61 2764.63 2894.28 3029.04 3170.91 3319.95 3411.83 3504.'74 02/28/98 2624.16 2719.94 2819.92 2952.17 3089.62 3234.33 3386.35 3480.07 3574.83 09/26/98 2645.15 274I.70 28A2.48 2975.79 3114.34 3260.20 3413.44 3507.91 3603.43 GRADE 038 265A LEGAL ASSISTANT III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5j (6) (7) (8) (9) (10) 12/21 /96 1400.98 1454.15 1516.18 1577.20 1644.14 1711.04 1756.29 1799.61 1810.20 1820.79 07/19/97 1407.98 1461.42 1523.76 1585.09 1652.36 1719.60 1765.07 1808.61 1819.25 1829.89 12/20/97 1410.80 1464.34 1526.81 1588.26 1655.66 1723.04 1768.60 1812.23 1822.89 1833.55 02/28/98 l 439. 02 1493.63 1557.35 1620.03 1688.77 1757.50 1803. 97 1848.47 1859.35 1870.22 , Q4/26/981450.5315Q5.581569.811632.991702.281771.561818.401863.261874.221885.18 A-3 � APPENDIX A - (Continued} GRADE 047 9�-i198 298A LEGAL ASSISTANT IV � � A B C D E F G 10-yr. 15-yr. (1) (2) (3) ( (5) (6) (�) �g? (9) 12/21/96 1793.59 1866.57 1939.58 2036.54 2138.96 2221.52 2356.90 2428.82 2499.64 07/19/97 1802.56 1875.90 1949.28 2046.72 2149.65 2232.63 2368.68 2440.96 2512.14 12/20/97 1806.17 1879.65 1953.18 2050.81 2153.95 2237.10 2373.42 2445.84 2517.16 02/28/98 1842.29 1917.24 1992.24 2091.83 2197.03 2281.84 2420.89 2494.76 2567.50 09/26/98 1857.03 1932.58 2008.18 2108.56 2214.61 2300.09 2440.26 2514.72 2588.04 A-4 9? -119g Council File #�46i�3 Green Sheet # � � CI OF �T PAUL, MINNESOTA � Presented Refeaed To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Collective Bargaining Agreement between the City of Saint Paul and AFSCME Loca13757- Legal. Requested by Department of: Office of Labor Rela6ons By: `�1,c�-�6t�"C�� Form Appr e by City otve B 9- �3 -9 7 Approv y ay for S ''on to Councii Adoption ified by Council Secretary By: By: � s e� � � Approved by Mayor: Date _f :[ E �� g t � Adopted by Council: Date O� � � q"'� i�'iPa1RTMENT/OFFICFJCOUNCIL: DATE INITfATED GREEN SHEET No.• 40113 ��_' �� 0 ' �BOR RELATIONS 09-19-97 ' CONTACC PERSON & PHONE: ATTIAIJDATE 11v1TZ°�L/DA7'E NLIE KRAUS 266-6513 ��GN 1 DEPAR7MENf D � a crrY courrcn. NUMBER 2 CITY ATTORNEY� '9, CI7Y CLERK MUSS' BE OSY COiSNCiI AGER'DA BY {DATE) FOR BUDGEI DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) � 3 O C�. � `�q ORDER TOTAL # OF SIGNAT[IRE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xeQUes This resoluflon approves the attached 1997-1998 Collective Bazgaining Agreement between the City of Saint Paui and AFSCME Local 3757-Legal. RECOMMENDATTONS: Approve (A) or RejeM (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING - QUESTIONS: � _PLANNAIG COMIvIlSSION _CIVIL SERVICE COIvIIvIISSION 1. Hzs this person/fivn ever worked under a contract for thi� departrnent? _CIB WMMITIEE Yes No STAFF 2. Has this person/fvm ever been a city employee? � DIS7RICT COURT Yes No SUPPORTS WF➢CH COIINCIL OBJEC"17VE? 3. Dces this person/ficm possess a skill not normally possessed by any current city employee? Yes Na Eaplain alI yes auswers on separate sheet aud attach to green sheet INITIATING PROBLEM, ISSUE, OPPORIIJNTI'1 (W6o, What, When, Where, Why): ADVANTAGES IF APPROVED: ' 5".*�er�e;�-.�. -* DiSADVANTAGESIFAPPROVED: �'�'"'' ��- � '' °`""-"'`t�.�' .__._ . v_�,.r..,, � '�°dia' ��t' � � . DISADVANTAGES IF NOT APPROVED: � TOTAL AMOUNT OF 7'RANSACTTON: COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIV['I'Y NOMBER: FINANCIAL IlVFORMATTON: (EXPLAIN) � q'1- ilq $' ATTACHIVIENT TO GREEN SHEET AFSCME Loca13757- Legal Wages: AFSCME Legal agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. Ol/O1/97 2.0% 03/Ol/98 2.0% 08/Ol/97 0.5% 10/0 /9 0.8% 12/31/97 0.2% 1997 2.7% 1998 2.8% Health Insurance: 1996 - Current 1997 � Single $275.53 Single $275.53 Single $275.53 Family Family $288.97 Family $288.97+50% of the $275.53 premium increase Equitv Ad�ustments 1997: $11,500 on October 1, 1997 (one time only) to adjust inequities in pay; ali inequity deternunarions to be at the sole discretion of the City Attorney. 1998: New 10.8 For the year of 1998 only, the amount of money allotted for the non base merit increases in Article 10.6 shall be used for on base equity adjustments; all inequity detercninations to be at the sole discretion of the City Attorney. F:�LABRII,ICONIRACTA£SCME.LEGV997 98V�1TACH97 �-- . . __ . . - . - _ � . ;- ,. , � � ., = - =-e. ��,*��g� :�: � ` = ,_ t � � - — - �_� , _ - � . � _P997 -1998 _ . � _ � � � � _ _ > _ - � - GOLLECTIV� BARGA�?ING AGR�E�VfENT �; ' �: _ � ,. � - � , ,_ � _ _ - "befv�een F S. 4 � , ::' THE E��'Y 0�' �AIN3' FA�SI. , - { _ ., . ' - .�' _ ... � �.l ".. - -. ' y - � � . � .� .� � ' _ �. - _ $ " �:." ' i. :_ ,.' ' � _;^_ . 4 y � _ � and ' � _ � - _- . ,. r _ , k 2 , �sc� Loca�; ��L��ii; � �, - __ -. _ ..� �, - � � _��f_ � : � .; � _ - ._, r. . � , . � _ _ ,� - � -. _ _. _� � e �� = _ , - -_ �� - �� - . �_ ��. ,. _ � , - 0 � i�n , ARTICLE TITLE 9��ii98 PAGE Preambie ........................................ii L� i Recognition .......................................1 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check Off and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Maternity/Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 8 Strikes, L.ockouts, Work Interference . . . . . . . . . . . . . . . . . . . . . 6 9 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10 Wages/Merit Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 11 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 12 Insurance ............ ............. .............. 12 13 Vacation ........................................16 14 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 15 L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 16 Non-Discrimination ................................ 18 17 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 19 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • 9 7 - i198 � , . . �: 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.C.M.E. Local 3757-Legal hereinafter referred to as the Union, for the purpose of fostering and promoting harmonious relations between the City 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 accompiish this purpose by providing a fulier and more complete understanding on the part of both the City and the Union of their respective rights • and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Union, or the employees as established under the provisions of the Pubiic Empioyee Labor Relations Act of 1984, as amended. • ii ARTICLE 1- REC4G�TTIO'�' y�"�� 9 8 • 1.1 The City recognizes tY�e Unian as the exciusive representative for AFSCME I.ocal 3757-L,egal, as cercified by the State of Minnesota Bureau of Mediation Servic�s, dated Sep.ember 20 1979. Case Tvo. 75-PR-764-A. This unit a�ove consists of the foiiou ine: y Attomey I Attomey VII Attomey II Attomey VIII Attomey III Law Clerk Attomey IV I.egal Assistant I Attorney V Legal Assistant II Attomey VI I.egal Assistant III 1.2 Employees empioyed in the above class titles and assigned to confidential andior supervisory positions are not included in this Agreement. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shail 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 fol]owing requirements: • 2.2(1) The employee must be 58 years of age or older ot must be eligible for pension under the "rule of 40" pravisions of the Public Employees Retirement Association (PERA). The "rule of 85" or ffie "rule of 90" criteria shall also apply to empioyees covered by a public pension plan other than PERA. 2.2(2) The employee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 2.2(3) The emp]oyee must have at least ten (10) years of consecutive service under the classified or unclassified Civil 5ervice at the time of separation. For the purpose of this Article, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting this ten (10) year service requirement. 2.2(4) The employee must file a waiver of reemployment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives ail claims to reutstatemeni or reemploy�nent (of any type), ! wiffi the Ciry or with Tndependent School District No. 625. ARTICLE 2 - SEVERANCE PAY (Continued} 2.2(5) The employee must have accumulated a minunum of sixty (60) days of sick • leave credits at the time of his separation from service. 2.3 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-haif of the daily rate of pay for the posiuon held by tbe employee on the date of separation for each day of accrued sick leave snbject to a maxirnurn of $6,500. 2.4 The provisions of this Article 2 shaIi appIy only to employees retiring on or after December 30, 1985. 2.5 For the purpose of this severance program, a death of aa employee shall be considered as separation of employment, and if the empioyee woutd have met ali of the requirements set forch above, at the time of his or her death, payment of the severance pay wiil be made to the employee's estate or spouse. 2.6 For the purpose of this severance program, a uansfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eiigible for the Ciry severance program. 2.7 The manner of payment of such severance pay shall be made in accordance with the � provisions of City Ordinance No. 11490. 2.8 This severance pay program shall be sub,ject to and govemed by the provisions of Ciry 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 shali control. 2.9 The provisions of this article shail be effective as of December 24, 1983. 2.10 Any empioyee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this article or Ciry Ordinance No. 11490, as aznended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the emptoyee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay fram the other. Any emptoyee hired aPter December 31, 1983 shall only be entifled to the benefits of this article upon meeting the qualifications herein. 2.11 For empioyees hired by the City of Saini Pau3 and appointed to tides covered by this Agreement on or after Octaber 24, 1488, the Emptoyer shall provide onty the severance pay program as set forth in Z.IZ tttrough 2.27. C� 2 • ARTICLE 2 - SEVERANCE PAY (Continued) �'r�1i98 2.12 To be eligible for the severance pay program, an employee must meet the folIowing requiremenu: 2.12(1) The employee must be voluntarily separated from Cin� employment or ha�e been s�oject :o separaticr. b} Iz�eff or comp�,ser}• re:irer_:er:t. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason are not eligible for the City severance pay program. 2.12(2} The employee must file a waiver of reemployment with the Human Resources Director, which will clearly indicate that by requesting severance pay, the empioyee waives all claims to reinstatement or reemployment (of any type}, with the City or with Independent School Disuict 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 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 6y the employee on the date of separation for each day of acerued sick leave subject to a maximum as shown below based on the number of years of service in the City. Years of Service with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 4,000 4,600 5,200 5,800 6,400 7,000 2.14 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the reqvirements set forth above, at the time of his or her death, payment 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 empioyment to Independent School District No. 625 empioyment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. • ARTICLE 2 - SEVERANCE PAY (Continued) 2.16 The manner of payment of such severance pay shaIl be made in accordance with the provisions of Ciry Ordinance No. 11490. 2.17 'I'his 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 articie confIict with said ordinance and in such cases, the provisions of this article shall control. 2.18 Notwithstanding Article 2.11, employees appointed to a tide covered by this Agreement prior to October 29, 1988, who meet the qualifications as defined in Articles 2.12 through 2.13, may elect to draw severance pay under the provisions 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 - MAl`TAGEMENT RIGHTS � 3.1 The Union recognizes the right of the Employer to operate and manage iu affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. � The righcs and authority which the Employer has not o�cially abridged, delegated, or modified by this Agreement are 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 limited to, such areas of discretion or policy as the functions and programs of the Employer, iu overaIt budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4 - RESIDENCE 4.1 Employees covered by this Agreement shall have no residency requiremenu or restrictions. i � ARTICd�E 5- CHECK QFF A�l SE�24TCE �E 9� -119 8 • 5.1 T`he Employer agrees to deduct the Union 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 Lhe E:::pio}�er b�' a rep*esentar.ve of Lhe Unioa an� the aggregate deductiors ef all enplo; ees shall be remitted together with an itemized statement to the representative by ffie first of the succeeding month after such deductions aze made or as soon thereaRer as is possible. 5.2 Any present or fut¢re employee who is not an Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Empioyer shall 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 gro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the City shall make an improper fair share deduction from the eamings of an employee, the Union shall be obligated to make the City whole to the extent that the City shall be required to reunburse such employee for any amount improperly withheid. This provision shaii remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 53 The Union agrees to indemnify and hold the Employer harmless against any and all • claims, suits, order or judgmenu brought or issued against the Ciry as a result of any action taken or not taken by the City under the provisions of this Article. 5.4 The Union agrees that a service fee of one dollar ($1.00) per member, per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Union. ARTICLE 6 - MATERNITY/PARENTAL LEAVE 6.1 Maternity/Parental leave. Maternity is defined as the physical state of pregnancy on an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, t6e employee may apply for leave without pay at any tune 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. 3uch paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to • perform the duties of her position. ARTICLE 6 - MATEIL'�IITY/PAREl\TTAL LEAVE (Continued) 6.2 A twelve (12) month Parental leave of absence without pay shall be granted to a natural • parent or an adoptive parent, who requests such leave in conjunction with the b'uih or adoption of a child. Such leave may be extended an additional iwelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an extension of such leave shalt not be subject to the provisions of Article 9 of this Agreement. Employees who retum following such leaves of absence shail be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave, ARTICLE 7 - DISCIPLINE 7.1 The Employer may discipline employees in any of the forms listed below: 7.1(i) Oral reprimand; 7.1(2) Written reprunand; 7.1(3} Suspension; 7.1(4) Demotion; 7.1(5) Discharge The Emgloyer will discipline for just cause only. 7.2 Discharges will be preceded by a five (5) working day preliminary suspension withoat pay. During said period the employee and/or Union may reqnest, and shall be entitled • to a meeting with the Employer representative who uritiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. ARTICLE 8- STRIKES, LOCKOUTS, WORK INTERFERENCE 8.1 The Union and the Employer agree that there shall be no strilces, work stoppages, slow-downs, sitdown, stay-in, or other concerted interference with the Employer's business or affairs by said LTnion and/or members thereof, and ihere shall be no bannering during the existence of this Agreement without first using all possible means of peaceful settIement of any controversy which may arise. EmpIoyees 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 its appointing authorities during the life of this Agreement. • 0 ARTICLE 9 - GRIE�'�,.'�CE PRC��D�,F.E 97��19� � 9.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the sgecific terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processine of grievances. Hoa ever, this Article dozs not abrid�e grievar.ce righ�s possessed b}• eligibie vecerans under applicable veterans' righu statutes. • 9.2 The Employer will recognize representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shali notify the Employer in writing of the names of such Union Representatives and of their successors when designated. The Employer shail notify the Union in writing to its designated representatives. 9.3 It is recognized and accepted by the Union and the Emplayer ihat the processing of grievances as hereinafter provided is lunited 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 empioyee and an Union Representative shall be allowed a reasonab]e amount of time without loss of pay when a grie��ance is investigated and presented to the Employer during normal working hours provided that the employee and Union Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimentai to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 9.4 Grievances, as defined by Section 9.1, shall be resolved in conformance with ihe following procedure: Step i. An employee claiming a vio]ation conceming 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 emp3oyee's supervisor as designated by the Employer. The Emptoyer-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 facu on which it is based,the pravision or provisions of the Agreemeni aliegedly violated, the remedy requested, and shali be appealed to Step 2 by the Union within fifteen (15} calendar days after the Employer-designated representative's final azsswer in Step 1. Any grievance not appealed in writing co Step 2 by the Union within fifteen (15} calendar days shal] be considered waived. i ARTICLE 9 - GRIEVANCE PROCEDURE (continued) Step 2. If appealed, the written grievance shall be presented by the Union and � discussed with ti�e Bmpioyer-designated Step 2 representative. The Emgloyer-designated representative shall give the Union Employer's Step 2 answer in writing within ten {10) calendar days foilowing 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 shal] be considered waived. Step 3. If appeated, the written grievance sha11 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) calendar days a8er 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 ta Step 4 by the Union within ten (10) catendar days shall be considered waived, Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor ReIations Act of 1971, as amended. The arbitration proceedings shall be conducted by an arbitrator to be selected from a • permanent panel of five (5) arbitrators. Arbivators shall be selected by lot within tv✓enry (20} work days after notice has been given. The permanent panel of arbitrators shall be mutually agreed to by the Employer and the Union no later than January 1, 1992 or the date this Agreement is signed by the Empioyer and Union, whichever is later. In the event the Employer and the Union cannot mutually agree to five {5) arbitrators for the permanent panel, the garties will petition the Director 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 list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the permanent ganet during the tife of this Agreement shalt be filled by mutual agreement of the parties. if the garties cannot mutually agree, the vacancy sha11 be filIed by the process noted in the preceding paragraph. This arbitrator selection process shaIl be effective only for the duration of this Agreement un]ess both parties mutually agree to extend such provisions. • 0 97 ARTICLE 9 - GRLVAI�CE PROCEI?6.,� (corftinued} � Step 5. The arbitrator shali have no right to amend, modify, nuilify, ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s} submitted in writin_ h� the Emplo}�er and C�e Unien, and shail have no authority to make a decis:oa on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in anyway the application of laws, rules, or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Service within thircy (30) days following the close of the hearing or the submission of briefs by tbe parties, whichever be 3ater, unless the parties agree to an extension. T'he decision shall be binding on both the Employer and the Union and shali 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. 9.5 The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatun 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. 9.6 If a grievance is not presented within the time limits set forth above, it shali be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shail be considered settled on the basis of the Emp]oyer's ]ast answer. If the Employer does not answer a grievanee or an appeal thereof within the specified time limits, the UNION may elect to creat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 10 - WAGES/MERIT PAY 10.1 Effective December 21, 1946 all salary rates applicable to titles in this bargaining unit shall be increased two percent (2.0%}. Effective July 19, 1997 all salary rates applicab]e to tities in this bargaining unit shall be increased one half percent (�.5%). Effective December 20, 1997 all salary rates applicabie to titles in this bargaining unit shall be increased by two-tenths percent (0.2%). 10.2 Effective February 28, 1998 all salary rates applicable to tides in this bargauring unit shall be increased by two percent (2.0%o). Effective September 26, 1998 all salary rates applicable to titles in this bargaining unit shall be increased by eight-tenths percent • (0.8%). �l ARTICLE 10 - WAGES/MERIT PAY (continued) 10.3 In addition to the wages set forth in this agreement, there shali be a designated amount � of money provided by the employer to be used as merit pay. This amount shall be provided on a yearly basis and shali be an amount equal to 1.5 percent of the payroll for this bargaining unit which existed on 7une 10, 1994, and which is an amount of $31,478.00. The provisions of this article shall become effective on July 1, 1996. 10.4 Each year the City Attomey shali determine which members of this bargaining unit shall be entitled to such merit pay. In making such a determination, the City Attomey will consider, among other things, the satary levels of attomeys and paralegals in comparable pubiic sector employments and in the private sector. Such merit pay raises shalt be effective on the first fuI1 pay period follawing July 1st of each year. The Ciry Attorney shail make a reasonable good faith effort to make such decision by July lst of each applicabie year. If for some reason, the City Attomey can not make such decision by that date, the decision, once made, shali apply reuoactively to the first full pay period after July lst of that year. The decision of the City Attomey as to who shall receive such merit raises shal} be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement nor shall it be subject to arbitration. 10.5 The merit pay established pursuant to 103 shaIl be granted as follows. An amount equal to one percent of the 7une 10, 1994, payroll in the sum of $21,318.65 shali be • granted as "on base" merit pay. An amount equal to .5 percent of the June 10, 1994, payroIl in the sum of $10,659.35 shall be granted as "non base" or "bonus" merit pay. The non base merit pay shall be granted either as a one payment tump sum bonus or over a period of one year to run from July lst to July lst. 10.6 The on base merit pay may be granted in units of $500 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 merit pay that may be granted pursaant to this artic2e. The amoan[ of such merit pay may be as little as $500 in both on base and non base merit raises. Smaller amounu may be added to a$500 unit or to a step increase so as to exhaust the funds available for merit increases in a particular year. The decision of the City Attomey, both as to the amount of such merit raise and as to the method by which it shall be given, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to azbitration. 10.7 On-base merit pay will be awarded effective beginning 7uly 1 in a total annualized amount equal to $21, 318.65. This means that approximately one-half of this amount wiil be paid from July 1 through December 32 in approximately equal amounu each pay period and that the remainder in like fashion will be paid out from 7anuary 1 through on or about June 30. • 10 � � � ARTICLE 10 - VVAGES/1V�RIT PAY (continued) 97-1198 10.8 Non-base merit pay will be awarded effective beQiiuiing the first full pay period follok:ng Ju:y i in a tota; annualized amount of �10,659.35. Tnis amount w•i;l be awarded e;the: as one-time, lump sum bonuses effective for the first full pay period following July i or will be paid over a period of one year from the first full pay period foilowing July i through on or about June 30 of the subsequent yeaz. If not paid in one lump-sum, this means that approximately one-half of this amount will be paid from 7uly 1 through December 31 in approxunate]y equal amounts each pay period and that the remainder in like fashion will be paid out from January i through on or about 7une 30. 10.9 For the year of 7uly 1, 1998 through June 30, 1999 only, the amount of money allotted for the non base merit increases in Article 10.5 shall be used for on base equity adjustments; all on-base equity adjustments shall be made at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. The manner of payment shail be as described in 10.7. 10.10 In addition to the wages set forth in this agreement and the merit pay as described in 10.3 - 10.9, there shall be a one-time annualized amount of $11,500 to be used for on- base equity adjustments. The on-base equity adjustments shail be awarded beginning the first full pay period after October 1, 1997. This means that approxunately one-quarter of this amount will be paid from October 1, 1997 through December 31, 1997 in approximately equal amounts each pay period and that the remainder in like fashion will be paid out from January 1, 1998 through on or about September 30, 1948. Any decisions, once made, shalt apply retroactively to the first full pay period after October 1, 1997. The method by which the on-base equity adjustments shail be given and to whom, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. ARTICLE 11 - SAVING CLAUSE 11.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In. the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shali 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. 11 ARTICLE 12 - INSURANCE Retiree Insurance 12.1 Employees who retire must meet the following conditions at the tune of retirement in order to be eligible for the Employer contributions, listed in Sections 12.2 through 12.5 below, toward a health 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 City of Saint Paul for reasons other than misconduct, and 12.1(3) Have completed at least 20 years with the City of Saint Panl. Earl}� Retirees 12.2 This Section shall appiy to full time empioyees who: 12.2(1) Retire on or after January 1, 1996, and 12.2(2) Were appointed on or before December 31, 1995, and 12.2(3) Have not attained age 65 at retirement, and 12.2(4) Meet the terms set forth in Section 12.I above, and 12.2(5) Select a health insurance plan offered by the EmpIoyer � Until such employees reach sixty-five (65) years of age, the Employer agrees that for � retirees selecting single coverage, the Empioyer will provide the same contribution as is proviQed for active employees selecting single coverage under this agreement. This amount, however, shail not exceed $350 per month. For employees selecting family health insurance coverage, the Employer wiil contribute $350 per month toward the premium for family heaith insurance coverage. Any unused portion of the Employer's convibution shall not be paid to the retiree. When such early retiree attains age 65,the provisions of Section 12.4 will apply. 123 This Section shall apply to fuit time employees who: 12.3(1) Retire on or after January i, 1996, and 12.3(2) Were appointed on or aRer January 1, 1996, and 12.3(3) Have not attained age 65 at retitemeat, and 12.3(4) Meet the conditions of Section 12.1 above, and 12.3(5) Select a heaIth insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family bealth insurance coverage. Any unused portion shall not be paid to the retiree. VJhen such earIy retiree attains age 65, the provisions of Section 12.5 shaIl apply. • 22 y7- �.198 �' ART�CLE 12 - I:�SLR.�'�CE (Confinued) Regular Retirees (Age 65 and over) 12.4 Th;s Section s.a:l zpp;y to PsIi tu-ne ernplo?•ees �che: 12.4(1) Retire on or after January 1, 1996, and 12.4(2) Were appointed on or before December 31, 1995, and 12.4(3) Have not attained age 65 at retirement, and 12.4(4) Meet the terms set forth in Section 12.1 above, and 12.4(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 resular retirees and their dependents. Any unused portion of the Bmpioyer's contribution shall not be gaid to the retiree. This Section shall also apply to early retirees who retired under the provisions of Section 12.2 when such retirees attain age 65. 12.5 This Section sha11 appiy to full time employees who: • 12.5(1) Retire on or after January 1, 1996, and 12.5(2) Were appointed on or afrer January 1, 1996, and 12.5(3) Have noc attained age 65 at retirement, and 12.5(4} Meet the conditions of Section 12.1 above, and 12.5(5) Select a health insurance plan offered by the Employer. The Emptoyer agrees to conuibute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also appiy to early retirees who retired under the provisions of Section 12.3 when such early retirees attain age 65. • 12.6 If an empioyee does not meet the conditions of Section 12.1(3), but has completed at ]east ten (l0) years of service with the City, helshe may purchase single or family health insurance covetage through the Employer's insurance program. The total cost of such insurance coverage shail be paid by the retiree. 12.7 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 Ciry health insurance program. 13 ARTICLE 12 - Il�`SLJRANCE {Continued) Survivor Insurance 12.8 The surviving spouse of an employee carrying family coverage at the time of his/fier death due to a job connected injury or itiness which was determined to have arisen out of and in the course of his/her emptoyment nnder worker's compensation law shall continue to be eligib3e for city contribution 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 shaIl have the option, within thir[y (30) days, to continue the current hospitatization and medical benefits wtuch said dependents previously had, at the premium and Employer conuibution accorded to the eligible deceased reiiree. It is further understood chat coverage shall cease in the event of: 12.8(1) Subsequent remarriage of the surviving spouse of the deceased emp]oyee or retiree. � 12.8(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent • shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Aeti��e Employee Insarance 12.9 For full-time employees who select single health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to conuibute $275.53 per month. For three-quarter tune employees who select single health insurance coverage, the Employer's contribution shall be $206.65 per month. For half-time employees who select singIe health insurance coverage, the Empioyer's contribution shati be $i37.77 per month. There shall be no change in the rates for employees who select single health insurance toverage for 1998. For full-time employees who select family health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to contribute $288.9'7 per month. For three-quarter time employees who select family health insurance coverage, the Employer's contribution shaIl be$216.73 per month. For hatf-rime emptoyees who select famity heaith insurance covetage, the Employer's contribution shalt be $144.49 per month. C , J fL! C� ARTICLE 12 - L'�SURAIITCE (Continued) y7-1198 For ful]-time employees who select family heaith insurance coverage, effective for the 7ar.ua*p, 199� insura:�c p:.mi>>mc the Emplo�er w�ill cor�t*ibu?e 5288.97 pius 50`7 of the 1998 famiiy� health insurance premium increase per month toward the cost of such premium. For three-quarter tune emp]oyees who select family health insurance coverage, the Employer's contribution shall be equal to three-fourths of the contribution aznount offered to full-time employees. For half-time employees who select family health insurance coverage, the Employer's contribution shall be one-half of the contribution amount offered to full-time employees. Effective January 1, 1993, empioyees shall not use pre-tax Employer contribution insurance dollars for the purchase of long term or short term disability coverage. • 12.10 For the purpose of this Article, full-time employment is defined as appearing on the pay�roll an average of at ]east 32 hours per week for the twelve (12) month geriod preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time emplo}�nent is defined as appearing on the payroll an average of at least 26 hours per week but less than 32 hours per week for the twelve (12) month period preceding the annual open enroliment or special enrolimenu or the six (6) month period preceding initial enroliment. I employment is defined as appearing on the payroil 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 enroilment or special enrollments of the six (6) month geriod preceding initial enrollment. 12.11 tJnder the "Cafeteria Plan" all eligible employees regardless of the number of average hours worked must select at least single coverage hospital-medica] insurance and empioyee life insurance in an amount $5000. Any unused portion of the Employer's contribution, for which an employee is eligibie, is defined as unused benefit dollars, not salary, and shall be paid to the employee as raxabte income. Such payment wili 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 foilowing termination. 12.12 The contributions indicated in this Article 22 shall be paid to a third party adminisuator and shall not be considered salary. C� 15 ARTICLE 13 - VACATION 13.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service lst year thru 8th year 9th year thru 15th year 16th year and thereafter Hours of Vacation .0577 .0770 .0962 13.2 The head of the department may permit an employee to carry over into the "vacation year" up to one hundred twenty (120) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting year). 13.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. FI. 13.4 If an employee has an accumulation of sick leave credits in excess of one hundred aad eight}� days, he may convert any part of such excess of 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 grovision. ARTICLE 14 - HOLIDAYS 14.1 Holidays recognized and observed. observed as paid holidays. New Year's Day Martin Luther King Day Presidenu' Day Memorial Day Independence Day Labor Day The following days shal] be recognized and 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 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. 14.2 The flaating holidays set forth in Section 14.1 above may be taken at anytime during the contract year, subject to ihe approval of tbe Department Head of any emp2oyee. 14.3 Eligibility Requirements. In order to be eligible for a holiday wittt pay, an empIoyee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees nat heretofore eligible sha21 receive ho2iday pay. r� L 16 axTicL� is - LEav�s or �s��e� 9?°� 119 8 • 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 payroil, excluding overtime. 1�.2 An} empie}�ee who has accnmaIate3 sick leave crediu as provided aao�e shali be granted leave with gay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Hea]th, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or oiher person who is a member of the household; and may be granted leave with pay for such rime as is actually necessary for o�ce visiu to a doctor, dentist, optometrist, etc., or in the case of sudden sicl�ess or disability of a member of his household, making arrangemenu for the care of such sick or disabled persons up to a maxiruum of eight hours sick leave. 15.3 Any employee who has accumulated sick leave crediu, as provided in the Civil Service Rules, shal] be granted one day of such leave to attend the funeral of the empioyee's grandparent or grandchild. 15.4 An empioyee shall be granted up to a total of sixteen (16) hours during a schooi year to attend school conferences or classroom activities related to the employee's child, provided the conferences or ciassroom activities cannot be scheduled during non-work � hours. When the leave eannot be scheduled during non-work hours and the need for • the ]eave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disr�pt unduly the operation of the Employer. An employee shali be allowed to use vacation or comgensatory time for this leave; otherwise, this leave shail be without pay. 15.5 Voluntary Unpaid L.eave of Absence. A fuli-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During sueh leave of absence, the employee shall continue to eam and acerue vacation and siek leave, seniority credits and maintain insurance eligibility as though he or she was on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. 15.6 Adoption Leave. In case of an employee adoption of a child up to five years of age, emptoyees shali be permitted to carry over into the foUowing fiscal year up to 80 additional hours of accrued vacation time each year up to a total of 240 hours. For up to two years from the date of the execution of this Agreement, employees may additionally borrow up to 80 hours of unaccrued vacation time from the next fiscal year. These two adoption provisions shail apply only to one City employee in the event that both adoptive parents are City employees. • 17 ARTICLE 16 -1�'ON-DISCRIlVIINATION 16.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, • color, creed, sex, age, or because of inembership or non-membership in the Union. 16.2 Employees wili perform their duties and responsibilities in a non�liscriminatory manner as such duties and responsibilities involve other employees and the general pubkic. ARTICLE 17 - LEGAL SERVICES 17.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend save haimless and indeauufy empioyee against tort claim or demand whether groundless or otherwise azising out of alleged acts or omission occurring in the performance or scope of the employee's duues. 17.2 Notwithstanding Article 17.1, the Employer shall not be responsible for paying any Iegal service fee or for providing any 3ega1 service arising from any Iegal action where the emgloyee is the Plaintiff. ARTICLE 18 - �ENIORITY 18.2 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regralar or probationary service with the Employer from the date aa employee was first certified and appointed to a class ritle covered by this Agreement, it being further understood that seniority is confined to the cunent class title held by an . empioyee. In cases where two or more employees are appointed to the same class ritle on the same date, the seniority shali be determined by the last date of hire with the Employer. It is understood thai employees will pick np theiz former senioriry date upon return to any class tide that they previously held. 18.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 183 In the event it is detennined by the Employer that it is necessary to reduce the work force, employees will be laid off by class tide within each department based on inverse length of seniority as defined above. 18.4 In cases where there are promotional series, such as Attomey I, II, III, etc., when the nzunber of emp]oyees in these higher Lides is to be reduced, employees who have held lower titles in the series which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made in any ctass title wiihin any department. 18.5 Bmployees who have held class titles represented by this bargaining unit who subsequently accept appointmenu or assignments to Attomey positions which are not represented by this bargaining unit shali be allowed, in all cases, to retum to the currently or previousIy he]d cIass tide regresented by tius bargaining unit upon � completion of such appointments or assignmenu. � ARTICLE 19 - CITY MLLEAGE 97>1�98 • 19.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City ofFicers and employees for the use of their own automobiles in the performance of their duties, the follo«ing p rOV1SI0IlS zre adopted. 19.2 Method of Computation - To be eligible for such reimbursement, aIl officers and employees must receive written authorization from the Department Head. Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reunbursed at the race 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 acruaily driven. If such employee is required to drive an automobile during employment and the deparunent 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 shail be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. CJ Type 2- If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reunbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reunbursed $0.20 per mile for each mile acrually driven. If such employee is required to drive an automobile during employment and the deparcment head or designated representative determines ihat an employer vehicle is available for ihe employee's use but the employee desires to use his/her own automobile, then the emp]oyee shall be reimbursed at the rate of $0.20 per mile driven and shaIi not be eligibie for any per diem. This Section 19.2 shall become effective February 2, 1994. • 19.3 The City wiil provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reunbursement glans who are required to have their persona3 car availabie for City business. Such parking wiil be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations - The Mayar shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shali contain the requirement that recipienu shali file daily reports indicating miles driven and shall file monttily affidaviu stating the number of days worked and the number of miles driven, and further require that they maintain automobile liabitity insurance in amounu of not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or liabiliry insurance in amounts not less than $300,OOQ single limit coverage, with the City of Saint Paul named as an additiona] insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the Ciry Clerk. 19 ARTICLE 20 - DURATION AND EFFECTIVE DATE y �'� �' �' 9 g r� LJ . u 20.1 Complete Agreement With RTaiver of Bargaining. This Agreement shall represent the complete Agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlunited 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 artived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for ihe 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. 20.2 Except as herein provided this Agreement shali be effective as of January 1, 1997 and shall continue in full force and effect thru Aecember 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either parry 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. 20.3 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is aiso subject to the ratification by the Union. WITNESSES CITY OF SAINT PAUL �� Mary H. arney Labor Relations Director �- t� �� Date LOCAL UNION NO. 3757, DISTRICT COUNCR, NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LEGAL ��- � �-q -� Date 20 President APPENDIX A Salary ranges applicable to titles covered by this Agreement shali be as shown below� � s �� A e • 7 O GRADE I IR 704 ATTORNEY I A B C D E F G 10-yr. 15-yr. (1) (2) {3) (4) {5) (6) (7) (8) (9) 12/21 /96 1399.05 1448.27 1498.47 156439 1632. 32 1704. l 4 1778.94 I 823.23 1873.44 07/19/97 1406.05 1455.51 1505.96 1572.21 1640.48 1712.66 1787.83 1832.35 1882.81 12/20/97 1408.86 1458.42 1508.97 157535 1643.76 1716.09 1791.41 1836.01 1886.58 02/28/98 1437.04 1487.59 1539.15 1606. 86 1676.64 1750.41 1827.24 1872.73 1924.31 09/26/98 1448.54 1499.49 1551.46 1619.71 1690.05 1764.41 1841.86 1887.71 1939.70 GRADE 14R 705 ATTORNEY II • 12/21/96 1511.24 1564.39 1619.51 1690.36 17b5.17 1843.92 1927.Sb 1978.76 2029.43 07/19/97 1518.80 1572.21 1627.61 1698.81 1774.00 1853.14 1937.20 1988.65 2040.08 12l20/97 1521.84 1575.35 1630.87 1702.21 1777.55 1856.85 1941.07 1992.63 2044.16 02/28/98 1552.28 1606.86 1663.49 1736.25 1813.10 1893.99 1979.89 2032.48 2085.04 09/26/98 1564.70 1619.71 1676.80 1750.14 1827.60 1909.14 1995.73 2048.74 2101.72 GRADE 20R 706 ATTORNEY III 12/21/96 1765.60 1826.61 1889.58 1973.24 2058.90 2150.42 2246.89 2303.97 2365.97 07/19/97 1774.43 1835.74 1899.03 1983.16 2069.19 2161.17 2258.12 2315.49 2377.80 12/20/97 177'7.98 1839.41 1902.83 1987.13 2073.33 2165.49 2262.64 2320.12 2382.56 02/28/98 1813.54 1876.20 1940.89 2026.87 2114.80 2208.80 2307.89 2366.52 2430.21 09/26/98 1828.05 1891.21 1956.42 2043.08 2131.72 2226.47 2326.35 2385.45 2449.65 GRADE 21R 707 ATTORNEY IV . 12/2l/96 1814.42 1880.32 1946.28 2033.86 2126.37 2223.80 2323.22 2388.20 2452.13 07/19/97 1823.49 1889.72 1956.01 2044.03 2137.00 2234.92 2334.84 2400.14 2464.39 12/20/97 1821.14 1893.50 1959.92 2048.12 2141.27 2239.39 2339.51 2404.94 2469.32 02/28/98 1863.68 1431.37 1999.12 2089.08 2184.10 2284.18 238630 2453.04 2518.71 09/26l98 1878.59 1946.82 2015.11 2105.79 2201.57 2302.45 240539 2472.66 2538.86 A-1 APPEr�IX A - (Continued) GRADE 022 • 762 LAW CLERK 97•i198 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/21 /96 1004.35 1039.59 1078.79 1120.91 1163.02 1206.10 1233.52 1262.91 1273.45 1283.99 07/ 19/97 1009.37 1044.79 1084.18 1126.51 1168.84 1212.13 1239.69 1269.22 I279.82 1290.41 12/20/97 1011.39 1046.88 1086.35 1128.76 1171.18 1214.55 1242.17 1271.76 128238 1292.99 02/28/98 1031.62 1067.82 1108.08 1151341194.60 1238.84 1267.01 1297.20 1308.03 1318.85 09l26/98 1039.87 1076.36 1116.94 1160.55 1204.16 1248.75 1277.15 1307.58 1318.49 1329.40 GRADE 023 739 LEGAL ASSISTANT I 12/21/9b 1039.58 1076.06 1116.b3 1160.22 1203.80 1248.41 1276.79 1307.20 1318.12 1329.02 07/ 19/97 1044.78 1081.44 1122.21 1166.02 1209. 82 1254.65 1283.17 1313.74 1324.71 1335.67 12/20/97 1046.87 1083.60 1124.45 1168.35 1212.24 1257.16 1285.74 1316.37 1327.36 1338.34 02/28/98 1067.81 1105.27 1146.94 1191.72 1236.48 1282.3� 1311.45 1342.70 1353.91 1365.11 09/26/98 1076. 35 1114.11 1156.12 1201.25 1246.37 1292.56 1321.94 1353.44 1364.74 1376.03 GRADE 28R • 708 ATTORNEY V A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5} (6} (7) {8} (9) 12/21{96 2168.68 2247.43 2329.14 2435.43 2547.62 2664.76 2787.76 2866.54 2944.27 07/19/97 2179.52 2258.67 2340.79 2447.61 2560.36 2678.08 2801.70 2880.87 2958.99 12/20/97 2183.88 2263.19 2345.47 2452.51 2565.48 2683.44 2807.30 2886.63 2964.91 02/28/98 2227.56 2308.45 2392.38 2501.56 2616.79 2737.1 i 2863.45 2944.36 3024.21 09l26/98 2245.38 2326.92 2411.52 2521.57 2637.72 2759.01 2886.36 2967.91 3048.40 GRADB 31R 709 ATTORNEY VI \ J 12/21/96 2350.77 2436.42 2526.97 2643.08 2766.14 2894.08 3028.90 3114.51 3199.19 07/19/97 2362.52 2448.60 2539.60 2656.30 2779.97 2908.55 3044.04 3130.08 3215.19 12/20/97 2367.25 2453.50 2544.68 2661.61 2785.53 291437 3050.13 3136.34 3221.62 02/28/98 2414.60 2502.57 2595.57 2714.84 2841.24 2972.66 3111.13 3199.07 3286.05 09/26/98 2433.92 2522.59 2616.33 2736.56 2863.97 2996.44 3136.02 3224.66 3312.34 A-2 APPE?�'DIX A - (Cantinued) � GRADE 33I2 044A ATTORNEY VII A B C D E F G 10-yr. 15-yr. (l) (Z) (3) (4) (j) (6) ��) (8) (9) 12/21/96 2482.67 2573.23 2667.70 2792.71 2922.6Q 3059.41 3203.10 3291.69 3381.25 07/19/97 2495.08 2586.10 2681.Q4 2806.67 2937.21 3074.71 3219.12 3308.15 3398.16 12/20/97 2500.07 2591.27 2686.40 2812.28 2943.08 3080.86 3225.56 3314.77 3404.96 02/28/98 2550.07 2643.10 2740.13 2868.53 3001.94 3142.48 3290.07 3381.07 3473.06 09/26/98 2570.47 2664.24 2762.05 2891.48 3025.96 3167.62 3316.39 3408.12 3500.84 9?-1198 GRADE 034 750 LEGAL ASSISTANT II � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (b) (7) (8) (9) (10) 12/21 /96 1270.11 1322.29 1376.42 1431.52 1491.57 1553.59 1590.01 1627.40 1638.00 1648.59 07/19/97 1276.46 1328.90 1383.30 1438.68 1499.03 1561.36 1597.96 1635.54 1646.19 1656.83 12/20/97 1279 A 1 1331.56 13 86.07 1441.56 1502.03 1564.48 1601.16 1638. 81 1649.48 166014 02/28/98 1304.59 1358.19 1413.79 1470.39 1532.07 1595.77 1633.18 1671.59 1682.47 1693 34 09/26/98 1315.03 1369.06 1425.10 1482.15 1544.33 1608.54 1646.25 1684.96 1695.93 1706.89 GRADE 34R 232A ATTORNEY VIII A B C D E F G lQ-yr. 15-yr. (i} (2} (3} (4} (5} (6) (7) (8) {9) 12/21/96 2554.80 2648.05 2745.38 2874.13 3007.95 3148.84 3296.84 3388.08 3480.34 07/19J97 2567.57 2661.29 2759.11 2888.50 3022.99 3164.58 3313.32 3405.02 3497.74 12/20/97 2572.71 2666.61 2764.63 2894.28 3029.04 3170.91 3319.95 3411.83 3504.'74 02/28/98 2624.16 2719.94 2819.92 2952.17 3089.62 3234.33 3386.35 3480.07 3574.83 09/26/98 2645.15 274I.70 28A2.48 2975.79 3114.34 3260.20 3413.44 3507.91 3603.43 GRADE 038 265A LEGAL ASSISTANT III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5j (6) (7) (8) (9) (10) 12/21 /96 1400.98 1454.15 1516.18 1577.20 1644.14 1711.04 1756.29 1799.61 1810.20 1820.79 07/19/97 1407.98 1461.42 1523.76 1585.09 1652.36 1719.60 1765.07 1808.61 1819.25 1829.89 12/20/97 1410.80 1464.34 1526.81 1588.26 1655.66 1723.04 1768.60 1812.23 1822.89 1833.55 02/28/98 l 439. 02 1493.63 1557.35 1620.03 1688.77 1757.50 1803. 97 1848.47 1859.35 1870.22 , Q4/26/981450.5315Q5.581569.811632.991702.281771.561818.401863.261874.221885.18 A-3 � APPENDIX A - (Continued} GRADE 047 9�-i198 298A LEGAL ASSISTANT IV � � A B C D E F G 10-yr. 15-yr. (1) (2) (3) ( (5) (6) (�) �g? (9) 12/21/96 1793.59 1866.57 1939.58 2036.54 2138.96 2221.52 2356.90 2428.82 2499.64 07/19/97 1802.56 1875.90 1949.28 2046.72 2149.65 2232.63 2368.68 2440.96 2512.14 12/20/97 1806.17 1879.65 1953.18 2050.81 2153.95 2237.10 2373.42 2445.84 2517.16 02/28/98 1842.29 1917.24 1992.24 2091.83 2197.03 2281.84 2420.89 2494.76 2567.50 09/26/98 1857.03 1932.58 2008.18 2108.56 2214.61 2300.09 2440.26 2514.72 2588.04 A-4 9? -119g Council File #�46i�3 Green Sheet # � � CI OF �T PAUL, MINNESOTA � Presented Refeaed To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Collective Bargaining Agreement between the City of Saint Paul and AFSCME Loca13757- Legal. Requested by Department of: Office of Labor Rela6ons By: `�1,c�-�6t�"C�� Form Appr e by City otve B 9- �3 -9 7 Approv y ay for S ''on to Councii Adoption ified by Council Secretary By: By: � s e� � � Approved by Mayor: Date _f :[ E �� g t � Adopted by Council: Date O� � � q"'� i�'iPa1RTMENT/OFFICFJCOUNCIL: DATE INITfATED GREEN SHEET No.• 40113 ��_' �� 0 ' �BOR RELATIONS 09-19-97 ' CONTACC PERSON & PHONE: ATTIAIJDATE 11v1TZ°�L/DA7'E NLIE KRAUS 266-6513 ��GN 1 DEPAR7MENf D � a crrY courrcn. NUMBER 2 CITY ATTORNEY� '9, CI7Y CLERK MUSS' BE OSY COiSNCiI AGER'DA BY {DATE) FOR BUDGEI DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) � 3 O C�. � `�q ORDER TOTAL # OF SIGNAT[IRE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xeQUes This resoluflon approves the attached 1997-1998 Collective Bazgaining Agreement between the City of Saint Paui and AFSCME Local 3757-Legal. RECOMMENDATTONS: Approve (A) or RejeM (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING - QUESTIONS: � _PLANNAIG COMIvIlSSION _CIVIL SERVICE COIvIIvIISSION 1. Hzs this person/fivn ever worked under a contract for thi� departrnent? _CIB WMMITIEE Yes No STAFF 2. Has this person/fvm ever been a city employee? � DIS7RICT COURT Yes No SUPPORTS WF➢CH COIINCIL OBJEC"17VE? 3. Dces this person/ficm possess a skill not normally possessed by any current city employee? Yes Na Eaplain alI yes auswers on separate sheet aud attach to green sheet INITIATING PROBLEM, ISSUE, OPPORIIJNTI'1 (W6o, What, When, Where, Why): ADVANTAGES IF APPROVED: ' 5".*�er�e;�-.�. -* DiSADVANTAGESIFAPPROVED: �'�'"'' ��- � '' °`""-"'`t�.�' .__._ . v_�,.r..,, � '�°dia' ��t' � � . DISADVANTAGES IF NOT APPROVED: � TOTAL AMOUNT OF 7'RANSACTTON: COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIV['I'Y NOMBER: FINANCIAL IlVFORMATTON: (EXPLAIN) � q'1- ilq $' ATTACHIVIENT TO GREEN SHEET AFSCME Loca13757- Legal Wages: AFSCME Legal agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. Ol/O1/97 2.0% 03/Ol/98 2.0% 08/Ol/97 0.5% 10/0 /9 0.8% 12/31/97 0.2% 1997 2.7% 1998 2.8% Health Insurance: 1996 - Current 1997 � Single $275.53 Single $275.53 Single $275.53 Family Family $288.97 Family $288.97+50% of the $275.53 premium increase Equitv Ad�ustments 1997: $11,500 on October 1, 1997 (one time only) to adjust inequities in pay; ali inequity deternunarions to be at the sole discretion of the City Attorney. 1998: New 10.8 For the year of 1998 only, the amount of money allotted for the non base merit increases in Article 10.6 shall be used for on base equity adjustments; all inequity detercninations to be at the sole discretion of the City Attorney. F:�LABRII,ICONIRACTA£SCME.LEGV997 98V�1TACH97 �-- . . __ . . - . - _ � . ,. , � � ., - �l� -l1g�' �= - = , t ,-: - - - � , _ - � . � _P997 -1998 _ . � _ � � � � _ _ > _ - � - GOLLECTIV� BARGA�?ING AGR�E�VfENT �; ' �: _ � ,. � - � , ,_ � _ _ - "befv�een F S. 4 � , ::' THE E��'Y 0�' �AIN3' FA�SI. , - { _ ., . ' - .�' _ ... � �.l ".. - -. ' y - � � . � .� .� � ' _ �. - _ $ " �:." ' i. :_ ,.' ' � _;^_ . 4 y � _ � and ' � _ � - _- . ,. r _ , k 2 , �sc� Loca�; ��L��ii; � �, - __ -. _ ..� �, - � � _��f_ � : � .; � _ - ._, r. . � , . � _ _ ,� - � -. _ _. _� � e �� = _ , - -_ �� - �� - . �_ ��. ,. _ � , - 0 � i�n , ARTICLE TITLE 9��ii98 PAGE Preambie ........................................ii L� i Recognition .......................................1 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check Off and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Maternity/Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 8 Strikes, L.ockouts, Work Interference . . . . . . . . . . . . . . . . . . . . . 6 9 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10 Wages/Merit Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 11 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 12 Insurance ............ ............. .............. 12 13 Vacation ........................................16 14 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 15 L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 16 Non-Discrimination ................................ 18 17 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 19 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 20 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al • 9 7 - i198 � , . . �: 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.C.M.E. Local 3757-Legal hereinafter referred to as the Union, for the purpose of fostering and promoting harmonious relations between the City 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 accompiish this purpose by providing a fulier and more complete understanding on the part of both the City and the Union of their respective rights • and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Union, or the employees as established under the provisions of the Pubiic Empioyee Labor Relations Act of 1984, as amended. • ii ARTICLE 1- REC4G�TTIO'�' y�"�� 9 8 • 1.1 The City recognizes tY�e Unian as the exciusive representative for AFSCME I.ocal 3757-L,egal, as cercified by the State of Minnesota Bureau of Mediation Servic�s, dated Sep.ember 20 1979. Case Tvo. 75-PR-764-A. This unit a�ove consists of the foiiou ine: y Attomey I Attomey VII Attomey II Attomey VIII Attomey III Law Clerk Attomey IV I.egal Assistant I Attorney V Legal Assistant II Attomey VI I.egal Assistant III 1.2 Employees empioyed in the above class titles and assigned to confidential andior supervisory positions are not included in this Agreement. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shail 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 fol]owing requirements: • 2.2(1) The employee must be 58 years of age or older ot must be eligible for pension under the "rule of 40" pravisions of the Public Employees Retirement Association (PERA). The "rule of 85" or ffie "rule of 90" criteria shall also apply to empioyees covered by a public pension plan other than PERA. 2.2(2) The employee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay program. 2.2(3) The emp]oyee must have at least ten (10) years of consecutive service under the classified or unclassified Civil 5ervice at the time of separation. For the purpose of this Article, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting this ten (10) year service requirement. 2.2(4) The employee must file a waiver of reemployment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives ail claims to reutstatemeni or reemploy�nent (of any type), ! wiffi the Ciry or with Tndependent School District No. 625. ARTICLE 2 - SEVERANCE PAY (Continued} 2.2(5) The employee must have accumulated a minunum of sixty (60) days of sick • leave credits at the time of his separation from service. 2.3 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-haif of the daily rate of pay for the posiuon held by tbe employee on the date of separation for each day of accrued sick leave snbject to a maxirnurn of $6,500. 2.4 The provisions of this Article 2 shaIi appIy only to employees retiring on or after December 30, 1985. 2.5 For the purpose of this severance program, a death of aa employee shall be considered as separation of employment, and if the empioyee woutd have met ali of the requirements set forch above, at the time of his or her death, payment of the severance pay wiil be made to the employee's estate or spouse. 2.6 For the purpose of this severance program, a uansfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of empioyment, and such transferee shall not be eiigible for the Ciry severance program. 2.7 The manner of payment of such severance pay shall be made in accordance with the � provisions of City Ordinance No. 11490. 2.8 This severance pay program shall be sub,ject to and govemed by the provisions of Ciry 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 shali control. 2.9 The provisions of this article shail be effective as of December 24, 1983. 2.10 Any empioyee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this article or Ciry Ordinance No. 11490, as aznended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the emptoyee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay fram the other. Any emptoyee hired aPter December 31, 1983 shall only be entifled to the benefits of this article upon meeting the qualifications herein. 2.11 For empioyees hired by the City of Saini Pau3 and appointed to tides covered by this Agreement on or after Octaber 24, 1488, the Emptoyer shall provide onty the severance pay program as set forth in Z.IZ tttrough 2.27. C� 2 • ARTICLE 2 - SEVERANCE PAY (Continued) �'r�1i98 2.12 To be eligible for the severance pay program, an employee must meet the folIowing requiremenu: 2.12(1) The employee must be voluntarily separated from Cin� employment or ha�e been s�oject :o separaticr. b} Iz�eff or comp�,ser}• re:irer_:er:t. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other discipiinary reason are not eligible for the City severance pay program. 2.12(2} The employee must file a waiver of reemployment with the Human Resources Director, which will clearly indicate that by requesting severance pay, the empioyee waives all claims to reinstatement or reemployment (of any type}, with the City or with Independent School Disuict 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 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 6y the employee on the date of separation for each day of acerued sick leave subject to a maximum as shown below based on the number of years of service in the City. Years of Service with the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 4,000 4,600 5,200 5,800 6,400 7,000 2.14 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the reqvirements set forth above, at the time of his or her death, payment 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 empioyment to Independent School District No. 625 empioyment is not considered a separation of empioyment, and such transferee shall not be eligible for the City severance program. • ARTICLE 2 - SEVERANCE PAY (Continued) 2.16 The manner of payment of such severance pay shaIl be made in accordance with the provisions of Ciry Ordinance No. 11490. 2.17 'I'his 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 articie confIict with said ordinance and in such cases, the provisions of this article shall control. 2.18 Notwithstanding Article 2.11, employees appointed to a tide covered by this Agreement prior to October 29, 1988, who meet the qualifications as defined in Articles 2.12 through 2.13, may elect to draw severance pay under the provisions 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 - MAl`TAGEMENT RIGHTS � 3.1 The Union recognizes the right of the Employer to operate and manage iu affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. � The righcs and authority which the Employer has not o�cially abridged, delegated, or modified by this Agreement are 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 limited to, such areas of discretion or policy as the functions and programs of the Employer, iu overaIt budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4 - RESIDENCE 4.1 Employees covered by this Agreement shall have no residency requiremenu or restrictions. i � ARTICd�E 5- CHECK QFF A�l SE�24TCE �E 9� -119 8 • 5.1 T`he Employer agrees to deduct the Union 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 Lhe E:::pio}�er b�' a rep*esentar.ve of Lhe Unioa an� the aggregate deductiors ef all enplo; ees shall be remitted together with an itemized statement to the representative by ffie first of the succeeding month after such deductions aze made or as soon thereaRer as is possible. 5.2 Any present or fut¢re employee who is not an Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Empioyer shall 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 gro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the City shall make an improper fair share deduction from the eamings of an employee, the Union shall be obligated to make the City whole to the extent that the City shall be required to reunburse such employee for any amount improperly withheid. This provision shaii remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 53 The Union agrees to indemnify and hold the Employer harmless against any and all • claims, suits, order or judgmenu brought or issued against the Ciry as a result of any action taken or not taken by the City under the provisions of this Article. 5.4 The Union agrees that a service fee of one dollar ($1.00) per member, per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Union. ARTICLE 6 - MATERNITY/PARENTAL LEAVE 6.1 Maternity/Parental leave. Maternity is defined as the physical state of pregnancy on an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, t6e employee may apply for leave without pay at any tune 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. 3uch paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to • perform the duties of her position. ARTICLE 6 - MATEIL'�IITY/PAREl\TTAL LEAVE (Continued) 6.2 A twelve (12) month Parental leave of absence without pay shall be granted to a natural • parent or an adoptive parent, who requests such leave in conjunction with the b'uih or adoption of a child. Such leave may be extended an additional iwelve (12) months by mutual agreement between the employee and the Employer. Refusai on the part of the Employer to grant an extension of such leave shalt not be subject to the provisions of Article 9 of this Agreement. Employees who retum following such leaves of absence shail be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave, ARTICLE 7 - DISCIPLINE 7.1 The Employer may discipline employees in any of the forms listed below: 7.1(i) Oral reprimand; 7.1(2) Written reprunand; 7.1(3} Suspension; 7.1(4) Demotion; 7.1(5) Discharge The Emgloyer will discipline for just cause only. 7.2 Discharges will be preceded by a five (5) working day preliminary suspension withoat pay. During said period the employee and/or Union may reqnest, and shall be entitled • to a meeting with the Employer representative who uritiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. ARTICLE 8- STRIKES, LOCKOUTS, WORK INTERFERENCE 8.1 The Union and the Employer agree that there shall be no strilces, work stoppages, slow-downs, sitdown, stay-in, or other concerted interference with the Employer's business or affairs by said LTnion and/or members thereof, and ihere shall be no bannering during the existence of this Agreement without first using all possible means of peaceful settIement of any controversy which may arise. EmpIoyees 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 its appointing authorities during the life of this Agreement. • 0 ARTICLE 9 - GRIE�'�,.'�CE PRC��D�,F.E 97��19� � 9.1 A grievance is defined as a dispute or disagreement as to the interpretation or application of the sgecific terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processine of grievances. Hoa ever, this Article dozs not abrid�e grievar.ce righ�s possessed b}• eligibie vecerans under applicable veterans' righu statutes. • 9.2 The Employer will recognize representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shali notify the Employer in writing of the names of such Union Representatives and of their successors when designated. The Employer shail notify the Union in writing to its designated representatives. 9.3 It is recognized and accepted by the Union and the Emplayer ihat the processing of grievances as hereinafter provided is lunited 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 empioyee and an Union Representative shall be allowed a reasonab]e amount of time without loss of pay when a grie��ance is investigated and presented to the Employer during normal working hours provided that the employee and Union Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimentai to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. 9.4 Grievances, as defined by Section 9.1, shall be resolved in conformance with ihe following procedure: Step i. An employee claiming a vio]ation conceming 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 emp3oyee's supervisor as designated by the Employer. The Emptoyer-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 facu on which it is based,the pravision or provisions of the Agreemeni aliegedly violated, the remedy requested, and shali be appealed to Step 2 by the Union within fifteen (15} calendar days after the Employer-designated representative's final azsswer in Step 1. Any grievance not appealed in writing co Step 2 by the Union within fifteen (15} calendar days shal] be considered waived. i ARTICLE 9 - GRIEVANCE PROCEDURE (continued) Step 2. If appealed, the written grievance shall be presented by the Union and � discussed with ti�e Bmpioyer-designated Step 2 representative. The Emgloyer-designated representative shall give the Union Employer's Step 2 answer in writing within ten {10) calendar days foilowing 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 shal] be considered waived. Step 3. If appeated, the written grievance sha11 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) calendar days a8er 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 ta Step 4 by the Union within ten (10) catendar days shall be considered waived, Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor ReIations Act of 1971, as amended. The arbitration proceedings shall be conducted by an arbitrator to be selected from a • permanent panel of five (5) arbitrators. Arbivators shall be selected by lot within tv✓enry (20} work days after notice has been given. The permanent panel of arbitrators shall be mutually agreed to by the Employer and the Union no later than January 1, 1992 or the date this Agreement is signed by the Empioyer and Union, whichever is later. In the event the Employer and the Union cannot mutually agree to five {5) arbitrators for the permanent panel, the garties will petition the Director 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 list(s), the Employer striking first, until one (1) name remains. Vacancies occurring on the permanent ganet during the tife of this Agreement shalt be filled by mutual agreement of the parties. if the garties cannot mutually agree, the vacancy sha11 be filIed by the process noted in the preceding paragraph. This arbitrator selection process shaIl be effective only for the duration of this Agreement un]ess both parties mutually agree to extend such provisions. • 0 97 ARTICLE 9 - GRLVAI�CE PROCEI?6.,� (corftinued} � Step 5. The arbitrator shali have no right to amend, modify, nuilify, ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s} submitted in writin_ h� the Emplo}�er and C�e Unien, and shail have no authority to make a decis:oa on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in anyway the application of laws, rules, or regulations having the force and effect of law. The azbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Service within thircy (30) days following the close of the hearing or the submission of briefs by tbe parties, whichever be 3ater, unless the parties agree to an extension. T'he decision shall be binding on both the Employer and the Union and shali 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. 9.5 The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatun 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. 9.6 If a grievance is not presented within the time limits set forth above, it shali be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shail be considered settled on the basis of the Emp]oyer's ]ast answer. If the Employer does not answer a grievanee or an appeal thereof within the specified time limits, the UNION may elect to creat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 10 - WAGES/MERIT PAY 10.1 Effective December 21, 1946 all salary rates applicable to titles in this bargaining unit shall be increased two percent (2.0%}. Effective July 19, 1997 all salary rates applicab]e to tities in this bargaining unit shall be increased one half percent (�.5%). Effective December 20, 1997 all salary rates applicabie to titles in this bargaining unit shall be increased by two-tenths percent (0.2%). 10.2 Effective February 28, 1998 all salary rates applicable to tides in this bargauring unit shall be increased by two percent (2.0%o). Effective September 26, 1998 all salary rates applicable to titles in this bargaining unit shall be increased by eight-tenths percent • (0.8%). �l ARTICLE 10 - WAGES/MERIT PAY (continued) 10.3 In addition to the wages set forth in this agreement, there shali be a designated amount � of money provided by the employer to be used as merit pay. This amount shall be provided on a yearly basis and shali be an amount equal to 1.5 percent of the payroll for this bargaining unit which existed on 7une 10, 1994, and which is an amount of $31,478.00. The provisions of this article shall become effective on July 1, 1996. 10.4 Each year the City Attomey shali determine which members of this bargaining unit shall be entitled to such merit pay. In making such a determination, the City Attomey will consider, among other things, the satary levels of attomeys and paralegals in comparable pubiic sector employments and in the private sector. Such merit pay raises shalt be effective on the first fuI1 pay period follawing July 1st of each year. The Ciry Attorney shail make a reasonable good faith effort to make such decision by July lst of each applicabie year. If for some reason, the City Attomey can not make such decision by that date, the decision, once made, shali apply reuoactively to the first full pay period after July lst of that year. The decision of the City Attomey as to who shall receive such merit raises shal} be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement nor shall it be subject to arbitration. 10.5 The merit pay established pursuant to 103 shaIl be granted as follows. An amount equal to one percent of the 7une 10, 1994, payroll in the sum of $21,318.65 shali be • granted as "on base" merit pay. An amount equal to .5 percent of the June 10, 1994, payroIl in the sum of $10,659.35 shall be granted as "non base" or "bonus" merit pay. The non base merit pay shall be granted either as a one payment tump sum bonus or over a period of one year to run from July lst to July lst. 10.6 The on base merit pay may be granted in units of $500 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 merit pay that may be granted pursaant to this artic2e. The amoan[ of such merit pay may be as little as $500 in both on base and non base merit raises. Smaller amounu may be added to a$500 unit or to a step increase so as to exhaust the funds available for merit increases in a particular year. The decision of the City Attomey, both as to the amount of such merit raise and as to the method by which it shall be given, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to azbitration. 10.7 On-base merit pay will be awarded effective beginning 7uly 1 in a total annualized amount equal to $21, 318.65. This means that approximately one-half of this amount wiil be paid from July 1 through December 32 in approximately equal amounu each pay period and that the remainder in like fashion will be paid out from 7anuary 1 through on or about June 30. • 10 � � � ARTICLE 10 - VVAGES/1V�RIT PAY (continued) 97-1198 10.8 Non-base merit pay will be awarded effective beQiiuiing the first full pay period follok:ng Ju:y i in a tota; annualized amount of �10,659.35. Tnis amount w•i;l be awarded e;the: as one-time, lump sum bonuses effective for the first full pay period following July i or will be paid over a period of one year from the first full pay period foilowing July i through on or about June 30 of the subsequent yeaz. If not paid in one lump-sum, this means that approximately one-half of this amount will be paid from 7uly 1 through December 31 in approxunate]y equal amounts each pay period and that the remainder in like fashion will be paid out from January i through on or about 7une 30. 10.9 For the year of 7uly 1, 1998 through June 30, 1999 only, the amount of money allotted for the non base merit increases in Article 10.5 shall be used for on base equity adjustments; all on-base equity adjustments shall be made at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. The manner of payment shail be as described in 10.7. 10.10 In addition to the wages set forth in this agreement and the merit pay as described in 10.3 - 10.9, there shall be a one-time annualized amount of $11,500 to be used for on- base equity adjustments. The on-base equity adjustments shail be awarded beginning the first full pay period after October 1, 1997. This means that approxunately one-quarter of this amount will be paid from October 1, 1997 through December 31, 1997 in approximately equal amounts each pay period and that the remainder in like fashion will be paid out from January 1, 1998 through on or about September 30, 1948. Any decisions, once made, shalt apply retroactively to the first full pay period after October 1, 1997. The method by which the on-base equity adjustments shail be given and to whom, shall be at the sole discretion of the City Attomey and shall not be subject to the grievance procedure of this agreement, nor shall it be subject to arbitration. ARTICLE 11 - SAVING CLAUSE 11.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In. the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shali 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. 11 ARTICLE 12 - INSURANCE Retiree Insurance 12.1 Employees who retire must meet the following conditions at the tune of retirement in order to be eligible for the Employer contributions, listed in Sections 12.2 through 12.5 below, toward a health 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 City of Saint Paul for reasons other than misconduct, and 12.1(3) Have completed at least 20 years with the City of Saint Panl. Earl}� Retirees 12.2 This Section shall appiy to full time empioyees who: 12.2(1) Retire on or after January 1, 1996, and 12.2(2) Were appointed on or before December 31, 1995, and 12.2(3) Have not attained age 65 at retirement, and 12.2(4) Meet the terms set forth in Section 12.I above, and 12.2(5) Select a health insurance plan offered by the EmpIoyer � Until such employees reach sixty-five (65) years of age, the Employer agrees that for � retirees selecting single coverage, the Empioyer will provide the same contribution as is proviQed for active employees selecting single coverage under this agreement. This amount, however, shail not exceed $350 per month. For employees selecting family health insurance coverage, the Employer wiil contribute $350 per month toward the premium for family heaith insurance coverage. Any unused portion of the Employer's convibution shall not be paid to the retiree. When such early retiree attains age 65,the provisions of Section 12.4 will apply. 123 This Section shall apply to fuit time employees who: 12.3(1) Retire on or after January i, 1996, and 12.3(2) Were appointed on or aRer January 1, 1996, and 12.3(3) Have not attained age 65 at retitemeat, and 12.3(4) Meet the conditions of Section 12.1 above, and 12.3(5) Select a heaIth insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family bealth insurance coverage. Any unused portion shall not be paid to the retiree. VJhen such earIy retiree attains age 65, the provisions of Section 12.5 shaIl apply. • 22 y7- �.198 �' ART�CLE 12 - I:�SLR.�'�CE (Confinued) Regular Retirees (Age 65 and over) 12.4 Th;s Section s.a:l zpp;y to PsIi tu-ne ernplo?•ees �che: 12.4(1) Retire on or after January 1, 1996, and 12.4(2) Were appointed on or before December 31, 1995, and 12.4(3) Have not attained age 65 at retirement, and 12.4(4) Meet the terms set forth in Section 12.1 above, and 12.4(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 resular retirees and their dependents. Any unused portion of the Bmpioyer's contribution shall not be gaid to the retiree. This Section shall also apply to early retirees who retired under the provisions of Section 12.2 when such retirees attain age 65. 12.5 This Section sha11 appiy to full time employees who: • 12.5(1) Retire on or after January 1, 1996, and 12.5(2) Were appointed on or afrer January 1, 1996, and 12.5(3) Have noc attained age 65 at retirement, and 12.5(4} Meet the conditions of Section 12.1 above, and 12.5(5) Select a health insurance plan offered by the Employer. The Emptoyer agrees to conuibute a maximum of $300.00 per month toward the cost of single or family health insurance coverage offered to regular retirees and their dependents. Any unused portion shall not be paid to the retiree. This Section shall also appiy to early retirees who retired under the provisions of Section 12.3 when such early retirees attain age 65. • 12.6 If an empioyee does not meet the conditions of Section 12.1(3), but has completed at ]east ten (l0) years of service with the City, helshe may purchase single or family health insurance covetage through the Employer's insurance program. The total cost of such insurance coverage shail be paid by the retiree. 12.7 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 Ciry health insurance program. 13 ARTICLE 12 - Il�`SLJRANCE {Continued) Survivor Insurance 12.8 The surviving spouse of an employee carrying family coverage at the time of his/fier death due to a job connected injury or itiness which was determined to have arisen out of and in the course of his/her emptoyment nnder worker's compensation law shall continue to be eligib3e for city contribution 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 shaIl have the option, within thir[y (30) days, to continue the current hospitatization and medical benefits wtuch said dependents previously had, at the premium and Employer conuibution accorded to the eligible deceased reiiree. It is further understood chat coverage shall cease in the event of: 12.8(1) Subsequent remarriage of the surviving spouse of the deceased emp]oyee or retiree. � 12.8(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent • shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Aeti��e Employee Insarance 12.9 For full-time employees who select single health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to conuibute $275.53 per month. For three-quarter tune employees who select single health insurance coverage, the Employer's contribution shall be $206.65 per month. For half-time employees who select singIe health insurance coverage, the Empioyer's contribution shati be $i37.77 per month. There shall be no change in the rates for employees who select single health insurance toverage for 1998. For full-time employees who select family health insurance coverage, effective for the January, 1997 insurance premiums, the Employer agrees to contribute $288.9'7 per month. For three-quarter time employees who select family health insurance coverage, the Employer's contribution shaIl be$216.73 per month. For hatf-rime emptoyees who select famity heaith insurance covetage, the Employer's contribution shalt be $144.49 per month. C , J fL! C� ARTICLE 12 - L'�SURAIITCE (Continued) y7-1198 For ful]-time employees who select family heaith insurance coverage, effective for the 7ar.ua*p, 199� insura:�c p:.mi>>mc the Emplo�er w�ill cor�t*ibu?e 5288.97 pius 50`7 of the 1998 famiiy� health insurance premium increase per month toward the cost of such premium. For three-quarter tune emp]oyees who select family health insurance coverage, the Employer's contribution shall be equal to three-fourths of the contribution aznount offered to full-time employees. For half-time employees who select family health insurance coverage, the Employer's contribution shall be one-half of the contribution amount offered to full-time employees. Effective January 1, 1993, empioyees shall not use pre-tax Employer contribution insurance dollars for the purchase of long term or short term disability coverage. • 12.10 For the purpose of this Article, full-time employment is defined as appearing on the pay�roll an average of at ]east 32 hours per week for the twelve (12) month geriod preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Three-quarter time emplo}�nent is defined as appearing on the payroll an average of at least 26 hours per week but less than 32 hours per week for the twelve (12) month period preceding the annual open enroliment or special enrolimenu or the six (6) month period preceding initial enroliment. I employment is defined as appearing on the payroil 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 enroilment or special enrollments of the six (6) month geriod preceding initial enrollment. 12.11 tJnder the "Cafeteria Plan" all eligible employees regardless of the number of average hours worked must select at least single coverage hospital-medica] insurance and empioyee life insurance in an amount $5000. Any unused portion of the Employer's contribution, for which an employee is eligibie, is defined as unused benefit dollars, not salary, and shall be paid to the employee as raxabte income. Such payment wili 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 foilowing termination. 12.12 The contributions indicated in this Article 22 shall be paid to a third party adminisuator and shall not be considered salary. C� 15 ARTICLE 13 - VACATION 13.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service lst year thru 8th year 9th year thru 15th year 16th year and thereafter Hours of Vacation .0577 .0770 .0962 13.2 The head of the department may permit an employee to carry over into the "vacation year" up to one hundred twenty (120) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal yeaz (IRS payroll reporting year). 13.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. FI. 13.4 If an employee has an accumulation of sick leave credits in excess of one hundred aad eight}� days, he may convert any part of such excess of 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 grovision. ARTICLE 14 - HOLIDAYS 14.1 Holidays recognized and observed. observed as paid holidays. New Year's Day Martin Luther King Day Presidenu' Day Memorial Day Independence Day Labor Day The following days shal] be recognized and 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 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. 14.2 The flaating holidays set forth in Section 14.1 above may be taken at anytime during the contract year, subject to ihe approval of tbe Department Head of any emp2oyee. 14.3 Eligibility Requirements. In order to be eligible for a holiday wittt pay, an empIoyee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees nat heretofore eligible sha21 receive ho2iday pay. r� L 16 axTicL� is - LEav�s or �s��e� 9?°� 119 8 • 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 payroil, excluding overtime. 1�.2 An} empie}�ee who has accnmaIate3 sick leave crediu as provided aao�e shali be granted leave with gay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Hea]th, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or oiher person who is a member of the household; and may be granted leave with pay for such rime as is actually necessary for o�ce visiu to a doctor, dentist, optometrist, etc., or in the case of sudden sicl�ess or disability of a member of his household, making arrangemenu for the care of such sick or disabled persons up to a maxiruum of eight hours sick leave. 15.3 Any employee who has accumulated sick leave crediu, as provided in the Civil Service Rules, shal] be granted one day of such leave to attend the funeral of the empioyee's grandparent or grandchild. 15.4 An empioyee shall be granted up to a total of sixteen (16) hours during a schooi year to attend school conferences or classroom activities related to the employee's child, provided the conferences or ciassroom activities cannot be scheduled during non-work � hours. When the leave eannot be scheduled during non-work hours and the need for • the ]eave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disr�pt unduly the operation of the Employer. An employee shali be allowed to use vacation or comgensatory time for this leave; otherwise, this leave shail be without pay. 15.5 Voluntary Unpaid L.eave of Absence. A fuli-time employee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal year. During sueh leave of absence, the employee shall continue to eam and acerue vacation and siek leave, seniority credits and maintain insurance eligibility as though he or she was on the payroll. Any leave of absence granted under this provision is subject to the approval of the Department Head. 15.6 Adoption Leave. In case of an employee adoption of a child up to five years of age, emptoyees shali be permitted to carry over into the foUowing fiscal year up to 80 additional hours of accrued vacation time each year up to a total of 240 hours. For up to two years from the date of the execution of this Agreement, employees may additionally borrow up to 80 hours of unaccrued vacation time from the next fiscal year. These two adoption provisions shail apply only to one City employee in the event that both adoptive parents are City employees. • 17 ARTICLE 16 -1�'ON-DISCRIlVIINATION 16.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, • color, creed, sex, age, or because of inembership or non-membership in the Union. 16.2 Employees wili perform their duties and responsibilities in a non�liscriminatory manner as such duties and responsibilities involve other employees and the general pubkic. ARTICLE 17 - LEGAL SERVICES 17.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend save haimless and indeauufy empioyee against tort claim or demand whether groundless or otherwise azising out of alleged acts or omission occurring in the performance or scope of the employee's duues. 17.2 Notwithstanding Article 17.1, the Employer shall not be responsible for paying any Iegal service fee or for providing any 3ega1 service arising from any Iegal action where the emgloyee is the Plaintiff. ARTICLE 18 - �ENIORITY 18.2 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regralar or probationary service with the Employer from the date aa employee was first certified and appointed to a class ritle covered by this Agreement, it being further understood that seniority is confined to the cunent class title held by an . empioyee. In cases where two or more employees are appointed to the same class ritle on the same date, the seniority shali be determined by the last date of hire with the Employer. It is understood thai employees will pick np theiz former senioriry date upon return to any class tide that they previously held. 18.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 183 In the event it is detennined by the Employer that it is necessary to reduce the work force, employees will be laid off by class tide within each department based on inverse length of seniority as defined above. 18.4 In cases where there are promotional series, such as Attomey I, II, III, etc., when the nzunber of emp]oyees in these higher Lides is to be reduced, employees who have held lower titles in the series which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made in any ctass title wiihin any department. 18.5 Bmployees who have held class titles represented by this bargaining unit who subsequently accept appointmenu or assignments to Attomey positions which are not represented by this bargaining unit shali be allowed, in all cases, to retum to the currently or previousIy he]d cIass tide regresented by tius bargaining unit upon � completion of such appointments or assignmenu. � ARTICLE 19 - CITY MLLEAGE 97>1�98 • 19.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City ofFicers and employees for the use of their own automobiles in the performance of their duties, the follo«ing p rOV1SI0IlS zre adopted. 19.2 Method of Computation - To be eligible for such reimbursement, aIl officers and employees must receive written authorization from the Department Head. Type 1- If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reunbursed at the race 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 acruaily driven. If such employee is required to drive an automobile during employment and the deparunent 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 shail be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for any per diem. CJ Type 2- If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reunbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reunbursed $0.20 per mile for each mile acrually driven. If such employee is required to drive an automobile during employment and the deparcment head or designated representative determines ihat an employer vehicle is available for ihe employee's use but the employee desires to use his/her own automobile, then the emp]oyee shall be reimbursed at the rate of $0.20 per mile driven and shaIi not be eligibie for any per diem. This Section 19.2 shall become effective February 2, 1994. • 19.3 The City wiil provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reunbursement glans who are required to have their persona3 car availabie for City business. Such parking wiil be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations - The Mayar shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shali contain the requirement that recipienu shali file daily reports indicating miles driven and shall file monttily affidaviu stating the number of days worked and the number of miles driven, and further require that they maintain automobile liabitity insurance in amounu of not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or liabiliry insurance in amounts not less than $300,OOQ single limit coverage, with the City of Saint Paul named as an additiona] insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the Ciry Clerk. 19 ARTICLE 20 - DURATION AND EFFECTIVE DATE y �'� �' �' 9 g r� LJ . u 20.1 Complete Agreement With RTaiver of Bargaining. This Agreement shall represent the complete Agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlunited 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 artived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for ihe 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. 20.2 Except as herein provided this Agreement shali be effective as of January 1, 1997 and shall continue in full force and effect thru Aecember 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either parry 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. 20.3 This constitutes a tentative agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is aiso subject to the ratification by the Union. WITNESSES CITY OF SAINT PAUL �� Mary H. arney Labor Relations Director �- t� �� Date LOCAL UNION NO. 3757, DISTRICT COUNCR, NO. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LEGAL ��- � �-q -� Date 20 President APPENDIX A Salary ranges applicable to titles covered by this Agreement shali be as shown below� � s �� A e • 7 O GRADE I IR 704 ATTORNEY I A B C D E F G 10-yr. 15-yr. (1) (2) {3) (4) {5) (6) (7) (8) (9) 12/21 /96 1399.05 1448.27 1498.47 156439 1632. 32 1704. l 4 1778.94 I 823.23 1873.44 07/19/97 1406.05 1455.51 1505.96 1572.21 1640.48 1712.66 1787.83 1832.35 1882.81 12/20/97 1408.86 1458.42 1508.97 157535 1643.76 1716.09 1791.41 1836.01 1886.58 02/28/98 1437.04 1487.59 1539.15 1606. 86 1676.64 1750.41 1827.24 1872.73 1924.31 09/26/98 1448.54 1499.49 1551.46 1619.71 1690.05 1764.41 1841.86 1887.71 1939.70 GRADE 14R 705 ATTORNEY II • 12/21/96 1511.24 1564.39 1619.51 1690.36 17b5.17 1843.92 1927.Sb 1978.76 2029.43 07/19/97 1518.80 1572.21 1627.61 1698.81 1774.00 1853.14 1937.20 1988.65 2040.08 12l20/97 1521.84 1575.35 1630.87 1702.21 1777.55 1856.85 1941.07 1992.63 2044.16 02/28/98 1552.28 1606.86 1663.49 1736.25 1813.10 1893.99 1979.89 2032.48 2085.04 09/26/98 1564.70 1619.71 1676.80 1750.14 1827.60 1909.14 1995.73 2048.74 2101.72 GRADE 20R 706 ATTORNEY III 12/21/96 1765.60 1826.61 1889.58 1973.24 2058.90 2150.42 2246.89 2303.97 2365.97 07/19/97 1774.43 1835.74 1899.03 1983.16 2069.19 2161.17 2258.12 2315.49 2377.80 12/20/97 177'7.98 1839.41 1902.83 1987.13 2073.33 2165.49 2262.64 2320.12 2382.56 02/28/98 1813.54 1876.20 1940.89 2026.87 2114.80 2208.80 2307.89 2366.52 2430.21 09/26/98 1828.05 1891.21 1956.42 2043.08 2131.72 2226.47 2326.35 2385.45 2449.65 GRADE 21R 707 ATTORNEY IV . 12/2l/96 1814.42 1880.32 1946.28 2033.86 2126.37 2223.80 2323.22 2388.20 2452.13 07/19/97 1823.49 1889.72 1956.01 2044.03 2137.00 2234.92 2334.84 2400.14 2464.39 12/20/97 1821.14 1893.50 1959.92 2048.12 2141.27 2239.39 2339.51 2404.94 2469.32 02/28/98 1863.68 1431.37 1999.12 2089.08 2184.10 2284.18 238630 2453.04 2518.71 09/26l98 1878.59 1946.82 2015.11 2105.79 2201.57 2302.45 240539 2472.66 2538.86 A-1 APPEr�IX A - (Continued) GRADE 022 • 762 LAW CLERK 97•i198 A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/21 /96 1004.35 1039.59 1078.79 1120.91 1163.02 1206.10 1233.52 1262.91 1273.45 1283.99 07/ 19/97 1009.37 1044.79 1084.18 1126.51 1168.84 1212.13 1239.69 1269.22 I279.82 1290.41 12/20/97 1011.39 1046.88 1086.35 1128.76 1171.18 1214.55 1242.17 1271.76 128238 1292.99 02/28/98 1031.62 1067.82 1108.08 1151341194.60 1238.84 1267.01 1297.20 1308.03 1318.85 09l26/98 1039.87 1076.36 1116.94 1160.55 1204.16 1248.75 1277.15 1307.58 1318.49 1329.40 GRADE 023 739 LEGAL ASSISTANT I 12/21/9b 1039.58 1076.06 1116.b3 1160.22 1203.80 1248.41 1276.79 1307.20 1318.12 1329.02 07/ 19/97 1044.78 1081.44 1122.21 1166.02 1209. 82 1254.65 1283.17 1313.74 1324.71 1335.67 12/20/97 1046.87 1083.60 1124.45 1168.35 1212.24 1257.16 1285.74 1316.37 1327.36 1338.34 02/28/98 1067.81 1105.27 1146.94 1191.72 1236.48 1282.3� 1311.45 1342.70 1353.91 1365.11 09/26/98 1076. 35 1114.11 1156.12 1201.25 1246.37 1292.56 1321.94 1353.44 1364.74 1376.03 GRADE 28R • 708 ATTORNEY V A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5} (6} (7) {8} (9) 12/21{96 2168.68 2247.43 2329.14 2435.43 2547.62 2664.76 2787.76 2866.54 2944.27 07/19/97 2179.52 2258.67 2340.79 2447.61 2560.36 2678.08 2801.70 2880.87 2958.99 12/20/97 2183.88 2263.19 2345.47 2452.51 2565.48 2683.44 2807.30 2886.63 2964.91 02/28/98 2227.56 2308.45 2392.38 2501.56 2616.79 2737.1 i 2863.45 2944.36 3024.21 09l26/98 2245.38 2326.92 2411.52 2521.57 2637.72 2759.01 2886.36 2967.91 3048.40 GRADB 31R 709 ATTORNEY VI \ J 12/21/96 2350.77 2436.42 2526.97 2643.08 2766.14 2894.08 3028.90 3114.51 3199.19 07/19/97 2362.52 2448.60 2539.60 2656.30 2779.97 2908.55 3044.04 3130.08 3215.19 12/20/97 2367.25 2453.50 2544.68 2661.61 2785.53 291437 3050.13 3136.34 3221.62 02/28/98 2414.60 2502.57 2595.57 2714.84 2841.24 2972.66 3111.13 3199.07 3286.05 09/26/98 2433.92 2522.59 2616.33 2736.56 2863.97 2996.44 3136.02 3224.66 3312.34 A-2 APPE?�'DIX A - (Cantinued) � GRADE 33I2 044A ATTORNEY VII A B C D E F G 10-yr. 15-yr. (l) (Z) (3) (4) (j) (6) ��) (8) (9) 12/21/96 2482.67 2573.23 2667.70 2792.71 2922.6Q 3059.41 3203.10 3291.69 3381.25 07/19/97 2495.08 2586.10 2681.Q4 2806.67 2937.21 3074.71 3219.12 3308.15 3398.16 12/20/97 2500.07 2591.27 2686.40 2812.28 2943.08 3080.86 3225.56 3314.77 3404.96 02/28/98 2550.07 2643.10 2740.13 2868.53 3001.94 3142.48 3290.07 3381.07 3473.06 09/26/98 2570.47 2664.24 2762.05 2891.48 3025.96 3167.62 3316.39 3408.12 3500.84 9?-1198 GRADE 034 750 LEGAL ASSISTANT II � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (b) (7) (8) (9) (10) 12/21 /96 1270.11 1322.29 1376.42 1431.52 1491.57 1553.59 1590.01 1627.40 1638.00 1648.59 07/19/97 1276.46 1328.90 1383.30 1438.68 1499.03 1561.36 1597.96 1635.54 1646.19 1656.83 12/20/97 1279 A 1 1331.56 13 86.07 1441.56 1502.03 1564.48 1601.16 1638. 81 1649.48 166014 02/28/98 1304.59 1358.19 1413.79 1470.39 1532.07 1595.77 1633.18 1671.59 1682.47 1693 34 09/26/98 1315.03 1369.06 1425.10 1482.15 1544.33 1608.54 1646.25 1684.96 1695.93 1706.89 GRADE 34R 232A ATTORNEY VIII A B C D E F G lQ-yr. 15-yr. (i} (2} (3} (4} (5} (6) (7) (8) {9) 12/21/96 2554.80 2648.05 2745.38 2874.13 3007.95 3148.84 3296.84 3388.08 3480.34 07/19J97 2567.57 2661.29 2759.11 2888.50 3022.99 3164.58 3313.32 3405.02 3497.74 12/20/97 2572.71 2666.61 2764.63 2894.28 3029.04 3170.91 3319.95 3411.83 3504.'74 02/28/98 2624.16 2719.94 2819.92 2952.17 3089.62 3234.33 3386.35 3480.07 3574.83 09/26/98 2645.15 274I.70 28A2.48 2975.79 3114.34 3260.20 3413.44 3507.91 3603.43 GRADE 038 265A LEGAL ASSISTANT III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5j (6) (7) (8) (9) (10) 12/21 /96 1400.98 1454.15 1516.18 1577.20 1644.14 1711.04 1756.29 1799.61 1810.20 1820.79 07/19/97 1407.98 1461.42 1523.76 1585.09 1652.36 1719.60 1765.07 1808.61 1819.25 1829.89 12/20/97 1410.80 1464.34 1526.81 1588.26 1655.66 1723.04 1768.60 1812.23 1822.89 1833.55 02/28/98 l 439. 02 1493.63 1557.35 1620.03 1688.77 1757.50 1803. 97 1848.47 1859.35 1870.22 , Q4/26/981450.5315Q5.581569.811632.991702.281771.561818.401863.261874.221885.18 A-3 � APPENDIX A - (Continued} GRADE 047 9�-i198 298A LEGAL ASSISTANT IV � � A B C D E F G 10-yr. 15-yr. (1) (2) (3) ( (5) (6) (�) �g? (9) 12/21/96 1793.59 1866.57 1939.58 2036.54 2138.96 2221.52 2356.90 2428.82 2499.64 07/19/97 1802.56 1875.90 1949.28 2046.72 2149.65 2232.63 2368.68 2440.96 2512.14 12/20/97 1806.17 1879.65 1953.18 2050.81 2153.95 2237.10 2373.42 2445.84 2517.16 02/28/98 1842.29 1917.24 1992.24 2091.83 2197.03 2281.84 2420.89 2494.76 2567.50 09/26/98 1857.03 1932.58 2008.18 2108.56 2214.61 2300.09 2440.26 2514.72 2588.04 A-4