The URL can be used to link to this page

97-1228Council File # �*� _ 1a Z$ Green Sheet # 40117 RESOLUTION NT PAUL, M{NNESOTA �, , Presented Referred 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 Ciiy of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. Requested by Deparnnent of: Office of Labor Relations Adoption Certified by Council Secretary By: � �� .t __�' Approved by Mayor: Date � s S� By: � r 9 � Form Approved by City A ey By: ��az�' ` `—�'' `�J251�� Approv by ission to Council By: � Adopted by Council: Date � � . ,� � `�_ � �_ � v ssErax�swa��,�raF€ac�couxcn.: LABOIZ RELATIONS CONTACT PERSON & PHONE: JLTLTE KRAUS 266-6513 MUST BE ON COUNCIL AGENDA BY (DATE) TOTAL#OF ALL LOCATIONS FOR SIGNATURE) acrioN �QUFSrED: This resolution approves the attached 1997 -1998 Collective Bazgaining Agreement between the City of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. RECOM[v�NDA7IONS: Approve (A) or Reject (R) PLAt3NINGCOMMISSION _CIVILSERViCE COM�IISSION Cffi CAMMIITfEE STAFF DIS'3'RICT COURT SUPPORTS WfDCA CO[3NCIL OB.TECTIVE? PERSONAL SERVICE CONTRACTS MI7ST ANSWER THE FOLLOWING QUESTIONS: I. Has this person/fum ever wnrked under a cqnhact for this depaztarent? Yes No 2. Hat this persoNfitm ever been a city empioyee? Yes No 3. Does this pecsoNfirm possess a skil( not nortnatly possessed 6y any curtent ciTy Yes No Expiain ali yes answers on soparafe sBeet and attac6 to green sfieet INITIA7'IIJG PROBLEM, ISSUE, OPPORTI7NITY (Who, W6at, When, Where, R'hy): ADVANTAGES IF APFROVED: DISADVANTAGE5IF APPRUVED: ' ,� �� I ` � �� j. DLSADVANTAGES IF NOT APPROVED: �' � evJB '6TAL AMOUNT 6F TRANSACTTON: UNDING SOURCE: INANCIAL INFORMP.TION: (F,XPLAII� COSTIREVENUEBUDGETED: ACI'IVITY NUMBER: '�`0 � DA1 �``'�° GREEN SHEET l�o.: 4oi i7 9/26f97 � 7 " � e�� iNIT7ALDATE INTfSALDATE ASSIGN I DEkAR1"MEN1' DIA. � 4 CITY COUNCiL NUMgEg 2 CITY ATTORNEY CITY CLERK FOR BUDGET DIR. FIN. & MGT. SERViCE DTR. ROUTING 3 MAYOR (OR ASS7'.) ORDER ATTACIIMENT TO GREEN SHEET ��~'�'"�'� Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the City of Saint Faul and the Professional Employees Association. Wages: PEA agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. 01f01/97 2.0% 03l01f98 2.0% 08i01l97 0.5% 10/01l98 6.8°!0 12/3119� 0.2% 1997 2.7% 1998 2.8°l0 Health Insurance: 1996 - Current 1947 1998 Singie $300.00 Single $300.00 Single $300.00 Family $300.00 Family $332.41 Family $337.41 The City aa eed to split the administrative cost ($2.10 cost to the City per month) for those empioyees who choose to participate in a Flexible Spending Account as offered by the Employer. Retiree Health Insurance PEA agreed to limit those who may qualify for Retiree Health Insurance with the foilowing: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 10/Ol/97 toward years of service for retiree health eligibility. Severance (Sick Leave Buy Back) The City agreed to bring PEA up to the $10,000 severance package that all other groups are at. The conditions agreed to far this new severance package as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul t Eighry (&0) days of sick leave credits PEA agreed to limit those who may qualify for the old Severance package and the new one with the following: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 101Q 1197 towazd years of service for retiree health eligibility. Sick Leave The Ciry agreed to change the amount of sick leave eligible for use to attend the funeral of the employee's grandpazent or grandchild from one day to three days. Licensing/certification Requirements The City agreed to pay the cost of continuing education required to maintain an employee's current jo6 because of licensing or certification requirements. � T — � � f �. . :: �i :. .�� _ . � m.� .(� ' : � '.. - Z - �� ,�� -�� Y�� 7 � • .v. / S _ Z ✓ /� ,ry /��[� -� � •'- : i�: �._ ^/-//.r��/'!V . ...'. � � -. . ` _ . �i` � _ . � � � . T. CO��,�CT`F� BA:�2GAI�Il�� AGRE�MEN'� . , ; . `' - c' z _ > � �r � � rf ' + . _ . . BET�'EEL� , = u , � r � i � z c � � ^• ��" `P�.�u ��'� VI�` �`��l t = ". % � k i f. { . R 7 � a� � Y . �. ( F r \ � l, r; �� t .� 2�3+�1J. ��V �#l��V __ . . _� . . _ _ ,. .. . i � j Y � . ,. . ". . .. . . �/,. ' ..� . -- M1 ^� � � z , i ' i L , < i C� P��, � : - , , , J ` G• \ 1 Y } a � � z ' rS �i1 .,'S �;S � � a ✓' ,�.., l `Y' . _ - ,l' �i k � ; 4 _ f J . _.. . � . . � . _4 _� r.. ..t . a. o F ._ . 5 • S—.' ' ° ✓ na >, * r, .._ Y.. � t 4 C_ n �J �1_iaa� 8' INDEX ARTICLE TITLE PAGE Preamble ........................................1 1 Recognirion .......................................2 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check dff and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Aours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Senioriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 & Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . S 9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . & 10 I.egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12 Wages .........................................13 . 13 Saving Clause : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . 13 14 Insurance . . 14 15 Vacation ........................................21 16 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 17 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Nondiscrimination ................................. 24 19 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 20 No Strike, No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 21 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 22 Voluntary Unpaid Leave of Absence . . . . . . . . . . . . . . . . . . . . . 26 23 Safety Footwear . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Licensing and Certification Requirernents . . . . . . . . . . . . . . . . . . 26 25 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . ..27 AppendiY A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al i �t� -�'� C� PREAMBLE This Agreement is entered into between the City of Saint Paul, hereinafter refened to as either the "Employer" or the "City," and the City of Saint Paul Professional Empioyees Association, Inc., hereinafter refened to as the "Association," for the purpose of fostering and promoting harmonious relations berween the City and the Association in order that a high level of public service can be provided to the citizens of the City. This Agreement attempts to accomplish this purpose by providing a fulier and more complete understanding on the part of both the Ciry and the Association of their respective rights and responsibilities. � The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Association or the employees as established under the provisions of the Public Employment I,abor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 1 - RECOG'�'�T�O:�' � . 1.1 The City recognizes the Association as the exclusive representative for The Classified Professional Employees Bargaining Unit, as certified by the State of Minnesota Bureau of Mediatian Services, dated Iv'ovember 5, 1985, Case No. 85-PR-775-A. Employees shali be included in this certification in accordance with the Public Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shall provide two distinct severance pay plans as set forth in this Article. Eligibility Requirements 2.2 To be eligible for either of the severance pay plans, an employee must meet the following requirements: • 2.2(i} The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those empioyees who are discharged for cause, misconduct, ine�ciency, incompetency or any other disciplinary reason are not eligible for either of the severance pay plans. 2.2(2) The empioyee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 2.2(3) The employee mast have accumulated a minunum of eighty (80) days of sick leave credits at the time of hislher separation from service. Severance Pay Ptan 1 2.3 In addition to the teqvirements listed in 2.2, an employee must meet the following requirements: 2.3(i) The employee must Uave at least ten (10) yeazs of consecutive service under ffie classified or unclassified Civil Service at the time of separation. 23(2) The masunum aznount of money that any employee may obtain through this severanoe pay plan is $7,000 to be calculated as set forth in Section 2.5 below. 2 ARTICLE 2 - SEVERAI�TCE PAY (Continuecl) Severance Pay PIan 2(PERA Qual�ed) 2.4 Effective January i, 1997, the Employer shall provide a severance pay plan as set forth in this Section 2.4. In addition to the requirements listed in 2.2, an employee must meet the following requirements: 2.4(i) The employee must be 58 years of age or older or be eligible for pension under the provisions of the PubIic EmpIoyees Retirement Association (PERA}. The PERA eligibility rules also apply to employees covered by a public pension plan other than PERA. 2,4(2} T'he employee must have at ieast twenty {20) years of service under the classified or unclassified Civi1 Seroice at the time of separation, the last five of which must be consecutive. 2.4(3) The masimum amount of money that any employee may obtain through this severance gay plan is $10,000 to be calculated as set forth in Section 2.5 below. � 2.5 If an employee requests severance pay and if the employee meets the eligibi2iry � requirements set forth above, helshe will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of . separation for each day of accrued sick ieave. 2.6 For the purpose of this severance program, an empIoyee who volunrariIy separates from empioyment with the City of 3aint Paui for empioyment with Independent School District No. 625 shatl be eligible for severance pay if the employee meets the eligibility requirements set forth above. 2.7 For the purpose of this Article, for those employees hired by the Ciry before October 1, 1997, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting the years of service requirement in either Section 2.3 or Section 2.4. Employees hired by the Ciry on or after October 1, 1997 may not use employment in the Independent School District No. 625 in meeting the years of service requirement in either Section 2.3 or Section 2.4. 2.8 This severance pay program shall be subject to and governed by the grovisions of City Ordinance No. 16303 except in those cases where the spec�c provisions of this Article confIict with said ordinance, and in such cases, the provisions of this Article shall conuol. 3 ct7 -Iz�Y ARTICLE 2 - SEVER�'oCE PAY (Conti�ued) � 2.9 For the purpose of either severance pay plan, the death of an employee shall be considered as separation of emptoyment and if the employee would have met all of the requiremenu set forth above, (ai the tirne of Iuslher death), payment of the severance pay shall be made to the employee's spouse or estate. 2.10 Employees may qualify for either Severance Pay Plan i(Section 2.3) or Severance Pay Ptan 2(Section 2.4). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay undez any other provision set forth in this agreement. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Associatian recognizes the right of the Employer to operate and manage its affairs in ail respects in accordance with appiicable laws and regulations of appropriate authorities. The righu and authority which the Employer has not officialIy abridged, delegated or modified by this Agreement are retained by the Employer. 3.2 A pubiic 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 Bmployer, its overall budget, utilization of technology, organizational structure and selection and direction and number of personnei. ARTICLE 4- MAINTENANCE OF 5TANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations and all other general working conditions, except as modified by this agreement, shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the Ciry of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of trus Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made eisewhere in this Agreement. � ARTICLE 5- CHECK OFF AND SERVICE FEE 5.1 '£he Employer agrees to deduct the Association 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 shali be cert�ed to the Employer by a representative of the Association and the aggregate deductions of all employees shatl be remitted together with an itemized statement to the representative by the fust of the succeeding month after such deductions are made or as soon tl2ereafter as is possible. 5.2 Any present or future employee who is not an Association member shatl be required to contribute a fair share fee for services rendered by the Association. Upon notification by the AssociaUon, the Employer shall deduct said fee from the earnings of the employee and transmit the same to the Association. In no event shall the fa'u share fee exceed 85 % of the regular membership dues. It is aiso undersiood that in the event the Employer shall make an improper fair share deduction from the earnings af an employee, the Association shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shaIl remain opetative only so long as speciftcally provided by Minnesota law and as otherwise legal. � 5.3 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suiu, orders or judgments brought or issued against the Employer as a result � of any action taken or not taken by rhe Employer under the provisions of this Arcicle. ARTICLE 6- HOURS OF WORK AND OVERTIME 6. i The normal hours of work for the empioyees shali be a minimum of seven and three-fourths (7 3/4) hoars in any twenry-four {24) hour period and thiny-eight and ihree-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be constnxed to mean a minimnm average of thirty-eight and three-fourtfis (38 3/4) hours a week. 6.2 An employee working in a ctass tide which is in Salary Grade 11 or below shall receive overtime campensation in accordance with the Fair Iabor Standards Act (FISA). The method of ttris compensation shall be determined soIely by xhe EmpIoyer. An employee working in a ciass tiUe which is in Grade 12 or above and who, in other than normal circumstances, works more than their assigned normat work day or assigned normal work week shall receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shatl be determined solely by the Employer. 5 ARTICLE 6- HOURS OF WORK AND OVERTII4ZE {Contin�ed) q1 �aa � � 63 It is understood by the parties that Section 28H - Qvertime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 Notwithstanding Ar[icle 6.1, employees may, through mutual agreement with the Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4) consecutive hours in a twenty-four (24} hour period and a normal work week of thirry-nine (34) hours in a seven (7) day period. Employees working more than their assigned hours shall receive compensation in accordance with Article 6.2, above. 6.5 For emgloyees who wish to share a position, the employer will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees invoived. Vacation, holiday and sick ]eave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be admuustered in accordance with the provisions of Article 14 of this Agreement. In the event that one of the empioyees participating in the shared position is terminated or ternunates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, at the end of ten (10) days, such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee's work hours. 6.6 Article 6.5 shall not be subject to the provisions of Articie i i of this Agreement. • 6.7 The Employer may provide flex-tune for those employees who request it. Employees warking more than their assigned hours shall receive compensation in accordance with Article 6.2. ARTICLE 7 - SEI�ZORITY 7.1 Senioriry, for the purpose af this Agreement, shali be defined as follows: The lengrh of continuous, regular and probationary service with the Employer &om the date an employee was fust certzfied and appointed to a class tide covered by this Agreement, it being fuzther understood that seniority is confined to the current class assignment held hy an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligibie list from which certification was made. 7.2 Seniority shali terminate when an employee retires, resigns or is discharged. b ARTICLE 7 - SEIV'I4RITY (Continued) 7.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wiil be taid off by class title within each Department based on inverse length of seniority as defined in Article 7.1 above. The Human Resources Department will identify such least senior employee in the ufle ut whick there is to be a lay-off in Lhe Department reducing positions, and shall notify said employee of his/her reduction from the Deparanent. If there are any vacancies in rhat titie in any other City Deparrinent, the Human Resources Deparnnent shaFl place the affected empIoyee in such vacancy. If twa or more vacant positi�ns aze available, tfie Human Resources Depazunent sha11 decide which vacant position the affected employee shall fill. If no vacancy exists in such 6fle, then the least senior employee in the City in such titte sha11 be identified, and if the employee affected by the original Deparunental reduction is more senior, he/she shall have the right to claim that position and the least senior employee in the City, in that titie, s6a11 be laid off. For tfie purpose of this Article, the $oard of Education is not considered a City Department nor is a Boazd of Education employee considered a City empioyee. i 7.4 In cases where there aze promotional series, such as Engineer I, II, III, ekc., when the number of employees in the higher tiUes is to be reduced, employees who have held lower titles will be offered reductious to the highest ritle to which class seniority would keep them from being laid off, before layoffs aze made by any class tiUe in any Department. � 7.5 Recall from Iayoff shall be in inverse order of layoff, escept that recai] rights shall expire afrer two years of layoff. It is understood that such employees will pick up their former seniority date in any ctass that they previously held. 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is however, understood that vacation assignment shall be subject to the ability of the Empioyer to maintain operations. 7 ARTICLE 8- W012kI1�G C1UT O� CLASSIF'ICATIO�' � • 9.2 43 9.4 ° I'1 -ta ad' 8.1 Employer shall avoid, whenever possible, working an employee in an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall ru:eive the rate of pay for the out-of-class assignment in a higher classification not later than the sieteenth (lbth) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an emgloyee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-ciass assignment shail be the same rate the employee would receive if suck emptoyee received a regular appointment to the higher classification. ARTICLE 9 - DISCIPLINE The emp]oyer will discipline employeas for just cause only. Discipline will be in the form of: 9.1(1) Oral Reprimand 9.1(2} Written Reprimand 9.1{3} Suspension 9.1(4) Reduction 9.1(5) Discharge The listing above of 9.1(1) through 4.1(5) does not indicate that such forms of discipline must be progressive and in such order for any one employee. L�1 Suspensions, reductions and discharges wiil be in written form. Empioyees and the Association will receive copies of written reprimands and notices af suspensian, reduction and dischazge. Employees shall have the right to examine all information in their personnel files. Files may be examined at reasonable times under supervision of the Employer. 9.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee andlor Association may request and shall be entitied to a meeting with the Employer representative who initiated the susgension with intent to discharge. During said five (5) working day period, the Empioyer may affirm, modify or withdraw the suspension attd discharge. 9.6 An employee to be questioned concerning an investigation of disciplinary acuon shall have the right to request ffiat an Association representative be present. � ARTICLE 10 - LEGAL SERVICES 10.1 Except in cases of malfeasance in o�ce or willful or wanton negIect of duty, the • Employer shaii defend, save harmless and indemnify an employee and/or his/her estate, against any cIaim or demand, whether groundless or otherwise, arising out of an alIeged act or omission occurring in the perforn}ance and scope of the employee's duties. 10.2 Notwithstanding Articie 10.1, the EmpIoyer shaII not be responsible for paying any Iegai service fee or for providing any IegaI service arising from any legal action where tl�e employee is che Piaintiff. ARTICLE 11 - GRIEVANCE PROCEDURE 11.1 The Employer shail recagnize stewards selected in accordance with the Associarion rules and regulations as the grievance representative of the bazgaining unit. The Association shall notify the Employer, in writing, of the names of the stewards and of their successors, when so named. 11.2 It is recognized and accepted by tke Emptoyer and the Association that the processing of grievances, as hereinafter provided, is limited by the job duties and responsibi2ities of the employees and shall therefore be accomplished during working hours, only when � consistent with such employee duties and responsibilities. The steward involved aad a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs oF the Employer. 113 For the purposes of this Article 21, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances arising from this Agreement or arising from terms and conditions of employment in the Ciry of Saint Paul Civil Service Rules and Salary Plan and Rates of Compensation. 11.4 A grievance shall be resolved in conformance with the folIowing procedures: Steg 1. Upon the occunence of an aIleged violation of tlus Agreement, the employe� involved shall attempt, with or wiihout the stewazd, to resolve the matter on an informal basis with the employee's supervisor. If the mat[er is ttot tesolved to the employee's satisfaction by the informal discussion, the Association may refer the grievance to Step 2 by sending a written grievance to the Employer designated representative and a copy to the Office of Labor Relations. Tfie written grievance shaIl set forth 0 ARTICLE 13 - GR�VAi`tC� PROCEDL'I2E (Continued) °�'�-��a�' � the nature of the grievance, the facts on which it is based, the specific sections of the Agreement alleged to be violated and the rei3ef requested. The Association s2rall refer the grievance to Step 2 within fourteen (14} work days of an alleged vio2adon giving rise to such grievance, or the grievance shaIl be considered waived. Step 2. The Employer designated representative shall, within seven (7) work days following receipt of the grievance, meet with the Association steward and attempt to resolve the grievance. The Association may refer the grievance to the O�ce of Labor Relations for Step 3 under the following conditions: a) Seven (7) work days have passed since the Employer received the written grievance and no meeting has occuned; or b) Seven (7) work days have passed since the meeting and the Employer has not responded; or c) the Employer has responded and the issue remains unresolved. • Any grievance not refened to Step 3 witivn fourteen (14) work days of the existence of any of the above three conditions shall be considered waived. Step 3. A representative from ffie Office of Labor Relations shail, within seven (7) work days following receipt of a Step 3 grievance, meet with the Association's representative and the grievant and shall attempt to resolve the issue. The Association may request arbivation of the grievance to Step 4 if any of the above conditions (a, b or c) exist following the referral of the $rievance to Step 3. If within fourteen (14} work days of the occurrence of the above listed conditions (a, b or c), the Association has failed to give written notice to the Office of Labor Relations of the Association's intent to refer the grievance to Step 4, the grievance shall be considered waived. �> > •� . � -� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Bmployer may, within ten (14} calendar days, request mediation. If the � ARTICLE 11- GRIEVANCE PROCEDURE {Continued) parties agree that the grievance is suitable for mediation, the parties sha11 submit � a joint request to the Minnesota Bureau of Mediation Services for the ass banment of a mediator. Grievance mediation shall be completed vrithin thirty (30) days of the assignment nniess the parEies mutuaily agree to Iengchen the time limit. Grievance mediation is an optionaI and voluntary part of the grievance resolution process. It is a supplement to, uot a substitute for, grievance azbitration, When grievance mediauon is invoked, the contractuai time limit for moving the grievance to arbitration shall be delayed for the period of inediation. The grievance mediation process shaIl be informal. Rules of evidence shalI not apply and no record shait be made of the proceeding. Both sides shatl be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either parry may request that the mediator assess how an arbivator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. if the � grievance is resoIved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shaIl not be precedential. 6. If the grievance is not resoIved and is subsequenUy moved to azbitration, such proceeding shall be de novo. Nothing said or done by rhe parties or the mediator duriag grievance mediation, with respect to their positions concerning resolution or offers of set@ement, may be used or referred to during azbitration. Step 4. If the grievance remains unresolved at Step 3, the parties may arbitrate the grievance. The azbitration proceedings shall be conducted by an arbitrator who will be selected from a pernianent panel of five (5) arbitrators within twenty (20) work days after notice has been given. 1'his permanent panel of artsiirators shall be mutually agreed to by the Employer and the Associa6on no later than the date this Agreement is signed by the Employer and the Associadon. In the event the Employer and the Association cannot mutuaily agree to five {5} arbitrators for the permanent panei, the parties wili petition the Bureau of Mediation 11 ARTICLE 11 - GRiEVAl\CE PROCEDL�RE (Cortinued) ° 11-132 P' • Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately svike names from such list(s), the Employer striking fust, until one (1) name remains. Vacancies occurring on the permanent panei during the Iife of this Agreement shall be filled by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator selection process shall be effective only for the duration of this Agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance af the Bureau of Mediation Services to attempt to mediate a resolution of ffie dispute. 11.5 The time lunits established in each step of the procedure may be extended by mutual agreement of the Employer and the Association. � 11.6 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subuact from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The arbivator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbivator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of tfus Agreement and to the facts of the grievance presented. The decision of the arbitrator sha13 be final and binding on the Employer, the Association and the employees. 11 J The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either garty desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 12 ARTICLE 12 - WAGES • 12.1 Effective December 21, 1996, aI� salary rates applicable to titles in this bargaining unit shall be increased by 2 percent (2%). Effective July 19, 1997, a11 salary rates applicable to dttes in dus bargaining unit shall be increased by 0.5 percent {0.5%). Effective December 20, 1997, aIl salary rates appiicable to titles in this bargaining unit shall be increased by 0.2 percent (0.2%). 12.2 Effective February 28, 1998, ail salary ntes applicable to tifles in this bargaining unit shall be increased by 2 percent (2�). Effecuve September 26, 1998, all salary rates applicable to titles in this bazgaining unit shal2 be increased by 0.8 percent {0.8%). 123 The wage schedule, for purposes of this contract, shalI be Appendix "A," attached hereto. Both parties agree that the inclusion of the cIassifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganiziag 2. Abolishing 3. Establishing new classifications � 4. Regrading classificaaons 5. Rec2assifying posirions 12.4 Retroactive wage adjustments shall oniy apply to empioyees who were empioyed by the City as of the date of signing this Agreement with the exception of employees who have been laid off or retired from the City. This exception shall appIy to this Agreement. ARTICLE 13 - SAVINGS CLAUSE 13.1 This Agreement is subject to the laws of the United States and 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 frnal judgment or decree no appeal has been taken within the time pravided, such provisions shail be voided. AlI other provisions shali continue in fuli force and effect. The voided pmvisian may be renegotiated at the written request of either party. 13 AR'�`ICLE 14 - IIvSUR�i.�'CE ° l'1-Ia� Y , 14.1 The insurance plans, premiums for aoverages and benefits contained in the insurance plans offered by the Empioyer shali be solely controlled by the conuacts negotiated by the Empioyer and the benefit providers. The Employer wi11 attempt tp prevent any changes in the benefits offered by the benefit groviders. However, the employees selecting the offered pians agree to accegt any changes in benefits which a sgecific provider implements. The Empioyer's Cafeteria Pian Document and IIZS rules and regulations shali govem the Employer grovided health and welfare benefit program. Employer contributions under this Article sha11 not be considered salary. 14.2 For the purpose of this Article, Full-Time employment is defined as appearing on the payroll an average of at least thirty-two (32) hours per week for the twelve (12) month period preceding the annual open enro2lment or special enrollmenis or the six (6) month period preceding initial enrollment. Three-Quarter Time employment is defined as appearing on the payroll an average of at least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the twelve (12} month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Half-Time employment is defined as appearing on the payroll an average of at least twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve . (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. 14.3 Effective January 1, 1997, the Employer agrees to contribute for FuIl-Time employees $300.00 per month toward the cost of the Singie Insurance Coverage, and $332.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shall be $225.OQ per month for Single Insurance Coverage, and $249.31 per month for Dependent Insurance Coverage. For Haif-Time employees, the Employer's contribution shat2 be $150.OQ ger month for Single Insurance Coverage, and $166.20 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shall be litnited to the IRS qualification. 14.4 Effective 7anuary i, 1998, the Employer agrees to contribute for Full-Time employees $300.00 per month toward the cost of the Single Insurance Coverage, and $33'7.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shalt be $225.00 per month for Single Insurance Coverage, and $253.06 per month for Dependent Insurance Coverage. For Half-Time employees, the Employer's contribution shall be $I50.00 per month for Single Insurance Coverage, and $168.70 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shali be litnited to the IlZS qualification. 14 ARTICLE 14 - IIr'SURANCE (Continued) 14.5 Notwithstanding Articles 14.3 and 14.4, an employee covered by this Agreement who was empioyed at least twenry (20) hours but less than thirty-two (32) hours per week during the month of December, 1988, skali receive the same coatributions as a Full-Time employee. This Article 14.5 shatl continue to apply only as long as such employee remains continuously employed at least twenty (20) hours but iess than thirty-tu+o (32) hours per week. 14.b Under the "Cafeteria P1an" all eligible employees, regardless of the number of average hours worked, must select at Ieast single coverage hospital-medicai ins¢rance and employee 2ife insurance in an amount ec�ual to the emptoyee's annual salary to the nearest thousand dollars. Any unused portion of the Employer's contribudon, for which an employee is eligible, is defined as unused benefit dollars, not saiary, and shall be paid to the employee as taxab2e income. Such payment wiil be made during the month of December for the insurance year. For empioyees who ternvnate their employment with the Ciry of Saint Paul, such payment sfiall be made within ninety {90) days following termination. C� 14.7 For employees who become disabled and are eligible for a disability pension from a retirement fund to which the Ciry of Saint Pani has conuibuted, the Emp]oyer shall contribute toward the hospital-medical insurance program offered by the Employer in � accordance with the retiree insurance provisions of this Agreement. 14.8 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, tisted in Sections 14.4 through 14.19 below, [oward a health insurance ptan offered by the Employer: 24.8{1) Be receiving bene5u from a Public Employee Retirement Act at the tune of retirement, and 14.8(2} Have severed hislher reiationship with the City of Saint Paul for reasons other than misconduct. 24.8(3} Employment with School District No. 625 wili not be counted toward the service requirement for employees hired after October i, 1997, toward years of service for retiree health eligibility. 14.9 The defurition of Full-Tune, Three-Quarter Time, and Half-Time shall be as per Section 14.2. 15 9'1-ta a Y � ARTICLE 14 - INSUR.ANCE (Continued) Early Retirees 14.10 This Section applies to employees who: 14.10 (1) 14.10 (2) 14.10 (3) 14.10 (4) 14.10 (5) 14.10 (6} Retire on or after January l, 1946, and Have completed twerny (20} years Full-Time with the City of Saint Paui, and Were appointed prior to 7anuary 1,1990, and Have not attained age s'vcty-five (65} at retirement, and Meet the ternvs set forth in Section 14.& above, and Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be gaid to the retiree. Tn addition, the Employer will contribute the cost for $S,OOO life insurance coverage until the retiree attains the age of sixty-Five (65). When such early retiree attains age sixty-five (65), the provisions af Section 1412 shall apply. • 14.11 This Section shail apply to employees who: 14.11 (1) Retire on or after January 1, 1996, and have completed twenty-five (25) yeazs Full-Tune with the City of Saint Paul, and 14.11 (2) Were appointed on or after January 1, 1990, and 14.11 (3) Have not attained age sixty-five (65) at retirement, and 14.11 (A) Meet the conditions of Section 14.8 above, and 14.11 (S) Select a health insurance plan offered by the Employer. Llntil such employees reach sixty-five (65} years of age, the Employer agrees to conuibute a maacimum of $300.00 per month toward the cost of single or family heaith insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibute the cost for $S,OOQ life insurance until ttie retiree attains the age of s'vcty-five (65). When such early retiree attains age sixry-five (65), the provisions of Secdon 14.15 shall apply. � ARTICLE 14 - INSURANCE (Cantinued) Regular Retirees (Age 65 and over) 14.12 This Section shali app2y ta Full-Time employees who: 14.12 (i) Retire on or after 7anuary i, 1996, and 14.12 (2) Were appourted grior to January 1, 1990, and 14.12 (3) Have completed twenry (24) years Fuli-Time with the City of Saint Fau1, and 14.12 (4) Have attained age sixty-five (65) at ret'uement, and 14.12 (5) Meet the conditions of Section 14.5 above, and 14.12 (6) Select a health insurance plan offered by the Employer. The Employer agrees to conuibute up to a maximum of $500.00 per month towazd the cost of single or famiiy health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.23 This Section sha11 apply to Three-Quarter Time employees who: 14.13 (1} Retire on or after January 1, 1996, and 14.23 (2) Were appointed priot to January 1, 1990, and 14.13 (3) Have completed twenty {20) years with the City of Saint Paul and must have been eligible for beneFits and enrolled in the City's medical plan for the five (5) years prior to retirement, and 14.13 (4} Have attained age s'vcty-five (65) at retirement, and 14.13 (5) Meet the conditions of Section 14.8 above, and 14.13 (6) Select a health insurance pian offered by the Employer. The Employer agrees to contribute up to a masimum of $375.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.14 This Section shall apply to FIaif-Time employees who: 14.14 (1) Retire on or afrer Jannary 1, 1996, and 14.14 (2) VYere appointed prior to January 1, 1940, and 14,14 (3) Have compieted twenty (20� yeazs with the City of Saint Paul and must have been eligible for benefiu and enrolled in the City's medical pian for the five (5) years prior to retirement, and 14.14 (4) FIave attained age sixty-five (65} at retirement, and 14.24 (5) Meet the conditions of Section 14,8 above, and 14.14 (6) Select a health insurance plan offered by ffie Employer. � � � 17 � ARTICLE 14 - INSL��ItiCE (Continued} q�,�� ' The Employer agrees to contribute up to a maximum of $250.00 per month toward the cost of single or family health insurance coverage. Any unused portion sha21 not be paid to the retiree. No life insurance coverage will be provided. 14.15 This Section shall apply to Full-Time employees who: 14,15 (1) Retire on or after 7anuary 1, 1996, and 14.15 (2) Were appointed on or after January 1, 1990, and 14.15 (3) Have completed twenty (20) years Full-Time with the City of Saint Paul, and 1415 (4) Have attained age sixty-five (b5) at retirement, and 14.15 (5) Meet the conditions of Section 14.8 above, and 14.15 (6) Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.QQ per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. . 14.16 This Section shall apply to T'hree-Quarter Time employees who: 14.16 (1) 14.16 (2) 14.16 (3) Retire on or after Tanuary i, i495, and Were agpointed on or after 7anuary 1, 1990, and prior to January 1, 1996, and Have completed twenty (20) years with the City of Saint Paul and must have been eligible for benefits and enrolled in the Ciry's medical plan for the five (5) years prior to retirement, and 14.16 (4} Have attained age sixty-five (65) at ret"uement, and 14.16 (5) Meet the conditions of Secuon 14.8 above, and 14.16 (6) SeIect a healih insurance pian offered by ffie Employer. The Employer agrees to contribute up to a maximum of $225.00 per month towazd the cost of single or faznily heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.17 This Section shatl agply to One-Fialf Time employees who: 14.17 (1) Retire on or after 7anuary 1, 1996, and 14.17 (2) VJere appointed on or after January 1, 1990, and prior to January 1, 1996, and 14.17 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must have been eligible for benefits and enrotled in the City's medical plan for ffie five (5) years prior to retirement, and � ARTICLE 14 - I:NSURANCE (Continued) 14.I7 (4) Have attained age sixty-ftve (65) at retirement, and 14.17 {5) Meet the conditions of Section 14.8 above, and 14.17 (6} Select a health insurance pian offered by the Employer. The Empioyer agrees to contribute up to a maximum of $150.00 per month towazd the cost of single or fanuly heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life iusurance coverage wil1 be provided. 14.18 In the event of reduction of hours of employment for budgetary reasons fluring tke last twelve (12} months of employment, the eligibility will be determined by the previous forry-eigkt (48) months before the reduction. 14.29 Employees who have compieted twenty (20) years of Fuli-Time service with the City of Saint Pau] and reduce to Part-Time prior to retirement and who ate eligible and enrolled in the City's medical plan continuousiy antil retirement shati be eligible for Full-Time benefiu at retirement. Z4.20 The following list of emgloyees is a good faith effort by ihe City and the Association to identify employees, as of this contract date, who were hired prior to January I, 1990, and who have less than twenty (2Q) yeazs of service upon reaching the age of sixty-five (65). The intention of tfie parties is to include oniy Those employees that are represented by the Association prior to January 1, 1996, and aze still empioyed by the City as of the signing of tlus Agreement. 14.20(I) The following employees will qualify for np to the following dollar amaants at the age of s'ucry-five (65) with a minimum of ten {10) years of service. The reqniremenu of Section l4.8 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty-five (65) with twenty (20) yeazs of service with the City, tkey may qualify as provided for under this Agreement. Eileen Moore Iiarriet Copeland Mazilyn Rehnberg Carolyn Sorenson Karen Koeppe Pat Weisman $250.00 $250.00 $250.00 $125.00 $187.50 $125.00 � C. � 19 q�-aa�r ARTICLE 14 - Il\SL'RANCE (Continuedj � Survivor Insurance 14.21 The surviving spouse of an employee carrying family coverage at the time of histher death due to a job conneeted injury or illness, which was determined to have arisen out of and in the course of hislher employment under worker's compensation law, shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regulaz retiree, the dependents of the retiree shali have the option, within thirty (30) days, to continue the current hospitalization and medical benefiu which said dependents previously had, at the premium and Empioyer contribution accorded to the eligible deceased retiree. It is further understood that coverage shail cease in the event of: 14.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 14.21(2) The employment of the svrviving 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 shali have the right ta maintain City health insurance for the first ninety (90) days of said employment. 14.22 A retiree may not carry hislher 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. 14.23 The contributions indicated in Article 14 shall be paid to the Employer's third party adminisuator. 14.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shali be paid 50% by the employee and 50% by the Employer. 14.25 Employees covered by this Agreement shali be eligible to participate in the Dependent Care Reunbursement Account offered by the Empioyer. The service fee charged to participating empioyees shall be paid by the Employer. � ARTICLE 15 - VACATION 15.1 In each calendar year, each FuII-Time empioyee shall be granted vacation according to the foIlowing schedule: Years of Service Year one through year seven Year eight through year fifteen Year sixteen through year nineteen Yeaz twenty and beyond 15.2 15.3 Vacation Granted 15 days 22 days 25 days 26 days This vacation schedule is effective as of 7anuary i, 1995. Employees who work less rhan full-time sball be granted vacation on a pro-rata basis. The Department Aead may permit an employee to carry over into the fotlowing year up to fifteen (15) days vacation. The above provisions of vacation shatl be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 If an employee has an accumutation of sick leave credits in excess of one hundred and eighty days, helshe may convert any part of such excess to vacazion at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (ZO) days of sick leave in each calendar year under this provision. Z5.5 Employees may request compensation in cash for up to one week of unused vacation annually. Payment wiIl be at the discretion of the Department Head and additionally, limited by the availability of fnnds in the DepartmenYs Budget. Article 15.5 shall not be subject to the provisions of Article I1 of this Agreement. ARTICLE 16 - H(?LIDAYS 16.1 Holidays recognized and observed. The fallowing days shail be recognized and observed as paid hotidays; New Year's Day Martin Luther King Day Presidents' Day Memoriai Day Independence Day Two floating holidays Labor Day Veterans' Day Thanksgiving Day Day afrer T'hanksgiviag Christmas Day n �J � Z1 ARTICLE 16 - HOLIDAYS (Continued) `1'1-la� Y � Eliglble employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shail 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. 16.2 The floating holidays set forth in Section 16.1 above may be taken at anytime during the contract year, subject to the approvai of the Department Head of the employee. 16.3 Eligibility Requiremenu. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll the last scheduled working day before the holiday and the fust scheduled working day after the holiday. Part-Time employees will receive pro-rated holiday pay if they appear on the payroll any six of the nine days preceding the holiday or on the last working day before the holiday and any three days of the preceding nine days before the holiday. It is fiuther understood that neither temporary nor other employees, not heretofore eligible, shail receive holiday pay. 16.4 Employees required to work on a hotiday shall be compensated in accordance with Section I.I of the Saint Paul Salary Plan and Rates of Compensation. . ARTICLE 17 - CITY MII.,EAGE i"7.1 Automobile Reimbursement Autharized: Pursuant to Chapter 33 of the Saint Paul Administrarive Code, as amended, pertaining to reimbursement of City off'icers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 17.2 Method of Computarion: To be eligible for such reitnbursement, all off'icers and emgloyees must receive written authorization from the Departrnent Head. Type i. If an employee is required to use his/her own automob9le OCCASIONALLY during emptoyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually useti in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actuaily driven. 22 ARTICLE 17 - CITY MILEAGE {Continued) If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an empIoyer velucie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the empioyee shaIl be reimbursed at tfie rate of $0.20 per mile driven and shaIl not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the empIoyee shali be reimbursed at the rate of $4.Od per day for each day of work. In addition, the empIoyee shall be reimbursed $U.20 per mile for each mile actually driven. If such empIoyee is required to drive an automobile during empIoyment and the Department Head or designated representative detemriaes that an employer vehicie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for aay per diem. � 17.3 The Ciry wi21 provide pazking at the Civic Center Pazking Ramp for Ciry employees on either of ttie above mentioned types of reimbursement plans who aze required to have � their personal car available for City business. Such parking will be provided only for the days the employee is required to have his/her own personal car available. 17.4 Rules and Regutations: The Mayor shall adopt rules and regutations goveming the procedures for automobile reimbursement, which regulations and rules shall contain tke requirement that recipients shall frle daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven and further require tha[ they maintain a¢tomobile liabiliry insurance in amounts of not less than $100,000/$300,000 for persona] injury and $25,000 for property damage or liabiiity insurance in amounts not less thau $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, sha12 be maintained on file with the Ciry Clerk. 23 q�t _1a a �" ARTICLE 18 - I�O�`BISCRE4�I:'rA�'I4� • 18.1 The terms and conditions of this Agreement will be applied to empiayees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, sexual orientation, rtisabitity or because of inembership or non-membership in the Association. 18.2 Employees wili perfonn their duties and responsihilities in a nondiscriminatory manner as such duties and responsibilities invalve other employees and the general public. 183 Employees covered by this contract will be cavered by the City golicy regarding nondiscrimination and sexual harassment, as well as applicable local, state and federal laws. ARTICLE 19 - PARENTAL LEAVE 19.1 A twe3ve (12) month Parental leave-of-absence without pay shall be granted to a naturai parent or an adoptive parent, who requesu such leave in conjunction with the birth or adoptian of a child. Such leave may be extended an additional tweive (12} months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shalI not be subject to the provisions of Article 11 of this Agreement. � Employees who retum foliowing such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 19.2 I.eave-of-absence for the adoption of a child or for paternity leave shall be in accordance with applicable laws. 19.3 In case of an employee adoption of a child up to five (5) years of age, emptoyees shall be permitted to carry over into the following fiscal year up to eighty (80) additional honrs of accrued vacation tane each year up to a total of two hundred forty (240) hours. This Article 19.3 shall apply only to one City employee in the event that both adoptive parents are City employees. ARTICLE 20 - NO STRIKE, NO LOCKOUT 20.1 The Association and the Employer agree that there shall be no suikes, work stappages, slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's business or affairs by any of said Association andlor members thereof, and there shatl be no bannering during eacistence of tkus Agreement without first using all possible means of peaceful settlement of any conuoversy which may arise. Employees engaging in same shall be liable for disciplinary action. � ARTICLE 21- SICK LEAVE 21.1 Sick Ieave sha1I be earned and granted in accordance with the Civit Service Rnles. The accrual rate for eligible employees shall be .d576 of a working hour for each full hour on the payroll, excluding overtune. 21.2 In the case of a serious iliness or disability of an employee's child, parent or household member, the Department Head shatl grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accnmulated sick leave crediu. Use of such sick leave shaIl be limited to forty (40) hours per incident. 21.3 Aay employee who has accumulated sick leave crediis, as provided in the Civii Service Rules, shall be granted up to three days of sick leave to attend the funeral of the employee's grandparent or grandchild. 21.4 Pregnant employees of the City of Saint Paul shali be eligible for the nse of paid sick leave and unpaid leave-of-absence in the same manner as any other disabled or iII Ciry employee. Such paid sick leave eligibility shal2 begin upon certification by the empioyee's attending pfiysician that tt�e employee is disabled in terms of her abiliry to perform the duties af her position. � 21.5 The Deparnnent Head or the Human Resources Director may require a physician's � certificate or additional certificates ai any time during an employee's use of sick leave for the purposes stated in Z1.2 above. A21 such certificates shaII be forwarded by the appointing o�cer to the Human Ttesources O�ce. If an employee is absent because of the provisions of ArticIe 21.2 above for three (3) or fewer calendar days he/she sha11 submit to the Bepartrnent Head a cer[ificate signed by the employee stating the nature of the chitd, pazent or househald member's siclmess. If the sickness continues for more than three (3) calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Deparunent Head and forwazded to the Human Resources Office. 21.6 No sick leave shall be granted for the above reasons untess the employee reports to his/her Department Head the necessity for the absence not later than one-haIf hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Departmeat Head that the faiiure to report was excusable. 21.7 An employee shall be paid under the provisions of this paragraph only for the nutnber of days or hours for which he/sbe wonld normally have beea paid if he/she had not been on sick leave. 25 ARTICLE 22 - VOLL:NT'ARY LINPaID LEA`?E-0�-�5�'ti��' 9'1 -�a a t' • 22.1 A Full-Time employee may be granted up to four hundred eighry (480) hours of voluntary leave-of-absence without pay during the fiscal year. During such leave-of- absence, the employee shall continue to earn and accrue vacation and sick teave, seniority credits and maintain insurance eligibility as though hetshe was on the payroll. Any leave-of-absence granted under this provision is subject to the approval of the Deparanent Head. ARTICLE 23 - SAF'ETY FOOTWEAR 23.1 For those employees required by the Employer to wear safety shoes or boots, the Empioyer agrees to contribute $40.00 per calendar year toward the repair, replacement or purchase of such shoes or boots. ARTICLE 24 - LICENSINGICERTIFICATION REQUIREMENTS 24.1 'The City shall pay or reunburse the employee for all continuing education tuition costs � that are required for any emgloyee to maintain his or her license or regisuation as mandated in the employee's job description. The minimum qualifications will determine whether the professional iicense or registration is a mandatory job requirement. 26 9� -�aa � � ARTICLE 2S - DURATION AND EFFECTIVE DATE 25.1 Except as herein provided, this Agreement shall be effective as of January 1, 1997, and shall continue in full force and effect through December 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Sither pariy desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A, as it may be amended from time to time. 25.2 This consritutes a tentasive agreemern between the parties which will be reeommended by the Director of I,abor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the Association. WITNESSES: CITX OF SAINT PAUL ��- a Mary` . Kearney D'arector of Labor Relations DATED: September p�, 1997 �ie:d�+;6�:;'; � —'_—��i��..„.-� .... _.; , � .>_ n.:. S'::?:. 6.•r � _.,.. CITY OF SAINT PAUL PROFESSTONAL EMPLOYEES ASSOCIATION, INC. z� A� Steven R. Roy, Presida�t 27 APPENDIX A GRADE 0�2 � 496A ARCH/LAND ARCH/CIVII, ENG TRAIN A B C D E F G 1Q-yr. 15-yr. (1) (2) (3) (4) (5) (6) (�) ($) (9) 12121196 996.80 1035.71 1078.88 1131 J9 1189.04 1247.37 1311.13 1349.99 1389.93 07/19/97 1001.78 1040.89 1084.27 1137.45 1194.99 1253.61 1317.69 1356.74 1396.88 12l20/91 1003.78 1042.97 1086.44 1139.72 1197.38 1256.12 1320.33 1359.45 1399.67 02f28f98 1023.86 1063.83 1108.17 1162.51 1221.33 1281.24 1346.74 1386.64 1427.66 09126i98 1032.05 1072.34 1117.04 1171.81 1231.10 1291.49 1357.51 1397.73 1439.08 GRADE OQ3 407A CHILD CARE ENRICHMENT INSTRUCT 408A CHILD CARE PROGRAM COORDINATOR 372A *LIBRARY SPECIALIST i 12121 /96 1 d27.05 1068.10 1110.21 116637 1223.57 128b.26 1349.99 1390.99 1429. 88 07/19/97 1032.19 1073.44 1115.76 1172.20 1229.69 1292.69 1356.74 1397.94 1437.03 12l20197 1034.25 1075.59 1117.94 1174.54 1232.15 1295.28 1354.45 1400.74 1439.90 02128/98 1054.94 1097.10 1140.35 1198.03 1256.79 1321.19 1386.64 1428.75 1468.70 09/26/98 106338 1105.88 1149.47 1207.bi 126b.84 1331.76 1397.73 1440.18 1480.45 GRADE 005 007A *LIBRARY SPECIALIST I 009A *SUBSTITUTE LIBRARY SPECIALIST 165A MANAGEMENT ASSISTANT I 130 PARK NATURALISTfEDUCATION SPEC 263A VOLUNTEER COORDINATOR 12121146 1090.78 1133.97 1177.18 1238.68 1249.16 1364.00 1430.95 1474.13 1516.26 07/19l97 1096.23 1139.64 1183.07 J244.87 1305.66 1370.82 1438.10 1481.50 1523.84 12/20/97 1098.42 1141.92 11&S.A4 12473b 1308.27 1373.56 1440.98 1484.4b 1526.89 02l28l98 112� 39 1164.76 12Q9.15 1272.31 1334.44 1401.03 1a69.80 1514.15 1557.43 04l26/98 1129.35 1174.08 1218.82 1282.49 1345.12 1412.24 1481.56 1526.26 1569.89 GRADE 006 88fi ECONOMIC DEVLMT SPECIALIST I 976 GRAPHIC ARTIST I � 12/21 /96 1122.06 1167.45 1213.89 1275.45 1339.18 14Q5.03 1474.13 1519.49 1562.70 07114/97 1127.67 1173.29 1219.96 1281.83 1345.88 1412.06 1481.50 1527.09 1570.51 21/20l97 1129.93 1175.64 1222.40 1284.39 13A8.57 1414.88 1484.46 1530.14 1573.65 02/28/98 1152.53 1199.15 124b.85 1310.08 1375.54 1443.18 1514.15 1560.74 1605.12 09l26/98 1161.75 1208.74 1256.82 1320.56 1386.54 1454.73 1526.26 1573.23 1617.96 9'T -t a-a �" A-1 GRADE 007 008A *LIBRARY SPECIALIST II � QOi ACCOUNTANT I 542A HUMAI3 RESOURCES SPECIALIST I 581A LIBRARY VOLUNTEER COORDINATOR 375A MUNICIPAL EQUIPMENT COORDINATOR 820 NUTRITIOlVIST I 012A PROJECT MANAGER I 038A PUBLIC INFO SPECIALIST I 392 RESEARCH ANALYST I A B C D E F G 10-yr. 15-yr. (1) (2} (3) (4) (5) (6} (7) (8) (9) 12l21196 1154.47 1200.91 1250.63 1312.13 1379.12 1448.27 1519.49 1564.85 1610.22 07/19J97 11b0.24 1206.91 1256.88 1318.69 1386.02 1455.51 1527.09 1572.67 1618.27 12120/97 1162.56 1209.32 1259.34 1321.33 1388.79 1458.42 1530.14 1575.82 1621.51 02l38198 1185.81 1233.51 1284.58 1347.76 1416.57 1487.59 1560.74 160Y.34 1653.94 09/26/98 1195.30 1243.38 1294.86 1355.54 1427.90 1499.49 1573.23 1620.20 1667.17 :s1:7\�7�i1DA3 306A BUSINESS ASSIST SPECIALIST 249 LIBRARIAN I 220A VII?EO PRODUCTION 5PECIALIST 12121196 ll40. i 1 1238.68 128837 1352.13 1417.97 i�}90.37 1564.77 1612.40 1658.82 � 07/19/97 1196.06 1244.87 1294.81 1358.89 1425.06 1497.82 1572.59 1620.46 1667.11 12/20197 1198.45 1247.3b 1297.40 1361.b1 1427.91 1500.82 1575.74 1b23.70 1670.44 02128/98 1222.42 1272.31 1323.35 1388.84 145b.47 1530.84 1607.25 1656.17 1703 .85 09(26l98 1232.20 1282.49 1333.94 1399.95 1468.12 1543.04 1620.11 16fi9.42 1717,48 GRADE 009 128 CRIMINALIST I 908 EMPLOYMENT AND TRNG PLANNER 828 GRANTS ASSISTANT 977 GRAPHIC ARTIST II 575 AEALTH EAUCATOR I 896 LANDSCAPE ARCHITECT I 166A MANAGEMENT ASSISTAI3T II 520 WATER QUALITY SPECIALIST I 12(21196 1224.66 1275.45 1326.1$ 1392.11 1462.27 1i35.72 1612.4Q 1658.82 1707.A1 07l19/97 1230.78 1281.83 1332.81 1399.07 1469.58 1543.40 1620.46 1667.11 1715.95 12/20197 1233.24 1284.39 1335.48 1401. 87 1472.52 1546.49 1623.70 1670.44 1719.38 02l28l98 1257.90 1310.08 13b2.i9 1429.91 1501.97 1577.42 Ib56.i7 1703.85 1753.77 09/26/98 1267.96 1320.56 1373.09 1441.35 1513.99 1590.04 1669.42 1717.48 1767.80 � 9� _tia a � A-2 � GRADE O10 684 ARBORIST 934 CITY PLAN23ER II 887 ECONOMIC DEVLMT SPECIALIST II 425A HEALTH & PTTNESS SPECIALIST 233 HEALTH STATISTICIAN 114A MEDICAL RECORDS ADMINISTRATOR 013A PROJECT MANAGER II 393 RESEARCA ANALYST II 424A RESEARCH LIBRARIAN 658 SOCIAL WORKER A B C D E F G 10-yr. IS-yr. (1) (�? (3) t4) (5) (6) (�) (8) (9) 12121I96 1263.57 1312.13 1364.00 1433.09 1505.46 1581.06 1658. $2 1709.57 1760.37 07f19/97 1269.89 1318.69 1370.82 1440.26 1512.99 1588.97 1667.11 1718.12 1769.17 12I20197 1272.43 1321.33 1373.56 1443.14 1516.02 1592.15 1b70.44 1721.56 1772.71 02f28(98 1247.88 1347.76 1401.03 1472.00 1546.34 1623.99 1703. 85 1755.99 1808.16 09l26/98 1308.26 1358.54 1412.24 1483.78 1558.71 1636.98 1717.48 1?'70.04 1822.63 GRADE Ol l • 133A *OFFICE SERVICES ADMIN-SUPERV 002 ACCOITNTANT II Ol l ARCHITECT I 370A CITIZEN SERVICE SENIOR ANALYST 105 CIVIL ENGINEER I 659 CIVIL ENGINEER I--WATER UTIL 130A COUNCIL RESEARCH ANALYST SOlA CRIME PREVENTION COORDINATOR 255A ENVIRONMENTAL AEALTFi SPEC I 257A ENVIRONMBNTAL HEALTH SISPV 543A HUMAN RESOURCES SPECIALIST II 12/21196 1300 30 135 3.19 1407.18 1477.37 1550. 82 1629. 68 1709.57 1757.10 1$13.26 07119/97 1306.80 1359.96 1414.22 1484.76 1558.57 1637.83 1718.12 17b5.89 1&2233 1212�/97 1309.41 1362.68 1417.05 1487.13 1561.69 1641.11 1921.56 1769.42 1825.97 62l28l98 1335. 60 1389.93 1445.39 1517.48 1592.92 1673.93 1755.99 1804.81 1862.49 09126t 98 1346.28 14Q 1.05 1456.95 1529.62 1 fiQ5.66 1687.32 1770.04 1819.25 1877 39 9� -�aa$� A-3 • n U A B C (i? (21 (3) 12l21l96 134Q.21 1393.16 1449.30 07/19/97 1346.91 1400.13 1456.55 12t20l97 1349_60 1402.93 1459.46 02f28/98 1376.59 1430.99 1488.65 09J26198 1387.60 1442.A4 1500.56 GRADB 012 184A EDP SYSTEMS ANALYST I 395A HUMAN RIGHTS 5PECIALIST 383 RECREATION DIRECTOR II 326A VALUE ANALYST I D E F ( (5? (6) 1520.59 1597.28 1677.18 1528.19 1605.27 1685.57 1531.25 1608.48 1688.94 1561.88 1640.65 1722.72 1574.38 1653.78 1736.SQ G 10-yr. 15-yr. � t8) � 176037 1815.41 1867.28 1769.17 1824.49 1876.62 1772.71 1828.14 18$0.37 1808.16 1864.70 1917.98 1822.63 1879.62 1933.32 GRADE 013 888 ECONOMIC DEVLMT SPECIALIST III 256A ENVIRONMENTAL HEALTH SPEC II 829 GRANTS SPECIALIST 576 HEALTH EDUCATOR II 897 LANDSCAPE ARCHITECT II 167A MANAGEMENT ASSISTANT III 296A MEDICAL TECHNOLOCsIST 821 NUTRITIOTtIST II 974 OCCUP SAFETY & HEALTH ANALYST 039A PLJBLIC INFO SPECIALIST II 288A SAFETY OFFICER 409 SENIOR EMPLOYMENT & TRNG PLNNR 330A VIDEO PRODUCTION COORDTNATOR 521 WATER QUALITY SPECIALIST II 12/21l96 1380.18 1434.19 1492.52 15b8.10 1643.70 172b.89 1815.41 186835 1921.22 07! 19l97 1387.08 1441.36 1499.98 1575.94 1651.92 1735.52 1824.49 1877.69 1930.83 12/20f97 1389.85 1444.24 1502.98 1579.09 1655.22 1738.99 1828.14 1881.45 1934.69 02l28198 1417.65 1473.12 1533.04 161Q.b7 1688.32 1773.77 1864.7� 1919.08 1973.38 09l26/98 1428, 99 1484.90 1545 30 1623.56 1701.83 1787.96 1879.62 1934.43 1989.17 �t�_►aat' l:C! GRADE Q14 • 924 ADMIN ASSISTANT-CITY PLANI3ING 598 CITIZEN PARTICIPATION COORD 935 CITY PLANNER III 544A HUMAN RESOURCES SPECIALIST III 25� LIBRARIAN II 139A NURSE PRACTTI'IONER-OB GYN 5&5 PUBLIC AEALTH NURSE 394 RESEARCH ANALYST III A B C D E F G 10-yr. 15-yr. (1) {2) {3} (4) {5) (6) (7) {8) (9) 12/21196 1421.24 147737 1536.71 1613.50 1695.57 1778.72 1868.35 1923.40 1980.67 07/19197 142835 1484.76 1544.45 1621.57 1704.05 1787.61 1877.69 1933.02 194Q.57 12120/97 1431.21 1487.73 1547.54 16?r�. 81 1707.46 1791.19 1881.45 1936.89 1994.55 02128l98 1459.83 1517.48 1578.49 ib57.31 1741.61 1827.01 1919.08 1975.63 2034.44 09/26198 1471.51 1529.62 1591.12 1670.57 1755.54 1841.63 1934.43 1991.44 2a50.72 GRADE O15 . 246 **LANDSCAPE ARCHITECT II Q03 ACCOUNTANT III 012 ARCHITECT II 626 ASSISTANT CHIEF SURVEYOR 106 CNIL EiQGINEER II 108 CIVIL ENGINEER II-WATER UTIL 129 CRIMINALIST II 124A ENVIRON AEALTH ADM ANALYST i l0A HEALTH ANALYST 530A PUBLIC EDUCATION OFFICER-FIRE DEPT. 12/21/96 1464.42 1523.82 1583.23 1661.00 1745.21 1831.62 1923.40 1982.83 2041.16 07l19/97 1471.74 1531.44 1591.15 1669,31 1753.94 1840.78 1933.02 1992.74 2�5137 12/20(97 1474.68 1534.50 1544.33 1672.65 1757.45 1844.46 1436.89 1996.73 2055.A7 02128198 1504.17 1565.19 1626.22 1706.10 1792.60 1881.35 1975.b3 2036.66 2096.58 09/26198 1516.20 1577.71 1639.23 1719.75 1$06.94 1896.4� 1991.4A 2052.95 2113.35 9�-�aa� A-5 q�-�aa� r 1 LJ lJ A B C �1? (2? (3) 12/21/96 1508.70 1569.21 1630.77 07/19/97 1516.24 1577.06 1638.92 1212Q147 1519.27 1580.21 1642.20 02/28/98 1549.66 1611.81 1675.04 09I2bl98 15b2.06 1b24.70 1688.44 GRADE Q16 092A ADMIN ASSISTANT--FIRE DEPT 321A ARTS DEVELOPMENT MANAGER 391A EDP DATABASE COORDINATOR 185A EDP SYSTEMS ANALYST II 204A MANAGEMENT ANALYST 688A FHYSICAL FITNESS COORDINATOR 776 PROGRAM COORDINATQR 014A PROJECT MANAGER III 413A SELECTION & VALIDATION SPEC 327A VALUE ANALYST II D E F G 10-yr. 15-yr. (4) (5) (6) (7) (8) (9) 1'712.85 1798.16 1887.78 1982.83 2041.16 2100.55 1721.41 1807.15 1897.22 1992.74 205137 2111.05 1724.85 1810.76 1901.01 1946.73 2055.47 2115.27 1759.35 1846.98 1939.03 2036.66 2696.58 2157.58 1773.42 1861.7b 1954.54 2052.95 2113.35 2174.84 GRADE 017 384A CHILD CARE COORDINATOR 517A PHYSICIAN ASSISTANT 12/2ll96 1554.06 1615.64 1680.41 1762.54 1849.96 1943.96 2041.16 2103.77 2166.44 �7l19/97 1561.83 1623.72 1688.81 1771.35 1859.21 1453.68 2A5137 2114.29 2177.27 12l20l97 1564.95 1626.97 1692.19 1774,89 1862.93 1957.59 2055.47 2118.52 2181,62 02128l98 159b.25 1659.51 172b.03 1810.39 1900.19 199b.74 2096.58 2160.89 2225.25 09/26/48 1609.02 1672.79 1739.$4 1824.87 1915.39 2012.71 2113.35 2178.18 2243.05 GRADE 018 081A EPII7EMIOLOGIST 898 LAIQDSCAPE ARCHITECT III 379A LIBRARIAN III (Apptd. After 7f7/88) 12/21/9b 1600.53 1663.12 1729.04 1817.53 1407.24 2004.42 2103.77 2167.49 2227.98 07J19/91 1608.53 1671.44 1737.69 1826.62 1916.78 2014.44 2114.29 2178.33 2239.12 12/20/97 1611.75 1674.78 1741.17 1830.27 1920.61 2018.47 2118.52 2182.69 2243.b0 02128l48 1643.99 17Q$.28 1775.94 1866.8& 1959.02 2�58.$4 2160.89 222634 22$8.47 09126l98 1657.14 1721.95 1790.20 1881.82 1974.69 2075.31 2178.18 2244.15 2306.78 � W'1--1a.a sr � • GRADE 019 280A HUMAN RIGHTS PROGRAM ANALYST A B C D E F G 10-yr. 15-yr. (i) t2) (3) t4) t5) tb) t�) tg) (9) 12121/96 1649.10 1713.89 1780.84 1870.51 1964.45 2062.74 2167.49 2229.03 2295.99 07119/97 ib5735 1722.4b 1789.74 1879.86 1974.27 2073.05 2178.33 2240.18 230"T.47 12/20/97 16b0.66 1'725.90 1793.32 1883.62 1978.22 2071.20 2182.69 2244.66 2312.08 02/28/98 1693.87 1760.42 1829.19 1921.29 2017.78 2118.74 222634 2289.55 2358.32 09/26/98 1707.42 1774.50 1843.82 1936.66 2033.92 2135.69 2244.15 2307.87 2377.19 GRADE 02Q 013 ARCHITECT III 591 CITY PLANNER N 107 C1VIL ENGINEER III 109 CNIL ENGINEER III--WATER UTIL 889 ECONOMIC DEVLMT SPECIALIST IV 117A ECONOMIC PLANNER 454A EDP DATABASE ADMINISTRATOR 186A EDP SYSTEMS ANALYST III 160 ELECTRICAL SNGINEER III 533A FIRE PROTECTIOI3 ENGINEER 830 GRANTS MANAGER 251 LIBRARIAN III (Apptd. onlbefore 7171&8) 395 RESEARCH ANALYST N 444 STRUCTURAL ENGINEER 12/21f96 1697.75 1765,74 1835.44 142�.75 2023.85 212535 2231.23 229'7.09 2365.13 07l19/97 1'706.24 1774.57 1845.12 143734 2033.97 2135.98 2242.34 2308.58 2376.96 12f20/97 1109.65 1778.12 1848.81 1441.26 2038.04 2140.25 2246.87 2313.20 2381.71 02f28J98 1743.84 1813.68 1885.79 1480.09 207&.80 2183.06 2291.81 2359.46 2429.34 09/26/98 1757.79 1828.19 1900.88 1995.93 2095.43 2200.52 2310.14 2378.34 2448.77 GRADE 022 879 PR03ECT MANAGER IV 294A PR03ECT MANAGER IV-PUBLIC WKS 328A VALUE ANALYST III A B C D E F G 10-yr. IS-yr. (1) (2) �3) (4? (5? (6) (7) (8? (9) 12l21/96 180031 1871.5$ 1947.18 2044.37 2146.98 2253.88 2366.18 2A37.44 2508.76 �7/19/97 1809.31 1880.94 1956.92 2054.59 2157.71 22b5.15 2378.01 2449.68 2521.30 12/20/97 1812.93 1884.70 1960.83 2�58.7Q 2162.03 2269.68 2382.77 2454.58 2526.34 02/28/98 1844.19 1922.39 2000.05 2099.87 2205.27 2315.Q7 2430.43 2503.67 2576.87 ' 09/26f98 1863.48 1437.77 2016.05 2116.67 2222.41 2333.59 2449.87 2523.70 2597.48 *These titles have been abolished except as to the present incumbents. A-7 Council File # �*� _ 1a Z$ Green Sheet # 40117 RESOLUTION NT PAUL, M{NNESOTA �, , Presented Referred 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 Ciiy of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. Requested by Deparnnent of: Office of Labor Relations Adoption Certified by Council Secretary By: � �� .t __�' Approved by Mayor: Date � s S� By: � r 9 � Form Approved by City A ey By: ��az�' ` `—�'' `�J251�� Approv by ission to Council By: � Adopted by Council: Date � � . ,� � `�_ � �_ � v ssErax�swa��,�raF€ac�couxcn.: LABOIZ RELATIONS CONTACT PERSON & PHONE: JLTLTE KRAUS 266-6513 MUST BE ON COUNCIL AGENDA BY (DATE) TOTAL#OF ALL LOCATIONS FOR SIGNATURE) acrioN �QUFSrED: This resolution approves the attached 1997 -1998 Collective Bazgaining Agreement between the City of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. RECOM[v�NDA7IONS: Approve (A) or Reject (R) PLAt3NINGCOMMISSION _CIVILSERViCE COM�IISSION Cffi CAMMIITfEE STAFF DIS'3'RICT COURT SUPPORTS WfDCA CO[3NCIL OB.TECTIVE? PERSONAL SERVICE CONTRACTS MI7ST ANSWER THE FOLLOWING QUESTIONS: I. Has this person/fum ever wnrked under a cqnhact for this depaztarent? Yes No 2. Hat this persoNfitm ever been a city empioyee? Yes No 3. Does this pecsoNfirm possess a skil( not nortnatly possessed 6y any curtent ciTy Yes No Expiain ali yes answers on soparafe sBeet and attac6 to green sfieet INITIA7'IIJG PROBLEM, ISSUE, OPPORTI7NITY (Who, W6at, When, Where, R'hy): ADVANTAGES IF APFROVED: DISADVANTAGE5IF APPRUVED: ' ,� �� I ` � �� j. DLSADVANTAGES IF NOT APPROVED: �' � evJB '6TAL AMOUNT 6F TRANSACTTON: UNDING SOURCE: INANCIAL INFORMP.TION: (F,XPLAII� COSTIREVENUEBUDGETED: ACI'IVITY NUMBER: '�`0 � DA1 �``'�° GREEN SHEET l�o.: 4oi i7 9/26f97 � 7 " � e�� iNIT7ALDATE INTfSALDATE ASSIGN I DEkAR1"MEN1' DIA. � 4 CITY COUNCiL NUMgEg 2 CITY ATTORNEY CITY CLERK FOR BUDGET DIR. FIN. & MGT. SERViCE DTR. ROUTING 3 MAYOR (OR ASS7'.) ORDER ATTACIIMENT TO GREEN SHEET ��~'�'"�'� Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the City of Saint Faul and the Professional Employees Association. Wages: PEA agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. 01f01/97 2.0% 03l01f98 2.0% 08i01l97 0.5% 10/01l98 6.8°!0 12/3119� 0.2% 1997 2.7% 1998 2.8°l0 Health Insurance: 1996 - Current 1947 1998 Singie $300.00 Single $300.00 Single $300.00 Family $300.00 Family $332.41 Family $337.41 The City aa eed to split the administrative cost ($2.10 cost to the City per month) for those empioyees who choose to participate in a Flexible Spending Account as offered by the Employer. Retiree Health Insurance PEA agreed to limit those who may qualify for Retiree Health Insurance with the foilowing: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 10/Ol/97 toward years of service for retiree health eligibility. Severance (Sick Leave Buy Back) The City agreed to bring PEA up to the $10,000 severance package that all other groups are at. The conditions agreed to far this new severance package as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul t Eighry (&0) days of sick leave credits PEA agreed to limit those who may qualify for the old Severance package and the new one with the following: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 101Q 1197 towazd years of service for retiree health eligibility. Sick Leave The Ciry agreed to change the amount of sick leave eligible for use to attend the funeral of the employee's grandpazent or grandchild from one day to three days. Licensing/certification Requirements The City agreed to pay the cost of continuing education required to maintain an employee's current jo6 because of licensing or certification requirements. � T — � � f �. . :: �i :. .�� _ . � m.� .(� ' : � '.. - Z - �� ,�� -�� Y�� 7 � • .v. / S _ Z ✓ /� ,ry /��[� -� � •'- : i�: �._ ^/-//.r��/'!V . ...'. � � -. . ` _ . �i` � _ . � � � . T. CO��,�CT`F� BA:�2GAI�Il�� AGRE�MEN'� . , ; . `' - c' z _ > � �r � � rf ' + . _ . . BET�'EEL� , = u , � r � i � z c � � ^• ��" `P�.�u ��'� VI�` �`��l t = ". % � k i f. { . R 7 � a� � Y . �. ( F r \ � l, r; �� t .� 2�3+�1J. ��V �#l��V __ . . _� . . _ _ ,. .. . i � j Y � . ,. . ". . .. . . �/,. ' ..� . -- M1 ^� � � z , i ' i L , < i C� P��, � : - , , , J ` G• \ 1 Y } a � � z ' rS �i1 .,'S �;S � � a ✓' ,�.., l `Y' . _ - ,l' �i k � ; 4 _ f J . _.. . � . . � . _4 _� r.. ..t . a. o F ._ . 5 • S—.' ' ° ✓ na >, * r, .._ Y.. � t 4 C_ n �J �1_iaa� 8' INDEX ARTICLE TITLE PAGE Preamble ........................................1 1 Recognirion .......................................2 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check dff and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Aours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Senioriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 & Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . S 9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . & 10 I.egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12 Wages .........................................13 . 13 Saving Clause : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . 13 14 Insurance . . 14 15 Vacation ........................................21 16 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 17 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Nondiscrimination ................................. 24 19 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 20 No Strike, No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 21 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 22 Voluntary Unpaid Leave of Absence . . . . . . . . . . . . . . . . . . . . . 26 23 Safety Footwear . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Licensing and Certification Requirernents . . . . . . . . . . . . . . . . . . 26 25 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . ..27 AppendiY A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al i �t� -�'� C� PREAMBLE This Agreement is entered into between the City of Saint Paul, hereinafter refened to as either the "Employer" or the "City," and the City of Saint Paul Professional Empioyees Association, Inc., hereinafter refened to as the "Association," for the purpose of fostering and promoting harmonious relations berween the City and the Association in order that a high level of public service can be provided to the citizens of the City. This Agreement attempts to accomplish this purpose by providing a fulier and more complete understanding on the part of both the Ciry and the Association of their respective rights and responsibilities. � The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Association or the employees as established under the provisions of the Public Employment I,abor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 1 - RECOG'�'�T�O:�' � . 1.1 The City recognizes the Association as the exclusive representative for The Classified Professional Employees Bargaining Unit, as certified by the State of Minnesota Bureau of Mediatian Services, dated Iv'ovember 5, 1985, Case No. 85-PR-775-A. Employees shali be included in this certification in accordance with the Public Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shall provide two distinct severance pay plans as set forth in this Article. Eligibility Requirements 2.2 To be eligible for either of the severance pay plans, an employee must meet the following requirements: • 2.2(i} The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those empioyees who are discharged for cause, misconduct, ine�ciency, incompetency or any other disciplinary reason are not eligible for either of the severance pay plans. 2.2(2) The empioyee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 2.2(3) The employee mast have accumulated a minunum of eighty (80) days of sick leave credits at the time of hislher separation from service. Severance Pay Ptan 1 2.3 In addition to the teqvirements listed in 2.2, an employee must meet the following requirements: 2.3(i) The employee must Uave at least ten (10) yeazs of consecutive service under ffie classified or unclassified Civil Service at the time of separation. 23(2) The masunum aznount of money that any employee may obtain through this severanoe pay plan is $7,000 to be calculated as set forth in Section 2.5 below. 2 ARTICLE 2 - SEVERAI�TCE PAY (Continuecl) Severance Pay PIan 2(PERA Qual�ed) 2.4 Effective January i, 1997, the Employer shall provide a severance pay plan as set forth in this Section 2.4. In addition to the requirements listed in 2.2, an employee must meet the following requirements: 2.4(i) The employee must be 58 years of age or older or be eligible for pension under the provisions of the PubIic EmpIoyees Retirement Association (PERA}. The PERA eligibility rules also apply to employees covered by a public pension plan other than PERA. 2,4(2} T'he employee must have at ieast twenty {20) years of service under the classified or unclassified Civi1 Seroice at the time of separation, the last five of which must be consecutive. 2.4(3) The masimum amount of money that any employee may obtain through this severance gay plan is $10,000 to be calculated as set forth in Section 2.5 below. � 2.5 If an employee requests severance pay and if the employee meets the eligibi2iry � requirements set forth above, helshe will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of . separation for each day of accrued sick ieave. 2.6 For the purpose of this severance program, an empIoyee who volunrariIy separates from empioyment with the City of 3aint Paui for empioyment with Independent School District No. 625 shatl be eligible for severance pay if the employee meets the eligibility requirements set forth above. 2.7 For the purpose of this Article, for those employees hired by the Ciry before October 1, 1997, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting the years of service requirement in either Section 2.3 or Section 2.4. Employees hired by the Ciry on or after October 1, 1997 may not use employment in the Independent School District No. 625 in meeting the years of service requirement in either Section 2.3 or Section 2.4. 2.8 This severance pay program shall be subject to and governed by the grovisions of City Ordinance No. 16303 except in those cases where the spec�c provisions of this Article confIict with said ordinance, and in such cases, the provisions of this Article shall conuol. 3 ct7 -Iz�Y ARTICLE 2 - SEVER�'oCE PAY (Conti�ued) � 2.9 For the purpose of either severance pay plan, the death of an employee shall be considered as separation of emptoyment and if the employee would have met all of the requiremenu set forth above, (ai the tirne of Iuslher death), payment of the severance pay shall be made to the employee's spouse or estate. 2.10 Employees may qualify for either Severance Pay Plan i(Section 2.3) or Severance Pay Ptan 2(Section 2.4). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay undez any other provision set forth in this agreement. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Associatian recognizes the right of the Employer to operate and manage its affairs in ail respects in accordance with appiicable laws and regulations of appropriate authorities. The righu and authority which the Employer has not officialIy abridged, delegated or modified by this Agreement are retained by the Employer. 3.2 A pubiic 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 Bmployer, its overall budget, utilization of technology, organizational structure and selection and direction and number of personnei. ARTICLE 4- MAINTENANCE OF 5TANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations and all other general working conditions, except as modified by this agreement, shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the Ciry of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of trus Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made eisewhere in this Agreement. � ARTICLE 5- CHECK OFF AND SERVICE FEE 5.1 '£he Employer agrees to deduct the Association 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 shali be cert�ed to the Employer by a representative of the Association and the aggregate deductions of all employees shatl be remitted together with an itemized statement to the representative by the fust of the succeeding month after such deductions are made or as soon tl2ereafter as is possible. 5.2 Any present or future employee who is not an Association member shatl be required to contribute a fair share fee for services rendered by the Association. Upon notification by the AssociaUon, the Employer shall deduct said fee from the earnings of the employee and transmit the same to the Association. In no event shall the fa'u share fee exceed 85 % of the regular membership dues. It is aiso undersiood that in the event the Employer shall make an improper fair share deduction from the earnings af an employee, the Association shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shaIl remain opetative only so long as speciftcally provided by Minnesota law and as otherwise legal. � 5.3 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suiu, orders or judgments brought or issued against the Employer as a result � of any action taken or not taken by rhe Employer under the provisions of this Arcicle. ARTICLE 6- HOURS OF WORK AND OVERTIME 6. i The normal hours of work for the empioyees shali be a minimum of seven and three-fourths (7 3/4) hoars in any twenry-four {24) hour period and thiny-eight and ihree-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be constnxed to mean a minimnm average of thirty-eight and three-fourtfis (38 3/4) hours a week. 6.2 An employee working in a ctass tide which is in Salary Grade 11 or below shall receive overtime campensation in accordance with the Fair Iabor Standards Act (FISA). The method of ttris compensation shall be determined soIely by xhe EmpIoyer. An employee working in a ciass tiUe which is in Grade 12 or above and who, in other than normal circumstances, works more than their assigned normat work day or assigned normal work week shall receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shatl be determined solely by the Employer. 5 ARTICLE 6- HOURS OF WORK AND OVERTII4ZE {Contin�ed) q1 �aa � � 63 It is understood by the parties that Section 28H - Qvertime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 Notwithstanding Ar[icle 6.1, employees may, through mutual agreement with the Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4) consecutive hours in a twenty-four (24} hour period and a normal work week of thirry-nine (34) hours in a seven (7) day period. Employees working more than their assigned hours shall receive compensation in accordance with Article 6.2, above. 6.5 For emgloyees who wish to share a position, the employer will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees invoived. Vacation, holiday and sick ]eave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be admuustered in accordance with the provisions of Article 14 of this Agreement. In the event that one of the empioyees participating in the shared position is terminated or ternunates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, at the end of ten (10) days, such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee's work hours. 6.6 Article 6.5 shall not be subject to the provisions of Articie i i of this Agreement. • 6.7 The Employer may provide flex-tune for those employees who request it. Employees warking more than their assigned hours shall receive compensation in accordance with Article 6.2. ARTICLE 7 - SEI�ZORITY 7.1 Senioriry, for the purpose af this Agreement, shali be defined as follows: The lengrh of continuous, regular and probationary service with the Employer &om the date an employee was fust certzfied and appointed to a class tide covered by this Agreement, it being fuzther understood that seniority is confined to the current class assignment held hy an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligibie list from which certification was made. 7.2 Seniority shali terminate when an employee retires, resigns or is discharged. b ARTICLE 7 - SEIV'I4RITY (Continued) 7.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wiil be taid off by class title within each Department based on inverse length of seniority as defined in Article 7.1 above. The Human Resources Department will identify such least senior employee in the ufle ut whick there is to be a lay-off in Lhe Department reducing positions, and shall notify said employee of his/her reduction from the Deparanent. If there are any vacancies in rhat titie in any other City Deparrinent, the Human Resources Deparnnent shaFl place the affected empIoyee in such vacancy. If twa or more vacant positi�ns aze available, tfie Human Resources Depazunent sha11 decide which vacant position the affected employee shall fill. If no vacancy exists in such 6fle, then the least senior employee in the City in such titte sha11 be identified, and if the employee affected by the original Deparunental reduction is more senior, he/she shall have the right to claim that position and the least senior employee in the City, in that titie, s6a11 be laid off. For tfie purpose of this Article, the $oard of Education is not considered a City Department nor is a Boazd of Education employee considered a City empioyee. i 7.4 In cases where there aze promotional series, such as Engineer I, II, III, ekc., when the number of employees in the higher tiUes is to be reduced, employees who have held lower titles will be offered reductious to the highest ritle to which class seniority would keep them from being laid off, before layoffs aze made by any class tiUe in any Department. � 7.5 Recall from Iayoff shall be in inverse order of layoff, escept that recai] rights shall expire afrer two years of layoff. It is understood that such employees will pick up their former seniority date in any ctass that they previously held. 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is however, understood that vacation assignment shall be subject to the ability of the Empioyer to maintain operations. 7 ARTICLE 8- W012kI1�G C1UT O� CLASSIF'ICATIO�' � • 9.2 43 9.4 ° I'1 -ta ad' 8.1 Employer shall avoid, whenever possible, working an employee in an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall ru:eive the rate of pay for the out-of-class assignment in a higher classification not later than the sieteenth (lbth) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an emgloyee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-ciass assignment shail be the same rate the employee would receive if suck emptoyee received a regular appointment to the higher classification. ARTICLE 9 - DISCIPLINE The emp]oyer will discipline employeas for just cause only. Discipline will be in the form of: 9.1(1) Oral Reprimand 9.1(2} Written Reprimand 9.1{3} Suspension 9.1(4) Reduction 9.1(5) Discharge The listing above of 9.1(1) through 4.1(5) does not indicate that such forms of discipline must be progressive and in such order for any one employee. L�1 Suspensions, reductions and discharges wiil be in written form. Empioyees and the Association will receive copies of written reprimands and notices af suspensian, reduction and dischazge. Employees shall have the right to examine all information in their personnel files. Files may be examined at reasonable times under supervision of the Employer. 9.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee andlor Association may request and shall be entitied to a meeting with the Employer representative who initiated the susgension with intent to discharge. During said five (5) working day period, the Empioyer may affirm, modify or withdraw the suspension attd discharge. 9.6 An employee to be questioned concerning an investigation of disciplinary acuon shall have the right to request ffiat an Association representative be present. � ARTICLE 10 - LEGAL SERVICES 10.1 Except in cases of malfeasance in o�ce or willful or wanton negIect of duty, the • Employer shaii defend, save harmless and indemnify an employee and/or his/her estate, against any cIaim or demand, whether groundless or otherwise, arising out of an alIeged act or omission occurring in the perforn}ance and scope of the employee's duties. 10.2 Notwithstanding Articie 10.1, the EmpIoyer shaII not be responsible for paying any Iegai service fee or for providing any IegaI service arising from any legal action where tl�e employee is che Piaintiff. ARTICLE 11 - GRIEVANCE PROCEDURE 11.1 The Employer shail recagnize stewards selected in accordance with the Associarion rules and regulations as the grievance representative of the bazgaining unit. The Association shall notify the Employer, in writing, of the names of the stewards and of their successors, when so named. 11.2 It is recognized and accepted by tke Emptoyer and the Association that the processing of grievances, as hereinafter provided, is limited by the job duties and responsibi2ities of the employees and shall therefore be accomplished during working hours, only when � consistent with such employee duties and responsibilities. The steward involved aad a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs oF the Employer. 113 For the purposes of this Article 21, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances arising from this Agreement or arising from terms and conditions of employment in the Ciry of Saint Paul Civil Service Rules and Salary Plan and Rates of Compensation. 11.4 A grievance shall be resolved in conformance with the folIowing procedures: Steg 1. Upon the occunence of an aIleged violation of tlus Agreement, the employe� involved shall attempt, with or wiihout the stewazd, to resolve the matter on an informal basis with the employee's supervisor. If the mat[er is ttot tesolved to the employee's satisfaction by the informal discussion, the Association may refer the grievance to Step 2 by sending a written grievance to the Employer designated representative and a copy to the Office of Labor Relations. Tfie written grievance shaIl set forth 0 ARTICLE 13 - GR�VAi`tC� PROCEDL'I2E (Continued) °�'�-��a�' � the nature of the grievance, the facts on which it is based, the specific sections of the Agreement alleged to be violated and the rei3ef requested. The Association s2rall refer the grievance to Step 2 within fourteen (14} work days of an alleged vio2adon giving rise to such grievance, or the grievance shaIl be considered waived. Step 2. The Employer designated representative shall, within seven (7) work days following receipt of the grievance, meet with the Association steward and attempt to resolve the grievance. The Association may refer the grievance to the O�ce of Labor Relations for Step 3 under the following conditions: a) Seven (7) work days have passed since the Employer received the written grievance and no meeting has occuned; or b) Seven (7) work days have passed since the meeting and the Employer has not responded; or c) the Employer has responded and the issue remains unresolved. • Any grievance not refened to Step 3 witivn fourteen (14) work days of the existence of any of the above three conditions shall be considered waived. Step 3. A representative from ffie Office of Labor Relations shail, within seven (7) work days following receipt of a Step 3 grievance, meet with the Association's representative and the grievant and shall attempt to resolve the issue. The Association may request arbivation of the grievance to Step 4 if any of the above conditions (a, b or c) exist following the referral of the $rievance to Step 3. If within fourteen (14} work days of the occurrence of the above listed conditions (a, b or c), the Association has failed to give written notice to the Office of Labor Relations of the Association's intent to refer the grievance to Step 4, the grievance shall be considered waived. �> > •� . � -� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Bmployer may, within ten (14} calendar days, request mediation. If the � ARTICLE 11- GRIEVANCE PROCEDURE {Continued) parties agree that the grievance is suitable for mediation, the parties sha11 submit � a joint request to the Minnesota Bureau of Mediation Services for the ass banment of a mediator. Grievance mediation shall be completed vrithin thirty (30) days of the assignment nniess the parEies mutuaily agree to Iengchen the time limit. Grievance mediation is an optionaI and voluntary part of the grievance resolution process. It is a supplement to, uot a substitute for, grievance azbitration, When grievance mediauon is invoked, the contractuai time limit for moving the grievance to arbitration shall be delayed for the period of inediation. The grievance mediation process shaIl be informal. Rules of evidence shalI not apply and no record shait be made of the proceeding. Both sides shatl be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either parry may request that the mediator assess how an arbivator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. if the � grievance is resoIved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shaIl not be precedential. 6. If the grievance is not resoIved and is subsequenUy moved to azbitration, such proceeding shall be de novo. Nothing said or done by rhe parties or the mediator duriag grievance mediation, with respect to their positions concerning resolution or offers of set@ement, may be used or referred to during azbitration. Step 4. If the grievance remains unresolved at Step 3, the parties may arbitrate the grievance. The azbitration proceedings shall be conducted by an arbitrator who will be selected from a pernianent panel of five (5) arbitrators within twenty (20) work days after notice has been given. 1'his permanent panel of artsiirators shall be mutually agreed to by the Employer and the Associa6on no later than the date this Agreement is signed by the Employer and the Associadon. In the event the Employer and the Association cannot mutuaily agree to five {5} arbitrators for the permanent panei, the parties wili petition the Bureau of Mediation 11 ARTICLE 11 - GRiEVAl\CE PROCEDL�RE (Cortinued) ° 11-132 P' • Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately svike names from such list(s), the Employer striking fust, until one (1) name remains. Vacancies occurring on the permanent panei during the Iife of this Agreement shall be filled by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator selection process shall be effective only for the duration of this Agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance af the Bureau of Mediation Services to attempt to mediate a resolution of ffie dispute. 11.5 The time lunits established in each step of the procedure may be extended by mutual agreement of the Employer and the Association. � 11.6 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subuact from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The arbivator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbivator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of tfus Agreement and to the facts of the grievance presented. The decision of the arbitrator sha13 be final and binding on the Employer, the Association and the employees. 11 J The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either garty desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 12 ARTICLE 12 - WAGES • 12.1 Effective December 21, 1996, aI� salary rates applicable to titles in this bargaining unit shall be increased by 2 percent (2%). Effective July 19, 1997, a11 salary rates applicable to dttes in dus bargaining unit shall be increased by 0.5 percent {0.5%). Effective December 20, 1997, aIl salary rates appiicable to titles in this bargaining unit shall be increased by 0.2 percent (0.2%). 12.2 Effective February 28, 1998, ail salary ntes applicable to tifles in this bargaining unit shall be increased by 2 percent (2�). Effecuve September 26, 1998, all salary rates applicable to titles in this bazgaining unit shal2 be increased by 0.8 percent {0.8%). 123 The wage schedule, for purposes of this contract, shalI be Appendix "A," attached hereto. Both parties agree that the inclusion of the cIassifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganiziag 2. Abolishing 3. Establishing new classifications � 4. Regrading classificaaons 5. Rec2assifying posirions 12.4 Retroactive wage adjustments shall oniy apply to empioyees who were empioyed by the City as of the date of signing this Agreement with the exception of employees who have been laid off or retired from the City. This exception shall appIy to this Agreement. ARTICLE 13 - SAVINGS CLAUSE 13.1 This Agreement is subject to the laws of the United States and 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 frnal judgment or decree no appeal has been taken within the time pravided, such provisions shail be voided. AlI other provisions shali continue in fuli force and effect. The voided pmvisian may be renegotiated at the written request of either party. 13 AR'�`ICLE 14 - IIvSUR�i.�'CE ° l'1-Ia� Y , 14.1 The insurance plans, premiums for aoverages and benefits contained in the insurance plans offered by the Empioyer shali be solely controlled by the conuacts negotiated by the Empioyer and the benefit providers. The Employer wi11 attempt tp prevent any changes in the benefits offered by the benefit groviders. However, the employees selecting the offered pians agree to accegt any changes in benefits which a sgecific provider implements. The Empioyer's Cafeteria Pian Document and IIZS rules and regulations shali govem the Employer grovided health and welfare benefit program. Employer contributions under this Article sha11 not be considered salary. 14.2 For the purpose of this Article, Full-Time employment is defined as appearing on the payroll an average of at least thirty-two (32) hours per week for the twelve (12) month period preceding the annual open enro2lment or special enrollmenis or the six (6) month period preceding initial enrollment. Three-Quarter Time employment is defined as appearing on the payroll an average of at least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the twelve (12} month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Half-Time employment is defined as appearing on the payroll an average of at least twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve . (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. 14.3 Effective January 1, 1997, the Employer agrees to contribute for FuIl-Time employees $300.00 per month toward the cost of the Singie Insurance Coverage, and $332.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shall be $225.OQ per month for Single Insurance Coverage, and $249.31 per month for Dependent Insurance Coverage. For Haif-Time employees, the Employer's contribution shat2 be $150.OQ ger month for Single Insurance Coverage, and $166.20 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shall be litnited to the IRS qualification. 14.4 Effective 7anuary i, 1998, the Employer agrees to contribute for Full-Time employees $300.00 per month toward the cost of the Single Insurance Coverage, and $33'7.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shalt be $225.00 per month for Single Insurance Coverage, and $253.06 per month for Dependent Insurance Coverage. For Half-Time employees, the Employer's contribution shall be $I50.00 per month for Single Insurance Coverage, and $168.70 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shali be litnited to the IlZS qualification. 14 ARTICLE 14 - IIr'SURANCE (Continued) 14.5 Notwithstanding Articles 14.3 and 14.4, an employee covered by this Agreement who was empioyed at least twenry (20) hours but less than thirty-two (32) hours per week during the month of December, 1988, skali receive the same coatributions as a Full-Time employee. This Article 14.5 shatl continue to apply only as long as such employee remains continuously employed at least twenty (20) hours but iess than thirty-tu+o (32) hours per week. 14.b Under the "Cafeteria P1an" all eligible employees, regardless of the number of average hours worked, must select at Ieast single coverage hospital-medicai ins¢rance and employee 2ife insurance in an amount ec�ual to the emptoyee's annual salary to the nearest thousand dollars. Any unused portion of the Employer's contribudon, for which an employee is eligible, is defined as unused benefit dollars, not saiary, and shall be paid to the employee as taxab2e income. Such payment wiil be made during the month of December for the insurance year. For empioyees who ternvnate their employment with the Ciry of Saint Paul, such payment sfiall be made within ninety {90) days following termination. C� 14.7 For employees who become disabled and are eligible for a disability pension from a retirement fund to which the Ciry of Saint Pani has conuibuted, the Emp]oyer shall contribute toward the hospital-medical insurance program offered by the Employer in � accordance with the retiree insurance provisions of this Agreement. 14.8 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, tisted in Sections 14.4 through 14.19 below, [oward a health insurance ptan offered by the Employer: 24.8{1) Be receiving bene5u from a Public Employee Retirement Act at the tune of retirement, and 14.8(2} Have severed hislher reiationship with the City of Saint Paul for reasons other than misconduct. 24.8(3} Employment with School District No. 625 wili not be counted toward the service requirement for employees hired after October i, 1997, toward years of service for retiree health eligibility. 14.9 The defurition of Full-Tune, Three-Quarter Time, and Half-Time shall be as per Section 14.2. 15 9'1-ta a Y � ARTICLE 14 - INSUR.ANCE (Continued) Early Retirees 14.10 This Section applies to employees who: 14.10 (1) 14.10 (2) 14.10 (3) 14.10 (4) 14.10 (5) 14.10 (6} Retire on or after January l, 1946, and Have completed twerny (20} years Full-Time with the City of Saint Paui, and Were appointed prior to 7anuary 1,1990, and Have not attained age s'vcty-five (65} at retirement, and Meet the ternvs set forth in Section 14.& above, and Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be gaid to the retiree. Tn addition, the Employer will contribute the cost for $S,OOO life insurance coverage until the retiree attains the age of sixty-Five (65). When such early retiree attains age sixty-five (65), the provisions af Section 1412 shall apply. • 14.11 This Section shail apply to employees who: 14.11 (1) Retire on or after January 1, 1996, and have completed twenty-five (25) yeazs Full-Tune with the City of Saint Paul, and 14.11 (2) Were appointed on or after January 1, 1990, and 14.11 (3) Have not attained age sixty-five (65) at retirement, and 14.11 (A) Meet the conditions of Section 14.8 above, and 14.11 (S) Select a health insurance plan offered by the Employer. Llntil such employees reach sixty-five (65} years of age, the Employer agrees to conuibute a maacimum of $300.00 per month toward the cost of single or family heaith insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibute the cost for $S,OOQ life insurance until ttie retiree attains the age of s'vcty-five (65). When such early retiree attains age sixry-five (65), the provisions of Secdon 14.15 shall apply. � ARTICLE 14 - INSURANCE (Cantinued) Regular Retirees (Age 65 and over) 14.12 This Section shali app2y ta Full-Time employees who: 14.12 (i) Retire on or after 7anuary i, 1996, and 14.12 (2) Were appourted grior to January 1, 1990, and 14.12 (3) Have completed twenry (24) years Fuli-Time with the City of Saint Fau1, and 14.12 (4) Have attained age sixty-five (65) at ret'uement, and 14.12 (5) Meet the conditions of Section 14.5 above, and 14.12 (6) Select a health insurance plan offered by the Employer. The Employer agrees to conuibute up to a maximum of $500.00 per month towazd the cost of single or famiiy health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.23 This Section sha11 apply to Three-Quarter Time employees who: 14.13 (1} Retire on or after January 1, 1996, and 14.23 (2) Were appointed priot to January 1, 1990, and 14.13 (3) Have completed twenty {20) years with the City of Saint Paul and must have been eligible for beneFits and enrolled in the City's medical plan for the five (5) years prior to retirement, and 14.13 (4} Have attained age s'vcty-five (65) at retirement, and 14.13 (5) Meet the conditions of Section 14.8 above, and 14.13 (6) Select a health insurance pian offered by the Employer. The Employer agrees to contribute up to a masimum of $375.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.14 This Section shall apply to FIaif-Time employees who: 14.14 (1) Retire on or afrer Jannary 1, 1996, and 14.14 (2) VYere appointed prior to January 1, 1940, and 14,14 (3) Have compieted twenty (20� yeazs with the City of Saint Paul and must have been eligible for benefiu and enrolled in the City's medical pian for the five (5) years prior to retirement, and 14.14 (4) FIave attained age sixty-five (65} at retirement, and 14.24 (5) Meet the conditions of Section 14,8 above, and 14.14 (6) Select a health insurance plan offered by ffie Employer. � � � 17 � ARTICLE 14 - INSL��ItiCE (Continued} q�,�� ' The Employer agrees to contribute up to a maximum of $250.00 per month toward the cost of single or family health insurance coverage. Any unused portion sha21 not be paid to the retiree. No life insurance coverage will be provided. 14.15 This Section shall apply to Full-Time employees who: 14,15 (1) Retire on or after 7anuary 1, 1996, and 14.15 (2) Were appointed on or after January 1, 1990, and 14.15 (3) Have completed twenty (20) years Full-Time with the City of Saint Paul, and 1415 (4) Have attained age sixty-five (b5) at retirement, and 14.15 (5) Meet the conditions of Section 14.8 above, and 14.15 (6) Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.QQ per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. . 14.16 This Section shall apply to T'hree-Quarter Time employees who: 14.16 (1) 14.16 (2) 14.16 (3) Retire on or after Tanuary i, i495, and Were agpointed on or after 7anuary 1, 1990, and prior to January 1, 1996, and Have completed twenty (20) years with the City of Saint Paul and must have been eligible for benefits and enrolled in the Ciry's medical plan for the five (5) years prior to retirement, and 14.16 (4} Have attained age sixty-five (65) at ret"uement, and 14.16 (5) Meet the conditions of Secuon 14.8 above, and 14.16 (6) SeIect a healih insurance pian offered by ffie Employer. The Employer agrees to contribute up to a maximum of $225.00 per month towazd the cost of single or faznily heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.17 This Section shatl agply to One-Fialf Time employees who: 14.17 (1) Retire on or after 7anuary 1, 1996, and 14.17 (2) VJere appointed on or after January 1, 1990, and prior to January 1, 1996, and 14.17 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must have been eligible for benefits and enrotled in the City's medical plan for ffie five (5) years prior to retirement, and � ARTICLE 14 - I:NSURANCE (Continued) 14.I7 (4) Have attained age sixty-ftve (65) at retirement, and 14.17 {5) Meet the conditions of Section 14.8 above, and 14.17 (6} Select a health insurance pian offered by the Employer. The Empioyer agrees to contribute up to a maximum of $150.00 per month towazd the cost of single or fanuly heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life iusurance coverage wil1 be provided. 14.18 In the event of reduction of hours of employment for budgetary reasons fluring tke last twelve (12} months of employment, the eligibility will be determined by the previous forry-eigkt (48) months before the reduction. 14.29 Employees who have compieted twenty (20) years of Fuli-Time service with the City of Saint Pau] and reduce to Part-Time prior to retirement and who ate eligible and enrolled in the City's medical plan continuousiy antil retirement shati be eligible for Full-Time benefiu at retirement. Z4.20 The following list of emgloyees is a good faith effort by ihe City and the Association to identify employees, as of this contract date, who were hired prior to January I, 1990, and who have less than twenty (2Q) yeazs of service upon reaching the age of sixty-five (65). The intention of tfie parties is to include oniy Those employees that are represented by the Association prior to January 1, 1996, and aze still empioyed by the City as of the signing of tlus Agreement. 14.20(I) The following employees will qualify for np to the following dollar amaants at the age of s'ucry-five (65) with a minimum of ten {10) years of service. The reqniremenu of Section l4.8 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty-five (65) with twenty (20) yeazs of service with the City, tkey may qualify as provided for under this Agreement. Eileen Moore Iiarriet Copeland Mazilyn Rehnberg Carolyn Sorenson Karen Koeppe Pat Weisman $250.00 $250.00 $250.00 $125.00 $187.50 $125.00 � C. � 19 q�-aa�r ARTICLE 14 - Il\SL'RANCE (Continuedj � Survivor Insurance 14.21 The surviving spouse of an employee carrying family coverage at the time of histher death due to a job conneeted injury or illness, which was determined to have arisen out of and in the course of hislher employment under worker's compensation law, shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regulaz retiree, the dependents of the retiree shali have the option, within thirty (30) days, to continue the current hospitalization and medical benefiu which said dependents previously had, at the premium and Empioyer contribution accorded to the eligible deceased retiree. It is further understood that coverage shail cease in the event of: 14.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 14.21(2) The employment of the svrviving 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 shali have the right ta maintain City health insurance for the first ninety (90) days of said employment. 14.22 A retiree may not carry hislher 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. 14.23 The contributions indicated in Article 14 shall be paid to the Employer's third party adminisuator. 14.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shali be paid 50% by the employee and 50% by the Employer. 14.25 Employees covered by this Agreement shali be eligible to participate in the Dependent Care Reunbursement Account offered by the Empioyer. The service fee charged to participating empioyees shall be paid by the Employer. � ARTICLE 15 - VACATION 15.1 In each calendar year, each FuII-Time empioyee shall be granted vacation according to the foIlowing schedule: Years of Service Year one through year seven Year eight through year fifteen Year sixteen through year nineteen Yeaz twenty and beyond 15.2 15.3 Vacation Granted 15 days 22 days 25 days 26 days This vacation schedule is effective as of 7anuary i, 1995. Employees who work less rhan full-time sball be granted vacation on a pro-rata basis. The Department Aead may permit an employee to carry over into the fotlowing year up to fifteen (15) days vacation. The above provisions of vacation shatl be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 If an employee has an accumutation of sick leave credits in excess of one hundred and eighty days, helshe may convert any part of such excess to vacazion at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (ZO) days of sick leave in each calendar year under this provision. Z5.5 Employees may request compensation in cash for up to one week of unused vacation annually. Payment wiIl be at the discretion of the Department Head and additionally, limited by the availability of fnnds in the DepartmenYs Budget. Article 15.5 shall not be subject to the provisions of Article I1 of this Agreement. ARTICLE 16 - H(?LIDAYS 16.1 Holidays recognized and observed. The fallowing days shail be recognized and observed as paid hotidays; New Year's Day Martin Luther King Day Presidents' Day Memoriai Day Independence Day Two floating holidays Labor Day Veterans' Day Thanksgiving Day Day afrer T'hanksgiviag Christmas Day n �J � Z1 ARTICLE 16 - HOLIDAYS (Continued) `1'1-la� Y � Eliglble employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shail 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. 16.2 The floating holidays set forth in Section 16.1 above may be taken at anytime during the contract year, subject to the approvai of the Department Head of the employee. 16.3 Eligibility Requiremenu. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll the last scheduled working day before the holiday and the fust scheduled working day after the holiday. Part-Time employees will receive pro-rated holiday pay if they appear on the payroll any six of the nine days preceding the holiday or on the last working day before the holiday and any three days of the preceding nine days before the holiday. It is fiuther understood that neither temporary nor other employees, not heretofore eligible, shail receive holiday pay. 16.4 Employees required to work on a hotiday shall be compensated in accordance with Section I.I of the Saint Paul Salary Plan and Rates of Compensation. . ARTICLE 17 - CITY MII.,EAGE i"7.1 Automobile Reimbursement Autharized: Pursuant to Chapter 33 of the Saint Paul Administrarive Code, as amended, pertaining to reimbursement of City off'icers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 17.2 Method of Computarion: To be eligible for such reitnbursement, all off'icers and emgloyees must receive written authorization from the Departrnent Head. Type i. If an employee is required to use his/her own automob9le OCCASIONALLY during emptoyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually useti in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actuaily driven. 22 ARTICLE 17 - CITY MILEAGE {Continued) If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an empIoyer velucie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the empioyee shaIl be reimbursed at tfie rate of $0.20 per mile driven and shaIl not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the empIoyee shali be reimbursed at the rate of $4.Od per day for each day of work. In addition, the empIoyee shall be reimbursed $U.20 per mile for each mile actually driven. If such empIoyee is required to drive an automobile during empIoyment and the Department Head or designated representative detemriaes that an employer vehicie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for aay per diem. � 17.3 The Ciry wi21 provide pazking at the Civic Center Pazking Ramp for Ciry employees on either of ttie above mentioned types of reimbursement plans who aze required to have � their personal car available for City business. Such parking will be provided only for the days the employee is required to have his/her own personal car available. 17.4 Rules and Regutations: The Mayor shall adopt rules and regutations goveming the procedures for automobile reimbursement, which regulations and rules shall contain tke requirement that recipients shall frle daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven and further require tha[ they maintain a¢tomobile liabiliry insurance in amounts of not less than $100,000/$300,000 for persona] injury and $25,000 for property damage or liabiiity insurance in amounts not less thau $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, sha12 be maintained on file with the Ciry Clerk. 23 q�t _1a a �" ARTICLE 18 - I�O�`BISCRE4�I:'rA�'I4� • 18.1 The terms and conditions of this Agreement will be applied to empiayees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, sexual orientation, rtisabitity or because of inembership or non-membership in the Association. 18.2 Employees wili perfonn their duties and responsihilities in a nondiscriminatory manner as such duties and responsibilities invalve other employees and the general public. 183 Employees covered by this contract will be cavered by the City golicy regarding nondiscrimination and sexual harassment, as well as applicable local, state and federal laws. ARTICLE 19 - PARENTAL LEAVE 19.1 A twe3ve (12) month Parental leave-of-absence without pay shall be granted to a naturai parent or an adoptive parent, who requesu such leave in conjunction with the birth or adoptian of a child. Such leave may be extended an additional tweive (12} months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shalI not be subject to the provisions of Article 11 of this Agreement. � Employees who retum foliowing such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 19.2 I.eave-of-absence for the adoption of a child or for paternity leave shall be in accordance with applicable laws. 19.3 In case of an employee adoption of a child up to five (5) years of age, emptoyees shall be permitted to carry over into the following fiscal year up to eighty (80) additional honrs of accrued vacation tane each year up to a total of two hundred forty (240) hours. This Article 19.3 shall apply only to one City employee in the event that both adoptive parents are City employees. ARTICLE 20 - NO STRIKE, NO LOCKOUT 20.1 The Association and the Employer agree that there shall be no suikes, work stappages, slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's business or affairs by any of said Association andlor members thereof, and there shatl be no bannering during eacistence of tkus Agreement without first using all possible means of peaceful settlement of any conuoversy which may arise. Employees engaging in same shall be liable for disciplinary action. � ARTICLE 21- SICK LEAVE 21.1 Sick Ieave sha1I be earned and granted in accordance with the Civit Service Rnles. The accrual rate for eligible employees shall be .d576 of a working hour for each full hour on the payroll, excluding overtune. 21.2 In the case of a serious iliness or disability of an employee's child, parent or household member, the Department Head shatl grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accnmulated sick leave crediu. Use of such sick leave shaIl be limited to forty (40) hours per incident. 21.3 Aay employee who has accumulated sick leave crediis, as provided in the Civii Service Rules, shall be granted up to three days of sick leave to attend the funeral of the employee's grandparent or grandchild. 21.4 Pregnant employees of the City of Saint Paul shali be eligible for the nse of paid sick leave and unpaid leave-of-absence in the same manner as any other disabled or iII Ciry employee. Such paid sick leave eligibility shal2 begin upon certification by the empioyee's attending pfiysician that tt�e employee is disabled in terms of her abiliry to perform the duties af her position. � 21.5 The Deparnnent Head or the Human Resources Director may require a physician's � certificate or additional certificates ai any time during an employee's use of sick leave for the purposes stated in Z1.2 above. A21 such certificates shaII be forwarded by the appointing o�cer to the Human Ttesources O�ce. If an employee is absent because of the provisions of ArticIe 21.2 above for three (3) or fewer calendar days he/she sha11 submit to the Bepartrnent Head a cer[ificate signed by the employee stating the nature of the chitd, pazent or househald member's siclmess. If the sickness continues for more than three (3) calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Deparunent Head and forwazded to the Human Resources Office. 21.6 No sick leave shall be granted for the above reasons untess the employee reports to his/her Department Head the necessity for the absence not later than one-haIf hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Departmeat Head that the faiiure to report was excusable. 21.7 An employee shall be paid under the provisions of this paragraph only for the nutnber of days or hours for which he/sbe wonld normally have beea paid if he/she had not been on sick leave. 25 ARTICLE 22 - VOLL:NT'ARY LINPaID LEA`?E-0�-�5�'ti��' 9'1 -�a a t' • 22.1 A Full-Time employee may be granted up to four hundred eighry (480) hours of voluntary leave-of-absence without pay during the fiscal year. During such leave-of- absence, the employee shall continue to earn and accrue vacation and sick teave, seniority credits and maintain insurance eligibility as though hetshe was on the payroll. Any leave-of-absence granted under this provision is subject to the approval of the Deparanent Head. ARTICLE 23 - SAF'ETY FOOTWEAR 23.1 For those employees required by the Employer to wear safety shoes or boots, the Empioyer agrees to contribute $40.00 per calendar year toward the repair, replacement or purchase of such shoes or boots. ARTICLE 24 - LICENSINGICERTIFICATION REQUIREMENTS 24.1 'The City shall pay or reunburse the employee for all continuing education tuition costs � that are required for any emgloyee to maintain his or her license or regisuation as mandated in the employee's job description. The minimum qualifications will determine whether the professional iicense or registration is a mandatory job requirement. 26 9� -�aa � � ARTICLE 2S - DURATION AND EFFECTIVE DATE 25.1 Except as herein provided, this Agreement shall be effective as of January 1, 1997, and shall continue in full force and effect through December 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Sither pariy desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A, as it may be amended from time to time. 25.2 This consritutes a tentasive agreemern between the parties which will be reeommended by the Director of I,abor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the Association. WITNESSES: CITX OF SAINT PAUL ��- a Mary` . Kearney D'arector of Labor Relations DATED: September p�, 1997 �ie:d�+;6�:;'; � —'_—��i��..„.-� .... _.; , � .>_ n.:. S'::?:. 6.•r � _.,.. CITY OF SAINT PAUL PROFESSTONAL EMPLOYEES ASSOCIATION, INC. z� A� Steven R. Roy, Presida�t 27 APPENDIX A GRADE 0�2 � 496A ARCH/LAND ARCH/CIVII, ENG TRAIN A B C D E F G 1Q-yr. 15-yr. (1) (2) (3) (4) (5) (6) (�) ($) (9) 12121196 996.80 1035.71 1078.88 1131 J9 1189.04 1247.37 1311.13 1349.99 1389.93 07/19/97 1001.78 1040.89 1084.27 1137.45 1194.99 1253.61 1317.69 1356.74 1396.88 12l20/91 1003.78 1042.97 1086.44 1139.72 1197.38 1256.12 1320.33 1359.45 1399.67 02f28f98 1023.86 1063.83 1108.17 1162.51 1221.33 1281.24 1346.74 1386.64 1427.66 09126i98 1032.05 1072.34 1117.04 1171.81 1231.10 1291.49 1357.51 1397.73 1439.08 GRADE OQ3 407A CHILD CARE ENRICHMENT INSTRUCT 408A CHILD CARE PROGRAM COORDINATOR 372A *LIBRARY SPECIALIST i 12121 /96 1 d27.05 1068.10 1110.21 116637 1223.57 128b.26 1349.99 1390.99 1429. 88 07/19/97 1032.19 1073.44 1115.76 1172.20 1229.69 1292.69 1356.74 1397.94 1437.03 12l20197 1034.25 1075.59 1117.94 1174.54 1232.15 1295.28 1354.45 1400.74 1439.90 02128/98 1054.94 1097.10 1140.35 1198.03 1256.79 1321.19 1386.64 1428.75 1468.70 09/26/98 106338 1105.88 1149.47 1207.bi 126b.84 1331.76 1397.73 1440.18 1480.45 GRADE 005 007A *LIBRARY SPECIALIST I 009A *SUBSTITUTE LIBRARY SPECIALIST 165A MANAGEMENT ASSISTANT I 130 PARK NATURALISTfEDUCATION SPEC 263A VOLUNTEER COORDINATOR 12121146 1090.78 1133.97 1177.18 1238.68 1249.16 1364.00 1430.95 1474.13 1516.26 07/19l97 1096.23 1139.64 1183.07 J244.87 1305.66 1370.82 1438.10 1481.50 1523.84 12/20/97 1098.42 1141.92 11&S.A4 12473b 1308.27 1373.56 1440.98 1484.4b 1526.89 02l28l98 112� 39 1164.76 12Q9.15 1272.31 1334.44 1401.03 1a69.80 1514.15 1557.43 04l26/98 1129.35 1174.08 1218.82 1282.49 1345.12 1412.24 1481.56 1526.26 1569.89 GRADE 006 88fi ECONOMIC DEVLMT SPECIALIST I 976 GRAPHIC ARTIST I � 12/21 /96 1122.06 1167.45 1213.89 1275.45 1339.18 14Q5.03 1474.13 1519.49 1562.70 07114/97 1127.67 1173.29 1219.96 1281.83 1345.88 1412.06 1481.50 1527.09 1570.51 21/20l97 1129.93 1175.64 1222.40 1284.39 13A8.57 1414.88 1484.46 1530.14 1573.65 02/28/98 1152.53 1199.15 124b.85 1310.08 1375.54 1443.18 1514.15 1560.74 1605.12 09l26/98 1161.75 1208.74 1256.82 1320.56 1386.54 1454.73 1526.26 1573.23 1617.96 9'T -t a-a �" A-1 GRADE 007 008A *LIBRARY SPECIALIST II � QOi ACCOUNTANT I 542A HUMAI3 RESOURCES SPECIALIST I 581A LIBRARY VOLUNTEER COORDINATOR 375A MUNICIPAL EQUIPMENT COORDINATOR 820 NUTRITIOlVIST I 012A PROJECT MANAGER I 038A PUBLIC INFO SPECIALIST I 392 RESEARCH ANALYST I A B C D E F G 10-yr. 15-yr. (1) (2} (3) (4) (5) (6} (7) (8) (9) 12l21196 1154.47 1200.91 1250.63 1312.13 1379.12 1448.27 1519.49 1564.85 1610.22 07/19J97 11b0.24 1206.91 1256.88 1318.69 1386.02 1455.51 1527.09 1572.67 1618.27 12120/97 1162.56 1209.32 1259.34 1321.33 1388.79 1458.42 1530.14 1575.82 1621.51 02l38198 1185.81 1233.51 1284.58 1347.76 1416.57 1487.59 1560.74 160Y.34 1653.94 09/26/98 1195.30 1243.38 1294.86 1355.54 1427.90 1499.49 1573.23 1620.20 1667.17 :s1:7\�7�i1DA3 306A BUSINESS ASSIST SPECIALIST 249 LIBRARIAN I 220A VII?EO PRODUCTION 5PECIALIST 12121196 ll40. i 1 1238.68 128837 1352.13 1417.97 i�}90.37 1564.77 1612.40 1658.82 � 07/19/97 1196.06 1244.87 1294.81 1358.89 1425.06 1497.82 1572.59 1620.46 1667.11 12/20197 1198.45 1247.3b 1297.40 1361.b1 1427.91 1500.82 1575.74 1b23.70 1670.44 02128/98 1222.42 1272.31 1323.35 1388.84 145b.47 1530.84 1607.25 1656.17 1703 .85 09(26l98 1232.20 1282.49 1333.94 1399.95 1468.12 1543.04 1620.11 16fi9.42 1717,48 GRADE 009 128 CRIMINALIST I 908 EMPLOYMENT AND TRNG PLANNER 828 GRANTS ASSISTANT 977 GRAPHIC ARTIST II 575 AEALTH EAUCATOR I 896 LANDSCAPE ARCHITECT I 166A MANAGEMENT ASSISTAI3T II 520 WATER QUALITY SPECIALIST I 12(21196 1224.66 1275.45 1326.1$ 1392.11 1462.27 1i35.72 1612.4Q 1658.82 1707.A1 07l19/97 1230.78 1281.83 1332.81 1399.07 1469.58 1543.40 1620.46 1667.11 1715.95 12/20197 1233.24 1284.39 1335.48 1401. 87 1472.52 1546.49 1623.70 1670.44 1719.38 02l28l98 1257.90 1310.08 13b2.i9 1429.91 1501.97 1577.42 Ib56.i7 1703.85 1753.77 09/26/98 1267.96 1320.56 1373.09 1441.35 1513.99 1590.04 1669.42 1717.48 1767.80 � 9� _tia a � A-2 � GRADE O10 684 ARBORIST 934 CITY PLAN23ER II 887 ECONOMIC DEVLMT SPECIALIST II 425A HEALTH & PTTNESS SPECIALIST 233 HEALTH STATISTICIAN 114A MEDICAL RECORDS ADMINISTRATOR 013A PROJECT MANAGER II 393 RESEARCA ANALYST II 424A RESEARCH LIBRARIAN 658 SOCIAL WORKER A B C D E F G 10-yr. IS-yr. (1) (�? (3) t4) (5) (6) (�) (8) (9) 12121I96 1263.57 1312.13 1364.00 1433.09 1505.46 1581.06 1658. $2 1709.57 1760.37 07f19/97 1269.89 1318.69 1370.82 1440.26 1512.99 1588.97 1667.11 1718.12 1769.17 12I20197 1272.43 1321.33 1373.56 1443.14 1516.02 1592.15 1b70.44 1721.56 1772.71 02f28(98 1247.88 1347.76 1401.03 1472.00 1546.34 1623.99 1703. 85 1755.99 1808.16 09l26/98 1308.26 1358.54 1412.24 1483.78 1558.71 1636.98 1717.48 1?'70.04 1822.63 GRADE Ol l • 133A *OFFICE SERVICES ADMIN-SUPERV 002 ACCOITNTANT II Ol l ARCHITECT I 370A CITIZEN SERVICE SENIOR ANALYST 105 CIVIL ENGINEER I 659 CIVIL ENGINEER I--WATER UTIL 130A COUNCIL RESEARCH ANALYST SOlA CRIME PREVENTION COORDINATOR 255A ENVIRONMENTAL AEALTFi SPEC I 257A ENVIRONMBNTAL HEALTH SISPV 543A HUMAN RESOURCES SPECIALIST II 12/21196 1300 30 135 3.19 1407.18 1477.37 1550. 82 1629. 68 1709.57 1757.10 1$13.26 07119/97 1306.80 1359.96 1414.22 1484.76 1558.57 1637.83 1718.12 17b5.89 1&2233 1212�/97 1309.41 1362.68 1417.05 1487.13 1561.69 1641.11 1921.56 1769.42 1825.97 62l28l98 1335. 60 1389.93 1445.39 1517.48 1592.92 1673.93 1755.99 1804.81 1862.49 09126t 98 1346.28 14Q 1.05 1456.95 1529.62 1 fiQ5.66 1687.32 1770.04 1819.25 1877 39 9� -�aa$� A-3 • n U A B C (i? (21 (3) 12l21l96 134Q.21 1393.16 1449.30 07/19/97 1346.91 1400.13 1456.55 12t20l97 1349_60 1402.93 1459.46 02f28/98 1376.59 1430.99 1488.65 09J26198 1387.60 1442.A4 1500.56 GRADB 012 184A EDP SYSTEMS ANALYST I 395A HUMAN RIGHTS 5PECIALIST 383 RECREATION DIRECTOR II 326A VALUE ANALYST I D E F ( (5? (6) 1520.59 1597.28 1677.18 1528.19 1605.27 1685.57 1531.25 1608.48 1688.94 1561.88 1640.65 1722.72 1574.38 1653.78 1736.SQ G 10-yr. 15-yr. � t8) � 176037 1815.41 1867.28 1769.17 1824.49 1876.62 1772.71 1828.14 18$0.37 1808.16 1864.70 1917.98 1822.63 1879.62 1933.32 GRADE 013 888 ECONOMIC DEVLMT SPECIALIST III 256A ENVIRONMENTAL HEALTH SPEC II 829 GRANTS SPECIALIST 576 HEALTH EDUCATOR II 897 LANDSCAPE ARCHITECT II 167A MANAGEMENT ASSISTANT III 296A MEDICAL TECHNOLOCsIST 821 NUTRITIOTtIST II 974 OCCUP SAFETY & HEALTH ANALYST 039A PLJBLIC INFO SPECIALIST II 288A SAFETY OFFICER 409 SENIOR EMPLOYMENT & TRNG PLNNR 330A VIDEO PRODUCTION COORDTNATOR 521 WATER QUALITY SPECIALIST II 12/21l96 1380.18 1434.19 1492.52 15b8.10 1643.70 172b.89 1815.41 186835 1921.22 07! 19l97 1387.08 1441.36 1499.98 1575.94 1651.92 1735.52 1824.49 1877.69 1930.83 12/20f97 1389.85 1444.24 1502.98 1579.09 1655.22 1738.99 1828.14 1881.45 1934.69 02l28198 1417.65 1473.12 1533.04 161Q.b7 1688.32 1773.77 1864.7� 1919.08 1973.38 09l26/98 1428, 99 1484.90 1545 30 1623.56 1701.83 1787.96 1879.62 1934.43 1989.17 �t�_►aat' l:C! GRADE Q14 • 924 ADMIN ASSISTANT-CITY PLANI3ING 598 CITIZEN PARTICIPATION COORD 935 CITY PLANNER III 544A HUMAN RESOURCES SPECIALIST III 25� LIBRARIAN II 139A NURSE PRACTTI'IONER-OB GYN 5&5 PUBLIC AEALTH NURSE 394 RESEARCH ANALYST III A B C D E F G 10-yr. 15-yr. (1) {2) {3} (4) {5) (6) (7) {8) (9) 12/21196 1421.24 147737 1536.71 1613.50 1695.57 1778.72 1868.35 1923.40 1980.67 07/19197 142835 1484.76 1544.45 1621.57 1704.05 1787.61 1877.69 1933.02 194Q.57 12120/97 1431.21 1487.73 1547.54 16?r�. 81 1707.46 1791.19 1881.45 1936.89 1994.55 02128l98 1459.83 1517.48 1578.49 ib57.31 1741.61 1827.01 1919.08 1975.63 2034.44 09/26198 1471.51 1529.62 1591.12 1670.57 1755.54 1841.63 1934.43 1991.44 2a50.72 GRADE O15 . 246 **LANDSCAPE ARCHITECT II Q03 ACCOUNTANT III 012 ARCHITECT II 626 ASSISTANT CHIEF SURVEYOR 106 CNIL EiQGINEER II 108 CIVIL ENGINEER II-WATER UTIL 129 CRIMINALIST II 124A ENVIRON AEALTH ADM ANALYST i l0A HEALTH ANALYST 530A PUBLIC EDUCATION OFFICER-FIRE DEPT. 12/21/96 1464.42 1523.82 1583.23 1661.00 1745.21 1831.62 1923.40 1982.83 2041.16 07l19/97 1471.74 1531.44 1591.15 1669,31 1753.94 1840.78 1933.02 1992.74 2�5137 12/20(97 1474.68 1534.50 1544.33 1672.65 1757.45 1844.46 1436.89 1996.73 2055.A7 02128198 1504.17 1565.19 1626.22 1706.10 1792.60 1881.35 1975.b3 2036.66 2096.58 09/26198 1516.20 1577.71 1639.23 1719.75 1$06.94 1896.4� 1991.4A 2052.95 2113.35 9�-�aa� A-5 q�-�aa� r 1 LJ lJ A B C �1? (2? (3) 12/21/96 1508.70 1569.21 1630.77 07/19/97 1516.24 1577.06 1638.92 1212Q147 1519.27 1580.21 1642.20 02/28/98 1549.66 1611.81 1675.04 09I2bl98 15b2.06 1b24.70 1688.44 GRADE Q16 092A ADMIN ASSISTANT--FIRE DEPT 321A ARTS DEVELOPMENT MANAGER 391A EDP DATABASE COORDINATOR 185A EDP SYSTEMS ANALYST II 204A MANAGEMENT ANALYST 688A FHYSICAL FITNESS COORDINATOR 776 PROGRAM COORDINATQR 014A PROJECT MANAGER III 413A SELECTION & VALIDATION SPEC 327A VALUE ANALYST II D E F G 10-yr. 15-yr. (4) (5) (6) (7) (8) (9) 1'712.85 1798.16 1887.78 1982.83 2041.16 2100.55 1721.41 1807.15 1897.22 1992.74 205137 2111.05 1724.85 1810.76 1901.01 1946.73 2055.47 2115.27 1759.35 1846.98 1939.03 2036.66 2696.58 2157.58 1773.42 1861.7b 1954.54 2052.95 2113.35 2174.84 GRADE 017 384A CHILD CARE COORDINATOR 517A PHYSICIAN ASSISTANT 12/2ll96 1554.06 1615.64 1680.41 1762.54 1849.96 1943.96 2041.16 2103.77 2166.44 �7l19/97 1561.83 1623.72 1688.81 1771.35 1859.21 1453.68 2A5137 2114.29 2177.27 12l20l97 1564.95 1626.97 1692.19 1774,89 1862.93 1957.59 2055.47 2118.52 2181,62 02128l98 159b.25 1659.51 172b.03 1810.39 1900.19 199b.74 2096.58 2160.89 2225.25 09/26/48 1609.02 1672.79 1739.$4 1824.87 1915.39 2012.71 2113.35 2178.18 2243.05 GRADE 018 081A EPII7EMIOLOGIST 898 LAIQDSCAPE ARCHITECT III 379A LIBRARIAN III (Apptd. After 7f7/88) 12/21/9b 1600.53 1663.12 1729.04 1817.53 1407.24 2004.42 2103.77 2167.49 2227.98 07J19/91 1608.53 1671.44 1737.69 1826.62 1916.78 2014.44 2114.29 2178.33 2239.12 12/20/97 1611.75 1674.78 1741.17 1830.27 1920.61 2018.47 2118.52 2182.69 2243.b0 02128l48 1643.99 17Q$.28 1775.94 1866.8& 1959.02 2�58.$4 2160.89 222634 22$8.47 09126l98 1657.14 1721.95 1790.20 1881.82 1974.69 2075.31 2178.18 2244.15 2306.78 � W'1--1a.a sr � • GRADE 019 280A HUMAN RIGHTS PROGRAM ANALYST A B C D E F G 10-yr. 15-yr. (i) t2) (3) t4) t5) tb) t�) tg) (9) 12121/96 1649.10 1713.89 1780.84 1870.51 1964.45 2062.74 2167.49 2229.03 2295.99 07119/97 ib5735 1722.4b 1789.74 1879.86 1974.27 2073.05 2178.33 2240.18 230"T.47 12/20/97 16b0.66 1'725.90 1793.32 1883.62 1978.22 2071.20 2182.69 2244.66 2312.08 02/28/98 1693.87 1760.42 1829.19 1921.29 2017.78 2118.74 222634 2289.55 2358.32 09/26/98 1707.42 1774.50 1843.82 1936.66 2033.92 2135.69 2244.15 2307.87 2377.19 GRADE 02Q 013 ARCHITECT III 591 CITY PLANNER N 107 C1VIL ENGINEER III 109 CNIL ENGINEER III--WATER UTIL 889 ECONOMIC DEVLMT SPECIALIST IV 117A ECONOMIC PLANNER 454A EDP DATABASE ADMINISTRATOR 186A EDP SYSTEMS ANALYST III 160 ELECTRICAL SNGINEER III 533A FIRE PROTECTIOI3 ENGINEER 830 GRANTS MANAGER 251 LIBRARIAN III (Apptd. onlbefore 7171&8) 395 RESEARCH ANALYST N 444 STRUCTURAL ENGINEER 12/21f96 1697.75 1765,74 1835.44 142�.75 2023.85 212535 2231.23 229'7.09 2365.13 07l19/97 1'706.24 1774.57 1845.12 143734 2033.97 2135.98 2242.34 2308.58 2376.96 12f20/97 1109.65 1778.12 1848.81 1441.26 2038.04 2140.25 2246.87 2313.20 2381.71 02f28J98 1743.84 1813.68 1885.79 1480.09 207&.80 2183.06 2291.81 2359.46 2429.34 09/26/98 1757.79 1828.19 1900.88 1995.93 2095.43 2200.52 2310.14 2378.34 2448.77 GRADE 022 879 PR03ECT MANAGER IV 294A PR03ECT MANAGER IV-PUBLIC WKS 328A VALUE ANALYST III A B C D E F G 10-yr. IS-yr. (1) (2) �3) (4? (5? (6) (7) (8? (9) 12l21/96 180031 1871.5$ 1947.18 2044.37 2146.98 2253.88 2366.18 2A37.44 2508.76 �7/19/97 1809.31 1880.94 1956.92 2054.59 2157.71 22b5.15 2378.01 2449.68 2521.30 12/20/97 1812.93 1884.70 1960.83 2�58.7Q 2162.03 2269.68 2382.77 2454.58 2526.34 02/28/98 1844.19 1922.39 2000.05 2099.87 2205.27 2315.Q7 2430.43 2503.67 2576.87 ' 09/26f98 1863.48 1437.77 2016.05 2116.67 2222.41 2333.59 2449.87 2523.70 2597.48 *These titles have been abolished except as to the present incumbents. A-7 Council File # �*� _ 1a Z$ Green Sheet # 40117 RESOLUTION NT PAUL, M{NNESOTA �, , Presented Referred 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 Ciiy of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. Requested by Deparnnent of: Office of Labor Relations Adoption Certified by Council Secretary By: � �� .t __�' Approved by Mayor: Date � s S� By: � r 9 � Form Approved by City A ey By: ��az�' ` `—�'' `�J251�� Approv by ission to Council By: � Adopted by Council: Date � � . ,� � `�_ � �_ � v ssErax�swa��,�raF€ac�couxcn.: LABOIZ RELATIONS CONTACT PERSON & PHONE: JLTLTE KRAUS 266-6513 MUST BE ON COUNCIL AGENDA BY (DATE) TOTAL#OF ALL LOCATIONS FOR SIGNATURE) acrioN �QUFSrED: This resolution approves the attached 1997 -1998 Collective Bazgaining Agreement between the City of Saint Paul and The City of Saint Paul Professional Employees Association, Inc. RECOM[v�NDA7IONS: Approve (A) or Reject (R) PLAt3NINGCOMMISSION _CIVILSERViCE COM�IISSION Cffi CAMMIITfEE STAFF DIS'3'RICT COURT SUPPORTS WfDCA CO[3NCIL OB.TECTIVE? PERSONAL SERVICE CONTRACTS MI7ST ANSWER THE FOLLOWING QUESTIONS: I. Has this person/fum ever wnrked under a cqnhact for this depaztarent? Yes No 2. Hat this persoNfitm ever been a city empioyee? Yes No 3. Does this pecsoNfirm possess a skil( not nortnatly possessed 6y any curtent ciTy Yes No Expiain ali yes answers on soparafe sBeet and attac6 to green sfieet INITIA7'IIJG PROBLEM, ISSUE, OPPORTI7NITY (Who, W6at, When, Where, R'hy): ADVANTAGES IF APFROVED: DISADVANTAGE5IF APPRUVED: ' ,� �� I ` � �� j. DLSADVANTAGES IF NOT APPROVED: �' � evJB '6TAL AMOUNT 6F TRANSACTTON: UNDING SOURCE: INANCIAL INFORMP.TION: (F,XPLAII� COSTIREVENUEBUDGETED: ACI'IVITY NUMBER: '�`0 � DA1 �``'�° GREEN SHEET l�o.: 4oi i7 9/26f97 � 7 " � e�� iNIT7ALDATE INTfSALDATE ASSIGN I DEkAR1"MEN1' DIA. � 4 CITY COUNCiL NUMgEg 2 CITY ATTORNEY CITY CLERK FOR BUDGET DIR. FIN. & MGT. SERViCE DTR. ROUTING 3 MAYOR (OR ASS7'.) ORDER ATTACIIMENT TO GREEN SHEET ��~'�'"�'� Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the City of Saint Faul and the Professional Employees Association. Wages: PEA agreed to the same salary increases as AFSCME Clerical and Technical for 1997 and 1998. 01f01/97 2.0% 03l01f98 2.0% 08i01l97 0.5% 10/01l98 6.8°!0 12/3119� 0.2% 1997 2.7% 1998 2.8°l0 Health Insurance: 1996 - Current 1947 1998 Singie $300.00 Single $300.00 Single $300.00 Family $300.00 Family $332.41 Family $337.41 The City aa eed to split the administrative cost ($2.10 cost to the City per month) for those empioyees who choose to participate in a Flexible Spending Account as offered by the Employer. Retiree Health Insurance PEA agreed to limit those who may qualify for Retiree Health Insurance with the foilowing: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 10/Ol/97 toward years of service for retiree health eligibility. Severance (Sick Leave Buy Back) The City agreed to bring PEA up to the $10,000 severance package that all other groups are at. The conditions agreed to far this new severance package as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul t Eighry (&0) days of sick leave credits PEA agreed to limit those who may qualify for the old Severance package and the new one with the following: Employment with Schoal District #625 will not be counted toward the 20 year service requirement for employees hired after 101Q 1197 towazd years of service for retiree health eligibility. Sick Leave The Ciry agreed to change the amount of sick leave eligible for use to attend the funeral of the employee's grandpazent or grandchild from one day to three days. Licensing/certification Requirements The City agreed to pay the cost of continuing education required to maintain an employee's current jo6 because of licensing or certification requirements. � T — � � f �. . :: �i :. .�� _ . � m.� .(� ' : � '.. - Z - �� ,�� -�� Y�� 7 � • .v. / S _ Z ✓ /� ,ry /��[� -� � •'- : i�: �._ ^/-//.r��/'!V . ...'. � � -. . ` _ . �i` � _ . � � � . T. CO��,�CT`F� BA:�2GAI�Il�� AGRE�MEN'� . , ; . `' - c' z _ > � �r � � rf ' + . _ . . BET�'EEL� , = u , � r � i � z c � � ^• ��" `P�.�u ��'� VI�` �`��l t = ". % � k i f. { . R 7 � a� � Y . �. ( F r \ � l, r; �� t .� 2�3+�1J. ��V �#l��V __ . . _� . . _ _ ,. .. . i � j Y � . ,. . ". . .. . . �/,. ' ..� . -- M1 ^� � � z , i ' i L , < i C� P��, � : - , , , J ` G• \ 1 Y } a � � z ' rS �i1 .,'S �;S � � a ✓' ,�.., l `Y' . _ - ,l' �i k � ; 4 _ f J . _.. . � . . � . _4 _� r.. ..t . a. o F ._ . 5 • S—.' ' ° ✓ na >, * r, .._ Y.. � t 4 C_ n �J �1_iaa� 8' INDEX ARTICLE TITLE PAGE Preamble ........................................1 1 Recognirion .......................................2 2 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Check dff and Service Fee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 Aours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 Senioriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 & Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . S 9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . & 10 I.egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12 Wages .........................................13 . 13 Saving Clause : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . 13 14 Insurance . . 14 15 Vacation ........................................21 16 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 17 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Nondiscrimination ................................. 24 19 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 20 No Strike, No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 21 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 22 Voluntary Unpaid Leave of Absence . . . . . . . . . . . . . . . . . . . . . 26 23 Safety Footwear . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Licensing and Certification Requirernents . . . . . . . . . . . . . . . . . . 26 25 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . ..27 AppendiY A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al i �t� -�'� C� PREAMBLE This Agreement is entered into between the City of Saint Paul, hereinafter refened to as either the "Employer" or the "City," and the City of Saint Paul Professional Empioyees Association, Inc., hereinafter refened to as the "Association," for the purpose of fostering and promoting harmonious relations berween the City and the Association in order that a high level of public service can be provided to the citizens of the City. This Agreement attempts to accomplish this purpose by providing a fulier and more complete understanding on the part of both the Ciry and the Association of their respective rights and responsibilities. � The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Association or the employees as established under the provisions of the Public Employment I,abor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 1 - RECOG'�'�T�O:�' � . 1.1 The City recognizes the Association as the exclusive representative for The Classified Professional Employees Bargaining Unit, as certified by the State of Minnesota Bureau of Mediatian Services, dated Iv'ovember 5, 1985, Case No. 85-PR-775-A. Employees shali be included in this certification in accordance with the Public Employment Labor Relations Act, Minnesota Statute CH.179A, as it may be amended from time to time. ARTICLE 2 - SEVERANCE PAY 2.1 The Employer shall provide two distinct severance pay plans as set forth in this Article. Eligibility Requirements 2.2 To be eligible for either of the severance pay plans, an employee must meet the following requirements: • 2.2(i} The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those empioyees who are discharged for cause, misconduct, ine�ciency, incompetency or any other disciplinary reason are not eligible for either of the severance pay plans. 2.2(2) The empioyee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 2.2(3) The employee mast have accumulated a minunum of eighty (80) days of sick leave credits at the time of hislher separation from service. Severance Pay Ptan 1 2.3 In addition to the teqvirements listed in 2.2, an employee must meet the following requirements: 2.3(i) The employee must Uave at least ten (10) yeazs of consecutive service under ffie classified or unclassified Civil Service at the time of separation. 23(2) The masunum aznount of money that any employee may obtain through this severanoe pay plan is $7,000 to be calculated as set forth in Section 2.5 below. 2 ARTICLE 2 - SEVERAI�TCE PAY (Continuecl) Severance Pay PIan 2(PERA Qual�ed) 2.4 Effective January i, 1997, the Employer shall provide a severance pay plan as set forth in this Section 2.4. In addition to the requirements listed in 2.2, an employee must meet the following requirements: 2.4(i) The employee must be 58 years of age or older or be eligible for pension under the provisions of the PubIic EmpIoyees Retirement Association (PERA}. The PERA eligibility rules also apply to employees covered by a public pension plan other than PERA. 2,4(2} T'he employee must have at ieast twenty {20) years of service under the classified or unclassified Civi1 Seroice at the time of separation, the last five of which must be consecutive. 2.4(3) The masimum amount of money that any employee may obtain through this severance gay plan is $10,000 to be calculated as set forth in Section 2.5 below. � 2.5 If an employee requests severance pay and if the employee meets the eligibi2iry � requirements set forth above, helshe will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of . separation for each day of accrued sick ieave. 2.6 For the purpose of this severance program, an empIoyee who volunrariIy separates from empioyment with the City of 3aint Paui for empioyment with Independent School District No. 625 shatl be eligible for severance pay if the employee meets the eligibility requirements set forth above. 2.7 For the purpose of this Article, for those employees hired by the Ciry before October 1, 1997, employment in either the City or in the Independent School Disuict No. 625 may be used in meeting the years of service requirement in either Section 2.3 or Section 2.4. Employees hired by the Ciry on or after October 1, 1997 may not use employment in the Independent School District No. 625 in meeting the years of service requirement in either Section 2.3 or Section 2.4. 2.8 This severance pay program shall be subject to and governed by the grovisions of City Ordinance No. 16303 except in those cases where the spec�c provisions of this Article confIict with said ordinance, and in such cases, the provisions of this Article shall conuol. 3 ct7 -Iz�Y ARTICLE 2 - SEVER�'oCE PAY (Conti�ued) � 2.9 For the purpose of either severance pay plan, the death of an employee shall be considered as separation of emptoyment and if the employee would have met all of the requiremenu set forth above, (ai the tirne of Iuslher death), payment of the severance pay shall be made to the employee's spouse or estate. 2.10 Employees may qualify for either Severance Pay Plan i(Section 2.3) or Severance Pay Ptan 2(Section 2.4). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay undez any other provision set forth in this agreement. ARTICLE 3 - MANAGEMENT RIGHTS 3.1 The Associatian recognizes the right of the Employer to operate and manage its affairs in ail respects in accordance with appiicable laws and regulations of appropriate authorities. The righu and authority which the Employer has not officialIy abridged, delegated or modified by this Agreement are retained by the Employer. 3.2 A pubiic 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 Bmployer, its overall budget, utilization of technology, organizational structure and selection and direction and number of personnei. ARTICLE 4- MAINTENANCE OF 5TANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations and all other general working conditions, except as modified by this agreement, shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the Ciry of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of trus Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made eisewhere in this Agreement. � ARTICLE 5- CHECK OFF AND SERVICE FEE 5.1 '£he Employer agrees to deduct the Association 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 shali be cert�ed to the Employer by a representative of the Association and the aggregate deductions of all employees shatl be remitted together with an itemized statement to the representative by the fust of the succeeding month after such deductions are made or as soon tl2ereafter as is possible. 5.2 Any present or future employee who is not an Association member shatl be required to contribute a fair share fee for services rendered by the Association. Upon notification by the AssociaUon, the Employer shall deduct said fee from the earnings of the employee and transmit the same to the Association. In no event shall the fa'u share fee exceed 85 % of the regular membership dues. It is aiso undersiood that in the event the Employer shall make an improper fair share deduction from the earnings af an employee, the Association shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shaIl remain opetative only so long as speciftcally provided by Minnesota law and as otherwise legal. � 5.3 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suiu, orders or judgments brought or issued against the Employer as a result � of any action taken or not taken by rhe Employer under the provisions of this Arcicle. ARTICLE 6- HOURS OF WORK AND OVERTIME 6. i The normal hours of work for the empioyees shali be a minimum of seven and three-fourths (7 3/4) hoars in any twenry-four {24) hour period and thiny-eight and ihree-fourths (38 3/4) hours in a seven (7) day period. For employees on a shift basis this shall be constnxed to mean a minimnm average of thirty-eight and three-fourtfis (38 3/4) hours a week. 6.2 An employee working in a ctass tide which is in Salary Grade 11 or below shall receive overtime campensation in accordance with the Fair Iabor Standards Act (FISA). The method of ttris compensation shall be determined soIely by xhe EmpIoyer. An employee working in a ciass tiUe which is in Grade 12 or above and who, in other than normal circumstances, works more than their assigned normat work day or assigned normal work week shall receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shatl be determined solely by the Employer. 5 ARTICLE 6- HOURS OF WORK AND OVERTII4ZE {Contin�ed) q1 �aa � � 63 It is understood by the parties that Section 28H - Qvertime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 Notwithstanding Ar[icle 6.1, employees may, through mutual agreement with the Employer, be assigned to a normal work day of up to nine and three-quarters (9 3/4) consecutive hours in a twenty-four (24} hour period and a normal work week of thirry-nine (34) hours in a seven (7) day period. Employees working more than their assigned hours shall receive compensation in accordance with Article 6.2, above. 6.5 For emgloyees who wish to share a position, the employer will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees invoived. Vacation, holiday and sick ]eave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be admuustered in accordance with the provisions of Article 14 of this Agreement. In the event that one of the empioyees participating in the shared position is terminated or ternunates employment, the Employer shall post the job sharing vacancy for a period of ten (10) days. If, at the end of ten (10) days, such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee's work hours. 6.6 Article 6.5 shall not be subject to the provisions of Articie i i of this Agreement. • 6.7 The Employer may provide flex-tune for those employees who request it. Employees warking more than their assigned hours shall receive compensation in accordance with Article 6.2. ARTICLE 7 - SEI�ZORITY 7.1 Senioriry, for the purpose af this Agreement, shali be defined as follows: The lengrh of continuous, regular and probationary service with the Employer &om the date an employee was fust certzfied and appointed to a class tide covered by this Agreement, it being fuzther understood that seniority is confined to the current class assignment held hy an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligibie list from which certification was made. 7.2 Seniority shali terminate when an employee retires, resigns or is discharged. b ARTICLE 7 - SEIV'I4RITY (Continued) 7.3 In the event it is determined by the Employer that it is necessary to reduce the work force, employees wiil be taid off by class title within each Department based on inverse length of seniority as defined in Article 7.1 above. The Human Resources Department will identify such least senior employee in the ufle ut whick there is to be a lay-off in Lhe Department reducing positions, and shall notify said employee of his/her reduction from the Deparanent. If there are any vacancies in rhat titie in any other City Deparrinent, the Human Resources Deparnnent shaFl place the affected empIoyee in such vacancy. If twa or more vacant positi�ns aze available, tfie Human Resources Depazunent sha11 decide which vacant position the affected employee shall fill. If no vacancy exists in such 6fle, then the least senior employee in the City in such titte sha11 be identified, and if the employee affected by the original Deparunental reduction is more senior, he/she shall have the right to claim that position and the least senior employee in the City, in that titie, s6a11 be laid off. For tfie purpose of this Article, the $oard of Education is not considered a City Department nor is a Boazd of Education employee considered a City empioyee. i 7.4 In cases where there aze promotional series, such as Engineer I, II, III, ekc., when the number of employees in the higher tiUes is to be reduced, employees who have held lower titles will be offered reductious to the highest ritle to which class seniority would keep them from being laid off, before layoffs aze made by any class tiUe in any Department. � 7.5 Recall from Iayoff shall be in inverse order of layoff, escept that recai] rights shall expire afrer two years of layoff. It is understood that such employees will pick up their former seniority date in any ctass that they previously held. 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is however, understood that vacation assignment shall be subject to the ability of the Empioyer to maintain operations. 7 ARTICLE 8- W012kI1�G C1UT O� CLASSIF'ICATIO�' � • 9.2 43 9.4 ° I'1 -ta ad' 8.1 Employer shall avoid, whenever possible, working an employee in an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall ru:eive the rate of pay for the out-of-class assignment in a higher classification not later than the sieteenth (lbth) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an emgloyee to perform, on a full time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-ciass assignment shail be the same rate the employee would receive if suck emptoyee received a regular appointment to the higher classification. ARTICLE 9 - DISCIPLINE The emp]oyer will discipline employeas for just cause only. Discipline will be in the form of: 9.1(1) Oral Reprimand 9.1(2} Written Reprimand 9.1{3} Suspension 9.1(4) Reduction 9.1(5) Discharge The listing above of 9.1(1) through 4.1(5) does not indicate that such forms of discipline must be progressive and in such order for any one employee. L�1 Suspensions, reductions and discharges wiil be in written form. Empioyees and the Association will receive copies of written reprimands and notices af suspensian, reduction and dischazge. Employees shall have the right to examine all information in their personnel files. Files may be examined at reasonable times under supervision of the Employer. 9.5 Discharges will be preceded by a five (5) working day preliminary suspension without pay. During said period, the employee andlor Association may request and shall be entitied to a meeting with the Employer representative who initiated the susgension with intent to discharge. During said five (5) working day period, the Empioyer may affirm, modify or withdraw the suspension attd discharge. 9.6 An employee to be questioned concerning an investigation of disciplinary acuon shall have the right to request ffiat an Association representative be present. � ARTICLE 10 - LEGAL SERVICES 10.1 Except in cases of malfeasance in o�ce or willful or wanton negIect of duty, the • Employer shaii defend, save harmless and indemnify an employee and/or his/her estate, against any cIaim or demand, whether groundless or otherwise, arising out of an alIeged act or omission occurring in the perforn}ance and scope of the employee's duties. 10.2 Notwithstanding Articie 10.1, the EmpIoyer shaII not be responsible for paying any Iegai service fee or for providing any IegaI service arising from any legal action where tl�e employee is che Piaintiff. ARTICLE 11 - GRIEVANCE PROCEDURE 11.1 The Employer shail recagnize stewards selected in accordance with the Associarion rules and regulations as the grievance representative of the bazgaining unit. The Association shall notify the Employer, in writing, of the names of the stewards and of their successors, when so named. 11.2 It is recognized and accepted by tke Emptoyer and the Association that the processing of grievances, as hereinafter provided, is limited by the job duties and responsibi2ities of the employees and shall therefore be accomplished during working hours, only when � consistent with such employee duties and responsibilities. The steward involved aad a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs oF the Employer. 113 For the purposes of this Article 21, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances arising from this Agreement or arising from terms and conditions of employment in the Ciry of Saint Paul Civil Service Rules and Salary Plan and Rates of Compensation. 11.4 A grievance shall be resolved in conformance with the folIowing procedures: Steg 1. Upon the occunence of an aIleged violation of tlus Agreement, the employe� involved shall attempt, with or wiihout the stewazd, to resolve the matter on an informal basis with the employee's supervisor. If the mat[er is ttot tesolved to the employee's satisfaction by the informal discussion, the Association may refer the grievance to Step 2 by sending a written grievance to the Employer designated representative and a copy to the Office of Labor Relations. Tfie written grievance shaIl set forth 0 ARTICLE 13 - GR�VAi`tC� PROCEDL'I2E (Continued) °�'�-��a�' � the nature of the grievance, the facts on which it is based, the specific sections of the Agreement alleged to be violated and the rei3ef requested. The Association s2rall refer the grievance to Step 2 within fourteen (14} work days of an alleged vio2adon giving rise to such grievance, or the grievance shaIl be considered waived. Step 2. The Employer designated representative shall, within seven (7) work days following receipt of the grievance, meet with the Association steward and attempt to resolve the grievance. The Association may refer the grievance to the O�ce of Labor Relations for Step 3 under the following conditions: a) Seven (7) work days have passed since the Employer received the written grievance and no meeting has occuned; or b) Seven (7) work days have passed since the meeting and the Employer has not responded; or c) the Employer has responded and the issue remains unresolved. • Any grievance not refened to Step 3 witivn fourteen (14) work days of the existence of any of the above three conditions shall be considered waived. Step 3. A representative from ffie Office of Labor Relations shail, within seven (7) work days following receipt of a Step 3 grievance, meet with the Association's representative and the grievant and shall attempt to resolve the issue. The Association may request arbivation of the grievance to Step 4 if any of the above conditions (a, b or c) exist following the referral of the $rievance to Step 3. If within fourteen (14} work days of the occurrence of the above listed conditions (a, b or c), the Association has failed to give written notice to the Office of Labor Relations of the Association's intent to refer the grievance to Step 4, the grievance shall be considered waived. �> > •� . � -� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Bmployer may, within ten (14} calendar days, request mediation. If the � ARTICLE 11- GRIEVANCE PROCEDURE {Continued) parties agree that the grievance is suitable for mediation, the parties sha11 submit � a joint request to the Minnesota Bureau of Mediation Services for the ass banment of a mediator. Grievance mediation shall be completed vrithin thirty (30) days of the assignment nniess the parEies mutuaily agree to Iengchen the time limit. Grievance mediation is an optionaI and voluntary part of the grievance resolution process. It is a supplement to, uot a substitute for, grievance azbitration, When grievance mediauon is invoked, the contractuai time limit for moving the grievance to arbitration shall be delayed for the period of inediation. The grievance mediation process shaIl be informal. Rules of evidence shalI not apply and no record shait be made of the proceeding. Both sides shatl be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either parry may request that the mediator assess how an arbivator might rule in this case. 5. The grievant shall be present at the grievance mediation proceeding. if the � grievance is resoIved, the grievant shali sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shaIl not be precedential. 6. If the grievance is not resoIved and is subsequenUy moved to azbitration, such proceeding shall be de novo. Nothing said or done by rhe parties or the mediator duriag grievance mediation, with respect to their positions concerning resolution or offers of set@ement, may be used or referred to during azbitration. Step 4. If the grievance remains unresolved at Step 3, the parties may arbitrate the grievance. The azbitration proceedings shall be conducted by an arbitrator who will be selected from a pernianent panel of five (5) arbitrators within twenty (20) work days after notice has been given. 1'his permanent panel of artsiirators shall be mutually agreed to by the Employer and the Associa6on no later than the date this Agreement is signed by the Employer and the Associadon. In the event the Employer and the Association cannot mutuaily agree to five {5} arbitrators for the permanent panei, the parties wili petition the Bureau of Mediation 11 ARTICLE 11 - GRiEVAl\CE PROCEDL�RE (Cortinued) ° 11-132 P' • Services for a list of ten (10) azbitrators for each panel member for which the parties did not mutually agree. The parties shall alternately svike names from such list(s), the Employer striking fust, until one (1) name remains. Vacancies occurring on the permanent panei during the Iife of this Agreement shall be filled by mutual agreement of the parties. If the parties cannot mutually agree, the vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator selection process shall be effective only for the duration of this Agreement unless both parties mutually agree to extend such provisions. At any time prior to the opening of an arbitration hearing, the parties may mutually agree to utilize the assistance af the Bureau of Mediation Services to attempt to mediate a resolution of ffie dispute. 11.5 The time lunits established in each step of the procedure may be extended by mutual agreement of the Employer and the Association. � 11.6 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subuact from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted. The arbivator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbivator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, uniess the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of tfus Agreement and to the facts of the grievance presented. The decision of the arbitrator sha13 be final and binding on the Employer, the Association and the employees. 11 J The fees and expenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either garty desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 12 ARTICLE 12 - WAGES • 12.1 Effective December 21, 1996, aI� salary rates applicable to titles in this bargaining unit shall be increased by 2 percent (2%). Effective July 19, 1997, a11 salary rates applicable to dttes in dus bargaining unit shall be increased by 0.5 percent {0.5%). Effective December 20, 1997, aIl salary rates appiicable to titles in this bargaining unit shall be increased by 0.2 percent (0.2%). 12.2 Effective February 28, 1998, ail salary ntes applicable to tifles in this bargaining unit shall be increased by 2 percent (2�). Effecuve September 26, 1998, all salary rates applicable to titles in this bazgaining unit shal2 be increased by 0.8 percent {0.8%). 123 The wage schedule, for purposes of this contract, shalI be Appendix "A," attached hereto. Both parties agree that the inclusion of the cIassifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganiziag 2. Abolishing 3. Establishing new classifications � 4. Regrading classificaaons 5. Rec2assifying posirions 12.4 Retroactive wage adjustments shall oniy apply to empioyees who were empioyed by the City as of the date of signing this Agreement with the exception of employees who have been laid off or retired from the City. This exception shall appIy to this Agreement. ARTICLE 13 - SAVINGS CLAUSE 13.1 This Agreement is subject to the laws of the United States and 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 frnal judgment or decree no appeal has been taken within the time pravided, such provisions shail be voided. AlI other provisions shali continue in fuli force and effect. The voided pmvisian may be renegotiated at the written request of either party. 13 AR'�`ICLE 14 - IIvSUR�i.�'CE ° l'1-Ia� Y , 14.1 The insurance plans, premiums for aoverages and benefits contained in the insurance plans offered by the Empioyer shali be solely controlled by the conuacts negotiated by the Empioyer and the benefit providers. The Employer wi11 attempt tp prevent any changes in the benefits offered by the benefit groviders. However, the employees selecting the offered pians agree to accegt any changes in benefits which a sgecific provider implements. The Empioyer's Cafeteria Pian Document and IIZS rules and regulations shali govem the Employer grovided health and welfare benefit program. Employer contributions under this Article sha11 not be considered salary. 14.2 For the purpose of this Article, Full-Time employment is defined as appearing on the payroll an average of at least thirty-two (32) hours per week for the twelve (12) month period preceding the annual open enro2lment or special enrollmenis or the six (6) month period preceding initial enrollment. Three-Quarter Time employment is defined as appearing on the payroll an average of at least twenty-six (26) hours per week but less than thirty-two (32) hours per week for the twelve (12} month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. Half-Time employment is defined as appearing on the payroll an average of at least twenty (20) hours per week but less than twenty-six (26) hours per week for the twelve . (12) month period preceding the annual open enrollment or special enrollments or the six (6) month period preceding initial enrollment. 14.3 Effective January 1, 1997, the Employer agrees to contribute for FuIl-Time employees $300.00 per month toward the cost of the Singie Insurance Coverage, and $332.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shall be $225.OQ per month for Single Insurance Coverage, and $249.31 per month for Dependent Insurance Coverage. For Haif-Time employees, the Employer's contribution shat2 be $150.OQ ger month for Single Insurance Coverage, and $166.20 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shall be litnited to the IRS qualification. 14.4 Effective 7anuary i, 1998, the Employer agrees to contribute for Full-Time employees $300.00 per month toward the cost of the Single Insurance Coverage, and $33'7.41 per month toward the cost of Dependent Insurance Coverage. For Three-Quarter time employees, the Employer's contribution shalt be $225.00 per month for Single Insurance Coverage, and $253.06 per month for Dependent Insurance Coverage. For Half-Time employees, the Employer's contribution shall be $I50.00 per month for Single Insurance Coverage, and $168.70 per month for Dependent Insurance Coverage. The maxunum pre-tax dollar for life insurance shali be litnited to the IlZS qualification. 14 ARTICLE 14 - IIr'SURANCE (Continued) 14.5 Notwithstanding Articles 14.3 and 14.4, an employee covered by this Agreement who was empioyed at least twenry (20) hours but less than thirty-two (32) hours per week during the month of December, 1988, skali receive the same coatributions as a Full-Time employee. This Article 14.5 shatl continue to apply only as long as such employee remains continuously employed at least twenty (20) hours but iess than thirty-tu+o (32) hours per week. 14.b Under the "Cafeteria P1an" all eligible employees, regardless of the number of average hours worked, must select at Ieast single coverage hospital-medicai ins¢rance and employee 2ife insurance in an amount ec�ual to the emptoyee's annual salary to the nearest thousand dollars. Any unused portion of the Employer's contribudon, for which an employee is eligible, is defined as unused benefit dollars, not saiary, and shall be paid to the employee as taxab2e income. Such payment wiil be made during the month of December for the insurance year. For empioyees who ternvnate their employment with the Ciry of Saint Paul, such payment sfiall be made within ninety {90) days following termination. C� 14.7 For employees who become disabled and are eligible for a disability pension from a retirement fund to which the Ciry of Saint Pani has conuibuted, the Emp]oyer shall contribute toward the hospital-medical insurance program offered by the Employer in � accordance with the retiree insurance provisions of this Agreement. 14.8 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, tisted in Sections 14.4 through 14.19 below, [oward a health insurance ptan offered by the Employer: 24.8{1) Be receiving bene5u from a Public Employee Retirement Act at the tune of retirement, and 14.8(2} Have severed hislher reiationship with the City of Saint Paul for reasons other than misconduct. 24.8(3} Employment with School District No. 625 wili not be counted toward the service requirement for employees hired after October i, 1997, toward years of service for retiree health eligibility. 14.9 The defurition of Full-Tune, Three-Quarter Time, and Half-Time shall be as per Section 14.2. 15 9'1-ta a Y � ARTICLE 14 - INSUR.ANCE (Continued) Early Retirees 14.10 This Section applies to employees who: 14.10 (1) 14.10 (2) 14.10 (3) 14.10 (4) 14.10 (5) 14.10 (6} Retire on or after January l, 1946, and Have completed twerny (20} years Full-Time with the City of Saint Paui, and Were appointed prior to 7anuary 1,1990, and Have not attained age s'vcty-five (65} at retirement, and Meet the ternvs set forth in Section 14.& above, and Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65) years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be gaid to the retiree. Tn addition, the Employer will contribute the cost for $S,OOO life insurance coverage until the retiree attains the age of sixty-Five (65). When such early retiree attains age sixty-five (65), the provisions af Section 1412 shall apply. • 14.11 This Section shail apply to employees who: 14.11 (1) Retire on or after January 1, 1996, and have completed twenty-five (25) yeazs Full-Tune with the City of Saint Paul, and 14.11 (2) Were appointed on or after January 1, 1990, and 14.11 (3) Have not attained age sixty-five (65) at retirement, and 14.11 (A) Meet the conditions of Section 14.8 above, and 14.11 (S) Select a health insurance plan offered by the Employer. Llntil such employees reach sixty-five (65} years of age, the Employer agrees to conuibute a maacimum of $300.00 per month toward the cost of single or family heaith insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibute the cost for $S,OOQ life insurance until ttie retiree attains the age of s'vcty-five (65). When such early retiree attains age sixry-five (65), the provisions of Secdon 14.15 shall apply. � ARTICLE 14 - INSURANCE (Cantinued) Regular Retirees (Age 65 and over) 14.12 This Section shali app2y ta Full-Time employees who: 14.12 (i) Retire on or after 7anuary i, 1996, and 14.12 (2) Were appourted grior to January 1, 1990, and 14.12 (3) Have completed twenry (24) years Fuli-Time with the City of Saint Fau1, and 14.12 (4) Have attained age sixty-five (65) at ret'uement, and 14.12 (5) Meet the conditions of Section 14.5 above, and 14.12 (6) Select a health insurance plan offered by the Employer. The Employer agrees to conuibute up to a maximum of $500.00 per month towazd the cost of single or famiiy health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.23 This Section sha11 apply to Three-Quarter Time employees who: 14.13 (1} Retire on or after January 1, 1996, and 14.23 (2) Were appointed priot to January 1, 1990, and 14.13 (3) Have completed twenty {20) years with the City of Saint Paul and must have been eligible for beneFits and enrolled in the City's medical plan for the five (5) years prior to retirement, and 14.13 (4} Have attained age s'vcty-five (65) at retirement, and 14.13 (5) Meet the conditions of Section 14.8 above, and 14.13 (6) Select a health insurance pian offered by the Employer. The Employer agrees to contribute up to a masimum of $375.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.14 This Section shall apply to FIaif-Time employees who: 14.14 (1) Retire on or afrer Jannary 1, 1996, and 14.14 (2) VYere appointed prior to January 1, 1940, and 14,14 (3) Have compieted twenty (20� yeazs with the City of Saint Paul and must have been eligible for benefiu and enrolled in the City's medical pian for the five (5) years prior to retirement, and 14.14 (4) FIave attained age sixty-five (65} at retirement, and 14.24 (5) Meet the conditions of Section 14,8 above, and 14.14 (6) Select a health insurance plan offered by ffie Employer. � � � 17 � ARTICLE 14 - INSL��ItiCE (Continued} q�,�� ' The Employer agrees to contribute up to a maximum of $250.00 per month toward the cost of single or family health insurance coverage. Any unused portion sha21 not be paid to the retiree. No life insurance coverage will be provided. 14.15 This Section shall apply to Full-Time employees who: 14,15 (1) Retire on or after 7anuary 1, 1996, and 14.15 (2) Were appointed on or after January 1, 1990, and 14.15 (3) Have completed twenty (20) years Full-Time with the City of Saint Paul, and 1415 (4) Have attained age sixty-five (b5) at retirement, and 14.15 (5) Meet the conditions of Section 14.8 above, and 14.15 (6) Select a health insurance plan offered by the Employer. The Employer agrees to contribute up to a maximum of $300.QQ per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. . 14.16 This Section shall apply to T'hree-Quarter Time employees who: 14.16 (1) 14.16 (2) 14.16 (3) Retire on or after Tanuary i, i495, and Were agpointed on or after 7anuary 1, 1990, and prior to January 1, 1996, and Have completed twenty (20) years with the City of Saint Paul and must have been eligible for benefits and enrolled in the Ciry's medical plan for the five (5) years prior to retirement, and 14.16 (4} Have attained age sixty-five (65) at ret"uement, and 14.16 (5) Meet the conditions of Secuon 14.8 above, and 14.16 (6) SeIect a healih insurance pian offered by ffie Employer. The Employer agrees to contribute up to a maximum of $225.00 per month towazd the cost of single or faznily heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 14.17 This Section shatl agply to One-Fialf Time employees who: 14.17 (1) Retire on or after 7anuary 1, 1996, and 14.17 (2) VJere appointed on or after January 1, 1990, and prior to January 1, 1996, and 14.17 (3) Have completed twenty (20) yeazs with the City of Saint Paul and must have been eligible for benefits and enrotled in the City's medical plan for ffie five (5) years prior to retirement, and � ARTICLE 14 - I:NSURANCE (Continued) 14.I7 (4) Have attained age sixty-ftve (65) at retirement, and 14.17 {5) Meet the conditions of Section 14.8 above, and 14.17 (6} Select a health insurance pian offered by the Employer. The Empioyer agrees to contribute up to a maximum of $150.00 per month towazd the cost of single or fanuly heaith insurance coverage. Any unused portion shall not be paid to the retiree. No life iusurance coverage wil1 be provided. 14.18 In the event of reduction of hours of employment for budgetary reasons fluring tke last twelve (12} months of employment, the eligibility will be determined by the previous forry-eigkt (48) months before the reduction. 14.29 Employees who have compieted twenty (20) years of Fuli-Time service with the City of Saint Pau] and reduce to Part-Time prior to retirement and who ate eligible and enrolled in the City's medical plan continuousiy antil retirement shati be eligible for Full-Time benefiu at retirement. Z4.20 The following list of emgloyees is a good faith effort by ihe City and the Association to identify employees, as of this contract date, who were hired prior to January I, 1990, and who have less than twenty (2Q) yeazs of service upon reaching the age of sixty-five (65). The intention of tfie parties is to include oniy Those employees that are represented by the Association prior to January 1, 1996, and aze still empioyed by the City as of the signing of tlus Agreement. 14.20(I) The following employees will qualify for np to the following dollar amaants at the age of s'ucry-five (65) with a minimum of ten {10) years of service. The reqniremenu of Section l4.8 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty-five (65) with twenty (20) yeazs of service with the City, tkey may qualify as provided for under this Agreement. Eileen Moore Iiarriet Copeland Mazilyn Rehnberg Carolyn Sorenson Karen Koeppe Pat Weisman $250.00 $250.00 $250.00 $125.00 $187.50 $125.00 � C. � 19 q�-aa�r ARTICLE 14 - Il\SL'RANCE (Continuedj � Survivor Insurance 14.21 The surviving spouse of an employee carrying family coverage at the time of histher death due to a job conneeted injury or illness, which was determined to have arisen out of and in the course of hislher employment under worker's compensation law, shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree or a regulaz retiree, the dependents of the retiree shali have the option, within thirty (30) days, to continue the current hospitalization and medical benefiu which said dependents previously had, at the premium and Empioyer contribution accorded to the eligible deceased retiree. It is further understood that coverage shail cease in the event of: 14.21(1) Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 14.21(2) The employment of the svrviving 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 shali have the right ta maintain City health insurance for the first ninety (90) days of said employment. 14.22 A retiree may not carry hislher 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. 14.23 The contributions indicated in Article 14 shall be paid to the Employer's third party adminisuator. 14.24 Empioyees covered by this Agreement shall be eligible to participate in the Flexible Spending Account as offered by the Employer. The service fee charged to participating employees shali be paid 50% by the employee and 50% by the Employer. 14.25 Employees covered by this Agreement shali be eligible to participate in the Dependent Care Reunbursement Account offered by the Empioyer. The service fee charged to participating empioyees shall be paid by the Employer. � ARTICLE 15 - VACATION 15.1 In each calendar year, each FuII-Time empioyee shall be granted vacation according to the foIlowing schedule: Years of Service Year one through year seven Year eight through year fifteen Year sixteen through year nineteen Yeaz twenty and beyond 15.2 15.3 Vacation Granted 15 days 22 days 25 days 26 days This vacation schedule is effective as of 7anuary i, 1995. Employees who work less rhan full-time sball be granted vacation on a pro-rata basis. The Department Aead may permit an employee to carry over into the fotlowing year up to fifteen (15) days vacation. The above provisions of vacation shatl be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 If an employee has an accumutation of sick leave credits in excess of one hundred and eighty days, helshe may convert any part of such excess to vacazion at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (ZO) days of sick leave in each calendar year under this provision. Z5.5 Employees may request compensation in cash for up to one week of unused vacation annually. Payment wiIl be at the discretion of the Department Head and additionally, limited by the availability of fnnds in the DepartmenYs Budget. Article 15.5 shall not be subject to the provisions of Article I1 of this Agreement. ARTICLE 16 - H(?LIDAYS 16.1 Holidays recognized and observed. The fallowing days shail be recognized and observed as paid hotidays; New Year's Day Martin Luther King Day Presidents' Day Memoriai Day Independence Day Two floating holidays Labor Day Veterans' Day Thanksgiving Day Day afrer T'hanksgiviag Christmas Day n �J � Z1 ARTICLE 16 - HOLIDAYS (Continued) `1'1-la� Y � Eliglble employees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shail 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. 16.2 The floating holidays set forth in Section 16.1 above may be taken at anytime during the contract year, subject to the approvai of the Department Head of the employee. 16.3 Eligibility Requiremenu. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll the last scheduled working day before the holiday and the fust scheduled working day after the holiday. Part-Time employees will receive pro-rated holiday pay if they appear on the payroll any six of the nine days preceding the holiday or on the last working day before the holiday and any three days of the preceding nine days before the holiday. It is fiuther understood that neither temporary nor other employees, not heretofore eligible, shail receive holiday pay. 16.4 Employees required to work on a hotiday shall be compensated in accordance with Section I.I of the Saint Paul Salary Plan and Rates of Compensation. . ARTICLE 17 - CITY MII.,EAGE i"7.1 Automobile Reimbursement Autharized: Pursuant to Chapter 33 of the Saint Paul Administrarive Code, as amended, pertaining to reimbursement of City off'icers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 17.2 Method of Computarion: To be eligible for such reitnbursement, all off'icers and emgloyees must receive written authorization from the Departrnent Head. Type i. If an employee is required to use his/her own automob9le OCCASIONALLY during emptoyment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually useti in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.20 per mile for each mile actuaily driven. 22 ARTICLE 17 - CITY MILEAGE {Continued) If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an empIoyer velucie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the empioyee shaIl be reimbursed at tfie rate of $0.20 per mile driven and shaIl not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the empIoyee shali be reimbursed at the rate of $4.Od per day for each day of work. In addition, the empIoyee shall be reimbursed $U.20 per mile for each mile actually driven. If such empIoyee is required to drive an automobile during empIoyment and the Department Head or designated representative detemriaes that an employer vehicie is available for the employee's use but the empIoyee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven and shall not be eligible for aay per diem. � 17.3 The Ciry wi21 provide pazking at the Civic Center Pazking Ramp for Ciry employees on either of ttie above mentioned types of reimbursement plans who aze required to have � their personal car available for City business. Such parking will be provided only for the days the employee is required to have his/her own personal car available. 17.4 Rules and Regutations: The Mayor shall adopt rules and regutations goveming the procedures for automobile reimbursement, which regulations and rules shall contain tke requirement that recipients shall frle daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven and further require tha[ they maintain a¢tomobile liabiliry insurance in amounts of not less than $100,000/$300,000 for persona] injury and $25,000 for property damage or liabiiity insurance in amounts not less thau $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, sha12 be maintained on file with the Ciry Clerk. 23 q�t _1a a �" ARTICLE 18 - I�O�`BISCRE4�I:'rA�'I4� • 18.1 The terms and conditions of this Agreement will be applied to empiayees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, sexual orientation, rtisabitity or because of inembership or non-membership in the Association. 18.2 Employees wili perfonn their duties and responsihilities in a nondiscriminatory manner as such duties and responsibilities invalve other employees and the general public. 183 Employees covered by this contract will be cavered by the City golicy regarding nondiscrimination and sexual harassment, as well as applicable local, state and federal laws. ARTICLE 19 - PARENTAL LEAVE 19.1 A twe3ve (12) month Parental leave-of-absence without pay shall be granted to a naturai parent or an adoptive parent, who requesu such leave in conjunction with the birth or adoptian of a child. Such leave may be extended an additional tweive (12} months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shalI not be subject to the provisions of Article 11 of this Agreement. � Employees who retum foliowing such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 19.2 I.eave-of-absence for the adoption of a child or for paternity leave shall be in accordance with applicable laws. 19.3 In case of an employee adoption of a child up to five (5) years of age, emptoyees shall be permitted to carry over into the following fiscal year up to eighty (80) additional honrs of accrued vacation tane each year up to a total of two hundred forty (240) hours. This Article 19.3 shall apply only to one City employee in the event that both adoptive parents are City employees. ARTICLE 20 - NO STRIKE, NO LOCKOUT 20.1 The Association and the Employer agree that there shall be no suikes, work stappages, slow-downs, sitdowns, stay-ins or other concerted interference with the Employer's business or affairs by any of said Association andlor members thereof, and there shatl be no bannering during eacistence of tkus Agreement without first using all possible means of peaceful settlement of any conuoversy which may arise. Employees engaging in same shall be liable for disciplinary action. � ARTICLE 21- SICK LEAVE 21.1 Sick Ieave sha1I be earned and granted in accordance with the Civit Service Rnles. The accrual rate for eligible employees shall be .d576 of a working hour for each full hour on the payroll, excluding overtune. 21.2 In the case of a serious iliness or disability of an employee's child, parent or household member, the Department Head shatl grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accnmulated sick leave crediu. Use of such sick leave shaIl be limited to forty (40) hours per incident. 21.3 Aay employee who has accumulated sick leave crediis, as provided in the Civii Service Rules, shall be granted up to three days of sick leave to attend the funeral of the employee's grandparent or grandchild. 21.4 Pregnant employees of the City of Saint Paul shali be eligible for the nse of paid sick leave and unpaid leave-of-absence in the same manner as any other disabled or iII Ciry employee. Such paid sick leave eligibility shal2 begin upon certification by the empioyee's attending pfiysician that tt�e employee is disabled in terms of her abiliry to perform the duties af her position. � 21.5 The Deparnnent Head or the Human Resources Director may require a physician's � certificate or additional certificates ai any time during an employee's use of sick leave for the purposes stated in Z1.2 above. A21 such certificates shaII be forwarded by the appointing o�cer to the Human Ttesources O�ce. If an employee is absent because of the provisions of ArticIe 21.2 above for three (3) or fewer calendar days he/she sha11 submit to the Bepartrnent Head a cer[ificate signed by the employee stating the nature of the chitd, pazent or househald member's siclmess. If the sickness continues for more than three (3) calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the Deparunent Head and forwazded to the Human Resources Office. 21.6 No sick leave shall be granted for the above reasons untess the employee reports to his/her Department Head the necessity for the absence not later than one-haIf hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the Departmeat Head that the faiiure to report was excusable. 21.7 An employee shall be paid under the provisions of this paragraph only for the nutnber of days or hours for which he/sbe wonld normally have beea paid if he/she had not been on sick leave. 25 ARTICLE 22 - VOLL:NT'ARY LINPaID LEA`?E-0�-�5�'ti��' 9'1 -�a a t' • 22.1 A Full-Time employee may be granted up to four hundred eighry (480) hours of voluntary leave-of-absence without pay during the fiscal year. During such leave-of- absence, the employee shall continue to earn and accrue vacation and sick teave, seniority credits and maintain insurance eligibility as though hetshe was on the payroll. Any leave-of-absence granted under this provision is subject to the approval of the Deparanent Head. ARTICLE 23 - SAF'ETY FOOTWEAR 23.1 For those employees required by the Employer to wear safety shoes or boots, the Empioyer agrees to contribute $40.00 per calendar year toward the repair, replacement or purchase of such shoes or boots. ARTICLE 24 - LICENSINGICERTIFICATION REQUIREMENTS 24.1 'The City shall pay or reunburse the employee for all continuing education tuition costs � that are required for any emgloyee to maintain his or her license or regisuation as mandated in the employee's job description. The minimum qualifications will determine whether the professional iicense or registration is a mandatory job requirement. 26 9� -�aa � � ARTICLE 2S - DURATION AND EFFECTIVE DATE 25.1 Except as herein provided, this Agreement shall be effective as of January 1, 1997, and shall continue in full force and effect through December 31, 1998, and thereafter until modified or amended by mutual agreement of the parties. Sither pariy desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act, Minnesota Statute CH. 179A, as it may be amended from time to time. 25.2 This consritutes a tentasive agreemern between the parties which will be reeommended by the Director of I,abor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the Association. WITNESSES: CITX OF SAINT PAUL ��- a Mary` . Kearney D'arector of Labor Relations DATED: September p�, 1997 �ie:d�+;6�:;'; � —'_—��i��..„.-� .... _.; , � .>_ n.:. S'::?:. 6.•r � _.,.. CITY OF SAINT PAUL PROFESSTONAL EMPLOYEES ASSOCIATION, INC. z� A� Steven R. Roy, Presida�t 27 APPENDIX A GRADE 0�2 � 496A ARCH/LAND ARCH/CIVII, ENG TRAIN A B C D E F G 1Q-yr. 15-yr. (1) (2) (3) (4) (5) (6) (�) ($) (9) 12121196 996.80 1035.71 1078.88 1131 J9 1189.04 1247.37 1311.13 1349.99 1389.93 07/19/97 1001.78 1040.89 1084.27 1137.45 1194.99 1253.61 1317.69 1356.74 1396.88 12l20/91 1003.78 1042.97 1086.44 1139.72 1197.38 1256.12 1320.33 1359.45 1399.67 02f28f98 1023.86 1063.83 1108.17 1162.51 1221.33 1281.24 1346.74 1386.64 1427.66 09126i98 1032.05 1072.34 1117.04 1171.81 1231.10 1291.49 1357.51 1397.73 1439.08 GRADE OQ3 407A CHILD CARE ENRICHMENT INSTRUCT 408A CHILD CARE PROGRAM COORDINATOR 372A *LIBRARY SPECIALIST i 12121 /96 1 d27.05 1068.10 1110.21 116637 1223.57 128b.26 1349.99 1390.99 1429. 88 07/19/97 1032.19 1073.44 1115.76 1172.20 1229.69 1292.69 1356.74 1397.94 1437.03 12l20197 1034.25 1075.59 1117.94 1174.54 1232.15 1295.28 1354.45 1400.74 1439.90 02128/98 1054.94 1097.10 1140.35 1198.03 1256.79 1321.19 1386.64 1428.75 1468.70 09/26/98 106338 1105.88 1149.47 1207.bi 126b.84 1331.76 1397.73 1440.18 1480.45 GRADE 005 007A *LIBRARY SPECIALIST I 009A *SUBSTITUTE LIBRARY SPECIALIST 165A MANAGEMENT ASSISTANT I 130 PARK NATURALISTfEDUCATION SPEC 263A VOLUNTEER COORDINATOR 12121146 1090.78 1133.97 1177.18 1238.68 1249.16 1364.00 1430.95 1474.13 1516.26 07/19l97 1096.23 1139.64 1183.07 J244.87 1305.66 1370.82 1438.10 1481.50 1523.84 12/20/97 1098.42 1141.92 11&S.A4 12473b 1308.27 1373.56 1440.98 1484.4b 1526.89 02l28l98 112� 39 1164.76 12Q9.15 1272.31 1334.44 1401.03 1a69.80 1514.15 1557.43 04l26/98 1129.35 1174.08 1218.82 1282.49 1345.12 1412.24 1481.56 1526.26 1569.89 GRADE 006 88fi ECONOMIC DEVLMT SPECIALIST I 976 GRAPHIC ARTIST I � 12/21 /96 1122.06 1167.45 1213.89 1275.45 1339.18 14Q5.03 1474.13 1519.49 1562.70 07114/97 1127.67 1173.29 1219.96 1281.83 1345.88 1412.06 1481.50 1527.09 1570.51 21/20l97 1129.93 1175.64 1222.40 1284.39 13A8.57 1414.88 1484.46 1530.14 1573.65 02/28/98 1152.53 1199.15 124b.85 1310.08 1375.54 1443.18 1514.15 1560.74 1605.12 09l26/98 1161.75 1208.74 1256.82 1320.56 1386.54 1454.73 1526.26 1573.23 1617.96 9'T -t a-a �" A-1 GRADE 007 008A *LIBRARY SPECIALIST II � QOi ACCOUNTANT I 542A HUMAI3 RESOURCES SPECIALIST I 581A LIBRARY VOLUNTEER COORDINATOR 375A MUNICIPAL EQUIPMENT COORDINATOR 820 NUTRITIOlVIST I 012A PROJECT MANAGER I 038A PUBLIC INFO SPECIALIST I 392 RESEARCH ANALYST I A B C D E F G 10-yr. 15-yr. (1) (2} (3) (4) (5) (6} (7) (8) (9) 12l21196 1154.47 1200.91 1250.63 1312.13 1379.12 1448.27 1519.49 1564.85 1610.22 07/19J97 11b0.24 1206.91 1256.88 1318.69 1386.02 1455.51 1527.09 1572.67 1618.27 12120/97 1162.56 1209.32 1259.34 1321.33 1388.79 1458.42 1530.14 1575.82 1621.51 02l38198 1185.81 1233.51 1284.58 1347.76 1416.57 1487.59 1560.74 160Y.34 1653.94 09/26/98 1195.30 1243.38 1294.86 1355.54 1427.90 1499.49 1573.23 1620.20 1667.17 :s1:7\�7�i1DA3 306A BUSINESS ASSIST SPECIALIST 249 LIBRARIAN I 220A VII?EO PRODUCTION 5PECIALIST 12121196 ll40. i 1 1238.68 128837 1352.13 1417.97 i�}90.37 1564.77 1612.40 1658.82 � 07/19/97 1196.06 1244.87 1294.81 1358.89 1425.06 1497.82 1572.59 1620.46 1667.11 12/20197 1198.45 1247.3b 1297.40 1361.b1 1427.91 1500.82 1575.74 1b23.70 1670.44 02128/98 1222.42 1272.31 1323.35 1388.84 145b.47 1530.84 1607.25 1656.17 1703 .85 09(26l98 1232.20 1282.49 1333.94 1399.95 1468.12 1543.04 1620.11 16fi9.42 1717,48 GRADE 009 128 CRIMINALIST I 908 EMPLOYMENT AND TRNG PLANNER 828 GRANTS ASSISTANT 977 GRAPHIC ARTIST II 575 AEALTH EAUCATOR I 896 LANDSCAPE ARCHITECT I 166A MANAGEMENT ASSISTAI3T II 520 WATER QUALITY SPECIALIST I 12(21196 1224.66 1275.45 1326.1$ 1392.11 1462.27 1i35.72 1612.4Q 1658.82 1707.A1 07l19/97 1230.78 1281.83 1332.81 1399.07 1469.58 1543.40 1620.46 1667.11 1715.95 12/20197 1233.24 1284.39 1335.48 1401. 87 1472.52 1546.49 1623.70 1670.44 1719.38 02l28l98 1257.90 1310.08 13b2.i9 1429.91 1501.97 1577.42 Ib56.i7 1703.85 1753.77 09/26/98 1267.96 1320.56 1373.09 1441.35 1513.99 1590.04 1669.42 1717.48 1767.80 � 9� _tia a � A-2 � GRADE O10 684 ARBORIST 934 CITY PLAN23ER II 887 ECONOMIC DEVLMT SPECIALIST II 425A HEALTH & PTTNESS SPECIALIST 233 HEALTH STATISTICIAN 114A MEDICAL RECORDS ADMINISTRATOR 013A PROJECT MANAGER II 393 RESEARCA ANALYST II 424A RESEARCH LIBRARIAN 658 SOCIAL WORKER A B C D E F G 10-yr. IS-yr. (1) (�? (3) t4) (5) (6) (�) (8) (9) 12121I96 1263.57 1312.13 1364.00 1433.09 1505.46 1581.06 1658. $2 1709.57 1760.37 07f19/97 1269.89 1318.69 1370.82 1440.26 1512.99 1588.97 1667.11 1718.12 1769.17 12I20197 1272.43 1321.33 1373.56 1443.14 1516.02 1592.15 1b70.44 1721.56 1772.71 02f28(98 1247.88 1347.76 1401.03 1472.00 1546.34 1623.99 1703. 85 1755.99 1808.16 09l26/98 1308.26 1358.54 1412.24 1483.78 1558.71 1636.98 1717.48 1?'70.04 1822.63 GRADE Ol l • 133A *OFFICE SERVICES ADMIN-SUPERV 002 ACCOITNTANT II Ol l ARCHITECT I 370A CITIZEN SERVICE SENIOR ANALYST 105 CIVIL ENGINEER I 659 CIVIL ENGINEER I--WATER UTIL 130A COUNCIL RESEARCH ANALYST SOlA CRIME PREVENTION COORDINATOR 255A ENVIRONMENTAL AEALTFi SPEC I 257A ENVIRONMBNTAL HEALTH SISPV 543A HUMAN RESOURCES SPECIALIST II 12/21196 1300 30 135 3.19 1407.18 1477.37 1550. 82 1629. 68 1709.57 1757.10 1$13.26 07119/97 1306.80 1359.96 1414.22 1484.76 1558.57 1637.83 1718.12 17b5.89 1&2233 1212�/97 1309.41 1362.68 1417.05 1487.13 1561.69 1641.11 1921.56 1769.42 1825.97 62l28l98 1335. 60 1389.93 1445.39 1517.48 1592.92 1673.93 1755.99 1804.81 1862.49 09126t 98 1346.28 14Q 1.05 1456.95 1529.62 1 fiQ5.66 1687.32 1770.04 1819.25 1877 39 9� -�aa$� A-3 • n U A B C (i? (21 (3) 12l21l96 134Q.21 1393.16 1449.30 07/19/97 1346.91 1400.13 1456.55 12t20l97 1349_60 1402.93 1459.46 02f28/98 1376.59 1430.99 1488.65 09J26198 1387.60 1442.A4 1500.56 GRADB 012 184A EDP SYSTEMS ANALYST I 395A HUMAN RIGHTS 5PECIALIST 383 RECREATION DIRECTOR II 326A VALUE ANALYST I D E F ( (5? (6) 1520.59 1597.28 1677.18 1528.19 1605.27 1685.57 1531.25 1608.48 1688.94 1561.88 1640.65 1722.72 1574.38 1653.78 1736.SQ G 10-yr. 15-yr. � t8) � 176037 1815.41 1867.28 1769.17 1824.49 1876.62 1772.71 1828.14 18$0.37 1808.16 1864.70 1917.98 1822.63 1879.62 1933.32 GRADE 013 888 ECONOMIC DEVLMT SPECIALIST III 256A ENVIRONMENTAL HEALTH SPEC II 829 GRANTS SPECIALIST 576 HEALTH EDUCATOR II 897 LANDSCAPE ARCHITECT II 167A MANAGEMENT ASSISTANT III 296A MEDICAL TECHNOLOCsIST 821 NUTRITIOTtIST II 974 OCCUP SAFETY & HEALTH ANALYST 039A PLJBLIC INFO SPECIALIST II 288A SAFETY OFFICER 409 SENIOR EMPLOYMENT & TRNG PLNNR 330A VIDEO PRODUCTION COORDTNATOR 521 WATER QUALITY SPECIALIST II 12/21l96 1380.18 1434.19 1492.52 15b8.10 1643.70 172b.89 1815.41 186835 1921.22 07! 19l97 1387.08 1441.36 1499.98 1575.94 1651.92 1735.52 1824.49 1877.69 1930.83 12/20f97 1389.85 1444.24 1502.98 1579.09 1655.22 1738.99 1828.14 1881.45 1934.69 02l28198 1417.65 1473.12 1533.04 161Q.b7 1688.32 1773.77 1864.7� 1919.08 1973.38 09l26/98 1428, 99 1484.90 1545 30 1623.56 1701.83 1787.96 1879.62 1934.43 1989.17 �t�_►aat' l:C! GRADE Q14 • 924 ADMIN ASSISTANT-CITY PLANI3ING 598 CITIZEN PARTICIPATION COORD 935 CITY PLANNER III 544A HUMAN RESOURCES SPECIALIST III 25� LIBRARIAN II 139A NURSE PRACTTI'IONER-OB GYN 5&5 PUBLIC AEALTH NURSE 394 RESEARCH ANALYST III A B C D E F G 10-yr. 15-yr. (1) {2) {3} (4) {5) (6) (7) {8) (9) 12/21196 1421.24 147737 1536.71 1613.50 1695.57 1778.72 1868.35 1923.40 1980.67 07/19197 142835 1484.76 1544.45 1621.57 1704.05 1787.61 1877.69 1933.02 194Q.57 12120/97 1431.21 1487.73 1547.54 16?r�. 81 1707.46 1791.19 1881.45 1936.89 1994.55 02128l98 1459.83 1517.48 1578.49 ib57.31 1741.61 1827.01 1919.08 1975.63 2034.44 09/26198 1471.51 1529.62 1591.12 1670.57 1755.54 1841.63 1934.43 1991.44 2a50.72 GRADE O15 . 246 **LANDSCAPE ARCHITECT II Q03 ACCOUNTANT III 012 ARCHITECT II 626 ASSISTANT CHIEF SURVEYOR 106 CNIL EiQGINEER II 108 CIVIL ENGINEER II-WATER UTIL 129 CRIMINALIST II 124A ENVIRON AEALTH ADM ANALYST i l0A HEALTH ANALYST 530A PUBLIC EDUCATION OFFICER-FIRE DEPT. 12/21/96 1464.42 1523.82 1583.23 1661.00 1745.21 1831.62 1923.40 1982.83 2041.16 07l19/97 1471.74 1531.44 1591.15 1669,31 1753.94 1840.78 1933.02 1992.74 2�5137 12/20(97 1474.68 1534.50 1544.33 1672.65 1757.45 1844.46 1436.89 1996.73 2055.A7 02128198 1504.17 1565.19 1626.22 1706.10 1792.60 1881.35 1975.b3 2036.66 2096.58 09/26198 1516.20 1577.71 1639.23 1719.75 1$06.94 1896.4� 1991.4A 2052.95 2113.35 9�-�aa� A-5 q�-�aa� r 1 LJ lJ A B C �1? (2? (3) 12/21/96 1508.70 1569.21 1630.77 07/19/97 1516.24 1577.06 1638.92 1212Q147 1519.27 1580.21 1642.20 02/28/98 1549.66 1611.81 1675.04 09I2bl98 15b2.06 1b24.70 1688.44 GRADE Q16 092A ADMIN ASSISTANT--FIRE DEPT 321A ARTS DEVELOPMENT MANAGER 391A EDP DATABASE COORDINATOR 185A EDP SYSTEMS ANALYST II 204A MANAGEMENT ANALYST 688A FHYSICAL FITNESS COORDINATOR 776 PROGRAM COORDINATQR 014A PROJECT MANAGER III 413A SELECTION & VALIDATION SPEC 327A VALUE ANALYST II D E F G 10-yr. 15-yr. (4) (5) (6) (7) (8) (9) 1'712.85 1798.16 1887.78 1982.83 2041.16 2100.55 1721.41 1807.15 1897.22 1992.74 205137 2111.05 1724.85 1810.76 1901.01 1946.73 2055.47 2115.27 1759.35 1846.98 1939.03 2036.66 2696.58 2157.58 1773.42 1861.7b 1954.54 2052.95 2113.35 2174.84 GRADE 017 384A CHILD CARE COORDINATOR 517A PHYSICIAN ASSISTANT 12/2ll96 1554.06 1615.64 1680.41 1762.54 1849.96 1943.96 2041.16 2103.77 2166.44 �7l19/97 1561.83 1623.72 1688.81 1771.35 1859.21 1453.68 2A5137 2114.29 2177.27 12l20l97 1564.95 1626.97 1692.19 1774,89 1862.93 1957.59 2055.47 2118.52 2181,62 02128l98 159b.25 1659.51 172b.03 1810.39 1900.19 199b.74 2096.58 2160.89 2225.25 09/26/48 1609.02 1672.79 1739.$4 1824.87 1915.39 2012.71 2113.35 2178.18 2243.05 GRADE 018 081A EPII7EMIOLOGIST 898 LAIQDSCAPE ARCHITECT III 379A LIBRARIAN III (Apptd. After 7f7/88) 12/21/9b 1600.53 1663.12 1729.04 1817.53 1407.24 2004.42 2103.77 2167.49 2227.98 07J19/91 1608.53 1671.44 1737.69 1826.62 1916.78 2014.44 2114.29 2178.33 2239.12 12/20/97 1611.75 1674.78 1741.17 1830.27 1920.61 2018.47 2118.52 2182.69 2243.b0 02128l48 1643.99 17Q$.28 1775.94 1866.8& 1959.02 2�58.$4 2160.89 222634 22$8.47 09126l98 1657.14 1721.95 1790.20 1881.82 1974.69 2075.31 2178.18 2244.15 2306.78 � W'1--1a.a sr � • GRADE 019 280A HUMAN RIGHTS PROGRAM ANALYST A B C D E F G 10-yr. 15-yr. (i) t2) (3) t4) t5) tb) t�) tg) (9) 12121/96 1649.10 1713.89 1780.84 1870.51 1964.45 2062.74 2167.49 2229.03 2295.99 07119/97 ib5735 1722.4b 1789.74 1879.86 1974.27 2073.05 2178.33 2240.18 230"T.47 12/20/97 16b0.66 1'725.90 1793.32 1883.62 1978.22 2071.20 2182.69 2244.66 2312.08 02/28/98 1693.87 1760.42 1829.19 1921.29 2017.78 2118.74 222634 2289.55 2358.32 09/26/98 1707.42 1774.50 1843.82 1936.66 2033.92 2135.69 2244.15 2307.87 2377.19 GRADE 02Q 013 ARCHITECT III 591 CITY PLANNER N 107 C1VIL ENGINEER III 109 CNIL ENGINEER III--WATER UTIL 889 ECONOMIC DEVLMT SPECIALIST IV 117A ECONOMIC PLANNER 454A EDP DATABASE ADMINISTRATOR 186A EDP SYSTEMS ANALYST III 160 ELECTRICAL SNGINEER III 533A FIRE PROTECTIOI3 ENGINEER 830 GRANTS MANAGER 251 LIBRARIAN III (Apptd. onlbefore 7171&8) 395 RESEARCH ANALYST N 444 STRUCTURAL ENGINEER 12/21f96 1697.75 1765,74 1835.44 142�.75 2023.85 212535 2231.23 229'7.09 2365.13 07l19/97 1'706.24 1774.57 1845.12 143734 2033.97 2135.98 2242.34 2308.58 2376.96 12f20/97 1109.65 1778.12 1848.81 1441.26 2038.04 2140.25 2246.87 2313.20 2381.71 02f28J98 1743.84 1813.68 1885.79 1480.09 207&.80 2183.06 2291.81 2359.46 2429.34 09/26/98 1757.79 1828.19 1900.88 1995.93 2095.43 2200.52 2310.14 2378.34 2448.77 GRADE 022 879 PR03ECT MANAGER IV 294A PR03ECT MANAGER IV-PUBLIC WKS 328A VALUE ANALYST III A B C D E F G 10-yr. IS-yr. (1) (2) �3) (4? (5? (6) (7) (8? (9) 12l21/96 180031 1871.5$ 1947.18 2044.37 2146.98 2253.88 2366.18 2A37.44 2508.76 �7/19/97 1809.31 1880.94 1956.92 2054.59 2157.71 22b5.15 2378.01 2449.68 2521.30 12/20/97 1812.93 1884.70 1960.83 2�58.7Q 2162.03 2269.68 2382.77 2454.58 2526.34 02/28/98 1844.19 1922.39 2000.05 2099.87 2205.27 2315.Q7 2430.43 2503.67 2576.87 ' 09/26f98 1863.48 1437.77 2016.05 2116.67 2222.41 2333.59 2449.87 2523.70 2597.48 *These titles have been abolished except as to the present incumbents. A-7