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97-1567CouncilFile# 9�- IS�� RESOLUTION CITY OF SAfNT PAUL, MINNESOTA Presented Referred To Committee Date 1 2 3 Green Sheet # 40119 �5a RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 7anuary 1, 1997 through December 31, 1999 Collective Bazgau�ing Agreement between the City of Saint Paul and the Saint Pau1 Police Federation. Requested by Departrnent of: Blakey Bostrom Collins Harris Meg Morton Adopted by Council: Date � s z �� Adoption Certified by Council Secretary BY: _� �•—, J- . � 4 Approved by Mayor: Date � S„' 2G jf � By: Office of Labor Relations By: �� ' �_ Form Appr�b�i Attorne ! n By: � � �X � to , DEPARTMENT/OFFICE/COUIVCIL: DATE INTTIATED GREEN SHEET No.• 40119 LABORRELATIONS December111997 • �1—I�` CON7'ACT PERSON & PHONE: Iry�T7pyippig � ��T�Ay/DA1 JiJLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIR. � 4 CITY COUNCIL NUMBER 2 CTIY ATTORNEY � CITY CLERK MUST BE ON WLIVCIL AGE!��A BY (DATE) FOR BUDCET DIR. �/ F7N. & MGT. SERVICE DIR. ROi1TAG 3MAYOR(ORASST.)\ JJIF/Z//� ORDER � - T TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xEQUESrEn: This resolution approves the attached January 1, 1997 - December 31, 1999 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDATIONS: Approve (A) or Rejea (R) PERSONAL SERVICE CONTRACTS MUST AIVSW ER THE FOLLOWING QUESTIONS: - _PI,ANNING COMMISSION _CIVIL SERVICE COMMISSION I. Hu this person/fitm ever worked under a contract for this depaztment? CIB COMMITTEE Yes No STAFF 2. Haz this penon/firm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COIJNCIL OB7ECTIVE? 3. Does this person/firm possess a skill not nom�ally possessed by any current ciry employee? Yes No Explain all yes answers on separate s6eet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTIJNITY(Who, What, When, Where, W6y): . ADVANTAGES IF APPROVED: ATl AgLEETTIellt 131 p12Ce YIll'OU�1 DCCeTIlUe7 31 1999. AISADVAN'I'AGES IF APPROVED. DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FtJNDING SOURCE: ACTIViTY NUMBER: FINANCIAL IIVFORMATION: (EXPLAIN) A'TTACHI��NT TO THE GREEN SHEET Saint Paul Police Federation a�►- r s `� Below is a summary of the chauges in the Collective Bazgaining Agreement betcveen the City and the Police Federation. The new contract is for the period of January 1, 1997 through December 31, 1999. Wages: 1997: 2.7% (Splits* 12/96 - 2%; 7(19l97 .5°/a> 12(97 .2%) 1998: 2.6% (Splits: 1f98 - 23%; 711198 3%) 1999: 2.5% (Splits: 1/99 - 2%; 7/99 .5%) * Wage implementation dates Health Insurance: 1997: Single $300.00 per month Family $355.38 + 50% of premium increase =$368.82 per month 1998: Singie $285.00 per month Family $378.82 per month 1999: Single $275.00 Family $378.82 + 50% of premium increase In 1947, the single contribution stays the same as 1945 and 1496. The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused benefit dollar amount returned to employees at the end of the year has decreased, this helps accomplish the City's goal of paying benefit dollars for benefits. Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped this means no increase to them. Since the Federation lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family coverage. The Federation also agreed to a reduction in the married couple rule. This rule applies only to Loca121 and Police. When both spouses are employed by the City, one takes coverage, the other gets the full $300.00 per month back at the end of the yeaz. Now the spouse with no coverage will receive back only the actual amount of the single contribution, since the City would haue to purchase this from the insurance company anyway. q�_�5�7 Attachment to the Crreen Sheet Saint Paul Police Federation Page 2 Street Cop Premium: Street Cops will receive a 1% premium in 1998; plus 1/2% in 1999. Street Cops aze most patrol officers in blue uniforms and squads who answer calls. Patrol Officer Post Premium Increase: Beginning in 1997 Patrol Officers wiil begin receiving $2.90 biweekly, ($75.00 per yeaz) for Post Premium as Firefighters do for EMT Premium. Patrol Officer pay for working Holidays. Police regulazly work holidays. For those that do, holidays are divided into major and minor holidays. On a designated major holiday an employee receives pay for an additional4 hours. The City has agreed to raise the number of holidays paid as major from six to ten. This applies to eligible palrol officers and not to ranking officers. Ranking Officer Pay. The City raised ranking officers pay. Ru�king officers are Sergeants, Lieutenants, and Commanders. They comprise about ane-tlurd of the bargaining unit. The average raise is about equal to a one grade increase. F:\LABREL\CONTRACI�POLICEU997 98WTTACH97 � ,� - . � ;` -t7= t ��o� ; /_ �� _ � 1997 1499 ° - _ ' �O��C�'I� B�RGA►I"F�T�NG ACR��It!IE�T� -� , -. , _ . �, . _ �. � z :< _ � = ,_ r , . _ _._ . ,- _ �� ,. i _ - — r,, , ti � B��'W��N � � >� < , - � t X f _ ° �'�E w C�� (3�` �AX�IT �'AT7� } ' , „ :; � . . �.. . _ . . k . _ _ . _ . ��s� ` { \ 4 - Y S V �Y 1 ( S\ rv � �< _ _ � . . �. .. . �� W �� i l�� 1 t ' I � 4 �K f' ft � i �+3,�+�� 4 �� - F � aJ / l` 9 � ��L�� ' < � 1 _ .. .. _.. . .. „ `i: t � / . � .. . _ . .e - >.:.. ;, _�.:.; � J �`'F �:t. d ..., � � • �I� - ( 5 �,� INDEX ARTICLE TITLE PAGE 1 Purpose ..........................................................1 2 Definitions .......................................................1 3 Recognition ......................................................1 4 Security .........................................................2 5 Employer Authority ................................................2 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . 3 7 Savings Ciause ....................................................6 8 Hours of VJork and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 9 Court Time .......................................................7 10 Ca1lBack ........................................................7 II Stand-By Time ....................................................7 12 Uniform Allowance ................................................8 13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 14 LegalService .....................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 + 16 Insurance .......................................................10 17 Safety ..........................................................14 18 Premium Pay/Speciai Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 19 Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 20 Vacation ........................................................16 21 Holidays ........................................................17 22 Severance Pay ...................................................IS 23 Wage Schedule ...................................................20 24 Liability for Injuries When Employed Off-Duty . . . . . . . . . . . . . . . . . . . . . . . . . 22 25 Sick Leave ......................................................22 26 Residence .......................................................23 27 Incapacitation ....................................................23 28 Matemity Leave ..................................................24 29 Discipline .......................................................24 30 Seniority ........................................................24 31 Bidding .........................................................25 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al Appendix B - Illustration ..........................................Bi i c�� —15�7 • COLLECTIVE BARGAINING AGREEMENT BETWEEN TFIE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT • has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its empioyees to provide the higj�est level of services by methods which will best serve the needs of the general public. • ii q� -15�� • • . ARTICLE 1 - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.1 (1} Achieve orderly and peaceful relations, thereby esiablishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concemed. i. i(2) Estabiish the full and complete understanding of the parties conceming the terms and conditions of this AGREEMENT. l.l (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMEI�T. 1. I(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMEI3T. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2,2 2.3 2.4 EMPLOYER: FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: The City of Saint Paul A member of the FEDERAT'ION'S exclusively recognized bargaining unit. ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exciusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all fuli-time police department personnel; exciuding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ali other employees exclusively represented by other organizatians. 3.2 Job ciasses which aze within the bazgaining unit and covered by this AGREEMENT are as foliows: Commander Lieutenant Communications Technician Police Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician ARTICLE 3 - RECOGNiTION (continued) 3.3 In the event the EMPLOYER and the FEDERATION aze unabie to agree as to the inclusion or exclusion of a new or modified job position the issue shall be submitted to the Bureau of Mediarion Services for detemunation. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designaTe employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 43 The EMPLOYER shail make space avaiiable on the emptoyee bullerin boazd for posting off cial FEDERATION notices and announcemeats. � If upon review, the department head or authorized representative in chazge of the facility or work area where the notice(s) or announcement(s} is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees Yo indemnify and hold the EMPLOYER harmless against any • and ail claims, suits, orders, or judgments brought or issued against the City as a resuIt of any action taken or not taken by the Ciry under the provisions of this firticle. 4.5 The Federation agrees that an administrative service fee of twenty-five cents ($0.25) per member biweekly shall be deducted by the City of Saint PauI from the amount withheId for dues or fair share prior to remittance of dues or fair shaze to the Federation. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERAT'IQN recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, deiegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not Iimited to such azeas of discretion or poIicy as the functions and pmgrams of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. � �� - l 5��1 • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PRQCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interQretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set for[h. Disciplinary actions may be appealed to the Civil Service Commission or to an arbitrator. 6.2 FEDERATION REPRESENTATIVES The EMPLOYER wili recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names of such FEDERATIO2�3 REPRESENTATIVES and of their successors when so designated. 6,3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the • processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shail therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLQYEE and the FEDERATTON REPRESENTATIVE shail be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approvai of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shail be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE ciaiming a violation conceming the interpretation or applicaiion of the CONTRACT shall, within twenty-one (21) calendar days after such alieged violation has occutted, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step I grievance within ten (10) calendar days after receipt. A grievance . not resoived in Step 1 and appealed to Siep 2 sha11 be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 ARTICLE 6 - GRIEVANCE PROCEDURE (continued) within ten (10} caiendax days after the EMPLOYER designated representazive's final answer in Step 1. Any grievance not appealed in writing to Steg 2 by the FEDERATION within ten (I O) calendar days shalI be considered waived. t 2 If appealed, the written grievance shali be presented by the FEDER.ATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative sha12 give tiie FEDERAT'ION the EMPLOYER'S Step 2 answer in writing within ten (10) ca2endar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (IO) calendaz days following the EMPLOYER designated representative's fmal Step 2 answer. Any grievance not appeaied in writing to Step 3 by the FEDBRATION within ten (10) calendar days shall be considered waived. � te 3 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (1Q) calendaz days after receipt of such Step 3 gievance. A grievance not resolved in Step 3 may be appealed by the FEDEItATION to Step 4 within • ten (10) calendaz days foIlowing the EMPLQYER designated representative's finai answer in Step 3. Any grievance not appeated in writing to Step 4 by the FEDERATION within ten (l0) calendar days shall be considered waived. Optional MediaYion Sten I. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) caleadar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint requesi to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediarian shatl be completed within 30 days of the assignment. Grievance mediation is an optional and voiuntary part of the grievance resolution process. It is a supplement Yo, not a substitute for, grieuance arbitration. When grievance mediation is invoked, the contractuai time limit for moving the grievance to arbivation shall be delayed for the period of inediation. 3. The grievance mediation process sha11 be informat. Rules of evidence shall not apply, and no record shal] be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediaYor may meeY with the parties in joint session or in sepazate caucuses. � q�-t5�� ARTICLE 6 - GRIEVANCE PROCEDURE (continued) • 4. At ihe request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in trus case. 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shail sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shail be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during arbitration. Sten 4 A grievance unresoived in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as estabiished by the Public Empioyment Relations Board. • 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AG1tEEMENT. The arbitrator shall consider and decide only ihe specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. 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 arbitrator's decision shail be submitted in writing within thirty (30) days following the ciose of the heazing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbftrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDERATION, provided that each parry shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equaliy. , ARTICLE b - GRIEVANCE PROCEDURE (continuec3) 6.6 WAIVER If a grievance is not presented within the time limits set forch above, it shall be considered "waived." If a grievance is not appealed to tYee next step within the specified time limit, or any agreed extension thereof, it shal] be considered settled on the basis of the EMPLOYER'S tast answer. If the EMPLOYER does not answer a grievance or an appeal tt�ereof within ihe specified time limits, the FEDERATION may etect to treat the grievance as denied at thai step and immediately appeal the grievance to the next step. The time iimit in each step may be extended by mutuaI written agreement of the EMPLOYER and the FEDET2AT'ION in each steg. 6.7 RECORDS All documenis, communications and records deating with a grievance shatt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE � 7.I T`his AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the evenz any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose fmal judgment • or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shalt continue in fult farce and effect. The voided provision may be renegotiated at the written reqaest of eithet par[y. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The normal work day sha11 be eight (8) consecutive hours per day except for those employees assigned to the 4(40 shift where the normal work days shall be ten (IQ} consecutive hours per day. For employees assigned to the 5/3 shifr, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work perioc3 shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred sixty (160) hours in twenry-eight (28) days. 8.3 This section shall not be construed as and is not a guazantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the estabiished starting time and shail remain at an assigned work Iocation until the end of � the established work day unless otherwise directed by their supervisor. �i-�56� ARTICLE 8- AOURS OF WORK AND OVERTIME (continued) � 8.5 Empioyees �,�ill be compensated at the rate of one and one-haif (1.5} times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hows of compensatory time. ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off=duty time wi11 be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimuxn of four (4) hours ai the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four {4) hours shall not apply when such court time is an extension of or an early reporc to a scheduled shift. � ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S norma] hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an eazly report to a scheduled shift. ARTICLE i l- STAND-BY TIME 11.2 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time will be compensated for a minimum of two (2} hours based on the EMPLOYEE'S normai houriy rate for such day he(she is required to stand-by, but such comgensation shall not apply where the EMPLOYEE is called to court for an appeazance on the case subject to the stand-by request or for any other case. 1 i.l (S ) If an employee is on standby for a court appeazance and is called into court, he or she wiil receive not less than two (2) hours pay based on hisltier normal hourly tate. L� ARTICLE 11 - STAND-BY TIME (continued) i I.2 The two hour minunum compensation for stand-by shall not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of tfie preceding day. 11.3 Un2ess notified to the contrazy, stand-by status shall continue for a maximum of two consecutive days, ai which time the EMPLOYEE sha11 be required to contact the City or County uiai lawyer or his/her secretary in chazge of scheduting by 160Q hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such noTificaTion. ARTICLE 12 - UNTFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) doilars as a clothing allowance on a voucher system w�ill be increased on January 1, 1974 and each yeaz thereafrer on the basis of a yearly study of the increased cost of the defined uniform. The 1972 hase cost of the uniforms aze defined in Appendix A. ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWAI`TCE Any employee who shall be a member of the National Guard, the Naval Miiitia or any other component of the militia of the state, now or hereafter organized�.or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organi2ed or constituted under federal law, shaIl be entitled to Ieave of absence from empIoyment without loss of pay, senioriry status, efficiency rating, vacation, sick leave or other benefits for all rime when such EMPLOYEE is engaged with such organization or component in uaining or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such ieave sha11 not exceed a total of fifteen (I S) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be aIlowed uriless the EMPLdYEE (1) retums to his/her position immediateIy upon being reIieved from such military or navat service and not later ttian the expiration of time herein limited for such leave, or (2) is prevented from so retuming by physicat or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � � - �1'`�J�� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (continued) • 13.2 LEAVE WITHOUT PAY Any EMPLOYEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by taw, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton negiect of duty, EMPLOYER shall defend, save harmless and indesnnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shali not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where • the employee is the Plaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION I5.1 EMPLOYER shali avoid, whenever possible, working an EMPLOYEE on 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) working days during a yeaz shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. r� L ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely conuolled by the contracts negotiated by the Employer and the benefit providers. The Employer wiil attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees setecting the offered plans agree to accept any changes in benefits which a specific provider implements. 16.2 Effective for the January, 1997 insurance coverage, the Empioyer will contribute $300.00 per month to eligible employees who select single health insurance coverage. The Employer wilt contribute $368.82 per month to eligible employees who select family health insurance coverage. 163 Effective for the 7anuary, 1998 insurance coverage, the Employer will contribute $285.40 per month to eligible employees who select single heatth insurance coverage. The Employer will contribute $378.82 per month to eli$ible employees who select famity fiealth insurance coverage. � 16.4 Effective for the January, 1999 insurance coverage, the Employer will contribute $276.65 per month to eligible employees who select single health insurance coverage. • The Employer will contribute 380.47 plus 50% of the 1999 family heaith insurance premium increase per month to eligible emptoyees who select family health insurance coverage. 16.5 Under the "Cafeteria Plan," full-time, eligible employees must select at least single heaith insurance coverage and $S,OOO life inswance coverage. Effective January 1, 1999, the Employee agrees to purchase $10,000 of iife insurance coverage. It is understood that these mandatory coverages may not be waived. (Refer to Appendix B for an illustration of how life insurance is paid.) However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to pazticipate in the City's health insurance plan, wilt not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single heatth insurance coverage shall be eligible for payment as unused benefit doliazs. Bffective 3anuary 1, 1999, the amount eligible for payment as unused benefit dollazs shali be the actuai cost of the single heaith insurance premium, less the cost of the mandatory life insurance premiutn. • 10 q� - f�� ARTICLE 16 - INSURANCE (continued) • Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as ta�able income. Such payment shall be made during the month of December for the insurance year. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.6 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Fle�ble Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Empioyer. The service fee for employees participating in the Medical Expense Account will be paid by the employee. Sun•ivor Insurance 16.7 In the event of the death of an active employee, the dependents of the empioyee shal] have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such pian improvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shall be • considered to be the date of retirement. In the event of the death of an eaziy 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 benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligibie deceased retiree. In the event of the death of an employee killed in the line of duty, the Empioyer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligib]e dependent who is not enrolied in the City's health insurance program at the time of the empioyee's death will have an option to enroll at the next annual open enroliment period. It is further understood that coverage shall cease in the event of: 15.7 (1 } Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.7 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Emp]oyer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) . days of said empioyment. 11 ARTICLE 16 - INSURANCE (continued) Retiree Insurance 16.8 Employees who retire must meet the fottowing conditions in order to be eligible for the Employer contributions listed in Articles 16.9 through 16.12 below towazd a health insurance plan offered by the Emptoyer: I6.8 (1) Be receiving benefits from a public employee retirement act covering empioyees of the Ciry of SainY Paul at the time of retirement, and I 6.8 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree pians, and 16.8 (3) Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from Yhe City of Saint Pau2, and 16.$ (4) Have severed hislher relationship with the City of Saint Paul for reasons other than an involuntary iermination for misconduct. Early� Retirees 16.9 This Arcicle shall apply to employees who: C � J 16.9 (1) Retire on or after January i, 1996, and • 16.9 (2) Were appointed on or before December 31, 1995, and 169 (3) Have not attained age 65 at retirement, and 16.9 (4) Meet the terms set forth in Article 16.8 above, and I6.9 (5} Select a health insurance plan offered by tfie EmpIoyer. Until such retirees reach sixty-five (65} yeazs of age, tiie Employer agrees to contribute a maximum of $350.00 per month toward the premium for single or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.I 1 shall apply. ] 6.3 0 This Article shall apply to employees who: 16.10 (1) Retire on or after January 1, 1996, and 16.1 Q(2} Were appointed on or after January 1, 2996, and 16.10 (3) Have not attained age 65 at retirement, and ] 6. ] 0(4) Meet the terms set forth in Article 16.8 above, and 16.I0 (5) Select a health insurance plan offered by the EmpIoyer. � 12 a�- �� • ARTICLE 16 - INSURANCE (continued) Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribute a ma�cimum of $300.00 per month towazd the cost of singie or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Articie 16.12 shall apply. Regular Retirees (Age 65 and over) 16.11 This Article shail apply to employees who: 16.11 (1) Retire on or after 3anuary 1, 1996, and l 6. ] 1(2) Were appointed prior to January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family heaith insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's contribution shall not be • paid to the retiree. This Article shail also apply to eazly retirees who retired under the provisions of Anicle ] 6.9 when such eazly retiree attains age 65. 16.12 This Article shall apply to eznployees who: I 6.12 (1) Retire on or after January I, 1996, and 16.12 (2) Were appointed on or after January l, 1996, and l 6.12 (3) Have attained age 65 at retirement, and 1612 (4) Meet the terms set forth in Articie 16.8 above, and 16.12 (5) Select a heaith insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month towazd the premium for sing3e or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Empioyer s contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.10 when such eazly retiree attains age 65. • 16.13 The contributions indicated in Article 16 shall be paid to the Employer's third pariy administrator or designated representative. 13 ARTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situarion that violates federal or state safety standards, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactoriIy adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 In addition to other compensation payabie, any full-time employee designated as a member of the Critical Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00} Dollars biweekly. Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. � 18.2 In addition to other compensation payable, Tr�c Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided • that such allowance shaII only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lientenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police O�cers in chazge of police dogs and who aze required to keep the dogs in their homes, transport them in their private cazs, etc., a sum not to exceed One Hundred and Thirty-Five and 00/100 ($135.00) DolIazs biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atfowance shall be payable only during the time the employee is performing duties as outlined above. 18.4 A. Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differentiai of $1.50 per hour above his/her regulaz base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligibie for such assignment and pay differential. . 14 �1- I 5 �� • ARTICLE 18 - PREMIUM PAYlSPECIAL ALLOWANCES (Continued) B. Effective 3uly 1,1998, the Empioyer may assign up to 40 Police Officers to the duties of a Primary Field Training Officer. Primary Field Training Officers and their assignments will be designated and defined by the Employer. They will be used to provide various training in the field to rookie and veteran officers and to perform other duties as assigned. Any Police Officer so assigned shall be paid a differential of $1.50 per hour above his/her regulac base rate for all hours during the time in which he/she is so designated. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differeniial. 18.5 Effective December 30, 1989 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed ali required training shall be eligible for such assignment and pay differentiai. 18.6 Effective December 30, 1989, any Police Officer assigned as a Nazcotics Agent to the Narcotics Unit shall be paid a differential of $ I.00 per hour above his/her base rate. I 8.7 E£fective January 1, 1997, employees working in the titie, Police Officer, shall receive a premium of $5.80 biweekly. Effective January 1, 1999, this amount shall be decreased to • $2.90 biweekly. 18.8 Effective January 1, 1498, employees working in the title, Police Officer, and assigned to one of the Districts and/or FORCE, shall receive one percent (1 %) pez hour above their base rate. Effective 3anuary 1, 1999, this amount shall be increased to one and a half percent (1 %%) per hour above the base rate. 18.9 Effective December 23, 1995, employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Empioyer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee hoids the required certification. �J 15 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any empioyee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m. and 6:00 a.m. shall be paid a diffarentia2 of $0.93 per hour for all hows of the shifr actualiy worked by the employee. Effective December 24,1994, this differential shaI1 be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than four hours of the shift worked aze between the hours of 6:Q0 pm. and 6:00 a.m., shalI be paid a night differential of $0.93 per hour for only the hours actualiy worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz year, each full-time employee shali be granted vacation according to the folIowing scheduIe: Yeazs of Service 0 thru 5 years after 5 yeazs after I O yeazs after 15 years after 20 yeazs Vacation Granted 13 days 18 days 21 days 23 days 25 days � n U Employees who work less than full-time shali be granted vacation on a pro rata basis. 20.2 The head of the Department may pemrit an employee to carry over into the Following yeaz up to ten days vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each fiscai year for any or all hours for which the empioyee requests payment. Payment shall be at the rate of pay in effect at the time payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2} days of unused sick leave to one (I ) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. • 16 q� -15�� ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The foliowing days shall be recognized and observed as paid holidays: New Yeazs' Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through + Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appeaz on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 21.4 A. If an employee entit]ed to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shali be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. • I7 ARTICLE Zl - HOLIDAYS (continned) B. Effective January t, 1999, emptoyees working in the titte Police Officer shall be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular hoIiday pay. C. If an employee entitied to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shali be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. � 22.2 To be eligible for the severance pay program, an employee must meet the foilowing requirements: 22.2 (1) The employee must be voluntazily sepazated from City employment or have � been subject to separation, lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason ate not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reempioyment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with The City or with Independent School District No. 625. 22.2 (3) The employee must have an accnmulated balance of at least (80) days of sick leave credits at the time of his/her sepazation from service. . �? q�-15�� ARTICLE 22 - SEVERANCE PAY (continued) � 223 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position heid by the employee on the date of separation for each day of accrued sick leave subject to a maYimum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $ 5 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). . An employee with twenty (20) or more years of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allo��-ed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an empioyee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the iime of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 Severance Pay which totals ten thousand dollars ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article • conflict with said ordinance and in such cases, the provisions of this Article shall control. 19 ARTICLE 23 - WAGE SCHEDULE � 23.] Salary ranges applicable to titles covered by Yhis AGREEMENT shall be as shown below: Effective December 21, 1996: Effective 7uly 19, 1997: Effeciive December 20, I 997: Effective January 3, 1998: Effective July 4, 2998: Effective January 2, 1999: Effective July 3, I999: Two percent (2.0%) increase One half percent (0.5%) increase Two-tenths percent (0.2%) increase Two point tluee tenths percent (23%) increase Three-tenths percent (Q.3%) increase Two percent (2.0%) increase One haIf perceni (0.5%) increase BIWEEKLY WAGE SCHEDULE Police Of�cer Effective A 12/2 U96 1311.98 67/ I 9/97 I 318. S4 12/20/97 I 321.18 O1/03/98 135I.57 07/04/98 1355.62 O1l02/99 1382.73 07/03l99 1389.64 Sergeant ]2/2]/96 07/19/97 12/20/97 O1/03/98 07l04/98 O1/02/99 07/03/99 1507.3& 1514.92 1517.95 1599.13 1603.93 1636.01 1644. I 9 B 1377.09 I383.98 1386.'IS I418.65 ]422.91 2451.37 1458.63 ] 582.23 1590.14 ]593.32 1678.60 1683.64 1717.31 1725.90 C 1445.48 1452.71 1455.62 1489.10 1493.57 1523.44 1531.06 1660.92 1669.22 16'I2.56 1762.09 176738 1802.73 1811.74 D 1503.45 1510.97 1573.99 I548.81 1553.46 1584.53 1592.45 1727.57 1736.2i 1739.68 1832.82 183832 1875.09 1884.47 E 1579.87 I587.77 1590.95 1627.54 1632.42 1665.07 1673.40 1815.47 1824.55 1828.20 1926.07 1931.85 1970.49 1980.34 F 1643.53 1651.75 1655.05 1693.12 1698.20 1732.16 1740.82 1888.69 1898.13 7901.93 2003.76 2009.77 2049.97 2060.22 10-I'R 1728.41 1737.05 1740.52 1780.55 1785.89 1821.61 3 $30.72 7 986.27 1996.20 2000.19 210Z28 2113.60 2155.87 2166.65 I S-1'ft 1770.88 1779.73 1783.29 I824.32 1829.78 1866.38 1875.71 2035.08 2045.26 204935 2159.10 2165.58 2208.89 2219.93 • • 20 q�1-15(�7 �J � r� L ARTICLE 23 - WAGE SCHEDULE (continued) Iaeutenant Effective 12121 i96 07/19/97 12l20/97 01l03/98 07/04/98 O1l02/99 07/03/99 A 1687.71 1695.55 1698.94 1843.29 1848.82 1885.80 1895.23 Commander 12/21/96 1888.45 07/19/97 ]897.89 12/20/97 1901.69 O1l03/98 2003.50 07/04/98 2009.51 O1/02/99 2049.70 07f03/99 2059.95 B ]777.01 1779.87 1783.43 1934.97 1940.77 1919.59 1989.49 ]982.40 199231 1996.29 2103.19 2109.50 2151,69 2162.45 Communications Technician 72/21/96 1239.90 1292.83 0'I/14/97 1246.10 129929 12/20/97 1248.59 1301.89 03iO3t98 12�7.31 ]337.83 07l04/98 1281.14 ]335.83 O1/02/99 1306.76 1362.55 07/03/99 1313.29 136936 C ] 859.11 1868.41 1872.15 2031.26 203735 2078.10 2088.49 2081.09 2091.50 2095.68 2207.92 2274.54 2258.83 2270.12 1352.90 1359.66 1362.38 ]393.71 1397.89 1425.85 ] 432.98 Lead Communications Technician 12/21/96 1288.53 1343.53 1405.95 07/39l97 ]294.97 1350.25 1412.98 12/20/97 1297.56 1352.95 ]415.81 0]/03/98 1327.40 1384.07 1448.37 07/04/98 1331.38 1388.22 1452.72 O1/02/99 1358.01 1415.98 1481.77 07l03/94 1364.80 1423.06 1489.18 D 1933.77 1943.44 1947.33 2112.84 2119.18 216I.56 2172.37 2164.71 2175.53 2179.88 2296.65 2303.54 2349.61 236136 1404.13 1411.15 1413.97 1446.49 1450.83 1479.85 1487.25 1459.20 1466.50 1469.43 1503.23 1507.74 1537.89 1545.58 E 2032.22 2042.38 2046.46 222Q.44 2227.10 22'71.64 2283.00 2274.97 228634 2290.91 2413.60 2420.84 2469.26 2481.61 1459.73 ] 467.03 1469:96 1503.77 1508.28 1538.45 1546.14 1516.98 1524.56 1527.61 ] 562.75 1567.44 1598.79 1606.78 Communications Services and Maintenance Snpervisor 12/21/96 157634 7641.35 170930 1780.13 1868.29 07/19/97 1584.22 1649.56 1717.85 1789.03 1877.63 12/20/97 158739 1652.86 1721.29 1792.61 1881.39 O1/03/98 1623.90 1690.88 1760.88 1833.84 1924.66 Q7lQ4l98 1628.77 1695.95 1766.16 183934 1930.43 01/02/99 166135 1729.87 1801.48 187613 7969.04 07/03199 1669.6b 1738.52 1810.49 1885.51 19�8.89 21 F 2114.24 2124.81 2129.06 2310.07 2317.00 236334 23"75.16 2366.81 2378.64 2383.40 2511.08 2518.61 2568.98 2581.82 1520.66 1528.26 1531.32 I566.54 1571.24 1602.66 1610.67 1580.29 1588.19 1591.37 ]627.97 1632.85 1665.51 1673.84 1947.82 1957.56 1961.48 2006.59 2012.61 2052.86 2063.72 10-YR 2223.53 2234.65 2239.12 2424.51 2436.80 2485.SA 2497.97 2489.22 25Q1.67 2506.6� 2640.95 2648.87 2701.85 2715.36 156037 1568. ] 7 1571.3] 1607.45 ] 6.12.27 1644.52 1652.74 1621.56 1629.67 I632.93 1670.49 1675.50 1709.01 17]?.56 2041.75 2051.96 2056.06 2103.35 2109.66 2151.85 2762.61 15-YR 2278.21 2284.60 2294.18 2489.30 2496.77 2546.71 2559.44 2550.47 2563.22 2568.35 2705.98 2714.10 2768.38 2782.22 1600.09 1608.09 ]611.31 164837 1653.32 1686.39 1694.82 1662.84 1671.75 1674.49 1713.00 1718.14 1752.50 1761.26 2093.77 2104.24 2108.45 2156.94 2163.41 2206.68 2217.7] ARTICLE 24 - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY � 24.1 If an EMPLOYEE has been aliowed to procure off-duty employment by the EMPLOYER aad the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the EMPLOYER, and the EMPLOYEE agrees to pursue such rights as aze avaiIable to hizn/her against the off-duTy Employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the EMPLOYEE for hisJher off-duty employer, then the EMPLOYEE shaIl be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such rights and benefiu as aze presently available to him/her under this conuact and appiicable law. ARTICLE 25 - SICK LEAVE 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupauon for compensation outside of his/her regulaz City employment. Violation of the provisions of this paragraph • by any EMPLOYEE shall be grounds for suspension or discharge. 25.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to care for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (40) hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as Ytie empioyee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the caze of a seriousiy ill or disabled child. 253 The head of the department or the Human Resources D'uector may require a physician's certificate or additional certificate at any time during an empioyee's use of sick leave for the purposes stated in 25.2 above. AII such certificates shall be forwarded by the appointing officer to the Office of Human Resources. C� 22 q� -15(�� ARTICLE 25 - SICK LEAVE (continued) • If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no fiu-ther sick leave shail be granted unless or untii a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Office of Human Resources. 25.4 No sick ]eave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-haif hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 25.5 An employee shall be paid under the provisions of this article only for the number of days or hours for which hefshe would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - RESIDENCE 26.1 The residency requirements as passed by the City Counci] on December 30, 1982 under • Council File No. 279643 shall apply to a11 employees covered by this Agreement. ARTICLE 27 - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equai to rivelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shall first be utilized and only when same is e�austed shall accumulated sick leave be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive fuli wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shail be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. � , J 23 ARTICLE 27 - INCAPACITATION (continued) • 27.2 (1) The 8 day bazgaining unit qualifieation will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 27.3 EMPLOYEES injured or incapacitated by iliness in the line of duty shall be enritied to reinstatement at any time within five (5) years fram the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specificaliy provided in this Articie, all illness and incapacity rules and policies previously in effect shali continue. ARTICLE 28 - MATERI�TITY LEAVE 28.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estunated date of chiidbirth, as deternuned by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 29 - DISCIPLINE 29.1 The Employer may discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with Yhe concept of progressive discipline. ARTICLE 30 - SENIORITY C_� 30.1 Seniority, for the purpose of this AGREEMENT, shail be defined as follows: The tength of continuous, regular and probationary service witti the EMPLOI'ER from the date an employee was first certified and appointed to a class title covered by tius AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more empIoyees aze appointed to the same class ritle on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shali temunate when an employee retires, resigns, ar is dischazged. • � �1- �5�� ARTICLE 30 - SENIORITY (continued) • 30.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class tifle withzn each department based on inverse length of class seniority as defined above. In cases where there are promotional series, when the number of emp]oyees in these higher titles is to be reduced, employees who have held lower titles which aze in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. It is understood that such emgloyees will pick up their former seniority date in any class of positions that they previously heid. 30.3 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. However the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three years of layoff. ARTICLE 31 - BIDDING 31.1 Once a yeaz the Department shall hold a hid for Patrol Officers working Team assignments. Officers assigned to a Team shall be allowed to bid for their work shifts, • i.e.; midnights, days and afternoons and assignments to shifts will be based upon an Officer's seniority. T'he bid card shail also include Team preference. The Department shall attempt to assign Officers to their preferred Team azea. However, when a Team assignment conflicts with a work shift bid, the work shift bid sha11 take preference. 31.2 The Department retains the right to designate special assignments to Team personnel levels and such special assignmenYs are not governed by the seniority bid system described above, The Department also reserves the right to make adjustments to the Team personnel assignments. Such reassignment shaIl, whenever possible, honor the original seniority shift bids. 313 Those Patrol Officers assigned to other Units shall also be given bid cards. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the Officer's yeazly bid cazd. 31.4 The Employer agrees to form a committee made up of Federation-appointed and Depanment-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 31.5 All employer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the . committee may be done during their normal work hours if ii does not create a burden on the unit to which they aze assigned. 25 q�-15�� ARTICLE 32 - DIJRATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as o£ January 1, 1997 and shall continue in full force and effect through the 1 st day of January, 2000, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the yeaz in which modifications aze desired, so as to comply with the provisions of the Public Employtnent Labor Relations Act of 1971. • • CITY OF SAINT PAUL � . Kearney Director of Labor Relations SAINT PAUL POLICE FEDERATION L�Gfi� � �� , Patrick Fi gan Saint Paul Police Federation President .��/7c�✓i � Saint Paul Police Federation DATED: �vZ -/� — � � �a� +} q�-15�� ._.��►� � Unit Price Overcoats .............................................................. $125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets,summer ...........................................•-............$ 27.95 Parkas ..................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..............................................................$ 32.00 Cap Covers ............................................................. $ 2.50 Vests .................................................................. $ 8.50 Altemate Vest ........................................................ $ 5.95 Trousers, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ........................................................$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 • Shirts, winter (Ranking Officer) : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . . $ 8.95 Shirts, summer (Colored) . . . $ 6.45 Shirts, suimner {Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, short sleeve (Radio Division} . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.50 Shirts, long sleeve (Radio Division� . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.75 Ties .................................................................... $ 1.25 Shoes ..................................................................$ 19.00 Altemate Shoes .......................................................$ 22.00 Chukka Boots ............................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..............................................................$ 12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ................................................................ $ 3.95 Socks(Black or Navy Blue) ................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ......................................................... $ 4.95 Black Gloves ............................................................ $ 7.50 tTniform Caps, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 • Uniform Caps, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 - A1 - � ' j q� —I 5c�� s APPENDIX A (continued) Unit Price Sam Browne Belts ........................................................ $ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1625 Garrison Belt ............................................................ $ 2.50 Cartridge Hoider ......................................................... $ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50 Federal Streamer Hoider . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...............................................................$ 13.95 Handcuff Case ........................................................... $ 3.04 Whistle Chains . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.95 Safety Helmet: Visor ................................................................ $ 2.25 Chin Cup ............................................................. $ 1.50 Chin Strap .............................................................$ .95 Heavy Duty Pace Shield ................................................. $ 9.95 Head Suspension ....................................................... $ 4.90 • OuterShell ...........................................................$ 14.20 Duty Guazd ........................................................ $ 2.95 Y -D Hamess .......................................................... $ 2.95 Holsters: Federal Man .......................................................... $ 5.95 Safaziland IlA ........................................................$ 18.95 Safaziland 24 ..........................................................$ 12.95 Don Hume 216 ........................................................ $I5.50 The following items aze inciuded in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster C , J � c .� q� -15t�� C� � APPENDIX B Illustration Police Cafeteria Plan. (Life insurance mandatory coverage is in brackets) SINGLE FAMILY 1996 ($.28 per $1,000) $300 minus ($1.40) $355.38 minus ($1.40) 1997 ($.28 per $1,000) $300 minus ($1.40) $368.82 minus ($1.40) 1998 ($.28 per $1,000) $285 minus ($1.40) $378.82 minus ($1.40) 1999* $276.65 minus (x) $380.47 + 50% of premiun increase minus (x) *The rate for 1999 is not now known but the caiculation method will be the same as it is for the preceding years. The difference will be that the total amount of life insurance will be $10,000 instead of $5,000. f31 CouncilFile# 9�- IS�� RESOLUTION CITY OF SAfNT PAUL, MINNESOTA Presented Referred To Committee Date 1 2 3 Green Sheet # 40119 �5a RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 7anuary 1, 1997 through December 31, 1999 Collective Bazgau�ing Agreement between the City of Saint Paul and the Saint Pau1 Police Federation. Requested by Departrnent of: Blakey Bostrom Collins Harris Meg Morton Adopted by Council: Date � s z �� Adoption Certified by Council Secretary BY: _� �•—, J- . � 4 Approved by Mayor: Date � S„' 2G jf � By: Office of Labor Relations By: �� ' �_ Form Appr�b�i Attorne ! n By: � � �X � to , DEPARTMENT/OFFICE/COUIVCIL: DATE INTTIATED GREEN SHEET No.• 40119 LABORRELATIONS December111997 • �1—I�` CON7'ACT PERSON & PHONE: Iry�T7pyippig � ��T�Ay/DA1 JiJLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIR. � 4 CITY COUNCIL NUMBER 2 CTIY ATTORNEY � CITY CLERK MUST BE ON WLIVCIL AGE!��A BY (DATE) FOR BUDCET DIR. �/ F7N. & MGT. SERVICE DIR. ROi1TAG 3MAYOR(ORASST.)\ JJIF/Z//� ORDER � - T TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xEQUESrEn: This resolution approves the attached January 1, 1997 - December 31, 1999 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDATIONS: Approve (A) or Rejea (R) PERSONAL SERVICE CONTRACTS MUST AIVSW ER THE FOLLOWING QUESTIONS: - _PI,ANNING COMMISSION _CIVIL SERVICE COMMISSION I. Hu this person/fitm ever worked under a contract for this depaztment? CIB COMMITTEE Yes No STAFF 2. Haz this penon/firm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COIJNCIL OB7ECTIVE? 3. Does this person/firm possess a skill not nom�ally possessed by any current ciry employee? Yes No Explain all yes answers on separate s6eet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTIJNITY(Who, What, When, Where, W6y): . ADVANTAGES IF APPROVED: ATl AgLEETTIellt 131 p12Ce YIll'OU�1 DCCeTIlUe7 31 1999. AISADVAN'I'AGES IF APPROVED. DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FtJNDING SOURCE: ACTIViTY NUMBER: FINANCIAL IIVFORMATION: (EXPLAIN) A'TTACHI��NT TO THE GREEN SHEET Saint Paul Police Federation a�►- r s `� Below is a summary of the chauges in the Collective Bazgaining Agreement betcveen the City and the Police Federation. The new contract is for the period of January 1, 1997 through December 31, 1999. Wages: 1997: 2.7% (Splits* 12/96 - 2%; 7(19l97 .5°/a> 12(97 .2%) 1998: 2.6% (Splits: 1f98 - 23%; 711198 3%) 1999: 2.5% (Splits: 1/99 - 2%; 7/99 .5%) * Wage implementation dates Health Insurance: 1997: Single $300.00 per month Family $355.38 + 50% of premium increase =$368.82 per month 1998: Singie $285.00 per month Family $378.82 per month 1999: Single $275.00 Family $378.82 + 50% of premium increase In 1947, the single contribution stays the same as 1945 and 1496. The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused benefit dollar amount returned to employees at the end of the year has decreased, this helps accomplish the City's goal of paying benefit dollars for benefits. Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped this means no increase to them. Since the Federation lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family coverage. The Federation also agreed to a reduction in the married couple rule. This rule applies only to Loca121 and Police. When both spouses are employed by the City, one takes coverage, the other gets the full $300.00 per month back at the end of the yeaz. Now the spouse with no coverage will receive back only the actual amount of the single contribution, since the City would haue to purchase this from the insurance company anyway. q�_�5�7 Attachment to the Crreen Sheet Saint Paul Police Federation Page 2 Street Cop Premium: Street Cops will receive a 1% premium in 1998; plus 1/2% in 1999. Street Cops aze most patrol officers in blue uniforms and squads who answer calls. Patrol Officer Post Premium Increase: Beginning in 1997 Patrol Officers wiil begin receiving $2.90 biweekly, ($75.00 per yeaz) for Post Premium as Firefighters do for EMT Premium. Patrol Officer pay for working Holidays. Police regulazly work holidays. For those that do, holidays are divided into major and minor holidays. On a designated major holiday an employee receives pay for an additional4 hours. The City has agreed to raise the number of holidays paid as major from six to ten. This applies to eligible palrol officers and not to ranking officers. Ranking Officer Pay. The City raised ranking officers pay. Ru�king officers are Sergeants, Lieutenants, and Commanders. They comprise about ane-tlurd of the bargaining unit. The average raise is about equal to a one grade increase. F:\LABREL\CONTRACI�POLICEU997 98WTTACH97 � ,� - . � ;` -t7= t ��o� ; /_ �� _ � 1997 1499 ° - _ ' �O��C�'I� B�RGA►I"F�T�NG ACR��It!IE�T� -� , -. , _ . �, . _ �. � z :< _ � = ,_ r , . _ _._ . ,- _ �� ,. i _ - — r,, , ti � B��'W��N � � >� < , - � t X f _ ° �'�E w C�� (3�` �AX�IT �'AT7� } ' , „ :; � . . �.. . _ . . k . _ _ . _ . ��s� ` { \ 4 - Y S V �Y 1 ( S\ rv � �< _ _ � . . �. .. . �� W �� i l�� 1 t ' I � 4 �K f' ft � i �+3,�+�� 4 �� - F � aJ / l` 9 � ��L�� ' < � 1 _ .. .. _.. . .. „ `i: t � / . � .. . _ . .e - >.:.. ;, _�.:.; � J �`'F �:t. d ..., � � • �I� - ( 5 �,� INDEX ARTICLE TITLE PAGE 1 Purpose ..........................................................1 2 Definitions .......................................................1 3 Recognition ......................................................1 4 Security .........................................................2 5 Employer Authority ................................................2 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . 3 7 Savings Ciause ....................................................6 8 Hours of VJork and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 9 Court Time .......................................................7 10 Ca1lBack ........................................................7 II Stand-By Time ....................................................7 12 Uniform Allowance ................................................8 13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 14 LegalService .....................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 + 16 Insurance .......................................................10 17 Safety ..........................................................14 18 Premium Pay/Speciai Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 19 Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 20 Vacation ........................................................16 21 Holidays ........................................................17 22 Severance Pay ...................................................IS 23 Wage Schedule ...................................................20 24 Liability for Injuries When Employed Off-Duty . . . . . . . . . . . . . . . . . . . . . . . . . 22 25 Sick Leave ......................................................22 26 Residence .......................................................23 27 Incapacitation ....................................................23 28 Matemity Leave ..................................................24 29 Discipline .......................................................24 30 Seniority ........................................................24 31 Bidding .........................................................25 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al Appendix B - Illustration ..........................................Bi i c�� —15�7 • COLLECTIVE BARGAINING AGREEMENT BETWEEN TFIE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT • has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its empioyees to provide the higj�est level of services by methods which will best serve the needs of the general public. • ii q� -15�� • • . ARTICLE 1 - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.1 (1} Achieve orderly and peaceful relations, thereby esiablishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concemed. i. i(2) Estabiish the full and complete understanding of the parties conceming the terms and conditions of this AGREEMENT. l.l (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMEI�T. 1. I(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMEI3T. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2,2 2.3 2.4 EMPLOYER: FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: The City of Saint Paul A member of the FEDERAT'ION'S exclusively recognized bargaining unit. ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exciusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all fuli-time police department personnel; exciuding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ali other employees exclusively represented by other organizatians. 3.2 Job ciasses which aze within the bazgaining unit and covered by this AGREEMENT are as foliows: Commander Lieutenant Communications Technician Police Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician ARTICLE 3 - RECOGNiTION (continued) 3.3 In the event the EMPLOYER and the FEDERATION aze unabie to agree as to the inclusion or exclusion of a new or modified job position the issue shall be submitted to the Bureau of Mediarion Services for detemunation. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designaTe employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 43 The EMPLOYER shail make space avaiiable on the emptoyee bullerin boazd for posting off cial FEDERATION notices and announcemeats. � If upon review, the department head or authorized representative in chazge of the facility or work area where the notice(s) or announcement(s} is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees Yo indemnify and hold the EMPLOYER harmless against any • and ail claims, suits, orders, or judgments brought or issued against the City as a resuIt of any action taken or not taken by the Ciry under the provisions of this firticle. 4.5 The Federation agrees that an administrative service fee of twenty-five cents ($0.25) per member biweekly shall be deducted by the City of Saint PauI from the amount withheId for dues or fair share prior to remittance of dues or fair shaze to the Federation. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERAT'IQN recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, deiegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not Iimited to such azeas of discretion or poIicy as the functions and pmgrams of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. � �� - l 5��1 • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PRQCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interQretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set for[h. Disciplinary actions may be appealed to the Civil Service Commission or to an arbitrator. 6.2 FEDERATION REPRESENTATIVES The EMPLOYER wili recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names of such FEDERATIO2�3 REPRESENTATIVES and of their successors when so designated. 6,3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the • processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shail therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLQYEE and the FEDERATTON REPRESENTATIVE shail be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approvai of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shail be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE ciaiming a violation conceming the interpretation or applicaiion of the CONTRACT shall, within twenty-one (21) calendar days after such alieged violation has occutted, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step I grievance within ten (10) calendar days after receipt. A grievance . not resoived in Step 1 and appealed to Siep 2 sha11 be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 ARTICLE 6 - GRIEVANCE PROCEDURE (continued) within ten (10} caiendax days after the EMPLOYER designated representazive's final answer in Step 1. Any grievance not appealed in writing to Steg 2 by the FEDERATION within ten (I O) calendar days shalI be considered waived. t 2 If appealed, the written grievance shali be presented by the FEDER.ATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative sha12 give tiie FEDERAT'ION the EMPLOYER'S Step 2 answer in writing within ten (10) ca2endar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (IO) calendaz days following the EMPLOYER designated representative's fmal Step 2 answer. Any grievance not appeaied in writing to Step 3 by the FEDBRATION within ten (10) calendar days shall be considered waived. � te 3 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (1Q) calendaz days after receipt of such Step 3 gievance. A grievance not resolved in Step 3 may be appealed by the FEDEItATION to Step 4 within • ten (10) calendaz days foIlowing the EMPLQYER designated representative's finai answer in Step 3. Any grievance not appeated in writing to Step 4 by the FEDERATION within ten (l0) calendar days shall be considered waived. Optional MediaYion Sten I. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) caleadar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint requesi to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediarian shatl be completed within 30 days of the assignment. Grievance mediation is an optional and voiuntary part of the grievance resolution process. It is a supplement Yo, not a substitute for, grieuance arbitration. When grievance mediation is invoked, the contractuai time limit for moving the grievance to arbivation shall be delayed for the period of inediation. 3. The grievance mediation process sha11 be informat. Rules of evidence shall not apply, and no record shal] be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediaYor may meeY with the parties in joint session or in sepazate caucuses. � q�-t5�� ARTICLE 6 - GRIEVANCE PROCEDURE (continued) • 4. At ihe request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in trus case. 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shail sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shail be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during arbitration. Sten 4 A grievance unresoived in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as estabiished by the Public Empioyment Relations Board. • 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AG1tEEMENT. The arbitrator shall consider and decide only ihe specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. 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 arbitrator's decision shail be submitted in writing within thirty (30) days following the ciose of the heazing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbftrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDERATION, provided that each parry shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equaliy. , ARTICLE b - GRIEVANCE PROCEDURE (continuec3) 6.6 WAIVER If a grievance is not presented within the time limits set forch above, it shall be considered "waived." If a grievance is not appealed to tYee next step within the specified time limit, or any agreed extension thereof, it shal] be considered settled on the basis of the EMPLOYER'S tast answer. If the EMPLOYER does not answer a grievance or an appeal tt�ereof within ihe specified time limits, the FEDERATION may etect to treat the grievance as denied at thai step and immediately appeal the grievance to the next step. The time iimit in each step may be extended by mutuaI written agreement of the EMPLOYER and the FEDET2AT'ION in each steg. 6.7 RECORDS All documenis, communications and records deating with a grievance shatt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE � 7.I T`his AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the evenz any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose fmal judgment • or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shalt continue in fult farce and effect. The voided provision may be renegotiated at the written reqaest of eithet par[y. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The normal work day sha11 be eight (8) consecutive hours per day except for those employees assigned to the 4(40 shift where the normal work days shall be ten (IQ} consecutive hours per day. For employees assigned to the 5/3 shifr, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work perioc3 shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred sixty (160) hours in twenry-eight (28) days. 8.3 This section shall not be construed as and is not a guazantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the estabiished starting time and shail remain at an assigned work Iocation until the end of � the established work day unless otherwise directed by their supervisor. �i-�56� ARTICLE 8- AOURS OF WORK AND OVERTIME (continued) � 8.5 Empioyees �,�ill be compensated at the rate of one and one-haif (1.5} times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hows of compensatory time. ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off=duty time wi11 be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimuxn of four (4) hours ai the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four {4) hours shall not apply when such court time is an extension of or an early reporc to a scheduled shift. � ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S norma] hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an eazly report to a scheduled shift. ARTICLE i l- STAND-BY TIME 11.2 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time will be compensated for a minimum of two (2} hours based on the EMPLOYEE'S normai houriy rate for such day he(she is required to stand-by, but such comgensation shall not apply where the EMPLOYEE is called to court for an appeazance on the case subject to the stand-by request or for any other case. 1 i.l (S ) If an employee is on standby for a court appeazance and is called into court, he or she wiil receive not less than two (2) hours pay based on hisltier normal hourly tate. L� ARTICLE 11 - STAND-BY TIME (continued) i I.2 The two hour minunum compensation for stand-by shall not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of tfie preceding day. 11.3 Un2ess notified to the contrazy, stand-by status shall continue for a maximum of two consecutive days, ai which time the EMPLOYEE sha11 be required to contact the City or County uiai lawyer or his/her secretary in chazge of scheduting by 160Q hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such noTificaTion. ARTICLE 12 - UNTFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) doilars as a clothing allowance on a voucher system w�ill be increased on January 1, 1974 and each yeaz thereafrer on the basis of a yearly study of the increased cost of the defined uniform. The 1972 hase cost of the uniforms aze defined in Appendix A. ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWAI`TCE Any employee who shall be a member of the National Guard, the Naval Miiitia or any other component of the militia of the state, now or hereafter organized�.or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organi2ed or constituted under federal law, shaIl be entitled to Ieave of absence from empIoyment without loss of pay, senioriry status, efficiency rating, vacation, sick leave or other benefits for all rime when such EMPLOYEE is engaged with such organization or component in uaining or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such ieave sha11 not exceed a total of fifteen (I S) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be aIlowed uriless the EMPLdYEE (1) retums to his/her position immediateIy upon being reIieved from such military or navat service and not later ttian the expiration of time herein limited for such leave, or (2) is prevented from so retuming by physicat or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � � - �1'`�J�� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (continued) • 13.2 LEAVE WITHOUT PAY Any EMPLOYEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by taw, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton negiect of duty, EMPLOYER shall defend, save harmless and indesnnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shali not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where • the employee is the Plaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION I5.1 EMPLOYER shali avoid, whenever possible, working an EMPLOYEE on 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) working days during a yeaz shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. r� L ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely conuolled by the contracts negotiated by the Employer and the benefit providers. The Employer wiil attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees setecting the offered plans agree to accept any changes in benefits which a specific provider implements. 16.2 Effective for the January, 1997 insurance coverage, the Empioyer will contribute $300.00 per month to eligible employees who select single health insurance coverage. The Employer wilt contribute $368.82 per month to eligible employees who select family health insurance coverage. 163 Effective for the 7anuary, 1998 insurance coverage, the Employer will contribute $285.40 per month to eligible employees who select single heatth insurance coverage. The Employer will contribute $378.82 per month to eli$ible employees who select famity fiealth insurance coverage. � 16.4 Effective for the January, 1999 insurance coverage, the Employer will contribute $276.65 per month to eligible employees who select single health insurance coverage. • The Employer will contribute 380.47 plus 50% of the 1999 family heaith insurance premium increase per month to eligible emptoyees who select family health insurance coverage. 16.5 Under the "Cafeteria Plan," full-time, eligible employees must select at least single heaith insurance coverage and $S,OOO life inswance coverage. Effective January 1, 1999, the Employee agrees to purchase $10,000 of iife insurance coverage. It is understood that these mandatory coverages may not be waived. (Refer to Appendix B for an illustration of how life insurance is paid.) However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to pazticipate in the City's health insurance plan, wilt not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single heatth insurance coverage shall be eligible for payment as unused benefit doliazs. Bffective 3anuary 1, 1999, the amount eligible for payment as unused benefit dollazs shali be the actuai cost of the single heaith insurance premium, less the cost of the mandatory life insurance premiutn. • 10 q� - f�� ARTICLE 16 - INSURANCE (continued) • Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as ta�able income. Such payment shall be made during the month of December for the insurance year. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.6 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Fle�ble Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Empioyer. The service fee for employees participating in the Medical Expense Account will be paid by the employee. Sun•ivor Insurance 16.7 In the event of the death of an active employee, the dependents of the empioyee shal] have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such pian improvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shall be • considered to be the date of retirement. In the event of the death of an eaziy 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 benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligibie deceased retiree. In the event of the death of an employee killed in the line of duty, the Empioyer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligib]e dependent who is not enrolied in the City's health insurance program at the time of the empioyee's death will have an option to enroll at the next annual open enroliment period. It is further understood that coverage shall cease in the event of: 15.7 (1 } Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.7 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Emp]oyer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) . days of said empioyment. 11 ARTICLE 16 - INSURANCE (continued) Retiree Insurance 16.8 Employees who retire must meet the fottowing conditions in order to be eligible for the Employer contributions listed in Articles 16.9 through 16.12 below towazd a health insurance plan offered by the Emptoyer: I6.8 (1) Be receiving benefits from a public employee retirement act covering empioyees of the Ciry of SainY Paul at the time of retirement, and I 6.8 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree pians, and 16.8 (3) Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from Yhe City of Saint Pau2, and 16.$ (4) Have severed hislher relationship with the City of Saint Paul for reasons other than an involuntary iermination for misconduct. Early� Retirees 16.9 This Arcicle shall apply to employees who: C � J 16.9 (1) Retire on or after January i, 1996, and • 16.9 (2) Were appointed on or before December 31, 1995, and 169 (3) Have not attained age 65 at retirement, and 16.9 (4) Meet the terms set forth in Article 16.8 above, and I6.9 (5} Select a health insurance plan offered by tfie EmpIoyer. Until such retirees reach sixty-five (65} yeazs of age, tiie Employer agrees to contribute a maximum of $350.00 per month toward the premium for single or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.I 1 shall apply. ] 6.3 0 This Article shall apply to employees who: 16.10 (1) Retire on or after January 1, 1996, and 16.1 Q(2} Were appointed on or after January 1, 2996, and 16.10 (3) Have not attained age 65 at retirement, and ] 6. ] 0(4) Meet the terms set forth in Article 16.8 above, and 16.I0 (5) Select a health insurance plan offered by the EmpIoyer. � 12 a�- �� • ARTICLE 16 - INSURANCE (continued) Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribute a ma�cimum of $300.00 per month towazd the cost of singie or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Articie 16.12 shall apply. Regular Retirees (Age 65 and over) 16.11 This Article shail apply to employees who: 16.11 (1) Retire on or after 3anuary 1, 1996, and l 6. ] 1(2) Were appointed prior to January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family heaith insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's contribution shall not be • paid to the retiree. This Article shail also apply to eazly retirees who retired under the provisions of Anicle ] 6.9 when such eazly retiree attains age 65. 16.12 This Article shall apply to eznployees who: I 6.12 (1) Retire on or after January I, 1996, and 16.12 (2) Were appointed on or after January l, 1996, and l 6.12 (3) Have attained age 65 at retirement, and 1612 (4) Meet the terms set forth in Articie 16.8 above, and 16.12 (5) Select a heaith insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month towazd the premium for sing3e or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Empioyer s contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.10 when such eazly retiree attains age 65. • 16.13 The contributions indicated in Article 16 shall be paid to the Employer's third pariy administrator or designated representative. 13 ARTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situarion that violates federal or state safety standards, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactoriIy adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 In addition to other compensation payabie, any full-time employee designated as a member of the Critical Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00} Dollars biweekly. Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. � 18.2 In addition to other compensation payable, Tr�c Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided • that such allowance shaII only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lientenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police O�cers in chazge of police dogs and who aze required to keep the dogs in their homes, transport them in their private cazs, etc., a sum not to exceed One Hundred and Thirty-Five and 00/100 ($135.00) DolIazs biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atfowance shall be payable only during the time the employee is performing duties as outlined above. 18.4 A. Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differentiai of $1.50 per hour above his/her regulaz base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligibie for such assignment and pay differential. . 14 �1- I 5 �� • ARTICLE 18 - PREMIUM PAYlSPECIAL ALLOWANCES (Continued) B. Effective 3uly 1,1998, the Empioyer may assign up to 40 Police Officers to the duties of a Primary Field Training Officer. Primary Field Training Officers and their assignments will be designated and defined by the Employer. They will be used to provide various training in the field to rookie and veteran officers and to perform other duties as assigned. Any Police Officer so assigned shall be paid a differential of $1.50 per hour above his/her regulac base rate for all hours during the time in which he/she is so designated. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differeniial. 18.5 Effective December 30, 1989 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed ali required training shall be eligible for such assignment and pay differentiai. 18.6 Effective December 30, 1989, any Police Officer assigned as a Nazcotics Agent to the Narcotics Unit shall be paid a differential of $ I.00 per hour above his/her base rate. I 8.7 E£fective January 1, 1997, employees working in the titie, Police Officer, shall receive a premium of $5.80 biweekly. Effective January 1, 1999, this amount shall be decreased to • $2.90 biweekly. 18.8 Effective January 1, 1498, employees working in the title, Police Officer, and assigned to one of the Districts and/or FORCE, shall receive one percent (1 %) pez hour above their base rate. Effective 3anuary 1, 1999, this amount shall be increased to one and a half percent (1 %%) per hour above the base rate. 18.9 Effective December 23, 1995, employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Empioyer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee hoids the required certification. �J 15 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any empioyee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m. and 6:00 a.m. shall be paid a diffarentia2 of $0.93 per hour for all hows of the shifr actualiy worked by the employee. Effective December 24,1994, this differential shaI1 be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than four hours of the shift worked aze between the hours of 6:Q0 pm. and 6:00 a.m., shalI be paid a night differential of $0.93 per hour for only the hours actualiy worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz year, each full-time employee shali be granted vacation according to the folIowing scheduIe: Yeazs of Service 0 thru 5 years after 5 yeazs after I O yeazs after 15 years after 20 yeazs Vacation Granted 13 days 18 days 21 days 23 days 25 days � n U Employees who work less than full-time shali be granted vacation on a pro rata basis. 20.2 The head of the Department may pemrit an employee to carry over into the Following yeaz up to ten days vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each fiscai year for any or all hours for which the empioyee requests payment. Payment shall be at the rate of pay in effect at the time payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2} days of unused sick leave to one (I ) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. • 16 q� -15�� ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The foliowing days shall be recognized and observed as paid holidays: New Yeazs' Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through + Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appeaz on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 21.4 A. If an employee entit]ed to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shali be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. • I7 ARTICLE Zl - HOLIDAYS (continned) B. Effective January t, 1999, emptoyees working in the titte Police Officer shall be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular hoIiday pay. C. If an employee entitied to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shali be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. � 22.2 To be eligible for the severance pay program, an employee must meet the foilowing requirements: 22.2 (1) The employee must be voluntazily sepazated from City employment or have � been subject to separation, lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason ate not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reempioyment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with The City or with Independent School District No. 625. 22.2 (3) The employee must have an accnmulated balance of at least (80) days of sick leave credits at the time of his/her sepazation from service. . �? q�-15�� ARTICLE 22 - SEVERANCE PAY (continued) � 223 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position heid by the employee on the date of separation for each day of accrued sick leave subject to a maYimum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $ 5 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). . An employee with twenty (20) or more years of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allo��-ed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an empioyee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the iime of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 Severance Pay which totals ten thousand dollars ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article • conflict with said ordinance and in such cases, the provisions of this Article shall control. 19 ARTICLE 23 - WAGE SCHEDULE � 23.] Salary ranges applicable to titles covered by Yhis AGREEMENT shall be as shown below: Effective December 21, 1996: Effective 7uly 19, 1997: Effeciive December 20, I 997: Effective January 3, 1998: Effective July 4, 2998: Effective January 2, 1999: Effective July 3, I999: Two percent (2.0%) increase One half percent (0.5%) increase Two-tenths percent (0.2%) increase Two point tluee tenths percent (23%) increase Three-tenths percent (Q.3%) increase Two percent (2.0%) increase One haIf perceni (0.5%) increase BIWEEKLY WAGE SCHEDULE Police Of�cer Effective A 12/2 U96 1311.98 67/ I 9/97 I 318. S4 12/20/97 I 321.18 O1/03/98 135I.57 07/04/98 1355.62 O1l02/99 1382.73 07/03l99 1389.64 Sergeant ]2/2]/96 07/19/97 12/20/97 O1/03/98 07l04/98 O1/02/99 07/03/99 1507.3& 1514.92 1517.95 1599.13 1603.93 1636.01 1644. I 9 B 1377.09 I383.98 1386.'IS I418.65 ]422.91 2451.37 1458.63 ] 582.23 1590.14 ]593.32 1678.60 1683.64 1717.31 1725.90 C 1445.48 1452.71 1455.62 1489.10 1493.57 1523.44 1531.06 1660.92 1669.22 16'I2.56 1762.09 176738 1802.73 1811.74 D 1503.45 1510.97 1573.99 I548.81 1553.46 1584.53 1592.45 1727.57 1736.2i 1739.68 1832.82 183832 1875.09 1884.47 E 1579.87 I587.77 1590.95 1627.54 1632.42 1665.07 1673.40 1815.47 1824.55 1828.20 1926.07 1931.85 1970.49 1980.34 F 1643.53 1651.75 1655.05 1693.12 1698.20 1732.16 1740.82 1888.69 1898.13 7901.93 2003.76 2009.77 2049.97 2060.22 10-I'R 1728.41 1737.05 1740.52 1780.55 1785.89 1821.61 3 $30.72 7 986.27 1996.20 2000.19 210Z28 2113.60 2155.87 2166.65 I S-1'ft 1770.88 1779.73 1783.29 I824.32 1829.78 1866.38 1875.71 2035.08 2045.26 204935 2159.10 2165.58 2208.89 2219.93 • • 20 q�1-15(�7 �J � r� L ARTICLE 23 - WAGE SCHEDULE (continued) Iaeutenant Effective 12121 i96 07/19/97 12l20/97 01l03/98 07/04/98 O1l02/99 07/03/99 A 1687.71 1695.55 1698.94 1843.29 1848.82 1885.80 1895.23 Commander 12/21/96 1888.45 07/19/97 ]897.89 12/20/97 1901.69 O1l03/98 2003.50 07/04/98 2009.51 O1/02/99 2049.70 07f03/99 2059.95 B ]777.01 1779.87 1783.43 1934.97 1940.77 1919.59 1989.49 ]982.40 199231 1996.29 2103.19 2109.50 2151,69 2162.45 Communications Technician 72/21/96 1239.90 1292.83 0'I/14/97 1246.10 129929 12/20/97 1248.59 1301.89 03iO3t98 12�7.31 ]337.83 07l04/98 1281.14 ]335.83 O1/02/99 1306.76 1362.55 07/03/99 1313.29 136936 C ] 859.11 1868.41 1872.15 2031.26 203735 2078.10 2088.49 2081.09 2091.50 2095.68 2207.92 2274.54 2258.83 2270.12 1352.90 1359.66 1362.38 ]393.71 1397.89 1425.85 ] 432.98 Lead Communications Technician 12/21/96 1288.53 1343.53 1405.95 07/39l97 ]294.97 1350.25 1412.98 12/20/97 1297.56 1352.95 ]415.81 0]/03/98 1327.40 1384.07 1448.37 07/04/98 1331.38 1388.22 1452.72 O1/02/99 1358.01 1415.98 1481.77 07l03/94 1364.80 1423.06 1489.18 D 1933.77 1943.44 1947.33 2112.84 2119.18 216I.56 2172.37 2164.71 2175.53 2179.88 2296.65 2303.54 2349.61 236136 1404.13 1411.15 1413.97 1446.49 1450.83 1479.85 1487.25 1459.20 1466.50 1469.43 1503.23 1507.74 1537.89 1545.58 E 2032.22 2042.38 2046.46 222Q.44 2227.10 22'71.64 2283.00 2274.97 228634 2290.91 2413.60 2420.84 2469.26 2481.61 1459.73 ] 467.03 1469:96 1503.77 1508.28 1538.45 1546.14 1516.98 1524.56 1527.61 ] 562.75 1567.44 1598.79 1606.78 Communications Services and Maintenance Snpervisor 12/21/96 157634 7641.35 170930 1780.13 1868.29 07/19/97 1584.22 1649.56 1717.85 1789.03 1877.63 12/20/97 158739 1652.86 1721.29 1792.61 1881.39 O1/03/98 1623.90 1690.88 1760.88 1833.84 1924.66 Q7lQ4l98 1628.77 1695.95 1766.16 183934 1930.43 01/02/99 166135 1729.87 1801.48 187613 7969.04 07/03199 1669.6b 1738.52 1810.49 1885.51 19�8.89 21 F 2114.24 2124.81 2129.06 2310.07 2317.00 236334 23"75.16 2366.81 2378.64 2383.40 2511.08 2518.61 2568.98 2581.82 1520.66 1528.26 1531.32 I566.54 1571.24 1602.66 1610.67 1580.29 1588.19 1591.37 ]627.97 1632.85 1665.51 1673.84 1947.82 1957.56 1961.48 2006.59 2012.61 2052.86 2063.72 10-YR 2223.53 2234.65 2239.12 2424.51 2436.80 2485.SA 2497.97 2489.22 25Q1.67 2506.6� 2640.95 2648.87 2701.85 2715.36 156037 1568. ] 7 1571.3] 1607.45 ] 6.12.27 1644.52 1652.74 1621.56 1629.67 I632.93 1670.49 1675.50 1709.01 17]?.56 2041.75 2051.96 2056.06 2103.35 2109.66 2151.85 2762.61 15-YR 2278.21 2284.60 2294.18 2489.30 2496.77 2546.71 2559.44 2550.47 2563.22 2568.35 2705.98 2714.10 2768.38 2782.22 1600.09 1608.09 ]611.31 164837 1653.32 1686.39 1694.82 1662.84 1671.75 1674.49 1713.00 1718.14 1752.50 1761.26 2093.77 2104.24 2108.45 2156.94 2163.41 2206.68 2217.7] ARTICLE 24 - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY � 24.1 If an EMPLOYEE has been aliowed to procure off-duty employment by the EMPLOYER aad the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the EMPLOYER, and the EMPLOYEE agrees to pursue such rights as aze avaiIable to hizn/her against the off-duTy Employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the EMPLOYEE for hisJher off-duty employer, then the EMPLOYEE shaIl be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such rights and benefiu as aze presently available to him/her under this conuact and appiicable law. ARTICLE 25 - SICK LEAVE 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupauon for compensation outside of his/her regulaz City employment. Violation of the provisions of this paragraph • by any EMPLOYEE shall be grounds for suspension or discharge. 25.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to care for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (40) hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as Ytie empioyee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the caze of a seriousiy ill or disabled child. 253 The head of the department or the Human Resources D'uector may require a physician's certificate or additional certificate at any time during an empioyee's use of sick leave for the purposes stated in 25.2 above. AII such certificates shall be forwarded by the appointing officer to the Office of Human Resources. C� 22 q� -15(�� ARTICLE 25 - SICK LEAVE (continued) • If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no fiu-ther sick leave shail be granted unless or untii a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Office of Human Resources. 25.4 No sick ]eave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-haif hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 25.5 An employee shall be paid under the provisions of this article only for the number of days or hours for which hefshe would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - RESIDENCE 26.1 The residency requirements as passed by the City Counci] on December 30, 1982 under • Council File No. 279643 shall apply to a11 employees covered by this Agreement. ARTICLE 27 - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equai to rivelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shall first be utilized and only when same is e�austed shall accumulated sick leave be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive fuli wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shail be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. � , J 23 ARTICLE 27 - INCAPACITATION (continued) • 27.2 (1) The 8 day bazgaining unit qualifieation will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 27.3 EMPLOYEES injured or incapacitated by iliness in the line of duty shall be enritied to reinstatement at any time within five (5) years fram the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specificaliy provided in this Articie, all illness and incapacity rules and policies previously in effect shali continue. ARTICLE 28 - MATERI�TITY LEAVE 28.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estunated date of chiidbirth, as deternuned by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 29 - DISCIPLINE 29.1 The Employer may discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with Yhe concept of progressive discipline. ARTICLE 30 - SENIORITY C_� 30.1 Seniority, for the purpose of this AGREEMENT, shail be defined as follows: The tength of continuous, regular and probationary service witti the EMPLOI'ER from the date an employee was first certified and appointed to a class title covered by tius AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more empIoyees aze appointed to the same class ritle on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shali temunate when an employee retires, resigns, ar is dischazged. • � �1- �5�� ARTICLE 30 - SENIORITY (continued) • 30.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class tifle withzn each department based on inverse length of class seniority as defined above. In cases where there are promotional series, when the number of emp]oyees in these higher titles is to be reduced, employees who have held lower titles which aze in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. It is understood that such emgloyees will pick up their former seniority date in any class of positions that they previously heid. 30.3 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. However the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three years of layoff. ARTICLE 31 - BIDDING 31.1 Once a yeaz the Department shall hold a hid for Patrol Officers working Team assignments. Officers assigned to a Team shall be allowed to bid for their work shifts, • i.e.; midnights, days and afternoons and assignments to shifts will be based upon an Officer's seniority. T'he bid card shail also include Team preference. The Department shall attempt to assign Officers to their preferred Team azea. However, when a Team assignment conflicts with a work shift bid, the work shift bid sha11 take preference. 31.2 The Department retains the right to designate special assignments to Team personnel levels and such special assignmenYs are not governed by the seniority bid system described above, The Department also reserves the right to make adjustments to the Team personnel assignments. Such reassignment shaIl, whenever possible, honor the original seniority shift bids. 313 Those Patrol Officers assigned to other Units shall also be given bid cards. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the Officer's yeazly bid cazd. 31.4 The Employer agrees to form a committee made up of Federation-appointed and Depanment-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 31.5 All employer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the . committee may be done during their normal work hours if ii does not create a burden on the unit to which they aze assigned. 25 q�-15�� ARTICLE 32 - DIJRATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as o£ January 1, 1997 and shall continue in full force and effect through the 1 st day of January, 2000, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the yeaz in which modifications aze desired, so as to comply with the provisions of the Public Employtnent Labor Relations Act of 1971. • • CITY OF SAINT PAUL � . Kearney Director of Labor Relations SAINT PAUL POLICE FEDERATION L�Gfi� � �� , Patrick Fi gan Saint Paul Police Federation President .��/7c�✓i � Saint Paul Police Federation DATED: �vZ -/� — � � �a� +} q�-15�� ._.��►� � Unit Price Overcoats .............................................................. $125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets,summer ...........................................•-............$ 27.95 Parkas ..................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..............................................................$ 32.00 Cap Covers ............................................................. $ 2.50 Vests .................................................................. $ 8.50 Altemate Vest ........................................................ $ 5.95 Trousers, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ........................................................$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 • Shirts, winter (Ranking Officer) : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . . $ 8.95 Shirts, summer (Colored) . . . $ 6.45 Shirts, suimner {Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, short sleeve (Radio Division} . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.50 Shirts, long sleeve (Radio Division� . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.75 Ties .................................................................... $ 1.25 Shoes ..................................................................$ 19.00 Altemate Shoes .......................................................$ 22.00 Chukka Boots ............................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..............................................................$ 12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ................................................................ $ 3.95 Socks(Black or Navy Blue) ................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ......................................................... $ 4.95 Black Gloves ............................................................ $ 7.50 tTniform Caps, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 • Uniform Caps, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 - A1 - � ' j q� —I 5c�� s APPENDIX A (continued) Unit Price Sam Browne Belts ........................................................ $ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1625 Garrison Belt ............................................................ $ 2.50 Cartridge Hoider ......................................................... $ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50 Federal Streamer Hoider . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...............................................................$ 13.95 Handcuff Case ........................................................... $ 3.04 Whistle Chains . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.95 Safety Helmet: Visor ................................................................ $ 2.25 Chin Cup ............................................................. $ 1.50 Chin Strap .............................................................$ .95 Heavy Duty Pace Shield ................................................. $ 9.95 Head Suspension ....................................................... $ 4.90 • OuterShell ...........................................................$ 14.20 Duty Guazd ........................................................ $ 2.95 Y -D Hamess .......................................................... $ 2.95 Holsters: Federal Man .......................................................... $ 5.95 Safaziland IlA ........................................................$ 18.95 Safaziland 24 ..........................................................$ 12.95 Don Hume 216 ........................................................ $I5.50 The following items aze inciuded in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster C , J � c .� q� -15t�� C� � APPENDIX B Illustration Police Cafeteria Plan. (Life insurance mandatory coverage is in brackets) SINGLE FAMILY 1996 ($.28 per $1,000) $300 minus ($1.40) $355.38 minus ($1.40) 1997 ($.28 per $1,000) $300 minus ($1.40) $368.82 minus ($1.40) 1998 ($.28 per $1,000) $285 minus ($1.40) $378.82 minus ($1.40) 1999* $276.65 minus (x) $380.47 + 50% of premiun increase minus (x) *The rate for 1999 is not now known but the caiculation method will be the same as it is for the preceding years. The difference will be that the total amount of life insurance will be $10,000 instead of $5,000. f31 CouncilFile# 9�- IS�� RESOLUTION CITY OF SAfNT PAUL, MINNESOTA Presented Referred To Committee Date 1 2 3 Green Sheet # 40119 �5a RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 7anuary 1, 1997 through December 31, 1999 Collective Bazgau�ing Agreement between the City of Saint Paul and the Saint Pau1 Police Federation. Requested by Departrnent of: Blakey Bostrom Collins Harris Meg Morton Adopted by Council: Date � s z �� Adoption Certified by Council Secretary BY: _� �•—, J- . � 4 Approved by Mayor: Date � S„' 2G jf � By: Office of Labor Relations By: �� ' �_ Form Appr�b�i Attorne ! n By: � � �X � to , DEPARTMENT/OFFICE/COUIVCIL: DATE INTTIATED GREEN SHEET No.• 40119 LABORRELATIONS December111997 • �1—I�` CON7'ACT PERSON & PHONE: Iry�T7pyippig � ��T�Ay/DA1 JiJLIE KRAUS 266-6513 ASSIGN 1 DEPARTMENf DIR. � 4 CITY COUNCIL NUMBER 2 CTIY ATTORNEY � CITY CLERK MUST BE ON WLIVCIL AGE!��A BY (DATE) FOR BUDCET DIR. �/ F7N. & MGT. SERVICE DIR. ROi1TAG 3MAYOR(ORASST.)\ JJIF/Z//� ORDER � - T TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) ncnox xEQUESrEn: This resolution approves the attached January 1, 1997 - December 31, 1999 Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Police Federation. RECOMMENDATIONS: Approve (A) or Rejea (R) PERSONAL SERVICE CONTRACTS MUST AIVSW ER THE FOLLOWING QUESTIONS: - _PI,ANNING COMMISSION _CIVIL SERVICE COMMISSION I. Hu this person/fitm ever worked under a contract for this depaztment? CIB COMMITTEE Yes No STAFF 2. Haz this penon/firm ever been a city employee? _DISTRICT COURT Yes No SUPPORTS WHICH COIJNCIL OB7ECTIVE? 3. Does this person/firm possess a skill not nom�ally possessed by any current ciry employee? Yes No Explain all yes answers on separate s6eet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTIJNITY(Who, What, When, Where, W6y): . ADVANTAGES IF APPROVED: ATl AgLEETTIellt 131 p12Ce YIll'OU�1 DCCeTIlUe7 31 1999. AISADVAN'I'AGES IF APPROVED. DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FtJNDING SOURCE: ACTIViTY NUMBER: FINANCIAL IIVFORMATION: (EXPLAIN) A'TTACHI��NT TO THE GREEN SHEET Saint Paul Police Federation a�►- r s `� Below is a summary of the chauges in the Collective Bazgaining Agreement betcveen the City and the Police Federation. The new contract is for the period of January 1, 1997 through December 31, 1999. Wages: 1997: 2.7% (Splits* 12/96 - 2%; 7(19l97 .5°/a> 12(97 .2%) 1998: 2.6% (Splits: 1f98 - 23%; 711198 3%) 1999: 2.5% (Splits: 1/99 - 2%; 7/99 .5%) * Wage implementation dates Health Insurance: 1997: Single $300.00 per month Family $355.38 + 50% of premium increase =$368.82 per month 1998: Singie $285.00 per month Family $378.82 per month 1999: Single $275.00 Family $378.82 + 50% of premium increase In 1947, the single contribution stays the same as 1945 and 1496. The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused benefit dollar amount returned to employees at the end of the year has decreased, this helps accomplish the City's goal of paying benefit dollars for benefits. Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped this means no increase to them. Since the Federation lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family coverage. The Federation also agreed to a reduction in the married couple rule. This rule applies only to Loca121 and Police. When both spouses are employed by the City, one takes coverage, the other gets the full $300.00 per month back at the end of the yeaz. Now the spouse with no coverage will receive back only the actual amount of the single contribution, since the City would haue to purchase this from the insurance company anyway. q�_�5�7 Attachment to the Crreen Sheet Saint Paul Police Federation Page 2 Street Cop Premium: Street Cops will receive a 1% premium in 1998; plus 1/2% in 1999. Street Cops aze most patrol officers in blue uniforms and squads who answer calls. Patrol Officer Post Premium Increase: Beginning in 1997 Patrol Officers wiil begin receiving $2.90 biweekly, ($75.00 per yeaz) for Post Premium as Firefighters do for EMT Premium. Patrol Officer pay for working Holidays. Police regulazly work holidays. For those that do, holidays are divided into major and minor holidays. On a designated major holiday an employee receives pay for an additional4 hours. The City has agreed to raise the number of holidays paid as major from six to ten. This applies to eligible palrol officers and not to ranking officers. Ranking Officer Pay. The City raised ranking officers pay. Ru�king officers are Sergeants, Lieutenants, and Commanders. They comprise about ane-tlurd of the bargaining unit. The average raise is about equal to a one grade increase. F:\LABREL\CONTRACI�POLICEU997 98WTTACH97 � ,� - . � ;` -t7= t ��o� ; /_ �� _ � 1997 1499 ° - _ ' �O��C�'I� B�RGA►I"F�T�NG ACR��It!IE�T� -� , -. , _ . �, . _ �. � z :< _ � = ,_ r , . _ _._ . ,- _ �� ,. i _ - — r,, , ti � B��'W��N � � >� < , - � t X f _ ° �'�E w C�� (3�` �AX�IT �'AT7� } ' , „ :; � . . �.. . _ . . k . _ _ . _ . ��s� ` { \ 4 - Y S V �Y 1 ( S\ rv � �< _ _ � . . �. .. . �� W �� i l�� 1 t ' I � 4 �K f' ft � i �+3,�+�� 4 �� - F � aJ / l` 9 � ��L�� ' < � 1 _ .. .. _.. . .. „ `i: t � / . � .. . _ . .e - >.:.. ;, _�.:.; � J �`'F �:t. d ..., � � • �I� - ( 5 �,� INDEX ARTICLE TITLE PAGE 1 Purpose ..........................................................1 2 Definitions .......................................................1 3 Recognition ......................................................1 4 Security .........................................................2 5 Employer Authority ................................................2 6 Employee and Federation Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . 3 7 Savings Ciause ....................................................6 8 Hours of VJork and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 9 Court Time .......................................................7 10 Ca1lBack ........................................................7 II Stand-By Time ....................................................7 12 Uniform Allowance ................................................8 13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 14 LegalService .....................................................9 15 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 + 16 Insurance .......................................................10 17 Safety ..........................................................14 18 Premium Pay/Speciai Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 19 Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 20 Vacation ........................................................16 21 Holidays ........................................................17 22 Severance Pay ...................................................IS 23 Wage Schedule ...................................................20 24 Liability for Injuries When Employed Off-Duty . . . . . . . . . . . . . . . . . . . . . . . . . 22 25 Sick Leave ......................................................22 26 Residence .......................................................23 27 Incapacitation ....................................................23 28 Matemity Leave ..................................................24 29 Discipline .......................................................24 30 Seniority ........................................................24 31 Bidding .........................................................25 32 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 • Appendix A - Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al Appendix B - Illustration ..........................................Bi i c�� —15�7 • COLLECTIVE BARGAINING AGREEMENT BETWEEN TFIE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT • has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its empioyees to provide the higj�est level of services by methods which will best serve the needs of the general public. • ii q� -15�� • • . ARTICLE 1 - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.1 (1} Achieve orderly and peaceful relations, thereby esiablishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concemed. i. i(2) Estabiish the full and complete understanding of the parties conceming the terms and conditions of this AGREEMENT. l.l (3) Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMEI�T. 1. I(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMEI3T. ARTICLE 2 - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2,2 2.3 2.4 EMPLOYER: FEDERATION MEMBER: A member of the Saint Paul Police Federation. EMPLOYEE: The City of Saint Paul A member of the FEDERAT'ION'S exclusively recognized bargaining unit. ARTICLE 3 - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exciusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all fuli-time police department personnel; exciuding supervisory employees, confidential employees, part-time employees, temporary or seasonai employees and ali other employees exclusively represented by other organizatians. 3.2 Job ciasses which aze within the bazgaining unit and covered by this AGREEMENT are as foliows: Commander Lieutenant Communications Technician Police Officer Communications Services and Maintenance Supervisor Sergeant Lead Communications Technician ARTICLE 3 - RECOGNiTION (continued) 3.3 In the event the EMPLOYER and the FEDERATION aze unabie to agree as to the inclusion or exclusion of a new or modified job position the issue shall be submitted to the Bureau of Mediarion Services for detemunation. ARTICLE 4 - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designaTe employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 43 The EMPLOYER shail make space avaiiable on the emptoyee bullerin boazd for posting off cial FEDERATION notices and announcemeats. � If upon review, the department head or authorized representative in chazge of the facility or work area where the notice(s) or announcement(s} is to be posted disapproves of the posted item(s), it shall be removed. 4.4 The FEDERATION agrees Yo indemnify and hold the EMPLOYER harmless against any • and ail claims, suits, orders, or judgments brought or issued against the City as a resuIt of any action taken or not taken by the Ciry under the provisions of this firticle. 4.5 The Federation agrees that an administrative service fee of twenty-five cents ($0.25) per member biweekly shall be deducted by the City of Saint PauI from the amount withheId for dues or fair share prior to remittance of dues or fair shaze to the Federation. ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The FEDERAT'IQN recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, deiegated or modified by this AGREEMENT aze retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but aze not Iimited to such azeas of discretion or poIicy as the functions and pmgrams of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection, and direction and number of personnel. � �� - l 5��1 • ARTICLE 6- EMPLOYEE AND FEDERATION RIGHTS GRIEVANCE PRQCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interQretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set for[h. Disciplinary actions may be appealed to the Civil Service Commission or to an arbitrator. 6.2 FEDERATION REPRESENTATIVES The EMPLOYER wili recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bazgaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify the EMPLOYER in writing of the names of such FEDERATIO2�3 REPRESENTATIVES and of their successors when so designated. 6,3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the • processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shail therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLQYEE and the FEDERATTON REPRESENTATIVE shail be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approvai of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 6.4 PROCEDURES Grievances, as defined by Section 6.1, shail be resolved in conformance with the following procedure: Sten 1 An EMPLOYEE ciaiming a violation conceming the interpretation or applicaiion of the CONTRACT shall, within twenty-one (21) calendar days after such alieged violation has occutted, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step I grievance within ten (10) calendar days after receipt. A grievance . not resoived in Step 1 and appealed to Siep 2 sha11 be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 ARTICLE 6 - GRIEVANCE PROCEDURE (continued) within ten (10} caiendax days after the EMPLOYER designated representazive's final answer in Step 1. Any grievance not appealed in writing to Steg 2 by the FEDERATION within ten (I O) calendar days shalI be considered waived. t 2 If appealed, the written grievance shali be presented by the FEDER.ATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative sha12 give tiie FEDERAT'ION the EMPLOYER'S Step 2 answer in writing within ten (10) ca2endar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (IO) calendaz days following the EMPLOYER designated representative's fmal Step 2 answer. Any grievance not appeaied in writing to Step 3 by the FEDBRATION within ten (10) calendar days shall be considered waived. � te 3 If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative shall give the FEDERATION the EMPLOYER'S Step 3 answer in writing within ten (1Q) calendaz days after receipt of such Step 3 gievance. A grievance not resolved in Step 3 may be appealed by the FEDEItATION to Step 4 within • ten (10) calendaz days foIlowing the EMPLQYER designated representative's finai answer in Step 3. Any grievance not appeated in writing to Step 4 by the FEDERATION within ten (l0) calendar days shall be considered waived. Optional MediaYion Sten I. If the grievance has not been satisfactorily resolved at Step 3, either the Federation or the Employer may, within ten (10) caleadar days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint requesi to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediarian shatl be completed within 30 days of the assignment. Grievance mediation is an optional and voiuntary part of the grievance resolution process. It is a supplement Yo, not a substitute for, grieuance arbitration. When grievance mediation is invoked, the contractuai time limit for moving the grievance to arbivation shall be delayed for the period of inediation. 3. The grievance mediation process sha11 be informat. Rules of evidence shall not apply, and no record shal] be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediaYor may meeY with the parties in joint session or in sepazate caucuses. � q�-t5�� ARTICLE 6 - GRIEVANCE PROCEDURE (continued) • 4. At ihe request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an arbitrator might rule in trus case. 5. The grievant shali be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shail sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shall not be precedential. 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shail be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to their positions concerning resolution or offers of settlement may be used or referred to during arbitration. Sten 4 A grievance unresoived in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an azbitrator shall be made in accordance with the "Rules Goveming the Arbitration of Grievances" as estabiished by the Public Empioyment Relations Board. • 6.5 ARBITRATOR'S AUTHORITY A. The azbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AG1tEEMENT. The arbitrator shall consider and decide only ihe specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. 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 arbitrator's decision shail be submitted in writing within thirty (30) days following the ciose of the heazing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbftrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the FEDERATION, provided that each parry shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equaliy. , ARTICLE b - GRIEVANCE PROCEDURE (continuec3) 6.6 WAIVER If a grievance is not presented within the time limits set forch above, it shall be considered "waived." If a grievance is not appealed to tYee next step within the specified time limit, or any agreed extension thereof, it shal] be considered settled on the basis of the EMPLOYER'S tast answer. If the EMPLOYER does not answer a grievance or an appeal tt�ereof within ihe specified time limits, the FEDERATION may etect to treat the grievance as denied at thai step and immediately appeal the grievance to the next step. The time iimit in each step may be extended by mutuaI written agreement of the EMPLOYER and the FEDET2AT'ION in each steg. 6.7 RECORDS All documenis, communications and records deating with a grievance shatt be filed separately from the personnel files of the involved EMPLOYEE(S). ARTICLE 7 - SAVINGS CLAUSE � 7.I T`his AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the evenz any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose fmal judgment • or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shalt continue in fult farce and effect. The voided provision may be renegotiated at the written reqaest of eithet par[y. ARTICLE 8- HOURS OF WORK AND OVERTIME 8.1 The normal work day sha11 be eight (8) consecutive hours per day except for those employees assigned to the 4(40 shift where the normal work days shall be ten (IQ} consecutive hours per day. For employees assigned to the 5/3 shifr, the normal work day shall be nine (9) consecutive hours per day. 8.2 The normal work perioc3 shall be eighty (80) hours in a work period of fourteen (14) days. For employees assigned to the 5/3 shift, the normal work period shall be one hundred sixty (160) hours in twenry-eight (28) days. 8.3 This section shall not be construed as and is not a guazantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the estabiished starting time and shail remain at an assigned work Iocation until the end of � the established work day unless otherwise directed by their supervisor. �i-�56� ARTICLE 8- AOURS OF WORK AND OVERTIME (continued) � 8.5 Empioyees �,�ill be compensated at the rate of one and one-haif (1.5} times the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hows of compensatory time. ARTICLE 9 - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off=duty time wi11 be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimuxn of four (4) hours ai the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four {4) hours shall not apply when such court time is an extension of or an early reporc to a scheduled shift. � ARTICLE 10 - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S norma] hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an eazly report to a scheduled shift. ARTICLE i l- STAND-BY TIME 11.2 An EMPLOYEE required to stand-by for court appeazance during scheduled off-duty time will be compensated for a minimum of two (2} hours based on the EMPLOYEE'S normai houriy rate for such day he(she is required to stand-by, but such comgensation shall not apply where the EMPLOYEE is called to court for an appeazance on the case subject to the stand-by request or for any other case. 1 i.l (S ) If an employee is on standby for a court appeazance and is called into court, he or she wiil receive not less than two (2) hours pay based on hisltier normal hourly tate. L� ARTICLE 11 - STAND-BY TIME (continued) i I.2 The two hour minunum compensation for stand-by shall not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of tfie preceding day. 11.3 Un2ess notified to the contrazy, stand-by status shall continue for a maximum of two consecutive days, ai which time the EMPLOYEE sha11 be required to contact the City or County uiai lawyer or his/her secretary in chazge of scheduting by 160Q hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such noTificaTion. ARTICLE 12 - UNTFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) doilars as a clothing allowance on a voucher system w�ill be increased on January 1, 1974 and each yeaz thereafrer on the basis of a yearly study of the increased cost of the defined uniform. The 1972 hase cost of the uniforms aze defined in Appendix A. ARTICLE 13 - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWAI`TCE Any employee who shall be a member of the National Guard, the Naval Miiitia or any other component of the militia of the state, now or hereafter organized�.or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organi2ed or constituted under federal law, shaIl be entitled to Ieave of absence from empIoyment without loss of pay, senioriry status, efficiency rating, vacation, sick leave or other benefits for all rime when such EMPLOYEE is engaged with such organization or component in uaining or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such ieave sha11 not exceed a total of fifteen (I S) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be aIlowed uriless the EMPLdYEE (1) retums to his/her position immediateIy upon being reIieved from such military or navat service and not later ttian the expiration of time herein limited for such leave, or (2) is prevented from so retuming by physicat or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � � - �1'`�J�� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (continued) • 13.2 LEAVE WITHOUT PAY Any EMPLOYEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by taw, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. ARTICLE 14 - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton negiect of duty, EMPLOYER shall defend, save harmless and indesnnify an EMPLOYEE and/or his/her estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstanding Article 14.1 above, the Employer shali not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where • the employee is the Plaintiff. ARTICLE 15 - WORKING OUT OF CLASSIFICATION I5.1 EMPLOYER shali avoid, whenever possible, working an EMPLOYEE on 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) working days during a yeaz shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regulaz appointment to the higher classification. r� L ARTICLE 16 - INSURANCE Active Employee Insurance 16.1 The insurance plans, premiums for coverages, and benefits contained in the insurance plans offered by the Employer shall be solely conuolled by the contracts negotiated by the Employer and the benefit providers. The Employer wiil attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees setecting the offered plans agree to accept any changes in benefits which a specific provider implements. 16.2 Effective for the January, 1997 insurance coverage, the Empioyer will contribute $300.00 per month to eligible employees who select single health insurance coverage. The Employer wilt contribute $368.82 per month to eligible employees who select family health insurance coverage. 163 Effective for the 7anuary, 1998 insurance coverage, the Employer will contribute $285.40 per month to eligible employees who select single heatth insurance coverage. The Employer will contribute $378.82 per month to eli$ible employees who select famity fiealth insurance coverage. � 16.4 Effective for the January, 1999 insurance coverage, the Employer will contribute $276.65 per month to eligible employees who select single health insurance coverage. • The Employer will contribute 380.47 plus 50% of the 1999 family heaith insurance premium increase per month to eligible emptoyees who select family health insurance coverage. 16.5 Under the "Cafeteria Plan," full-time, eligible employees must select at least single heaith insurance coverage and $S,OOO life inswance coverage. Effective January 1, 1999, the Employee agrees to purchase $10,000 of iife insurance coverage. It is understood that these mandatory coverages may not be waived. (Refer to Appendix B for an illustration of how life insurance is paid.) However, an employee covered by this agreement whose spouse is also employed by the City of Saint Paul, and is eligible to pazticipate in the City's health insurance plan, wilt not be required to select mandatory health insurance coverage as long as one of the spouses is participating in the City's insurance plan with family coverage. The mandatory life insurance continues to apply. In this event, only the difference between the cost of the mandatory life insurance and the employer contribution amount for single heatth insurance coverage shall be eligible for payment as unused benefit doliazs. Bffective 3anuary 1, 1999, the amount eligible for payment as unused benefit dollazs shali be the actuai cost of the single heaith insurance premium, less the cost of the mandatory life insurance premiutn. • 10 q� - f�� ARTICLE 16 - INSURANCE (continued) • Any unused portion of the Employer's contribution, for which an employee is eligible, is defined as unused benefit dollazs, not salary, and shall be paid to the employee as ta�able income. Such payment shall be made during the month of December for the insurance year. For employees who terminate their employment with the Ciry of Saint Paul, such payment shall be made within ninety (90) days following termination. 16.6 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Fle�ble Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Empioyer. The service fee for employees participating in the Medical Expense Account will be paid by the employee. Sun•ivor Insurance 16.7 In the event of the death of an active employee, the dependents of the empioyee shal] have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such pian improvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicabie to eligible eazly retirees. The date of death shall be • considered to be the date of retirement. In the event of the death of an eaziy 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 benefits which said dependents previously had, at the premium and Employer contribution accorded to the eligibie deceased retiree. In the event of the death of an employee killed in the line of duty, the Empioyer will contribute 100% of the premium for either single or family health insurance coverage for eligible dependents. An eligib]e dependent who is not enrolied in the City's health insurance program at the time of the empioyee's death will have an option to enroll at the next annual open enroliment period. It is further understood that coverage shall cease in the event of: 15.7 (1 } Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.7 (2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Emp]oyer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the first ninety (90) . days of said empioyment. 11 ARTICLE 16 - INSURANCE (continued) Retiree Insurance 16.8 Employees who retire must meet the fottowing conditions in order to be eligible for the Employer contributions listed in Articles 16.9 through 16.12 below towazd a health insurance plan offered by the Emptoyer: I6.8 (1) Be receiving benefits from a public employee retirement act covering empioyees of the Ciry of SainY Paul at the time of retirement, and I 6.8 (2) Have severed his/her relationship with the City of Saint Paul under one of the retiree pians, and 16.8 (3) Have completed at least 20 yeazs of service with the City of Saint Paul or be receiving a disability pension from Yhe City of Saint Pau2, and 16.$ (4) Have severed hislher relationship with the City of Saint Paul for reasons other than an involuntary iermination for misconduct. Early� Retirees 16.9 This Arcicle shall apply to employees who: C � J 16.9 (1) Retire on or after January i, 1996, and • 16.9 (2) Were appointed on or before December 31, 1995, and 169 (3) Have not attained age 65 at retirement, and 16.9 (4) Meet the terms set forth in Article 16.8 above, and I6.9 (5} Select a health insurance plan offered by tfie EmpIoyer. Until such retirees reach sixty-five (65} yeazs of age, tiie Employer agrees to contribute a maximum of $350.00 per month toward the premium for single or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such eazly retiree attains age 65, the provisions of Article 16.I 1 shall apply. ] 6.3 0 This Article shall apply to employees who: 16.10 (1) Retire on or after January 1, 1996, and 16.1 Q(2} Were appointed on or after January 1, 2996, and 16.10 (3) Have not attained age 65 at retirement, and ] 6. ] 0(4) Meet the terms set forth in Article 16.8 above, and 16.I0 (5) Select a health insurance plan offered by the EmpIoyer. � 12 a�- �� • ARTICLE 16 - INSURANCE (continued) Until such retirees reach sixty-five yeazs (65) of age, the Employer agrees to contribute a ma�cimum of $300.00 per month towazd the cost of singie or family health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such early retiree attains age 65, the provisions of Articie 16.12 shall apply. Regular Retirees (Age 65 and over) 16.11 This Article shail apply to employees who: 16.11 (1) Retire on or after 3anuary 1, 1996, and l 6. ] 1(2) Were appointed prior to January 1, 1996, and 16.11 (3) Have attained age 65 at retirement, and 16.11 (4) Meet the terms set forth in Article 16.8 above, and 16.11 (5) Select a health insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family heaith insurance coverage offered to regular retirees and their dependents. Any unused portion of the Employer's contribution shall not be • paid to the retiree. This Article shail also apply to eazly retirees who retired under the provisions of Anicle ] 6.9 when such eazly retiree attains age 65. 16.12 This Article shall apply to eznployees who: I 6.12 (1) Retire on or after January I, 1996, and 16.12 (2) Were appointed on or after January l, 1996, and l 6.12 (3) Have attained age 65 at retirement, and 1612 (4) Meet the terms set forth in Articie 16.8 above, and 16.12 (5) Select a heaith insurance plan offered by the Employer. The Employer agrees to contribute a maximum of $300.00 per month towazd the premium for sing3e or family health inswance coverage offered to regulaz retirees and their dependents. Any unused portion of the Empioyer s contribution shall not be paid to the retiree. This Article shall also apply to early retirees who retired under the provisions of Article 16.10 when such eazly retiree attains age 65. • 16.13 The contributions indicated in Article 16 shall be paid to the Employer's third pariy administrator or designated representative. 13 ARTICLE 17 - SAFETY 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his/her work duties or responsibilities require such EMPLOYEE to be in a situarion that violates federal or state safety standards, the matter shall be immediately considered by the EMPLOYER. If such matter is not satisfactoriIy adjusted, it may become the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. ARTICLE 18 - PREMIUM PAY/SPECIAL ALLOWANCES 18.1 In addition to other compensation payabie, any full-time employee designated as a member of the Critical Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00} Dollars biweekly. Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. � 18.2 In addition to other compensation payable, Tr�c Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided • that such allowance shaII only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lientenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police O�cers in chazge of police dogs and who aze required to keep the dogs in their homes, transport them in their private cazs, etc., a sum not to exceed One Hundred and Thirty-Five and 00/100 ($135.00) DolIazs biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such atfowance shall be payable only during the time the employee is performing duties as outlined above. 18.4 A. Any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differentiai of $1.50 per hour above his/her regulaz base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligibie for such assignment and pay differential. . 14 �1- I 5 �� • ARTICLE 18 - PREMIUM PAYlSPECIAL ALLOWANCES (Continued) B. Effective 3uly 1,1998, the Empioyer may assign up to 40 Police Officers to the duties of a Primary Field Training Officer. Primary Field Training Officers and their assignments will be designated and defined by the Employer. They will be used to provide various training in the field to rookie and veteran officers and to perform other duties as assigned. Any Police Officer so assigned shall be paid a differential of $1.50 per hour above his/her regulac base rate for all hours during the time in which he/she is so designated. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differeniial. 18.5 Effective December 30, 1989 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed ali required training shall be eligible for such assignment and pay differentiai. 18.6 Effective December 30, 1989, any Police Officer assigned as a Nazcotics Agent to the Narcotics Unit shall be paid a differential of $ I.00 per hour above his/her base rate. I 8.7 E£fective January 1, 1997, employees working in the titie, Police Officer, shall receive a premium of $5.80 biweekly. Effective January 1, 1999, this amount shall be decreased to • $2.90 biweekly. 18.8 Effective January 1, 1498, employees working in the title, Police Officer, and assigned to one of the Districts and/or FORCE, shall receive one percent (1 %) pez hour above their base rate. Effective 3anuary 1, 1999, this amount shall be increased to one and a half percent (1 %%) per hour above the base rate. 18.9 Effective December 23, 1995, employees covered by this agreement who have a least three (3) years of service with the Department, will receive four percent (4%) per hour above their base rate for maintaining licenses and successful completion of Department and State mandated training. The Empioyer reserves the right to pay such premiums to employees with less than three years in the Department providing such employee hoids the required certification. �J 15 ARTICLE 19 - SHIFT DIFFERENTIAL 19.1 Any empioyee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., and providing that four or more hours of the shift are between 6:00 p.m. and 6:00 a.m. shall be paid a diffarentia2 of $0.93 per hour for all hows of the shifr actualiy worked by the employee. Effective December 24,1994, this differential shaI1 be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. 19.2 Any employee who works on a regulazly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m., but less than four hours of the shift worked aze between the hours of 6:Q0 pm. and 6:00 a.m., shalI be paid a night differential of $0.93 per hour for only the hours actualiy worked between the hours of 6:00 p.m. and 6:00 a.m. Effective December 24, 1994, this differential shall be changed from $0.93 per hour, to a rate of five percent (5 %) of the employee's base rate. ARTICLE 20 - VACATION 20.1 In each calendaz year, each full-time employee shali be granted vacation according to the folIowing scheduIe: Yeazs of Service 0 thru 5 years after 5 yeazs after I O yeazs after 15 years after 20 yeazs Vacation Granted 13 days 18 days 21 days 23 days 25 days � n U Employees who work less than full-time shali be granted vacation on a pro rata basis. 20.2 The head of the Department may pemrit an employee to carry over into the Following yeaz up to ten days vacation. However, if requested by an employee, the Department Head may compensate the employee in cash at the end of each fiscai year for any or all hours for which the empioyee requests payment. Payment shall be at the rate of pay in effect at the time payment is made. 203 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2} days of unused sick leave to one (I ) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. • 16 q� -15�� ARTICLE 21 - HOLIDAYS 21.1 Holidays recognized and observed. The foliowing days shall be recognized and observed as paid holidays: New Yeazs' Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: 21.1 (1) Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. 21.1 (2) Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 21.1 (3) For those employees assigned to a work week other than Monday through + Friday, the holiday shall be observed on the calendar date of the holiday. 21.2 The floating holidays set forth in Section 21.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 213 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYEE'S name must appeaz on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appeaz on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 21.4 A. If an employee entit]ed to a holiday is required to work on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day, he/she shall be granted another day off with pay, in lieu thereof, as soon thereafter as the convenience of the department permits, or he/she shali be paid on a straight time basis for such hours worked, in addition to his/her regulaz holiday pay. • I7 ARTICLE Zl - HOLIDAYS (continned) B. Effective January t, 1999, emptoyees working in the titte Police Officer shall be recompensed for work done on Martin Luther King Day, Presidents' Day, Day After Thanksgiving, or Veterans' Day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular hoIiday pay. C. If an employee entitied to a holiday is required to work on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Christmas Day, he/she shali be recompensed for work done on this day by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such hours worked, in addition to his/her regular holiday pay. ARTICLE 22 - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. � 22.2 To be eligible for the severance pay program, an employee must meet the foilowing requirements: 22.2 (1) The employee must be voluntazily sepazated from City employment or have � been subject to separation, lay-off or compulsory retirement. Those employees who aze discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason ate not eligible for the City severance pay program. 22.2 (2) The employee must file a waiver of reempioyment with the Human Resources Director, which will cleazly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type), with The City or with Independent School District No. 625. 22.2 (3) The employee must have an accnmulated balance of at least (80) days of sick leave credits at the time of his/her sepazation from service. . �? q�-15�� ARTICLE 22 - SEVERANCE PAY (continued) � 223 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position heid by the employee on the date of separation for each day of accrued sick leave subject to a maYimum as shown below based on the number of yeazs of service with the City. YEARS OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At Least 20 $ 5 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 25 $10,000 However, any employee sepazated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). . An employee with twenty (20) or more years of service who is ruled disabled and is receiving a disability pension and who has 1850 hours of accumulated sick leave shall be allo��-ed the maximum severance benefit of $30,000. The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in February of each yeaz. The first payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. 22.4 For the purpose of this severance program, a death of an empioyee shall be considered as sepazation of employment, and if the employee would have met all of the requirements set forth above, at the iime of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 Severance Pay which totals ten thousand dollars ($10,000) or less shall be paid in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article • conflict with said ordinance and in such cases, the provisions of this Article shall control. 19 ARTICLE 23 - WAGE SCHEDULE � 23.] Salary ranges applicable to titles covered by Yhis AGREEMENT shall be as shown below: Effective December 21, 1996: Effective 7uly 19, 1997: Effeciive December 20, I 997: Effective January 3, 1998: Effective July 4, 2998: Effective January 2, 1999: Effective July 3, I999: Two percent (2.0%) increase One half percent (0.5%) increase Two-tenths percent (0.2%) increase Two point tluee tenths percent (23%) increase Three-tenths percent (Q.3%) increase Two percent (2.0%) increase One haIf perceni (0.5%) increase BIWEEKLY WAGE SCHEDULE Police Of�cer Effective A 12/2 U96 1311.98 67/ I 9/97 I 318. S4 12/20/97 I 321.18 O1/03/98 135I.57 07/04/98 1355.62 O1l02/99 1382.73 07/03l99 1389.64 Sergeant ]2/2]/96 07/19/97 12/20/97 O1/03/98 07l04/98 O1/02/99 07/03/99 1507.3& 1514.92 1517.95 1599.13 1603.93 1636.01 1644. I 9 B 1377.09 I383.98 1386.'IS I418.65 ]422.91 2451.37 1458.63 ] 582.23 1590.14 ]593.32 1678.60 1683.64 1717.31 1725.90 C 1445.48 1452.71 1455.62 1489.10 1493.57 1523.44 1531.06 1660.92 1669.22 16'I2.56 1762.09 176738 1802.73 1811.74 D 1503.45 1510.97 1573.99 I548.81 1553.46 1584.53 1592.45 1727.57 1736.2i 1739.68 1832.82 183832 1875.09 1884.47 E 1579.87 I587.77 1590.95 1627.54 1632.42 1665.07 1673.40 1815.47 1824.55 1828.20 1926.07 1931.85 1970.49 1980.34 F 1643.53 1651.75 1655.05 1693.12 1698.20 1732.16 1740.82 1888.69 1898.13 7901.93 2003.76 2009.77 2049.97 2060.22 10-I'R 1728.41 1737.05 1740.52 1780.55 1785.89 1821.61 3 $30.72 7 986.27 1996.20 2000.19 210Z28 2113.60 2155.87 2166.65 I S-1'ft 1770.88 1779.73 1783.29 I824.32 1829.78 1866.38 1875.71 2035.08 2045.26 204935 2159.10 2165.58 2208.89 2219.93 • • 20 q�1-15(�7 �J � r� L ARTICLE 23 - WAGE SCHEDULE (continued) Iaeutenant Effective 12121 i96 07/19/97 12l20/97 01l03/98 07/04/98 O1l02/99 07/03/99 A 1687.71 1695.55 1698.94 1843.29 1848.82 1885.80 1895.23 Commander 12/21/96 1888.45 07/19/97 ]897.89 12/20/97 1901.69 O1l03/98 2003.50 07/04/98 2009.51 O1/02/99 2049.70 07f03/99 2059.95 B ]777.01 1779.87 1783.43 1934.97 1940.77 1919.59 1989.49 ]982.40 199231 1996.29 2103.19 2109.50 2151,69 2162.45 Communications Technician 72/21/96 1239.90 1292.83 0'I/14/97 1246.10 129929 12/20/97 1248.59 1301.89 03iO3t98 12�7.31 ]337.83 07l04/98 1281.14 ]335.83 O1/02/99 1306.76 1362.55 07/03/99 1313.29 136936 C ] 859.11 1868.41 1872.15 2031.26 203735 2078.10 2088.49 2081.09 2091.50 2095.68 2207.92 2274.54 2258.83 2270.12 1352.90 1359.66 1362.38 ]393.71 1397.89 1425.85 ] 432.98 Lead Communications Technician 12/21/96 1288.53 1343.53 1405.95 07/39l97 ]294.97 1350.25 1412.98 12/20/97 1297.56 1352.95 ]415.81 0]/03/98 1327.40 1384.07 1448.37 07/04/98 1331.38 1388.22 1452.72 O1/02/99 1358.01 1415.98 1481.77 07l03/94 1364.80 1423.06 1489.18 D 1933.77 1943.44 1947.33 2112.84 2119.18 216I.56 2172.37 2164.71 2175.53 2179.88 2296.65 2303.54 2349.61 236136 1404.13 1411.15 1413.97 1446.49 1450.83 1479.85 1487.25 1459.20 1466.50 1469.43 1503.23 1507.74 1537.89 1545.58 E 2032.22 2042.38 2046.46 222Q.44 2227.10 22'71.64 2283.00 2274.97 228634 2290.91 2413.60 2420.84 2469.26 2481.61 1459.73 ] 467.03 1469:96 1503.77 1508.28 1538.45 1546.14 1516.98 1524.56 1527.61 ] 562.75 1567.44 1598.79 1606.78 Communications Services and Maintenance Snpervisor 12/21/96 157634 7641.35 170930 1780.13 1868.29 07/19/97 1584.22 1649.56 1717.85 1789.03 1877.63 12/20/97 158739 1652.86 1721.29 1792.61 1881.39 O1/03/98 1623.90 1690.88 1760.88 1833.84 1924.66 Q7lQ4l98 1628.77 1695.95 1766.16 183934 1930.43 01/02/99 166135 1729.87 1801.48 187613 7969.04 07/03199 1669.6b 1738.52 1810.49 1885.51 19�8.89 21 F 2114.24 2124.81 2129.06 2310.07 2317.00 236334 23"75.16 2366.81 2378.64 2383.40 2511.08 2518.61 2568.98 2581.82 1520.66 1528.26 1531.32 I566.54 1571.24 1602.66 1610.67 1580.29 1588.19 1591.37 ]627.97 1632.85 1665.51 1673.84 1947.82 1957.56 1961.48 2006.59 2012.61 2052.86 2063.72 10-YR 2223.53 2234.65 2239.12 2424.51 2436.80 2485.SA 2497.97 2489.22 25Q1.67 2506.6� 2640.95 2648.87 2701.85 2715.36 156037 1568. ] 7 1571.3] 1607.45 ] 6.12.27 1644.52 1652.74 1621.56 1629.67 I632.93 1670.49 1675.50 1709.01 17]?.56 2041.75 2051.96 2056.06 2103.35 2109.66 2151.85 2762.61 15-YR 2278.21 2284.60 2294.18 2489.30 2496.77 2546.71 2559.44 2550.47 2563.22 2568.35 2705.98 2714.10 2768.38 2782.22 1600.09 1608.09 ]611.31 164837 1653.32 1686.39 1694.82 1662.84 1671.75 1674.49 1713.00 1718.14 1752.50 1761.26 2093.77 2104.24 2108.45 2156.94 2163.41 2206.68 2217.7] ARTICLE 24 - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY � 24.1 If an EMPLOYEE has been aliowed to procure off-duty employment by the EMPLOYER aad the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the responsibility of the EMPLOYER, and the EMPLOYEE agrees to pursue such rights as aze avaiIable to hizn/her against the off-duTy Employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the EMPLOYEE for hisJher off-duty employer, then the EMPLOYEE shaIl be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such rights and benefiu as aze presently available to him/her under this conuact and appiicable law. ARTICLE 25 - SICK LEAVE 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupauon for compensation outside of his/her regulaz City employment. Violation of the provisions of this paragraph • by any EMPLOYEE shall be grounds for suspension or discharge. 25.2 In the case of a serious illness or disability of a pazent or household member, the head of the department shall grant leave with pay in order for the employee to care for or to make arrangements for the care of such sick and disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited for forty (40) hours per incident. An employee may use sick leave for absences due to an illness of the employee's child for such reasonable periods as Ytie empioyee's attendance with the child may be necessary, on the same terms the employee is able to use sick leave for his or her own illness. An employee may also use up to forty (40) hours per incident to arrange for the caze of a seriousiy ill or disabled child. 253 The head of the department or the Human Resources D'uector may require a physician's certificate or additional certificate at any time during an empioyee's use of sick leave for the purposes stated in 25.2 above. AII such certificates shall be forwarded by the appointing officer to the Office of Human Resources. C� 22 q� -15(�� ARTICLE 25 - SICK LEAVE (continued) • If an employee is absent because of the provisions of Article 25.2 for three or fewer calendar days he/she shall submit to the head of the department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no fiu-ther sick leave shail be granted unless or untii a physician is consulted. The sick leave may be continued from and including the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Office of Human Resources. 25.4 No sick ]eave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-haif hour after his/her regulazly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 25.5 An employee shall be paid under the provisions of this article only for the number of days or hours for which hefshe would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - RESIDENCE 26.1 The residency requirements as passed by the City Counci] on December 30, 1982 under • Council File No. 279643 shall apply to a11 employees covered by this Agreement. ARTICLE 27 - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equai to rivelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shall first be utilized and only when same is e�austed shall accumulated sick leave be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive fuli wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shail be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. � , J 23 ARTICLE 27 - INCAPACITATION (continued) • 27.2 (1) The 8 day bazgaining unit qualifieation will not include sick leave usage in excess of four consecutive months. Sick leave days converted under the vacation conversion program will also be excluded. 27.3 EMPLOYEES injured or incapacitated by iliness in the line of duty shall be enritied to reinstatement at any time within five (5) years fram the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specificaliy provided in this Articie, all illness and incapacity rules and policies previously in effect shali continue. ARTICLE 28 - MATERI�TITY LEAVE 28.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estunated date of chiidbirth, as deternuned by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) yeaz. ARTICLE 29 - DISCIPLINE 29.1 The Employer may discipline employees in any of the forms listed below: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with Yhe concept of progressive discipline. ARTICLE 30 - SENIORITY C_� 30.1 Seniority, for the purpose of this AGREEMENT, shail be defined as follows: The tength of continuous, regular and probationary service witti the EMPLOI'ER from the date an employee was first certified and appointed to a class title covered by tius AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more empIoyees aze appointed to the same class ritle on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. Seniority shali temunate when an employee retires, resigns, ar is dischazged. • � �1- �5�� ARTICLE 30 - SENIORITY (continued) • 30.2 In the event it is determined by the EMPLOYER that it is necessary to reduce the workforce, employees will be laid off by class tifle withzn each department based on inverse length of class seniority as defined above. In cases where there are promotional series, when the number of emp]oyees in these higher titles is to be reduced, employees who have held lower titles which aze in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title within any department. It is understood that such emgloyees will pick up their former seniority date in any class of positions that they previously heid. 30.3 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. However the recall rights for ranking officers (i.e.; Sergeants and above) shall expire after three years of layoff. ARTICLE 31 - BIDDING 31.1 Once a yeaz the Department shall hold a hid for Patrol Officers working Team assignments. Officers assigned to a Team shall be allowed to bid for their work shifts, • i.e.; midnights, days and afternoons and assignments to shifts will be based upon an Officer's seniority. T'he bid card shail also include Team preference. The Department shall attempt to assign Officers to their preferred Team azea. However, when a Team assignment conflicts with a work shift bid, the work shift bid sha11 take preference. 31.2 The Department retains the right to designate special assignments to Team personnel levels and such special assignmenYs are not governed by the seniority bid system described above, The Department also reserves the right to make adjustments to the Team personnel assignments. Such reassignment shaIl, whenever possible, honor the original seniority shift bids. 313 Those Patrol Officers assigned to other Units shall also be given bid cards. If an Officer is transferred from an assignment not covered by this section to a Team assignment, the Department shall make every effort to honor the Officer's yeazly bid cazd. 31.4 The Employer agrees to form a committee made up of Federation-appointed and Depanment-appointed members to meet and confer on procedures, policy, and substance related to the appointment of special assignment jobs. 31.5 All employer/employee committees meeting times shall be considered part of an employee's regulaz work schedule. Any work performed by an employee for the . committee may be done during their normal work hours if ii does not create a burden on the unit to which they aze assigned. 25 q�-15�� ARTICLE 32 - DIJRATION AND EFFECTIVE DATE 32.1 Except as herein provided, this Agreement shall be effective as o£ January 1, 1997 and shall continue in full force and effect through the 1 st day of January, 2000, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the yeaz in which modifications aze desired, so as to comply with the provisions of the Public Employtnent Labor Relations Act of 1971. • • CITY OF SAINT PAUL � . Kearney Director of Labor Relations SAINT PAUL POLICE FEDERATION L�Gfi� � �� , Patrick Fi gan Saint Paul Police Federation President .��/7c�✓i � Saint Paul Police Federation DATED: �vZ -/� — � � �a� +} q�-15�� ._.��►� � Unit Price Overcoats .............................................................. $125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 35.95 Jackets,summer ...........................................•-............$ 27.95 Parkas ..................................................................$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 17.95 Rain Coats ..............................................................$ 32.00 Cap Covers ............................................................. $ 2.50 Vests .................................................................. $ 8.50 Altemate Vest ........................................................ $ 5.95 Trousers, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95 Trousers, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 29.50 Trousers,summer ........................................................$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 • Shirts, winter (Ranking Officer) : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : : . . $ 8.95 Shirts, summer (Colored) . . . $ 6.45 Shirts, suimner {Ranking Officer) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.95 Shirts, short sleeve (Radio Division} . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.50 Shirts, long sleeve (Radio Division� . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.75 Ties .................................................................... $ 1.25 Shoes ..................................................................$ 19.00 Altemate Shoes .......................................................$ 22.00 Chukka Boots ............................................................$ 19.00 Ranch Wellington Boots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes ..............................................................$ 12.95 Alternate Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers ................................................................ $ 3.95 Socks(Black or Navy Blue) ................................................ $ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.75 RubberLeggings ......................................................... $ 4.95 Black Gloves ............................................................ $ 7.50 tTniform Caps, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 • Uniform Caps, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 - A1 - � ' j q� —I 5c�� s APPENDIX A (continued) Unit Price Sam Browne Belts ........................................................ $ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1625 Garrison Belt ............................................................ $ 2.50 Cartridge Hoider ......................................................... $ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50 Federal Streamer Hoider . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.00 Handcuffs ...............................................................$ 13.95 Handcuff Case ........................................................... $ 3.04 Whistle Chains . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.95 Safety Helmet: Visor ................................................................ $ 2.25 Chin Cup ............................................................. $ 1.50 Chin Strap .............................................................$ .95 Heavy Duty Pace Shield ................................................. $ 9.95 Head Suspension ....................................................... $ 4.90 • OuterShell ...........................................................$ 14.20 Duty Guazd ........................................................ $ 2.95 Y -D Hamess .......................................................... $ 2.95 Holsters: Federal Man .......................................................... $ 5.95 Safaziland IlA ........................................................$ 18.95 Safaziland 24 ..........................................................$ 12.95 Don Hume 216 ........................................................ $I5.50 The following items aze inciuded in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster C , J � c .� q� -15t�� C� � APPENDIX B Illustration Police Cafeteria Plan. (Life insurance mandatory coverage is in brackets) SINGLE FAMILY 1996 ($.28 per $1,000) $300 minus ($1.40) $355.38 minus ($1.40) 1997 ($.28 per $1,000) $300 minus ($1.40) $368.82 minus ($1.40) 1998 ($.28 per $1,000) $285 minus ($1.40) $378.82 minus ($1.40) 1999* $276.65 minus (x) $380.47 + 50% of premiun increase minus (x) *The rate for 1999 is not now known but the caiculation method will be the same as it is for the preceding years. The difference will be that the total amount of life insurance will be $10,000 instead of $5,000. f31