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97-826Council File # q� — 5�.� ��l�� Presented by Referred To Green Sheet # 35895 Committee Date . RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 1997 Collective Bazgaiuing Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. Requested by Department of: Office of Labor Relations BY: ��{�t � ° °`q Form Appr ed by ' ttorney By: � ��\�!f �� R�' Date c °� RES�LUTION PAUL, MINNESOTA Approved b�or for Submi sion to Council By: ` Adopted hy Cauncil: a�-ba� ATTACFIlVIENT TO GREEN SHEET 1997 International Association of �Yre Fighters AF`L-CIO Loca121 Below represents the changes for the 1997 Collective Bazgaiuiug Agreement between the City of Saint Pau1 and the International Association of Fire Fighters AFL-CIO Local 21 DURATIOl�i This contract wi11 be effective January l, 1947 through December 31, 1997. 2. WAGES Effective 01/01J97: 2.0% base wage increase Effective Q8lO1(9Z �.5% base wage increase. Effective ] 2l31l97: 0.2% base wage increase. ACTIVE HEALTH INSURANCE Below are the City contribution levels to health insurance premiums for active employees. The Cit� will return any unused benefit dollars to the employee. Single Family 01/01197 $300.00 No increase $368.82 Represents 50% of the increase F:�I.ABREL\CONTAACT�FIRE\19971ATTACH91 DEPAR3'MENT/OFFICElCO�CIL: DATE INII7ATED GREEN SHEET NO 35895 `� �� LABOR RELATIONS 5-22-97 CON7'AC!' pERSON & PHONE: q w171nrJnATE IMTTaLnq7'E Ji1LIE KRAUS 266-6513 nssrcx t nErnxTn�rn' n� a crrY covrrcn. NUMBER 2 CITY ATTORNEY 4 Ej23 CITY CLERK MU�ON COI3NCIL AGENDA BY (DATE) FOR BUDGET DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) c� ORDER d� TOTAL # OF SIGNATURE PAGES_I (CLIP ALL LOCATIONS FOR SIGNAI'ORE} ncnox nEQUESrEn: This resolution approves the attached 1997 Collecrive Bargaining Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. RECOMIvtENDATIONS: Approve (A) or Reject (A) PERSOIVAL SERVICE CONTRACTS MUST ANSWER Tf� FOLIRWPIG QOESTIONS: PLANNING COMM[SSION CML SERViCE COMI��IlSSION 1. Has this person/fum ever worked under a contract fm this depazUnrnY! C1B COMM{TI'EE Yes No _STAFF 2. Has this personlfum ever been a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COl7NCIL OB3EC'tiVE? 3. Does this person/fum possess a skill not nomtally possessed by any curtent city employce? Yes No Expiaio ali yee answers ou sepsrate sheet aed attacd to greeu s6eet INITIATING PROBLEM, ISSUE, OPPORTIJNITY (W ao, W� , Wheo, W here, W hy}: � � JUK 23 1997 nuvnNracES iFnerxovEn: An Agreement in place through December 31, 1997. ��Y��'5 p��'�� DISADVANTAGESIFAPPROVED: NOIIC. nisnnv.v�rrncES iF xor nerxovEn: No settlement reached. Parties would be subject to interest azbitration to settle disputes on terms of agreement. TOTe1L AMO[7NT OF TRAIVSACfION: See Atfached Uniform Settlemeat Form COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTSVITY NUMBER: FINANCIAI, INFORMATiON: (EXPLAIl�i) \� � �� f � .�� " ., . ' ' ., t - _ q�[ �� ` � - � . � �-_ � � _ - 1997 � �. ' � � � � - - - �G1tEEMEN`fi ° ,. - � o _ : , �. - _. � - � � � . . _ � , - . , _, ., � � - - . - _ �betwee� �., � - _ x � s_. = �;. , � - -�_ � _ , _ _ � 1 �_ � � . � - � TH�� C��'Y� OF SAINT �PALTI� , 4 � � � � � � � � < � _ .�. � .� -� � .;� . A .� . Y L�' � � �� a � ' h r � . , . ,.'", ' � . r , " x . ., .� �-.. . . � ' ,-_ ... ` :. . ... , r ,� J.1iiJ �iI�V,��./�� L'al��Li1L'��1�1r �� L'..; L n 1'. ..�� ' � ,� � �y��.. � . , ,... . .. ,a _ a.. � . s . ` ,� . . . � :" _ - _ 9 r t . . : � ,. ... .. r . � _ i � �. ' . ' - . .�� _ y i _ 1 i . _ ' )._ " Y� � - ' � � .. '..� �' c ��',. '�\/..iV LV-V�l� _ _. '�� ; .. .. �- _ - _ < ` � - 1 fy INDEX � • •_ ARTICLE TITLE PAGE r1 LJ a • Preamble ........................................ii i Purpose .........................................1 2 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4 Security .........................................3 5 Employer Authoriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 6 Employee Righis - Grievance Pracedure . . . . . . . . . . . . . . . . . . . . 4 7 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 8 Position Openings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 9 Working Out of Classiflcation . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 10 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 11 12 13 14 15 Overtime .......................................12 Ca1lBack ...........o ...........................13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Insurance ................................. ...... 15 Exchange of Tours of Buty . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 16 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 1? Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 18 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 14 Sick Leave and Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . 22 20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 21 Station Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 22 Telephones ......................................24 23 Wage Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 24 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 25 LegalService .....................................25 26 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 27 Incapacitation .................................... 28 28 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 29 Paid Time Off For l�iegotiations . . . . . . . . . . . . . . . . . . . . . . . . 30 30 Maurtenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 Premium Pay for Paramedic and EMTA Assignmenu .......... 31 32 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 33 Discigline .......................•••.._.......•-•36 34 Tuition Reunbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 35 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Appendix A ..................................... A1 Appendix B ......................................Bi �� gab � PREAMBLE This Agreement between the City of Saint Paul, hereinafter refened to as the � � Employer, and the International Association of Fire Fighters AFL-CIO Locai 21, hereinafter refened to as the Union. The Employer and the Union concur ihat tlus Agreement has as iu basic objecuve the promotion of the mutual interests of the Ciry of Saint Paul and its employees to provide the irighest level of services by methods which wiil best serve the needs of the general public. ii 1 ' • _ ,. ARTICLE 1 - PURPOSE • 1.1 T'he Employer and the Union agree that the purpose of entering into tius Agreement is to: 1.1(1) Achieve orderly and peacefulrelations. 1.1(2} Establish the fuil understanding of the parties concerning terms and conditions of tlus Agreement. 1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the applicadon ar interpretation of this Agreement. 1.1(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this Agreement. ARTICLE 2 - DEFIrTITI�NS 2.1 2.2 23 i 2.4 2.5 2.b 2.7 Union: International Associarion of Fire Fighters AF:.-CIO Loca121. Employer: The Ciry of 3aint Paul. Union Member: A member of the International Associauon of Fire Fighters AFL-CIO Local 21. Employee: A member of the exclusively recognized bugaining unit. Vacancy: As determined by the department head, a funded position opening in a class specified in Articie 3.2. Position: Any specific o�ce, employment ot job in the Fire Department in a class specified in Article 3.2. Tour of Duty: A. For a fifty-six (56) hour work �veek employee: The performance of }ob duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (2A) hour period fram 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendaz day. � ARTICLE 2 - DEFIIVITIONS (Continued) B. For a forty (40) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and vninterrapted eight (8) hour periad within a calendar day. For employees working under the title of Fire AIarm Dispazcher I or the title of Fire Alarm Dispatcher II this shall be a twelve (12) hour period including a 35 minute unpaid tunch break. 2.8 Seniarity: An Employee's length of continuous emp2oyment in the Employer's Fire Department. 2.9 Department: The fire departrnent of the Ciry of Saint Paul as established and amended from time to time pursuant to Section 9.01 of tha City Charter. 2.10 Overtime: Work performed by an Employee in excess of the Emplo, eP �:aur of duty by order of the EmpIoyer. 2. l i Overtime Pay: Overtime pay for tfie purposes of Articles i i and 12 will be based an a fifty-six (Sb) hour work week. � 2.12 Work Week: Tfie work week for empIoyees working twenty-four (24) hour tours of • dnty will be an averaged fifry-six (56) hour per calendar week. The work week for employees wortdng tweive (12) or iess hour tours of duty wiil be forty hours per calendar week. 2.13 Call Back: A call to report for work by the Employer dnring an Employee's scheduled off time. 2 r7 L � q� � ��,6 ARTICLE 3 - RECOGNITION • 3.1 The Employer recognizes the Union as the exclusive representarive for the purpose of meeting and negotiating the terms and conditions of employment for all eligible personnel under Minnesora Statutes. 3.2 Job classes which are within the bargaining unit and covered by this Agreement aze as follows: Fire Alarnt Dispatcher I Fire Alarm Dispatcher II Fire Captain Fire Equipment Operator Fire Fighter Fire Inspector Fire Investigator Fire Prevention Captain Fire Training Assistant F'ue/Arson Investigator 3.3 In the event the Bmpioyer and the i3nion are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. � ARTICLE 4 - SECURITY 4.1 The Emplayer shall deduct from the wages of Employees who authorize such a deduction in writing an amount necessary to cover montbiy Union dues and assessments. Such monies shall be remitted as directed by the Union. 4.2 The Union may designate Employees from the bazgaining unit to act as stewards and shall inform the Employer in writing of such choice. 4.3 The Employer shall make space available on bulletin boazds for gosting Union notice(s) and announcement(s}. 4.4 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the city as a result of any action taken or not taken by the city under the provisions of this articie. 4.5 The Union agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paui from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Union. • � ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordauce witk appticable laws and regulations of appropriate authoriries. The righu and authoriry whicfi the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 I3efinition of Grievance A grievance is defined as a dispute or disagreement as to the interpretation or appiicauon of the specific terms and conditions of ttris Agreement. It is specificaIIy understood that any maiters governed by civil service rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafrer seL forth. No disciplinary action whieh may be appealed to a civil service authority will be considered a grievance and subject to the grievance procedure fierein. � 6.2 Union Representatives The Employer will recogni2e Empioyee Representatives designated by the Union as the grievance representatives of tfie bargaining unit having the duties and responsibiIities established by this Article. The Union shalt notify the Emptoyer in writing of the names of such Union Representatives and of the'u successors when so designated. The � Emptoyer shail notify the Union in writing of the name or names of the Employer's grievance representatives and of tfieir successors when so designated. 6.3 Processing of Grievances It is recognized and accepted by the Union and the Employer that the processing af grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and sha11 therefore be accomplished during nomiat working hours only when consisteni with such Employee duties and responsibilities. The aggrieved Employee and the Unian shatl be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided the F�ployee and the Union have notified and received the approval of the designated supervisor who has determined that such absence is reasonabie and would not be detrimental to the work programs of the Bmployer. 0 � � Q�-g�� ARTICLE 6- EMI'LOYEE RIGHTS - GRTEVANCE PROCEDURE � (Continued) 6.4 Procedure Grievances, as defined by Secrion 6.1, shall be resolved in conformance with the following procedure: 5tep i: An Employee claiming a violation concerning the interpretation or applicarion of this Agreement shall within twenty-one (21) calendar days after such alleged violation has occurred present such grievance to the Employee's supervisor as designated by the Employer. The Bmployer-designated representative will discuss and give an answer to such Step i grievance within ten (10) calendar days after receipt. A grievance not resolved in Step i and appealed to Step 2 shall be placed in writing by the Union setting forth the nature of the grievance, flie facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appeated to Steg 2 within ten (10) calendar days after the Employer-designated regresentative's final answer in Step 1. Any grievance not appealed in writing � to Step 2 by the Union within ten (10) calendar days shall be considered waived. Step 2: If appealed, the written grievance shall be presented to and discussed with ihe Employer-designated Step 2 representative. The Employer-designated representative shali give the Union the Smployer's Step 2 answer in writing within ten (10) calendar days after ihe receigt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 by the Union within ten (10) calendar days following the Empioyer designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shali be considered waived. �� •, 1. If the grievance has not been satisfactorily resolved at Step 2, either the Union or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty � (30) days of the assignment. � 5 ARTICLE b- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE . (Continued) 2. Grievance mediadon is an optionai and voIuntary part of the grievance resolution process. It is a supplement to, not a subsriwte for, grievance arbitration. When grievance mediation is invoked, the contraccual time lunit for moving the grievance to azbivation shatt be delayed for the period of inediadon. The grievance mediation process sha11 be inforcnal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shaIi be provided ample opportunity to present the evidence and argument to support the'u case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation . for setTlement. Either parry may request that the mediator assess how an ;_ arbitrator might rule in this case. 5. Tke grievant shatl be present at the grievance mediation proceeding. If the grievance is resoived, the grievant shali sign a statement agreeing to accept the outcome. Uniess the parties agree otherwise, the outcome sha11 not be precedential. � 6. If the grievance is not resolved and is subsequenfly moved to azbitrarion, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to the"u positions concerning resolution or offers of set7lement may be used or refened to during arbitration. Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be sabmitted to arbivarion by the Union subject to the provisions of the Public EmpIoyment T.abor Relations Act of 197i as amended. The seiection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. 6.5 Arbitrator's Authority A. The azbitrator shall have no right to aznend, modify, nullify, ignore, add to, or subtract from the tetms aud conditions of the Agreement. The arbitrator shall consider and decide onty the specific issue(s) submitted in writing by the Emplayer and the Union, and shail have no authority to make a decision on any other issue not so submitted. . 6 • / • �� • ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE • (Continued) B. The arbitrator 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 tfie force and eff�t of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following close of the hearing 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 arbitrator's interpretation or application of ihe express terms of the Agreement and to the facts of the grievance presented. C. The fees and elcpenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and wimesses. If either party desires a verbatim record of the pzoceedings, ii 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 eq�ally. 6.6 Waiver If a grievance is not presented within the time limits set forth above, it shall he considered "waived". If a grievance is not appealed to the next step within the � specified time lunit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to treat the grievance as denied at the step and 'unmediately appeal the grievance to the next steg. The time lunit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 7 - SAVINGS CLAUSE 7.1 In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree na appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in fuli force and effect. The voided provisions znay be renegotiated at the request of either party. • • ARTICLE 8 - POSITION OPENINGS 8.1 To expedite the filling of vacancies under civii service procedures, the head of the deparunent or designated representadve wIl1: 8.1(1) Make requisition for certification of eligibies to fill a vacancy within fifteen (i5) days after determining thai a vacancy exists. 8.1{2) Within fifteen (15) days aRer the deparfinent head has met with the ce�ed eligibles, he will fil] a vacancy. 8. i(3) If no eIigibility list is in effect when a vacancy occurs, the department head shall within fifteen (15) days reguest the appropriate civil service o�cials to conduct an examination for the purposes of establishing an eligibility fist. � u' � �, E 9- WORKING OUT OF CLASSIFICATIdN 9.1 Any Employee required by the Employer to perform the work duties and accept the responsibilities of a higher class, will receive the rate of pay for that class for the entire tour of duty, provided that the Employee performs these duties for at Ieast twelve (i2) hours of the tour of duty. It is understood that the higher rate shafl not apply when an Employee works in the higher class for less than tweive (12) hours of the tour of duty. axTTCLE 10 - sErno� 10.1 I�partment Senioritv. For the purposes of this Agreement department seniority shall be defined as the ]ength of continuous and uninterrupted employment in the fire department. 10.2 Seniori(y Lists. The department shail maintain at aii times during this Agmement seniority lists by department. 10.3 Loss of Denartment Seniority. An Employee witt lose acquired department seniority in the foltowing instances: 1Q3(1) Resignation 10.3(2) Discharge 10.3(3) Reiirement � • • • z � a. • u ARTICLE 10 - SE1vIORITY (Continued) 10.4 Work Force Reduction. In the event of a reduction in the department work force, such reduction shall occur on the basis of seniority in the department. � 10.5 Beduction in Rank. Reduction in rank shall be in accordance with the Civil Service Rules as of June 30, 1973. (Except as ind'acated below) 10.5(1) 10.5(2) 10 `:�; Reduction in rank for periods up to but no more than 30 consecutive calendaz days will be by platoon seniority. Reduction in rank for more than 30 consecutive calendar days shall be in accordance with ffie Personnel Rules as of June 30, 1973. There will be a,u�inunum of 3.6 regular Fire Captains appointed for ea�h engine, squad and ladder company. 10.5(4) There wilt ba a minunum of 3.6 regular Fire Equipment Operators - Fire Engineers appointed for each engine, squad and ladder company. This minimum number shall include the starred men in this position until they are phased out by normal attrition. 10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall below minimum requirements (3.6 per position), the Chief of the Fire Department will use existing eligibility lists to fill vacancies within IS calendar days. 10.5(6) , � • ru_! _r_� _�, 1. The man demoted goes to the last rank held and is assigned to the pool. 2. Vacation selections will not be affected by short term demotion (i.e., Fire Captain demoted for short term to Fire Fighter will retain his vacation selection in the Fire Captain rank.) • • �] ARTICLE 10 - SENIORITY (Continued) 10.5(7) All promoted personnel will be designated a platoon regardless of assignment. Such platoon assignment will deternrine their seniority to be followed in cases of reduction in accordance with Section 10.51. 10.6 Job 1'ransfer by Bid Syst_ern The Employer and the Union recognize the principle of senioriry. In the event of a job opening due to the promotion, transfer, demotion, retirement or demise of an empIoyee, which the employer determines sfloutd be fiIled by a lateral transfer, such transfer shall be made in accordance with the foilowing provisions. Only empIoyees with a minimum of two (2) calendar years service with the St. Paul Fire Deparnnent may bid under this section. 14.6(1) 4ti pocitions io be filled by lateral transfer shall be announced by ..1.°*�^ •lrich shall be posted -for a period of thitiy (30) days prior to the ��.e service is to commence in ffie vacant position. S�ch positions sha11 be considered open for written bid for the thirry (30) day period. � 10.6(2) For the convenience of the employer, temporary assignmenc to a vacant gosition may be made during the thicty (30) day period for wluch the � position is open for bid. Any such temporary assignment, however, shall not be of a duration in excess of two (2) days beyond the expiration of the thirty (30) day bid period. 10.6(3} Employees who desire bulletined positions shall file written applications therefor not later than 2400 hours on the date of expiration of the bid period. Such apptications shall be filed by delivery to the employee's Union o�cer of the original and o� copy of the application, both of wlrich shall be time stamped when received. The IInion officer shall be responsible for delivering the original applica6on to the employer and all such applications shall be so delivered not later than 1630 hours on the day following the cIose of the bid period. 10.6(4) Assignment to posidons for which bids have been received shall be made not later thau the secorni day following the elose of the bid period 10 • � ! �_ � ARTICLE 10 - SElvIORITY (Continued) � 10.6(5) In the event one or more employees submit bids for the same position, the position shall be filled in accord with the following: a) Except in those cases contemplated by subparagraph (b), below, the bidding employee with the greatest seniority shall be transfened to fill the position. Provided, however, that in the event that the employer determines that transfer of the most senior applicant or less senior appiicant(s) is not in the best interest of the Depamnent, another employee may be uansfened to fill the position. In every such case, however, the employer shall provide to the most senior bidder and any other unsuccessful less senior bidder(s) a written statement of the reasons and factual basis on which the decision not w uansfer him to ffiI the position was based. b) . In cases where ;`.;, ,sition to be fiIled by lateral transfer is such-xhata paramedic wh� bid therefore would, if transferred to fill the position, be enabled to make use of his paramedic skills and training, the employer may transfer the most senior paramedic who bid to fill the position without regard to the seniority of other appiicants. � 10.6(6} In the event no bid is received for a posted position, the employer may offer the position to any employee or transfer the most junior employee on the seniority roster to fill the position, or relist on subsequent bulietin. 10.6(7) When an employee bids for and is awarded a bulletined position and in the event the employer determines that the employee's former position is to be filled by lateral uansfer, the employee's former position shall be filled in accordance with the terms set forth above. 10.6(8) Employees who have bid for and been awarded a bulletined position shall not be permitted to bid for the vacancy created by their transfer until that vacancy has been filled at least once in the manner set forth herein. . • 11 ARTICLE 10 - SE1vIORITY (Continued) 10.6(9) Assignment to positions on the rescue squads shall be made in the following manner: a) A'hen a vacancy for Captain occurs, the position shatl be posted wich the other normal vacancies. The Employer shaTl filI the position witfi any Captaiu that ttas bid for the position without regard to seniority. b) When a vacancy for Fire Equipment Operator occurs, the normal bid procedure shall be used. c) Three Firefighter positions will be assigned on each rescue squad. Each Firefighter assigned to one of these positions will remain for a maximum of five years. When a vacancy for Firefighter is filied, the position shall be posted with the other normal �acancies. The Employer shaTl.�'ill the position :y�+h ��y Firefighter ,^�� `; bid for the position without�Fegard to seniorir C� 10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response Unit does not have the requ'ued Hazardons Material certification at the time of assignment, he/she shall obtain such certificarion by sadsfactorily completing the next � available training session offering such certification. ARTICLE 11- OVERTIME I1.2 Employees required to work hours in excess of their assigned tour of duty will be compensated at the rate of one and one-half (1.5) times the Empioyee's nomial rate in cash or in compensatory time at the option of the Empioyer. 11.2 {a) Employees working a forry (40) hour work week may accumulate up to a maximum of forty (40) hours of compensatory tune. (b) It is also agreed that Fire Preventioa Empioyees may accumulate up io a maximum of fifty-six (56) hours oF compensatory time. It is understood that compensatory time shall be scheduled only with the prior approval of management, and that st:ch time shatl not be scheduled so as to interfere with operations. S�ch time shall normally be scheduled in eight (8)-hour segments, except that Fire Preven6on Emptoyees may, with the approvai of the Fire Chief, take time off in four (4)-hour segments. 12 • . �,�.- gab . ARTICLE 12 - CALL BACK 12.1 Emp2oyees required to report for work by the Employer during scheduled off-duty time wiil be compensated at the rate of one and one-half (1.5} times the Employee's normal hourly rate. The minimum payment under this Article will be four (4) times the Employee's hourly rate. An early report of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an Employee for this minimum payment. 12.2 Employees required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (i-1f2) times the employee's normal hourly rate for hours worked with a minimum of four (4) hours at the employee's normal hourly rate. The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. 123 Employees required to stand-by for court appearance d�• ^�heduled off-duty time wz'1 be compensated f�r a minimum of two (2) hours base� �n the empioyee's normal hourly rate for each day he is required to stand-by, but such compensation shall not apgly where the employee is calied to court for an appeazance on the case subject to the stand-by request or for any other case. The two hour minunum compensation for srand-by shall not apply if noufication is given that the stand-by is canceled prior to � 6:00 p.m. of the preceding day. IJnless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the employee sha12 be required to contact the City or County trial lawyer or his secretary in charge of scheduling by ib00 hours the day following initiation or stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notifica[ion. 12.4 The normal hourly rate for purposes of call back or stand-by compensation sha11 be based upon the provisions of Article 2 of this Agreement. � • 13 ARTICLE 23 - MII.ITARY LEAVE OF ABSENCE 13.1 Pay Aliowance i Any Employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereinafter organized or constituted under state or federal law, or who shall be a member of the O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or navat force of the United States, now or hereafter organized or constituted under federa] law, shall be entided to leave of absence from employment without ioss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such Emgloyee is engaged with such organization or component in training or active service ordered or authorized by proper authority parsuant to taw, whether for state or federal purposes, provided that such leave shaIl not exceed a total of fifteen (15) days in any calenc3az yeat and further provided tfiat such leave shall be allowed only in case the required militarv or naval service is satisfactorily perforcned, - uicn aatl be presumed unless th: r.��t uy is established. Such leave sball not be ai':.wed unless the Employee (1) rF� _�ns to his position immediately upon being relieved from such miiitary service and not later than the expiration of the time herein limited for sach leave, or (2) is prevented from so returning by physical or mental disabitity 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. � � . � ':� Any Employee who engages in active service in rime of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which Ieave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as ue imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192, as amended from time to time and sha11 confer no additional benefits other than ihose granted by said statute. 14 � • q�- �a� ARTICLE 14 - INSURANCE � 14.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting ihe offered plans agree to accept any changes in benefits wluch a specific provider implements. 14.2 Effective for the January, 1997 insurance coverage, the Employer will contribute $300.00 per month to eligible employees who select single health insurance coverage. `I`he Employer will contribute $368.82 per month to eligible employees who select family health insurance coverage. 143 Under the "Cafeteria Plan," fuli-time, eligible employees must select at least single health insurance coverage and $S,OOO life insurance coverage. It is understood that these mandatory coverages may not be waived. However, an empioyee whose spouse is also employed by the Ci ; uf Saint Paul, and is eligible to participate in the City's heaith insurance plan, will 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 singie health insurance coverage shall be eligible for payment as unused benefit dollars. Any unused portion of the Empioyer's contribution, for which an employee is eligible, is defined as unused benefit dollars, not salary, and shall be paid to the employee as taYable income. Such payment shall be made during the month of December for the insurance year. Far employees who terminated their employment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. 14.4 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Employer. The service fee for empioyees participating in the Medical Expense Account will be paid by the employee. � 15 � ARTICLE 14 - INSURANCE (Continued) �urvivor Insurance i4.5 In the event of the death of an active employee, tke dependents of the employee shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan impmvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicable to eligibie eaziy retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizaUOn and medical benefits wluch said dependents previously had, at the premium and Employer contributioa accorded to the eligible deceased retiree. In the event of the death of an empioyee killed in the Iuie of duty, the Employ;;s: ..i?�� .. contribute 100% of the premium for either single or fatnily kealth insurance EovPZ;:ge for eligible dependents. An eligible dependent who is not enrolled in the Cit} 's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. It is further understood that coverage shall cease in the event of: 14.5(1) Subsequent remarriage of the surviving spouse of the deceased empioyee or retiree. 14.5(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Refiree Insnrance 14.6 Employees who retire mast meet the following conditions in order to be eligible for the Employer contributions listed in Articles 14.7 through 14.10 below toward a health insurance plan offered by the Empioyer: 14.6(1) Be receiving benefits from a public employee retirement act covering employees of the Ciry of Saint Paul at the time of retirement, and � �J 15 � ��-ga� ARTICLE 14 - INSURANCE (Continued) • 14.6(2) Have severed hislher relationship with the City of Saint Paul under one of the retiree plans, and 14.6(3) Have completed at least twenty (20) yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and 14.6(4) Have severed his(her relationship with the City of Saint Paul for reasons orher than an involuntary termination for misconduct. I�TII+l� 14.7 This Article shall apply to employees who: � ,,: i4_7(i) Retire o�a or hefore December 31, 1945, and -;,14:'�(2) Have not attained age 65 at retirement, and 14:7(3) Meet the terms set forth in Article 14.6 above, and 14.7(4) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to conuibute � the cost for single retiree coverage or $106.32 per month, whichever is less. For retirees selecting family coverage, the Employer will comribute the cost of family coverage or $318,41 per month, whichever is 3ess. When such early retiree attains age 65, the provisions of Article 14.10 shall apply. 14.8 This Article shall apply io employees who: 14.8(i) Retire on or after January i, 1996, and 14.8(2) Were appointed on or before December 31, 1995, and 14.8(3) Have not attained age 65 at retirement, and 14.8(4) Meet the terais set forth in Article 14.6 above, and 14.8(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65} yeazs of age, the Employer agrees to contribute a maximum of $350.Q� per month toward the premium for single or fanuly health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such earty retiree attains age 65, the grovisions of Articie 14.11 shall apply. • � 17 t�RTICLE 14 - INSURANCE (Continued) 14.9 This Article shall apply to employees who: 24.9(1) Retiree on or after 7anuary 1, 1996, and 14.9(2) Were appointed on or after January 1, 1996, and 14.9{3) Have not attained age 65 at retirement, and 14.9(4) Meet tfie terms set forth in Articie 14.6 above, and 24.9(5) Setect a heatth insurance plan offered by the Employer. LTntil such retirees reach sixty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage. Any unused portion of tfie Employer's contribution shaiI not be paid to the retiree. VJhen such early retiree attains age 65, rhe provisions of Article 14.12 shall apply. Regular Retirees (Age 65 and overj '- 14.10 This Article sha11 apgly to employees who: 14.I0(1) Retire on or before December 31, 1995, and 14.10(2} Have attained age 65 at retirement, and 14.10(3) Meet the terms set forth in Article 14.6 above, and 14.10(4) Select a health insvrance plan offered by tt:e Employer. The Employer agrees to contribute 100% of the singie or faznily premium for any health insurance plan offered to regutar retirees and their dependents by the Employer. This Article shal] also apply to early retirees who retired under the provisions of Article 14.'I when such eariy retiree attains age 65. 14.11 This Article shall apply to employees who: 14.11(1) Retire on or after Ianuary I, 1996, and 14.11(2} Were appointed prior to January i, 1996, and 14.11(3) FIave attained age 65 at retirement, and 14. Z 1(4) Meet the terms set forth in Atticle 14.6 above, and 14.11(5) Select a health insurance plan offered by the Employer. � � � • i �i1 ' � (�, ARTICLE 14 - INSURANCE (Continued) � The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health 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 shall also apply ta early retirees who retired under the provisions of Arti�le 14.8 when such ear2y retiree attains age 65. 14.12 This Article shall apply to employe�s who: 14.12(i) Retire on or after 3anuary i, 1996, and 14.12(2j Were appointed on or after January 1, 1996, and 14.12(3) Have attained age 65 at retirement, and 14.12(4) Meet the terms set forth in Article 14.6 above, and 14.12(5) Select a health insuranc� plan offered by the Employer. The Emplayer agrees to contribute a maximum of $300.00 per month toward the premium for single or famiIy health insurance coverage offered to regular 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 14.9 when such early retiree attains age 65. 14.13 The conuibutions indicated in Article 14 shall be paid to the Employer's third party administrator or designated representative. ARTICLE 15 - EXCHANGE OF TOURS OF DUTY 15.1 Voluntary exchanges of tours of dury shall be granted only after approvai by the deparcment head or kus designated representative. 15.2 No Employee shall be entitied to working out of classification pay under Article 9 as a.. resuit of any voluntary exchange of tours af duty. 19 ARTICLE 16 - VACATION 26.1 Vacation shail be granted as follows: Employees sha11 be granted in each fiscal year vacation at the rate of two and two-tenths (2.2) times the number of hours designated as the work week. After five (5) years of continuous employmenY in Employer's fire department, Emptoyees shall be granted vacation at the rate of three and twatenths (3.2) times the number of hours designated as the work week. After frfteen (15} years of continuous employmenY in Employer's fire department, Employees shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. Afrer twenty-five (25} years of continuous employment in Employer's fue depariment, Employees shall be granted vacation at the rate of four and six-tenths (4.6) times the number of hours designated as the work week. 16.2 The departmeni head may pemrit Employees to carry over into the fo2lowing fiscal year vacation time equivaIent to two work weeks. Vacation schedules shall be fixed by the department head. An Emglayee not working full-time sha12 be granted vacati�n on a pro-rata basis. =: § ° `�'�a:n• ° � 16.3 Employees separated from employment by reasan of resignation shall be granted such vacation pay as has been earned and remains unused ai the time of separation, provided notification of resignation has been sent to tlie department head, in writing, at least fifteen (15) calendaz days prior to the date of resignation. Emptoyees sepazated from � employment by reason of discharge, retirement or death shail be granted such vacation pay as has been earned and remains unused at the time of separation. Employees granted more vacadon time than earned at the time of separarion from employment shall pay the Employer for such unearned vacation. 16.4 This articie shail not apply to temporary or emergency employees. 20 • • ��-�� ARTICLE 17 - HOLIDAYS � 17.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of fiours designated as the work week. 17.2 Effective 1986 and in addition to 17.1 abave, add one additional holiday (Martin Luther King Day) to the vacarion schedule by increasing vacaflon by .2 (twatenths) times the number of hours designated as the work week. 17.3 In addition to what is provided in Section 17.1 and 17.2 above and the St. Paul Ordinance No. 6446, add one additianal tour of duty Holiday. In each yeaz of this Agreement, this tour of duty Holiday may, at the option of the empioyee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an emi :,,yet', request for hislher additional tour of d�ty Holiday time off by November i5 of ea�� .alendar year, such employee can only receiu� payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendaz year. Effective 3anuary 1, 1989, this Article 17.3 is deleted from the contract and is no longer applicable in any way. � 17.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on fhe calendar date of the holiday. 17.5 Notwithstanding Articie 17. i above, the Employer may at anytime during the life of this Agreement designate the Day after Tbanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid hoIiday list as set forth in Saint Paul Ordinance 6446. � � 21 ARTICLE 18 - RESIDENCE 18.1 The residency requiremenu as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by t3ris Agreement. 18.2 In the event the City of Saint Paui repeals or is proIubited by a superior governmental authority from imposing residency requirements for its empIoyees, the provisions in this contract regazding residency shail be of no force and effect. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE i9. i As provided in City of Saint Paul Civil Service Rules Sec6on 20. In addition to the relatives iisted in Secrion 20.B of the Civil Service Rules, accumulated sick Ieave credits may be granted in the event of the death of the empIoyee's stepparent ar stepchiid. 19.2 Tf an employee has �� accuwulation of sick Ieave credits in excess of one-hundred and eighty days, he may convert any part of such excess to vacation at tt�e nte of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each fiscai yeaz under this provision. �� 193 In the case of a serious illness or disability of an empioyee's child, pazent or household � member, the head of the department shall grant leave mith pay in order for the employee to caze for or make arrangemenis for the care of such sick or disabled persons. Snch paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to the number of hours designated to be ihe employee's work week per incident. 19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service Ru1es, may be granted one day of sick leave to attend the funeral of the employee's grandpazent or grandcIrild. 19.5 Maternity and Fazentai Leave. Pregnant employees of tfie Ciry of Saint Paul sball be eiigible for the use of paid sick Ieave and unpaid leave of absence in the same manner as any other disabied or i11 City empioyee. Sucfi paid sick leave eligibility shall begin upon cert�cation by the empioyee's attending physician that the employee is disabled in terms of her abiiity to perform the duries of her posirion or any duties assigned by the Emp2oyer. 22 � • �� -�a� • ARTICLE 19 - SICK LEAVE AND PARENTAL LEAV� (Continued) A twelve (I2) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive parent, who requests such leave in conjunction with the birth or adoption of a child. S�ch leave may be extended an additionai tweive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this Agreement. Employees who retum following such leaves of absence shall be piaced in a position of equivalent salary and tenure as the one held just prior w the beginning of their leave. 19.6 Any sick leave that was converted for vacation in accordance with Article 19.2 of this Agreement, during the fiscal years of 1990, 1991, or 1992 may be resiored to the employee's accumulated sick leave credit balance at ihe written request of the employee. - For each day of sick leave that is restored, the employee's unused 1992 vacation credits shali be reduced one-half day. In the event that the employee does not have enough unused 1992 vacauon credits from which to make the reduction, the employee's 1993 vacation credits shall be reduced by the amount which was not availahle from the 1992 � vacation credits. The parties agree that the provisions of tius Article 19.6 shall expire and shall no longer be applicable after December 31, 1992. ARTICLE 20 - FIltE FIGHTING EQUII'MENT 2�.1 The Employer wil] provide ihe foilowing fue fighting equipment for individual Bmpioyees; such as: Coats Boots Heimets Choppers Liners n LJ • 23 ARTICLE 21 - STATION SUPPLIES 21.1 The Employer will provide station supplies such as: Refrigerators Stoves Tables Chairs Soap Brass Polish Cleaning Rags Light Bulbs Chamois > _ _.:.��.> ARTICLE 22 - TELEPAONES 22,1 The Employer will provide a pubIic telephone as a back-up to the alarm system. . 22.2 Telephones installed for individual Employees or groups of Employees wi11 be at the Employees' expense. All such telephones musi be approved prior to instaIIation by the � department head or his designated representative. ARTICLE 23 - WAGE SCHEDULE 23.1 The wage schedule for the purpose of tlus Agreement shall be Appendix A attached hereto. 23.2 Forty (40) hour work week Employees reguiazly assigned to night duty (e.g.-dispatcher, inspectors and fire prevention employees) wilt receive night differential in accordance with e�cisting City rules and policies. Notwithstanding Section III B of the Saint Paul Salary Pian and Rates of Compensation, employees working in the riUe of Fire Alarm Dispatcher I or Fire Alarm Dispatcher II assigned to a twetve (12) hour shift shall be etigible for the night differentiat in accordance with Section III B of the Saini Paul Salary Plan and Rates of Compensation. C� 24 i ��'�� ARTICLE 23 - WAGE SCHEDULE (Continued) ' 233 Any employee in any tide in this bargaining unit who is appointed to any of the title Iisted below on or after February 1, 1988 shall be paid according to the salary range as shown in Appendix "A" for appointrnents to such tide on or after 7anuary 1, 1988 or on or after February 1, 1988 whichever applies. Fire Alarm Dispatcher I Fire Alarm Dispatcher II Fire Inspector Fire Investigator ARTICLE 24 - UNIFORM ALLOWANCE 24.1 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined un:•=:r•� The 1972 base cost of the uniform is stipulated and attached as Appendix B. 24.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30,00) Dollars gteater than that provided herein for other employees. . ARTICLE 25 - LEGAL SERVICES 25.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, the Employer shatl defend, save harmless and indemnify an Employee, and/or his 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 the Employee's duties. 25.2 Notwithstanding Article 25.1, the employer shalI not be responsible for paying any legal service fee or for providing any legal servic,� arising from any legal action where the employee is the Planstiff. L� 25 � ARTICLE 26 - SEVERANCE PAY 26.1 Effective 7anuary 2, 1988 the employer shali provide a severance pay program as set forth in this Article 26. 26.2 To be eligible for the severance pay program, an empioyee must meet the following reqniretuents: 26.2(1} The employee must be voluntarily separated from City employment or have been subject to separation by iay-off or compuisory retirement. Those employees who are diseharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eIigibie for the City severance pay program. 26.2(2) The employee must file a waiver of reemployment with the Human Resources Director, which wiII cleazly indicate that by reanPSting severance pay, the employee waives all ctaims to reinst. PTM�• or reemployment (of any type), with the Ciry or with Inde�....ent School District No. 625. 26.2(3) The employce must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separatioa from service. 26.3 If an employee requests severance paq and if the employee meets the eYigibility requirements set forth above, he or she wi�i be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of sepazation for each day of accrued sick Ieave subject to a maximum as shown below based on the number of years of service in the Fire Department. Years of Service With the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 1Q,000 26 CJ � • • q�-ga� ARTICLE 26 - SEVERANCE PAY (Continned) � However, any employee separated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifry (1,850) hours of sick leave credits and at least 25 years of service at tl�e time of hislher sepazation from service shall be granted severance pay in ihe amount of thirty thousand dollars ($30,000). 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 allowed 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 dollars ($10,000} each. The annual payments shall be made in February of each year. The first payment shall be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 26.4 For the purpose of this severance program, a death of an employee shall be considered as separation of empioyment, and if the employee would have met all of the requirements set forth above, at the tune af his or her death, payment of the severance pay may be made to the employee's estate or spouse. � 26.5 For the purpose of this severance program, a transfer from the Ciry of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the Ciry severance program. 26.6 The manner of payment of severance in amounts of ten thousand doilars ($10,000) or less shaU be made in accordance with the provisions of City Ordinance No. 11490. 26.7 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 articie conflict with said ordinance and in such cases, the provisions of this article shall control. • • 27 ARTICLE 27 - INCAPACITATICIN 27.1 Any physical incapacitated Employee unable to perform normal work duties may be assigned at the direction of the department head to perform the duties of Fire Alarm Dispatcher I, Fire Aiarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Employees so assigned by Yhe departmenY head wi�l receive their regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After one hundred anQ eighty (18Q) days, Employees so assigaed wilt receive their regular gay rate or the Fire Atarm Dispatcher II pay rate, whichever is lower. 27.2 Notwithstanding Article 27.1, any physicaIly incapacitated employee appointed to a title covered by this Agreement prior to January 1, 1490 who is nnable to perform normal work duties may be assigned ai Lhe direction of the department head to perform the duties of Fire Alarm Disgatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Empioyees so assigned by We department head will receive their regulaz rate of pay for the period of such assignment. � 27.3 Employees injured during the course of employment and thereby readered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that itt such cases, the cwelve (22) month period shall first be uritized and oniy when same is exhausted shall accumulated sick leave be applicable. � 27.4 Employees disabled through injury or sickness other than specified in Section 27.3 above shall receive full wages for a period equal to accumulated sick leave, plus s'vc (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the suc (6) months, or any part thereof, shalt be applicable. It is further understood that the six (6) month period shall be available only in those years where the Iast available Annual Report of the City Civil Service o�ce shall show average sick ieave used per Fire Depardnent Employee (based on the 2972 Annual Report method of calculating sazne), of eight (8) days or tess. 27.5 Employees injured or incapacitated by illnesses in the line of duty shali be endded to reinstatement at any time within five (5) years from tfie date of injury or incapacity provided tfiey are physicaIIy capable of resuming their job. 27.6 Except as specifically provided in ttus Article, a11 illness and incapaciry rules and policies previously in effect shail continue. � • � �, i- �% ARTICLE 28 - CITY MII,EAGE • 28.1 Aufomobile Reimbursement Authorized: Pursuant to Chagter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 28.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department Head. Tv_, n__e 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the empioyee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually usecl in perfornring the duties of the employee's position. In addition, the employee shall be reimbursed $.15 per mile for each mile actuaily driven. If such employee is required to drive an automobi3e during employment and the deparanent head or designated representative determines that an employer vehicie is-, available for the employee's use but the empioyee des'ues to use his/her own automobile, then the employee shall be rennbursed at the rate of $.15 per mile driven and shall not be elagible for any per diem. � Tv�,n,_e 2 If an employee is required to use hislher own automobile REGCTLARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed $.15 per mile for each mile actually driven. If such employee is requ'ued to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the emp2oyee desires to use hislher own automobile, then the employee shail be reimbursed at the rate of $.15 per mile driven and shall not be eligible for any per diem. 28.3 The City will provide pazking at the Civic Center Pazking Ramp for City employees on' either of the above mentioned types of reimbursement plans who are requ'ued to have � their personal car available for City business. Such parking wilI be provided only for the days the employee is required to have his or her own personal car available. � • 29 ARTICLE 28 - CITY MILEAGE (Continued) 28.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shalt coniain the requirement that recipients shall file daily reports iadicating miles driven and shall file monthly affdavits stating the number of days worked and the number of miles driven, and further require thac they maintain automobile liability insurance in amounts of not less than $100,Q00/$300,000 for personal injury, and $25,000 for property damage, or Iiability insurance in amounts not less than $300,000 singte limit coverage, with tfie City of 3aint Paul named as an additional insured. These mles and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 29 - PAID TIl�TE OFF FOR NEGOTIATIONS 29.1 Employees elected to office in Local 2I shail be granted reasonable time off to meet with City officials for contract negotiations wiihont loss of pay. The number of employees permitted to attend such negotiations shalt be limited to two at any o� meeting and such employee sball give prior reasonable nodce for such absenee and receive approval of the emptoyee's designated supervisor. . ARTICLE 30 - MAINTENANCE OF STANDARDS 30.1 The parties agree that all co�litions of employment retating specifically to wages, hours � of work, vacations, holidays and sick leave except as modified by tlus agreemeni shall be maintained at not less than the minimum standard as set forth in the Civii Service Rules of the City of Saint Paul, (ResoIuuon No. 3250) and Resoluuon No. 6446 at the tune of the signing of this Agreement, and these conditions of employment shall be improved wherever spec�c provisions for improvement are made elsewhere in this Agreement. It is spee�cally agreed that the Civil Service Rules set forth above aze not a part of this contract and that ihese rules shall oaly be amended by the present legislative process by the Civil Service Commission and the City Council. • 30 • �� - �a� ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND • EMTA ASSIGNMENTS 31.1 The premium pays as defined in this Article 31 sha11 be limited to employees covered by this agreement who have at least three (3) years of service with the Department. The Employer reserves the right to pay such premiums to employees with less than three years of service in the Departrnem providing such employee hoids the required certificarian. 31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life support unit as a Pazaznedic shall be paid a differential of ten percent (10%) of hislher regular base rate. Effecrive 7anuary 1, 1994, this premium pay shall be increased nine dollars and sixty-six cents ($9.66) biweekiy. Oniy employees who have satisfactorily completed all required Paramedic training shall be eligibte for such assignment and pay differential. Effective September 28, 1996, the following amendment is added to this section: +2%(12%) after 5 years in program +1%(13%) after 10 years in program + 1�(14 %) after I S yeazs in program � 31.3 Premium Pay for EMfi. All employees in all titles will be required to become certified as an EMT and to maintain such certification as a term and condition of employment. However, any employee originaily appointed to a dtle covered by this Agreement prior to January 1, 1980 who is not certified as an EMT shall not be required to become certified. Such empioyees may choose to become certified. Once certified such employee must maintain their EMT certification as a term and condition of employment. Any employee who was originally appointed prior to January i, 1980 to a titie covered by this Agreement who is certified as an EMT must maintain their certification as a term and conditian of employment. Any employee who is assigned to an advanced life support unit or a basic life support unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differenrial of six percent (6%) of hisJher regular base rate. Effective January 1, 1994, this premium pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly. • � 31 ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS (Continued) Employees certified as an EMT but who are not assigned to an ambulance unit shall receive a differential of three percent (3%) of hislher regular base rate. Effective January 1, 1994, this premium shail be increased two dollazs and ninety cents ($2.90) biweekly. Only emptoyees who have satisfactorily completed ali required EMT training shalt be eligible for such assignment and gay differential. Any empioyee who is assigned to a unit as an EMT-I/I? shall be paid a di€ferential of eight percent {8%) of his/her regulaz base rate. 31.4 Premium Pay for Hazardous Maferials. Any employee who is assigned to a e��gnated hazardous materials response unit or who is permanentiy appointed as a Fire !�aining Assistant shatl be paid a differential of eight percent (8%) of hislher regalar base rate. Effective 7anvary 1, 1994, ttus premium pay sha12 be increased seven doilars and seventy-two cents ($7.22) biweekly. 31.5 Qualified Pool personnel shall be eligible for ihe EMT and Paramedic premium pay on the same basis as quaIified assigned personnel. 31.6 It is ¢nderstood ihat no premium pay shait be applied on any other premium pay. 32.7 Effective the fust fu11 pay period in 1996, employees shall receive a one percent (i �) premium for the maintainence of EMT Certification. Article 31.6 dces not apply to flvs provision. Article 31.1 would remain in effect for tlus provision. ARTICLE 32 - DRUG AND ALCOHOL TESTING 32.1 Policy: The Fire bepartment recognizes illegal drug and alcohol usage as a threat to the public welfaze and the employees of tfie department. Thus, the Fire Department wili take the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It �s the goat of this policy to prevent and rehabilitate rather than temvnate the employment of workers who are abusing drugs or alcohol. No member of the Fire Department shall be discharged for illegal drug or alcohol nse without first having been offered the opportunity to discontinue vse either through personal choice or by treatment for chemical dependeney, if such treatment is needed. The Union agrees, at the Employer's request, to re-open �gotiations of this Articie during the term of this Agreement. 32 � � • i �1 �� ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.2 Informing Employees About Drug and Alcohol Testing: All employees wiil be fuliy informed of the Fire DepartmenYs drug testing policy before testing is administered. Employees will be provided with information concerning the impact of the use of drugs or alcohol on job perfotmance. In addition, the employer shail inform the employees of how the tests aze conducted, how well the tests perform, when the tests will be conducted, what the tesis can determine, and the consequences of testing positive for drug or alcohol use. All newly hired employees will be provided with this information on their initial date of hire. I3o empioyee shall be tested until this information is provided to him. 32.3 Employee Testing: No employee will be tested for drug or alcohol abuse uniess there exists probabie cause to believe that the fire fighter to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the o�cer in chazge of the unit. The officer in c: uge �ust document in writing who is to be tested and why the testing, �as ordered: Failure to follow any of these procedures shall result in the eliminatiori of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee. 32.4 Urine collection shall be conducted in a manner which results in a legalty acceptable � sample as weli as providing a hlgh degree of securiry for the sample, freedom from adulteration of the sample, the bighest possible accuracy of the clinical results while at the same time greserving the dignity of the employee. Administrative procedures shall be such as to grevent the submission of fraudulent tests. When appropriate, biologic testing of the samples may be included as part of such adminisuative procedures. In testing which could result in employee discipline, if the test result is positive, a spiit sample shall be reserved for independent analysis which shall be performed at the request of the affected employee. i3pon request, an employee shall be entitled to the presence of a union representative before testing is administered. 32.5 Testing Procedures: All samp2es shail be tested for Chemical Adulteration, Nazcotics Cannabis, PCP, Cocaine, Amphetanunes, Alcohol and Sedatives. The testing shall be;� done by a Selected Laboratory and the following standards shall be used: - • � 33 A,RTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) Drug Testing Standards Alcohol � � � r • ��.�- .�� - Cocaine metabolites BenzoyIecgoninQ .OZ wncentration as shown by an anaiysis of urine Drug or Initial Test metabolite detecked levei n�/ml • ��.�- . � �- ' �.a�i .0 �' 1,000 ng/ml 1 e � 4g/IIll 300 nglmi 15 ng/mi 300 ng/utl 300 ng/ml 25 ng/mi 300 ng/mI 1,000 ng/ml 3,OOQ ng/mI 2,000 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml Marijuana metabolites delta-9-THC-9-COOH Opiate m�tat�n�s3e� .. _eine � 1'otal Morpkine Phencyclidine Barbiturates Benzodiazepine metabolites Methadone Methaqualone Propoxyphene PCP Secobazbital Pentobazbital Phenobazbital Bntabarbital Oxazepam Methadone MetUaqualone Propoxyphene Norpropoayphene � GC/MS Conf'u-mallon S00 ng/ml $� llg/All 150 ng/ml 15 ng/ml 30Q ng/ml 300 ng/ml 25 ng/ml 1,000 ng/ml ,i 1,000 ag/ml 2,000 ng/ml 1,000 ng/ml 300 ng/m1 300 ng/ml 300 ng/ml 30Q ng/ml 300 ng/ml Any sample which has been aduiterated or is shown to be a substance otfier than urine shalI be reported as suct►. AII saznples which test positive on a screening test shall be confirmed by gas chromatography-mass spectrophotometry, and no records of unconfirmed positive tests shali be released or retained by the laboratory. 34 • • ;_ . ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) . Testing shali be conducted in a manner to insure that an employee's legal drug use does not effect the test resulu. All results shall be evaluated by a suitably trained occupational physician or occupational nurse prior to being reported. Test resuits shall be treated with the same confidentiality as other emgloyee medical records. The test results shall not be reported ouuide the Fire Department. 32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit drugs shall be medically evaluated, counseled and treated for rehabilitation, if required. In addition, at any time an employee may voluntarily enter the chemical dependency program without fear of disciplinary actions against him. This Program is designated ta ,��v:',: care and treaunent to employees who are in need of rehabilitatio�. Details concer ueatrnent any employee receives at this Program shali remain confidential and shall not be released to the public. The employee shall be responsibie for the cost of treatment. No employee shall be relieved or transfened to other than his usual duties on the basis of one test result although the employee may be re-evaluated for his duty assignment. � When undergoing treatment and evaluation empioyees shall receive the usual compensation and fringe benefits provided at their assigned position. 32.7 Right of Appeal: Each empioyee has the right to challenge the results of drug or alcohol testing in the same manner that he may grieve any managerial action. 32.8 Duty Assignment After Treatment: Once an employee successfully completes rehabilitation, he shall be retumed to his regular dury assignment. Employee reassignment during treatment shall be based on each individual's circumstances. If follow-up care is prescribed after treatment, this may be a condition of employmem. Once treatment and any foilow-ug care is compieted, at the end of two years the records of treaunent and posidve drug or alcohol test results shali be retired to a closed medical record. The empioyee shaii be given a fresh start with a clean administradve record. 32.9 Right of Union Participation: At any time, the Union, upon request, will have the right to inspect and observe any aspect of the drug and alcohol testing program with the exception of individual test resuits. The Union may inspect individual test results if the release of this information is authorized by the employee involved. � i 35 ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at ffie behest of the employer. The Fire Department shaIl be soIely liable for any legal obtigations and costs azising out of the provisions and/or appiicarion of this collective bargaining agreement relating to drug or aicohol testing. '£he Union shatt be held harmless for the violation of any worker rights arising from the administration of the drug or aicohol testing program. 32.11 Conflict with Other Laws: Ttus Article is in no way intended to supersede or waive an emgloyee's federat or state constitutional righu. ARTICLE 33 - DISCIPLINE 33.1 The Emp2oyer may dis;:abn� emgToyees in a*; ..� ``� forms listed beIow: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with The concept of progressive discipline. Employees who are disciplined pursuant to the tern�s of this Article may appeat the Employer's disciplinary action through either the grievance procedure set forth in Article 6 vf this Agreement or to a civil service authority pursuant to the rules aad procedures of such authority. ARTICLE 34 - TUITION REIlVIBURSEMENT 34.1 Effective 7anuary 1, 1994, an employee who has successfully completed a course in the required Apprenticeship Program will be reimbursed for the course upon successful completion. The maximum amount of reimbursement shall be $1200 over the three (3) years af the Apprenticeship Program. � � • • �1 �� • � ARTICLE 35 - DURATION OF AGREEMENT 35.1 Ilnless offierwise specifically noted herein, this Agreement is effective the date of signing by the Employer and the Union and shall continue in fu11 force and effect through the lst day of 7anuary, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either pany desiring to amend or modify this Agreement shall natify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1984. WITNESSES: CITY OF SAINT PAUL BY: Ma� rney Director of Labor Relations Dated at Saint Paul, Minnesota S� ��` �� INTERNATIONAL ASSOCIATION OF FIItE FIGHTERS, LOCAL NO. 21 BY: a Gary Olding, Pr �iden� BY: Pauick Smith cretary ; / j,/ � Edmond Hanson,Treasurer 37 :• � � APPENDIX A BIWEEKLY RATE5 Two percent (2 %) increase Qne half percent (.5%) increase Two-tenths percent (.2 %) increase Salary ranges applicable to tifles covered by this Agreement shall be as shown below: Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: Effective A 12-21-96 1311.98 Q7-19-97 1318.54 12-2Q-97 1321.18 FIl2E ALARM DISPATCHER I FIFLE FIGHTER FIltE INSPECTOR B C D E F 1377.09 1445.48 1503.45 1579.$7 1643.53 1383.98 1452.71 1510.97 1587.77 1651.75 1386.75 1455.62 1513.49 1540.95 1655.05 FIRE ALARM DTSPATC�IER II Effective A B C D E F 1dYR. 15YR, 12-21-96 1351.04 1418.14 14$8.60 1548.28 1626.98 1692.56 1779.97 1823.77 07-19-97 1357.80 1425.23 1496.04 155b.02 1635.11 1701.02 1788.87 1832.89 12-20-97 1360.52 1428.08 1499.03 1559.13 1638 38 1704.42 1792.45 1836.56 Effective 12-21-96 07-19-97 12-20-97 Effective 12-21-96 01-19-97 12-20-97 12-21-96 07-14-47 12-20-97 A 1416.18 1423.26 1426.11 A 1546.47 1554.20 1557.31 A 1646.27 1654.50 1657.81 PIIZE ALARM DISPATCHER I FIRE EQiIIPMENT OPERATOR B C D E � 1486.53 1560.41 1622.98 1705.51 1774.26 1493.96 1568.21 1631.09 1714.04 1783.13 1496.95 1571.35 1634.35 1717.47 1786.70 FIRE ALARM DISPATCHER II FTRE CAPTAIN FII2E PREVENTION CAPTAIN FIRE TRAINING ASISTANT B C D E F 1623 3 1 1704.03 1772.37 1862.58 1937.68 1631.43 1712.55 1781.23 1871.89 1947.37 1634.69 1715.98 1784.79 1875.63 1951.26 lOYR. 15YR. 172$.41 1770.88 1737.05 1779.73 1740.52 1783.29 lOYR. 1865.94 1875.27 1879.02 lOYR. 2037.86 2048.05 2052.15 q�-�a� 15YR. 1911.83 192139 1925.23 15YR. 2087.9? 2098.41 2102.61 FIREJARSON INVESTIGATOR B C D E F lOYR. 15YR. 1728.11 1814.07 1886.97 1982.92 2062.86 2169.45 2222.74 1736.75 1823.14 1846.40 1992.83 2073.17 2180.30 2233.90 1740.22 1826.79 I900.19 1996.82 2077 32 2184.66 2238.37 A-1 q�-�a� � APPENDIX B Unit Price Regulaaon "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00 Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Ranking O�cer's white uniform shirt, long sleeve, VJest Point 7500C ........... $ 6.50 Ranking Officer's white uniform shirt, short sleeve, R'est Point 75WC .,........ $ 6.00 Jersey type long sleeve sweat shirt, navy biue - Wilson 8632 . . . . . . . . . . . . . . . . . $ 3.30 Iersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . $ 330 Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Fechheuner Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25 Jacket - Light weight, waist style Fechheimer 1t3210a . . . . . . . . . . . . . . . . . . . . . . $10.00 Surcoat - Energy lOQFD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . $30.75 Parka - Navy - Butwin 111SP Regular sizes 34-4b . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $39.00 Exuasizes48 ................................................ $42.90 50 ............. ......................................... $44.85 52 ........... ...........................................$49.Q0 I .ong ...................................................... $42.90 Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 ......... $ S.bO SEWTNCz COSTS: No cost when ordered with jacket otherv✓ise . . . . . . . . . . . . . . . $ 1.00 Caps � Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25 8pt.Midwest-N.W..,. ......................................... $4.25 Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45 Shoes Wedge style oxford - Red Wing shce #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Slip on style oxford - �LOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50 Slip an style oxford - FLOAT-AWAYS �{I5318 . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Lace style o�'ord - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Slip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.95 Siip on style oxford Weinbrenner 1435 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $12.00 Lace sryle oxford TS1S2 Mocc toe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace styie o�ord Weinbrenner 1225 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Socks Munsingwear�E40 ..............................................$ .65 Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65 Ties - black, 4-in-hand, or snap-on sryle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1.00 • i � Council File # q� — 5�.� ��l�� Presented by Referred To Green Sheet # 35895 Committee Date . RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 1997 Collective Bazgaiuing Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. Requested by Department of: Office of Labor Relations BY: ��{�t � ° °`q Form Appr ed by ' ttorney By: � ��\�!f �� R�' Date c °� RES�LUTION PAUL, MINNESOTA Approved b�or for Submi sion to Council By: ` Adopted hy Cauncil: a�-ba� ATTACFIlVIENT TO GREEN SHEET 1997 International Association of �Yre Fighters AF`L-CIO Loca121 Below represents the changes for the 1997 Collective Bazgaiuiug Agreement between the City of Saint Pau1 and the International Association of Fire Fighters AFL-CIO Local 21 DURATIOl�i This contract wi11 be effective January l, 1947 through December 31, 1997. 2. WAGES Effective 01/01J97: 2.0% base wage increase Effective Q8lO1(9Z �.5% base wage increase. Effective ] 2l31l97: 0.2% base wage increase. ACTIVE HEALTH INSURANCE Below are the City contribution levels to health insurance premiums for active employees. The Cit� will return any unused benefit dollars to the employee. Single Family 01/01197 $300.00 No increase $368.82 Represents 50% of the increase F:�I.ABREL\CONTAACT�FIRE\19971ATTACH91 DEPAR3'MENT/OFFICElCO�CIL: DATE INII7ATED GREEN SHEET NO 35895 `� �� LABOR RELATIONS 5-22-97 CON7'AC!' pERSON & PHONE: q w171nrJnATE IMTTaLnq7'E Ji1LIE KRAUS 266-6513 nssrcx t nErnxTn�rn' n� a crrY covrrcn. NUMBER 2 CITY ATTORNEY 4 Ej23 CITY CLERK MU�ON COI3NCIL AGENDA BY (DATE) FOR BUDGET DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) c� ORDER d� TOTAL # OF SIGNATURE PAGES_I (CLIP ALL LOCATIONS FOR SIGNAI'ORE} ncnox nEQUESrEn: This resolution approves the attached 1997 Collecrive Bargaining Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. RECOMIvtENDATIONS: Approve (A) or Reject (A) PERSOIVAL SERVICE CONTRACTS MUST ANSWER Tf� FOLIRWPIG QOESTIONS: PLANNING COMM[SSION CML SERViCE COMI��IlSSION 1. Has this person/fum ever worked under a contract fm this depazUnrnY! C1B COMM{TI'EE Yes No _STAFF 2. Has this personlfum ever been a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COl7NCIL OB3EC'tiVE? 3. Does this person/fum possess a skill not nomtally possessed by any curtent city employce? Yes No Expiaio ali yee answers ou sepsrate sheet aed attacd to greeu s6eet INITIATING PROBLEM, ISSUE, OPPORTIJNITY (W ao, W� , Wheo, W here, W hy}: � � JUK 23 1997 nuvnNracES iFnerxovEn: An Agreement in place through December 31, 1997. ��Y��'5 p��'�� DISADVANTAGESIFAPPROVED: NOIIC. nisnnv.v�rrncES iF xor nerxovEn: No settlement reached. Parties would be subject to interest azbitration to settle disputes on terms of agreement. TOTe1L AMO[7NT OF TRAIVSACfION: See Atfached Uniform Settlemeat Form COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTSVITY NUMBER: FINANCIAI, INFORMATiON: (EXPLAIl�i) \� � �� f � .�� " ., . ' ' ., t - _ q�[ �� ` � - � . � �-_ � � _ - 1997 � �. ' � � � � - - - �G1tEEMEN`fi ° ,. - � o _ : , �. - _. � - � � � . . _ � , - . , _, ., � � - - . - _ �betwee� �., � - _ x � s_. = �;. , � - -�_ � _ , _ _ � 1 �_ � � . � - � TH�� C��'Y� OF SAINT �PALTI� , 4 � � � � � � � � < � _ .�. � .� -� � .;� . A .� . Y L�' � � �� a � ' h r � . , . ,.'", ' � . r , " x . ., .� �-.. . . � ' ,-_ ... ` :. . ... , r ,� J.1iiJ �iI�V,��./�� L'al��Li1L'��1�1r �� L'..; L n 1'. ..�� ' � ,� � �y��.. � . , ,... . .. ,a _ a.. � . s . ` ,� . . . � :" _ - _ 9 r t . . : � ,. ... .. r . � _ i � �. ' . ' - . .�� _ y i _ 1 i . _ ' )._ " Y� � - ' � � .. '..� �' c ��',. '�\/..iV LV-V�l� _ _. '�� ; .. .. �- _ - _ < ` � - 1 fy INDEX � • •_ ARTICLE TITLE PAGE r1 LJ a • Preamble ........................................ii i Purpose .........................................1 2 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4 Security .........................................3 5 Employer Authoriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 6 Employee Righis - Grievance Pracedure . . . . . . . . . . . . . . . . . . . . 4 7 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 8 Position Openings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 9 Working Out of Classiflcation . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 10 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 11 12 13 14 15 Overtime .......................................12 Ca1lBack ...........o ...........................13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Insurance ................................. ...... 15 Exchange of Tours of Buty . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 16 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 1? Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 18 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 14 Sick Leave and Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . 22 20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 21 Station Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 22 Telephones ......................................24 23 Wage Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 24 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 25 LegalService .....................................25 26 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 27 Incapacitation .................................... 28 28 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 29 Paid Time Off For l�iegotiations . . . . . . . . . . . . . . . . . . . . . . . . 30 30 Maurtenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 Premium Pay for Paramedic and EMTA Assignmenu .......... 31 32 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 33 Discigline .......................•••.._.......•-•36 34 Tuition Reunbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 35 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Appendix A ..................................... A1 Appendix B ......................................Bi �� gab � PREAMBLE This Agreement between the City of Saint Paul, hereinafter refened to as the � � Employer, and the International Association of Fire Fighters AFL-CIO Locai 21, hereinafter refened to as the Union. The Employer and the Union concur ihat tlus Agreement has as iu basic objecuve the promotion of the mutual interests of the Ciry of Saint Paul and its employees to provide the irighest level of services by methods which wiil best serve the needs of the general public. ii 1 ' • _ ,. ARTICLE 1 - PURPOSE • 1.1 T'he Employer and the Union agree that the purpose of entering into tius Agreement is to: 1.1(1) Achieve orderly and peacefulrelations. 1.1(2} Establish the fuil understanding of the parties concerning terms and conditions of tlus Agreement. 1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the applicadon ar interpretation of this Agreement. 1.1(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this Agreement. ARTICLE 2 - DEFIrTITI�NS 2.1 2.2 23 i 2.4 2.5 2.b 2.7 Union: International Associarion of Fire Fighters AF:.-CIO Loca121. Employer: The Ciry of 3aint Paul. Union Member: A member of the International Associauon of Fire Fighters AFL-CIO Local 21. Employee: A member of the exclusively recognized bugaining unit. Vacancy: As determined by the department head, a funded position opening in a class specified in Articie 3.2. Position: Any specific o�ce, employment ot job in the Fire Department in a class specified in Article 3.2. Tour of Duty: A. For a fifty-six (56) hour work �veek employee: The performance of }ob duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (2A) hour period fram 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendaz day. � ARTICLE 2 - DEFIIVITIONS (Continued) B. For a forty (40) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and vninterrapted eight (8) hour periad within a calendar day. For employees working under the title of Fire AIarm Dispazcher I or the title of Fire Alarm Dispatcher II this shall be a twelve (12) hour period including a 35 minute unpaid tunch break. 2.8 Seniarity: An Employee's length of continuous emp2oyment in the Employer's Fire Department. 2.9 Department: The fire departrnent of the Ciry of Saint Paul as established and amended from time to time pursuant to Section 9.01 of tha City Charter. 2.10 Overtime: Work performed by an Employee in excess of the Emplo, eP �:aur of duty by order of the EmpIoyer. 2. l i Overtime Pay: Overtime pay for tfie purposes of Articles i i and 12 will be based an a fifty-six (Sb) hour work week. � 2.12 Work Week: Tfie work week for empIoyees working twenty-four (24) hour tours of • dnty will be an averaged fifry-six (56) hour per calendar week. The work week for employees wortdng tweive (12) or iess hour tours of duty wiil be forty hours per calendar week. 2.13 Call Back: A call to report for work by the Employer dnring an Employee's scheduled off time. 2 r7 L � q� � ��,6 ARTICLE 3 - RECOGNITION • 3.1 The Employer recognizes the Union as the exclusive representarive for the purpose of meeting and negotiating the terms and conditions of employment for all eligible personnel under Minnesora Statutes. 3.2 Job classes which are within the bargaining unit and covered by this Agreement aze as follows: Fire Alarnt Dispatcher I Fire Alarm Dispatcher II Fire Captain Fire Equipment Operator Fire Fighter Fire Inspector Fire Investigator Fire Prevention Captain Fire Training Assistant F'ue/Arson Investigator 3.3 In the event the Bmpioyer and the i3nion are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. � ARTICLE 4 - SECURITY 4.1 The Emplayer shall deduct from the wages of Employees who authorize such a deduction in writing an amount necessary to cover montbiy Union dues and assessments. Such monies shall be remitted as directed by the Union. 4.2 The Union may designate Employees from the bazgaining unit to act as stewards and shall inform the Employer in writing of such choice. 4.3 The Employer shall make space available on bulletin boazds for gosting Union notice(s) and announcement(s}. 4.4 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the city as a result of any action taken or not taken by the city under the provisions of this articie. 4.5 The Union agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paui from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Union. • � ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordauce witk appticable laws and regulations of appropriate authoriries. The righu and authoriry whicfi the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 I3efinition of Grievance A grievance is defined as a dispute or disagreement as to the interpretation or appiicauon of the specific terms and conditions of ttris Agreement. It is specificaIIy understood that any maiters governed by civil service rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafrer seL forth. No disciplinary action whieh may be appealed to a civil service authority will be considered a grievance and subject to the grievance procedure fierein. � 6.2 Union Representatives The Employer will recogni2e Empioyee Representatives designated by the Union as the grievance representatives of tfie bargaining unit having the duties and responsibiIities established by this Article. The Union shalt notify the Emptoyer in writing of the names of such Union Representatives and of the'u successors when so designated. The � Emptoyer shail notify the Union in writing of the name or names of the Employer's grievance representatives and of tfieir successors when so designated. 6.3 Processing of Grievances It is recognized and accepted by the Union and the Employer that the processing af grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and sha11 therefore be accomplished during nomiat working hours only when consisteni with such Employee duties and responsibilities. The aggrieved Employee and the Unian shatl be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided the F�ployee and the Union have notified and received the approval of the designated supervisor who has determined that such absence is reasonabie and would not be detrimental to the work programs of the Bmployer. 0 � � Q�-g�� ARTICLE 6- EMI'LOYEE RIGHTS - GRTEVANCE PROCEDURE � (Continued) 6.4 Procedure Grievances, as defined by Secrion 6.1, shall be resolved in conformance with the following procedure: 5tep i: An Employee claiming a violation concerning the interpretation or applicarion of this Agreement shall within twenty-one (21) calendar days after such alleged violation has occurred present such grievance to the Employee's supervisor as designated by the Employer. The Bmployer-designated representative will discuss and give an answer to such Step i grievance within ten (10) calendar days after receipt. A grievance not resolved in Step i and appealed to Step 2 shall be placed in writing by the Union setting forth the nature of the grievance, flie facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appeated to Steg 2 within ten (10) calendar days after the Employer-designated regresentative's final answer in Step 1. Any grievance not appealed in writing � to Step 2 by the Union within ten (10) calendar days shall be considered waived. Step 2: If appealed, the written grievance shall be presented to and discussed with ihe Employer-designated Step 2 representative. The Employer-designated representative shali give the Union the Smployer's Step 2 answer in writing within ten (10) calendar days after ihe receigt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 by the Union within ten (10) calendar days following the Empioyer designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shali be considered waived. �� •, 1. If the grievance has not been satisfactorily resolved at Step 2, either the Union or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty � (30) days of the assignment. � 5 ARTICLE b- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE . (Continued) 2. Grievance mediadon is an optionai and voIuntary part of the grievance resolution process. It is a supplement to, not a subsriwte for, grievance arbitration. When grievance mediation is invoked, the contraccual time lunit for moving the grievance to azbivation shatt be delayed for the period of inediadon. The grievance mediation process sha11 be inforcnal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shaIi be provided ample opportunity to present the evidence and argument to support the'u case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation . for setTlement. Either parry may request that the mediator assess how an ;_ arbitrator might rule in this case. 5. Tke grievant shatl be present at the grievance mediation proceeding. If the grievance is resoived, the grievant shali sign a statement agreeing to accept the outcome. Uniess the parties agree otherwise, the outcome sha11 not be precedential. � 6. If the grievance is not resolved and is subsequenfly moved to azbitrarion, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to the"u positions concerning resolution or offers of set7lement may be used or refened to during arbitration. Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be sabmitted to arbivarion by the Union subject to the provisions of the Public EmpIoyment T.abor Relations Act of 197i as amended. The seiection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. 6.5 Arbitrator's Authority A. The azbitrator shall have no right to aznend, modify, nullify, ignore, add to, or subtract from the tetms aud conditions of the Agreement. The arbitrator shall consider and decide onty the specific issue(s) submitted in writing by the Emplayer and the Union, and shail have no authority to make a decision on any other issue not so submitted. . 6 • / • �� • ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE • (Continued) B. The arbitrator 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 tfie force and eff�t of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following close of the hearing 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 arbitrator's interpretation or application of ihe express terms of the Agreement and to the facts of the grievance presented. C. The fees and elcpenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and wimesses. If either party desires a verbatim record of the pzoceedings, ii 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 eq�ally. 6.6 Waiver If a grievance is not presented within the time limits set forth above, it shall he considered "waived". If a grievance is not appealed to the next step within the � specified time lunit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to treat the grievance as denied at the step and 'unmediately appeal the grievance to the next steg. The time lunit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 7 - SAVINGS CLAUSE 7.1 In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree na appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in fuli force and effect. The voided provisions znay be renegotiated at the request of either party. • • ARTICLE 8 - POSITION OPENINGS 8.1 To expedite the filling of vacancies under civii service procedures, the head of the deparunent or designated representadve wIl1: 8.1(1) Make requisition for certification of eligibies to fill a vacancy within fifteen (i5) days after determining thai a vacancy exists. 8.1{2) Within fifteen (15) days aRer the deparfinent head has met with the ce�ed eligibles, he will fil] a vacancy. 8. i(3) If no eIigibility list is in effect when a vacancy occurs, the department head shall within fifteen (15) days reguest the appropriate civil service o�cials to conduct an examination for the purposes of establishing an eligibility fist. � u' � �, E 9- WORKING OUT OF CLASSIFICATIdN 9.1 Any Employee required by the Employer to perform the work duties and accept the responsibilities of a higher class, will receive the rate of pay for that class for the entire tour of duty, provided that the Employee performs these duties for at Ieast twelve (i2) hours of the tour of duty. It is understood that the higher rate shafl not apply when an Employee works in the higher class for less than tweive (12) hours of the tour of duty. axTTCLE 10 - sErno� 10.1 I�partment Senioritv. For the purposes of this Agreement department seniority shall be defined as the ]ength of continuous and uninterrupted employment in the fire department. 10.2 Seniori(y Lists. The department shail maintain at aii times during this Agmement seniority lists by department. 10.3 Loss of Denartment Seniority. An Employee witt lose acquired department seniority in the foltowing instances: 1Q3(1) Resignation 10.3(2) Discharge 10.3(3) Reiirement � • • • z � a. • u ARTICLE 10 - SE1vIORITY (Continued) 10.4 Work Force Reduction. In the event of a reduction in the department work force, such reduction shall occur on the basis of seniority in the department. � 10.5 Beduction in Rank. Reduction in rank shall be in accordance with the Civil Service Rules as of June 30, 1973. (Except as ind'acated below) 10.5(1) 10.5(2) 10 `:�; Reduction in rank for periods up to but no more than 30 consecutive calendaz days will be by platoon seniority. Reduction in rank for more than 30 consecutive calendar days shall be in accordance with ffie Personnel Rules as of June 30, 1973. There will be a,u�inunum of 3.6 regular Fire Captains appointed for ea�h engine, squad and ladder company. 10.5(4) There wilt ba a minunum of 3.6 regular Fire Equipment Operators - Fire Engineers appointed for each engine, squad and ladder company. This minimum number shall include the starred men in this position until they are phased out by normal attrition. 10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall below minimum requirements (3.6 per position), the Chief of the Fire Department will use existing eligibility lists to fill vacancies within IS calendar days. 10.5(6) , � • ru_! _r_� _�, 1. The man demoted goes to the last rank held and is assigned to the pool. 2. Vacation selections will not be affected by short term demotion (i.e., Fire Captain demoted for short term to Fire Fighter will retain his vacation selection in the Fire Captain rank.) • • �] ARTICLE 10 - SENIORITY (Continued) 10.5(7) All promoted personnel will be designated a platoon regardless of assignment. Such platoon assignment will deternrine their seniority to be followed in cases of reduction in accordance with Section 10.51. 10.6 Job 1'ransfer by Bid Syst_ern The Employer and the Union recognize the principle of senioriry. In the event of a job opening due to the promotion, transfer, demotion, retirement or demise of an empIoyee, which the employer determines sfloutd be fiIled by a lateral transfer, such transfer shall be made in accordance with the foilowing provisions. Only empIoyees with a minimum of two (2) calendar years service with the St. Paul Fire Deparnnent may bid under this section. 14.6(1) 4ti pocitions io be filled by lateral transfer shall be announced by ..1.°*�^ •lrich shall be posted -for a period of thitiy (30) days prior to the ��.e service is to commence in ffie vacant position. S�ch positions sha11 be considered open for written bid for the thirry (30) day period. � 10.6(2) For the convenience of the employer, temporary assignmenc to a vacant gosition may be made during the thicty (30) day period for wluch the � position is open for bid. Any such temporary assignment, however, shall not be of a duration in excess of two (2) days beyond the expiration of the thirty (30) day bid period. 10.6(3} Employees who desire bulletined positions shall file written applications therefor not later than 2400 hours on the date of expiration of the bid period. Such apptications shall be filed by delivery to the employee's Union o�cer of the original and o� copy of the application, both of wlrich shall be time stamped when received. The IInion officer shall be responsible for delivering the original applica6on to the employer and all such applications shall be so delivered not later than 1630 hours on the day following the cIose of the bid period. 10.6(4) Assignment to posidons for which bids have been received shall be made not later thau the secorni day following the elose of the bid period 10 • � ! �_ � ARTICLE 10 - SElvIORITY (Continued) � 10.6(5) In the event one or more employees submit bids for the same position, the position shall be filled in accord with the following: a) Except in those cases contemplated by subparagraph (b), below, the bidding employee with the greatest seniority shall be transfened to fill the position. Provided, however, that in the event that the employer determines that transfer of the most senior applicant or less senior appiicant(s) is not in the best interest of the Depamnent, another employee may be uansfened to fill the position. In every such case, however, the employer shall provide to the most senior bidder and any other unsuccessful less senior bidder(s) a written statement of the reasons and factual basis on which the decision not w uansfer him to ffiI the position was based. b) . In cases where ;`.;, ,sition to be fiIled by lateral transfer is such-xhata paramedic wh� bid therefore would, if transferred to fill the position, be enabled to make use of his paramedic skills and training, the employer may transfer the most senior paramedic who bid to fill the position without regard to the seniority of other appiicants. � 10.6(6} In the event no bid is received for a posted position, the employer may offer the position to any employee or transfer the most junior employee on the seniority roster to fill the position, or relist on subsequent bulietin. 10.6(7) When an employee bids for and is awarded a bulletined position and in the event the employer determines that the employee's former position is to be filled by lateral uansfer, the employee's former position shall be filled in accordance with the terms set forth above. 10.6(8) Employees who have bid for and been awarded a bulletined position shall not be permitted to bid for the vacancy created by their transfer until that vacancy has been filled at least once in the manner set forth herein. . • 11 ARTICLE 10 - SE1vIORITY (Continued) 10.6(9) Assignment to positions on the rescue squads shall be made in the following manner: a) A'hen a vacancy for Captain occurs, the position shatl be posted wich the other normal vacancies. The Employer shaTl filI the position witfi any Captaiu that ttas bid for the position without regard to seniority. b) When a vacancy for Fire Equipment Operator occurs, the normal bid procedure shall be used. c) Three Firefighter positions will be assigned on each rescue squad. Each Firefighter assigned to one of these positions will remain for a maximum of five years. When a vacancy for Firefighter is filied, the position shall be posted with the other normal �acancies. The Employer shaTl.�'ill the position :y�+h ��y Firefighter ,^�� `; bid for the position without�Fegard to seniorir C� 10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response Unit does not have the requ'ued Hazardons Material certification at the time of assignment, he/she shall obtain such certificarion by sadsfactorily completing the next � available training session offering such certification. ARTICLE 11- OVERTIME I1.2 Employees required to work hours in excess of their assigned tour of duty will be compensated at the rate of one and one-half (1.5) times the Empioyee's nomial rate in cash or in compensatory time at the option of the Empioyer. 11.2 {a) Employees working a forry (40) hour work week may accumulate up to a maximum of forty (40) hours of compensatory tune. (b) It is also agreed that Fire Preventioa Empioyees may accumulate up io a maximum of fifty-six (56) hours oF compensatory time. It is understood that compensatory time shall be scheduled only with the prior approval of management, and that st:ch time shatl not be scheduled so as to interfere with operations. S�ch time shall normally be scheduled in eight (8)-hour segments, except that Fire Preven6on Emptoyees may, with the approvai of the Fire Chief, take time off in four (4)-hour segments. 12 • . �,�.- gab . ARTICLE 12 - CALL BACK 12.1 Emp2oyees required to report for work by the Employer during scheduled off-duty time wiil be compensated at the rate of one and one-half (1.5} times the Employee's normal hourly rate. The minimum payment under this Article will be four (4) times the Employee's hourly rate. An early report of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an Employee for this minimum payment. 12.2 Employees required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (i-1f2) times the employee's normal hourly rate for hours worked with a minimum of four (4) hours at the employee's normal hourly rate. The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. 123 Employees required to stand-by for court appearance d�• ^�heduled off-duty time wz'1 be compensated f�r a minimum of two (2) hours base� �n the empioyee's normal hourly rate for each day he is required to stand-by, but such compensation shall not apgly where the employee is calied to court for an appeazance on the case subject to the stand-by request or for any other case. The two hour minunum compensation for srand-by shall not apply if noufication is given that the stand-by is canceled prior to � 6:00 p.m. of the preceding day. IJnless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the employee sha12 be required to contact the City or County trial lawyer or his secretary in charge of scheduling by ib00 hours the day following initiation or stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notifica[ion. 12.4 The normal hourly rate for purposes of call back or stand-by compensation sha11 be based upon the provisions of Article 2 of this Agreement. � • 13 ARTICLE 23 - MII.ITARY LEAVE OF ABSENCE 13.1 Pay Aliowance i Any Employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereinafter organized or constituted under state or federal law, or who shall be a member of the O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or navat force of the United States, now or hereafter organized or constituted under federa] law, shall be entided to leave of absence from employment without ioss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such Emgloyee is engaged with such organization or component in training or active service ordered or authorized by proper authority parsuant to taw, whether for state or federal purposes, provided that such leave shaIl not exceed a total of fifteen (15) days in any calenc3az yeat and further provided tfiat such leave shall be allowed only in case the required militarv or naval service is satisfactorily perforcned, - uicn aatl be presumed unless th: r.��t uy is established. Such leave sball not be ai':.wed unless the Employee (1) rF� _�ns to his position immediately upon being relieved from such miiitary service and not later than the expiration of the time herein limited for sach leave, or (2) is prevented from so returning by physical or mental disabitity 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. � � . � ':� Any Employee who engages in active service in rime of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which Ieave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as ue imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192, as amended from time to time and sha11 confer no additional benefits other than ihose granted by said statute. 14 � • q�- �a� ARTICLE 14 - INSURANCE � 14.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting ihe offered plans agree to accept any changes in benefits wluch a specific provider implements. 14.2 Effective for the January, 1997 insurance coverage, the Employer will contribute $300.00 per month to eligible employees who select single health insurance coverage. `I`he Employer will contribute $368.82 per month to eligible employees who select family health insurance coverage. 143 Under the "Cafeteria Plan," fuli-time, eligible employees must select at least single health insurance coverage and $S,OOO life insurance coverage. It is understood that these mandatory coverages may not be waived. However, an empioyee whose spouse is also employed by the Ci ; uf Saint Paul, and is eligible to participate in the City's heaith insurance plan, will 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 singie health insurance coverage shall be eligible for payment as unused benefit dollars. Any unused portion of the Empioyer's contribution, for which an employee is eligible, is defined as unused benefit dollars, not salary, and shall be paid to the employee as taYable income. Such payment shall be made during the month of December for the insurance year. Far employees who terminated their employment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. 14.4 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Employer. The service fee for empioyees participating in the Medical Expense Account will be paid by the employee. � 15 � ARTICLE 14 - INSURANCE (Continued) �urvivor Insurance i4.5 In the event of the death of an active employee, tke dependents of the employee shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan impmvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicable to eligibie eaziy retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizaUOn and medical benefits wluch said dependents previously had, at the premium and Employer contributioa accorded to the eligible deceased retiree. In the event of the death of an empioyee killed in the Iuie of duty, the Employ;;s: ..i?�� .. contribute 100% of the premium for either single or fatnily kealth insurance EovPZ;:ge for eligible dependents. An eligible dependent who is not enrolled in the Cit} 's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. It is further understood that coverage shall cease in the event of: 14.5(1) Subsequent remarriage of the surviving spouse of the deceased empioyee or retiree. 14.5(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Refiree Insnrance 14.6 Employees who retire mast meet the following conditions in order to be eligible for the Employer contributions listed in Articles 14.7 through 14.10 below toward a health insurance plan offered by the Empioyer: 14.6(1) Be receiving benefits from a public employee retirement act covering employees of the Ciry of Saint Paul at the time of retirement, and � �J 15 � ��-ga� ARTICLE 14 - INSURANCE (Continued) • 14.6(2) Have severed hislher relationship with the City of Saint Paul under one of the retiree plans, and 14.6(3) Have completed at least twenty (20) yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and 14.6(4) Have severed his(her relationship with the City of Saint Paul for reasons orher than an involuntary termination for misconduct. I�TII+l� 14.7 This Article shall apply to employees who: � ,,: i4_7(i) Retire o�a or hefore December 31, 1945, and -;,14:'�(2) Have not attained age 65 at retirement, and 14:7(3) Meet the terms set forth in Article 14.6 above, and 14.7(4) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to conuibute � the cost for single retiree coverage or $106.32 per month, whichever is less. For retirees selecting family coverage, the Employer will comribute the cost of family coverage or $318,41 per month, whichever is 3ess. When such early retiree attains age 65, the provisions of Article 14.10 shall apply. 14.8 This Article shall apply io employees who: 14.8(i) Retire on or after January i, 1996, and 14.8(2) Were appointed on or before December 31, 1995, and 14.8(3) Have not attained age 65 at retirement, and 14.8(4) Meet the terais set forth in Article 14.6 above, and 14.8(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65} yeazs of age, the Employer agrees to contribute a maximum of $350.Q� per month toward the premium for single or fanuly health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such earty retiree attains age 65, the grovisions of Articie 14.11 shall apply. • � 17 t�RTICLE 14 - INSURANCE (Continued) 14.9 This Article shall apply to employees who: 24.9(1) Retiree on or after 7anuary 1, 1996, and 14.9(2) Were appointed on or after January 1, 1996, and 14.9{3) Have not attained age 65 at retirement, and 14.9(4) Meet tfie terms set forth in Articie 14.6 above, and 24.9(5) Setect a heatth insurance plan offered by the Employer. LTntil such retirees reach sixty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage. Any unused portion of tfie Employer's contribution shaiI not be paid to the retiree. VJhen such early retiree attains age 65, rhe provisions of Article 14.12 shall apply. Regular Retirees (Age 65 and overj '- 14.10 This Article sha11 apgly to employees who: 14.I0(1) Retire on or before December 31, 1995, and 14.10(2} Have attained age 65 at retirement, and 14.10(3) Meet the terms set forth in Article 14.6 above, and 14.10(4) Select a health insvrance plan offered by tt:e Employer. The Employer agrees to contribute 100% of the singie or faznily premium for any health insurance plan offered to regutar retirees and their dependents by the Employer. This Article shal] also apply to early retirees who retired under the provisions of Article 14.'I when such eariy retiree attains age 65. 14.11 This Article shall apply to employees who: 14.11(1) Retire on or after Ianuary I, 1996, and 14.11(2} Were appointed prior to January i, 1996, and 14.11(3) FIave attained age 65 at retirement, and 14. Z 1(4) Meet the terms set forth in Atticle 14.6 above, and 14.11(5) Select a health insurance plan offered by the Employer. � � � • i �i1 ' � (�, ARTICLE 14 - INSURANCE (Continued) � The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health 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 shall also apply ta early retirees who retired under the provisions of Arti�le 14.8 when such ear2y retiree attains age 65. 14.12 This Article shall apply to employe�s who: 14.12(i) Retire on or after 3anuary i, 1996, and 14.12(2j Were appointed on or after January 1, 1996, and 14.12(3) Have attained age 65 at retirement, and 14.12(4) Meet the terms set forth in Article 14.6 above, and 14.12(5) Select a health insuranc� plan offered by the Employer. The Emplayer agrees to contribute a maximum of $300.00 per month toward the premium for single or famiIy health insurance coverage offered to regular 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 14.9 when such early retiree attains age 65. 14.13 The conuibutions indicated in Article 14 shall be paid to the Employer's third party administrator or designated representative. ARTICLE 15 - EXCHANGE OF TOURS OF DUTY 15.1 Voluntary exchanges of tours of dury shall be granted only after approvai by the deparcment head or kus designated representative. 15.2 No Employee shall be entitied to working out of classification pay under Article 9 as a.. resuit of any voluntary exchange of tours af duty. 19 ARTICLE 16 - VACATION 26.1 Vacation shail be granted as follows: Employees sha11 be granted in each fiscal year vacation at the rate of two and two-tenths (2.2) times the number of hours designated as the work week. After five (5) years of continuous employmenY in Employer's fire department, Emptoyees shall be granted vacation at the rate of three and twatenths (3.2) times the number of hours designated as the work week. After frfteen (15} years of continuous employmenY in Employer's fire department, Employees shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. Afrer twenty-five (25} years of continuous employment in Employer's fue depariment, Employees shall be granted vacation at the rate of four and six-tenths (4.6) times the number of hours designated as the work week. 16.2 The departmeni head may pemrit Employees to carry over into the fo2lowing fiscal year vacation time equivaIent to two work weeks. Vacation schedules shall be fixed by the department head. An Emglayee not working full-time sha12 be granted vacati�n on a pro-rata basis. =: § ° `�'�a:n• ° � 16.3 Employees separated from employment by reasan of resignation shall be granted such vacation pay as has been earned and remains unused ai the time of separation, provided notification of resignation has been sent to tlie department head, in writing, at least fifteen (15) calendaz days prior to the date of resignation. Emptoyees sepazated from � employment by reason of discharge, retirement or death shail be granted such vacation pay as has been earned and remains unused at the time of separation. Employees granted more vacadon time than earned at the time of separarion from employment shall pay the Employer for such unearned vacation. 16.4 This articie shail not apply to temporary or emergency employees. 20 • • ��-�� ARTICLE 17 - HOLIDAYS � 17.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of fiours designated as the work week. 17.2 Effective 1986 and in addition to 17.1 abave, add one additional holiday (Martin Luther King Day) to the vacarion schedule by increasing vacaflon by .2 (twatenths) times the number of hours designated as the work week. 17.3 In addition to what is provided in Section 17.1 and 17.2 above and the St. Paul Ordinance No. 6446, add one additianal tour of duty Holiday. In each yeaz of this Agreement, this tour of duty Holiday may, at the option of the empioyee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an emi :,,yet', request for hislher additional tour of d�ty Holiday time off by November i5 of ea�� .alendar year, such employee can only receiu� payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendaz year. Effective 3anuary 1, 1989, this Article 17.3 is deleted from the contract and is no longer applicable in any way. � 17.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on fhe calendar date of the holiday. 17.5 Notwithstanding Articie 17. i above, the Employer may at anytime during the life of this Agreement designate the Day after Tbanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid hoIiday list as set forth in Saint Paul Ordinance 6446. � � 21 ARTICLE 18 - RESIDENCE 18.1 The residency requiremenu as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by t3ris Agreement. 18.2 In the event the City of Saint Paui repeals or is proIubited by a superior governmental authority from imposing residency requirements for its empIoyees, the provisions in this contract regazding residency shail be of no force and effect. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE i9. i As provided in City of Saint Paul Civil Service Rules Sec6on 20. In addition to the relatives iisted in Secrion 20.B of the Civil Service Rules, accumulated sick Ieave credits may be granted in the event of the death of the empIoyee's stepparent ar stepchiid. 19.2 Tf an employee has �� accuwulation of sick Ieave credits in excess of one-hundred and eighty days, he may convert any part of such excess to vacation at tt�e nte of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each fiscai yeaz under this provision. �� 193 In the case of a serious illness or disability of an empioyee's child, pazent or household � member, the head of the department shall grant leave mith pay in order for the employee to caze for or make arrangemenis for the care of such sick or disabled persons. Snch paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to the number of hours designated to be ihe employee's work week per incident. 19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service Ru1es, may be granted one day of sick leave to attend the funeral of the employee's grandpazent or grandcIrild. 19.5 Maternity and Fazentai Leave. Pregnant employees of tfie Ciry of Saint Paul sball be eiigible for the use of paid sick Ieave and unpaid leave of absence in the same manner as any other disabied or i11 City empioyee. Sucfi paid sick leave eligibility shall begin upon cert�cation by the empioyee's attending physician that the employee is disabled in terms of her abiiity to perform the duries of her posirion or any duties assigned by the Emp2oyer. 22 � • �� -�a� • ARTICLE 19 - SICK LEAVE AND PARENTAL LEAV� (Continued) A twelve (I2) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive parent, who requests such leave in conjunction with the birth or adoption of a child. S�ch leave may be extended an additionai tweive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this Agreement. Employees who retum following such leaves of absence shall be piaced in a position of equivalent salary and tenure as the one held just prior w the beginning of their leave. 19.6 Any sick leave that was converted for vacation in accordance with Article 19.2 of this Agreement, during the fiscal years of 1990, 1991, or 1992 may be resiored to the employee's accumulated sick leave credit balance at ihe written request of the employee. - For each day of sick leave that is restored, the employee's unused 1992 vacation credits shali be reduced one-half day. In the event that the employee does not have enough unused 1992 vacauon credits from which to make the reduction, the employee's 1993 vacation credits shall be reduced by the amount which was not availahle from the 1992 � vacation credits. The parties agree that the provisions of tius Article 19.6 shall expire and shall no longer be applicable after December 31, 1992. ARTICLE 20 - FIltE FIGHTING EQUII'MENT 2�.1 The Employer wil] provide ihe foilowing fue fighting equipment for individual Bmpioyees; such as: Coats Boots Heimets Choppers Liners n LJ • 23 ARTICLE 21 - STATION SUPPLIES 21.1 The Employer will provide station supplies such as: Refrigerators Stoves Tables Chairs Soap Brass Polish Cleaning Rags Light Bulbs Chamois > _ _.:.��.> ARTICLE 22 - TELEPAONES 22,1 The Employer will provide a pubIic telephone as a back-up to the alarm system. . 22.2 Telephones installed for individual Employees or groups of Employees wi11 be at the Employees' expense. All such telephones musi be approved prior to instaIIation by the � department head or his designated representative. ARTICLE 23 - WAGE SCHEDULE 23.1 The wage schedule for the purpose of tlus Agreement shall be Appendix A attached hereto. 23.2 Forty (40) hour work week Employees reguiazly assigned to night duty (e.g.-dispatcher, inspectors and fire prevention employees) wilt receive night differential in accordance with e�cisting City rules and policies. Notwithstanding Section III B of the Saint Paul Salary Pian and Rates of Compensation, employees working in the riUe of Fire Alarm Dispatcher I or Fire Alarm Dispatcher II assigned to a twetve (12) hour shift shall be etigible for the night differentiat in accordance with Section III B of the Saini Paul Salary Plan and Rates of Compensation. C� 24 i ��'�� ARTICLE 23 - WAGE SCHEDULE (Continued) ' 233 Any employee in any tide in this bargaining unit who is appointed to any of the title Iisted below on or after February 1, 1988 shall be paid according to the salary range as shown in Appendix "A" for appointrnents to such tide on or after 7anuary 1, 1988 or on or after February 1, 1988 whichever applies. Fire Alarm Dispatcher I Fire Alarm Dispatcher II Fire Inspector Fire Investigator ARTICLE 24 - UNIFORM ALLOWANCE 24.1 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined un:•=:r•� The 1972 base cost of the uniform is stipulated and attached as Appendix B. 24.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30,00) Dollars gteater than that provided herein for other employees. . ARTICLE 25 - LEGAL SERVICES 25.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, the Employer shatl defend, save harmless and indemnify an Employee, and/or his 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 the Employee's duties. 25.2 Notwithstanding Article 25.1, the employer shalI not be responsible for paying any legal service fee or for providing any legal servic,� arising from any legal action where the employee is the Planstiff. L� 25 � ARTICLE 26 - SEVERANCE PAY 26.1 Effective 7anuary 2, 1988 the employer shali provide a severance pay program as set forth in this Article 26. 26.2 To be eligible for the severance pay program, an empioyee must meet the following reqniretuents: 26.2(1} The employee must be voluntarily separated from City employment or have been subject to separation by iay-off or compuisory retirement. Those employees who are diseharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eIigibie for the City severance pay program. 26.2(2) The employee must file a waiver of reemployment with the Human Resources Director, which wiII cleazly indicate that by reanPSting severance pay, the employee waives all ctaims to reinst. PTM�• or reemployment (of any type), with the Ciry or with Inde�....ent School District No. 625. 26.2(3) The employce must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separatioa from service. 26.3 If an employee requests severance paq and if the employee meets the eYigibility requirements set forth above, he or she wi�i be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of sepazation for each day of accrued sick Ieave subject to a maximum as shown below based on the number of years of service in the Fire Department. Years of Service With the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 1Q,000 26 CJ � • • q�-ga� ARTICLE 26 - SEVERANCE PAY (Continned) � However, any employee separated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifry (1,850) hours of sick leave credits and at least 25 years of service at tl�e time of hislher sepazation from service shall be granted severance pay in ihe amount of thirty thousand dollars ($30,000). 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 allowed 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 dollars ($10,000} each. The annual payments shall be made in February of each year. The first payment shall be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 26.4 For the purpose of this severance program, a death of an employee shall be considered as separation of empioyment, and if the employee would have met all of the requirements set forth above, at the tune af his or her death, payment of the severance pay may be made to the employee's estate or spouse. � 26.5 For the purpose of this severance program, a transfer from the Ciry of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the Ciry severance program. 26.6 The manner of payment of severance in amounts of ten thousand doilars ($10,000) or less shaU be made in accordance with the provisions of City Ordinance No. 11490. 26.7 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 articie conflict with said ordinance and in such cases, the provisions of this article shall control. • • 27 ARTICLE 27 - INCAPACITATICIN 27.1 Any physical incapacitated Employee unable to perform normal work duties may be assigned at the direction of the department head to perform the duties of Fire Alarm Dispatcher I, Fire Aiarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Employees so assigned by Yhe departmenY head wi�l receive their regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After one hundred anQ eighty (18Q) days, Employees so assigaed wilt receive their regular gay rate or the Fire Atarm Dispatcher II pay rate, whichever is lower. 27.2 Notwithstanding Article 27.1, any physicaIly incapacitated employee appointed to a title covered by this Agreement prior to January 1, 1490 who is nnable to perform normal work duties may be assigned ai Lhe direction of the department head to perform the duties of Fire Alarm Disgatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Empioyees so assigned by We department head will receive their regulaz rate of pay for the period of such assignment. � 27.3 Employees injured during the course of employment and thereby readered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that itt such cases, the cwelve (22) month period shall first be uritized and oniy when same is exhausted shall accumulated sick leave be applicable. � 27.4 Employees disabled through injury or sickness other than specified in Section 27.3 above shall receive full wages for a period equal to accumulated sick leave, plus s'vc (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the suc (6) months, or any part thereof, shalt be applicable. It is further understood that the six (6) month period shall be available only in those years where the Iast available Annual Report of the City Civil Service o�ce shall show average sick ieave used per Fire Depardnent Employee (based on the 2972 Annual Report method of calculating sazne), of eight (8) days or tess. 27.5 Employees injured or incapacitated by illnesses in the line of duty shali be endded to reinstatement at any time within five (5) years from tfie date of injury or incapacity provided tfiey are physicaIIy capable of resuming their job. 27.6 Except as specifically provided in ttus Article, a11 illness and incapaciry rules and policies previously in effect shail continue. � • � �, i- �% ARTICLE 28 - CITY MII,EAGE • 28.1 Aufomobile Reimbursement Authorized: Pursuant to Chagter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 28.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department Head. Tv_, n__e 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the empioyee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually usecl in perfornring the duties of the employee's position. In addition, the employee shall be reimbursed $.15 per mile for each mile actuaily driven. If such employee is required to drive an automobi3e during employment and the deparanent head or designated representative determines that an employer vehicie is-, available for the employee's use but the empioyee des'ues to use his/her own automobile, then the employee shall be rennbursed at the rate of $.15 per mile driven and shall not be elagible for any per diem. � Tv�,n,_e 2 If an employee is required to use hislher own automobile REGCTLARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed $.15 per mile for each mile actually driven. If such employee is requ'ued to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the emp2oyee desires to use hislher own automobile, then the employee shail be reimbursed at the rate of $.15 per mile driven and shall not be eligible for any per diem. 28.3 The City will provide pazking at the Civic Center Pazking Ramp for City employees on' either of the above mentioned types of reimbursement plans who are requ'ued to have � their personal car available for City business. Such parking wilI be provided only for the days the employee is required to have his or her own personal car available. � • 29 ARTICLE 28 - CITY MILEAGE (Continued) 28.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shalt coniain the requirement that recipients shall file daily reports iadicating miles driven and shall file monthly affdavits stating the number of days worked and the number of miles driven, and further require thac they maintain automobile liability insurance in amounts of not less than $100,Q00/$300,000 for personal injury, and $25,000 for property damage, or Iiability insurance in amounts not less than $300,000 singte limit coverage, with tfie City of 3aint Paul named as an additional insured. These mles and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 29 - PAID TIl�TE OFF FOR NEGOTIATIONS 29.1 Employees elected to office in Local 2I shail be granted reasonable time off to meet with City officials for contract negotiations wiihont loss of pay. The number of employees permitted to attend such negotiations shalt be limited to two at any o� meeting and such employee sball give prior reasonable nodce for such absenee and receive approval of the emptoyee's designated supervisor. . ARTICLE 30 - MAINTENANCE OF STANDARDS 30.1 The parties agree that all co�litions of employment retating specifically to wages, hours � of work, vacations, holidays and sick leave except as modified by tlus agreemeni shall be maintained at not less than the minimum standard as set forth in the Civii Service Rules of the City of Saint Paul, (ResoIuuon No. 3250) and Resoluuon No. 6446 at the tune of the signing of this Agreement, and these conditions of employment shall be improved wherever spec�c provisions for improvement are made elsewhere in this Agreement. It is spee�cally agreed that the Civil Service Rules set forth above aze not a part of this contract and that ihese rules shall oaly be amended by the present legislative process by the Civil Service Commission and the City Council. • 30 • �� - �a� ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND • EMTA ASSIGNMENTS 31.1 The premium pays as defined in this Article 31 sha11 be limited to employees covered by this agreement who have at least three (3) years of service with the Department. The Employer reserves the right to pay such premiums to employees with less than three years of service in the Departrnem providing such employee hoids the required certificarian. 31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life support unit as a Pazaznedic shall be paid a differential of ten percent (10%) of hislher regular base rate. Effecrive 7anuary 1, 1994, this premium pay shall be increased nine dollars and sixty-six cents ($9.66) biweekiy. Oniy employees who have satisfactorily completed all required Paramedic training shall be eligibte for such assignment and pay differential. Effective September 28, 1996, the following amendment is added to this section: +2%(12%) after 5 years in program +1%(13%) after 10 years in program + 1�(14 %) after I S yeazs in program � 31.3 Premium Pay for EMfi. All employees in all titles will be required to become certified as an EMT and to maintain such certification as a term and condition of employment. However, any employee originaily appointed to a dtle covered by this Agreement prior to January 1, 1980 who is not certified as an EMT shall not be required to become certified. Such empioyees may choose to become certified. Once certified such employee must maintain their EMT certification as a term and condition of employment. Any employee who was originally appointed prior to January i, 1980 to a titie covered by this Agreement who is certified as an EMT must maintain their certification as a term and conditian of employment. Any employee who is assigned to an advanced life support unit or a basic life support unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differenrial of six percent (6%) of hisJher regular base rate. Effective January 1, 1994, this premium pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly. • � 31 ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS (Continued) Employees certified as an EMT but who are not assigned to an ambulance unit shall receive a differential of three percent (3%) of hislher regular base rate. Effective January 1, 1994, this premium shail be increased two dollazs and ninety cents ($2.90) biweekly. Only emptoyees who have satisfactorily completed ali required EMT training shalt be eligible for such assignment and gay differential. Any empioyee who is assigned to a unit as an EMT-I/I? shall be paid a di€ferential of eight percent {8%) of his/her regulaz base rate. 31.4 Premium Pay for Hazardous Maferials. Any employee who is assigned to a e��gnated hazardous materials response unit or who is permanentiy appointed as a Fire !�aining Assistant shatl be paid a differential of eight percent (8%) of hislher regalar base rate. Effective 7anvary 1, 1994, ttus premium pay sha12 be increased seven doilars and seventy-two cents ($7.22) biweekly. 31.5 Qualified Pool personnel shall be eligible for ihe EMT and Paramedic premium pay on the same basis as quaIified assigned personnel. 31.6 It is ¢nderstood ihat no premium pay shait be applied on any other premium pay. 32.7 Effective the fust fu11 pay period in 1996, employees shall receive a one percent (i �) premium for the maintainence of EMT Certification. Article 31.6 dces not apply to flvs provision. Article 31.1 would remain in effect for tlus provision. ARTICLE 32 - DRUG AND ALCOHOL TESTING 32.1 Policy: The Fire bepartment recognizes illegal drug and alcohol usage as a threat to the public welfaze and the employees of tfie department. Thus, the Fire Department wili take the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It �s the goat of this policy to prevent and rehabilitate rather than temvnate the employment of workers who are abusing drugs or alcohol. No member of the Fire Department shall be discharged for illegal drug or alcohol nse without first having been offered the opportunity to discontinue vse either through personal choice or by treatment for chemical dependeney, if such treatment is needed. The Union agrees, at the Employer's request, to re-open �gotiations of this Articie during the term of this Agreement. 32 � � • i �1 �� ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.2 Informing Employees About Drug and Alcohol Testing: All employees wiil be fuliy informed of the Fire DepartmenYs drug testing policy before testing is administered. Employees will be provided with information concerning the impact of the use of drugs or alcohol on job perfotmance. In addition, the employer shail inform the employees of how the tests aze conducted, how well the tests perform, when the tests will be conducted, what the tesis can determine, and the consequences of testing positive for drug or alcohol use. All newly hired employees will be provided with this information on their initial date of hire. I3o empioyee shall be tested until this information is provided to him. 32.3 Employee Testing: No employee will be tested for drug or alcohol abuse uniess there exists probabie cause to believe that the fire fighter to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the o�cer in chazge of the unit. The officer in c: uge �ust document in writing who is to be tested and why the testing, �as ordered: Failure to follow any of these procedures shall result in the eliminatiori of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee. 32.4 Urine collection shall be conducted in a manner which results in a legalty acceptable � sample as weli as providing a hlgh degree of securiry for the sample, freedom from adulteration of the sample, the bighest possible accuracy of the clinical results while at the same time greserving the dignity of the employee. Administrative procedures shall be such as to grevent the submission of fraudulent tests. When appropriate, biologic testing of the samples may be included as part of such adminisuative procedures. In testing which could result in employee discipline, if the test result is positive, a spiit sample shall be reserved for independent analysis which shall be performed at the request of the affected employee. i3pon request, an employee shall be entitled to the presence of a union representative before testing is administered. 32.5 Testing Procedures: All samp2es shail be tested for Chemical Adulteration, Nazcotics Cannabis, PCP, Cocaine, Amphetanunes, Alcohol and Sedatives. The testing shall be;� done by a Selected Laboratory and the following standards shall be used: - • � 33 A,RTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) Drug Testing Standards Alcohol � � � r • ��.�- .�� - Cocaine metabolites BenzoyIecgoninQ .OZ wncentration as shown by an anaiysis of urine Drug or Initial Test metabolite detecked levei n�/ml • ��.�- . � �- ' �.a�i .0 �' 1,000 ng/ml 1 e � 4g/IIll 300 nglmi 15 ng/mi 300 ng/utl 300 ng/ml 25 ng/mi 300 ng/mI 1,000 ng/ml 3,OOQ ng/mI 2,000 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml Marijuana metabolites delta-9-THC-9-COOH Opiate m�tat�n�s3e� .. _eine � 1'otal Morpkine Phencyclidine Barbiturates Benzodiazepine metabolites Methadone Methaqualone Propoxyphene PCP Secobazbital Pentobazbital Phenobazbital Bntabarbital Oxazepam Methadone MetUaqualone Propoxyphene Norpropoayphene � GC/MS Conf'u-mallon S00 ng/ml $� llg/All 150 ng/ml 15 ng/ml 30Q ng/ml 300 ng/ml 25 ng/ml 1,000 ng/ml ,i 1,000 ag/ml 2,000 ng/ml 1,000 ng/ml 300 ng/m1 300 ng/ml 300 ng/ml 30Q ng/ml 300 ng/ml Any sample which has been aduiterated or is shown to be a substance otfier than urine shalI be reported as suct►. AII saznples which test positive on a screening test shall be confirmed by gas chromatography-mass spectrophotometry, and no records of unconfirmed positive tests shali be released or retained by the laboratory. 34 • • ;_ . ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) . Testing shali be conducted in a manner to insure that an employee's legal drug use does not effect the test resulu. All results shall be evaluated by a suitably trained occupational physician or occupational nurse prior to being reported. Test resuits shall be treated with the same confidentiality as other emgloyee medical records. The test results shall not be reported ouuide the Fire Department. 32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit drugs shall be medically evaluated, counseled and treated for rehabilitation, if required. In addition, at any time an employee may voluntarily enter the chemical dependency program without fear of disciplinary actions against him. This Program is designated ta ,��v:',: care and treaunent to employees who are in need of rehabilitatio�. Details concer ueatrnent any employee receives at this Program shali remain confidential and shall not be released to the public. The employee shall be responsibie for the cost of treatment. No employee shall be relieved or transfened to other than his usual duties on the basis of one test result although the employee may be re-evaluated for his duty assignment. � When undergoing treatment and evaluation empioyees shall receive the usual compensation and fringe benefits provided at their assigned position. 32.7 Right of Appeal: Each empioyee has the right to challenge the results of drug or alcohol testing in the same manner that he may grieve any managerial action. 32.8 Duty Assignment After Treatment: Once an employee successfully completes rehabilitation, he shall be retumed to his regular dury assignment. Employee reassignment during treatment shall be based on each individual's circumstances. If follow-up care is prescribed after treatment, this may be a condition of employmem. Once treatment and any foilow-ug care is compieted, at the end of two years the records of treaunent and posidve drug or alcohol test results shali be retired to a closed medical record. The empioyee shaii be given a fresh start with a clean administradve record. 32.9 Right of Union Participation: At any time, the Union, upon request, will have the right to inspect and observe any aspect of the drug and alcohol testing program with the exception of individual test resuits. The Union may inspect individual test results if the release of this information is authorized by the employee involved. � i 35 ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at ffie behest of the employer. The Fire Department shaIl be soIely liable for any legal obtigations and costs azising out of the provisions and/or appiicarion of this collective bargaining agreement relating to drug or aicohol testing. '£he Union shatt be held harmless for the violation of any worker rights arising from the administration of the drug or aicohol testing program. 32.11 Conflict with Other Laws: Ttus Article is in no way intended to supersede or waive an emgloyee's federat or state constitutional righu. ARTICLE 33 - DISCIPLINE 33.1 The Emp2oyer may dis;:abn� emgToyees in a*; ..� ``� forms listed beIow: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with The concept of progressive discipline. Employees who are disciplined pursuant to the tern�s of this Article may appeat the Employer's disciplinary action through either the grievance procedure set forth in Article 6 vf this Agreement or to a civil service authority pursuant to the rules aad procedures of such authority. ARTICLE 34 - TUITION REIlVIBURSEMENT 34.1 Effective 7anuary 1, 1994, an employee who has successfully completed a course in the required Apprenticeship Program will be reimbursed for the course upon successful completion. The maximum amount of reimbursement shall be $1200 over the three (3) years af the Apprenticeship Program. � � • • �1 �� • � ARTICLE 35 - DURATION OF AGREEMENT 35.1 Ilnless offierwise specifically noted herein, this Agreement is effective the date of signing by the Employer and the Union and shall continue in fu11 force and effect through the lst day of 7anuary, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either pany desiring to amend or modify this Agreement shall natify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1984. WITNESSES: CITY OF SAINT PAUL BY: Ma� rney Director of Labor Relations Dated at Saint Paul, Minnesota S� ��` �� INTERNATIONAL ASSOCIATION OF FIItE FIGHTERS, LOCAL NO. 21 BY: a Gary Olding, Pr �iden� BY: Pauick Smith cretary ; / j,/ � Edmond Hanson,Treasurer 37 :• � � APPENDIX A BIWEEKLY RATE5 Two percent (2 %) increase Qne half percent (.5%) increase Two-tenths percent (.2 %) increase Salary ranges applicable to tifles covered by this Agreement shall be as shown below: Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: Effective A 12-21-96 1311.98 Q7-19-97 1318.54 12-2Q-97 1321.18 FIl2E ALARM DISPATCHER I FIFLE FIGHTER FIltE INSPECTOR B C D E F 1377.09 1445.48 1503.45 1579.$7 1643.53 1383.98 1452.71 1510.97 1587.77 1651.75 1386.75 1455.62 1513.49 1540.95 1655.05 FIRE ALARM DTSPATC�IER II Effective A B C D E F 1dYR. 15YR, 12-21-96 1351.04 1418.14 14$8.60 1548.28 1626.98 1692.56 1779.97 1823.77 07-19-97 1357.80 1425.23 1496.04 155b.02 1635.11 1701.02 1788.87 1832.89 12-20-97 1360.52 1428.08 1499.03 1559.13 1638 38 1704.42 1792.45 1836.56 Effective 12-21-96 07-19-97 12-20-97 Effective 12-21-96 01-19-97 12-20-97 12-21-96 07-14-47 12-20-97 A 1416.18 1423.26 1426.11 A 1546.47 1554.20 1557.31 A 1646.27 1654.50 1657.81 PIIZE ALARM DISPATCHER I FIRE EQiIIPMENT OPERATOR B C D E � 1486.53 1560.41 1622.98 1705.51 1774.26 1493.96 1568.21 1631.09 1714.04 1783.13 1496.95 1571.35 1634.35 1717.47 1786.70 FIRE ALARM DISPATCHER II FTRE CAPTAIN FII2E PREVENTION CAPTAIN FIRE TRAINING ASISTANT B C D E F 1623 3 1 1704.03 1772.37 1862.58 1937.68 1631.43 1712.55 1781.23 1871.89 1947.37 1634.69 1715.98 1784.79 1875.63 1951.26 lOYR. 15YR. 172$.41 1770.88 1737.05 1779.73 1740.52 1783.29 lOYR. 1865.94 1875.27 1879.02 lOYR. 2037.86 2048.05 2052.15 q�-�a� 15YR. 1911.83 192139 1925.23 15YR. 2087.9? 2098.41 2102.61 FIREJARSON INVESTIGATOR B C D E F lOYR. 15YR. 1728.11 1814.07 1886.97 1982.92 2062.86 2169.45 2222.74 1736.75 1823.14 1846.40 1992.83 2073.17 2180.30 2233.90 1740.22 1826.79 I900.19 1996.82 2077 32 2184.66 2238.37 A-1 q�-�a� � APPENDIX B Unit Price Regulaaon "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00 Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Ranking O�cer's white uniform shirt, long sleeve, VJest Point 7500C ........... $ 6.50 Ranking Officer's white uniform shirt, short sleeve, R'est Point 75WC .,........ $ 6.00 Jersey type long sleeve sweat shirt, navy biue - Wilson 8632 . . . . . . . . . . . . . . . . . $ 3.30 Iersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . $ 330 Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Fechheuner Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25 Jacket - Light weight, waist style Fechheimer 1t3210a . . . . . . . . . . . . . . . . . . . . . . $10.00 Surcoat - Energy lOQFD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . $30.75 Parka - Navy - Butwin 111SP Regular sizes 34-4b . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $39.00 Exuasizes48 ................................................ $42.90 50 ............. ......................................... $44.85 52 ........... ...........................................$49.Q0 I .ong ...................................................... $42.90 Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 ......... $ S.bO SEWTNCz COSTS: No cost when ordered with jacket otherv✓ise . . . . . . . . . . . . . . . $ 1.00 Caps � Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25 8pt.Midwest-N.W..,. ......................................... $4.25 Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45 Shoes Wedge style oxford - Red Wing shce #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Slip on style oxford - �LOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50 Slip an style oxford - FLOAT-AWAYS �{I5318 . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Lace style o�'ord - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Slip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.95 Siip on style oxford Weinbrenner 1435 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $12.00 Lace sryle oxford TS1S2 Mocc toe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace styie o�ord Weinbrenner 1225 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Socks Munsingwear�E40 ..............................................$ .65 Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65 Ties - black, 4-in-hand, or snap-on sryle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1.00 • i � Council File # q� — 5�.� ��l�� Presented by Referred To Green Sheet # 35895 Committee Date . RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 1997 Collective Bazgaiuing Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. Requested by Department of: Office of Labor Relations BY: ��{�t � ° °`q Form Appr ed by ' ttorney By: � ��\�!f �� R�' Date c °� RES�LUTION PAUL, MINNESOTA Approved b�or for Submi sion to Council By: ` Adopted hy Cauncil: a�-ba� ATTACFIlVIENT TO GREEN SHEET 1997 International Association of �Yre Fighters AF`L-CIO Loca121 Below represents the changes for the 1997 Collective Bazgaiuiug Agreement between the City of Saint Pau1 and the International Association of Fire Fighters AFL-CIO Local 21 DURATIOl�i This contract wi11 be effective January l, 1947 through December 31, 1997. 2. WAGES Effective 01/01J97: 2.0% base wage increase Effective Q8lO1(9Z �.5% base wage increase. Effective ] 2l31l97: 0.2% base wage increase. ACTIVE HEALTH INSURANCE Below are the City contribution levels to health insurance premiums for active employees. The Cit� will return any unused benefit dollars to the employee. Single Family 01/01197 $300.00 No increase $368.82 Represents 50% of the increase F:�I.ABREL\CONTAACT�FIRE\19971ATTACH91 DEPAR3'MENT/OFFICElCO�CIL: DATE INII7ATED GREEN SHEET NO 35895 `� �� LABOR RELATIONS 5-22-97 CON7'AC!' pERSON & PHONE: q w171nrJnATE IMTTaLnq7'E Ji1LIE KRAUS 266-6513 nssrcx t nErnxTn�rn' n� a crrY covrrcn. NUMBER 2 CITY ATTORNEY 4 Ej23 CITY CLERK MU�ON COI3NCIL AGENDA BY (DATE) FOR BUDGET DIIL FIN. & MGT. SERVICE DIIt ROUTING 3 MAYOR (OR ASST.) c� ORDER d� TOTAL # OF SIGNATURE PAGES_I (CLIP ALL LOCATIONS FOR SIGNAI'ORE} ncnox nEQUESrEn: This resolution approves the attached 1997 Collecrive Bargaining Agreement between the City of Saint Paul and the International Association of Fire Fighters, AFL-CIO Loca121. RECOMIvtENDATIONS: Approve (A) or Reject (A) PERSOIVAL SERVICE CONTRACTS MUST ANSWER Tf� FOLIRWPIG QOESTIONS: PLANNING COMM[SSION CML SERViCE COMI��IlSSION 1. Has this person/fum ever worked under a contract fm this depazUnrnY! C1B COMM{TI'EE Yes No _STAFF 2. Has this personlfum ever been a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COl7NCIL OB3EC'tiVE? 3. Does this person/fum possess a skill not nomtally possessed by any curtent city employce? Yes No Expiaio ali yee answers ou sepsrate sheet aed attacd to greeu s6eet INITIATING PROBLEM, ISSUE, OPPORTIJNITY (W ao, W� , Wheo, W here, W hy}: � � JUK 23 1997 nuvnNracES iFnerxovEn: An Agreement in place through December 31, 1997. ��Y��'5 p��'�� DISADVANTAGESIFAPPROVED: NOIIC. nisnnv.v�rrncES iF xor nerxovEn: No settlement reached. Parties would be subject to interest azbitration to settle disputes on terms of agreement. TOTe1L AMO[7NT OF TRAIVSACfION: See Atfached Uniform Settlemeat Form COSTlAEVENUE BUDGETED: FUNDING SOURCE: ACTSVITY NUMBER: FINANCIAI, INFORMATiON: (EXPLAIl�i) \� � �� f � .�� " ., . ' ' ., t - _ q�[ �� ` � - � . � �-_ � � _ - 1997 � �. ' � � � � - - - �G1tEEMEN`fi ° ,. - � o _ : , �. - _. � - � � � . . _ � , - . , _, ., � � - - . - _ �betwee� �., � - _ x � s_. = �;. , � - -�_ � _ , _ _ � 1 �_ � � . � - � TH�� C��'Y� OF SAINT �PALTI� , 4 � � � � � � � � < � _ .�. � .� -� � .;� . A .� . Y L�' � � �� a � ' h r � . , . ,.'", ' � . r , " x . ., .� �-.. . . � ' ,-_ ... ` :. . ... , r ,� J.1iiJ �iI�V,��./�� L'al��Li1L'��1�1r �� L'..; L n 1'. ..�� ' � ,� � �y��.. � . , ,... . .. ,a _ a.. � . s . ` ,� . . . � :" _ - _ 9 r t . . : � ,. ... .. r . � _ i � �. ' . ' - . .�� _ y i _ 1 i . _ ' )._ " Y� � - ' � � .. '..� �' c ��',. '�\/..iV LV-V�l� _ _. '�� ; .. .. �- _ - _ < ` � - 1 fy INDEX � • •_ ARTICLE TITLE PAGE r1 LJ a • Preamble ........................................ii i Purpose .........................................1 2 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i 3 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 4 Security .........................................3 5 Employer Authoriry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 6 Employee Righis - Grievance Pracedure . . . . . . . . . . . . . . . . . . . . 4 7 Saving Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 8 Position Openings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 9 Working Out of Classiflcation . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 10 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 11 12 13 14 15 Overtime .......................................12 Ca1lBack ...........o ...........................13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Insurance ................................. ...... 15 Exchange of Tours of Buty . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 16 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 1? Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 18 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 14 Sick Leave and Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . 22 20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 21 Station Supplies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 22 Telephones ......................................24 23 Wage Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 24 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 25 LegalService .....................................25 26 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 27 Incapacitation .................................... 28 28 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 29 Paid Time Off For l�iegotiations . . . . . . . . . . . . . . . . . . . . . . . . 30 30 Maurtenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 31 Premium Pay for Paramedic and EMTA Assignmenu .......... 31 32 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 33 Discigline .......................•••.._.......•-•36 34 Tuition Reunbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 35 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Appendix A ..................................... A1 Appendix B ......................................Bi �� gab � PREAMBLE This Agreement between the City of Saint Paul, hereinafter refened to as the � � Employer, and the International Association of Fire Fighters AFL-CIO Locai 21, hereinafter refened to as the Union. The Employer and the Union concur ihat tlus Agreement has as iu basic objecuve the promotion of the mutual interests of the Ciry of Saint Paul and its employees to provide the irighest level of services by methods which wiil best serve the needs of the general public. ii 1 ' • _ ,. ARTICLE 1 - PURPOSE • 1.1 T'he Employer and the Union agree that the purpose of entering into tius Agreement is to: 1.1(1) Achieve orderly and peacefulrelations. 1.1(2} Establish the fuil understanding of the parties concerning terms and conditions of tlus Agreement. 1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the applicadon ar interpretation of this Agreement. 1.1(4) Place in written form the parties' agreement upon terms and conditions of employment for the duration of this Agreement. ARTICLE 2 - DEFIrTITI�NS 2.1 2.2 23 i 2.4 2.5 2.b 2.7 Union: International Associarion of Fire Fighters AF:.-CIO Loca121. Employer: The Ciry of 3aint Paul. Union Member: A member of the International Associauon of Fire Fighters AFL-CIO Local 21. Employee: A member of the exclusively recognized bugaining unit. Vacancy: As determined by the department head, a funded position opening in a class specified in Articie 3.2. Position: Any specific o�ce, employment ot job in the Fire Department in a class specified in Article 3.2. Tour of Duty: A. For a fifty-six (56) hour work �veek employee: The performance of }ob duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (2A) hour period fram 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendaz day. � ARTICLE 2 - DEFIIVITIONS (Continued) B. For a forty (40) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and vninterrapted eight (8) hour periad within a calendar day. For employees working under the title of Fire AIarm Dispazcher I or the title of Fire Alarm Dispatcher II this shall be a twelve (12) hour period including a 35 minute unpaid tunch break. 2.8 Seniarity: An Employee's length of continuous emp2oyment in the Employer's Fire Department. 2.9 Department: The fire departrnent of the Ciry of Saint Paul as established and amended from time to time pursuant to Section 9.01 of tha City Charter. 2.10 Overtime: Work performed by an Employee in excess of the Emplo, eP �:aur of duty by order of the EmpIoyer. 2. l i Overtime Pay: Overtime pay for tfie purposes of Articles i i and 12 will be based an a fifty-six (Sb) hour work week. � 2.12 Work Week: Tfie work week for empIoyees working twenty-four (24) hour tours of • dnty will be an averaged fifry-six (56) hour per calendar week. The work week for employees wortdng tweive (12) or iess hour tours of duty wiil be forty hours per calendar week. 2.13 Call Back: A call to report for work by the Employer dnring an Employee's scheduled off time. 2 r7 L � q� � ��,6 ARTICLE 3 - RECOGNITION • 3.1 The Employer recognizes the Union as the exclusive representarive for the purpose of meeting and negotiating the terms and conditions of employment for all eligible personnel under Minnesora Statutes. 3.2 Job classes which are within the bargaining unit and covered by this Agreement aze as follows: Fire Alarnt Dispatcher I Fire Alarm Dispatcher II Fire Captain Fire Equipment Operator Fire Fighter Fire Inspector Fire Investigator Fire Prevention Captain Fire Training Assistant F'ue/Arson Investigator 3.3 In the event the Bmpioyer and the i3nion are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. � ARTICLE 4 - SECURITY 4.1 The Emplayer shall deduct from the wages of Employees who authorize such a deduction in writing an amount necessary to cover montbiy Union dues and assessments. Such monies shall be remitted as directed by the Union. 4.2 The Union may designate Employees from the bazgaining unit to act as stewards and shall inform the Employer in writing of such choice. 4.3 The Employer shall make space available on bulletin boazds for gosting Union notice(s) and announcement(s}. 4.4 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the city as a result of any action taken or not taken by the city under the provisions of this articie. 4.5 The Union agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paui from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Union. • � ARTICLE 5 - EMPLOYER AUTHORITY 5.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordauce witk appticable laws and regulations of appropriate authoriries. The righu and authoriry whicfi the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 I3efinition of Grievance A grievance is defined as a dispute or disagreement as to the interpretation or appiicauon of the specific terms and conditions of ttris Agreement. It is specificaIIy understood that any maiters governed by civil service rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafrer seL forth. No disciplinary action whieh may be appealed to a civil service authority will be considered a grievance and subject to the grievance procedure fierein. � 6.2 Union Representatives The Employer will recogni2e Empioyee Representatives designated by the Union as the grievance representatives of tfie bargaining unit having the duties and responsibiIities established by this Article. The Union shalt notify the Emptoyer in writing of the names of such Union Representatives and of the'u successors when so designated. The � Emptoyer shail notify the Union in writing of the name or names of the Employer's grievance representatives and of tfieir successors when so designated. 6.3 Processing of Grievances It is recognized and accepted by the Union and the Employer that the processing af grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and sha11 therefore be accomplished during nomiat working hours only when consisteni with such Employee duties and responsibilities. The aggrieved Employee and the Unian shatl be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided the F�ployee and the Union have notified and received the approval of the designated supervisor who has determined that such absence is reasonabie and would not be detrimental to the work programs of the Bmployer. 0 � � Q�-g�� ARTICLE 6- EMI'LOYEE RIGHTS - GRTEVANCE PROCEDURE � (Continued) 6.4 Procedure Grievances, as defined by Secrion 6.1, shall be resolved in conformance with the following procedure: 5tep i: An Employee claiming a violation concerning the interpretation or applicarion of this Agreement shall within twenty-one (21) calendar days after such alleged violation has occurred present such grievance to the Employee's supervisor as designated by the Employer. The Bmployer-designated representative will discuss and give an answer to such Step i grievance within ten (10) calendar days after receipt. A grievance not resolved in Step i and appealed to Step 2 shall be placed in writing by the Union setting forth the nature of the grievance, flie facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appeated to Steg 2 within ten (10) calendar days after the Employer-designated regresentative's final answer in Step 1. Any grievance not appealed in writing � to Step 2 by the Union within ten (10) calendar days shall be considered waived. Step 2: If appealed, the written grievance shall be presented to and discussed with ihe Employer-designated Step 2 representative. The Employer-designated representative shali give the Union the Smployer's Step 2 answer in writing within ten (10) calendar days after ihe receigt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 by the Union within ten (10) calendar days following the Empioyer designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shali be considered waived. �� •, 1. If the grievance has not been satisfactorily resolved at Step 2, either the Union or the Employer may, within ten (10) calendaz days, request mediation. If the parties agree that the grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thirty � (30) days of the assignment. � 5 ARTICLE b- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE . (Continued) 2. Grievance mediadon is an optionai and voIuntary part of the grievance resolution process. It is a supplement to, not a subsriwte for, grievance arbitration. When grievance mediation is invoked, the contraccual time lunit for moving the grievance to azbivation shatt be delayed for the period of inediadon. The grievance mediation process sha11 be inforcnal. Rules of evidence shall not apply, and no record shall be made of the proceeding. Both sides shaIi be provided ample opportunity to present the evidence and argument to support the'u case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation . for setTlement. Either parry may request that the mediator assess how an ;_ arbitrator might rule in this case. 5. Tke grievant shatl be present at the grievance mediation proceeding. If the grievance is resoived, the grievant shali sign a statement agreeing to accept the outcome. Uniess the parties agree otherwise, the outcome sha11 not be precedential. � 6. If the grievance is not resolved and is subsequenfly moved to azbitrarion, such proceeding shatl be de novo. Nothing said or done by the parties or the mediator during grievance mediation with respect to the"u positions concerning resolution or offers of set7lement may be used or refened to during arbitration. Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be sabmitted to arbivarion by the Union subject to the provisions of the Public EmpIoyment T.abor Relations Act of 197i as amended. The seiection of an azbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. 6.5 Arbitrator's Authority A. The azbitrator shall have no right to aznend, modify, nullify, ignore, add to, or subtract from the tetms aud conditions of the Agreement. The arbitrator shall consider and decide onty the specific issue(s) submitted in writing by the Emplayer and the Union, and shail have no authority to make a decision on any other issue not so submitted. . 6 • / • �� • ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE • (Continued) B. The arbitrator 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 tfie force and eff�t of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following close of the hearing 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 arbitrator's interpretation or application of ihe express terms of the Agreement and to the facts of the grievance presented. C. The fees and elcpenses for the arbitrator's services and proceedings shall be bome equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and wimesses. If either party desires a verbatim record of the pzoceedings, ii 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 eq�ally. 6.6 Waiver If a grievance is not presented within the time limits set forth above, it shall he considered "waived". If a grievance is not appealed to the next step within the � specified time lunit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to treat the grievance as denied at the step and 'unmediately appeal the grievance to the next steg. The time lunit in each step may be extended by mutual written agreement of the Employer and the Union in each step. ARTICLE 7 - SAVINGS CLAUSE 7.1 In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree na appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in fuli force and effect. The voided provisions znay be renegotiated at the request of either party. • • ARTICLE 8 - POSITION OPENINGS 8.1 To expedite the filling of vacancies under civii service procedures, the head of the deparunent or designated representadve wIl1: 8.1(1) Make requisition for certification of eligibies to fill a vacancy within fifteen (i5) days after determining thai a vacancy exists. 8.1{2) Within fifteen (15) days aRer the deparfinent head has met with the ce�ed eligibles, he will fil] a vacancy. 8. i(3) If no eIigibility list is in effect when a vacancy occurs, the department head shall within fifteen (15) days reguest the appropriate civil service o�cials to conduct an examination for the purposes of establishing an eligibility fist. � u' � �, E 9- WORKING OUT OF CLASSIFICATIdN 9.1 Any Employee required by the Employer to perform the work duties and accept the responsibilities of a higher class, will receive the rate of pay for that class for the entire tour of duty, provided that the Employee performs these duties for at Ieast twelve (i2) hours of the tour of duty. It is understood that the higher rate shafl not apply when an Employee works in the higher class for less than tweive (12) hours of the tour of duty. axTTCLE 10 - sErno� 10.1 I�partment Senioritv. For the purposes of this Agreement department seniority shall be defined as the ]ength of continuous and uninterrupted employment in the fire department. 10.2 Seniori(y Lists. The department shail maintain at aii times during this Agmement seniority lists by department. 10.3 Loss of Denartment Seniority. An Employee witt lose acquired department seniority in the foltowing instances: 1Q3(1) Resignation 10.3(2) Discharge 10.3(3) Reiirement � • • • z � a. • u ARTICLE 10 - SE1vIORITY (Continued) 10.4 Work Force Reduction. In the event of a reduction in the department work force, such reduction shall occur on the basis of seniority in the department. � 10.5 Beduction in Rank. Reduction in rank shall be in accordance with the Civil Service Rules as of June 30, 1973. (Except as ind'acated below) 10.5(1) 10.5(2) 10 `:�; Reduction in rank for periods up to but no more than 30 consecutive calendaz days will be by platoon seniority. Reduction in rank for more than 30 consecutive calendar days shall be in accordance with ffie Personnel Rules as of June 30, 1973. There will be a,u�inunum of 3.6 regular Fire Captains appointed for ea�h engine, squad and ladder company. 10.5(4) There wilt ba a minunum of 3.6 regular Fire Equipment Operators - Fire Engineers appointed for each engine, squad and ladder company. This minimum number shall include the starred men in this position until they are phased out by normal attrition. 10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall below minimum requirements (3.6 per position), the Chief of the Fire Department will use existing eligibility lists to fill vacancies within IS calendar days. 10.5(6) , � • ru_! _r_� _�, 1. The man demoted goes to the last rank held and is assigned to the pool. 2. Vacation selections will not be affected by short term demotion (i.e., Fire Captain demoted for short term to Fire Fighter will retain his vacation selection in the Fire Captain rank.) • • �] ARTICLE 10 - SENIORITY (Continued) 10.5(7) All promoted personnel will be designated a platoon regardless of assignment. Such platoon assignment will deternrine their seniority to be followed in cases of reduction in accordance with Section 10.51. 10.6 Job 1'ransfer by Bid Syst_ern The Employer and the Union recognize the principle of senioriry. In the event of a job opening due to the promotion, transfer, demotion, retirement or demise of an empIoyee, which the employer determines sfloutd be fiIled by a lateral transfer, such transfer shall be made in accordance with the foilowing provisions. Only empIoyees with a minimum of two (2) calendar years service with the St. Paul Fire Deparnnent may bid under this section. 14.6(1) 4ti pocitions io be filled by lateral transfer shall be announced by ..1.°*�^ •lrich shall be posted -for a period of thitiy (30) days prior to the ��.e service is to commence in ffie vacant position. S�ch positions sha11 be considered open for written bid for the thirry (30) day period. � 10.6(2) For the convenience of the employer, temporary assignmenc to a vacant gosition may be made during the thicty (30) day period for wluch the � position is open for bid. Any such temporary assignment, however, shall not be of a duration in excess of two (2) days beyond the expiration of the thirty (30) day bid period. 10.6(3} Employees who desire bulletined positions shall file written applications therefor not later than 2400 hours on the date of expiration of the bid period. Such apptications shall be filed by delivery to the employee's Union o�cer of the original and o� copy of the application, both of wlrich shall be time stamped when received. The IInion officer shall be responsible for delivering the original applica6on to the employer and all such applications shall be so delivered not later than 1630 hours on the day following the cIose of the bid period. 10.6(4) Assignment to posidons for which bids have been received shall be made not later thau the secorni day following the elose of the bid period 10 • � ! �_ � ARTICLE 10 - SElvIORITY (Continued) � 10.6(5) In the event one or more employees submit bids for the same position, the position shall be filled in accord with the following: a) Except in those cases contemplated by subparagraph (b), below, the bidding employee with the greatest seniority shall be transfened to fill the position. Provided, however, that in the event that the employer determines that transfer of the most senior applicant or less senior appiicant(s) is not in the best interest of the Depamnent, another employee may be uansfened to fill the position. In every such case, however, the employer shall provide to the most senior bidder and any other unsuccessful less senior bidder(s) a written statement of the reasons and factual basis on which the decision not w uansfer him to ffiI the position was based. b) . In cases where ;`.;, ,sition to be fiIled by lateral transfer is such-xhata paramedic wh� bid therefore would, if transferred to fill the position, be enabled to make use of his paramedic skills and training, the employer may transfer the most senior paramedic who bid to fill the position without regard to the seniority of other appiicants. � 10.6(6} In the event no bid is received for a posted position, the employer may offer the position to any employee or transfer the most junior employee on the seniority roster to fill the position, or relist on subsequent bulietin. 10.6(7) When an employee bids for and is awarded a bulletined position and in the event the employer determines that the employee's former position is to be filled by lateral uansfer, the employee's former position shall be filled in accordance with the terms set forth above. 10.6(8) Employees who have bid for and been awarded a bulletined position shall not be permitted to bid for the vacancy created by their transfer until that vacancy has been filled at least once in the manner set forth herein. . • 11 ARTICLE 10 - SE1vIORITY (Continued) 10.6(9) Assignment to positions on the rescue squads shall be made in the following manner: a) A'hen a vacancy for Captain occurs, the position shatl be posted wich the other normal vacancies. The Employer shaTl filI the position witfi any Captaiu that ttas bid for the position without regard to seniority. b) When a vacancy for Fire Equipment Operator occurs, the normal bid procedure shall be used. c) Three Firefighter positions will be assigned on each rescue squad. Each Firefighter assigned to one of these positions will remain for a maximum of five years. When a vacancy for Firefighter is filied, the position shall be posted with the other normal �acancies. The Employer shaTl.�'ill the position :y�+h ��y Firefighter ,^�� `; bid for the position without�Fegard to seniorir C� 10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response Unit does not have the requ'ued Hazardons Material certification at the time of assignment, he/she shall obtain such certificarion by sadsfactorily completing the next � available training session offering such certification. ARTICLE 11- OVERTIME I1.2 Employees required to work hours in excess of their assigned tour of duty will be compensated at the rate of one and one-half (1.5) times the Empioyee's nomial rate in cash or in compensatory time at the option of the Empioyer. 11.2 {a) Employees working a forry (40) hour work week may accumulate up to a maximum of forty (40) hours of compensatory tune. (b) It is also agreed that Fire Preventioa Empioyees may accumulate up io a maximum of fifty-six (56) hours oF compensatory time. It is understood that compensatory time shall be scheduled only with the prior approval of management, and that st:ch time shatl not be scheduled so as to interfere with operations. S�ch time shall normally be scheduled in eight (8)-hour segments, except that Fire Preven6on Emptoyees may, with the approvai of the Fire Chief, take time off in four (4)-hour segments. 12 • . �,�.- gab . ARTICLE 12 - CALL BACK 12.1 Emp2oyees required to report for work by the Employer during scheduled off-duty time wiil be compensated at the rate of one and one-half (1.5} times the Employee's normal hourly rate. The minimum payment under this Article will be four (4) times the Employee's hourly rate. An early report of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an Employee for this minimum payment. 12.2 Employees required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (i-1f2) times the employee's normal hourly rate for hours worked with a minimum of four (4) hours at the employee's normal hourly rate. The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. 123 Employees required to stand-by for court appearance d�• ^�heduled off-duty time wz'1 be compensated f�r a minimum of two (2) hours base� �n the empioyee's normal hourly rate for each day he is required to stand-by, but such compensation shall not apgly where the employee is calied to court for an appeazance on the case subject to the stand-by request or for any other case. The two hour minunum compensation for srand-by shall not apply if noufication is given that the stand-by is canceled prior to � 6:00 p.m. of the preceding day. IJnless notified to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the employee sha12 be required to contact the City or County trial lawyer or his secretary in charge of scheduling by ib00 hours the day following initiation or stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notifica[ion. 12.4 The normal hourly rate for purposes of call back or stand-by compensation sha11 be based upon the provisions of Article 2 of this Agreement. � • 13 ARTICLE 23 - MII.ITARY LEAVE OF ABSENCE 13.1 Pay Aliowance i Any Employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereinafter organized or constituted under state or federal law, or who shall be a member of the O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or navat force of the United States, now or hereafter organized or constituted under federa] law, shall be entided to leave of absence from employment without ioss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such Emgloyee is engaged with such organization or component in training or active service ordered or authorized by proper authority parsuant to taw, whether for state or federal purposes, provided that such leave shaIl not exceed a total of fifteen (15) days in any calenc3az yeat and further provided tfiat such leave shall be allowed only in case the required militarv or naval service is satisfactorily perforcned, - uicn aatl be presumed unless th: r.��t uy is established. Such leave sball not be ai':.wed unless the Employee (1) rF� _�ns to his position immediately upon being relieved from such miiitary service and not later than the expiration of the time herein limited for sach leave, or (2) is prevented from so returning by physical or mental disabitity 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. � � . � ':� Any Employee who engages in active service in rime of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which Ieave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as ue imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192, as amended from time to time and sha11 confer no additional benefits other than ihose granted by said statute. 14 � • q�- �a� ARTICLE 14 - INSURANCE � 14.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting ihe offered plans agree to accept any changes in benefits wluch a specific provider implements. 14.2 Effective for the January, 1997 insurance coverage, the Employer will contribute $300.00 per month to eligible employees who select single health insurance coverage. `I`he Employer will contribute $368.82 per month to eligible employees who select family health insurance coverage. 143 Under the "Cafeteria Plan," fuli-time, eligible employees must select at least single health insurance coverage and $S,OOO life insurance coverage. It is understood that these mandatory coverages may not be waived. However, an empioyee whose spouse is also employed by the Ci ; uf Saint Paul, and is eligible to participate in the City's heaith insurance plan, will 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 singie health insurance coverage shall be eligible for payment as unused benefit dollars. Any unused portion of the Empioyer's contribution, for which an employee is eligible, is defined as unused benefit dollars, not salary, and shall be paid to the employee as taYable income. Such payment shall be made during the month of December for the insurance year. Far employees who terminated their employment with the City of Saint Paul, such payment shall be made within ninety (90) days following termination. 14.4 Under the "Cafeteria Plan," employees covered by this agreement will be eligible to participate in the Flexible Spending Accounts offered by the Employer. The service fee charged for employees participating in the Dependent Care Account will be paid by the Employer. The service fee for empioyees participating in the Medical Expense Account will be paid by the employee. � 15 � ARTICLE 14 - INSURANCE (Continued) �urvivor Insurance i4.5 In the event of the death of an active employee, tke dependents of the employee shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such plan impmvements as may be made from time to time, which said dependents previously had, at the premium and Employer contribution applicable to eligibie eaziy retirees. The date of death shail be considered to be the date of retirement. In the event of the death of an eazly retiree or a regulaz retiree, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current hospitalizaUOn and medical benefits wluch said dependents previously had, at the premium and Employer contributioa accorded to the eligible deceased retiree. In the event of the death of an empioyee killed in the Iuie of duty, the Employ;;s: ..i?�� .. contribute 100% of the premium for either single or fatnily kealth insurance EovPZ;:ge for eligible dependents. An eligible dependent who is not enrolled in the Cit} 's health insurance program at the time of the employee's death will have an option to enroll at the next annual open enrollment period. It is further understood that coverage shall cease in the event of: 14.5(1) Subsequent remarriage of the surviving spouse of the deceased empioyee or retiree. 14.5(2) The employment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said Employer. In this event, however, the surviving spouse or dependent shall have the right to maintain City health insurance for the fust ninety (90) days of said employment. Refiree Insnrance 14.6 Employees who retire mast meet the following conditions in order to be eligible for the Employer contributions listed in Articles 14.7 through 14.10 below toward a health insurance plan offered by the Empioyer: 14.6(1) Be receiving benefits from a public employee retirement act covering employees of the Ciry of Saint Paul at the time of retirement, and � �J 15 � ��-ga� ARTICLE 14 - INSURANCE (Continued) • 14.6(2) Have severed hislher relationship with the City of Saint Paul under one of the retiree plans, and 14.6(3) Have completed at least twenty (20) yeazs of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul, and 14.6(4) Have severed his(her relationship with the City of Saint Paul for reasons orher than an involuntary termination for misconduct. I�TII+l� 14.7 This Article shall apply to employees who: � ,,: i4_7(i) Retire o�a or hefore December 31, 1945, and -;,14:'�(2) Have not attained age 65 at retirement, and 14:7(3) Meet the terms set forth in Article 14.6 above, and 14.7(4) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65) years of age, the Employer agrees to conuibute � the cost for single retiree coverage or $106.32 per month, whichever is less. For retirees selecting family coverage, the Employer will comribute the cost of family coverage or $318,41 per month, whichever is 3ess. When such early retiree attains age 65, the provisions of Article 14.10 shall apply. 14.8 This Article shall apply io employees who: 14.8(i) Retire on or after January i, 1996, and 14.8(2) Were appointed on or before December 31, 1995, and 14.8(3) Have not attained age 65 at retirement, and 14.8(4) Meet the terais set forth in Article 14.6 above, and 14.8(5) Select a health insurance plan offered by the Employer. Until such retirees reach sixty-five (65} yeazs of age, the Employer agrees to contribute a maximum of $350.Q� per month toward the premium for single or fanuly health insurance coverage. Any unused portion of the Employer's contribution shall not be paid to the retiree. When such earty retiree attains age 65, the grovisions of Articie 14.11 shall apply. • � 17 t�RTICLE 14 - INSURANCE (Continued) 14.9 This Article shall apply to employees who: 24.9(1) Retiree on or after 7anuary 1, 1996, and 14.9(2) Were appointed on or after January 1, 1996, and 14.9{3) Have not attained age 65 at retirement, and 14.9(4) Meet tfie terms set forth in Articie 14.6 above, and 24.9(5) Setect a heatth insurance plan offered by the Employer. LTntil such retirees reach sixty-five years (65) of age, the Employer agrees to contribute a maximum of $300.00 per month toward the cost of single or family health insurance coverage. Any unused portion of tfie Employer's contribution shaiI not be paid to the retiree. VJhen such early retiree attains age 65, rhe provisions of Article 14.12 shall apply. Regular Retirees (Age 65 and overj '- 14.10 This Article sha11 apgly to employees who: 14.I0(1) Retire on or before December 31, 1995, and 14.10(2} Have attained age 65 at retirement, and 14.10(3) Meet the terms set forth in Article 14.6 above, and 14.10(4) Select a health insvrance plan offered by tt:e Employer. The Employer agrees to contribute 100% of the singie or faznily premium for any health insurance plan offered to regutar retirees and their dependents by the Employer. This Article shal] also apply to early retirees who retired under the provisions of Article 14.'I when such eariy retiree attains age 65. 14.11 This Article shall apply to employees who: 14.11(1) Retire on or after Ianuary I, 1996, and 14.11(2} Were appointed prior to January i, 1996, and 14.11(3) FIave attained age 65 at retirement, and 14. Z 1(4) Meet the terms set forth in Atticle 14.6 above, and 14.11(5) Select a health insurance plan offered by the Employer. � � � • i �i1 ' � (�, ARTICLE 14 - INSURANCE (Continued) � The Employer agrees to contribute a maximum of $550.00 per month toward the premium for single or family health 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 shall also apply ta early retirees who retired under the provisions of Arti�le 14.8 when such ear2y retiree attains age 65. 14.12 This Article shall apply to employe�s who: 14.12(i) Retire on or after 3anuary i, 1996, and 14.12(2j Were appointed on or after January 1, 1996, and 14.12(3) Have attained age 65 at retirement, and 14.12(4) Meet the terms set forth in Article 14.6 above, and 14.12(5) Select a health insuranc� plan offered by the Employer. The Emplayer agrees to contribute a maximum of $300.00 per month toward the premium for single or famiIy health insurance coverage offered to regular 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 14.9 when such early retiree attains age 65. 14.13 The conuibutions indicated in Article 14 shall be paid to the Employer's third party administrator or designated representative. ARTICLE 15 - EXCHANGE OF TOURS OF DUTY 15.1 Voluntary exchanges of tours of dury shall be granted only after approvai by the deparcment head or kus designated representative. 15.2 No Employee shall be entitied to working out of classification pay under Article 9 as a.. resuit of any voluntary exchange of tours af duty. 19 ARTICLE 16 - VACATION 26.1 Vacation shail be granted as follows: Employees sha11 be granted in each fiscal year vacation at the rate of two and two-tenths (2.2) times the number of hours designated as the work week. After five (5) years of continuous employmenY in Employer's fire department, Emptoyees shall be granted vacation at the rate of three and twatenths (3.2) times the number of hours designated as the work week. After frfteen (15} years of continuous employmenY in Employer's fire department, Employees shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. Afrer twenty-five (25} years of continuous employment in Employer's fue depariment, Employees shall be granted vacation at the rate of four and six-tenths (4.6) times the number of hours designated as the work week. 16.2 The departmeni head may pemrit Employees to carry over into the fo2lowing fiscal year vacation time equivaIent to two work weeks. Vacation schedules shall be fixed by the department head. An Emglayee not working full-time sha12 be granted vacati�n on a pro-rata basis. =: § ° `�'�a:n• ° � 16.3 Employees separated from employment by reasan of resignation shall be granted such vacation pay as has been earned and remains unused ai the time of separation, provided notification of resignation has been sent to tlie department head, in writing, at least fifteen (15) calendaz days prior to the date of resignation. Emptoyees sepazated from � employment by reason of discharge, retirement or death shail be granted such vacation pay as has been earned and remains unused at the time of separation. Employees granted more vacadon time than earned at the time of separarion from employment shall pay the Employer for such unearned vacation. 16.4 This articie shail not apply to temporary or emergency employees. 20 • • ��-�� ARTICLE 17 - HOLIDAYS � 17.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of fiours designated as the work week. 17.2 Effective 1986 and in addition to 17.1 abave, add one additional holiday (Martin Luther King Day) to the vacarion schedule by increasing vacaflon by .2 (twatenths) times the number of hours designated as the work week. 17.3 In addition to what is provided in Section 17.1 and 17.2 above and the St. Paul Ordinance No. 6446, add one additianal tour of duty Holiday. In each yeaz of this Agreement, this tour of duty Holiday may, at the option of the empioyee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an emi :,,yet', request for hislher additional tour of d�ty Holiday time off by November i5 of ea�� .alendar year, such employee can only receiu� payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendaz year. Effective 3anuary 1, 1989, this Article 17.3 is deleted from the contract and is no longer applicable in any way. � 17.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on fhe calendar date of the holiday. 17.5 Notwithstanding Articie 17. i above, the Employer may at anytime during the life of this Agreement designate the Day after Tbanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid hoIiday list as set forth in Saint Paul Ordinance 6446. � � 21 ARTICLE 18 - RESIDENCE 18.1 The residency requiremenu as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by t3ris Agreement. 18.2 In the event the City of Saint Paui repeals or is proIubited by a superior governmental authority from imposing residency requirements for its empIoyees, the provisions in this contract regazding residency shail be of no force and effect. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE i9. i As provided in City of Saint Paul Civil Service Rules Sec6on 20. In addition to the relatives iisted in Secrion 20.B of the Civil Service Rules, accumulated sick Ieave credits may be granted in the event of the death of the empIoyee's stepparent ar stepchiid. 19.2 Tf an employee has �� accuwulation of sick Ieave credits in excess of one-hundred and eighty days, he may convert any part of such excess to vacation at tt�e nte of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each fiscai yeaz under this provision. �� 193 In the case of a serious illness or disability of an empioyee's child, pazent or household � member, the head of the department shall grant leave mith pay in order for the employee to caze for or make arrangemenis for the care of such sick or disabled persons. Snch paid leave shali be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be lunited to the number of hours designated to be ihe employee's work week per incident. 19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service Ru1es, may be granted one day of sick leave to attend the funeral of the employee's grandpazent or grandcIrild. 19.5 Maternity and Fazentai Leave. Pregnant employees of tfie Ciry of Saint Paul sball be eiigible for the use of paid sick Ieave and unpaid leave of absence in the same manner as any other disabied or i11 City empioyee. Sucfi paid sick leave eligibility shall begin upon cert�cation by the empioyee's attending physician that the employee is disabled in terms of her abiiity to perform the duries of her posirion or any duties assigned by the Emp2oyer. 22 � • �� -�a� • ARTICLE 19 - SICK LEAVE AND PARENTAL LEAV� (Continued) A twelve (I2) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive parent, who requests such leave in conjunction with the birth or adoption of a child. S�ch leave may be extended an additionai tweive (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this Agreement. Employees who retum following such leaves of absence shall be piaced in a position of equivalent salary and tenure as the one held just prior w the beginning of their leave. 19.6 Any sick leave that was converted for vacation in accordance with Article 19.2 of this Agreement, during the fiscal years of 1990, 1991, or 1992 may be resiored to the employee's accumulated sick leave credit balance at ihe written request of the employee. - For each day of sick leave that is restored, the employee's unused 1992 vacation credits shali be reduced one-half day. In the event that the employee does not have enough unused 1992 vacauon credits from which to make the reduction, the employee's 1993 vacation credits shall be reduced by the amount which was not availahle from the 1992 � vacation credits. The parties agree that the provisions of tius Article 19.6 shall expire and shall no longer be applicable after December 31, 1992. ARTICLE 20 - FIltE FIGHTING EQUII'MENT 2�.1 The Employer wil] provide ihe foilowing fue fighting equipment for individual Bmpioyees; such as: Coats Boots Heimets Choppers Liners n LJ • 23 ARTICLE 21 - STATION SUPPLIES 21.1 The Employer will provide station supplies such as: Refrigerators Stoves Tables Chairs Soap Brass Polish Cleaning Rags Light Bulbs Chamois > _ _.:.��.> ARTICLE 22 - TELEPAONES 22,1 The Employer will provide a pubIic telephone as a back-up to the alarm system. . 22.2 Telephones installed for individual Employees or groups of Employees wi11 be at the Employees' expense. All such telephones musi be approved prior to instaIIation by the � department head or his designated representative. ARTICLE 23 - WAGE SCHEDULE 23.1 The wage schedule for the purpose of tlus Agreement shall be Appendix A attached hereto. 23.2 Forty (40) hour work week Employees reguiazly assigned to night duty (e.g.-dispatcher, inspectors and fire prevention employees) wilt receive night differential in accordance with e�cisting City rules and policies. Notwithstanding Section III B of the Saint Paul Salary Pian and Rates of Compensation, employees working in the riUe of Fire Alarm Dispatcher I or Fire Alarm Dispatcher II assigned to a twetve (12) hour shift shall be etigible for the night differentiat in accordance with Section III B of the Saini Paul Salary Plan and Rates of Compensation. C� 24 i ��'�� ARTICLE 23 - WAGE SCHEDULE (Continued) ' 233 Any employee in any tide in this bargaining unit who is appointed to any of the title Iisted below on or after February 1, 1988 shall be paid according to the salary range as shown in Appendix "A" for appointrnents to such tide on or after 7anuary 1, 1988 or on or after February 1, 1988 whichever applies. Fire Alarm Dispatcher I Fire Alarm Dispatcher II Fire Inspector Fire Investigator ARTICLE 24 - UNIFORM ALLOWANCE 24.1 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined un:•=:r•� The 1972 base cost of the uniform is stipulated and attached as Appendix B. 24.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30,00) Dollars gteater than that provided herein for other employees. . ARTICLE 25 - LEGAL SERVICES 25.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, the Employer shatl defend, save harmless and indemnify an Employee, and/or his 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 the Employee's duties. 25.2 Notwithstanding Article 25.1, the employer shalI not be responsible for paying any legal service fee or for providing any legal servic,� arising from any legal action where the employee is the Planstiff. L� 25 � ARTICLE 26 - SEVERANCE PAY 26.1 Effective 7anuary 2, 1988 the employer shali provide a severance pay program as set forth in this Article 26. 26.2 To be eligible for the severance pay program, an empioyee must meet the following reqniretuents: 26.2(1} The employee must be voluntarily separated from City employment or have been subject to separation by iay-off or compuisory retirement. Those employees who are diseharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason aze not eIigibie for the City severance pay program. 26.2(2) The employee must file a waiver of reemployment with the Human Resources Director, which wiII cleazly indicate that by reanPSting severance pay, the employee waives all ctaims to reinst. PTM�• or reemployment (of any type), with the Ciry or with Inde�....ent School District No. 625. 26.2(3) The employce must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separatioa from service. 26.3 If an employee requests severance paq and if the employee meets the eYigibility requirements set forth above, he or she wi�i be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of sepazation for each day of accrued sick Ieave subject to a maximum as shown below based on the number of years of service in the Fire Department. Years of Service With the City At Least 20 21 22 23 24 25 Maximum Severance Pay $ 5,000 6,000 7,000 8,000 9,000 1Q,000 26 CJ � • • q�-ga� ARTICLE 26 - SEVERANCE PAY (Continned) � However, any employee separated from City employment on or after June 30, 1992 who has an accumulated balance of at least one thousand eight hundred fifry (1,850) hours of sick leave credits and at least 25 years of service at tl�e time of hislher sepazation from service shall be granted severance pay in ihe amount of thirty thousand dollars ($30,000). 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 allowed 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 dollars ($10,000} each. The annual payments shall be made in February of each year. The first payment shall be made during the month of February in the yeaz following the year in which the employee separates his/her employment. 26.4 For the purpose of this severance program, a death of an employee shall be considered as separation of empioyment, and if the employee would have met all of the requirements set forth above, at the tune af his or her death, payment of the severance pay may be made to the employee's estate or spouse. � 26.5 For the purpose of this severance program, a transfer from the Ciry of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the Ciry severance program. 26.6 The manner of payment of severance in amounts of ten thousand doilars ($10,000) or less shaU be made in accordance with the provisions of City Ordinance No. 11490. 26.7 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 articie conflict with said ordinance and in such cases, the provisions of this article shall control. • • 27 ARTICLE 27 - INCAPACITATICIN 27.1 Any physical incapacitated Employee unable to perform normal work duties may be assigned at the direction of the department head to perform the duties of Fire Alarm Dispatcher I, Fire Aiarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Employees so assigned by Yhe departmenY head wi�l receive their regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After one hundred anQ eighty (18Q) days, Employees so assigaed wilt receive their regular gay rate or the Fire Atarm Dispatcher II pay rate, whichever is lower. 27.2 Notwithstanding Article 27.1, any physicaIly incapacitated employee appointed to a title covered by this Agreement prior to January 1, 1490 who is nnable to perform normal work duties may be assigned ai Lhe direction of the department head to perform the duties of Fire Alarm Disgatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator or Fire Training Assistant. Empioyees so assigned by We department head will receive their regulaz rate of pay for the period of such assignment. � 27.3 Employees injured during the course of employment and thereby readered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that itt such cases, the cwelve (22) month period shall first be uritized and oniy when same is exhausted shall accumulated sick leave be applicable. � 27.4 Employees disabled through injury or sickness other than specified in Section 27.3 above shall receive full wages for a period equal to accumulated sick leave, plus s'vc (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the suc (6) months, or any part thereof, shalt be applicable. It is further understood that the six (6) month period shall be available only in those years where the Iast available Annual Report of the City Civil Service o�ce shall show average sick ieave used per Fire Depardnent Employee (based on the 2972 Annual Report method of calculating sazne), of eight (8) days or tess. 27.5 Employees injured or incapacitated by illnesses in the line of duty shali be endded to reinstatement at any time within five (5) years from tfie date of injury or incapacity provided tfiey are physicaIIy capable of resuming their job. 27.6 Except as specifically provided in ttus Article, a11 illness and incapaciry rules and policies previously in effect shail continue. � • � �, i- �% ARTICLE 28 - CITY MII,EAGE • 28.1 Aufomobile Reimbursement Authorized: Pursuant to Chagter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the foliowing provisions are adopted. 28.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department Head. Tv_, n__e 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the empioyee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually usecl in perfornring the duties of the employee's position. In addition, the employee shall be reimbursed $.15 per mile for each mile actuaily driven. If such employee is required to drive an automobi3e during employment and the deparanent head or designated representative determines that an employer vehicie is-, available for the employee's use but the empioyee des'ues to use his/her own automobile, then the employee shall be rennbursed at the rate of $.15 per mile driven and shall not be elagible for any per diem. � Tv�,n,_e 2 If an employee is required to use hislher own automobile REGCTLARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed $.15 per mile for each mile actually driven. If such employee is requ'ued to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the emp2oyee desires to use hislher own automobile, then the employee shail be reimbursed at the rate of $.15 per mile driven and shall not be eligible for any per diem. 28.3 The City will provide pazking at the Civic Center Pazking Ramp for City employees on' either of the above mentioned types of reimbursement plans who are requ'ued to have � their personal car available for City business. Such parking wilI be provided only for the days the employee is required to have his or her own personal car available. � • 29 ARTICLE 28 - CITY MILEAGE (Continued) 28.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shalt coniain the requirement that recipients shall file daily reports iadicating miles driven and shall file monthly affdavits stating the number of days worked and the number of miles driven, and further require thac they maintain automobile liability insurance in amounts of not less than $100,Q00/$300,000 for personal injury, and $25,000 for property damage, or Iiability insurance in amounts not less than $300,000 singte limit coverage, with tfie City of 3aint Paul named as an additional insured. These mles and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 29 - PAID TIl�TE OFF FOR NEGOTIATIONS 29.1 Employees elected to office in Local 2I shail be granted reasonable time off to meet with City officials for contract negotiations wiihont loss of pay. The number of employees permitted to attend such negotiations shalt be limited to two at any o� meeting and such employee sball give prior reasonable nodce for such absenee and receive approval of the emptoyee's designated supervisor. . ARTICLE 30 - MAINTENANCE OF STANDARDS 30.1 The parties agree that all co�litions of employment retating specifically to wages, hours � of work, vacations, holidays and sick leave except as modified by tlus agreemeni shall be maintained at not less than the minimum standard as set forth in the Civii Service Rules of the City of Saint Paul, (ResoIuuon No. 3250) and Resoluuon No. 6446 at the tune of the signing of this Agreement, and these conditions of employment shall be improved wherever spec�c provisions for improvement are made elsewhere in this Agreement. It is spee�cally agreed that the Civil Service Rules set forth above aze not a part of this contract and that ihese rules shall oaly be amended by the present legislative process by the Civil Service Commission and the City Council. • 30 • �� - �a� ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND • EMTA ASSIGNMENTS 31.1 The premium pays as defined in this Article 31 sha11 be limited to employees covered by this agreement who have at least three (3) years of service with the Department. The Employer reserves the right to pay such premiums to employees with less than three years of service in the Departrnem providing such employee hoids the required certificarian. 31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life support unit as a Pazaznedic shall be paid a differential of ten percent (10%) of hislher regular base rate. Effecrive 7anuary 1, 1994, this premium pay shall be increased nine dollars and sixty-six cents ($9.66) biweekiy. Oniy employees who have satisfactorily completed all required Paramedic training shall be eligibte for such assignment and pay differential. Effective September 28, 1996, the following amendment is added to this section: +2%(12%) after 5 years in program +1%(13%) after 10 years in program + 1�(14 %) after I S yeazs in program � 31.3 Premium Pay for EMfi. All employees in all titles will be required to become certified as an EMT and to maintain such certification as a term and condition of employment. However, any employee originaily appointed to a dtle covered by this Agreement prior to January 1, 1980 who is not certified as an EMT shall not be required to become certified. Such empioyees may choose to become certified. Once certified such employee must maintain their EMT certification as a term and condition of employment. Any employee who was originally appointed prior to January i, 1980 to a titie covered by this Agreement who is certified as an EMT must maintain their certification as a term and conditian of employment. Any employee who is assigned to an advanced life support unit or a basic life support unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differenrial of six percent (6%) of hisJher regular base rate. Effective January 1, 1994, this premium pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly. • � 31 ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS (Continued) Employees certified as an EMT but who are not assigned to an ambulance unit shall receive a differential of three percent (3%) of hislher regular base rate. Effective January 1, 1994, this premium shail be increased two dollazs and ninety cents ($2.90) biweekly. Only emptoyees who have satisfactorily completed ali required EMT training shalt be eligible for such assignment and gay differential. Any empioyee who is assigned to a unit as an EMT-I/I? shall be paid a di€ferential of eight percent {8%) of his/her regulaz base rate. 31.4 Premium Pay for Hazardous Maferials. Any employee who is assigned to a e��gnated hazardous materials response unit or who is permanentiy appointed as a Fire !�aining Assistant shatl be paid a differential of eight percent (8%) of hislher regalar base rate. Effective 7anvary 1, 1994, ttus premium pay sha12 be increased seven doilars and seventy-two cents ($7.22) biweekly. 31.5 Qualified Pool personnel shall be eligible for ihe EMT and Paramedic premium pay on the same basis as quaIified assigned personnel. 31.6 It is ¢nderstood ihat no premium pay shait be applied on any other premium pay. 32.7 Effective the fust fu11 pay period in 1996, employees shall receive a one percent (i �) premium for the maintainence of EMT Certification. Article 31.6 dces not apply to flvs provision. Article 31.1 would remain in effect for tlus provision. ARTICLE 32 - DRUG AND ALCOHOL TESTING 32.1 Policy: The Fire bepartment recognizes illegal drug and alcohol usage as a threat to the public welfaze and the employees of tfie department. Thus, the Fire Department wili take the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It �s the goat of this policy to prevent and rehabilitate rather than temvnate the employment of workers who are abusing drugs or alcohol. No member of the Fire Department shall be discharged for illegal drug or alcohol nse without first having been offered the opportunity to discontinue vse either through personal choice or by treatment for chemical dependeney, if such treatment is needed. The Union agrees, at the Employer's request, to re-open �gotiations of this Articie during the term of this Agreement. 32 � � • i �1 �� ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.2 Informing Employees About Drug and Alcohol Testing: All employees wiil be fuliy informed of the Fire DepartmenYs drug testing policy before testing is administered. Employees will be provided with information concerning the impact of the use of drugs or alcohol on job perfotmance. In addition, the employer shail inform the employees of how the tests aze conducted, how well the tests perform, when the tests will be conducted, what the tesis can determine, and the consequences of testing positive for drug or alcohol use. All newly hired employees will be provided with this information on their initial date of hire. I3o empioyee shall be tested until this information is provided to him. 32.3 Employee Testing: No employee will be tested for drug or alcohol abuse uniess there exists probabie cause to believe that the fire fighter to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the o�cer in chazge of the unit. The officer in c: uge �ust document in writing who is to be tested and why the testing, �as ordered: Failure to follow any of these procedures shall result in the eliminatiori of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee. 32.4 Urine collection shall be conducted in a manner which results in a legalty acceptable � sample as weli as providing a hlgh degree of securiry for the sample, freedom from adulteration of the sample, the bighest possible accuracy of the clinical results while at the same time greserving the dignity of the employee. Administrative procedures shall be such as to grevent the submission of fraudulent tests. When appropriate, biologic testing of the samples may be included as part of such adminisuative procedures. In testing which could result in employee discipline, if the test result is positive, a spiit sample shall be reserved for independent analysis which shall be performed at the request of the affected employee. i3pon request, an employee shall be entitled to the presence of a union representative before testing is administered. 32.5 Testing Procedures: All samp2es shail be tested for Chemical Adulteration, Nazcotics Cannabis, PCP, Cocaine, Amphetanunes, Alcohol and Sedatives. The testing shall be;� done by a Selected Laboratory and the following standards shall be used: - • � 33 A,RTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) Drug Testing Standards Alcohol � � � r • ��.�- .�� - Cocaine metabolites BenzoyIecgoninQ .OZ wncentration as shown by an anaiysis of urine Drug or Initial Test metabolite detecked levei n�/ml • ��.�- . � �- ' �.a�i .0 �' 1,000 ng/ml 1 e � 4g/IIll 300 nglmi 15 ng/mi 300 ng/utl 300 ng/ml 25 ng/mi 300 ng/mI 1,000 ng/ml 3,OOQ ng/mI 2,000 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml 300 ng/ml Marijuana metabolites delta-9-THC-9-COOH Opiate m�tat�n�s3e� .. _eine � 1'otal Morpkine Phencyclidine Barbiturates Benzodiazepine metabolites Methadone Methaqualone Propoxyphene PCP Secobazbital Pentobazbital Phenobazbital Bntabarbital Oxazepam Methadone MetUaqualone Propoxyphene Norpropoayphene � GC/MS Conf'u-mallon S00 ng/ml $� llg/All 150 ng/ml 15 ng/ml 30Q ng/ml 300 ng/ml 25 ng/ml 1,000 ng/ml ,i 1,000 ag/ml 2,000 ng/ml 1,000 ng/ml 300 ng/m1 300 ng/ml 300 ng/ml 30Q ng/ml 300 ng/ml Any sample which has been aduiterated or is shown to be a substance otfier than urine shalI be reported as suct►. AII saznples which test positive on a screening test shall be confirmed by gas chromatography-mass spectrophotometry, and no records of unconfirmed positive tests shali be released or retained by the laboratory. 34 • • ;_ . ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) . Testing shali be conducted in a manner to insure that an employee's legal drug use does not effect the test resulu. All results shall be evaluated by a suitably trained occupational physician or occupational nurse prior to being reported. Test resuits shall be treated with the same confidentiality as other emgloyee medical records. The test results shall not be reported ouuide the Fire Department. 32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit drugs shall be medically evaluated, counseled and treated for rehabilitation, if required. In addition, at any time an employee may voluntarily enter the chemical dependency program without fear of disciplinary actions against him. This Program is designated ta ,��v:',: care and treaunent to employees who are in need of rehabilitatio�. Details concer ueatrnent any employee receives at this Program shali remain confidential and shall not be released to the public. The employee shall be responsibie for the cost of treatment. No employee shall be relieved or transfened to other than his usual duties on the basis of one test result although the employee may be re-evaluated for his duty assignment. � When undergoing treatment and evaluation empioyees shall receive the usual compensation and fringe benefits provided at their assigned position. 32.7 Right of Appeal: Each empioyee has the right to challenge the results of drug or alcohol testing in the same manner that he may grieve any managerial action. 32.8 Duty Assignment After Treatment: Once an employee successfully completes rehabilitation, he shall be retumed to his regular dury assignment. Employee reassignment during treatment shall be based on each individual's circumstances. If follow-up care is prescribed after treatment, this may be a condition of employmem. Once treatment and any foilow-ug care is compieted, at the end of two years the records of treaunent and posidve drug or alcohol test results shali be retired to a closed medical record. The empioyee shaii be given a fresh start with a clean administradve record. 32.9 Right of Union Participation: At any time, the Union, upon request, will have the right to inspect and observe any aspect of the drug and alcohol testing program with the exception of individual test resuits. The Union may inspect individual test results if the release of this information is authorized by the employee involved. � i 35 ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued) • 32.10 Union Held Harmless: This drug and alcohol testing program is solely initiated at ffie behest of the employer. The Fire Department shaIl be soIely liable for any legal obtigations and costs azising out of the provisions and/or appiicarion of this collective bargaining agreement relating to drug or aicohol testing. '£he Union shatt be held harmless for the violation of any worker rights arising from the administration of the drug or aicohol testing program. 32.11 Conflict with Other Laws: Ttus Article is in no way intended to supersede or waive an emgloyee's federat or state constitutional righu. ARTICLE 33 - DISCIPLINE 33.1 The Emp2oyer may dis;:abn� emgToyees in a*; ..� ``� forms listed beIow: Oral reprimand Written reprimand Suspension Demotion Discharge The Employer will discipline employees for just cause only and in accordance with The concept of progressive discipline. Employees who are disciplined pursuant to the tern�s of this Article may appeat the Employer's disciplinary action through either the grievance procedure set forth in Article 6 vf this Agreement or to a civil service authority pursuant to the rules aad procedures of such authority. ARTICLE 34 - TUITION REIlVIBURSEMENT 34.1 Effective 7anuary 1, 1994, an employee who has successfully completed a course in the required Apprenticeship Program will be reimbursed for the course upon successful completion. The maximum amount of reimbursement shall be $1200 over the three (3) years af the Apprenticeship Program. � � • • �1 �� • � ARTICLE 35 - DURATION OF AGREEMENT 35.1 Ilnless offierwise specifically noted herein, this Agreement is effective the date of signing by the Employer and the Union and shall continue in fu11 force and effect through the lst day of 7anuary, 1998, and thereafter until modified or amended by mutual agreement of the parties. Either pany desiring to amend or modify this Agreement shall natify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1984. WITNESSES: CITY OF SAINT PAUL BY: Ma� rney Director of Labor Relations Dated at Saint Paul, Minnesota S� ��` �� INTERNATIONAL ASSOCIATION OF FIItE FIGHTERS, LOCAL NO. 21 BY: a Gary Olding, Pr �iden� BY: Pauick Smith cretary ; / j,/ � Edmond Hanson,Treasurer 37 :• � � APPENDIX A BIWEEKLY RATE5 Two percent (2 %) increase Qne half percent (.5%) increase Two-tenths percent (.2 %) increase Salary ranges applicable to tifles covered by this Agreement shall be as shown below: Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: Effective A 12-21-96 1311.98 Q7-19-97 1318.54 12-2Q-97 1321.18 FIl2E ALARM DISPATCHER I FIFLE FIGHTER FIltE INSPECTOR B C D E F 1377.09 1445.48 1503.45 1579.$7 1643.53 1383.98 1452.71 1510.97 1587.77 1651.75 1386.75 1455.62 1513.49 1540.95 1655.05 FIRE ALARM DTSPATC�IER II Effective A B C D E F 1dYR. 15YR, 12-21-96 1351.04 1418.14 14$8.60 1548.28 1626.98 1692.56 1779.97 1823.77 07-19-97 1357.80 1425.23 1496.04 155b.02 1635.11 1701.02 1788.87 1832.89 12-20-97 1360.52 1428.08 1499.03 1559.13 1638 38 1704.42 1792.45 1836.56 Effective 12-21-96 07-19-97 12-20-97 Effective 12-21-96 01-19-97 12-20-97 12-21-96 07-14-47 12-20-97 A 1416.18 1423.26 1426.11 A 1546.47 1554.20 1557.31 A 1646.27 1654.50 1657.81 PIIZE ALARM DISPATCHER I FIRE EQiIIPMENT OPERATOR B C D E � 1486.53 1560.41 1622.98 1705.51 1774.26 1493.96 1568.21 1631.09 1714.04 1783.13 1496.95 1571.35 1634.35 1717.47 1786.70 FIRE ALARM DISPATCHER II FTRE CAPTAIN FII2E PREVENTION CAPTAIN FIRE TRAINING ASISTANT B C D E F 1623 3 1 1704.03 1772.37 1862.58 1937.68 1631.43 1712.55 1781.23 1871.89 1947.37 1634.69 1715.98 1784.79 1875.63 1951.26 lOYR. 15YR. 172$.41 1770.88 1737.05 1779.73 1740.52 1783.29 lOYR. 1865.94 1875.27 1879.02 lOYR. 2037.86 2048.05 2052.15 q�-�a� 15YR. 1911.83 192139 1925.23 15YR. 2087.9? 2098.41 2102.61 FIREJARSON INVESTIGATOR B C D E F lOYR. 15YR. 1728.11 1814.07 1886.97 1982.92 2062.86 2169.45 2222.74 1736.75 1823.14 1846.40 1992.83 2073.17 2180.30 2233.90 1740.22 1826.79 I900.19 1996.82 2077 32 2184.66 2238.37 A-1 q�-�a� � APPENDIX B Unit Price Regulaaon "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00 Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Ranking O�cer's white uniform shirt, long sleeve, VJest Point 7500C ........... $ 6.50 Ranking Officer's white uniform shirt, short sleeve, R'est Point 75WC .,........ $ 6.00 Jersey type long sleeve sweat shirt, navy biue - Wilson 8632 . . . . . . . . . . . . . . . . . $ 3.30 Iersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . $ 330 Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Fechheuner Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25 Jacket - Light weight, waist style Fechheimer 1t3210a . . . . . . . . . . . . . . . . . . . . . . $10.00 Surcoat - Energy lOQFD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . $30.75 Parka - Navy - Butwin 111SP Regular sizes 34-4b . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $39.00 Exuasizes48 ................................................ $42.90 50 ............. ......................................... $44.85 52 ........... ...........................................$49.Q0 I .ong ...................................................... $42.90 Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 ......... $ S.bO SEWTNCz COSTS: No cost when ordered with jacket otherv✓ise . . . . . . . . . . . . . . . $ 1.00 Caps � Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25 8pt.Midwest-N.W..,. ......................................... $4.25 Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45 Shoes Wedge style oxford - Red Wing shce #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Slip on style oxford - �LOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50 Slip an style oxford - FLOAT-AWAYS �{I5318 . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Lace style o�'ord - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 Slip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.95 Siip on style oxford Weinbrenner 1435 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $12.00 Lace sryle oxford TS1S2 Mocc toe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace styie o�ord Weinbrenner 1225 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $16.50 Socks Munsingwear�E40 ..............................................$ .65 Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65 Ties - black, 4-in-hand, or snap-on sryle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $1.00 • i �