97-827Conncil File # �.��
Green Sheet # 35899
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Piesented
Refened To
MINNESOTA
Commiuee Date
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RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2
1497-1448 Agreement between the City of Saint Paul and Local Union #1842 , District Council No. 14
of the American Federation of State, County and Municipal Employees AFL-CIO.
Kequested by Department of:
Office of Labor Relations
Adopted by Council: Date q
Adoption Certified by Council creta
By:
Approved b� . Dat� � f` q�
n/a
By: ��V'U
By: ��lCe�-
Form App ved by � orney
By: �r-��l.��� � � �2s �9`3
Approved by I�ayor for Submission to Council
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By: � �- UL�f-'
ATTACHMENT TQ GREEN SHEET
q�-f�?
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and APSCME Locals 1842 and 2508.
1. Wages
(Closest Pay Periods)
Generalincrease
General increase
Generalincrease
General increase
General increase
2.
�
01101197
08/01/47
12/31/97
TOTAL
03101198
10/01/98
TOTAL
2.0%
0.5%
0. o
2.7%
2.0%
0.8 0
2.8%
New: Conservatory Attendants' pay will be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Curtent: 1996 Single $180.91
Family $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Fnll Amonntj
Family 68.82 (Eqnal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling 2S% of increase
10.4 Administrative changes on hours (from 32tweek to 64lbiweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199? and 25% of the increase for 1998.
1
Page 2 of 3
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4. New language offered by the City:
3.� At least fourteen �1 calendaz days �rior to chang��the normal work dav or the
normal wark week the Emplover and Union shall meet and confer regardin� the
need for the nronosed change and the nossibility of other alternatives It is also
understood that deviation from such notice shall be permissible due to
emereencies and acts of God Notice is not needed for temDOrary chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to assign additional davtime evenin�* or weekend hours the
em�lover shall first reguest volunteers from among em�lovees Volunteers must
be able to perform the job duties of the osition. (Per AFSCME proposal:
effective after date of rafification.)
Adds requirement on Employer to seek volunteers first for certain assignments.
6. 3.�1 Night Differential• To any em�lo.Yee who works on a shift beginnin� earlier than
6:00 a.m. or ending later than 6:00 p.m. �rovided at least five hours of the shift
are worked between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht
differential of five percent (5 %1 for the entire shift
To an� emplovee who works on a shift beginning earlier than 6•00 a m or
ending later than 6:00 p.m.. but less than five hours of the shift are worked
between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht differential
of five nercent (5 %1 for the hours warked between 6•00 n m and 6•00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regularly
scheduled employees, now any empioyee scheduled is entitled to pay.
.�lb �mplovees required, as part of their normal job duties, to wotk a snow emergenc�
sha11 receive premium pa aY t fift� ercent 50%1 far the second standard hour
shift for ali continuous hours worked durin� the snow emer�ency_
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
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8. New language offered by the City:
15 EmDlovees may reouest an audit of their position whenever the nature of the
work andior responsibilities in their �oeition have substantially chan�ed When
an emplovee or a s u�pervisor on behalf of an emglovee rec.�uests a
classificationfregradin� study of their uosition responsible Mana erc in e
Department where the emplovee(sl work(� and the staff of the Office of Human
Resources eaill facilitate the com�letion of the study within ninety_(90) days after
the employee submits their job �rofile.
9. (199 Clerical) (12.8 Technical)
New language offered by the City:
12 S�n �he event the employer believes it is necessary to mer.�e contract out or
subcontract any public work performed by employees covered bv this
A.greement which may lead to la�off the Em.�lover will notify the Union no less
than forty-five (45) calendar days in advance During the forty-five f451 davs
the Employer will meet wiffi the Union and discuss passible o�tione to
contracting out or ways and means to minimize the elimination of roositions
10. Safe Workplace:
(To be inserted in Article 28 Safety)
The City will commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Warkplace Conduct Policy but which is not subject to any
form of adjudication will be submitted to a neutral tribunal which will issue non-
binding recommendations to the City and the indiv3duais involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in tifles as
approved by the City Council.
F:�I.ABREL\CQNTRACIIAF'SCME.CLE\1997 98�ATTACH91
DEPARTMENT/OFFICE/COIIICIL DATE IN(TWTED GREEN SHEET No.• 35899 �� ✓ �� rf
LABOR RELATIONS 3une 24, 1997 '
COh"i�ACT PERSOI & Pp0\E. � 3NITIAllDA7E 1NITIAL7DATE
NLIE KRAUS 266-6513
ASSIG?� S DEPARTMEiST DIR �__ 4 CSTY COUT'CIL
1tiD7BER 2 CIN A"ITORNEY _,,� �< C(7Y CLERI'+
�ft�ST BE 01 COCtiCIL AGE\D.4 BY (DATE} FOR BUDGE3' DIA. FIT3. & MGT. SERVICE DIR.
July 2 , 1497 ORDER G 3 MAYOR (OR ASST.)
TOTAL il OF S3G\ATL'RE P9GES_I (CLIP ALL LOCA7'IONS FOR SIGNATURE)
ncr�o� xeQUes�n: This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union # 1842, District Council No. 14 of the American Fedetation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDAT10N5 Approve (A) or Reject (R) PERSONAL SERViCE CONTRACTS MUST AIVSWER 77iE FOLLOWING
QUES1'IONS:
PLANNiNG COMMISSION _CNIL SERV]CE COMIN1SS10N 1. Ras this persoNfirm ever worked under a contrac[ for this departrne�t?
CIB COMIN117'EE Yes No
STAFF 2. Has this person/fimi ever been a city employee?
_DSSTRIC'P COURT Yes No
SUPPORTS W HICH COUNCIL OBJECTNE? 3. Does this penon/firtn possess a skill not normally possessed by any current city employee?
Yes No
Ezplain all yes answers on separate shee[ and attacd to greeo sheet
INITIATING PROBLEM, ISSUE, OPPORT[JNITY (Who, WAat, When, Where, Why): n������■ F
K ��
JUN 25 ��
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ADVANTAGESIFAPPROVED:
-, '"j'.� � i
DISADVANTAGES TFAPPROVED: ��
JUN 2 5 1997
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DISADVANTAGES IF NOT APPROVED: ..
TOTAL AMOC�NT OF TR?.�SACTSON: COSTlREVENOE BUDGETED: -
F[;YDItiC SOURCE: ACTIVITY NUMBER:
FINANCIALINFORI4ATIOV:(EXPLAIN)
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INDEX
ARTICLE TITLE
PAGE
Freamble.............................................ii
•
•
1 Recognition ...........................................1
2 Check Off .............................................3
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
5 Holidays ..............................................5
6 Grievance Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
7 City Mileage ...........................................8
8 Residence .............................................9
9 Vacation ..............................................9
10 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
11
12
13
14
15
16
17
18
19
zo
21
22
23
24
25
Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Seniority ............................................ 15
Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Builetin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Wages ..............................................18
Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Military I,eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Discipiine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Vacancies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
26 Nondiscrunination .. ... . .......... .... .. ... ... . .. . . . .... 26
27 Sick I,eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . 26
28 Safety ..............................................27
29 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A ..................._..................... Ai
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I��J7:�\/1:
This agreement entered into by the CITY of Saint Paul, hereinafter refened to as the
Employer, and Local Union 1842, affiliated with Council 14, and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has
as its purpose the promotion of harmonious relations between ffie Employer and the Union, the
establishment of rates of pay, hours of work, and other conditions of employment.
ii
ARTICLE 1 - RECOGNITION
Q�-�a�
1.1 The Bmployer recognizes the Union as the sole and exclusive bargaining agent far the
• puspose of establishing salaries, wages, hours and other conditions of employment for
ail of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and
as set forth in Section 1.2 below.
1.2 The bargauvng unit covered by this agreement shall consist of the following:
All technical personnel who are employed by the Ciry of St. Paul or who have their
"terms and conditions of employmenY' established by the governing body of the City of
St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35
percent of the normal work week and more than 67 work days per year, in the
classifications of:
u
•
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Adaptive Recreation Director
Aquatics Manager
Architectural Drafter Trainee
Architecturai Drafter
Business Relocation Specialist
Citizen Serviee Analyst
City Planning Aide
City Plamting Technician
Giinic Nurse
Community Eciucation/Recreation
Coordinator
Community Liaison Officer
Conservatory Attendant
Denial Assistant
Dental Hygienist
Duplicating Shop Manager
Dupiicating Eguipment Operator
(Two-Color)
EDP I,ead Programmer
EDP Network Specialist I
EDP Network Specialist II
EDP Prograznmer
EDP Programmer Analyst
EDP Programmer Trainee
Engineering Aide I
Engineering Aide II
Engineering Assistant
Environmental Health Aide
Environmental Health Inspector
Environmental Health Inspection Supvr.
Fire Aide
Fire Communications Operator I
Fire Communications Operator II
Fire Prevention Inspector I
Fire Prevention Inspector II
Graphic Arts Technician--City Planning
Health and Education Assistant
Health and Education Assistant
-CambodianlEnglish
Health and Education Assistant
-Hmong/English
Health and Eciucation Assistant
-SpanishlEnglish
Health L.aboratory Technician II
Housing Counselor
Housing Rehabilitation Advisor I
Housing Rehabilitation Advisor II
Human Rights Technician
Human Resources Technician III
Laboratory Technician I
Library Assistani
*Library Assistant II
Library Associate
Library Associate (Part-tune)
-1-
ARTICLE 1 - RECOG1vITION (Continued)
License and Pemut Aide
License and Permit Inspector
License Enforcement Auditor
Loan Specialist I
I.oan Specialist II
Loan Specialist Assistant
Loan Specia2ist Assistant (Bilingual)
Medical Assistant
Medical Records Practitioner
Mod�ed Duty Worker (TechnicaI)
Nutrition Assistant I
Nutrition Assistant II
Payroll System Technician
Plan Examiner I
Plan Examiner II
*Plan Examiner III
PracticaI Nurse
Project Management Technician
Public Works Technician I
Public Works Technician II
Public Works Technician III
Real Estate Specialist I
Recreation Center Director
Recrearion I.eader
Registered Radiological Technologist •
RehabIlitation Supervisor
Senior License Inspector
Senior Plan Examiner
Service Worker III
3urveyor
Telecommunications Technician
Treasury Technician
Valuation and Assessment Aide I
Valuation and Assessment Aide II
Valuation and Assessment Technician I
Valuation and Assessment Technician II
Valuation and Assessment Technician III
Video Producrion Assistant
Video Production Technician
VJater Utility Technician I
Water Utility Tecluucian II
Water Utility Technician III
Water Laboratory Aide
Water Meter Repairer
Zoning Aide
Zoning Specialist
�Title abolished except as to present incumbents.
1.3 Any present or funzre employee who is not a Union member shall be required to
contrzbute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer sha11 check off said fee from the eaznings of the employee and
transmit the same to the Union. In no instance shall the required conuibution exceed a
pro rata share of tfie specific expenses incurred for services rendered by the
representauve in relationship to negotiations and adminisuation of grievance
procedures. This provision shall remain operative only so long as specifically provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indeaurify and hold harniless the Employer against any and ali
claims, suits, orders or judgments bronght or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
•
.
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ARTICLE 2 - CHECK OFF
•
�j ._
2.1 The Employer agrees to deduct the Ilnion membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Emgloyer by a representative of the Union and the aggregate deductions of all
employees shail be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon ttiereafter as
is possible.
2.2 The Union agrees to indemnify and hold harmless the Employer against any and all
ciaims, suits, orders or judgments brought or issued against the Ciry as a result of any
action taken or not taken by the City under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
• 3.3
3.4
3.5
•
of God, and overtime may be required.
-3-
The normal work day shall be seven and threelfourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shail be
paid.
The normai work week shall be five (5) consecutive normal work days in any seven (7)
day period.
Ror employees on a shift basis, this shail be construed to mean an average of
thirty-eight and three-fourths (38 ) hours per week.
This section shall not be construed as, and is not a guarantee of, any haurs of work per
normal work day or per normal work week.
Time on the payroll in excess of the normal hours set forth above in this Article shall
be"overtime work" and shali be done only by order of the Head of the Department.
3.6 All empioyees in this bargaining unit shali be recompensed for work done in excess of
the normal hours established above in this Article by being granted compensatory time
on a time and one-half basis or by being paid on a tnne and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1/80th of the biweekly rate.
3.7 Normal work schedules showing the employee's shif[s, work days and hours shall be
posted on all department bulletin boards at a11 times. It is also understood that
deviation from posted work schedules shali be pernussible due to emergencies and acts
ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwithstanding Sections 3.1 through 3.6, emptoyees may, through mutual agreement
with the Employer, work schedules other than schedules lunited by the normal work ,
day and work week as set forth in Sections 3.1, 3.2 and 3.3. Overtime compensation
for employees working under such agreemeats shall be subject to the provisions of the
Fair Labor Standards Act.
39 For employees who wish to share a position, the Employer wiIl attempt to provide
options for implementing a sharing arrangement. Such an anangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for empIoyees who shaze a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be admuristered in
accordance with the provisions of Article 10 of this agreement. In the event that one of
ttie employees participating in the shared position is terminated or tercninates
employment, the Employer shall post the job sharing vacancy for a period of ten (10}
days. If at the end of ten (10) days, such vacancy cannot be filled, the Employer shali
have the option of increasing the remaining employee's work hours.
3.10 Sections 3.8 and 39 skall not be subject to the provisions of Article 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normal work Qay or the
normal work week, the Employer and Union shall meet and confer regarding the need
for the proposed change and the possibility of other alternatives. It is also understood •
that deviation from such notice shail be permissibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
3.12 When there is a need to assign additional daytime, evening or weekend hours, the
employer shall first request volunteers from among employees. Volanteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00
a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked
between tl�e hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later
than 6:00 p.m., but less than five hours of the shift are worked between the hours of
6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %} far the
hours worked between 6:00 p.m. and 6:00 a.m.
3.14 Employees required, as part of their normal job duties, to work a snow emergency shall
receive premium pay at fifty percent (50%) for the second standard hour shift for a11
continuous hours worked during the snow emergency.
C�
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ARTICLE 4 - WORK BREAKS
q� -�.�
4.1 Rest Periods - AIl empioyees work schedules shail provide for a fifteen (15) minute
• rest period during each one-half shift. The rest period shall be scheduled by
management at approxunately the middle of each one-half shift whenever this is
feasible.
4.2 If an employee is scheduled to work a full half shift beyond hisJher regular quitting
tnne, hefshe shail be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 FIolidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eligible employees sha11 receive pay for each of the holidays listed above, on which
they perform no work. Whenever any of the holidays listed above falls on a 3aturday,
� the holiday shal] be observed on the preceding Friday. VJhenever any of the holidays
Iisted above falls on a Sunday, the holiday shail be observed on the succeeding
Monday. For those employees assigned to a work week other than Monday through
Friday, the holiday shail be observed on the calendar date of the holiday.
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the
conuact year, subject to approval of the Department Head of any employee.
5.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any six working days of the nine
working days preceding the holiday; or an employee's name must appear on the payroll
the last working day before the holiday and on three other working days ofthe nine
working days preced'ang the holiday. In neither case shal] the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employee not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been empioyed as a temporary employee for sixty-seven
(67) consecutive work days. No temporary employee shali be eligihle for any floating
holidays.
�
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ARTICLE 6 - GRIEVANCE PROCEDURES
6.1 The Empioyer shall recognize stewards selected in accordance with Union rules and �
regulations as the grievance representatives of the bargaining unit. The Union sha21 notify
the Employer in writing of ihe names of the stewazds and of their successors when so
named.
6.2 It is recognize@ and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is lunited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with suctt employee's duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of the supervisor to be absent to process a grievance and that such absence
would not be deuimental to the work programs of the Employer.
6.3 The procedure established by this Article sha21 be the sole and exciusive procedure for the
processing of grievances, which aze defined as an alleged violation of the terms and
conditions of this agreement.
However, this Article does not abridge grievance rights possessed by eligible veterans
under applicable veterans' rights statutes.
6.4 Grievances sha11 be resolved in conformance with the following procedure:
Step I- Upon the occurrence of an alleged vioIation of this agreement, the employee �
invotved (with or without the steward) shali attempt to resotve the matter on an informal
basis with the employee's supervisor.
Tf the matter is not resoived to the employee's sausfacuon by the informal discussion, it
may be rednced to writing and referred to Step 2 by the Union. The written grievance
shall set forth the nature of the grievance, the facts on which it is based, the alleged
section(s} of the agreement violated, and the relief requested. Any alleged violation of the
agreement not reduced to writing by the Union within fourteen (14) work days of the first
occurrence of the event giving rise to the grievance, shall be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shall meet with the Union Steward and attempt to resolve the
grievance. If, as a resutt of this meeting, the grievance remains unsolved, the Employer
shali repiy in writing to the Union within seven (7) work days following this meeting.
The Union may refer the grievance in writing to Step 3 within seven (7) work days
following receipt of the Employer's written answer. Any grievance not refened in
writing by the Union within seven (7) work days following receipt of the Employer's
answer shali be considered waived.
n
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�
ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) �� �°�'�
� Step 3- Within seven (7) work days following receipt of a grievance refened from 5tep
2, a designated Empioyer supervisor shall meet with the Union Business Manager or
his/her designated representative, the employee and the steward and attempt to resolve the
grievance. Within seven (7) work days following this meeting the Empioyer shall reply in
writing to the Union stating the Employer's answer concerning the grievance. If as a
result of the written response the grievance remains unsolved, the Union may refer the
grievance to Step 4. Any grievance not referred in wziting by the Union to Step 4 within
seven (7) work days following receipt of the Employer's answer shall be considered
waived. �
Step 4- If the grievance remains unresolved, the Union may within seven (7) work days
after the response of the Employer in Step 3 by written notice to the Employer, request
arbitration of the grievance. The arbitration proceedings shall be conducted by an
arbitrator to be selected from a permanent panel of five (5} arbitrators. Arbatrators shall
be selected by lot within twenty (20) work days aRer notice has been given.
In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for
ffie permanent panel, the parties will petition the Director of the Bureau of Mediation
Services for a list of ten (10) arbitrawrs for each panel member for which the parties did
not mutually agree. The parties shall altemately strike names from such list(s), the
Employer striking first, until one (1) name remains.
• Vacancies occurring on the permanent panel during the iife of this agreement shall be
fiiled by mutual agreement of the parties. If the parties cannot mutually agree, ihe
vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator
selection pracess shall be effective only for the duration of this agreement unless both
parties mutually agree to extend such provisions.
At any time prior to the opening of an arbitration hearing, the parties may mutually agree
to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a
resolution of the dispute.
6.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to, or subtract
from the provisions of this agreement. The arbitrator sha11 consider and decide only the
specific issues submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted. The arbivator shail be
without power to make decisions contrary to or inconsistent with or modifying or varying
in any way the appiication of laws, rules or regutations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirty (30) days following
close of the hearing of the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension.
The decision shall be based solely on the arbitrator's interpretation or application of the
• express terms of this agreement and to the facts of the grievance presented. The decision
of the arbivator shall be final and binding on the Employer, the Union and the employees.
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ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne �
equaliy by the Employer and the Union, provided that each party shall be responsible
for compensating its own representatives and witnesses. If either party desires a
verbatim record of the proceedings, it may cause such a record to be made, providing it
pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
6.8 It is understood by the Union and tfie Employer t6at a grievance, other than a grievance
arising from a@isciplinary action, may be deternuned by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
6.9 T'he provisions of this Article 6 shail not apply to Section 3.9 of this agreement.
6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union
Business Manager or Assistant Director to the President of Local 2842. This sec6on
shall not be grievable.
ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul •
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
foliowing provisions are adopted.
7.2 Method of Computation - To be eiigible for such reimbursement, all o�cers and
employees must receive written authorization from the Department Head.
Type 1- If an employee is required to use his/her own antomobile OCCASIONALLY
during employment, the empIoyee shall be reunbursed at the rate of $4.00 per day for
each day ttce emptoyee's vehicle is actually used in perfomung the duues of the
employee's position. In addition, the employee shall be reimbursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive au automobile during employment and the
department head or designated representative determines that an emptoyer vehicle is
available for the employee's use but the employee desires to use his/her own
automobile, then the employee shali be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addiuon, the employee shatl be reimbursed $0.20 per mite for �
each mile actually driven.
�
ARTICLE 7 - CITY MILEAGE (Continued)
��� -$d~1
If such employee is required to drive an automobile during employment and the
� deparcment head or designated repzesentative determines that an employer vehicie is
avaiiable for the employee's use but the employee desires to use hislher own
automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem. This Section 7.2 shall become effective
February 1, 1994.
.
7.3 The Ciry will provide parking at the Civic Center Parldng Ramp for City employees on
either of the above mentioned rypes of reimbursement plans who are required to have
their personal car available for City business. Such parking will be provided only for the
days the employee is required to have his or her own personal caz available.
7.4 Rules and Regulations - The Mayor shall adopt rules and regulations goveming the
procedures for automobile reirnbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly affidavits stating the number of days worked and the number of miles driven, and
further require that they maintain automobile liability insurance in amounts of not less
than $100,0001$300,000 for personal injury, and $25,000 for property damage, or
liability insurance in amounts not less than $300,000 single limit coverage, with the City
of Saint Paul named as an additional insured. These rules and regulations, together with
the amendment thereta, shall be maintained on file with the City Clerk.
ARTICLE S - RESIDENCE
8.1 The resolution pertaining to residence approved July 26, 1979, under Council File No.
273378 shall apply to all employees covered by this agreement.
ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of Service
lst year thru 4th year
Sth year thru 9th year
lOth year thru 15th year
16th year thru 23rd year
24th year and thereafter
CJ
Hours of Vacation
.0385 (10 days}
.0616 (16 days)
.0731 (19 days)
.Q885 (23 days)
.1000 (26 days)
9.2 The Head of a Department may permit an employee to carry over up to one hundred and
twenry (120) hours of vacation into the following "vacation year." For the purpose of this
Article the "vacation year" shail be the fiscai year (IRS payroli reporting year).
4.3 The above provisions of vacation shall be subject to the Saint Paui Salazy Plan and Rates
of Compensation, Section I, Sub. H.
�
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer will continue for the period of this agreement to provide for employees •
such health and iife insurance benefits as are provided by the Employer at the tune of
execution of tius agreement.
10.2 For each eligible employee covered by this agreement who is employed full-time and
who selects employee health insurance coverage provided by the Employer, the
Employer agrees to contribute $191.40 or ttte actual cost, whichever is less, per month
toward the cost of snch premium.
For each eiigible fu11-time employee who selects family health insurance coverage, the
Employer wiil contribute the cost of such family coverage or 368.82 per month,
whichever is less. These contribution levels shall be effective for January, 1997
premiums.
10.3 Effective for the January, 1998 insurance premiums, for each eligible employee
covered by this agreement who is employed full-time and who selects employee heatth
insurance coverage provided by the Employer, the Employer agrees to contribute the
actual cost of the single health insurance premium.
For each eligible fuli-time empIoyee who selects family health insurance coverage, the
Employer wiil contribute the cost of such faarily coverage or $368.82 plus 25% of the �
1448 family health insurance premium increase per month, whichever is less, toward
the cost of such premium.
10.4 For the purpose of this Article, full-time employment is defined as apgearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12)
month period preceding the annual open enrollment or special enroliments or the six (6)
month period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroil an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the tweive (12)
month period preceding the annual open enrollment or special enrollments or the s'vc (6)
month period preceding uutial enrollment.
Half-time employment is defined as appearing on the payroll an average of at least 40
hours, but Iess than 52 houss, per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollmenis or six (6) month period
preceding initial enrollment.
1Q.5 For each eligibie employee covered by this agreement who is employed half-time and
who selects employee health insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed far full-time employees selecting �
employee coverage in the same insurance plan.
-10-
ARTICLE 10 - INSURANCE (Continued)
q� -$a�l
For each half-time employee who selects family health insurance coverage, the
• Employer will contrabute fifty gercent (50%) of the amount contributed for full-time
employees selecting family health insurance coverage in the same insurance plan.
For each eligible employee covered by this agreement who is employed three-quarter
time and who selects employee health insurance coverage, the Employer agrees to
contribute seventy-five percent (75 %) of the amount contributed for full-time
employees selecting employee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer wi11 contribute seventy-five percent (75%) of the amount contributed for
full-time employees selecting fanuly health insurance coverage.
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall rece3ve the same health insurance contributions
as fuil-tune employees. This Section 10.6 applies only to empioyees who were
employed half-tune during the manth of December, 19&5 and shail continue to apply
only as long as such employees remain continuously employed half-time.
10,7 For each eligibie employee, the Employer agrees to conuibute the cost of $20,000 of
life insurance.
� 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group
Health and Welfare Plan.
10.4 Any cost of any premlum for any City offered employee or family insurance coverage
in excess of the dollar amounts stated in this Article 1Q shali be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the empioyee selected health insurance coverages can be paid on a pre-taY
basis. Employees covered by this agreement wili be eligible to participate in the
Flexibie Spending Account as offered by the Employer. The service fee charged to
participating employees shall be paid by the employee.
10.11 Employees covered by this agreement shall be eligible to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the foliowing conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
• 10.16 below, toward a health insurance pIan offered by the Employer:
-11-
ARTICLE 10 - INSURANCE (Continued)
10.22(1) Be receiving benefits from a public employee retirement act at the time of �
retirement, and
l0. i2(2) Have severed his/her relationship with the City of Saint Paul for reasons other
than misconduct, and ,
10.12(3) Have completed at least 20 years with the City of Saint Paul.
Eariy Retirees
10.13 This Section shall apply to full time employees who:
10.13{1) Retire on or after January 1, 1996, and
10.13(2} Were appointed on or before December 31, 1995, and
10.13(3} Have not attained age 65 at retirement, and
10.13(4) Meet the terms set fortti in Section 10.12 above, and
10.13(5) Select a health insurance plan offered by the Employer
Until such emptoyees reach sixty-five {65) years of age, the Employer agrees that for
retirees selecting single coverage, the Employer wiil provide the same contribution as is
provided for active employees selecung single coverage under this agteement. This
amount, however, sha11 not exceed �350 per month. i
For employees selecting family health insuraace coverage, the Fanployer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Empioyer's contribuiion sha11 not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.i4 This Section shall apply to full time employees who:
10.14(i) Retire on or afrer 7anuary i, 1996, and
10.14(2) Were appointed on or after January 1, 1996, and
10.14(3) Have aot attained age 65 at retirement, and
10.14(4) Meet the conditions of Section 10.12 above, and
10.14(5) Select a health insnrance plan offered by the Employer.
Until such retirees reach sixry-fve (65) years of age, the Employer agrees to contribute a
maximum of $300.00 per month toward the cost of single or family healYh insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.16 shall apply.
�
-12-
�
ARTICLE 10 - INSURANCE (Continued)
Regular Retirees (A.ge 65 and over)
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after 7amiary 1, 1996, and
10.15(2) Were appointed on or before December 31, 1995, and
10.15(3) Have not attained age 65 at retirement, and
10.15(4) Meet the terms set forth in Section 10.12 above, and
10.15(5) Select a heaith insurance plan offered by the Employer
q� -���7
The Employer agrees to contribute a maYimum of $SSO.QO per month toward the premium
for single or family health insurance coverage offered by the Employer to regular retirees
and their dependents. Any unused portion of the Employer's contribution sha11 not be
paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.13 when such retirees attain age 65.
i
10.16 This Section shall apply to fuli time employees who:
10.16(1) Retire on or after January 1, 1496, and
1�.16(2) Were appointed on or after January 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
1016(4) Meet the conditions of Section 10.12 above, and
10.16(5) Select a health insurance plan offered by the Employer.
The Empioyer agrees to contribute a maxnnum of $300.00 per month toward the cost of
single or family health insurance coverage offered to regular retirees and their dependents.
Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.14 when such early retirees at[ain age 65.
�
10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at
least ten (10) years of service with the City, he/she may purchase single or family
health insurance coverage through the Employer's insurance program. The total cost of
such insurance coverage shall be paid by the retiree.
10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City
retiree or City employee and eligible for and is enrolled in the City health insurance
program.
13
ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance �
1Q 29 The surviving spouse of an employee carrying family coverage at ihe time of his(her
death due to a job connected injury or iltness which was detemuned to have arisen out
of an@ in the course of his/her employment under worker's compensauon law shall
continue to be eligible for ciry contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shalI have the option, within thirry {30) days, to continue the cunent
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accorded to the eligible deceased retiree.
It is further vnderstood that coverage shall cease in the event of:
10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or
retiree.
10.19(2) The employment of the surviving spouse or dependent where heaith
insurance is obtained through a group program provided by said Employer.
In this event, however, the surviving spouse or dependent shali have the
right to maintain Ciry health insurance for the first ninery (90) days of said
employment. �
ARTICLE 11 - WORKING OUT OF CLASSIFICATION
i i. i Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15} consecufive working days during a year
shali receive the rate of pay for the o¢t-of-class assignmen[ in a higher ciassificarion not
later than the sucteenth (16) day of suck assignment. For pnrposes of this Article, an
out-of-class assignment is defined as an assignment of an employee to perform, on a
ful]-time basis, all of the significant duties and responsibilities of a position different
from ttze employee's regular position, and whick is in a classification higher than the
classification held by such employee.
The rate of pay for an approved out-of-class assignment shall be the same rate the
employee would receive if such employee received a regulaz appointment to the Iugher
cTassification.
�
14
ARTICLE 12 - SEI�TIORITY
•
�►� -ga�1
12.1 Seniority, for the purQose of this agreement, sha11 be defined as foilows: The length of
continuous, regular and probationary service with ihe Employer from the date an
employee was first certified and appointed to a class title covered by this agreement, it
being further understood ihat seniority is confined to the current class assigrunent held
by an employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority sha11 be determined by employee's rank on the
eligible list from which certification was made.
12.2 Seniority shall terminate when an empioyee retires, resigns, or is discharged.
123 In the event it is deterniined by the Employer that it is necessary to reduce the work
force, employees wili be laid off by class tifle within each department based on inverse
length of seniority as defined above. However, when layofF occurs in any of the titles
lisied below under Column A, layoff shall be based on inverse length of total semority
in all titles listed on the conesponding line under Column B. The Human Resources
Department will identify such least senior employee in the department reducing
positions, and shall notify said empioyee of his/her reduction from the department. If
there are any vacancies in any of the titles under Column B on which seniority was
based, in any other City department, the Human Resources Department shall place the
affected employee in such vacancy.
If two or more vacant positions are available, the Human Resources Department shail
• decide which vacant positions the affected employee shall fill. If no vacancy exists in
such titles, then the least senior City employee in such titles shall be identified, and if
the employee affected by the original departmental reduction is more senior, he(she
shall have the right to claim that position and the least senior City employee in such
titles shali be ffie employee laid off. For the purposes of this Articie, the Board of
Education is not included as a City department nor is a Board of Education employee
included as a City employee.
Column A
Deputy License Inspector I
Deputy License Inspector II
Engineering Aide I
Engineering Aide II
•
Fire Aide I
Fire Aide II
Housing Aide I
Housing Aide II
Column B
Deputy License Inspector I, Deputy
License Inspector II
Deputy License Inspector I, Deputy
License Inspector II
Engineering Aide I, Engineering Aide II,
Tra�c Eng. Aide II, Engr. Draf[sman
Eng. Aide I, Eng. Aide II, Traffic Engr.
Aide II, Engr. Draftsman
Fire Aide I, Fire Aide II
Fire Aide I, Fire Aide II
Housing Aide 1, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
15
ARTICLE 12 - SENIORITY (Continued)
Column A
Housing Rehab Advisor I
Housing Rehab Trainee
Library Assistant I
Library Assistant II
Operarions Asst- Town Sq. Park
Planning Aide I
Planning Aide II
Planning Assistant I
Planning Assistant II
Recreation Center Director
Recreation I,eader II
Recreation Leader III
Sanitarian Aide I
Sanitarian Aide II
Traffic Engr. Aide II
Val. & Assess. Aide I
Val. & Assess. Aide II
� rt � :
Housing Rehabiiitation Trainee, Housing
Rehabititarion Advisor I
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I �
Library Assistant I, Library Assistant II
Library Assistant I, Library Assistant II
Recreation Leader II, Rec. I.eader I,
Rec. Director I, Rec. Center Director
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Platming Aide I, Plam�ing Aide II
Planning Asst. I, Pianning Asst. II
Ptanning Aide I, Pianving Aide II,
Planning Asst. I, Planning Asst. II
Recreation Leader II, Rec. Leader III
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec, L.eader III,
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec. Leader III,
Recreation D'uector I, Operations
Asst.- Town Square Park
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide TI
Engineering Aide I, Engineering
Aide II, Tra�ce Engineering Aide II
Val/Assess Aide I, Val/Assess Aide II
Val/Assess Aide I, Val/Assess Aide II
u
�J
12.4 In cases where there are promotional series, snch as Technician I, II, III etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before Iayoffs
are made by any class title in any department.
12.5 It is understood that such employees wi11 pick up their former seniority date in any class
of positions that they previously held.
•
16
q�-ga�
ARTICLE 12 - 5EIVIORITY (Continued)
• 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two yeazs of layoff.
12.7 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communicauon Center, andJor Records, shaIl be allowed to bid for
work shiHs (i.e. midnights, days and afternoons}, on the basis of senioriry when a
vacancy occurs within the empioyees' classification in their division.
12.8 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
ARTICLE 13 - EMPLOYEE RECORDS
13.1 Any written reprimand made conceming any member of this Bargaining Unit which is
filed with the Office of Human Resources or within any City department shall be shown
to the member before it is piaced on flle. Before the reprimand is placed on file, the
. City shail request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
13.2 Any member of the bargaining unit may, during usual working hours and with the
approval of the supervisor, review any material placed in the employee's personnel file,
after first giving proper notice to the supervisor in custody of such file.
13.3 Any member of the bargaining unit may file a grievance or a discrimination complaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 14 - BULLETIN BOARDS
14.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulletin board space sha11 not be used by
the Union for political purposes other than Union elecYions.
L1se of this bulletin board is subject to approval of the Deparunent Head.
•
17
ARTICLE 15 - WAGES
15.1 The wage schedule, for purposes of this contract, shall be Append'ut A, attached
hereto. Both parties agree that the inclusion of the classifications and salary ranges in •
Appendis A does not preclude the Employer from the following:
15.1{1) Reorganizing
15.1(2) Abolishing classifications
15.1(3} Establishing new classifications
15.1(4) Regrading classifications
15.1(5) Reclassifyzng positions
Both parties aiso agree that titles and grades in Appendis A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargauung unit
shall suffer any reduction in salary because of a regrading or rectassification during the
conuact period in which such regrading or reclasszfication takes place.
15.2 Empioyees may request an audit of their posiuon whenever the nature of tfie work
and/or responsibilities in their position have suhstanually changed. When an empioyee,
or a supervisor on behalf of an employee, reqnests a classification/regrading study of
their posiTion, responsible Managers in the Department where the employee(s) work(s)
and the staff of the O�ce of Human Resources will facilitate the completion of the
study within ninety (90} days after the employee submits their job profile.
ARTICLE 16 - MAINTENANCE OF STANDARDS
16.1 The parties agree that ail conditions of employment relating to wages, hours of work,
overtime differentials, vacations and ail other general working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paui Salary Plan and Rates of Compensation
at the tnne of the signing of this agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
agreement.
ARTICLE 17 - LEAVES OF ABSENCE
171 Leave of Absence - After three months of employment, an employee may make
application for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civi2 Service Rules (Resolution No. 3250}.
.
.
m
ARTICLE 17 - LEAVES OF ABSENCE (Continued) `�� `�a�
17.2 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for
• each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick Ieave, employees must report to their supervisor no
later than one-half hour past their regular scheduled starting time. The granting of sick
leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of
Saint Paul. `
For absences due to sickness of seven (7) or fewer calendar days, the Employer shail
require a physician's certificate or additional certificates only when there is reason to
suspect abuse of sick leave ar to verify that an empioyee is fit to retum to his or her
position. The Employer's requirement of a certificate under this section shail not be
arbitrable.
17.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of time as the Aead of the Department deems
necessary, on account of sickness or injury of the employee, quarantine estabiished by a
public health enforcement agency, death of the employee"s mother, father, spause,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the househoid; and may be granied leave with pay for such tune as is actually necessary
for office visits to a doctor, dentist, optometrist, etc.
17.4 Leave Without Pay - Any employee who engages in active service in tune 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 leave is not otherwise allowed by law shali
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and sub}ect to such conditions as are imposed by law.
Such leaves of absence as are granted under Article 18 shall conform to Minnesota
Statutes Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
17.5 Jury Duty - Employees required during their regular working hours to appear in court
as jurors or wimesses, except in their own behalf against the Ciry, shall be paid their
regular pay while so engaged, provided that any fees that the employee may receive
from the court for such service shali be paid to the City and be deposited with the City
Finance Director. Any employee scheduled to work a shift other than the normal
daytime shift shall be rescheduled to work the normal daytime shift during such time as
he/she is required to appear in court as a juror or wimess.
17.6 Education Leave - L,eave with pay may be granted for education purposes at the option
of the Employer.
17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
• the Civil 5ervice Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
19
ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.8 An employee elected or appointed to a fu11-tune paid position by the exclusive i
representauve may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duues of the exclusive representative.
17.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner
as any other disabled or ill City employee. Such paid sick leave eligibility shall begin
upon certification by the employee's attending physician that the employee is disabled
in terms of her ability to perform the duties of her position.
A twelve (12) montti Parental leave of absence without pay shaIl be granted to a naturaI
parent or an adoptive parent, who requests such Ieave in conjunction with the birth or
adoption of a child. Such leave may be e7ctended an additional twelve (12) months by
mutuai 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.
Empioyees who return following such leaves of absence shall be placed in a positiorc of
equivalent salary and tenure as the one held just prior to the begimiing of their leave.
17.10 An employee shall be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom actiuities related to the employee's child, •
provided the conference or classroom activities cannot be scheduled during non-work
hours. When the teave cannot be scheduled during non-work hours and the need for
the leave is foreseeable, the employee must provide reasonable prior notice of the Ieave
and make a reasonable effort to schedule the Ieave so as not to dismpt unduly the
operations of the Employer. An employee shall be ailowed to use vacation or
compensatory tune for this leave; otherwise, this ieave shall be without pay.
17.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of abseace without pay during the fiscal year. During such
leave of absence, the employee shall continue to earn and accrue vacation and sick
leave, seniority credits and maintain insurance eligibility as though he or she were on
the payroll. Any leave of absence granted under this provision is snbject to approval of
the Department Head.
ARTICLE Z8 - MII.ITARY LEAVE OF ABSENCE
18.1 Pay Allowance - Any employee who shatl be a member of the National Guard, the Naval
Militia or any other component of the militia of the state, now or hereafter organized or
constituted under state or federal law, or who shall be a member of the Officer's Reserve
Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or •
hereafter organized or constituted under Federal law, shall be entifled to leave of absence
20
q�-��1
ARTICLE 18 - MILITARY LEAVE OF ABSENCE
• from employment without loss of pay, seniority status, e�ciency rating, vacation, sick
leave or other benefits for all the tune when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and further provided that
such leave shall be allowed oniy in case the required military or navai service is
satisfactorily performed, which shall be presumed unless the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to hislher position
immediately upon being relieved from such military or naval service and not later than
the expiration of time herein limited for such leave, or (2) is prevented from so returning
by physicai or mental disability or other cause not due to such employee's own fault, or
(3) is required by proper authority to continue in such military or naval service beyond
the tnne herein Iimited for such leave.
•
ARTICLE 19 - MANAGEMENT RIGHTS
19.1 The Union recognizes the right of the City to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
All rights and authority which the City has not officially abridged, delegated or modified
by this agreement are retained by the City.
19.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion or
policy as the functions and programs of the Employer, and organizational structure and
selection and directlon and number of personnel.
ARTICLE 20 - DISCIPLINE
20.1 The Employer wiil discipline employees for just cause only. I7iscipline wili be in the
form of:
201(1) Orai reprimand;
20.1(2) Written reprimand;
20.1(3) Suspension;
20.1(4} Reduction;
20.1(5) Dischazge.
•
20.2 Suspensions, reductions and discharges wiil be in written form.
20.3 Employees and the Union will receive copies of written reprunands and notices of
suspension and discharge.
21
ARTICLE 20 - DISGIPLINE (Continued)
20.4 Employees may examine a11 information in their Employer personneI files that concerns •
work evaluations, commendations and/or discipIinary actions. Files may be examined at
reasonable tunes under the direct supervision of the Employer.
20.5 Discharges wili be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Union may request, and shall be entitled
to a meeting with the Empioyer representative who initiated the suspension with intent to
discharge.
During said five (5) working day period, the EmpToyer may affirm, modify or withdraw
the suspension and discharge.
20.6 An employee to be questioned conceming an invesrigation of disciplinary action shall
have the right to request that a Union representative be present.
20.7 Grievances relating to this Articte shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
211 The Human Resources O�ce will inform alI departments that the department's i
timekeeper shall post notices of ail job vacancies in their department at least five days
before submitting a requisition to the Human Resources Office.
ARTICLE 22 - LEGAL SERVICES
22.I Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shal] defend, save hamiless, and indemnify employees agaiast tort claims or
demands, whether groundiess or otherwise, arising out of alleged acts or omission
occurring in the performance or scope of the employee`s dudes.
22.2 Notwithstanding Section 22.1, the Empioyer shall not be responsiUle for paying any Iegal
service fee or for providing any Iegai service azising from any Iegal action where the
employee is the Plainuff.
•
22
ARTICLE 23 - NO STRIKE - NO LOCKOUT
�� -ga�
23.1 Neither the Union, its officers or agents, nor any of the employees covered by this
. agreement will engage in, encourage, sanction or support any strike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically allowed by the Public Employment Labor Relations
Act. In the event of a violation of this Article, the Employer will warn employees of the
consequences of their action and shall instruct them to irnmediately return to their normal
duties.
Any employee who fails to retum to hislher full duties within twenry-four (24) hours of
such warning may be subject to the penalties provided in the Public Empioyment Labor
Relations Act.
23.2 No lockout, or refusal to allow employees to perform available work, shall be instituted
by the Empioyer andlor its appointing authorities during the life of this agreement.
ARTICLE 24 - SEVERANCE PAY
24.1
24.2
•
•
The Employer shall provide a severance pay program as set forth in this Article.
To be eligible for the severance pay program, an employee must meet the foilowing
requirements:
24.2(i) The employee must be 58 years of age or older or must be eligibie for
pension under the "rule of 85" or the "rule of 90" provisions of ihe
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shall also apply to employees covered by a
public pension plan other than PERA.
24.2(2) The employee must be voluntarily separated from City employment or
have been subject to separation by layoff or compulsory retirement.
Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
24.2(3)
eligible for the City severance pay program.
The employee must have at least ten (10) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article, employment in either the
City or in the Independent Schooi District No. 625 may be used in
meeting this ten (10) year service requirement.
24.2(4) The employee must file with the Human Resources Director a waiver of
reempioyment which will clearly indicate ihat by requesting severance
pay, the empioyee waives all claims to reinstatement or reemployment
(of any type) with the City or with Independent School District No. 625.
23
ARTICLE 24 - SEVERANCE PAY (Continued)
24.2(5) The employee must have accumulated a minimum of sixty (60) days of •
sick leave credits at the time of his/her separation from service.
24.3 If an employee requests severance pay and if the employee meets the eligibiliry
requirements set forth above, he or she will be granted severance pay in an amoum
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave, subject to a maximum of 200
accrued sick leave days.
24,4 The maxnnum amount of money that any employee may obtain through this severance
pay program is $6,500.
24.5 For the purpose of this severance program, a death of an employee shall be considered
as separation of employmenT, and if at the time of hislher death, the employee would
have met all of the requirements set forth above, payment of the severance pay will be
made to the employee's estate or spouse.
24.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
separaTion of employment, and such transferee shall not be eligible for the City
severance program.
24.7 The manner of paymeat of suck severance pay sha11 be made in accordance with the •
provisions of City Ordinance No. 11490.
24.8 This severance pay progrant shall be subject to and govemed by the provisions of Ciry
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
24,9 The provisions of this Article shall be effective as of December 24, 1983.
24.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 21490, as amended by City
Ordinance No. 16303, Secrion 1, Section 6, draw severance pay. However, an elecrion
by the employee to draw severance pay under either this Article or the ordinance shall
constitute a bar to receiving severance pay from the other. Any employee hired after
December 31, 1483 shall only be entitted to the benefits of this Article ¢pon meeting
the qualifications herein.
24,11 Sections 24.12 thmugh 24.18 shall apply only to empioyees appointed on or after
January i, 1990 to a tide covered by this agreement.
24.12 The Employer shail provide a severance pay program as set forth in Secrions 24.13 •
through 24.18.
24
•
ARTICLE 24 - SEVERANCE PAY (Continued)
q�-8a�
24.13 To be eligible for the severance pay program, an employee must meet the following
requirements:
24.13(i) The empioyee must be voluntarily separated from City employment or have
been subject to separation by lay-off or compulsory retirement. Those
empioyees who are discharged for cause, misconduct, ine�ciency, �
incompetency, or any other disciplinaz•y reason are not eligible for the City
severance pay program.
24.13(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will clearly indicate that by requesting
severance pay, the empioyee waives ail claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
24.13(3) The employee must have an accumulated balance of at least eighty (8�) days
of sick leave credits at the time of his/her separation from service.
�
24.14 If an empioyee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave subject to a max3mum as shown
below based on the number of years of service in the City.
Years of Service with the City
At Least 20
21
22
23
24
25
Maximum Severance Pay
�� 111
. 11
�t�
: ���
� ���
/ 111
24.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the time of his or her death the employee would
have met all of the requirements set forth above, payment of the severance pay shall be
made to the employee's estate or spouse.
24.16 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 City
severance program.
i
24.17 The manner of payment of such severance pay shail be made in accordance with the
provisions of City Ordinance No. 11490.
25
ARTICLE 24 - SEVERANCE PAY (Continued)
24.18 This severance pay program shall be subject to and governed by the provisions of Ciry �
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance. In such cases, the provisions of this Article shall
controi.
24.19 Notwithstanding Section 24.11, any employee hired prior to January l, 1990 may,
upon meeting the qualification of Section 24.23, draw severance pay in accordance with
Section 24.14. However, an election by the employee to draw such severance pay shail
constitute a bar to receiving severance pay from any other. Any employee hired on or
after January 1, 1990 shall only be entided to the benefits of Sections 24.12 thru 24.18.
ARTICLE 25 - TEMPORARY EMPLOYEES
25. I It is recognized that temporary employees are within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
emptoyees shali not have or acquire any rights or benefits other than specificaliy
provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 26 - NONDISCRIIVIINATION
26.1 The ternzs and conditions of this agreement will be applied equally to employees
without regard to, or discrunination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or nonmembership in the
Union.
26.2 Employees will perform their duues and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
L_�
27.1 In the case of a serious illness or c3isability of a parent or household member, the Head
of the Department shall grant leave with pay in order for the employee to care for or
make arrangements for the care of such sick or disabled persons. Such paid leave shall
be drawn from the employee`s accumulated sick leave credits. Use of such sick leave
shail be limited to 40 hours per incident. An employee may use sick leave for absences
due to an iliness of the employee's child for such reasonabie periods as the empioyee's
attendance with the child may be necessary, an the same terms the employee is able to
use sick leave for his or her own illness. An employee may also use up to forty (40)
hours per inci@ent to anange for the care of a seriously ill or disabled child. �
�
� *
s.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Cont.)
� 27.2 The Head of the Deparnnent or the Director of Human Resources may require a
physician's certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in Section 27.1 above. All such certificates shall be
forwarded by the appointing officer to the �ffice of Human Resources.
If an empioyee is absent because of the provisions of Section 27.1 for three or fewer
calendar days helshe shall submit to the Head of the Department a certificate signed by
the employee stating the nature of the child, parent, or household member's sickness.
If the sickness continues for more than three calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
from and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted to and
approved by the Head of the Department and forwarded to the Office of Human
Resources.
27.3 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
hislher regularly scheduled tnne to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusable.
� 27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which he/she would normally have been paid if he/she had not
been on sick leave.
ARTICLE 28 SAFETY
The Employer and Employee shall cooperate in the enforcement of all applicable
regulations for the enforcement of job safety. If an employee feels that hislher work
duties or responsibilities require such empioyee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately considered
by the Employer.
For ihose employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $40.00 per calendar year toward the purchase of such shoes
or boots.
Safe Workplace:
The City will commit to developing a process during the term of this agreement according
to which employee compiaints conceming behavior currently prohibited under its
Workplace Conduct Policy but which is not subject to any form of adjudication wiil be
• submitted to a neutral uibunal which wiil issue non-binding recommendations to the City
and the individuals involved. Union and City wili jointly develop details of the process.
27
ARTICLE 29 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees working
in "Specia] Employment" titles recognized by the Bureau of Mediation Services as being �
appropriately included in this bargaining unit shall be eligible for benefiTS under this
agreement on the same basis as alI other employees covered by this agreement.
ARTICLE 30 - TERMS O� AGREEMENT
30. Z Complete Agreement and Waiver of Bargaining - This agreement shall represent the
complete agreement between the Union and the Employer. The parties acknowledge
that during the negotiations which resulted in titis agreement, each had the untimited
right and opportuniry to make requests and proposals with respect to any subject or
matter not removed by Iaw from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this agreement.
Therefore, the Employer and the Union, for the life of this agreement, each voluntarily
and unqualifiedly waives the right, and each agrees that the other shall not be obligated
to bargain collectiveIy with respect to any subject or matter refemed to or covered in
this agreement.
30.2 Savings Clause - This agreement is subject to the laws of the United States, the State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shall hold to be conirary to law by a court of competent jurisdiction from whose final �
judgment or decrees no appeal has been taken within the time provided, such provision
shail be voided. All other provisions shall continue in full force and effect.
•
�
ARTICLE 30 - TERMS OF AGREEMENT (Continued) `�� - `�a�
30.3 Terms of Agreement - This agreement shall be in full force and effect from January 1,
1997 thru December 31, 1998, and shall be automatically renewed from year to year
• thereafter unless either party shall notify the other in writing that it desires to modify or
terminate this agreement. In witness thereof, the parties have caused this agreement to
be executed this � y""� day of 3une, 1997.
30.4 This constitutes a tentative agreement between the parties which will be recommended
by the Ciry Negotiator, bui is subject to the approval of the Administration of the City
and the City Council and is also subject to ratification by the Union.
�
VVITIVESSES:
FOR TAE CITY LOCAL LJNION NO. 1842, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
� �" (
Mary . Kearney
Director of Labor Relations
6 �Zy��7
l
Je Ser ' g
Assistant irector
�?� � -�
Robin Madsen
President
•
29
APPENDIX A
BZWEEKLY RATES
• Salary ranges applicable to titles covered by this Agreement shall be as show below:
Bffective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
Two percent (2.0%) increase
One half percent (0.5%) increase
Two-tenths percent (0.2%) increase
Two percent (2.0%} increase
Bight-tenths percent (0.8%) increase
GRADEIOR
548 RECREATION LEADER
q1 ��
A 3mo. 6mo. lyr. 2yr. 3yr. 4yr. 10 yr. 15 yr. 20 yr 25 yr.
(1) (2) (3) (4) (5) (6) (7) {8) (9} (10} (11}
12(21/96 624.23 670.85 717.45 764.06 79234 822.08 853.67 875.04 907.78 922.49 937.20
07(19/97 62735 674.20 721.04 767.88 79630 826.19 857.94 879.42 91232 927.10 941.89
12(2Ql97 628.60 675.55 722.48 769.42 797.84 827.84 859.66 881.18 41A.14 928.95 943.77
02f28/98 641.17 689.06 736.43 784.81 813.85 844.40 876.85 898.80 932.42 947.53 962.65
09f26(98 646.30 694.57 742.83 791.09 82036 851.16 883.86 905.99 939.88 455,11 97035
r�
L
GRADE Q15
340A VTDEO PRODUCTION ASSISTANT
A B C D E F 10-yr. l5-yr. 20-yr. 25-yr.
CI) (�) � �`�) � � ��) �g) � �
12/21/96 793.62 822.08 853.67 886.25 920.84 460.55 980.92 101939 1034.101048.80
07(19(47 797.59 826.14 857.94 840.68 425,44 965.35 985.82 1024.49 1039.27 1054.04
12(20/97 799.19 827.84 854.66 892.46 427.24 967.28 487.79 1026.54 104135 105615
02(28(98 815.17 844.40 876.85 910.31 445.84 986.63 1007.55 1047.07 1062.18 1077.27
09f26l98 821.64 851.16 883.86 917.59 453.41 444.52 1015.61 1055.45 1070.68 10&5.89
CiT.7_��]�i[j
037A SERVICE WORKER III
12l21f96 813.94 843.45 876.08 909.65 444.25 980.421004321044.23 1058.921073.64
Q7l19/97 818.01 847.67 880.46 914.20 448.97 485.821Q04.341049.45 1064.21 1079.01
12/20/97 819.65 849.37 882.22 916.03 950.87 98'7.79 1011.36 1051.55 1066.34 108117
02(28/98 836.Q4 866.36 899.86 93435 969.89 1007.55 1031.59 ]072.58 1087.67 1102.79
09126(98 84273 873.29 90�.06 941.82 977.65 1015.61 1039.84 1081.16 1�9637 1111.61
i
A-1
GRADE 022
� •-
� 121A ADAPTIVE RECREATION ASSISTANT
284A CITY PLANNING AIDE
618 DENTAL ASSISTANT
167 ENGINEERING AIDE I
313A HEALTH & ED ASST-CAMBODIANIENG �
312A HEALTH & ED ASST-HMONGlENG
31 lA HEALTH & ED ASST-SPANISH/ENG
064A HEALTH & EDUCATION ASSISTANT
41�A LICENSE AND PERMIT AIDE
351A NUT ASST I-BILINGUAL HMONG/ENG
364A NUT ASST I-BILINGLIAL SPANlENG
066A NUTRITION ASSISTANT I
066L NUTRITION ASSISTANT I--LARGE
066M NUTRITION ASSISTANT I--MEDIUM
0665 NUTRITION ASSISTANT I--SMALL
606 WATER LABORATORY AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) � � � ��) t�) t t �
12121196 929.02 9b5.62 100538 1049.12 1090.85 1136.68 1166.23 1211.61 122633 1241.03
07/19J97 933.67 970.45 1010.41 1054.37 109630 1142361172.06 1217.67 1232.46 1247.24
12120l97 935.54 972.391012.43 1056.481098.491144.641174.401220.11 1234.92 1249.73
�2128J98 954.25 991.841032.681077.61 1120.46 1167.53 1197.891244.51 1259.62 1274.72
09{26/98 961.88 999.77 1040.94 1086.23 1129.42 11'76.$71207.471254.471269.70 1284.92
GRADE 22E
252A ENVIRONMENTAL HEALTH AIDE
252M MODIPIED DUTY WORKER-TECHNICAL
A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. 20-yr. 25-yr.
� ��) � � � �� (�) �8) � �1�) tll) tl�)
12/21J96 924.02 965.62 1005.38 1049.12 1109.201153.991202.841248.b5 1281.27 1334.591349.291364.00
07/19/97 933.67 970.45 1010.41 1054.37 1114.75 1159.76 1208.85 1254.891287.68 1341.26 1356.04 1370.82
12l20197 935.54 972391012.43 1056.48 1116.981162.�8 1211.211257.401290.261343.94 1358.75 1373.56
02/28/98 954.2� 991.841032.681077.61 1139321185.321235.501282.55 1316.071370.821385.93 1401.03
d9126198 961.88 999.771040.941086.23 1148.43 1194.801245.381292.81 1326.601381.791397.02 1412.24
•
A-2
GRADE 023
373A COMMtJNITY LIAISON OFFICER
q
• A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (4) {10)
12/21/96 952.26 990.071029.791068.761114.261161.121189.631233331248.041262.77
07Ji9{97 957.02 995.021034.941074101119.831166.931195.581239.501254.281264.0$
12120I97 958.93 997.011037.011076.251122.071169.26119?.971241.481256.791271.62
02/28/98 978 . 11 1 01 6.9 5 1057.751097.781144.511192.651221_931266.821281.931297.05
09/26798 985 . 93 1025.091066.211106.561153.671202.191231.711276.951292.191307.43
GRADE 024
312 VALUATION & ASSESS AIDE I
12f21196 976.881014.51 1055.21 110Q.64 1145.85 1192.691222.18 1272.55 1287.261301.98
07114/97 981.76 1019.�8 1060.49 1105.541151.58 1198.65 1228.291278.91 1293.701308.49
12f20f97 983.72 1021.62 1062.61 1107.75 1153.88 1201.05 1230.75 1281.47 1296.29 1311.11
02(28l98 100339 1042.05 1083.86 112991 1176.96 1225.07 1255.37 1307.10 1322.22 133733
09(26/98 1011.42 105034 1092.53 113895 118638 1234.87 1265.41 1317.56 1332.80 1348.03
•
GRADE 025
277A *LIBRARY ASSISTANT
006A *LIBRARY ASSISTANT II
31$A FIRE AIDB
893 MEDICAL ASSISTANT
025A PLAN EXAMINER I
12121/96 998.23 1035.88 1080.681121.421168.241214.061246.62129531 1310.01 1324.73
0?/19J97 1003.22 1041.06 ]086.08 1127.03 1174.08 1220.13 1252.85 1301.79 1316.56 133135
12l21/97 1005.23 1043.14 1088.25 1129.28 1176.43 1222.57 125536 13 �A39 1319.19 1334.01
02128/98 1025.33 1064.00 1110.02 1151.87 1199.96 1247.02 1280.47 1330.48 1345.57 1360.69
09l26198 1033.53 1072.51 1118.90 ll 61.08 1209.56 1257.00 1290.71 1341.12 1356.33 1371.58
�
A-3
Ctf;7•_f�7�i1y.T.�
015 ARCHITECTURAL DRAFTER TRAINEE
� 168 ENGINEERING AIDE II
579A LOAN SPECIALIST ASSISTANT
580A LOAN SPECIALIST ASST-BILINGUAL
324 VALUATION & ASSESS AIDE II
q� -�a`1
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7} (8) (9) (10)
12/21196 1021.61 1067.46 1109.20 1153.49 1202_84 1248.65 1281.27 13 34.59 1349.28 1364.00
07l19197 1026.72 1072.80 1114.75 1159.76 1208.85 1254.89 1287.68 1341.26 1356.03 1310.82
12120197 1028.77 1074.95 1116.98 1162.08 1211.27 1257.40 1290.26 1343.94 1358.74 1373.56
0212 SJ98 10493 5 1096.45 113 9.3 2 118 5 3 2 123 5. 50 1282.5 5 1316.0 7 13 70.82 13 S 5.91 1401.0 3
09/26198 1057.74 1105.22 1148.43 1194.80 1245.38 1242.81 1326.60 13 81.79 1347.00 1412.24
GRADE 028
561A LIBRARY ASSOCIATE
558A LIBRARY AS50CIATE (PART-TIME}
468A VIDEO PRODUCTION TECHI3ICIAN
12l21(46 1044.12 1089.83 1136.68 1183.52 L17.89 128939 1322.98 1377.99 1392.70 1407.41
07114/97 I 05437 1095.28 1 I 42.36 1189.44 1223.98 1295.84 1329.59 1384.88 1399.66 1414.45
12120/47 1056.48 1097.47 1144.64 1191.82 1226.43 1298.43 1332.25 1387.65 1402.4b 1417.28
�2l28/98 1077.61 ll 19.42 1167.53 1215.66 1250.96 1324.40 1358.90 1415.40 1430.51 1445.63
09l26J98 1086.23 1128.3 8 I 176.87 1225.39 1260.97 1335.00 1369.77 1426.72 1441.95 1457.20
GRADE 029
393A CITIZEN SERVICE ANALYST
279A CITY PLANNING TECHNICIAN
369A DUPL EQUIP OPR (TWO-COLOR)
112A LASORATORY TECHNICIAN I
12/21/96 1073.56 1120.41 1168.24 1215.11 1270.05 1325.03 1360.63 1416.22 1430.92 1445.64
07119I97 1078.93 1126A 1 ll 74.08 122119 1276.40 1331.66 1367.43 1423.30 1438.07 1452.87
12(20/97 1081.09 1128.26 1176.43 1223.63 127895 1334.32 137016 1426.15 1440.95 1455.78
02/28198 11Q2.71 1150.83 1199.961248.10 1304.53 1361.01 1397.56 1454.67 1469.17 1484.40
09126198 l ll 1.53 ll 60.04 1204.56 1258.08 1314.971371.90 1408.74 146631 1481.53 1496.78
r1
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A-4
GRADE 030
a�-$a�
685 ACCOUNTING TECHNICIAN I
016 ARCHITECTURAL DRAFTER
• 201 A EDP PROGRAMMER TRAINEE
615 GRAPHIC ARTS T'ECH--CTTY PLNG
197A HL7MAN KIGHTS TECHAIICIAN
1 i 5A MEDICAL RECORDS PRACTITIONER
067A NUTRITION ASSISTANT II
078A PROJECT MANAGEMENT TECHNICIAN
373 PUBLIC WORKS TECHNICIAN I
357 VALUATION & ASSESS TECH I
523 WATBR UTILITY TECFINICIAN I
343A ZONING AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yt.
� �Z) � � �$) � � t �g) �
12121196 1101.04 I 147.87 1194.71 1247.65 1301.59 13 58.60 1393.24 1452.35 1467.07 1481.76
07/19f97 1106.55 1153.61 1200.68 1253.89 1308.10 1365 39 1400.21 1459.61 1474.41 1489.17
12/20/97 1108.76 1155.92 1203.08 1256.40 1310.72 1368.12 1403.01 1462.53 1477.3b 1492.15
02l28l98 1130.94 1179.04 122714 1281.53 1336.93 1395.48 1431.07 1491.78 1506.91 1521.99
09/26/98 1139.99 1188.47 1236.9b 1291.�8 1347.63 1406.64 144252 1503.71 1518.97 1534.17
r1
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GRADE 032
125A HOUSING REHAB ADVISOR I
200A LICENSE ENFORCEMENT AUDITOR
Sb3 LOAN SPECIALIST I
178 PRACTICAL NURSE
12121/96 1156.02 1207.94 1259. %8 1309.'74 1368.79 I 430.89 1464.A9 1529.86 1544.57 15 59.27
07/19/9� 1161.801213.9812b6.181316.291375.631438.041471.81 1537.51 1552.291567.07
12/20/97 1164.12 1216.41 12b8.71 1318.92 1378.3 8 1440.92 I 474.75 1540.59 1555.39 1570.20
02l28/98 1187.40 1240.74 1294.08 134530 1405.95 1469.74 1504.25 1571.40 1586.50 1601.60
09126198 1196.90 1250.67 1304.43 1356.Q6 1417.20 1481.50 1516.28 1583.97 1599.19 1614.41
•
A-5
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•
GRt1DE 033
4ai cLrrrlc �sE
138 DENTAL HYGIEIVIST
461A EDP NETWORK SPECIALIST I
��-�a�
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3} (4) (5) (6) (7) (8} (9) (10)
12/21f96 1184.53 1237.46 1291.45 1348.42 1404.46 1464.49 150724 1571.21 1585.93 1600.62
07/19/97 1190.45 1243.65 1297,91 1355.16 1411.48 1471.81 1514.78 1579.071593.861608.62
1 Z/20J97 1192.83 1246.14 1300.51 1357.87 141430 1474.75 1517.81 1582.23 1597.05 1611.&4
02128/98 1216.69 1271.06 1326.52 1385.03 1442.59 1504.25 1548.17 1613.87 1628.99 1644.08
09/26198 1226.42 1281.23 1337.13 139b.11 1454.13 1516.2& 1560.56 1626.78 1642.02 1657.23
Ce7:7�i7ori7c[!
686 ACCOUNTING TECHNICIAN II
OSOA FIRE COMMLTNICATIONS OPR I
156A LICENSE AND PERMIT INSPECTOR
374 PUBLIC WORKS TECHNICIAN II
524 VJATER UTTLITY TECHNICIAN II
12/21196 1215.11 1270.05 1325.03 1383.07 1444.15 1507.24 1547.49 1611.50 1626.21 1640.91
07/19/97 1221.19 1276.40 13 31.66 13 $9.99 145137 1514,78 1555.73 1619.56 1634.34 1649.11
12/20f97 1223.63 127895 1334.32 1392.77 1454.27 1517.81 1558.84 1622.80 1637.61 1652.41
�2128/98 I 248.10 1304.53 1361.01 1420.63 148336 1548.17 1590.02 1655.26 167036 1685.46
09f26198 1258.08 1314.97 1371.90 1432.00 1495.23 1560.56 1602.74 1668.50 1683.72 1 b98.94
GRADE 035
253A ENVIRONMENTAL HEALTH INSPECTOR
319A FIRE PREVENTION INSPECTOR I
113A HEALTH LABORATORY TECHNICIANII
047A HOUSING COUNSELOR
026A PLAN EXAMINER II
289A REGISTBRED RADIOLOGICAL TECHLG
371 VALUATION & AS5ESS TECH II
12f21/96 1247.65 1301.59 1358.60 1417.67 1480.81 1547.99 1587.68 1654.90 1669.61 1684.32
07i19f97 1253.89 1308.10 136539 1424.76 1488.21 1555.73 1595.62 1663.17 1677.96 1692.74
12I20/97 1256.40 1310.72 136&.121427.61 149119 1558.84 1598.81 1666.50 1681.32 1696.13
02/28198 1281.53 13 36.93 1395.48 1456.16 1521.01 1590.02 1630.79 1699.83 1714.95 1730.05
09/26l98 1291.78 1347.63 1406.64 1467.81 1533.18 1602.74 1643.84 1713.43 1728.67 1743.89
•
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[ees�.7x�7ci.�
�� -8�.�7
122A ADAPTNE RECREATIOI3 DIRECTOR
� 462A EDP NETWORK SPECIALIST II
567 EDP PROGRAMMER
OS1A FIRE COMMIINICATIONS OPR II
126A HOUSING RE�IAB ADVISOR IT
869 REAL ESTATE SPBCIALIST �
OSSA RECREATION CENTER DIRECTOR
474 Si3RVEYOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
{1) (2) {3) (4) (5) (6) (7} (8) (9) (10)
12121l96 1281.27 1337.22 13 95.29 1456.34 1521.49 1590.73 1633.51 1702.42 1717.13 1731.86
07/19/97 1287.68 1343.41 1402.27 1463.62 1529.10 1598.68 1641.68 171 Q.93 1725.72 1740.52
12/20/97 1290.26 1346.60 1405.07 1466.55 1532.16 1601.8 8 1644.96 17143 5 1729.17 1744.00
02i28l98 1316.07 I 373.53 1433.17 1495.88 1562.80 1633.92 1677.86 1748.64 1763.75 1778.88
09126l98 1326.60 1384.52 1444.bA 1507.85 157530 Ib46.99 1691.28 1762.63 1777.86 1793.11
GRADE 038
�
027A *PLAI�I BXAMINER III
049A COMMUNITY EDUCATION/REC COORD
375 PUBLIC WORKS TECHNICIAN III
870 REHABILITATION SUPERVISOR
246A TELECOMM(JNICATIONS TECHIVICIAN
390 VALUATION & ASSESS TECH III
525 WATER UTILITY TECHNICIAN III
12121/96 1350.48 1406.48 1470.62 1533.74 1604.00 1672.23 1721.06 179236 1807.05 1821.77
07f 19f97 I 357.23 1413.51 1477.97 1541.41 1612.02 1680.59 1729.67 1801.32 1816.09 1830.88
12f20197 1359.94 1416.34 1480.93 l 544.49 1615.24 1683,95 1733.13 1804.92 1819.72 1834.54
Q2/28f98 13 87.14 1444.67 1510.55 15753 8 1647.54 1717.63 1767.79 1841.02 1856.11 I 871.23
09126198 13 98.24 1456.23 1522.63 1587.98 166Q.72 1731.37 1781.93 1855.75 1870.96 1886.20
GRADE 039
093A AQUATICS MANAGER
432A PAYROLL SYSTEM TECHNICIAN
12/21 /96 13 84.09 1445.14 1504.27 1572.63 1644.72 1736.34 1765.88 1857.43 1872.13 1886.85
07l19/97 1391.01 1452.3 7 1516.82 158Q.49 16>2.94 1745 A2 1774.71 1866.72 1881.49 1896.28
12/20/97 1393.79 1455.27 1519.85 1583.65 1656.25 1748.51 1778.26 1870.45 1885.25 190Q.07
02/28198 1421.67 148438 1550.25 161532 1689.38 1783.48 1813.83 1907.86 1922.96 1938.07
09126198 1433.04 1496.26 1562.65 1628.24 1702.90 1797.75 1828.34 1923.12 193834 1953.57
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:�,:n.»,�
q`1 ��a�
353 ACCOUNTING TECHNICIAN III
• 871 BUSINESS RELOCATION SPECIALIST
077A DUPL SHOP MANAGER
190A EDP PROGRAMMER ANALYST
254A ENVIRONMENTAL HEALTH INSP SUPV
921A HUMAN RESOURCES TECHNICIAN III �
164A LOAN SPECIALIST II
522A SEDTIOR LICENSE INSPECTOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
�1) C�) � � � � ��) �g) t �
12/21 f96 1420.74 1483.85 1551.05 1616.22 1689.50 1766.86 1813.70 1892.56 1907.26 1921.99
07l14/97 1427.84 1491.27 1558.81 1624.30 1697.95 1775.69 1822.77 1962.02 1916.80 1931.60
12/20/97 1430.70 1494.25 1561.93 1627.55 1701.35 1779.24 1826.42 1905.82 1920.63 1935.46
02l28/98 145931 1524.14 1593.17 1660.10 173538 1814.82 1862.95 1943.94 1959.04 1974.17
09/26/98 1470.98 153 633 1605.92 1673 3 8 1749.26 1829.34 1877.85 1959.44 1974.71 1989.96
GRADE 041
873 ENGINEERING ASSISTANT
320A FIRE PREVENTION II3SPECTOR II
243A SENIOR PLAN EXAMINER
� 2/21/96 1458.40 1522.52 1591.78 1662.01 1737.35 1814.70 1864.59 1945.25 1959.97 1974.69
07119/97 1465.69 153013 1599.74 167032 1746.04 1823.77 1873.91 1954.98 1969.77 19&4.56
12/20/97 1468. b2 153319 1602.94 1673.66 1749.53 I 827.42 1877.66 1958.89 1973.71 1988.53
02l28/98 1497.99 1563.85 1635.00 1707.13 1784.52 1863.97 1915.21 1998.07 2013.18 2028.30
04l26/98 1509.97 1576.36 1648.08 1720.79 1798.80 1878.88 1930.53 2014.05 2029.29 2044.53
• � � 1..
890 ACCOUNTING TECHNICTAN IV
191A EDP LEAD PROGRAMMER
12J2U96 1577.47 1649.76 1724.11 1803.52 1882.91 1967.42 2022.41 2110.61 2125.32 2140.05
07/19/97 158536 1658.01 1732.73 1812.54 1892.32 1977.26 2032.52 2121.16 2135.95 2150.75
12f20/97 1588.53 166133 1736.20 1816.17 1896.10 1981.21 2036.59 2125.40 2140.22 2155.05
02(28/98 162030 1694.56 1770.92 1852.49 1934.02 2020.83 207732 2167.91 2183.02 214815
09/26/98 1633.26 1708.12 1785.09 186731 1949.49 2037.00 2Q93.94 218525 2200.48 2215.74
•
�
InterdepartmentaI Memorandwn
CITY OF SAINT PAUL
T0:
FROM:
DATE:
RE:
C� �W�V
{ �N
7ulie Kraus
I.abor Relations
July 22, 1997
OFFICE OF LABOR RELATIONS
Mary' H. Keamey, Director
L9BOR REIAZIOUS
4GYJ liry Hat! Annez
25 Wesr Fourth Street
S¢irtt P¢ut, Minnesota 5$ID2-753I
1997 AFSCME Clerical (Ol) Contract
I' ,
.%
������
Te[epharse: 612 26Gb495
Focrimile: 672 292-7656
Attached you wiil find your copy of the 1997 AFSCME Clerical (O1) Contract and
Attachment to Green Sheet showing any contract changes. The 1997 rates for Clericai will
be effective 3uly l9, 1997 for the payday of August 1�, 1997.
If you have ariy questions, please call me at 265-6513.
JKljk
Attachments
ATTACHMENT TO GREEN SHEET
��
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and AFSCME Locals 1842 and 2508.
1. VVages
(Closest Pay Periods}
General increase
Generalincrease
General increase
General increase
Generalincrease
2.
K�
O1l01197
08/01J97
12/31/97
TOTAL
03f01/98
10101/98
TOTAL
2.0%
0.5 %
0.2 %
2.7%
� �.
Ne�;•: Conservatory Attendants' pay wi11 be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Current: 1996 Single $180.41
Pamily $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Full Amount}
Family 368.82 (Equal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling �5% of increase
l 0.4 Administrative changes on hours (from 32iweek to 641biweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199� and 25% of the increase for 1998.
Page 2 of 3
4. Ne�c� language offered by the City:
3 1� At least fourteen (l41 calendar days vrior to chan ing the normal work da. or the
norma] work week the Emnlover and Union shali meet and confer re�arding the
need for the pronosed chan�e and the,possibility of other altematives It is also
understood that deviation from such notice shal] be permissible due to
emergencies and acts of od Notice is not needed for temporar�chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to as�i�n additional davtime evening or weekend hours the
em�lover shali first reauest vo]unteers from amone emp,loyees Volunteers must
be able to tzerform thejob duties of the osition (Per AFSCME proposal:
effective after date of ratification.)
Adds requirement on Employer to seek volunteers first for cer[ain assignments.
6. 3 13 Night Differential• To anv em�loyee who works on a shift be i ningeazlier than
6•00 a m or ending later than 6•OO�m orovided at least five hours af the shift
are worked between the hours of 6•00 o m and 6•00 a m there shall be a night
differentia] of five �ercent 15 %1 for the entire shift
To anv e�pl4vee who works on a chifr be ig nning earlier than 6•00 a m or
endinglater than 6�00 p m but less than five hours of he hifr are worked
between the hours of 6•00 D m and b•00 a m there shall be a night differential
Qf five �ercent (S %1 for the hours worked etween 6•00 p m and 6�00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regulazly
scheduled employees, now any employee scheduled is entitled to pay.
.16 �plovees r uired as�art of their normal iob duties to work a snow emergencv
shall receive�sremium�av at fiftv ern cent (50%1 for the second standard hour
shift for ail continuous hours worked durin� the snow emereencv
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
8. ?�'ew� language offered by the City:
152 &m�lovees mav re�uest an audit of their�position whenever the nature of he
w9rk andlor res�o�ibilities in their,position have ub antiall changed When
an em�lovee or a su�ervisor on behaif of an em��oyee req eu sts a
�lassification/re rg ading ch�dy of their nosition re�,o�ih]e Mana ers in e
Depanment where the em�iqy��c work(�) and the ctaff of the Office of Human
�esour�es will facilita e the comgletion of ihe ctudy within ninet�� {QQl dayc f T
the em�loyee submits their job �ofile
9. (199 Clerical) (12.8 Techtzicai)
New language offered by the City:
l� In the event the em�lc,ver believes it is necessarv to merge contract out or
subcontract any gublic work.performed bv employees covered by�hi,
Agreement which may lead to lavoff the Emplover will notifv the Union no less
t�ian fort -fv tve (451 calendar days in advance During e fort, -�five (45) day.�
the Employer will meet with the Union and di cuss �ossible o�tions to
contracting out or waYS and means to minimize the elimination of nositions
14. Safe �'orkplace:
(To be inserted in Article 28 Safety)
The City wiil commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Workplace Conduct Policy but which is not sub}ect to any
form of adjudication will be submitted to a neutral tribunal which wiil issue non-
binding recommendations to the City and the individuals involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in titles as
approved by the City Council.
P�I,ABREL\CONTRAC"MfSCME.CLE\]997 981ATTACH99
Conncil File # �.��
Green Sheet # 35899
�� .
y t'
:�
Piesented
Refened To
MINNESOTA
Commiuee Date
f3
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2
1497-1448 Agreement between the City of Saint Paul and Local Union #1842 , District Council No. 14
of the American Federation of State, County and Municipal Employees AFL-CIO.
Kequested by Department of:
Office of Labor Relations
Adopted by Council: Date q
Adoption Certified by Council creta
By:
Approved b� . Dat� � f` q�
n/a
By: ��V'U
By: ��lCe�-
Form App ved by � orney
By: �r-��l.��� � � �2s �9`3
Approved by I�ayor for Submission to Council
a� �n n /
By: � �- UL�f-'
ATTACHMENT TQ GREEN SHEET
q�-f�?
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and APSCME Locals 1842 and 2508.
1. Wages
(Closest Pay Periods)
Generalincrease
General increase
Generalincrease
General increase
General increase
2.
�
01101197
08/01/47
12/31/97
TOTAL
03101198
10/01/98
TOTAL
2.0%
0.5%
0. o
2.7%
2.0%
0.8 0
2.8%
New: Conservatory Attendants' pay will be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Curtent: 1996 Single $180.91
Family $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Fnll Amonntj
Family 68.82 (Eqnal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling 2S% of increase
10.4 Administrative changes on hours (from 32tweek to 64lbiweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199? and 25% of the increase for 1998.
1
Page 2 of 3
a� - �a�
4. New language offered by the City:
3.� At least fourteen �1 calendaz days �rior to chang��the normal work dav or the
normal wark week the Emplover and Union shall meet and confer regardin� the
need for the nronosed change and the nossibility of other alternatives It is also
understood that deviation from such notice shall be permissible due to
emereencies and acts of God Notice is not needed for temDOrary chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to assign additional davtime evenin�* or weekend hours the
em�lover shall first reguest volunteers from among em�lovees Volunteers must
be able to perform the job duties of the osition. (Per AFSCME proposal:
effective after date of rafification.)
Adds requirement on Employer to seek volunteers first for certain assignments.
6. 3.�1 Night Differential• To any em�lo.Yee who works on a shift beginnin� earlier than
6:00 a.m. or ending later than 6:00 p.m. �rovided at least five hours of the shift
are worked between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht
differential of five percent (5 %1 for the entire shift
To an� emplovee who works on a shift beginning earlier than 6•00 a m or
ending later than 6:00 p.m.. but less than five hours of the shift are worked
between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht differential
of five nercent (5 %1 for the hours warked between 6•00 n m and 6•00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regularly
scheduled employees, now any empioyee scheduled is entitled to pay.
.�lb �mplovees required, as part of their normal job duties, to wotk a snow emergenc�
sha11 receive premium pa aY t fift� ercent 50%1 far the second standard hour
shift for ali continuous hours worked durin� the snow emer�ency_
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
q��0 d (
8. New language offered by the City:
15 EmDlovees may reouest an audit of their position whenever the nature of the
work andior responsibilities in their �oeition have substantially chan�ed When
an emplovee or a s u�pervisor on behalf of an emglovee rec.�uests a
classificationfregradin� study of their uosition responsible Mana erc in e
Department where the emplovee(sl work(� and the staff of the Office of Human
Resources eaill facilitate the com�letion of the study within ninety_(90) days after
the employee submits their job �rofile.
9. (199 Clerical) (12.8 Technical)
New language offered by the City:
12 S�n �he event the employer believes it is necessary to mer.�e contract out or
subcontract any public work performed by employees covered bv this
A.greement which may lead to la�off the Em.�lover will notify the Union no less
than forty-five (45) calendar days in advance During the forty-five f451 davs
the Employer will meet wiffi the Union and discuss passible o�tione to
contracting out or ways and means to minimize the elimination of roositions
10. Safe Workplace:
(To be inserted in Article 28 Safety)
The City will commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Warkplace Conduct Policy but which is not subject to any
form of adjudication will be submitted to a neutral tribunal which will issue non-
binding recommendations to the City and the indiv3duais involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in tifles as
approved by the City Council.
F:�I.ABREL\CQNTRACIIAF'SCME.CLE\1997 98�ATTACH91
DEPARTMENT/OFFICE/COIIICIL DATE IN(TWTED GREEN SHEET No.• 35899 �� ✓ �� rf
LABOR RELATIONS 3une 24, 1997 '
COh"i�ACT PERSOI & Pp0\E. � 3NITIAllDA7E 1NITIAL7DATE
NLIE KRAUS 266-6513
ASSIG?� S DEPARTMEiST DIR �__ 4 CSTY COUT'CIL
1tiD7BER 2 CIN A"ITORNEY _,,� �< C(7Y CLERI'+
�ft�ST BE 01 COCtiCIL AGE\D.4 BY (DATE} FOR BUDGE3' DIA. FIT3. & MGT. SERVICE DIR.
July 2 , 1497 ORDER G 3 MAYOR (OR ASST.)
TOTAL il OF S3G\ATL'RE P9GES_I (CLIP ALL LOCA7'IONS FOR SIGNATURE)
ncr�o� xeQUes�n: This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union # 1842, District Council No. 14 of the American Fedetation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDAT10N5 Approve (A) or Reject (R) PERSONAL SERViCE CONTRACTS MUST AIVSWER 77iE FOLLOWING
QUES1'IONS:
PLANNiNG COMMISSION _CNIL SERV]CE COMIN1SS10N 1. Ras this persoNfirm ever worked under a contrac[ for this departrne�t?
CIB COMIN117'EE Yes No
STAFF 2. Has this person/fimi ever been a city employee?
_DSSTRIC'P COURT Yes No
SUPPORTS W HICH COUNCIL OBJECTNE? 3. Does this penon/firtn possess a skill not normally possessed by any current city employee?
Yes No
Ezplain all yes answers on separate shee[ and attacd to greeo sheet
INITIATING PROBLEM, ISSUE, OPPORT[JNITY (Who, WAat, When, Where, Why): n������■ F
K ��
JUN 25 ��
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ADVANTAGESIFAPPROVED:
-, '"j'.� � i
DISADVANTAGES TFAPPROVED: ��
JUN 2 5 1997
y v�
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DISADVANTAGES IF NOT APPROVED: ..
TOTAL AMOC�NT OF TR?.�SACTSON: COSTlREVENOE BUDGETED: -
F[;YDItiC SOURCE: ACTIVITY NUMBER:
FINANCIALINFORI4ATIOV:(EXPLAIN)
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INDEX
ARTICLE TITLE
PAGE
Freamble.............................................ii
•
•
1 Recognition ...........................................1
2 Check Off .............................................3
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
5 Holidays ..............................................5
6 Grievance Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
7 City Mileage ...........................................8
8 Residence .............................................9
9 Vacation ..............................................9
10 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
11
12
13
14
15
16
17
18
19
zo
21
22
23
24
25
Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Seniority ............................................ 15
Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Builetin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Wages ..............................................18
Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Military I,eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Discipiine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Vacancies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
26 Nondiscrunination .. ... . .......... .... .. ... ... . .. . . . .... 26
27 Sick I,eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . 26
28 Safety ..............................................27
29 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A ..................._..................... Ai
i
r a
•
�
C�
I��J7:�\/1:
This agreement entered into by the CITY of Saint Paul, hereinafter refened to as the
Employer, and Local Union 1842, affiliated with Council 14, and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has
as its purpose the promotion of harmonious relations between ffie Employer and the Union, the
establishment of rates of pay, hours of work, and other conditions of employment.
ii
ARTICLE 1 - RECOGNITION
Q�-�a�
1.1 The Bmployer recognizes the Union as the sole and exclusive bargaining agent far the
• puspose of establishing salaries, wages, hours and other conditions of employment for
ail of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and
as set forth in Section 1.2 below.
1.2 The bargauvng unit covered by this agreement shall consist of the following:
All technical personnel who are employed by the Ciry of St. Paul or who have their
"terms and conditions of employmenY' established by the governing body of the City of
St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35
percent of the normal work week and more than 67 work days per year, in the
classifications of:
u
•
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Adaptive Recreation Director
Aquatics Manager
Architectural Drafter Trainee
Architecturai Drafter
Business Relocation Specialist
Citizen Serviee Analyst
City Planning Aide
City Plamting Technician
Giinic Nurse
Community Eciucation/Recreation
Coordinator
Community Liaison Officer
Conservatory Attendant
Denial Assistant
Dental Hygienist
Duplicating Shop Manager
Dupiicating Eguipment Operator
(Two-Color)
EDP I,ead Programmer
EDP Network Specialist I
EDP Network Specialist II
EDP Prograznmer
EDP Programmer Analyst
EDP Programmer Trainee
Engineering Aide I
Engineering Aide II
Engineering Assistant
Environmental Health Aide
Environmental Health Inspector
Environmental Health Inspection Supvr.
Fire Aide
Fire Communications Operator I
Fire Communications Operator II
Fire Prevention Inspector I
Fire Prevention Inspector II
Graphic Arts Technician--City Planning
Health and Education Assistant
Health and Education Assistant
-CambodianlEnglish
Health and Education Assistant
-Hmong/English
Health and Eciucation Assistant
-SpanishlEnglish
Health L.aboratory Technician II
Housing Counselor
Housing Rehabilitation Advisor I
Housing Rehabilitation Advisor II
Human Rights Technician
Human Resources Technician III
Laboratory Technician I
Library Assistani
*Library Assistant II
Library Associate
Library Associate (Part-tune)
-1-
ARTICLE 1 - RECOG1vITION (Continued)
License and Pemut Aide
License and Permit Inspector
License Enforcement Auditor
Loan Specialist I
I.oan Specialist II
Loan Specialist Assistant
Loan Specia2ist Assistant (Bilingual)
Medical Assistant
Medical Records Practitioner
Mod�ed Duty Worker (TechnicaI)
Nutrition Assistant I
Nutrition Assistant II
Payroll System Technician
Plan Examiner I
Plan Examiner II
*Plan Examiner III
PracticaI Nurse
Project Management Technician
Public Works Technician I
Public Works Technician II
Public Works Technician III
Real Estate Specialist I
Recreation Center Director
Recrearion I.eader
Registered Radiological Technologist •
RehabIlitation Supervisor
Senior License Inspector
Senior Plan Examiner
Service Worker III
3urveyor
Telecommunications Technician
Treasury Technician
Valuation and Assessment Aide I
Valuation and Assessment Aide II
Valuation and Assessment Technician I
Valuation and Assessment Technician II
Valuation and Assessment Technician III
Video Producrion Assistant
Video Production Technician
VJater Utility Technician I
Water Utility Tecluucian II
Water Utility Technician III
Water Laboratory Aide
Water Meter Repairer
Zoning Aide
Zoning Specialist
�Title abolished except as to present incumbents.
1.3 Any present or funzre employee who is not a Union member shall be required to
contrzbute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer sha11 check off said fee from the eaznings of the employee and
transmit the same to the Union. In no instance shall the required conuibution exceed a
pro rata share of tfie specific expenses incurred for services rendered by the
representauve in relationship to negotiations and adminisuation of grievance
procedures. This provision shall remain operative only so long as specifically provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indeaurify and hold harniless the Employer against any and ali
claims, suits, orders or judgments bronght or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
•
.
-2-
ARTICLE 2 - CHECK OFF
•
�j ._
2.1 The Employer agrees to deduct the Ilnion membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Emgloyer by a representative of the Union and the aggregate deductions of all
employees shail be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon ttiereafter as
is possible.
2.2 The Union agrees to indemnify and hold harmless the Employer against any and all
ciaims, suits, orders or judgments brought or issued against the Ciry as a result of any
action taken or not taken by the City under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
• 3.3
3.4
3.5
•
of God, and overtime may be required.
-3-
The normal work day shall be seven and threelfourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shail be
paid.
The normai work week shall be five (5) consecutive normal work days in any seven (7)
day period.
Ror employees on a shift basis, this shail be construed to mean an average of
thirty-eight and three-fourths (38 ) hours per week.
This section shall not be construed as, and is not a guarantee of, any haurs of work per
normal work day or per normal work week.
Time on the payroll in excess of the normal hours set forth above in this Article shall
be"overtime work" and shali be done only by order of the Head of the Department.
3.6 All empioyees in this bargaining unit shali be recompensed for work done in excess of
the normal hours established above in this Article by being granted compensatory time
on a time and one-half basis or by being paid on a tnne and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1/80th of the biweekly rate.
3.7 Normal work schedules showing the employee's shif[s, work days and hours shall be
posted on all department bulletin boards at a11 times. It is also understood that
deviation from posted work schedules shali be pernussible due to emergencies and acts
ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwithstanding Sections 3.1 through 3.6, emptoyees may, through mutual agreement
with the Employer, work schedules other than schedules lunited by the normal work ,
day and work week as set forth in Sections 3.1, 3.2 and 3.3. Overtime compensation
for employees working under such agreemeats shall be subject to the provisions of the
Fair Labor Standards Act.
39 For employees who wish to share a position, the Employer wiIl attempt to provide
options for implementing a sharing arrangement. Such an anangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for empIoyees who shaze a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be admuristered in
accordance with the provisions of Article 10 of this agreement. In the event that one of
ttie employees participating in the shared position is terminated or tercninates
employment, the Employer shall post the job sharing vacancy for a period of ten (10}
days. If at the end of ten (10) days, such vacancy cannot be filled, the Employer shali
have the option of increasing the remaining employee's work hours.
3.10 Sections 3.8 and 39 skall not be subject to the provisions of Article 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normal work Qay or the
normal work week, the Employer and Union shall meet and confer regarding the need
for the proposed change and the possibility of other alternatives. It is also understood •
that deviation from such notice shail be permissibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
3.12 When there is a need to assign additional daytime, evening or weekend hours, the
employer shall first request volunteers from among employees. Volanteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00
a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked
between tl�e hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later
than 6:00 p.m., but less than five hours of the shift are worked between the hours of
6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %} far the
hours worked between 6:00 p.m. and 6:00 a.m.
3.14 Employees required, as part of their normal job duties, to work a snow emergency shall
receive premium pay at fifty percent (50%) for the second standard hour shift for a11
continuous hours worked during the snow emergency.
C�
�
ARTICLE 4 - WORK BREAKS
q� -�.�
4.1 Rest Periods - AIl empioyees work schedules shail provide for a fifteen (15) minute
• rest period during each one-half shift. The rest period shall be scheduled by
management at approxunately the middle of each one-half shift whenever this is
feasible.
4.2 If an employee is scheduled to work a full half shift beyond hisJher regular quitting
tnne, hefshe shail be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 FIolidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eligible employees sha11 receive pay for each of the holidays listed above, on which
they perform no work. Whenever any of the holidays listed above falls on a 3aturday,
� the holiday shal] be observed on the preceding Friday. VJhenever any of the holidays
Iisted above falls on a Sunday, the holiday shail be observed on the succeeding
Monday. For those employees assigned to a work week other than Monday through
Friday, the holiday shail be observed on the calendar date of the holiday.
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the
conuact year, subject to approval of the Department Head of any employee.
5.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any six working days of the nine
working days preceding the holiday; or an employee's name must appear on the payroll
the last working day before the holiday and on three other working days ofthe nine
working days preced'ang the holiday. In neither case shal] the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employee not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been empioyed as a temporary employee for sixty-seven
(67) consecutive work days. No temporary employee shali be eligihle for any floating
holidays.
�
-5-
ARTICLE 6 - GRIEVANCE PROCEDURES
6.1 The Empioyer shall recognize stewards selected in accordance with Union rules and �
regulations as the grievance representatives of the bargaining unit. The Union sha21 notify
the Employer in writing of ihe names of the stewazds and of their successors when so
named.
6.2 It is recognize@ and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is lunited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with suctt employee's duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of the supervisor to be absent to process a grievance and that such absence
would not be deuimental to the work programs of the Employer.
6.3 The procedure established by this Article sha21 be the sole and exciusive procedure for the
processing of grievances, which aze defined as an alleged violation of the terms and
conditions of this agreement.
However, this Article does not abridge grievance rights possessed by eligible veterans
under applicable veterans' rights statutes.
6.4 Grievances sha11 be resolved in conformance with the following procedure:
Step I- Upon the occurrence of an alleged vioIation of this agreement, the employee �
invotved (with or without the steward) shali attempt to resotve the matter on an informal
basis with the employee's supervisor.
Tf the matter is not resoived to the employee's sausfacuon by the informal discussion, it
may be rednced to writing and referred to Step 2 by the Union. The written grievance
shall set forth the nature of the grievance, the facts on which it is based, the alleged
section(s} of the agreement violated, and the relief requested. Any alleged violation of the
agreement not reduced to writing by the Union within fourteen (14) work days of the first
occurrence of the event giving rise to the grievance, shall be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shall meet with the Union Steward and attempt to resolve the
grievance. If, as a resutt of this meeting, the grievance remains unsolved, the Employer
shali repiy in writing to the Union within seven (7) work days following this meeting.
The Union may refer the grievance in writing to Step 3 within seven (7) work days
following receipt of the Employer's written answer. Any grievance not refened in
writing by the Union within seven (7) work days following receipt of the Employer's
answer shali be considered waived.
n
�
�
ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) �� �°�'�
� Step 3- Within seven (7) work days following receipt of a grievance refened from 5tep
2, a designated Empioyer supervisor shall meet with the Union Business Manager or
his/her designated representative, the employee and the steward and attempt to resolve the
grievance. Within seven (7) work days following this meeting the Empioyer shall reply in
writing to the Union stating the Employer's answer concerning the grievance. If as a
result of the written response the grievance remains unsolved, the Union may refer the
grievance to Step 4. Any grievance not referred in wziting by the Union to Step 4 within
seven (7) work days following receipt of the Employer's answer shall be considered
waived. �
Step 4- If the grievance remains unresolved, the Union may within seven (7) work days
after the response of the Employer in Step 3 by written notice to the Employer, request
arbitration of the grievance. The arbitration proceedings shall be conducted by an
arbitrator to be selected from a permanent panel of five (5} arbitrators. Arbatrators shall
be selected by lot within twenty (20) work days aRer notice has been given.
In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for
ffie permanent panel, the parties will petition the Director of the Bureau of Mediation
Services for a list of ten (10) arbitrawrs for each panel member for which the parties did
not mutually agree. The parties shall altemately strike names from such list(s), the
Employer striking first, until one (1) name remains.
• Vacancies occurring on the permanent panel during the iife of this agreement shall be
fiiled by mutual agreement of the parties. If the parties cannot mutually agree, ihe
vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator
selection pracess shall be effective only for the duration of this agreement unless both
parties mutually agree to extend such provisions.
At any time prior to the opening of an arbitration hearing, the parties may mutually agree
to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a
resolution of the dispute.
6.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to, or subtract
from the provisions of this agreement. The arbitrator sha11 consider and decide only the
specific issues submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted. The arbivator shail be
without power to make decisions contrary to or inconsistent with or modifying or varying
in any way the appiication of laws, rules or regutations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirty (30) days following
close of the hearing of the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension.
The decision shall be based solely on the arbitrator's interpretation or application of the
• express terms of this agreement and to the facts of the grievance presented. The decision
of the arbivator shall be final and binding on the Employer, the Union and the employees.
-7-
ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne �
equaliy by the Employer and the Union, provided that each party shall be responsible
for compensating its own representatives and witnesses. If either party desires a
verbatim record of the proceedings, it may cause such a record to be made, providing it
pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
6.8 It is understood by the Union and tfie Employer t6at a grievance, other than a grievance
arising from a@isciplinary action, may be deternuned by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
6.9 T'he provisions of this Article 6 shail not apply to Section 3.9 of this agreement.
6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union
Business Manager or Assistant Director to the President of Local 2842. This sec6on
shall not be grievable.
ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul •
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
foliowing provisions are adopted.
7.2 Method of Computation - To be eiigible for such reimbursement, all o�cers and
employees must receive written authorization from the Department Head.
Type 1- If an employee is required to use his/her own antomobile OCCASIONALLY
during employment, the empIoyee shall be reunbursed at the rate of $4.00 per day for
each day ttce emptoyee's vehicle is actually used in perfomung the duues of the
employee's position. In addition, the employee shall be reimbursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive au automobile during employment and the
department head or designated representative determines that an emptoyer vehicle is
available for the employee's use but the employee desires to use his/her own
automobile, then the employee shali be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addiuon, the employee shatl be reimbursed $0.20 per mite for �
each mile actually driven.
�
ARTICLE 7 - CITY MILEAGE (Continued)
��� -$d~1
If such employee is required to drive an automobile during employment and the
� deparcment head or designated repzesentative determines that an employer vehicie is
avaiiable for the employee's use but the employee desires to use hislher own
automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem. This Section 7.2 shall become effective
February 1, 1994.
.
7.3 The Ciry will provide parking at the Civic Center Parldng Ramp for City employees on
either of the above mentioned rypes of reimbursement plans who are required to have
their personal car available for City business. Such parking will be provided only for the
days the employee is required to have his or her own personal caz available.
7.4 Rules and Regulations - The Mayor shall adopt rules and regulations goveming the
procedures for automobile reirnbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly affidavits stating the number of days worked and the number of miles driven, and
further require that they maintain automobile liability insurance in amounts of not less
than $100,0001$300,000 for personal injury, and $25,000 for property damage, or
liability insurance in amounts not less than $300,000 single limit coverage, with the City
of Saint Paul named as an additional insured. These rules and regulations, together with
the amendment thereta, shall be maintained on file with the City Clerk.
ARTICLE S - RESIDENCE
8.1 The resolution pertaining to residence approved July 26, 1979, under Council File No.
273378 shall apply to all employees covered by this agreement.
ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of Service
lst year thru 4th year
Sth year thru 9th year
lOth year thru 15th year
16th year thru 23rd year
24th year and thereafter
CJ
Hours of Vacation
.0385 (10 days}
.0616 (16 days)
.0731 (19 days)
.Q885 (23 days)
.1000 (26 days)
9.2 The Head of a Department may permit an employee to carry over up to one hundred and
twenry (120) hours of vacation into the following "vacation year." For the purpose of this
Article the "vacation year" shail be the fiscai year (IRS payroli reporting year).
4.3 The above provisions of vacation shall be subject to the Saint Paui Salazy Plan and Rates
of Compensation, Section I, Sub. H.
�
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer will continue for the period of this agreement to provide for employees •
such health and iife insurance benefits as are provided by the Employer at the tune of
execution of tius agreement.
10.2 For each eligible employee covered by this agreement who is employed full-time and
who selects employee health insurance coverage provided by the Employer, the
Employer agrees to contribute $191.40 or ttte actual cost, whichever is less, per month
toward the cost of snch premium.
For each eiigible fu11-time employee who selects family health insurance coverage, the
Employer wiil contribute the cost of such family coverage or 368.82 per month,
whichever is less. These contribution levels shall be effective for January, 1997
premiums.
10.3 Effective for the January, 1998 insurance premiums, for each eligible employee
covered by this agreement who is employed full-time and who selects employee heatth
insurance coverage provided by the Employer, the Employer agrees to contribute the
actual cost of the single health insurance premium.
For each eligible fuli-time empIoyee who selects family health insurance coverage, the
Employer wiil contribute the cost of such faarily coverage or $368.82 plus 25% of the �
1448 family health insurance premium increase per month, whichever is less, toward
the cost of such premium.
10.4 For the purpose of this Article, full-time employment is defined as apgearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12)
month period preceding the annual open enrollment or special enroliments or the six (6)
month period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroil an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the tweive (12)
month period preceding the annual open enrollment or special enrollments or the s'vc (6)
month period preceding uutial enrollment.
Half-time employment is defined as appearing on the payroll an average of at least 40
hours, but Iess than 52 houss, per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollmenis or six (6) month period
preceding initial enrollment.
1Q.5 For each eligibie employee covered by this agreement who is employed half-time and
who selects employee health insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed far full-time employees selecting �
employee coverage in the same insurance plan.
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ARTICLE 10 - INSURANCE (Continued)
q� -$a�l
For each half-time employee who selects family health insurance coverage, the
• Employer will contrabute fifty gercent (50%) of the amount contributed for full-time
employees selecting family health insurance coverage in the same insurance plan.
For each eligible employee covered by this agreement who is employed three-quarter
time and who selects employee health insurance coverage, the Employer agrees to
contribute seventy-five percent (75 %) of the amount contributed for full-time
employees selecting employee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer wi11 contribute seventy-five percent (75%) of the amount contributed for
full-time employees selecting fanuly health insurance coverage.
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall rece3ve the same health insurance contributions
as fuil-tune employees. This Section 10.6 applies only to empioyees who were
employed half-tune during the manth of December, 19&5 and shail continue to apply
only as long as such employees remain continuously employed half-time.
10,7 For each eligibie employee, the Employer agrees to conuibute the cost of $20,000 of
life insurance.
� 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group
Health and Welfare Plan.
10.4 Any cost of any premlum for any City offered employee or family insurance coverage
in excess of the dollar amounts stated in this Article 1Q shali be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the empioyee selected health insurance coverages can be paid on a pre-taY
basis. Employees covered by this agreement wili be eligible to participate in the
Flexibie Spending Account as offered by the Employer. The service fee charged to
participating employees shall be paid by the employee.
10.11 Employees covered by this agreement shall be eligible to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the foliowing conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
• 10.16 below, toward a health insurance pIan offered by the Employer:
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ARTICLE 10 - INSURANCE (Continued)
10.22(1) Be receiving benefits from a public employee retirement act at the time of �
retirement, and
l0. i2(2) Have severed his/her relationship with the City of Saint Paul for reasons other
than misconduct, and ,
10.12(3) Have completed at least 20 years with the City of Saint Paul.
Eariy Retirees
10.13 This Section shall apply to full time employees who:
10.13{1) Retire on or after January 1, 1996, and
10.13(2} Were appointed on or before December 31, 1995, and
10.13(3} Have not attained age 65 at retirement, and
10.13(4) Meet the terms set fortti in Section 10.12 above, and
10.13(5) Select a health insurance plan offered by the Employer
Until such emptoyees reach sixty-five {65) years of age, the Employer agrees that for
retirees selecting single coverage, the Employer wiil provide the same contribution as is
provided for active employees selecung single coverage under this agteement. This
amount, however, sha11 not exceed �350 per month. i
For employees selecting family health insuraace coverage, the Fanployer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Empioyer's contribuiion sha11 not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.i4 This Section shall apply to full time employees who:
10.14(i) Retire on or afrer 7anuary i, 1996, and
10.14(2) Were appointed on or after January 1, 1996, and
10.14(3) Have aot attained age 65 at retirement, and
10.14(4) Meet the conditions of Section 10.12 above, and
10.14(5) Select a health insnrance plan offered by the Employer.
Until such retirees reach sixry-fve (65) years of age, the Employer agrees to contribute a
maximum of $300.00 per month toward the cost of single or family healYh insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.16 shall apply.
�
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�
ARTICLE 10 - INSURANCE (Continued)
Regular Retirees (A.ge 65 and over)
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after 7amiary 1, 1996, and
10.15(2) Were appointed on or before December 31, 1995, and
10.15(3) Have not attained age 65 at retirement, and
10.15(4) Meet the terms set forth in Section 10.12 above, and
10.15(5) Select a heaith insurance plan offered by the Employer
q� -���7
The Employer agrees to contribute a maYimum of $SSO.QO per month toward the premium
for single or family health insurance coverage offered by the Employer to regular retirees
and their dependents. Any unused portion of the Employer's contribution sha11 not be
paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.13 when such retirees attain age 65.
i
10.16 This Section shall apply to fuli time employees who:
10.16(1) Retire on or after January 1, 1496, and
1�.16(2) Were appointed on or after January 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
1016(4) Meet the conditions of Section 10.12 above, and
10.16(5) Select a health insurance plan offered by the Employer.
The Empioyer agrees to contribute a maxnnum of $300.00 per month toward the cost of
single or family health insurance coverage offered to regular retirees and their dependents.
Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.14 when such early retirees at[ain age 65.
�
10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at
least ten (10) years of service with the City, he/she may purchase single or family
health insurance coverage through the Employer's insurance program. The total cost of
such insurance coverage shall be paid by the retiree.
10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City
retiree or City employee and eligible for and is enrolled in the City health insurance
program.
13
ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance �
1Q 29 The surviving spouse of an employee carrying family coverage at ihe time of his(her
death due to a job connected injury or iltness which was detemuned to have arisen out
of an@ in the course of his/her employment under worker's compensauon law shall
continue to be eligible for ciry contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shalI have the option, within thirry {30) days, to continue the cunent
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accorded to the eligible deceased retiree.
It is further vnderstood that coverage shall cease in the event of:
10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or
retiree.
10.19(2) The employment of the surviving spouse or dependent where heaith
insurance is obtained through a group program provided by said Employer.
In this event, however, the surviving spouse or dependent shali have the
right to maintain Ciry health insurance for the first ninery (90) days of said
employment. �
ARTICLE 11 - WORKING OUT OF CLASSIFICATION
i i. i Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15} consecufive working days during a year
shali receive the rate of pay for the o¢t-of-class assignmen[ in a higher ciassificarion not
later than the sucteenth (16) day of suck assignment. For pnrposes of this Article, an
out-of-class assignment is defined as an assignment of an employee to perform, on a
ful]-time basis, all of the significant duties and responsibilities of a position different
from ttze employee's regular position, and whick is in a classification higher than the
classification held by such employee.
The rate of pay for an approved out-of-class assignment shall be the same rate the
employee would receive if such employee received a regulaz appointment to the Iugher
cTassification.
�
14
ARTICLE 12 - SEI�TIORITY
•
�►� -ga�1
12.1 Seniority, for the purQose of this agreement, sha11 be defined as foilows: The length of
continuous, regular and probationary service with ihe Employer from the date an
employee was first certified and appointed to a class title covered by this agreement, it
being further understood ihat seniority is confined to the current class assigrunent held
by an employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority sha11 be determined by employee's rank on the
eligible list from which certification was made.
12.2 Seniority shall terminate when an empioyee retires, resigns, or is discharged.
123 In the event it is deterniined by the Employer that it is necessary to reduce the work
force, employees wili be laid off by class tifle within each department based on inverse
length of seniority as defined above. However, when layofF occurs in any of the titles
lisied below under Column A, layoff shall be based on inverse length of total semority
in all titles listed on the conesponding line under Column B. The Human Resources
Department will identify such least senior employee in the department reducing
positions, and shall notify said empioyee of his/her reduction from the department. If
there are any vacancies in any of the titles under Column B on which seniority was
based, in any other City department, the Human Resources Department shall place the
affected employee in such vacancy.
If two or more vacant positions are available, the Human Resources Department shail
• decide which vacant positions the affected employee shall fill. If no vacancy exists in
such titles, then the least senior City employee in such titles shall be identified, and if
the employee affected by the original departmental reduction is more senior, he(she
shall have the right to claim that position and the least senior City employee in such
titles shali be ffie employee laid off. For the purposes of this Articie, the Board of
Education is not included as a City department nor is a Board of Education employee
included as a City employee.
Column A
Deputy License Inspector I
Deputy License Inspector II
Engineering Aide I
Engineering Aide II
•
Fire Aide I
Fire Aide II
Housing Aide I
Housing Aide II
Column B
Deputy License Inspector I, Deputy
License Inspector II
Deputy License Inspector I, Deputy
License Inspector II
Engineering Aide I, Engineering Aide II,
Tra�c Eng. Aide II, Engr. Draf[sman
Eng. Aide I, Eng. Aide II, Traffic Engr.
Aide II, Engr. Draftsman
Fire Aide I, Fire Aide II
Fire Aide I, Fire Aide II
Housing Aide 1, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
15
ARTICLE 12 - SENIORITY (Continued)
Column A
Housing Rehab Advisor I
Housing Rehab Trainee
Library Assistant I
Library Assistant II
Operarions Asst- Town Sq. Park
Planning Aide I
Planning Aide II
Planning Assistant I
Planning Assistant II
Recreation Center Director
Recreation I,eader II
Recreation Leader III
Sanitarian Aide I
Sanitarian Aide II
Traffic Engr. Aide II
Val. & Assess. Aide I
Val. & Assess. Aide II
� rt � :
Housing Rehabiiitation Trainee, Housing
Rehabititarion Advisor I
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I �
Library Assistant I, Library Assistant II
Library Assistant I, Library Assistant II
Recreation Leader II, Rec. I.eader I,
Rec. Director I, Rec. Center Director
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Platming Aide I, Plam�ing Aide II
Planning Asst. I, Pianning Asst. II
Ptanning Aide I, Pianving Aide II,
Planning Asst. I, Planning Asst. II
Recreation Leader II, Rec. Leader III
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec, L.eader III,
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec. Leader III,
Recreation D'uector I, Operations
Asst.- Town Square Park
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide TI
Engineering Aide I, Engineering
Aide II, Tra�ce Engineering Aide II
Val/Assess Aide I, Val/Assess Aide II
Val/Assess Aide I, Val/Assess Aide II
u
�J
12.4 In cases where there are promotional series, snch as Technician I, II, III etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before Iayoffs
are made by any class title in any department.
12.5 It is understood that such employees wi11 pick up their former seniority date in any class
of positions that they previously held.
•
16
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ARTICLE 12 - 5EIVIORITY (Continued)
• 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two yeazs of layoff.
12.7 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communicauon Center, andJor Records, shaIl be allowed to bid for
work shiHs (i.e. midnights, days and afternoons}, on the basis of senioriry when a
vacancy occurs within the empioyees' classification in their division.
12.8 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
ARTICLE 13 - EMPLOYEE RECORDS
13.1 Any written reprimand made conceming any member of this Bargaining Unit which is
filed with the Office of Human Resources or within any City department shall be shown
to the member before it is piaced on flle. Before the reprimand is placed on file, the
. City shail request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
13.2 Any member of the bargaining unit may, during usual working hours and with the
approval of the supervisor, review any material placed in the employee's personnel file,
after first giving proper notice to the supervisor in custody of such file.
13.3 Any member of the bargaining unit may file a grievance or a discrimination complaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 14 - BULLETIN BOARDS
14.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulletin board space sha11 not be used by
the Union for political purposes other than Union elecYions.
L1se of this bulletin board is subject to approval of the Deparunent Head.
•
17
ARTICLE 15 - WAGES
15.1 The wage schedule, for purposes of this contract, shall be Append'ut A, attached
hereto. Both parties agree that the inclusion of the classifications and salary ranges in •
Appendis A does not preclude the Employer from the following:
15.1{1) Reorganizing
15.1(2) Abolishing classifications
15.1(3} Establishing new classifications
15.1(4) Regrading classifications
15.1(5) Reclassifyzng positions
Both parties aiso agree that titles and grades in Appendis A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargauung unit
shall suffer any reduction in salary because of a regrading or rectassification during the
conuact period in which such regrading or reclasszfication takes place.
15.2 Empioyees may request an audit of their posiuon whenever the nature of tfie work
and/or responsibilities in their position have suhstanually changed. When an empioyee,
or a supervisor on behalf of an employee, reqnests a classification/regrading study of
their posiTion, responsible Managers in the Department where the employee(s) work(s)
and the staff of the O�ce of Human Resources will facilitate the completion of the
study within ninety (90} days after the employee submits their job profile.
ARTICLE 16 - MAINTENANCE OF STANDARDS
16.1 The parties agree that ail conditions of employment relating to wages, hours of work,
overtime differentials, vacations and ail other general working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paui Salary Plan and Rates of Compensation
at the tnne of the signing of this agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
agreement.
ARTICLE 17 - LEAVES OF ABSENCE
171 Leave of Absence - After three months of employment, an employee may make
application for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civi2 Service Rules (Resolution No. 3250}.
.
.
m
ARTICLE 17 - LEAVES OF ABSENCE (Continued) `�� `�a�
17.2 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for
• each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick Ieave, employees must report to their supervisor no
later than one-half hour past their regular scheduled starting time. The granting of sick
leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of
Saint Paul. `
For absences due to sickness of seven (7) or fewer calendar days, the Employer shail
require a physician's certificate or additional certificates only when there is reason to
suspect abuse of sick leave ar to verify that an empioyee is fit to retum to his or her
position. The Employer's requirement of a certificate under this section shail not be
arbitrable.
17.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of time as the Aead of the Department deems
necessary, on account of sickness or injury of the employee, quarantine estabiished by a
public health enforcement agency, death of the employee"s mother, father, spause,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the househoid; and may be granied leave with pay for such tune as is actually necessary
for office visits to a doctor, dentist, optometrist, etc.
17.4 Leave Without Pay - Any employee who engages in active service in tune 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 leave is not otherwise allowed by law shali
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and sub}ect to such conditions as are imposed by law.
Such leaves of absence as are granted under Article 18 shall conform to Minnesota
Statutes Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
17.5 Jury Duty - Employees required during their regular working hours to appear in court
as jurors or wimesses, except in their own behalf against the Ciry, shall be paid their
regular pay while so engaged, provided that any fees that the employee may receive
from the court for such service shali be paid to the City and be deposited with the City
Finance Director. Any employee scheduled to work a shift other than the normal
daytime shift shall be rescheduled to work the normal daytime shift during such time as
he/she is required to appear in court as a juror or wimess.
17.6 Education Leave - L,eave with pay may be granted for education purposes at the option
of the Employer.
17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
• the Civil 5ervice Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
19
ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.8 An employee elected or appointed to a fu11-tune paid position by the exclusive i
representauve may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duues of the exclusive representative.
17.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner
as any other disabled or ill City employee. Such paid sick leave eligibility shall begin
upon certification by the employee's attending physician that the employee is disabled
in terms of her ability to perform the duties of her position.
A twelve (12) montti Parental leave of absence without pay shaIl be granted to a naturaI
parent or an adoptive parent, who requests such Ieave in conjunction with the birth or
adoption of a child. Such leave may be e7ctended an additional twelve (12) months by
mutuai 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.
Empioyees who return following such leaves of absence shall be placed in a positiorc of
equivalent salary and tenure as the one held just prior to the begimiing of their leave.
17.10 An employee shall be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom actiuities related to the employee's child, •
provided the conference or classroom activities cannot be scheduled during non-work
hours. When the teave cannot be scheduled during non-work hours and the need for
the leave is foreseeable, the employee must provide reasonable prior notice of the Ieave
and make a reasonable effort to schedule the Ieave so as not to dismpt unduly the
operations of the Employer. An employee shall be ailowed to use vacation or
compensatory tune for this leave; otherwise, this ieave shall be without pay.
17.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of abseace without pay during the fiscal year. During such
leave of absence, the employee shall continue to earn and accrue vacation and sick
leave, seniority credits and maintain insurance eligibility as though he or she were on
the payroll. Any leave of absence granted under this provision is snbject to approval of
the Department Head.
ARTICLE Z8 - MII.ITARY LEAVE OF ABSENCE
18.1 Pay Allowance - Any employee who shatl be a member of the National Guard, the Naval
Militia or any other component of the militia of the state, now or hereafter organized or
constituted under state or federal law, or who shall be a member of the Officer's Reserve
Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or •
hereafter organized or constituted under Federal law, shall be entifled to leave of absence
20
q�-��1
ARTICLE 18 - MILITARY LEAVE OF ABSENCE
• from employment without loss of pay, seniority status, e�ciency rating, vacation, sick
leave or other benefits for all the tune when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and further provided that
such leave shall be allowed oniy in case the required military or navai service is
satisfactorily performed, which shall be presumed unless the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to hislher position
immediately upon being relieved from such military or naval service and not later than
the expiration of time herein limited for such leave, or (2) is prevented from so returning
by physicai or mental disability or other cause not due to such employee's own fault, or
(3) is required by proper authority to continue in such military or naval service beyond
the tnne herein Iimited for such leave.
•
ARTICLE 19 - MANAGEMENT RIGHTS
19.1 The Union recognizes the right of the City to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
All rights and authority which the City has not officially abridged, delegated or modified
by this agreement are retained by the City.
19.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion or
policy as the functions and programs of the Employer, and organizational structure and
selection and directlon and number of personnel.
ARTICLE 20 - DISCIPLINE
20.1 The Employer wiil discipline employees for just cause only. I7iscipline wili be in the
form of:
201(1) Orai reprimand;
20.1(2) Written reprimand;
20.1(3) Suspension;
20.1(4} Reduction;
20.1(5) Dischazge.
•
20.2 Suspensions, reductions and discharges wiil be in written form.
20.3 Employees and the Union will receive copies of written reprunands and notices of
suspension and discharge.
21
ARTICLE 20 - DISGIPLINE (Continued)
20.4 Employees may examine a11 information in their Employer personneI files that concerns •
work evaluations, commendations and/or discipIinary actions. Files may be examined at
reasonable tunes under the direct supervision of the Employer.
20.5 Discharges wili be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Union may request, and shall be entitled
to a meeting with the Empioyer representative who initiated the suspension with intent to
discharge.
During said five (5) working day period, the EmpToyer may affirm, modify or withdraw
the suspension and discharge.
20.6 An employee to be questioned conceming an invesrigation of disciplinary action shall
have the right to request that a Union representative be present.
20.7 Grievances relating to this Articte shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
211 The Human Resources O�ce will inform alI departments that the department's i
timekeeper shall post notices of ail job vacancies in their department at least five days
before submitting a requisition to the Human Resources Office.
ARTICLE 22 - LEGAL SERVICES
22.I Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shal] defend, save hamiless, and indemnify employees agaiast tort claims or
demands, whether groundiess or otherwise, arising out of alleged acts or omission
occurring in the performance or scope of the employee`s dudes.
22.2 Notwithstanding Section 22.1, the Empioyer shall not be responsiUle for paying any Iegal
service fee or for providing any Iegai service azising from any Iegal action where the
employee is the Plainuff.
•
22
ARTICLE 23 - NO STRIKE - NO LOCKOUT
�� -ga�
23.1 Neither the Union, its officers or agents, nor any of the employees covered by this
. agreement will engage in, encourage, sanction or support any strike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically allowed by the Public Employment Labor Relations
Act. In the event of a violation of this Article, the Employer will warn employees of the
consequences of their action and shall instruct them to irnmediately return to their normal
duties.
Any employee who fails to retum to hislher full duties within twenry-four (24) hours of
such warning may be subject to the penalties provided in the Public Empioyment Labor
Relations Act.
23.2 No lockout, or refusal to allow employees to perform available work, shall be instituted
by the Empioyer andlor its appointing authorities during the life of this agreement.
ARTICLE 24 - SEVERANCE PAY
24.1
24.2
•
•
The Employer shall provide a severance pay program as set forth in this Article.
To be eligible for the severance pay program, an employee must meet the foilowing
requirements:
24.2(i) The employee must be 58 years of age or older or must be eligibie for
pension under the "rule of 85" or the "rule of 90" provisions of ihe
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shall also apply to employees covered by a
public pension plan other than PERA.
24.2(2) The employee must be voluntarily separated from City employment or
have been subject to separation by layoff or compulsory retirement.
Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
24.2(3)
eligible for the City severance pay program.
The employee must have at least ten (10) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article, employment in either the
City or in the Independent Schooi District No. 625 may be used in
meeting this ten (10) year service requirement.
24.2(4) The employee must file with the Human Resources Director a waiver of
reempioyment which will clearly indicate ihat by requesting severance
pay, the empioyee waives all claims to reinstatement or reemployment
(of any type) with the City or with Independent School District No. 625.
23
ARTICLE 24 - SEVERANCE PAY (Continued)
24.2(5) The employee must have accumulated a minimum of sixty (60) days of •
sick leave credits at the time of his/her separation from service.
24.3 If an employee requests severance pay and if the employee meets the eligibiliry
requirements set forth above, he or she will be granted severance pay in an amoum
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave, subject to a maximum of 200
accrued sick leave days.
24,4 The maxnnum amount of money that any employee may obtain through this severance
pay program is $6,500.
24.5 For the purpose of this severance program, a death of an employee shall be considered
as separation of employmenT, and if at the time of hislher death, the employee would
have met all of the requirements set forth above, payment of the severance pay will be
made to the employee's estate or spouse.
24.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
separaTion of employment, and such transferee shall not be eligible for the City
severance program.
24.7 The manner of paymeat of suck severance pay sha11 be made in accordance with the •
provisions of City Ordinance No. 11490.
24.8 This severance pay progrant shall be subject to and govemed by the provisions of Ciry
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
24,9 The provisions of this Article shall be effective as of December 24, 1983.
24.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 21490, as amended by City
Ordinance No. 16303, Secrion 1, Section 6, draw severance pay. However, an elecrion
by the employee to draw severance pay under either this Article or the ordinance shall
constitute a bar to receiving severance pay from the other. Any employee hired after
December 31, 1483 shall only be entitted to the benefits of this Article ¢pon meeting
the qualifications herein.
24,11 Sections 24.12 thmugh 24.18 shall apply only to empioyees appointed on or after
January i, 1990 to a tide covered by this agreement.
24.12 The Employer shail provide a severance pay program as set forth in Secrions 24.13 •
through 24.18.
24
•
ARTICLE 24 - SEVERANCE PAY (Continued)
q�-8a�
24.13 To be eligible for the severance pay program, an employee must meet the following
requirements:
24.13(i) The empioyee must be voluntarily separated from City employment or have
been subject to separation by lay-off or compulsory retirement. Those
empioyees who are discharged for cause, misconduct, ine�ciency, �
incompetency, or any other disciplinaz•y reason are not eligible for the City
severance pay program.
24.13(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will clearly indicate that by requesting
severance pay, the empioyee waives ail claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
24.13(3) The employee must have an accumulated balance of at least eighty (8�) days
of sick leave credits at the time of his/her separation from service.
�
24.14 If an empioyee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave subject to a max3mum as shown
below based on the number of years of service in the City.
Years of Service with the City
At Least 20
21
22
23
24
25
Maximum Severance Pay
�� 111
. 11
�t�
: ���
� ���
/ 111
24.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the time of his or her death the employee would
have met all of the requirements set forth above, payment of the severance pay shall be
made to the employee's estate or spouse.
24.16 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 City
severance program.
i
24.17 The manner of payment of such severance pay shail be made in accordance with the
provisions of City Ordinance No. 11490.
25
ARTICLE 24 - SEVERANCE PAY (Continued)
24.18 This severance pay program shall be subject to and governed by the provisions of Ciry �
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance. In such cases, the provisions of this Article shall
controi.
24.19 Notwithstanding Section 24.11, any employee hired prior to January l, 1990 may,
upon meeting the qualification of Section 24.23, draw severance pay in accordance with
Section 24.14. However, an election by the employee to draw such severance pay shail
constitute a bar to receiving severance pay from any other. Any employee hired on or
after January 1, 1990 shall only be entided to the benefits of Sections 24.12 thru 24.18.
ARTICLE 25 - TEMPORARY EMPLOYEES
25. I It is recognized that temporary employees are within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
emptoyees shali not have or acquire any rights or benefits other than specificaliy
provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 26 - NONDISCRIIVIINATION
26.1 The ternzs and conditions of this agreement will be applied equally to employees
without regard to, or discrunination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or nonmembership in the
Union.
26.2 Employees will perform their duues and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
L_�
27.1 In the case of a serious illness or c3isability of a parent or household member, the Head
of the Department shall grant leave with pay in order for the employee to care for or
make arrangements for the care of such sick or disabled persons. Such paid leave shall
be drawn from the employee`s accumulated sick leave credits. Use of such sick leave
shail be limited to 40 hours per incident. An employee may use sick leave for absences
due to an iliness of the employee's child for such reasonabie periods as the empioyee's
attendance with the child may be necessary, an the same terms the employee is able to
use sick leave for his or her own illness. An employee may also use up to forty (40)
hours per inci@ent to anange for the care of a seriously ill or disabled child. �
�
� *
s.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Cont.)
� 27.2 The Head of the Deparnnent or the Director of Human Resources may require a
physician's certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in Section 27.1 above. All such certificates shall be
forwarded by the appointing officer to the �ffice of Human Resources.
If an empioyee is absent because of the provisions of Section 27.1 for three or fewer
calendar days helshe shall submit to the Head of the Department a certificate signed by
the employee stating the nature of the child, parent, or household member's sickness.
If the sickness continues for more than three calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
from and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted to and
approved by the Head of the Department and forwarded to the Office of Human
Resources.
27.3 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
hislher regularly scheduled tnne to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusable.
� 27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which he/she would normally have been paid if he/she had not
been on sick leave.
ARTICLE 28 SAFETY
The Employer and Employee shall cooperate in the enforcement of all applicable
regulations for the enforcement of job safety. If an employee feels that hislher work
duties or responsibilities require such empioyee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately considered
by the Employer.
For ihose employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $40.00 per calendar year toward the purchase of such shoes
or boots.
Safe Workplace:
The City will commit to developing a process during the term of this agreement according
to which employee compiaints conceming behavior currently prohibited under its
Workplace Conduct Policy but which is not subject to any form of adjudication wiil be
• submitted to a neutral uibunal which wiil issue non-binding recommendations to the City
and the individuals involved. Union and City wili jointly develop details of the process.
27
ARTICLE 29 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees working
in "Specia] Employment" titles recognized by the Bureau of Mediation Services as being �
appropriately included in this bargaining unit shall be eligible for benefiTS under this
agreement on the same basis as alI other employees covered by this agreement.
ARTICLE 30 - TERMS O� AGREEMENT
30. Z Complete Agreement and Waiver of Bargaining - This agreement shall represent the
complete agreement between the Union and the Employer. The parties acknowledge
that during the negotiations which resulted in titis agreement, each had the untimited
right and opportuniry to make requests and proposals with respect to any subject or
matter not removed by Iaw from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this agreement.
Therefore, the Employer and the Union, for the life of this agreement, each voluntarily
and unqualifiedly waives the right, and each agrees that the other shall not be obligated
to bargain collectiveIy with respect to any subject or matter refemed to or covered in
this agreement.
30.2 Savings Clause - This agreement is subject to the laws of the United States, the State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shall hold to be conirary to law by a court of competent jurisdiction from whose final �
judgment or decrees no appeal has been taken within the time provided, such provision
shail be voided. All other provisions shall continue in full force and effect.
•
�
ARTICLE 30 - TERMS OF AGREEMENT (Continued) `�� - `�a�
30.3 Terms of Agreement - This agreement shall be in full force and effect from January 1,
1997 thru December 31, 1998, and shall be automatically renewed from year to year
• thereafter unless either party shall notify the other in writing that it desires to modify or
terminate this agreement. In witness thereof, the parties have caused this agreement to
be executed this � y""� day of 3une, 1997.
30.4 This constitutes a tentative agreement between the parties which will be recommended
by the Ciry Negotiator, bui is subject to the approval of the Administration of the City
and the City Council and is also subject to ratification by the Union.
�
VVITIVESSES:
FOR TAE CITY LOCAL LJNION NO. 1842, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
� �" (
Mary . Kearney
Director of Labor Relations
6 �Zy��7
l
Je Ser ' g
Assistant irector
�?� � -�
Robin Madsen
President
•
29
APPENDIX A
BZWEEKLY RATES
• Salary ranges applicable to titles covered by this Agreement shall be as show below:
Bffective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
Two percent (2.0%) increase
One half percent (0.5%) increase
Two-tenths percent (0.2%) increase
Two percent (2.0%} increase
Bight-tenths percent (0.8%) increase
GRADEIOR
548 RECREATION LEADER
q1 ��
A 3mo. 6mo. lyr. 2yr. 3yr. 4yr. 10 yr. 15 yr. 20 yr 25 yr.
(1) (2) (3) (4) (5) (6) (7) {8) (9} (10} (11}
12(21/96 624.23 670.85 717.45 764.06 79234 822.08 853.67 875.04 907.78 922.49 937.20
07(19/97 62735 674.20 721.04 767.88 79630 826.19 857.94 879.42 91232 927.10 941.89
12(2Ql97 628.60 675.55 722.48 769.42 797.84 827.84 859.66 881.18 41A.14 928.95 943.77
02f28/98 641.17 689.06 736.43 784.81 813.85 844.40 876.85 898.80 932.42 947.53 962.65
09f26(98 646.30 694.57 742.83 791.09 82036 851.16 883.86 905.99 939.88 455,11 97035
r�
L
GRADE Q15
340A VTDEO PRODUCTION ASSISTANT
A B C D E F 10-yr. l5-yr. 20-yr. 25-yr.
CI) (�) � �`�) � � ��) �g) � �
12/21/96 793.62 822.08 853.67 886.25 920.84 460.55 980.92 101939 1034.101048.80
07(19(47 797.59 826.14 857.94 840.68 425,44 965.35 985.82 1024.49 1039.27 1054.04
12(20/97 799.19 827.84 854.66 892.46 427.24 967.28 487.79 1026.54 104135 105615
02(28(98 815.17 844.40 876.85 910.31 445.84 986.63 1007.55 1047.07 1062.18 1077.27
09f26l98 821.64 851.16 883.86 917.59 453.41 444.52 1015.61 1055.45 1070.68 10&5.89
CiT.7_��]�i[j
037A SERVICE WORKER III
12l21f96 813.94 843.45 876.08 909.65 444.25 980.421004321044.23 1058.921073.64
Q7l19/97 818.01 847.67 880.46 914.20 448.97 485.821Q04.341049.45 1064.21 1079.01
12/20/97 819.65 849.37 882.22 916.03 950.87 98'7.79 1011.36 1051.55 1066.34 108117
02(28/98 836.Q4 866.36 899.86 93435 969.89 1007.55 1031.59 ]072.58 1087.67 1102.79
09126(98 84273 873.29 90�.06 941.82 977.65 1015.61 1039.84 1081.16 1�9637 1111.61
i
A-1
GRADE 022
� •-
� 121A ADAPTIVE RECREATION ASSISTANT
284A CITY PLANNING AIDE
618 DENTAL ASSISTANT
167 ENGINEERING AIDE I
313A HEALTH & ED ASST-CAMBODIANIENG �
312A HEALTH & ED ASST-HMONGlENG
31 lA HEALTH & ED ASST-SPANISH/ENG
064A HEALTH & EDUCATION ASSISTANT
41�A LICENSE AND PERMIT AIDE
351A NUT ASST I-BILINGUAL HMONG/ENG
364A NUT ASST I-BILINGLIAL SPANlENG
066A NUTRITION ASSISTANT I
066L NUTRITION ASSISTANT I--LARGE
066M NUTRITION ASSISTANT I--MEDIUM
0665 NUTRITION ASSISTANT I--SMALL
606 WATER LABORATORY AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) � � � ��) t�) t t �
12121196 929.02 9b5.62 100538 1049.12 1090.85 1136.68 1166.23 1211.61 122633 1241.03
07/19J97 933.67 970.45 1010.41 1054.37 109630 1142361172.06 1217.67 1232.46 1247.24
12120l97 935.54 972.391012.43 1056.481098.491144.641174.401220.11 1234.92 1249.73
�2128J98 954.25 991.841032.681077.61 1120.46 1167.53 1197.891244.51 1259.62 1274.72
09{26/98 961.88 999.77 1040.94 1086.23 1129.42 11'76.$71207.471254.471269.70 1284.92
GRADE 22E
252A ENVIRONMENTAL HEALTH AIDE
252M MODIPIED DUTY WORKER-TECHNICAL
A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. 20-yr. 25-yr.
� ��) � � � �� (�) �8) � �1�) tll) tl�)
12/21J96 924.02 965.62 1005.38 1049.12 1109.201153.991202.841248.b5 1281.27 1334.591349.291364.00
07/19/97 933.67 970.45 1010.41 1054.37 1114.75 1159.76 1208.85 1254.891287.68 1341.26 1356.04 1370.82
12l20197 935.54 972391012.43 1056.48 1116.981162.�8 1211.211257.401290.261343.94 1358.75 1373.56
02/28/98 954.2� 991.841032.681077.61 1139321185.321235.501282.55 1316.071370.821385.93 1401.03
d9126198 961.88 999.771040.941086.23 1148.43 1194.801245.381292.81 1326.601381.791397.02 1412.24
•
A-2
GRADE 023
373A COMMtJNITY LIAISON OFFICER
q
• A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (4) {10)
12/21/96 952.26 990.071029.791068.761114.261161.121189.631233331248.041262.77
07Ji9{97 957.02 995.021034.941074101119.831166.931195.581239.501254.281264.0$
12120I97 958.93 997.011037.011076.251122.071169.26119?.971241.481256.791271.62
02/28/98 978 . 11 1 01 6.9 5 1057.751097.781144.511192.651221_931266.821281.931297.05
09/26798 985 . 93 1025.091066.211106.561153.671202.191231.711276.951292.191307.43
GRADE 024
312 VALUATION & ASSESS AIDE I
12f21196 976.881014.51 1055.21 110Q.64 1145.85 1192.691222.18 1272.55 1287.261301.98
07114/97 981.76 1019.�8 1060.49 1105.541151.58 1198.65 1228.291278.91 1293.701308.49
12f20f97 983.72 1021.62 1062.61 1107.75 1153.88 1201.05 1230.75 1281.47 1296.29 1311.11
02(28l98 100339 1042.05 1083.86 112991 1176.96 1225.07 1255.37 1307.10 1322.22 133733
09(26/98 1011.42 105034 1092.53 113895 118638 1234.87 1265.41 1317.56 1332.80 1348.03
•
GRADE 025
277A *LIBRARY ASSISTANT
006A *LIBRARY ASSISTANT II
31$A FIRE AIDB
893 MEDICAL ASSISTANT
025A PLAN EXAMINER I
12121/96 998.23 1035.88 1080.681121.421168.241214.061246.62129531 1310.01 1324.73
0?/19J97 1003.22 1041.06 ]086.08 1127.03 1174.08 1220.13 1252.85 1301.79 1316.56 133135
12l21/97 1005.23 1043.14 1088.25 1129.28 1176.43 1222.57 125536 13 �A39 1319.19 1334.01
02128/98 1025.33 1064.00 1110.02 1151.87 1199.96 1247.02 1280.47 1330.48 1345.57 1360.69
09l26198 1033.53 1072.51 1118.90 ll 61.08 1209.56 1257.00 1290.71 1341.12 1356.33 1371.58
�
A-3
Ctf;7•_f�7�i1y.T.�
015 ARCHITECTURAL DRAFTER TRAINEE
� 168 ENGINEERING AIDE II
579A LOAN SPECIALIST ASSISTANT
580A LOAN SPECIALIST ASST-BILINGUAL
324 VALUATION & ASSESS AIDE II
q� -�a`1
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7} (8) (9) (10)
12/21196 1021.61 1067.46 1109.20 1153.49 1202_84 1248.65 1281.27 13 34.59 1349.28 1364.00
07l19197 1026.72 1072.80 1114.75 1159.76 1208.85 1254.89 1287.68 1341.26 1356.03 1310.82
12120197 1028.77 1074.95 1116.98 1162.08 1211.27 1257.40 1290.26 1343.94 1358.74 1373.56
0212 SJ98 10493 5 1096.45 113 9.3 2 118 5 3 2 123 5. 50 1282.5 5 1316.0 7 13 70.82 13 S 5.91 1401.0 3
09/26198 1057.74 1105.22 1148.43 1194.80 1245.38 1242.81 1326.60 13 81.79 1347.00 1412.24
GRADE 028
561A LIBRARY ASSOCIATE
558A LIBRARY AS50CIATE (PART-TIME}
468A VIDEO PRODUCTION TECHI3ICIAN
12l21(46 1044.12 1089.83 1136.68 1183.52 L17.89 128939 1322.98 1377.99 1392.70 1407.41
07114/97 I 05437 1095.28 1 I 42.36 1189.44 1223.98 1295.84 1329.59 1384.88 1399.66 1414.45
12120/47 1056.48 1097.47 1144.64 1191.82 1226.43 1298.43 1332.25 1387.65 1402.4b 1417.28
�2l28/98 1077.61 ll 19.42 1167.53 1215.66 1250.96 1324.40 1358.90 1415.40 1430.51 1445.63
09l26J98 1086.23 1128.3 8 I 176.87 1225.39 1260.97 1335.00 1369.77 1426.72 1441.95 1457.20
GRADE 029
393A CITIZEN SERVICE ANALYST
279A CITY PLANNING TECHNICIAN
369A DUPL EQUIP OPR (TWO-COLOR)
112A LASORATORY TECHNICIAN I
12/21/96 1073.56 1120.41 1168.24 1215.11 1270.05 1325.03 1360.63 1416.22 1430.92 1445.64
07119I97 1078.93 1126A 1 ll 74.08 122119 1276.40 1331.66 1367.43 1423.30 1438.07 1452.87
12(20/97 1081.09 1128.26 1176.43 1223.63 127895 1334.32 137016 1426.15 1440.95 1455.78
02/28198 11Q2.71 1150.83 1199.961248.10 1304.53 1361.01 1397.56 1454.67 1469.17 1484.40
09126198 l ll 1.53 ll 60.04 1204.56 1258.08 1314.971371.90 1408.74 146631 1481.53 1496.78
r1
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A-4
GRADE 030
a�-$a�
685 ACCOUNTING TECHNICIAN I
016 ARCHITECTURAL DRAFTER
• 201 A EDP PROGRAMMER TRAINEE
615 GRAPHIC ARTS T'ECH--CTTY PLNG
197A HL7MAN KIGHTS TECHAIICIAN
1 i 5A MEDICAL RECORDS PRACTITIONER
067A NUTRITION ASSISTANT II
078A PROJECT MANAGEMENT TECHNICIAN
373 PUBLIC WORKS TECHNICIAN I
357 VALUATION & ASSESS TECH I
523 WATBR UTILITY TECFINICIAN I
343A ZONING AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yt.
� �Z) � � �$) � � t �g) �
12121196 1101.04 I 147.87 1194.71 1247.65 1301.59 13 58.60 1393.24 1452.35 1467.07 1481.76
07/19f97 1106.55 1153.61 1200.68 1253.89 1308.10 1365 39 1400.21 1459.61 1474.41 1489.17
12/20/97 1108.76 1155.92 1203.08 1256.40 1310.72 1368.12 1403.01 1462.53 1477.3b 1492.15
02l28l98 1130.94 1179.04 122714 1281.53 1336.93 1395.48 1431.07 1491.78 1506.91 1521.99
09/26/98 1139.99 1188.47 1236.9b 1291.�8 1347.63 1406.64 144252 1503.71 1518.97 1534.17
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GRADE 032
125A HOUSING REHAB ADVISOR I
200A LICENSE ENFORCEMENT AUDITOR
Sb3 LOAN SPECIALIST I
178 PRACTICAL NURSE
12121/96 1156.02 1207.94 1259. %8 1309.'74 1368.79 I 430.89 1464.A9 1529.86 1544.57 15 59.27
07/19/9� 1161.801213.9812b6.181316.291375.631438.041471.81 1537.51 1552.291567.07
12/20/97 1164.12 1216.41 12b8.71 1318.92 1378.3 8 1440.92 I 474.75 1540.59 1555.39 1570.20
02l28/98 1187.40 1240.74 1294.08 134530 1405.95 1469.74 1504.25 1571.40 1586.50 1601.60
09126198 1196.90 1250.67 1304.43 1356.Q6 1417.20 1481.50 1516.28 1583.97 1599.19 1614.41
•
A-5
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•
GRt1DE 033
4ai cLrrrlc �sE
138 DENTAL HYGIEIVIST
461A EDP NETWORK SPECIALIST I
��-�a�
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3} (4) (5) (6) (7) (8} (9) (10)
12/21f96 1184.53 1237.46 1291.45 1348.42 1404.46 1464.49 150724 1571.21 1585.93 1600.62
07/19/97 1190.45 1243.65 1297,91 1355.16 1411.48 1471.81 1514.78 1579.071593.861608.62
1 Z/20J97 1192.83 1246.14 1300.51 1357.87 141430 1474.75 1517.81 1582.23 1597.05 1611.&4
02128/98 1216.69 1271.06 1326.52 1385.03 1442.59 1504.25 1548.17 1613.87 1628.99 1644.08
09/26198 1226.42 1281.23 1337.13 139b.11 1454.13 1516.2& 1560.56 1626.78 1642.02 1657.23
Ce7:7�i7ori7c[!
686 ACCOUNTING TECHNICIAN II
OSOA FIRE COMMLTNICATIONS OPR I
156A LICENSE AND PERMIT INSPECTOR
374 PUBLIC WORKS TECHNICIAN II
524 VJATER UTTLITY TECHNICIAN II
12/21196 1215.11 1270.05 1325.03 1383.07 1444.15 1507.24 1547.49 1611.50 1626.21 1640.91
07/19/97 1221.19 1276.40 13 31.66 13 $9.99 145137 1514,78 1555.73 1619.56 1634.34 1649.11
12/20f97 1223.63 127895 1334.32 1392.77 1454.27 1517.81 1558.84 1622.80 1637.61 1652.41
�2128/98 I 248.10 1304.53 1361.01 1420.63 148336 1548.17 1590.02 1655.26 167036 1685.46
09f26198 1258.08 1314.97 1371.90 1432.00 1495.23 1560.56 1602.74 1668.50 1683.72 1 b98.94
GRADE 035
253A ENVIRONMENTAL HEALTH INSPECTOR
319A FIRE PREVENTION INSPECTOR I
113A HEALTH LABORATORY TECHNICIANII
047A HOUSING COUNSELOR
026A PLAN EXAMINER II
289A REGISTBRED RADIOLOGICAL TECHLG
371 VALUATION & AS5ESS TECH II
12f21/96 1247.65 1301.59 1358.60 1417.67 1480.81 1547.99 1587.68 1654.90 1669.61 1684.32
07i19f97 1253.89 1308.10 136539 1424.76 1488.21 1555.73 1595.62 1663.17 1677.96 1692.74
12I20/97 1256.40 1310.72 136&.121427.61 149119 1558.84 1598.81 1666.50 1681.32 1696.13
02/28198 1281.53 13 36.93 1395.48 1456.16 1521.01 1590.02 1630.79 1699.83 1714.95 1730.05
09/26l98 1291.78 1347.63 1406.64 1467.81 1533.18 1602.74 1643.84 1713.43 1728.67 1743.89
•
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�� -8�.�7
122A ADAPTNE RECREATIOI3 DIRECTOR
� 462A EDP NETWORK SPECIALIST II
567 EDP PROGRAMMER
OS1A FIRE COMMIINICATIONS OPR II
126A HOUSING RE�IAB ADVISOR IT
869 REAL ESTATE SPBCIALIST �
OSSA RECREATION CENTER DIRECTOR
474 Si3RVEYOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
{1) (2) {3) (4) (5) (6) (7} (8) (9) (10)
12121l96 1281.27 1337.22 13 95.29 1456.34 1521.49 1590.73 1633.51 1702.42 1717.13 1731.86
07/19/97 1287.68 1343.41 1402.27 1463.62 1529.10 1598.68 1641.68 171 Q.93 1725.72 1740.52
12/20/97 1290.26 1346.60 1405.07 1466.55 1532.16 1601.8 8 1644.96 17143 5 1729.17 1744.00
02i28l98 1316.07 I 373.53 1433.17 1495.88 1562.80 1633.92 1677.86 1748.64 1763.75 1778.88
09126l98 1326.60 1384.52 1444.bA 1507.85 157530 Ib46.99 1691.28 1762.63 1777.86 1793.11
GRADE 038
�
027A *PLAI�I BXAMINER III
049A COMMUNITY EDUCATION/REC COORD
375 PUBLIC WORKS TECHNICIAN III
870 REHABILITATION SUPERVISOR
246A TELECOMM(JNICATIONS TECHIVICIAN
390 VALUATION & ASSESS TECH III
525 WATER UTILITY TECHNICIAN III
12121/96 1350.48 1406.48 1470.62 1533.74 1604.00 1672.23 1721.06 179236 1807.05 1821.77
07f 19f97 I 357.23 1413.51 1477.97 1541.41 1612.02 1680.59 1729.67 1801.32 1816.09 1830.88
12f20197 1359.94 1416.34 1480.93 l 544.49 1615.24 1683,95 1733.13 1804.92 1819.72 1834.54
Q2/28f98 13 87.14 1444.67 1510.55 15753 8 1647.54 1717.63 1767.79 1841.02 1856.11 I 871.23
09126198 13 98.24 1456.23 1522.63 1587.98 166Q.72 1731.37 1781.93 1855.75 1870.96 1886.20
GRADE 039
093A AQUATICS MANAGER
432A PAYROLL SYSTEM TECHNICIAN
12/21 /96 13 84.09 1445.14 1504.27 1572.63 1644.72 1736.34 1765.88 1857.43 1872.13 1886.85
07l19/97 1391.01 1452.3 7 1516.82 158Q.49 16>2.94 1745 A2 1774.71 1866.72 1881.49 1896.28
12/20/97 1393.79 1455.27 1519.85 1583.65 1656.25 1748.51 1778.26 1870.45 1885.25 190Q.07
02/28198 1421.67 148438 1550.25 161532 1689.38 1783.48 1813.83 1907.86 1922.96 1938.07
09126198 1433.04 1496.26 1562.65 1628.24 1702.90 1797.75 1828.34 1923.12 193834 1953.57
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„,
:�,:n.»,�
q`1 ��a�
353 ACCOUNTING TECHNICIAN III
• 871 BUSINESS RELOCATION SPECIALIST
077A DUPL SHOP MANAGER
190A EDP PROGRAMMER ANALYST
254A ENVIRONMENTAL HEALTH INSP SUPV
921A HUMAN RESOURCES TECHNICIAN III �
164A LOAN SPECIALIST II
522A SEDTIOR LICENSE INSPECTOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
�1) C�) � � � � ��) �g) t �
12/21 f96 1420.74 1483.85 1551.05 1616.22 1689.50 1766.86 1813.70 1892.56 1907.26 1921.99
07l14/97 1427.84 1491.27 1558.81 1624.30 1697.95 1775.69 1822.77 1962.02 1916.80 1931.60
12/20/97 1430.70 1494.25 1561.93 1627.55 1701.35 1779.24 1826.42 1905.82 1920.63 1935.46
02l28/98 145931 1524.14 1593.17 1660.10 173538 1814.82 1862.95 1943.94 1959.04 1974.17
09/26/98 1470.98 153 633 1605.92 1673 3 8 1749.26 1829.34 1877.85 1959.44 1974.71 1989.96
GRADE 041
873 ENGINEERING ASSISTANT
320A FIRE PREVENTION II3SPECTOR II
243A SENIOR PLAN EXAMINER
� 2/21/96 1458.40 1522.52 1591.78 1662.01 1737.35 1814.70 1864.59 1945.25 1959.97 1974.69
07119/97 1465.69 153013 1599.74 167032 1746.04 1823.77 1873.91 1954.98 1969.77 19&4.56
12/20/97 1468. b2 153319 1602.94 1673.66 1749.53 I 827.42 1877.66 1958.89 1973.71 1988.53
02l28/98 1497.99 1563.85 1635.00 1707.13 1784.52 1863.97 1915.21 1998.07 2013.18 2028.30
04l26/98 1509.97 1576.36 1648.08 1720.79 1798.80 1878.88 1930.53 2014.05 2029.29 2044.53
• � � 1..
890 ACCOUNTING TECHNICTAN IV
191A EDP LEAD PROGRAMMER
12J2U96 1577.47 1649.76 1724.11 1803.52 1882.91 1967.42 2022.41 2110.61 2125.32 2140.05
07/19/97 158536 1658.01 1732.73 1812.54 1892.32 1977.26 2032.52 2121.16 2135.95 2150.75
12f20/97 1588.53 166133 1736.20 1816.17 1896.10 1981.21 2036.59 2125.40 2140.22 2155.05
02(28/98 162030 1694.56 1770.92 1852.49 1934.02 2020.83 207732 2167.91 2183.02 214815
09/26/98 1633.26 1708.12 1785.09 186731 1949.49 2037.00 2Q93.94 218525 2200.48 2215.74
•
�
InterdepartmentaI Memorandwn
CITY OF SAINT PAUL
T0:
FROM:
DATE:
RE:
C� �W�V
{ �N
7ulie Kraus
I.abor Relations
July 22, 1997
OFFICE OF LABOR RELATIONS
Mary' H. Keamey, Director
L9BOR REIAZIOUS
4GYJ liry Hat! Annez
25 Wesr Fourth Street
S¢irtt P¢ut, Minnesota 5$ID2-753I
1997 AFSCME Clerical (Ol) Contract
I' ,
.%
������
Te[epharse: 612 26Gb495
Focrimile: 672 292-7656
Attached you wiil find your copy of the 1997 AFSCME Clerical (O1) Contract and
Attachment to Green Sheet showing any contract changes. The 1997 rates for Clericai will
be effective 3uly l9, 1997 for the payday of August 1�, 1997.
If you have ariy questions, please call me at 265-6513.
JKljk
Attachments
ATTACHMENT TO GREEN SHEET
��
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and AFSCME Locals 1842 and 2508.
1. VVages
(Closest Pay Periods}
General increase
Generalincrease
General increase
General increase
Generalincrease
2.
K�
O1l01197
08/01J97
12/31/97
TOTAL
03f01/98
10101/98
TOTAL
2.0%
0.5 %
0.2 %
2.7%
� �.
Ne�;•: Conservatory Attendants' pay wi11 be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Current: 1996 Single $180.41
Pamily $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Full Amount}
Family 368.82 (Equal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling �5% of increase
l 0.4 Administrative changes on hours (from 32iweek to 641biweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199� and 25% of the increase for 1998.
Page 2 of 3
4. Ne�c� language offered by the City:
3 1� At least fourteen (l41 calendar days vrior to chan ing the normal work da. or the
norma] work week the Emnlover and Union shali meet and confer re�arding the
need for the pronosed chan�e and the,possibility of other altematives It is also
understood that deviation from such notice shal] be permissible due to
emergencies and acts of od Notice is not needed for temporar�chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to as�i�n additional davtime evening or weekend hours the
em�lover shali first reauest vo]unteers from amone emp,loyees Volunteers must
be able to tzerform thejob duties of the osition (Per AFSCME proposal:
effective after date of ratification.)
Adds requirement on Employer to seek volunteers first for cer[ain assignments.
6. 3 13 Night Differential• To anv em�loyee who works on a shift be i ningeazlier than
6•00 a m or ending later than 6•OO�m orovided at least five hours af the shift
are worked between the hours of 6•00 o m and 6•00 a m there shall be a night
differentia] of five �ercent 15 %1 for the entire shift
To anv e�pl4vee who works on a chifr be ig nning earlier than 6•00 a m or
endinglater than 6�00 p m but less than five hours of he hifr are worked
between the hours of 6•00 D m and b•00 a m there shall be a night differential
Qf five �ercent (S %1 for the hours worked etween 6•00 p m and 6�00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regulazly
scheduled employees, now any employee scheduled is entitled to pay.
.16 �plovees r uired as�art of their normal iob duties to work a snow emergencv
shall receive�sremium�av at fiftv ern cent (50%1 for the second standard hour
shift for ail continuous hours worked durin� the snow emereencv
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
8. ?�'ew� language offered by the City:
152 &m�lovees mav re�uest an audit of their�position whenever the nature of he
w9rk andlor res�o�ibilities in their,position have ub antiall changed When
an em�lovee or a su�ervisor on behaif of an em��oyee req eu sts a
�lassification/re rg ading ch�dy of their nosition re�,o�ih]e Mana ers in e
Depanment where the em�iqy��c work(�) and the ctaff of the Office of Human
�esour�es will facilita e the comgletion of ihe ctudy within ninet�� {QQl dayc f T
the em�loyee submits their job �ofile
9. (199 Clerical) (12.8 Techtzicai)
New language offered by the City:
l� In the event the em�lc,ver believes it is necessarv to merge contract out or
subcontract any gublic work.performed bv employees covered by�hi,
Agreement which may lead to lavoff the Emplover will notifv the Union no less
t�ian fort -fv tve (451 calendar days in advance During e fort, -�five (45) day.�
the Employer will meet with the Union and di cuss �ossible o�tions to
contracting out or waYS and means to minimize the elimination of nositions
14. Safe �'orkplace:
(To be inserted in Article 28 Safety)
The City wiil commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Workplace Conduct Policy but which is not sub}ect to any
form of adjudication will be submitted to a neutral tribunal which wiil issue non-
binding recommendations to the City and the individuals involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in titles as
approved by the City Council.
P�I,ABREL\CONTRAC"MfSCME.CLE\]997 981ATTACH99
Conncil File # �.��
Green Sheet # 35899
�� .
y t'
:�
Piesented
Refened To
MINNESOTA
Commiuee Date
f3
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2
1497-1448 Agreement between the City of Saint Paul and Local Union #1842 , District Council No. 14
of the American Federation of State, County and Municipal Employees AFL-CIO.
Kequested by Department of:
Office of Labor Relations
Adopted by Council: Date q
Adoption Certified by Council creta
By:
Approved b� . Dat� � f` q�
n/a
By: ��V'U
By: ��lCe�-
Form App ved by � orney
By: �r-��l.��� � � �2s �9`3
Approved by I�ayor for Submission to Council
a� �n n /
By: � �- UL�f-'
ATTACHMENT TQ GREEN SHEET
q�-f�?
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and APSCME Locals 1842 and 2508.
1. Wages
(Closest Pay Periods)
Generalincrease
General increase
Generalincrease
General increase
General increase
2.
�
01101197
08/01/47
12/31/97
TOTAL
03101198
10/01/98
TOTAL
2.0%
0.5%
0. o
2.7%
2.0%
0.8 0
2.8%
New: Conservatory Attendants' pay will be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Curtent: 1996 Single $180.91
Family $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Fnll Amonntj
Family 68.82 (Eqnal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling 2S% of increase
10.4 Administrative changes on hours (from 32tweek to 64lbiweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199? and 25% of the increase for 1998.
1
Page 2 of 3
a� - �a�
4. New language offered by the City:
3.� At least fourteen �1 calendaz days �rior to chang��the normal work dav or the
normal wark week the Emplover and Union shall meet and confer regardin� the
need for the nronosed change and the nossibility of other alternatives It is also
understood that deviation from such notice shall be permissible due to
emereencies and acts of God Notice is not needed for temDOrary chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to assign additional davtime evenin�* or weekend hours the
em�lover shall first reguest volunteers from among em�lovees Volunteers must
be able to perform the job duties of the osition. (Per AFSCME proposal:
effective after date of rafification.)
Adds requirement on Employer to seek volunteers first for certain assignments.
6. 3.�1 Night Differential• To any em�lo.Yee who works on a shift beginnin� earlier than
6:00 a.m. or ending later than 6:00 p.m. �rovided at least five hours of the shift
are worked between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht
differential of five percent (5 %1 for the entire shift
To an� emplovee who works on a shift beginning earlier than 6•00 a m or
ending later than 6:00 p.m.. but less than five hours of the shift are worked
between the hours of 6•00 p m and 6•00 a m there shall be a ni�ht differential
of five nercent (5 %1 for the hours warked between 6•00 n m and 6•00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regularly
scheduled employees, now any empioyee scheduled is entitled to pay.
.�lb �mplovees required, as part of their normal job duties, to wotk a snow emergenc�
sha11 receive premium pa aY t fift� ercent 50%1 far the second standard hour
shift for ali continuous hours worked durin� the snow emer�ency_
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
q��0 d (
8. New language offered by the City:
15 EmDlovees may reouest an audit of their position whenever the nature of the
work andior responsibilities in their �oeition have substantially chan�ed When
an emplovee or a s u�pervisor on behalf of an emglovee rec.�uests a
classificationfregradin� study of their uosition responsible Mana erc in e
Department where the emplovee(sl work(� and the staff of the Office of Human
Resources eaill facilitate the com�letion of the study within ninety_(90) days after
the employee submits their job �rofile.
9. (199 Clerical) (12.8 Technical)
New language offered by the City:
12 S�n �he event the employer believes it is necessary to mer.�e contract out or
subcontract any public work performed by employees covered bv this
A.greement which may lead to la�off the Em.�lover will notify the Union no less
than forty-five (45) calendar days in advance During the forty-five f451 davs
the Employer will meet wiffi the Union and discuss passible o�tione to
contracting out or ways and means to minimize the elimination of roositions
10. Safe Workplace:
(To be inserted in Article 28 Safety)
The City will commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Warkplace Conduct Policy but which is not subject to any
form of adjudication will be submitted to a neutral tribunal which will issue non-
binding recommendations to the City and the indiv3duais involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in tifles as
approved by the City Council.
F:�I.ABREL\CQNTRACIIAF'SCME.CLE\1997 98�ATTACH91
DEPARTMENT/OFFICE/COIIICIL DATE IN(TWTED GREEN SHEET No.• 35899 �� ✓ �� rf
LABOR RELATIONS 3une 24, 1997 '
COh"i�ACT PERSOI & Pp0\E. � 3NITIAllDA7E 1NITIAL7DATE
NLIE KRAUS 266-6513
ASSIG?� S DEPARTMEiST DIR �__ 4 CSTY COUT'CIL
1tiD7BER 2 CIN A"ITORNEY _,,� �< C(7Y CLERI'+
�ft�ST BE 01 COCtiCIL AGE\D.4 BY (DATE} FOR BUDGE3' DIA. FIT3. & MGT. SERVICE DIR.
July 2 , 1497 ORDER G 3 MAYOR (OR ASST.)
TOTAL il OF S3G\ATL'RE P9GES_I (CLIP ALL LOCA7'IONS FOR SIGNATURE)
ncr�o� xeQUes�n: This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union # 1842, District Council No. 14 of the American Fedetation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDAT10N5 Approve (A) or Reject (R) PERSONAL SERViCE CONTRACTS MUST AIVSWER 77iE FOLLOWING
QUES1'IONS:
PLANNiNG COMMISSION _CNIL SERV]CE COMIN1SS10N 1. Ras this persoNfirm ever worked under a contrac[ for this departrne�t?
CIB COMIN117'EE Yes No
STAFF 2. Has this person/fimi ever been a city employee?
_DSSTRIC'P COURT Yes No
SUPPORTS W HICH COUNCIL OBJECTNE? 3. Does this penon/firtn possess a skill not normally possessed by any current city employee?
Yes No
Ezplain all yes answers on separate shee[ and attacd to greeo sheet
INITIATING PROBLEM, ISSUE, OPPORT[JNITY (Who, WAat, When, Where, Why): n������■ F
K ��
JUN 25 ��
�
ADVANTAGESIFAPPROVED:
-, '"j'.� � i
DISADVANTAGES TFAPPROVED: ��
JUN 2 5 1997
y v�
_ ,: , =, ,
'-�.: � �,�
DISADVANTAGES IF NOT APPROVED: ..
TOTAL AMOC�NT OF TR?.�SACTSON: COSTlREVENOE BUDGETED: -
F[;YDItiC SOURCE: ACTIVITY NUMBER:
FINANCIALINFORI4ATIOV:(EXPLAIN)
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INDEX
ARTICLE TITLE
PAGE
Freamble.............................................ii
•
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1 Recognition ...........................................1
2 Check Off .............................................3
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
5 Holidays ..............................................5
6 Grievance Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
7 City Mileage ...........................................8
8 Residence .............................................9
9 Vacation ..............................................9
10 Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
11
12
13
14
15
16
17
18
19
zo
21
22
23
24
25
Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Seniority ............................................ 15
Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Builetin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Wages ..............................................18
Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
L,eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Military I,eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Discipiine . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Vacancies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
26 Nondiscrunination .. ... . .......... .... .. ... ... . .. . . . .... 26
27 Sick I,eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . 26
28 Safety ..............................................27
29 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A ..................._..................... Ai
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I��J7:�\/1:
This agreement entered into by the CITY of Saint Paul, hereinafter refened to as the
Employer, and Local Union 1842, affiliated with Council 14, and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has
as its purpose the promotion of harmonious relations between ffie Employer and the Union, the
establishment of rates of pay, hours of work, and other conditions of employment.
ii
ARTICLE 1 - RECOGNITION
Q�-�a�
1.1 The Bmployer recognizes the Union as the sole and exclusive bargaining agent far the
• puspose of establishing salaries, wages, hours and other conditions of employment for
ail of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended and
as set forth in Section 1.2 below.
1.2 The bargauvng unit covered by this agreement shall consist of the following:
All technical personnel who are employed by the Ciry of St. Paul or who have their
"terms and conditions of employmenY' established by the governing body of the City of
St. Paul, and whose employment service exceeds the lesser of 14 hours per week or 35
percent of the normal work week and more than 67 work days per year, in the
classifications of:
u
•
Accounting Technician I
Accounting Technician II
Accounting Technician III
Accounting Technician IV
Adaptive Recreation Assistant
Adaptive Recreation Director
Aquatics Manager
Architectural Drafter Trainee
Architecturai Drafter
Business Relocation Specialist
Citizen Serviee Analyst
City Planning Aide
City Plamting Technician
Giinic Nurse
Community Eciucation/Recreation
Coordinator
Community Liaison Officer
Conservatory Attendant
Denial Assistant
Dental Hygienist
Duplicating Shop Manager
Dupiicating Eguipment Operator
(Two-Color)
EDP I,ead Programmer
EDP Network Specialist I
EDP Network Specialist II
EDP Prograznmer
EDP Programmer Analyst
EDP Programmer Trainee
Engineering Aide I
Engineering Aide II
Engineering Assistant
Environmental Health Aide
Environmental Health Inspector
Environmental Health Inspection Supvr.
Fire Aide
Fire Communications Operator I
Fire Communications Operator II
Fire Prevention Inspector I
Fire Prevention Inspector II
Graphic Arts Technician--City Planning
Health and Education Assistant
Health and Education Assistant
-CambodianlEnglish
Health and Education Assistant
-Hmong/English
Health and Eciucation Assistant
-SpanishlEnglish
Health L.aboratory Technician II
Housing Counselor
Housing Rehabilitation Advisor I
Housing Rehabilitation Advisor II
Human Rights Technician
Human Resources Technician III
Laboratory Technician I
Library Assistani
*Library Assistant II
Library Associate
Library Associate (Part-tune)
-1-
ARTICLE 1 - RECOG1vITION (Continued)
License and Pemut Aide
License and Permit Inspector
License Enforcement Auditor
Loan Specialist I
I.oan Specialist II
Loan Specialist Assistant
Loan Specia2ist Assistant (Bilingual)
Medical Assistant
Medical Records Practitioner
Mod�ed Duty Worker (TechnicaI)
Nutrition Assistant I
Nutrition Assistant II
Payroll System Technician
Plan Examiner I
Plan Examiner II
*Plan Examiner III
PracticaI Nurse
Project Management Technician
Public Works Technician I
Public Works Technician II
Public Works Technician III
Real Estate Specialist I
Recreation Center Director
Recrearion I.eader
Registered Radiological Technologist •
RehabIlitation Supervisor
Senior License Inspector
Senior Plan Examiner
Service Worker III
3urveyor
Telecommunications Technician
Treasury Technician
Valuation and Assessment Aide I
Valuation and Assessment Aide II
Valuation and Assessment Technician I
Valuation and Assessment Technician II
Valuation and Assessment Technician III
Video Producrion Assistant
Video Production Technician
VJater Utility Technician I
Water Utility Tecluucian II
Water Utility Technician III
Water Laboratory Aide
Water Meter Repairer
Zoning Aide
Zoning Specialist
�Title abolished except as to present incumbents.
1.3 Any present or funzre employee who is not a Union member shall be required to
contrzbute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer sha11 check off said fee from the eaznings of the employee and
transmit the same to the Union. In no instance shall the required conuibution exceed a
pro rata share of tfie specific expenses incurred for services rendered by the
representauve in relationship to negotiations and adminisuation of grievance
procedures. This provision shall remain operative only so long as specifically provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indeaurify and hold harniless the Employer against any and ali
claims, suits, orders or judgments bronght or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
•
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-2-
ARTICLE 2 - CHECK OFF
•
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2.1 The Employer agrees to deduct the Ilnion membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Emgloyer by a representative of the Union and the aggregate deductions of all
employees shail be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon ttiereafter as
is possible.
2.2 The Union agrees to indemnify and hold harmless the Employer against any and all
ciaims, suits, orders or judgments brought or issued against the Ciry as a result of any
action taken or not taken by the City under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
• 3.3
3.4
3.5
•
of God, and overtime may be required.
-3-
The normal work day shall be seven and threelfourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shail be
paid.
The normai work week shall be five (5) consecutive normal work days in any seven (7)
day period.
Ror employees on a shift basis, this shail be construed to mean an average of
thirty-eight and three-fourths (38 ) hours per week.
This section shall not be construed as, and is not a guarantee of, any haurs of work per
normal work day or per normal work week.
Time on the payroll in excess of the normal hours set forth above in this Article shall
be"overtime work" and shali be done only by order of the Head of the Department.
3.6 All empioyees in this bargaining unit shali be recompensed for work done in excess of
the normal hours established above in this Article by being granted compensatory time
on a time and one-half basis or by being paid on a tnne and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1/80th of the biweekly rate.
3.7 Normal work schedules showing the employee's shif[s, work days and hours shall be
posted on all department bulletin boards at a11 times. It is also understood that
deviation from posted work schedules shali be pernussible due to emergencies and acts
ARTICLE 3- HOURS OF WORK (Continued)
3.8 Notwithstanding Sections 3.1 through 3.6, emptoyees may, through mutual agreement
with the Employer, work schedules other than schedules lunited by the normal work ,
day and work week as set forth in Sections 3.1, 3.2 and 3.3. Overtime compensation
for employees working under such agreemeats shall be subject to the provisions of the
Fair Labor Standards Act.
39 For employees who wish to share a position, the Employer wiIl attempt to provide
options for implementing a sharing arrangement. Such an anangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for empIoyees who shaze a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be admuristered in
accordance with the provisions of Article 10 of this agreement. In the event that one of
ttie employees participating in the shared position is terminated or tercninates
employment, the Employer shall post the job sharing vacancy for a period of ten (10}
days. If at the end of ten (10) days, such vacancy cannot be filled, the Employer shali
have the option of increasing the remaining employee's work hours.
3.10 Sections 3.8 and 39 skall not be subject to the provisions of Article 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normal work Qay or the
normal work week, the Employer and Union shall meet and confer regarding the need
for the proposed change and the possibility of other alternatives. It is also understood •
that deviation from such notice shail be permissibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
3.12 When there is a need to assign additional daytime, evening or weekend hours, the
employer shall first request volunteers from among employees. Volanteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earlier than 6:00
a.m. or ending later than 6:00 p.m., provided at least five hours of the shift are worked
between tl�e hours of 6:00 p.m. and 6:00 a.m., there shall be a night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beginning earlier than 6:00 a.m. or ending later
than 6:00 p.m., but less than five hours of the shift are worked between the hours of
6:00 p.m. and 6:00 a.m., there shall be a night differential of five percent (5 %} far the
hours worked between 6:00 p.m. and 6:00 a.m.
3.14 Employees required, as part of their normal job duties, to work a snow emergency shall
receive premium pay at fifty percent (50%) for the second standard hour shift for a11
continuous hours worked during the snow emergency.
C�
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ARTICLE 4 - WORK BREAKS
q� -�.�
4.1 Rest Periods - AIl empioyees work schedules shail provide for a fifteen (15) minute
• rest period during each one-half shift. The rest period shall be scheduled by
management at approxunately the middle of each one-half shift whenever this is
feasible.
4.2 If an employee is scheduled to work a full half shift beyond hisJher regular quitting
tnne, hefshe shail be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 FIolidays recognized and observed - The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating holidays
Eligible employees sha11 receive pay for each of the holidays listed above, on which
they perform no work. Whenever any of the holidays listed above falls on a 3aturday,
� the holiday shal] be observed on the preceding Friday. VJhenever any of the holidays
Iisted above falls on a Sunday, the holiday shail be observed on the succeeding
Monday. For those employees assigned to a work week other than Monday through
Friday, the holiday shail be observed on the calendar date of the holiday.
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the
conuact year, subject to approval of the Department Head of any employee.
5.3 Eligibility Requirements - In order to be eligible for a holiday with pay, an
employee's name must appear on the payroll on any six working days of the nine
working days preceding the holiday; or an employee's name must appear on the payroll
the last working day before the holiday and on three other working days ofthe nine
working days preced'ang the holiday. In neither case shal] the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employee not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been empioyed as a temporary employee for sixty-seven
(67) consecutive work days. No temporary employee shali be eligihle for any floating
holidays.
�
-5-
ARTICLE 6 - GRIEVANCE PROCEDURES
6.1 The Empioyer shall recognize stewards selected in accordance with Union rules and �
regulations as the grievance representatives of the bargaining unit. The Union sha21 notify
the Employer in writing of ihe names of the stewazds and of their successors when so
named.
6.2 It is recognize@ and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is lunited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with suctt employee's duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the stewazd and the employee have notified and received the
approval of the supervisor to be absent to process a grievance and that such absence
would not be deuimental to the work programs of the Employer.
6.3 The procedure established by this Article sha21 be the sole and exciusive procedure for the
processing of grievances, which aze defined as an alleged violation of the terms and
conditions of this agreement.
However, this Article does not abridge grievance rights possessed by eligible veterans
under applicable veterans' rights statutes.
6.4 Grievances sha11 be resolved in conformance with the following procedure:
Step I- Upon the occurrence of an alleged vioIation of this agreement, the employee �
invotved (with or without the steward) shali attempt to resotve the matter on an informal
basis with the employee's supervisor.
Tf the matter is not resoived to the employee's sausfacuon by the informal discussion, it
may be rednced to writing and referred to Step 2 by the Union. The written grievance
shall set forth the nature of the grievance, the facts on which it is based, the alleged
section(s} of the agreement violated, and the relief requested. Any alleged violation of the
agreement not reduced to writing by the Union within fourteen (14) work days of the first
occurrence of the event giving rise to the grievance, shall be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shall meet with the Union Steward and attempt to resolve the
grievance. If, as a resutt of this meeting, the grievance remains unsolved, the Employer
shali repiy in writing to the Union within seven (7) work days following this meeting.
The Union may refer the grievance in writing to Step 3 within seven (7) work days
following receipt of the Employer's written answer. Any grievance not refened in
writing by the Union within seven (7) work days following receipt of the Employer's
answer shali be considered waived.
n
�
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ARTICLE 6 - GRIEVANCE PROCEDURES (Continued) �� �°�'�
� Step 3- Within seven (7) work days following receipt of a grievance refened from 5tep
2, a designated Empioyer supervisor shall meet with the Union Business Manager or
his/her designated representative, the employee and the steward and attempt to resolve the
grievance. Within seven (7) work days following this meeting the Empioyer shall reply in
writing to the Union stating the Employer's answer concerning the grievance. If as a
result of the written response the grievance remains unsolved, the Union may refer the
grievance to Step 4. Any grievance not referred in wziting by the Union to Step 4 within
seven (7) work days following receipt of the Employer's answer shall be considered
waived. �
Step 4- If the grievance remains unresolved, the Union may within seven (7) work days
after the response of the Employer in Step 3 by written notice to the Employer, request
arbitration of the grievance. The arbitration proceedings shall be conducted by an
arbitrator to be selected from a permanent panel of five (5} arbitrators. Arbatrators shall
be selected by lot within twenty (20) work days aRer notice has been given.
In the event the Employer and the Union cannot mutually agree to five (5) arbitrators for
ffie permanent panel, the parties will petition the Director of the Bureau of Mediation
Services for a list of ten (10) arbitrawrs for each panel member for which the parties did
not mutually agree. The parties shall altemately strike names from such list(s), the
Employer striking first, until one (1) name remains.
• Vacancies occurring on the permanent panel during the iife of this agreement shall be
fiiled by mutual agreement of the parties. If the parties cannot mutually agree, ihe
vacancy shall be filled by the process noted in the preceding paragraph. This arbitrator
selection pracess shall be effective only for the duration of this agreement unless both
parties mutually agree to extend such provisions.
At any time prior to the opening of an arbitration hearing, the parties may mutually agree
to utilize the assistance of the Bureau of Mediation Services to attempt to mediate a
resolution of the dispute.
6.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to, or subtract
from the provisions of this agreement. The arbitrator sha11 consider and decide only the
specific issues submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted. The arbivator shail be
without power to make decisions contrary to or inconsistent with or modifying or varying
in any way the appiication of laws, rules or regutations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirty (30) days following
close of the hearing of the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension.
The decision shall be based solely on the arbitrator's interpretation or application of the
• express terms of this agreement and to the facts of the grievance presented. The decision
of the arbivator shall be final and binding on the Employer, the Union and the employees.
-7-
ARTICLE 6 - GRIEVANCE PROCEDURES (Continued)
6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne �
equaliy by the Employer and the Union, provided that each party shall be responsible
for compensating its own representatives and witnesses. If either party desires a
verbatim record of the proceedings, it may cause such a record to be made, providing it
pays for the record.
6.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
6.8 It is understood by the Union and tfie Employer t6at a grievance, other than a grievance
arising from a@isciplinary action, may be deternuned by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
6.9 T'he provisions of this Article 6 shail not apply to Section 3.9 of this agreement.
6.10 The Employer agrees to provide courtesy copies of all correspondence to the Union
Business Manager or Assistant Director to the President of Local 2842. This sec6on
shall not be grievable.
ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized - Pursuant to Chapter 33 of the Saint Paul •
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
foliowing provisions are adopted.
7.2 Method of Computation - To be eiigible for such reimbursement, all o�cers and
employees must receive written authorization from the Department Head.
Type 1- If an employee is required to use his/her own antomobile OCCASIONALLY
during employment, the empIoyee shall be reunbursed at the rate of $4.00 per day for
each day ttce emptoyee's vehicle is actually used in perfomung the duues of the
employee's position. In addition, the employee shall be reimbursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive au automobile during employment and the
department head or designated representative determines that an emptoyer vehicle is
available for the employee's use but the employee desires to use his/her own
automobile, then the employee shali be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addiuon, the employee shatl be reimbursed $0.20 per mite for �
each mile actually driven.
�
ARTICLE 7 - CITY MILEAGE (Continued)
��� -$d~1
If such employee is required to drive an automobile during employment and the
� deparcment head or designated repzesentative determines that an employer vehicie is
avaiiable for the employee's use but the employee desires to use hislher own
automobile, then the employee shall be reimbursed at the rate of $0.20 per mile driven
and shall not be eligible for any per diem. This Section 7.2 shall become effective
February 1, 1994.
.
7.3 The Ciry will provide parking at the Civic Center Parldng Ramp for City employees on
either of the above mentioned rypes of reimbursement plans who are required to have
their personal car available for City business. Such parking will be provided only for the
days the employee is required to have his or her own personal caz available.
7.4 Rules and Regulations - The Mayor shall adopt rules and regulations goveming the
procedures for automobile reirnbursement, which regulations and rules shall contain the
requirement that recipients shall file daily reports indicating miles driven and shall file
monthly affidavits stating the number of days worked and the number of miles driven, and
further require that they maintain automobile liability insurance in amounts of not less
than $100,0001$300,000 for personal injury, and $25,000 for property damage, or
liability insurance in amounts not less than $300,000 single limit coverage, with the City
of Saint Paul named as an additional insured. These rules and regulations, together with
the amendment thereta, shall be maintained on file with the City Clerk.
ARTICLE S - RESIDENCE
8.1 The resolution pertaining to residence approved July 26, 1979, under Council File No.
273378 shall apply to all employees covered by this agreement.
ARTICLE 9 - VACATION
9.1 Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of Service
lst year thru 4th year
Sth year thru 9th year
lOth year thru 15th year
16th year thru 23rd year
24th year and thereafter
CJ
Hours of Vacation
.0385 (10 days}
.0616 (16 days)
.0731 (19 days)
.Q885 (23 days)
.1000 (26 days)
9.2 The Head of a Department may permit an employee to carry over up to one hundred and
twenry (120) hours of vacation into the following "vacation year." For the purpose of this
Article the "vacation year" shail be the fiscai year (IRS payroli reporting year).
4.3 The above provisions of vacation shall be subject to the Saint Paui Salazy Plan and Rates
of Compensation, Section I, Sub. H.
�
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer will continue for the period of this agreement to provide for employees •
such health and iife insurance benefits as are provided by the Employer at the tune of
execution of tius agreement.
10.2 For each eligible employee covered by this agreement who is employed full-time and
who selects employee health insurance coverage provided by the Employer, the
Employer agrees to contribute $191.40 or ttte actual cost, whichever is less, per month
toward the cost of snch premium.
For each eiigible fu11-time employee who selects family health insurance coverage, the
Employer wiil contribute the cost of such family coverage or 368.82 per month,
whichever is less. These contribution levels shall be effective for January, 1997
premiums.
10.3 Effective for the January, 1998 insurance premiums, for each eligible employee
covered by this agreement who is employed full-time and who selects employee heatth
insurance coverage provided by the Employer, the Employer agrees to contribute the
actual cost of the single health insurance premium.
For each eligible fuli-time empIoyee who selects family health insurance coverage, the
Employer wiil contribute the cost of such faarily coverage or $368.82 plus 25% of the �
1448 family health insurance premium increase per month, whichever is less, toward
the cost of such premium.
10.4 For the purpose of this Article, full-time employment is defined as apgearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12)
month period preceding the annual open enrollment or special enroliments or the six (6)
month period preceding initial enrollment.
Three-quarter time employment is defined as appearing on the payroil an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the tweive (12)
month period preceding the annual open enrollment or special enrollments or the s'vc (6)
month period preceding uutial enrollment.
Half-time employment is defined as appearing on the payroll an average of at least 40
hours, but Iess than 52 houss, per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollmenis or six (6) month period
preceding initial enrollment.
1Q.5 For each eligibie employee covered by this agreement who is employed half-time and
who selects employee health insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed far full-time employees selecting �
employee coverage in the same insurance plan.
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ARTICLE 10 - INSURANCE (Continued)
q� -$a�l
For each half-time employee who selects family health insurance coverage, the
• Employer will contrabute fifty gercent (50%) of the amount contributed for full-time
employees selecting family health insurance coverage in the same insurance plan.
For each eligible employee covered by this agreement who is employed three-quarter
time and who selects employee health insurance coverage, the Employer agrees to
contribute seventy-five percent (75 %) of the amount contributed for full-time
employees selecting employee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer wi11 contribute seventy-five percent (75%) of the amount contributed for
full-time employees selecting fanuly health insurance coverage.
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall rece3ve the same health insurance contributions
as fuil-tune employees. This Section 10.6 applies only to empioyees who were
employed half-tune during the manth of December, 19&5 and shail continue to apply
only as long as such employees remain continuously employed half-time.
10,7 For each eligibie employee, the Employer agrees to conuibute the cost of $20,000 of
life insurance.
� 10.8 The contributions indicated in this Article 10 shall be paid to the Employer's Group
Health and Welfare Plan.
10.4 Any cost of any premlum for any City offered employee or family insurance coverage
in excess of the dollar amounts stated in this Article 1Q shali be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the empioyee selected health insurance coverages can be paid on a pre-taY
basis. Employees covered by this agreement wili be eligible to participate in the
Flexibie Spending Account as offered by the Employer. The service fee charged to
participating employees shall be paid by the employee.
10.11 Employees covered by this agreement shall be eligible to participate in the Dependent
Care Reimbursement Account offered by the Employer. The service fee charged to
participating employees shall be paid by the Employer.
Retiree Insurance
10.12 Employees who retire must meet the foliowing conditions at the time of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
• 10.16 below, toward a health insurance pIan offered by the Employer:
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ARTICLE 10 - INSURANCE (Continued)
10.22(1) Be receiving benefits from a public employee retirement act at the time of �
retirement, and
l0. i2(2) Have severed his/her relationship with the City of Saint Paul for reasons other
than misconduct, and ,
10.12(3) Have completed at least 20 years with the City of Saint Paul.
Eariy Retirees
10.13 This Section shall apply to full time employees who:
10.13{1) Retire on or after January 1, 1996, and
10.13(2} Were appointed on or before December 31, 1995, and
10.13(3} Have not attained age 65 at retirement, and
10.13(4) Meet the terms set fortti in Section 10.12 above, and
10.13(5) Select a health insurance plan offered by the Employer
Until such emptoyees reach sixty-five {65) years of age, the Employer agrees that for
retirees selecting single coverage, the Employer wiil provide the same contribution as is
provided for active employees selecung single coverage under this agteement. This
amount, however, sha11 not exceed �350 per month. i
For employees selecting family health insuraace coverage, the Fanployer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Empioyer's contribuiion sha11 not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.i4 This Section shall apply to full time employees who:
10.14(i) Retire on or afrer 7anuary i, 1996, and
10.14(2) Were appointed on or after January 1, 1996, and
10.14(3) Have aot attained age 65 at retirement, and
10.14(4) Meet the conditions of Section 10.12 above, and
10.14(5) Select a health insnrance plan offered by the Employer.
Until such retirees reach sixry-fve (65) years of age, the Employer agrees to contribute a
maximum of $300.00 per month toward the cost of single or family healYh insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.16 shall apply.
�
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�
ARTICLE 10 - INSURANCE (Continued)
Regular Retirees (A.ge 65 and over)
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after 7amiary 1, 1996, and
10.15(2) Were appointed on or before December 31, 1995, and
10.15(3) Have not attained age 65 at retirement, and
10.15(4) Meet the terms set forth in Section 10.12 above, and
10.15(5) Select a heaith insurance plan offered by the Employer
q� -���7
The Employer agrees to contribute a maYimum of $SSO.QO per month toward the premium
for single or family health insurance coverage offered by the Employer to regular retirees
and their dependents. Any unused portion of the Employer's contribution sha11 not be
paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.13 when such retirees attain age 65.
i
10.16 This Section shall apply to fuli time employees who:
10.16(1) Retire on or after January 1, 1496, and
1�.16(2) Were appointed on or after January 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
1016(4) Meet the conditions of Section 10.12 above, and
10.16(5) Select a health insurance plan offered by the Employer.
The Empioyer agrees to contribute a maxnnum of $300.00 per month toward the cost of
single or family health insurance coverage offered to regular retirees and their dependents.
Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of Section
10.14 when such early retirees at[ain age 65.
�
10.17 If an employee does not meet the condition of Section 10.12(3), but has completed at
least ten (10) years of service with the City, he/she may purchase single or family
health insurance coverage through the Employer's insurance program. The total cost of
such insurance coverage shall be paid by the retiree.
10.18 A retiree may not carry his/her spouse as a dependent if such spouse is also a City
retiree or City employee and eligible for and is enrolled in the City health insurance
program.
13
ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance �
1Q 29 The surviving spouse of an employee carrying family coverage at ihe time of his(her
death due to a job connected injury or iltness which was detemuned to have arisen out
of an@ in the course of his/her employment under worker's compensauon law shall
continue to be eligible for ciry contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regulaz retiree, the dependents of the
retiree shalI have the option, within thirry {30) days, to continue the cunent
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accorded to the eligible deceased retiree.
It is further vnderstood that coverage shall cease in the event of:
10.19(1) Subsequent remarriage of the surviving spouse of the deceased employee or
retiree.
10.19(2) The employment of the surviving spouse or dependent where heaith
insurance is obtained through a group program provided by said Employer.
In this event, however, the surviving spouse or dependent shali have the
right to maintain Ciry health insurance for the first ninery (90) days of said
employment. �
ARTICLE 11 - WORKING OUT OF CLASSIFICATION
i i. i Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15} consecufive working days during a year
shali receive the rate of pay for the o¢t-of-class assignmen[ in a higher ciassificarion not
later than the sucteenth (16) day of suck assignment. For pnrposes of this Article, an
out-of-class assignment is defined as an assignment of an employee to perform, on a
ful]-time basis, all of the significant duties and responsibilities of a position different
from ttze employee's regular position, and whick is in a classification higher than the
classification held by such employee.
The rate of pay for an approved out-of-class assignment shall be the same rate the
employee would receive if such employee received a regulaz appointment to the Iugher
cTassification.
�
14
ARTICLE 12 - SEI�TIORITY
•
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12.1 Seniority, for the purQose of this agreement, sha11 be defined as foilows: The length of
continuous, regular and probationary service with ihe Employer from the date an
employee was first certified and appointed to a class title covered by this agreement, it
being further understood ihat seniority is confined to the current class assigrunent held
by an employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority sha11 be determined by employee's rank on the
eligible list from which certification was made.
12.2 Seniority shall terminate when an empioyee retires, resigns, or is discharged.
123 In the event it is deterniined by the Employer that it is necessary to reduce the work
force, employees wili be laid off by class tifle within each department based on inverse
length of seniority as defined above. However, when layofF occurs in any of the titles
lisied below under Column A, layoff shall be based on inverse length of total semority
in all titles listed on the conesponding line under Column B. The Human Resources
Department will identify such least senior employee in the department reducing
positions, and shall notify said empioyee of his/her reduction from the department. If
there are any vacancies in any of the titles under Column B on which seniority was
based, in any other City department, the Human Resources Department shall place the
affected employee in such vacancy.
If two or more vacant positions are available, the Human Resources Department shail
• decide which vacant positions the affected employee shall fill. If no vacancy exists in
such titles, then the least senior City employee in such titles shall be identified, and if
the employee affected by the original departmental reduction is more senior, he(she
shall have the right to claim that position and the least senior City employee in such
titles shali be ffie employee laid off. For the purposes of this Articie, the Board of
Education is not included as a City department nor is a Board of Education employee
included as a City employee.
Column A
Deputy License Inspector I
Deputy License Inspector II
Engineering Aide I
Engineering Aide II
•
Fire Aide I
Fire Aide II
Housing Aide I
Housing Aide II
Column B
Deputy License Inspector I, Deputy
License Inspector II
Deputy License Inspector I, Deputy
License Inspector II
Engineering Aide I, Engineering Aide II,
Tra�c Eng. Aide II, Engr. Draf[sman
Eng. Aide I, Eng. Aide II, Traffic Engr.
Aide II, Engr. Draftsman
Fire Aide I, Fire Aide II
Fire Aide I, Fire Aide II
Housing Aide 1, Housing Aide II,
Sanitarian Aide I, Sanitarian Aide II
15
ARTICLE 12 - SENIORITY (Continued)
Column A
Housing Rehab Advisor I
Housing Rehab Trainee
Library Assistant I
Library Assistant II
Operarions Asst- Town Sq. Park
Planning Aide I
Planning Aide II
Planning Assistant I
Planning Assistant II
Recreation Center Director
Recreation I,eader II
Recreation Leader III
Sanitarian Aide I
Sanitarian Aide II
Traffic Engr. Aide II
Val. & Assess. Aide I
Val. & Assess. Aide II
� rt � :
Housing Rehabiiitation Trainee, Housing
Rehabititarion Advisor I
Housing Rehabilitation Trainee, Housing
Rehabilitation Advisor I �
Library Assistant I, Library Assistant II
Library Assistant I, Library Assistant II
Recreation Leader II, Rec. I.eader I,
Rec. Director I, Rec. Center Director
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Planning Aide I, Planning Aide II
Planning Asst. I, Planning Asst. II
Platming Aide I, Plam�ing Aide II
Planning Asst. I, Pianning Asst. II
Ptanning Aide I, Pianving Aide II,
Planning Asst. I, Planning Asst. II
Recreation Leader II, Rec. Leader III
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec, L.eader III,
Recreation Director I, Operations
Asst.- Town Square Park
Rec. Leader II, Rec. Leader III,
Recreation D'uector I, Operations
Asst.- Town Square Park
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide II
Housing Aide I, Housing Aide II
Sanitarian Aide I, Sanitarian Aide TI
Engineering Aide I, Engineering
Aide II, Tra�ce Engineering Aide II
Val/Assess Aide I, Val/Assess Aide II
Val/Assess Aide I, Val/Assess Aide II
u
�J
12.4 In cases where there are promotional series, snch as Technician I, II, III etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before Iayoffs
are made by any class title in any department.
12.5 It is understood that such employees wi11 pick up their former seniority date in any class
of positions that they previously held.
•
16
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ARTICLE 12 - 5EIVIORITY (Continued)
• 12.6 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two yeazs of layoff.
12.7 Employees assigned to these divisions in the police Department: Impound Lot,
Property Room, Communicauon Center, andJor Records, shaIl be allowed to bid for
work shiHs (i.e. midnights, days and afternoons}, on the basis of senioriry when a
vacancy occurs within the empioyees' classification in their division.
12.8 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed by employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forty-five (45) calendar days in
advance. During the forty-five (45) days, the Employer will meet with the Union and
discuss possible options to contracting out or ways and means to minimize the
elimination of positions.
ARTICLE 13 - EMPLOYEE RECORDS
13.1 Any written reprimand made conceming any member of this Bargaining Unit which is
filed with the Office of Human Resources or within any City department shall be shown
to the member before it is piaced on flle. Before the reprimand is placed on file, the
. City shail request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
13.2 Any member of the bargaining unit may, during usual working hours and with the
approval of the supervisor, review any material placed in the employee's personnel file,
after first giving proper notice to the supervisor in custody of such file.
13.3 Any member of the bargaining unit may file a grievance or a discrimination complaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 14 - BULLETIN BOARDS
14.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulletin board space sha11 not be used by
the Union for political purposes other than Union elecYions.
L1se of this bulletin board is subject to approval of the Deparunent Head.
•
17
ARTICLE 15 - WAGES
15.1 The wage schedule, for purposes of this contract, shall be Append'ut A, attached
hereto. Both parties agree that the inclusion of the classifications and salary ranges in •
Appendis A does not preclude the Employer from the following:
15.1{1) Reorganizing
15.1(2) Abolishing classifications
15.1(3} Establishing new classifications
15.1(4) Regrading classifications
15.1(5) Reclassifyzng positions
Both parties aiso agree that titles and grades in Appendis A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargauung unit
shall suffer any reduction in salary because of a regrading or rectassification during the
conuact period in which such regrading or reclasszfication takes place.
15.2 Empioyees may request an audit of their posiuon whenever the nature of tfie work
and/or responsibilities in their position have suhstanually changed. When an empioyee,
or a supervisor on behalf of an employee, reqnests a classification/regrading study of
their posiTion, responsible Managers in the Department where the employee(s) work(s)
and the staff of the O�ce of Human Resources will facilitate the completion of the
study within ninety (90} days after the employee submits their job profile.
ARTICLE 16 - MAINTENANCE OF STANDARDS
16.1 The parties agree that ail conditions of employment relating to wages, hours of work,
overtime differentials, vacations and ail other general working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paui Salary Plan and Rates of Compensation
at the tnne of the signing of this agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
agreement.
ARTICLE 17 - LEAVES OF ABSENCE
171 Leave of Absence - After three months of employment, an employee may make
application for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civi2 Service Rules (Resolution No. 3250}.
.
.
m
ARTICLE 17 - LEAVES OF ABSENCE (Continued) `�� `�a�
17.2 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for
• each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick Ieave, employees must report to their supervisor no
later than one-half hour past their regular scheduled starting time. The granting of sick
leave shall be subject to the terms and provisions of Resolution No. 3250 of the City of
Saint Paul. `
For absences due to sickness of seven (7) or fewer calendar days, the Employer shail
require a physician's certificate or additional certificates only when there is reason to
suspect abuse of sick leave ar to verify that an empioyee is fit to retum to his or her
position. The Employer's requirement of a certificate under this section shail not be
arbitrable.
17.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of time as the Aead of the Department deems
necessary, on account of sickness or injury of the employee, quarantine estabiished by a
public health enforcement agency, death of the employee"s mother, father, spause,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the househoid; and may be granied leave with pay for such tune as is actually necessary
for office visits to a doctor, dentist, optometrist, etc.
17.4 Leave Without Pay - Any employee who engages in active service in tune 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 leave is not otherwise allowed by law shali
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and sub}ect to such conditions as are imposed by law.
Such leaves of absence as are granted under Article 18 shall conform to Minnesota
Statutes Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
17.5 Jury Duty - Employees required during their regular working hours to appear in court
as jurors or wimesses, except in their own behalf against the Ciry, shall be paid their
regular pay while so engaged, provided that any fees that the employee may receive
from the court for such service shali be paid to the City and be deposited with the City
Finance Director. Any employee scheduled to work a shift other than the normal
daytime shift shall be rescheduled to work the normal daytime shift during such time as
he/she is required to appear in court as a juror or wimess.
17.6 Education Leave - L,eave with pay may be granted for education purposes at the option
of the Employer.
17.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
• the Civil 5ervice Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
19
ARTICLE 17 - LEAVES OF ABSENCE (Continued)
17.8 An employee elected or appointed to a fu11-tune paid position by the exclusive i
representauve may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duues of the exclusive representative.
17.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner
as any other disabled or ill City employee. Such paid sick leave eligibility shall begin
upon certification by the employee's attending physician that the employee is disabled
in terms of her ability to perform the duties of her position.
A twelve (12) montti Parental leave of absence without pay shaIl be granted to a naturaI
parent or an adoptive parent, who requests such Ieave in conjunction with the birth or
adoption of a child. Such leave may be e7ctended an additional twelve (12) months by
mutuai 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.
Empioyees who return following such leaves of absence shall be placed in a positiorc of
equivalent salary and tenure as the one held just prior to the begimiing of their leave.
17.10 An employee shall be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom actiuities related to the employee's child, •
provided the conference or classroom activities cannot be scheduled during non-work
hours. When the teave cannot be scheduled during non-work hours and the need for
the leave is foreseeable, the employee must provide reasonable prior notice of the Ieave
and make a reasonable effort to schedule the Ieave so as not to dismpt unduly the
operations of the Employer. An employee shall be ailowed to use vacation or
compensatory tune for this leave; otherwise, this ieave shall be without pay.
17.11 Voluntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of abseace without pay during the fiscal year. During such
leave of absence, the employee shall continue to earn and accrue vacation and sick
leave, seniority credits and maintain insurance eligibility as though he or she were on
the payroll. Any leave of absence granted under this provision is snbject to approval of
the Department Head.
ARTICLE Z8 - MII.ITARY LEAVE OF ABSENCE
18.1 Pay Allowance - Any employee who shatl be a member of the National Guard, the Naval
Militia or any other component of the militia of the state, now or hereafter organized or
constituted under state or federal law, or who shall be a member of the Officer's Reserve
Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or •
hereafter organized or constituted under Federal law, shall be entifled to leave of absence
20
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ARTICLE 18 - MILITARY LEAVE OF ABSENCE
• from employment without loss of pay, seniority status, e�ciency rating, vacation, sick
leave or other benefits for all the tune when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and further provided that
such leave shall be allowed oniy in case the required military or navai service is
satisfactorily performed, which shall be presumed unless the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to hislher position
immediately upon being relieved from such military or naval service and not later than
the expiration of time herein limited for such leave, or (2) is prevented from so returning
by physicai or mental disability or other cause not due to such employee's own fault, or
(3) is required by proper authority to continue in such military or naval service beyond
the tnne herein Iimited for such leave.
•
ARTICLE 19 - MANAGEMENT RIGHTS
19.1 The Union recognizes the right of the City to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
All rights and authority which the City has not officially abridged, delegated or modified
by this agreement are retained by the City.
19.2 A public employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, but are not limited to, such areas of discretion or
policy as the functions and programs of the Employer, and organizational structure and
selection and directlon and number of personnel.
ARTICLE 20 - DISCIPLINE
20.1 The Employer wiil discipline employees for just cause only. I7iscipline wili be in the
form of:
201(1) Orai reprimand;
20.1(2) Written reprimand;
20.1(3) Suspension;
20.1(4} Reduction;
20.1(5) Dischazge.
•
20.2 Suspensions, reductions and discharges wiil be in written form.
20.3 Employees and the Union will receive copies of written reprunands and notices of
suspension and discharge.
21
ARTICLE 20 - DISGIPLINE (Continued)
20.4 Employees may examine a11 information in their Employer personneI files that concerns •
work evaluations, commendations and/or discipIinary actions. Files may be examined at
reasonable tunes under the direct supervision of the Employer.
20.5 Discharges wili be preceded by a five (5) working day preliminary suspension without
pay. During said period, the employee and/or Union may request, and shall be entitled
to a meeting with the Empioyer representative who initiated the suspension with intent to
discharge.
During said five (5) working day period, the EmpToyer may affirm, modify or withdraw
the suspension and discharge.
20.6 An employee to be questioned conceming an invesrigation of disciplinary action shall
have the right to request that a Union representative be present.
20.7 Grievances relating to this Articte shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
211 The Human Resources O�ce will inform alI departments that the department's i
timekeeper shall post notices of ail job vacancies in their department at least five days
before submitting a requisition to the Human Resources Office.
ARTICLE 22 - LEGAL SERVICES
22.I Except in cases of malfeasance in office or willful or wanton neglect of duty, the
Employer shal] defend, save hamiless, and indemnify employees agaiast tort claims or
demands, whether groundiess or otherwise, arising out of alleged acts or omission
occurring in the performance or scope of the employee`s dudes.
22.2 Notwithstanding Section 22.1, the Empioyer shall not be responsiUle for paying any Iegal
service fee or for providing any Iegai service azising from any Iegal action where the
employee is the Plainuff.
•
22
ARTICLE 23 - NO STRIKE - NO LOCKOUT
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23.1 Neither the Union, its officers or agents, nor any of the employees covered by this
. agreement will engage in, encourage, sanction or support any strike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically allowed by the Public Employment Labor Relations
Act. In the event of a violation of this Article, the Employer will warn employees of the
consequences of their action and shall instruct them to irnmediately return to their normal
duties.
Any employee who fails to retum to hislher full duties within twenry-four (24) hours of
such warning may be subject to the penalties provided in the Public Empioyment Labor
Relations Act.
23.2 No lockout, or refusal to allow employees to perform available work, shall be instituted
by the Empioyer andlor its appointing authorities during the life of this agreement.
ARTICLE 24 - SEVERANCE PAY
24.1
24.2
•
•
The Employer shall provide a severance pay program as set forth in this Article.
To be eligible for the severance pay program, an employee must meet the foilowing
requirements:
24.2(i) The employee must be 58 years of age or older or must be eligibie for
pension under the "rule of 85" or the "rule of 90" provisions of ihe
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shall also apply to employees covered by a
public pension plan other than PERA.
24.2(2) The employee must be voluntarily separated from City employment or
have been subject to separation by layoff or compulsory retirement.
Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
24.2(3)
eligible for the City severance pay program.
The employee must have at least ten (10) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article, employment in either the
City or in the Independent Schooi District No. 625 may be used in
meeting this ten (10) year service requirement.
24.2(4) The employee must file with the Human Resources Director a waiver of
reempioyment which will clearly indicate ihat by requesting severance
pay, the empioyee waives all claims to reinstatement or reemployment
(of any type) with the City or with Independent School District No. 625.
23
ARTICLE 24 - SEVERANCE PAY (Continued)
24.2(5) The employee must have accumulated a minimum of sixty (60) days of •
sick leave credits at the time of his/her separation from service.
24.3 If an employee requests severance pay and if the employee meets the eligibiliry
requirements set forth above, he or she will be granted severance pay in an amoum
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave, subject to a maximum of 200
accrued sick leave days.
24,4 The maxnnum amount of money that any employee may obtain through this severance
pay program is $6,500.
24.5 For the purpose of this severance program, a death of an employee shall be considered
as separation of employmenT, and if at the time of hislher death, the employee would
have met all of the requirements set forth above, payment of the severance pay will be
made to the employee's estate or spouse.
24.6 For the purpose of this severance program, a transfer from the City of Saint Paul
employment to Independent School District No. 625 employment is not considered a
separaTion of employment, and such transferee shall not be eligible for the City
severance program.
24.7 The manner of paymeat of suck severance pay sha11 be made in accordance with the •
provisions of City Ordinance No. 11490.
24.8 This severance pay progrant shall be subject to and govemed by the provisions of Ciry
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
24,9 The provisions of this Article shall be effective as of December 24, 1983.
24.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 21490, as amended by City
Ordinance No. 16303, Secrion 1, Section 6, draw severance pay. However, an elecrion
by the employee to draw severance pay under either this Article or the ordinance shall
constitute a bar to receiving severance pay from the other. Any employee hired after
December 31, 1483 shall only be entitted to the benefits of this Article ¢pon meeting
the qualifications herein.
24,11 Sections 24.12 thmugh 24.18 shall apply only to empioyees appointed on or after
January i, 1990 to a tide covered by this agreement.
24.12 The Employer shail provide a severance pay program as set forth in Secrions 24.13 •
through 24.18.
24
•
ARTICLE 24 - SEVERANCE PAY (Continued)
q�-8a�
24.13 To be eligible for the severance pay program, an employee must meet the following
requirements:
24.13(i) The empioyee must be voluntarily separated from City employment or have
been subject to separation by lay-off or compulsory retirement. Those
empioyees who are discharged for cause, misconduct, ine�ciency, �
incompetency, or any other disciplinaz•y reason are not eligible for the City
severance pay program.
24.13(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will clearly indicate that by requesting
severance pay, the empioyee waives ail claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
24.13(3) The employee must have an accumulated balance of at least eighty (8�) days
of sick leave credits at the time of his/her separation from service.
�
24.14 If an empioyee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
equal to one-half of the daily rate of pay for the position held by the employee on the
date of separation for each day of accrued sick leave subject to a max3mum as shown
below based on the number of years of service in the City.
Years of Service with the City
At Least 20
21
22
23
24
25
Maximum Severance Pay
�� 111
. 11
�t�
: ���
� ���
/ 111
24.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the time of his or her death the employee would
have met all of the requirements set forth above, payment of the severance pay shall be
made to the employee's estate or spouse.
24.16 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 City
severance program.
i
24.17 The manner of payment of such severance pay shail be made in accordance with the
provisions of City Ordinance No. 11490.
25
ARTICLE 24 - SEVERANCE PAY (Continued)
24.18 This severance pay program shall be subject to and governed by the provisions of Ciry �
Ordinance No. 11490, except in those cases where the specific provisions of this
Article conflict with said ordinance. In such cases, the provisions of this Article shall
controi.
24.19 Notwithstanding Section 24.11, any employee hired prior to January l, 1990 may,
upon meeting the qualification of Section 24.23, draw severance pay in accordance with
Section 24.14. However, an election by the employee to draw such severance pay shail
constitute a bar to receiving severance pay from any other. Any employee hired on or
after January 1, 1990 shall only be entided to the benefits of Sections 24.12 thru 24.18.
ARTICLE 25 - TEMPORARY EMPLOYEES
25. I It is recognized that temporary employees are within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary
emptoyees shali not have or acquire any rights or benefits other than specificaliy
provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 26 - NONDISCRIIVIINATION
26.1 The ternzs and conditions of this agreement will be applied equally to employees
without regard to, or discrunination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or nonmembership in the
Union.
26.2 Employees will perform their duues and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
L_�
27.1 In the case of a serious illness or c3isability of a parent or household member, the Head
of the Department shall grant leave with pay in order for the employee to care for or
make arrangements for the care of such sick or disabled persons. Such paid leave shall
be drawn from the employee`s accumulated sick leave credits. Use of such sick leave
shail be limited to 40 hours per incident. An employee may use sick leave for absences
due to an iliness of the employee's child for such reasonabie periods as the empioyee's
attendance with the child may be necessary, an the same terms the employee is able to
use sick leave for his or her own illness. An employee may also use up to forty (40)
hours per inci@ent to anange for the care of a seriously ill or disabled child. �
�
� *
s.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE (Cont.)
� 27.2 The Head of the Deparnnent or the Director of Human Resources may require a
physician's certificate or additional certificates at any time during an employee's use of
sick leave for the purposes stated in Section 27.1 above. All such certificates shall be
forwarded by the appointing officer to the �ffice of Human Resources.
If an empioyee is absent because of the provisions of Section 27.1 for three or fewer
calendar days helshe shall submit to the Head of the Department a certificate signed by
the employee stating the nature of the child, parent, or household member's sickness.
If the sickness continues for more than three calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
from and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted to and
approved by the Head of the Department and forwarded to the Office of Human
Resources.
27.3 No sick leave shall be granted for the above reasons unless the employee reports to
his/her Department Head the necessity for the absence not later than one-half hour after
hislher regularly scheduled tnne to report for work, unless he/she can show to the
satisfaction of the Department Head that the failure to report was excusable.
� 27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which he/she would normally have been paid if he/she had not
been on sick leave.
ARTICLE 28 SAFETY
The Employer and Employee shall cooperate in the enforcement of all applicable
regulations for the enforcement of job safety. If an employee feels that hislher work
duties or responsibilities require such empioyee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately considered
by the Employer.
For ihose employees required by the Employer to wear safety shoes or boots, the
Employer agrees to contribute $40.00 per calendar year toward the purchase of such shoes
or boots.
Safe Workplace:
The City will commit to developing a process during the term of this agreement according
to which employee compiaints conceming behavior currently prohibited under its
Workplace Conduct Policy but which is not subject to any form of adjudication wiil be
• submitted to a neutral uibunal which wiil issue non-binding recommendations to the City
and the individuals involved. Union and City wili jointly develop details of the process.
27
ARTICLE 29 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees working
in "Specia] Employment" titles recognized by the Bureau of Mediation Services as being �
appropriately included in this bargaining unit shall be eligible for benefiTS under this
agreement on the same basis as alI other employees covered by this agreement.
ARTICLE 30 - TERMS O� AGREEMENT
30. Z Complete Agreement and Waiver of Bargaining - This agreement shall represent the
complete agreement between the Union and the Employer. The parties acknowledge
that during the negotiations which resulted in titis agreement, each had the untimited
right and opportuniry to make requests and proposals with respect to any subject or
matter not removed by Iaw from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this agreement.
Therefore, the Employer and the Union, for the life of this agreement, each voluntarily
and unqualifiedly waives the right, and each agrees that the other shall not be obligated
to bargain collectiveIy with respect to any subject or matter refemed to or covered in
this agreement.
30.2 Savings Clause - This agreement is subject to the laws of the United States, the State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shall hold to be conirary to law by a court of competent jurisdiction from whose final �
judgment or decrees no appeal has been taken within the time provided, such provision
shail be voided. All other provisions shall continue in full force and effect.
•
�
ARTICLE 30 - TERMS OF AGREEMENT (Continued) `�� - `�a�
30.3 Terms of Agreement - This agreement shall be in full force and effect from January 1,
1997 thru December 31, 1998, and shall be automatically renewed from year to year
• thereafter unless either party shall notify the other in writing that it desires to modify or
terminate this agreement. In witness thereof, the parties have caused this agreement to
be executed this � y""� day of 3une, 1997.
30.4 This constitutes a tentative agreement between the parties which will be recommended
by the Ciry Negotiator, bui is subject to the approval of the Administration of the City
and the City Council and is also subject to ratification by the Union.
�
VVITIVESSES:
FOR TAE CITY LOCAL LJNION NO. 1842, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
� �" (
Mary . Kearney
Director of Labor Relations
6 �Zy��7
l
Je Ser ' g
Assistant irector
�?� � -�
Robin Madsen
President
•
29
APPENDIX A
BZWEEKLY RATES
• Salary ranges applicable to titles covered by this Agreement shall be as show below:
Bffective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
Two percent (2.0%) increase
One half percent (0.5%) increase
Two-tenths percent (0.2%) increase
Two percent (2.0%} increase
Bight-tenths percent (0.8%) increase
GRADEIOR
548 RECREATION LEADER
q1 ��
A 3mo. 6mo. lyr. 2yr. 3yr. 4yr. 10 yr. 15 yr. 20 yr 25 yr.
(1) (2) (3) (4) (5) (6) (7) {8) (9} (10} (11}
12(21/96 624.23 670.85 717.45 764.06 79234 822.08 853.67 875.04 907.78 922.49 937.20
07(19/97 62735 674.20 721.04 767.88 79630 826.19 857.94 879.42 91232 927.10 941.89
12(2Ql97 628.60 675.55 722.48 769.42 797.84 827.84 859.66 881.18 41A.14 928.95 943.77
02f28/98 641.17 689.06 736.43 784.81 813.85 844.40 876.85 898.80 932.42 947.53 962.65
09f26(98 646.30 694.57 742.83 791.09 82036 851.16 883.86 905.99 939.88 455,11 97035
r�
L
GRADE Q15
340A VTDEO PRODUCTION ASSISTANT
A B C D E F 10-yr. l5-yr. 20-yr. 25-yr.
CI) (�) � �`�) � � ��) �g) � �
12/21/96 793.62 822.08 853.67 886.25 920.84 460.55 980.92 101939 1034.101048.80
07(19(47 797.59 826.14 857.94 840.68 425,44 965.35 985.82 1024.49 1039.27 1054.04
12(20/97 799.19 827.84 854.66 892.46 427.24 967.28 487.79 1026.54 104135 105615
02(28(98 815.17 844.40 876.85 910.31 445.84 986.63 1007.55 1047.07 1062.18 1077.27
09f26l98 821.64 851.16 883.86 917.59 453.41 444.52 1015.61 1055.45 1070.68 10&5.89
CiT.7_��]�i[j
037A SERVICE WORKER III
12l21f96 813.94 843.45 876.08 909.65 444.25 980.421004321044.23 1058.921073.64
Q7l19/97 818.01 847.67 880.46 914.20 448.97 485.821Q04.341049.45 1064.21 1079.01
12/20/97 819.65 849.37 882.22 916.03 950.87 98'7.79 1011.36 1051.55 1066.34 108117
02(28/98 836.Q4 866.36 899.86 93435 969.89 1007.55 1031.59 ]072.58 1087.67 1102.79
09126(98 84273 873.29 90�.06 941.82 977.65 1015.61 1039.84 1081.16 1�9637 1111.61
i
A-1
GRADE 022
� •-
� 121A ADAPTIVE RECREATION ASSISTANT
284A CITY PLANNING AIDE
618 DENTAL ASSISTANT
167 ENGINEERING AIDE I
313A HEALTH & ED ASST-CAMBODIANIENG �
312A HEALTH & ED ASST-HMONGlENG
31 lA HEALTH & ED ASST-SPANISH/ENG
064A HEALTH & EDUCATION ASSISTANT
41�A LICENSE AND PERMIT AIDE
351A NUT ASST I-BILINGUAL HMONG/ENG
364A NUT ASST I-BILINGLIAL SPANlENG
066A NUTRITION ASSISTANT I
066L NUTRITION ASSISTANT I--LARGE
066M NUTRITION ASSISTANT I--MEDIUM
0665 NUTRITION ASSISTANT I--SMALL
606 WATER LABORATORY AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) � � � ��) t�) t t �
12121196 929.02 9b5.62 100538 1049.12 1090.85 1136.68 1166.23 1211.61 122633 1241.03
07/19J97 933.67 970.45 1010.41 1054.37 109630 1142361172.06 1217.67 1232.46 1247.24
12120l97 935.54 972.391012.43 1056.481098.491144.641174.401220.11 1234.92 1249.73
�2128J98 954.25 991.841032.681077.61 1120.46 1167.53 1197.891244.51 1259.62 1274.72
09{26/98 961.88 999.77 1040.94 1086.23 1129.42 11'76.$71207.471254.471269.70 1284.92
GRADE 22E
252A ENVIRONMENTAL HEALTH AIDE
252M MODIPIED DUTY WORKER-TECHNICAL
A B C D E F 5-yr. 6-yr. 10-yr. 15-yr. 20-yr. 25-yr.
� ��) � � � �� (�) �8) � �1�) tll) tl�)
12/21J96 924.02 965.62 1005.38 1049.12 1109.201153.991202.841248.b5 1281.27 1334.591349.291364.00
07/19/97 933.67 970.45 1010.41 1054.37 1114.75 1159.76 1208.85 1254.891287.68 1341.26 1356.04 1370.82
12l20197 935.54 972391012.43 1056.48 1116.981162.�8 1211.211257.401290.261343.94 1358.75 1373.56
02/28/98 954.2� 991.841032.681077.61 1139321185.321235.501282.55 1316.071370.821385.93 1401.03
d9126198 961.88 999.771040.941086.23 1148.43 1194.801245.381292.81 1326.601381.791397.02 1412.24
•
A-2
GRADE 023
373A COMMtJNITY LIAISON OFFICER
q
• A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (4) {10)
12/21/96 952.26 990.071029.791068.761114.261161.121189.631233331248.041262.77
07Ji9{97 957.02 995.021034.941074101119.831166.931195.581239.501254.281264.0$
12120I97 958.93 997.011037.011076.251122.071169.26119?.971241.481256.791271.62
02/28/98 978 . 11 1 01 6.9 5 1057.751097.781144.511192.651221_931266.821281.931297.05
09/26798 985 . 93 1025.091066.211106.561153.671202.191231.711276.951292.191307.43
GRADE 024
312 VALUATION & ASSESS AIDE I
12f21196 976.881014.51 1055.21 110Q.64 1145.85 1192.691222.18 1272.55 1287.261301.98
07114/97 981.76 1019.�8 1060.49 1105.541151.58 1198.65 1228.291278.91 1293.701308.49
12f20f97 983.72 1021.62 1062.61 1107.75 1153.88 1201.05 1230.75 1281.47 1296.29 1311.11
02(28l98 100339 1042.05 1083.86 112991 1176.96 1225.07 1255.37 1307.10 1322.22 133733
09(26/98 1011.42 105034 1092.53 113895 118638 1234.87 1265.41 1317.56 1332.80 1348.03
•
GRADE 025
277A *LIBRARY ASSISTANT
006A *LIBRARY ASSISTANT II
31$A FIRE AIDB
893 MEDICAL ASSISTANT
025A PLAN EXAMINER I
12121/96 998.23 1035.88 1080.681121.421168.241214.061246.62129531 1310.01 1324.73
0?/19J97 1003.22 1041.06 ]086.08 1127.03 1174.08 1220.13 1252.85 1301.79 1316.56 133135
12l21/97 1005.23 1043.14 1088.25 1129.28 1176.43 1222.57 125536 13 �A39 1319.19 1334.01
02128/98 1025.33 1064.00 1110.02 1151.87 1199.96 1247.02 1280.47 1330.48 1345.57 1360.69
09l26198 1033.53 1072.51 1118.90 ll 61.08 1209.56 1257.00 1290.71 1341.12 1356.33 1371.58
�
A-3
Ctf;7•_f�7�i1y.T.�
015 ARCHITECTURAL DRAFTER TRAINEE
� 168 ENGINEERING AIDE II
579A LOAN SPECIALIST ASSISTANT
580A LOAN SPECIALIST ASST-BILINGUAL
324 VALUATION & ASSESS AIDE II
q� -�a`1
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7} (8) (9) (10)
12/21196 1021.61 1067.46 1109.20 1153.49 1202_84 1248.65 1281.27 13 34.59 1349.28 1364.00
07l19197 1026.72 1072.80 1114.75 1159.76 1208.85 1254.89 1287.68 1341.26 1356.03 1310.82
12120197 1028.77 1074.95 1116.98 1162.08 1211.27 1257.40 1290.26 1343.94 1358.74 1373.56
0212 SJ98 10493 5 1096.45 113 9.3 2 118 5 3 2 123 5. 50 1282.5 5 1316.0 7 13 70.82 13 S 5.91 1401.0 3
09/26198 1057.74 1105.22 1148.43 1194.80 1245.38 1242.81 1326.60 13 81.79 1347.00 1412.24
GRADE 028
561A LIBRARY ASSOCIATE
558A LIBRARY AS50CIATE (PART-TIME}
468A VIDEO PRODUCTION TECHI3ICIAN
12l21(46 1044.12 1089.83 1136.68 1183.52 L17.89 128939 1322.98 1377.99 1392.70 1407.41
07114/97 I 05437 1095.28 1 I 42.36 1189.44 1223.98 1295.84 1329.59 1384.88 1399.66 1414.45
12120/47 1056.48 1097.47 1144.64 1191.82 1226.43 1298.43 1332.25 1387.65 1402.4b 1417.28
�2l28/98 1077.61 ll 19.42 1167.53 1215.66 1250.96 1324.40 1358.90 1415.40 1430.51 1445.63
09l26J98 1086.23 1128.3 8 I 176.87 1225.39 1260.97 1335.00 1369.77 1426.72 1441.95 1457.20
GRADE 029
393A CITIZEN SERVICE ANALYST
279A CITY PLANNING TECHNICIAN
369A DUPL EQUIP OPR (TWO-COLOR)
112A LASORATORY TECHNICIAN I
12/21/96 1073.56 1120.41 1168.24 1215.11 1270.05 1325.03 1360.63 1416.22 1430.92 1445.64
07119I97 1078.93 1126A 1 ll 74.08 122119 1276.40 1331.66 1367.43 1423.30 1438.07 1452.87
12(20/97 1081.09 1128.26 1176.43 1223.63 127895 1334.32 137016 1426.15 1440.95 1455.78
02/28198 11Q2.71 1150.83 1199.961248.10 1304.53 1361.01 1397.56 1454.67 1469.17 1484.40
09126198 l ll 1.53 ll 60.04 1204.56 1258.08 1314.971371.90 1408.74 146631 1481.53 1496.78
r1
U
A-4
GRADE 030
a�-$a�
685 ACCOUNTING TECHNICIAN I
016 ARCHITECTURAL DRAFTER
• 201 A EDP PROGRAMMER TRAINEE
615 GRAPHIC ARTS T'ECH--CTTY PLNG
197A HL7MAN KIGHTS TECHAIICIAN
1 i 5A MEDICAL RECORDS PRACTITIONER
067A NUTRITION ASSISTANT II
078A PROJECT MANAGEMENT TECHNICIAN
373 PUBLIC WORKS TECHNICIAN I
357 VALUATION & ASSESS TECH I
523 WATBR UTILITY TECFINICIAN I
343A ZONING AIDE
A B C D E F 10-yr. 15-yr. 20-yr. 25-yt.
� �Z) � � �$) � � t �g) �
12121196 1101.04 I 147.87 1194.71 1247.65 1301.59 13 58.60 1393.24 1452.35 1467.07 1481.76
07/19f97 1106.55 1153.61 1200.68 1253.89 1308.10 1365 39 1400.21 1459.61 1474.41 1489.17
12/20/97 1108.76 1155.92 1203.08 1256.40 1310.72 1368.12 1403.01 1462.53 1477.3b 1492.15
02l28l98 1130.94 1179.04 122714 1281.53 1336.93 1395.48 1431.07 1491.78 1506.91 1521.99
09/26/98 1139.99 1188.47 1236.9b 1291.�8 1347.63 1406.64 144252 1503.71 1518.97 1534.17
r1
U
GRADE 032
125A HOUSING REHAB ADVISOR I
200A LICENSE ENFORCEMENT AUDITOR
Sb3 LOAN SPECIALIST I
178 PRACTICAL NURSE
12121/96 1156.02 1207.94 1259. %8 1309.'74 1368.79 I 430.89 1464.A9 1529.86 1544.57 15 59.27
07/19/9� 1161.801213.9812b6.181316.291375.631438.041471.81 1537.51 1552.291567.07
12/20/97 1164.12 1216.41 12b8.71 1318.92 1378.3 8 1440.92 I 474.75 1540.59 1555.39 1570.20
02l28/98 1187.40 1240.74 1294.08 134530 1405.95 1469.74 1504.25 1571.40 1586.50 1601.60
09126198 1196.90 1250.67 1304.43 1356.Q6 1417.20 1481.50 1516.28 1583.97 1599.19 1614.41
•
A-5
�
•
GRt1DE 033
4ai cLrrrlc �sE
138 DENTAL HYGIEIVIST
461A EDP NETWORK SPECIALIST I
��-�a�
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
(1) (2) (3} (4) (5) (6) (7) (8} (9) (10)
12/21f96 1184.53 1237.46 1291.45 1348.42 1404.46 1464.49 150724 1571.21 1585.93 1600.62
07/19/97 1190.45 1243.65 1297,91 1355.16 1411.48 1471.81 1514.78 1579.071593.861608.62
1 Z/20J97 1192.83 1246.14 1300.51 1357.87 141430 1474.75 1517.81 1582.23 1597.05 1611.&4
02128/98 1216.69 1271.06 1326.52 1385.03 1442.59 1504.25 1548.17 1613.87 1628.99 1644.08
09/26198 1226.42 1281.23 1337.13 139b.11 1454.13 1516.2& 1560.56 1626.78 1642.02 1657.23
Ce7:7�i7ori7c[!
686 ACCOUNTING TECHNICIAN II
OSOA FIRE COMMLTNICATIONS OPR I
156A LICENSE AND PERMIT INSPECTOR
374 PUBLIC WORKS TECHNICIAN II
524 VJATER UTTLITY TECHNICIAN II
12/21196 1215.11 1270.05 1325.03 1383.07 1444.15 1507.24 1547.49 1611.50 1626.21 1640.91
07/19/97 1221.19 1276.40 13 31.66 13 $9.99 145137 1514,78 1555.73 1619.56 1634.34 1649.11
12/20f97 1223.63 127895 1334.32 1392.77 1454.27 1517.81 1558.84 1622.80 1637.61 1652.41
�2128/98 I 248.10 1304.53 1361.01 1420.63 148336 1548.17 1590.02 1655.26 167036 1685.46
09f26198 1258.08 1314.97 1371.90 1432.00 1495.23 1560.56 1602.74 1668.50 1683.72 1 b98.94
GRADE 035
253A ENVIRONMENTAL HEALTH INSPECTOR
319A FIRE PREVENTION INSPECTOR I
113A HEALTH LABORATORY TECHNICIANII
047A HOUSING COUNSELOR
026A PLAN EXAMINER II
289A REGISTBRED RADIOLOGICAL TECHLG
371 VALUATION & AS5ESS TECH II
12f21/96 1247.65 1301.59 1358.60 1417.67 1480.81 1547.99 1587.68 1654.90 1669.61 1684.32
07i19f97 1253.89 1308.10 136539 1424.76 1488.21 1555.73 1595.62 1663.17 1677.96 1692.74
12I20/97 1256.40 1310.72 136&.121427.61 149119 1558.84 1598.81 1666.50 1681.32 1696.13
02/28198 1281.53 13 36.93 1395.48 1456.16 1521.01 1590.02 1630.79 1699.83 1714.95 1730.05
09/26l98 1291.78 1347.63 1406.64 1467.81 1533.18 1602.74 1643.84 1713.43 1728.67 1743.89
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122A ADAPTNE RECREATIOI3 DIRECTOR
� 462A EDP NETWORK SPECIALIST II
567 EDP PROGRAMMER
OS1A FIRE COMMIINICATIONS OPR II
126A HOUSING RE�IAB ADVISOR IT
869 REAL ESTATE SPBCIALIST �
OSSA RECREATION CENTER DIRECTOR
474 Si3RVEYOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
{1) (2) {3) (4) (5) (6) (7} (8) (9) (10)
12121l96 1281.27 1337.22 13 95.29 1456.34 1521.49 1590.73 1633.51 1702.42 1717.13 1731.86
07/19/97 1287.68 1343.41 1402.27 1463.62 1529.10 1598.68 1641.68 171 Q.93 1725.72 1740.52
12/20/97 1290.26 1346.60 1405.07 1466.55 1532.16 1601.8 8 1644.96 17143 5 1729.17 1744.00
02i28l98 1316.07 I 373.53 1433.17 1495.88 1562.80 1633.92 1677.86 1748.64 1763.75 1778.88
09126l98 1326.60 1384.52 1444.bA 1507.85 157530 Ib46.99 1691.28 1762.63 1777.86 1793.11
GRADE 038
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027A *PLAI�I BXAMINER III
049A COMMUNITY EDUCATION/REC COORD
375 PUBLIC WORKS TECHNICIAN III
870 REHABILITATION SUPERVISOR
246A TELECOMM(JNICATIONS TECHIVICIAN
390 VALUATION & ASSESS TECH III
525 WATER UTILITY TECHNICIAN III
12121/96 1350.48 1406.48 1470.62 1533.74 1604.00 1672.23 1721.06 179236 1807.05 1821.77
07f 19f97 I 357.23 1413.51 1477.97 1541.41 1612.02 1680.59 1729.67 1801.32 1816.09 1830.88
12f20197 1359.94 1416.34 1480.93 l 544.49 1615.24 1683,95 1733.13 1804.92 1819.72 1834.54
Q2/28f98 13 87.14 1444.67 1510.55 15753 8 1647.54 1717.63 1767.79 1841.02 1856.11 I 871.23
09126198 13 98.24 1456.23 1522.63 1587.98 166Q.72 1731.37 1781.93 1855.75 1870.96 1886.20
GRADE 039
093A AQUATICS MANAGER
432A PAYROLL SYSTEM TECHNICIAN
12/21 /96 13 84.09 1445.14 1504.27 1572.63 1644.72 1736.34 1765.88 1857.43 1872.13 1886.85
07l19/97 1391.01 1452.3 7 1516.82 158Q.49 16>2.94 1745 A2 1774.71 1866.72 1881.49 1896.28
12/20/97 1393.79 1455.27 1519.85 1583.65 1656.25 1748.51 1778.26 1870.45 1885.25 190Q.07
02/28198 1421.67 148438 1550.25 161532 1689.38 1783.48 1813.83 1907.86 1922.96 1938.07
09126198 1433.04 1496.26 1562.65 1628.24 1702.90 1797.75 1828.34 1923.12 193834 1953.57
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353 ACCOUNTING TECHNICIAN III
• 871 BUSINESS RELOCATION SPECIALIST
077A DUPL SHOP MANAGER
190A EDP PROGRAMMER ANALYST
254A ENVIRONMENTAL HEALTH INSP SUPV
921A HUMAN RESOURCES TECHNICIAN III �
164A LOAN SPECIALIST II
522A SEDTIOR LICENSE INSPECTOR
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
�1) C�) � � � � ��) �g) t �
12/21 f96 1420.74 1483.85 1551.05 1616.22 1689.50 1766.86 1813.70 1892.56 1907.26 1921.99
07l14/97 1427.84 1491.27 1558.81 1624.30 1697.95 1775.69 1822.77 1962.02 1916.80 1931.60
12/20/97 1430.70 1494.25 1561.93 1627.55 1701.35 1779.24 1826.42 1905.82 1920.63 1935.46
02l28/98 145931 1524.14 1593.17 1660.10 173538 1814.82 1862.95 1943.94 1959.04 1974.17
09/26/98 1470.98 153 633 1605.92 1673 3 8 1749.26 1829.34 1877.85 1959.44 1974.71 1989.96
GRADE 041
873 ENGINEERING ASSISTANT
320A FIRE PREVENTION II3SPECTOR II
243A SENIOR PLAN EXAMINER
� 2/21/96 1458.40 1522.52 1591.78 1662.01 1737.35 1814.70 1864.59 1945.25 1959.97 1974.69
07119/97 1465.69 153013 1599.74 167032 1746.04 1823.77 1873.91 1954.98 1969.77 19&4.56
12/20/97 1468. b2 153319 1602.94 1673.66 1749.53 I 827.42 1877.66 1958.89 1973.71 1988.53
02l28/98 1497.99 1563.85 1635.00 1707.13 1784.52 1863.97 1915.21 1998.07 2013.18 2028.30
04l26/98 1509.97 1576.36 1648.08 1720.79 1798.80 1878.88 1930.53 2014.05 2029.29 2044.53
• � � 1..
890 ACCOUNTING TECHNICTAN IV
191A EDP LEAD PROGRAMMER
12J2U96 1577.47 1649.76 1724.11 1803.52 1882.91 1967.42 2022.41 2110.61 2125.32 2140.05
07/19/97 158536 1658.01 1732.73 1812.54 1892.32 1977.26 2032.52 2121.16 2135.95 2150.75
12f20/97 1588.53 166133 1736.20 1816.17 1896.10 1981.21 2036.59 2125.40 2140.22 2155.05
02(28/98 162030 1694.56 1770.92 1852.49 1934.02 2020.83 207732 2167.91 2183.02 214815
09/26/98 1633.26 1708.12 1785.09 186731 1949.49 2037.00 2Q93.94 218525 2200.48 2215.74
•
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InterdepartmentaI Memorandwn
CITY OF SAINT PAUL
T0:
FROM:
DATE:
RE:
C� �W�V
{ �N
7ulie Kraus
I.abor Relations
July 22, 1997
OFFICE OF LABOR RELATIONS
Mary' H. Keamey, Director
L9BOR REIAZIOUS
4GYJ liry Hat! Annez
25 Wesr Fourth Street
S¢irtt P¢ut, Minnesota 5$ID2-753I
1997 AFSCME Clerical (Ol) Contract
I' ,
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Te[epharse: 612 26Gb495
Focrimile: 672 292-7656
Attached you wiil find your copy of the 1997 AFSCME Clerical (O1) Contract and
Attachment to Green Sheet showing any contract changes. The 1997 rates for Clericai will
be effective 3uly l9, 1997 for the payday of August 1�, 1997.
If you have ariy questions, please call me at 265-6513.
JKljk
Attachments
ATTACHMENT TO GREEN SHEET
��
Below represents the changes for the 1997-1998 Collective Bazgaining Agreement between the
City of Saint Paul and AFSCME Locals 1842 and 2508.
1. VVages
(Closest Pay Periods}
General increase
Generalincrease
General increase
General increase
Generalincrease
2.
K�
O1l01197
08/01J97
12/31/97
TOTAL
03f01/98
10101/98
TOTAL
2.0%
0.5 %
0.2 %
2.7%
� �.
Ne�;•: Conservatory Attendants' pay wi11 be raised 22.46% to level of Refectory
Attendants. Effective date: ratification of contract.
Active Health Insurance
Current: 1996 Single $180.41
Pamily $336.41
10.2 Employee Coverage:
1997 Single $191.40 (Full Amount}
Family 368.82 (Equal to Fire Fighters)
10.3 1998 Single Single Actual Cost (Full Amount)
Family $368.82 + an amount equaling �5% of increase
l 0.4 Administrative changes on hours (from 32iweek to 641biweekly, etc.)
10.13 & 10.16 Deleting obsolete language applying to employees already retired.
City pays full amount of single coverage insurance in both 1997 & 1998. The City pays
the Fire rate for family coverage in 199� and 25% of the increase for 1998.
Page 2 of 3
4. Ne�c� language offered by the City:
3 1� At least fourteen (l41 calendar days vrior to chan ing the normal work da. or the
norma] work week the Emnlover and Union shali meet and confer re�arding the
need for the pronosed chan�e and the,possibility of other altematives It is also
understood that deviation from such notice shal] be permissible due to
emergencies and acts of od Notice is not needed for temporar�chan�es of less
than one week.
City obligated to discuss with Union proposed changes to normal schedules.
5. New language offered by the City:
3.12 When there is a need to as�i�n additional davtime evening or weekend hours the
em�lover shali first reauest vo]unteers from amone emp,loyees Volunteers must
be able to tzerform thejob duties of the osition (Per AFSCME proposal:
effective after date of ratification.)
Adds requirement on Employer to seek volunteers first for cer[ain assignments.
6. 3 13 Night Differential• To anv em�loyee who works on a shift be i ningeazlier than
6•00 a m or ending later than 6•OO�m orovided at least five hours af the shift
are worked between the hours of 6•00 o m and 6•00 a m there shall be a night
differentia] of five �ercent 15 %1 for the entire shift
To anv e�pl4vee who works on a chifr be ig nning earlier than 6•00 a m or
endinglater than 6�00 p m but less than five hours of he hifr are worked
between the hours of 6•00 D m and b•00 a m there shall be a night differential
Qf five �ercent (S %1 for the hours worked etween 6•00 p m and 6�00 a m
(Effective after final approval by the City.)
Adds night differential to contract. Previously, night differential paid only to regulazly
scheduled employees, now any employee scheduled is entitled to pay.
.16 �plovees r uired as�art of their normal iob duties to work a snow emergencv
shall receive�sremium�av at fiftv ern cent (50%1 for the second standard hour
shift for ail continuous hours worked durin� the snow emereencv
(Effective after ratification date.)
Adds premium pay for employees required to work snow emergencies.
Page 3 of 3
8. ?�'ew� language offered by the City:
152 &m�lovees mav re�uest an audit of their�position whenever the nature of he
w9rk andlor res�o�ibilities in their,position have ub antiall changed When
an em�lovee or a su�ervisor on behaif of an em��oyee req eu sts a
�lassification/re rg ading ch�dy of their nosition re�,o�ih]e Mana ers in e
Depanment where the em�iqy��c work(�) and the ctaff of the Office of Human
�esour�es will facilita e the comgletion of ihe ctudy within ninet�� {QQl dayc f T
the em�loyee submits their job �ofile
9. (199 Clerical) (12.8 Techtzicai)
New language offered by the City:
l� In the event the em�lc,ver believes it is necessarv to merge contract out or
subcontract any gublic work.performed bv employees covered by�hi,
Agreement which may lead to lavoff the Emplover will notifv the Union no less
t�ian fort -fv tve (451 calendar days in advance During e fort, -�five (45) day.�
the Employer will meet with the Union and di cuss �ossible o�tions to
contracting out or waYS and means to minimize the elimination of nositions
14. Safe �'orkplace:
(To be inserted in Article 28 Safety)
The City wiil commit to developing a process during the term of this agreement
according to which employee complaints concerning behavior currently
prohibited under its Workplace Conduct Policy but which is not sub}ect to any
form of adjudication will be submitted to a neutral tribunal which wiil issue non-
binding recommendations to the City and the individuals involved. Union and
City will jointly develop details of the process.
11. Administrative changes
Article 1 - Recognition (Clarification)
Revise to incorporate any changes (title change, abolished, starred or created) in titles as
approved by the City Council.
P�I,ABREL\CONTRAC"MfSCME.CLE\]997 981ATTACH99