97-828DEPARTME:�T/OFFICE/COGNCIL. DATE I�ITIATED GREEN SHEET No.: 35900 q�.i��
LABOR RELATIONS 3une 24, 1997
COITAC7 PER505 8 PIIOSE: � INiTIALDATE INITIAIJDA7E
JULIE KRAUS 266-6513 qSS1GN 1 DEPARTMENT DIR. �_ 4 CSTYCO[3NCIL
titi11BE12 2 CI7Y ATTORNEY _,� CI"SY CLERK
\tCSI' BE OV COI"\QL AGE\DA B1' (DATE} FOR BUtXiET DIR. FIN. & MGT. S£RVSCE DIR.
July 2, 1997 ORDER G 3 MAYOR (OR ASS7.)
TOTAL H OF SIG]ATl'RE PAGES_I (CLIP ALL LOCATIONS FOR SIG'.VAT6RE)
acr�o� eeQi Esrep. This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union #32508, District Council No. 14 of the American Federation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDATIONS. Approve (A) or Reject (A) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
PLANNING COMMISS)ON _CIVIL SERVICE COMMISSION ]. Hu this person/firm ever worked under a contract for this department?
CIB COMMITTEE Yes No
STAFF 2. Has this person/firtn ever been a city employee?
DISTRICTCOUAT Yes No
SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nomially possessed by any current city employee?
Ye5 No
Explain all yes answers ou separate sheet and attac6 to green sheet
INIT[AT[NG PROBLEM, ISSUE, OPPORTUNII'Y (K'ho, What, Whea, Where, Why):
�������V ,.�
ADVANTAGESIFAPPROVED. �UN 25 1.791
t1YY Al'1`�RNEY
DISADVANTAGESIFAPPROYED:
JIJ�! 2 v ?�;n7
� DISADVANTAGESIFNOTAPPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGE'I'ED:
FUNDING SOURCE: ACTMTY NUMBER:
, FINANCLIL INFORMATIOI�: (EXPLAIN)
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INDEX
� ARTICLE TITLE PAGE
Preamble ........................................ii
1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Check Off ........................................2
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
5 Holidays .........................................4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . S
7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
8 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
9 Vacation .........................................9
10 Insurance .... .... .. ...... .. .... .. . ... . .. ..... . . . . 9
i l Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 14
12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
14 Wages .........................................15
IS Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
� 16 Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
17 Military I.eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
21 Vacancies . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . 22
22 No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
24 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
25 Nondiscrunination ................................. 26
26 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 26
28 Safety .........................................27
29 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al
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This agreement entered into by the Ciry of Saint Paul, hereinafter referred to as the
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Employer, and Locai Union 2508 a�liated with Council 14 and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter refened to as the Union, has
as its purpose the promotion of hannonious relations between the Employer and the Union, the
establistunent of an equitable and peaceful procedure for the resolution of differences, and the
establishment of rates of pay, hours of work, and other conditions of empioyment.
ii
ARTICLE 1 - RECOGNITION
a
1.1 The Empioyer zecognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours and other conditions of employment for
• all of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated 3uly 12, 1973, in Case No. 74-PR-61-A and as atnended as
set forth in Secrion L2 below.
1.2 The bargauung unit covered by tlus agreemerrt shali consist of the foilowing:
All office, clerical, and administtative personnei who are employed by the Ciry of Saint
Paul or who have their "terms and conditions of empioyment" established by the
governing body of the Ciry of Saint 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:
Accounting Clerk I
Accounting Clerk II
Animal Control Officer
Asst. Supv. of Water Biliing
Building Permit Clerk
Cashier
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Chief Meter Reader
Clerical Supervisor
Clerical Trainee
Clerk I
Clerk II
Clerk III
Clerk IV
Clerk-Stenographer I
Clerk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Clerk-Typist II
C1erk-Typist II (bilingual)
Clerk-Typist III
Elections Assistant
Employment Testing Coordinator
Fire Property Clerk
Human Resources Records Clerk
Laboratory Helper
Library Aide
License Clerk
Maintenance Traine�
Management Trainee
Meter Reader
Modified Duty Worker (Clerical)
Park Concession Supervisor
Park Guide
Parking Enforcement Officer
Parking Enforcement Officer
-- Police
Parking Meter Collector I
Parking Meter Coilector II
*Parking Meter Monitor
Payroll Audit Clerk
Computer Operations Assistant Payroll Clerk
--Library Payroll System Supervisor
Computer Operator Police Dispatcher
Conservatory Attendant Procurement Specialist
Counselor Aide Trainee Procurement Specialist Trainee
Customer Service Representative Property Clerk
Customer Service Senior Representative Refectory Attendant
Data Entry Operator I Refectory Supervisor
Data Entry Operator II Registration Clerk
Duplicating Equipment Operator Secretary
Dupiicating Equipment Operator Supvr. Secretary (Stenographer)
EDP Aide Senior Computer Operator
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ARTICLE 1 - RECOG1vITION (Continued)
Storekeeper
Storeroom Assistant
Storeroom Supervisor
Stores Clerk
Swiuuning Pool Supervisor
-- Oxford Paol
Technical Trainee
Telecommunicator
Trainee (Storehouse)
Treasury Clerk
Vehicle Maintenance Clerk
Water Billing Supervisor
Zoo Keeper I
Zoo Keeper II
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shail the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and admiiristration of grievance
procedures. This provision shall remain operative only so long as specificaliy provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indemnify and hold harniless the Employer against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any acUon taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
ARTICLE 2 - CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted sfiall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to ihe representative by
the first of the succeeding month after such deductions aze made or as soon thereaf[er as
is possible.
2.2 The Union agrees to indemnify and hold harmiess the Employer against any and all
claims, suits, orders or judgments brougfit or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
The normal work day shall be seven and three/fourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be
paid.
The normal work week shall be five (5) consecutive normal work days in any seven (7)
day period.
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ARTICLE 3- HOURS OF WORK (Continued)
3.3 For empioyees on a shift basis, this shall be constnzed to mean an average of
thirty-eight and three-fourths (38 hours per week.
� 3.4 This section shali not be construed as, and is not a guarantee of, any hours of work per
normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall
be 'bvertune work" and shall be done only by order of the Head of the Department.
3.6 All employees in this bargaining unit shall be recompensed for work done in excess of
the normal hours established above in this Articie by being granted compensatory time
on a time and one-ha2f basis or by being paid on a time and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1l8oth of the biweekly rate.
3.? Normal work schedules showing the employee's shifis, work days and hours shail be
posted on all department bulletin boards at all tnnes. It is also understood that
deviation from posted work schedules shall be permissible due to emergencies and acts
of God, and overtime may be required.
3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement
with the Employer, work schedules other than schedules limited 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 agreements shall be subject to the provisions of the
� Fair Labor Standards Act.
3.4 For empIoyees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an arrangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for employees who share a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be administered in
accordance with the provisions of Article 1Q of this agreement. In the event that one of
the employees participating in the shared posiuon is ternunated or terminates
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 shall
have the option of increasing the remauring employee's work hours.
3.10 Sections 3.8 and 3.9 shail not be subject to the provisions of Articie 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normai wark day 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 shall be pernussibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
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ARTICLE 3- HOURS OF WORK (Continued)
3.12 When there is a need to assign additional daytime, evening or weekend haurs, the
employer shall first request volunteers from among emptoyees. Volunteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earliet than 6:00
a.m. or ending later than 6:00 p.m., provided 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 night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beguuiing earlier than 6:00 a.m. or ending
later than 6:00 p.m., bat less than five ho¢rs 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 %) for 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 all
continuous hours worked during the snow emergency.
ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - Ali employees work schedules shall provide for a fifteen minute rest
period during each one-half shift. The rest period shali be scheduled by management at
approximateIy the middIe of each one-haIf shift whenever this zs feasible.
4.2 If an employee is schednled to work a fuIl half sfiift beyond his/her regular quitting
time, he/she shall be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 Hotidays recognized and observed -
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
The following days shall be recognized and
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating hoiidays
Eligibie empioyees shaIl receive pay for each of the holidays lisied above on which they
perform no work. Whenever any of the holidays listed above falls on a Saturday, the
holiday shali be observed on the preceding Friday. Whenever any of the holidays listed
above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For
empioyees assigned to a work week other than Monday through Friday, the hoIiday
shatl be observed on the calendar date of the holiday.
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ARTICLE 5- HOLIDAYS (Continued) q� � gag
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during ihe
contract year, sub}ect to the approva] of the Deparanent Head of any employee.
. S.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 payrall
the last working day before the holiday and on three other working days of the nine
working days preceding the holiday. In neither case shall the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been employed as a temparary employee for sixty-seven
(67) consecutive work days. No temporary employee shall be eligible for any floating
holidays.
ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE
6.1 The Employer shall recognize stewards selected in accordance with Union rules and
regulations as the grievance representatives of the bargaining unit. The t3nion shall
notify the Empioyer in writing of the names of the stewards and of their successors
� when so named.
6.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of ihe
empioyees and shall therefore be accomplished during working hours only when
consistent with such employees' duties and responsibilities. The steward involved and
a grieving employee shall suffer no loss in pay when a gzievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of thear supervisor to be absent to process a grievance and that such absence
would not be detrunental to the work programs of the Employer.
6.3 The procedure established by this Article sha11 be the sole and exclusive procedure for
the processing of grievances, which are defined as an alleged violation of the terms and
conditions of this agreement. However, this Article does not abridge grievance rights
possessed by eligible Veteran's under applicable Veterans' statutes.
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1- Upon the occurrence of an alleged violation of this agreement, the empioyee �
invotved (with or without the steward) shalt attempt to resolve the matter on an
informal basis with the employee's supervisor. If the matter is not resolved to the
emptoyee's satisfaction by the informal discussion, it may be reduced 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 relief requested. Any alleged violation of the agreement not reduced to
wriring by the Union within €ourteen (24} work days of the fust occurrence of the event
giving rise to the grievance shail be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shali meet with the Union Steward and attempt to resolve the
grievance. If as a result of this meeting the grievance remains unresolved, the
EmpIoyer shali reply in writing to the Union within seven (7) work days foliowing this
meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work
days folIowing receipt of the Employer's written answer.
Any grievance not referred in writing by the Union within seven (7� work days
following receipt of the Employer's answer shall be considered waived.
Step 3- Within seven (7) work days following receipt of a grievance referred from Step
2, a designated Employer 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 Employer skall
reply in writing to the Union stating the Empioyer's answer concerning the grievance.
If as a result of the written response the grievance remains unresolved, the Union may
refer the grievance to Step 4. Any grievance not referred in writing by the Union to
Step 4 within seven (7) work days following receipt of the Employer's answer sha11 be
considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7) work
days after the response of the Empioyer 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 peimauent panel of five (5) arbitrators. Arbitrators
shail be selected by iot within twenry (20) work days after notice has been given.
In the event the Employer and the Union cannot mutually agree to five {5) arbitrators
for the permanent pattel, the parties will petition the Llirector of the Bureau of
Mediation Services for a list of ten {10) azbitrators for each panel member for which the
parties did not mutually agree. The parties shalI altarnately strike names from such
Iist(s}, the Employer suiking first, until one (1) name remains. Vacancies occurring on
the permanent panel during the life of tlus agreement shall be filled by mntual
agreement of the parties. �
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ARTICLE b- EMPLOYEE RIGATS - GRIEVANCE PROCEDURE `1�"�g
(Continued)
If the parties cannot mutuaily agree, the vacancy shall be filled by the process noted in
� the preceding paragraph. This arbitrator selection process shall be effective onty for
the duration of trus agreement unless both parties mutually agree to extend such
provisions.
At any tune prior to the opening of an arbitration hearing, the parties may mutuaily
agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate
a resolution of the dispute.
6.5 The arbitrator shail have no right to amend, modify, nullify, ignore, add to, or subuact
from the provisions of this agreement. The arbitrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Union and shall have no
authority ta make a decision on any other issue not so submitted. The arbitrator shail
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules ar regulations having the farce and
effect of law, The arbitrator's decision shali be submitted in writing within thirry (30)
days following close of the hearing or the submission of briefs by the panies,
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 arbitrator
shall be final and binding on the Employer, the Union, and the employees.
� 6.6 The fees and expenses for ihe arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union, provided that each party shali be responsibie
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 Qnion.
6.8 It is understood by the Union and ffie Employer that a grievance, other than a grievance
arising from a disciplinary action, may be determined by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
If an issue is determined by this grievance procedure it shali not again be submitted for
arbitration under the Civil Service Rules. If an issue is determined by the provisions of
the Civil Service Rules it shall not again be submitted for arbination under this
grievance procedure.
69 The provisaons of this Article 6 shall not apply ta 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 L.oca12508.
This section shail not be grievable.
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ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized: Pursuant to Chaprer 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 �
following provisions aze adopted.
7.2 Method of Computation: To be eligible for such reimbursement, all off'icers and
employees must receive written authorization from the Deparunent Head.
Type 1- Tf an employee is required to use his/her own automobile OCCASIONALLY
during employment, the employee shall be reunbursed at the rate of $4.00 per day for
each day the employee's vehicie is actualiy used in performing the duties of the
employee's position. In addition, the employee shail be reimbursed $0.20 per mile for
each mile actuaily driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative deternunes that an Employer vehicle is
available for the employee's use, but the employee desires to use his/her own
automobile, then ihe employee shall be reimbursed at the rate of $0.2� per mile driven
and shal] not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGiTLARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reirubursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive an automobile during emptoyment and the �
Department Head or designated representative determines that an Employer vehicle is
avaitable for the employee's use, but the employee desires to use his/her own
automobile, then the employee sha11 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 Parking Ramp for City employees on
either of the above mentioned types 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 car available.
7.4 Rules and Regulations: The Mayor shall adopt rules and regutations governing the
procedures for automobile reimbursement. Such rules and regulations 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 sha11 further require that they maintain automobiie liabiliry insurance in amounts of
not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage,
or liabiliry insurance in amounts not less than $300,000 singie limit coverage, with the
City of Saint Paul named as an additionai insured. These rules and regulations,
together with the amendment thereto, shali be maintained on file with the City Clerk. �
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ARTICLE 8- RESIDENCE C�� gag
8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No.
27337$ shail apply to all employees covered by this agreement.
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumuiate at the rates shown below for each fu11 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
�Iours of Vacation
.0385 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.100Q (26 days)
9.2 The Head of the Deparunent may permit an employee to carry over up to one hundred
and tcvenry (120) hours of vacation into the following "vacation year. ° For the purpose
of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year).
4.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan and
Rates of Compensation, Section I, Sub. H.
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer wili continue for ffie period of this agreement to provide for empioyees
such health and life insurance benefits as are provided by the Employer at the tune of
execution of this agreement.
10.2 For each eiigible employee covered by this agreement who is employed fuil-time and
who selects employee heaith insurance coverage provided by the Employer, the
Empioyer agrees to contribute $191.40 or the actuai cost, whichever is less, per month
toward the cost of such premium.
For each eligible full-time employee who selects family heaith insurance coverage, the
Employer wili contribute the cost of such family coverage or 368.82 per month,
whichever is 3ess. These contribution levels shall be effective for 7anuary, 1997
premiums.
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ARTICLE 10 - INSURAI�TCE (Continued)
103 Effective for the January, 1998 3nsurance premiums, for each eligible employee
covered by this agreement who is employed full-tune and who selects employee health
insurance coverage provided by the Employer, the Emplayer agrees to conuibute the �
actual cost of the sing2e health insurance premium.
For each eligible full-t9me employee who selecYS fanuly health insnrance coverage, the
Employer will contribute the cost of such famity coverage or $368.82 plus 25 % of the
1998 famity 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 employmenY is def ned as appearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12}
monih period preceding the annual open enrollment or special enrolIments or the s'vc (6)
month period preceding initiai enrollment.
Three-qtearter time employment is defined as appearing on the payroll an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the twelve (12}
manth period preceding the annual open enroilment or special enrollments or the suc (6)
month period preceding initiat enrollment.
Half-time employment is defined as appearing on the payroli an average of at least 40
hours, but less than 52 hoars, per biweekly pay period for the tweive (12) month period
preceding the annual open enroliment or special enrollments or six (6) month period
preceding initial enrollment. �
10.5 For each etigible employee covered by this agreement who is empioyed half-time and
who selects employee heaIth insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-Time employees selecting
employee coverage in the same insurance plan.
For each half-time employee who selects family heaith insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for fuIl-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
Cime and who selects employee health insurance coverage, the Employer agrees To
conuibute sevenry-five percent (75 %) of the amount contributed for fuli-time
empioyees selecting empioyee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer will contribute seventy-five percent (75%) of the amount contributed for
fuIl-time employees selecting family health insnrance coverage.
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ARTICLE 10 - INSURANCE (Continued)
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance contributions
� as full-time employees. This Section 10.6 applies oniy to employees who were
employed half-time during the month of December, 1985 and shail continue to apply
only as long as such empioyees remain continuously employed half-time.
10.7 For each eligible employee, the Employer agrees to contribute 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 Pian.
10.9 Any cost of any premium for any City offered empioyee or family insurance coverage
in excess of the dollar amounts stated in thas Article 10 shail be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the employee selected health insurance coverages can be paid on a pre-tax
basis. Employees covered by this agreement will be eligible to participate in the
Flexible Spending Account as offered by the Empioyer. 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
10.32 Employees who retire must meet the foliowing conditions at the rime of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
10.16 below, toward a health insurance plan offered by the Employer:
10.12(i) Be receiving benefits from a public employee retirement act at the time
of retirement, and
10.12(2) Have severed hisJher relationship with the Ciry of Saint Paul for reasons
other than misconduct, and
10.12(3) Have completed at least 20 years with the City of Saint Paul.
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ARTICLE 10 - INSURANCE (Continued)
Early Retirees
10.13 Tfiis Section shall apply to full time employees who:
10.13(1) Retire on or after January i, 1996, and
10.13(2) DJere appointed on or before December 31, 1995, and
10.13(3) Have not attained age 65 at retirement, and
I0.13(4) Meet the terms set forth in Section 10.12 above, an@
10.13(5) Select a health insurance plan offered by the Employer
UntIl such employees reach sixry-five (65) years of age, the Employer agrees that for
retirees selecting siagle coverage, the Employer witl provide the same contribufion as is
provided for active employees selecting single coverage under this agreement. This
amount, however, shall noi exceed $35� per month.
For employees selecting fanuiy heaith insurance coverage, the Employer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Employer's contribution shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.14 This Section shalI appiy to fult time employees who:
10.14(1) Retire on or after January 1, 1996, and
10.14(2} Were appointed on or after January 1, 1996, and
10.14(3) Have not attained age 65 at retirement, and
10.14(4} Meet the conditions of Section 10.12 above, and
1d.14(5} Select a health insurance plan offered by the Employer.
Until such rerirees reach sixry-five (65} years of age, the Employer agrees to contribute
a maximum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree altains age 65, the provisions of Section l0.lb shall apply.
Regular Retirees (Age 65 and over}
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after Tanuary 1, 1996, and
10.15(2} Were appointed on or before December 31, 1995, and
10.I5(3) Have not attained age 65 at retirement, and
10.15(4) Meet the tern�s set forth in Section 10.12 above, and
I0.15(5) Setect a health insurance plan offered by tfie EmpIoyer
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ARTICLE 10 - INSURANCE (Continued)
q� `���
The Empioyer agrees to contribute a maxunum of $550.00 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 ihe Employer's
contribution shali not be paid to the reuree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.13 when such retirees attain age 65.
1016 This Section shall appiy to full time employees who:
10.16(i) Retire on or after 3anuary 1, 1996, and
1016(2) Were appointed on or after 7anuaty 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
10.16(4) Meet the conditions of Section 10.12 above, and
10.16{5) Select a health insurance plan offered by the Employer.
The Employer agrees to conuibute a maximum of $300.00 per month toward the cost
of single or family health insurance coverage offered to regular retirees and their
dependents. Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.14 when such early retirees attain age 65.
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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 singie 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 hisJher spouse as a dependeni if such spouse is also a Ciry
retiree or City empioyee and eligible for and is enrolled in the City health insurance
program.
Survivor Insurance
10.19 The surviving spouse of an employee carryina family coverage at the time of hislher
death due to a job connected injury or illness which was determined to have arisen out
of and in the course of hislher employment under worker's compensation law shail
continue to be eligible for ciry contrlbution in the same proportions as is provided for
retired empioyees.
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In the event of tt�e death of an early retiree or a regular retiree, the dependents of
the retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance (Continued)
Tt is further understood that coverage shaii cease in the event of:
10.19(1} Subsequent remarriage of the surviving spouse of the deceased empioyee �
or retiree.
10.14(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City heaith insurance for the fust ninety
(90) days of said employment.
ARTICLE 11 - WORKING OUT OF CLASSTFICATION
11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of tune. Any employee working an out-of-class
assignmeni for a period in excess of fifteen (15} working days during a year shali
receive the rate of pay for the out-of-class assignment in a lvgher classification not later
than the sixteenth {16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an assignment of
an employee to perform, on a full time basis, all of the significant duties and
responsibilities of a position different from the employee's regular position, and which �
is in a classification higher than the ciassification 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 regular appointment to the higher
classification.
11.2 For the following classifications, the provisions of Section il.l shall not apply to
performance of the dudes of the next higher classification in the job series:
Clerk I
C1erk-Stenographer I
Clerk-Typist I
Data Entry Operator I
Zookeeper I
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ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any written reprimand made concerning any member of this Bargainino Unit which is
filed with the Office of Human Resources or within any City department shall be shown
• to the member before it is placed on fi1e. Before the reprnnand is placed on file, the
Clry shall request from the employee an aclrnowiedgment, in writing, that the
reprnnand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual working hours, 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.
12.3 Any member of the bargauung unit may file a grievance or discrimination compiaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 13 - BULLETIN BOARDS
13.1 The Employer sha11 provide reasonable bulletan space for use by the Union in posting
notices of Union business and activities. Said bulletin board space shall nat be used by
the Union for political purposes other than Union elections. Use of this bulietin board
is subject to approval of the Department Head.
ARTICLE 14 - WAGES
� 14.1 For purposes of this conuact, the wage schedule shall be Appendix A, attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preciude the Empioyer from the foliowing:
1. Reorganizing
2. Abolishing classifica�ions
3. Establishing new classificarions
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that tifles and grades in Appendix A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargaining unit
shall suffer any reduction in salary because of a regrading or reclassification during the
wntract period in which such regrading or reclassification takes place.
14.2 Empioyees may request an audit of their position whenever the nature of the work
andfor responsibilities in their position have substantially changed. When an employee,
or a supervisor on behalf of an employee, requests a ciassificationlregzading study of
their position, responsible Managers in the Department where the employee(s) work(s)
and ihe staff of the Office of Auman Resources will facilitate the completion of the
study within ninety (90) days afrer the empioyee submits their job profile.
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ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditions of employment relating to wages, hours of work,
over[ime differenfials, vacations and alI other genera] working conditions shall be �
maintained at not less than the highest minimum standard set forth in the Civil Service
Ru1es of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan
and Rates of Compensation at the time of the signing of this agreement, and the
conditions of einployment shall be unproved wherever specific provisions for
improvement are made elsewhere in this agreement.
ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make
appiicarion for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civil Seroice Rules (Resolution No. 3250).
16.2 Sick Leave - Sick leave shall accumnlate at the rate of .0576 of a working hour for
each full hour on the payroll, exciuding overtime. Sick leave accumulation is
unlunited. To be eligible for sick leave the employee must report to his/her supervisor
no later than one-half hour past hislher regular scheduled starting tune. The granting of
sick leave shall be subject to the terms and provisions of Resolution No_ 3250 of the
Ciry of Saint Paui.
For absences due to sickness of seven (7) or fewer calendar days, the Employer shall
require a physician's cert�cate or additional certificates only when there is reason to r
suspect abuse of sick leave or to verify that an employee is fii to return to his or her
position. The Employer's requirement of a certifrcate under this section shall not be
arbitrable.
16.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of tune as the Head of the Department deems
necessary on account of sickness or injury of the employee, quarantine established by a
public heahh enforcement agency, death of the employee's mother, father, spouse,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the household; and may be granted leave with pay for such time as is actuatiy necessary
for office visits to a doctor, dentist, optometrist, etc.
16.4 Leave Without Pay - Any employee who engages in active service in time of waz 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 shall
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and subject to such condifions as aze imposed by iaw.
Such leaves of absence as are granted under Article 17 shall conform to Minnesota
Statutes, Section 192, as amended from tnne to time, and shall confer no additional
benefits other than those granted by said statute. �
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Employees who aze required during regular working hours to appear in
court as jurors or witnesses, except as a witness in their own behalf against the City,
• shall be paid their regular pay while so engaged, provided that any fees that employees
may receive from the court for such services shali be paid to the Ciry and be deposited
with the City Finance Director. Employees scheduled to work a shift other than the
normal daytime shift, shall be rescheduled to work the normal daytime shift during such
time as is required to appear in court as a juror or wimess.
16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
the Civil Service Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
16.7 An employee elected or appointed to a full tnne paid position by the exclusive
representative may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duties of the exclusive representative.
16.8 Maternity and Parental Leave - Pregnant employees of the Ciry 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 disabied or ill City employee. Such paid sick leave eligibiliry shali 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) month Parental leave of absence without pay shali be granted to a natural
� parent or an adoptive parent who requests such leave in conjunction with the hirth or
adoption of a child. Such leave may be extended an additional twelve (12) months by
mutual agreement between the employee and the Employer.
Refusal on the part of the Employer to grant an extension of such leave shall not be
subject to the provisions of Article 6 of this agreement.
Empioyees who return following such leaves of absence shali be placed in a position of
equivalent salary and tenure as the one held just prior to the beginning of their leave.
16.9 An employee shali be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom activities related to the employee's cluld,
provided the conferences or classroom activities cannot be scheduled during non-work
hours.
When the leave cannot be scheduled during non-work hours and the need for the leave
is foreseeable, the employee must provide reasonabie prior notice of the leave and make
a reasonable effort to schedule the leave so as not to disrupt unduly the operations of
the Empioyer. An employee shall be allowed to use vacation or compensatory time for
this leave; otherwise, this leave shall be without pay.
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ARTICLE 16 - LEAVES OF ABSENCE (Continaed)
16.10 Votuntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of absence without pay during the fiscal year. During such
leave of absence, the employee shall coatinue to eam and accrue vacation and sick •
leave, senioriry credits and maintain insurance eligibiliry as though he or she were on
the payroil.
Any Ieave of absence granted under this provisioa is snbject to the approval of the
Department Aead.
ARTICLE 17 - lYIILLTI'ARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee wfio shali be a member of the National Guazd, the
Naval Miliva or any other component of the militia of the State, now or hereafrer
organized or constituted under state or federal law, or who shall be a member of the
O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the miiitary or navaI force of the
United States, now or hereafter organized or constituted under Federal law, shall be
entitled to leave of absence from employment without loss of pay, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the time when such
employee is engaged with such arganization or component in training or active service
ordered or authorized by proper authority pursuant to Iaw, 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 atlowed oaly in case the �
required military or naval service is sausfactorily performed, which shall be presumed
untess the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to his/her position
imrnediately upon being relieved from such military or naval service and not tater than
the expiration of tune herein limited for such leave, or (2) is prevented from so
retuming by physical or mentai disability or other cause not due to such employee's
own fault, or (3) is required by proper authoriry to continue in such military or naval
service beyond the time herein limited for such leave.
ARTICLE 18 - MANAGEMENT RIGHTS
18.1 The Union recognizes the right af the Ciry to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
AIl rights and authority which the Ciry has noT officially abridged, delegated or
modified by this agreement are retained by the City.
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ARTICLE 18 - MANAGEMENT RIGHTS (Cnntinued) q� -���
18.2 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, its overall budget, utilization of
technology, and organizauonal structure and selection and direction and number of
personnei.
ARTICLE 19 - SE1vIORITY
19.1 Senioriry, for the purpose of this agreement, shail be defined as follows: The length of
continuous, regular and probationary service with the Employer from the date an
employee was first certified and appointed to a class tifle covered by this agreement, it
being further understood that seniority is confined to the cunent class assignment heid
by an employee. In cases where two or more employees are appointed to the same
ciass title on the same date, the senior9ty shall be determined by employee's rank on the
eligible list from which certification was made.
19.2 Seniority shali terminate when an employee retires, resigns, or is discharged.
19.3 In the event it is determined by the Employer that it is necessary to reduce the work
force, empioyees wili be laid off by class tide within each department based on inverse
length of seniority as defined above.
However, when layoff occurs ln any of the titles listed below under Column A, layoff
� shail be based on inverse length of total seniority in all titles listed on the corresponding
line under Column B. The Human Resources Department wiil identify such least senior
employee in that title in the department reducing positions, and shall notify said
employee 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 Departmenc shail place the
affected employee in such vacancy. If two or more vacant positions are availabie, the
Human Resources Department shall decide which vacant positions the affected
empioyee shall fill. If no vacancy exists in such tifles, 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 shail have the right to claim that position
and the least senior City employee in such ritles shail be the employee laid off. Ror the
purposes of this Ar[icle, ihe Board of EducaYion is not included as a City departmern
nor is a Board of Education empioyee included as a Ciry employee.
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ARTICLE 19 -SEI�IORITY (Continued)
Column A
Accounting Machine Operator I
Accounting Machine Operator II
Cashier I
Casluer II
Clerk I
Clerk II
Clerk-Typist I
CIerk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Cotumn B
Accounting Machine Operator I,
Accounting Machine Operator II
Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Cierk I, Clerk II
Cterk I, Clerk II
Clerk-Typist I, C1erk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Cierk-Stenographer II
Data Enuy Operator I,
Data Entry Operator II
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19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be rednced, employees who have held
lower tides which are in this bargaining unit will be offered reductions to the highest of
these titles to which ciass senioriry would keep them from being laid off, before layoffs
are made by any class tiUe within any department.
19.5 In cases where an employee to be laid off has held no regular appointment in a Iower
titIe in the same promotional series as his/her current title, that employee witl be
offered a reduction to the title within the bargaining unit to which he/she was regulariy
appointed immediately ptior to his/her current tifle, so long as there is either a vacancy
or, if no vacancy exists, a less senior employee in sucfi tiUe may be displaced. In cases
where an employee to be laid off has held no regular appointment to any tities
immediately prior to his/her current title, said employee shall be laid off.
The employee reducing into a title formerIy held must satisfactorily complete a
six-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former tifle and shall be laid off, but such
employee's name wiil be placed on the reinstatement register in his/her former title and
"bumping" rights hereia shaIl not again apply to such empioyee.
This procedure will be followed by the City for Ciry employees, and by the Baazd of
Education for Board of Education employees; fiowever, City employees being reduced
or laid off may not displace Board of Education employees; Board of Education
empIoyees being reduced or laid off may not displace City employees.
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ARTICLE 19 -SEIVIORITY (Continued)
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19.6 It is understood that such employees will pick up their former seniority date in any class
of positions which they previously held.
19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two years of layoff.
19.8 Employees assigned to these divisions in the police Department: Impound L,ot,
Properry Room, Communication Center, andlor Records, shall be allowed to bid for
work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a
vacancy occurs within the employees' classificauon in their division.
199 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed hy employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forry-five (45) calendar days in
advance. During the forty-five (45) days, the Employer wi11 meet with the Union and
discuss possible options to conuacting out or ways and means to minunize the
elunination of positions.
ARTTCLE 20 - DISCIPLINE
201 The Employer wili discipline employees for }ust cause only.
Discipline w111 be in the form of:
20.1(1) Oral reprimand;
20.1(2) Written reprunand;
20.1(3) Suspension;
20.1(4) Reducuon;
20.1(5) Discharge
20.2
20.3
Suspensions, reductions and discharges will be in written form.
Employees and the Union will receive copies of written regrimands and notices of
suspension and discharge.
20.4 Empioyees may examine ail information in their Emgloyer personnel files that concerns
work evaluations, commendations andfor disciplinary actions. Files may be examined
at reasonable tnnes under direct supervision of the Empioyer.
20.5 Discharges will 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 Employer representative who initiated the suspension with intent
to discharge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
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ARTICLE 20 - DISCIPLINE (Continued)
20.6 An employee to be questioned concerning an investigation of disciplinary action sha11 .
have the right to request that a Union representative be present.
20.7 Grievances relating to tYus Article shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
21.1 The Office of Auman Resources will inform all departments that the department's
timekeeper shall post notices of ali job vacancies in their department at least five days
before submitting a requisition to the Office of Human Resources.
ARTICLE 22 - NO STRIKE - NO LOCKOUT
22.1 Neither the Union, its o�cers or agents, nor any of the employees covered by tlris
agreement will engage in, encourage, sanction or support any sirike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically aliowed by the Public Employment Labor RelaUons
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 immediatety return to their
normai duties.
i
Any employee who fails to return to his/her duties within twenry-four (24) hours of
such waming may be subject to the penairies provided in the Pubiic Employment Labor
Relations Act.
22.2 No lockout, or refusal to allow employees to perform available work, sha11 be instituted
by the Fanployer andlor its appointing authorit3es during the life of this agreement.
ARTICLE 23 - SEVERANCE PAY
23.1 The Employer shall provide a severance pay program as set forth in this Article.
23.2 To be eligible for the severance pay program, an employee mast meet the following
requirements:
23.2(1) The employee must be 58 years of age or older or must be eligible for
pension under tfie "rute of 85" or the "rule of 90" provisions of the
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shaIl also apply to employees covered by a
public pension plan other than PERA.
�
22
ARTICLE 23 - SEVERANCE PAY (Continued) `1� `���
23.2(2) The employee must be voluntarily separated from City employment or
have heen subject to separation by lay-off or compuisory retirement.
� Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
eligible for the City severance pay program.
23.2(3) 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
Ciry or in the Independent School District No. 625 may be used in
meeting this ten (10) year service requirement.
23.2(�l) The employee must file with the Director of Human Resources a waiver
of reemployment which will clearly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type), with the City or with Independent School District No. 625.
23.2(5) The empioyee must have accumulated a minnnum of sixty (60) days of
sick leave credits at the time of hislher separation from service.
23.3 If an employee requests severance pay and if the employee meets the eligibSlity
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 si�k leave, subject to a maximum of 200
accrued sick leave days.
23.4 The maximum amount of money that any employee may obtain through this severance
pay program is $6,500.
23.5 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 his/her 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.
23.6 For the purpose of this severance program, a transfer from the City of Saint Paui
employment to Independent School District No. 625 employment is not considered a
separation of employment, and such transferee shail not be eligible for the City
severance program.
23.7 The manner of payment of such severance pay shali be made in accordance with the
provisions of City Ordinance No. 11490.
�
23
ARTICLE 23 - SEVERANCE PAY (Continued)
23.8 This severance pay program shall be subject to and governed by the provisions of Ciry
Ordinance No. 11440, except in those cases where the specific provisions of this �
Articie conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
23.9 The provisions of this Article shall be effective as of December 24, 1983.
23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 11490, as amended by Ciry
Ordinance No. 16303, section I, sec6on 6, draw severance pay. However, an election
by the employee to draw severance pay under either this Article or the ordinance sha11
constitute a bar to receiving severance pay fram the otiier. Any employee hired after
December 31, I983 shall only be entifled to the benefits of this Article upon meeting
the qualificauons herein.
23.11 Sections 23.I2 through 2318 shalI apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement,
23.12 The Employer shall provide a severance pay program as set forth in Sections 23.13
through 23.20.
23.13 To be eligible for the severance pay program, an employee must meet the following
requiremenu:
23.13(1) The employee must be voluntarily separated from Ciry employment or have �
been subject to separation by layoff or compuIsory retirement. Those
employees who aze discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
23.13(2) The employee must file with the D"uector of Human Resources a waiver of
reemployment which wiil clearly indicate that by requesting severance pay,
the employee waives all claims to reinstatement or reemployment (of any
type), with the City or with Independent School Disuict No. 625.
23.13(3) The empioyee must have an accumulated balance of at least eighty (80) days
of sick leave ctedits at the tune of his/her separation from service.
•
��
ARTICLE 23 - SEVERANCE PAY (Continued)
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
� equal to one-half of the daily rate of pay for the position held by the empioyee on the
date of separation for each day of accrued sick leave subject to a maxunum as shown
below based on the number of years of service in the Ciry.
Years of Service with the City
At Least 20
21
22
23
24
25
�
Maximum Severance Pay
$ 5,000
6,000
7,a0�
8,000
9,000
10,000
23.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the tune of his/her death the employee would
have met all of the requirements set forth above, payment of the severance pay shali be
made to the employee's estate or spouse.
23.16 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.
23.17 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 11490.
23.18 This severance pay program shall be subject to and governed by the provisions of City
Ord'anance 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.
23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a titie
covered by this agreement who meet the qualifications as defined in Sections 2313 and
23.14, may elect to draw severance pay under the provisions of Section 23.14.
However, an election by an employee to draw severance pay under Section 23.14 shall
constitute a bar to drawing severance pay under any other provision set forth in this
agreement.
23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement
sha11 not be eligible for any severance plan provisions other than the provisions as set
forth in Sections 23.11 thru 23.19.
�
25
ARTICLE 24 - TEMPORARY EMPLOYEES
24.I It is recognized that temporary employees aze within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary �
empioyees shali not have or acquire any rights or benefits other than specificatly
provided by the provisions of the Civil Service Rnles and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 25 - NONDISCRIMINATION
25.1 The terms and conditions of tlus agreement will be applied equally to employees
without regard to, or discrimination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or non-membership in the
Union.
25.2 Emgloyees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 26 - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or wilIful or wanton neglect of duty, the
Employer shalI defend, save harniless and indemnify emgloyees against tort claims or
demands, whether groundless or otherwise, arising out of alleged acts or omissions •
occurring in the performance or scope of tfie employee's duties. ,
26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any
tegal service fee, or for providing any legai service arising from any legal action where
the employee is the Plaintiff.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.1 In the case of a serious illness or disability 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 anangements for the caze of such sick or disabled persons. Such paid leave shal]
be drawn from the employee's accumulated sick leave credits. Use of such sick leave
shall be limited to 4Q hours per incident.
An empIoyee may use sick leave for absences due to an illness of the employee's child
for such reasonable periods as the employee's attendance with the child may be
necessary, on the same terms tiie empioyee is abie to use sick leave for his or her own
illness. An employee may also use np to forty (40) hours per incident to arrange for
the care of a seriously ill or disabled child.
r
L__.�
Q
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.2 The Head of the Department or the Human Resources Director 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. Ali such certificates shall be
forwarded by the appointing officer to the Human Resources Office.
If an employee is absent because of the provisions of Section 27_1 for three or fewer
calendar days he/she shall submit to ihe 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 tluee calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
fxom and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted and
approved by the Head of the Department and forvrarded to the Human Resources
Office.
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
his(her regularly scheduled time to report for work, unless helshe can show to the
satisfaction of the Department Head that the failure to report was excusabie.
27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which hefshe would normally have been paid if he/she had not
been on sick leave.
�
ARTICLE 28 - SAFETY
The Employer and employees shail cooperate in the enforcement of ali applicable
regulations for the enforcement of job safety. If an employee feels that his/her work
duties or responsibilities require such employee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately
considered by the Employer.
For those 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 wluch employee complaints concerning behavior currently prohibited
under its Workplace Conduct Policy but which is not subject to any forzn of
adjudlcation will be submitted to a neutral tribunal which wiil issue non binding
recommendations to the City and the individuals invoived. Union and City will }ointly
� develop details of the process.
27
ARTICLE 29 - UNI�'ORM ALLOWANCE
29.1 Employees working in the title of Animal Conuol Officer and who are required to wear
a specified uniform shall receive a clothing allowance of $360.00 per calendar year. �
29.2 Employees working in the title of Telecommunicator or Police Dispatcher and who are
required to wear a specified uniform shall receive a uniform allowance of $110.00 per
calendar year.
29.3 The Emgloyer shall detemune the process for the payment of such unifarm atiowances.
ARTICLE 30 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees
working in "3pecial Employment" titles recognized by the Bureau of Mediation
Services as being apgropriately included in this bargaining unit shall be eligible for
benefits under this agreement on the same basis as all other employees covered by this
agreement.
ARTICLE 31 - TERMS OF AGREEMENT
3L 1 Complete AGREEMENT and Waiver of Bazgaining - This agreement shall represent �
the complete agreement between the Union and the Employer. The parties
acknowledge that during the negotiations which resulted in this agreeznent, each had the
unlimited right and oppor[unity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this agreement. Therefore, the Employer
and the Union, for ttte life of this agreement, each voluntarily and unqualifiediy waives
the right, and each agrees that the other sha11 not be obtigated to bargain collectively
with respect to any subject or mat[er refened to or covered in this agreement.
3 L2 Savings Clause - This agreement is subject to the Iaws of the United States, ttte State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shali hold to be conuary to Iaw by a court of competent jurisdiction from whose final
judgment or decree no appeal has been taken within the time provided, such provision
shall be voided. All other provisions shall continue in full force and effect.
�
m
�
�
q� -��
ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.3 Ternn of Agreement - Tlvs agreement shall be in full fotce 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 wimess whereof, ihe parties have caused this agreement to
be executed this �l ��`1 day of June, 1997.
31.4 This constitutes a tentative agreement between ffie parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administtation
of the Ciry and the Ciry Council, and is also subject to ratification by Local Union No.
2508.
WITNESSES:
FOIt TEiE CITX LOCAL UNION NO. 2508, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
I/�t�r..,��� d
Mar � Kearney
Director of Labor Relations
�-2�_ � 7
,^ ^��, , f
.
, • �,.
,
�
/.
t
Linda Cobb
Business Representative
��,w�C� t/-� ��
Mary K' gus `-'
President
29
��-��8
APPENDIX A
BIWEEKLY RATES
•
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
GRADE 04U
Two percent (2.0%) ancrease
One half percent (0.5°l0) increasa
Two-tenths percent (0.2%) increase
Two percent (2.0%) increase
Eight-tenths percent (0.8%) increase
318 REFECTORY ATTENDANT
586A CONSERVATORY ATTENDANT
(EARNS BENBFITS AFTER 1040 HOURS IN TITLB)
•
12121/96
07119/97
12/20J97
02/28/98
09/26198
Effective December 21, 1996:
Effective July 19, 1997:
Effecrive December 20, 1997:
Effecfive Febniary 28, 1998:
Effecfive September 26, 1998
A
(1)
8.12
8.16
8.18
834
8.41
Ce7:7:�7�I.lU
972 LIBRARY ATDE
�
12/21/46
07/19(97
12/20/97
02/28198
09/26198
A
(i)
8.18
8,22
8.24
8.40
8.47
B
�2)
8.48
8.52
8.54
8.71
8.78
C
(3�
8.74
$.78
8.80
8.98
9.05
D
(4)
4.03
9.Q8
9.10
9.28
935
E
(5)
934
4.39
9.41
9.60
9.68
A-1
GRADE 007
804 CLERICAL TRAINEE
� 242 LABORATORY HELPER
083A Mf1INTENANCE TRAINEE
8�7 TRAINEE(STOREHOUSE)
�i� �a�
A B C D E F 14-yr. 15-yr. 20-yr. 25-yr.
(1) (Z) (3) (4) (5) (6) (7) (8) (9) (10)
12l21/96 667.75 691.26 713.81 739.21 764.61 793.72 808.81 839.07 849.82 860.57
07/19/97 6�1.09 694.72 71738 742.41 768.43 797.69 812.85 843.27 854.07 864.87
12l20197 672.43 696.11 718.81 744.40 769.97 799.24 814.48 844.96 855.78 866.60
02l2$/98 685.88 710.03 733.19 759.29 78537 815.28 830.77 861.86 872.90 883.93
09/26/98 691.37 715.71 739.06 765.36 791.65 821.80 837.42 868.75 874.88 891.00
� � 115
084A COUNSELOR AIDE TRAINEE
085A MANAGEMENT TRAINEE
087A TECHNICAL TIZAINEE
12/21/96 682.�9 707.26 727.93 75332 782.4b 808.81 826.67 857.20 86797 878.70
07/19f97 686.20 710.80 731.57 '757.09 786.37 812.85 830.80 8b1.49 872.31 883.09
12120f97 687.57 712.22 733.03 758.60 787.94 814.48 832.46 863.21 874.05 884.86
02128l98 701,32 726.46 747.69 773.77 803.70 830.77 849.11 880.47 891.53 902.56
• 09/26f98 706.93 732.27 753.67 779.96 810.13 837.42 855.90 887.51 898.66 909.78
GRADE 009
111 CLERK I
111M MODIFIED DUTY WORKER-CLERICAL
12/21/96 695.96 719.47 745.81 770.25 79937 826.67 844.53 877.77 888.52 899.28
07J19197 699.44 723.07 749.SA 774.10 80337 830.80 848.75 88216 892.96 9Q3.78
12120l97 700.84 724.52 751.04 775.65 804.98 832.46 $50.45 883.42 894.75 905.59
02128f98 714.8b 739.01 766.06 791.16 821.08 84911 867.46 901.60 912.65 923.70
09/26/98 720.58 744.92 77219 797.49 827.b5 855.90 874.40 908.81 919.95 931.09
GRADE 010
100 SERVICE WORKER II
12f21/96 711.45 735.48 758.01 785.24 810.68 840.76 863.77 89838 909.12 919.88
07l19/97 715.51 734.16 761.80 789.22 814.73 844.96 868.09 902.87 913.67 924.48
12l2Q(97 716.44 740.64 76332 790.80 81636 846.65 869.83 404.68 915.50 926.33
02128198 731.28 755.45 778.59 806.62 832.69 863.58 887.23 922.77 433.81 944.86
09/26/98 737.13 761.49 784.$2 813.07 839.35 870.49 89433 93015 941.28 952.42
•
A-2
GRADE 011
•
121 CLERK-TYPIST I
314M MODIFIED DUTY WORKER-CLERICAL
314 PARK GI7IDE
A B C D E F 10-yr. 15-yr. 20-yr.
�l) ��) C3) C�) CS) t6) ��) �8) C9)
12(21/96 722.26 747.68 '774.93 801.27 830.39 863.77 885.04 917.95 928.71
07/19/97 725.87 751.42 '778.80 805.28 834.54 868.09 889.52 922.54 43335
12120197 72732 752.92 78036 806.89 836.21 $69.83 891.30 92439 935.22
02f28/98 741.87 767.98 795.97 823.03 852.93 887.23 909.13 942.88 953.92
09/26/98 747.80 774.12 80234 829.61 859.75 894.33 916.40 950.42 961.55
I �
•- �
25-yr.
(lo)
939.44
94414
946.03
964.95
972.67
GR ADE 012
579 DATA ENTRY OPERATOR I
12121/96 739.21 764.61 793.72 821.95 851.57 885.09 90438 94114 951.87 962.64
07J19J97 742.91 768.43 797.69 826.Ob 855.83 889.52 908.90 945.85 956.63 967.45
12120197 744.40 769.97 799.29 827.71 857.54 891.30 916.72 947.74 958.54 9b9.38
02f28f98 759.29 78537 815.28 844.26 874.69 90913 928.93 966.69 977.71 988.77
09/26/98 765.36 791.65 $21.80 851.01 881.69 916.40 93636 474.42 985.53 496.68
GRADE 016
• 112 CLERK II
118 CLERK-STENOGRAPHER I
112M MODIFIED DUTY WORKER-CLERICAL
329A STOREROOM ASSISTANT
12l21196 803.16 833.24 8b4,80 898.27 937.09 976.591001.781045.761056.52 1067.25
07J19l97 80718 837.41 869.12 902.76 941.78 981.4� 1006.79 1050.99 1061.80 1072.59
12120197 808.79 839.08 870.86 904.57 943.66 983.43 1008.80 1053.091063.92 1074.74
02/28/98 824.97 855.86 888.28 922.66 962.53 1003.10 1028.98 1074.15 1085.20 1096.23
Q9(26148 831.57 862.71 84539 430.04 470.23 101112 103721 1082.74 1093.88 ll05.00
GRADE 017
511 *Pt1RKING METER M013ITOR
267A PARKING ENFORCEMENT OFFICER
267P PARKING ENFORCEMENT OPFICER
•
12/21196 821.95 851.57 885.09 919.62 960.141002.93 1032.51 1073.571084.33 1095.08
07f19J97 826.06 855.83 889.52 92422 964.941007.941037.671078.941089.75 1100.56
12l20197 827.71 857.54 89130 926.07 966.87 1009.961039.75 1081.10 1091.93 1102.76
02l28/98 844.26 874.69 909.13 944.59 98621 1030.161060.55 1102.72 1113.77 1124.82
04126f48 851.01 881.69 416.40 95215 994.10 1038.401069.03 1111.54 1122.68 ll33.82
A-3
�
�.. ,
122 CLERK-TYPIST II
480A CLERK-TYPIST II (BILINGUAL)
391 REGISTRATION CLERK
a�-��.8
12l21J96 837.94 866.89 908.43 945.89 985.35 1030301056.641101.43 1112.18 1122.93
07/19/97 842.13 871.22 912.97 950.62 990.281�35.451061.921106.941117.74 1128.54
12/20J97 843.81 872.96 914.80 952.52 99226 1037.521064.041109.15 1119.98 1130.80
02128198 860.69 890.42 433.10 971.57 1012.11 1058.27 1085.32 1131.33 1142.38 1153.42
09l26/98 867.58 897.54 940.56 979.341020.21 1066.741094.00 1140.38 1151.52 1162.65
GRADE 019
577 ACCOUNTING CLERK I
319 PARKING METER COLLECTOR I
•
A B C D E F 10-yr. 15-yr. 20-yr.
(1) {2) (3) (4) (5} (6} (7) (8) (9)
12/21/96 858.68 89015 927.23 968.401011.691056.641085.15ll29.26ll40.00
07l19/97 862.47 894.60 431.87 973.741016.75 1061.92 1090.58 1134.91 1145.70
12f20l97 864.70 89639 433.73 975.69 1018.78 1064.041092.76 1137.18 1147.99
02l28l98 881.94 91432 952.40 495.20 1039.16 1085.321114.62 1159.92 1170.95
09l26/98 889.05 921.63 960.021003.16 1047.471094.001123.541164.201180.32
GRADE 020
25-yr.
(10)
1150.75
1156.50
1158.81
1181.99
1191.45
970 FIRE PROPERTY CLERK
12/21/96 876.97 918.85 455.71 996.33 1040.16 1Q86.23 1115.85 1162.63 1173.38 118414
07/19197 881.35 923.44 960.4910Q1.31 1045361091.661121.43 1168.441174.25 1140.06
12/20/97 883.11 925.29 962.41 1003.31 1047.45 1093.84 ll23.67 117Q.78 1181.61 1192.44
02/28198 900.77 943.80 981.66 1023.38 1Q68.4Q 1115.72 1146.14 1194.2Q 1205.24 1216.29
09I26{98 907.98 95135 989.51 1031.571076.95 1124.65 1155.31 1203.75 1214.88 1226.02
GRADE 021
119 CLERK-STENOGRAPHER II
17bA COMPUTER OPERATIONS ASST--LIB
142A REFECTORY SUPERVISOR
537 ZOO KEEPER I
C�
12J21J96 898.27 937.09 976.591019.361066.491112.58ll43.281191.59120235 1213.11
07/19197 902.76 941.78 981.47 1024.46 1071.82 1118.14 1149.001197.55 1208.36 1219.18
12/20197 904.57 943.66 983.43 1026.51 1073.96 112038 1151.30 1199.95 1210.78 1221.62
02l28/98 922.66 962.53 1003.101047.04 1095.44 1142.79117433 1223.95 1235.00 1246.05
09f26198 930.04 970.23 1011.121055.42 1104.20 1151.93 1183.721233.741244.88 1256.02
. .
GRADE 022
q -�a�
58a DATA ENTRY OPERATOR II
68l PROPERTY CLERK
� 438 STORES CLERK
12/21f96 919.62 96014 1002.93 1052.241098301146.58 1178.38 1228.31 1239.09 1249.83
07/19/97 924.22 964.941007.94 1057.501103.79ll5231 ll84.27 1234.45 1245.29 1256.08
12/20/97 926.07 966.871009.961059.62 1106.001154.61 1186.641236.92 1247.78 125$.59
02/28/9$ 944.59 986.21 1030.161080.81 112812 1177.701210.37 1261.66 1272.74 1283.76
09/26/98 952.15 994.101038.401089.461137.14ll8712 1220.05 1271.75 1282.92 1294.03
GRADE 023
113 CLERK III
910 Pt�RK CONCESSION SUPERVISOR
547A SWIMMING POOL SUP--OXFORD POOL
12121f96 445.84 985.35 10303014'75.28 1124.65 1171.78 1204,68 1253.921264.66 1275,42
07/14/97 950.62 990.28 1035.45 1080.66 1130.271177.64 1210.70 1260.19 1270.98 1281.80
12l20197 952.52 99226 1037.52 1082.82 ] 132.53 1180.00 121312 1262.71 1273.52 1284.36
02128198 971.57101211 1058.27 1104.481155181203.601237.381287.961298.99 1310.05
09/26/98 979341020.21 10b6.741ll3.321164.42 1213.231247?81298.26130938 1320_53
GRADE 024
� 004 ACCOLJNTING CLERK II
123 CLERK-TYPIST III
374A EDP AIDE
S70A LEGAL CLERK-TYPIST
300 METER READBR
374M MODIFIED DUTY WORKER-CLERICAL
12/21196 971.071014.941057.71 ll05.971157.541206.881240.861292.881303.63 131437
07/19l97 975.931020.01 lOb3.001111.501163.331212.911247.061299.341310.15 1320.94
12/20/97 977.881022.051065.131113.721165.661215.341249.551301.941312.77 1323.58
02128198 997.44 1042.49 1086.43 1135.99 1188.97 1239.65 1274.54 Li27.98 1339.03 135Q.05
09J26/98 1005.42 1050.83 1095.12 1145.08 1 I 98.48 1249.57 1284.74 13 38.60 1344.74 1360.85
•
A-5
• GRADE 025 q� ' p ��
i
044 ASSISTANT SUPV OF WTR BILLING
120 CLERK-STENOGRAPHER TII
381A CUSTOMER SERVICE REP
156 DUPL EQUIP OPERATOR
A B C D E F 10-yr. 15-yr. 2Q-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12f21/96 995.221037.981085.151132311180.551233.201268.281321.831332.58 1343.33
07/19/97 100020 1043.17 1090.58 I 13'7.97 1186.45 1239371274.62 1328.44 133924 1350.05
12/20/47 1002.20 1045.26 1092.76 1140.25 1188.82 1241.85 12�7.17 I 331.10 1341.92 1352.75
02(28f98 1022.24 1066.17 1114.62 1163.06 1212.60 1266.69 1302.71 1357.72 1368.76 1379.81
09/26/98 1030.42 1074.70 1123.54 117236 1222.30 1276.82 1313.13 1368.58 1379.71 1390.85
GRADE 026
166 COMPUTER OPERATOR
320 PARKING METER COLLECTOR II
�J
12f21196 1022.65 1068.65 1115.85 116630 121 &.94 1272.67 1306.67 1363.03 1373.79 1384.54
�7l19(9� 1027.761073.991121.43 1172.13 1225.03 1279.03 13li.201369.851380.66 1391.46
12120I97 1029.82 107614 1123.67 1174.47 1227.48 1281.59 1315.83 1372. S9 1383.42 I 394.24
02/2819& 1050.421097.661146.141197.961252.03 1307.22134215 1400.041411.09 1422.12
09/26/98 105 8.82 1106.44 I 15 5 31 1207.54 1262.05 1317.68 13 52.89 1411.24 1422.3 8 143 3.50
GRADE 028
434 CASHIER
433M MODIFIED DUTY WORKER-CLERICAL
433 STOREKEEPER
•
12/2U96 1052.24 1098.3Q 1146.58 1201.37 1254.Q3 1312.16 134835 1410.87 1421.63 1432.38
07/19/97 1457.50 I 103.79 115231 1207.38 126030 1318.72 1355.09 1417.92 1428.74 1439.54
12120{97 1059.62 1106.00 1154.61 1209.79 1262.82 1321.36 1357.80 1420.76 1431.60 1442.42
0212$J98 1080.81 112812 1177.70 1233.991288.08 1347.79 1384.96 1449.18 1460.23 1471.27
09126/98 1089.46 1137.14 1187.121243.86 1298.38 1358.57 1396.04 1460.77 147191 1483.04
�
CJ
}
GRADE 029
045A CLERK IV
423A PAYROLL CLERK
538 ZOO KEEPER II
� .' �
A B C D E F 10-yr. 15-yr. 20-yr.
Cl) ��) � ��) � � ��) �g) �9)
12121/96 1077.46 113012 ll 80.55 1237.60 1293.52 1354.92 139332 1452.06 1462.81
07/19/97 1082.85 1135.77 1186.45 1243.79 1299.991361.691400.29 145932 1470.12
12f20l97 I 085.02 1138.04 1188.82 1246.28 1302.59 1364.41 1403.09 1462.24 1473.06
02128198 1106.72 1160.80 1212.60 1271.21 1328.64 1391.'70 1431.15 1491.48 1502.52
09/26198 1115.57 1170.09 122230 1281.38 1339.27 1402.83 1442.60 1503.41 1514.54
25-yr.
(10)
1473.57
1480.94
1483.90
1513.58
1525.69
GRADE 030
203A ANIMAL CONTROL OFFICER
300A ELECTIONS ASSISTANT
327 PAYROLL AUDIT CLERK
149A PROCUREMENT SPECIALIST TRAINEE
�
12121/96 110930 1158.65 1211.23 1271.59 1329.70 139114 1429.51 1492.16 1502.90 1513.66
07J19147 ll 14.85 1164.44 1217.29 1277.95 133b.35 139810 1436.66 1499.62 1510.41 1521.23
12f20197 1 ll 7.08 1166.77121932 1280.51 1339.02 1400.90 1439.53 1502.62 1513.43 1524.27
02/28/98 1139.42 1190.11 124411 1306.12 1365.80 1428.92 1468.32 1532.b� 1543.70 1554.76
09126/98 1148.54 1199.63 1254.06 1316.57 1376.73 1440.35 1480.07 1544.93 1556.05 1567.20
Cs1.7:��_OZ�x�I
Q73 BUILD PERMIT CLERK
070 CHIEF METER READER
541A HUMAN RESOURCES RECORDS CLERK
965 LICENSE CLERK
248A SECRETARY
363A TREASURY CLERK
CJ
12121/96 113 8.87 118933 1245.26 1302.30 1364.81 1428.42 1468.96 1530.00 1540.74 1551.50
07/ I 9197 1144.56 1195.28 1251.49 1308.81 13 71.63 1435.56 1476.30 1537.65 1548.44 1559.26
12/20f47 ll46.85 ll97.671253.99 13ll.43 1374.37 1438.43 ]479.25 1540.73 ISS1.54 156238
02l28l98 1169.79 1221.62 1279.07 13 37.66 1401.86 146720 1508.84 1571.54 15 82.57 1593.63
09126/98 ll 7915 123139128930 1348.361413.07 1478.94 1520.91 1584.11 1595.23 1606.38
A-7
;s�:�.����a
150A PROCUREMENT SPECIALIST
249A SECRETARY (STENOGRAPHER}
� 431A SBNIOR COMPUTER OPERATOR
541 STOREROOM SUPERVISOR
202A TELECOMMIINICATOR
i •
.-
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) ( � � t t�) C � tl�)
12I21196 1170.66 1226.601281.441341.78 1404.30 1470.11 1512,86 1578.97 1584.73 1600.47
07119/97 1176.51 1232.73 1287.85 1348.49 141132 1477.46 1520.42 1586.86 1597.68 1608.47
12l20f9? 1178.861235.201290.431351191414.141480.411523.461590.031600.88 1611.69
02/28l98 1202.44 1259.90 1316.24 1378.21 1442.42 1 S 10.02 1553.93 1621.83 1632.90 1643.92
09/2b/98 1212.Ob 1269.98 1326.77 1389.24 1453.96 1522.10 156636 1634.80 1645.96 1657.Q7
GRADE 033
382A CUSTOMER SERVICE SENIOR REP
157 DUPL EQUIP OPR SUPERVISOR
138M MODIFIED DUTY WORKER-CLERICAL
305A PAYROLL SYSTEM SUPERVISOR
138A VEHICLE MAINT CLERK
12121 /96 I 202.47 1260.63 1318.'16 1379.05 1443.77 1512.86 1555.63 I 622.37 1633.10 1643.86
07! 19197 1208.48 1266.93 132535 138595 1450.99 1520.42 1563.41 163 0.48 1641.27 1652.08
. 12J20{97 1210.90 1269.46 1328.00 13 88.72 1453.89 1523.46 1566.54 163 3.74 1644.55 16553 8
02/28/98 123 512 1294.85 1354.56 1416.49 1482.47 1553.93 1>97.87 1666.41 1677.44 1688.49
09126198 1245.00 1305.21 1365.40 1427.82 1494.83 156636 1614.65 1679.74 1690.86 1702.00
GRADE 034
506 CLERICAL SIiPBRVISOR
12121 /96 1237.60 1293.52 13 54.92 1416.36 1483.23 1555.63 1598.39 1668.02 1678.75 1689.53
07! 19197 1243.79 1299.99 1361.69 1423.44 1490.65 1563.41 160638 167636 1687.14 1647.48
12/20/97 1246.28 1302.59 1364.41 1426.29 1493.63 1566.54 1609.59 1679.71 1690.51 170138
02/28/98 1271.21 1328.64 1391.70 1454.82 1523.50 1597.87 1641.78 1713.30 1724.32 1735.41
09f2 bl98 1281.3 8 133 927 1402.83 1466.46 1535.69 1610.65 1654.91 1727.Q 1 173 8.11 1749.29
�
. •
�� , .
GRADE 035 �� "��g
SOOA POLICE DISPATCHER
�
A B C D E F 10-yr. I S-yr. 20-yr.
(1) ( ( l �$? tb) ��) (8) C
12121/96 127L59 1329_70 1391.14 1458.�5 1526.02 159839 1643.36 1717.01 1727.76
Q7/ 19/97 1277.45 133635 1348.10 146534 1533.65 1606.38 1651.58 1725.60 1736.40
1212a/97 1280.51 1339.02 1400.90 1468.27 1536.72 1609.59 1654.88 1729.05 1739.87
02/28/98 1306.12 1365.80 1428.92 1497.64 1567.45 1641.78 1687.98 1763.63 1774.67
09J26198 1316.57 1376.73 144035 1509.62 1579.99 1654.91 17Q 1.48 1177.74 1788.87
25-yr-
(10)
1738.52
1747.21
1750J0
1785.71
1800.00
GRADE 037
473 WATER BILLING SUPERVISOR
12(21 /96 1342.88 1406.48 1471, 20 154030 1613.74 1691.63 173 8.74 1814.98 1825.72 1836.48
07/19/97 1349.54 1413.51 1478.56 1548.00 1621.81 1700.09 1747.43 1824.05 1834.85 1845.66
12120J97 1352.29 1416.34 1481.52 1551.10 1625.05 1703.49 1750.92 1827.70 1838.52 1&4935
02128/98 1379.34 144�.67 1511.15 158212 1657.55 1737.56 1785.94 1864.25 1875.29 1886.34
09{26t98 13 9037 1456.23 1523.24 1594.78 1670.81 1751.46 1800.23 1874.16 1890.24 1401.43
GRADE 37A
276A EMPLOYMENT TESTING CQORDINATOR
� 12121/96 1342.>41406.631469.601540.391614.631721.841758.861833161843.40 1$53.64
07/19/97 1349.25 I 413.66 1476.95 1548.09 1622.70 1730.45 1767.65 1842.33 1852.62 1862.91
12120/97 1351.95 1416.491479.90 1551.19 162595 1733.91 1771.19 1846.01 1856.33 1866.64
02/28198 1378.99 1444.82 1509.50 15 $2.21 1658.47 1768.59 1806.61 1882.93 1893.46 1903.97
09/26l98 1390.02 145638 1521.58 1594.87 1671.74 1782.74 1821.06 1897.99 1908.61 1919.20
�
�
DEPARTME:�T/OFFICE/COGNCIL. DATE I�ITIATED GREEN SHEET No.: 35900 q�.i��
LABOR RELATIONS 3une 24, 1997
COITAC7 PER505 8 PIIOSE: � INiTIALDATE INITIAIJDA7E
JULIE KRAUS 266-6513 qSS1GN 1 DEPARTMENT DIR. �_ 4 CSTYCO[3NCIL
titi11BE12 2 CI7Y ATTORNEY _,� CI"SY CLERK
\tCSI' BE OV COI"\QL AGE\DA B1' (DATE} FOR BUtXiET DIR. FIN. & MGT. S£RVSCE DIR.
July 2, 1997 ORDER G 3 MAYOR (OR ASS7.)
TOTAL H OF SIG]ATl'RE PAGES_I (CLIP ALL LOCATIONS FOR SIG'.VAT6RE)
acr�o� eeQi Esrep. This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union #32508, District Council No. 14 of the American Federation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDATIONS. Approve (A) or Reject (A) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
PLANNING COMMISS)ON _CIVIL SERVICE COMMISSION ]. Hu this person/firm ever worked under a contract for this department?
CIB COMMITTEE Yes No
STAFF 2. Has this person/firtn ever been a city employee?
DISTRICTCOUAT Yes No
SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nomially possessed by any current city employee?
Ye5 No
Explain all yes answers ou separate sheet and attac6 to green sheet
INIT[AT[NG PROBLEM, ISSUE, OPPORTUNII'Y (K'ho, What, Whea, Where, Why):
�������V ,.�
ADVANTAGESIFAPPROVED. �UN 25 1.791
t1YY Al'1`�RNEY
DISADVANTAGESIFAPPROYED:
JIJ�! 2 v ?�;n7
� DISADVANTAGESIFNOTAPPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGE'I'ED:
FUNDING SOURCE: ACTMTY NUMBER:
, FINANCLIL INFORMATIOI�: (EXPLAIN)
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INDEX
� ARTICLE TITLE PAGE
Preamble ........................................ii
1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Check Off ........................................2
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
5 Holidays .........................................4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . S
7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
8 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
9 Vacation .........................................9
10 Insurance .... .... .. ...... .. .... .. . ... . .. ..... . . . . 9
i l Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 14
12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
14 Wages .........................................15
IS Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
� 16 Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
17 Military I.eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
21 Vacancies . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . 22
22 No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
24 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
25 Nondiscrunination ................................. 26
26 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 26
28 Safety .........................................27
29 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al
• i
i�;�x���y
�
This agreement entered into by the Ciry of Saint Paul, hereinafter referred to as the
•
•
Employer, and Locai Union 2508 a�liated with Council 14 and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter refened to as the Union, has
as its purpose the promotion of hannonious relations between the Employer and the Union, the
establistunent of an equitable and peaceful procedure for the resolution of differences, and the
establishment of rates of pay, hours of work, and other conditions of empioyment.
ii
ARTICLE 1 - RECOGNITION
a
1.1 The Empioyer zecognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours and other conditions of employment for
• all of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated 3uly 12, 1973, in Case No. 74-PR-61-A and as atnended as
set forth in Secrion L2 below.
1.2 The bargauung unit covered by tlus agreemerrt shali consist of the foilowing:
All office, clerical, and administtative personnei who are employed by the Ciry of Saint
Paul or who have their "terms and conditions of empioyment" established by the
governing body of the Ciry of Saint 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:
Accounting Clerk I
Accounting Clerk II
Animal Control Officer
Asst. Supv. of Water Biliing
Building Permit Clerk
Cashier
•
Chief Meter Reader
Clerical Supervisor
Clerical Trainee
Clerk I
Clerk II
Clerk III
Clerk IV
Clerk-Stenographer I
Clerk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Clerk-Typist II
C1erk-Typist II (bilingual)
Clerk-Typist III
Elections Assistant
Employment Testing Coordinator
Fire Property Clerk
Human Resources Records Clerk
Laboratory Helper
Library Aide
License Clerk
Maintenance Traine�
Management Trainee
Meter Reader
Modified Duty Worker (Clerical)
Park Concession Supervisor
Park Guide
Parking Enforcement Officer
Parking Enforcement Officer
-- Police
Parking Meter Collector I
Parking Meter Coilector II
*Parking Meter Monitor
Payroll Audit Clerk
Computer Operations Assistant Payroll Clerk
--Library Payroll System Supervisor
Computer Operator Police Dispatcher
Conservatory Attendant Procurement Specialist
Counselor Aide Trainee Procurement Specialist Trainee
Customer Service Representative Property Clerk
Customer Service Senior Representative Refectory Attendant
Data Entry Operator I Refectory Supervisor
Data Entry Operator II Registration Clerk
Duplicating Equipment Operator Secretary
Dupiicating Equipment Operator Supvr. Secretary (Stenographer)
EDP Aide Senior Computer Operator
•
ARTICLE 1 - RECOG1vITION (Continued)
Storekeeper
Storeroom Assistant
Storeroom Supervisor
Stores Clerk
Swiuuning Pool Supervisor
-- Oxford Paol
Technical Trainee
Telecommunicator
Trainee (Storehouse)
Treasury Clerk
Vehicle Maintenance Clerk
Water Billing Supervisor
Zoo Keeper I
Zoo Keeper II
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shail the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and admiiristration of grievance
procedures. This provision shall remain operative only so long as specificaliy provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indemnify and hold harniless the Employer against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any acUon taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
ARTICLE 2 - CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted sfiall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to ihe representative by
the first of the succeeding month after such deductions aze made or as soon thereaf[er as
is possible.
2.2 The Union agrees to indemnify and hold harmiess the Employer against any and all
claims, suits, orders or judgments brougfit or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
The normal work day shall be seven and three/fourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be
paid.
The normal work week shall be five (5) consecutive normal work days in any seven (7)
day period.
•
n
�
•
2
ARTICLE 3- HOURS OF WORK (Continued)
3.3 For empioyees on a shift basis, this shall be constnzed to mean an average of
thirty-eight and three-fourths (38 hours per week.
� 3.4 This section shali not be construed as, and is not a guarantee of, any hours of work per
normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall
be 'bvertune work" and shall be done only by order of the Head of the Department.
3.6 All employees in this bargaining unit shall be recompensed for work done in excess of
the normal hours established above in this Articie by being granted compensatory time
on a time and one-ha2f basis or by being paid on a time and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1l8oth of the biweekly rate.
3.? Normal work schedules showing the employee's shifis, work days and hours shail be
posted on all department bulletin boards at all tnnes. It is also understood that
deviation from posted work schedules shall be permissible due to emergencies and acts
of God, and overtime may be required.
3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement
with the Employer, work schedules other than schedules limited 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 agreements shall be subject to the provisions of the
� Fair Labor Standards Act.
3.4 For empIoyees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an arrangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for employees who share a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be administered in
accordance with the provisions of Article 1Q of this agreement. In the event that one of
the employees participating in the shared posiuon is ternunated or terminates
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 shall
have the option of increasing the remauring employee's work hours.
3.10 Sections 3.8 and 3.9 shail not be subject to the provisions of Articie 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normai wark day 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 shall be pernussibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
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3
ARTICLE 3- HOURS OF WORK (Continued)
3.12 When there is a need to assign additional daytime, evening or weekend haurs, the
employer shall first request volunteers from among emptoyees. Volunteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earliet than 6:00
a.m. or ending later than 6:00 p.m., provided 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 night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beguuiing earlier than 6:00 a.m. or ending
later than 6:00 p.m., bat less than five ho¢rs 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 %) for 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 all
continuous hours worked during the snow emergency.
ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - Ali employees work schedules shall provide for a fifteen minute rest
period during each one-half shift. The rest period shali be scheduled by management at
approximateIy the middIe of each one-haIf shift whenever this zs feasible.
4.2 If an employee is schednled to work a fuIl half sfiift beyond his/her regular quitting
time, he/she shall be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 Hotidays recognized and observed -
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
The following days shall be recognized and
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating hoiidays
Eligibie empioyees shaIl receive pay for each of the holidays lisied above on which they
perform no work. Whenever any of the holidays listed above falls on a Saturday, the
holiday shali be observed on the preceding Friday. Whenever any of the holidays listed
above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For
empioyees assigned to a work week other than Monday through Friday, the hoIiday
shatl be observed on the calendar date of the holiday.
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ARTICLE 5- HOLIDAYS (Continued) q� � gag
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during ihe
contract year, sub}ect to the approva] of the Deparanent Head of any employee.
. S.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 payrall
the last working day before the holiday and on three other working days of the nine
working days preceding the holiday. In neither case shall the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been employed as a temparary employee for sixty-seven
(67) consecutive work days. No temporary employee shall be eligible for any floating
holidays.
ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE
6.1 The Employer shall recognize stewards selected in accordance with Union rules and
regulations as the grievance representatives of the bargaining unit. The t3nion shall
notify the Empioyer in writing of the names of the stewards and of their successors
� when so named.
6.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of ihe
empioyees and shall therefore be accomplished during working hours only when
consistent with such employees' duties and responsibilities. The steward involved and
a grieving employee shall suffer no loss in pay when a gzievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of thear supervisor to be absent to process a grievance and that such absence
would not be detrunental to the work programs of the Employer.
6.3 The procedure established by this Article sha11 be the sole and exclusive procedure for
the processing of grievances, which are defined as an alleged violation of the terms and
conditions of this agreement. However, this Article does not abridge grievance rights
possessed by eligible Veteran's under applicable Veterans' statutes.
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1- Upon the occurrence of an alleged violation of this agreement, the empioyee �
invotved (with or without the steward) shalt attempt to resolve the matter on an
informal basis with the employee's supervisor. If the matter is not resolved to the
emptoyee's satisfaction by the informal discussion, it may be reduced 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 relief requested. Any alleged violation of the agreement not reduced to
wriring by the Union within €ourteen (24} work days of the fust occurrence of the event
giving rise to the grievance shail be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shali meet with the Union Steward and attempt to resolve the
grievance. If as a result of this meeting the grievance remains unresolved, the
EmpIoyer shali reply in writing to the Union within seven (7) work days foliowing this
meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work
days folIowing receipt of the Employer's written answer.
Any grievance not referred in writing by the Union within seven (7� work days
following receipt of the Employer's answer shall be considered waived.
Step 3- Within seven (7) work days following receipt of a grievance referred from Step
2, a designated Employer 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 Employer skall
reply in writing to the Union stating the Empioyer's answer concerning the grievance.
If as a result of the written response the grievance remains unresolved, the Union may
refer the grievance to Step 4. Any grievance not referred in writing by the Union to
Step 4 within seven (7) work days following receipt of the Employer's answer sha11 be
considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7) work
days after the response of the Empioyer 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 peimauent panel of five (5) arbitrators. Arbitrators
shail be selected by iot within twenry (20) work days after notice has been given.
In the event the Employer and the Union cannot mutually agree to five {5) arbitrators
for the permanent pattel, the parties will petition the Llirector of the Bureau of
Mediation Services for a list of ten {10) azbitrators for each panel member for which the
parties did not mutually agree. The parties shalI altarnately strike names from such
Iist(s}, the Employer suiking first, until one (1) name remains. Vacancies occurring on
the permanent panel during the life of tlus agreement shall be filled by mntual
agreement of the parties. �
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ARTICLE b- EMPLOYEE RIGATS - GRIEVANCE PROCEDURE `1�"�g
(Continued)
If the parties cannot mutuaily agree, the vacancy shall be filled by the process noted in
� the preceding paragraph. This arbitrator selection process shall be effective onty for
the duration of trus agreement unless both parties mutually agree to extend such
provisions.
At any tune prior to the opening of an arbitration hearing, the parties may mutuaily
agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate
a resolution of the dispute.
6.5 The arbitrator shail have no right to amend, modify, nullify, ignore, add to, or subuact
from the provisions of this agreement. The arbitrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Union and shall have no
authority ta make a decision on any other issue not so submitted. The arbitrator shail
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules ar regulations having the farce and
effect of law, The arbitrator's decision shali be submitted in writing within thirry (30)
days following close of the hearing or the submission of briefs by the panies,
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 arbitrator
shall be final and binding on the Employer, the Union, and the employees.
� 6.6 The fees and expenses for ihe arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union, provided that each party shali be responsibie
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 Qnion.
6.8 It is understood by the Union and ffie Employer that a grievance, other than a grievance
arising from a disciplinary action, may be determined by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
If an issue is determined by this grievance procedure it shali not again be submitted for
arbitration under the Civil Service Rules. If an issue is determined by the provisions of
the Civil Service Rules it shall not again be submitted for arbination under this
grievance procedure.
69 The provisaons of this Article 6 shall not apply ta 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 L.oca12508.
This section shail not be grievable.
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ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized: Pursuant to Chaprer 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 �
following provisions aze adopted.
7.2 Method of Computation: To be eligible for such reimbursement, all off'icers and
employees must receive written authorization from the Deparunent Head.
Type 1- Tf an employee is required to use his/her own automobile OCCASIONALLY
during employment, the employee shall be reunbursed at the rate of $4.00 per day for
each day the employee's vehicie is actualiy used in performing the duties of the
employee's position. In addition, the employee shail be reimbursed $0.20 per mile for
each mile actuaily driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative deternunes that an Employer vehicle is
available for the employee's use, but the employee desires to use his/her own
automobile, then ihe employee shall be reimbursed at the rate of $0.2� per mile driven
and shal] not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGiTLARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reirubursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive an automobile during emptoyment and the �
Department Head or designated representative determines that an Employer vehicle is
avaitable for the employee's use, but the employee desires to use his/her own
automobile, then the employee sha11 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 Parking Ramp for City employees on
either of the above mentioned types 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 car available.
7.4 Rules and Regulations: The Mayor shall adopt rules and regutations governing the
procedures for automobile reimbursement. Such rules and regulations 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 sha11 further require that they maintain automobiie liabiliry insurance in amounts of
not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage,
or liabiliry insurance in amounts not less than $300,000 singie limit coverage, with the
City of Saint Paul named as an additionai insured. These rules and regulations,
together with the amendment thereto, shali be maintained on file with the City Clerk. �
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ARTICLE 8- RESIDENCE C�� gag
8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No.
27337$ shail apply to all employees covered by this agreement.
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumuiate at the rates shown below for each fu11 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
�Iours of Vacation
.0385 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.100Q (26 days)
9.2 The Head of the Deparunent may permit an employee to carry over up to one hundred
and tcvenry (120) hours of vacation into the following "vacation year. ° For the purpose
of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year).
4.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan and
Rates of Compensation, Section I, Sub. H.
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer wili continue for ffie period of this agreement to provide for empioyees
such health and life insurance benefits as are provided by the Employer at the tune of
execution of this agreement.
10.2 For each eiigible employee covered by this agreement who is employed fuil-time and
who selects employee heaith insurance coverage provided by the Employer, the
Empioyer agrees to contribute $191.40 or the actuai cost, whichever is less, per month
toward the cost of such premium.
For each eligible full-time employee who selects family heaith insurance coverage, the
Employer wili contribute the cost of such family coverage or 368.82 per month,
whichever is 3ess. These contribution levels shall be effective for 7anuary, 1997
premiums.
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ARTICLE 10 - INSURAI�TCE (Continued)
103 Effective for the January, 1998 3nsurance premiums, for each eligible employee
covered by this agreement who is employed full-tune and who selects employee health
insurance coverage provided by the Employer, the Emplayer agrees to conuibute the �
actual cost of the sing2e health insurance premium.
For each eligible full-t9me employee who selecYS fanuly health insnrance coverage, the
Employer will contribute the cost of such famity coverage or $368.82 plus 25 % of the
1998 famity 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 employmenY is def ned as appearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12}
monih period preceding the annual open enrollment or special enrolIments or the s'vc (6)
month period preceding initiai enrollment.
Three-qtearter time employment is defined as appearing on the payroll an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the twelve (12}
manth period preceding the annual open enroilment or special enrollments or the suc (6)
month period preceding initiat enrollment.
Half-time employment is defined as appearing on the payroli an average of at least 40
hours, but less than 52 hoars, per biweekly pay period for the tweive (12) month period
preceding the annual open enroliment or special enrollments or six (6) month period
preceding initial enrollment. �
10.5 For each etigible employee covered by this agreement who is empioyed half-time and
who selects employee heaIth insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-Time employees selecting
employee coverage in the same insurance plan.
For each half-time employee who selects family heaith insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for fuIl-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
Cime and who selects employee health insurance coverage, the Employer agrees To
conuibute sevenry-five percent (75 %) of the amount contributed for fuli-time
empioyees selecting empioyee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer will contribute seventy-five percent (75%) of the amount contributed for
fuIl-time employees selecting family health insnrance coverage.
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ARTICLE 10 - INSURANCE (Continued)
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance contributions
� as full-time employees. This Section 10.6 applies oniy to employees who were
employed half-time during the month of December, 1985 and shail continue to apply
only as long as such empioyees remain continuously employed half-time.
10.7 For each eligible employee, the Employer agrees to contribute 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 Pian.
10.9 Any cost of any premium for any City offered empioyee or family insurance coverage
in excess of the dollar amounts stated in thas Article 10 shail be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the employee selected health insurance coverages can be paid on a pre-tax
basis. Employees covered by this agreement will be eligible to participate in the
Flexible Spending Account as offered by the Empioyer. 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
10.32 Employees who retire must meet the foliowing conditions at the rime of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
10.16 below, toward a health insurance plan offered by the Employer:
10.12(i) Be receiving benefits from a public employee retirement act at the time
of retirement, and
10.12(2) Have severed hisJher relationship with the Ciry of Saint Paul for reasons
other than misconduct, and
10.12(3) Have completed at least 20 years with the City of Saint Paul.
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ARTICLE 10 - INSURANCE (Continued)
Early Retirees
10.13 Tfiis Section shall apply to full time employees who:
10.13(1) Retire on or after January i, 1996, and
10.13(2) DJere appointed on or before December 31, 1995, and
10.13(3) Have not attained age 65 at retirement, and
I0.13(4) Meet the terms set forth in Section 10.12 above, an@
10.13(5) Select a health insurance plan offered by the Employer
UntIl such employees reach sixry-five (65) years of age, the Employer agrees that for
retirees selecting siagle coverage, the Employer witl provide the same contribufion as is
provided for active employees selecting single coverage under this agreement. This
amount, however, shall noi exceed $35� per month.
For employees selecting fanuiy heaith insurance coverage, the Employer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Employer's contribution shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.14 This Section shalI appiy to fult time employees who:
10.14(1) Retire on or after January 1, 1996, and
10.14(2} Were appointed on or after January 1, 1996, and
10.14(3) Have not attained age 65 at retirement, and
10.14(4} Meet the conditions of Section 10.12 above, and
1d.14(5} Select a health insurance plan offered by the Employer.
Until such rerirees reach sixry-five (65} years of age, the Employer agrees to contribute
a maximum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree altains age 65, the provisions of Section l0.lb shall apply.
Regular Retirees (Age 65 and over}
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after Tanuary 1, 1996, and
10.15(2} Were appointed on or before December 31, 1995, and
10.I5(3) Have not attained age 65 at retirement, and
10.15(4) Meet the tern�s set forth in Section 10.12 above, and
I0.15(5) Setect a health insurance plan offered by tfie EmpIoyer
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ARTICLE 10 - INSURANCE (Continued)
q� `���
The Empioyer agrees to contribute a maxunum of $550.00 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 ihe Employer's
contribution shali not be paid to the reuree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.13 when such retirees attain age 65.
1016 This Section shall appiy to full time employees who:
10.16(i) Retire on or after 3anuary 1, 1996, and
1016(2) Were appointed on or after 7anuaty 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
10.16(4) Meet the conditions of Section 10.12 above, and
10.16{5) Select a health insurance plan offered by the Employer.
The Employer agrees to conuibute a maximum of $300.00 per month toward the cost
of single or family health insurance coverage offered to regular retirees and their
dependents. Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.14 when such early retirees attain 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 singie 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 hisJher spouse as a dependeni if such spouse is also a Ciry
retiree or City empioyee and eligible for and is enrolled in the City health insurance
program.
Survivor Insurance
10.19 The surviving spouse of an employee carryina family coverage at the time of hislher
death due to a job connected injury or illness which was determined to have arisen out
of and in the course of hislher employment under worker's compensation law shail
continue to be eligible for ciry contrlbution in the same proportions as is provided for
retired empioyees.
�
In the event of tt�e death of an early retiree or a regular retiree, the dependents of
the retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance (Continued)
Tt is further understood that coverage shaii cease in the event of:
10.19(1} Subsequent remarriage of the surviving spouse of the deceased empioyee �
or retiree.
10.14(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City heaith insurance for the fust ninety
(90) days of said employment.
ARTICLE 11 - WORKING OUT OF CLASSTFICATION
11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of tune. Any employee working an out-of-class
assignmeni for a period in excess of fifteen (15} working days during a year shali
receive the rate of pay for the out-of-class assignment in a lvgher classification not later
than the sixteenth {16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an assignment of
an employee to perform, on a full time basis, all of the significant duties and
responsibilities of a position different from the employee's regular position, and which �
is in a classification higher than the ciassification 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 regular appointment to the higher
classification.
11.2 For the following classifications, the provisions of Section il.l shall not apply to
performance of the dudes of the next higher classification in the job series:
Clerk I
C1erk-Stenographer I
Clerk-Typist I
Data Entry Operator I
Zookeeper I
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ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any written reprimand made concerning any member of this Bargainino Unit which is
filed with the Office of Human Resources or within any City department shall be shown
• to the member before it is placed on fi1e. Before the reprnnand is placed on file, the
Clry shall request from the employee an aclrnowiedgment, in writing, that the
reprnnand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual working hours, 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.
12.3 Any member of the bargauung unit may file a grievance or discrimination compiaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 13 - BULLETIN BOARDS
13.1 The Employer sha11 provide reasonable bulletan space for use by the Union in posting
notices of Union business and activities. Said bulletin board space shall nat be used by
the Union for political purposes other than Union elections. Use of this bulietin board
is subject to approval of the Department Head.
ARTICLE 14 - WAGES
� 14.1 For purposes of this conuact, the wage schedule shall be Appendix A, attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preciude the Empioyer from the foliowing:
1. Reorganizing
2. Abolishing classifica�ions
3. Establishing new classificarions
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that tifles and grades in Appendix A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargaining unit
shall suffer any reduction in salary because of a regrading or reclassification during the
wntract period in which such regrading or reclassification takes place.
14.2 Empioyees may request an audit of their position whenever the nature of the work
andfor responsibilities in their position have substantially changed. When an employee,
or a supervisor on behalf of an employee, requests a ciassificationlregzading study of
their position, responsible Managers in the Department where the employee(s) work(s)
and ihe staff of the Office of Auman Resources will facilitate the completion of the
study within ninety (90) days afrer the empioyee submits their job profile.
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ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditions of employment relating to wages, hours of work,
over[ime differenfials, vacations and alI other genera] working conditions shall be �
maintained at not less than the highest minimum standard set forth in the Civil Service
Ru1es of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan
and Rates of Compensation at the time of the signing of this agreement, and the
conditions of einployment shall be unproved wherever specific provisions for
improvement are made elsewhere in this agreement.
ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make
appiicarion for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civil Seroice Rules (Resolution No. 3250).
16.2 Sick Leave - Sick leave shall accumnlate at the rate of .0576 of a working hour for
each full hour on the payroll, exciuding overtime. Sick leave accumulation is
unlunited. To be eligible for sick leave the employee must report to his/her supervisor
no later than one-half hour past hislher regular scheduled starting tune. The granting of
sick leave shall be subject to the terms and provisions of Resolution No_ 3250 of the
Ciry of Saint Paui.
For absences due to sickness of seven (7) or fewer calendar days, the Employer shall
require a physician's cert�cate or additional certificates only when there is reason to r
suspect abuse of sick leave or to verify that an employee is fii to return to his or her
position. The Employer's requirement of a certifrcate under this section shall not be
arbitrable.
16.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of tune as the Head of the Department deems
necessary on account of sickness or injury of the employee, quarantine established by a
public heahh enforcement agency, death of the employee's mother, father, spouse,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the household; and may be granted leave with pay for such time as is actuatiy necessary
for office visits to a doctor, dentist, optometrist, etc.
16.4 Leave Without Pay - Any employee who engages in active service in time of waz 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 shall
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and subject to such condifions as aze imposed by iaw.
Such leaves of absence as are granted under Article 17 shall conform to Minnesota
Statutes, Section 192, as amended from tnne to time, and shall confer no additional
benefits other than those granted by said statute. �
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Employees who aze required during regular working hours to appear in
court as jurors or witnesses, except as a witness in their own behalf against the City,
• shall be paid their regular pay while so engaged, provided that any fees that employees
may receive from the court for such services shali be paid to the Ciry and be deposited
with the City Finance Director. Employees scheduled to work a shift other than the
normal daytime shift, shall be rescheduled to work the normal daytime shift during such
time as is required to appear in court as a juror or wimess.
16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
the Civil Service Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
16.7 An employee elected or appointed to a full tnne paid position by the exclusive
representative may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duties of the exclusive representative.
16.8 Maternity and Parental Leave - Pregnant employees of the Ciry 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 disabied or ill City employee. Such paid sick leave eligibiliry shali 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) month Parental leave of absence without pay shali be granted to a natural
� parent or an adoptive parent who requests such leave in conjunction with the hirth or
adoption of a child. Such leave may be extended an additional twelve (12) months by
mutual agreement between the employee and the Employer.
Refusal on the part of the Employer to grant an extension of such leave shall not be
subject to the provisions of Article 6 of this agreement.
Empioyees who return following such leaves of absence shali be placed in a position of
equivalent salary and tenure as the one held just prior to the beginning of their leave.
16.9 An employee shali be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom activities related to the employee's cluld,
provided the conferences or classroom activities cannot be scheduled during non-work
hours.
When the leave cannot be scheduled during non-work hours and the need for the leave
is foreseeable, the employee must provide reasonabie prior notice of the leave and make
a reasonable effort to schedule the leave so as not to disrupt unduly the operations of
the Empioyer. An employee shall be allowed to use vacation or compensatory time for
this leave; otherwise, this leave shall be without pay.
CJ
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ARTICLE 16 - LEAVES OF ABSENCE (Continaed)
16.10 Votuntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of absence without pay during the fiscal year. During such
leave of absence, the employee shall coatinue to eam and accrue vacation and sick •
leave, senioriry credits and maintain insurance eligibiliry as though he or she were on
the payroil.
Any Ieave of absence granted under this provisioa is snbject to the approval of the
Department Aead.
ARTICLE 17 - lYIILLTI'ARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee wfio shali be a member of the National Guazd, the
Naval Miliva or any other component of the militia of the State, now or hereafrer
organized or constituted under state or federal law, or who shall be a member of the
O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the miiitary or navaI force of the
United States, now or hereafter organized or constituted under Federal law, shall be
entitled to leave of absence from employment without loss of pay, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the time when such
employee is engaged with such arganization or component in training or active service
ordered or authorized by proper authority pursuant to Iaw, 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 atlowed oaly in case the �
required military or naval service is sausfactorily performed, which shall be presumed
untess the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to his/her position
imrnediately upon being relieved from such military or naval service and not tater than
the expiration of tune herein limited for such leave, or (2) is prevented from so
retuming by physical or mentai disability or other cause not due to such employee's
own fault, or (3) is required by proper authoriry to continue in such military or naval
service beyond the time herein limited for such leave.
ARTICLE 18 - MANAGEMENT RIGHTS
18.1 The Union recognizes the right af the Ciry to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
AIl rights and authority which the Ciry has noT officially abridged, delegated or
modified by this agreement are retained by the City.
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ARTICLE 18 - MANAGEMENT RIGHTS (Cnntinued) q� -���
18.2 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, its overall budget, utilization of
technology, and organizauonal structure and selection and direction and number of
personnei.
ARTICLE 19 - SE1vIORITY
19.1 Senioriry, for the purpose of this agreement, shail be defined as follows: The length of
continuous, regular and probationary service with the Employer from the date an
employee was first certified and appointed to a class tifle covered by this agreement, it
being further understood that seniority is confined to the cunent class assignment heid
by an employee. In cases where two or more employees are appointed to the same
ciass title on the same date, the senior9ty shall be determined by employee's rank on the
eligible list from which certification was made.
19.2 Seniority shali terminate when an employee retires, resigns, or is discharged.
19.3 In the event it is determined by the Employer that it is necessary to reduce the work
force, empioyees wili be laid off by class tide within each department based on inverse
length of seniority as defined above.
However, when layoff occurs ln any of the titles listed below under Column A, layoff
� shail be based on inverse length of total seniority in all titles listed on the corresponding
line under Column B. The Human Resources Department wiil identify such least senior
employee in that title in the department reducing positions, and shall notify said
employee 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 Departmenc shail place the
affected employee in such vacancy. If two or more vacant positions are availabie, the
Human Resources Department shall decide which vacant positions the affected
empioyee shall fill. If no vacancy exists in such tifles, 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 shail have the right to claim that position
and the least senior City employee in such ritles shail be the employee laid off. Ror the
purposes of this Ar[icle, ihe Board of EducaYion is not included as a City departmern
nor is a Board of Education empioyee included as a Ciry employee.
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ARTICLE 19 -SEI�IORITY (Continued)
Column A
Accounting Machine Operator I
Accounting Machine Operator II
Cashier I
Casluer II
Clerk I
Clerk II
Clerk-Typist I
CIerk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Cotumn B
Accounting Machine Operator I,
Accounting Machine Operator II
Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Cierk I, Clerk II
Cterk I, Clerk II
Clerk-Typist I, C1erk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Cierk-Stenographer II
Data Enuy Operator I,
Data Entry Operator II
•
19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be rednced, employees who have held
lower tides which are in this bargaining unit will be offered reductions to the highest of
these titles to which ciass senioriry would keep them from being laid off, before layoffs
are made by any class tiUe within any department.
19.5 In cases where an employee to be laid off has held no regular appointment in a Iower
titIe in the same promotional series as his/her current title, that employee witl be
offered a reduction to the title within the bargaining unit to which he/she was regulariy
appointed immediately ptior to his/her current tifle, so long as there is either a vacancy
or, if no vacancy exists, a less senior employee in sucfi tiUe may be displaced. In cases
where an employee to be laid off has held no regular appointment to any tities
immediately prior to his/her current title, said employee shall be laid off.
The employee reducing into a title formerIy held must satisfactorily complete a
six-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former tifle and shall be laid off, but such
employee's name wiil be placed on the reinstatement register in his/her former title and
"bumping" rights hereia shaIl not again apply to such empioyee.
This procedure will be followed by the City for Ciry employees, and by the Baazd of
Education for Board of Education employees; fiowever, City employees being reduced
or laid off may not displace Board of Education employees; Board of Education
empIoyees being reduced or laid off may not displace City employees.
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ARTICLE 19 -SEIVIORITY (Continued)
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19.6 It is understood that such employees will pick up their former seniority date in any class
of positions which they previously held.
19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two years of layoff.
19.8 Employees assigned to these divisions in the police Department: Impound L,ot,
Properry Room, Communication Center, andlor Records, shall be allowed to bid for
work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a
vacancy occurs within the employees' classificauon in their division.
199 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed hy employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forry-five (45) calendar days in
advance. During the forty-five (45) days, the Employer wi11 meet with the Union and
discuss possible options to conuacting out or ways and means to minunize the
elunination of positions.
ARTTCLE 20 - DISCIPLINE
201 The Employer wili discipline employees for }ust cause only.
Discipline w111 be in the form of:
20.1(1) Oral reprimand;
20.1(2) Written reprunand;
20.1(3) Suspension;
20.1(4) Reducuon;
20.1(5) Discharge
20.2
20.3
Suspensions, reductions and discharges will be in written form.
Employees and the Union will receive copies of written regrimands and notices of
suspension and discharge.
20.4 Empioyees may examine ail information in their Emgloyer personnel files that concerns
work evaluations, commendations andfor disciplinary actions. Files may be examined
at reasonable tnnes under direct supervision of the Empioyer.
20.5 Discharges will 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 Employer representative who initiated the suspension with intent
to discharge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
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ARTICLE 20 - DISCIPLINE (Continued)
20.6 An employee to be questioned concerning an investigation of disciplinary action sha11 .
have the right to request that a Union representative be present.
20.7 Grievances relating to tYus Article shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
21.1 The Office of Auman Resources will inform all departments that the department's
timekeeper shall post notices of ali job vacancies in their department at least five days
before submitting a requisition to the Office of Human Resources.
ARTICLE 22 - NO STRIKE - NO LOCKOUT
22.1 Neither the Union, its o�cers or agents, nor any of the employees covered by tlris
agreement will engage in, encourage, sanction or support any sirike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically aliowed by the Public Employment Labor RelaUons
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 immediatety return to their
normai duties.
i
Any employee who fails to return to his/her duties within twenry-four (24) hours of
such waming may be subject to the penairies provided in the Pubiic Employment Labor
Relations Act.
22.2 No lockout, or refusal to allow employees to perform available work, sha11 be instituted
by the Fanployer andlor its appointing authorit3es during the life of this agreement.
ARTICLE 23 - SEVERANCE PAY
23.1 The Employer shall provide a severance pay program as set forth in this Article.
23.2 To be eligible for the severance pay program, an employee mast meet the following
requirements:
23.2(1) The employee must be 58 years of age or older or must be eligible for
pension under tfie "rute of 85" or the "rule of 90" provisions of the
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shaIl also apply to employees covered by a
public pension plan other than PERA.
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ARTICLE 23 - SEVERANCE PAY (Continued) `1� `���
23.2(2) The employee must be voluntarily separated from City employment or
have heen subject to separation by lay-off or compuisory retirement.
� Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
eligible for the City severance pay program.
23.2(3) 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
Ciry or in the Independent School District No. 625 may be used in
meeting this ten (10) year service requirement.
23.2(�l) The employee must file with the Director of Human Resources a waiver
of reemployment which will clearly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type), with the City or with Independent School District No. 625.
23.2(5) The empioyee must have accumulated a minnnum of sixty (60) days of
sick leave credits at the time of hislher separation from service.
23.3 If an employee requests severance pay and if the employee meets the eligibSlity
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 si�k leave, subject to a maximum of 200
accrued sick leave days.
23.4 The maximum amount of money that any employee may obtain through this severance
pay program is $6,500.
23.5 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 his/her 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.
23.6 For the purpose of this severance program, a transfer from the City of Saint Paui
employment to Independent School District No. 625 employment is not considered a
separation of employment, and such transferee shail not be eligible for the City
severance program.
23.7 The manner of payment of such severance pay shali be made in accordance with the
provisions of City Ordinance No. 11490.
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.8 This severance pay program shall be subject to and governed by the provisions of Ciry
Ordinance No. 11440, except in those cases where the specific provisions of this �
Articie conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
23.9 The provisions of this Article shall be effective as of December 24, 1983.
23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 11490, as amended by Ciry
Ordinance No. 16303, section I, sec6on 6, draw severance pay. However, an election
by the employee to draw severance pay under either this Article or the ordinance sha11
constitute a bar to receiving severance pay fram the otiier. Any employee hired after
December 31, I983 shall only be entifled to the benefits of this Article upon meeting
the qualificauons herein.
23.11 Sections 23.I2 through 2318 shalI apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement,
23.12 The Employer shall provide a severance pay program as set forth in Sections 23.13
through 23.20.
23.13 To be eligible for the severance pay program, an employee must meet the following
requiremenu:
23.13(1) The employee must be voluntarily separated from Ciry employment or have �
been subject to separation by layoff or compuIsory retirement. Those
employees who aze discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
23.13(2) The employee must file with the D"uector of Human Resources a waiver of
reemployment which wiil clearly indicate that by requesting severance pay,
the employee waives all claims to reinstatement or reemployment (of any
type), with the City or with Independent School Disuict No. 625.
23.13(3) The empioyee must have an accumulated balance of at least eighty (80) days
of sick leave ctedits at the tune of his/her separation from service.
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ARTICLE 23 - SEVERANCE PAY (Continued)
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
� equal to one-half of the daily rate of pay for the position held by the empioyee on the
date of separation for each day of accrued sick leave subject to a maxunum as shown
below based on the number of years of service in the Ciry.
Years of Service with the City
At Least 20
21
22
23
24
25
�
Maximum Severance Pay
$ 5,000
6,000
7,a0�
8,000
9,000
10,000
23.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the tune of his/her death the employee would
have met all of the requirements set forth above, payment of the severance pay shali be
made to the employee's estate or spouse.
23.16 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.
23.17 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 11490.
23.18 This severance pay program shall be subject to and governed by the provisions of City
Ord'anance 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.
23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a titie
covered by this agreement who meet the qualifications as defined in Sections 2313 and
23.14, may elect to draw severance pay under the provisions of Section 23.14.
However, an election by an employee to draw severance pay under Section 23.14 shall
constitute a bar to drawing severance pay under any other provision set forth in this
agreement.
23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement
sha11 not be eligible for any severance plan provisions other than the provisions as set
forth in Sections 23.11 thru 23.19.
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ARTICLE 24 - TEMPORARY EMPLOYEES
24.I It is recognized that temporary employees aze within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary �
empioyees shali not have or acquire any rights or benefits other than specificatly
provided by the provisions of the Civil Service Rnles and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 25 - NONDISCRIMINATION
25.1 The terms and conditions of tlus agreement will be applied equally to employees
without regard to, or discrimination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or non-membership in the
Union.
25.2 Emgloyees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 26 - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or wilIful or wanton neglect of duty, the
Employer shalI defend, save harniless and indemnify emgloyees against tort claims or
demands, whether groundless or otherwise, arising out of alleged acts or omissions •
occurring in the performance or scope of tfie employee's duties. ,
26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any
tegal service fee, or for providing any legai service arising from any legal action where
the employee is the Plaintiff.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.1 In the case of a serious illness or disability 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 anangements for the caze of such sick or disabled persons. Such paid leave shal]
be drawn from the employee's accumulated sick leave credits. Use of such sick leave
shall be limited to 4Q hours per incident.
An empIoyee may use sick leave for absences due to an illness of the employee's child
for such reasonable periods as the employee's attendance with the child may be
necessary, on the same terms tiie empioyee is abie to use sick leave for his or her own
illness. An employee may also use np to forty (40) hours per incident to arrange for
the care of a seriously ill or disabled child.
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ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.2 The Head of the Department or the Human Resources Director 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. Ali such certificates shall be
forwarded by the appointing officer to the Human Resources Office.
If an employee is absent because of the provisions of Section 27_1 for three or fewer
calendar days he/she shall submit to ihe 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 tluee calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
fxom and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted and
approved by the Head of the Department and forvrarded to the Human Resources
Office.
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
his(her regularly scheduled time to report for work, unless helshe can show to the
satisfaction of the Department Head that the failure to report was excusabie.
27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which hefshe would normally have been paid if he/she had not
been on sick leave.
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ARTICLE 28 - SAFETY
The Employer and employees shail cooperate in the enforcement of ali applicable
regulations for the enforcement of job safety. If an employee feels that his/her work
duties or responsibilities require such employee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately
considered by the Employer.
For those 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 wluch employee complaints concerning behavior currently prohibited
under its Workplace Conduct Policy but which is not subject to any forzn of
adjudlcation will be submitted to a neutral tribunal which wiil issue non binding
recommendations to the City and the individuals invoived. Union and City will }ointly
� develop details of the process.
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ARTICLE 29 - UNI�'ORM ALLOWANCE
29.1 Employees working in the title of Animal Conuol Officer and who are required to wear
a specified uniform shall receive a clothing allowance of $360.00 per calendar year. �
29.2 Employees working in the title of Telecommunicator or Police Dispatcher and who are
required to wear a specified uniform shall receive a uniform allowance of $110.00 per
calendar year.
29.3 The Emgloyer shall detemune the process for the payment of such unifarm atiowances.
ARTICLE 30 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees
working in "3pecial Employment" titles recognized by the Bureau of Mediation
Services as being apgropriately included in this bargaining unit shall be eligible for
benefits under this agreement on the same basis as all other employees covered by this
agreement.
ARTICLE 31 - TERMS OF AGREEMENT
3L 1 Complete AGREEMENT and Waiver of Bazgaining - This agreement shall represent �
the complete agreement between the Union and the Employer. The parties
acknowledge that during the negotiations which resulted in this agreeznent, each had the
unlimited right and oppor[unity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this agreement. Therefore, the Employer
and the Union, for ttte life of this agreement, each voluntarily and unqualifiediy waives
the right, and each agrees that the other sha11 not be obtigated to bargain collectively
with respect to any subject or mat[er refened to or covered in this agreement.
3 L2 Savings Clause - This agreement is subject to the Iaws of the United States, ttte State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shali hold to be conuary to Iaw by a court of competent jurisdiction from whose final
judgment or decree no appeal has been taken within the time provided, such provision
shall be voided. All other provisions shall continue in full force and effect.
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ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.3 Ternn of Agreement - Tlvs agreement shall be in full fotce 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 wimess whereof, ihe parties have caused this agreement to
be executed this �l ��`1 day of June, 1997.
31.4 This constitutes a tentative agreement between ffie parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administtation
of the Ciry and the Ciry Council, and is also subject to ratification by Local Union No.
2508.
WITNESSES:
FOIt TEiE CITX LOCAL UNION NO. 2508, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
I/�t�r..,��� d
Mar � Kearney
Director of Labor Relations
�-2�_ � 7
,^ ^��, , f
.
, • �,.
,
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t
Linda Cobb
Business Representative
��,w�C� t/-� ��
Mary K' gus `-'
President
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APPENDIX A
BIWEEKLY RATES
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Salary ranges applicable to titles covered by this Agreement shall be as shown below:
GRADE 04U
Two percent (2.0%) ancrease
One half percent (0.5°l0) increasa
Two-tenths percent (0.2%) increase
Two percent (2.0%) increase
Eight-tenths percent (0.8%) increase
318 REFECTORY ATTENDANT
586A CONSERVATORY ATTENDANT
(EARNS BENBFITS AFTER 1040 HOURS IN TITLB)
•
12121/96
07119/97
12/20J97
02/28/98
09/26198
Effective December 21, 1996:
Effective July 19, 1997:
Effecrive December 20, 1997:
Effecfive Febniary 28, 1998:
Effecfive September 26, 1998
A
(1)
8.12
8.16
8.18
834
8.41
Ce7:7:�7�I.lU
972 LIBRARY ATDE
�
12/21/46
07/19(97
12/20/97
02/28198
09/26198
A
(i)
8.18
8,22
8.24
8.40
8.47
B
�2)
8.48
8.52
8.54
8.71
8.78
C
(3�
8.74
$.78
8.80
8.98
9.05
D
(4)
4.03
9.Q8
9.10
9.28
935
E
(5)
934
4.39
9.41
9.60
9.68
A-1
GRADE 007
804 CLERICAL TRAINEE
� 242 LABORATORY HELPER
083A Mf1INTENANCE TRAINEE
8�7 TRAINEE(STOREHOUSE)
�i� �a�
A B C D E F 14-yr. 15-yr. 20-yr. 25-yr.
(1) (Z) (3) (4) (5) (6) (7) (8) (9) (10)
12l21/96 667.75 691.26 713.81 739.21 764.61 793.72 808.81 839.07 849.82 860.57
07/19/97 6�1.09 694.72 71738 742.41 768.43 797.69 812.85 843.27 854.07 864.87
12l20197 672.43 696.11 718.81 744.40 769.97 799.24 814.48 844.96 855.78 866.60
02l2$/98 685.88 710.03 733.19 759.29 78537 815.28 830.77 861.86 872.90 883.93
09/26/98 691.37 715.71 739.06 765.36 791.65 821.80 837.42 868.75 874.88 891.00
� � 115
084A COUNSELOR AIDE TRAINEE
085A MANAGEMENT TRAINEE
087A TECHNICAL TIZAINEE
12/21/96 682.�9 707.26 727.93 75332 782.4b 808.81 826.67 857.20 86797 878.70
07/19f97 686.20 710.80 731.57 '757.09 786.37 812.85 830.80 8b1.49 872.31 883.09
12120f97 687.57 712.22 733.03 758.60 787.94 814.48 832.46 863.21 874.05 884.86
02128l98 701,32 726.46 747.69 773.77 803.70 830.77 849.11 880.47 891.53 902.56
• 09/26f98 706.93 732.27 753.67 779.96 810.13 837.42 855.90 887.51 898.66 909.78
GRADE 009
111 CLERK I
111M MODIFIED DUTY WORKER-CLERICAL
12/21/96 695.96 719.47 745.81 770.25 79937 826.67 844.53 877.77 888.52 899.28
07J19197 699.44 723.07 749.SA 774.10 80337 830.80 848.75 88216 892.96 9Q3.78
12120l97 700.84 724.52 751.04 775.65 804.98 832.46 $50.45 883.42 894.75 905.59
02128f98 714.8b 739.01 766.06 791.16 821.08 84911 867.46 901.60 912.65 923.70
09/26/98 720.58 744.92 77219 797.49 827.b5 855.90 874.40 908.81 919.95 931.09
GRADE 010
100 SERVICE WORKER II
12f21/96 711.45 735.48 758.01 785.24 810.68 840.76 863.77 89838 909.12 919.88
07l19/97 715.51 734.16 761.80 789.22 814.73 844.96 868.09 902.87 913.67 924.48
12l2Q(97 716.44 740.64 76332 790.80 81636 846.65 869.83 404.68 915.50 926.33
02128198 731.28 755.45 778.59 806.62 832.69 863.58 887.23 922.77 433.81 944.86
09/26/98 737.13 761.49 784.$2 813.07 839.35 870.49 89433 93015 941.28 952.42
•
A-2
GRADE 011
•
121 CLERK-TYPIST I
314M MODIFIED DUTY WORKER-CLERICAL
314 PARK GI7IDE
A B C D E F 10-yr. 15-yr. 20-yr.
�l) ��) C3) C�) CS) t6) ��) �8) C9)
12(21/96 722.26 747.68 '774.93 801.27 830.39 863.77 885.04 917.95 928.71
07/19/97 725.87 751.42 '778.80 805.28 834.54 868.09 889.52 922.54 43335
12120197 72732 752.92 78036 806.89 836.21 $69.83 891.30 92439 935.22
02f28/98 741.87 767.98 795.97 823.03 852.93 887.23 909.13 942.88 953.92
09/26/98 747.80 774.12 80234 829.61 859.75 894.33 916.40 950.42 961.55
I �
•- �
25-yr.
(lo)
939.44
94414
946.03
964.95
972.67
GR ADE 012
579 DATA ENTRY OPERATOR I
12121/96 739.21 764.61 793.72 821.95 851.57 885.09 90438 94114 951.87 962.64
07J19J97 742.91 768.43 797.69 826.Ob 855.83 889.52 908.90 945.85 956.63 967.45
12120197 744.40 769.97 799.29 827.71 857.54 891.30 916.72 947.74 958.54 9b9.38
02f28f98 759.29 78537 815.28 844.26 874.69 90913 928.93 966.69 977.71 988.77
09/26/98 765.36 791.65 $21.80 851.01 881.69 916.40 93636 474.42 985.53 496.68
GRADE 016
• 112 CLERK II
118 CLERK-STENOGRAPHER I
112M MODIFIED DUTY WORKER-CLERICAL
329A STOREROOM ASSISTANT
12l21196 803.16 833.24 8b4,80 898.27 937.09 976.591001.781045.761056.52 1067.25
07J19l97 80718 837.41 869.12 902.76 941.78 981.4� 1006.79 1050.99 1061.80 1072.59
12120197 808.79 839.08 870.86 904.57 943.66 983.43 1008.80 1053.091063.92 1074.74
02/28/98 824.97 855.86 888.28 922.66 962.53 1003.10 1028.98 1074.15 1085.20 1096.23
Q9(26148 831.57 862.71 84539 430.04 470.23 101112 103721 1082.74 1093.88 ll05.00
GRADE 017
511 *Pt1RKING METER M013ITOR
267A PARKING ENFORCEMENT OFFICER
267P PARKING ENFORCEMENT OPFICER
•
12/21196 821.95 851.57 885.09 919.62 960.141002.93 1032.51 1073.571084.33 1095.08
07f19J97 826.06 855.83 889.52 92422 964.941007.941037.671078.941089.75 1100.56
12l20197 827.71 857.54 89130 926.07 966.87 1009.961039.75 1081.10 1091.93 1102.76
02l28/98 844.26 874.69 909.13 944.59 98621 1030.161060.55 1102.72 1113.77 1124.82
04126f48 851.01 881.69 416.40 95215 994.10 1038.401069.03 1111.54 1122.68 ll33.82
A-3
�
�.. ,
122 CLERK-TYPIST II
480A CLERK-TYPIST II (BILINGUAL)
391 REGISTRATION CLERK
a�-��.8
12l21J96 837.94 866.89 908.43 945.89 985.35 1030301056.641101.43 1112.18 1122.93
07/19/97 842.13 871.22 912.97 950.62 990.281�35.451061.921106.941117.74 1128.54
12/20J97 843.81 872.96 914.80 952.52 99226 1037.521064.041109.15 1119.98 1130.80
02128198 860.69 890.42 433.10 971.57 1012.11 1058.27 1085.32 1131.33 1142.38 1153.42
09l26/98 867.58 897.54 940.56 979.341020.21 1066.741094.00 1140.38 1151.52 1162.65
GRADE 019
577 ACCOUNTING CLERK I
319 PARKING METER COLLECTOR I
•
A B C D E F 10-yr. 15-yr. 20-yr.
(1) {2) (3) (4) (5} (6} (7) (8) (9)
12/21/96 858.68 89015 927.23 968.401011.691056.641085.15ll29.26ll40.00
07l19/97 862.47 894.60 431.87 973.741016.75 1061.92 1090.58 1134.91 1145.70
12f20l97 864.70 89639 433.73 975.69 1018.78 1064.041092.76 1137.18 1147.99
02l28l98 881.94 91432 952.40 495.20 1039.16 1085.321114.62 1159.92 1170.95
09l26/98 889.05 921.63 960.021003.16 1047.471094.001123.541164.201180.32
GRADE 020
25-yr.
(10)
1150.75
1156.50
1158.81
1181.99
1191.45
970 FIRE PROPERTY CLERK
12/21/96 876.97 918.85 455.71 996.33 1040.16 1Q86.23 1115.85 1162.63 1173.38 118414
07/19197 881.35 923.44 960.4910Q1.31 1045361091.661121.43 1168.441174.25 1140.06
12/20/97 883.11 925.29 962.41 1003.31 1047.45 1093.84 ll23.67 117Q.78 1181.61 1192.44
02/28198 900.77 943.80 981.66 1023.38 1Q68.4Q 1115.72 1146.14 1194.2Q 1205.24 1216.29
09I26{98 907.98 95135 989.51 1031.571076.95 1124.65 1155.31 1203.75 1214.88 1226.02
GRADE 021
119 CLERK-STENOGRAPHER II
17bA COMPUTER OPERATIONS ASST--LIB
142A REFECTORY SUPERVISOR
537 ZOO KEEPER I
C�
12J21J96 898.27 937.09 976.591019.361066.491112.58ll43.281191.59120235 1213.11
07/19197 902.76 941.78 981.47 1024.46 1071.82 1118.14 1149.001197.55 1208.36 1219.18
12/20197 904.57 943.66 983.43 1026.51 1073.96 112038 1151.30 1199.95 1210.78 1221.62
02l28/98 922.66 962.53 1003.101047.04 1095.44 1142.79117433 1223.95 1235.00 1246.05
09f26198 930.04 970.23 1011.121055.42 1104.20 1151.93 1183.721233.741244.88 1256.02
. .
GRADE 022
q -�a�
58a DATA ENTRY OPERATOR II
68l PROPERTY CLERK
� 438 STORES CLERK
12/21f96 919.62 96014 1002.93 1052.241098301146.58 1178.38 1228.31 1239.09 1249.83
07/19/97 924.22 964.941007.94 1057.501103.79ll5231 ll84.27 1234.45 1245.29 1256.08
12/20/97 926.07 966.871009.961059.62 1106.001154.61 1186.641236.92 1247.78 125$.59
02/28/9$ 944.59 986.21 1030.161080.81 112812 1177.701210.37 1261.66 1272.74 1283.76
09/26/98 952.15 994.101038.401089.461137.14ll8712 1220.05 1271.75 1282.92 1294.03
GRADE 023
113 CLERK III
910 Pt�RK CONCESSION SUPERVISOR
547A SWIMMING POOL SUP--OXFORD POOL
12121f96 445.84 985.35 10303014'75.28 1124.65 1171.78 1204,68 1253.921264.66 1275,42
07/14/97 950.62 990.28 1035.45 1080.66 1130.271177.64 1210.70 1260.19 1270.98 1281.80
12l20197 952.52 99226 1037.52 1082.82 ] 132.53 1180.00 121312 1262.71 1273.52 1284.36
02128198 971.57101211 1058.27 1104.481155181203.601237.381287.961298.99 1310.05
09/26/98 979341020.21 10b6.741ll3.321164.42 1213.231247?81298.26130938 1320_53
GRADE 024
� 004 ACCOLJNTING CLERK II
123 CLERK-TYPIST III
374A EDP AIDE
S70A LEGAL CLERK-TYPIST
300 METER READBR
374M MODIFIED DUTY WORKER-CLERICAL
12/21196 971.071014.941057.71 ll05.971157.541206.881240.861292.881303.63 131437
07/19l97 975.931020.01 lOb3.001111.501163.331212.911247.061299.341310.15 1320.94
12/20/97 977.881022.051065.131113.721165.661215.341249.551301.941312.77 1323.58
02128198 997.44 1042.49 1086.43 1135.99 1188.97 1239.65 1274.54 Li27.98 1339.03 135Q.05
09J26/98 1005.42 1050.83 1095.12 1145.08 1 I 98.48 1249.57 1284.74 13 38.60 1344.74 1360.85
•
A-5
• GRADE 025 q� ' p ��
i
044 ASSISTANT SUPV OF WTR BILLING
120 CLERK-STENOGRAPHER TII
381A CUSTOMER SERVICE REP
156 DUPL EQUIP OPERATOR
A B C D E F 10-yr. 15-yr. 2Q-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12f21/96 995.221037.981085.151132311180.551233.201268.281321.831332.58 1343.33
07/19/97 100020 1043.17 1090.58 I 13'7.97 1186.45 1239371274.62 1328.44 133924 1350.05
12/20/47 1002.20 1045.26 1092.76 1140.25 1188.82 1241.85 12�7.17 I 331.10 1341.92 1352.75
02(28f98 1022.24 1066.17 1114.62 1163.06 1212.60 1266.69 1302.71 1357.72 1368.76 1379.81
09/26/98 1030.42 1074.70 1123.54 117236 1222.30 1276.82 1313.13 1368.58 1379.71 1390.85
GRADE 026
166 COMPUTER OPERATOR
320 PARKING METER COLLECTOR II
�J
12f21196 1022.65 1068.65 1115.85 116630 121 &.94 1272.67 1306.67 1363.03 1373.79 1384.54
�7l19(9� 1027.761073.991121.43 1172.13 1225.03 1279.03 13li.201369.851380.66 1391.46
12120I97 1029.82 107614 1123.67 1174.47 1227.48 1281.59 1315.83 1372. S9 1383.42 I 394.24
02/2819& 1050.421097.661146.141197.961252.03 1307.22134215 1400.041411.09 1422.12
09/26/98 105 8.82 1106.44 I 15 5 31 1207.54 1262.05 1317.68 13 52.89 1411.24 1422.3 8 143 3.50
GRADE 028
434 CASHIER
433M MODIFIED DUTY WORKER-CLERICAL
433 STOREKEEPER
•
12/2U96 1052.24 1098.3Q 1146.58 1201.37 1254.Q3 1312.16 134835 1410.87 1421.63 1432.38
07/19/97 1457.50 I 103.79 115231 1207.38 126030 1318.72 1355.09 1417.92 1428.74 1439.54
12120{97 1059.62 1106.00 1154.61 1209.79 1262.82 1321.36 1357.80 1420.76 1431.60 1442.42
0212$J98 1080.81 112812 1177.70 1233.991288.08 1347.79 1384.96 1449.18 1460.23 1471.27
09126/98 1089.46 1137.14 1187.121243.86 1298.38 1358.57 1396.04 1460.77 147191 1483.04
�
CJ
}
GRADE 029
045A CLERK IV
423A PAYROLL CLERK
538 ZOO KEEPER II
� .' �
A B C D E F 10-yr. 15-yr. 20-yr.
Cl) ��) � ��) � � ��) �g) �9)
12121/96 1077.46 113012 ll 80.55 1237.60 1293.52 1354.92 139332 1452.06 1462.81
07/19/97 1082.85 1135.77 1186.45 1243.79 1299.991361.691400.29 145932 1470.12
12f20l97 I 085.02 1138.04 1188.82 1246.28 1302.59 1364.41 1403.09 1462.24 1473.06
02128198 1106.72 1160.80 1212.60 1271.21 1328.64 1391.'70 1431.15 1491.48 1502.52
09/26198 1115.57 1170.09 122230 1281.38 1339.27 1402.83 1442.60 1503.41 1514.54
25-yr.
(10)
1473.57
1480.94
1483.90
1513.58
1525.69
GRADE 030
203A ANIMAL CONTROL OFFICER
300A ELECTIONS ASSISTANT
327 PAYROLL AUDIT CLERK
149A PROCUREMENT SPECIALIST TRAINEE
�
12121/96 110930 1158.65 1211.23 1271.59 1329.70 139114 1429.51 1492.16 1502.90 1513.66
07J19147 ll 14.85 1164.44 1217.29 1277.95 133b.35 139810 1436.66 1499.62 1510.41 1521.23
12f20197 1 ll 7.08 1166.77121932 1280.51 1339.02 1400.90 1439.53 1502.62 1513.43 1524.27
02/28/98 1139.42 1190.11 124411 1306.12 1365.80 1428.92 1468.32 1532.b� 1543.70 1554.76
09126/98 1148.54 1199.63 1254.06 1316.57 1376.73 1440.35 1480.07 1544.93 1556.05 1567.20
Cs1.7:��_OZ�x�I
Q73 BUILD PERMIT CLERK
070 CHIEF METER READER
541A HUMAN RESOURCES RECORDS CLERK
965 LICENSE CLERK
248A SECRETARY
363A TREASURY CLERK
CJ
12121/96 113 8.87 118933 1245.26 1302.30 1364.81 1428.42 1468.96 1530.00 1540.74 1551.50
07/ I 9197 1144.56 1195.28 1251.49 1308.81 13 71.63 1435.56 1476.30 1537.65 1548.44 1559.26
12/20f47 ll46.85 ll97.671253.99 13ll.43 1374.37 1438.43 ]479.25 1540.73 ISS1.54 156238
02l28l98 1169.79 1221.62 1279.07 13 37.66 1401.86 146720 1508.84 1571.54 15 82.57 1593.63
09126/98 ll 7915 123139128930 1348.361413.07 1478.94 1520.91 1584.11 1595.23 1606.38
A-7
;s�:�.����a
150A PROCUREMENT SPECIALIST
249A SECRETARY (STENOGRAPHER}
� 431A SBNIOR COMPUTER OPERATOR
541 STOREROOM SUPERVISOR
202A TELECOMMIINICATOR
i •
.-
A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) ( � � t t�) C � tl�)
12I21196 1170.66 1226.601281.441341.78 1404.30 1470.11 1512,86 1578.97 1584.73 1600.47
07119/97 1176.51 1232.73 1287.85 1348.49 141132 1477.46 1520.42 1586.86 1597.68 1608.47
12l20f9? 1178.861235.201290.431351191414.141480.411523.461590.031600.88 1611.69
02/28l98 1202.44 1259.90 1316.24 1378.21 1442.42 1 S 10.02 1553.93 1621.83 1632.90 1643.92
09/2b/98 1212.Ob 1269.98 1326.77 1389.24 1453.96 1522.10 156636 1634.80 1645.96 1657.Q7
GRADE 033
382A CUSTOMER SERVICE SENIOR REP
157 DUPL EQUIP OPR SUPERVISOR
138M MODIFIED DUTY WORKER-CLERICAL
305A PAYROLL SYSTEM SUPERVISOR
138A VEHICLE MAINT CLERK
12121 /96 I 202.47 1260.63 1318.'16 1379.05 1443.77 1512.86 1555.63 I 622.37 1633.10 1643.86
07! 19197 1208.48 1266.93 132535 138595 1450.99 1520.42 1563.41 163 0.48 1641.27 1652.08
. 12J20{97 1210.90 1269.46 1328.00 13 88.72 1453.89 1523.46 1566.54 163 3.74 1644.55 16553 8
02/28/98 123 512 1294.85 1354.56 1416.49 1482.47 1553.93 1>97.87 1666.41 1677.44 1688.49
09126198 1245.00 1305.21 1365.40 1427.82 1494.83 156636 1614.65 1679.74 1690.86 1702.00
GRADE 034
506 CLERICAL SIiPBRVISOR
12121 /96 1237.60 1293.52 13 54.92 1416.36 1483.23 1555.63 1598.39 1668.02 1678.75 1689.53
07! 19197 1243.79 1299.99 1361.69 1423.44 1490.65 1563.41 160638 167636 1687.14 1647.48
12/20/97 1246.28 1302.59 1364.41 1426.29 1493.63 1566.54 1609.59 1679.71 1690.51 170138
02/28/98 1271.21 1328.64 1391.70 1454.82 1523.50 1597.87 1641.78 1713.30 1724.32 1735.41
09f2 bl98 1281.3 8 133 927 1402.83 1466.46 1535.69 1610.65 1654.91 1727.Q 1 173 8.11 1749.29
�
. •
�� , .
GRADE 035 �� "��g
SOOA POLICE DISPATCHER
�
A B C D E F 10-yr. I S-yr. 20-yr.
(1) ( ( l �$? tb) ��) (8) C
12121/96 127L59 1329_70 1391.14 1458.�5 1526.02 159839 1643.36 1717.01 1727.76
Q7/ 19/97 1277.45 133635 1348.10 146534 1533.65 1606.38 1651.58 1725.60 1736.40
1212a/97 1280.51 1339.02 1400.90 1468.27 1536.72 1609.59 1654.88 1729.05 1739.87
02/28/98 1306.12 1365.80 1428.92 1497.64 1567.45 1641.78 1687.98 1763.63 1774.67
09J26198 1316.57 1376.73 144035 1509.62 1579.99 1654.91 17Q 1.48 1177.74 1788.87
25-yr-
(10)
1738.52
1747.21
1750J0
1785.71
1800.00
GRADE 037
473 WATER BILLING SUPERVISOR
12(21 /96 1342.88 1406.48 1471, 20 154030 1613.74 1691.63 173 8.74 1814.98 1825.72 1836.48
07/19/97 1349.54 1413.51 1478.56 1548.00 1621.81 1700.09 1747.43 1824.05 1834.85 1845.66
12120J97 1352.29 1416.34 1481.52 1551.10 1625.05 1703.49 1750.92 1827.70 1838.52 1&4935
02128/98 1379.34 144�.67 1511.15 158212 1657.55 1737.56 1785.94 1864.25 1875.29 1886.34
09{26t98 13 9037 1456.23 1523.24 1594.78 1670.81 1751.46 1800.23 1874.16 1890.24 1401.43
GRADE 37A
276A EMPLOYMENT TESTING CQORDINATOR
� 12121/96 1342.>41406.631469.601540.391614.631721.841758.861833161843.40 1$53.64
07/19/97 1349.25 I 413.66 1476.95 1548.09 1622.70 1730.45 1767.65 1842.33 1852.62 1862.91
12120/97 1351.95 1416.491479.90 1551.19 162595 1733.91 1771.19 1846.01 1856.33 1866.64
02/28198 1378.99 1444.82 1509.50 15 $2.21 1658.47 1768.59 1806.61 1882.93 1893.46 1903.97
09/26l98 1390.02 145638 1521.58 1594.87 1671.74 1782.74 1821.06 1897.99 1908.61 1919.20
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DEPARTME:�T/OFFICE/COGNCIL. DATE I�ITIATED GREEN SHEET No.: 35900 q�.i��
LABOR RELATIONS 3une 24, 1997
COITAC7 PER505 8 PIIOSE: � INiTIALDATE INITIAIJDA7E
JULIE KRAUS 266-6513 qSS1GN 1 DEPARTMENT DIR. �_ 4 CSTYCO[3NCIL
titi11BE12 2 CI7Y ATTORNEY _,� CI"SY CLERK
\tCSI' BE OV COI"\QL AGE\DA B1' (DATE} FOR BUtXiET DIR. FIN. & MGT. S£RVSCE DIR.
July 2, 1997 ORDER G 3 MAYOR (OR ASS7.)
TOTAL H OF SIG]ATl'RE PAGES_I (CLIP ALL LOCATIONS FOR SIG'.VAT6RE)
acr�o� eeQi Esrep. This resolution approves the attached 1997-1998 Agreement between the City of Saint Paul and
Local Union #32508, District Council No. 14 of the American Federation of State, County and Municipal
Employees AFL-CIO.
RECOMMENDATIONS. Approve (A) or Reject (A) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
PLANNING COMMISS)ON _CIVIL SERVICE COMMISSION ]. Hu this person/firm ever worked under a contract for this department?
CIB COMMITTEE Yes No
STAFF 2. Has this person/firtn ever been a city employee?
DISTRICTCOUAT Yes No
SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/firm possess a skill not nomially possessed by any current city employee?
Ye5 No
Explain all yes answers ou separate sheet and attac6 to green sheet
INIT[AT[NG PROBLEM, ISSUE, OPPORTUNII'Y (K'ho, What, Whea, Where, Why):
�������V ,.�
ADVANTAGESIFAPPROVED. �UN 25 1.791
t1YY Al'1`�RNEY
DISADVANTAGESIFAPPROYED:
JIJ�! 2 v ?�;n7
� DISADVANTAGESIFNOTAPPROVED:
TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGE'I'ED:
FUNDING SOURCE: ACTMTY NUMBER:
, FINANCLIL INFORMATIOI�: (EXPLAIN)
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INDEX
� ARTICLE TITLE PAGE
Preamble ........................................ii
1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Check Off ........................................2
3 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
5 Holidays .........................................4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . S
7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
8 Residence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
9 Vacation .........................................9
10 Insurance .... .... .. ...... .. .... .. . ... . .. ..... . . . . 9
i l Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 14
12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
14 Wages .........................................15
IS Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
� 16 Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
17 Military I.eave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
21 Vacancies . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . 22
22 No Strike-No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
24 Temporary Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
25 Nondiscrunination ................................. 26
26 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
27 Sick Leave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 26
28 Safety .........................................27
29 Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
30 Special Employment Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
31 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Appendix A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Al
• i
i�;�x���y
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This agreement entered into by the Ciry of Saint Paul, hereinafter referred to as the
•
•
Employer, and Locai Union 2508 a�liated with Council 14 and the American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter refened to as the Union, has
as its purpose the promotion of hannonious relations between the Employer and the Union, the
establistunent of an equitable and peaceful procedure for the resolution of differences, and the
establishment of rates of pay, hours of work, and other conditions of empioyment.
ii
ARTICLE 1 - RECOGNITION
a
1.1 The Empioyer zecognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours and other conditions of employment for
• all of its employees as outlined in the certification by the State of Minnesota, Bureau of
Mediation Services, dated 3uly 12, 1973, in Case No. 74-PR-61-A and as atnended as
set forth in Secrion L2 below.
1.2 The bargauung unit covered by tlus agreemerrt shali consist of the foilowing:
All office, clerical, and administtative personnei who are employed by the Ciry of Saint
Paul or who have their "terms and conditions of empioyment" established by the
governing body of the Ciry of Saint 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:
Accounting Clerk I
Accounting Clerk II
Animal Control Officer
Asst. Supv. of Water Biliing
Building Permit Clerk
Cashier
•
Chief Meter Reader
Clerical Supervisor
Clerical Trainee
Clerk I
Clerk II
Clerk III
Clerk IV
Clerk-Stenographer I
Clerk-Stenographer II
Clerk-Stenographer III
Clerk-Typist I
Clerk-Typist II
C1erk-Typist II (bilingual)
Clerk-Typist III
Elections Assistant
Employment Testing Coordinator
Fire Property Clerk
Human Resources Records Clerk
Laboratory Helper
Library Aide
License Clerk
Maintenance Traine�
Management Trainee
Meter Reader
Modified Duty Worker (Clerical)
Park Concession Supervisor
Park Guide
Parking Enforcement Officer
Parking Enforcement Officer
-- Police
Parking Meter Collector I
Parking Meter Coilector II
*Parking Meter Monitor
Payroll Audit Clerk
Computer Operations Assistant Payroll Clerk
--Library Payroll System Supervisor
Computer Operator Police Dispatcher
Conservatory Attendant Procurement Specialist
Counselor Aide Trainee Procurement Specialist Trainee
Customer Service Representative Property Clerk
Customer Service Senior Representative Refectory Attendant
Data Entry Operator I Refectory Supervisor
Data Entry Operator II Registration Clerk
Duplicating Equipment Operator Secretary
Dupiicating Equipment Operator Supvr. Secretary (Stenographer)
EDP Aide Senior Computer Operator
•
ARTICLE 1 - RECOG1vITION (Continued)
Storekeeper
Storeroom Assistant
Storeroom Supervisor
Stores Clerk
Swiuuning Pool Supervisor
-- Oxford Paol
Technical Trainee
Telecommunicator
Trainee (Storehouse)
Treasury Clerk
Vehicle Maintenance Clerk
Water Billing Supervisor
Zoo Keeper I
Zoo Keeper II
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union, and upon notification by
the Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shail the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and admiiristration of grievance
procedures. This provision shall remain operative only so long as specificaliy provided
by Minnesota law, and as otherwise legal.
1.4 The Union agrees to indemnify and hold harniless the Employer against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any acUon taken or not taken by the Employer under the provisions of Section 1.3 of
this Article.
ARTICLE 2 - CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted sfiall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to ihe representative by
the first of the succeeding month after such deductions aze made or as soon thereaf[er as
is possible.
2.2 The Union agrees to indemnify and hold harmiess the Employer against any and all
claims, suits, orders or judgments brougfit or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
ARTICLE 3- HOURS OF WORK
3.1
3.2
The normal work day shall be seven and three/fourths (7 consecutive hours per day,
excluding a forty-five (45) minute lunch period, 15 (fifteen) minutes of which shall be
paid.
The normal work week shall be five (5) consecutive normal work days in any seven (7)
day period.
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2
ARTICLE 3- HOURS OF WORK (Continued)
3.3 For empioyees on a shift basis, this shall be constnzed to mean an average of
thirty-eight and three-fourths (38 hours per week.
� 3.4 This section shali not be construed as, and is not a guarantee of, any hours of work per
normal work day or per normal work week.
3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall
be 'bvertune work" and shall be done only by order of the Head of the Department.
3.6 All employees in this bargaining unit shall be recompensed for work done in excess of
the normal hours established above in this Articie by being granted compensatory time
on a time and one-ha2f basis or by being paid on a time and one-half basis for such
overtime work. The overtime rate of one and one-half shall be computed on the basis
of 1l8oth of the biweekly rate.
3.? Normal work schedules showing the employee's shifis, work days and hours shail be
posted on all department bulletin boards at all tnnes. It is also understood that
deviation from posted work schedules shall be permissible due to emergencies and acts
of God, and overtime may be required.
3.8 Notwithstanding Sections 3.1 through 3.6, employees may, through mutual agreement
with the Employer, work schedules other than schedules limited 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 agreements shall be subject to the provisions of the
� Fair Labor Standards Act.
3.4 For empIoyees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an arrangement must be
mutually agreed upon by the Employer and the employees involved. Vacation, holiday
and sick leave benefits for employees who share a position shall be pro-rated based
upon the percent of hours worked. Health insurance benefits shall be administered in
accordance with the provisions of Article 1Q of this agreement. In the event that one of
the employees participating in the shared posiuon is ternunated or terminates
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 shall
have the option of increasing the remauring employee's work hours.
3.10 Sections 3.8 and 3.9 shail not be subject to the provisions of Articie 6 of this
agreement.
3.11 At least fourteen (14) calendar days prior to changing the normai wark day 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 shall be pernussibie due to emergencies and acts of
God. Notice is not needed for temporary changes of less than one week.
•
3
ARTICLE 3- HOURS OF WORK (Continued)
3.12 When there is a need to assign additional daytime, evening or weekend haurs, the
employer shall first request volunteers from among emptoyees. Volunteers must be
able to perform the job duties of the position.
3.13 Night Differential: To any employee who works on a shift beginning earliet than 6:00
a.m. or ending later than 6:00 p.m., provided 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 night differential of five
percent (5 %) for the entire shift.
To any employee who works on a shift beguuiing earlier than 6:00 a.m. or ending
later than 6:00 p.m., bat less than five ho¢rs 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 %) for 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 all
continuous hours worked during the snow emergency.
ARTICLE 4 - WORK BREAKS
4.1 Rest Periods - Ali employees work schedules shall provide for a fifteen minute rest
period during each one-half shift. The rest period shali be scheduled by management at
approximateIy the middIe of each one-haIf shift whenever this zs feasible.
4.2 If an employee is schednled to work a fuIl half sfiift beyond his/her regular quitting
time, he/she shall be entitled to the rest period that occurs during said half shift.
ARTICLE 5 - HOLIDAYS
5.1 Hotidays recognized and observed -
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
The following days shall be recognized and
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Two floating hoiidays
Eligibie empioyees shaIl receive pay for each of the holidays lisied above on which they
perform no work. Whenever any of the holidays listed above falls on a Saturday, the
holiday shali be observed on the preceding Friday. Whenever any of the holidays listed
above falls on a Sunday, the holiday shall be observed on the succeeding Monday. For
empioyees assigned to a work week other than Monday through Friday, the hoIiday
shatl be observed on the calendar date of the holiday.
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ARTICLE 5- HOLIDAYS (Continued) q� � gag
5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during ihe
contract year, sub}ect to the approva] of the Deparanent Head of any employee.
. S.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 payrall
the last working day before the holiday and on three other working days of the nine
working days preceding the holiday. In neither case shall the holiday be counted as a
working day for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall receive holiday
pay.
5.4 Notwithstanding Section 5.3, a temporary employee shall be eligible for holiday pay
only after such employee has been employed as a temparary employee for sixty-seven
(67) consecutive work days. No temporary employee shall be eligible for any floating
holidays.
ARTICLE 6- EMPLOYEE RIGHT5 - GRIEVANCE PROCEDURE
6.1 The Employer shall recognize stewards selected in accordance with Union rules and
regulations as the grievance representatives of the bargaining unit. The t3nion shall
notify the Empioyer in writing of the names of the stewards and of their successors
� when so named.
6.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of ihe
empioyees and shall therefore be accomplished during working hours only when
consistent with such employees' duties and responsibilities. The steward involved and
a grieving employee shall suffer no loss in pay when a gzievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of thear supervisor to be absent to process a grievance and that such absence
would not be detrunental to the work programs of the Employer.
6.3 The procedure established by this Article sha11 be the sole and exclusive procedure for
the processing of grievances, which are defined as an alleged violation of the terms and
conditions of this agreement. However, this Article does not abridge grievance rights
possessed by eligible Veteran's under applicable Veterans' statutes.
•
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ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.4 Grievances shall be resolved in conformance with the following procedure:
Step 1- Upon the occurrence of an alleged violation of this agreement, the empioyee �
invotved (with or without the steward) shalt attempt to resolve the matter on an
informal basis with the employee's supervisor. If the matter is not resolved to the
emptoyee's satisfaction by the informal discussion, it may be reduced 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 relief requested. Any alleged violation of the agreement not reduced to
wriring by the Union within €ourteen (24} work days of the fust occurrence of the event
giving rise to the grievance shail be considered waived.
Step 2- Within seven (7) work days after receiving the written grievance, a designated
Employer supervisor shali meet with the Union Steward and attempt to resolve the
grievance. If as a result of this meeting the grievance remains unresolved, the
EmpIoyer shali reply in writing to the Union within seven (7) work days foliowing this
meeting. The Union may refer the grievance in writing to Step 3 within seven (7) work
days folIowing receipt of the Employer's written answer.
Any grievance not referred in writing by the Union within seven (7� work days
following receipt of the Employer's answer shall be considered waived.
Step 3- Within seven (7) work days following receipt of a grievance referred from Step
2, a designated Employer 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 Employer skall
reply in writing to the Union stating the Empioyer's answer concerning the grievance.
If as a result of the written response the grievance remains unresolved, the Union may
refer the grievance to Step 4. Any grievance not referred in writing by the Union to
Step 4 within seven (7) work days following receipt of the Employer's answer sha11 be
considered waived.
Step 4- If the grievance remains unresolved, the Union may within seven (7) work
days after the response of the Empioyer 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 peimauent panel of five (5) arbitrators. Arbitrators
shail be selected by iot within twenry (20) work days after notice has been given.
In the event the Employer and the Union cannot mutually agree to five {5) arbitrators
for the permanent pattel, the parties will petition the Llirector of the Bureau of
Mediation Services for a list of ten {10) azbitrators for each panel member for which the
parties did not mutually agree. The parties shalI altarnately strike names from such
Iist(s}, the Employer suiking first, until one (1) name remains. Vacancies occurring on
the permanent panel during the life of tlus agreement shall be filled by mntual
agreement of the parties. �
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ARTICLE b- EMPLOYEE RIGATS - GRIEVANCE PROCEDURE `1�"�g
(Continued)
If the parties cannot mutuaily agree, the vacancy shall be filled by the process noted in
� the preceding paragraph. This arbitrator selection process shall be effective onty for
the duration of trus agreement unless both parties mutually agree to extend such
provisions.
At any tune prior to the opening of an arbitration hearing, the parties may mutuaily
agree to utilize the assistance of the Bureau of Mediation Services to attempt to mediate
a resolution of the dispute.
6.5 The arbitrator shail have no right to amend, modify, nullify, ignore, add to, or subuact
from the provisions of this agreement. The arbitrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Union and shall have no
authority ta make a decision on any other issue not so submitted. The arbitrator shail
be without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application of laws, rules ar regulations having the farce and
effect of law, The arbitrator's decision shali be submitted in writing within thirry (30)
days following close of the hearing or the submission of briefs by the panies,
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 arbitrator
shall be final and binding on the Employer, the Union, and the employees.
� 6.6 The fees and expenses for ihe arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union, provided that each party shali be responsibie
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 Qnion.
6.8 It is understood by the Union and ffie Employer that a grievance, other than a grievance
arising from a disciplinary action, may be determined by either the grievance procedure
of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul.
If an issue is determined by this grievance procedure it shali not again be submitted for
arbitration under the Civil Service Rules. If an issue is determined by the provisions of
the Civil Service Rules it shall not again be submitted for arbination under this
grievance procedure.
69 The provisaons of this Article 6 shall not apply ta 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 L.oca12508.
This section shail not be grievable.
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7
ARTICLE 7 - CITY MILEAGE
7.1 Automobile Reimbursement Authorized: Pursuant to Chaprer 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 �
following provisions aze adopted.
7.2 Method of Computation: To be eligible for such reimbursement, all off'icers and
employees must receive written authorization from the Deparunent Head.
Type 1- Tf an employee is required to use his/her own automobile OCCASIONALLY
during employment, the employee shall be reunbursed at the rate of $4.00 per day for
each day the employee's vehicie is actualiy used in performing the duties of the
employee's position. In addition, the employee shail be reimbursed $0.20 per mile for
each mile actuaily driven.
If such employee is required to drive an automobile during employment and the
Department Head or designated representative deternunes that an Employer vehicle is
available for the employee's use, but the employee desires to use his/her own
automobile, then ihe employee shall be reimbursed at the rate of $0.2� per mile driven
and shal] not be eligible for any per diem.
Type 2- If an employee is required to use his/her own automobile REGiTLARLY
during employment, the employee shall be reimbursed at the rate of $4.00 per day for
each day of work. In addition, the employee shall be reirubursed $0.20 per mile for
each mile actually driven.
If such emptoyee is required to drive an automobile during emptoyment and the �
Department Head or designated representative determines that an Employer vehicle is
avaitable for the employee's use, but the employee desires to use his/her own
automobile, then the employee sha11 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 Parking Ramp for City employees on
either of the above mentioned types 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 car available.
7.4 Rules and Regulations: The Mayor shall adopt rules and regutations governing the
procedures for automobile reimbursement. Such rules and regulations 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 sha11 further require that they maintain automobiie liabiliry insurance in amounts of
not less than $100,000/$300,000 for personal injury, and $25,000 for properry damage,
or liabiliry insurance in amounts not less than $300,000 singie limit coverage, with the
City of Saint Paul named as an additionai insured. These rules and regulations,
together with the amendment thereto, shali be maintained on file with the City Clerk. �
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ARTICLE 8- RESIDENCE C�� gag
8.1 The resolution pertaining to residency approved July 26, 1979, under Council File No.
27337$ shail apply to all employees covered by this agreement.
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ARTICLE 9 - VACATION
9.1 Vacation credits shall accumuiate at the rates shown below for each fu11 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
�Iours of Vacation
.0385 (10 days)
.0616 (16 days)
.0731 (19 days)
.0885 (23 days)
.100Q (26 days)
9.2 The Head of the Deparunent may permit an employee to carry over up to one hundred
and tcvenry (120) hours of vacation into the following "vacation year. ° For the purpose
of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year).
4.3 The above provisions of vacation shali be subject to the Saint Paul Salary Plan and
Rates of Compensation, Section I, Sub. H.
ARTICLE 10 - INSURANCE
Active Employee Insurance
10.1 The Employer wili continue for ffie period of this agreement to provide for empioyees
such health and life insurance benefits as are provided by the Employer at the tune of
execution of this agreement.
10.2 For each eiigible employee covered by this agreement who is employed fuil-time and
who selects employee heaith insurance coverage provided by the Employer, the
Empioyer agrees to contribute $191.40 or the actuai cost, whichever is less, per month
toward the cost of such premium.
For each eligible full-time employee who selects family heaith insurance coverage, the
Employer wili contribute the cost of such family coverage or 368.82 per month,
whichever is 3ess. These contribution levels shall be effective for 7anuary, 1997
premiums.
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ARTICLE 10 - INSURAI�TCE (Continued)
103 Effective for the January, 1998 3nsurance premiums, for each eligible employee
covered by this agreement who is employed full-tune and who selects employee health
insurance coverage provided by the Employer, the Emplayer agrees to conuibute the �
actual cost of the sing2e health insurance premium.
For each eligible full-t9me employee who selecYS fanuly health insnrance coverage, the
Employer will contribute the cost of such famity coverage or $368.82 plus 25 % of the
1998 famity 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 employmenY is def ned as appearing on the
payroll an average of at least 64 hours per biweekly pay period for the twelve (12}
monih period preceding the annual open enrollment or special enrolIments or the s'vc (6)
month period preceding initiai enrollment.
Three-qtearter time employment is defined as appearing on the payroll an average of
at least 52 hours, but less than 64 hours, per biweekty pay period for the twelve (12}
manth period preceding the annual open enroilment or special enrollments or the suc (6)
month period preceding initiat enrollment.
Half-time employment is defined as appearing on the payroli an average of at least 40
hours, but less than 52 hoars, per biweekly pay period for the tweive (12) month period
preceding the annual open enroliment or special enrollments or six (6) month period
preceding initial enrollment. �
10.5 For each etigible employee covered by this agreement who is empioyed half-time and
who selects employee heaIth insurance coverage, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-Time employees selecting
employee coverage in the same insurance plan.
For each half-time employee who selects family heaith insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for fuIl-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
Cime and who selects employee health insurance coverage, the Employer agrees To
conuibute sevenry-five percent (75 %) of the amount contributed for fuli-time
empioyees selecting empioyee coverage.
For each three-quarter time employee who selects family health insurance coverage, the
Employer will contribute seventy-five percent (75%) of the amount contributed for
fuIl-time employees selecting family health insnrance coverage.
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ARTICLE 10 - INSURANCE (Continued)
10.6 Notwithstanding Section 10.5, employees covered by this agreement and employed
half-time prior to January 1, 1986 shall receive the same health insurance contributions
� as full-time employees. This Section 10.6 applies oniy to employees who were
employed half-time during the month of December, 1985 and shail continue to apply
only as long as such empioyees remain continuously employed half-time.
10.7 For each eligible employee, the Employer agrees to contribute 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 Pian.
10.9 Any cost of any premium for any City offered empioyee or family insurance coverage
in excess of the dollar amounts stated in thas Article 10 shail be paid by the employee.
10.10 The Employer will provide a system whereby the employee's contribution toward the
premiums for the employee selected health insurance coverages can be paid on a pre-tax
basis. Employees covered by this agreement will be eligible to participate in the
Flexible Spending Account as offered by the Empioyer. 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
10.32 Employees who retire must meet the foliowing conditions at the rime of retirement in
order to be eligible for the Employer contributions, listed in Sections 10.13 through
10.16 below, toward a health insurance plan offered by the Employer:
10.12(i) Be receiving benefits from a public employee retirement act at the time
of retirement, and
10.12(2) Have severed hisJher relationship with the Ciry of Saint Paul for reasons
other than misconduct, and
10.12(3) Have completed at least 20 years with the City of Saint Paul.
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ARTICLE 10 - INSURANCE (Continued)
Early Retirees
10.13 Tfiis Section shall apply to full time employees who:
10.13(1) Retire on or after January i, 1996, and
10.13(2) DJere appointed on or before December 31, 1995, and
10.13(3) Have not attained age 65 at retirement, and
I0.13(4) Meet the terms set forth in Section 10.12 above, an@
10.13(5) Select a health insurance plan offered by the Employer
UntIl such employees reach sixry-five (65) years of age, the Employer agrees that for
retirees selecting siagle coverage, the Employer witl provide the same contribufion as is
provided for active employees selecting single coverage under this agreement. This
amount, however, shall noi exceed $35� per month.
For employees selecting fanuiy heaith insurance coverage, the Employer will contribute
$350 per month toward the premium for fanuly health insurance coverage. Any unused
portion of the Employer's contribution shall not be paid to the retiree.
When such early retiree attains age 65, the provisions of Section 10.15 will apply.
10.14 This Section shalI appiy to fult time employees who:
10.14(1) Retire on or after January 1, 1996, and
10.14(2} Were appointed on or after January 1, 1996, and
10.14(3) Have not attained age 65 at retirement, and
10.14(4} Meet the conditions of Section 10.12 above, and
1d.14(5} Select a health insurance plan offered by the Employer.
Until such rerirees reach sixry-five (65} years of age, the Employer agrees to contribute
a maximum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion shall not be paid to the retiree.
When such early retiree altains age 65, the provisions of Section l0.lb shall apply.
Regular Retirees (Age 65 and over}
10.15 This Section shall apply to full time employees who:
10.15(1) Retire on or after Tanuary 1, 1996, and
10.15(2} Were appointed on or before December 31, 1995, and
10.I5(3) Have not attained age 65 at retirement, and
10.15(4) Meet the tern�s set forth in Section 10.12 above, and
I0.15(5) Setect a health insurance plan offered by tfie EmpIoyer
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ARTICLE 10 - INSURANCE (Continued)
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The Empioyer agrees to contribute a maxunum of $550.00 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 ihe Employer's
contribution shali not be paid to the reuree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.13 when such retirees attain age 65.
1016 This Section shall appiy to full time employees who:
10.16(i) Retire on or after 3anuary 1, 1996, and
1016(2) Were appointed on or after 7anuaty 1, 1996, and
10.16(3) Have not attained age 65 at retirement, and
10.16(4) Meet the conditions of Section 10.12 above, and
10.16{5) Select a health insurance plan offered by the Employer.
The Employer agrees to conuibute a maximum of $300.00 per month toward the cost
of single or family health insurance coverage offered to regular retirees and their
dependents. Any unused portion shall not be paid to the retiree.
This Section shall also apply to early retirees who retired under the provisions of
Section 10.14 when such early retirees attain age 65.
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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 singie 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 hisJher spouse as a dependeni if such spouse is also a Ciry
retiree or City empioyee and eligible for and is enrolled in the City health insurance
program.
Survivor Insurance
10.19 The surviving spouse of an employee carryina family coverage at the time of hislher
death due to a job connected injury or illness which was determined to have arisen out
of and in the course of hislher employment under worker's compensation law shail
continue to be eligible for ciry contrlbution in the same proportions as is provided for
retired empioyees.
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In the event of tt�e death of an early retiree or a regular retiree, the dependents of
the retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
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ARTICLE 10 - INSURANCE (Continued)
Survivor Insurance (Continued)
Tt is further understood that coverage shaii cease in the event of:
10.19(1} Subsequent remarriage of the surviving spouse of the deceased empioyee �
or retiree.
10.14(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City heaith insurance for the fust ninety
(90) days of said employment.
ARTICLE 11 - WORKING OUT OF CLASSTFICATION
11.1 The Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of tune. Any employee working an out-of-class
assignmeni for a period in excess of fifteen (15} working days during a year shali
receive the rate of pay for the out-of-class assignment in a lvgher classification not later
than the sixteenth {16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an assignment of
an employee to perform, on a full time basis, all of the significant duties and
responsibilities of a position different from the employee's regular position, and which �
is in a classification higher than the ciassification 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 regular appointment to the higher
classification.
11.2 For the following classifications, the provisions of Section il.l shall not apply to
performance of the dudes of the next higher classification in the job series:
Clerk I
C1erk-Stenographer I
Clerk-Typist I
Data Entry Operator I
Zookeeper I
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ARTICLE 12 - EMPLOYEE RECORDS
12.1 Any written reprimand made concerning any member of this Bargainino Unit which is
filed with the Office of Human Resources or within any City department shall be shown
• to the member before it is placed on fi1e. Before the reprnnand is placed on file, the
Clry shall request from the employee an aclrnowiedgment, in writing, that the
reprnnand has been read by said employee.
12.2 Any member of the bargaining unit may, during usual working hours, 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.
12.3 Any member of the bargauung unit may file a grievance or discrimination compiaint
and there shall be no retaliation by the City of Saint Paul for such action.
ARTICLE 13 - BULLETIN BOARDS
13.1 The Employer sha11 provide reasonable bulletan space for use by the Union in posting
notices of Union business and activities. Said bulletin board space shall nat be used by
the Union for political purposes other than Union elections. Use of this bulietin board
is subject to approval of the Department Head.
ARTICLE 14 - WAGES
� 14.1 For purposes of this conuact, the wage schedule shall be Appendix A, attached hereto.
Both parties agree that the inclusion of the classifications and salary ranges in Appendix
"A" does not preciude the Empioyer from the foliowing:
1. Reorganizing
2. Abolishing classifica�ions
3. Establishing new classificarions
4. Regrading classifications
5. Reclassifying positions
Both parties also agree that tifles and grades in Appendix A refer to employees in the
positions at the date of signing of the agreement. No employee in this bargaining unit
shall suffer any reduction in salary because of a regrading or reclassification during the
wntract period in which such regrading or reclassification takes place.
14.2 Empioyees may request an audit of their position whenever the nature of the work
andfor responsibilities in their position have substantially changed. When an employee,
or a supervisor on behalf of an employee, requests a ciassificationlregzading study of
their position, responsible Managers in the Department where the employee(s) work(s)
and ihe staff of the Office of Auman Resources will facilitate the completion of the
study within ninety (90) days afrer the empioyee submits their job profile.
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ARTICLE 15 - MAINTENANCE OF STANDARDS
15.1 The parties agree that all conditions of employment relating to wages, hours of work,
over[ime differenfials, vacations and alI other genera] working conditions shall be �
maintained at not less than the highest minimum standard set forth in the Civil Service
Ru1es of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan
and Rates of Compensation at the time of the signing of this agreement, and the
conditions of einployment shall be unproved wherever specific provisions for
improvement are made elsewhere in this agreement.
ARTICLE 16 - LEAVES OF ABSENCE
16.1 Leave of Absence - After three month's employment, an employee may make
appiicarion for a leave of absence not to exceed one year. A leave of absence shall be
granted on the basis established in the Civil Seroice Rules (Resolution No. 3250).
16.2 Sick Leave - Sick leave shall accumnlate at the rate of .0576 of a working hour for
each full hour on the payroll, exciuding overtime. Sick leave accumulation is
unlunited. To be eligible for sick leave the employee must report to his/her supervisor
no later than one-half hour past hislher regular scheduled starting tune. The granting of
sick leave shall be subject to the terms and provisions of Resolution No_ 3250 of the
Ciry of Saint Paui.
For absences due to sickness of seven (7) or fewer calendar days, the Employer shall
require a physician's cert�cate or additional certificates only when there is reason to r
suspect abuse of sick leave or to verify that an employee is fii to return to his or her
position. The Employer's requirement of a certifrcate under this section shall not be
arbitrable.
16.3 Any employee who has accumulated sick leave credits as provided above shall be
granted leave with pay for such period of tune as the Head of the Department deems
necessary on account of sickness or injury of the employee, quarantine established by a
public heahh enforcement agency, death of the employee's mother, father, spouse,
child, brother, sister, mother-in-law, father-in-law, or other person who is a member of
the household; and may be granted leave with pay for such time as is actuatiy necessary
for office visits to a doctor, dentist, optometrist, etc.
16.4 Leave Without Pay - Any employee who engages in active service in time of waz 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 shall
be entitled to leave of absence from employment without pay during such service with
right of reinstatement and subject to such condifions as aze imposed by iaw.
Such leaves of absence as are granted under Article 17 shall conform to Minnesota
Statutes, Section 192, as amended from tnne to time, and shall confer no additional
benefits other than those granted by said statute. �
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ARTICLE 16 - LEAVES OF ABSENCE (Continued)
16.5 Jury Duty - Employees who aze required during regular working hours to appear in
court as jurors or witnesses, except as a witness in their own behalf against the City,
• shall be paid their regular pay while so engaged, provided that any fees that employees
may receive from the court for such services shali be paid to the Ciry and be deposited
with the City Finance Director. Employees scheduled to work a shift other than the
normal daytime shift, shall be rescheduled to work the normal daytime shift during such
time as is required to appear in court as a juror or wimess.
16.6 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in
the Civil Service Rules, shall be granted one day of such leave to attend the funeral of
the employee's grandparent or grandchild.
16.7 An employee elected or appointed to a full tnne paid position by the exclusive
representative may be granted a leave of absence without pay for not more than one
year for the purpose of conducting the duties of the exclusive representative.
16.8 Maternity and Parental Leave - Pregnant employees of the Ciry 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 disabied or ill City employee. Such paid sick leave eligibiliry shali 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) month Parental leave of absence without pay shali be granted to a natural
� parent or an adoptive parent who requests such leave in conjunction with the hirth or
adoption of a child. Such leave may be extended an additional twelve (12) months by
mutual agreement between the employee and the Employer.
Refusal on the part of the Employer to grant an extension of such leave shall not be
subject to the provisions of Article 6 of this agreement.
Empioyees who return following such leaves of absence shali be placed in a position of
equivalent salary and tenure as the one held just prior to the beginning of their leave.
16.9 An employee shali be granted up to a total of sixteen (16) hours during a school year to
attend school conferences or classroom activities related to the employee's cluld,
provided the conferences or classroom activities cannot be scheduled during non-work
hours.
When the leave cannot be scheduled during non-work hours and the need for the leave
is foreseeable, the employee must provide reasonabie prior notice of the leave and make
a reasonable effort to schedule the leave so as not to disrupt unduly the operations of
the Empioyer. An employee shall be allowed to use vacation or compensatory time for
this leave; otherwise, this leave shall be without pay.
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ARTICLE 16 - LEAVES OF ABSENCE (Continaed)
16.10 Votuntary Unpaid Leave of Absence - A full-time employee may be granted up to 480
hours of voluntary leave of absence without pay during the fiscal year. During such
leave of absence, the employee shall coatinue to eam and accrue vacation and sick •
leave, senioriry credits and maintain insurance eligibiliry as though he or she were on
the payroil.
Any Ieave of absence granted under this provisioa is snbject to the approval of the
Department Aead.
ARTICLE 17 - lYIILLTI'ARY LEAVE OF ABSENCE
17.1 Pay Allowance - Any employee wfio shali be a member of the National Guazd, the
Naval Miliva or any other component of the militia of the State, now or hereafrer
organized or constituted under state or federal law, or who shall be a member of the
O�cer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the miiitary or navaI force of the
United States, now or hereafter organized or constituted under Federal law, shall be
entitled to leave of absence from employment without loss of pay, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the time when such
employee is engaged with such arganization or component in training or active service
ordered or authorized by proper authority pursuant to Iaw, 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 atlowed oaly in case the �
required military or naval service is sausfactorily performed, which shall be presumed
untess the contrary is established.
Such leave shall not be allowed unless the employee (1) returns to his/her position
imrnediately upon being relieved from such military or naval service and not tater than
the expiration of tune herein limited for such leave, or (2) is prevented from so
retuming by physical or mentai disability or other cause not due to such employee's
own fault, or (3) is required by proper authoriry to continue in such military or naval
service beyond the time herein limited for such leave.
ARTICLE 18 - MANAGEMENT RIGHTS
18.1 The Union recognizes the right af the Ciry to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
AIl rights and authority which the Ciry has noT officially abridged, delegated or
modified by this agreement are retained by the City.
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ARTICLE 18 - MANAGEMENT RIGHTS (Cnntinued) q� -���
18.2 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, its overall budget, utilization of
technology, and organizauonal structure and selection and direction and number of
personnei.
ARTICLE 19 - SE1vIORITY
19.1 Senioriry, for the purpose of this agreement, shail be defined as follows: The length of
continuous, regular and probationary service with the Employer from the date an
employee was first certified and appointed to a class tifle covered by this agreement, it
being further understood that seniority is confined to the cunent class assignment heid
by an employee. In cases where two or more employees are appointed to the same
ciass title on the same date, the senior9ty shall be determined by employee's rank on the
eligible list from which certification was made.
19.2 Seniority shali terminate when an employee retires, resigns, or is discharged.
19.3 In the event it is determined by the Employer that it is necessary to reduce the work
force, empioyees wili be laid off by class tide within each department based on inverse
length of seniority as defined above.
However, when layoff occurs ln any of the titles listed below under Column A, layoff
� shail be based on inverse length of total seniority in all titles listed on the corresponding
line under Column B. The Human Resources Department wiil identify such least senior
employee in that title in the department reducing positions, and shall notify said
employee 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 Departmenc shail place the
affected employee in such vacancy. If two or more vacant positions are availabie, the
Human Resources Department shall decide which vacant positions the affected
empioyee shall fill. If no vacancy exists in such tifles, 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 shail have the right to claim that position
and the least senior City employee in such ritles shail be the employee laid off. Ror the
purposes of this Ar[icle, ihe Board of EducaYion is not included as a City departmern
nor is a Board of Education empioyee included as a Ciry employee.
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ARTICLE 19 -SEI�IORITY (Continued)
Column A
Accounting Machine Operator I
Accounting Machine Operator II
Cashier I
Casluer II
Clerk I
Clerk II
Clerk-Typist I
CIerk-Typist II
Clerk-Stenographer I
Data Entry Operator I
Cotumn B
Accounting Machine Operator I,
Accounting Machine Operator II
Accounting Machine Operator II,
Accounting Machine Operator I
Cashier I, Cashier II
Cashier II, Cashier I
Cierk I, Clerk II
Cterk I, Clerk II
Clerk-Typist I, C1erk-Typist II
Clerk-Typist II, Clerk-Typist I
Clerk-Stenographer I, Cierk-Stenographer II
Data Enuy Operator I,
Data Entry Operator II
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19.4 In cases where there are promotional series, such as Clerk I, II, III, etc., when the
number of employees in these higher titles is to be rednced, employees who have held
lower tides which are in this bargaining unit will be offered reductions to the highest of
these titles to which ciass senioriry would keep them from being laid off, before layoffs
are made by any class tiUe within any department.
19.5 In cases where an employee to be laid off has held no regular appointment in a Iower
titIe in the same promotional series as his/her current title, that employee witl be
offered a reduction to the title within the bargaining unit to which he/she was regulariy
appointed immediately ptior to his/her current tifle, so long as there is either a vacancy
or, if no vacancy exists, a less senior employee in sucfi tiUe may be displaced. In cases
where an employee to be laid off has held no regular appointment to any tities
immediately prior to his/her current title, said employee shall be laid off.
The employee reducing into a title formerIy held must satisfactorily complete a
six-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former tifle and shall be laid off, but such
employee's name wiil be placed on the reinstatement register in his/her former title and
"bumping" rights hereia shaIl not again apply to such empioyee.
This procedure will be followed by the City for Ciry employees, and by the Baazd of
Education for Board of Education employees; fiowever, City employees being reduced
or laid off may not displace Board of Education employees; Board of Education
empIoyees being reduced or laid off may not displace City employees.
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ARTICLE 19 -SEIVIORITY (Continued)
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19.6 It is understood that such employees will pick up their former seniority date in any class
of positions which they previously held.
19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall
expire after two years of layoff.
19.8 Employees assigned to these divisions in the police Department: Impound L,ot,
Properry Room, Communication Center, andlor Records, shall be allowed to bid for
work shifts (i.e. midnights, days and aftemoons), on the basis of seniority when a
vacancy occurs within the employees' classificauon in their division.
199 In the event the employer believes it is necessary to merge, contract out or subcontract
any public work performed hy employees covered by this Agreement which may lead to
layoff, the Employer will notify the Union no less than forry-five (45) calendar days in
advance. During the forty-five (45) days, the Employer wi11 meet with the Union and
discuss possible options to conuacting out or ways and means to minunize the
elunination of positions.
ARTTCLE 20 - DISCIPLINE
201 The Employer wili discipline employees for }ust cause only.
Discipline w111 be in the form of:
20.1(1) Oral reprimand;
20.1(2) Written reprunand;
20.1(3) Suspension;
20.1(4) Reducuon;
20.1(5) Discharge
20.2
20.3
Suspensions, reductions and discharges will be in written form.
Employees and the Union will receive copies of written regrimands and notices of
suspension and discharge.
20.4 Empioyees may examine ail information in their Emgloyer personnel files that concerns
work evaluations, commendations andfor disciplinary actions. Files may be examined
at reasonable tnnes under direct supervision of the Empioyer.
20.5 Discharges will 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 Employer representative who initiated the suspension with intent
to discharge. During said five (5) working day period, the Employer may affirm,
modify or withdraw the suspension and discharge.
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ARTICLE 20 - DISCIPLINE (Continued)
20.6 An employee to be questioned concerning an investigation of disciplinary action sha11 .
have the right to request that a Union representative be present.
20.7 Grievances relating to tYus Article shall be processed in accordance with the grievance
procedure under Article 6.
ARTICLE 21 - VACANCIES
21.1 The Office of Auman Resources will inform all departments that the department's
timekeeper shall post notices of ali job vacancies in their department at least five days
before submitting a requisition to the Office of Human Resources.
ARTICLE 22 - NO STRIKE - NO LOCKOUT
22.1 Neither the Union, its o�cers or agents, nor any of the employees covered by tlris
agreement will engage in, encourage, sanction or support any sirike, or the withholding
in whole or in part of the full performance of their duties during the life of this
agreement, except as specifically aliowed by the Public Employment Labor RelaUons
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 immediatety return to their
normai duties.
i
Any employee who fails to return to his/her duties within twenry-four (24) hours of
such waming may be subject to the penairies provided in the Pubiic Employment Labor
Relations Act.
22.2 No lockout, or refusal to allow employees to perform available work, sha11 be instituted
by the Fanployer andlor its appointing authorit3es during the life of this agreement.
ARTICLE 23 - SEVERANCE PAY
23.1 The Employer shall provide a severance pay program as set forth in this Article.
23.2 To be eligible for the severance pay program, an employee mast meet the following
requirements:
23.2(1) The employee must be 58 years of age or older or must be eligible for
pension under tfie "rute of 85" or the "rule of 90" provisions of the
Public Employees Retirement Association (PERA). The "rule of 85" or
the "rule of 90" criteria shaIl also apply to employees covered by a
public pension plan other than PERA.
�
22
ARTICLE 23 - SEVERANCE PAY (Continued) `1� `���
23.2(2) The employee must be voluntarily separated from City employment or
have heen subject to separation by lay-off or compuisory retirement.
� Those employees who are discharged for cause, misconduct,
inefficiency, incompetency, or any other disciplinary reason are not
eligible for the City severance pay program.
23.2(3) 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
Ciry or in the Independent School District No. 625 may be used in
meeting this ten (10) year service requirement.
23.2(�l) The employee must file with the Director of Human Resources a waiver
of reemployment which will clearly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type), with the City or with Independent School District No. 625.
23.2(5) The empioyee must have accumulated a minnnum of sixty (60) days of
sick leave credits at the time of hislher separation from service.
23.3 If an employee requests severance pay and if the employee meets the eligibSlity
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 si�k leave, subject to a maximum of 200
accrued sick leave days.
23.4 The maximum amount of money that any employee may obtain through this severance
pay program is $6,500.
23.5 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 his/her 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.
23.6 For the purpose of this severance program, a transfer from the City of Saint Paui
employment to Independent School District No. 625 employment is not considered a
separation of employment, and such transferee shail not be eligible for the City
severance program.
23.7 The manner of payment of such severance pay shali be made in accordance with the
provisions of City Ordinance No. 11490.
�
23
ARTICLE 23 - SEVERANCE PAY (Continued)
23.8 This severance pay program shall be subject to and governed by the provisions of Ciry
Ordinance No. 11440, except in those cases where the specific provisions of this �
Articie conflict with said ordinance, and in such cases, the provisions of this Article
shall control.
23.9 The provisions of this Article shall be effective as of December 24, 1983.
23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting
the qualifications of this Article or Ciry Ordinance No. 11490, as amended by Ciry
Ordinance No. 16303, section I, sec6on 6, draw severance pay. However, an election
by the employee to draw severance pay under either this Article or the ordinance sha11
constitute a bar to receiving severance pay fram the otiier. Any employee hired after
December 31, I983 shall only be entifled to the benefits of this Article upon meeting
the qualificauons herein.
23.11 Sections 23.I2 through 2318 shalI apply only to employees appointed on or after
January 1, 1990 to a title covered by this agreement,
23.12 The Employer shall provide a severance pay program as set forth in Sections 23.13
through 23.20.
23.13 To be eligible for the severance pay program, an employee must meet the following
requiremenu:
23.13(1) The employee must be voluntarily separated from Ciry employment or have �
been subject to separation by layoff or compuIsory retirement. Those
employees who aze discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
23.13(2) The employee must file with the D"uector of Human Resources a waiver of
reemployment which wiil clearly indicate that by requesting severance pay,
the employee waives all claims to reinstatement or reemployment (of any
type), with the City or with Independent School Disuict No. 625.
23.13(3) The empioyee must have an accumulated balance of at least eighty (80) days
of sick leave ctedits at the tune of his/her separation from service.
•
��
ARTICLE 23 - SEVERANCE PAY (Continued)
23.14 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount
� equal to one-half of the daily rate of pay for the position held by the empioyee on the
date of separation for each day of accrued sick leave subject to a maxunum as shown
below based on the number of years of service in the Ciry.
Years of Service with the City
At Least 20
21
22
23
24
25
�
Maximum Severance Pay
$ 5,000
6,000
7,a0�
8,000
9,000
10,000
23.15 For the purpose of this severance program, a death of an employee shall be considered
as separation of employment, and if at the tune of his/her death the employee would
have met all of the requirements set forth above, payment of the severance pay shali be
made to the employee's estate or spouse.
23.16 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.
23.17 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 11490.
23.18 This severance pay program shall be subject to and governed by the provisions of City
Ord'anance 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.
23.19 Notwithstanding Section 23.11, employees appointed prior to January 1, 1990 to a titie
covered by this agreement who meet the qualifications as defined in Sections 2313 and
23.14, may elect to draw severance pay under the provisions of Section 23.14.
However, an election by an employee to draw severance pay under Section 23.14 shall
constitute a bar to drawing severance pay under any other provision set forth in this
agreement.
23.20 Employees appointed on or after January 1, 1990 to a title covered by this agreement
sha11 not be eligible for any severance plan provisions other than the provisions as set
forth in Sections 23.11 thru 23.19.
�
25
ARTICLE 24 - TEMPORARY EMPLOYEES
24.I It is recognized that temporary employees aze within the unit covered by this
agreement, however, except as specifically provided by this agreement, temporary �
empioyees shali not have or acquire any rights or benefits other than specificatly
provided by the provisions of the Civil Service Rnles and/or the Saint Paul Salary Plan
and Rates of Compensation.
ARTICLE 25 - NONDISCRIMINATION
25.1 The terms and conditions of tlus agreement will be applied equally to employees
without regard to, or discrimination for or against any individual because of race,
color, creed, sex, age, disabiliry, or because of inembership or non-membership in the
Union.
25.2 Emgloyees will perform their duties and responsibilities in a nondiscriminatory manner
as such duties and responsibilities involve other employees and the general public.
ARTICLE 26 - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or wilIful or wanton neglect of duty, the
Employer shalI defend, save harniless and indemnify emgloyees against tort claims or
demands, whether groundless or otherwise, arising out of alleged acts or omissions •
occurring in the performance or scope of tfie employee's duties. ,
26.2 Notwithstanding Section 26.1, the Employer shall not be responsible for paying any
tegal service fee, or for providing any legai service arising from any legal action where
the employee is the Plaintiff.
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.1 In the case of a serious illness or disability 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 anangements for the caze of such sick or disabled persons. Such paid leave shal]
be drawn from the employee's accumulated sick leave credits. Use of such sick leave
shall be limited to 4Q hours per incident.
An empIoyee may use sick leave for absences due to an illness of the employee's child
for such reasonable periods as the employee's attendance with the child may be
necessary, on the same terms tiie empioyee is abie to use sick leave for his or her own
illness. An employee may also use np to forty (40) hours per incident to arrange for
the care of a seriously ill or disabled child.
r
L__.�
Q
ARTICLE 27 - SICK LEAVE USAGE FOR DEPENDENT CARE
27.2 The Head of the Department or the Human Resources Director 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. Ali such certificates shall be
forwarded by the appointing officer to the Human Resources Office.
If an employee is absent because of the provisions of Section 27_1 for three or fewer
calendar days he/she shall submit to ihe 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 tluee calendar days, no further sick leave shall
be granted unless or until a physician is consulted. The sick leave may be continued
fxom and include the day of consultation, but only if a certificate signed by the
physician certifying to the nature and period of the person's sickness is submitted and
approved by the Head of the Department and forvrarded to the Human Resources
Office.
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
his(her regularly scheduled time to report for work, unless helshe can show to the
satisfaction of the Department Head that the failure to report was excusabie.
27.4 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which hefshe would normally have been paid if he/she had not
been on sick leave.
�
ARTICLE 28 - SAFETY
The Employer and employees shail cooperate in the enforcement of ali applicable
regulations for the enforcement of job safety. If an employee feels that his/her work
duties or responsibilities require such employee to be in a situation that violates state
safety laws or legally promulgated standards, the matter shall be immediately
considered by the Employer.
For those 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 wluch employee complaints concerning behavior currently prohibited
under its Workplace Conduct Policy but which is not subject to any forzn of
adjudlcation will be submitted to a neutral tribunal which wiil issue non binding
recommendations to the City and the individuals invoived. Union and City will }ointly
� develop details of the process.
27
ARTICLE 29 - UNI�'ORM ALLOWANCE
29.1 Employees working in the title of Animal Conuol Officer and who are required to wear
a specified uniform shall receive a clothing allowance of $360.00 per calendar year. �
29.2 Employees working in the title of Telecommunicator or Police Dispatcher and who are
required to wear a specified uniform shall receive a uniform allowance of $110.00 per
calendar year.
29.3 The Emgloyer shall detemune the process for the payment of such unifarm atiowances.
ARTICLE 30 - SPECIAL EMPLOYMENT TITLES
Upon completion of 1040 working hours, excluding overtime hours, employees
working in "3pecial Employment" titles recognized by the Bureau of Mediation
Services as being apgropriately included in this bargaining unit shall be eligible for
benefits under this agreement on the same basis as all other employees covered by this
agreement.
ARTICLE 31 - TERMS OF AGREEMENT
3L 1 Complete AGREEMENT and Waiver of Bazgaining - This agreement shall represent �
the complete agreement between the Union and the Employer. The parties
acknowledge that during the negotiations which resulted in this agreeznent, each had the
unlimited right and oppor[unity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this agreement. Therefore, the Employer
and the Union, for ttte life of this agreement, each voluntarily and unqualifiediy waives
the right, and each agrees that the other sha11 not be obtigated to bargain collectively
with respect to any subject or mat[er refened to or covered in this agreement.
3 L2 Savings Clause - This agreement is subject to the Iaws of the United States, ttte State of
Minnesota, and the Ciry of Saint Paul. In the event any provision of this agreement
shali hold to be conuary to Iaw by a court of competent jurisdiction from whose final
judgment or decree no appeal has been taken within the time provided, such provision
shall be voided. All other provisions shall continue in full force and effect.
�
m
�
�
q� -��
ARTICLE 31 - TERMS OF AGREEMENT (Continued)
31.3 Ternn of Agreement - Tlvs agreement shall be in full fotce 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 wimess whereof, ihe parties have caused this agreement to
be executed this �l ��`1 day of June, 1997.
31.4 This constitutes a tentative agreement between ffie parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administtation
of the Ciry and the Ciry Council, and is also subject to ratification by Local Union No.
2508.
WITNESSES:
FOIt TEiE CITX LOCAL UNION NO. 2508, DISTRICT
COUNCIL NO. 14 OF THE AMERICAN
FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES AFL-CIO
I/�t�r..,��� d
Mar � Kearney
Director of Labor Relations
�-2�_ � 7
,^ ^��, , f
.
, • �,.
,
�
/.
t
Linda Cobb
Business Representative
��,w�C� t/-� ��
Mary K' gus `-'
President
29
��-��8
APPENDIX A
BIWEEKLY RATES
•
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
GRADE 04U
Two percent (2.0%) ancrease
One half percent (0.5°l0) increasa
Two-tenths percent (0.2%) increase
Two percent (2.0%) increase
Eight-tenths percent (0.8%) increase
318 REFECTORY ATTENDANT
586A CONSERVATORY ATTENDANT
(EARNS BENBFITS AFTER 1040 HOURS IN TITLB)
•
12121/96
07119/97
12/20J97
02/28/98
09/26198
Effective December 21, 1996:
Effective July 19, 1997:
Effecrive December 20, 1997:
Effecfive Febniary 28, 1998:
Effecfive September 26, 1998
A
(1)
8.12
8.16
8.18
834
8.41
Ce7:7:�7�I.lU
972 LIBRARY ATDE
�
12/21/46
07/19(97
12/20/97
02/28198
09/26198
A
(i)
8.18
8,22
8.24
8.40
8.47
B
�2)
8.48
8.52
8.54
8.71
8.78
C
(3�
8.74
$.78
8.80
8.98
9.05
D
(4)
4.03
9.Q8
9.10
9.28
935
E
(5)
934
4.39
9.41
9.60
9.68
A-1
GRADE 007
804 CLERICAL TRAINEE
� 242 LABORATORY HELPER
083A Mf1INTENANCE TRAINEE
8�7 TRAINEE(STOREHOUSE)
�i� �a�
A B C D E F 14-yr. 15-yr. 20-yr. 25-yr.
(1) (Z) (3) (4) (5) (6) (7) (8) (9) (10)
12l21/96 667.75 691.26 713.81 739.21 764.61 793.72 808.81 839.07 849.82 860.57
07/19/97 6�1.09 694.72 71738 742.41 768.43 797.69 812.85 843.27 854.07 864.87
12l20197 672.43 696.11 718.81 744.40 769.97 799.24 814.48 844.96 855.78 866.60
02l2$/98 685.88 710.03 733.19 759.29 78537 815.28 830.77 861.86 872.90 883.93
09/26/98 691.37 715.71 739.06 765.36 791.65 821.80 837.42 868.75 874.88 891.00
� � 115
084A COUNSELOR AIDE TRAINEE
085A MANAGEMENT TRAINEE
087A TECHNICAL TIZAINEE
12/21/96 682.�9 707.26 727.93 75332 782.4b 808.81 826.67 857.20 86797 878.70
07/19f97 686.20 710.80 731.57 '757.09 786.37 812.85 830.80 8b1.49 872.31 883.09
12120f97 687.57 712.22 733.03 758.60 787.94 814.48 832.46 863.21 874.05 884.86
02128l98 701,32 726.46 747.69 773.77 803.70 830.77 849.11 880.47 891.53 902.56
• 09/26f98 706.93 732.27 753.67 779.96 810.13 837.42 855.90 887.51 898.66 909.78
GRADE 009
111 CLERK I
111M MODIFIED DUTY WORKER-CLERICAL
12/21/96 695.96 719.47 745.81 770.25 79937 826.67 844.53 877.77 888.52 899.28
07J19197 699.44 723.07 749.SA 774.10 80337 830.80 848.75 88216 892.96 9Q3.78
12120l97 700.84 724.52 751.04 775.65 804.98 832.46 $50.45 883.42 894.75 905.59
02128f98 714.8b 739.01 766.06 791.16 821.08 84911 867.46 901.60 912.65 923.70
09/26/98 720.58 744.92 77219 797.49 827.b5 855.90 874.40 908.81 919.95 931.09
GRADE 010
100 SERVICE WORKER II
12f21/96 711.45 735.48 758.01 785.24 810.68 840.76 863.77 89838 909.12 919.88
07l19/97 715.51 734.16 761.80 789.22 814.73 844.96 868.09 902.87 913.67 924.48
12l2Q(97 716.44 740.64 76332 790.80 81636 846.65 869.83 404.68 915.50 926.33
02128198 731.28 755.45 778.59 806.62 832.69 863.58 887.23 922.77 433.81 944.86
09/26/98 737.13 761.49 784.$2 813.07 839.35 870.49 89433 93015 941.28 952.42
•
A-2
GRADE 011
•
121 CLERK-TYPIST I
314M MODIFIED DUTY WORKER-CLERICAL
314 PARK GI7IDE
A B C D E F 10-yr. 15-yr. 20-yr.
�l) ��) C3) C�) CS) t6) ��) �8) C9)
12(21/96 722.26 747.68 '774.93 801.27 830.39 863.77 885.04 917.95 928.71
07/19/97 725.87 751.42 '778.80 805.28 834.54 868.09 889.52 922.54 43335
12120197 72732 752.92 78036 806.89 836.21 $69.83 891.30 92439 935.22
02f28/98 741.87 767.98 795.97 823.03 852.93 887.23 909.13 942.88 953.92
09/26/98 747.80 774.12 80234 829.61 859.75 894.33 916.40 950.42 961.55
I �
•- �
25-yr.
(lo)
939.44
94414
946.03
964.95
972.67
GR ADE 012
579 DATA ENTRY OPERATOR I
12121/96 739.21 764.61 793.72 821.95 851.57 885.09 90438 94114 951.87 962.64
07J19J97 742.91 768.43 797.69 826.Ob 855.83 889.52 908.90 945.85 956.63 967.45
12120197 744.40 769.97 799.29 827.71 857.54 891.30 916.72 947.74 958.54 9b9.38
02f28f98 759.29 78537 815.28 844.26 874.69 90913 928.93 966.69 977.71 988.77
09/26/98 765.36 791.65 $21.80 851.01 881.69 916.40 93636 474.42 985.53 496.68
GRADE 016
• 112 CLERK II
118 CLERK-STENOGRAPHER I
112M MODIFIED DUTY WORKER-CLERICAL
329A STOREROOM ASSISTANT
12l21196 803.16 833.24 8b4,80 898.27 937.09 976.591001.781045.761056.52 1067.25
07J19l97 80718 837.41 869.12 902.76 941.78 981.4� 1006.79 1050.99 1061.80 1072.59
12120197 808.79 839.08 870.86 904.57 943.66 983.43 1008.80 1053.091063.92 1074.74
02/28/98 824.97 855.86 888.28 922.66 962.53 1003.10 1028.98 1074.15 1085.20 1096.23
Q9(26148 831.57 862.71 84539 430.04 470.23 101112 103721 1082.74 1093.88 ll05.00
GRADE 017
511 *Pt1RKING METER M013ITOR
267A PARKING ENFORCEMENT OFFICER
267P PARKING ENFORCEMENT OPFICER
•
12/21196 821.95 851.57 885.09 919.62 960.141002.93 1032.51 1073.571084.33 1095.08
07f19J97 826.06 855.83 889.52 92422 964.941007.941037.671078.941089.75 1100.56
12l20197 827.71 857.54 89130 926.07 966.87 1009.961039.75 1081.10 1091.93 1102.76
02l28/98 844.26 874.69 909.13 944.59 98621 1030.161060.55 1102.72 1113.77 1124.82
04126f48 851.01 881.69 416.40 95215 994.10 1038.401069.03 1111.54 1122.68 ll33.82
A-3
�
�.. ,
122 CLERK-TYPIST II
480A CLERK-TYPIST II (BILINGUAL)
391 REGISTRATION CLERK
a�-��.8
12l21J96 837.94 866.89 908.43 945.89 985.35 1030301056.641101.43 1112.18 1122.93
07/19/97 842.13 871.22 912.97 950.62 990.281�35.451061.921106.941117.74 1128.54
12/20J97 843.81 872.96 914.80 952.52 99226 1037.521064.041109.15 1119.98 1130.80
02128198 860.69 890.42 433.10 971.57 1012.11 1058.27 1085.32 1131.33 1142.38 1153.42
09l26/98 867.58 897.54 940.56 979.341020.21 1066.741094.00 1140.38 1151.52 1162.65
GRADE 019
577 ACCOUNTING CLERK I
319 PARKING METER COLLECTOR I
•
A B C D E F 10-yr. 15-yr. 20-yr.
(1) {2) (3) (4) (5} (6} (7) (8) (9)
12/21/96 858.68 89015 927.23 968.401011.691056.641085.15ll29.26ll40.00
07l19/97 862.47 894.60 431.87 973.741016.75 1061.92 1090.58 1134.91 1145.70
12f20l97 864.70 89639 433.73 975.69 1018.78 1064.041092.76 1137.18 1147.99
02l28l98 881.94 91432 952.40 495.20 1039.16 1085.321114.62 1159.92 1170.95
09l26/98 889.05 921.63 960.021003.16 1047.471094.001123.541164.201180.32
GRADE 020
25-yr.
(10)
1150.75
1156.50
1158.81
1181.99
1191.45
970 FIRE PROPERTY CLERK
12/21/96 876.97 918.85 455.71 996.33 1040.16 1Q86.23 1115.85 1162.63 1173.38 118414
07/19197 881.35 923.44 960.4910Q1.31 1045361091.661121.43 1168.441174.25 1140.06
12/20/97 883.11 925.29 962.41 1003.31 1047.45 1093.84 ll23.67 117Q.78 1181.61 1192.44
02/28198 900.77 943.80 981.66 1023.38 1Q68.4Q 1115.72 1146.14 1194.2Q 1205.24 1216.29
09I26{98 907.98 95135 989.51 1031.571076.95 1124.65 1155.31 1203.75 1214.88 1226.02
GRADE 021
119 CLERK-STENOGRAPHER II
17bA COMPUTER OPERATIONS ASST--LIB
142A REFECTORY SUPERVISOR
537 ZOO KEEPER I
C�
12J21J96 898.27 937.09 976.591019.361066.491112.58ll43.281191.59120235 1213.11
07/19197 902.76 941.78 981.47 1024.46 1071.82 1118.14 1149.001197.55 1208.36 1219.18
12/20197 904.57 943.66 983.43 1026.51 1073.96 112038 1151.30 1199.95 1210.78 1221.62
02l28/98 922.66 962.53 1003.101047.04 1095.44 1142.79117433 1223.95 1235.00 1246.05
09f26198 930.04 970.23 1011.121055.42 1104.20 1151.93 1183.721233.741244.88 1256.02
. .
GRADE 022
q -�a�
58a DATA ENTRY OPERATOR II
68l PROPERTY CLERK
� 438 STORES CLERK
12/21f96 919.62 96014 1002.93 1052.241098301146.58 1178.38 1228.31 1239.09 1249.83
07/19/97 924.22 964.941007.94 1057.501103.79ll5231 ll84.27 1234.45 1245.29 1256.08
12/20/97 926.07 966.871009.961059.62 1106.001154.61 1186.641236.92 1247.78 125$.59
02/28/9$ 944.59 986.21 1030.161080.81 112812 1177.701210.37 1261.66 1272.74 1283.76
09/26/98 952.15 994.101038.401089.461137.14ll8712 1220.05 1271.75 1282.92 1294.03
GRADE 023
113 CLERK III
910 Pt�RK CONCESSION SUPERVISOR
547A SWIMMING POOL SUP--OXFORD POOL
12121f96 445.84 985.35 10303014'75.28 1124.65 1171.78 1204,68 1253.921264.66 1275,42
07/14/97 950.62 990.28 1035.45 1080.66 1130.271177.64 1210.70 1260.19 1270.98 1281.80
12l20197 952.52 99226 1037.52 1082.82 ] 132.53 1180.00 121312 1262.71 1273.52 1284.36
02128198 971.57101211 1058.27 1104.481155181203.601237.381287.961298.99 1310.05
09/26/98 979341020.21 10b6.741ll3.321164.42 1213.231247?81298.26130938 1320_53
GRADE 024
� 004 ACCOLJNTING CLERK II
123 CLERK-TYPIST III
374A EDP AIDE
S70A LEGAL CLERK-TYPIST
300 METER READBR
374M MODIFIED DUTY WORKER-CLERICAL
12/21196 971.071014.941057.71 ll05.971157.541206.881240.861292.881303.63 131437
07/19l97 975.931020.01 lOb3.001111.501163.331212.911247.061299.341310.15 1320.94
12/20/97 977.881022.051065.131113.721165.661215.341249.551301.941312.77 1323.58
02128198 997.44 1042.49 1086.43 1135.99 1188.97 1239.65 1274.54 Li27.98 1339.03 135Q.05
09J26/98 1005.42 1050.83 1095.12 1145.08 1 I 98.48 1249.57 1284.74 13 38.60 1344.74 1360.85
•
A-5
• GRADE 025 q� ' p ��
i
044 ASSISTANT SUPV OF WTR BILLING
120 CLERK-STENOGRAPHER TII
381A CUSTOMER SERVICE REP
156 DUPL EQUIP OPERATOR
A B C D E F 10-yr. 15-yr. 2Q-yr. 25-yr.
(1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
12f21/96 995.221037.981085.151132311180.551233.201268.281321.831332.58 1343.33
07/19/97 100020 1043.17 1090.58 I 13'7.97 1186.45 1239371274.62 1328.44 133924 1350.05
12/20/47 1002.20 1045.26 1092.76 1140.25 1188.82 1241.85 12�7.17 I 331.10 1341.92 1352.75
02(28f98 1022.24 1066.17 1114.62 1163.06 1212.60 1266.69 1302.71 1357.72 1368.76 1379.81
09/26/98 1030.42 1074.70 1123.54 117236 1222.30 1276.82 1313.13 1368.58 1379.71 1390.85
GRADE 026
166 COMPUTER OPERATOR
320 PARKING METER COLLECTOR II
�J
12f21196 1022.65 1068.65 1115.85 116630 121 &.94 1272.67 1306.67 1363.03 1373.79 1384.54
�7l19(9� 1027.761073.991121.43 1172.13 1225.03 1279.03 13li.201369.851380.66 1391.46
12120I97 1029.82 107614 1123.67 1174.47 1227.48 1281.59 1315.83 1372. S9 1383.42 I 394.24
02/2819& 1050.421097.661146.141197.961252.03 1307.22134215 1400.041411.09 1422.12
09/26/98 105 8.82 1106.44 I 15 5 31 1207.54 1262.05 1317.68 13 52.89 1411.24 1422.3 8 143 3.50
GRADE 028
434 CASHIER
433M MODIFIED DUTY WORKER-CLERICAL
433 STOREKEEPER
•
12/2U96 1052.24 1098.3Q 1146.58 1201.37 1254.Q3 1312.16 134835 1410.87 1421.63 1432.38
07/19/97 1457.50 I 103.79 115231 1207.38 126030 1318.72 1355.09 1417.92 1428.74 1439.54
12120{97 1059.62 1106.00 1154.61 1209.79 1262.82 1321.36 1357.80 1420.76 1431.60 1442.42
0212$J98 1080.81 112812 1177.70 1233.991288.08 1347.79 1384.96 1449.18 1460.23 1471.27
09126/98 1089.46 1137.14 1187.121243.86 1298.38 1358.57 1396.04 1460.77 147191 1483.04
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GRADE 029
045A CLERK IV
423A PAYROLL CLERK
538 ZOO KEEPER II
� .' �
A B C D E F 10-yr. 15-yr. 20-yr.
Cl) ��) � ��) � � ��) �g) �9)
12121/96 1077.46 113012 ll 80.55 1237.60 1293.52 1354.92 139332 1452.06 1462.81
07/19/97 1082.85 1135.77 1186.45 1243.79 1299.991361.691400.29 145932 1470.12
12f20l97 I 085.02 1138.04 1188.82 1246.28 1302.59 1364.41 1403.09 1462.24 1473.06
02128198 1106.72 1160.80 1212.60 1271.21 1328.64 1391.'70 1431.15 1491.48 1502.52
09/26198 1115.57 1170.09 122230 1281.38 1339.27 1402.83 1442.60 1503.41 1514.54
25-yr.
(10)
1473.57
1480.94
1483.90
1513.58
1525.69
GRADE 030
203A ANIMAL CONTROL OFFICER
300A ELECTIONS ASSISTANT
327 PAYROLL AUDIT CLERK
149A PROCUREMENT SPECIALIST TRAINEE
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12121/96 110930 1158.65 1211.23 1271.59 1329.70 139114 1429.51 1492.16 1502.90 1513.66
07J19147 ll 14.85 1164.44 1217.29 1277.95 133b.35 139810 1436.66 1499.62 1510.41 1521.23
12f20197 1 ll 7.08 1166.77121932 1280.51 1339.02 1400.90 1439.53 1502.62 1513.43 1524.27
02/28/98 1139.42 1190.11 124411 1306.12 1365.80 1428.92 1468.32 1532.b� 1543.70 1554.76
09126/98 1148.54 1199.63 1254.06 1316.57 1376.73 1440.35 1480.07 1544.93 1556.05 1567.20
Cs1.7:��_OZ�x�I
Q73 BUILD PERMIT CLERK
070 CHIEF METER READER
541A HUMAN RESOURCES RECORDS CLERK
965 LICENSE CLERK
248A SECRETARY
363A TREASURY CLERK
CJ
12121/96 113 8.87 118933 1245.26 1302.30 1364.81 1428.42 1468.96 1530.00 1540.74 1551.50
07/ I 9197 1144.56 1195.28 1251.49 1308.81 13 71.63 1435.56 1476.30 1537.65 1548.44 1559.26
12/20f47 ll46.85 ll97.671253.99 13ll.43 1374.37 1438.43 ]479.25 1540.73 ISS1.54 156238
02l28l98 1169.79 1221.62 1279.07 13 37.66 1401.86 146720 1508.84 1571.54 15 82.57 1593.63
09126/98 ll 7915 123139128930 1348.361413.07 1478.94 1520.91 1584.11 1595.23 1606.38
A-7
;s�:�.����a
150A PROCUREMENT SPECIALIST
249A SECRETARY (STENOGRAPHER}
� 431A SBNIOR COMPUTER OPERATOR
541 STOREROOM SUPERVISOR
202A TELECOMMIINICATOR
i •
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A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
CI) ��) ( � � t t�) C � tl�)
12I21196 1170.66 1226.601281.441341.78 1404.30 1470.11 1512,86 1578.97 1584.73 1600.47
07119/97 1176.51 1232.73 1287.85 1348.49 141132 1477.46 1520.42 1586.86 1597.68 1608.47
12l20f9? 1178.861235.201290.431351191414.141480.411523.461590.031600.88 1611.69
02/28l98 1202.44 1259.90 1316.24 1378.21 1442.42 1 S 10.02 1553.93 1621.83 1632.90 1643.92
09/2b/98 1212.Ob 1269.98 1326.77 1389.24 1453.96 1522.10 156636 1634.80 1645.96 1657.Q7
GRADE 033
382A CUSTOMER SERVICE SENIOR REP
157 DUPL EQUIP OPR SUPERVISOR
138M MODIFIED DUTY WORKER-CLERICAL
305A PAYROLL SYSTEM SUPERVISOR
138A VEHICLE MAINT CLERK
12121 /96 I 202.47 1260.63 1318.'16 1379.05 1443.77 1512.86 1555.63 I 622.37 1633.10 1643.86
07! 19197 1208.48 1266.93 132535 138595 1450.99 1520.42 1563.41 163 0.48 1641.27 1652.08
. 12J20{97 1210.90 1269.46 1328.00 13 88.72 1453.89 1523.46 1566.54 163 3.74 1644.55 16553 8
02/28/98 123 512 1294.85 1354.56 1416.49 1482.47 1553.93 1>97.87 1666.41 1677.44 1688.49
09126198 1245.00 1305.21 1365.40 1427.82 1494.83 156636 1614.65 1679.74 1690.86 1702.00
GRADE 034
506 CLERICAL SIiPBRVISOR
12121 /96 1237.60 1293.52 13 54.92 1416.36 1483.23 1555.63 1598.39 1668.02 1678.75 1689.53
07! 19197 1243.79 1299.99 1361.69 1423.44 1490.65 1563.41 160638 167636 1687.14 1647.48
12/20/97 1246.28 1302.59 1364.41 1426.29 1493.63 1566.54 1609.59 1679.71 1690.51 170138
02/28/98 1271.21 1328.64 1391.70 1454.82 1523.50 1597.87 1641.78 1713.30 1724.32 1735.41
09f2 bl98 1281.3 8 133 927 1402.83 1466.46 1535.69 1610.65 1654.91 1727.Q 1 173 8.11 1749.29
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GRADE 035 �� "��g
SOOA POLICE DISPATCHER
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A B C D E F 10-yr. I S-yr. 20-yr.
(1) ( ( l �$? tb) ��) (8) C
12121/96 127L59 1329_70 1391.14 1458.�5 1526.02 159839 1643.36 1717.01 1727.76
Q7/ 19/97 1277.45 133635 1348.10 146534 1533.65 1606.38 1651.58 1725.60 1736.40
1212a/97 1280.51 1339.02 1400.90 1468.27 1536.72 1609.59 1654.88 1729.05 1739.87
02/28/98 1306.12 1365.80 1428.92 1497.64 1567.45 1641.78 1687.98 1763.63 1774.67
09J26198 1316.57 1376.73 144035 1509.62 1579.99 1654.91 17Q 1.48 1177.74 1788.87
25-yr-
(10)
1738.52
1747.21
1750J0
1785.71
1800.00
GRADE 037
473 WATER BILLING SUPERVISOR
12(21 /96 1342.88 1406.48 1471, 20 154030 1613.74 1691.63 173 8.74 1814.98 1825.72 1836.48
07/19/97 1349.54 1413.51 1478.56 1548.00 1621.81 1700.09 1747.43 1824.05 1834.85 1845.66
12120J97 1352.29 1416.34 1481.52 1551.10 1625.05 1703.49 1750.92 1827.70 1838.52 1&4935
02128/98 1379.34 144�.67 1511.15 158212 1657.55 1737.56 1785.94 1864.25 1875.29 1886.34
09{26t98 13 9037 1456.23 1523.24 1594.78 1670.81 1751.46 1800.23 1874.16 1890.24 1401.43
GRADE 37A
276A EMPLOYMENT TESTING CQORDINATOR
� 12121/96 1342.>41406.631469.601540.391614.631721.841758.861833161843.40 1$53.64
07/19/97 1349.25 I 413.66 1476.95 1548.09 1622.70 1730.45 1767.65 1842.33 1852.62 1862.91
12120/97 1351.95 1416.491479.90 1551.19 162595 1733.91 1771.19 1846.01 1856.33 1866.64
02/28198 1378.99 1444.82 1509.50 15 $2.21 1658.47 1768.59 1806.61 1882.93 1893.46 1903.97
09/26l98 1390.02 145638 1521.58 1594.87 1671.74 1782.74 1821.06 1897.99 1908.61 1919.20
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