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98-168J�_?.��- r 0�� V��L Presented Referred To Committee Date 1 2 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees 3 Association. Requested by Department o£ Office of Labor Relations By: (�'� �. _� Adoption Certified by Council Secretary � Appi � coun�il Fi�e # 98 Green Sheet # 40125 t � RESOLUTION CITY OF SAINT PAUL, MINNESOTA Adopted by Council: Date / .�'/-�c% /X �99P� Form Ap roved by City Attorney // sy: � ��/`�_ �(' 3� a� DEPARTMENT/OFFICE/COUNCIL: DATE INITTATED �� —r ��✓ LABOR RELATIONS Februazy 21, 1998 GREEN SHEET No.: 40125 COV'I'ACI' PERSON & PAONE: � It�'117ALDA7'E IN77'7AL/DATE 7CTLIE KRAUS 266-6513 pSSIGN t DEPARTMENT DIA MK 4 CITY COUNCIL N6MBER 2 CTTY AITORNEY _� CR'Y CLERK MUST BE ON COL7VCI[, AGENDA BY (DATE) FOR SUDGE7' DIR PIN. & MGT. SERVICE DIR ROUTING 3 MAYOR (OR ASS7.) ORDER 7'OTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) acnox �Quesren: This resolution approves the attached 1947-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees Associa6on. RECOMIv�NDAT'IONS: Approve (A) or Rejea (R) P£RSONAI. SERVICE CONTRACfS MUST ANSWER 7'fiE FOLLOWING QUESTIONS: _PLANNiNG COMbIISSION CML SERVICE CObIIvIiSSION 1. Has this persoNfirm ever worked under a contract for this depaztrnent? _CIB COMMIT'!EE Yes No 5TAFF 2. Aas this personlfum eves been a city empioyee? DISIRIL7 COURT Yes No SUPPORTS WHICH COUNCIL OB7EC1'IVE? 3. Does this person/fvm possess a skiVl not normaily possessed by any current ciTy employee? Yes No Esplain all yes aoswers on separate sheet and attach ro green s6eet INITIATING PROBLEM, ISSI7E, OPPORTUNi1'Y (Who, WLat, When, Where, W hy): ' ADVANTAGESIFAPPROVED: fBECEiVED DISADVANTAGESIFAPPROVED: �AR O`t �I9JS �€v,vo�s o��c� DISADVANl'AGES IF NOT APPROVED: �"COTAL AMOIINT OF 7'RANSACITON: COST/[iEVENOE BUDGETED: C�� ^ti �-'�,�$��„�` z,'�,' :'�[ FUNDAG SOURCE: AC1'IVITY NUMBER: FINANCIAL INFORMATTON: (EXPLAIN) i e9 I��d .. ,: ATTACI�MENT TO GREEN SHEET 1997-1998 CLA55IFIED CONFIDENI'IAL EMPLOYEES ASSOCIATION Below represents the changes for the 1997-1948 tentative agreement between the City of Saint Paul and the Classified Confidential Employees Association. Durafion This contract will be effective 7anuary 1, 1997 through December 31,1998. 2. Wages Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: EffecUve Febniary 28, 1998: Effective September 26, 1998: C� Two percent (2.0%) increase One half percent (0.5%} increase Two-tenths percent (0.2%) increase Two percent (2.0°l0) increase Eight-tenths percent (0.8%) increase Active Health Insurance ClericallTecl�nical Effective for the January, 199? insurance, the City will contribute the full cost for single, and $3b8.82 for family. Effective for the January, 1998 insurance, the City will contribute the full cost for single, and $368.82 plus 54°/a of the premium increase far family. Professional Effective for the January, 1997 insurance, the City will contribute $300.00 for single (no change), and $332.41 for family. Effective for the January, 1998 insurance, the City will contribute $300.00 far single (no change), and $337.41 for family. Retiree Aealth Insurance - eligibiliry requirements Limitations were placed on those who may qualify for Retiree Health Insurance with the following: Employment with School District #625 wili not be counted towud the 20 year service requirement far employees hired or transferred to the City after Februaiy 27, 1998 towazd years of service for retiree health eligibility. 5. Severance An additionai severance pay plan was agreed to to bring the Professionals in tlus group up to the $10,000 severance package that all other groups are at. The conditions agreed to for this new severance package is as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul ♦ Eighty (80) days of sick leave credits .. . Attachment to Green Sheet 1997-1998 Ciassified Confidentiai Employees Association Page 2 6. Severance - eligibility requirements Limitations were placed on those who may qualify for a11 Severance packages with the following: Employment with School District #625 will not be counted toward the 20 yeaz service requirement for employees hired or transfened to the City after February 27, 1998 towazd yeazs of service for severance eligibility. 7. Sick Leave The amount of sick leave eligible for use to attend the funeral of the employee's grandparent or grandchild was changed from one day to three days. F:V.,ABREUCONTRACTICCEA11947 481ATTACA47 . . , _ _ .�- -� ;- , � �. , � -- ,� -:°�$ �.L� =�. _ �. ,.:., _. , - _ ,� , :: - ' �:� _ - = . _: ,_ :. , ,,. - _, .. . �.. . ,- � _ _ -__ _ ..- � = ,� .._ — : _. _ _�_ ;,_ � s <�99� ��98 ' s - = - - - � �� -_ � �- � � �� - � - . ' ` A,�R�EMEN'I` B�TWE�N % s - � - ` > ' :� �I� CI�� (�F SAIl�3T -�r�i33� ; , h � �4 ; � _ r � - =� ' � e s� � "� t � � � � ° x4 e a 4 S \ � - - . _ .. ... -. t. a. .. � n _ _ t�.. �� . . _ � . . _ � .. � o � �.�i r._ � � �.T 2 Y r _ -, a N � � Y� � 5 � .� } � �_" S ._- < A' � � �: �.. �v ...__''.. .-e�. _. _..>. � � � � 11Q��13 � �" m - s-' - r ' - ;(�; _ . Y J L. f , " _' $ ' - �j ._ � . � � _ �. .« ..-. ~$' _ � i ��"t�� LI�� • ARTICLE TITLE PACE Preamble ........................................ii 1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2 Check off ........................................2 3 Aours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Holidays .........................................4 b Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 8 Residency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 9 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 10 Insurance ......... ........ ....... ... ..... ... .. .. 11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 • 14 Wages .........................................19 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 I.eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 19 Seniority ........................................23 20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21 L,egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 22 No Strike - No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Nondiscrimination ................................. 30 25 Sick I.eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 30 26 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Appendix ...................................... A1 • i �l� " � ��6 ' : :��' . C , � This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the • � Employer, and the City of 5airn Paul Classified Confidential Employees Association, hereinafter referred to as the Associauon, has as its purpose the promotion of harmonious relations between the Employer and the Association, the establishment 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 employment. II ARTICLE 1- RECOG1vITION �� • 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agentfor the purpose of establishing salaries, wages, fiours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated I3ovember 12, 1975, in Case No. 76-PR-658-A and October 14, 19�7, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the foliowing: All classified eonfidentiai employees empioyed in: City Attomey's Office, Budget Office, O�ces of ihe Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Clerk I Accounting Technician II Cierk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I • Clerk-Typist II Clerk-Typist III Cierk-Stenographer I Clerk-Stenographer II Clerk-Stenographer III Data Entry Operator I Duplicating Equipment Operator Duplacating Equipment Operator Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Hutnan Resources Records Supervisor Human Resources Technician III Recruitment & Selection Coordinator Secretary Secretary (Stenographer) Service Worker II Trainee (Clerical) Professional Group Accountant I Accountant II Accountant III Budget Analyst I Budget Analyst II Budget Analyst III Budget Analyst IV Ciauns Manager Human Resources Specialist I Human Resources Specialist II Auman Resources Specialist III Risk Analyst Selection & Validation 3pecialist Training & Development Specialist Research Analyst I • ARTICLE 2 - RECOGIVITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to • conuibute a fair share fee for services rendered by the Association, and upon notifcarion by the Associarion, ihe Emptoyer shail check off said fee from the earnings of the employee and transmit the same to the Association. Tn no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and adminisuation of grievance procedures. T2us provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suits, orders or judgments brought ar issued against the Employer as a result of any action taken or not taken by the EmpIoyer under the provisions of this Articie 1, Section 1.3. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Association membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing tttat such deductions be made. The amounts to be deducted shall be certified to the Employer by a representadve of the ASSOCIATION and the aggregate deductions of al] employees shall be remitted together with an itemized statement to the • representarive by the f�rst of the succeeding month after such deductions are made or as soon thereafter as is possibie. 2.2 The Association agrees to indemnify and hoid ihe Employer hamiless against any and a1t ciaims, suiu, orders or judgments brought 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 The normal work day shall be seven and three/fourths {7�/a) consecutive hours per day, excluding a forty-five <45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be Five (5) consecurive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three/fourths (38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per • normaI work day or per normal work week. 2 Rg -' ARTICLE 3- HOURS OF WORK (Continued) . 3.5 Time on the payroli in excess of the normal hours set forth above in this ARTTCLE shall be "overtime work" and shall be done only by order of the Iiead of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Ciericai and Technical Group" shall be recompensed for work done in excess of the normal hours established above in ilus Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 An empioyee working in a title listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair I.abor Standards Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Articie 1.2 under the heading "Professiona] Group," and wkrich is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the exua hours worked. The method of compensation shall be determined solely by the • Employer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bargauung unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all departinent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies or acts of God, and overtitne may be required. 3.Z0 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guaranteed four hours pay. These provisions, however, sha21 not be effective when work is unable to proceed because of adverse weathez conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regulaz scheduled workday is less than four hours. • 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement • with the Empioyer, work scheduIes otfier than schedules limited by the normal work day and work week as set forth in Articles 3.1, 3.2 and 3.3. Overtune compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by ihe Fair I.abor Standards Act. 3.12 For employees who wish to share a posirion, the $mployer 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 shait be pro-rated based upon the percent of hours worked. HeaIth insurance benefits shail be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job sharing vaeancy for a period of ten (10) days. If at the end of [en (10) days such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee`s work hours. 3.13 Artic]es 3.11 and 3.12 shall not be subject to the provisions of Article 6 of ihis Agreernent. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods AII employees work schedules shalI provide for a fifreen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduIed to work a full half siuft beyond hislher regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - �IOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays; New Yeaz's Day Marcin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Day T�vo floating holidays � • 0 9� - i� ARTICLE 5 - HOLIDAYS (Continued) • Eligible emp]oyees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, ffie preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as ffie holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Departrnent Head of any employee. 5.3 Eligibility Requirements In order to be eligibie for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before ihe 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 Not withstanding Article 5.3, effective April 1, 1984 a temporary employee shall be eligible for holiday pay only after such employee has been empioyed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shal] be eligible for any floating holidays. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewards selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. r� L 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the empioyee have notified and received the approval of their supervisor to be absent w process a grievance and that such absence would not be deuimental to the work programs of the Employer. 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 6.4 Grievances shall be resolved in conformance with the foilowing procedure: Sten 1 Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the stewazd shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the empIoyee's satisfaction by the informal discussioa, it may be reduced to writing and referred to Step 2 by the Associauon. The written grievance shalt set foreh the aature of the grievance, the facts on which it is based, the alIeged secuon(s} of the Agreement violated, and the reIief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the fust occunence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (7) work days after receiving the written grievance a designated Employer supervisor shall meet with the Associauon steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Empioyer shail reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in wriiing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the Empioyer's answer shall be considered waived. • Stev 3 Within seven (7) work days foltowing receipt of a grievance referred from Step 2, a designated Employer supervisor shalI meei with the Association Business Manager or his/her designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Empioyer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not referred in writing by the Associadon to Step 4 within seven (7} work days following receipt of the Employer's answer shall be considered waived. �� . � •� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Employer may, within ten (10) calendar days, request mediation. If the parties agree ihat the grievaace is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediafion sha12 be completed within thirry (30) days of the assignment untess the garties mutualiy agree to Iengthen the time limit. • 6 �- i1�� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to arbitration shaii be delayed for the period of inediation. The grievance mediation process shail be informal. Rules of evidence shali not apply and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. At the xequest of both parties, the mediator may issue an oral recommendation for settlement. Either pariy may request that the mediator assess how an arbivator might rule in this case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shal] sign a statement agreeing to accept the outcome. Un]ess the parties agree otherwise, the outcome shall not be precedential. • 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions concerning resolution or offers of setdement, may be used or refened to during arbitration. SteD 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration groceedings shali be conducted by an arbitrator to be selected by mntual agreement of the Bmployer and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either parry may request the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the Hmgloyer and the Association shali have the right to suike two (2) names from the panel. The Association shali strike the first (lst} name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall • have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the applicafion of laws, rules, or regutations having • the force and effect of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following ciose of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of ihe grievance presented. The decision of the arbitrator shatt be fcual and binding on the Employer, the Associadon and the empIoyees. 6.6 The fees and expenses for the arbivator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating iu own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause sucfi 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 Association. 6.8 It is understood by the Association and the Employer that a grievance may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is deterniined by this � grievance procedure it shall not again be submiited for arbitration unt3er ttte Civil Service Ru1es. If an issue is determined by the provisions of the Civii Service Rules it shaII not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articles 3.11 and 3.12 of this Agreement. ARTICLE 7 - CITY MII.EAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobites in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department I3ead. Type 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In additioa, the employee shall be reunbursed $.20 per mile for � each mile actually driven. � ARTICLE 7 - CITY MILEAGE (Continued) �� If such employee is required to drive an automohile during employment and the Department Head or designated representauve determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shall be reimbursed at the rate of $.2o per mile driven and shall not be eligible for any per diem. Tyge 2 If an employee is required to use hislher own automobile REGiJLARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.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 determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shal] be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. 73 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reitnbursement plans who are required to have their personal car available for City business, Such parking wi11 be provided only for the days the employee is required to have his or her own personai car available. • 7.4 Rules and Regu]ations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$30Q,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less Lhan $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall appiy to all employees covered by this Agzeement. f1 LJ 0 ARTICLE 9 - VACATION 9.1 Each employee working in a title lisTed in Ar[icle 1.2 under the heading "Clerical and Technical Group" shalI accumuIate vacation credits at the rates shown beIow for each full hour on the payrolt, exctuding overtime. Years of Service lst year thiu 4th year Sth year thru 9th year lOth yearthru i5th year 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 {10 days) .0626 (16 days} .073Z (19 days) .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title Iisted in Article I.2 under the heading "Professional Group" shall accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Ist yearthru 7th year 8th yearthru 15th year 16th year thru 19th yeaz Twenry years and beyond Hours o[ Vacation .0577 (15 days) .0846 (22 days) .0962 (2S days) .1000 (26 days) 93 The Head of the Department may pernut an employee to carry over up to one hundred twenty (120) hours of vacation into the next "vacation year." For the purpose of this article, the "vacation year" shall be the fiscal year (IRS payroll reporting year). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacarion annually. Payment will be at the discretion of the Department Head and addirionaliy, Iimited by the avaIlability of funds in the Deparnnent's Budget. Article 9.5 sha12 noi be subject to the provisions of Article 6 of this Agreement. � • - 10 a�-�Ln� ARTICLE 10 - INSURANCE � Active Employees 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by ffie employer shall be solely conuolled by the contracu negotiated by the Empioyer and the benefit providers. The Employer will attempt to prevent any changes in the benefiu offered by tiie benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eiigible employee working under a tide listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLQYER, the EMPLOYER agrees to conuibute ffie full cost of the single health insurance premium. Effective for the January, 1997 insurance premiums, for each eligible empioyee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 per month, whic�ever is less. 103 Effective for the January, 1998 insurance premiums, for each el9gible full-tune empioyee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 plus 25% of the 1998 faznily health insurance premium increase per month, • whichever is less. 10.4 Effective for the 3anuary, 1947 insurance premiums, for each eligible fuil-time employee working under a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of Single Health Insurance Coverage, or $332.41 per month toward the cost of Family Health Insurance Coverage. 10.5 Effective for the January, 1998 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $300.00 per month toward the cost of Single Health insurance Coverage, or $337.41 per month toward the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-time benefiu wil3 apply to those part-time employees who appear on the payroll an average of at least 64 hours per biweekly pay period for the iwelve (12) month period preceding the annual open enroilment or special enrollmenu, or the six month period preceding initial enrollment. . 11 ARTICLE 10 - INSURANCE (Continued) Three-quarter time benefits wilt apply to those part-time employees who appear on the � payrolt an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrolIments, or the six month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average af ac least 40 hours, but less than 52 hours, per biweekly pay period for the twelve {12) month period preceding the annual open enrollment or special enrollments, ' or the six month period preceding initial enroliment. 10.7 For each eligible empioyee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees ta conuibute fifry percent (50�) of the amouat conuibuted for employees eligible for full-tune benefits with the same single or family selection in the same insurance plan. -- For each etigible employee covered by this AGREEMENT who is eligible for three- = quarter time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75 %) of the amount contributed for employees eligible for full-time benefiu with the same sing2e or family selection in -- the same insurance plan. Part-time employees who are permanently appointed to a fiill-time (80 hours per • - biweekly pay period) position af[er the commencement of the plan year, shall be made eligible for full-time benefits after they have completed at least forry hours in a monihly qualifying pay period as a full-time employee. Fuil-time employees who aze permanenuy appointed to a part-time (less than 80 hours per biweekly pay period) posiuon after the commencement of the pIan year, shall be reduced to the benefit level applicabte for the hours scheduled by the department. Such reduction shall take effeM on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a tide listed in ARTTCLE 1.2 under the heading "Clericat and Technicat Group," and who has setected health insurance coverage, the EMPLOYER agrees to contribute the cost of $20,000 life insurance. Employees who waive participarion in the healtii insurance pIan shalt not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 12 � \J ARTICLE 10 - INSURANCE (Continued) 48�«� 10.9 Under the "Cafeteria Plan," employees working in a title listed in ARTICLE 1.2 under the heading "Professional" mustselect atleast single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest full thousand if they elect to participate. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month grior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribuaon for which a participating employee is eligjble is defined as unused benefit doliars, not salazy, and shall be paid to the empioyee as taYable income. Such paymem wili be made during the month of December for the insurance year. Employees who waive participation shali nat be eligible to participate in any coverages or flexible spending accounts, and shail not be eligibie far ffie payment of unused benefit dollars. 10.10 Bmployees covered by this Agreemeni will be eligible to participate in the Flexible Spending Account as offered by the Employet. The service fee charged to participating employees shall be paid by the empioyee. 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Employer. The service fee charged tc participating employees shall be paid by the Employer. • 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Clerical, Technical and Professionai Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.14 through 1�.24 below, toward a health insurance plan offered by the Empioyer: 10.13(1) 1Q 13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his(her relationship with the Ciry of Saint Paul for reasons other than misconduct, and 10.13(3) Service requirements for refuee healih insurance eIigibiliry will not inciude years of service with School Disuict No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. . 13 ARTICLE 10 - INSURANCE {Continued) Eazly Retirees 10. i4 This Section app2ies to employees who: 10.14(1) Retire on or after Jarniary i, 1996, and 10.14(2) Have compteted twenry (20) years full-time service with the Ciry of Saint Paul, unIess receiving a disabiliry pension from the Ciry of Saint Paul, and 10.14(3) VJere appointed prior to January 1,1996, and 10.14(4} Meet the terms set forth in Section IO.I3 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65J years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insnrance coverage for emgloyees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group," unti] the retiree attains the age of sixty-five (65) Only dependents of record at ttte time of retirement shall be eligible for City contribution. When sucb early retiree attains age sixty-five (65), the provisions of Section 10.16 shall appiy. 10.15 This Section shall apply to employees who: 10.15(1) Retire on or after January 1, 1996, and have completed twenry (20) years fuil-time with the City of Saint Paui, uniess receiving a disabiIity pension from the Ciry of Saint Paul, and 10.15(2} Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15{4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a heaith insurance plan offered by ihe Employer. Until such employees reach sixty-five (65) years of age, the EmpIoyer agrees to contribute a maximum of $300.00 per month toward the cost of single heatth insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibuYe the cost for $S,OOO life iasurance nntil the retuee attains the age of sixty-five (65). i n U � 14 q8 • ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shali apply. Regular Retirees (Age 65 and over) 10.16 This Section shali apply to full-time employees who: 10.16(i} Retire on or after January 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5} Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance covetage. Any unused portion shal] not be paid to the retiree. No life insurance coverage wil] be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. C � J 10.17 This Section shall apply to fuli-time employees who: 1Q.1?(1) Retire on or after 3anuary 1, 1996, and 1Q.17(2) Were appointed on or after 7anuary 1, 1996, and 10.17(3) Have completed twenry (20) years full-time service with the Ciry of Saint Paul, uniess receiving a disability pension from the City of Saini Paul, and 10.17(4) Have attained age sixty-five (65) at retirement, and 10.17(5) Meet the conditions of Section 10.13 above, and 10.17(6) Select a health insurance plan offered by ihe Empioyer. The Employer agrees to contribute up to a maximum of $300.00 per month toward the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. C 1 J 10.18 In the event of reduction of hours of employment for budgetary reasons during the lasc twelve (12) months of employment, the eligibility will be deternuned by the previous forry-eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10.19 Employees who have completed iwenty (20} years of full-time service with the City of . Saint Paul and reduce to gart-time prior to retirement and who are eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for fizll-time benefits at retirement. 10.20 Early or Regulaz Retirees who are eligible for EmpIoyer contribution towards the cost of single coverage only may continue depeadent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may continue coverage at their own eacpense if ihey meet the eligibility requirements of Chapter 471.61 (formerty Chapter 488) of Minnesota Statute. Survivor Insurance 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or ilIness whicH was detemuned to have arisen out of and in the course of hislher employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular * retiree who retired under Section I0.16, the dependents of the retiree shail have the option, within thirty (30) days, to continue the current health insurance coverage which said dependents previousfy had, at tfie premium and Employer contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retiremeat may continue coverage at their own expense. In the event of the death of an early or regular retiree who was eligible for Employer contribution towards single health insurance coverage only, dependents on the Empioyer's plan at the time of the redree's death may continue coverage at their own expense. It is further understood that coverage sha11 cease in the event of: I0.21(1) S�bsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.21(2) The employment of the surviving spouse or dependent wfiere heatth insurance is obtained through a group program provided by said Employer. in this event, however, the surviving spouse or dependent shalt have the right to maintain City health insurance for the first ninety {90) days of said employment. � 16 ARTICLE 10 - INSURANCE (Continued) qg • 10.22 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.23 The contributions indicated in Article 10 shall be paid to the Empioyer's third parry adminisuator. 10.24 The following list of employees is a good faith effort by the City and the Association to identify empioyees, as of this contract date, who were hired by the City of Saint Paui prior to 7anuary 1, 1991, and who have less than iwenty (20) years of service with the City of Saint Paul upon reaching the age of sixty (60}. The intention of the parties is to inciude only those employees that are represented by the Association prior to January 1, 1496, and are stiil emp3oyed by the City as of the signing of this Agreement. 10.24(1) The foliowing emp]oyees wii] qualify for health insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) years of service with the City, they may qualify as provided for under this Agreement. Ianice Bunde • Ophelia Jones 3anice Gaughan Caroleen Parker Mike �oley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the Employer agrees to contribute a maximum of $550.00 towards the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be applied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for Employer contribution. , 17 ARTICLE 11- WORKING OUT OF CLASSIFICATION I 1.1 Any employee working an out-of-cIass assignment for more than 5 consecutive days • shall receive a higher rate of pay for the out-of-ctass assignment in the tugher classification starting from the first day the employee was required to work the out-af-class assignmeni. For the purposes of this Article, an out-of-class assignment is defined as an assignmeni of an employe� to perform, on a full-time basis, the significant duues and responsibilities of a position different from the emp]oyee's regular position, and which is in a classification higher than ttie cIassification field by the employee. The rate of pay for an approved out-of-class assignmeat shall be the sazne rate the empioyee would receive if such employee received a regular appointment to the next higher classification in ttie employee's cunent class series. 11.2 For the foIlowing classifications, Ute provisions of ii.l shall not apply to performance of the duties of the next tugher classification in the job series: Clerk I C1erk-StenographerI Clerk-TypistI ARTICLE 12 - EMPLOYEE RECORDS 12.1 _ Any written reprimand made concerning any member of this Bargaining Unit which is � filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Ciry shall request from the employee an acknowiedgment, in writing, that the reprunand has been read by said employee. 12.2 Any member of the bargaining unit may, during usuai working fiours, with the approval of the supervisor, review any material placed in the employee's personnel ffle, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. � m ARTICLE 13 - BULLETIN BOARDS Q8—c�S • 13.1 The Employer shall provide reasonahle bulietin space for use by the Union in posting notices of Union business and activities, said bulletin board space sha11 not be used by the Union for political purposes other th�w Union eleciions. Use of this bulletin board is sub,}ect to approval of the Department Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shail be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the foilowing: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to empioyees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shail suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassificatian takes place. • 14.2 The rates in the wage schedule in AppendiY A shall reflect the foliowing adjustments: Effective December 21, 1996: Two percent (2.0%) increase Effective 3uly 19, 1997: One half percent (0.5%) ancrease Effective December 20, 1997: Two-tenths percent (0.2%) increase Effective February 28, 1998: Two percent (2A%) increase Effective September 26, 1998: Eight-tenths percent (0.8%) increase Retroactive pay adjustmenu shall apply only to employees who were employed by the City as of the date of signing this conuact with the exception of employees who have been laid off or retired from the City. Members of the Association uansferring to another bargaining unit that has already received a retroactive adjustment for sunilar effective dates and percentages shail receive retroactive pay from these effective dates through the date of their leaving this Association. , 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, • overtime differentials, vacations and a1I other generai working conditions shail be maintained at not less than the highest minimum siandard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment sha�l be improved wherever specific provisions for unprovement are made elsewhere in tlus Agreement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make appiication for a teave of absence not to exceed one year. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 16.2 Sick Leave - Sick Leave shail accumuIate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half haur past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250, of tiie Ciry of Saint Paul. 16.3 Any empIoyee who has accumuiated sick leave credits as provided above shaiI be granted leave with pay for such period of time as ihe Head of the Department deems necessary, on accounT of sickness or injury of the employee, quarantine established by a pubIic health 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 tnne as is actually necessary for office visiu to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of war or ocher emergency declared by the proper authority of any of the military or naval forces of the state or of the United States for wtrich Ieave is not otherwise ailowed by law sha11 be enatled to leave of absence from employment without pay during such service with right of reinstatement and svbject to sucb condidons as are imposed by Iaw. Such leaves of absence as aze granted under ARTICLE 18 shaIl conform to Minnesota Stamtes, Section 142, as amended from time to time, and shali confer no additional benefits other than ihose granted by said statute. . - 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) q��8 • 26.5 Severance Pay - Employees shail be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shail be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or witness, except as a wimess in lus/her own behaif against the CITY, shall be paid his/her regular pay while he(she is so engaged. Provided, however, that any fees that the employee may receive from ihe court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime sluft during such time as helshe is required to appear in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 Any employee elected or appointed to a full time paid gosition 6y the exclusive representative may be granted a leave of absence without pay for not more than one . year for the purpose of conducting the dudes of the exclusive representative. 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paui shali be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or iIl City employee. Such paid sick leave eligibility shali begin upon certification by the employee's attending physician that the empioyee 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 birth 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. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just grior to the beginning of their leave. 16.10 Education Leave - i,eave with pay may be granted for educational purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-tune emptoyee may be granted up to 48Q hours of • voluntary leave of absence without pay during the fiscai year. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibiiity as thougfi he or she were on the payroll, Any leave of absence granted under this Article 16.11 is subject to the approval of the Departrnent Head. This provision shall be effective August 1, 1993. ARTICLE 17 - MILTTARY LEAVE OF ABSENCE 17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any ot�er component of the mititia of the State, now or hereafter organized or constituted under state or federal taw, or who sha11 be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Navai Reserve, the Marine Corps Reserve or any otfier reserve component of the military or naval force of the - United States, now or hereafter organized or constituted under Federallaw, shall be - entifled to leave af absence from employment without loss of pay, senioriry status, eff'iciency rating, vacation, sick leave or other benefits for alI the time when such empioyee is engaged with such organizarion or component in training or acfive service ordered or authorized by proper authority pursuant to law, whether for srate or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any caiendar year, and further provided that such leave shall be aIIowed oniy in case the • required military or naval service is satisfactorily performed, which shalt be presumed unless the contrary is established. Such leave shall nat be allawed uniess the employee (1} retvrns to his/her position immediately upon being relieved from snch military or naval service and not tater than the expiration of time herein limited for such leave, or (2) is prevented from so retzu�ning by physical or mental disability or other cause not due to such employee's own fau2t, or (3) is required by proper authoriry to continue in such military or nava2 service beyond the time herein limited for such leave. C- 22 ARTICLE 18 - MANAGEMENT RIGHTS qg - i �� • 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A pubiic employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SEI�TIORITY 19.1 Seniority, for the purpose of this Agreement, shall 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 tiUe covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases wheze two or more employees are appointed to the same ciass titie on the same date, the seniority shall be deternrined by employee's rank on the eligible list from which certification was made. • 19.2 Seniority shall 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, employees will be laid off by class title witttin each department based on inverse length of seniority as defined above. Aowever, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in a11 titles tisted on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shali notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. � If two or more vacant positions are available, the Human Resources O�ce shall decide which vacant positions the affected employee shail fill. If no vacancy exists in such tities, then the least senior City employee in such tifles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior Ciry employee in such titles sha11 be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. 23 ARTICLE I9 - SEriIORiTY (Continued) Column A Clerk I CIerk II Cterk-Typist I Cierk-Typist II Clerk-Stenographer I Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Tygist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier f, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine l7perator I Data Entry Operator I, Data Entry Ogerator II Data Entry Operator II, Data Entry Qperator I Duplicating Equip. Operator Trainee, Duplicating Bquip. Operator Duplicating Equip. Ogerator, I}uplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, eLC., when the number of empIoyees in these higher tifles is to be reduced, employees who have held lower titles which are in this bargaining unit wilt be offered reductions to the highest of these tides to which class senioriry would keep them from being laid off, before layoffs are made by any class title within any department. 19.5 In cases where an employee to be laid off has held no reguIar appointment in a lower title in the same promotional series as hislher current dde, that employee will be offered a reduction to the titie within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exisu a less senior employee in such tifle may be displaced. In cases where an employee to be laid off has heid no regular appointment to any tities immediately prior to his/her current title, said emgloyee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month pmbationary period in such tide. � � If the probauonary period is not satisfactory, the employee shaIl, at any time during the probationary period, be reinstated to his/her former title and skall be laid off, but such employee's name will be placed on the reinstatement register in luslher former title and � "bumping" rights herein shaIl not again apply to such empioyee. 0 ARTICLE 19 - SEIVIORITY (Continued) !� � • This procedure will be followed by the City for Ciry employees, and by the Board of Education for Board of Fducation employees; however, City employees being reduced or laid off may not dispiace Board of Education empioyees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. • ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER wiil discipline employees for just cause only. Discipline will be in the form of: 20.1 Orai reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 20.3 The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. Suspensions, reductions and discharges will be in written form. Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their Employer personnel files that concems work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under d'uect supervision of the Employer. 20.5 Discharges will be preceded by a five (5} calendar day preliminary suspension without pay. During said period, the employee and/or Association 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) calendar day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules, or may modify or withdraw same. 20.b An employee who is being questioned in a disciplinary investigation which could lead . to discipline of the employee shall be offered the right to have an Association representative present dwing questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wil}ful or wanton neglect of duty, the • Employer shall defend save harmiess and indemnify an empioyee, andJor his/fier estate, against any claim or demand, whether groundless or otherwise, arising out of an aIleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittistanding Article 21.1, the Empioyer shalI not be responsible for paying any legai service fee or for providing any legal service arising from any legai action where the employee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its o�cers or agents, nor any af the employees covered by this Agreement wiil engage in, encourage, sanction or support any suike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement, except as speciFically allowed by the Public Employment Labor Relations Act. In the event of a vialation of this article, the Employer witl warn employees of the consequences of their action and shall instruct them to immediaTely retum to tiieir normal duties. Any employee who fails to retum to lusfher fuii duries within twenty-four (24) hours of such evarning may be subjeci to the penalties provided � in the Public Employment Labor Relauons Act. 22.2 No lockout, or refusal to allow employees to perform available work, shal] be instituted by the Employer and/or its appointing authorities during tiie Iife of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Articte. Eligibiiity Requirements 23.2 To be eligibie for any of the severance pay plans, an employee must meet the foltowing requirements: 23.2(1) The employee must be voluniarily separated from City employmeni or have been subject to separation by layofF or compulsory retirement. Those employees who are discharged for casse, misconduct, iaefficiency, incompetency, or any other disciplinary reason aze not eligible for the Ciry severance pay plan. r � L — 26 ARTICLE 23 - SEVERANCE PAY(Continued) ��-�� 23.2(2) The employee must file a waiver of reemployment with the Director of Human • Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. Severance Pay Plan 1(All CCEA members) 233 In addition to the requiremenu listed in 23.2, an employee must meet the following requirements: 23.3(i) T'he employee must be regularly appointed to a title covered by this Agreement prior to 3anuary 1, 1990. 233(2) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. 23.3(3) The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of hislher separation from service. 23.3(4) The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For Ciry employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension � under the provisions of that particular pension plan. 23.3(5) The maxunum amount of money that any employee may obtain through this severance pay plan is $6,500 to be caiculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerieal and Technical CCEA members oniy) 23.4 For each eligib]e emplayee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: 23.4(i) The empioyee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepazation from service. . z� ARTICLE 23 - SEVERANCE PAY(Continued) 23.4(2} The years of service requirement and corresponding maximum amount of money that any emptoyee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Section 23.6 below. Years of Service with the City At Least 20 21 22 23 24 25 Maaimum Severaace Pay $ 5,000 6,000 7,000 8,000 9,000 20,000 Severance Pay Plan 3(Professional CCEA members only) 23.5 For each eligible employee working in a title listed in ARTICLE 2.2 under ihe hea@ing "Professional Group," rhe Empioyer shall provide a severance pay plan as set forth in xhis section 23.5. In addition to che requirements listed in 23.2, an employee must meet LJ the folIowing requirements: 23.5(1) The employee must be 58 years of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA}. For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension pian. • 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave crediEs at the time of his/her separation from service. 23.5(3) The employee must have at least twenry (20) years of service under the classi£ed or unclassified Civil Service at the time of segaration, the last five of which must be consecutive. 23.5(4) The maximum aznount of mo�y thai any emgtoyee may obtain through rhis severance pay pian is $10,Q00 to be calcnlated as setforth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibiliry requirements set forW above, helshe will be granted severance pay in an amount equal to one-haif of tfie daiIy rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a mar,imum of 200 accrued sick leave days. i 28 ARTICLE 23 - SEVERANCE PAY(Continued) R�-i�� 23.7 For the purpose of this severance plan, an employee who voluntarily separates from � employment with the City of Saint Paul for employment with Independent School District No. 625 shall be eligible for severance pay if ihe employee meets the eligibiliry requirements set forth above. 23.8 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District 1�30. 625 may be used in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transferring to the City, on or afrer February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where ffie specific provisions of this Article conflict with said ordinance, and in such cases, the provisions of this Article shall conuol. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be • considered as separation of employment and if the employee would have met all of the requiremenu set forth above, (at the time of his(her death), payment af the severance pay shall be made to the emp3oyee's spouse or estate. 23.12 Employees may qualify for either Severance Pay Plan 1(5ection 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay under any other provision set forth in ihis agreement. 23.13 Any employee hired prior to Aecember 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by Ciry Ordinance No. 16303, section i, section 6, draw severance pay. However, an election by the employee to draw sevezance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shali only be entitled to the benefiu of this Article upon meeting the qualifications herein. r 29 ARTICLE 24 - NONDISCRIlVIINATION 24.1 The terms and conditions of this Agreement wiI2 be applied to employees equaIty � without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-mesnbers3up in ihe Association. 24.2 Employees will perform their duties and responsibIlities in a nondiscriminatory manner as such duties and responsibilities invoive other employees and the general public. 243 EmpIoyees covered by this contract will be covered by the City Policy regardin:g nondiscrimination and sexuai harassment, as weII as applicabie local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious ilIness or disabiIity of an empIoyee's cIuId, parent or househoId member, the head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid ieave shall be drawn from the empIoyee's accumuiated sick leave credits. Use of such sick leave shall be limited to 40 hours per incideni. 25.2 The Head of the Depamnent or the Human Resources Director may require a � physician's certificate or additional certificates at any time daring an employee's use of sick leave for the purposes stated in 25.1 above. A11 such certificates shall be forwarded by the appointing offccer to the Human Resources O�ce. If an employee is absent because of the provisions of Article 25.1 for three or fewer calendar days he/she shatl submit to the head of ttie Department a certificate signed by the employee staiing the nature of the child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave sha11 be granted unless or until a physician is consutted. The sick leave may be continued from and include the day of consultation, but only if a cerCificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Humaa Resources O�ce. 25.3 No sick leave sha11 be granted for the above reasons uniess the empioyee reports to his/her department head the necessity for fihe absence not tater than one-half hour after his/her regulazly scheduled tnne to report for work, unIess he/she can show to the satisfaction of the Deparnnent Head that the failure to reporc was excusab2e. 25.4 An employee shall be paid under the provisions of this paragraph only for the number of days or haurs for which he/she would normalty have been paid if he/she had not been on sick leave. - 30 . • � ARTICLE 26 - TERMS OF AGREEMENT � �� 26.1 Compiete Agreement and Waiver of Barg ininu - This Agreement shali represent the complete Agreement between the Associarion and the Ciry of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity 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 aze set forth in this Agreement. Therefore, the Ciry and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees ihat the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the tune provided, such provision shall be voided. All other provisions shall continue in full force and effect. 26.3 Terms of AGREEMENT - This Agreement shall be in full force and effect from 7anuary 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 by June 1, that it desires to modify or terminate this Agreement. In wimess whereof, the parties have caused this Agreement to be executed this 27th day of February, 1998. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Mary Kearney, ° Director of I.abor Relations CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Eric illems, Association President 31 . APPENDIX A ��- 1� b - CLERICAL TITLES � 804C CLERICAL TRAINEE 12-21-96 674.53 648.Q5 720.59 745.99 77138 80Q.52 815.58 %45.96 856.20 866.42 07-19-97 677.90 701.54 724.19 749.72 775.24 804.52 819.66 850.19 860.48 870.75 12-20-97 679.26 702.94 725.64 ?51.22 776.79 806.13 82130 851.89 862.20 872.49 02-28-98 692.85 717.00 740.15 766.24 79233 822.25 837.73 868.93 879.44 889_94 09-26-98 69839 722.74 746.0? 77237 798.67 828.83 844.43 875.88 886.48 897.06 111 C CLERK I 12-21-96 702.74 72b.24 752.60 777.03 806.16 833.45 85i.31 884.64 894.88 905.10 07-19-97 706.25 729.87 75636 780.92 810.19 837.62 855.57 889.06 84935 909.63 12-20-97 707.66 73133 757.87 782.48 811.81 83930 857.28 890.84 901.15 911.45 02-28-98 ?21.81 745.96 773.03 798.13 828.05 856.09 874.43 908.66 919.17 929.68 09-26-98 727.58 751.93 779.21 804.52 834.67 862.94 881.43 915.93 926.52 937.12 100C SERVICE WORKER II 12-21-46 718.12 742.25 764.80 792.07 817.46 847.52 870.54 905.28 915.50 425.73 07-19-97 72231 745.96 768.62 796.03 821.55 851.76 874,89 909.81 920.08 93036 12-20-97 723.75 747.45 770.16 797.62 823.19 853.46 876.64 911.63 921.92 932.22 •02-28-98 738.23 762.40 785.56 813.57 839.65 870.53 894.17 929.86 94036 950.86 09-26-98 744.14 768.50 791.84 820.08 846.37 837.49 901.32 93730 947.88 958.47 121 C CLERK-TYPIST I 12-21-96 729.07 754.45 781.72 808.04 837.17 870.54 891.90 924.83 935.06 945.30 07-19-97 732.72 758.22 785.63 812.08 841.36 874.84 896.36 429.45 439.74 950.03 12-20-97 734.19 759.74 78720 813.70 843.04 %76.64 898.15 931.31 941.62 951.93 02-28-98 ?48.87 774.93 802.94 829.9? 859.90 894.17 916.11 949.94 960.45 970.97 09-26-98 754.86 781.13 809.36 836.61 866.78 901.32 923.44 957.54 968.13 978.74 112C CLERK II . 12-21-96 804.43 880.02 871.56 905.06 943.89 983.361008.57 1052.64 1062.87 1073.10 07-19-97 813.98 844.22 87592 909.59 948.61 988.28 1013.61 1057.901068.18 1078.47 12-20-9? 815.61 845.91 877.67 911.41 450.51 990.26 1015.64 1060.02 1070.32 1080.63 02-28-98 831.92 862.83 895.22 929.64 969.52 1010.071035.95 1081.22 1091.73 1102.24 09-26-98 838.58 869.73 902.38 937.08 977.281018.15 1044.241689.87 1100.461111.06 - A1 - 122C CLERK-TYPIST II 12-21-96 844.71 873.68 915.22 952.67 992.13 1037.�41Q63.41 1108.31 1118.54 1128.77 • 07-19-97 848.93 878.05 919.80 957.43 997.091042.28 1068.73 1113.85 1124.13 1134.41 12-20-97 850.63 879.81 421.64 95934 999.081044361070.871116.081126381136.58 02-28-98 867.64 897.41 940.07 978.53 1019.061065.25 1092.29 1138.40 1148.91 1159.41 09-26-98 874.58 904.54 947.59 986361027.21 1073.771101.03 1147.51 115810 1168.69 113C CLERK III 12-21-96 952.67 992.131037.091082.061131.411178.581211.461260.801271.03128126 07-19-97 957.43 997.091042.281087.471137.071184.471217.521267.101277.391287.67 12-20-97 95934 999.081044361089.641139.341186.841219.961269.631279.941290.25 02-28-48 978.531019.061065.251111.431162.131210.581244.361295.021305.541316.06 09-26-98 986.361027.211073.771120321171.431220.261254311305381315.981326.59 123C CLERK-TYPIST TII 12-21-46 977.861021.711064.481112.761164321213.671247.631299.771310.00132023 07-19-97 982.751026.821069.801118.321170.141219.741253.871306.271316.551326.83 12-20-97 984.721028.871071.941120.561172.481222.181256381308.881319.181329.48 02-28-98 1004.41 1049.45 1093.38 1142.97 1195.93 1246.62 1281.51 1335.06 1345.56 1356.07 09-26-98 1012.45 I 057.85 1102.13 1152.11 1205.50 1256.59 1291.76 1345.74 1356.32 1366.92 • 045C CLERK IV 12-21-96 1084.24 1136.88 118736 1244.37 1300.31 1361.68 14�0.10 1458.96 1469.2� 1479.42 07-19-97 1089.b6 1142.56 119330 1250.59 1306.81 1368.49 1407.10 1466.25 1436.55 1486.82 12-20-97 1091.84 I 144.85 1195.69 1253.09 1309.42 1371.23 140991 1464.18 1479.50 1489.79 02-28-98 1113.68 1167.75 1219.601278.15 1335.61 ]398.65 1438.11 1498.561509.09 1519.59 04-26-98 1122.59 1177.09 122936 128838 1346.29 1409.84 1444.61 1 S 10.55 1521.16 1531.75 297C HUMAN RESOURCES RECORDS CLERK 248C SECRETARY 12-21-96 1145.65 1 l 96.11 1252.04 1309.09 1371.58 1435.20 1475.75 1536.90 1547.13 1557.36 fl7-19-97 1151.38 1202.09 125830 1315.64 1378.44144238 1483.13 1544.58 1554.87 1565.15 12-20-97 1153.68 12Q4.49 126Q.82 1318.27 1381.20 1445.26 1486.10 1547.67 1557.98 1568.28 02-28-98 1176.75 1228.58 1286.04 1344.64 1408.82 1474.17 1515.82 1578.62 1589.14 1599.65 09-26-98 1186.16 1238.41 1296.3 3 1355.40 1420.09 1485.96 1527.95 1591.25 1601.85 1612.45 249C SECRETARY (STENOGRAPHER) 12-21-96 ll 77.48 1233 37 128822 1348.56 1411.08 1476.87 1519.66 1585.85 1596.08 1606.31 07-I 9-97 1183.37 1239.54 1294.66 135530 1418.14 1484.25 1527.26 1593.78 1604.06 1614.34 12-20-47 1185.74 1242.02 1297.25 1358.01 1420.98 1487.22 153031 1596.97 1607.27 1617.57 .02-28-98 1209.45 1266.86 1323.20 1385.17 1449.40 1516.96 156092 1628.91 1639.42 1649.92 04-26-98 1219.13 1276.99 1333.79 1396.25 1461.00 1529.10 1573.41 1641.94 1652.54 1663.12 �� - i�g 506C CLERICAL SUPERVISOR 12-21-9b 1244.37130031 1361.b81423.161490.031562.411605.161b74.901685.14169536 � 7-14-97 1250.59 1306.81 1368.49 143 0.28 1497.48 1570.22 1613.14 1 fi83.27 1693.57 1703.84 12-20-97 1253.09 1309.42 1371.23 1433.14 1500.47 157336 1616.42 1686.64 1696.96 1707.25 02-28-98 1278.15 1335.61 1398.65 1461.80 1530.48 1604.83 1648.75 172037 1730.90 1741.40 09-26-98 1288.38 1346.29 1409.84 1473.49 1542.72 1617.67 1661.94 1734.13 1744.75 1755.33 y 9� L �l1� _ 201 C EDP PROGRAMNIER TRAINEE 12-21-96 1107.83 1154.66 1201.48 1254.44 1308.37 1365.37 1400.00 1459.24 1473.25 1487,25 07-19-97 111337 1160.43 1207.491260.71 1314.91 1372.20 1407.00 1466.54 1480.62 1494.69 12-20-97 1115.60 1162.75 12�9.90 1263.23 1317.54 1374.94 1409.81 1469.47 1483.58 1497.68 02-28-98 113 7.91 1186.01 1234.101288.491343.89 1402.44 143 5.01 1498.86 1513.25 1527.63 04-26-98 1147.01 1145.50 1243.97 1298.80 1354.64 1413.66 1444.51 1510.85 152536 1539.85 686C ACCOUNTING TECHNICIAN II 12-21-96 Q7-19-98 12-20-97 02-28-48 • 09-26-98 1221.89 1276.84 1331.81 1389.85 1450.92 1514.01 1554.78 1618.3? 163238 164637 1228.00 1283.22 1338.47 1396.80 1458.17 1521.58 1562.55 1626.46 1640.54 1654.60 123 0.46 1285.791341.15 1399.59 1461.09 1524.62 1565.b8 1629.71 1643.82 1657.91 1255.07 1311.51 1367.97 1427.58 1490.31 I 555.11 1546.99 1662.30 1676.70 1691.07 1265.11 I 322.00 1378.91 1439.00 1502.23 1567.55 1609.77 1675.60 1690.11 1704.60 567C EDP PROGRAMMER 12-21-96 1288.06 1344.01 1402.05 1463.12 1528.28 1597.51 1640.28 1709.31 1723 31 1737.30 07-19-97 1294.50 1350.73 1409.06 1470.44 1535.92 1605.50 1 b48.48 171'7.86 1731.93 1745.99 12-20-97 1297.09 1353.43 I411.88 1473 38 1538.99 1608.71 1651.78 1721.30 173 539 1749.48 02-28-98 l 323.03 13 80.50 1440.12 1 S 02.85 1569.77 1640.8 8 1684.82 1755.73 1770.10 1784.47 04-26-98 1333.61 1391.54 1451.64 1 S 14.87 158233 1654.01 1698.30 1769.78 1784.26 1748.75 921 C HUIvtAN RESOiJRCBS TECHivICIAN III 12-21-96 1431.22 1490.04 1557.37 1623.66 �699.67 1783.27 1820.32 189538 1909.38 1923.39 07-19-97 143 8.3 8 1497.44 156516 1631.78 1708.17 1792.19 1829.42 1904.86 1918.93 193 3.01 12-20-97 1441.26 1500.48 1568.29 1635.041711.591795.77 1833.08 1908.67 1922.77 1936.88 02-28-98 1470.09 1530.44 1599.66 1667.74 1745.82 1831.64 1869.74 1946.84 1461.23 1475.62 09-26-98 148I .85 1542.73 1612.46 1681.08 1759.79 184634 1884.70 1962.41 1976.92 1991.42 . q�-l�g - � - PROFESSIOi�iAL TITLES . 527C BUDGET ANALYST I 331C HUMAN RESOURCES SPECIALIST I 342C RESEARCH ANALYST I 12-21-96 1160.62 1207.07 1256.78 1318.29 1385.29 1454.43 1525.65 1571.03 1616.37 07-19-97 1166.42 1213. I 1 1263.06 1324.88 1392.22 1461.70 1533.28 1578.89 1624.45 12-20-97 1168.75 1215.54 1265.59 1327.53 1395.00 1464.62 153635 1582.05 1627.70 02-28-98 1192.13 1239.85 1290.90 1354.08 1422.90 1493.91 156'7.08 1613.69 166�.25 09-26-98 1201.67 1249.77 1301.23 1364.91 143428 1505.86 1579.62 1626.60 1673.53 332C HUMAN RESOURCES SPECIALIST II 12-21-96 1306.44 13 S93 5 1413.34 1483.541556.98 163 5.87 1715.73 1763.24 1819.44 07-19-97 1312.97 1366.15 1420.41 1490.96 1564.76 1644.05 172431 1772.06 1828.54 12-20-97 1315.b0 1368.88 1423.25 1493.94 1567.89 1647,34 1727.76 1775.60 1832.20 02-28-48 1341.91 1396.26 1451.72 1523.82 1594.25 1680.29 1762.32 1811.11 1868.84 09-26-98 1352.65 1407.43 1463.33 1536A 1 I 612.04 1693.73 1776.42 1825.60 1883.79 088C BUDGET ANALYST II � 12-21-96 1386.35 144036 1498.68 1574.28 1649.85 1733.05 1821.58 1874.52 1927.38 7-19-97 l 393.28 1447.56 1506.17 1582.15 1658.10 1741.72 1830.69 1883.891937.02 12-20-97 1396.07 1450.46 1509.18 1585 31 1661.42 1745.20 183435 1887.66 1940.89 02-28-98 1423.991479.47 153936 1617.02 1694.65 1780.101$71.04 J925.41 1979.71 09-26-98 1435.38 1491.31 1551.67 1629.96 1708.21 1794.34 1886.01 1940. S l 1995.55 333C HUMAIV RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12-21-96 1427.41 1483 .54 1542.94 1619.65 1701.72 1784.89 1874.52 1929.57 1986.83 07-19-97 1434.55 1490.96 1550.65 1627.75 1710.23 1793.81 1883.89 1939.22 1996.76 12-20-97 1437.42 1493.94 1553.75 1631.01 1713.65 1797.40 1887.66 1943.10 2006.75 02-29-98 1466.17 1523.82 1584.83 1663.53 1747.92 1833.35 1925.41 1981.96 2040.77 09-26-98 1477.90 1536.01 1597.51 1676.94 1761.90 1848A2 1940.81 1997.82 2057.10 247C RISK ANALYST 12-21-96 07-19-97 22-20-97 02-28-98 09-26-98 . 1470.61 1529.98 158938 1667.17 1751.37 183 �.80 1929.57 1989.01 204732 1477.96 1537.63 1597.33 1675.51 1760.13 1846.99 1939.22 1998.96 2057.56 14$0.92 1540.71 1600.52 1678.86 1763.65 1850.68 1943.10 2002.96 2061.68 1510.54 1571.52 1632.53 1712.441798.92 1887.69 1981.96 2043.02 2102.91 1522.62 1584.09 1645.59 1726.14 1&13.31 1902.79 1997.82 2Q54.36 2119.73 �� - A4 - . - 413C SELECTIQN & VALIDATION SPEC � b��0 12-21-96 1509.94 1570.44 1631.98 1714.06 179937 1889.00 1984.04 2Q4238 2101.77 � 07-19-9? 1517.49 1578.29 1640.14 1722.63 1808.37 1898.45 1993.96 2052.59 2112.28 12-20-97 1520.52 1581.45 1643.42 1726.08 1811.99 1902.25 1997.95 2056.70 2116.50 02-28-98 1550.93 1613.08 1676.291760.60184823 1940.30 2037.91 2097.83 2158.83 09-26-48 1563.34 1625.98 1689.70 1774.68 1863.02 1955.82 2054.21 2114.61 2176_ 10 272C BUDGET ANALYST III 12-21-96 1655.27 1720.06 1787.01 1876.68 1970.62 2068.90 2173.66 2235.20 2302.15 07-19-47 1663.55 1728.56 1795.95 1886.06 1980.4'7 2079.24 2184.53 2246.38 2313.66 12-20-97 1666.88 1732.12 1799.54 1889.83 1984.43 2083.40 2188.90 2250.87 2318.29 02-28-98 1700.22 1766.76 1835.53 1927.63 2024.12 2125.07 2232.68 2295.89 2364.66 09-26-98 1713.82 1780.89 1850.21 1943.05 204031 2142.07 2250.54 2314.26 2383.58 802C BUDGET ANALYST IV 569A CLAIMS MANAGER 12-21-96 2033.28 2113.15 2194.54 2305.39 2423.16 2544.08 2670.42 275035 2824.19 07-19-97 2043.45 2123.72 2210.54 2316.92 2435.28 2556.80 2683.77 2764.10 284334 12-20-97 2047.54 2127.97 2214.96 2321.55 2440.15 256191 2684.14 2769.63 2844.03 02-28-98 2088.49 2170.53 2259.26 2367.98 2488.95 2613.15 274292 2825.02 2906.01 09-26-98 210520 2187.89 2277.33 2386.42 2508.86 2634.06 2764.86 2847.62 2929.26 • . - AS - J�_?.��- r 0�� V��L Presented Referred To Committee Date 1 2 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees 3 Association. Requested by Department o£ Office of Labor Relations By: (�'� �. _� Adoption Certified by Council Secretary � Appi � coun�il Fi�e # 98 Green Sheet # 40125 t � RESOLUTION CITY OF SAINT PAUL, MINNESOTA Adopted by Council: Date / .�'/-�c% /X �99P� Form Ap roved by City Attorney // sy: � ��/`�_ �(' 3� a� DEPARTMENT/OFFICE/COUNCIL: DATE INITTATED �� —r ��✓ LABOR RELATIONS Februazy 21, 1998 GREEN SHEET No.: 40125 COV'I'ACI' PERSON & PAONE: � It�'117ALDA7'E IN77'7AL/DATE 7CTLIE KRAUS 266-6513 pSSIGN t DEPARTMENT DIA MK 4 CITY COUNCIL N6MBER 2 CTTY AITORNEY _� CR'Y CLERK MUST BE ON COL7VCI[, AGENDA BY (DATE) FOR SUDGE7' DIR PIN. & MGT. SERVICE DIR ROUTING 3 MAYOR (OR ASS7.) ORDER 7'OTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) acnox �Quesren: This resolution approves the attached 1947-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees Associa6on. RECOMIv�NDAT'IONS: Approve (A) or Rejea (R) P£RSONAI. SERVICE CONTRACfS MUST ANSWER 7'fiE FOLLOWING QUESTIONS: _PLANNiNG COMbIISSION CML SERVICE CObIIvIiSSION 1. Has this persoNfirm ever worked under a contract for this depaztrnent? _CIB COMMIT'!EE Yes No 5TAFF 2. Aas this personlfum eves been a city empioyee? DISIRIL7 COURT Yes No SUPPORTS WHICH COUNCIL OB7EC1'IVE? 3. Does this person/fvm possess a skiVl not normaily possessed by any current ciTy employee? Yes No Esplain all yes aoswers on separate sheet and attach ro green s6eet INITIATING PROBLEM, ISSI7E, OPPORTUNi1'Y (Who, WLat, When, Where, W hy): ' ADVANTAGESIFAPPROVED: fBECEiVED DISADVANTAGESIFAPPROVED: �AR O`t �I9JS �€v,vo�s o��c� DISADVANl'AGES IF NOT APPROVED: �"COTAL AMOIINT OF 7'RANSACITON: COST/[iEVENOE BUDGETED: C�� ^ti �-'�,�$��„�` z,'�,' :'�[ FUNDAG SOURCE: AC1'IVITY NUMBER: FINANCIAL INFORMATTON: (EXPLAIN) i e9 I��d .. ,: ATTACI�MENT TO GREEN SHEET 1997-1998 CLA55IFIED CONFIDENI'IAL EMPLOYEES ASSOCIATION Below represents the changes for the 1997-1948 tentative agreement between the City of Saint Paul and the Classified Confidential Employees Association. Durafion This contract will be effective 7anuary 1, 1997 through December 31,1998. 2. Wages Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: EffecUve Febniary 28, 1998: Effective September 26, 1998: C� Two percent (2.0%) increase One half percent (0.5%} increase Two-tenths percent (0.2%) increase Two percent (2.0°l0) increase Eight-tenths percent (0.8%) increase Active Health Insurance ClericallTecl�nical Effective for the January, 199? insurance, the City will contribute the full cost for single, and $3b8.82 for family. Effective for the January, 1998 insurance, the City will contribute the full cost for single, and $368.82 plus 54°/a of the premium increase far family. Professional Effective for the January, 1997 insurance, the City will contribute $300.00 for single (no change), and $332.41 for family. Effective for the January, 1998 insurance, the City will contribute $300.00 far single (no change), and $337.41 for family. Retiree Aealth Insurance - eligibiliry requirements Limitations were placed on those who may qualify for Retiree Health Insurance with the following: Employment with School District #625 wili not be counted towud the 20 year service requirement far employees hired or transferred to the City after Februaiy 27, 1998 towazd years of service for retiree health eligibility. 5. Severance An additionai severance pay plan was agreed to to bring the Professionals in tlus group up to the $10,000 severance package that all other groups are at. The conditions agreed to for this new severance package is as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul ♦ Eighty (80) days of sick leave credits .. . Attachment to Green Sheet 1997-1998 Ciassified Confidentiai Employees Association Page 2 6. Severance - eligibility requirements Limitations were placed on those who may qualify for a11 Severance packages with the following: Employment with School District #625 will not be counted toward the 20 yeaz service requirement for employees hired or transfened to the City after February 27, 1998 towazd yeazs of service for severance eligibility. 7. Sick Leave The amount of sick leave eligible for use to attend the funeral of the employee's grandparent or grandchild was changed from one day to three days. F:V.,ABREUCONTRACTICCEA11947 481ATTACA47 . . , _ _ .�- -� ;- , � �. , � -- ,� -:°�$ �.L� =�. _ �. ,.:., _. , - _ ,� , :: - ' �:� _ - = . _: ,_ :. , ,,. - _, .. . �.. . ,- � _ _ -__ _ ..- � = ,� .._ — : _. _ _�_ ;,_ � s <�99� ��98 ' s - = - - - � �� -_ � �- � � �� - � - . ' ` A,�R�EMEN'I` B�TWE�N % s - � - ` > ' :� �I� CI�� (�F SAIl�3T -�r�i33� ; , h � �4 ; � _ r � - =� ' � e s� � "� t � � � � ° x4 e a 4 S \ � - - . _ .. ... -. t. a. .. � n _ _ t�.. �� . . _ � . . _ � .. � o � �.�i r._ � � �.T 2 Y r _ -, a N � � Y� � 5 � .� } � �_" S ._- < A' � � �: �.. �v ...__''.. .-e�. _. _..>. � � � � 11Q��13 � �" m - s-' - r ' - ;(�; _ . Y J L. f , " _' $ ' - �j ._ � . � � _ �. .« ..-. ~$' _ � i ��"t�� LI�� • ARTICLE TITLE PACE Preamble ........................................ii 1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2 Check off ........................................2 3 Aours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Holidays .........................................4 b Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 8 Residency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 9 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 10 Insurance ......... ........ ....... ... ..... ... .. .. 11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 • 14 Wages .........................................19 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 I.eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 19 Seniority ........................................23 20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21 L,egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 22 No Strike - No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Nondiscrimination ................................. 30 25 Sick I.eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 30 26 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Appendix ...................................... A1 • i �l� " � ��6 ' : :��' . C , � This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the • � Employer, and the City of 5airn Paul Classified Confidential Employees Association, hereinafter referred to as the Associauon, has as its purpose the promotion of harmonious relations between the Employer and the Association, the establishment 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 employment. II ARTICLE 1- RECOG1vITION �� • 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agentfor the purpose of establishing salaries, wages, fiours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated I3ovember 12, 1975, in Case No. 76-PR-658-A and October 14, 19�7, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the foliowing: All classified eonfidentiai employees empioyed in: City Attomey's Office, Budget Office, O�ces of ihe Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Clerk I Accounting Technician II Cierk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I • Clerk-Typist II Clerk-Typist III Cierk-Stenographer I Clerk-Stenographer II Clerk-Stenographer III Data Entry Operator I Duplicating Equipment Operator Duplacating Equipment Operator Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Hutnan Resources Records Supervisor Human Resources Technician III Recruitment & Selection Coordinator Secretary Secretary (Stenographer) Service Worker II Trainee (Clerical) Professional Group Accountant I Accountant II Accountant III Budget Analyst I Budget Analyst II Budget Analyst III Budget Analyst IV Ciauns Manager Human Resources Specialist I Human Resources Specialist II Auman Resources Specialist III Risk Analyst Selection & Validation 3pecialist Training & Development Specialist Research Analyst I • ARTICLE 2 - RECOGIVITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to • conuibute a fair share fee for services rendered by the Association, and upon notifcarion by the Associarion, ihe Emptoyer shail check off said fee from the earnings of the employee and transmit the same to the Association. Tn no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and adminisuation of grievance procedures. T2us provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suits, orders or judgments brought ar issued against the Employer as a result of any action taken or not taken by the EmpIoyer under the provisions of this Articie 1, Section 1.3. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Association membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing tttat such deductions be made. The amounts to be deducted shall be certified to the Employer by a representadve of the ASSOCIATION and the aggregate deductions of al] employees shall be remitted together with an itemized statement to the • representarive by the f�rst of the succeeding month after such deductions are made or as soon thereafter as is possibie. 2.2 The Association agrees to indemnify and hoid ihe Employer hamiless against any and a1t ciaims, suiu, orders or judgments brought 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 The normal work day shall be seven and three/fourths {7�/a) consecutive hours per day, excluding a forty-five <45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be Five (5) consecurive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three/fourths (38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per • normaI work day or per normal work week. 2 Rg -' ARTICLE 3- HOURS OF WORK (Continued) . 3.5 Time on the payroli in excess of the normal hours set forth above in this ARTTCLE shall be "overtime work" and shall be done only by order of the Iiead of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Ciericai and Technical Group" shall be recompensed for work done in excess of the normal hours established above in ilus Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 An empioyee working in a title listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair I.abor Standards Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Articie 1.2 under the heading "Professiona] Group," and wkrich is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the exua hours worked. The method of compensation shall be determined solely by the • Employer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bargauung unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all departinent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies or acts of God, and overtitne may be required. 3.Z0 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guaranteed four hours pay. These provisions, however, sha21 not be effective when work is unable to proceed because of adverse weathez conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regulaz scheduled workday is less than four hours. • 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement • with the Empioyer, work scheduIes otfier than schedules limited by the normal work day and work week as set forth in Articles 3.1, 3.2 and 3.3. Overtune compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by ihe Fair I.abor Standards Act. 3.12 For employees who wish to share a posirion, the $mployer 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 shait be pro-rated based upon the percent of hours worked. HeaIth insurance benefits shail be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job sharing vaeancy for a period of ten (10) days. If at the end of [en (10) days such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee`s work hours. 3.13 Artic]es 3.11 and 3.12 shall not be subject to the provisions of Article 6 of ihis Agreernent. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods AII employees work schedules shalI provide for a fifreen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduIed to work a full half siuft beyond hislher regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - �IOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays; New Yeaz's Day Marcin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Day T�vo floating holidays � • 0 9� - i� ARTICLE 5 - HOLIDAYS (Continued) • Eligible emp]oyees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, ffie preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as ffie holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Departrnent Head of any employee. 5.3 Eligibility Requirements In order to be eligibie for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before ihe 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 Not withstanding Article 5.3, effective April 1, 1984 a temporary employee shall be eligible for holiday pay only after such employee has been empioyed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shal] be eligible for any floating holidays. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewards selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. r� L 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the empioyee have notified and received the approval of their supervisor to be absent w process a grievance and that such absence would not be deuimental to the work programs of the Employer. 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 6.4 Grievances shall be resolved in conformance with the foilowing procedure: Sten 1 Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the stewazd shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the empIoyee's satisfaction by the informal discussioa, it may be reduced to writing and referred to Step 2 by the Associauon. The written grievance shalt set foreh the aature of the grievance, the facts on which it is based, the alIeged secuon(s} of the Agreement violated, and the reIief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the fust occunence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (7) work days after receiving the written grievance a designated Employer supervisor shall meet with the Associauon steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Empioyer shail reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in wriiing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the Empioyer's answer shall be considered waived. • Stev 3 Within seven (7) work days foltowing receipt of a grievance referred from Step 2, a designated Employer supervisor shalI meei with the Association Business Manager or his/her designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Empioyer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not referred in writing by the Associadon to Step 4 within seven (7} work days following receipt of the Employer's answer shall be considered waived. �� . � •� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Employer may, within ten (10) calendar days, request mediation. If the parties agree ihat the grievaace is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediafion sha12 be completed within thirry (30) days of the assignment untess the garties mutualiy agree to Iengthen the time limit. • 6 �- i1�� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to arbitration shaii be delayed for the period of inediation. The grievance mediation process shail be informal. Rules of evidence shali not apply and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. At the xequest of both parties, the mediator may issue an oral recommendation for settlement. Either pariy may request that the mediator assess how an arbivator might rule in this case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shal] sign a statement agreeing to accept the outcome. Un]ess the parties agree otherwise, the outcome shall not be precedential. • 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions concerning resolution or offers of setdement, may be used or refened to during arbitration. SteD 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration groceedings shali be conducted by an arbitrator to be selected by mntual agreement of the Bmployer and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either parry may request the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the Hmgloyer and the Association shali have the right to suike two (2) names from the panel. The Association shali strike the first (lst} name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall • have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the applicafion of laws, rules, or regutations having • the force and effect of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following ciose of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of ihe grievance presented. The decision of the arbitrator shatt be fcual and binding on the Employer, the Associadon and the empIoyees. 6.6 The fees and expenses for the arbivator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating iu own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause sucfi 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 Association. 6.8 It is understood by the Association and the Employer that a grievance may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is deterniined by this � grievance procedure it shall not again be submiited for arbitration unt3er ttte Civil Service Ru1es. If an issue is determined by the provisions of the Civii Service Rules it shaII not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articles 3.11 and 3.12 of this Agreement. ARTICLE 7 - CITY MII.EAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobites in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department I3ead. Type 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In additioa, the employee shall be reunbursed $.20 per mile for � each mile actually driven. � ARTICLE 7 - CITY MILEAGE (Continued) �� If such employee is required to drive an automohile during employment and the Department Head or designated representauve determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shall be reimbursed at the rate of $.2o per mile driven and shall not be eligible for any per diem. Tyge 2 If an employee is required to use hislher own automobile REGiJLARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.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 determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shal] be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. 73 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reitnbursement plans who are required to have their personal car available for City business, Such parking wi11 be provided only for the days the employee is required to have his or her own personai car available. • 7.4 Rules and Regu]ations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$30Q,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less Lhan $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall appiy to all employees covered by this Agzeement. f1 LJ 0 ARTICLE 9 - VACATION 9.1 Each employee working in a title lisTed in Ar[icle 1.2 under the heading "Clerical and Technical Group" shalI accumuIate vacation credits at the rates shown beIow for each full hour on the payrolt, exctuding overtime. Years of Service lst year thiu 4th year Sth year thru 9th year lOth yearthru i5th year 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 {10 days) .0626 (16 days} .073Z (19 days) .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title Iisted in Article I.2 under the heading "Professional Group" shall accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Ist yearthru 7th year 8th yearthru 15th year 16th year thru 19th yeaz Twenry years and beyond Hours o[ Vacation .0577 (15 days) .0846 (22 days) .0962 (2S days) .1000 (26 days) 93 The Head of the Department may pernut an employee to carry over up to one hundred twenty (120) hours of vacation into the next "vacation year." For the purpose of this article, the "vacation year" shall be the fiscal year (IRS payroll reporting year). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacarion annually. Payment will be at the discretion of the Department Head and addirionaliy, Iimited by the avaIlability of funds in the Deparnnent's Budget. Article 9.5 sha12 noi be subject to the provisions of Article 6 of this Agreement. � • - 10 a�-�Ln� ARTICLE 10 - INSURANCE � Active Employees 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by ffie employer shall be solely conuolled by the contracu negotiated by the Empioyer and the benefit providers. The Employer will attempt to prevent any changes in the benefiu offered by tiie benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eiigible employee working under a tide listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLQYER, the EMPLOYER agrees to conuibute ffie full cost of the single health insurance premium. Effective for the January, 1997 insurance premiums, for each eligible empioyee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 per month, whic�ever is less. 103 Effective for the January, 1998 insurance premiums, for each el9gible full-tune empioyee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 plus 25% of the 1998 faznily health insurance premium increase per month, • whichever is less. 10.4 Effective for the 3anuary, 1947 insurance premiums, for each eligible fuil-time employee working under a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of Single Health Insurance Coverage, or $332.41 per month toward the cost of Family Health Insurance Coverage. 10.5 Effective for the January, 1998 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $300.00 per month toward the cost of Single Health insurance Coverage, or $337.41 per month toward the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-time benefiu wil3 apply to those part-time employees who appear on the payroll an average of at least 64 hours per biweekly pay period for the iwelve (12) month period preceding the annual open enroilment or special enrollmenu, or the six month period preceding initial enrollment. . 11 ARTICLE 10 - INSURANCE (Continued) Three-quarter time benefits wilt apply to those part-time employees who appear on the � payrolt an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrolIments, or the six month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average af ac least 40 hours, but less than 52 hours, per biweekly pay period for the twelve {12) month period preceding the annual open enrollment or special enrollments, ' or the six month period preceding initial enroliment. 10.7 For each eligible empioyee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees ta conuibute fifry percent (50�) of the amouat conuibuted for employees eligible for full-tune benefits with the same single or family selection in the same insurance plan. -- For each etigible employee covered by this AGREEMENT who is eligible for three- = quarter time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75 %) of the amount contributed for employees eligible for full-time benefiu with the same sing2e or family selection in -- the same insurance plan. Part-time employees who are permanently appointed to a fiill-time (80 hours per • - biweekly pay period) position af[er the commencement of the plan year, shall be made eligible for full-time benefits after they have completed at least forry hours in a monihly qualifying pay period as a full-time employee. Fuil-time employees who aze permanenuy appointed to a part-time (less than 80 hours per biweekly pay period) posiuon after the commencement of the pIan year, shall be reduced to the benefit level applicabte for the hours scheduled by the department. Such reduction shall take effeM on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a tide listed in ARTTCLE 1.2 under the heading "Clericat and Technicat Group," and who has setected health insurance coverage, the EMPLOYER agrees to contribute the cost of $20,000 life insurance. Employees who waive participarion in the healtii insurance pIan shalt not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 12 � \J ARTICLE 10 - INSURANCE (Continued) 48�«� 10.9 Under the "Cafeteria Plan," employees working in a title listed in ARTICLE 1.2 under the heading "Professional" mustselect atleast single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest full thousand if they elect to participate. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month grior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribuaon for which a participating employee is eligjble is defined as unused benefit doliars, not salazy, and shall be paid to the empioyee as taYable income. Such paymem wili be made during the month of December for the insurance year. Employees who waive participation shali nat be eligible to participate in any coverages or flexible spending accounts, and shail not be eligibie far ffie payment of unused benefit dollars. 10.10 Bmployees covered by this Agreemeni will be eligible to participate in the Flexible Spending Account as offered by the Employet. The service fee charged to participating employees shall be paid by the empioyee. 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Employer. The service fee charged tc participating employees shall be paid by the Employer. • 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Clerical, Technical and Professionai Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.14 through 1�.24 below, toward a health insurance plan offered by the Empioyer: 10.13(1) 1Q 13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his(her relationship with the Ciry of Saint Paul for reasons other than misconduct, and 10.13(3) Service requirements for refuee healih insurance eIigibiliry will not inciude years of service with School Disuict No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. . 13 ARTICLE 10 - INSURANCE {Continued) Eazly Retirees 10. i4 This Section app2ies to employees who: 10.14(1) Retire on or after Jarniary i, 1996, and 10.14(2) Have compteted twenry (20) years full-time service with the Ciry of Saint Paul, unIess receiving a disabiliry pension from the Ciry of Saint Paul, and 10.14(3) VJere appointed prior to January 1,1996, and 10.14(4} Meet the terms set forth in Section IO.I3 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65J years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insnrance coverage for emgloyees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group," unti] the retiree attains the age of sixty-five (65) Only dependents of record at ttte time of retirement shall be eligible for City contribution. When sucb early retiree attains age sixty-five (65), the provisions of Section 10.16 shall appiy. 10.15 This Section shall apply to employees who: 10.15(1) Retire on or after January 1, 1996, and have completed twenry (20) years fuil-time with the City of Saint Paui, uniess receiving a disabiIity pension from the Ciry of Saint Paul, and 10.15(2} Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15{4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a heaith insurance plan offered by ihe Employer. Until such employees reach sixty-five (65) years of age, the EmpIoyer agrees to contribute a maximum of $300.00 per month toward the cost of single heatth insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibuYe the cost for $S,OOO life iasurance nntil the retuee attains the age of sixty-five (65). i n U � 14 q8 • ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shali apply. Regular Retirees (Age 65 and over) 10.16 This Section shali apply to full-time employees who: 10.16(i} Retire on or after January 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5} Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance covetage. Any unused portion shal] not be paid to the retiree. No life insurance coverage wil] be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. C � J 10.17 This Section shall apply to fuli-time employees who: 1Q.1?(1) Retire on or after 3anuary 1, 1996, and 1Q.17(2) Were appointed on or after 7anuary 1, 1996, and 10.17(3) Have completed twenry (20) years full-time service with the Ciry of Saint Paul, uniess receiving a disability pension from the City of Saini Paul, and 10.17(4) Have attained age sixty-five (65) at retirement, and 10.17(5) Meet the conditions of Section 10.13 above, and 10.17(6) Select a health insurance plan offered by ihe Empioyer. The Employer agrees to contribute up to a maximum of $300.00 per month toward the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. C 1 J 10.18 In the event of reduction of hours of employment for budgetary reasons during the lasc twelve (12) months of employment, the eligibility will be deternuned by the previous forry-eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10.19 Employees who have completed iwenty (20} years of full-time service with the City of . Saint Paul and reduce to gart-time prior to retirement and who are eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for fizll-time benefits at retirement. 10.20 Early or Regulaz Retirees who are eligible for EmpIoyer contribution towards the cost of single coverage only may continue depeadent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may continue coverage at their own eacpense if ihey meet the eligibility requirements of Chapter 471.61 (formerty Chapter 488) of Minnesota Statute. Survivor Insurance 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or ilIness whicH was detemuned to have arisen out of and in the course of hislher employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular * retiree who retired under Section I0.16, the dependents of the retiree shail have the option, within thirty (30) days, to continue the current health insurance coverage which said dependents previousfy had, at tfie premium and Employer contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retiremeat may continue coverage at their own expense. In the event of the death of an early or regular retiree who was eligible for Employer contribution towards single health insurance coverage only, dependents on the Empioyer's plan at the time of the redree's death may continue coverage at their own expense. It is further understood that coverage sha11 cease in the event of: I0.21(1) S�bsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.21(2) The employment of the surviving spouse or dependent wfiere heatth insurance is obtained through a group program provided by said Employer. in this event, however, the surviving spouse or dependent shalt have the right to maintain City health insurance for the first ninety {90) days of said employment. � 16 ARTICLE 10 - INSURANCE (Continued) qg • 10.22 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.23 The contributions indicated in Article 10 shall be paid to the Empioyer's third parry adminisuator. 10.24 The following list of employees is a good faith effort by the City and the Association to identify empioyees, as of this contract date, who were hired by the City of Saint Paui prior to 7anuary 1, 1991, and who have less than iwenty (20) years of service with the City of Saint Paul upon reaching the age of sixty (60}. The intention of the parties is to inciude only those employees that are represented by the Association prior to January 1, 1496, and are stiil emp3oyed by the City as of the signing of this Agreement. 10.24(1) The foliowing emp]oyees wii] qualify for health insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) years of service with the City, they may qualify as provided for under this Agreement. Ianice Bunde • Ophelia Jones 3anice Gaughan Caroleen Parker Mike �oley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the Employer agrees to contribute a maximum of $550.00 towards the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be applied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for Employer contribution. , 17 ARTICLE 11- WORKING OUT OF CLASSIFICATION I 1.1 Any employee working an out-of-cIass assignment for more than 5 consecutive days • shall receive a higher rate of pay for the out-of-ctass assignment in the tugher classification starting from the first day the employee was required to work the out-af-class assignmeni. For the purposes of this Article, an out-of-class assignment is defined as an assignmeni of an employe� to perform, on a full-time basis, the significant duues and responsibilities of a position different from the emp]oyee's regular position, and which is in a classification higher than ttie cIassification field by the employee. The rate of pay for an approved out-of-class assignmeat shall be the sazne rate the empioyee would receive if such employee received a regular appointment to the next higher classification in ttie employee's cunent class series. 11.2 For the foIlowing classifications, Ute provisions of ii.l shall not apply to performance of the duties of the next tugher classification in the job series: Clerk I C1erk-StenographerI Clerk-TypistI ARTICLE 12 - EMPLOYEE RECORDS 12.1 _ Any written reprimand made concerning any member of this Bargaining Unit which is � filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Ciry shall request from the employee an acknowiedgment, in writing, that the reprunand has been read by said employee. 12.2 Any member of the bargaining unit may, during usuai working fiours, with the approval of the supervisor, review any material placed in the employee's personnel ffle, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. � m ARTICLE 13 - BULLETIN BOARDS Q8—c�S • 13.1 The Employer shall provide reasonahle bulietin space for use by the Union in posting notices of Union business and activities, said bulletin board space sha11 not be used by the Union for political purposes other th�w Union eleciions. Use of this bulletin board is sub,}ect to approval of the Department Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shail be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the foilowing: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to empioyees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shail suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassificatian takes place. • 14.2 The rates in the wage schedule in AppendiY A shall reflect the foliowing adjustments: Effective December 21, 1996: Two percent (2.0%) increase Effective 3uly 19, 1997: One half percent (0.5%) ancrease Effective December 20, 1997: Two-tenths percent (0.2%) increase Effective February 28, 1998: Two percent (2A%) increase Effective September 26, 1998: Eight-tenths percent (0.8%) increase Retroactive pay adjustmenu shall apply only to employees who were employed by the City as of the date of signing this conuact with the exception of employees who have been laid off or retired from the City. Members of the Association uansferring to another bargaining unit that has already received a retroactive adjustment for sunilar effective dates and percentages shail receive retroactive pay from these effective dates through the date of their leaving this Association. , 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, • overtime differentials, vacations and a1I other generai working conditions shail be maintained at not less than the highest minimum siandard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment sha�l be improved wherever specific provisions for unprovement are made elsewhere in tlus Agreement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make appiication for a teave of absence not to exceed one year. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 16.2 Sick Leave - Sick Leave shail accumuIate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half haur past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250, of tiie Ciry of Saint Paul. 16.3 Any empIoyee who has accumuiated sick leave credits as provided above shaiI be granted leave with pay for such period of time as ihe Head of the Department deems necessary, on accounT of sickness or injury of the employee, quarantine established by a pubIic health 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 tnne as is actually necessary for office visiu to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of war or ocher emergency declared by the proper authority of any of the military or naval forces of the state or of the United States for wtrich Ieave is not otherwise ailowed by law sha11 be enatled to leave of absence from employment without pay during such service with right of reinstatement and svbject to sucb condidons as are imposed by Iaw. Such leaves of absence as aze granted under ARTICLE 18 shaIl conform to Minnesota Stamtes, Section 142, as amended from time to time, and shali confer no additional benefits other than ihose granted by said statute. . - 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) q��8 • 26.5 Severance Pay - Employees shail be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shail be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or witness, except as a wimess in lus/her own behaif against the CITY, shall be paid his/her regular pay while he(she is so engaged. Provided, however, that any fees that the employee may receive from ihe court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime sluft during such time as helshe is required to appear in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 Any employee elected or appointed to a full time paid gosition 6y the exclusive representative may be granted a leave of absence without pay for not more than one . year for the purpose of conducting the dudes of the exclusive representative. 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paui shali be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or iIl City employee. Such paid sick leave eligibility shali begin upon certification by the employee's attending physician that the empioyee 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 birth 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. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just grior to the beginning of their leave. 16.10 Education Leave - i,eave with pay may be granted for educational purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-tune emptoyee may be granted up to 48Q hours of • voluntary leave of absence without pay during the fiscai year. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibiiity as thougfi he or she were on the payroll, Any leave of absence granted under this Article 16.11 is subject to the approval of the Departrnent Head. This provision shall be effective August 1, 1993. ARTICLE 17 - MILTTARY LEAVE OF ABSENCE 17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any ot�er component of the mititia of the State, now or hereafter organized or constituted under state or federal taw, or who sha11 be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Navai Reserve, the Marine Corps Reserve or any otfier reserve component of the military or naval force of the - United States, now or hereafter organized or constituted under Federallaw, shall be - entifled to leave af absence from employment without loss of pay, senioriry status, eff'iciency rating, vacation, sick leave or other benefits for alI the time when such empioyee is engaged with such organizarion or component in training or acfive service ordered or authorized by proper authority pursuant to law, whether for srate or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any caiendar year, and further provided that such leave shall be aIIowed oniy in case the • required military or naval service is satisfactorily performed, which shalt be presumed unless the contrary is established. Such leave shall nat be allawed uniess the employee (1} retvrns to his/her position immediately upon being relieved from snch military or naval service and not tater than the expiration of time herein limited for such leave, or (2) is prevented from so retzu�ning by physical or mental disability or other cause not due to such employee's own fau2t, or (3) is required by proper authoriry to continue in such military or nava2 service beyond the time herein limited for such leave. C- 22 ARTICLE 18 - MANAGEMENT RIGHTS qg - i �� • 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A pubiic employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SEI�TIORITY 19.1 Seniority, for the purpose of this Agreement, shall 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 tiUe covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases wheze two or more employees are appointed to the same ciass titie on the same date, the seniority shall be deternrined by employee's rank on the eligible list from which certification was made. • 19.2 Seniority shall 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, employees will be laid off by class title witttin each department based on inverse length of seniority as defined above. Aowever, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in a11 titles tisted on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shali notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. � If two or more vacant positions are available, the Human Resources O�ce shall decide which vacant positions the affected employee shail fill. If no vacancy exists in such tities, then the least senior City employee in such tifles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior Ciry employee in such titles sha11 be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. 23 ARTICLE I9 - SEriIORiTY (Continued) Column A Clerk I CIerk II Cterk-Typist I Cierk-Typist II Clerk-Stenographer I Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Tygist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier f, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine l7perator I Data Entry Operator I, Data Entry Ogerator II Data Entry Operator II, Data Entry Qperator I Duplicating Equip. Operator Trainee, Duplicating Bquip. Operator Duplicating Equip. Ogerator, I}uplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, eLC., when the number of empIoyees in these higher tifles is to be reduced, employees who have held lower titles which are in this bargaining unit wilt be offered reductions to the highest of these tides to which class senioriry would keep them from being laid off, before layoffs are made by any class title within any department. 19.5 In cases where an employee to be laid off has held no reguIar appointment in a lower title in the same promotional series as hislher current dde, that employee will be offered a reduction to the titie within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exisu a less senior employee in such tifle may be displaced. In cases where an employee to be laid off has heid no regular appointment to any tities immediately prior to his/her current title, said emgloyee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month pmbationary period in such tide. � � If the probauonary period is not satisfactory, the employee shaIl, at any time during the probationary period, be reinstated to his/her former title and skall be laid off, but such employee's name will be placed on the reinstatement register in luslher former title and � "bumping" rights herein shaIl not again apply to such empioyee. 0 ARTICLE 19 - SEIVIORITY (Continued) !� � • This procedure will be followed by the City for Ciry employees, and by the Board of Education for Board of Fducation employees; however, City employees being reduced or laid off may not dispiace Board of Education empioyees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. • ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER wiil discipline employees for just cause only. Discipline will be in the form of: 20.1 Orai reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 20.3 The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. Suspensions, reductions and discharges will be in written form. Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their Employer personnel files that concems work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under d'uect supervision of the Employer. 20.5 Discharges will be preceded by a five (5} calendar day preliminary suspension without pay. During said period, the employee and/or Association 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) calendar day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules, or may modify or withdraw same. 20.b An employee who is being questioned in a disciplinary investigation which could lead . to discipline of the employee shall be offered the right to have an Association representative present dwing questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wil}ful or wanton neglect of duty, the • Employer shall defend save harmiess and indemnify an empioyee, andJor his/fier estate, against any claim or demand, whether groundless or otherwise, arising out of an aIleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittistanding Article 21.1, the Empioyer shalI not be responsible for paying any legai service fee or for providing any legal service arising from any legai action where the employee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its o�cers or agents, nor any af the employees covered by this Agreement wiil engage in, encourage, sanction or support any suike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement, except as speciFically allowed by the Public Employment Labor Relations Act. In the event of a vialation of this article, the Employer witl warn employees of the consequences of their action and shall instruct them to immediaTely retum to tiieir normal duties. Any employee who fails to retum to lusfher fuii duries within twenty-four (24) hours of such evarning may be subjeci to the penalties provided � in the Public Employment Labor Relauons Act. 22.2 No lockout, or refusal to allow employees to perform available work, shal] be instituted by the Employer and/or its appointing authorities during tiie Iife of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Articte. Eligibiiity Requirements 23.2 To be eligibie for any of the severance pay plans, an employee must meet the foltowing requirements: 23.2(1) The employee must be voluniarily separated from City employmeni or have been subject to separation by layofF or compulsory retirement. Those employees who are discharged for casse, misconduct, iaefficiency, incompetency, or any other disciplinary reason aze not eligible for the Ciry severance pay plan. r � L — 26 ARTICLE 23 - SEVERANCE PAY(Continued) ��-�� 23.2(2) The employee must file a waiver of reemployment with the Director of Human • Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. Severance Pay Plan 1(All CCEA members) 233 In addition to the requiremenu listed in 23.2, an employee must meet the following requirements: 23.3(i) T'he employee must be regularly appointed to a title covered by this Agreement prior to 3anuary 1, 1990. 233(2) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. 23.3(3) The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of hislher separation from service. 23.3(4) The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For Ciry employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension � under the provisions of that particular pension plan. 23.3(5) The maxunum amount of money that any employee may obtain through this severance pay plan is $6,500 to be caiculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerieal and Technical CCEA members oniy) 23.4 For each eligib]e emplayee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: 23.4(i) The empioyee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepazation from service. . z� ARTICLE 23 - SEVERANCE PAY(Continued) 23.4(2} The years of service requirement and corresponding maximum amount of money that any emptoyee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Section 23.6 below. Years of Service with the City At Least 20 21 22 23 24 25 Maaimum Severaace Pay $ 5,000 6,000 7,000 8,000 9,000 20,000 Severance Pay Plan 3(Professional CCEA members only) 23.5 For each eligible employee working in a title listed in ARTICLE 2.2 under ihe hea@ing "Professional Group," rhe Empioyer shall provide a severance pay plan as set forth in xhis section 23.5. In addition to che requirements listed in 23.2, an employee must meet LJ the folIowing requirements: 23.5(1) The employee must be 58 years of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA}. For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension pian. • 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave crediEs at the time of his/her separation from service. 23.5(3) The employee must have at least twenry (20) years of service under the classi£ed or unclassified Civil Service at the time of segaration, the last five of which must be consecutive. 23.5(4) The maximum aznount of mo�y thai any emgtoyee may obtain through rhis severance pay pian is $10,Q00 to be calcnlated as setforth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibiliry requirements set forW above, helshe will be granted severance pay in an amount equal to one-haif of tfie daiIy rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a mar,imum of 200 accrued sick leave days. i 28 ARTICLE 23 - SEVERANCE PAY(Continued) R�-i�� 23.7 For the purpose of this severance plan, an employee who voluntarily separates from � employment with the City of Saint Paul for employment with Independent School District No. 625 shall be eligible for severance pay if ihe employee meets the eligibiliry requirements set forth above. 23.8 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District 1�30. 625 may be used in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transferring to the City, on or afrer February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where ffie specific provisions of this Article conflict with said ordinance, and in such cases, the provisions of this Article shall conuol. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be • considered as separation of employment and if the employee would have met all of the requiremenu set forth above, (at the time of his(her death), payment af the severance pay shall be made to the emp3oyee's spouse or estate. 23.12 Employees may qualify for either Severance Pay Plan 1(5ection 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay under any other provision set forth in ihis agreement. 23.13 Any employee hired prior to Aecember 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by Ciry Ordinance No. 16303, section i, section 6, draw severance pay. However, an election by the employee to draw sevezance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shali only be entitled to the benefiu of this Article upon meeting the qualifications herein. r 29 ARTICLE 24 - NONDISCRIlVIINATION 24.1 The terms and conditions of this Agreement wiI2 be applied to employees equaIty � without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-mesnbers3up in ihe Association. 24.2 Employees will perform their duties and responsibIlities in a nondiscriminatory manner as such duties and responsibilities invoive other employees and the general public. 243 EmpIoyees covered by this contract will be covered by the City Policy regardin:g nondiscrimination and sexuai harassment, as weII as applicabie local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious ilIness or disabiIity of an empIoyee's cIuId, parent or househoId member, the head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid ieave shall be drawn from the empIoyee's accumuiated sick leave credits. Use of such sick leave shall be limited to 40 hours per incideni. 25.2 The Head of the Depamnent or the Human Resources Director may require a � physician's certificate or additional certificates at any time daring an employee's use of sick leave for the purposes stated in 25.1 above. A11 such certificates shall be forwarded by the appointing offccer to the Human Resources O�ce. If an employee is absent because of the provisions of Article 25.1 for three or fewer calendar days he/she shatl submit to the head of ttie Department a certificate signed by the employee staiing the nature of the child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave sha11 be granted unless or until a physician is consutted. The sick leave may be continued from and include the day of consultation, but only if a cerCificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Humaa Resources O�ce. 25.3 No sick leave sha11 be granted for the above reasons uniess the empioyee reports to his/her department head the necessity for fihe absence not tater than one-half hour after his/her regulazly scheduled tnne to report for work, unIess he/she can show to the satisfaction of the Deparnnent Head that the failure to reporc was excusab2e. 25.4 An employee shall be paid under the provisions of this paragraph only for the number of days or haurs for which he/she would normalty have been paid if he/she had not been on sick leave. - 30 . • � ARTICLE 26 - TERMS OF AGREEMENT � �� 26.1 Compiete Agreement and Waiver of Barg ininu - This Agreement shali represent the complete Agreement between the Associarion and the Ciry of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity 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 aze set forth in this Agreement. Therefore, the Ciry and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees ihat the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the tune provided, such provision shall be voided. All other provisions shall continue in full force and effect. 26.3 Terms of AGREEMENT - This Agreement shall be in full force and effect from 7anuary 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 by June 1, that it desires to modify or terminate this Agreement. In wimess whereof, the parties have caused this Agreement to be executed this 27th day of February, 1998. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Mary Kearney, ° Director of I.abor Relations CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Eric illems, Association President 31 . APPENDIX A ��- 1� b - CLERICAL TITLES � 804C CLERICAL TRAINEE 12-21-96 674.53 648.Q5 720.59 745.99 77138 80Q.52 815.58 %45.96 856.20 866.42 07-19-97 677.90 701.54 724.19 749.72 775.24 804.52 819.66 850.19 860.48 870.75 12-20-97 679.26 702.94 725.64 ?51.22 776.79 806.13 82130 851.89 862.20 872.49 02-28-98 692.85 717.00 740.15 766.24 79233 822.25 837.73 868.93 879.44 889_94 09-26-98 69839 722.74 746.0? 77237 798.67 828.83 844.43 875.88 886.48 897.06 111 C CLERK I 12-21-96 702.74 72b.24 752.60 777.03 806.16 833.45 85i.31 884.64 894.88 905.10 07-19-97 706.25 729.87 75636 780.92 810.19 837.62 855.57 889.06 84935 909.63 12-20-97 707.66 73133 757.87 782.48 811.81 83930 857.28 890.84 901.15 911.45 02-28-98 ?21.81 745.96 773.03 798.13 828.05 856.09 874.43 908.66 919.17 929.68 09-26-98 727.58 751.93 779.21 804.52 834.67 862.94 881.43 915.93 926.52 937.12 100C SERVICE WORKER II 12-21-46 718.12 742.25 764.80 792.07 817.46 847.52 870.54 905.28 915.50 425.73 07-19-97 72231 745.96 768.62 796.03 821.55 851.76 874,89 909.81 920.08 93036 12-20-97 723.75 747.45 770.16 797.62 823.19 853.46 876.64 911.63 921.92 932.22 •02-28-98 738.23 762.40 785.56 813.57 839.65 870.53 894.17 929.86 94036 950.86 09-26-98 744.14 768.50 791.84 820.08 846.37 837.49 901.32 93730 947.88 958.47 121 C CLERK-TYPIST I 12-21-96 729.07 754.45 781.72 808.04 837.17 870.54 891.90 924.83 935.06 945.30 07-19-97 732.72 758.22 785.63 812.08 841.36 874.84 896.36 429.45 439.74 950.03 12-20-97 734.19 759.74 78720 813.70 843.04 %76.64 898.15 931.31 941.62 951.93 02-28-98 ?48.87 774.93 802.94 829.9? 859.90 894.17 916.11 949.94 960.45 970.97 09-26-98 754.86 781.13 809.36 836.61 866.78 901.32 923.44 957.54 968.13 978.74 112C CLERK II . 12-21-96 804.43 880.02 871.56 905.06 943.89 983.361008.57 1052.64 1062.87 1073.10 07-19-97 813.98 844.22 87592 909.59 948.61 988.28 1013.61 1057.901068.18 1078.47 12-20-9? 815.61 845.91 877.67 911.41 450.51 990.26 1015.64 1060.02 1070.32 1080.63 02-28-98 831.92 862.83 895.22 929.64 969.52 1010.071035.95 1081.22 1091.73 1102.24 09-26-98 838.58 869.73 902.38 937.08 977.281018.15 1044.241689.87 1100.461111.06 - A1 - 122C CLERK-TYPIST II 12-21-96 844.71 873.68 915.22 952.67 992.13 1037.�41Q63.41 1108.31 1118.54 1128.77 • 07-19-97 848.93 878.05 919.80 957.43 997.091042.28 1068.73 1113.85 1124.13 1134.41 12-20-97 850.63 879.81 421.64 95934 999.081044361070.871116.081126381136.58 02-28-98 867.64 897.41 940.07 978.53 1019.061065.25 1092.29 1138.40 1148.91 1159.41 09-26-98 874.58 904.54 947.59 986361027.21 1073.771101.03 1147.51 115810 1168.69 113C CLERK III 12-21-96 952.67 992.131037.091082.061131.411178.581211.461260.801271.03128126 07-19-97 957.43 997.091042.281087.471137.071184.471217.521267.101277.391287.67 12-20-97 95934 999.081044361089.641139.341186.841219.961269.631279.941290.25 02-28-48 978.531019.061065.251111.431162.131210.581244.361295.021305.541316.06 09-26-98 986.361027.211073.771120321171.431220.261254311305381315.981326.59 123C CLERK-TYPIST TII 12-21-46 977.861021.711064.481112.761164321213.671247.631299.771310.00132023 07-19-97 982.751026.821069.801118.321170.141219.741253.871306.271316.551326.83 12-20-97 984.721028.871071.941120.561172.481222.181256381308.881319.181329.48 02-28-98 1004.41 1049.45 1093.38 1142.97 1195.93 1246.62 1281.51 1335.06 1345.56 1356.07 09-26-98 1012.45 I 057.85 1102.13 1152.11 1205.50 1256.59 1291.76 1345.74 1356.32 1366.92 • 045C CLERK IV 12-21-96 1084.24 1136.88 118736 1244.37 1300.31 1361.68 14�0.10 1458.96 1469.2� 1479.42 07-19-97 1089.b6 1142.56 119330 1250.59 1306.81 1368.49 1407.10 1466.25 1436.55 1486.82 12-20-97 1091.84 I 144.85 1195.69 1253.09 1309.42 1371.23 140991 1464.18 1479.50 1489.79 02-28-98 1113.68 1167.75 1219.601278.15 1335.61 ]398.65 1438.11 1498.561509.09 1519.59 04-26-98 1122.59 1177.09 122936 128838 1346.29 1409.84 1444.61 1 S 10.55 1521.16 1531.75 297C HUMAN RESOURCES RECORDS CLERK 248C SECRETARY 12-21-96 1145.65 1 l 96.11 1252.04 1309.09 1371.58 1435.20 1475.75 1536.90 1547.13 1557.36 fl7-19-97 1151.38 1202.09 125830 1315.64 1378.44144238 1483.13 1544.58 1554.87 1565.15 12-20-97 1153.68 12Q4.49 126Q.82 1318.27 1381.20 1445.26 1486.10 1547.67 1557.98 1568.28 02-28-98 1176.75 1228.58 1286.04 1344.64 1408.82 1474.17 1515.82 1578.62 1589.14 1599.65 09-26-98 1186.16 1238.41 1296.3 3 1355.40 1420.09 1485.96 1527.95 1591.25 1601.85 1612.45 249C SECRETARY (STENOGRAPHER) 12-21-96 ll 77.48 1233 37 128822 1348.56 1411.08 1476.87 1519.66 1585.85 1596.08 1606.31 07-I 9-97 1183.37 1239.54 1294.66 135530 1418.14 1484.25 1527.26 1593.78 1604.06 1614.34 12-20-47 1185.74 1242.02 1297.25 1358.01 1420.98 1487.22 153031 1596.97 1607.27 1617.57 .02-28-98 1209.45 1266.86 1323.20 1385.17 1449.40 1516.96 156092 1628.91 1639.42 1649.92 04-26-98 1219.13 1276.99 1333.79 1396.25 1461.00 1529.10 1573.41 1641.94 1652.54 1663.12 �� - i�g 506C CLERICAL SUPERVISOR 12-21-9b 1244.37130031 1361.b81423.161490.031562.411605.161b74.901685.14169536 � 7-14-97 1250.59 1306.81 1368.49 143 0.28 1497.48 1570.22 1613.14 1 fi83.27 1693.57 1703.84 12-20-97 1253.09 1309.42 1371.23 1433.14 1500.47 157336 1616.42 1686.64 1696.96 1707.25 02-28-98 1278.15 1335.61 1398.65 1461.80 1530.48 1604.83 1648.75 172037 1730.90 1741.40 09-26-98 1288.38 1346.29 1409.84 1473.49 1542.72 1617.67 1661.94 1734.13 1744.75 1755.33 y 9� L �l1� _ 201 C EDP PROGRAMNIER TRAINEE 12-21-96 1107.83 1154.66 1201.48 1254.44 1308.37 1365.37 1400.00 1459.24 1473.25 1487,25 07-19-97 111337 1160.43 1207.491260.71 1314.91 1372.20 1407.00 1466.54 1480.62 1494.69 12-20-97 1115.60 1162.75 12�9.90 1263.23 1317.54 1374.94 1409.81 1469.47 1483.58 1497.68 02-28-98 113 7.91 1186.01 1234.101288.491343.89 1402.44 143 5.01 1498.86 1513.25 1527.63 04-26-98 1147.01 1145.50 1243.97 1298.80 1354.64 1413.66 1444.51 1510.85 152536 1539.85 686C ACCOUNTING TECHNICIAN II 12-21-96 Q7-19-98 12-20-97 02-28-48 • 09-26-98 1221.89 1276.84 1331.81 1389.85 1450.92 1514.01 1554.78 1618.3? 163238 164637 1228.00 1283.22 1338.47 1396.80 1458.17 1521.58 1562.55 1626.46 1640.54 1654.60 123 0.46 1285.791341.15 1399.59 1461.09 1524.62 1565.b8 1629.71 1643.82 1657.91 1255.07 1311.51 1367.97 1427.58 1490.31 I 555.11 1546.99 1662.30 1676.70 1691.07 1265.11 I 322.00 1378.91 1439.00 1502.23 1567.55 1609.77 1675.60 1690.11 1704.60 567C EDP PROGRAMMER 12-21-96 1288.06 1344.01 1402.05 1463.12 1528.28 1597.51 1640.28 1709.31 1723 31 1737.30 07-19-97 1294.50 1350.73 1409.06 1470.44 1535.92 1605.50 1 b48.48 171'7.86 1731.93 1745.99 12-20-97 1297.09 1353.43 I411.88 1473 38 1538.99 1608.71 1651.78 1721.30 173 539 1749.48 02-28-98 l 323.03 13 80.50 1440.12 1 S 02.85 1569.77 1640.8 8 1684.82 1755.73 1770.10 1784.47 04-26-98 1333.61 1391.54 1451.64 1 S 14.87 158233 1654.01 1698.30 1769.78 1784.26 1748.75 921 C HUIvtAN RESOiJRCBS TECHivICIAN III 12-21-96 1431.22 1490.04 1557.37 1623.66 �699.67 1783.27 1820.32 189538 1909.38 1923.39 07-19-97 143 8.3 8 1497.44 156516 1631.78 1708.17 1792.19 1829.42 1904.86 1918.93 193 3.01 12-20-97 1441.26 1500.48 1568.29 1635.041711.591795.77 1833.08 1908.67 1922.77 1936.88 02-28-98 1470.09 1530.44 1599.66 1667.74 1745.82 1831.64 1869.74 1946.84 1461.23 1475.62 09-26-98 148I .85 1542.73 1612.46 1681.08 1759.79 184634 1884.70 1962.41 1976.92 1991.42 . q�-l�g - � - PROFESSIOi�iAL TITLES . 527C BUDGET ANALYST I 331C HUMAN RESOURCES SPECIALIST I 342C RESEARCH ANALYST I 12-21-96 1160.62 1207.07 1256.78 1318.29 1385.29 1454.43 1525.65 1571.03 1616.37 07-19-97 1166.42 1213. I 1 1263.06 1324.88 1392.22 1461.70 1533.28 1578.89 1624.45 12-20-97 1168.75 1215.54 1265.59 1327.53 1395.00 1464.62 153635 1582.05 1627.70 02-28-98 1192.13 1239.85 1290.90 1354.08 1422.90 1493.91 156'7.08 1613.69 166�.25 09-26-98 1201.67 1249.77 1301.23 1364.91 143428 1505.86 1579.62 1626.60 1673.53 332C HUMAN RESOURCES SPECIALIST II 12-21-96 1306.44 13 S93 5 1413.34 1483.541556.98 163 5.87 1715.73 1763.24 1819.44 07-19-97 1312.97 1366.15 1420.41 1490.96 1564.76 1644.05 172431 1772.06 1828.54 12-20-97 1315.b0 1368.88 1423.25 1493.94 1567.89 1647,34 1727.76 1775.60 1832.20 02-28-48 1341.91 1396.26 1451.72 1523.82 1594.25 1680.29 1762.32 1811.11 1868.84 09-26-98 1352.65 1407.43 1463.33 1536A 1 I 612.04 1693.73 1776.42 1825.60 1883.79 088C BUDGET ANALYST II � 12-21-96 1386.35 144036 1498.68 1574.28 1649.85 1733.05 1821.58 1874.52 1927.38 7-19-97 l 393.28 1447.56 1506.17 1582.15 1658.10 1741.72 1830.69 1883.891937.02 12-20-97 1396.07 1450.46 1509.18 1585 31 1661.42 1745.20 183435 1887.66 1940.89 02-28-98 1423.991479.47 153936 1617.02 1694.65 1780.101$71.04 J925.41 1979.71 09-26-98 1435.38 1491.31 1551.67 1629.96 1708.21 1794.34 1886.01 1940. S l 1995.55 333C HUMAIV RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12-21-96 1427.41 1483 .54 1542.94 1619.65 1701.72 1784.89 1874.52 1929.57 1986.83 07-19-97 1434.55 1490.96 1550.65 1627.75 1710.23 1793.81 1883.89 1939.22 1996.76 12-20-97 1437.42 1493.94 1553.75 1631.01 1713.65 1797.40 1887.66 1943.10 2006.75 02-29-98 1466.17 1523.82 1584.83 1663.53 1747.92 1833.35 1925.41 1981.96 2040.77 09-26-98 1477.90 1536.01 1597.51 1676.94 1761.90 1848A2 1940.81 1997.82 2057.10 247C RISK ANALYST 12-21-96 07-19-97 22-20-97 02-28-98 09-26-98 . 1470.61 1529.98 158938 1667.17 1751.37 183 �.80 1929.57 1989.01 204732 1477.96 1537.63 1597.33 1675.51 1760.13 1846.99 1939.22 1998.96 2057.56 14$0.92 1540.71 1600.52 1678.86 1763.65 1850.68 1943.10 2002.96 2061.68 1510.54 1571.52 1632.53 1712.441798.92 1887.69 1981.96 2043.02 2102.91 1522.62 1584.09 1645.59 1726.14 1&13.31 1902.79 1997.82 2Q54.36 2119.73 �� - A4 - . - 413C SELECTIQN & VALIDATION SPEC � b��0 12-21-96 1509.94 1570.44 1631.98 1714.06 179937 1889.00 1984.04 2Q4238 2101.77 � 07-19-9? 1517.49 1578.29 1640.14 1722.63 1808.37 1898.45 1993.96 2052.59 2112.28 12-20-97 1520.52 1581.45 1643.42 1726.08 1811.99 1902.25 1997.95 2056.70 2116.50 02-28-98 1550.93 1613.08 1676.291760.60184823 1940.30 2037.91 2097.83 2158.83 09-26-48 1563.34 1625.98 1689.70 1774.68 1863.02 1955.82 2054.21 2114.61 2176_ 10 272C BUDGET ANALYST III 12-21-96 1655.27 1720.06 1787.01 1876.68 1970.62 2068.90 2173.66 2235.20 2302.15 07-19-47 1663.55 1728.56 1795.95 1886.06 1980.4'7 2079.24 2184.53 2246.38 2313.66 12-20-97 1666.88 1732.12 1799.54 1889.83 1984.43 2083.40 2188.90 2250.87 2318.29 02-28-98 1700.22 1766.76 1835.53 1927.63 2024.12 2125.07 2232.68 2295.89 2364.66 09-26-98 1713.82 1780.89 1850.21 1943.05 204031 2142.07 2250.54 2314.26 2383.58 802C BUDGET ANALYST IV 569A CLAIMS MANAGER 12-21-96 2033.28 2113.15 2194.54 2305.39 2423.16 2544.08 2670.42 275035 2824.19 07-19-97 2043.45 2123.72 2210.54 2316.92 2435.28 2556.80 2683.77 2764.10 284334 12-20-97 2047.54 2127.97 2214.96 2321.55 2440.15 256191 2684.14 2769.63 2844.03 02-28-98 2088.49 2170.53 2259.26 2367.98 2488.95 2613.15 274292 2825.02 2906.01 09-26-98 210520 2187.89 2277.33 2386.42 2508.86 2634.06 2764.86 2847.62 2929.26 • . - AS - J�_?.��- r 0�� V��L Presented Referred To Committee Date 1 2 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 1997-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees 3 Association. Requested by Department o£ Office of Labor Relations By: (�'� �. _� Adoption Certified by Council Secretary � Appi � coun�il Fi�e # 98 Green Sheet # 40125 t � RESOLUTION CITY OF SAINT PAUL, MINNESOTA Adopted by Council: Date / .�'/-�c% /X �99P� Form Ap roved by City Attorney // sy: � ��/`�_ �(' 3� a� DEPARTMENT/OFFICE/COUNCIL: DATE INITTATED �� —r ��✓ LABOR RELATIONS Februazy 21, 1998 GREEN SHEET No.: 40125 COV'I'ACI' PERSON & PAONE: � It�'117ALDA7'E IN77'7AL/DATE 7CTLIE KRAUS 266-6513 pSSIGN t DEPARTMENT DIA MK 4 CITY COUNCIL N6MBER 2 CTTY AITORNEY _� CR'Y CLERK MUST BE ON COL7VCI[, AGENDA BY (DATE) FOR SUDGE7' DIR PIN. & MGT. SERVICE DIR ROUTING 3 MAYOR (OR ASS7.) ORDER 7'OTAL # OF SIGNATURE PAGES I (CLIP ALL LOCATIONS FOR SIGNATURE) acnox �Quesren: This resolution approves the attached 1947-1998 Agreement between the City of Saint Paul and the Classified Confidential Employees Associa6on. RECOMIv�NDAT'IONS: Approve (A) or Rejea (R) P£RSONAI. SERVICE CONTRACfS MUST ANSWER 7'fiE FOLLOWING QUESTIONS: _PLANNiNG COMbIISSION CML SERVICE CObIIvIiSSION 1. Has this persoNfirm ever worked under a contract for this depaztrnent? _CIB COMMIT'!EE Yes No 5TAFF 2. Aas this personlfum eves been a city empioyee? DISIRIL7 COURT Yes No SUPPORTS WHICH COUNCIL OB7EC1'IVE? 3. Does this person/fvm possess a skiVl not normaily possessed by any current ciTy employee? Yes No Esplain all yes aoswers on separate sheet and attach ro green s6eet INITIATING PROBLEM, ISSI7E, OPPORTUNi1'Y (Who, WLat, When, Where, W hy): ' ADVANTAGESIFAPPROVED: fBECEiVED DISADVANTAGESIFAPPROVED: �AR O`t �I9JS �€v,vo�s o��c� DISADVANl'AGES IF NOT APPROVED: �"COTAL AMOIINT OF 7'RANSACITON: COST/[iEVENOE BUDGETED: C�� ^ti �-'�,�$��„�` z,'�,' :'�[ FUNDAG SOURCE: AC1'IVITY NUMBER: FINANCIAL INFORMATTON: (EXPLAIN) i e9 I��d .. ,: ATTACI�MENT TO GREEN SHEET 1997-1998 CLA55IFIED CONFIDENI'IAL EMPLOYEES ASSOCIATION Below represents the changes for the 1997-1948 tentative agreement between the City of Saint Paul and the Classified Confidential Employees Association. Durafion This contract will be effective 7anuary 1, 1997 through December 31,1998. 2. Wages Effective December 21, 1996: Effective July 19, 1997: Effective December 20, 1997: EffecUve Febniary 28, 1998: Effective September 26, 1998: C� Two percent (2.0%) increase One half percent (0.5%} increase Two-tenths percent (0.2%) increase Two percent (2.0°l0) increase Eight-tenths percent (0.8%) increase Active Health Insurance ClericallTecl�nical Effective for the January, 199? insurance, the City will contribute the full cost for single, and $3b8.82 for family. Effective for the January, 1998 insurance, the City will contribute the full cost for single, and $368.82 plus 54°/a of the premium increase far family. Professional Effective for the January, 1997 insurance, the City will contribute $300.00 for single (no change), and $332.41 for family. Effective for the January, 1998 insurance, the City will contribute $300.00 far single (no change), and $337.41 for family. Retiree Aealth Insurance - eligibiliry requirements Limitations were placed on those who may qualify for Retiree Health Insurance with the following: Employment with School District #625 wili not be counted towud the 20 year service requirement far employees hired or transferred to the City after Februaiy 27, 1998 towazd years of service for retiree health eligibility. 5. Severance An additionai severance pay plan was agreed to to bring the Professionals in tlus group up to the $10,000 severance package that all other groups are at. The conditions agreed to for this new severance package is as follows: ♦ 58 years of age or eligible for PERA ♦ 20 years of service with the City of Saint Paul ♦ Eighty (80) days of sick leave credits .. . Attachment to Green Sheet 1997-1998 Ciassified Confidentiai Employees Association Page 2 6. Severance - eligibility requirements Limitations were placed on those who may qualify for a11 Severance packages with the following: Employment with School District #625 will not be counted toward the 20 yeaz service requirement for employees hired or transfened to the City after February 27, 1998 towazd yeazs of service for severance eligibility. 7. Sick Leave The amount of sick leave eligible for use to attend the funeral of the employee's grandparent or grandchild was changed from one day to three days. F:V.,ABREUCONTRACTICCEA11947 481ATTACA47 . . , _ _ .�- -� ;- , � �. , � -- ,� -:°�$ �.L� =�. _ �. ,.:., _. , - _ ,� , :: - ' �:� _ - = . _: ,_ :. , ,,. - _, .. . �.. . ,- � _ _ -__ _ ..- � = ,� .._ — : _. _ _�_ ;,_ � s <�99� ��98 ' s - = - - - � �� -_ � �- � � �� - � - . ' ` A,�R�EMEN'I` B�TWE�N % s - � - ` > ' :� �I� CI�� (�F SAIl�3T -�r�i33� ; , h � �4 ; � _ r � - =� ' � e s� � "� t � � � � ° x4 e a 4 S \ � - - . _ .. ... -. t. a. .. � n _ _ t�.. �� . . _ � . . _ � .. � o � �.�i r._ � � �.T 2 Y r _ -, a N � � Y� � 5 � .� } � �_" S ._- < A' � � �: �.. �v ...__''.. .-e�. _. _..>. � � � � 11Q��13 � �" m - s-' - r ' - ;(�; _ . Y J L. f , " _' $ ' - �j ._ � . � � _ �. .« ..-. ~$' _ � i ��"t�� LI�� • ARTICLE TITLE PACE Preamble ........................................ii 1 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2 Check off ........................................2 3 Aours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4 Work Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5 Holidays .........................................4 b Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 8 Residency . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 9 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 10 Insurance ......... ........ ....... ... ..... ... .. .. 11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 13 Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 • 14 Wages .........................................19 15 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 16 I.eaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 17 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 19 Seniority ........................................23 20 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21 L,egal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 22 No Strike - No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 24 Nondiscrimination ................................. 30 25 Sick I.eave Usage for Dependent Care . . . . . . . . . . . . . . . . . . . . 30 26 Terms of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Appendix ...................................... A1 • i �l� " � ��6 ' : :��' . C , � This Agreement, entered into by the City of Saint Paul, hereinafter referred to as the • � Employer, and the City of 5airn Paul Classified Confidential Employees Association, hereinafter referred to as the Associauon, has as its purpose the promotion of harmonious relations between the Employer and the Association, the establishment 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 employment. II ARTICLE 1- RECOG1vITION �� • 1.1 The Employer recognizes the Association as the sole and exclusive bargaining agentfor the purpose of establishing salaries, wages, fiours and other conditions of employment for all of its employees as ouflined in the certification by the State of Minnesota, Bureau of Mediation Services, dated I3ovember 12, 1975, in Case No. 76-PR-658-A and October 14, 19�7, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the foliowing: All classified eonfidentiai employees empioyed in: City Attomey's Office, Budget Office, O�ces of ihe Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group Accounting Clerk I Accounting Technician II Cierk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I • Clerk-Typist II Clerk-Typist III Cierk-Stenographer I Clerk-Stenographer II Clerk-Stenographer III Data Entry Operator I Duplicating Equipment Operator Duplacating Equipment Operator Supervisor EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Hutnan Resources Records Supervisor Human Resources Technician III Recruitment & Selection Coordinator Secretary Secretary (Stenographer) Service Worker II Trainee (Clerical) Professional Group Accountant I Accountant II Accountant III Budget Analyst I Budget Analyst II Budget Analyst III Budget Analyst IV Ciauns Manager Human Resources Specialist I Human Resources Specialist II Auman Resources Specialist III Risk Analyst Selection & Validation 3pecialist Training & Development Specialist Research Analyst I • ARTICLE 2 - RECOGIVITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to • conuibute a fair share fee for services rendered by the Association, and upon notifcarion by the Associarion, ihe Emptoyer shail check off said fee from the earnings of the employee and transmit the same to the Association. Tn no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and adminisuation of grievance procedures. T2us provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the Employer harniless against any and all claims, suits, orders or judgments brought ar issued against the Employer as a result of any action taken or not taken by the EmpIoyer under the provisions of this Articie 1, Section 1.3. ARTICLE 2 - CHECK OFF 2.1 The Employer agrees to deduct the Association membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing tttat such deductions be made. The amounts to be deducted shall be certified to the Employer by a representadve of the ASSOCIATION and the aggregate deductions of al] employees shall be remitted together with an itemized statement to the • representarive by the f�rst of the succeeding month after such deductions are made or as soon thereafter as is possibie. 2.2 The Association agrees to indemnify and hoid ihe Employer hamiless against any and a1t ciaims, suiu, orders or judgments brought 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 The normal work day shall be seven and three/fourths {7�/a) consecutive hours per day, excluding a forty-five <45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be Five (5) consecurive normal work days in any seven (7) day period. 3.3 For employees on a shift basis, this shall be construed to mean an average of thirry-eight and three/fourths (38 hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per • normaI work day or per normal work week. 2 Rg -' ARTICLE 3- HOURS OF WORK (Continued) . 3.5 Time on the payroli in excess of the normal hours set forth above in this ARTTCLE shall be "overtime work" and shall be done only by order of the Iiead of the Department. 3.6 Employees in this bargaining unit working in a tifle listed in Article 2 under the heading "Ciericai and Technical Group" shall be recompensed for work done in excess of the normal hours established above in ilus Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 An empioyee working in a title listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair I.abor Standards Act (FLSA). The method of this compensation shall be determined solely by the Employer. An employee working in a title listed in Articie 1.2 under the heading "Professiona] Group," and wkrich is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the exua hours worked. The method of compensation shall be determined solely by the • Employer. 3.8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bargauung unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all departinent bulletin boards at all times. It is also understood that deviation from posted work schedules shall be pernussible due to emergencies or acts of God, and overtitne may be required. 3.Z0 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guaranteed four hours pay. These provisions, however, sha21 not be effective when work is unable to proceed because of adverse weathez conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regulaz scheduled workday is less than four hours. • 3 ARTICLE 3- HOURS OF WORK (Continued) 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement • with the Empioyer, work scheduIes otfier than schedules limited by the normal work day and work week as set forth in Articles 3.1, 3.2 and 3.3. Overtune compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by ihe Fair I.abor Standards Act. 3.12 For employees who wish to share a posirion, the $mployer 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 shait be pro-rated based upon the percent of hours worked. HeaIth insurance benefits shail be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment, the Employer shall post the job sharing vaeancy for a period of ten (10) days. If at the end of [en (10) days such vacancy cannot be fiiled, the Employer shall have the option of increasing the remaining employee`s work hours. 3.13 Artic]es 3.11 and 3.12 shall not be subject to the provisions of Article 6 of ihis Agreernent. ARTICLE 4 - WORK BREAKS 4.1 Rest Periods AII employees work schedules shalI provide for a fifreen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduIed to work a full half siuft beyond hislher regular quitting time, he/she shall be entitled to the rest period that occurs during said half shift. ARTICLE 5 - �IOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays; New Yeaz's Day Marcin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Christmas Day T�vo floating holidays � • 0 9� - i� ARTICLE 5 - HOLIDAYS (Continued) • Eligible emp]oyees shall receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above falls on a Saturday, ffie preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as ffie holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject to the approval of the Departrnent Head of any employee. 5.3 Eligibility Requirements In order to be eligibie for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before ihe 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 Not withstanding Article 5.3, effective April 1, 1984 a temporary employee shall be eligible for holiday pay only after such employee has been empioyed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shal] be eligible for any floating holidays. ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The Employer shall recognize stewards selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. r� L 6.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the empioyee have notified and received the approval of their supervisor to be absent w process a grievance and that such absence would not be deuimental to the work programs of the Employer. 6.3 For the purposes of this Article 6, a grievance is defined as an alleged violation of the terms and conditions of this Agreement. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 6.4 Grievances shall be resolved in conformance with the foilowing procedure: Sten 1 Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the stewazd shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the empIoyee's satisfaction by the informal discussioa, it may be reduced to writing and referred to Step 2 by the Associauon. The written grievance shalt set foreh the aature of the grievance, the facts on which it is based, the alIeged secuon(s} of the Agreement violated, and the reIief requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the fust occunence of the event giving rise to the grievance, shall be considered waived. Sten 2 Within seven (7) work days after receiving the written grievance a designated Employer supervisor shall meet with the Associauon steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Empioyer shail reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in wriiing to Step 3 within seven (7) work days following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the Empioyer's answer shall be considered waived. • Stev 3 Within seven (7) work days foltowing receipt of a grievance referred from Step 2, a designated Employer supervisor shalI meei with the Association Business Manager or his/her designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting, the Empioyer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not referred in writing by the Associadon to Step 4 within seven (7} work days following receipt of the Employer's answer shall be considered waived. �� . � •� If the grievance has not been satisfactorily resolved at Step 3, either the Union or the Employer may, within ten (10) calendar days, request mediation. If the parties agree ihat the grievaace is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediafion sha12 be completed within thirry (30) days of the assignment untess the garties mutualiy agree to Iengthen the time limit. • 6 �- i1�� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) � 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to arbitration shaii be delayed for the period of inediation. The grievance mediation process shail be informal. Rules of evidence shali not apply and no record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and argument to support their case. The mediator may meet with the parties in joint session or in separate caucuses. At the xequest of both parties, the mediator may issue an oral recommendation for settlement. Either pariy may request that the mediator assess how an arbivator might rule in this case. The grievant shall be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shal] sign a statement agreeing to accept the outcome. Un]ess the parties agree otherwise, the outcome shall not be precedential. • 6. If the grievance is not resolved and is subsequently moved to arbitration, such proceeding shall be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions concerning resolution or offers of setdement, may be used or refened to during arbitration. SteD 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration groceedings shali be conducted by an arbitrator to be selected by mntual agreement of the Bmployer and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either parry may request the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the Hmgloyer and the Association shali have the right to suike two (2) names from the panel. The Association shali strike the first (lst} name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shali have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall • have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) modifying or varying in any way the applicafion of laws, rules, or regutations having • the force and effect of law. The arbitrator's decision shail be submitted in writing within thirty (30) days following ciose of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of ihe grievance presented. The decision of the arbitrator shatt be fcual and binding on the Employer, the Associadon and the empIoyees. 6.6 The fees and expenses for the arbivator's services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating iu own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause sucfi 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 Association. 6.8 It is understood by the Association and the Employer that a grievance may be deternuned by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is deterniined by this � grievance procedure it shall not again be submiited for arbitration unt3er ttte Civil Service Ru1es. If an issue is determined by the provisions of the Civii Service Rules it shaII not again be submitted for arbitration under this grievance procedure. 6.9 The provisions of this Article 6 shall not apply to Articles 3.11 and 3.12 of this Agreement. ARTICLE 7 - CITY MII.EAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobites in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all o�cers and employees must receive written authorization from the Department I3ead. Type 1 If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In additioa, the employee shall be reunbursed $.20 per mile for � each mile actually driven. � ARTICLE 7 - CITY MILEAGE (Continued) �� If such employee is required to drive an automohile during employment and the Department Head or designated representauve determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shall be reimbursed at the rate of $.2o per mile driven and shall not be eligible for any per diem. Tyge 2 If an employee is required to use hislher own automobile REGiJLARLY during empioyment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shall be reimbursed $.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 determines that an employer vehicle is available for the employee's use but the employee desires to use hislher own automobile, then the employee shal] be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. 73 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reitnbursement plans who are required to have their personal car available for City business, Such parking wi11 be provided only for the days the employee is required to have his or her own personai car available. • 7.4 Rules and Regu]ations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$30Q,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less Lhan $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall appiy to all employees covered by this Agzeement. f1 LJ 0 ARTICLE 9 - VACATION 9.1 Each employee working in a title lisTed in Ar[icle 1.2 under the heading "Clerical and Technical Group" shalI accumuIate vacation credits at the rates shown beIow for each full hour on the payrolt, exctuding overtime. Years of Service lst year thiu 4th year Sth year thru 9th year lOth yearthru i5th year 16th year thru 23rd year 24th yeaz and thereafter Hours of Vacafion .0385 {10 days) .0626 (16 days} .073Z (19 days) .0885 (23 days) .1000 (26 days) 9.2 Each employee working in a title Iisted in Article I.2 under the heading "Professional Group" shall accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Ist yearthru 7th year 8th yearthru 15th year 16th year thru 19th yeaz Twenry years and beyond Hours o[ Vacation .0577 (15 days) .0846 (22 days) .0962 (2S days) .1000 (26 days) 93 The Head of the Department may pernut an employee to carry over up to one hundred twenty (120) hours of vacation into the next "vacation year." For the purpose of this article, the "vacation year" shall be the fiscal year (IRS payroll reporting year). 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacarion annually. Payment will be at the discretion of the Department Head and addirionaliy, Iimited by the avaIlability of funds in the Deparnnent's Budget. Article 9.5 sha12 noi be subject to the provisions of Article 6 of this Agreement. � • - 10 a�-�Ln� ARTICLE 10 - INSURANCE � Active Employees 10.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by ffie employer shall be solely conuolled by the contracu negotiated by the Empioyer and the benefit providers. The Employer will attempt to prevent any changes in the benefiu offered by tiie benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eiigible employee working under a tide listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," who is employed full time and who selects employee health coverage provided by the EMPLQYER, the EMPLOYER agrees to conuibute ffie full cost of the single health insurance premium. Effective for the January, 1997 insurance premiums, for each eligible empioyee who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 per month, whic�ever is less. 103 Effective for the January, 1998 insurance premiums, for each el9gible full-tune empioyee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER will contribute the cost of such family coverage, or $368.82 plus 25% of the 1998 faznily health insurance premium increase per month, • whichever is less. 10.4 Effective for the 3anuary, 1947 insurance premiums, for each eligible fuil-time employee working under a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $300.00 per month toward the cost of Single Health Insurance Coverage, or $332.41 per month toward the cost of Family Health Insurance Coverage. 10.5 Effective for the January, 1998 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $300.00 per month toward the cost of Single Health insurance Coverage, or $337.41 per month toward the cost of Family Health Insurance Coverage. 10.6 For the purpose of this ARTICLE 10, full-time benefiu wil3 apply to those part-time employees who appear on the payroll an average of at least 64 hours per biweekly pay period for the iwelve (12) month period preceding the annual open enroilment or special enrollmenu, or the six month period preceding initial enrollment. . 11 ARTICLE 10 - INSURANCE (Continued) Three-quarter time benefits wilt apply to those part-time employees who appear on the � payrolt an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enrollment or special enrolIments, or the six month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average af ac least 40 hours, but less than 52 hours, per biweekly pay period for the twelve {12) month period preceding the annual open enrollment or special enrollments, ' or the six month period preceding initial enroliment. 10.7 For each eligible empioyee covered by this AGREEMENT who is eligible for half-time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees ta conuibute fifry percent (50�) of the amouat conuibuted for employees eligible for full-tune benefits with the same single or family selection in the same insurance plan. -- For each etigible employee covered by this AGREEMENT who is eligible for three- = quarter time benefits and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75 %) of the amount contributed for employees eligible for full-time benefiu with the same sing2e or family selection in -- the same insurance plan. Part-time employees who are permanently appointed to a fiill-time (80 hours per • - biweekly pay period) position af[er the commencement of the plan year, shall be made eligible for full-time benefits after they have completed at least forry hours in a monihly qualifying pay period as a full-time employee. Fuil-time employees who aze permanenuy appointed to a part-time (less than 80 hours per biweekly pay period) posiuon after the commencement of the pIan year, shall be reduced to the benefit level applicabte for the hours scheduled by the department. Such reduction shall take effeM on the first month the employee does not complete a monthly qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a tide listed in ARTTCLE 1.2 under the heading "Clericat and Technicat Group," and who has setected health insurance coverage, the EMPLOYER agrees to contribute the cost of $20,000 life insurance. Employees who waive participarion in the healtii insurance pIan shalt not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 12 � \J ARTICLE 10 - INSURANCE (Continued) 48�«� 10.9 Under the "Cafeteria Plan," employees working in a title listed in ARTICLE 1.2 under the heading "Professional" mustselect atleast single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the nearest full thousand if they elect to participate. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month grior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribuaon for which a participating employee is eligjble is defined as unused benefit doliars, not salazy, and shall be paid to the empioyee as taYable income. Such paymem wili be made during the month of December for the insurance year. Employees who waive participation shali nat be eligible to participate in any coverages or flexible spending accounts, and shail not be eligibie far ffie payment of unused benefit dollars. 10.10 Bmployees covered by this Agreemeni will be eligible to participate in the Flexible Spending Account as offered by the Employet. The service fee charged to participating employees shall be paid by the empioyee. 10.11 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account as offered by the Employer. The service fee charged tc participating employees shall be paid by the Employer. • 10.12 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. Retiree Insurance for Clerical, Technical and Professionai Employees 10.13 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the Employer contributions, listed in Sections 10.14 through 1�.24 below, toward a health insurance plan offered by the Empioyer: 10.13(1) 1Q 13(2) Be receiving benefits from a public employee retirement act at the time of retirement, and Have severed his(her relationship with the Ciry of Saint Paul for reasons other than misconduct, and 10.13(3) Service requirements for refuee healih insurance eIigibiliry will not inciude years of service with School Disuict No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. . 13 ARTICLE 10 - INSURANCE {Continued) Eazly Retirees 10. i4 This Section app2ies to employees who: 10.14(1) Retire on or after Jarniary i, 1996, and 10.14(2) Have compteted twenry (20) years full-time service with the Ciry of Saint Paul, unIess receiving a disabiliry pension from the Ciry of Saint Paul, and 10.14(3) VJere appointed prior to January 1,1996, and 10.14(4} Meet the terms set forth in Section IO.I3 above, and 10.14(5) Select a health insurance plan offered by the Employer. Until such employees reach sixty-five (65J years of age, the Employer agrees to conuibute a maximum of $350.00 per month toward the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will contribute the cost for $S,OOO life insnrance coverage for emgloyees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group," unti] the retiree attains the age of sixty-five (65) Only dependents of record at ttte time of retirement shall be eligible for City contribution. When sucb early retiree attains age sixty-five (65), the provisions of Section 10.16 shall appiy. 10.15 This Section shall apply to employees who: 10.15(1) Retire on or after January 1, 1996, and have completed twenry (20) years fuil-time with the City of Saint Paui, uniess receiving a disabiIity pension from the Ciry of Saint Paul, and 10.15(2} Were appointed on or after January 1, 1996, and 10.15(3) Have not attained age sixty-five (65) at retirement, and 10.15{4) Meet the conditions of Section 10.13 above, and 10.15(5) Select a heaith insurance plan offered by ihe Employer. Until such employees reach sixty-five (65) years of age, the EmpIoyer agrees to contribute a maximum of $300.00 per month toward the cost of single heatth insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the Employer will conuibuYe the cost for $S,OOO life iasurance nntil the retuee attains the age of sixty-five (65). i n U � 14 q8 • ARTICLE 10 - INSURANCE (Continued) When such eazly retiree attains age sixty-five (65), the provisions of Section 10.17 shali apply. Regular Retirees (Age 65 and over) 10.16 This Section shali apply to full-time employees who: 10.16(i} Retire on or after January 1, 1996, and 10.16(2) Were appointed prior to 7anuary 1, 1996, and 10.16(3) Have completed twenty (20) years full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sixty-five (65) at retirement, and 10.16(5} Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insurance plan offered by the Employer. The Empioyer agrees to contribute up to a maxunum of $550.00 per month toward the cost of single or family health insurance covetage. Any unused portion shal] not be paid to the retiree. No life insurance coverage wil] be provided. Only dependents of record at the time of retirement shall be eligible for City contribution. C � J 10.17 This Section shall apply to fuli-time employees who: 1Q.1?(1) Retire on or after 3anuary 1, 1996, and 1Q.17(2) Were appointed on or after 7anuary 1, 1996, and 10.17(3) Have completed twenry (20) years full-time service with the Ciry of Saint Paul, uniess receiving a disability pension from the City of Saini Paul, and 10.17(4) Have attained age sixty-five (65) at retirement, and 10.17(5) Meet the conditions of Section 10.13 above, and 10.17(6) Select a health insurance plan offered by ihe Empioyer. The Employer agrees to contribute up to a maximum of $300.00 per month toward the cost of single health insurance coverage; no employer contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. C 1 J 10.18 In the event of reduction of hours of employment for budgetary reasons during the lasc twelve (12) months of employment, the eligibility will be deternuned by the previous forry-eight (48) months before the reduction. 15 ARTICLE 10 - INSURANCE (Continued) 10.19 Employees who have completed iwenty (20} years of full-time service with the City of . Saint Paul and reduce to gart-time prior to retirement and who are eligible and enrolled in the City's medical plan continuously until retirement shall be eligible for fizll-time benefits at retirement. 10.20 Early or Regulaz Retirees who are eligible for EmpIoyer contribution towards the cost of single coverage only may continue depeadent health insurance coverage at their own expense. Retiring employees who do not meet the Employer's eligibility requirements at retirement may continue coverage at their own eacpense if ihey meet the eligibility requirements of Chapter 471.61 (formerty Chapter 488) of Minnesota Statute. Survivor Insurance 10.21 The surviving spouse of an employee carrying family coverage at the time of his/her death due to a job connected injury or ilIness whicH was detemuned to have arisen out of and in the course of hislher employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an early retiree who retired under Section 10.14 or a regular * retiree who retired under Section I0.16, the dependents of the retiree shail have the option, within thirty (30) days, to continue the current health insurance coverage which said dependents previousfy had, at tfie premium and Employer contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retiremeat may continue coverage at their own expense. In the event of the death of an early or regular retiree who was eligible for Employer contribution towards single health insurance coverage only, dependents on the Empioyer's plan at the time of the redree's death may continue coverage at their own expense. It is further understood that coverage sha11 cease in the event of: I0.21(1) S�bsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.21(2) The employment of the surviving spouse or dependent wfiere heatth insurance is obtained through a group program provided by said Employer. in this event, however, the surviving spouse or dependent shalt have the right to maintain City health insurance for the first ninety {90) days of said employment. � 16 ARTICLE 10 - INSURANCE (Continued) qg • 10.22 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.23 The contributions indicated in Article 10 shall be paid to the Empioyer's third parry adminisuator. 10.24 The following list of employees is a good faith effort by the City and the Association to identify empioyees, as of this contract date, who were hired by the City of Saint Paui prior to 7anuary 1, 1991, and who have less than iwenty (20) years of service with the City of Saint Paul upon reaching the age of sixty (60}. The intention of the parties is to inciude only those employees that are represented by the Association prior to January 1, 1496, and are stiil emp3oyed by the City as of the signing of this Agreement. 10.24(1) The foliowing emp]oyees wii] qualify for health insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) years of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) years of service with the City, they may qualify as provided for under this Agreement. Ianice Bunde • Ophelia Jones 3anice Gaughan Caroleen Parker Mike �oley The Empioyer agrees to contribute a maximum of $350.00 per month toward the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the Employer agrees to contribute a maximum of $550.00 towards the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shall not be paid to the retiree. No Employer contribution will be applied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for Employer contribution. , 17 ARTICLE 11- WORKING OUT OF CLASSIFICATION I 1.1 Any employee working an out-of-cIass assignment for more than 5 consecutive days • shall receive a higher rate of pay for the out-of-ctass assignment in the tugher classification starting from the first day the employee was required to work the out-af-class assignmeni. For the purposes of this Article, an out-of-class assignment is defined as an assignmeni of an employe� to perform, on a full-time basis, the significant duues and responsibilities of a position different from the emp]oyee's regular position, and which is in a classification higher than ttie cIassification field by the employee. The rate of pay for an approved out-of-class assignmeat shall be the sazne rate the empioyee would receive if such employee received a regular appointment to the next higher classification in ttie employee's cunent class series. 11.2 For the foIlowing classifications, Ute provisions of ii.l shall not apply to performance of the duties of the next tugher classification in the job series: Clerk I C1erk-StenographerI Clerk-TypistI ARTICLE 12 - EMPLOYEE RECORDS 12.1 _ Any written reprimand made concerning any member of this Bargaining Unit which is � filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Ciry shall request from the employee an acknowiedgment, in writing, that the reprunand has been read by said employee. 12.2 Any member of the bargaining unit may, during usuai working fiours, with the approval of the supervisor, review any material placed in the employee's personnel ffle, after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. � m ARTICLE 13 - BULLETIN BOARDS Q8—c�S • 13.1 The Employer shall provide reasonahle bulietin space for use by the Union in posting notices of Union business and activities, said bulletin board space sha11 not be used by the Union for political purposes other th�w Union eleciions. Use of this bulletin board is sub,}ect to approval of the Department Head. ARTICLE 14 - WAGES 14.1 The wage schedule, for the purposes of this contract, shail be Appendix A, attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the foilowing: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to empioyees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shail suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassificatian takes place. • 14.2 The rates in the wage schedule in AppendiY A shall reflect the foliowing adjustments: Effective December 21, 1996: Two percent (2.0%) increase Effective 3uly 19, 1997: One half percent (0.5%) ancrease Effective December 20, 1997: Two-tenths percent (0.2%) increase Effective February 28, 1998: Two percent (2A%) increase Effective September 26, 1998: Eight-tenths percent (0.8%) increase Retroactive pay adjustmenu shall apply only to employees who were employed by the City as of the date of signing this conuact with the exception of employees who have been laid off or retired from the City. Members of the Association uansferring to another bargaining unit that has already received a retroactive adjustment for sunilar effective dates and percentages shail receive retroactive pay from these effective dates through the date of their leaving this Association. , 19 ARTICLE 15 - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to wages, hours of work, • overtime differentials, vacations and a1I other generai working conditions shail be maintained at not less than the highest minimum siandard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment sha�l be improved wherever specific provisions for unprovement are made elsewhere in tlus Agreement. ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make appiication for a teave of absence not to exceed one year. A leave of absence sha11 be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 16.2 Sick Leave - Sick Leave shail accumuIate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half haur past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolution No. 3250, of tiie Ciry of Saint Paul. 16.3 Any empIoyee who has accumuiated sick leave credits as provided above shaiI be granted leave with pay for such period of time as ihe Head of the Department deems necessary, on accounT of sickness or injury of the employee, quarantine established by a pubIic health 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 tnne as is actually necessary for office visiu to a doctor, dentist, optometrist, etc. 16.4 Leave Without Pay - Any employee who engages in active service in time of war or ocher emergency declared by the proper authority of any of the military or naval forces of the state or of the United States for wtrich Ieave is not otherwise ailowed by law sha11 be enatled to leave of absence from employment without pay during such service with right of reinstatement and svbject to sucb condidons as are imposed by Iaw. Such leaves of absence as aze granted under ARTICLE 18 shaIl conform to Minnesota Stamtes, Section 142, as amended from time to time, and shali confer no additional benefits other than ihose granted by said statute. . - 20 ARTICLE 16 - LEAVES OF ABSENCE (Continued) q��8 • 26.5 Severance Pay - Employees shail be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shail be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty - Any employee who is required during his/her regular working hours to appear in court as a juror or witness, except as a wimess in lus/her own behaif against the CITY, shall be paid his/her regular pay while he(she is so engaged. Provided, however, that any fees that the employee may receive from ihe court for such service shali be paid to the CITY and be deposited with the City Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime sluft during such time as helshe is required to appear in court as a juror or witness. 16.7 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. 16.8 Any employee elected or appointed to a full time paid gosition 6y the exclusive representative may be granted a leave of absence without pay for not more than one . year for the purpose of conducting the dudes of the exclusive representative. 16.9 Maternity and Parental Leave - Pregnant employees of the City of Saint Paui shali be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or iIl City employee. Such paid sick leave eligibility shali begin upon certification by the employee's attending physician that the empioyee 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 birth 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. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just grior to the beginning of their leave. 16.10 Education Leave - i,eave with pay may be granted for educational purposes at the option of the Employer. . 21 ARTICLE 16 - LEAVES OF ABSENCE (Continued) 16.11 Voluntary Leave - No Pay - A full-tune emptoyee may be granted up to 48Q hours of • voluntary leave of absence without pay during the fiscai year. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibiiity as thougfi he or she were on the payroll, Any leave of absence granted under this Article 16.11 is subject to the approval of the Departrnent Head. This provision shall be effective August 1, 1993. ARTICLE 17 - MILTTARY LEAVE OF ABSENCE 17.1 Pay Allowance - Any employee who shall be a member of the National Guard, the Naval Militia or any ot�er component of the mititia of the State, now or hereafter organized or constituted under state or federal taw, or who sha11 be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Navai Reserve, the Marine Corps Reserve or any otfier reserve component of the military or naval force of the - United States, now or hereafter organized or constituted under Federallaw, shall be - entifled to leave af absence from employment without loss of pay, senioriry status, eff'iciency rating, vacation, sick leave or other benefits for alI the time when such empioyee is engaged with such organizarion or component in training or acfive service ordered or authorized by proper authority pursuant to law, whether for srate or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any caiendar year, and further provided that such leave shall be aIIowed oniy in case the • required military or naval service is satisfactorily performed, which shalt be presumed unless the contrary is established. Such leave shall nat be allawed uniess the employee (1} retvrns to his/her position immediately upon being relieved from snch military or naval service and not tater than the expiration of time herein limited for such leave, or (2) is prevented from so retzu�ning by physical or mental disability or other cause not due to such employee's own fau2t, or (3) is required by proper authoriry to continue in such military or nava2 service beyond the time herein limited for such leave. C- 22 ARTICLE 18 - MANAGEMENT RIGHTS qg - i �� • 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officially abridged, delegated or modified by this Agreement are retained by the CITY. 18.2 A pubiic employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overali budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SEI�TIORITY 19.1 Seniority, for the purpose of this Agreement, shall 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 tiUe covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases wheze two or more employees are appointed to the same ciass titie on the same date, the seniority shall be deternrined by employee's rank on the eligible list from which certification was made. • 19.2 Seniority shall 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, employees will be laid off by class title witttin each department based on inverse length of seniority as defined above. Aowever, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in a11 titles tisted on the corresponding line under Column B. The Department will identify such least senior employee in the department reducing positions, and shali notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Human Resources Department shall place the affected employee in such vacancy. � If two or more vacant positions are available, the Human Resources O�ce shall decide which vacant positions the affected employee shail fill. If no vacancy exists in such tities, then the least senior City employee in such tifles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior Ciry employee in such titles sha11 be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. 23 ARTICLE I9 - SEriIORiTY (Continued) Column A Clerk I CIerk II Cterk-Typist I Cierk-Typist II Clerk-Stenographer I Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Clerk II Clerk I, Clerk II Clerk-Typist I, Clerk-Typist II Clerk-Tygist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier f, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine l7perator I Data Entry Operator I, Data Entry Ogerator II Data Entry Operator II, Data Entry Qperator I Duplicating Equip. Operator Trainee, Duplicating Bquip. Operator Duplicating Equip. Ogerator, I}uplicating Equip. Operator Trainee 19.4 In cases where there are promotional series such as Clerk I, II, III, eLC., when the number of empIoyees in these higher tifles is to be reduced, employees who have held lower titles which are in this bargaining unit wilt be offered reductions to the highest of these tides to which class senioriry would keep them from being laid off, before layoffs are made by any class title within any department. 19.5 In cases where an employee to be laid off has held no reguIar appointment in a lower title in the same promotional series as hislher current dde, that employee will be offered a reduction to the titie within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current tifle, so long as there is either a vacancy or if no vacancy exisu a less senior employee in such tifle may be displaced. In cases where an employee to be laid off has heid no regular appointment to any tities immediately prior to his/her current title, said emgloyee shall be laid off. The employee reducing into a tifle formerly held must satisfactorily complete a six-month pmbationary period in such tide. � � If the probauonary period is not satisfactory, the employee shaIl, at any time during the probationary period, be reinstated to his/her former title and skall be laid off, but such employee's name will be placed on the reinstatement register in luslher former title and � "bumping" rights herein shaIl not again apply to such empioyee. 0 ARTICLE 19 - SEIVIORITY (Continued) !� � • This procedure will be followed by the City for Ciry employees, and by the Board of Education for Board of Fducation employees; however, City employees being reduced or laid off may not dispiace Board of Education empioyees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. • ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER wiil discipline employees for just cause only. Discipline will be in the form of: 20.1 Orai reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge 20.2 20.3 The listing above of 20.1 through 20.5 does not indicate that such forms of discipiine must be progressive and in such order for any one employee. Suspensions, reductions and discharges will be in written form. Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their Employer personnel files that concems work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under d'uect supervision of the Employer. 20.5 Discharges will be preceded by a five (5} calendar day preliminary suspension without pay. During said period, the employee and/or Association 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) calendar day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules, or may modify or withdraw same. 20.b An employee who is being questioned in a disciplinary investigation which could lead . to discipline of the employee shall be offered the right to have an Association representative present dwing questioning. 25 ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or wil}ful or wanton neglect of duty, the • Employer shall defend save harmiess and indemnify an empioyee, andJor his/fier estate, against any claim or demand, whether groundless or otherwise, arising out of an aIleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwittistanding Article 21.1, the Empioyer shalI not be responsible for paying any legai service fee or for providing any legal service arising from any legai action where the employee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its o�cers or agents, nor any af the employees covered by this Agreement wiil engage in, encourage, sanction or support any suike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement, except as speciFically allowed by the Public Employment Labor Relations Act. In the event of a vialation of this article, the Employer witl warn employees of the consequences of their action and shall instruct them to immediaTely retum to tiieir normal duties. Any employee who fails to retum to lusfher fuii duries within twenty-four (24) hours of such evarning may be subjeci to the penalties provided � in the Public Employment Labor Relauons Act. 22.2 No lockout, or refusal to allow employees to perform available work, shal] be instituted by the Employer and/or its appointing authorities during tiie Iife of this Agreement. ARTICLE 23 - SEVERANCE PAY 23.1 The Employer shall provide three distinct severance pay plans as set forth in this Articte. Eligibiiity Requirements 23.2 To be eligibie for any of the severance pay plans, an employee must meet the foltowing requirements: 23.2(1) The employee must be voluniarily separated from City employmeni or have been subject to separation by layofF or compulsory retirement. Those employees who are discharged for casse, misconduct, iaefficiency, incompetency, or any other disciplinary reason aze not eligible for the Ciry severance pay plan. r � L — 26 ARTICLE 23 - SEVERANCE PAY(Continued) ��-�� 23.2(2) The employee must file a waiver of reemployment with the Director of Human • Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. Severance Pay Plan 1(All CCEA members) 233 In addition to the requiremenu listed in 23.2, an employee must meet the following requirements: 23.3(i) T'he employee must be regularly appointed to a title covered by this Agreement prior to 3anuary 1, 1990. 233(2) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. 23.3(3) The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of hislher separation from service. 23.3(4) The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For Ciry employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension � under the provisions of that particular pension plan. 23.3(5) The maxunum amount of money that any employee may obtain through this severance pay plan is $6,500 to be caiculated as set forth in Section 23.6 below. Severance Pay Plan 2(Clerieal and Technical CCEA members oniy) 23.4 For each eligib]e emplayee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," the Employer shall provide a severance pay plan as set forth in this section 23.4. In addition to the requirements listed in 23.2, an employee must meet the following requirements: 23.4(i) The empioyee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her sepazation from service. . z� ARTICLE 23 - SEVERANCE PAY(Continued) 23.4(2} The years of service requirement and corresponding maximum amount of money that any emptoyee may obtain through this severance pay plan is shown in the table below to be calculated as set forth in Section 23.6 below. Years of Service with the City At Least 20 21 22 23 24 25 Maaimum Severaace Pay $ 5,000 6,000 7,000 8,000 9,000 20,000 Severance Pay Plan 3(Professional CCEA members only) 23.5 For each eligible employee working in a title listed in ARTICLE 2.2 under ihe hea@ing "Professional Group," rhe Empioyer shall provide a severance pay plan as set forth in xhis section 23.5. In addition to che requirements listed in 23.2, an employee must meet LJ the folIowing requirements: 23.5(1) The employee must be 58 years of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA}. For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension pian. • 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave crediEs at the time of his/her separation from service. 23.5(3) The employee must have at least twenry (20) years of service under the classi£ed or unclassified Civil Service at the time of segaration, the last five of which must be consecutive. 23.5(4) The maximum aznount of mo�y thai any emgtoyee may obtain through rhis severance pay pian is $10,Q00 to be calcnlated as setforth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibiliry requirements set forW above, helshe will be granted severance pay in an amount equal to one-haif of tfie daiIy rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a mar,imum of 200 accrued sick leave days. i 28 ARTICLE 23 - SEVERANCE PAY(Continued) R�-i�� 23.7 For the purpose of this severance plan, an employee who voluntarily separates from � employment with the City of Saint Paul for employment with Independent School District No. 625 shall be eligible for severance pay if ihe employee meets the eligibiliry requirements set forth above. 23.8 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District 1�30. 625 may be used in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transferring to the City, on or afrer February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the years of service requiremenu in Section 23.3, Section 23.4 or Section 23.5. 23.9 This severance pay plan shall be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where ffie specific provisions of this Article conflict with said ordinance, and in such cases, the provisions of this Article shall conuol. 23.10 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.11 For the purpose of these severance pay plans, the death of an employee shall be • considered as separation of employment and if the employee would have met all of the requiremenu set forth above, (at the time of his(her death), payment af the severance pay shall be made to the emp3oyee's spouse or estate. 23.12 Employees may qualify for either Severance Pay Plan 1(5ection 23.3) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An election by an employee to draw severance pay under one Section shall constitute a bar to drawing severance pay under any other provision set forth in ihis agreement. 23.13 Any employee hired prior to Aecember 31, 1983 may, in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by Ciry Ordinance No. 16303, section i, section 6, draw severance pay. However, an election by the employee to draw sevezance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shali only be entitled to the benefiu of this Article upon meeting the qualifications herein. r 29 ARTICLE 24 - NONDISCRIlVIINATION 24.1 The terms and conditions of this Agreement wiI2 be applied to employees equaIty � without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-mesnbers3up in ihe Association. 24.2 Employees will perform their duties and responsibIlities in a nondiscriminatory manner as such duties and responsibilities invoive other employees and the general public. 243 EmpIoyees covered by this contract will be covered by the City Policy regardin:g nondiscrimination and sexuai harassment, as weII as applicabie local, state and federal laws. ARTICLE 25 - SICK LEAVE USAGE FOR DEPENDENT CARE 25.1 In the case of a serious ilIness or disabiIity of an empIoyee's cIuId, parent or househoId member, the head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid ieave shall be drawn from the empIoyee's accumuiated sick leave credits. Use of such sick leave shall be limited to 40 hours per incideni. 25.2 The Head of the Depamnent or the Human Resources Director may require a � physician's certificate or additional certificates at any time daring an employee's use of sick leave for the purposes stated in 25.1 above. A11 such certificates shall be forwarded by the appointing offccer to the Human Resources O�ce. If an employee is absent because of the provisions of Article 25.1 for three or fewer calendar days he/she shatl submit to the head of ttie Department a certificate signed by the employee staiing the nature of the child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave sha11 be granted unless or until a physician is consutted. The sick leave may be continued from and include the day of consultation, but only if a cerCificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwazded to the Humaa Resources O�ce. 25.3 No sick leave sha11 be granted for the above reasons uniess the empioyee reports to his/her department head the necessity for fihe absence not tater than one-half hour after his/her regulazly scheduled tnne to report for work, unIess he/she can show to the satisfaction of the Deparnnent Head that the failure to reporc was excusab2e. 25.4 An employee shall be paid under the provisions of this paragraph only for the number of days or haurs for which he/she would normalty have been paid if he/she had not been on sick leave. - 30 . • � ARTICLE 26 - TERMS OF AGREEMENT � �� 26.1 Compiete Agreement and Waiver of Barg ininu - This Agreement shali represent the complete Agreement between the Associarion and the Ciry of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity 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 aze set forth in this Agreement. Therefore, the Ciry and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees ihat the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the tune provided, such provision shall be voided. All other provisions shall continue in full force and effect. 26.3 Terms of AGREEMENT - This Agreement shall be in full force and effect from 7anuary 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 by June 1, that it desires to modify or terminate this Agreement. In wimess whereof, the parties have caused this Agreement to be executed this 27th day of February, 1998. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Director of Labor Relations, but is subject to the approval of the Administration of the City, the Ciry Council and is also subject to ratification by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Mary Kearney, ° Director of I.abor Relations CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Eric illems, Association President 31 . APPENDIX A ��- 1� b - CLERICAL TITLES � 804C CLERICAL TRAINEE 12-21-96 674.53 648.Q5 720.59 745.99 77138 80Q.52 815.58 %45.96 856.20 866.42 07-19-97 677.90 701.54 724.19 749.72 775.24 804.52 819.66 850.19 860.48 870.75 12-20-97 679.26 702.94 725.64 ?51.22 776.79 806.13 82130 851.89 862.20 872.49 02-28-98 692.85 717.00 740.15 766.24 79233 822.25 837.73 868.93 879.44 889_94 09-26-98 69839 722.74 746.0? 77237 798.67 828.83 844.43 875.88 886.48 897.06 111 C CLERK I 12-21-96 702.74 72b.24 752.60 777.03 806.16 833.45 85i.31 884.64 894.88 905.10 07-19-97 706.25 729.87 75636 780.92 810.19 837.62 855.57 889.06 84935 909.63 12-20-97 707.66 73133 757.87 782.48 811.81 83930 857.28 890.84 901.15 911.45 02-28-98 ?21.81 745.96 773.03 798.13 828.05 856.09 874.43 908.66 919.17 929.68 09-26-98 727.58 751.93 779.21 804.52 834.67 862.94 881.43 915.93 926.52 937.12 100C SERVICE WORKER II 12-21-46 718.12 742.25 764.80 792.07 817.46 847.52 870.54 905.28 915.50 425.73 07-19-97 72231 745.96 768.62 796.03 821.55 851.76 874,89 909.81 920.08 93036 12-20-97 723.75 747.45 770.16 797.62 823.19 853.46 876.64 911.63 921.92 932.22 •02-28-98 738.23 762.40 785.56 813.57 839.65 870.53 894.17 929.86 94036 950.86 09-26-98 744.14 768.50 791.84 820.08 846.37 837.49 901.32 93730 947.88 958.47 121 C CLERK-TYPIST I 12-21-96 729.07 754.45 781.72 808.04 837.17 870.54 891.90 924.83 935.06 945.30 07-19-97 732.72 758.22 785.63 812.08 841.36 874.84 896.36 429.45 439.74 950.03 12-20-97 734.19 759.74 78720 813.70 843.04 %76.64 898.15 931.31 941.62 951.93 02-28-98 ?48.87 774.93 802.94 829.9? 859.90 894.17 916.11 949.94 960.45 970.97 09-26-98 754.86 781.13 809.36 836.61 866.78 901.32 923.44 957.54 968.13 978.74 112C CLERK II . 12-21-96 804.43 880.02 871.56 905.06 943.89 983.361008.57 1052.64 1062.87 1073.10 07-19-97 813.98 844.22 87592 909.59 948.61 988.28 1013.61 1057.901068.18 1078.47 12-20-9? 815.61 845.91 877.67 911.41 450.51 990.26 1015.64 1060.02 1070.32 1080.63 02-28-98 831.92 862.83 895.22 929.64 969.52 1010.071035.95 1081.22 1091.73 1102.24 09-26-98 838.58 869.73 902.38 937.08 977.281018.15 1044.241689.87 1100.461111.06 - A1 - 122C CLERK-TYPIST II 12-21-96 844.71 873.68 915.22 952.67 992.13 1037.�41Q63.41 1108.31 1118.54 1128.77 • 07-19-97 848.93 878.05 919.80 957.43 997.091042.28 1068.73 1113.85 1124.13 1134.41 12-20-97 850.63 879.81 421.64 95934 999.081044361070.871116.081126381136.58 02-28-98 867.64 897.41 940.07 978.53 1019.061065.25 1092.29 1138.40 1148.91 1159.41 09-26-98 874.58 904.54 947.59 986361027.21 1073.771101.03 1147.51 115810 1168.69 113C CLERK III 12-21-96 952.67 992.131037.091082.061131.411178.581211.461260.801271.03128126 07-19-97 957.43 997.091042.281087.471137.071184.471217.521267.101277.391287.67 12-20-97 95934 999.081044361089.641139.341186.841219.961269.631279.941290.25 02-28-48 978.531019.061065.251111.431162.131210.581244.361295.021305.541316.06 09-26-98 986.361027.211073.771120321171.431220.261254311305381315.981326.59 123C CLERK-TYPIST TII 12-21-46 977.861021.711064.481112.761164321213.671247.631299.771310.00132023 07-19-97 982.751026.821069.801118.321170.141219.741253.871306.271316.551326.83 12-20-97 984.721028.871071.941120.561172.481222.181256381308.881319.181329.48 02-28-98 1004.41 1049.45 1093.38 1142.97 1195.93 1246.62 1281.51 1335.06 1345.56 1356.07 09-26-98 1012.45 I 057.85 1102.13 1152.11 1205.50 1256.59 1291.76 1345.74 1356.32 1366.92 • 045C CLERK IV 12-21-96 1084.24 1136.88 118736 1244.37 1300.31 1361.68 14�0.10 1458.96 1469.2� 1479.42 07-19-97 1089.b6 1142.56 119330 1250.59 1306.81 1368.49 1407.10 1466.25 1436.55 1486.82 12-20-97 1091.84 I 144.85 1195.69 1253.09 1309.42 1371.23 140991 1464.18 1479.50 1489.79 02-28-98 1113.68 1167.75 1219.601278.15 1335.61 ]398.65 1438.11 1498.561509.09 1519.59 04-26-98 1122.59 1177.09 122936 128838 1346.29 1409.84 1444.61 1 S 10.55 1521.16 1531.75 297C HUMAN RESOURCES RECORDS CLERK 248C SECRETARY 12-21-96 1145.65 1 l 96.11 1252.04 1309.09 1371.58 1435.20 1475.75 1536.90 1547.13 1557.36 fl7-19-97 1151.38 1202.09 125830 1315.64 1378.44144238 1483.13 1544.58 1554.87 1565.15 12-20-97 1153.68 12Q4.49 126Q.82 1318.27 1381.20 1445.26 1486.10 1547.67 1557.98 1568.28 02-28-98 1176.75 1228.58 1286.04 1344.64 1408.82 1474.17 1515.82 1578.62 1589.14 1599.65 09-26-98 1186.16 1238.41 1296.3 3 1355.40 1420.09 1485.96 1527.95 1591.25 1601.85 1612.45 249C SECRETARY (STENOGRAPHER) 12-21-96 ll 77.48 1233 37 128822 1348.56 1411.08 1476.87 1519.66 1585.85 1596.08 1606.31 07-I 9-97 1183.37 1239.54 1294.66 135530 1418.14 1484.25 1527.26 1593.78 1604.06 1614.34 12-20-47 1185.74 1242.02 1297.25 1358.01 1420.98 1487.22 153031 1596.97 1607.27 1617.57 .02-28-98 1209.45 1266.86 1323.20 1385.17 1449.40 1516.96 156092 1628.91 1639.42 1649.92 04-26-98 1219.13 1276.99 1333.79 1396.25 1461.00 1529.10 1573.41 1641.94 1652.54 1663.12 �� - i�g 506C CLERICAL SUPERVISOR 12-21-9b 1244.37130031 1361.b81423.161490.031562.411605.161b74.901685.14169536 � 7-14-97 1250.59 1306.81 1368.49 143 0.28 1497.48 1570.22 1613.14 1 fi83.27 1693.57 1703.84 12-20-97 1253.09 1309.42 1371.23 1433.14 1500.47 157336 1616.42 1686.64 1696.96 1707.25 02-28-98 1278.15 1335.61 1398.65 1461.80 1530.48 1604.83 1648.75 172037 1730.90 1741.40 09-26-98 1288.38 1346.29 1409.84 1473.49 1542.72 1617.67 1661.94 1734.13 1744.75 1755.33 y 9� L �l1� _ 201 C EDP PROGRAMNIER TRAINEE 12-21-96 1107.83 1154.66 1201.48 1254.44 1308.37 1365.37 1400.00 1459.24 1473.25 1487,25 07-19-97 111337 1160.43 1207.491260.71 1314.91 1372.20 1407.00 1466.54 1480.62 1494.69 12-20-97 1115.60 1162.75 12�9.90 1263.23 1317.54 1374.94 1409.81 1469.47 1483.58 1497.68 02-28-98 113 7.91 1186.01 1234.101288.491343.89 1402.44 143 5.01 1498.86 1513.25 1527.63 04-26-98 1147.01 1145.50 1243.97 1298.80 1354.64 1413.66 1444.51 1510.85 152536 1539.85 686C ACCOUNTING TECHNICIAN II 12-21-96 Q7-19-98 12-20-97 02-28-48 • 09-26-98 1221.89 1276.84 1331.81 1389.85 1450.92 1514.01 1554.78 1618.3? 163238 164637 1228.00 1283.22 1338.47 1396.80 1458.17 1521.58 1562.55 1626.46 1640.54 1654.60 123 0.46 1285.791341.15 1399.59 1461.09 1524.62 1565.b8 1629.71 1643.82 1657.91 1255.07 1311.51 1367.97 1427.58 1490.31 I 555.11 1546.99 1662.30 1676.70 1691.07 1265.11 I 322.00 1378.91 1439.00 1502.23 1567.55 1609.77 1675.60 1690.11 1704.60 567C EDP PROGRAMMER 12-21-96 1288.06 1344.01 1402.05 1463.12 1528.28 1597.51 1640.28 1709.31 1723 31 1737.30 07-19-97 1294.50 1350.73 1409.06 1470.44 1535.92 1605.50 1 b48.48 171'7.86 1731.93 1745.99 12-20-97 1297.09 1353.43 I411.88 1473 38 1538.99 1608.71 1651.78 1721.30 173 539 1749.48 02-28-98 l 323.03 13 80.50 1440.12 1 S 02.85 1569.77 1640.8 8 1684.82 1755.73 1770.10 1784.47 04-26-98 1333.61 1391.54 1451.64 1 S 14.87 158233 1654.01 1698.30 1769.78 1784.26 1748.75 921 C HUIvtAN RESOiJRCBS TECHivICIAN III 12-21-96 1431.22 1490.04 1557.37 1623.66 �699.67 1783.27 1820.32 189538 1909.38 1923.39 07-19-97 143 8.3 8 1497.44 156516 1631.78 1708.17 1792.19 1829.42 1904.86 1918.93 193 3.01 12-20-97 1441.26 1500.48 1568.29 1635.041711.591795.77 1833.08 1908.67 1922.77 1936.88 02-28-98 1470.09 1530.44 1599.66 1667.74 1745.82 1831.64 1869.74 1946.84 1461.23 1475.62 09-26-98 148I .85 1542.73 1612.46 1681.08 1759.79 184634 1884.70 1962.41 1976.92 1991.42 . q�-l�g - � - PROFESSIOi�iAL TITLES . 527C BUDGET ANALYST I 331C HUMAN RESOURCES SPECIALIST I 342C RESEARCH ANALYST I 12-21-96 1160.62 1207.07 1256.78 1318.29 1385.29 1454.43 1525.65 1571.03 1616.37 07-19-97 1166.42 1213. I 1 1263.06 1324.88 1392.22 1461.70 1533.28 1578.89 1624.45 12-20-97 1168.75 1215.54 1265.59 1327.53 1395.00 1464.62 153635 1582.05 1627.70 02-28-98 1192.13 1239.85 1290.90 1354.08 1422.90 1493.91 156'7.08 1613.69 166�.25 09-26-98 1201.67 1249.77 1301.23 1364.91 143428 1505.86 1579.62 1626.60 1673.53 332C HUMAN RESOURCES SPECIALIST II 12-21-96 1306.44 13 S93 5 1413.34 1483.541556.98 163 5.87 1715.73 1763.24 1819.44 07-19-97 1312.97 1366.15 1420.41 1490.96 1564.76 1644.05 172431 1772.06 1828.54 12-20-97 1315.b0 1368.88 1423.25 1493.94 1567.89 1647,34 1727.76 1775.60 1832.20 02-28-48 1341.91 1396.26 1451.72 1523.82 1594.25 1680.29 1762.32 1811.11 1868.84 09-26-98 1352.65 1407.43 1463.33 1536A 1 I 612.04 1693.73 1776.42 1825.60 1883.79 088C BUDGET ANALYST II � 12-21-96 1386.35 144036 1498.68 1574.28 1649.85 1733.05 1821.58 1874.52 1927.38 7-19-97 l 393.28 1447.56 1506.17 1582.15 1658.10 1741.72 1830.69 1883.891937.02 12-20-97 1396.07 1450.46 1509.18 1585 31 1661.42 1745.20 183435 1887.66 1940.89 02-28-98 1423.991479.47 153936 1617.02 1694.65 1780.101$71.04 J925.41 1979.71 09-26-98 1435.38 1491.31 1551.67 1629.96 1708.21 1794.34 1886.01 1940. S l 1995.55 333C HUMAIV RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12-21-96 1427.41 1483 .54 1542.94 1619.65 1701.72 1784.89 1874.52 1929.57 1986.83 07-19-97 1434.55 1490.96 1550.65 1627.75 1710.23 1793.81 1883.89 1939.22 1996.76 12-20-97 1437.42 1493.94 1553.75 1631.01 1713.65 1797.40 1887.66 1943.10 2006.75 02-29-98 1466.17 1523.82 1584.83 1663.53 1747.92 1833.35 1925.41 1981.96 2040.77 09-26-98 1477.90 1536.01 1597.51 1676.94 1761.90 1848A2 1940.81 1997.82 2057.10 247C RISK ANALYST 12-21-96 07-19-97 22-20-97 02-28-98 09-26-98 . 1470.61 1529.98 158938 1667.17 1751.37 183 �.80 1929.57 1989.01 204732 1477.96 1537.63 1597.33 1675.51 1760.13 1846.99 1939.22 1998.96 2057.56 14$0.92 1540.71 1600.52 1678.86 1763.65 1850.68 1943.10 2002.96 2061.68 1510.54 1571.52 1632.53 1712.441798.92 1887.69 1981.96 2043.02 2102.91 1522.62 1584.09 1645.59 1726.14 1&13.31 1902.79 1997.82 2Q54.36 2119.73 �� - A4 - . - 413C SELECTIQN & VALIDATION SPEC � b��0 12-21-96 1509.94 1570.44 1631.98 1714.06 179937 1889.00 1984.04 2Q4238 2101.77 � 07-19-9? 1517.49 1578.29 1640.14 1722.63 1808.37 1898.45 1993.96 2052.59 2112.28 12-20-97 1520.52 1581.45 1643.42 1726.08 1811.99 1902.25 1997.95 2056.70 2116.50 02-28-98 1550.93 1613.08 1676.291760.60184823 1940.30 2037.91 2097.83 2158.83 09-26-48 1563.34 1625.98 1689.70 1774.68 1863.02 1955.82 2054.21 2114.61 2176_ 10 272C BUDGET ANALYST III 12-21-96 1655.27 1720.06 1787.01 1876.68 1970.62 2068.90 2173.66 2235.20 2302.15 07-19-47 1663.55 1728.56 1795.95 1886.06 1980.4'7 2079.24 2184.53 2246.38 2313.66 12-20-97 1666.88 1732.12 1799.54 1889.83 1984.43 2083.40 2188.90 2250.87 2318.29 02-28-98 1700.22 1766.76 1835.53 1927.63 2024.12 2125.07 2232.68 2295.89 2364.66 09-26-98 1713.82 1780.89 1850.21 1943.05 204031 2142.07 2250.54 2314.26 2383.58 802C BUDGET ANALYST IV 569A CLAIMS MANAGER 12-21-96 2033.28 2113.15 2194.54 2305.39 2423.16 2544.08 2670.42 275035 2824.19 07-19-97 2043.45 2123.72 2210.54 2316.92 2435.28 2556.80 2683.77 2764.10 284334 12-20-97 2047.54 2127.97 2214.96 2321.55 2440.15 256191 2684.14 2769.63 2844.03 02-28-98 2088.49 2170.53 2259.26 2367.98 2488.95 2613.15 274292 2825.02 2906.01 09-26-98 210520 2187.89 2277.33 2386.42 2508.86 2634.06 2764.86 2847.62 2929.26 • . - AS -