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269017 ,.,. . < WH17E - GTV CLERK COIIl1C11 ��;:�� PINK - FINANCE GITY OF SAINT PAUL CANARV - DEPARTMENT � BLUE - MAVOR File NO. �I _� . Ordin�nce ordinance N0. c l��J�/ Presented By � Referred To , Committee: Date Out of Committee By Date An adrninistrative ordinance approving the terms and conditions of th� 1976-1977 Labor Agreement between the City of Saint Paul, Independent 5chool District No. 625, and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320. WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recogx�izes the Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320 as exclusive representative for those classes of positions within the City of Saint Paul certified by the Bureau of Mediation Se�xvices under Case No. 74.T�R-196-A for tlie pttrpose of ineeting and negotiating the terms and conditions of employment for all , personnel in the classes of positions as set forth in the Settlement between the City of St. Paul, Independent 5chool District No. 625, and the exclusive representatives hereinabove referenced; and WHEREAS, The City through designated representatives and the exclusive representatives have met in good faith and have negotiated the terms and conditions of employment for the period January 1, 1976, through December 31, 1977, for such personnel as are set forth in �he Labor Agreement between the City of Sai.nt Paul, Independent School District No. 625, and exclusive representatives; now, therefore - THE COUNCIL OF THE CITY OF SAINT PAUL DOES ORDAIN: Section 1. That the Labor Agreement dated as of the effective date of this Ordinance, between the City of Saint Paul; Independent School District No. 625, and the Minnesota Teamsters Public and Law Enforcement Employees Union Loca1 No. 320, on file in t,he office of the City Clerk, is hereby approved, and the authorized administrative officials of the City are hereby authorized and directed to execute said Agreement on behalf of the City. - 1 - COUNCILMEIV Yeas Nays Requested by Department of: Butler Hozza [n Favor Hunt Levine Against BY ---- - Roedler Sylvester Tedesco Form Approved by City Attorney • Adopted by Council: Date Certified Passed by Council Secretary BY By Approved by Mayor: Date Approved by Mayor for Submission to Council By BY WHITE — CITV CLERK ��•{/ PINK — FINANCE � TT COUI1C11 d � � CANARY — DEAARTMENT G I TY OF SA I N�T PA 11 L BL.UE — MAVOR File NO• � t Orc�in�nce ordinance N�. 'C�� Presented By Referred To Committee: Date Out of Committee By Date Section 2. That all of the terms and conditions set forth in said Labor Agreement shall take force and effect retroactively to January 1, 1976; except as otherwise provided in said Agreement, in accordance with the expressed intent and agreement of the Council contained in Counci.l Fi1e Nos. 266410 and 268207, and in accordance with the Arbitration Award dated March 17, 1977, under P. E. R. B. Case No. 76-PN-1020-A. Section 3. That any other ordinance, rule or regulation in force when said Agreement takes effect, inconsistent with any provision of the terms and conditions of said Agreement, is hereby repealed. Section 4. That this ordinance shall take effect and be in force thirty (30) days after its passage, approval and publication. App roved: � Chairman Civil Service mmission _ 2 _ COUIVCILMEN Requested by Department of: Yeas Nays Butler P SONNEL OFF CE Hozza In Favor — Hunt � Lebine A gai n s t BY Roedler Sylvester Tedesco �Y 2,6 t977 Form Ap City A r Adopted b ouncil: Date • � Cert' 'ed Pas ed Coun '1 Secretary BY ' . �' �Y $�� 1977 Approved by Mayor for Submission to Coun 1 Appro b Mayor: Da e BY BY . PUBLISHE� ��I`3 �a�= 1977 .: 1�� . � . , � � . . . � E ,j f: .��1� ' . . LASOR AGREE7MEN2 : BE�TE'EN THE CITY OF SAINT PAtTL, IPIDEPENDEt�T SCHOOL DISTRICT N0. 625 AND MLNNESOTA TEAN�STERS PUBLIC AND LAW E�'t?RCEMENT EI�IAYEES uNION rACAL xo. 320 • � z�� ARTICLE TITLE PACE I Purpose of Agreement 1 � II Recognition 2 III Maintenance of Standards 4 IV E�aployer Security 5 V F�nployer Authority 6 YI Union Security 7 VII �nployee Rights-Grievance Procedure 9 VIII Savings Clause 13 IX Seniority 14 X Discipline 16 XI Constitutional Protection 17 XIZ Overtime and Premiums 18 XIII Uniforms 20 XIV Vacation 21 XV Holidays 22 XVI I.`�surance 23 XVII Mileage 24 XVIII Severance Pay 25 . XIX Working put of Classification 26 XX Wage Schedule 2'� XXI Term of Agreement 31 - ii - _ _ _ _ _ _____ --.- --.. __ . _ _..-,_.__.___. .... .__..._._ _ .. __. __ _ _ _ _.___ . _ __.._.. _ _� ARTICLE I - PURPOSE OF AGREEMENT 1.1 This AGREEMENT is entered into as of ppril 11, 1977 , between the City of Saint Paul and Independent School District No. 625, hereinafter called the EMPLOYr'�t, and the Minnesota Teamsters Public and Law E�forcement Employees Union Local No. 320, hereinafter called the U1�TION. 1.11 Assure sound and mutually beneficial working and economic relationships between the parties heretn; 1.12 Establish procedures for the resolution of disputes concerning this AG�NT's interpretation and�or application; and I.13 Place in written form the parties' agreement upon terms and conditions of empioyment for the duration . of this AGRr.'�MENT. 1.2 The IIKPLOYER and the tTNION through this AGREII�IT, shall continue their dedication to the highest quality public service to the residents of the Gity of Saint Paul. Both parties recognize this AGREEMENT as a pledge of this dedication. - 1 - ARTICLE IIt RECOGIVITIOPT 2.1 The EMPIAYER recognizes the U1�lI0N as the exclusive representative, under the Public Eltrployment I,abor Relations Act of 1971 as amended, for all personnel in the following bargainin� unit: All manual maintenance supervisors in the classification of Assistant Supervisor of Custodians, Bridge Foreman, Building Maintenance Supervisor-Fire Department, Building I�intenance Supervisor-Libraries, Building Maintenance Supervisor-Parks a�nd Recreation, Chief Meter Repairmsn, Dispatcher I, District Foreman, Equipment Maintenance Foreman, Field Supervisor, Firemen-1�4echanic Foreman, Foreman-Water Department, Forestry Fareman, Greenskeeper, Maintenance Foreman-Water Department, Mechanic Foreman-Municipel Garage, Mechanic Foreman-Water � Department, Park Foreman, Pnblic Works Foreman I, Public Work� Foreman II, Public Works Foremsn III, 3anitatian Foreman, Sewer Foreman I, Sewer Foreman II, 3tage Technician, Supervising Gardener, Supervisor of Custodian, Supervi�r of F2oriculture, Stiipervf sor of Garbage Colleetion, Supervisor of Lime Recovery Plant, Supervisor of Pumping, Supervisor of School Ground Maintenance, Traffic Maintenance Foreman I, Traffic Maintenance Foreaian II, Water 5erviceman Foreman, W�ter-Shed Foreman I, � Water-Sned Foreman II, and Zoo Foreman who are employed for more than fourteen (14) hours per week and more than one hundred (100) work days per qear by the City of St, paul or Who are under the control of the City of St. Paul in the setting of terms and conditions of employment, excluding all other employees. 2.2 In the event the II�LOYER and the UNION are unable to agree as to the inclusion or eaclusion of a new or modified job class, the issue shall be submitted to the Bureau of I►Sediation Servi.ces for determination. It is understood that this provision shall refer to the Buresu of Mediation Services only such issues as it has jurisdictivn over by law. . 2.3 The EMPLOYER shall not enter into any agreements coyering terms and conditions of employment with the employees of the bargainin� unit under the jurisdiction of this AGREEMENT either individually ar collectively which in any way conflic�s with the terms and conditions of this AGR�NT, except through the certified representative. _ 2 _ ,_..�_.�__�_.� _, . . _._._ _._..._ .___ _ _ � . . ._.._,.__, �� .1 � pRTICI,E II: (continued� 2.� Neither the UNZON nor the II'�IAYER shall discriminate against any employee because of UNZON membership or nonmembership, or because of his race, color, sex religion, national origin, or politicaL opinion or affiliations. 2.5 Ali existing Civil Service Rules shall apply except those superceded by thi s AGREEI+�IYP. 3 � � ARTICI,E III: MAINTF:NANCIs' OF STAAIDARDS The City agrees that a12 conditions of employment relating to wages, hours of work, overtime differentials, vacations and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Ci.vil Service Rules of the City of Saint Paul (Ordinance No. 3250) and Qrdinance Na. 6446 at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMETPT. - 4 - . . ,�� ARTICLE IV: EME'LOYER SECURITY The UDTIOR agrees that during the life of this AGREEMENT it will not cause, encourage, participate in or support any strike, slow-down or other interruption of or interference with the normal functions of the EMPIAYER. . _ 5 _ .._._:._..,�..... ,..._._._ _. . .._.... _. v... . . . ,. _- __._� ___. _ . ._ __...._ __._-_ _ . _ . _ ._ _.� � ARTICLE V: EP9PIAYER AUTHORITY 5.7� The EMPLOYER retains the sole right to operate and manage all maripower, facilities and equipment in accordance with applicable Zaws and regulations of eppropriate authorities. 5,2 Any terms and conditions of employment not specifically established or modified by this AG�2EEMEI9T shaZl remain solely within the discretion of the EMPLpYER to modif�r, establish, or eliminate. F.-.,I _ 6 .. I _.. __ __._ .._.�__ ___. ,.... __._.n._,__ .. _.� ��._ ._ _�.._ _ _. �.. . , ._.. _.. .. _.. , _ . . __._ .. .. _ T � ._. .._ _ ..,_ r - .�._., _ _. . ._. _ _ _ _. . � ARTICLE VI: UIITION SECII$ITY �� 6.1 The EL�IAYER shall deduct from the wages of the employees who suthorize �uch a deduction in writin� an amount necessary to cover monthly IJNION dues. Such monies shall be remitted as directed by the LTIYIOI�. 6.2 The UNION msy design$te employees Prom the bargaining unit to act as stewards and 8lternates and shall inform the EMPLOYER in writing of such choices and of changes in the positions of stewards and�or alternates, It is flzrther understood that the number and locations of stewards shall be limited and canfined to numbers and locations as are necessary and reasonable to administer the provisions of this AGREEMENT. ' 6.3 The EMPLOYER shall make space avsilable on the employee bulletin . board for the posting of UNION notice(s) and announcement(s). . * 6.�+ The UNION a�rees to indemnify and hold the EMPLpYER harmless a�ainst any and all claims, suits, orders, or �udgrnents 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. 6,5 The EMPIAYER agrees that on the EMPiAYER'S premises and without loss of pay the UlYI01� stewards shall be allowed to post official iJNION notices of the designated representatives; trensmit communications authorized by the tTNION' or its officers under the terms of thi.s contract; consult with the Employer, his representative, UDTION officers or the UNIOY representative concerning the enforce- ment of any provisions of this AGREEMENT, so long as such action does not interfere with regular �rployee duties and is reasonable and necessary. _ 7 _ _.._._�_.__.�__,�. _.,�._.__ ___._._.�__ --__.-_-- .. _ ._� .. � _ .,._ . .�... _ ., _o-...__ .__ � • pRTICLE yI; (continu�ed) 6.6 Stewards are authorized to perform and discharge the duties and responsibilities which are assigned to them under the terms of this AGREEI�2�T and any supplementary AGREEMENTS. The EMPLOI'ER agrees that there shall be no restraint, interference, coercion or discrimination agsinst a steward because of the performance of such duties. 6.7 Any present or fliture employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by the UNION. Upon notification by the tTNION, the EMPLOYER� shall check off said fee from the earnings of the employes and transmit the same to the tAYION. In no instance shall the required contribution exceed a pro-reta share oP the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operstive . only so long as specifically provided by Minnesota law, and as otherwise le�al. It is also understood that the TJNIODt agrees to indemnify and hold the EMPLOYER harmless ageinst any and all clai.ms, suits, orders or judgments bronght or issued ageinst the City as a result of any action taken or not taken by the City under the provisions of this section. - 8 - �._._._��......_..�..._. .__., ,... .�__._�_...,,,._..�. �.._._ . .___ ___ ...--- .� .._.. _- -- _._..._.. _ __ __ _ _ ..., .____�..__.__.. _�_. _._ _.. . � . ARTICLE VII: EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE �`��i`„� 7.1 Definition of a Grievanoe - A grievance is defined as a dispute or dis- agreenent as to the interpretation or application of the specific terms and corriitions of this AGREEMENT. 7.2 Union Bepresentatives - The EMPLOYER will recagnize Representatives r designated by the iTNION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The UNIOP� shall notify the EMPIAYER in writing of the names of such UDTION representatives and of their successors when so designated as provided by 6.2 of this AGREfl+�NT. 7.3 Processing of a Grievance - It is recognized and accepted by the UftION and the II�LOYE� that the procession of grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and shall therefore by eccamplished during normal working hours only when consistent with such Employ�e duties and responsibilities. The aggrieved E�nployee and a UNION Representative k.�. shall be alloWed a reasonable amount of time without loss of pay when a grfevance is investigated and presented to the EMPLOYER during normal working hours provided that the �3uployee and the ITNION Representative have notified and received the approval of the designated supervi.sor who has determined that such absence is reasonable and w�uld not be detrimental to the work programs of the EMP'IA�;R. 7.4 procedure - Grievances, as defined by Section 7.1, shall be resolved in conforn►ance with the following procedure: Step 1. An bnployee cleiming a violation concerning the inter- gretatian or application of this AGREEMENT shall, frithin tw�nty-one (2I) calendar days after such alleged violation has occurred, present such grievance to the E�rrployee's supervisor as designated by the F�LO�;R. _ g _ .��.._,.,._._._ _ ... ..._ .�__..��.....r__,...,m_,_ ,_. . ,..w...��. �. .. . _ ._.._ _ --.T__..._._.. _ .. _.._� .._ "� . � ARTICLE VII: (continued) • The EMPLOYER-desi�nated representative will discuss and give an ansWer to such Step 1 grievsnce within ten (10} calendar days after receipt. A greivance not resolved in Step 1 and appealed to Step 2 shall be placed in writin� setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGR�T allegedly violated, the remedy requested, and shall be agpealed to S�ep 2 within ten (10) calendar days after the EMPIAYER- designated representative's final answer in 5tep l. Any grievance not agpealed in wr3ting to Step 2 by the UlYION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the UPTION and discussed with the ENII�IAYER-desi�ated Step 2 representative. The EMPLOYER-designated representative shall give the UNION the ' EMPLOYER's Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resblved in Step 2 may be appealed to Step 3 within ten (10) calendar days foZlowing the EMPL07CER-designated representative's final Step 2 answer, Any grievance not appealed in writing to Step 3 by the UNION within ten (10) c�Iendar days shall be considered wai.ved. SteP 3. IY' appealed, the written grievance shall be prese�ted by the U1�fI0N and discussed with the El+�LOYER-designated Step 3 representative. The EMPLOYER-designated representetive shall give the U1►FtON the II�LOYER's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A greivance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the F�►iPI,OYER-designated representetive's final answer in Step 3. Any - 10 - _. ._._._...�.._.. _... . _�.____ , _. _ ___ _. � ,. ,_ _ __... . . , . . _ ._�. . _.,,..._._.�.__.__ ,.:..;__ '� ARTICLE VII: (continued) �� grievaince not appealed in writing to Step 4 by the UNION within ten (10) calendar days shall be considered waived, Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the UNION shall be submi.tted to arbitration subject to the provisions of the Public F�aployment Lsbor Relations Act of 1971 as amended. The selection of an arbitrator shaZl be made in sccordence with the "Rules Governing the Arl�itration oP Gri.evances" as established by the Public �mployment Relations Board. 7•5 Arbitrator's A�uthority - A. The srbitrator shall have no right to amend, modi�r, nullify, ignore, add to, or subtract from the terms and conditions of this AGRF.�IQT. The arbitrator shall consider and decide only the . � sgecific issue�s) submitted in writin� by the EI+�IAYER and the tINI01�, and shall have no authority to make a decision on any other issue not so submitted. - B. The aribtrator shell be without power to make decisions contrary to, or inconsistent with, or modifying or vary`tng in any way the application of Iaws, rules, or re�u].ations having the force end effect of law. The arbitrator's decision shall be submitted in `rriting within thirty (30) days following close 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 binding on both the �PL{?7� and the UPTIO�f and shall be based solely on the arbitrator's interpretation or applic�tion oP the express terms of this AGREENSENT and to the facts of the grievance presented. - 11 - .� ARTICLE VII: (continued} C. The fees and expenses for the arbitrator's services and proceed- ings shall be borne equally by the II�IAYER and the U1�(ION provided that each party sha12 be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, provi.din� it peys for the record, If both parties desire a verbatim record of the proceedings the cost shall be shared equally. 7.6 Waiver - If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievanae is not appealed to the next step within the speciPied time limit or any agreed extension thereof, it shal.� be considered settled on the basis of the Eb�ZOYER's last answer. IP the EMPIAYER does not answer a grieva�nce or an appeal thereof within the specified time limits, the UNLON map elect to treat the grievance as denied at that step and immediate�y appeal the grievance to the next step. The tiiae limit in each step may be extended by mutual �ritten agreement of the EPilPL07�Ft and the UIQION in each step. 7,7 It is understood by the UNION and the EMPLOYEH that, iP an issue is determined by this grievance that issue shall not again be submitted for arbitr�tion under the provision of the Rules and Regulations of Civil Service. It is f�.irther understood that if an issue is: submitted and determined by the griev8nce procedure under the Civil Service Rules and Regulations, it sha2l not again be submitted for arbitration under the proc�dures set forth in this Article. - 12 - ARTICLE VITI: SAVIi6GS CI,AUSE 8.1 This AGR�EMENT is subject to the laws of the United States, the State of Minnesota. In the event any provision of this AGREEAZENT shall be held to be contrary to lsw by a court of competent jurisdiction from xhose final judgment or decree no appeal has been taken within the time provi.ded, such provisions shall be voided. All other provisions shall con�inue in flill force and effect. The voided provisian may be renegotiated at the written request oP either party. All other provisions of this AGREEMEflT sh�ll continue in fLill Porce and effect. � _ 13 _ . �.._.�..,�,...�_. ...___ . ....�.,.�_ .�...,_.._.____. _.._.. _,_. _ _....... ._ ._ , _.. .._. �_,.__ ,..._. . . _.�..�.._._.,.�.�.. _� ARTIGLE IX: SEflIORITY 9.l Seniority, for the purpose af this AGREEMENT, shall be defined as follows: A. "City Seniority" - The length of continuous, regtilar and probationary service with the EMPLOYER from the last date oP enployment in any and all class titles. B. "Class Seniority" - The length of continuous, re�ular and probationary service with the employer from the date an employee Was first certified and appointed to a class title covered by this AGRE'EMEI�T, it being further understood that class seniority is confined to the current class assignment held by an employee. 9.2 Seniority shall terminate �hen an empZoyee retires, resigns, or is discharged. .. 9•3 Seniority shall not accumulste during an unpaid leave of absence, except when such leave is granted for a period of less than thirty (30) calendar d�ys; is granted because of illness or injury; is granted to allow an employee to accept an appointment to the unclassified service of the EMPLOItER; or is granted to teke an elected or appointed full-time position with the UNION. 9.4 A. Ia the event it is determined by the employer that it is necessary to reduce the work force, employees will be laid oPf by class title within each division based on inverse length of "Class Seniority". Itecall from layoff shall be in inverse order of layofP, except that recall rights shall expire after one year of layoff. B. In cases where there ere promotional series, such as Foremen I, Foreman II, Foreman I2I, etc., when the number of employees in these higher titles is to be reduced, employees who have held lawer titles - l�t - ._..a.._.�,_..��,..n-_�.._._.___ __. ,_.__�_.�._.��._._�_._ .�_ � . ,. � r. _.._.. v.._.�_,w�... _.. _...�..__. ....:�_,._v _...._ N ..�.._.. � � ARTICLE IX: (continued) �� which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority �ould keep them from being laid off, before lsyoffs are made by any class title in any department. C. It is ftiirther understood that a laid off employee shall have the right to place�ment in any lower-paid class title, provided said employee has been previously certified and appointed in said lower-paid class title. In such cases, the employer shell first be placed on a reinstatement register and shall have "Class Seniority" based on the date originally certified and appointed to ssid class, F�nployees may also app�y for positions in a lower class but may, nevertheless, return to original class as provided in paragraph (A) above. 9•5 To the extent possible, vacation periods shall be assigned on the basis of "City Seniority", taithin each class, by division. It is, however, understood that vacation assignments shall be subject to the ability of the emplayer to maintain operations. 9.6 Promotions shall be handled in accordance with current Civil Service Rules and practices. 9.7 The EMPLOYER shall post a seniority list at least once ev�ry six (6) months. _ 15 _ -�-___._---�=�.�r.�_ . . .,..,� _. . . _.. _,._._ __. _ _ .� ._ _ _..__,__ , ._ _ ..�--, - ARTICLE X: DISCIPLINE � 10.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: a} Oral reprimand; b) Written reprimand; c) Suspension; d� Reduction; e} Discharge. . I0.2 Suspensions, reductions and discharges Will be in written fornQ. 10.3 Employees and the U1VI0� will receive copies of written reprimands and notices of suspension and discharge. � 10.4 Employees may examine all information in their EMpLpYE$ persannel files that concerns work evaluations, commendations and�or disciplinary actions. Files may be examined at reasoneble times under the direct supervision of the EMPLOYER. 10.5 Discha�rges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and�or tTNION may request, and shaZl be entitled to a meeting with the EMPI,OYER representative who initiated the suspension with intent to discharge, During said five (5� day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may moc3if�r, or withdraw same. 10.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a UNION representative be present. 10.7 Grievances relating to this Axticle shall be processed in accordance with existin� Civi1 Servi.ce procedures, except that oral and written reprimands shall be taken up in Step 3 of the grievance procedure under Article VII. - 16 - ARTICI�E XI: CONSTITUTIONAL PROTECTI01� 11.I Employees shall have the rights granted to all citizens by the United Stat�s and Minnesota State Constitutions. _ 17 _ � ' ARTICLE XII: O�ERTIME AND PREMIUhiS � 12.1 EYnployees (with the exception of those covered in Section 12.2 hereof) shall be paid one and one-half (1;) times the regular rate of pay for work per- i formed in excess of the regular work day and/or the forty (�+0) hour �rork week. � � 12,2 Section 12,1 hereof shsll not be applicable to employees holding the � following administrative positions: Building Maintenance Supervisor-Libraries; Building Maintenance Supervisor-Parks and Recreation; Field Supervisor; public Works Foreman III; Sewer Foreman II; Supervisor of Custodians; Supervisor oP Floriculture; Supervisor of Garbage Collection; Supervi.sor of puaping; Supervisor of Lime Recovery Plant, IIaployees in the abo•re classifications sha].1 be paid straight time Por work performed in excess of the regular work day and�or the forty (�+0) hour work week, 12.3 An empZoyee who is c�lled back to work following the completion of his � regular work day shall be guaranteed four (4� hours pay at his regular straight time rate. 12.4 Nlajor holidays, for the purpose of this Section, shall include the following; New Yea�r's Day; Memarial Day; Independence Day; Labor Day; Thanksgiving Day; C`hristmas Dsy. Minor holidays, for the purpose of this Section, shaZl include the followin�: �Tashington's end Lincoln's Birthday, Christopher Co2umbus Day, Yeterans' Day. An emplayee working a major holid$y es defined herein shall receive time and ane-half (12) his regular rate of pay for all work performed on such holiday, and an employee working a minor holiday as defined herein sha21 receive straight time for such holiday work, it being understood that all payments for holiday w+ork shall. be in addition to regular holiday pay. - �.8 - • � ARTICLE XII: (continued) 12.5 An employee shall have the option of either taking compensetory time off or overtime payment in cash, It is,however, further understood that this Section shall not be applicable to those employees covered by the overtime provisions of the Feir Labor Standards Act. 12.6 A night differential of five percent (5°,�0) shall be provided to employees Who w�ork night shifts as defined herein. A night shift will be considered to be a regul.arly assigned shift beginnin� earlier than 6 a.m., or ending later than 6 p.m., pravided that at least five (5) hours of said shift are worked between the hours of 6 p.m. and 6 a.m, It is further understood that in case of regularly assigned shifts beginning earlier than 6 e.m, or ending later than 6 p.m. Which involve less than five (5) hours of work, an employee shall be eligible for the night differential only for the hours actually worked during night shift hours. - 1.9 - -- --- -__: . _ �r_Kr.._ . , . _ _.,�_ _ _ . . . _ .. .��._._.. ,_�__ -� _--� �_. M . � � �. .�.� . ARTICLE XIII: U'NIFORMS 13.1 The F.MPIA]CER sgrees that if any employee is required to wear any kind of uniform or safety equipment as a condition of continued employment, such uniform and�or equipment sha11 be f�.irnished snd maintained by the EMPLOYER. It is, however, flirther understood that the E1'�II'LOYER'S obligation to provide uniforms and�or safety equipment shall be confined to present practices and�or requirements of law. 13.2 Any uniform or safety equipment provided pnrsuant to this Article, damaged in the line of dut�r, shall be replaced by the EMPIA�R, prozrided that said damage is not attributable to the negligence or other i.mproper act of the employee. . _ � _ �._,...,�.�.,_....._.._.__.._..., _�.._..,.�....__,._�_�___,.. ....._.__._...,,.__....�� __ . _ .__ _._....,�,__.. _ _,� ' � ARTICLE XN: VACATION 15,1 In each calendar year, each flzll-time employee sha11 be granted vacation according to the following schedule: Years of Service Vacation Granted 0 - 5 years 10 days 6 years thru 15 years 15 days 16 years thru 25 years ` 21 days 25 years or more 22 days 15.2 F�nployees who work less thsn' full-ti.me shall be granted vacetion on a pro rata basis. 15.3 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 15.�+ The above provisions of vacation shall be subject to Ordinace No. 6�+k6, Section I, S�.ib. F. - 21 - . �r::.� _ ARTICLE XV: HOLIDAYS '�� 16.1 Holidays recognized and observed. The follotiring days shall be recognized and observed as paid holidays: New Years Day Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Labor Dey �ro flosting holidays Eligible employees shall receive pay for each of the holidays Zisted above; oa which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preeeding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on g�d�y� the succeeding M�onday shall be observed as the holiday. � 16.2 The floating holidays set forth in Section 16.01 above may be teken � at any time during the contrect year, subject to the approval of the Department Head oP any employee. 16.3 Eligibility Requirements. In order to be eligible for a holiday �i.th pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday and on three other working days .of the nine working dt�ys preceding the holiday. In neither case shall the holiday be counted as a working day for the purpose of this section. It is f�,trther understood thst neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. _ 22 _ ____.._._._._.._ ... _ .___.___._.�.._._.._.__ . _. _. _. _.�...,.,,�... .. ,�._......_.. .,�_..._ ._.�_. _ . . _.._.. . . _ _ .. � . ... . _. _.. ...._ .. __ __ ._... ._.. ._ _ . ..., ..� . ARTICLE XVI - INSURANCE 17.1 The EMPLOYER will continue for the period of this AGREr�NT to provide for employees such health and life insurance benefits as provided by IIKPLOYER at the time of execution of this AGR�.E:�NT. 17.2 The EMPLOYER will for the period of this AGREEMENT provide for employees who retire after the time of execution of this AGRr�EMENT and until such employees reach sixty-five (65) years of age such health insurance benefits and life insurance benefits as are provided by the EMPLOYER for such employees. 17.3 The City agrees to contribute the cost of hospitalization and medical coverage or $36.85 per month, whichever amount is less, for each employee who is eligible for such coverage. In addition, for each � employee who selects Dependents Coverage, the City will contribute one-half (2) the cost of such Dependents Coverage or $42.�+3 per month, whichever amount is less. These contributions shall be paid to the City's Group Health and Welfare Plan. Any increases in these costs shall be paid by the employee. 17.4 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such covera�e or �2.95 per month, whichever a�aount is less. This contribution sha11 be paid to the City's Group He$1th and Welfare Plan. Any increase in this cost shaZl be paid by the employee. — 23 — ..__.__._:__.._____ _ _._ .:..�.. .y,�n, _._.... . _ ___ __.. _._. _ _.__.___..__. ______ _._______...._._ _. .__.__.._.:.�._,�,r�r.�._._.. ___ _ ..,._._. ..._. .., __... ._. ...� 2 _� .� " ARTICLE XVII: MII,EAGE 18.1 City officers and employees may be reimbursed Por use of their own automobiles for official City business. To be eligible for such reimbursement all officers and employees must receive written authorization from the Mayor, and reimbursement shall be made in accordance with one of the following plans: Z'r�e�l. For those officers and employees who are required to use their own automobiles occasionally for officiaZ City business, reimbursement at the rate of 13 cents for each mile driven. Type 2. For those officers and employees who are required to use their awn automobile on a regular basis on City business, reim- bursement at the rate of $2,50 for each day of work, snd in addition thereto at the rate of 6.5 cents for each mile driven. 92A.01 - Rules and Regulations: The Mayor shall adopt rules and re�ulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating place or origin and destination and applicable mileage ratings thereat and indicating total miles driven, and shall file monthly aPfidavits stating the number oP days worked and the number of mi.les driven, and flirther that they maintain automobile Iiability insurance in �mounts not less than $100,000/300,000 for personel injury, and $50,OOf} for property d�znage. These rules and regulations, together with any amendments thereto, shall be maintained on file with the City Clerk. �8.2 The provisions of this Article shall not apply to employees of Independent School District No. 625. - 24 - _.__._......_�.�m. .�.v_,__ _ ._ _.�. .y__.�_ . � ..._ _ ..__.,.__......�...,,,..�... � . � _ ..�... .._ .._-- ---� . >ARTICLE XVIII: SEVERANCE PAY ' E�ployees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11b90. The amount of Severance Pay allowed shall b e that amount permi.tted by State 3tatutes subject to the provision tha�t the maximum smount allowed shall be ��,000. _ 25 _ �.._.__ _.��.._,_�� ----__ _ __ .__ ___.,._.._��.�.____. � _ ..,_.: .._.�.m�m._ ____ _-____-----.. ._. .. � ... ,.._._ ,._.__ ._.� ,� ._. . -'� ARTICLE XIX - WORiCING OUT OF CLASSIFICATION 19.1 In the event it is determined b;r the employer that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. Ia cases where there are promotional series, such as Fore�aan I, II, III, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are nade by any class title in any department. 19.2 Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days durin� any fiscal year of employer, shall receive the rate of pay for the out-of-cl.ass assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this article, an out-of-class assign�ent is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classi- fication. For the purpose of this article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he was promoted to the higher classification. - 2b - ........_.._,..�.�._.�_�.�____.. ..._____�__�__.__..... _ _ _ ._ _, __.. � .._ _. ._ . _.. .. . .: . _ ___ _ 1 ARTICLE XX - WAGE SCHEDULE The wage schedule for purposes of this contract shall be as follows: Effective January l, 1976: UNGRA.D::� Assistant Supervisor of G�a.stodians �8.09 Dispatcher I (paid out of grade} �8.05 0-6 mos after 6 mos Civic Center Foreman .50 -y�i.$~r GRADED Sar.itation Foreman Stage Technician lst 6 mos. after 6 mas. $619.00 $636.00 Ch3ef Meter Repairman �-Dis trict Foreman Forestry S�zpervisor I Greenskeeper Park Foreman Public Works Foreman I Sewer Foreman I Supervising Gardener Traffic Maintenanc� Foreman I � Water Service Foreman Water Shed Foreman I Zoo Forenan lst 6 mos. after 6 mos. $674.50 $693.00 Bridge Foreman . Building Maintenance SuFervisor--Libraries Equip�ent Maintenance Foreman Fire�an-Mechanic Foreman Foreman-Water Department Forestry Supervisor II - P�intenance Foreman-Water �epartment M°chanic Foreman-Municipal Garage Mechanic Foreman-Water Department Public �orks Foreman II Sewer Foreman II Supervi.sor of Garbage Collection S�apervisor of School Ground i�S�intenance Water Shed Fore�an II lst 6 mos. after 6 mos. $712.00 $732.50 - � - _...,.�. .m_�._. ._.__ _ . _ .... .. _.__�_ _..._._., . ._...�., .�w_.,.. ._�._ .__._,_�.� . ..s,__..�_.� _� _ ._.�.��.._ ._.... . _ _ � . T _, . � Effective January I., 1976 . � GRADED (cor.�inued) Supervisor of Lime Recovery Plant A B C D E F 10-yr 15-yr 549•5a 57�.�0 6oi.5o 629.50 660.50 69�.So 71�.5a 732.ao Supervisor of Floriculture lst 6 mos. after 6 rros. $732•So $753.00 Traffic Maiiztenance Foreman lst 6 mos. after 6 mos. $75�+.00 �776•50 public Works Foreman III Sewer Foreman III . Supervisor of Custodians Supervisor of Pumping lst 6 mos. after 6 mos. $776.So $799•� Building Maintenance Supervisor--Fire lst 6 mos. after 6 mos. $820.50 $844.So Field Supervisor lst 6 mos. after 6 mos. �845-5a $870.50 Buildin; Maintenance Supervisor--Parks and Rec. lst 6 raos. after 6 mos. $871.00 $897.00 - 28 - .....�,____._._.�_. .- __ � ____,_ _��__..__ , _ _._ -- - - . --, -- _�._�. .._. . _. ...___ � � • ARTICLE XX - (continued� � Effective January 1, 1g77: � � UP;GRADED Assistar_t Sugervisor of Custodians $8.49 Dispatcher I (paid out of grade) $8.45 0-6 mos after 6 mos Civic Center Foreman . 3 7.15 + GRA.DED Sanitation Foreman Stage Technician lst 6 mos, after 6 mos. $650.00 $668.00 Chief 2�Ieter Repairman *District Foreman • Forestry Supervisor 1 Greenskeeper Park Foreman Public Works Foreman I Sewer Foreman I Supervising Gardener , Traffic Maintenance Foreman I Water Service Foreman Water Shed Foreman I Zoo Foreman lst 6 mos. after 6 mos. $708.00 $727.50 Bridge Foreman �3uilding Maintenance Supervisor--Libraries Equipment Maintenance Foreman Fireman-Mechanic Foreman Foreman-4iater Department Forestry Supervisor II Maintenance Foreman-Water Department Mechanic Foremar_-Municipal Garage Mechanic Foreman-Water Department Public Works Fareman II Sewer Foreman II Supervisar of Garbage Collection Supervisor of School Ground Maintenance Water Shed Foreman II lst 6 mos. after 6 mos. $7�7•5� $769.oQ _ 2g _ ___.,,..,._...,_�.____._..W_ ..u�. _.�.__.___�..�. __:.._. _,.�_ __ __, .._.�.__,. .__ �_._.__ ...._ _..., .� _.._ . ..._._ _ .. __._ ... _..._._�_ _ . ,._ _..._�._ _ ,� ARTICLE XX - (continued) Effective January l, 1g77 . • GRADED Supervisor of Lime RPcovery Plant A B C D E F 10-yr 15-yr 577.00 603.00 63i.5a 66i.00 693.50 72�.00 7 7 0 7� Supervisor of Floriculture lst 6 mos. after 6 mos. $769.00 $790•50 Traffic Maintenance Foreman ls� 6 mos. • after 6 mos. $791•50 $8i5.5o public Works Foreman IIZ Sewer Foreman III . Supervisor of Custodians Supervisor of Pumping lst 6 mos. after 6 mos. $815.50 $839•� Building Maintenance Supervisor--Fire lst 6 mos. after 6 mos. $861.50 $886.50 Field Supervisor lst 6 mos. after 6 mos. $888.oa $914.00 Building Maintenance Supervisor--Parks and Rec. lst 6 mos. after 6 mos. $91�'•50 $9�+2.o0 - 30 - � .�__----. _ .__ __.. _ _ _ _ _ ____ ,;� A' . 1 C��.� ' � � ARTICLE XXI- TERM 0�' AGREE`.NIENT . �� l.l Z`his agreenent shall be in full forcz and effect from January 1, 19'T6, thru Decenber 31, 1977, and shall automaticaZly be rene�red fror� year to year there�fter unless either party shall notify the other in writing by June l, prior to the anniversary date that it desires to modif'y or terminate this agreement. 21.2 It is understood tha� this settlement shall be recorrmiended by the City Negotiator, but is subject to approval by the City Council and Civil Ser�ri.ce Commission. IN WST1`�SS W�REOF, the parties have caused-this Agreement to be executed this llth day of April, 1977. hffNNESOTA TEAMSTERS PUBLIC AND LAW CITY OF SAINT PAUL ENFORCEMENT F�NiPL(?YEES UUi�TTION LOCAL N0. 320 . . � � �� bor Re a on ec r / � Superintendent Board of Education _ 31 _ _ .__ .__ __. _ _ _ _ _ _ _.__._ __ __ ____ _ ... _ _._.- - ___ _ _.. _ -- _ .._.. ..., _..v...__. . . _.__. � ' ;' - �, � � t�o no�� detach �tiis memor�ndum from th+� , ` �� , : . ordinance so.that th�s information will be Q��0�: ��:�r� ; � , a�aitabie to the eity Counc�l. �ev. r g/8/76 ; � . E�€PL,ANA�TI4�1 QF A��ISTRI�aTIVE OR�EitS, ,��h'��,.�`� 3 : RE�Q�.LTT�QN�R AND QRI?II�1ANC�S _ � - . . . i �i .r� �i � i r . ,. .. . . . .. . . . � . ... . � �� . � � � � i - .- . . . , . . . � , � . � . . . . .. . � . � . ��_ . . . _ � ... � . � . � - � - . . , ' . � � . � , . . � . ' - . � ��.�. . . . . . . . . � _ � � � � - � .� � � . . . . . . , . . . 4 -. Date t Apri]. "14, 19?? � C f �.v E � , � _ � � APR2 � 1977 � TQ: �vi�YC?� GECIRGE'�1�1T�,1vIER MAYOR`S �� F'�t: Personnel Office� ,, f �E:. Qrdinaace for $ubm�ssion to the City Coua�cil . . { � . : 4 . � � , _ � ... � r . . . ' - .. . .. . . . � . ' . . .. � . � . � .. i A��'IU�1 R� UESTE�: � : _ F . . . . . . . . . .E - - . . . . � . . . � � . � . . . . . � x 11Ve recommend your approval and submis sion of this ordi.nance to the � " ` . � City�Covacil. . ; P '� , � • r � � .. .. � . - .. � . � . . . � . . -. � � � . � . . . . � j .� . - . . . . . . , _ . . . . . . . , . .. . . . � . . . . , . _ . . . � � . . . . . # . . . . . . . . . . . . , . . . . . L . : � , . . � - , . . _ .. . . . . � . . . . �. �. �.. � .. . . . ... . . _ . . . . . . . . .. , .. . . - � . . . .. � � s . . . ., . . . . . _ . ,. . . , _ . . . . . ' . . � . � � � � . � . . . � � � . . .. . . . � .. � . . . � . j .. . - . �. � . .� . � � . . . . . .. , . . . : i . . . . . . � . . . - . � � . . . � � � . . . . . a. . . �URJ�OS� AND'RATIONALE �'OR TH�S.A�GTIC�Nt l This ordin.an;ce approves a 2-year cantrac^t (1'976-19?7) be�+v�en the Ci�y of � � 5t. Paul, Independent School District No. 625, a�d Y�ie ''Blue Collar" . � " '` S�upervisory Group represented by,Teaxnsters �,ocai N'o. 320. � # �he contract is the result of a.n Arbitrati.on.Avv'a.rd., Z'�e eau�ract calla foz � ' a 6�'jo salary increase for 1976 and a 5% salaxy increase in 1977. The contracx� also now includes laaguage which establishes the maxa.mum doli�ar amouuisth� ; � City is abligated to,pay toward Health and Welfare coverage,�r .These ma�cimur�� are the 1977 costs, and aay 1978 increa�e$ wil]. be an.egotiated. ; ATTACHMENTS: ; � Ordi�a,nce and copy fo� City Clerk - alsn copy of the Labor Agreemeat. ! ; } r � f , � ;