97-1388J���iD l�rA,u.S
Council File # � —/�$F
Green Sheet # 40120
SAI
Presented b}
Referred To
1
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Committee Date
/D
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
May 1, 1997 - Apri1 30, 1999 Maintenance Labor Agreement between the City of Saint Paul and the
International Brotherhood of Electricai Workers, Loca1110.
Requested by Department of:
Bostrom
Collins
Harris
Megard
Morton
Office of Labor Relations
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Adopted by Council: Date �,�,� �� \q�T'4
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Adoption Cer6fied by Council Secretazy
By: ��.�, �l _ �
Approved by Mayo ` Date i ti- � 8/�
By: � _ L��
L, MINNESOTA
By: ���/
Form Apgr�by Ci mey
By:
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DEPAR7'MENT/OFFICE/COUNCIL �
LABOR RELATIONS
CONTACT PERSON & PHONE:
JiILIE KRAUS 266-6513
MUST BE ON COUNCII, AGENDA BY (DATE)
TOTAL#OFSIGNATURE
DATE INITIATED I GREEN SHEET
October 27, 1997
INITIAL/DATE
No.: 40120
97 - /�3F�8
INITIAI✓DA1'E
ASSIGN I DEPARTMENT DIR, 1L 4 CITY CAUNCIL
N[7MBER 2 CTI'Y ATI'ORNEY CITY CLERK
FOR Bi3DGE'f DTR. FiN..@ MGS. SERVECE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
ALL LOCAT[ONS FQR
acnoN �QUES�n: This resolution approves the attached May 1, 1997 - April 30, 1999 Maintenance Labor
Agreement between the City of Saint Paul and the International Brotherhood of Electrical Workers, Local 110.
ILECOM&SENDATTONS: Approve {A) or Reject (R)
PLA73NINGCOMMISSSON _CiVILSEAVICE COMbIISSION
_CIB COMA9TfEE
STAFF
DISTRICT COUR'C
SUPPORTSWFIICIiCAUNCILOBlECTIVB? '
PERSONAL SERVICE CANTRACfS MUST AI3SWER THE FOLLOWING
QUES710NS:
1. Has ihis persov/firm ever worked under a conVaM for this department?
Yes No
2. Has this person/firm ever been a city employee?
Yes No
3. Dces this personffilm possess a skill not nomially possessed by any cunent ciry
Yes No
Explain all yes answers on separate sheet and attach to gree� sheet
INITIATING PROBLEM, ISSLfE, OPPORTUNI7'Y (Who, What, W6en, Where, Why):
nnvaivrncES iF nrrxov�n: An Agreement in place through April 30, 1949.
DISADVANTAGES IF APPROVED:
; tE�gtl��i.
�OV 07 199i
DISADVAN7'AGES IF NOT APPROVED:
TOTAL AMODNT OF TRANSACTION:
FONDING SO[IlLCE:
FINANCIAL INFOR'�ZATION: (EXPLAIIh
COST/REVENUE BUDGETED:
ACC[YITY NUMBER:
r'_..�..ti..>. . �
IYO V 1 U
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97-/.�$�
Attachment to Green Sheet
City of Saint Paul
and the
International Brotherhood of Electrical Workers, Locai 110 Contract
1. Article 12 - Wages and Fringe Benefits (vacation for participating employees)
New - add to 12.4 - Participating employees shall use all vacation that they have eatned
and are eligible for as outlined in the Saint Paul Electrical Workers Regular Vacation
and Holiday & Reserve Trust Plan Documents.
2. Article 12 - Wages and F'ringe Benefits (sick leave provision for city benefitted
employees)
New Effective May 1, 1997, the remauung City Benefitted electricians will be
charged with the actual average number of sick leave hours used, or 48,
whichever is less.
3. Article 13
Temporary Assignments - revised
13.4 If the General Lead Electrician has scheduled time off of four (4) days or
more, a temporary will be assigned on the first day of the scheduled time
off uniess the General Lead Electrician is absent due to local seminars or
other city business and is available by phone. No temporary assignment is
necessary if the General Lead Electrician is absent for tkuee (3) days or
less due to iilness or scheduled time off.
13.5 The Lead Electrician will be replaced on the first (ist) day of an absence
by a temporary Lead Electrician.
4. New - Article 31
The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State of
Minnesota as Master of Record for the empioyer's use.
Appendix A- new title, General L,ead Electrician in Charge
6. Duration - Two years
7. Wages - Prevailing Rate
F: �LABREL\CONIRACT�ELECTRICU 997-98�.STTACH97
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• ARTICLE TITLE PAGE
Preamble ....................................... iii
1 Purpose .........................................1
2 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Employer Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
4 Union Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Scope of the Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
6 Probationary Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
7 Ptulosophy of Employment and Compensation . . . . . . . . . . . . . . . . 3
8 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
9 Overtime ........................................5
10 Callback ........................................b
11 Work L,ocation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages and Fringe Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
13 Selection of I.eads, General L,ead and General L,ead in Charge ...... 9
14 Insurance . .. .. ..... .... .. .... ... .. .... .... ... . ... 9
• 15 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
16 Disciplinary Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
17 Absences from Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
19 Jurisdiction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
20 Separation and Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
21 Tools ..........................................15
22 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
23 Right of Subconuact . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
24 Non-Discrimination ................................ 18
25 Severabiliry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
26 Waiver .........................................19
27 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
28 Materniry Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
29 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
30 LegalService .....................................22
31 Master of Record Requirement . . . . . . . . . . . . . . . . . . . . . . . . . 23
32 Duration and Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
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INDEX (Continued)
Appendix A
Appendix B
Appendix C
Append'vc D
Appendis E
Appendix F
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This AGREEMENT is entered into between the City of Saint Paul, hereinafter refened to as
the EMPLOYER and the International Brotherhood of Electrical Workers, Local 110
hereinafter referred to as the LTNION.
The EMPLOYBR and the UNION concur that this AGItEEMENT has as its objective the
promotion of the responsibilities of the Ciry of Saint Paul for the benefit of the general public
through effective labor-management cooperation.
The EMPLOXER and the UNION both realize that ihis goal depends not only on the words in
• the AGREEMENT but rather primarily on attitudes between people at ali levels of
responsibiliry. Constructive attitudes of the EMPLOYER, the UNION, and the individual
employees wiil best serve the needs of the general pubiic.
/ iii
4 7-! 3�8
� ARTICLE 1 - PURPOSE
1.1 The EMPLOYER and the LTNION agree that We purpose for entering into this
AGREEMENT is to:
1.1(1) Achieve orderly and peaceful relations,thereby establishing a system of
uninterrupted operations and the highest level of employee performance that is
cansistent with the safety and well-being of all concemed;
1.1(2) Set forth rates of pay, hours of work, and other conditions of employment as
have been agreed upon by the EMPLOYER and the LINION;
1.1(3) Establish procedures to orderly and peacefully resoive disputes as to the
application or interpretation of this AGREEMENT without loss of productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If any part of this
AGREEMENT is in conflict with such legislation, the latter shall prevail. The parties,
on written notice, agree to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILITY).
� ARTICLE 2 - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective
bargaining purposes for all personnel having an employment status of regular,
probationary, provisional, temporary, and emergency, employed in the classes of
positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A, dated April 16, 1973.
2.2 The classes of positions recognized as being exciusively represented by the UNION are
as listed in Appendix A.
ARTICLE 3 - EMPLOYER RIGHTS
3.1 The EMPLOYER retains ihe right to operate and manage ali personnel, facilities, and
equipment; to estab]ish functions and programs; to set and amend budgets; to determine
the uti]ization of technology; to esiablish and modify the organizational structure; to
select, direct, and determine the number of personnel; and to pexform any inherent
managerial function not specifically limited by this AGREEMENT.
3.2 Any "term or condition of employment" not estabiished by this AGREEMENT shall
remain with the EMPLOYER to eliminate, modify, or establish foliowing written
' notification to the UNION.
ARTICLE 4 - UIVION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a �
deduction in writing an amount necessary to cover monthly UNION dues. Such monies
de@ucced shall be remitted as directed by the UNION.
4.1(i) The EMPLOYER shall not deduct dues from the wages of empioyees covered
by this AGREEMENT for any other iabar arganization.
4.1(2) The UNION shail indemnify and save harmless ttie EMPLOYER from any and
all claims or charges made against the EMPLOYER as a resuit of the
implementation of this ARTICLE.
4.2 The UNION may designate one (1} employee from the bazgaining unit in each
deparunent to act as a Steward and shall inform t6e EMPLOYER in wriung of such
designation. Such employee shall have the rights and responsibilities as designated in
Anicle 22 (GRIEVANCE PROCEDURE).
4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the
UNION, or his/her designated representative shall be permitted to enter the facilities of
the EMPLOYER where empioyees covered by this AGREEMENT are wotking.
ARTICLE 5- SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment" defined by
M.S. 179A.09, Subd. 19 for all employees exclusively represented by the UNION.
This AGREEMENT shall supersede such "terms and conditions of employment"
established by Civil Service Rule, Council Ordinance, and Council Resolution.
ARTICLE 6 - PROBATIONARY PERIODS
6.1 AII personnel, originally hired or rehired foIlowing sepazation, in a regular empioyment
status shall serve a six (6} month probauonary period during which time the empIoyee's
fitness and ability to perform the class of positions' duties and responsibilities shall be
evaluated.
6.1(1) At any time during the probationary period an employee may be terminated at
the discretion of the EMPLOYER without appeal to the provisions of Article 22
(G12IEVANCE PROCEDURE).
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� ARTICLE 6 - PROBATIONARY PERIODS (Continued)
6.1(2) An employee terminated during the probaaonary period shall receive a written
notice of the reason(s) for such termination, a copy of which shall be sent to the
L3NION.
b.2 All personnel promoted to a higher class of positions shall serve a six (6) month
promotional probationary period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall be evaluated.
6.2(1) At any time during the promotional probationary period an employee may be
demoted to the employee's previousiy heid class of positions at the discretion of
the EMPLOYER without appeal to the provisions of Article 22 (GRIEVAI3CE
PROCEDURE).
6.2(2) An employee demoted during the promotional probationary period shall be
returned to the employee's previously heid class of positions and shall receive a
written notice of the reasons for demotions, a copy of which shall be sent to the
ITNION.
ARTICLE 7- PHILOSOPHY OF EMPLOYMENT AND
� COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shail be a"cash" houriy wage and "industry" fringe
benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the basic hourly
wage rate and hourly fringe benefit rate as found in A.rticie i2 (WAGES AND FEtINGE
BENEFITS).
7.3 No other compensation or fringe benefit shatl be accumulated or earned by an employee
except as specifically provided for in this AGREEMENT; except those employees who
have individually optioned to be "grandfathered" as provided by Article 12.2.
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ARTICLE 8- HOURS OF WORK
8.I The normal work day sha11 be eight (S} consecutive hours per day, excIuding a thirty �
(30} minute unpaid lunch period.
8.2 The normaI work week shall be five {5) consecutive normal work days in any seven (7)
day period.
8.3 Shifts other than the reguiaz daytime shift Monday through Friday may be established.
Such shiHs must be maintained for a period of at Ieast one (i) work week. The second
shift sha11 be a regularly scheduled shift which foIlows a regularly scheduled fust shift
of five (5} hours or greater. The third shift shall be a regularly scheduled shift which
folIows a regularly scheduted second shift of five (5} hours or greater.
8.4 For empioyees on a shift basis, this shail be construed to mean an average of forry (40)
hours a week.
S.5 This section shall not be construed as, and is not a guarantee of, any hours of work per
normaI work day or per normaI work week.
8.6 An employee normaliy working on a particular shift may be transfened from that shift
to another shift upon one weeks notice; provided, however, that in the event of a
vacancy, an empIoyee may be assigned to another shift to fiil such vacancy upon 24 �
hours notice.
8.7 AII empioyees shall be at the work location designated by their supervisor, ready for
work, at the established stazting time, and shail remain at an assigned work location
until the end of the established work day unless otherwise directed by their supervisor.
8.8 AII empIoyees are subject to call-back by the EMPLOYER as provided by Article 10
(CALL BACK).
8.9 Employees reporting for work at the established starting time, and for whom no work is
available, shaIl receive pay for two (2) hours at the basic hourly rate, uniess notification
has been given not to report for work prior to leaving home, or during the previous
work day.
8.10 The empIoyer shall be required to give no less than six and one-half (6.5) hours notice,
when an employee is to be laid off.
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� ARTICLE 9 - OVERTIME
9.1 All overtune compensated for by the EMPLOYER must receive prior authorization
from a designated EMPLOYER supervisor. No overtime work claim will be honored
for payment or credit unless approved in advance. An overtime claim will not be
honored, even though shown on the time cazd, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1.5) the basic hourly rate shall be paid for work
performed under the following circumstances:
9.2(1) Time worked in excess of eight (8) hours in any one normal work day; and
9.2(2) Tune worked on a sixth (6th) day following a normal work week
9.2(3) Time actually spent doing certain work on smokestacks, structural radio or
television towers and bridges over water requiring employees with special
talents in climbing or working at unusual heights away from solid, guarded
platforms, scaffolds or permanent, enclosed ladders.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work
� performed under the following circumstances:
9.3(1) Time worked on a seventh (7th) day following a normal work week; and
9.3(2) Time worked in excess of twelve (12) consecutive hours in a twenry-four (24)
hour period, provided, that all "emergency"' work required by "Acts of God"
shall be compensated at the rate of one and one-half (1.5}.
9.4 For the purposes of calculating overtime compensation, overtune hours worked shall
not be "pyramided," compounded, or paid twice for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash or in
compensatory time. The basis on which overtime shall be paid shall be determined
solely by the EMPLOYER. Compensatory time off must be approved by the
EMPIAYER.
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ARTICLE 10 - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an emplopee has
started a normal work day or normal work week and after an employee has complete@ a
normal work day or normai work week.
10.2 Empiopees called back shaIl receive a minimum of four (4) hours pay at the basic
hourly rate.
10.3 The hours worked based on a ca1I-back sha11 be compensated in accordance with ArticIe
9(OVERTIME), when applicable, and subject to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work day shall
complete the normal work day and be compensated only for the overtime hovrs worked
in accordance with Article 9(OVERTIME).
ARTICLE 11 - WORK LOCATION
�
11.1 Employees shall report to work location as assigned by a designated EMPLOYER
supervisor. During the normal work day empioyees may be assigned to other work
locations at the discretion of the EMPLOYER. �
11.2 Empioyees assigned to work locations during the normal work day, other than their
original assignment, and who aze required to furnish their own transportation shall be
compensated for mileage.
ARTICLE 12 - WAGES AND FRINGE BENEFTTS
12.I The basic hourly wage rates as estabiished by Appendix C shall be paid for aIl hours
worked by an employee.
22.2 Employees who aze covered by the fringe benefits listed below shali continue to be
covered by such benefits. They shall be subject to all other provisions of the
AGREEMENT, but shall not have houriy fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 12.7 (FRINGE BENEFITS).
12.2(1) Insurance benefits as established by the City of Saint Paul. The hourly rate
of Ciry Benefitted employees shall be reduced by the actuat hourly cost of
active healrh insurance and a prefunded flat rate of $1.75 per hour for
retiree health insurance. The wages in Appendix C reflect these deductions.
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ARTICLE 12 - WAGES AND FRINGE BENEFTTS (Continued)
12.2(2) Sick Leave as established by Resolution No. 3250, Section 20. Effective
May 1, 1997, the remaining City Benefitted electricians shall be charged
with the actual average number of sick leave hours used, or 48 hours,
whichever is less, in the wage calculation. The wages in Appendix C
reflectthis charge.
12.2(3) In each calendar year, each full-time employee who is eligible for vacation
shall be granted vacation according to the following schedule:
Years of Service
Less than 5 years
After 5 years thru 15 years
After 15 years and thereafter
Vacation Granted
15 days
20 days
25 days
These hours shall be included in the wage calculation to determine the rates
for City Benefitted elecuicians.
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Employees who work less than full-time shall be granted vacation on a pro
rata basis. The above provisions of vacation shall be subject to the Saint
Paul Salary Plan and Rates of Compensation, Section I, Snbdivision H.
12.2(4) Ten (10) legal holidays as established by the Saint Paul Salary Plan and
Rates of Compensatian, Section 1, Subdivision I. These hours shall be
charged in the wage calculation to deternune the rates for City Benefitted
electricians.
12.2(5) Severance benefits as estabfished by Ordanance No. 11490 with a maximum
payment of $4,000 or as established by Article 29 of this Agreement.
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12.3 Regular employees covered by the Fringe Beneffts in 12.2 shall have the right to
transfer from this coverage. Employees requesting such iransfer shall be considered
participating employees and will no longer be covered by the fringe benefits in 12.2 but
shall be covered by 12.4.
12.4 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be
considered, for the purpose of this AGREEMENT, participating employees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe bene�t
conuibutions and/or deducrions made on their behalf as provided for by Article i2.7.
Participating employees shall use al1 vacation that they have earned and are eligible for
as oudined in tt�e Saint Paul Electrical Workers Regular Vacation and Holiday &
Reserve Trust Plan Documents.
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ARTICLE 12 - WAGES AND FRINGE BENEFITS (Continued) .
12.5 Provisional, temporary, and emergency employees shall be considered, for the purposes
of this AGREEMENT, participating employees and shall he compensated in accordance
with Article 12.1 (WAGFS} and have fringe benefit contributions and/or deductions
made in their behaif as provided for by Article 12.7.
12.6 All regvlar employees employed in a title in this bazgaining unit after February 15,
1974, shall be considered, for the purpose of this AGREEMENT, participating
employees and shall be compensated in accordance with Article I2.I (WAGES) and
have fringe benefit contributions and/or deductions made on ffieir behalf as provided for
by Article 12.7. Employees who gromote, transfer or reduce to any title in this
bargaining unit from any tifle which is not in this bazgaining unit shait not be alIowed
to use any accumulated sick leave credits while tfiey aze in such titIe.
If the employee promotes, transfers or reduces to any tifle which is not in this
bargaining unit and if sick leave is allowed under the new tifle, the accumulated sick
leave the employee had at the time such employee became a member of this bargaining
unit shall be reinstated.
12.7 The EMPLOYER sha11 make contributions on behalf of and/or make deducdons from
the wages of employees covered by fhis AGREEMENT itn accordance with Appendix D �
for a11 hours worked.
12.8 For employees who have elected to become, as of January 26, 1991, participating
employees as defined in Artic2e 12.6 of this Agreement, the Employer wili make the
Aealth and Welfaze contributaon in accordance with item (1) of Appendix "A" of this
Agreement. Such contribution shall be made for hours worked as of December 29,
1990. No other contributions listed in Appendix "D" shall be made for such employees
for any hours worked prior to January 26, 1991. 3uch empioyees shal2 not be eligibie
for City Healffi and Life insurance after Febr�ary 28, 1991.
12.9 Accumuiated sick leave credit balances as of Ianuary 25, 1991, for employees covered
by Article 12.8 above shall be frozen as of January 25, 1991. Such frozen sick leave
balances may only be used for severance pay purposes. Severance pay shall be granted
only in accordance with Article 29 of this Agreement.
12.10 Employees covered by Article 12.8 above shall discornin¢e earning sick leave and
vacation and shaII not be eligibie for City paid holidays as of 7anuary 26, 2991. Such
employees shall be paid the base rate of pay as shown in item 2 of Append'uc "C" of tIus
Agreement effective January 26, 1991.
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ARTICLE 13 - SELECTION OF LEADS, GENERAL LEADS AND
GENERAL LEAD IN CHARGE
13.1 The selection of personnel for the class of positions Lead Electrician, General Lead
Elecuician and General Lead Electric3an In Charge shall remain solely with the
Bmployer.
13.2 The class of positions, I.ead Electrician, Genera] Lead Electrician and General Lead
Elecuician In Charge, shall be filled by employees of the bargaining unit on a
"temporary assignment."
n
13.3 All "temporary assignments" shall be made only at the direction of a designated
EMPLOYER supervisor.
Temporar�� Assignments
13.4 If the Generai Lead Electrician has scheduled time off of four (4) days or more, a
temporary will be assSgned on the first day ofthe scheduled time off unless ihe General
Lead Electrician is absent due to local seminazs or other city business and is available by
phone. No temporary assignmeni is necessary if the Genera] Lead Electrician is absent
for three (3) days or less due to illness or scheduled time off.
13.5 The Lead Electrician wil] be replaced on the first (lst) day of an absance by a temporary
Lead Electrician.
ARTICLE 14 - INSURANCE
Active Empioyees
14.1 This Article shall apply to employees who are eligible for the fringe benefits listed in
Article 12.2 (City benefits).
The insurance plans, premiums for coverages, and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. However, the employees selecting the offered
plans agree to accept any changes in benefits which a specific provider implements.
For employees who select single coverage, the Employer will conuibute 100% of the
cost of the single premium. For employees who select dependent coverage, the
Employer will contribute 50% of the cost of the dependent premium.
The Employer will provide $5,000 of term life insurance for each employee.
, 9
ARTICLE 14 - INSURANCE (Continued)
Retiree Health Benefits
14.2 Employees who retire must meet the foilowing conditions in order to be eligibie for the
Employer contribution for retiree health benefts:
14.2(i} Be receiving benefits from a public employee rerirement act covering
employees of the Ciry of Saint Paul at the time of retiremenc, and
14.2(2) Have severed hisiher reladonship with the Ciry of Saint Paul under one
of the retiree plans, and
14.2(3) Have severed his/her relationship with the Ciry of Saint Paul for reasons
other than an invoiuntary termination for misconduct.
�
Early Refirees (under age 6S�
14.3 For those employees who retire before age 65 and are etigibie for early retiree benefits
under the terms set forth in Article 14.2 above and untit such retirees reach s'ucry-five
(65} years of age, the Employer shali continue to make the same concribution for early
retiree benefits as those for active employees. For early retirees selecting single
coverage, the Empioyer wiIl conuibute 100% of the premium cost for single coverage.
For earl}� retirees selecting dependent coverage, the Employer wili contribute 50% of
the premium cost for dependent coverage.
s
The Employer wili also continue life insurance beneffts for eligible earty retirees in the
same amount as provided to them as active employees. Life insurance benefits
terminated at age 65.
When such early retiree attains age 65,the provisions of Article 14.4 shali apply.
Regular Retirees (age 65 and older)
14.4 Empioyees who retire at or after the age of sixry-five (65) must meet the conditions set
forth in Article 14.2.
i4.4 (i} For such employees who retire after December 31, 1995, the Employer
agrees to contribute a mazcimum of $550.00 per monch toward the
premium for singie or dependent health utsurance coverage offered to
regular retirees and their dependents. Any unused portion of the
Empioyer's conuiburion shall not be paid to the retiree.
This Article shall also apply to early retirees upon reaching age 65, who retired
after December 31, 1995 under the provisions of Ar[icle 14.2.
io �
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• ARTICLE 14 - INSURANCE (Continued)
Survivor Bene�its
14.5 In the event of the death of an early retiree or a regulaz retiree, the dependent of the
retiree shali have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of:
14.5(1) Subsequent remaniage of the surviving spouse of the deceased employee
or retiree.
1A.5(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a gzoup program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City health insurance for the first ninety
(90) days of said employment.
•
14.6 The contributions indicated in Articie 14 shall be paid to the Employer's third party
administrator or designated represeniative.
, 11
ARTICLE 15 - HOLIDAYS
15.1 The folIowing ten (IO) days shall be designated as holidays: �
New Year's Day, January 1
Martin Luther King Day, third Monday in January
Presidents` Day, third Monday in February
Memorial Day, last Monday in May
Independence Day,July 4
Labor Day, fusi Monday in September
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Day aRer Thanksgiving, fourth Friday in 1Vovember
Christmas Day, December 25
I5.2 When New Year's Day, Independence Day or Christmas Day fatls on a Sunday, the
fol]owing Monday shall be considered the designated holiday. When any of ffiese three
(3) hoiidays falls on a Saturday, the preceding Friday shall be considered the designated
holiday. For those employees assigned to a work week other than Monday through
Friday, these three holidays shall be observed on the calendar date of the holiday.
15.3 The ten (10) holidays shall be considered non-work days. �
I5.4 If, in the judgment of the EMPLOYER, personneI are necessary for operating or
emergency reasons, employees may be scheduled or "caIled back" in accordance with
Article 10 (CALL BACK).
I5.5 Participating employees, as defined in Articles I23, 12.4, 12.5 and 12.6, assigned to
work on Martin Luther King Day, President's Day, Day after Thanksgiving, or
Veteran's Day, shall be compensated on a straight time basis for such hours worked.
15.6 Participating employees, as defined in ArticIes 12.3, 12.4, 12.5 and i2.6, assigned to
work on New Year`s Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day, shall be compensated at the rate of two (2) times
the basic hourly rate for aII hours worked.
15.7 If an employee other than a Participating Employee is required to work on a designated
holiday, he/she shall be compensated at a rate of two (2) times the basic hourly rate for
such hours worked.
15.8 Columbus Day and the day before Christmas Day shall be considered work days. AlI
employees working on these days shall be compensated on a straight time basis.
12 �
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ARTICLE 16 - DISCIP'LINARY PROCEDURES
• 16.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for
just cause.
16.2 Disciplinary actions by the EMPLOYER shaIl include only the following actions:
16.2(i) Oral reprimand
16.2(2) Written reprimand
16.2(3) Suspension
16.2(4) Demotion
16.2(5) Discharge
16.3 Employees who are suspended, demoted or discharged shall have the right to request
that such actions be reviewed by the Civil Service Commission or a designated Board of
Review. The Civil Service Commission, or a designated Board of Review, shall be the
sole and exclusive means of reviewing a suspension, demotion, or discharge.
No agpeal of a suspension, demotion, or discharge sha11 be considered a"grievance"
for the purpose of processing through the provisions of Article 22 (GRIEVANCE
PROCEAURE).
� ARTICLE 17 - ABSENCES FROM WORK
17.1 Employees who are unabie to report for their normai work day have the responsibility
to notify their supervisor of such absence as soon as possible, but in no event later than
the beginning of such wark day.
17.2 Failure to make such notification may be grounds for discipline as provided in Article
16 (DISCIPLINARY PROCEDURES).
173 Failure to report for work without notification for thtee (3) consecutive normal work
days may be considered a"quit" by the EMPLOYER on the part of the employee.
ARTICLE 18 - SENIORITY
18.1 Seniarity, for the purgoses of this AGREEMENT, shall be defined as follows:
18.1(i) "Master Seniority" - the length of continuous regular and probationary
service with the EMPLOYER from the last date of employment in any
and a21 ciass titles covered by this AGREEMENT.
, 13
ARTICLE 18 - SEI�IORTTY (Continued) �
18.1(2) "Class Seniority" - the Iengtti of continuous regular and probationary
service with the EMPLOYER from the date an employee was first
appointed to a ctass titIe covered by this AGRE$MENT.
18.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a
leave is granted for a period of less than thirty (30) calendar days; is granted because of
iliness or injury; is granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed full time position
with the iTNION.
18.3 Seniority sha21 terminate when an emp}oyee retires, resigns, or is discharged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to reduce the work
force employees wi12 be laid off by class ritie wittun each Department based on inverse
length of "Ciass Seniority." Recall from layoff shalI be inverse order of layoff, except
that recail rights shall expire after two years of Iayoff.
I8.5 The selection of vacauon periods shaIl be made by cIass title based on Iength of °Class
Seniority," subject to t6e approval of the EMPLOYER.
ARTICLE 19 - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions is recogni2ed as an
appropriaTe subject for determination by ihe various unions representing employees of
the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any
mutual agreements between the unions involve@.
19.3 In the event of a dispute conceming the performance or assignment of work, the unions
involved and the EMPLQYER sha21 meet as soon as mutuaIly possible to resolve the
dispute. Nothing in the foregoing shalt restrict the right of the EMPLQYER to
accompiish the work as originatty assigned pending resolution of the dispute or to
restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified
by Sections I9.2 and 19.3 above shall be subject to discipIinary action as provided in
Articie 16 (DISCIPLINARY PROCEDURES).
19.5 There shall be no work stoppage, slow down, or any disruption of work resulting from
a work assignment.
I4
�
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� ARTICLE 20 - SEPARATION AND RETIREMENT
20.1 Employees having a probationary or regular employment status shall be considered
separated from employment based on the following actions:
20.1(i) Resignation. Employees resigning from employment shall give
written notice fourteen (14) calendar days prior to the effective
date of the resignation.
20.1(2) Retirement. All employees shall retire from employment with ihe
EMPLOYER no later than the last calendar day of the month in
which an employee becomes sevenry years old.
20.1(3) Discharge. As provided in Article 16.
20.1(4) Failure to Report for Duty. As provided for in Article 17.
20.2 Employees having an emergency, temporary, or provisiona3 employment status may be
terminated at the discretion of the EMPLOYER before the completion of a normal
work day.
• ARTICLE 21 - TOOLS
21.1 All employees shall personally provide themselves with the tools of the trade as 1isYed
in Appendix E,
ARTICLE 22 - GRIEVANCE PROCEDURE
22.1 The EMPLOYBR shall recognize Stewards selected in accordance with UNION rules
and regulations as the grievance representative of the bargaining unit. The CTNION
shall notify the EMPLOYER in writing of the names of the Stewards and of their
successors when so named.
22.2 It is recognized and accepted by the EMPLOYER and the i3NION that the processing
of grievances as hereinafter grovided 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 responsibiliries. The Steward involved and a
grieving empioyee shall suffer no loss in pay when a grievance is processed during
working hours, provided the Steward and ibe empioyee have notified and received the
approval of their supervisor to be absent to process a grievance and that such ahsence
wou]d not be detrimental to the work programs of the EMPLOYBR.
/
15
ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
22.3 The procedure established by ihis ARTICLE sha11 be the sole and exclusive procedure, •
except for the appeal of disciplinary action as provided by Article 16.3, for the
processing of grievances, which are defined as an alieged violation of the terms and
conditions of this AGREEMENT.
22.4 Grievances sfiall6e resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violauon of this AGREEMENT, the
emp2oyee involved shall attempt to resolve Lhe matter on an informal basis
with the employee's supervisor. If the matter is not resotved to the
empioyee's satisfaction by the informal discussion it may be reduced to
writing and referred to Step 2 by the UDIION. The written grievance shall
set forth the nature of ihe grievance, tiie facts on which it is based, the
aileged sections(s} of the AGREEMENT violated, and the relief requested.
Any alleged violation of the AGREEMENT not reduced to writing by the
UNION within seven (7) caiendar days of the first occunence of the event
giving rise io the grievance or within the use of reasonable diligence should
have had knowledge of the first occunence of the event giving rise to the
grievance, shall be considered waived.
Step 2. Within seven (7} calendar days after receiving the written grievance a •
designated EMPLOYER supervisor shail meet with the iJNION Steward and
attempt to resoIve the grievance. If, as a resuit of this meeting, the
grievance remains unresolved, the EMPLOYER shal] reply in writing to the
UNION within three (3) calendar days following this meeting. The UNION
may refer the grievance in wtiting to Siep 3 within seven (7) calendar days
following receipt of ihe EMPLOYER's written answer. Any grievance not
referred in writing by the UNION within seven (7) calendar days following
receipt of the EMFLOYER's answer shall be considered waived.
Step 3. Within seven (7} calendar days following receipt of a grievance referred
from Step 2 a designated EMPLOYER supervisor shaii meet with the
UIVION Business Manager or his designated representative and attempt to
resolve the gtievance. Within seven (7) calendar days following this
meeting the EMPLOYER shall reply in writing to the tJNION stating the
EMPLOYER'S answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the U2�1ION may refer
tiie grievance to Step 4. Any grievance not refened to in writing by the
LTNION to Step 4 within seven (7} calendar days following receipt of the
EMYLOYER'S answer shall be considered waived.
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� ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the Union may within seven (7)
calendar days aftet the response of the EMPLOYER in Step 3, by written
notice to ihe EMPLOYER, request arbitration of the grievance. The
azbitration proceedings shall be conducted by an arbitrator to be selected by
mutual agreement of the EMPLOYER and the LTNION within seven (7}
calendar days after notice has been given. If the parties fail to mutualiy
agree upon an arbitrator within the said seven (7) day period, either party
may request the Public Employment Relations Board to submit a panel of
five (5) arbitrators. Both the EMPLOYER and the UNION shall have the
right to strike two (2) names from the panel. The I3nion shail strike the first
(lst) name; the EMPLOYER shall then sttike one (1) name. The process
will be repeated and the remaining person shall be the arbitrator.
22.5 The arbitrator shall 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 UTVION 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
modifying or varying in any way the application of laws, rules, or regulations having
the force and effect of law. The arbitrator's decision shall be submitted in writing
• within thirty (30) days following close of the hearing 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 the facts of the grievance presented. The decision of the
arbitrator shall be finai and binding on the EMPLOYER, the UNION, and the
employees.
22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the EMPLOYER and the LTNION, provided that each party shall be
responsable for compensating its own representative and witnesses. If either party
cancels an arbitration hearing or asks for a last minute postponement that ]eads to the
arbitrators making a charge, the canceling party or the party asking for the
postponement shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made, providing it gays for the record.
22.7 The time limits in each step of this procedure may be extended by mutual agreement of
the EMPLOYER and the UNION.
r
17
ARTICLE 23 - RIGIiT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract �
out work done by the employees covered by this AGREEMENT. In the event that such
conuacting would result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90) calendar day
notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this AGREEMENT
shall in all cases be made oniy to employers who qualify in accordance with Ordinance
No. 14013.
ARTICLE 24 - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to empioyees equally
without regard to, or discrimination for or against, any individual because of race,
coior, creed, sex, age, disability or because of inembership or non-membership in the
UNION.
24.2 Employees will perform their duties and responsibilities in a non-discriminatory manner
as such duties and responsibilities involve other employees and the general public.
•
ARTICLE 25 - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be conirary to
law by proper legislative, administrative, or judicial auihority from whose finding,
determination, or decree no appeal is taken, such provision(s) shall be voided. All
other provisions shalI continue in full force and effect.
25.2 The panies agree to, upon written nodce, enter into negotiations to place the voided
provisions of the AGREEMENT in campliance with the legislative, administrative, or
judicial determination.
�
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� ARTICLE 26 - WAIVER
26.1 The EMPLOYER and the LtNION acknowledge that during the meeting and negotiating
which zesulted in this AGREEMENT, each had the right and opportuniry to make
groposals with respect to any subject conceming the terms and conditions of
empioyment. The agreements and understandings reached by the parties after the
exercise of tius right are fully and completely set forth in this AGREEMENT.
26,2 Therefore, the EMPLOYER and the IT2vI0N for the duration of this AGREEMENT
agree that the other parry shall not be obligated to meet and negotiate over any term or
conditions of employment whether specifically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually agree to
modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or
regulations regarding the terms and conditions of employment, to the extent they are
inconsistent with this AGREEMENT, are hereby superseded.
ARTICLE 2? - CITY NIILEAGE
• 27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
27.2 Method of Computation: To be eligibie for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
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 empioyee's vehicle is actually used in performing
the duties of the employee's position. In addition, the employee shall be
reimbursed $.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the deparhnent head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
,
14
ARTICLE 27 - CITY MILEAGE (Continued)
Type 2. If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reixnbursed at the rate of $4.00
per day for each day af work. In addition, the employee shall be reimbursed
$.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehic2e is availabie for the emptoyee's use but the emplayee
desires to use his/her own automobile, then the empioyee shall be
reimbursed at the rate of $.20 per mile driven and shatl not be eligibte for
any per diem.
This Anicle 27.2 shall become effective on the first day of the fust month following the
date of the signing of this Agreement.
27.3 The Ciry will provide parking at the Civic Center Parking Ramp for City empioyees on
either of the above mentioned types of reimbursement plans who aze required to have
their persona] car available for City business. Such parking wilI be provided only for
the days the employee is required to have his/her own personal caz avaiIable.
�
27.4 Rules and Regulations: 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 daity reports indicating mites driven and shail file
monthly a�davits stating the number of days worked and the number of iniles driven,
and further require that they maintain automobile liabitiry insurance in amounts of not
less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or
liabitity insurance in amounu not less than $300,000 single limit coverage, with the
City of Saint Pau1 named as an additional insuted. These rules and regulations,
together with the aznendmem thereto, shall be maintained on file with the city clerk.
ARTICLE 28 - MATEItNITY LEAVE
28.1 Maternity Leave. Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date of childbirth, as
determined by a physician, and ending six (6) months after the date of such birth. Tn
the event of an employee's pregnancy, the employee may apply for leave without pay at
any tune during the period stated above and the employer may approve such Ieave at its
option, and such ]eave may be no longer tfian one {1) year.
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� ARTICLE 29 - SEVERANCE PAY
29.1 The empioyer shall provide a severance pay program as set forth in this Article.
29.2 To be eligible for the severance pay program, an employee must meet the following
requirements:
29.2(1) The employee must be 58 years of age or older or must be eligible for
pension under the "rule of 90" provisions of the Public Employees
Retiremenz Association (PERA) or under the provisions of another public
pension plan to which the City of St. Paut contributes. The "rule of 90"
criteria shall also apgly to employees covered by a public pension plan other
than PERA.
29.2(2) The employee must be voluntarily separated from City employment or have
been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
29.2(3) 1`he employee must have at least ten (10) years of consecutive service under
• the classified or unclassified Civil 3ervice at the time of separation. Por the
purpose of this Article, employment in either the City or in the Independent
3chool District No. 625 may be used in meeiing this ten (10) year service
requirement.
29.2(4) The employee must file a waiver of reemployment with the Personnei
Director, which will clearly indicate that by requesting severance pay, the
employee waives all claims to reinstatement or reemployment (of any type),
with the City or with Independent School District No. 625.
29.2(5) The employee must have accumulated a minunum of sixty (60) days of sick
leave credits at the time of his/her separation from service.
29.3 If an employee requests severance pay and if the employee meets the eligibilaty
requirements set forth above, he/she will be granted severance pay in an amount equal
to one-haTf of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum of 200 accrued sick
leave days.
29.4 The maxunum amount of money that any employee may obtain through the severance
pay program is $10,000.
,
21
ARTICLE 29 - SEVERANCE PAY (Continued)
24.5 For the purpose of this severance program, a death of an emp2oyee sha11 be considered �
as separation of employment, and if the employee would have met a11 of the
requiremenis sei forth above, at the tirne of his or her death, payment of the severance
pay will be made to the employee's estate or spouse.
29.6 For ihe purpose of this severance program, a transfer from the City of Saint Paul
employmeat to Independent Schoal I?istrict No. 625 emp2oyment is not considered a
segaration of emplayment, and such transferee shall not be eligible for the Ciry
severance program.
29.7 The manner of payment of such severance pay shall be made in accordance with the
provisions of Ciry Ordinance No. I1490.
29.8 This severance pay program shall be subject to and governed by the provisions of City
Ordinance No. 11490, except in those cases where the specific provisions of this articIe
conflict with said ordinance and in such cases, the provisions of this article shali
controi.
29.9 The provisions of this article shall be effective as of May 1, 1987.
29.10 Any employee hired prior to February 15, 1974 may, in any event, and upon meeting •
the quaiifications of tivs articIe or City Ordinance No. 11490, as amended by Ciry
Ordinance No. I6303, section 1, secuon 6, draw severance pay. However, an eIection
by the employee to draw severance pay under either this article or the ordinance shall
constitute a bar to receiving severance pay from the other.
ARTICLE 30 - LEGAL SERVICES
3Q.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, empioyer
sha11 defend save harmless and indemnify employee against tort claim or demand
whether groundless or orherwise arising oat of alleged acts or omission occuning in the
performance or scope of the employee's duries.
30.2 Notwithstanding Article 30.2, the Employer shall not be responsible for paying any
legal service fee or for providing any legai service arising from any iegal action where
the empioyee is the Piaintiff.
22 -
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• ARTICLE 31 - MASTER OF RECORD REQUIREMENT
31.1 The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State af
Minnesota as Master of Record for the employer's use.
ARTICLE 32 - DURATION AND PLEDGE
32.1 This agreement shall become effective as of May 1, 1997 and shall remain in effect
through the 30th day of April, 1999, and continue in effect from year to year therea8er
unless notice to change or to terminate is given in the manner provided in Article 32.2
of this Agreement.
32.2 If either party desires to terminate or modify this AGREEMENT, effective as of the
date of expiration, the party wishing to modify or terminate the AGREEMENT shail
give written notice to the other party, not more than ninety (90) or less than sixty (60)
calendar days prior to the exp'�ration date, provided that the AGREEMENT may only
be so terminated or modified effective as of the expiration date.
� 32,3 In consideration of the terms and conditions of employment established by this
AGREEMENT and the recognition that the GRIEVANCE PROCEDi3RE herein
established is the means by which grievances conceming its application or interpretation
may be peacefuily resolved, the parties hereby pledge that during the term of the
AGREEMENT:
32.3(i) The UNION and the employees will not engage in, instigate, or condone any
concerted action in whi�h empioyees fail to report for duty, wiilfully absent
themselves from work, stop work, slow down their work, or absent
themselves in whole or part from the full, faithful performance of their duties
of empioyment.
32.3(2) The BMPLOYER will not engage in, instigate, or condone any lock-out of
employees.
/
23
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�
ARTICLE 32 - DURATION AND PLEDGE (Continued)
32.3(3) Tfiis constitutes a tentative agreement between the parties which will be
recommended by the Director of Labor Relations, but is subject to ttie
approval of the Adminisuation of the City and is also subject to ratification by
the UNFON.
•
,
AGREED and attested to as [he full and compiete understanding of the parties for the period of
time herein specified by the signature of the foliowing representative from the EMPLOYER
and the UI�TION.
WITNESSES:
CITY OF SAINT PAUL
Mary . Kearney S
Director of Labor Relations
j1-3-- 2
Date
• - ��i�
.. ,
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 110
3ames R. Wagner
Business Manager
Frank Gumey
President, I,ocal 110
�a�� _�
Richard J. y lli
Business Representative
ia � a3-��
Date
24
e1?-J3�'8
APPENDIX A
� The classes of positions recognized as being exclusively represented by the ITNION are as
follows:
General Lead Electrician In-Charge
General L.ead Ele�trician
Lead Electrician
Elecuician
Lighting Maintenance Worker
Apprentice Electrician
Senior ElectricalInspector
ElectricalInspector
and other classes of gositions that may be established by the EMPLOYER where the scope of
the work duties and responsibilities assigned comes within the jurisdiction of the UNION.
�
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APPENDIX B
� For all normai work weeks estabiished pursuant to the provisions of Article 8 of this contract,
which includes Sunday, the following provisions shall apply and govem:
All regulaz electricians employed prior to January i, 1976 shall be offered
assignment to the work week on a senioriry basis, and all such employees shall
have the right to refuse assignment to the workweek. This refusal is subject to
the provisions listed below.
2. All regulaz electricians employed subsequent to 7anuary 1, 1976 may be
assigned to vacancies in this work week.
All regular elecuicians shail have the right to bid on and obtain assignment of
a posiuon occupied by an electrician with lesser class senioriry within 30
calendar days from the date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis, to the
workweek, to replace an electrician who is absent because of vacation, illness,
paid military leave, jury duty or any other ]eave acceptable to both parties.
These temporary assignments shal] be made on the basis of seniority and in no
instance shall any one employee be required to work on such temporary basis
� for more than 15 work days or the total temporary assignment to exceed 90
work days.
,
�
47-! 3 88
�
•
�
APPENDIX C
1. The basic hourly wage rates for temporary employees appointed to the following classes of
positions shall be the following:
Elecuician
Lead Electrician
Electrical Inspector
General I.ead Electrician
Senior Electrical Inspector
General Lead Elecuician In-Chazge
Apprentice Electrician
lst 950 hours . . . . . . . . . . .
2nd 950 hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . , . .
Sth 950 hours . . . . . . . . . . .
6th 95d hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective
!OS 24197
$25.69*
$27.89*
$27.89*
$28.99*
$28.94*
$30.09*
48% of Electrician Rate
48 % of Electrician Rate
55 % of Electrician Rate
60% of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Biectrician Rate
85% of Electrician Rate
* This rate inciudes a 10% Vacation Contribution.
Note: There is an additionai taxable fringe contribution listed in Appendix D.
-C1-
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R7-f�g8
APPENDIX C (Continued)
2. The basic hourly wage rates for provisional, probationary and regular employees appointed
to the following classes of positions and who are covered by the provisions of 12.7 of this
Agreement (Union benefits) shail be the following:
Blectrician
Lead Elecuician
ElectricalInspector
General Lead Electrician
Senior ElectricalInspector
General I,ead Electrician In-Charge
Apprentice Electrician
lst 450 hours . . . . . . . . . . .
2nd 95Q hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . . . .
Sth 950 hours . . . . . . . . . . .
6th 950 hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective Effective
04/26/97 OUO I (or closest payroli
period)
$24.58�` $24.42*
$26.69* $26.51*
$26.69�` $26.51*
$27.74* $27.56*
$27.74* $27.56*
$28.79* $28.60*
48 % of Electrician Rate
48% of Electrician Rate
55% of Biectrician Rate
60 % of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Electrician Rate
85 % of Electrician Rate
* This rate inciudes a 10% Vacation Contribution
Note: There is an additional taxable fringe contribution listed in Appendix D.
3. The basic hourly wage rates for regular employees appointed to the foliowing classes of
positions and who are covered by the provisions of Article 12.2 of this Agreement �Ciry
benefits) shall be the following:
Electrician
Lead Electrician
ElecuicalInspector
Generai I.ead Elecuician
Senior ElectricalInspector
General I,ead Electrician In-Chazge
Effective Effective
04/26/47 10 f01/48 {or closest
payroll period}
$24.15 $24.11
$25.97 $25.92
$25.97 $25.92
$26.88 $26.82
$26.88 $26.82
$27.79 $27.73
-C2-
9?-� 13 8s
APPENDIX C (Continued)
• Apprentice Electrician
(Hired prior to March 16, 19"74 - 85 % of Electrician Rate)
4. The basic hourly rate for those holding the tifle Tra�c Lighting Maintenance Worker,
who receive no benefits, shall be:
Effective
5-27- 5
$ 7.54
The State of Minnesota has changed the Public Employees Retirement Association (PERA)
contribution rates for empioyers and employees. The rates listed effective Ianuary 1, 1998
reflect this change.
Effective Apri125, 1998, there will be an additional $1.37 per hour increase added to the total
package. The parties will agree prior to that date regarding the distribution of the $1.37
between wages and fringes.
Employees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., provided that at least five hours of the shift are worked between the hours
� of b p.m. and 6 a.m., shall be paid a night differential for the entire shift.
Empioyees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., but who work less than �ve hours between the hours of 6 p.m. and 6 a.m.,
shali be paid a night differential for oniy those hours actually worked between the hours of 6
p.m. and 6 a.m.
The night differential shali be 5% of the base rates, and shall be paid only for those night
shifts actualiy worked.
The total cost to the Employer, (including wages, fringes, and pension contributions) for
employees covered by this Agreement shall be equivalent in money to the total package paid
by the employer to employees in comparable classifications in the Agreement between Local
110 and the National Electrical Contractors Associauon (NECA).
The total package cost shali exclude any payments for industry promotion andlor
advertisement, or any other purpose not directly and clearly beneficial to the public employer.
In the event L,ocai 110 and NECA amend their bargaining agreement to provide for either a
wage or benefit freeze or reduction during the period of this Agreement, such freeze or
reduction shall be unmediately applicable to the total compensation paid to employees covered
� by this Agreement.
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9�-��gg
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►��� .���i��►i�,
Effective Aprii 26, 1997, the EMPLOYER shaii:
(1) Contribute to a Union designated Health and Welfaze Fund $2.52 per hour for ail hours
worked by participating employees as defined by this Agreement.
(2) Contribute to a Union designated Pension Fund $1.24 per hour for all hours worked by
participating employees as defined by ttus Agreement. �or apprentices who started
working as an apprentice on or after May 1, 1984, this pension contribution shall be $.29
per hour for the fust 1900 hours of apprentice work, $31 per hour for 1901-3800 hours,
$.3b per hour for 3801-5700 hours and $1.24 thereafter.
(3) Contribute to a Union designated Appren6ceshig Fund $.22 per hour for ail hours
worked by participating employees as defined by this Agreement.
(4) Contribute to a Union designated Reserve Trust Fund $1.01 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May i, 1984, this reserve trust conuibution
shall be limited to $31 per hour for the first 190� hours of apprentice work. $.33 per
hour for 1901-3800 hours, $.38 per hour for 3801-5700 hours and $1.01 thereafter.
(5) Conuibute to the Union's designated National Employees Ben�t Fund (N.E.B.F.) 3%
of the gross wages earned by ail participating employees covered by this Agreement.
(6) Contribute to a Union designated Vacation and Holiday Fund 10% oF all wage5 earned
by participating employees covered by this Agreement. This conuibution is subject to all
payroll deductions. For apprentices who started working as an apprentice on or after May
1, 1984, this regular Vacation and Holiday Fund contribution shall be based on hours
worked as an apprentice as shown below:
1ST 1900 1901 THRU 3800
5.5% 6.5%
HOURS
3801 THRU 5700 5701 THRU 7600
7.5% 9.5%
- D1 -
9 �-13 8S
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r
APPENDIX D (Continued)
(7) Contribute to a Union designated Suppiemental Pension Fund $1.30 per hour for ail
hours worked by participating employees covered by this Agreement. For apprentices
who started working as an apprentice on or after May i, 1984, this Supplemental
Pension Fund contriburion shall be as follows:
: ��� .
.t
HOUR5
3800-6650 hours
$ .65
More than 6650 hours
$1.30
(8) Contribute to a Union designated Flexible Benefft Fund $1.65 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May 1, 1984, this Flexible Benefit Fund
hourly contribution shall be as foliows:
HOURS
lst 1900 Ol-3 3801-5700
$.29 $.32 $.35
5701-6650 Over 6650
$ .36 $1.65
(9) Conuibute to the Pub]ic Employees Retixement Association (PERA) the legally
established non-negotiated pension contribution. This conYSibution shall be 4.48% of
gross earnings and shall be adjusted as required by State I,aw. This conuibution shall
increase to 5.18% effective January 1, 1998. The houriy rate of Ciry Benefitted and
Participating employees shall be reduced by the actual hourly cost of this contribution;
the wages in Appendix C reflect this deduction.
-D2-
9�- ! 3S8
APPENDIX D (Continued)
� The EMPLOYER shall establish Worker's Compensation and Unemployment Compensation
programs as zequired by Minnesota Statutes.
.
,
For the purpose of this Appendix D, "participating employees" shall be as defined as in
Articles 12.3, 12.4 and 12.5 of this Agreement. Such employees sha11 not accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe benefits that are or
may be established by Personnel Rules, Council Ordinance, or Council Resolution.
Participating employees shall not be eligible for any benefits under, nor shall they be
govemed by such Rules, Ord'anances, or Resolutions.
The EMPLOYER'S fringe benefit obligation to participating emplayees covered by this
AGREEMENT is limited solely to the contributions and/or deductions established by this
Agreement. The actual level of benefits provided to employees shall be the responsibility of
the trustees of the various funds to which ihe EMPLOYER has forwarded contributions
and/or deductions.
If the IInion elects to have the contributions listed in this Appendix D increased or decreased,
the Employer may adjust the applicabie rates in Appendix C of this Agxeement for
participating employees in such a way that the total cost of the package (wage rate plus
contributions) remains constant.
- D3 -
9��13�$
�
APPENDIX E
Pocket Tool Punch and Be2t
6" Rule
9" or 10" Aluminum Level
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches
3/8" - 3/4
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps:
6/32 - 8J32 - 10i32 - 10i24 - 1/4 20
Tap Wrench
File Rasp 12" '/z Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and
4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
L.ong Nose Piier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
Scratch Awl
Drills - in accordance with Tap sizes 9/32
and 3!8
Fuse Pulier
Angle Screw Driver
Tool Box to hold the above tools
The EMPLOYER shall furnish all other necessary tools or eqnipment. Employees will be
. held responsible for toois or equipment issued to them, providing the EMPLOYER furnishes
the necessary lockers, "gang box" or other safe place for starage.
The EMPLOYER shail replace with similar tools of equal value and quality any of the above
listed tools which are turned in by an employee which are no longer serviceable because of
wear or breakage, providing the employee has been employed for nine (9) continuous months
or more.
/
The EMPLOYER agrees to pay $30.00 toward the cost of a pair of safety shoes purchased by
an employee who is a member of this unit. The EMPLOYER shall only contribute towazd the
cost of one pair of shoes per contract year. This reimbursement of $30.00 shail be made only
after investigation and approval by the immediate supervisor of the employee. This $30.00
EMPLOYER contribution shali apply only to those employees who are required by the
Employer to wear protective shoes or boots.
- El -
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APPENDIX F
� WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL Il�TSPECTORS
As a result of the 1974 settlement, the Parties have established craft-deternuned rates for
Senior ElectricalInspectors and for ElectricalInspectors, with ihe specific understanding that
such agreement is restricted to establishing rates of pay for such classifications.
It is, consequently, agreed that the Employer in applying Ariicle 3- EMPLOYER RIGHTS -
of the Mt1INTENANCE LABOR AGREEMENT, shall have the right to operate the
Department in the same manner as heretofore, with management rights unaffected, and that
the establishment of separate rates for these classifications as well as for Inspector
classifications in other Bargaining Units, may not result in disputes over assignments or over
rates of pay for work performed, nor will any jurisdictional clauns or restrictions be asserted
by the Union because members of various Inspector classifications are assigned to work which
is also performed by other Inspector classifications.
�
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- Fi -
J���iD l�rA,u.S
Council File # � —/�$F
Green Sheet # 40120
SAI
Presented b}
Referred To
1
�
ft3
Committee Date
/D
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
May 1, 1997 - Apri1 30, 1999 Maintenance Labor Agreement between the City of Saint Paul and the
International Brotherhood of Electricai Workers, Loca1110.
Requested by Department of:
Bostrom
Collins
Harris
Megard
Morton
Office of Labor Relations
✓
� c� t
Adopted by Council: Date �,�,� �� \q�T'4
�
Adoption Cer6fied by Council Secretazy
By: ��.�, �l _ �
Approved by Mayo ` Date i ti- � 8/�
By: � _ L��
L, MINNESOTA
By: ���/
Form Apgr�by Ci mey
By:
�... -.� ��,;. _.�� i � /i
� � `
DEPAR7'MENT/OFFICE/COUNCIL �
LABOR RELATIONS
CONTACT PERSON & PHONE:
JiILIE KRAUS 266-6513
MUST BE ON COUNCII, AGENDA BY (DATE)
TOTAL#OFSIGNATURE
DATE INITIATED I GREEN SHEET
October 27, 1997
INITIAL/DATE
No.: 40120
97 - /�3F�8
INITIAI✓DA1'E
ASSIGN I DEPARTMENT DIR, 1L 4 CITY CAUNCIL
N[7MBER 2 CTI'Y ATI'ORNEY CITY CLERK
FOR Bi3DGE'f DTR. FiN..@ MGS. SERVECE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
ALL LOCAT[ONS FQR
acnoN �QUES�n: This resolution approves the attached May 1, 1997 - April 30, 1999 Maintenance Labor
Agreement between the City of Saint Paul and the International Brotherhood of Electrical Workers, Local 110.
ILECOM&SENDATTONS: Approve {A) or Reject (R)
PLA73NINGCOMMISSSON _CiVILSEAVICE COMbIISSION
_CIB COMA9TfEE
STAFF
DISTRICT COUR'C
SUPPORTSWFIICIiCAUNCILOBlECTIVB? '
PERSONAL SERVICE CANTRACfS MUST AI3SWER THE FOLLOWING
QUES710NS:
1. Has ihis persov/firm ever worked under a conVaM for this department?
Yes No
2. Has this person/firm ever been a city employee?
Yes No
3. Dces this personffilm possess a skill not nomially possessed by any cunent ciry
Yes No
Explain all yes answers on separate sheet and attach to gree� sheet
INITIATING PROBLEM, ISSLfE, OPPORTUNI7'Y (Who, What, W6en, Where, Why):
nnvaivrncES iF nrrxov�n: An Agreement in place through April 30, 1949.
DISADVANTAGES IF APPROVED:
; tE�gtl��i.
�OV 07 199i
DISADVAN7'AGES IF NOT APPROVED:
TOTAL AMODNT OF TRANSACTION:
FONDING SO[IlLCE:
FINANCIAL INFOR'�ZATION: (EXPLAIIh
COST/REVENUE BUDGETED:
ACC[YITY NUMBER:
r'_..�..ti..>. . �
IYO V 1 U
--�-�
97-/.�$�
Attachment to Green Sheet
City of Saint Paul
and the
International Brotherhood of Electrical Workers, Locai 110 Contract
1. Article 12 - Wages and Fringe Benefits (vacation for participating employees)
New - add to 12.4 - Participating employees shall use all vacation that they have eatned
and are eligible for as outlined in the Saint Paul Electrical Workers Regular Vacation
and Holiday & Reserve Trust Plan Documents.
2. Article 12 - Wages and F'ringe Benefits (sick leave provision for city benefitted
employees)
New Effective May 1, 1997, the remauung City Benefitted electricians will be
charged with the actual average number of sick leave hours used, or 48,
whichever is less.
3. Article 13
Temporary Assignments - revised
13.4 If the General Lead Electrician has scheduled time off of four (4) days or
more, a temporary will be assigned on the first day of the scheduled time
off uniess the General Lead Electrician is absent due to local seminars or
other city business and is available by phone. No temporary assignment is
necessary if the General Lead Electrician is absent for tkuee (3) days or
less due to iilness or scheduled time off.
13.5 The Lead Electrician will be replaced on the first (ist) day of an absence
by a temporary Lead Electrician.
4. New - Article 31
The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State of
Minnesota as Master of Record for the empioyer's use.
Appendix A- new title, General L,ead Electrician in Charge
6. Duration - Two years
7. Wages - Prevailing Rate
F: �LABREL\CONIRACT�ELECTRICU 997-98�.STTACH97
_.
j .
�Art. y i " _� ._ ;-
.. 9 �� f�38�
`.; � -
May i, 1997 "thru Aprs`13t1; 1999 -' _
- __,... --: .._.
a.� ; ; - _. � -
_
- -
__ F . � _
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: � _
� � :"; . -:_ �.� � - - - -
' � �f,�l��iTEI��C� LABf�R A�R�EM�I��'F = _
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• ARTICLE TITLE PAGE
Preamble ....................................... iii
1 Purpose .........................................1
2 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Employer Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
4 Union Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Scope of the Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
6 Probationary Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
7 Ptulosophy of Employment and Compensation . . . . . . . . . . . . . . . . 3
8 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
9 Overtime ........................................5
10 Callback ........................................b
11 Work L,ocation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages and Fringe Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
13 Selection of I.eads, General L,ead and General L,ead in Charge ...... 9
14 Insurance . .. .. ..... .... .. .... ... .. .... .... ... . ... 9
• 15 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
16 Disciplinary Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
17 Absences from Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
19 Jurisdiction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
20 Separation and Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
21 Tools ..........................................15
22 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
23 Right of Subconuact . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
24 Non-Discrimination ................................ 18
25 Severabiliry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
26 Waiver .........................................19
27 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
28 Materniry Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
29 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
30 LegalService .....................................22
31 Master of Record Requirement . . . . . . . . . . . . . . . . . . . . . . . . . 23
32 Duration and Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
,
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p
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C�
Y
INDEX (Continued)
Appendix A
Appendix B
Appendix C
Append'vc D
Appendis E
Appendix F
.............................................. Ai
...............................................
1
...............................................Ci
.............................................. Di
...............................................E1
...............................................F1
, ii
9 i ���GS�
�
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This AGREEMENT is entered into between the City of Saint Paul, hereinafter refened to as
the EMPLOYER and the International Brotherhood of Electrical Workers, Local 110
hereinafter referred to as the LTNION.
The EMPLOYBR and the UNION concur that this AGItEEMENT has as its objective the
promotion of the responsibilities of the Ciry of Saint Paul for the benefit of the general public
through effective labor-management cooperation.
The EMPLOXER and the UNION both realize that ihis goal depends not only on the words in
• the AGREEMENT but rather primarily on attitudes between people at ali levels of
responsibiliry. Constructive attitudes of the EMPLOYER, the UNION, and the individual
employees wiil best serve the needs of the general pubiic.
/ iii
4 7-! 3�8
� ARTICLE 1 - PURPOSE
1.1 The EMPLOYER and the LTNION agree that We purpose for entering into this
AGREEMENT is to:
1.1(1) Achieve orderly and peaceful relations,thereby establishing a system of
uninterrupted operations and the highest level of employee performance that is
cansistent with the safety and well-being of all concemed;
1.1(2) Set forth rates of pay, hours of work, and other conditions of employment as
have been agreed upon by the EMPLOYER and the LINION;
1.1(3) Establish procedures to orderly and peacefully resoive disputes as to the
application or interpretation of this AGREEMENT without loss of productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If any part of this
AGREEMENT is in conflict with such legislation, the latter shall prevail. The parties,
on written notice, agree to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILITY).
� ARTICLE 2 - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective
bargaining purposes for all personnel having an employment status of regular,
probationary, provisional, temporary, and emergency, employed in the classes of
positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A, dated April 16, 1973.
2.2 The classes of positions recognized as being exciusively represented by the UNION are
as listed in Appendix A.
ARTICLE 3 - EMPLOYER RIGHTS
3.1 The EMPLOYER retains ihe right to operate and manage ali personnel, facilities, and
equipment; to estab]ish functions and programs; to set and amend budgets; to determine
the uti]ization of technology; to esiablish and modify the organizational structure; to
select, direct, and determine the number of personnel; and to pexform any inherent
managerial function not specifically limited by this AGREEMENT.
3.2 Any "term or condition of employment" not estabiished by this AGREEMENT shall
remain with the EMPLOYER to eliminate, modify, or establish foliowing written
' notification to the UNION.
ARTICLE 4 - UIVION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a �
deduction in writing an amount necessary to cover monthly UNION dues. Such monies
de@ucced shall be remitted as directed by the UNION.
4.1(i) The EMPLOYER shall not deduct dues from the wages of empioyees covered
by this AGREEMENT for any other iabar arganization.
4.1(2) The UNION shail indemnify and save harmless ttie EMPLOYER from any and
all claims or charges made against the EMPLOYER as a resuit of the
implementation of this ARTICLE.
4.2 The UNION may designate one (1} employee from the bazgaining unit in each
deparunent to act as a Steward and shall inform t6e EMPLOYER in wriung of such
designation. Such employee shall have the rights and responsibilities as designated in
Anicle 22 (GRIEVANCE PROCEDURE).
4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the
UNION, or his/her designated representative shall be permitted to enter the facilities of
the EMPLOYER where empioyees covered by this AGREEMENT are wotking.
ARTICLE 5- SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment" defined by
M.S. 179A.09, Subd. 19 for all employees exclusively represented by the UNION.
This AGREEMENT shall supersede such "terms and conditions of employment"
established by Civil Service Rule, Council Ordinance, and Council Resolution.
ARTICLE 6 - PROBATIONARY PERIODS
6.1 AII personnel, originally hired or rehired foIlowing sepazation, in a regular empioyment
status shall serve a six (6} month probauonary period during which time the empIoyee's
fitness and ability to perform the class of positions' duties and responsibilities shall be
evaluated.
6.1(1) At any time during the probationary period an employee may be terminated at
the discretion of the EMPLOYER without appeal to the provisions of Article 22
(G12IEVANCE PROCEDURE).
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9 �-! 38�
� ARTICLE 6 - PROBATIONARY PERIODS (Continued)
6.1(2) An employee terminated during the probaaonary period shall receive a written
notice of the reason(s) for such termination, a copy of which shall be sent to the
L3NION.
b.2 All personnel promoted to a higher class of positions shall serve a six (6) month
promotional probationary period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall be evaluated.
6.2(1) At any time during the promotional probationary period an employee may be
demoted to the employee's previousiy heid class of positions at the discretion of
the EMPLOYER without appeal to the provisions of Article 22 (GRIEVAI3CE
PROCEDURE).
6.2(2) An employee demoted during the promotional probationary period shall be
returned to the employee's previously heid class of positions and shall receive a
written notice of the reasons for demotions, a copy of which shall be sent to the
ITNION.
ARTICLE 7- PHILOSOPHY OF EMPLOYMENT AND
� COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shail be a"cash" houriy wage and "industry" fringe
benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the basic hourly
wage rate and hourly fringe benefit rate as found in A.rticie i2 (WAGES AND FEtINGE
BENEFITS).
7.3 No other compensation or fringe benefit shatl be accumulated or earned by an employee
except as specifically provided for in this AGREEMENT; except those employees who
have individually optioned to be "grandfathered" as provided by Article 12.2.
/
ARTICLE 8- HOURS OF WORK
8.I The normal work day sha11 be eight (S} consecutive hours per day, excIuding a thirty �
(30} minute unpaid lunch period.
8.2 The normaI work week shall be five {5) consecutive normal work days in any seven (7)
day period.
8.3 Shifts other than the reguiaz daytime shift Monday through Friday may be established.
Such shiHs must be maintained for a period of at Ieast one (i) work week. The second
shift sha11 be a regularly scheduled shift which foIlows a regularly scheduled fust shift
of five (5} hours or greater. The third shift shall be a regularly scheduled shift which
folIows a regularly scheduted second shift of five (5} hours or greater.
8.4 For empioyees on a shift basis, this shail be construed to mean an average of forry (40)
hours a week.
S.5 This section shall not be construed as, and is not a guarantee of, any hours of work per
normaI work day or per normaI work week.
8.6 An employee normaliy working on a particular shift may be transfened from that shift
to another shift upon one weeks notice; provided, however, that in the event of a
vacancy, an empIoyee may be assigned to another shift to fiil such vacancy upon 24 �
hours notice.
8.7 AII empioyees shall be at the work location designated by their supervisor, ready for
work, at the established stazting time, and shail remain at an assigned work location
until the end of the established work day unless otherwise directed by their supervisor.
8.8 AII empIoyees are subject to call-back by the EMPLOYER as provided by Article 10
(CALL BACK).
8.9 Employees reporting for work at the established starting time, and for whom no work is
available, shaIl receive pay for two (2) hours at the basic hourly rate, uniess notification
has been given not to report for work prior to leaving home, or during the previous
work day.
8.10 The empIoyer shall be required to give no less than six and one-half (6.5) hours notice,
when an employee is to be laid off.
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� ARTICLE 9 - OVERTIME
9.1 All overtune compensated for by the EMPLOYER must receive prior authorization
from a designated EMPLOYER supervisor. No overtime work claim will be honored
for payment or credit unless approved in advance. An overtime claim will not be
honored, even though shown on the time cazd, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1.5) the basic hourly rate shall be paid for work
performed under the following circumstances:
9.2(1) Time worked in excess of eight (8) hours in any one normal work day; and
9.2(2) Tune worked on a sixth (6th) day following a normal work week
9.2(3) Time actually spent doing certain work on smokestacks, structural radio or
television towers and bridges over water requiring employees with special
talents in climbing or working at unusual heights away from solid, guarded
platforms, scaffolds or permanent, enclosed ladders.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work
� performed under the following circumstances:
9.3(1) Time worked on a seventh (7th) day following a normal work week; and
9.3(2) Time worked in excess of twelve (12) consecutive hours in a twenry-four (24)
hour period, provided, that all "emergency"' work required by "Acts of God"
shall be compensated at the rate of one and one-half (1.5}.
9.4 For the purposes of calculating overtime compensation, overtune hours worked shall
not be "pyramided," compounded, or paid twice for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash or in
compensatory time. The basis on which overtime shall be paid shall be determined
solely by the EMPLOYER. Compensatory time off must be approved by the
EMPIAYER.
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ARTICLE 10 - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an emplopee has
started a normal work day or normal work week and after an employee has complete@ a
normal work day or normai work week.
10.2 Empiopees called back shaIl receive a minimum of four (4) hours pay at the basic
hourly rate.
10.3 The hours worked based on a ca1I-back sha11 be compensated in accordance with ArticIe
9(OVERTIME), when applicable, and subject to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work day shall
complete the normal work day and be compensated only for the overtime hovrs worked
in accordance with Article 9(OVERTIME).
ARTICLE 11 - WORK LOCATION
�
11.1 Employees shall report to work location as assigned by a designated EMPLOYER
supervisor. During the normal work day empioyees may be assigned to other work
locations at the discretion of the EMPLOYER. �
11.2 Empioyees assigned to work locations during the normal work day, other than their
original assignment, and who aze required to furnish their own transportation shall be
compensated for mileage.
ARTICLE 12 - WAGES AND FRINGE BENEFTTS
12.I The basic hourly wage rates as estabiished by Appendix C shall be paid for aIl hours
worked by an employee.
22.2 Employees who aze covered by the fringe benefits listed below shali continue to be
covered by such benefits. They shall be subject to all other provisions of the
AGREEMENT, but shall not have houriy fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 12.7 (FRINGE BENEFITS).
12.2(1) Insurance benefits as established by the City of Saint Paul. The hourly rate
of Ciry Benefitted employees shall be reduced by the actuat hourly cost of
active healrh insurance and a prefunded flat rate of $1.75 per hour for
retiree health insurance. The wages in Appendix C reflect these deductions.
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ARTICLE 12 - WAGES AND FRINGE BENEFTTS (Continued)
12.2(2) Sick Leave as established by Resolution No. 3250, Section 20. Effective
May 1, 1997, the remaining City Benefitted electricians shall be charged
with the actual average number of sick leave hours used, or 48 hours,
whichever is less, in the wage calculation. The wages in Appendix C
reflectthis charge.
12.2(3) In each calendar year, each full-time employee who is eligible for vacation
shall be granted vacation according to the following schedule:
Years of Service
Less than 5 years
After 5 years thru 15 years
After 15 years and thereafter
Vacation Granted
15 days
20 days
25 days
These hours shall be included in the wage calculation to determine the rates
for City Benefitted elecuicians.
�
Employees who work less than full-time shall be granted vacation on a pro
rata basis. The above provisions of vacation shall be subject to the Saint
Paul Salary Plan and Rates of Compensation, Section I, Snbdivision H.
12.2(4) Ten (10) legal holidays as established by the Saint Paul Salary Plan and
Rates of Compensatian, Section 1, Subdivision I. These hours shall be
charged in the wage calculation to deternune the rates for City Benefitted
electricians.
12.2(5) Severance benefits as estabfished by Ordanance No. 11490 with a maximum
payment of $4,000 or as established by Article 29 of this Agreement.
LJ
12.3 Regular employees covered by the Fringe Beneffts in 12.2 shall have the right to
transfer from this coverage. Employees requesting such iransfer shall be considered
participating employees and will no longer be covered by the fringe benefits in 12.2 but
shall be covered by 12.4.
12.4 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be
considered, for the purpose of this AGREEMENT, participating employees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe bene�t
conuibutions and/or deducrions made on their behalf as provided for by Article i2.7.
Participating employees shall use al1 vacation that they have earned and are eligible for
as oudined in tt�e Saint Paul Electrical Workers Regular Vacation and Holiday &
Reserve Trust Plan Documents.
7
ARTICLE 12 - WAGES AND FRINGE BENEFITS (Continued) .
12.5 Provisional, temporary, and emergency employees shall be considered, for the purposes
of this AGREEMENT, participating employees and shall he compensated in accordance
with Article 12.1 (WAGFS} and have fringe benefit contributions and/or deductions
made in their behaif as provided for by Article 12.7.
12.6 All regvlar employees employed in a title in this bazgaining unit after February 15,
1974, shall be considered, for the purpose of this AGREEMENT, participating
employees and shall be compensated in accordance with Article I2.I (WAGES) and
have fringe benefit contributions and/or deductions made on ffieir behalf as provided for
by Article 12.7. Employees who gromote, transfer or reduce to any title in this
bargaining unit from any tifle which is not in this bazgaining unit shait not be alIowed
to use any accumulated sick leave credits while tfiey aze in such titIe.
If the employee promotes, transfers or reduces to any tifle which is not in this
bargaining unit and if sick leave is allowed under the new tifle, the accumulated sick
leave the employee had at the time such employee became a member of this bargaining
unit shall be reinstated.
12.7 The EMPLOYER sha11 make contributions on behalf of and/or make deducdons from
the wages of employees covered by fhis AGREEMENT itn accordance with Appendix D �
for a11 hours worked.
12.8 For employees who have elected to become, as of January 26, 1991, participating
employees as defined in Artic2e 12.6 of this Agreement, the Employer wili make the
Aealth and Welfaze contributaon in accordance with item (1) of Appendix "A" of this
Agreement. Such contribution shall be made for hours worked as of December 29,
1990. No other contributions listed in Appendix "D" shall be made for such employees
for any hours worked prior to January 26, 1991. 3uch empioyees shal2 not be eligibie
for City Healffi and Life insurance after Febr�ary 28, 1991.
12.9 Accumuiated sick leave credit balances as of Ianuary 25, 1991, for employees covered
by Article 12.8 above shall be frozen as of January 25, 1991. Such frozen sick leave
balances may only be used for severance pay purposes. Severance pay shall be granted
only in accordance with Article 29 of this Agreement.
12.10 Employees covered by Article 12.8 above shall discornin¢e earning sick leave and
vacation and shaII not be eligibie for City paid holidays as of 7anuary 26, 2991. Such
employees shall be paid the base rate of pay as shown in item 2 of Append'uc "C" of tIus
Agreement effective January 26, 1991.
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ARTICLE 13 - SELECTION OF LEADS, GENERAL LEADS AND
GENERAL LEAD IN CHARGE
13.1 The selection of personnel for the class of positions Lead Electrician, General Lead
Elecuician and General Lead Electric3an In Charge shall remain solely with the
Bmployer.
13.2 The class of positions, I.ead Electrician, Genera] Lead Electrician and General Lead
Elecuician In Charge, shall be filled by employees of the bargaining unit on a
"temporary assignment."
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13.3 All "temporary assignments" shall be made only at the direction of a designated
EMPLOYER supervisor.
Temporar�� Assignments
13.4 If the Generai Lead Electrician has scheduled time off of four (4) days or more, a
temporary will be assSgned on the first day ofthe scheduled time off unless ihe General
Lead Electrician is absent due to local seminazs or other city business and is available by
phone. No temporary assignmeni is necessary if the Genera] Lead Electrician is absent
for three (3) days or less due to illness or scheduled time off.
13.5 The Lead Electrician wil] be replaced on the first (lst) day of an absance by a temporary
Lead Electrician.
ARTICLE 14 - INSURANCE
Active Empioyees
14.1 This Article shall apply to employees who are eligible for the fringe benefits listed in
Article 12.2 (City benefits).
The insurance plans, premiums for coverages, and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. However, the employees selecting the offered
plans agree to accept any changes in benefits which a specific provider implements.
For employees who select single coverage, the Employer will conuibute 100% of the
cost of the single premium. For employees who select dependent coverage, the
Employer will contribute 50% of the cost of the dependent premium.
The Employer will provide $5,000 of term life insurance for each employee.
, 9
ARTICLE 14 - INSURANCE (Continued)
Retiree Health Benefits
14.2 Employees who retire must meet the foilowing conditions in order to be eligibie for the
Employer contribution for retiree health benefts:
14.2(i} Be receiving benefits from a public employee rerirement act covering
employees of the Ciry of Saint Paul at the time of retiremenc, and
14.2(2) Have severed hisiher reladonship with the Ciry of Saint Paul under one
of the retiree plans, and
14.2(3) Have severed his/her relationship with the Ciry of Saint Paul for reasons
other than an invoiuntary termination for misconduct.
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Early Refirees (under age 6S�
14.3 For those employees who retire before age 65 and are etigibie for early retiree benefits
under the terms set forth in Article 14.2 above and untit such retirees reach s'ucry-five
(65} years of age, the Employer shali continue to make the same concribution for early
retiree benefits as those for active employees. For early retirees selecting single
coverage, the Empioyer wiIl conuibute 100% of the premium cost for single coverage.
For earl}� retirees selecting dependent coverage, the Employer wili contribute 50% of
the premium cost for dependent coverage.
s
The Employer wili also continue life insurance beneffts for eligible earty retirees in the
same amount as provided to them as active employees. Life insurance benefits
terminated at age 65.
When such early retiree attains age 65,the provisions of Article 14.4 shali apply.
Regular Retirees (age 65 and older)
14.4 Empioyees who retire at or after the age of sixry-five (65) must meet the conditions set
forth in Article 14.2.
i4.4 (i} For such employees who retire after December 31, 1995, the Employer
agrees to contribute a mazcimum of $550.00 per monch toward the
premium for singie or dependent health utsurance coverage offered to
regular retirees and their dependents. Any unused portion of the
Empioyer's conuiburion shall not be paid to the retiree.
This Article shall also apply to early retirees upon reaching age 65, who retired
after December 31, 1995 under the provisions of Ar[icle 14.2.
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• ARTICLE 14 - INSURANCE (Continued)
Survivor Bene�its
14.5 In the event of the death of an early retiree or a regulaz retiree, the dependent of the
retiree shali have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of:
14.5(1) Subsequent remaniage of the surviving spouse of the deceased employee
or retiree.
1A.5(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a gzoup program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City health insurance for the first ninety
(90) days of said employment.
•
14.6 The contributions indicated in Articie 14 shall be paid to the Employer's third party
administrator or designated represeniative.
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ARTICLE 15 - HOLIDAYS
15.1 The folIowing ten (IO) days shall be designated as holidays: �
New Year's Day, January 1
Martin Luther King Day, third Monday in January
Presidents` Day, third Monday in February
Memorial Day, last Monday in May
Independence Day,July 4
Labor Day, fusi Monday in September
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Day aRer Thanksgiving, fourth Friday in 1Vovember
Christmas Day, December 25
I5.2 When New Year's Day, Independence Day or Christmas Day fatls on a Sunday, the
fol]owing Monday shall be considered the designated holiday. When any of ffiese three
(3) hoiidays falls on a Saturday, the preceding Friday shall be considered the designated
holiday. For those employees assigned to a work week other than Monday through
Friday, these three holidays shall be observed on the calendar date of the holiday.
15.3 The ten (10) holidays shall be considered non-work days. �
I5.4 If, in the judgment of the EMPLOYER, personneI are necessary for operating or
emergency reasons, employees may be scheduled or "caIled back" in accordance with
Article 10 (CALL BACK).
I5.5 Participating employees, as defined in Articles I23, 12.4, 12.5 and 12.6, assigned to
work on Martin Luther King Day, President's Day, Day after Thanksgiving, or
Veteran's Day, shall be compensated on a straight time basis for such hours worked.
15.6 Participating employees, as defined in ArticIes 12.3, 12.4, 12.5 and i2.6, assigned to
work on New Year`s Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day, shall be compensated at the rate of two (2) times
the basic hourly rate for aII hours worked.
15.7 If an employee other than a Participating Employee is required to work on a designated
holiday, he/she shall be compensated at a rate of two (2) times the basic hourly rate for
such hours worked.
15.8 Columbus Day and the day before Christmas Day shall be considered work days. AlI
employees working on these days shall be compensated on a straight time basis.
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ARTICLE 16 - DISCIP'LINARY PROCEDURES
• 16.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for
just cause.
16.2 Disciplinary actions by the EMPLOYER shaIl include only the following actions:
16.2(i) Oral reprimand
16.2(2) Written reprimand
16.2(3) Suspension
16.2(4) Demotion
16.2(5) Discharge
16.3 Employees who are suspended, demoted or discharged shall have the right to request
that such actions be reviewed by the Civil Service Commission or a designated Board of
Review. The Civil Service Commission, or a designated Board of Review, shall be the
sole and exclusive means of reviewing a suspension, demotion, or discharge.
No agpeal of a suspension, demotion, or discharge sha11 be considered a"grievance"
for the purpose of processing through the provisions of Article 22 (GRIEVANCE
PROCEAURE).
� ARTICLE 17 - ABSENCES FROM WORK
17.1 Employees who are unabie to report for their normai work day have the responsibility
to notify their supervisor of such absence as soon as possible, but in no event later than
the beginning of such wark day.
17.2 Failure to make such notification may be grounds for discipline as provided in Article
16 (DISCIPLINARY PROCEDURES).
173 Failure to report for work without notification for thtee (3) consecutive normal work
days may be considered a"quit" by the EMPLOYER on the part of the employee.
ARTICLE 18 - SENIORITY
18.1 Seniarity, for the purgoses of this AGREEMENT, shall be defined as follows:
18.1(i) "Master Seniority" - the length of continuous regular and probationary
service with the EMPLOYER from the last date of employment in any
and a21 ciass titles covered by this AGREEMENT.
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ARTICLE 18 - SEI�IORTTY (Continued) �
18.1(2) "Class Seniority" - the Iengtti of continuous regular and probationary
service with the EMPLOYER from the date an employee was first
appointed to a ctass titIe covered by this AGRE$MENT.
18.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a
leave is granted for a period of less than thirty (30) calendar days; is granted because of
iliness or injury; is granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed full time position
with the iTNION.
18.3 Seniority sha21 terminate when an emp}oyee retires, resigns, or is discharged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to reduce the work
force employees wi12 be laid off by class ritie wittun each Department based on inverse
length of "Ciass Seniority." Recall from layoff shalI be inverse order of layoff, except
that recail rights shall expire after two years of Iayoff.
I8.5 The selection of vacauon periods shaIl be made by cIass title based on Iength of °Class
Seniority," subject to t6e approval of the EMPLOYER.
ARTICLE 19 - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions is recogni2ed as an
appropriaTe subject for determination by ihe various unions representing employees of
the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any
mutual agreements between the unions involve@.
19.3 In the event of a dispute conceming the performance or assignment of work, the unions
involved and the EMPLQYER sha21 meet as soon as mutuaIly possible to resolve the
dispute. Nothing in the foregoing shalt restrict the right of the EMPLQYER to
accompiish the work as originatty assigned pending resolution of the dispute or to
restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified
by Sections I9.2 and 19.3 above shall be subject to discipIinary action as provided in
Articie 16 (DISCIPLINARY PROCEDURES).
19.5 There shall be no work stoppage, slow down, or any disruption of work resulting from
a work assignment.
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� ARTICLE 20 - SEPARATION AND RETIREMENT
20.1 Employees having a probationary or regular employment status shall be considered
separated from employment based on the following actions:
20.1(i) Resignation. Employees resigning from employment shall give
written notice fourteen (14) calendar days prior to the effective
date of the resignation.
20.1(2) Retirement. All employees shall retire from employment with ihe
EMPLOYER no later than the last calendar day of the month in
which an employee becomes sevenry years old.
20.1(3) Discharge. As provided in Article 16.
20.1(4) Failure to Report for Duty. As provided for in Article 17.
20.2 Employees having an emergency, temporary, or provisiona3 employment status may be
terminated at the discretion of the EMPLOYER before the completion of a normal
work day.
• ARTICLE 21 - TOOLS
21.1 All employees shall personally provide themselves with the tools of the trade as 1isYed
in Appendix E,
ARTICLE 22 - GRIEVANCE PROCEDURE
22.1 The EMPLOYBR shall recognize Stewards selected in accordance with UNION rules
and regulations as the grievance representative of the bargaining unit. The CTNION
shall notify the EMPLOYER in writing of the names of the Stewards and of their
successors when so named.
22.2 It is recognized and accepted by the EMPLOYER and the i3NION that the processing
of grievances as hereinafter grovided 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 responsibiliries. The Steward involved and a
grieving empioyee shall suffer no loss in pay when a grievance is processed during
working hours, provided the Steward and ibe empioyee have notified and received the
approval of their supervisor to be absent to process a grievance and that such ahsence
wou]d not be detrimental to the work programs of the EMPLOYBR.
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ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
22.3 The procedure established by ihis ARTICLE sha11 be the sole and exclusive procedure, •
except for the appeal of disciplinary action as provided by Article 16.3, for the
processing of grievances, which are defined as an alieged violation of the terms and
conditions of this AGREEMENT.
22.4 Grievances sfiall6e resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violauon of this AGREEMENT, the
emp2oyee involved shall attempt to resolve Lhe matter on an informal basis
with the employee's supervisor. If the matter is not resotved to the
empioyee's satisfaction by the informal discussion it may be reduced to
writing and referred to Step 2 by the UDIION. The written grievance shall
set forth the nature of ihe grievance, tiie facts on which it is based, the
aileged sections(s} of the AGREEMENT violated, and the relief requested.
Any alleged violation of the AGREEMENT not reduced to writing by the
UNION within seven (7) caiendar days of the first occunence of the event
giving rise io the grievance or within the use of reasonable diligence should
have had knowledge of the first occunence of the event giving rise to the
grievance, shall be considered waived.
Step 2. Within seven (7} calendar days after receiving the written grievance a •
designated EMPLOYER supervisor shail meet with the iJNION Steward and
attempt to resoIve the grievance. If, as a resuit of this meeting, the
grievance remains unresolved, the EMPLOYER shal] reply in writing to the
UNION within three (3) calendar days following this meeting. The UNION
may refer the grievance in wtiting to Siep 3 within seven (7) calendar days
following receipt of ihe EMPLOYER's written answer. Any grievance not
referred in writing by the UNION within seven (7) calendar days following
receipt of the EMFLOYER's answer shall be considered waived.
Step 3. Within seven (7} calendar days following receipt of a grievance referred
from Step 2 a designated EMPLOYER supervisor shaii meet with the
UIVION Business Manager or his designated representative and attempt to
resolve the gtievance. Within seven (7) calendar days following this
meeting the EMPLOYER shall reply in writing to the tJNION stating the
EMPLOYER'S answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the U2�1ION may refer
tiie grievance to Step 4. Any grievance not refened to in writing by the
LTNION to Step 4 within seven (7} calendar days following receipt of the
EMYLOYER'S answer shall be considered waived.
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� ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the Union may within seven (7)
calendar days aftet the response of the EMPLOYER in Step 3, by written
notice to ihe EMPLOYER, request arbitration of the grievance. The
azbitration proceedings shall be conducted by an arbitrator to be selected by
mutual agreement of the EMPLOYER and the LTNION within seven (7}
calendar days after notice has been given. If the parties fail to mutualiy
agree upon an arbitrator within the said seven (7) day period, either party
may request the Public Employment Relations Board to submit a panel of
five (5) arbitrators. Both the EMPLOYER and the UNION shall have the
right to strike two (2) names from the panel. The I3nion shail strike the first
(lst) name; the EMPLOYER shall then sttike one (1) name. The process
will be repeated and the remaining person shall be the arbitrator.
22.5 The arbitrator shall 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 UTVION 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
modifying or varying in any way the application of laws, rules, or regulations having
the force and effect of law. The arbitrator's decision shall be submitted in writing
• within thirty (30) days following close of the hearing 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 the facts of the grievance presented. The decision of the
arbitrator shall be finai and binding on the EMPLOYER, the UNION, and the
employees.
22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the EMPLOYER and the LTNION, provided that each party shall be
responsable for compensating its own representative and witnesses. If either party
cancels an arbitration hearing or asks for a last minute postponement that ]eads to the
arbitrators making a charge, the canceling party or the party asking for the
postponement shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made, providing it gays for the record.
22.7 The time limits in each step of this procedure may be extended by mutual agreement of
the EMPLOYER and the UNION.
r
17
ARTICLE 23 - RIGIiT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract �
out work done by the employees covered by this AGREEMENT. In the event that such
conuacting would result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90) calendar day
notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this AGREEMENT
shall in all cases be made oniy to employers who qualify in accordance with Ordinance
No. 14013.
ARTICLE 24 - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to empioyees equally
without regard to, or discrimination for or against, any individual because of race,
coior, creed, sex, age, disability or because of inembership or non-membership in the
UNION.
24.2 Employees will perform their duties and responsibilities in a non-discriminatory manner
as such duties and responsibilities involve other employees and the general public.
•
ARTICLE 25 - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be conirary to
law by proper legislative, administrative, or judicial auihority from whose finding,
determination, or decree no appeal is taken, such provision(s) shall be voided. All
other provisions shalI continue in full force and effect.
25.2 The panies agree to, upon written nodce, enter into negotiations to place the voided
provisions of the AGREEMENT in campliance with the legislative, administrative, or
judicial determination.
�
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97-13�'8
� ARTICLE 26 - WAIVER
26.1 The EMPLOYER and the LtNION acknowledge that during the meeting and negotiating
which zesulted in this AGREEMENT, each had the right and opportuniry to make
groposals with respect to any subject conceming the terms and conditions of
empioyment. The agreements and understandings reached by the parties after the
exercise of tius right are fully and completely set forth in this AGREEMENT.
26,2 Therefore, the EMPLOYER and the IT2vI0N for the duration of this AGREEMENT
agree that the other parry shall not be obligated to meet and negotiate over any term or
conditions of employment whether specifically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually agree to
modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or
regulations regarding the terms and conditions of employment, to the extent they are
inconsistent with this AGREEMENT, are hereby superseded.
ARTICLE 2? - CITY NIILEAGE
• 27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
27.2 Method of Computation: To be eligibie for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
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 empioyee's vehicle is actually used in performing
the duties of the employee's position. In addition, the employee shall be
reimbursed $.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the deparhnent head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
,
14
ARTICLE 27 - CITY MILEAGE (Continued)
Type 2. If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reixnbursed at the rate of $4.00
per day for each day af work. In addition, the employee shall be reimbursed
$.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehic2e is availabie for the emptoyee's use but the emplayee
desires to use his/her own automobile, then the empioyee shall be
reimbursed at the rate of $.20 per mile driven and shatl not be eligibte for
any per diem.
This Anicle 27.2 shall become effective on the first day of the fust month following the
date of the signing of this Agreement.
27.3 The Ciry will provide parking at the Civic Center Parking Ramp for City empioyees on
either of the above mentioned types of reimbursement plans who aze required to have
their persona] car available for City business. Such parking wilI be provided only for
the days the employee is required to have his/her own personal caz avaiIable.
�
27.4 Rules and Regulations: 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 daity reports indicating mites driven and shail file
monthly a�davits stating the number of days worked and the number of iniles driven,
and further require that they maintain automobile liabitiry insurance in amounts of not
less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or
liabitity insurance in amounu not less than $300,000 single limit coverage, with the
City of Saint Pau1 named as an additional insuted. These rules and regulations,
together with the aznendmem thereto, shall be maintained on file with the city clerk.
ARTICLE 28 - MATEItNITY LEAVE
28.1 Maternity Leave. Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date of childbirth, as
determined by a physician, and ending six (6) months after the date of such birth. Tn
the event of an employee's pregnancy, the employee may apply for leave without pay at
any tune during the period stated above and the employer may approve such Ieave at its
option, and such ]eave may be no longer tfian one {1) year.
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�j�-!3�'�'
� ARTICLE 29 - SEVERANCE PAY
29.1 The empioyer shall provide a severance pay program as set forth in this Article.
29.2 To be eligible for the severance pay program, an employee must meet the following
requirements:
29.2(1) The employee must be 58 years of age or older or must be eligible for
pension under the "rule of 90" provisions of the Public Employees
Retiremenz Association (PERA) or under the provisions of another public
pension plan to which the City of St. Paut contributes. The "rule of 90"
criteria shall also apgly to employees covered by a public pension plan other
than PERA.
29.2(2) The employee must be voluntarily separated from City employment or have
been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
29.2(3) 1`he employee must have at least ten (10) years of consecutive service under
• the classified or unclassified Civil 3ervice at the time of separation. Por the
purpose of this Article, employment in either the City or in the Independent
3chool District No. 625 may be used in meeiing this ten (10) year service
requirement.
29.2(4) The employee must file a waiver of reemployment with the Personnei
Director, which will clearly indicate that by requesting severance pay, the
employee waives all claims to reinstatement or reemployment (of any type),
with the City or with Independent School District No. 625.
29.2(5) The employee must have accumulated a minunum of sixty (60) days of sick
leave credits at the time of his/her separation from service.
29.3 If an employee requests severance pay and if the employee meets the eligibilaty
requirements set forth above, he/she will be granted severance pay in an amount equal
to one-haTf of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum of 200 accrued sick
leave days.
29.4 The maxunum amount of money that any employee may obtain through the severance
pay program is $10,000.
,
21
ARTICLE 29 - SEVERANCE PAY (Continued)
24.5 For the purpose of this severance program, a death of an emp2oyee sha11 be considered �
as separation of employment, and if the employee would have met a11 of the
requiremenis sei forth above, at the tirne of his or her death, payment of the severance
pay will be made to the employee's estate or spouse.
29.6 For ihe purpose of this severance program, a transfer from the City of Saint Paul
employmeat to Independent Schoal I?istrict No. 625 emp2oyment is not considered a
segaration of emplayment, and such transferee shall not be eligible for the Ciry
severance program.
29.7 The manner of payment of such severance pay shall be made in accordance with the
provisions of Ciry Ordinance No. I1490.
29.8 This severance pay program shall be subject to and governed by the provisions of City
Ordinance No. 11490, except in those cases where the specific provisions of this articIe
conflict with said ordinance and in such cases, the provisions of this article shali
controi.
29.9 The provisions of this article shall be effective as of May 1, 1987.
29.10 Any employee hired prior to February 15, 1974 may, in any event, and upon meeting •
the quaiifications of tivs articIe or City Ordinance No. 11490, as amended by Ciry
Ordinance No. I6303, section 1, secuon 6, draw severance pay. However, an eIection
by the employee to draw severance pay under either this article or the ordinance shall
constitute a bar to receiving severance pay from the other.
ARTICLE 30 - LEGAL SERVICES
3Q.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, empioyer
sha11 defend save harmless and indemnify employee against tort claim or demand
whether groundless or orherwise arising oat of alleged acts or omission occuning in the
performance or scope of the employee's duries.
30.2 Notwithstanding Article 30.2, the Employer shall not be responsible for paying any
legal service fee or for providing any legai service arising from any iegal action where
the empioyee is the Piaintiff.
22 -
y�-�3��
• ARTICLE 31 - MASTER OF RECORD REQUIREMENT
31.1 The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State af
Minnesota as Master of Record for the employer's use.
ARTICLE 32 - DURATION AND PLEDGE
32.1 This agreement shall become effective as of May 1, 1997 and shall remain in effect
through the 30th day of April, 1999, and continue in effect from year to year therea8er
unless notice to change or to terminate is given in the manner provided in Article 32.2
of this Agreement.
32.2 If either party desires to terminate or modify this AGREEMENT, effective as of the
date of expiration, the party wishing to modify or terminate the AGREEMENT shail
give written notice to the other party, not more than ninety (90) or less than sixty (60)
calendar days prior to the exp'�ration date, provided that the AGREEMENT may only
be so terminated or modified effective as of the expiration date.
� 32,3 In consideration of the terms and conditions of employment established by this
AGREEMENT and the recognition that the GRIEVANCE PROCEDi3RE herein
established is the means by which grievances conceming its application or interpretation
may be peacefuily resolved, the parties hereby pledge that during the term of the
AGREEMENT:
32.3(i) The UNION and the employees will not engage in, instigate, or condone any
concerted action in whi�h empioyees fail to report for duty, wiilfully absent
themselves from work, stop work, slow down their work, or absent
themselves in whole or part from the full, faithful performance of their duties
of empioyment.
32.3(2) The BMPLOYER will not engage in, instigate, or condone any lock-out of
employees.
/
23
9�-i3�8
�
ARTICLE 32 - DURATION AND PLEDGE (Continued)
32.3(3) Tfiis constitutes a tentative agreement between the parties which will be
recommended by the Director of Labor Relations, but is subject to ttie
approval of the Adminisuation of the City and is also subject to ratification by
the UNFON.
•
,
AGREED and attested to as [he full and compiete understanding of the parties for the period of
time herein specified by the signature of the foliowing representative from the EMPLOYER
and the UI�TION.
WITNESSES:
CITY OF SAINT PAUL
Mary . Kearney S
Director of Labor Relations
j1-3-- 2
Date
• - ��i�
.. ,
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 110
3ames R. Wagner
Business Manager
Frank Gumey
President, I,ocal 110
�a�� _�
Richard J. y lli
Business Representative
ia � a3-��
Date
24
e1?-J3�'8
APPENDIX A
� The classes of positions recognized as being exclusively represented by the ITNION are as
follows:
General Lead Electrician In-Charge
General L.ead Ele�trician
Lead Electrician
Elecuician
Lighting Maintenance Worker
Apprentice Electrician
Senior ElectricalInspector
ElectricalInspector
and other classes of gositions that may be established by the EMPLOYER where the scope of
the work duties and responsibilities assigned comes within the jurisdiction of the UNION.
�
/
-Al-
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APPENDIX B
� For all normai work weeks estabiished pursuant to the provisions of Article 8 of this contract,
which includes Sunday, the following provisions shall apply and govem:
All regulaz electricians employed prior to January i, 1976 shall be offered
assignment to the work week on a senioriry basis, and all such employees shall
have the right to refuse assignment to the workweek. This refusal is subject to
the provisions listed below.
2. All regulaz electricians employed subsequent to 7anuary 1, 1976 may be
assigned to vacancies in this work week.
All regular elecuicians shail have the right to bid on and obtain assignment of
a posiuon occupied by an electrician with lesser class senioriry within 30
calendar days from the date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis, to the
workweek, to replace an electrician who is absent because of vacation, illness,
paid military leave, jury duty or any other ]eave acceptable to both parties.
These temporary assignments shal] be made on the basis of seniority and in no
instance shall any one employee be required to work on such temporary basis
� for more than 15 work days or the total temporary assignment to exceed 90
work days.
,
�
47-! 3 88
�
•
�
APPENDIX C
1. The basic hourly wage rates for temporary employees appointed to the following classes of
positions shall be the following:
Elecuician
Lead Electrician
Electrical Inspector
General I.ead Electrician
Senior Electrical Inspector
General Lead Elecuician In-Chazge
Apprentice Electrician
lst 950 hours . . . . . . . . . . .
2nd 950 hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . , . .
Sth 950 hours . . . . . . . . . . .
6th 95d hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective
!OS 24197
$25.69*
$27.89*
$27.89*
$28.99*
$28.94*
$30.09*
48% of Electrician Rate
48 % of Electrician Rate
55 % of Electrician Rate
60% of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Biectrician Rate
85% of Electrician Rate
* This rate inciudes a 10% Vacation Contribution.
Note: There is an additionai taxable fringe contribution listed in Appendix D.
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APPENDIX C (Continued)
2. The basic hourly wage rates for provisional, probationary and regular employees appointed
to the following classes of positions and who are covered by the provisions of 12.7 of this
Agreement (Union benefits) shail be the following:
Blectrician
Lead Elecuician
ElectricalInspector
General Lead Electrician
Senior ElectricalInspector
General I,ead Electrician In-Charge
Apprentice Electrician
lst 450 hours . . . . . . . . . . .
2nd 95Q hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . . . .
Sth 950 hours . . . . . . . . . . .
6th 950 hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective Effective
04/26/97 OUO I (or closest payroli
period)
$24.58�` $24.42*
$26.69* $26.51*
$26.69�` $26.51*
$27.74* $27.56*
$27.74* $27.56*
$28.79* $28.60*
48 % of Electrician Rate
48% of Electrician Rate
55% of Biectrician Rate
60 % of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Electrician Rate
85 % of Electrician Rate
* This rate inciudes a 10% Vacation Contribution
Note: There is an additional taxable fringe contribution listed in Appendix D.
3. The basic hourly wage rates for regular employees appointed to the foliowing classes of
positions and who are covered by the provisions of Article 12.2 of this Agreement �Ciry
benefits) shall be the following:
Electrician
Lead Electrician
ElecuicalInspector
Generai I.ead Elecuician
Senior ElectricalInspector
General I,ead Electrician In-Chazge
Effective Effective
04/26/47 10 f01/48 {or closest
payroll period}
$24.15 $24.11
$25.97 $25.92
$25.97 $25.92
$26.88 $26.82
$26.88 $26.82
$27.79 $27.73
-C2-
9?-� 13 8s
APPENDIX C (Continued)
• Apprentice Electrician
(Hired prior to March 16, 19"74 - 85 % of Electrician Rate)
4. The basic hourly rate for those holding the tifle Tra�c Lighting Maintenance Worker,
who receive no benefits, shall be:
Effective
5-27- 5
$ 7.54
The State of Minnesota has changed the Public Employees Retirement Association (PERA)
contribution rates for empioyers and employees. The rates listed effective Ianuary 1, 1998
reflect this change.
Effective Apri125, 1998, there will be an additional $1.37 per hour increase added to the total
package. The parties will agree prior to that date regarding the distribution of the $1.37
between wages and fringes.
Employees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., provided that at least five hours of the shift are worked between the hours
� of b p.m. and 6 a.m., shall be paid a night differential for the entire shift.
Empioyees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., but who work less than �ve hours between the hours of 6 p.m. and 6 a.m.,
shali be paid a night differential for oniy those hours actually worked between the hours of 6
p.m. and 6 a.m.
The night differential shali be 5% of the base rates, and shall be paid only for those night
shifts actualiy worked.
The total cost to the Employer, (including wages, fringes, and pension contributions) for
employees covered by this Agreement shall be equivalent in money to the total package paid
by the employer to employees in comparable classifications in the Agreement between Local
110 and the National Electrical Contractors Associauon (NECA).
The total package cost shali exclude any payments for industry promotion andlor
advertisement, or any other purpose not directly and clearly beneficial to the public employer.
In the event L,ocai 110 and NECA amend their bargaining agreement to provide for either a
wage or benefit freeze or reduction during the period of this Agreement, such freeze or
reduction shall be unmediately applicable to the total compensation paid to employees covered
� by this Agreement.
-C3-
9�-��gg
�
�
/
►��� .���i��►i�,
Effective Aprii 26, 1997, the EMPLOYER shaii:
(1) Contribute to a Union designated Health and Welfaze Fund $2.52 per hour for ail hours
worked by participating employees as defined by this Agreement.
(2) Contribute to a Union designated Pension Fund $1.24 per hour for all hours worked by
participating employees as defined by ttus Agreement. �or apprentices who started
working as an apprentice on or after May 1, 1984, this pension contribution shall be $.29
per hour for the fust 1900 hours of apprentice work, $31 per hour for 1901-3800 hours,
$.3b per hour for 3801-5700 hours and $1.24 thereafter.
(3) Contribute to a Union designated Appren6ceshig Fund $.22 per hour for ail hours
worked by participating employees as defined by this Agreement.
(4) Contribute to a Union designated Reserve Trust Fund $1.01 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May i, 1984, this reserve trust conuibution
shall be limited to $31 per hour for the first 190� hours of apprentice work. $.33 per
hour for 1901-3800 hours, $.38 per hour for 3801-5700 hours and $1.01 thereafter.
(5) Conuibute to the Union's designated National Employees Ben�t Fund (N.E.B.F.) 3%
of the gross wages earned by ail participating employees covered by this Agreement.
(6) Contribute to a Union designated Vacation and Holiday Fund 10% oF all wage5 earned
by participating employees covered by this Agreement. This conuibution is subject to all
payroll deductions. For apprentices who started working as an apprentice on or after May
1, 1984, this regular Vacation and Holiday Fund contribution shall be based on hours
worked as an apprentice as shown below:
1ST 1900 1901 THRU 3800
5.5% 6.5%
HOURS
3801 THRU 5700 5701 THRU 7600
7.5% 9.5%
- D1 -
9 �-13 8S
�
�
r
APPENDIX D (Continued)
(7) Contribute to a Union designated Suppiemental Pension Fund $1.30 per hour for ail
hours worked by participating employees covered by this Agreement. For apprentices
who started working as an apprentice on or after May i, 1984, this Supplemental
Pension Fund contriburion shall be as follows:
: ��� .
.t
HOUR5
3800-6650 hours
$ .65
More than 6650 hours
$1.30
(8) Contribute to a Union designated Flexible Benefft Fund $1.65 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May 1, 1984, this Flexible Benefit Fund
hourly contribution shall be as foliows:
HOURS
lst 1900 Ol-3 3801-5700
$.29 $.32 $.35
5701-6650 Over 6650
$ .36 $1.65
(9) Conuibute to the Pub]ic Employees Retixement Association (PERA) the legally
established non-negotiated pension contribution. This conYSibution shall be 4.48% of
gross earnings and shall be adjusted as required by State I,aw. This conuibution shall
increase to 5.18% effective January 1, 1998. The houriy rate of Ciry Benefitted and
Participating employees shall be reduced by the actual hourly cost of this contribution;
the wages in Appendix C reflect this deduction.
-D2-
9�- ! 3S8
APPENDIX D (Continued)
� The EMPLOYER shall establish Worker's Compensation and Unemployment Compensation
programs as zequired by Minnesota Statutes.
.
,
For the purpose of this Appendix D, "participating employees" shall be as defined as in
Articles 12.3, 12.4 and 12.5 of this Agreement. Such employees sha11 not accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe benefits that are or
may be established by Personnel Rules, Council Ordinance, or Council Resolution.
Participating employees shall not be eligible for any benefits under, nor shall they be
govemed by such Rules, Ord'anances, or Resolutions.
The EMPLOYER'S fringe benefit obligation to participating emplayees covered by this
AGREEMENT is limited solely to the contributions and/or deductions established by this
Agreement. The actual level of benefits provided to employees shall be the responsibility of
the trustees of the various funds to which ihe EMPLOYER has forwarded contributions
and/or deductions.
If the IInion elects to have the contributions listed in this Appendix D increased or decreased,
the Employer may adjust the applicabie rates in Appendix C of this Agxeement for
participating employees in such a way that the total cost of the package (wage rate plus
contributions) remains constant.
- D3 -
9��13�$
�
APPENDIX E
Pocket Tool Punch and Be2t
6" Rule
9" or 10" Aluminum Level
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches
3/8" - 3/4
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps:
6/32 - 8J32 - 10i32 - 10i24 - 1/4 20
Tap Wrench
File Rasp 12" '/z Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and
4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
L.ong Nose Piier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
Scratch Awl
Drills - in accordance with Tap sizes 9/32
and 3!8
Fuse Pulier
Angle Screw Driver
Tool Box to hold the above tools
The EMPLOYER shall furnish all other necessary tools or eqnipment. Employees will be
. held responsible for toois or equipment issued to them, providing the EMPLOYER furnishes
the necessary lockers, "gang box" or other safe place for starage.
The EMPLOYER shail replace with similar tools of equal value and quality any of the above
listed tools which are turned in by an employee which are no longer serviceable because of
wear or breakage, providing the employee has been employed for nine (9) continuous months
or more.
/
The EMPLOYER agrees to pay $30.00 toward the cost of a pair of safety shoes purchased by
an employee who is a member of this unit. The EMPLOYER shall only contribute towazd the
cost of one pair of shoes per contract year. This reimbursement of $30.00 shail be made only
after investigation and approval by the immediate supervisor of the employee. This $30.00
EMPLOYER contribution shali apply only to those employees who are required by the
Employer to wear protective shoes or boots.
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APPENDIX F
� WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL Il�TSPECTORS
As a result of the 1974 settlement, the Parties have established craft-deternuned rates for
Senior ElectricalInspectors and for ElectricalInspectors, with ihe specific understanding that
such agreement is restricted to establishing rates of pay for such classifications.
It is, consequently, agreed that the Employer in applying Ariicle 3- EMPLOYER RIGHTS -
of the Mt1INTENANCE LABOR AGREEMENT, shall have the right to operate the
Department in the same manner as heretofore, with management rights unaffected, and that
the establishment of separate rates for these classifications as well as for Inspector
classifications in other Bargaining Units, may not result in disputes over assignments or over
rates of pay for work performed, nor will any jurisdictional clauns or restrictions be asserted
by the Union because members of various Inspector classifications are assigned to work which
is also performed by other Inspector classifications.
�
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- Fi -
J���iD l�rA,u.S
Council File # � —/�$F
Green Sheet # 40120
SAI
Presented b}
Referred To
1
�
ft3
Committee Date
/D
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
May 1, 1997 - Apri1 30, 1999 Maintenance Labor Agreement between the City of Saint Paul and the
International Brotherhood of Electricai Workers, Loca1110.
Requested by Department of:
Bostrom
Collins
Harris
Megard
Morton
Office of Labor Relations
✓
� c� t
Adopted by Council: Date �,�,� �� \q�T'4
�
Adoption Cer6fied by Council Secretazy
By: ��.�, �l _ �
Approved by Mayo ` Date i ti- � 8/�
By: � _ L��
L, MINNESOTA
By: ���/
Form Apgr�by Ci mey
By:
�... -.� ��,;. _.�� i � /i
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DEPAR7'MENT/OFFICE/COUNCIL �
LABOR RELATIONS
CONTACT PERSON & PHONE:
JiILIE KRAUS 266-6513
MUST BE ON COUNCII, AGENDA BY (DATE)
TOTAL#OFSIGNATURE
DATE INITIATED I GREEN SHEET
October 27, 1997
INITIAL/DATE
No.: 40120
97 - /�3F�8
INITIAI✓DA1'E
ASSIGN I DEPARTMENT DIR, 1L 4 CITY CAUNCIL
N[7MBER 2 CTI'Y ATI'ORNEY CITY CLERK
FOR Bi3DGE'f DTR. FiN..@ MGS. SERVECE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
ALL LOCAT[ONS FQR
acnoN �QUES�n: This resolution approves the attached May 1, 1997 - April 30, 1999 Maintenance Labor
Agreement between the City of Saint Paul and the International Brotherhood of Electrical Workers, Local 110.
ILECOM&SENDATTONS: Approve {A) or Reject (R)
PLA73NINGCOMMISSSON _CiVILSEAVICE COMbIISSION
_CIB COMA9TfEE
STAFF
DISTRICT COUR'C
SUPPORTSWFIICIiCAUNCILOBlECTIVB? '
PERSONAL SERVICE CANTRACfS MUST AI3SWER THE FOLLOWING
QUES710NS:
1. Has ihis persov/firm ever worked under a conVaM for this department?
Yes No
2. Has this person/firm ever been a city employee?
Yes No
3. Dces this personffilm possess a skill not nomially possessed by any cunent ciry
Yes No
Explain all yes answers on separate sheet and attach to gree� sheet
INITIATING PROBLEM, ISSLfE, OPPORTUNI7'Y (Who, What, W6en, Where, Why):
nnvaivrncES iF nrrxov�n: An Agreement in place through April 30, 1949.
DISADVANTAGES IF APPROVED:
; tE�gtl��i.
�OV 07 199i
DISADVAN7'AGES IF NOT APPROVED:
TOTAL AMODNT OF TRANSACTION:
FONDING SO[IlLCE:
FINANCIAL INFOR'�ZATION: (EXPLAIIh
COST/REVENUE BUDGETED:
ACC[YITY NUMBER:
r'_..�..ti..>. . �
IYO V 1 U
--�-�
97-/.�$�
Attachment to Green Sheet
City of Saint Paul
and the
International Brotherhood of Electrical Workers, Locai 110 Contract
1. Article 12 - Wages and Fringe Benefits (vacation for participating employees)
New - add to 12.4 - Participating employees shall use all vacation that they have eatned
and are eligible for as outlined in the Saint Paul Electrical Workers Regular Vacation
and Holiday & Reserve Trust Plan Documents.
2. Article 12 - Wages and F'ringe Benefits (sick leave provision for city benefitted
employees)
New Effective May 1, 1997, the remauung City Benefitted electricians will be
charged with the actual average number of sick leave hours used, or 48,
whichever is less.
3. Article 13
Temporary Assignments - revised
13.4 If the General Lead Electrician has scheduled time off of four (4) days or
more, a temporary will be assigned on the first day of the scheduled time
off uniess the General Lead Electrician is absent due to local seminars or
other city business and is available by phone. No temporary assignment is
necessary if the General Lead Electrician is absent for tkuee (3) days or
less due to iilness or scheduled time off.
13.5 The Lead Electrician will be replaced on the first (ist) day of an absence
by a temporary Lead Electrician.
4. New - Article 31
The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State of
Minnesota as Master of Record for the empioyer's use.
Appendix A- new title, General L,ead Electrician in Charge
6. Duration - Two years
7. Wages - Prevailing Rate
F: �LABREL\CONIRACT�ELECTRICU 997-98�.STTACH97
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• ARTICLE TITLE PAGE
Preamble ....................................... iii
1 Purpose .........................................1
2 Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Employer Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
4 Union Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Scope of the Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
6 Probationary Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
7 Ptulosophy of Employment and Compensation . . . . . . . . . . . . . . . . 3
8 Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
9 Overtime ........................................5
10 Callback ........................................b
11 Work L,ocation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages and Fringe Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
13 Selection of I.eads, General L,ead and General L,ead in Charge ...... 9
14 Insurance . .. .. ..... .... .. .... ... .. .... .... ... . ... 9
• 15 Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
16 Disciplinary Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
17 Absences from Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
18 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
19 Jurisdiction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
20 Separation and Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
21 Tools ..........................................15
22 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
23 Right of Subconuact . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
24 Non-Discrimination ................................ 18
25 Severabiliry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
26 Waiver .........................................19
27 City Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
28 Materniry Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
29 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
30 LegalService .....................................22
31 Master of Record Requirement . . . . . . . . . . . . . . . . . . . . . . . . . 23
32 Duration and Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
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C�
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INDEX (Continued)
Appendix A
Appendix B
Appendix C
Append'vc D
Appendis E
Appendix F
.............................................. Ai
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1
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.............................................. Di
...............................................E1
...............................................F1
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This AGREEMENT is entered into between the City of Saint Paul, hereinafter refened to as
the EMPLOYER and the International Brotherhood of Electrical Workers, Local 110
hereinafter referred to as the LTNION.
The EMPLOYBR and the UNION concur that this AGItEEMENT has as its objective the
promotion of the responsibilities of the Ciry of Saint Paul for the benefit of the general public
through effective labor-management cooperation.
The EMPLOXER and the UNION both realize that ihis goal depends not only on the words in
• the AGREEMENT but rather primarily on attitudes between people at ali levels of
responsibiliry. Constructive attitudes of the EMPLOYER, the UNION, and the individual
employees wiil best serve the needs of the general pubiic.
/ iii
4 7-! 3�8
� ARTICLE 1 - PURPOSE
1.1 The EMPLOYER and the LTNION agree that We purpose for entering into this
AGREEMENT is to:
1.1(1) Achieve orderly and peaceful relations,thereby establishing a system of
uninterrupted operations and the highest level of employee performance that is
cansistent with the safety and well-being of all concemed;
1.1(2) Set forth rates of pay, hours of work, and other conditions of employment as
have been agreed upon by the EMPLOYER and the LINION;
1.1(3) Establish procedures to orderly and peacefully resoive disputes as to the
application or interpretation of this AGREEMENT without loss of productivity.
1.2 The EMPLOYER and the UNION agree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If any part of this
AGREEMENT is in conflict with such legislation, the latter shall prevail. The parties,
on written notice, agree to negotiate that part in conflict so that it conforms to the
statute as provided by Article 25 (SEVERABILITY).
� ARTICLE 2 - RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for collective
bargaining purposes for all personnel having an employment status of regular,
probationary, provisional, temporary, and emergency, employed in the classes of
positions defined in 2.2 as certified by the Bureau of Mediation Services in accordance
with Case No. 73-PR-477-A, dated April 16, 1973.
2.2 The classes of positions recognized as being exciusively represented by the UNION are
as listed in Appendix A.
ARTICLE 3 - EMPLOYER RIGHTS
3.1 The EMPLOYER retains ihe right to operate and manage ali personnel, facilities, and
equipment; to estab]ish functions and programs; to set and amend budgets; to determine
the uti]ization of technology; to esiablish and modify the organizational structure; to
select, direct, and determine the number of personnel; and to pexform any inherent
managerial function not specifically limited by this AGREEMENT.
3.2 Any "term or condition of employment" not estabiished by this AGREEMENT shall
remain with the EMPLOYER to eliminate, modify, or establish foliowing written
' notification to the UNION.
ARTICLE 4 - UIVION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a �
deduction in writing an amount necessary to cover monthly UNION dues. Such monies
de@ucced shall be remitted as directed by the UNION.
4.1(i) The EMPLOYER shall not deduct dues from the wages of empioyees covered
by this AGREEMENT for any other iabar arganization.
4.1(2) The UNION shail indemnify and save harmless ttie EMPLOYER from any and
all claims or charges made against the EMPLOYER as a resuit of the
implementation of this ARTICLE.
4.2 The UNION may designate one (1} employee from the bazgaining unit in each
deparunent to act as a Steward and shall inform t6e EMPLOYER in wriung of such
designation. Such employee shall have the rights and responsibilities as designated in
Anicle 22 (GRIEVANCE PROCEDURE).
4.3 Upon notification to a designated EMPLOYER supervisor, the Business Manager of the
UNION, or his/her designated representative shall be permitted to enter the facilities of
the EMPLOYER where empioyees covered by this AGREEMENT are wotking.
ARTICLE 5- SCOPE OF THE AGREEMENT
5.1 This AGREEMENT established the "terms and conditions of employment" defined by
M.S. 179A.09, Subd. 19 for all employees exclusively represented by the UNION.
This AGREEMENT shall supersede such "terms and conditions of employment"
established by Civil Service Rule, Council Ordinance, and Council Resolution.
ARTICLE 6 - PROBATIONARY PERIODS
6.1 AII personnel, originally hired or rehired foIlowing sepazation, in a regular empioyment
status shall serve a six (6} month probauonary period during which time the empIoyee's
fitness and ability to perform the class of positions' duties and responsibilities shall be
evaluated.
6.1(1) At any time during the probationary period an employee may be terminated at
the discretion of the EMPLOYER without appeal to the provisions of Article 22
(G12IEVANCE PROCEDURE).
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9 �-! 38�
� ARTICLE 6 - PROBATIONARY PERIODS (Continued)
6.1(2) An employee terminated during the probaaonary period shall receive a written
notice of the reason(s) for such termination, a copy of which shall be sent to the
L3NION.
b.2 All personnel promoted to a higher class of positions shall serve a six (6) month
promotional probationary period during which time the employee's fitness and ability to
perform the class of positions' duties and responsibilities shall be evaluated.
6.2(1) At any time during the promotional probationary period an employee may be
demoted to the employee's previousiy heid class of positions at the discretion of
the EMPLOYER without appeal to the provisions of Article 22 (GRIEVAI3CE
PROCEDURE).
6.2(2) An employee demoted during the promotional probationary period shall be
returned to the employee's previously heid class of positions and shall receive a
written notice of the reasons for demotions, a copy of which shall be sent to the
ITNION.
ARTICLE 7- PHILOSOPHY OF EMPLOYMENT AND
� COMPENSATION
7.1 The EMPLOYER and the UNION are in full agreement that the philosophy of
employment and compensation shail be a"cash" houriy wage and "industry" fringe
benefit system.
7.2 The EMPLOYER shall compensate employees for all hours worked at the basic hourly
wage rate and hourly fringe benefit rate as found in A.rticie i2 (WAGES AND FEtINGE
BENEFITS).
7.3 No other compensation or fringe benefit shatl be accumulated or earned by an employee
except as specifically provided for in this AGREEMENT; except those employees who
have individually optioned to be "grandfathered" as provided by Article 12.2.
/
ARTICLE 8- HOURS OF WORK
8.I The normal work day sha11 be eight (S} consecutive hours per day, excIuding a thirty �
(30} minute unpaid lunch period.
8.2 The normaI work week shall be five {5) consecutive normal work days in any seven (7)
day period.
8.3 Shifts other than the reguiaz daytime shift Monday through Friday may be established.
Such shiHs must be maintained for a period of at Ieast one (i) work week. The second
shift sha11 be a regularly scheduled shift which foIlows a regularly scheduled fust shift
of five (5} hours or greater. The third shift shall be a regularly scheduled shift which
folIows a regularly scheduted second shift of five (5} hours or greater.
8.4 For empioyees on a shift basis, this shail be construed to mean an average of forry (40)
hours a week.
S.5 This section shall not be construed as, and is not a guarantee of, any hours of work per
normaI work day or per normaI work week.
8.6 An employee normaliy working on a particular shift may be transfened from that shift
to another shift upon one weeks notice; provided, however, that in the event of a
vacancy, an empIoyee may be assigned to another shift to fiil such vacancy upon 24 �
hours notice.
8.7 AII empioyees shall be at the work location designated by their supervisor, ready for
work, at the established stazting time, and shail remain at an assigned work location
until the end of the established work day unless otherwise directed by their supervisor.
8.8 AII empIoyees are subject to call-back by the EMPLOYER as provided by Article 10
(CALL BACK).
8.9 Employees reporting for work at the established starting time, and for whom no work is
available, shaIl receive pay for two (2) hours at the basic hourly rate, uniess notification
has been given not to report for work prior to leaving home, or during the previous
work day.
8.10 The empIoyer shall be required to give no less than six and one-half (6.5) hours notice,
when an employee is to be laid off.
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97-�3 �8
� ARTICLE 9 - OVERTIME
9.1 All overtune compensated for by the EMPLOYER must receive prior authorization
from a designated EMPLOYER supervisor. No overtime work claim will be honored
for payment or credit unless approved in advance. An overtime claim will not be
honored, even though shown on the time cazd, unless the required advance approval has
been obtained.
9.2 The overtime rate of one and one-half (1.5) the basic hourly rate shall be paid for work
performed under the following circumstances:
9.2(1) Time worked in excess of eight (8) hours in any one normal work day; and
9.2(2) Tune worked on a sixth (6th) day following a normal work week
9.2(3) Time actually spent doing certain work on smokestacks, structural radio or
television towers and bridges over water requiring employees with special
talents in climbing or working at unusual heights away from solid, guarded
platforms, scaffolds or permanent, enclosed ladders.
9.3 The overtime rate of two (2) times the basic hourly rate shall be paid for work
� performed under the following circumstances:
9.3(1) Time worked on a seventh (7th) day following a normal work week; and
9.3(2) Time worked in excess of twelve (12) consecutive hours in a twenry-four (24)
hour period, provided, that all "emergency"' work required by "Acts of God"
shall be compensated at the rate of one and one-half (1.5}.
9.4 For the purposes of calculating overtime compensation, overtune hours worked shall
not be "pyramided," compounded, or paid twice for the same hours worked.
9.5 Overtime hours worked as provided by this ARTICLE shall be paid in cash or in
compensatory time. The basis on which overtime shall be paid shall be determined
solely by the EMPLOYER. Compensatory time off must be approved by the
EMPIAYER.
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ARTICLE 10 - CALL BACK
10.1 The EMPLOYER retains the right to call back employees before an emplopee has
started a normal work day or normal work week and after an employee has complete@ a
normal work day or normai work week.
10.2 Empiopees called back shaIl receive a minimum of four (4) hours pay at the basic
hourly rate.
10.3 The hours worked based on a ca1I-back sha11 be compensated in accordance with ArticIe
9(OVERTIME), when applicable, and subject to minimum established by 10.2 above.
10.4 Employees called back four (4) hours or less prior to their normal work day shall
complete the normal work day and be compensated only for the overtime hovrs worked
in accordance with Article 9(OVERTIME).
ARTICLE 11 - WORK LOCATION
�
11.1 Employees shall report to work location as assigned by a designated EMPLOYER
supervisor. During the normal work day empioyees may be assigned to other work
locations at the discretion of the EMPLOYER. �
11.2 Empioyees assigned to work locations during the normal work day, other than their
original assignment, and who aze required to furnish their own transportation shall be
compensated for mileage.
ARTICLE 12 - WAGES AND FRINGE BENEFTTS
12.I The basic hourly wage rates as estabiished by Appendix C shall be paid for aIl hours
worked by an employee.
22.2 Employees who aze covered by the fringe benefits listed below shali continue to be
covered by such benefits. They shall be subject to all other provisions of the
AGREEMENT, but shall not have houriy fringe benefit contributions and/or deductions
made on their behalf as provided for by Article 12.7 (FRINGE BENEFITS).
12.2(1) Insurance benefits as established by the City of Saint Paul. The hourly rate
of Ciry Benefitted employees shall be reduced by the actuat hourly cost of
active healrh insurance and a prefunded flat rate of $1.75 per hour for
retiree health insurance. The wages in Appendix C reflect these deductions.
�
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97-13��
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ARTICLE 12 - WAGES AND FRINGE BENEFTTS (Continued)
12.2(2) Sick Leave as established by Resolution No. 3250, Section 20. Effective
May 1, 1997, the remaining City Benefitted electricians shall be charged
with the actual average number of sick leave hours used, or 48 hours,
whichever is less, in the wage calculation. The wages in Appendix C
reflectthis charge.
12.2(3) In each calendar year, each full-time employee who is eligible for vacation
shall be granted vacation according to the following schedule:
Years of Service
Less than 5 years
After 5 years thru 15 years
After 15 years and thereafter
Vacation Granted
15 days
20 days
25 days
These hours shall be included in the wage calculation to determine the rates
for City Benefitted elecuicians.
�
Employees who work less than full-time shall be granted vacation on a pro
rata basis. The above provisions of vacation shall be subject to the Saint
Paul Salary Plan and Rates of Compensation, Section I, Snbdivision H.
12.2(4) Ten (10) legal holidays as established by the Saint Paul Salary Plan and
Rates of Compensatian, Section 1, Subdivision I. These hours shall be
charged in the wage calculation to deternune the rates for City Benefitted
electricians.
12.2(5) Severance benefits as estabfished by Ordanance No. 11490 with a maximum
payment of $4,000 or as established by Article 29 of this Agreement.
LJ
12.3 Regular employees covered by the Fringe Beneffts in 12.2 shall have the right to
transfer from this coverage. Employees requesting such iransfer shall be considered
participating employees and will no longer be covered by the fringe benefits in 12.2 but
shall be covered by 12.4.
12.4 Regular employees not covered by the fringe benefits listed in Article 12.2 shall be
considered, for the purpose of this AGREEMENT, participating employees and shall be
compensated in accordance with Article 12.1 (WAGES) and have fringe bene�t
conuibutions and/or deducrions made on their behalf as provided for by Article i2.7.
Participating employees shall use al1 vacation that they have earned and are eligible for
as oudined in tt�e Saint Paul Electrical Workers Regular Vacation and Holiday &
Reserve Trust Plan Documents.
7
ARTICLE 12 - WAGES AND FRINGE BENEFITS (Continued) .
12.5 Provisional, temporary, and emergency employees shall be considered, for the purposes
of this AGREEMENT, participating employees and shall he compensated in accordance
with Article 12.1 (WAGFS} and have fringe benefit contributions and/or deductions
made in their behaif as provided for by Article 12.7.
12.6 All regvlar employees employed in a title in this bazgaining unit after February 15,
1974, shall be considered, for the purpose of this AGREEMENT, participating
employees and shall be compensated in accordance with Article I2.I (WAGES) and
have fringe benefit contributions and/or deductions made on ffieir behalf as provided for
by Article 12.7. Employees who gromote, transfer or reduce to any title in this
bargaining unit from any tifle which is not in this bazgaining unit shait not be alIowed
to use any accumulated sick leave credits while tfiey aze in such titIe.
If the employee promotes, transfers or reduces to any tifle which is not in this
bargaining unit and if sick leave is allowed under the new tifle, the accumulated sick
leave the employee had at the time such employee became a member of this bargaining
unit shall be reinstated.
12.7 The EMPLOYER sha11 make contributions on behalf of and/or make deducdons from
the wages of employees covered by fhis AGREEMENT itn accordance with Appendix D �
for a11 hours worked.
12.8 For employees who have elected to become, as of January 26, 1991, participating
employees as defined in Artic2e 12.6 of this Agreement, the Employer wili make the
Aealth and Welfaze contributaon in accordance with item (1) of Appendix "A" of this
Agreement. Such contribution shall be made for hours worked as of December 29,
1990. No other contributions listed in Appendix "D" shall be made for such employees
for any hours worked prior to January 26, 1991. 3uch empioyees shal2 not be eligibie
for City Healffi and Life insurance after Febr�ary 28, 1991.
12.9 Accumuiated sick leave credit balances as of Ianuary 25, 1991, for employees covered
by Article 12.8 above shall be frozen as of January 25, 1991. Such frozen sick leave
balances may only be used for severance pay purposes. Severance pay shall be granted
only in accordance with Article 29 of this Agreement.
12.10 Employees covered by Article 12.8 above shall discornin¢e earning sick leave and
vacation and shaII not be eligibie for City paid holidays as of 7anuary 26, 2991. Such
employees shall be paid the base rate of pay as shown in item 2 of Append'uc "C" of tIus
Agreement effective January 26, 1991.
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ARTICLE 13 - SELECTION OF LEADS, GENERAL LEADS AND
GENERAL LEAD IN CHARGE
13.1 The selection of personnel for the class of positions Lead Electrician, General Lead
Elecuician and General Lead Electric3an In Charge shall remain solely with the
Bmployer.
13.2 The class of positions, I.ead Electrician, Genera] Lead Electrician and General Lead
Elecuician In Charge, shall be filled by employees of the bargaining unit on a
"temporary assignment."
n
13.3 All "temporary assignments" shall be made only at the direction of a designated
EMPLOYER supervisor.
Temporar�� Assignments
13.4 If the Generai Lead Electrician has scheduled time off of four (4) days or more, a
temporary will be assSgned on the first day ofthe scheduled time off unless ihe General
Lead Electrician is absent due to local seminazs or other city business and is available by
phone. No temporary assignmeni is necessary if the Genera] Lead Electrician is absent
for three (3) days or less due to illness or scheduled time off.
13.5 The Lead Electrician wil] be replaced on the first (lst) day of an absance by a temporary
Lead Electrician.
ARTICLE 14 - INSURANCE
Active Empioyees
14.1 This Article shall apply to employees who are eligible for the fringe benefits listed in
Article 12.2 (City benefits).
The insurance plans, premiums for coverages, and benefits contained in the insurance
plans offered by the Employer shall be solely controlled by the contracts negotiated by
the Employer and the benefit providers. However, the employees selecting the offered
plans agree to accept any changes in benefits which a specific provider implements.
For employees who select single coverage, the Employer will conuibute 100% of the
cost of the single premium. For employees who select dependent coverage, the
Employer will contribute 50% of the cost of the dependent premium.
The Employer will provide $5,000 of term life insurance for each employee.
, 9
ARTICLE 14 - INSURANCE (Continued)
Retiree Health Benefits
14.2 Employees who retire must meet the foilowing conditions in order to be eligibie for the
Employer contribution for retiree health benefts:
14.2(i} Be receiving benefits from a public employee rerirement act covering
employees of the Ciry of Saint Paul at the time of retiremenc, and
14.2(2) Have severed hisiher reladonship with the Ciry of Saint Paul under one
of the retiree plans, and
14.2(3) Have severed his/her relationship with the Ciry of Saint Paul for reasons
other than an invoiuntary termination for misconduct.
�
Early Refirees (under age 6S�
14.3 For those employees who retire before age 65 and are etigibie for early retiree benefits
under the terms set forth in Article 14.2 above and untit such retirees reach s'ucry-five
(65} years of age, the Employer shali continue to make the same concribution for early
retiree benefits as those for active employees. For early retirees selecting single
coverage, the Empioyer wiIl conuibute 100% of the premium cost for single coverage.
For earl}� retirees selecting dependent coverage, the Employer wili contribute 50% of
the premium cost for dependent coverage.
s
The Employer wili also continue life insurance beneffts for eligible earty retirees in the
same amount as provided to them as active employees. Life insurance benefits
terminated at age 65.
When such early retiree attains age 65,the provisions of Article 14.4 shali apply.
Regular Retirees (age 65 and older)
14.4 Empioyees who retire at or after the age of sixry-five (65) must meet the conditions set
forth in Article 14.2.
i4.4 (i} For such employees who retire after December 31, 1995, the Employer
agrees to contribute a mazcimum of $550.00 per monch toward the
premium for singie or dependent health utsurance coverage offered to
regular retirees and their dependents. Any unused portion of the
Empioyer's conuiburion shall not be paid to the retiree.
This Article shall also apply to early retirees upon reaching age 65, who retired
after December 31, 1995 under the provisions of Ar[icle 14.2.
io �
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• ARTICLE 14 - INSURANCE (Continued)
Survivor Bene�its
14.5 In the event of the death of an early retiree or a regulaz retiree, the dependent of the
retiree shali have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
It is further understood that coverage shall cease in the event of:
14.5(1) Subsequent remaniage of the surviving spouse of the deceased employee
or retiree.
1A.5(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a gzoup program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain City health insurance for the first ninety
(90) days of said employment.
•
14.6 The contributions indicated in Articie 14 shall be paid to the Employer's third party
administrator or designated represeniative.
, 11
ARTICLE 15 - HOLIDAYS
15.1 The folIowing ten (IO) days shall be designated as holidays: �
New Year's Day, January 1
Martin Luther King Day, third Monday in January
Presidents` Day, third Monday in February
Memorial Day, last Monday in May
Independence Day,July 4
Labor Day, fusi Monday in September
Veterans' Day, November 11
Thanksgiving Day, fourth Thursday in November
Day aRer Thanksgiving, fourth Friday in 1Vovember
Christmas Day, December 25
I5.2 When New Year's Day, Independence Day or Christmas Day fatls on a Sunday, the
fol]owing Monday shall be considered the designated holiday. When any of ffiese three
(3) hoiidays falls on a Saturday, the preceding Friday shall be considered the designated
holiday. For those employees assigned to a work week other than Monday through
Friday, these three holidays shall be observed on the calendar date of the holiday.
15.3 The ten (10) holidays shall be considered non-work days. �
I5.4 If, in the judgment of the EMPLOYER, personneI are necessary for operating or
emergency reasons, employees may be scheduled or "caIled back" in accordance with
Article 10 (CALL BACK).
I5.5 Participating employees, as defined in Articles I23, 12.4, 12.5 and 12.6, assigned to
work on Martin Luther King Day, President's Day, Day after Thanksgiving, or
Veteran's Day, shall be compensated on a straight time basis for such hours worked.
15.6 Participating employees, as defined in ArticIes 12.3, 12.4, 12.5 and i2.6, assigned to
work on New Year`s Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day, shall be compensated at the rate of two (2) times
the basic hourly rate for aII hours worked.
15.7 If an employee other than a Participating Employee is required to work on a designated
holiday, he/she shall be compensated at a rate of two (2) times the basic hourly rate for
such hours worked.
15.8 Columbus Day and the day before Christmas Day shall be considered work days. AlI
employees working on these days shall be compensated on a straight time basis.
12 �
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ARTICLE 16 - DISCIP'LINARY PROCEDURES
• 16.1 The EMPLOYER shall have the right to impose disciplinary actions on employees for
just cause.
16.2 Disciplinary actions by the EMPLOYER shaIl include only the following actions:
16.2(i) Oral reprimand
16.2(2) Written reprimand
16.2(3) Suspension
16.2(4) Demotion
16.2(5) Discharge
16.3 Employees who are suspended, demoted or discharged shall have the right to request
that such actions be reviewed by the Civil Service Commission or a designated Board of
Review. The Civil Service Commission, or a designated Board of Review, shall be the
sole and exclusive means of reviewing a suspension, demotion, or discharge.
No agpeal of a suspension, demotion, or discharge sha11 be considered a"grievance"
for the purpose of processing through the provisions of Article 22 (GRIEVANCE
PROCEAURE).
� ARTICLE 17 - ABSENCES FROM WORK
17.1 Employees who are unabie to report for their normai work day have the responsibility
to notify their supervisor of such absence as soon as possible, but in no event later than
the beginning of such wark day.
17.2 Failure to make such notification may be grounds for discipline as provided in Article
16 (DISCIPLINARY PROCEDURES).
173 Failure to report for work without notification for thtee (3) consecutive normal work
days may be considered a"quit" by the EMPLOYER on the part of the employee.
ARTICLE 18 - SENIORITY
18.1 Seniarity, for the purgoses of this AGREEMENT, shall be defined as follows:
18.1(i) "Master Seniority" - the length of continuous regular and probationary
service with the EMPLOYER from the last date of employment in any
and a21 ciass titles covered by this AGREEMENT.
, 13
ARTICLE 18 - SEI�IORTTY (Continued) �
18.1(2) "Class Seniority" - the Iengtti of continuous regular and probationary
service with the EMPLOYER from the date an employee was first
appointed to a ctass titIe covered by this AGRE$MENT.
18.2 Seniority shall not accumulate during an unpaid leave of absence, except when such a
leave is granted for a period of less than thirty (30) calendar days; is granted because of
iliness or injury; is granted to allow an employee to accept an appointment to the
unclassified service of the EMPLOYER or to an elected or appointed full time position
with the iTNION.
18.3 Seniority sha21 terminate when an emp}oyee retires, resigns, or is discharged.
18.4 In the event it is determined by the EMPLOYER that it is necessary to reduce the work
force employees wi12 be laid off by class ritie wittun each Department based on inverse
length of "Ciass Seniority." Recall from layoff shalI be inverse order of layoff, except
that recail rights shall expire after two years of Iayoff.
I8.5 The selection of vacauon periods shaIl be made by cIass title based on Iength of °Class
Seniority," subject to t6e approval of the EMPLOYER.
ARTICLE 19 - JURISDICTION
19.1 Disputes concerning work jurisdiction between and among unions is recogni2ed as an
appropriaTe subject for determination by ihe various unions representing employees of
the EMPLOYER.
19.2 The EMPLOYER agrees to be guided in the assignment of work jurisdiction by any
mutual agreements between the unions involve@.
19.3 In the event of a dispute conceming the performance or assignment of work, the unions
involved and the EMPLQYER sha21 meet as soon as mutuaIly possible to resolve the
dispute. Nothing in the foregoing shalt restrict the right of the EMPLQYER to
accompiish the work as originatty assigned pending resolution of the dispute or to
restrict the EMPLOYER's basic right to assign work.
19.4 Any employee refusing to perform work assigned by the EMPLOYER and as clarified
by Sections I9.2 and 19.3 above shall be subject to discipIinary action as provided in
Articie 16 (DISCIPLINARY PROCEDURES).
19.5 There shall be no work stoppage, slow down, or any disruption of work resulting from
a work assignment.
I4
�
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� ARTICLE 20 - SEPARATION AND RETIREMENT
20.1 Employees having a probationary or regular employment status shall be considered
separated from employment based on the following actions:
20.1(i) Resignation. Employees resigning from employment shall give
written notice fourteen (14) calendar days prior to the effective
date of the resignation.
20.1(2) Retirement. All employees shall retire from employment with ihe
EMPLOYER no later than the last calendar day of the month in
which an employee becomes sevenry years old.
20.1(3) Discharge. As provided in Article 16.
20.1(4) Failure to Report for Duty. As provided for in Article 17.
20.2 Employees having an emergency, temporary, or provisiona3 employment status may be
terminated at the discretion of the EMPLOYER before the completion of a normal
work day.
• ARTICLE 21 - TOOLS
21.1 All employees shall personally provide themselves with the tools of the trade as 1isYed
in Appendix E,
ARTICLE 22 - GRIEVANCE PROCEDURE
22.1 The EMPLOYBR shall recognize Stewards selected in accordance with UNION rules
and regulations as the grievance representative of the bargaining unit. The CTNION
shall notify the EMPLOYER in writing of the names of the Stewards and of their
successors when so named.
22.2 It is recognized and accepted by the EMPLOYER and the i3NION that the processing
of grievances as hereinafter grovided 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 responsibiliries. The Steward involved and a
grieving empioyee shall suffer no loss in pay when a grievance is processed during
working hours, provided the Steward and ibe empioyee have notified and received the
approval of their supervisor to be absent to process a grievance and that such ahsence
wou]d not be detrimental to the work programs of the EMPLOYBR.
/
15
ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
22.3 The procedure established by ihis ARTICLE sha11 be the sole and exclusive procedure, •
except for the appeal of disciplinary action as provided by Article 16.3, for the
processing of grievances, which are defined as an alieged violation of the terms and
conditions of this AGREEMENT.
22.4 Grievances sfiall6e resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violauon of this AGREEMENT, the
emp2oyee involved shall attempt to resolve Lhe matter on an informal basis
with the employee's supervisor. If the matter is not resotved to the
empioyee's satisfaction by the informal discussion it may be reduced to
writing and referred to Step 2 by the UDIION. The written grievance shall
set forth the nature of ihe grievance, tiie facts on which it is based, the
aileged sections(s} of the AGREEMENT violated, and the relief requested.
Any alleged violation of the AGREEMENT not reduced to writing by the
UNION within seven (7) caiendar days of the first occunence of the event
giving rise io the grievance or within the use of reasonable diligence should
have had knowledge of the first occunence of the event giving rise to the
grievance, shall be considered waived.
Step 2. Within seven (7} calendar days after receiving the written grievance a •
designated EMPLOYER supervisor shail meet with the iJNION Steward and
attempt to resoIve the grievance. If, as a resuit of this meeting, the
grievance remains unresolved, the EMPLOYER shal] reply in writing to the
UNION within three (3) calendar days following this meeting. The UNION
may refer the grievance in wtiting to Siep 3 within seven (7) calendar days
following receipt of ihe EMPLOYER's written answer. Any grievance not
referred in writing by the UNION within seven (7) calendar days following
receipt of the EMFLOYER's answer shall be considered waived.
Step 3. Within seven (7} calendar days following receipt of a grievance referred
from Step 2 a designated EMPLOYER supervisor shaii meet with the
UIVION Business Manager or his designated representative and attempt to
resolve the gtievance. Within seven (7) calendar days following this
meeting the EMPLOYER shall reply in writing to the tJNION stating the
EMPLOYER'S answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the U2�1ION may refer
tiie grievance to Step 4. Any grievance not refened to in writing by the
LTNION to Step 4 within seven (7} calendar days following receipt of the
EMYLOYER'S answer shall be considered waived.
16 -
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� ARTICLE 22 - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the Union may within seven (7)
calendar days aftet the response of the EMPLOYER in Step 3, by written
notice to ihe EMPLOYER, request arbitration of the grievance. The
azbitration proceedings shall be conducted by an arbitrator to be selected by
mutual agreement of the EMPLOYER and the LTNION within seven (7}
calendar days after notice has been given. If the parties fail to mutualiy
agree upon an arbitrator within the said seven (7) day period, either party
may request the Public Employment Relations Board to submit a panel of
five (5) arbitrators. Both the EMPLOYER and the UNION shall have the
right to strike two (2) names from the panel. The I3nion shail strike the first
(lst) name; the EMPLOYER shall then sttike one (1) name. The process
will be repeated and the remaining person shall be the arbitrator.
22.5 The arbitrator shall 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 UTVION 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
modifying or varying in any way the application of laws, rules, or regulations having
the force and effect of law. The arbitrator's decision shall be submitted in writing
• within thirty (30) days following close of the hearing 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 the facts of the grievance presented. The decision of the
arbitrator shall be finai and binding on the EMPLOYER, the UNION, and the
employees.
22.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the EMPLOYER and the LTNION, provided that each party shall be
responsable for compensating its own representative and witnesses. If either party
cancels an arbitration hearing or asks for a last minute postponement that ]eads to the
arbitrators making a charge, the canceling party or the party asking for the
postponement shall pay this charge. If either party desires a verbatim record of the
proceedings, it may cause such a record to be made, providing it gays for the record.
22.7 The time limits in each step of this procedure may be extended by mutual agreement of
the EMPLOYER and the UNION.
r
17
ARTICLE 23 - RIGIiT OF SUBCONTRACT
23.1 The EMPLOYER may, at any time during the duration of this AGREEMENT, contract �
out work done by the employees covered by this AGREEMENT. In the event that such
conuacting would result in a reduction of the work force covered by this
AGREEMENT, the EMPLOYER shall give the UNION a ninety (90) calendar day
notice of the intention to sub-contract.
23.2 The sub-contracting of work done by the employees covered by this AGREEMENT
shall in all cases be made oniy to employers who qualify in accordance with Ordinance
No. 14013.
ARTICLE 24 - NON-DISCRIMINATION
24.1 The terms and conditions of this AGREEMENT will be applied to empioyees equally
without regard to, or discrimination for or against, any individual because of race,
coior, creed, sex, age, disability or because of inembership or non-membership in the
UNION.
24.2 Employees will perform their duties and responsibilities in a non-discriminatory manner
as such duties and responsibilities involve other employees and the general public.
•
ARTICLE 25 - SEVERABILITY
25.1 In the event that any provision(s) of this AGREEMENT is declared to be conirary to
law by proper legislative, administrative, or judicial auihority from whose finding,
determination, or decree no appeal is taken, such provision(s) shall be voided. All
other provisions shalI continue in full force and effect.
25.2 The panies agree to, upon written nodce, enter into negotiations to place the voided
provisions of the AGREEMENT in campliance with the legislative, administrative, or
judicial determination.
�
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97-13�'8
� ARTICLE 26 - WAIVER
26.1 The EMPLOYER and the LtNION acknowledge that during the meeting and negotiating
which zesulted in this AGREEMENT, each had the right and opportuniry to make
groposals with respect to any subject conceming the terms and conditions of
empioyment. The agreements and understandings reached by the parties after the
exercise of tius right are fully and completely set forth in this AGREEMENT.
26,2 Therefore, the EMPLOYER and the IT2vI0N for the duration of this AGREEMENT
agree that the other parry shall not be obligated to meet and negotiate over any term or
conditions of employment whether specifically covered or not specifically covered by
this AGREEMENT. The UNION and EMPLOYER may, however, mutually agree to
modify any provision of this AGREEMENT.
26.3 Any and all prior ordinances, agreements, resolutions, practices, policies, and rules or
regulations regarding the terms and conditions of employment, to the extent they are
inconsistent with this AGREEMENT, are hereby superseded.
ARTICLE 2? - CITY NIILEAGE
• 27.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City officers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
27.2 Method of Computation: To be eligibie for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
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 empioyee's vehicle is actually used in performing
the duties of the employee's position. In addition, the employee shall be
reimbursed $.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the deparhnent head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shall not be eligible for
any per diem.
,
14
ARTICLE 27 - CITY MILEAGE (Continued)
Type 2. If an employee is required to use his/her own automobile REGULARLY
during employment, the employee shall be reixnbursed at the rate of $4.00
per day for each day af work. In addition, the employee shall be reimbursed
$.20 per mile for each mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehic2e is availabie for the emptoyee's use but the emplayee
desires to use his/her own automobile, then the empioyee shall be
reimbursed at the rate of $.20 per mile driven and shatl not be eligibte for
any per diem.
This Anicle 27.2 shall become effective on the first day of the fust month following the
date of the signing of this Agreement.
27.3 The Ciry will provide parking at the Civic Center Parking Ramp for City empioyees on
either of the above mentioned types of reimbursement plans who aze required to have
their persona] car available for City business. Such parking wilI be provided only for
the days the employee is required to have his/her own personal caz avaiIable.
�
27.4 Rules and Regulations: 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 daity reports indicating mites driven and shail file
monthly a�davits stating the number of days worked and the number of iniles driven,
and further require that they maintain automobile liabitiry insurance in amounts of not
less than $100,000/$300,000 for personal injury, and $25,000 for properry damage, or
liabitity insurance in amounu not less than $300,000 single limit coverage, with the
City of Saint Pau1 named as an additional insuted. These rules and regulations,
together with the aznendmem thereto, shall be maintained on file with the city clerk.
ARTICLE 28 - MATEItNITY LEAVE
28.1 Maternity Leave. Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date of childbirth, as
determined by a physician, and ending six (6) months after the date of such birth. Tn
the event of an employee's pregnancy, the employee may apply for leave without pay at
any tune during the period stated above and the employer may approve such Ieave at its
option, and such ]eave may be no longer tfian one {1) year.
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� ARTICLE 29 - SEVERANCE PAY
29.1 The empioyer shall provide a severance pay program as set forth in this Article.
29.2 To be eligible for the severance pay program, an employee must meet the following
requirements:
29.2(1) The employee must be 58 years of age or older or must be eligible for
pension under the "rule of 90" provisions of the Public Employees
Retiremenz Association (PERA) or under the provisions of another public
pension plan to which the City of St. Paut contributes. The "rule of 90"
criteria shall also apgly to employees covered by a public pension plan other
than PERA.
29.2(2) The employee must be voluntarily separated from City employment or have
been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency, or any other disciplinary reason are not eligible for the City
severance pay program.
29.2(3) 1`he employee must have at least ten (10) years of consecutive service under
• the classified or unclassified Civil 3ervice at the time of separation. Por the
purpose of this Article, employment in either the City or in the Independent
3chool District No. 625 may be used in meeiing this ten (10) year service
requirement.
29.2(4) The employee must file a waiver of reemployment with the Personnei
Director, which will clearly indicate that by requesting severance pay, the
employee waives all claims to reinstatement or reemployment (of any type),
with the City or with Independent School District No. 625.
29.2(5) The employee must have accumulated a minunum of sixty (60) days of sick
leave credits at the time of his/her separation from service.
29.3 If an employee requests severance pay and if the employee meets the eligibilaty
requirements set forth above, he/she will be granted severance pay in an amount equal
to one-haTf of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum of 200 accrued sick
leave days.
29.4 The maxunum amount of money that any employee may obtain through the severance
pay program is $10,000.
,
21
ARTICLE 29 - SEVERANCE PAY (Continued)
24.5 For the purpose of this severance program, a death of an emp2oyee sha11 be considered �
as separation of employment, and if the employee would have met a11 of the
requiremenis sei forth above, at the tirne of his or her death, payment of the severance
pay will be made to the employee's estate or spouse.
29.6 For ihe purpose of this severance program, a transfer from the City of Saint Paul
employmeat to Independent Schoal I?istrict No. 625 emp2oyment is not considered a
segaration of emplayment, and such transferee shall not be eligible for the Ciry
severance program.
29.7 The manner of payment of such severance pay shall be made in accordance with the
provisions of Ciry Ordinance No. I1490.
29.8 This severance pay program shall be subject to and governed by the provisions of City
Ordinance No. 11490, except in those cases where the specific provisions of this articIe
conflict with said ordinance and in such cases, the provisions of this article shali
controi.
29.9 The provisions of this article shall be effective as of May 1, 1987.
29.10 Any employee hired prior to February 15, 1974 may, in any event, and upon meeting •
the quaiifications of tivs articIe or City Ordinance No. 11490, as amended by Ciry
Ordinance No. I6303, section 1, secuon 6, draw severance pay. However, an eIection
by the employee to draw severance pay under either this article or the ordinance shall
constitute a bar to receiving severance pay from the other.
ARTICLE 30 - LEGAL SERVICES
3Q.1 Except in cases of malfeasance in o�ce or willful or wanton neglect of duty, empioyer
sha11 defend save harmless and indemnify employee against tort claim or demand
whether groundless or orherwise arising oat of alleged acts or omission occuning in the
performance or scope of the employee's duries.
30.2 Notwithstanding Article 30.2, the Employer shall not be responsible for paying any
legal service fee or for providing any legai service arising from any iegal action where
the empioyee is the Piaintiff.
22 -
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• ARTICLE 31 - MASTER OF RECORD REQUIREMENT
31.1 The Employer agrees to pay or reimburse employees the cost of the fee for the Minnesota
Master Electrician's License for those employees that are recorded at the State af
Minnesota as Master of Record for the employer's use.
ARTICLE 32 - DURATION AND PLEDGE
32.1 This agreement shall become effective as of May 1, 1997 and shall remain in effect
through the 30th day of April, 1999, and continue in effect from year to year therea8er
unless notice to change or to terminate is given in the manner provided in Article 32.2
of this Agreement.
32.2 If either party desires to terminate or modify this AGREEMENT, effective as of the
date of expiration, the party wishing to modify or terminate the AGREEMENT shail
give written notice to the other party, not more than ninety (90) or less than sixty (60)
calendar days prior to the exp'�ration date, provided that the AGREEMENT may only
be so terminated or modified effective as of the expiration date.
� 32,3 In consideration of the terms and conditions of employment established by this
AGREEMENT and the recognition that the GRIEVANCE PROCEDi3RE herein
established is the means by which grievances conceming its application or interpretation
may be peacefuily resolved, the parties hereby pledge that during the term of the
AGREEMENT:
32.3(i) The UNION and the employees will not engage in, instigate, or condone any
concerted action in whi�h empioyees fail to report for duty, wiilfully absent
themselves from work, stop work, slow down their work, or absent
themselves in whole or part from the full, faithful performance of their duties
of empioyment.
32.3(2) The BMPLOYER will not engage in, instigate, or condone any lock-out of
employees.
/
23
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�
ARTICLE 32 - DURATION AND PLEDGE (Continued)
32.3(3) Tfiis constitutes a tentative agreement between the parties which will be
recommended by the Director of Labor Relations, but is subject to ttie
approval of the Adminisuation of the City and is also subject to ratification by
the UNFON.
•
,
AGREED and attested to as [he full and compiete understanding of the parties for the period of
time herein specified by the signature of the foliowing representative from the EMPLOYER
and the UI�TION.
WITNESSES:
CITY OF SAINT PAUL
Mary . Kearney S
Director of Labor Relations
j1-3-- 2
Date
• - ��i�
.. ,
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 110
3ames R. Wagner
Business Manager
Frank Gumey
President, I,ocal 110
�a�� _�
Richard J. y lli
Business Representative
ia � a3-��
Date
24
e1?-J3�'8
APPENDIX A
� The classes of positions recognized as being exclusively represented by the ITNION are as
follows:
General Lead Electrician In-Charge
General L.ead Ele�trician
Lead Electrician
Elecuician
Lighting Maintenance Worker
Apprentice Electrician
Senior ElectricalInspector
ElectricalInspector
and other classes of gositions that may be established by the EMPLOYER where the scope of
the work duties and responsibilities assigned comes within the jurisdiction of the UNION.
�
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APPENDIX B
� For all normai work weeks estabiished pursuant to the provisions of Article 8 of this contract,
which includes Sunday, the following provisions shall apply and govem:
All regulaz electricians employed prior to January i, 1976 shall be offered
assignment to the work week on a senioriry basis, and all such employees shall
have the right to refuse assignment to the workweek. This refusal is subject to
the provisions listed below.
2. All regulaz electricians employed subsequent to 7anuary 1, 1976 may be
assigned to vacancies in this work week.
All regular elecuicians shail have the right to bid on and obtain assignment of
a posiuon occupied by an electrician with lesser class senioriry within 30
calendar days from the date that said position was last filled.
4. Any regular electrician may be assigned, on a temporary basis, to the
workweek, to replace an electrician who is absent because of vacation, illness,
paid military leave, jury duty or any other ]eave acceptable to both parties.
These temporary assignments shal] be made on the basis of seniority and in no
instance shall any one employee be required to work on such temporary basis
� for more than 15 work days or the total temporary assignment to exceed 90
work days.
,
�
47-! 3 88
�
•
�
APPENDIX C
1. The basic hourly wage rates for temporary employees appointed to the following classes of
positions shall be the following:
Elecuician
Lead Electrician
Electrical Inspector
General I.ead Electrician
Senior Electrical Inspector
General Lead Elecuician In-Chazge
Apprentice Electrician
lst 950 hours . . . . . . . . . . .
2nd 950 hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . , . .
Sth 950 hours . . . . . . . . . . .
6th 95d hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective
!OS 24197
$25.69*
$27.89*
$27.89*
$28.99*
$28.94*
$30.09*
48% of Electrician Rate
48 % of Electrician Rate
55 % of Electrician Rate
60% of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Biectrician Rate
85% of Electrician Rate
* This rate inciudes a 10% Vacation Contribution.
Note: There is an additionai taxable fringe contribution listed in Appendix D.
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APPENDIX C (Continued)
2. The basic hourly wage rates for provisional, probationary and regular employees appointed
to the following classes of positions and who are covered by the provisions of 12.7 of this
Agreement (Union benefits) shail be the following:
Blectrician
Lead Elecuician
ElectricalInspector
General Lead Electrician
Senior ElectricalInspector
General I,ead Electrician In-Charge
Apprentice Electrician
lst 450 hours . . . . . . . . . . .
2nd 95Q hours . . . . . . . . . . .
3rd 950 hours . . . . . . . . . . .
4th 950 hours . . . . . . . . . . .
Sth 950 hours . . . . . . . . . . .
6th 950 hours . . . . . . . . . . .
7th 950 hours . . . . . . . . . . .
8th 950 hours . . . . . . . . . . .
Effective Effective
04/26/97 OUO I (or closest payroli
period)
$24.58�` $24.42*
$26.69* $26.51*
$26.69�` $26.51*
$27.74* $27.56*
$27.74* $27.56*
$28.79* $28.60*
48 % of Electrician Rate
48% of Electrician Rate
55% of Biectrician Rate
60 % of Electrician Rate
70% of Electrician Rate
75% of Electrician Rate
80% of Electrician Rate
85 % of Electrician Rate
* This rate inciudes a 10% Vacation Contribution
Note: There is an additional taxable fringe contribution listed in Appendix D.
3. The basic hourly wage rates for regular employees appointed to the foliowing classes of
positions and who are covered by the provisions of Article 12.2 of this Agreement �Ciry
benefits) shall be the following:
Electrician
Lead Electrician
ElecuicalInspector
Generai I.ead Elecuician
Senior ElectricalInspector
General I,ead Electrician In-Chazge
Effective Effective
04/26/47 10 f01/48 {or closest
payroll period}
$24.15 $24.11
$25.97 $25.92
$25.97 $25.92
$26.88 $26.82
$26.88 $26.82
$27.79 $27.73
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APPENDIX C (Continued)
• Apprentice Electrician
(Hired prior to March 16, 19"74 - 85 % of Electrician Rate)
4. The basic hourly rate for those holding the tifle Tra�c Lighting Maintenance Worker,
who receive no benefits, shall be:
Effective
5-27- 5
$ 7.54
The State of Minnesota has changed the Public Employees Retirement Association (PERA)
contribution rates for empioyers and employees. The rates listed effective Ianuary 1, 1998
reflect this change.
Effective Apri125, 1998, there will be an additional $1.37 per hour increase added to the total
package. The parties will agree prior to that date regarding the distribution of the $1.37
between wages and fringes.
Employees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., provided that at least five hours of the shift are worked between the hours
� of b p.m. and 6 a.m., shall be paid a night differential for the entire shift.
Empioyees who work on a regularly assigned shift beginning earlier than 6 a.m. or ending
later than 6 p.m., but who work less than �ve hours between the hours of 6 p.m. and 6 a.m.,
shali be paid a night differential for oniy those hours actually worked between the hours of 6
p.m. and 6 a.m.
The night differential shali be 5% of the base rates, and shall be paid only for those night
shifts actualiy worked.
The total cost to the Employer, (including wages, fringes, and pension contributions) for
employees covered by this Agreement shall be equivalent in money to the total package paid
by the employer to employees in comparable classifications in the Agreement between Local
110 and the National Electrical Contractors Associauon (NECA).
The total package cost shali exclude any payments for industry promotion andlor
advertisement, or any other purpose not directly and clearly beneficial to the public employer.
In the event L,ocai 110 and NECA amend their bargaining agreement to provide for either a
wage or benefit freeze or reduction during the period of this Agreement, such freeze or
reduction shall be unmediately applicable to the total compensation paid to employees covered
� by this Agreement.
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Effective Aprii 26, 1997, the EMPLOYER shaii:
(1) Contribute to a Union designated Health and Welfaze Fund $2.52 per hour for ail hours
worked by participating employees as defined by this Agreement.
(2) Contribute to a Union designated Pension Fund $1.24 per hour for all hours worked by
participating employees as defined by ttus Agreement. �or apprentices who started
working as an apprentice on or after May 1, 1984, this pension contribution shall be $.29
per hour for the fust 1900 hours of apprentice work, $31 per hour for 1901-3800 hours,
$.3b per hour for 3801-5700 hours and $1.24 thereafter.
(3) Contribute to a Union designated Appren6ceshig Fund $.22 per hour for ail hours
worked by participating employees as defined by this Agreement.
(4) Contribute to a Union designated Reserve Trust Fund $1.01 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May i, 1984, this reserve trust conuibution
shall be limited to $31 per hour for the first 190� hours of apprentice work. $.33 per
hour for 1901-3800 hours, $.38 per hour for 3801-5700 hours and $1.01 thereafter.
(5) Conuibute to the Union's designated National Employees Ben�t Fund (N.E.B.F.) 3%
of the gross wages earned by ail participating employees covered by this Agreement.
(6) Contribute to a Union designated Vacation and Holiday Fund 10% oF all wage5 earned
by participating employees covered by this Agreement. This conuibution is subject to all
payroll deductions. For apprentices who started working as an apprentice on or after May
1, 1984, this regular Vacation and Holiday Fund contribution shall be based on hours
worked as an apprentice as shown below:
1ST 1900 1901 THRU 3800
5.5% 6.5%
HOURS
3801 THRU 5700 5701 THRU 7600
7.5% 9.5%
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APPENDIX D (Continued)
(7) Contribute to a Union designated Suppiemental Pension Fund $1.30 per hour for ail
hours worked by participating employees covered by this Agreement. For apprentices
who started working as an apprentice on or after May i, 1984, this Supplemental
Pension Fund contriburion shall be as follows:
: ��� .
.t
HOUR5
3800-6650 hours
$ .65
More than 6650 hours
$1.30
(8) Contribute to a Union designated Flexible Benefft Fund $1.65 per hour for all hours
worked by participating employees covered by this Agreement. For apprentices who
started working as an apprentice on or after May 1, 1984, this Flexible Benefit Fund
hourly contribution shall be as foliows:
HOURS
lst 1900 Ol-3 3801-5700
$.29 $.32 $.35
5701-6650 Over 6650
$ .36 $1.65
(9) Conuibute to the Pub]ic Employees Retixement Association (PERA) the legally
established non-negotiated pension contribution. This conYSibution shall be 4.48% of
gross earnings and shall be adjusted as required by State I,aw. This conuibution shall
increase to 5.18% effective January 1, 1998. The houriy rate of Ciry Benefitted and
Participating employees shall be reduced by the actual hourly cost of this contribution;
the wages in Appendix C reflect this deduction.
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APPENDIX D (Continued)
� The EMPLOYER shall establish Worker's Compensation and Unemployment Compensation
programs as zequired by Minnesota Statutes.
.
,
For the purpose of this Appendix D, "participating employees" shall be as defined as in
Articles 12.3, 12.4 and 12.5 of this Agreement. Such employees sha11 not accumulate
vacation, sick leave, holiday, funeral leave, jury duty, or insurance fringe benefits that are or
may be established by Personnel Rules, Council Ordinance, or Council Resolution.
Participating employees shall not be eligible for any benefits under, nor shall they be
govemed by such Rules, Ord'anances, or Resolutions.
The EMPLOYER'S fringe benefit obligation to participating emplayees covered by this
AGREEMENT is limited solely to the contributions and/or deductions established by this
Agreement. The actual level of benefits provided to employees shall be the responsibility of
the trustees of the various funds to which ihe EMPLOYER has forwarded contributions
and/or deductions.
If the IInion elects to have the contributions listed in this Appendix D increased or decreased,
the Employer may adjust the applicabie rates in Appendix C of this Agxeement for
participating employees in such a way that the total cost of the package (wage rate plus
contributions) remains constant.
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APPENDIX E
Pocket Tool Punch and Be2t
6" Rule
9" or 10" Aluminum Level
8" Side Cutters
Crimping Tool
10" Crescent Wrench
Combination Box-Open End Wrenches
3/8" - 3/4
Socket Set of equivalent sizes
Cold Chisel and Center Punch
Taps:
6/32 - 8J32 - 10i32 - 10i24 - 1/4 20
Tap Wrench
File Rasp 12" '/z Round and Rat Tail
Hack Saw 12" Blade
Screw Drivers 4" - 8" - 12" Reg. Slot and
4" and 6" Phillips
Flashlight
Tester, 600 v. Solenoid Type
Combination Square
Knife
L.ong Nose Piier
Diagonal Cutting Pliers
2 Pair Channel Locks
14" Pipe Wrench or Chain Wrench
Allen Wrenches
Hammer, Ball Peen
Scratch Awl
Drills - in accordance with Tap sizes 9/32
and 3!8
Fuse Pulier
Angle Screw Driver
Tool Box to hold the above tools
The EMPLOYER shall furnish all other necessary tools or eqnipment. Employees will be
. held responsible for toois or equipment issued to them, providing the EMPLOYER furnishes
the necessary lockers, "gang box" or other safe place for starage.
The EMPLOYER shail replace with similar tools of equal value and quality any of the above
listed tools which are turned in by an employee which are no longer serviceable because of
wear or breakage, providing the employee has been employed for nine (9) continuous months
or more.
/
The EMPLOYER agrees to pay $30.00 toward the cost of a pair of safety shoes purchased by
an employee who is a member of this unit. The EMPLOYER shall only contribute towazd the
cost of one pair of shoes per contract year. This reimbursement of $30.00 shail be made only
after investigation and approval by the immediate supervisor of the employee. This $30.00
EMPLOYER contribution shali apply only to those employees who are required by the
Employer to wear protective shoes or boots.
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APPENDIX F
� WORKING CONDITIONS FOR SENIOR ELECTRICAL INSPECTORS
AND ELECTRICAL Il�TSPECTORS
As a result of the 1974 settlement, the Parties have established craft-deternuned rates for
Senior ElectricalInspectors and for ElectricalInspectors, with ihe specific understanding that
such agreement is restricted to establishing rates of pay for such classifications.
It is, consequently, agreed that the Employer in applying Ariicle 3- EMPLOYER RIGHTS -
of the Mt1INTENANCE LABOR AGREEMENT, shall have the right to operate the
Department in the same manner as heretofore, with management rights unaffected, and that
the establishment of separate rates for these classifications as well as for Inspector
classifications in other Bargaining Units, may not result in disputes over assignments or over
rates of pay for work performed, nor will any jurisdictional clauns or restrictions be asserted
by the Union because members of various Inspector classifications are assigned to work which
is also performed by other Inspector classifications.
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