HomeMy WebLinkAboutRES 81-012 RESOLUTION RATIFYING THE 1981-82 AGREEMENT BETWEEN THE CITY AND TEAMSTERS LOCAL NO. 320, REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT AND AUTHORIZING THE MAYOR AND CITY MANAGER TO EXECUTE THE AGREEMENT ON BEHALF OF THE CITY Meeting Sheet
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Box: 23
Folder: RES 1981
Document: RES 81-012 RESOLUTION RATIFYING THE 1981-82
AGREEMENT BETWEEN THE CITY AND TEAMSTERS LOCAL NO. 3201p
REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT AND
AUTHORIZING THE MAYOR AND CITY MANAGER TO EXECUTE THE
AGREEMENT ON BEHALF OF THE CITY
-� RESOLUTION 81-012
A RESOLUTION RATIFYING THE 1981-82 AGREEMENT
BETWEEN THE CITY AND TEAMSTERS LOCAL NO. 320 ,
REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT
AND AUTHORIZING THE MAYOR AND CITY MANAGER TO
EXECUTE THE AGREEMENT ON BEHALF OF THE CITY
BE IT RESOLVED that the 1981-82 Agreement (attachment "A")
between Teamster Local No. 320, representing the St. Anthony
Fire Department and the City is hereby ratified and the
Mayor and City Manager are authorized to execute the Agree-
ment on behalf of the City.
Adopted this a7 day of 1981.
Mayor
ATTEST:
City Clerk
Reviewed for administration:
Cit Manager
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Attachment ".A"
• LABOR AGREEMENT
BETWEEN
THE CITY OF ST. ANTHONY
AND
MINNESOTA- TEAMSTERS PUBLIC & LAW ENFORCEMENT
EMPLOYEES UNION, LOCAL #320
ARTICLE I PURPOSE-.OF AGREEMENT
This AGREEMENT is entered into as of January 1, 19811, between the
City of St. Anthony, hereinafter called the EMPLOYER, and the Minnesota
Teamsters Public & Law Enforcement Employees Union, Local #320 ,
hereinafter called the UNION.
It is the intent and purpose of this AGREEMENT. to:
1.1 Assure sound and mutually beneficial working and economic
relationships between the parties hereto;
1.2 Establish procedures for the resolution of disputes concerning
this AGREEMENT'S interpretation and/or application; and
1. 3 Place in written form the parties ' agreement upon terms and
conditions of employment for the duration of this AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, shall continue
their dedication to the highest quality service and protection to the
residents of St. Anthony. Both parties recognize this AGREEMENT as
a pledge of this dedication.
ARTICLE II RECOGNITION
--_ 2 .1 The EMPLOYER recognizes the UNION as the exclusive representative,
• under Minnesota Statutes, Section 179 .71, Subdivision 3 , for
all fire personnel in the following job classifications :
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g
Firefi hter
Captain
2 .2 In the event the EMPLOYER .and. the UNION are unable to agree as
to the. inclusion or exclusion of a new or modified job class ,
the- issue. shall be submitted to the Bureau of Mediation Services
for determination.
ARTICLE III DEFINITIONS
3.1. UNION: The Minnesota Teamsters Public & Law Enforcement Employee' s
Union, Local #320.
3.2 UNION MEMBER: A member of the Minnesota Teamsters Public & Law
Enforcement Employee' s Union, Local #320.
3. 3 EMPLOYEE: A member of the exclusively recognized bargaining
• unit..
3. 4 DEPARTMENT: The St. Anthony Fire Department.
3.5 EMPLOYER: The City of St. Anthony.
3.6 CHIEF.: The. Chief of the St. Anthony Fire Department.
3.7 UNION OFFICER:. Officer elected or. appointed by the Minnesota
Teamsters Public &- Law .Enforcement Employee ' s Union, Local #320 .
ARTICLE IV EMPLOYER SECURITY
The UNION agreed that during the- life of this AGREEMENT .it will not
cause, encourage., participate in. or support any strike, slow-down,
or other interruption of or- interference with, the normal functions
of the EMPLOYER.
ARTICLE .V. EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the sole. right to operate and manage all
manpower, facilities and equipment in accordance with applicable
laws and regulations of appropriate authorities.
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5.2 Any term and condition .of employment not specifically established
or modified by this AGREEMENT* shall..remain, solely within the
discretion of the EMPLOYER .to. modify, establish, or eliminate.
ARTICLE VI UNION SECURITY
6.1 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 shali, be remitted
as directed. by the UNION.
6.2 The UNION may designate an- employee from the bargaining unit to
act as. a Steward and an employee to act as-alternate and shall
inform. the EMPLOYER, in writing-, of such choice and changes in
the position of the. Steward and/or alternate.
6 . 3 The EMPLOYER shall make 'space available on: .the employee
bulletin board for the posting of' UNION notice (s) and
announcement (s) .
6A The . UNION agrees to indemnifyand hold the. .EMPLOYER harmless
against any and all claims, suits, orders,.'.or . judgments
brought or issued against the. City as a result of any action
taken or not taken. by. the City, under the provisions of this,
article.
ARTICLE VII EMPLOYEE_ RIGHTS - ' GRIEVANCE PROCEDURE
7.1 Definition. of a Grievance: A grievance is defined as a. dispute
or disagreement as to the interpretation or application of the
specific terms and conditions of this AGREEMENT.
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7.2 Union' Representatives :, The EMPLOYER -will recognize representa-
tives, designated by the UNION., as. the. grievance representatives
of thebargaining unit,.. having .the duties and responsibilities
established by this Article.. The' UNION shall notify the
EMPLOYER, in writing, of the names of such UNION. representatives
and of their successors,. when so designated., as provided in
6 . 2 of this' AGREEMENT.
7 .3 Processing of a Grievance: It .is recognized. and. accepted by
the UNION and the EMPLOYER; that. the processing of- grievances.,
as hereinaf.ter. provided, is limited by. the .job duties and
responsibilities of the employees and shall therefore be
accomplished during, normal working .hours, only when consistent
with such employee duties..and responsibilities. The aggrieved
• employee and a UNION representative shall be allowed a reasonable
amount of time, without. loss in. pay, when. 'a grievance is
investigated and presented to the EMPLOYER during normal
working hours provided that the employee and .the UNION repre-
sentative have notified and received the approval of the
designated supervisor who- has determined that such absence is
reasonable and would not be detrimental to the work programs
of the EMPLOYER.
7.4 Procedure: Grievances, as defined by Section 7 .1, .shall be
resolved in conformance with the following procedure:
Step 1. An employee claiming a violation, concerning the
interpretation or application of this AGREEMENT-. shall, within
twenty-one C21) calendar days after such alleged violation has
occured, present such grievance to the Employee' s supervisor,
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as designated. by the EMPLOYER. The .EMPLOYER-designated repre-
sentative will discuss and give an answer to such Step 1
grievance within ten C10)-.calendar-days after receipt. A
grievance not resolved• in Step 1 and appealed- to Step 2 shall
be placed in writing, setting. for.th: the. nature of the grievance,
the facts on which it is based, the provision or provisions
of the AGREEMENT allegedly violated, the remedy requested and
shall be appealed to' Step 2 within ten (10) .calendar days after
the EMPLOYER-designated representative' s. final answer in Step 1.
Any grievance not appealed in writing to .Step. 2 by the UNION
within. ten C10) calendar days shall .be considered waived.
Step 2. If appealed, the written grievance shall be presented
by the UNION and discussed with the EMPLOYER-designated Step 2
• representative. The EMPLOYER-designated representative shall
give the UNION the EMPLOYER'S Step 2 answer .in .wr.iting within
ten (10) calendar days after receipt: of such, Step 2 grievance.
A grievance not resolved in Step.. 2 may be appealed to Step 3
within ten,_.(_10) calendar days .following. the EMPLOYER-designated
representative' s final Step 2 answer. ' Any .grievance .not
appealed in writing to. Step 3 by the UNION.:within ten (:101 cal-
endar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented
by the UNION and discussed with the EMPLOYER-designated Step 3
representative. The EMPLOYER-designated representative shall
give the UNION the EMPLOYER'S answer in writing within ten (10)
calendar days after receipt of such Step 3 grievance. A grievance
not resolved in Step 3 may be appealed to Step 4 within ten (10)
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calendar days following the EMPLOYER-desi nated 're resentative ' s
final, answer in- Step 3. Any grievance not appealed in writing
to Step 4 by the. UNION within ten (1-0). calendar days shall be
considered waived.
Step 4 . A grievance unresolved in Step. 3 and appealed to Step 4
by the UNION -shall be submitted to arbitration subject to
the provisions .of .the Public. Employment Labor Relations Act
of 19.71, as amended. The selection of an arbitrator shall be
made in accordance with the "Rules Governing the Arbitration
of Grievances" , as established by the Public Employment
Relations Board.
7.5 Arbitrators Authority:
• A. The. Arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the terms and conditions
of this AGREEMENT. . The Arbitrator shall consider and
decide only the specific issue (s) submitted in writing by
the EMPLOYER and the UNION and shall have no authority
to make a decision. on any- other. issue not so submitted.
B. 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
binding on both the EMPLOYER and the UNION and shall be
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• based solely on the Arbitrator's interpretation .or appli-
cation of the express. terms of this AGREEMENT and to the
facts. of the grievance presented. .
C. The fees and expenses for , the Arbitrator.'s. services and
proceedings shall be borne equally by the EMPLOYER and the
UNION, provided that each party shall-be .responsible for
compensating its - own representatives -and witnesses. If
either party desir.es *a .verbatim record�,of._ the proceedings
it may- cause such a record to. be made,., providing it pays
for the record. If both parties desire a verbatim record
of the proceedingsthe cost shall be shared equally. .
7 .6 Waiver: If a grievance is not presented within the time limits
set forth above, it shall be considered "waived.'.' . If a grievance
• is not appealed to the next step within the' specified time. limit
or. any agreed extension thereof, it .shall. be considered
settled- on the basis .of the EMPLOYER'S last answer. If the
EMPLOYER does not answer a .grievance or .an appeal thereof,
within- the specified time limits,- ,. the UNION may elect to treat
the grievance as denied .at that. step- and immediately appeal
the grievance to the next step. The time limit. in each step
may be extended by mutual written .agreement of the EMPLOYER
and the. UNION, in each step.
This AGREEMENT is subject to the laws of the United States, the State
of Minnesota and the City of St..- Anthony Ordinances.. In the event
any provision of this AGREEMENT shall be held to be contrary to law
by a court of competent jurisdiction from whose final judgment or
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'decree no appeal has been taken within the time provided, such pro-
visions shall be voided. Ail -other provisions shall continue in full
force and effect. The voided provision may .be re-negotiated at the
written request of either party. All other provisions .of this AGREE-
MENT shall continue in full force and effect.
ARTICLE IX SENIORITY
9.1 Seniority shall be determined .by the employee' s length of con-
tinuous employment with the. Fire Department'. and__posted in an
appropriate location. Seniority rosters may be maintained by
the Chief on the. basis 'of time in grade and time within specific
classifications. New employees shall. be on a six month pro-
bationary period. The employee shall. be certified after that
time unless in- the opinion of the Fire Chief, additional train-
ing is necessary before certification. Seniority shall be
according to time and date of hire. In the case of two
employees hired at the same time , one shall be senior in
seniority. In case two or more were hired at the same time,
seniority shall be determined by lottery (such as a flip of a
coin or the drawing of a card) . A seniority .list shall be
established for. all employees and a copy of that list forwarded
to the UNION office.
9.2 During the probationary period a newly hired or re-hired employee
may be discharged at the sole discretion- of the EMPLOYER. During
the probationary period• a .promoted .or re-assigned employee may
be replaced in his/her previous position at the sole discretion
• of the EMPLOYER.
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9.3 A reduction of. work force. will be accomplished on the basis of
seniority. • Employees. shall be. recalled from_ layoff, on the basis
of seniority. An employee on:. layoff shall. have an opportunity
toreturn_ to work..within two .years' of the time of his/her
layoff before. any new employee is hired.
-9 .4 Vacation periods shall be selected on .the . basis . of seniority
until March 15th of each calendar year. .
ARTICLE X DISCIPLINE
10.1 The EMPLOYER. will disciplineemployees for- just cause only.
Discipline will be in the form of:
a. oral reprimand;
b. written reprimand; ,
�rC. suspension;
d. demotion; or
e. discharge.
10.2 Suspensions , demotions and. .discharges will.. be In., written form.
10. 3 . Written reprimands, notices• of suspension. and notices of dis-
charge, which are to become part of an employee' s personnel
file., shall be read and acknowledged. by signature of the
employee. Employees- and :the UNION will receive a. copy of such
reprimands and/or notices.
10.4 Employees may examine their_ own individual personnel files at
reasonable times. under the direct supervision of the EMPLOYER.
10.5 Discharges will be preceeded by. a five (5) . day . suspension with-
out pay.
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• 10. 6 - Employees will not, be questioned concerning- an investigation
of disciplinary,. action _unless .the employee has been given an
opportunity to have a. UNION; representative. present. at such
questioning.
10..7 Grievances relating to this Article shall be initiated by the
UNION in Step 3 of the Grievance Procedure,,� under Article VII.
10. 8 Choice of Remedy: -If, as a result of the written response in
Step 3, the grievance remains unresolved and if the grievance
involves the suspension, demotion 'or discharge of an employee
who has completed .the required. probationary period, the grievance
may be appealed to Step .-4 or -Article VII or a. procedure such as
Veterans Preference or Fair Employment. If appealed to any
procedure other than Step 4 of Article VII , the grievance is
• not subject to the arbitration procedure as
� p provided in Step 4
of Article .VII. The. aggrieved employee. shall. indicate, in
writing, which procedure is' to be utilized,- Step 4 of Article
VII or any other appeal procedure, and shall sign a statement
to the effect that the choice of any other hearing precludes
the aggrieved employee from making a subsequent appeal through
Step 4 of Article VII.
ARTICLE XI CONSTITUTIONAL PROTECTION
Employees shall.. have.. the rights granted to all ,citizens by the
United States and Minnesota. State Constitutions .
12 .1 Employees will be compensated at one and one-half (1-1/2)
times the employee' s regular base pay ' rate for hours worked in
• excess of the employee' s regularly scheduled shift. Changes of
shifts do not qualify an .employee for overtime under. this Article.
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S12.2 Overtime will be distributed as equally as. practicable.
12.3 Overtime. refused by employees will, for record. purposes under
Article 12 .2,. be considered as unpaid overtime worked.
12 . 4 For the purpose .of computing overtime compensation, overtime
hours worked shall not be ..pyramided, compounded' or paid twice
for the same hours worked:.
12 .5 Overtime will be calculated to nearest .fifteen (151 minutes.
ARTICLE. XXIII SALARIES (MONTHLY)
Firefighter 1981 1982
After three years ' $1,787 .00 J. 00oj_ _ $1-;943'.00 (100%)
After two years 1,742 .00 (97,:5%) 1189-9..00 (97 .5%)
After one year 1,698. 00 (95%)- _ 1,8.5`1.00 (95%)
After six months 1,653 . 00` _(92,:5.0.)_ 1,80-2. 00 (92 .5%)
Start 1,608 .00 (:90%) 1 ,753 .00 (90%)
• Captain
After one year $1,892 . 007=-(-100%) '. $2 ,062-.00 (100%)
Start 1,845.00-:(_97 ;50)_ __2 ,01.0..'00 (97 .5%)
ARTICLE XIV SCHOOLS AND TRAINING SESSIONS
All employees shall be required to attend such schools or training
sessions as may be. required by the City Manager. Attendance at
sessions scheduled while Officers are off duty shall be voluntary for
those Officers. Compensation for such attendance is considered
included in the approved salary schedule unless the City Manager is
reimbursed from an outside source.
COLLEGE INCENTIVE PROGRAM
There is hereby established a. College Incentive Program subject to
the following restrictions:
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14 .1 No employee hired after .January 1, 1978 shall be. eligible for
the program.
14.2 Present participants in the Program shall have their benefits
reduced by one-fifth (1/5)_ for each of .five consecutive years
starting January 1, 1979:
14. 3 The EMPLOYER and UNION also. agree to maintain the highest
possible. standards of. employee service through commitment to
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employee training and development. The EMPLOYER agrees to
commit supplemental funds for that purpose.
14. 4 Participation in the College .Incentive Program. is subject to
the following regulations :
14. 5 In. order to qualify for the- program, earned college credits
must be graded "C" or better or pass. on,.a pass/no pass and
must be certified to and approved by the. City Manager .
14.6 The program shall be based- upon the quarter-credits system as
practiced at the University of Minnesota. Courses based on
any other. credit system shall- be converted to the quarter
credit system by the City Manager. Courses that would be
certified and accredited.-by the University of Minnesota shall
be acceptable if approved by the City Manager .
14.7 The College .Incentive compensation, in addition. to' base salary,
shall. be paid at the. rate of $.40 per approved quarter credit
per month, up to a maximum of 135 quarter credits. A four year
degree, consisting of 180 or more quarter credits shall be
compensated, in addition to base salary., at the rate of $80 .00
• per month.
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14.8 Candidates for College Incentive compensation must have com-
pleted12 months. consecutive service with the St. Anthony
Fire Department.
14. 9 ' College Incentive compensation, for the first 135 quarter
credits., shall be computed. January 15th and July 15th.
14 .10. College Incentive compensation shall be considered in com-
puting pay rates for overtime.
14. 11. . The. operation of the College Incentive program and the creation
of any- necessary regulations related thereto shall be administ-
rated by the City Manager with the- approval of the City Council.
14.12 In order for an employee to continue to receive College
Incentive compensation, six (6) credit hours of training out-
side of normal departmental training must be acquired each
two .(2) years. For- each two (2) year period that an employee
doesn 't meet this requirement he shall have six credits
dropped . from his approved schedule until such time as he
completes the required work or all creditsare removed from
his approved list. Individuals who achieve a degree in Law
Enforcement . or a four year. degree will be exempt from the
above.
14 .13 Credits on courses taken that .may not be accredited courses
may beused if approved by -the City Manager for maintaining
one:' s compensation level.
ARTICLE XV SYSTEM OF PROMOTION
• Promotion from -Firefighter to Captain and Captain to Assistant Chief
and Chief to be made from within the Department, if enough years
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experience and supervisory skill. is held by any present member of the
Department to. qualify, . as determined by the EMPLOYER.
In the event of job openings.,- the`. jbb shall be posted on the--station
bulletin board for at least. ten (10):, days. In evaluating candidates
forr job openings,- if all other factors. as .determined. .by examination,
interview or review are equal,. the employee among those tested .with
the greatest seniority will, be' selected to .fill the,-position., Other-
wise, the person with the highest cumulative score shall fill the
position.
ARTICLE XVI CLOTHING ALLOWANCE
All Fire Department employees shall be. allowed $230 .00 per year
clothing allowance for 1980. -Also, .the City is -to furnish over and
above the clothing allowance, all protective fire fighting clothing
and gear, including badges, etc.
ARTICLE XVII VACATION SCHEDULE
The vacation schedule shall be as follows:
56 Hour- Average Duty Week Employees
a. Those hired as full time after June .24 , 1980 :
After six months of completed service -- 72 hours -
After one year of completed service -- 144 hours
After five 'years. of completed service. -- 192 hours
After ten years of completed service -- 240 hours
After: fifteen years of completed -service. -- 288 hours.
A shift for 56 hour.-average duty week employees is 24 hours.
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• b. Those. hized as full time._before. June 24., '1980 shall receive
360 hours per .year vacation.
40 Hour Average Duty-,Week Employees'
Those employees working 40 hour, average duty weeks shall receive the
same vacation schedule as other 40 hour per week employees. One
shift for 40 hour .per week employees is 8 hours.
Employees over five (5): years. of tenure may accrue vacation leave to
one and one-half times that allowed ..yearly and those with less than
five years tenure shall be allowed to accumulate one times that
allowed yearly.: Any. vacation accrued- in excess must. be. taken after
thirty (30)_ days written notice. or will be forfeited, unless approval
is given by the City Manager.
No vacation leave shall be granted during the initial probationary
• period. Vacation leave accrued during the initial probationary
period will be granted.
Vacation leave may be used as earned provided that. the Department
Head has final approval of the time at which each employee may take
his vacation, giving preference .to the senior employees ' requests.
If the employee splits his vacation time, he shall be given preference
on the basis of seniority -for only the first request of time.
Accrued but unused vacation leave shall be paid to the employees upon
termination of employment, providing. at least two weeks written notice
is given. Employees taking vacation in the amounts of one week or
more shall receive vacation pay in advance if a pay day falls during
the vacation period.
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• ARTICLE XVIII. SEVERANCE PAY
Employees which are permanently^ laid, off, disabled or who retire with
at least. ten (10) years of consecutive service as. a full time fire
department employee shall receive severance pay on the following
schedule:
Sick-Leave Shifts Accrued No. Shifts of- Severance Pay
30 .- 49. "3
50 - 79' S
80- 99 7'
100 - 110 11`
111 - 120 X15 (_maximum)
Such severance pay is .to be computed at straight time on the follow-
ing basis:
ANNUAL SALARY ,�sBase _
122 Severance pay per shift
ARTICLE XIX SICK LEAVE
Sick leave. shall. be granted when-. necessary. for personal illness, -
injury or legal quarantine. . ..The City_ Manager, at his discretion; may
require a doctor' s certificate showing the nature and extent of any
injury or illness . A permanent, .employee who meets-. the other require-
ments. of this Article, who is receiving' Workers Compensation payments ,
may be granted sick leave pay for. the . amount of the. difference
between Workers Compensation,-payments and his salary': Sick leave with
pay shall be accrued by all permanent and- pr obationary employees at
the rate of one (1) day for- each calendar month of . full time employ-
ment or major fraction thereof. Sick leave may not be used during
• the initial probationary periods. ' Sick leave shall be accumulated to
a maximum of one hundred twenty (_120) days .
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• ARTICLE XX SICK LEAVE BANK
20 .1 After any member of the department accrues sick leave to the
maximum allowed, all sick leave over- the maximum will be
tabuiated .and credited to a sick -leave bank list, which will be
kept on file in the City offices .
20.2 A *committee, consisting of the City Manager and two members
. of the Fire Department -shall be created and before any member
of the Department can use any of the sick 'leave from the bank,
he must have the approval- of the committee. Under no circum-
stances. shall anyone be allowed use from .the bank until their
accrued sick leave has been used. The committee shall have
the authority to approve or deny use of the banked sick leave.
• and to. specify how many days may be used by the requesting
employee.
20. 3 Any one employee shall not be able to use over two-thirds of
the balance of time in the bank during any one year.
20 . 4 The. City shall credit the bank each January lst,. when necessary,
to keep the bank. balance at thirty days until such time as the
employees have made, contributions. to the bank in excess of
thirty days.
20. 5 Employees will not be allowed to• withdraw from the bank until
their .six month probationary period has been -completed.
The sick leave bank shall be discontinued if-the City institutes
a long term disability program for the members of the Department.
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All permanent and probationary employees shall observe the following
• eleven (=11)- paid- holidays each year:
New Years Day Good Friday
Labor Day Memorial Day
Thanksgiving Day Independence Day
Friday following Thanksgiving Columbus Day
Christmas Day Presidents Day
Veterans Day
These holidays may be .taken off or an extra day's pay, at straight
time, at .the option of the employee unless the EMPLOYER cannot cover
the shift without the. employee who- is requesting time off for the
holiday.
ARTICLE. XXII FUNERAL LEAVE
In the event of death of an employee ' s spouse , children, the employee
will be granted three (3) days funeral leave, with pay. In- the event
of an employee ' s or his spouse 's. parents, grandparents, brothers ,
sisters, an employee will be granted one (1) day 's funeral leave,
with-pay, to be taken as part of accrued sick leave.
ARTICLE XXIII IN SERVICE TRAINING
Training will be carried out whenever possible during the regular
work day. If, in the opinion of the EMPLOYER it is necessary for
the employee to return for a specialized training program that cannot
be held -during the regular- work day, the employee shall be compensated
at straight time.
ARTICLE XXIV HOSPITAL AND GROUP INSURANCE
The EMPLOYER will pay up to $105.00 in 1981 and $115.00 in 1982per
employee per -month for employees group surgical/medical and $10,000
• life insurance policies and dependents surgical/medical group
insurance policy.
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ARTICLE XXV WORK WEEK
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The sole authority in work schedules lies with the EMPLOYER. The
normal work week shall be .fifty-six (_56)_ hours.
ARTICLE XXVI RESIDENCE
The employees coveredby this AGREEMENT shall, reside .within an area
bounded on the north by the north. boundary lines of the Cities of
Fridley, Spring Lake Park, Mounds View and Shoreview; on the east
by Lexington Avenue; the south .-by. East. Hennepin Avenue. and Larpenteur
and the west by the Mississippi River.. Employees not now living
within the above described area will be allowed to remain outside
the area unless they change residences. If the employee does change
residences , he or she shall be required to move. within the above
• described area.
ARTICLE XXVII SHIFT EXCHANGE
Employees may exchange duty shifts with another employee provided that
such exchange does not subject the EMPLOYER to liability for additional
overtime compensation by virtue of such trading of duty shifts.
The employee desiring the exchange shall request and receive approval
of the Chief. or Assistant Chief who must determine that the exchange
will not be detrimental to the work, program of the EMPLOYER. Noti-
fication and approval of the supervisor must be obtained not less
than 48 hours prior to the scheduled duty shift to be exchanged.
ARTICLE XXVIII NON-DISCRIMINATION CLAUSE
The provisions of the AGREEMENT shall be applied equally and without
• discrimination by the EMPLOYER and the UNION to all employees regard-
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less of race, color, creed, religion, nationalorigin, sex, marital
status, status with regard to public assistance, disability or age.
ARTICLE XXIX DURATION
This AGREEMENT shall be effective as of January. 1, 1981 and shall
remain in full force and effect until December 31, 1982 .
IN WITNESS WHEREOF, the parties hereto have executed .this AGREEMENT
on this day of , 1981..
FOR THE CITY OF ST. ANTHONY FOR THE TE STERS LOCAL 0320