HomeMy WebLinkAboutRES 84-015 RESOLUTION RATIFYING THE 1984 AGREEMENT BETWEEN THE CITY AND TEAMSTERS LOCAL NO, 320, REPRESENTING THE CITY OF 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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102492
Box: 23
Folder: RES 1984
Document: RES 84-015 RESOLUTION RATIFYING THE 1984
AGREEMENT BETWEEN THE CIN AND TEAMSTERS LOCAL NO, 320,
REPRESENTING THE CIN OF ST. ANTHONY FIRE DEPARTMENT AND
AUTHORIZING THE MAYOR AND CIN MANAGER TO EXECUTE THE
AGREEMENT ON BEHALF OF THE CITY
RESOLUTION 84-015
A RESOLUTION RATIFYING THE 1984 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 1984. Agreement 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 Agreement .on behalf of the City.
Adopted this g4` day of Fe-6 r•u rt_r V 1984 .
Ma or
ATTEST:
City Clerk
Reviewed for administration: �(
City Manager
I
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 , 1984, 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 :
Firefighter
Captain
2 . 2 In the event the EMPLOYER and the UNION are unable to agree as
to the inclusion or exclusion of anew or modified job class ,
the issue shall be submitted to the Bureau of Mediation Services
• for determination.
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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 o.f 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.
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 shall be remitted
as directed by the UNION.
6 , 2 The UNION may designate an employee from the bargaining unit to
act as Steward and an employee to act as alternate and shall
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inform the EMPLOYER, in writing , of such choice and changes in
the position of the Steward and/or alternate.
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6 .,.3 , -
3-6 :.3 - The EMPLOYER shall make space available on the employee bulletin
board for the posting of UNION notice (s) and announcement (s) .
6 . 4. .. The UNION agrees to indemnify and 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 interpret-ation. of application of the
specific terms and conditions of this AGREEMENT.
7 . 2 Union Representatives : The EMPLOYER will recognize representa-
tives , designated by the UNION, as the grievance representatives
of the bargaining 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 hereinafter 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
t
interpretation or application of this AGREEMENT shall , within
twenty-one (21) 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 (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall
be placed in writing , setting forth 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 (10) 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 writing 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 (10) 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
j 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)
calendar days following the EMPLOYER-designated representative 's *
final answer in Step 3 . Any grievance not appealed in writing
to Step 4 by the UNION within ten (10) calendar days shall be
considered waived.
Step 4 . A grievance unresolved in Step 3 and appealed to Step 4
by the UNION shall be submitted to arbitration subject to the
provisions of the Public Employment Labor Relations Act of
1971 , 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.
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7 . 5
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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
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 desires 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 proceedings the cost shall be shared equally.
7 .6 Waiver: If a grievance is not presented within the time limits
set forth above , it shall be considered "waived" . If a 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 maybe extended by mutual
written agreement of the EMPLOYER and the UNION, in each step.
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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
decree no appeal has been taken within the time provided, such pro-
visions shall be voided. All 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 draw-
ing 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.
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
to return to work within two years of the time of his/her lay-
off
lay
• off 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 discipline employees for just cause only.
Discipline will be in the form of :
a. oral reprimand;
b. written reprimand;
C. 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 .
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 provided in Step 4
of Article VI=I . 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 .
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ARTICLE
8-ARTICLE XI CONSTITUTIONAL PROTECTION
Employees shall have the rights granted to all citizens_ by the
United States and Minnesota State Constitutions .
11 . 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 .
11. 2* Overtime will be distributed as equally as practicable.
11. 3 Overtime refused by employees will , for record purposes. under
Article 11. 2 , be considered unpaid overtime worked.
11. 4 For the purpose of computing overtime compensation, overtime
' hours worked shall not be pyramided, compounded or paid twice
for the same hours worked.
11. 5 Overtime will be calculated to nearest fifteen (15) minutes .
ARTICLE XII SALARIES (MONTHLY)
j • Firefighter 1984
After three years $2 ,126 (100%)
After two years $2 , 073 (97 .5%)
After one year $2 , 020 (95%)
After six months $1 ,966 (92. 5%)
Start $1 ,913 (90%)
' Captain
$2 ,221
Firefighters working out of classification (Captain) will receive Five
Dollars ($5 . 00) additional per shift where such out of classification
duties exceed eight hours of a shift. Accrued pay for such work will
I be made annually.
ARTICLE XIII 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.
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COLLEGE INCENTIVE PROGRAM
There is hereby established a College Incentive Program subject to
the following restrictions :
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t13 . 1- No employee hired after January- 11 1978 shall be eligible for
the program.
13 .*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 .
13 . 3 The EMPLOYER and UNION also agree to maintain the highest
possible standards of employee service through commitment to
employee training and development. The EMPLOYER agrees to
commit supplemental funds for that purpose .
13 . 4 Participation in the College Incentive Program is subject. to
the following regulations :
13. 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.
13. 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.
13 . 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.
13. 8 Candidates for College Incentive compensation must have com-
pleted 12 months consecutive service with the St. Anthony
Fire Department.
13 .9 College Incentive compensation, for the first 135 quarter credits ,
shall be computed January 15th and July 15th .
13 . 10 College Incemtive compensation shall be considered in computing
pay rates for overtime.
13 . 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.
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` . 13 . 12 In order for an 'employee-- to continue to receive Cbllege Incentive
compensation., six .(6) credit hours of training outside 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 credits are removed from his approved list . Individuals
who achieve a degree in Law Enforcement, a certificate in fire
protection, or a four year degree will be exempt from the above .
13 . 13 Credits on courses taken that may not .be accredited courses
may be used if approved by the City Manager for maintaining
one' s compensation level.
ARTICLE XIV 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
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 job shall be posted on the station
bulletin board for at least ten (10) days . In evaluating candidates
for 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 XV CLOTHING ALLOWANCE
All Fire Department employees shall be allowed $230 .00 per year
clothing allowance for 1983 : Also, the City is to furnish over
and above the clothing allowance , all protective fire fighting clothing
and gear, including badges , etc.
ARTICLE XVI VACATION SCHEDULE
• The vacation schedule shall be as follows :
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• 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 -- 190 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 .
b. Those hired 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 intitial 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 .
I.f 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 pay day falls during
the vacation period.
• ARTICLE XVII 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 :
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• Sick Leave Shifts Accrued No. Shifts of Severance Pay
3& - 49 3
50 - 79 5
86, - 9,9 7
100 - 110 11
111 - 120 15 (maximum)
Such severance pay is to be computed at straight time on the follow-
ing basis :
ANNUAL SALARY BASE -
122 Severance pay per shift
ARTICLE XVIII 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 probationary 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 intitial probationary periods . Sick leave shall be accumulated to
a maximum -of one hundred twenty (.120) days .
ARTICLE XIX SICK LEAVE BANK
19 . 1 After any member of the department accrues sick leave to the
maximum allowed, all sick leave over the maximum will be
tabulated and credited to a sick leave bank list, which will be
kept on file in the City offices .
19 . 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
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authority to approve or deny use 6f the banked sick leave and
to specify how many days maybe -used by the requesting employee .
19 . 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.
19 . 4 The City shall credit the bank each January 1st , when necessary ,
to keep the bankbalance at thirty days until such time as the
employees have made contributions to the bank in excess of
thirty days.
19 . 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.
ARTICLE XX PAID HOLIDAYS
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 XXI FUNERAL LEAVE
In the event of death of an employee ' s spouse, children, or employee
or spouses ' parents , the employee will be granted three (3) days funeral
pay.,
leavewith a . In the event of an employee ' s or his spouse ' s grand-
,
parents , brothers , sisters, an employee will be granted one (1) day ' s
funeral leave with pay.
ARTICLE XXII IN SERVICE TRAINING
1. Training will be carried out whenever possible during the regular work
day . If, in the opinion of the EMPLOYER, it is necessary for the
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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 XXIII HOSPITAL AND GROUP INSURANCE
The EMPLOYER will pay up to $160 .00 in 1.984 per employee per month
for employees group surgical/medical and $10 ,000 life insurance
policies and dependents surgical/medical group insurance policy. .
ARTICLE XXIV WORK WEEK
The sole authority in work schedules lies with the EMPLOYER. The
normal work week shall be fifty-six (56) hours .
ARTICLE XXV RESIDENCE
The employees covered by 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 XXVI 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.
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ARTICLE XXVII 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-
less of race , color, creed, religion, national origin, sex, marital
status , status with regard to public assistance, disability or age.
ARTICLE XXVIII DURATION
This AGREEMENT shall be effective as of January 1, 1984 and shall
remain in full force and effect until December 31, 1984 .
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT
on this day of 1984 .
FOR THE CITY OF ST. ANTHONY FOR THE TEAMSTERS LOCAL #320
RESOLUTION 84-014
A RESOLUTION AUTHORIZING THE MAYOR AND CITY MANAGER
TO EXECUTE THE MAINTENANCE AGREEMENTS NOS. 84011
AND 84015 BETWEEN THE CITY OF ST. ANTHONY AND
RAMSEY COUNTY FOR THE COUNTY ROAD D PROJECT
WHEREAS, the City and County desire to jointly construct and improve
portions of County Road D; and
WHEREAS, two agreements have been submitted by Ramsey County to the
City of St. Anthony pertaining to said construction and improvements ,
as follows :
Ramsey County Agreement No. 84011 (Maintenance
of Traffic Control Signals)
Ramsey County Agreement No. 84015 (Cooperative
Construction and Maintenance) .
• NOW, THEREFORE, BE IT RESOLVED, that the City Council hereby authorizes
t:ie Mayor and City Manager to execute the abovementioned agreements
on behalf of the City of St. Anthony.
Adopted this 101 day of �'�1'kQr�/ 1984 .
May6r
ATTEST:
City Clerk
Reviewed for administration:
m C .id�
City Manager
State of Minnesota CERTIFICATION
County of Ramsey
City of St. Anthony
I hereby certify that the foregoing Resolution is a true and correct
copy of a resolution presented to and adopted by the City Council of
St. Anthony at a meeting thereof held in the City of St. Anthony,
Minnesota, on the 14th day of February , 1984 , as disclosed by the
records of said City in my possession.
City Clerk