HomeMy WebLinkAboutCC RES 92-057 RESOLUTION RATIFYING THE 1993 AGREEMENT BETWEEN THE CITY OF ST. ANTHONY AND AMERICAN FEDERATION OF STATE, COUNTRY, AND MUNICIPAL EMPLOYEES (AFSCME) COUNCIL 14, LOCAL 57, REPRESENTING THE ST. ANTHONY POLICE DEPARTMENTS EMPLOYEES Meeting Sheet
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103593
Box: 26
Folder: RES 1992
Document: CC RES 92-057 RESOLUTION RATIFYING THE 1993
AGREEMENT BETWEEN THE CIN OF ST. ANTHONY AND AMERICAN
FEDERATION OF STATE, COUNTRY, AND MUNICIPAL EMPLOYEES
(AFSCME) COUNCIL 14, LOCAL 57, REPRESENTING THE ST. ANTHONY
POLICE DEPARTMENTS EMPLOYEES
CITY OF ST. ANTHONY
RESOLUTION 92-057
A RESOLUTION RATIFYING THE 1993 AGREEMENT
BETWEEN THE CITY OF ST. ANTHONY AND AMERICAN
FEDERATION OF STATE, COUNTY, AND MUNICIPAL
EMPLOYEES (AFSCME) COUNCIL 14, LOCAL 57,
REPRESENTING THE ST. ANTHONY POLICE
DEPARTMENT EMPLOYEES
BE IT RESOLVED, that the 1993 Agreement between AFSCME, Council 14, Local 57,
representing the St. Anthony Police Department and the City of St. Anthony is hereby
ratified and the Mayor and City Manager are authorized to execute the Agreement on
•t behalf of the City.
Adopted this d day of , 1992.
Mayor
ATTEST:
City Clerk
Reviewed for administration: !�
ity Manager
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CITY OF ST. ANTHONY
AGREEMENT WITH AMERICAN FEDERATION
OF STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, COUNCIL 14
LOCAL 57
ST. ANTHONY POLICE DEPARTMENT
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TABLE OF CONTENTS
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE I RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE II UNION SECURITY . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE III SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE IV LAYOFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE V RECALL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE VI DISCIPLINE AND DISCHARGE . . . . . . . . . . . . . . . 2
ARTICLE VII PROMOTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE VIII VACATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE IX SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE X SICK LEAVE BANK . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE XI ATTENDANCE BONUS . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE XII FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE XIII LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE XIV SEVERANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE XV HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE XVI HOURS OF WORK, WORK SCHEDULES . . 6
ARTICLE XVII OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE XVIII UNION VISITATIONS AND NOTICES . . . . . . . . . . . 7
ARTICLE XIX UNION BUSINESS . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE XX HEALTH AND LIFE INSURANCE . . . . . . . . . . . . . . 7
ARTICLE XXI WAGES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE XXII LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE XXIII SCHOOLS AND TRAINING SESSIONS . . . . . . . . . 8
ARTICLE XXIV P.O.S.T. BOARD REQUIREMENTS . . . . . . . . . . . . 9
ARTICLE XXV GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . 10
ARTICLE XXVI RIGHT OF SUB-CONTRACT . . . . . . . . . . . . . . . . 11
ARTICLE XXVII CLOTHING ALLOWANCE . . . . . . . . . . . . . . . . . . 11
ARTICLE XXVIII EMPLOYER AUTHORITY . . . . . . . . . . . . . . . . . . 11
ARTICLE XXIX NON-DISCRIMINATION CLAUSE . . . . . . . . . . . . 12
ARTICLE XXX SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE XXXI DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
• AGREEMENT BETWEEN CITY OF ST. ANTHONY AND
AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES COUNCIL 14, LOCAL 57,
REPRESENTING ST. ANTHONY POLICE
DEPARTMENT EMPLOYEES
INTRODUCTION
This AGREEMENT is hereby made and entered into between AFSCME Council 14, Local 57
AFL-CIO, hereinafter referred to as the UNION and the City of St. Anthony, a municipal
corporation, hereinafter referred to as the EMPLOYER. The intent and purpose of this
AGREEMENT is to:
1. Establish certain hours, wages and other conditions of
employment;
2. Establish procedures for the resolution of disputes concerning this
AGREEMENT'S interpretation and/or application;
3. Specify the full and complete understanding of the parties; and
4. Place in written form the parties' AGREEMENT upon terms and conditions of
employment for the duration of the AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, continue their dedication to the
highest quality of public service.
ARTICLE I RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative in matters involving
conditions of employment of the employees of the City of St. Anthony who are employed in
the St. Anthony Police Department and as such, the UNION is authorized to enter into this
AGREEMENT for and on behalf of the employees it so represents.
ARTICLE II UNION SECURITY
In recognition of the UNION as the exclusive representative, the EMPLOYER shall:
1. Deduct the first pay day of each month an amount sufficient to provide the
payment of such dues or fair share established by the UNION to be due and
payable, and
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• 2. Remit such deduction to the UNION at the earliest practicable date after collect
ion.
3. The UNION may designate certain employees from the bargaining unit to act as
Stewards and shall inform the EMPLOYER in writing of such choice.
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 EMPLOYER as a result of any action taken or not taken under the
provisions of this Article.
ARTICLE III SENIORITY
New employees shall be on a one (1) year probationary period. Annually, the EMPLOYER
shall furnish to the UNION a seniority list of the employees showing their respective dates of
hire. There shall be one (1) master seniority list per classification established based on the
employees original date of hire.
ARTICLE IV LAYOFF
In the event it becomes necessary to lay off employees for any reason, employees within one
. classification shall be laid off in the inverse order of their seniority.
ARTICLE V RECALL
Employees shall be recalled from layoff according to their seniority in their classification. No
new employees shall be hired until all employees on layoff status desiring to return to work
have been recalled. The employee's option to return to work shall be limited to three (3)
years after first notice of recall, subject to EMPLOYER'S determination of competence.
ARTICLE VI DISCIPLINE AND DISCHARGE
In the event of discharge, the employee or his representative shall commence any grievance
or complaint at Step Three of the grievance procedure. Disciplinary action shall be for just
cause and shall be subject to the grievance procedure.
ARTICLE VII PROMOTIONS
Promotions are solely at the discretion of the EMPLOYER, subject to the following:
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• 1. There shall be a posting of a job vacancy in the unit for at least ten (10) days
before the official closing of applications.
2. The City shall require such written, oral, performance, psychological and other
examinations or evaluations as deemed necessary to fill the position. The
dates) of such examination and their respective weight in determining selection
shall be communicated to all candidates before the first examination.
3. A written notification of promotion and salary shall be given to the person
selected.
ARTICLE VIII VACATION
Each permanent or probationary full time employee shall accrue paid vacation leave
according to the following schedule:
Service Years Vacation Accrued
0 - 5 6-2/3 hours per month
6 - 10 10 hours per month
11 10-2/3 hours per month
12 11-1/3 hours per month
13 12 hours per month
14 12-2/3 hours per month
15 and up 13-1/3 hours per month
Employees may accrue vacation leave up to one and one-half (1-1/2) 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 EMPLOYER.
No vacation leave shall be granted during the first six (6) months of a probationary period,
but if an employee satisfactorily completes the probationary period, vacation leave accrued
during the initial probationary period will be granted.
Vacation leave may be used as earned, except the dates of the vacation leave request are
subject to the approval of the EMPLOYER based upon scheduling requirements and the
seniority of the requesting employee.
To aid the EMPLOYER in effectively and efficiently scheduling for vacation fill in and to aid
any employee being requested to fill in a shift, employees must give formal written notice of
their intent to take a vacation at least fourteen (14) days prior to the first scheduled vacation
day. Approval of requests for vacation leave made less than fourteen (14) days prior to the
first scheduled vacation date are solely the prerogative of the EMPLOYER based primarily
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on scheduling requests and secondly, based upon seniority. This policy shall be waived for
medical emergencies, funeral leave not covered by this contract, or unanticipated
emergencies.
If the employee splits his vacation time, he or she 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 employees upon termination of employment, providing at least two (2) week written
notice is given. Employees taking vacation in the amounts of one (1) week or more shall
receive vacation pay in advance if a pay day falls during the vacation period.
ARTICLE IX SICK LEAVE
Sick leave shall be granted when necessary for personal illness, injury or legal quarantine.
The EMPLOYER may under reasonable circumstances require a doctor's certificate showing
the nature and extent of any injury or illness.
A permanent employee who meets the other requirements of this Article, who is receiving
Workmen's Compensation payments, may be granted sick leave pay for the amount of
difference between the Workmen's Compensation payments and his salary.
Sick leave with pay shall be accrued by all permanent probationary employees at the rate of
eight (8) hours for each calendar month of full time employment or major fraction thereof.
• Sick leave may not be used during the first six (6) months of a probationary period. Sick
leave shall be accumulative to a maximum of nine hundred sixty (960) hours.
ARTICLE X SICK LEAVE BANK
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 by the EMPLOYER.
A committee consisting of the City Manager and two (2) members of the 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. In no circumstances shall anyone be
allowed to 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 officer.
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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ARTICLE XI ATTENDANCE BONUS
If, during any one (1) calendar year (1/1 - 12/31) of a given year, an employee does not use
any sick leave, other than sick leave taken due to hospitalization on an "in-patient" basis
under the care of a physician and any "at-home" recovery following the hospitalization, then
that employee shall be entitled to an additional eight (8) hours of vacation time, over and
above regularly earned vacation time, to be taken during the following year. This benefit is
experimental and subject to EMPLOYER view of feasibility for continuance beyond this
AGREEMENT.
ARTICLE XII FUNERAL LEAVE
In the event of the death of any employee's spouse, children, or parents or spouse's
parents, the employee will be granted three (3) days of funeral leave with pay. In the event
of the death of an employee's or his spouse's grandparents, brothers and sisters, an
employee will be granted one (1) day's funeral leave with pay.
ARTICLE XIII LEAVE OF ABSENCE
Employees subpoenaed as witnesses, or called and selected for jury duty shall receive their
regular compensation less jury pay. Mileage allowance not to be considered as jury pay.
Whenever any employee is delegated to attend conventions of labor which require his
absence from work, the EMPLOYER agrees that such absence shall be allowed, provided
there is not substantial work interference, and the EMPLOYER is able to make satisfactory
arrangements.
ARTICLE XIV SEVERANCE
Severance pay in the amount of fifty percent (50%) of accumulated sick leave not to exceed
a maximum of forty-five (45) days shall be paid to all employees leaving employment in good
standing after one (1) year.
The payment for severance shall be made within ninety (90) days of the date of last
employment by mutual agreement of the EMPLOYER and employee, unless both agree to
some other limitation.
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ARTICLE XV HOLIDAYS
All permanent and probationary employees shall observe the following twelve (12) paid
holidays each year, in lieu of paid time off:
New Years Day Labor Day
Martin Luther King Day Columbus Day
Presidents Day Veterans Day
Good Friday Thanksgiving Day
Memorial Day Friday following Thanksgiving Day
Independence Day Christmas Day
The Special Duty Officer shall either take the above holidays off or may receive an additional
eight (8) hours in pay in lieu of the time off, based upon the demands of his or her work
schedule and the needs of the EMPLOYER.
ARTICLE XVI HOURS OF WORK, WORK SCHEDULES
A normal work day for full time employees may be up to ten (10) hours. The normal work
week for full time employees shall be an averaged forty (40) hours.
• The average work month for employees for the purpose of computing vacations, sick leave
and fractions of a month's work shall be one hundred seventy-three (173) hours.
All employees will be allowed two work relief periods a shift not to exceed fifteen (15) minutes
each.
ARTICLE XVII OVERTIME
Overtime is defined as all hours worked in excess of an averaged forty (40) hours per week,
in excess of a scheduled shift.
Overtime for all employees shall be paid as it is earned at the rate of time and one-half (1-
1/2). With the mutual agreement of the EMPLOYER and the employee, overtime shall be
compensated at the rate of time and one-half (1-1/2) compensatory time off.
Overtime shall be divided on a seniority basis, as equally as possible among all employees
on the seniority list.
Officers called in for court appearance while off duty will receive a minimum of two (2) hours
pay at time and one-half (1-1/2). Officers required to be "on call" for a court appearance
during time off will receive a maximum of two (2) hours pay at time and one half (1-1/2).
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ARTICLE XVIII UNION VISITATIONS AND NOTICES
A duly authorized representative of the UNION will be permitted to visit the premises of the
EMPLOYER at reasonable times for the purpose of transacting legitimate business of the
UNION, provided there will be no undue and unreasonable interference with the operation of
the department. The UNION shall be allowed to post reasonable and appropriate UNION
notices for employees at a convenient place designated by the EMPLOYER.
ARTICLE XIX UNION BUSINESS
One (1) employee shall be granted leave without pay to attend the State Federation of Labor
Convention and the AFSCME International Convention. The EMPLOYER shall attempt, if
possible, to arrange the employee's work schedule so that the employee will not lose pay.
ARTICLE XX HEALTH AND LIFE INSURANCE
The EMPLOYER will contribute Two Hundred Eighty-Five Dollars ($285.00) per month
towards the total cost of the employee's health and life insurance and any dependent's
health insurance costs. By mutual agreement employees may use Fifteen Dollars ($15.00) of
health insurance for dental insurance.
• If the total cost of the insurance is less than the City contribution, then the City will refund
the difference in a one-time, taxable payment on January 30th for the previous year. All
additional longevity pay in lieu of insurance benefit is hereby terminated. Employees
separating during the year will receive paid refund on a pro-rata basis. (The provisions of
this paragraph will not apply to any employee hired after December 31, 1988. Employees
hired after that date will not be entitled to such payment in lieu of insurance coverage or pro-
rate refunds.)
ARTICLE XXI WAGES
A. Top Scale Wages 1/l/93-12/31/93
Police Officer $3,268.85 per month
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• B. Wage Step System (for hirees after January 1, 1982)
Police Officer
Start 75% of Top Scale
After one (1) year 85% of Top Scale
After two (2) years 95% of Top Scale
After three (3) years 100% (Top Scale)
ARTICLE XXII LONGEVITY
Employees with the required service credit shall receive longevity pay according to the
following:
Five (5) years but less than ten (10) $100/month
Ten (10) years but less than fifteen (15) $150/month
Fifteen (15) years or more $200/month
ARTICLE XXIII SCHOOLS AND TRAINING SESSIONS
All employees shall be required to attend such schools or training sessions as may be
required by EMPLOYER. Attendance at sessions scheduled while officers are off duty shall
be voluntary for those officers. Compensation for such attendance is considered included
in the approved salary schedule unless EMPLOYER is reimbursed from an outside source.
It shall be the policy of the City of St. Anthony to maintain a College Incentive Program
according to the following provisions for employees hired prior to February 1, 1986.
1. In order to qualify for the program, earned college credits
be graded "C" or better or pass in a pass, no pass grading system and must
be certified to and approved by the EMPLOYER.
2. This program shall be based upon the quarter credits system as practiced at
the University of Minnesota. Courses based on any other credit system shall
be converted to the quarter credit system by the EMPLOYER.
3. The College Incentive Compensation, in addition to base salary, shall be paid at
the rate of forty cents ($.40) per approved credit per month, up to a maximum
of one hundred thirty-five (135) quarter credits. A four (4) year degree,
consisting of one hundred eighty (180) or more quarter credits shall be
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compensated, in addition to base salary, at the rate of eighty (180) or more
quarter credits shall be compensated, in addition to base salary, at the rate of
eighty dollars ($80.00) per month.
4. Candidates for College Incentive Compensation must have completed twelve
(12) months consecutive service with the St. Anthony Police Department.
5. College Incentive Compensation for the first one hundred thirty-five (135)
quarter credits shall be computed January 15th and July 15th.
6. College Incentive Compensation shall be considered in computing rates for
overtime.
7. The operation of the College Incentive Program and creation of any necessary
regulations related thereto shall be administered by the City Manager with the
approval of the City Council.
8. In order for an employee to continue to receive College 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 (6) 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 AA degree
in Law Enforcement or a four year degree will be exempt from the above.
9. Credits on courses taken that may not be accredited courses may be used if
approved by the EMPLOYER for maintaining one's compensation level.
10. Employees covered under this program are grandfathered at current rates
unless application of the provisions of Subd. 8 of this Article would cause those
monthly amounts to decrease, in which case such benefits will be accordingly
reduced.
ARTICLE XXIV P.O.S.T. BOARD REQUIREMENTS
The employee is responsible for the payment of any necessary license fees and application
for such license under the Peace Officer Standards and Training Act (P.O.S.T.).
The EMPLOYER is to make every effort possible to provide the necessary P.O.S.T. certified
training required under the current law during the course of duty time. In the event that it is
not possible to provide necessary P.O.S.T. certified training during duty time, the employees
will be reimbursed in the form of compensatory time off for off duty training hours at the
rate of time and one-half, effective from the date the agreement is signed.
• ARTICLE XXV GRIEVANCE PROCEDURE
1. This grievance procedure is established for the purpose of resolving disputes
involving the interpretation or application of this AGREEMENT.
2. The EMPLOYER will recognize Stewards selected by the UNION as the grievance
representatives of the bargaining unit. The UNION shall notify the EMPLOYER in
writing of the Stewards and of their successors when so named.
3. A grievance is defined as a dispute over the interpretation or application of this
AGREEMENT.
4. Grievances shall be resolved in the following manner:
STEP 1. An employee claiming a violation concerning the interpretation or
application of this AGREEMENT shall within twenty-one (21) calendar days after
such alleged violation present such grievance to the employee's immediate
supervisor designated by the EMPLOYER. The EMPLOYER-designated represen-
tative will give a final answer to Step 1 grievance within ten (10) calendar days. If a
grievance is not resolved in Step 1, such grievance shall be placed in writing and
referred to Step 2 within ten (10) calendar days after the EMPLOYER'S final answer
in Step 1. Any grievance not referred in writing by the employee within ten (10)
calendar days shall be considered waived.
STEP 2. The written grievance shall be presented personally to the employee's
department head or other EMPLOYER-designated representative. A copy will be
sent by registered mail, return requested to the City Manager. The EMPLOYER-
designated representative shall give the employee the EMPLOYER'S Step 2 answer
within ten (10) calendar days after receipt of such Step 2 grievance. If a grievance
is not resolved in Step 2, such grievance shall be referred to Step 3 within ten (10)
calendar days following the EMPLOYER-designated representative's final Step 2
answer. Any grievance not referred in writing by the employee within ten (10)
calendar days shall be considered waived.
Step 3. The written grievance shall be presented personally to the EMPLOYER-
designated representative (City Manager). The EMPLOYER-designated
representative shall give the EMPLOYER'S answer within ten (10) calendar days
after receipt of such Step 3 grievance. If a grievance is not resolved in Step 3,
such grievance shall be referred to Step 4 within ten (10) calendar days following
the EMPLOYER-designated representative's final Step 3 answer. Any grievance
not referred in writing by the employee within ten (10) days shall be considered
waived.
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Step 4. Unresolved grievances are subject to the arbitration provisions of
Minnesota Statutes, Section 179.70. The arbitrator shall not have the right to
amend, modify, nullify, ignore, add to, or subtract from the provisions of this
AGREEMENT. He shall consider and decide only the specific issue submitted to
him in writing by the EMPLOYER and the UNION and shall have no authority to
make decision on any other issue not so submitted to him. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or
varying in any way the application for laws, rules or regulations having the force
and effect of the law. The arbitrator shall submit his decision in writing within thirty
(30) days following the close of the hearing or the submission of briefs by the
parties, whichever is later unless the parties agree to an extension. The decision
shall be based solely upon the arbitrator's interpretation or application of the
express terms of this AGREEMENT on the facts of the grievance presented.
All documents, communications and records dealing with a grievance shall be filed
separately from the personnel files of the involved employee(s).
The time limits established in this Article may be extended or modified by mutual
consent of the EMPLOYER and the UNION and shall be in writing.
Employees shall be allowed reasonable time to process grievances during working
hours without loss of pay.
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ARTICLE XXVI RIGHT OF SUB-CONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER from sub-
contracting work performed by employees covered by this AGREEMENT.
ARTICLE XXVII CLOTHING ALLOWANCE
The EMPLOYER shall supply at no cost to the employees, all required uniform items and
reasonable replacements.
A Patrol Officer assigned to the duty of investigation will receive a clothing allowance of up to
Two Hundred Dollars ($200.00). The employee will receive reimbursement for such
expenditures after a receipt of purchase is furnished to the City Finance Department.
ARTICLE XXVIII EMPLOYER AUTHORITY
The UNION recognizes the prerogative of the EMPLOYER to operate and manage its affairs
in all respects in accordance with existing and future laws and regulations of appropriate
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'authorities including municipalities personnel policies and work rules. Rules and regulations
shall be reasonable and consistent with this AGREEMENT and applied uniformly and without
discrimination. The prerogatives and authority which the EMPLOYER has not officially
abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER.
ARTICLE XXIX NON-DISCRIMINATION CLAUSE
The provisions of the AGREEMENT shall be applied equally and without discrimination by the
EMPLOYER and the UNION to all employees regardless of race, color, creed, religion,
national origin, sex, marital status, status with regard to public assistance, disability, or age.
ARTICLE XXX SAVINGS CLAUSE
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 provision shall be voiced. All other provisions shall continue
in full force and effect. The voiced provision shall be renegotiated at the request of either
party.
ARTICLE XXXI DURATION
This AGREEMENT shall be effective as of the first day of January, 1993, and shall remain in
full force and effect until the thirty-first day of December, 1993.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this ;22.'J
day of ¢ , 19-2-2:n-.
Articles in the contract may be rewritten by mutual agreement of the parties. If no agreement
is reached, all articles will remain as is.
CITY OF ST. ANTHONY FOR AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES,
AFSCME COUNCIL 14, LOCAL 57
416
It Mayor
Its City Manager
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1993 ADDENDUM
MEMORANDUM OF UNDERSTANDING
The EMPLOYER agrees to a reopener of the 1993 labor union agreement if other
City organized employees settle for a higher percentage raise than the 2.75
percent agreed upon by the Police Department.
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