HomeMy WebLinkAbout2014 - 2015 Executed Contract [AFSCME] . �
labor Agreement between the
City of St. Joseph
and �
American Federation of State, County, and Municipal Employees
(AFSCME) Council 65
January 1, 2014 — December 31, 2015
.
This page intentionally left blank
Table of Contents
Article 1 Purpose of the agreement 1
1.1 Purpose of the agreement- Interpretation 1
1.2 Purpose of the agreement-Terms and conditions 1
Article 2 Recognition 1
2.1 Union as exclusive representative 1
2.2 Employer to not enter into any agreements conflicting with agreement 1
2.3 Employer to recognize Union as the representative 1
Article 3 Definitions 1
3.1 Union 1
3.2 Employee 1
3.3 Regular employee 1
3.4 Probationary employee 1
3.5 Employer 1
3.6 Base hourly wage 1
Article 4 Employer Authority 2
4.1 Employer retains right to manage the employees 2
Article 5 Employee Security 2
5.1 Union to designate and make Employer aware of stewards/negotiators 2
5.2 Discrimination 2
5.3 Payment of union dues 2
5.4 Employer to make space available for union announcements/notices 2
5.5 Union representative to have access to Employer to conduct union business 2
5.6 Union Indemnify Employer 3
Article 6 Employer Rights and Grievance Psocedure 3-5
6.1 Definition of a grievance 3
6.2 Procedure 3-4
6.3 Arbitrator's Authority 4
6.4 Waiver 5
6.5 Expenses 5
6.6 Exc{usive Remedy 5
6.7 Choice of Remedy 5
Article 7 Hours of Work 6
7.1 Employer to determine work schedules 6
7,2 Normal workweek 6
7.3 Work Schedules to be posted 6
7.4 Breaks 6
7.5 Lunch periods 6
7.6 Luneh periods to be scheduled 6
12.2 Extended Family 12
12.3 Friends and other relatives 12
Articie 13 Bone Marrow 13
13.1 Entitlement to time off 13
Article 14 Jury Duty 13
14.1 Employee to report for jury duty 13
Article 15 Military Leave 13
15.1 Employees called to training or active duty 13
Article 16 Unpaid leaves of absence 13-14
16.1 Written request to be made 14 days prior 13
16.2 Requested leaves to be granted at discretion of the City Counc+l 13
16.3 No compensation or benefits to be earned 14
Article 17 Family Medical Leave Act 14
17.1 All parties to be bound by FMLA 14
Article 18 Health Benefits 14-15
18.1 Employer to provide health and dental insurance 14
18.2 Health insurance options 14
18.3 Dental insurance 14
18.4 Termination and COBRA 15
18.5 Retirement and continuation 15
18.6 Life insurance 15
18.7 Long term disability 15
Articte 19 Post Retirement Health Care Savings 15-16
19.1 Establishment of VEBA 15
19.2 Severance pay 15
19.3 Contribution-Unused sick teave 15
19.4 Administrative fee 16
Article 20 Probationary Periods,Seniority and Resignation 16-18
20.1 Six month probationary period for new employees 16
20.2 Completion of probationary period 16
20.3 Seniority to govern in the event of a layoff or recall 16
20.4 Intent to resign 16
20.5 Employees laid off 16-17
20.6 Employees to be recalled based on seniority 17
20.7 Employees recalled to a lower job classification 17
20.8 Employees eligible for recall 17-18
20.9 Seniority defined 18
20.10 Minimum notice of layoff 18
20.11 Seniority list to be provided to Union 18
20.12 Loss of seniority 18
Article 21 Vacancies,New Positions and Promotions 18-19
21.1 New positions and vacancies to be posted 18
21.2 Senior employee to be offered a vacant position 18-19
21.3 Qualification determination 19
21.4 Employee refusing a promotion 19
21.5 Employee requirements before any transfers/promotions 19
21.6 Approvals for promotion to be made by Employer 19
21.7 Authority to hire temporary staff in the event of vacancy 19
21.8 Reclassification of Maintenance Supervisor 19
Article 22 Discipline 19-20
22.1 Forms of discipline 19
22.2 Suspensions,demotions and discharges to be in written form 19
22.3 Employees and Union to receive copies of all written notices 19
22.4 Employees to examine their personnel files 19
22.5 Investigation of disciplinary action 20
22.6 Grievances to be initiated by Union 20
Article 23 Wages 20
23.1 Employees to be paid in accordance with Schedute"A" 20
23.2 Employees to move on wage scale at anniversary date 20
23.3 Deductions 20
23.4 Wages for employees taking a lower classification 20
Artide 24 Uniforms 20-21
24.1 Uniforms to be provided for maintenance employees 20
24.2 Safety shoes required 20-21
Article 25 Longevity 21
25.1 Employees eligible for longevity payment 21
25.2 Longevity payment to be paid 21
Article 26 Reimbursements 21
26.1 Meal reimbursement 21
26.2 Mileage 21
26.3 Lodging 21
26.4 Parking fees 21
26.5 Commercial transportation 21
26.6 School license reimbursement 21
Article 27 Retirement Contribution 21-22
27.1 Employer and Employee to contribute to PERA 21-222
Article 28 Personnel Policy Manual 22
28.1 Collective bargaining agreement shall govern over the Personnel Policy 22
Article 29 Waiver 22
29.1 All prior agreements,etc to be suspended 22
29.2 Agreement to be opened only upon consent of both the Employer and Union 22
Article 30 Savings Clause 22
30.1 Provisions to be voided if contrary to law 22
Article 31 Duration 22-23
31.1 Agreement to be automatically renewed annually unless desire to modify 22-23
31.2 Written notice required to terminate agreement 23
Appendices 25-28
Seniority Listing by Job Classification 25
Memorandum of Understanding 26-27
Schedule A 28
ARTICLE 1 PURPOSE OF THE AGREEMENT
This agreement is entered into between the City of St.loseph, herein after called the
"Employer",and the American Federation of State,County and Municipal Employees,AFL-CIO
herein after ca(led"Union". It is the intent and purpose of this agreement to:
1.1 Establish procedures for the resolution of disputes concerning this Agreement's
interpretation and/or application;and
1.2 Place in written form the parties'agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 RECOGNITION
2.1 The Employer recognizes Union as the exclusive representative for all employees of
the Employer who are both public employees within the meaning of Minnesota
Statute 179A.03,Subd.14 and work for the Employer more than 67 days in a calendar
year,excluding supervisory,confidential, Police Chief,and employees employed in the
City of St.Joseph Police Department who are represented by another exclusive
representative.
2.2 The Employer shall not enter into any agreement with the employees coming under
this jurisdiction,either individually or collectively which in any way conflicts with the
terms and conditions of this Agreement.
2.3 The Employer recognizes the Union as the representative for all employees identified
in 2.1 and will negotiate wages for all new bargaining unit positions.
ARTICLE 3 DEFINITIONS
3.1 Union:American Federation of State County and Municipal Employees,AFL-CIO.
3.2 Employee:An individual employed by the City of St.Joseph included in the appropriate
unit represented by the Union.
3.3 Regular Employee: Employee who has completed the probationary period.
3.4 Probationary Employee: Employee who has not completed the probationary period.
3.5 Employer:City of St.Joseph
3.6 Base Hourly Wage: An employees' hourly rate of pay as specified in Schedule A.
1
ARTICLE 4 EMPLOYER AUTHORITY
4.1 The Employer retains the full and unrestricted right to operate and manage all
manpower,facilities,and equipment;to establish functions and programs;to set and
amend budgets;to determine the utilization of technology;to establish and modify
the organizational structure;to select,direct,and determine the number of personnel;
to establish work schedufes, shifts,and hours;to contract for goods or services;to
make and enforce reasonable rules and regulations;to hire, promote,assign,and
transfer Employees;to lay off Emptoyees;to assign duties,tasks,jobs, hours,shifts,
and overtime to Employees and to perform any inherent manageriai functions not
specifically limited by this agreement.
ARTICLE S EMPLOYEE SECURITY
5.1 Union may designate emp►oyees from the bargaining unit to act as stewards,
negotiators and alternates and shall inform the Employer in writing of such choice and
changes in the position of steward and/or alternate.
5Z There shall be no discrimination, by the Employer or AFSCME against any employee
because of age, sex, race, color,disability, religious or political belief,or membership,
or non-membership in AFSCME.
5.3 For such employees as authorized in writing,the Employer shall deduct from the first
pay check of each employee per month an amount equal to the regular monthly Union
dues, certified in writing by the Union,and any other Union and employee approved
deductions,and shall be remitted to the Union as directed by the Union. For those
employees who do not provide written authorization,the employer shall deduct from
the first paycheck of each month an amount up to 85%of the regular monthiy Union
dues as a Fair Share Fee in accordance with Minn.Stat.Sec. 179A.06 Subd. 3,and shall
be remitted to the Union as directed by the Union.
5.4 The Employer shall make space available on the employee bulletin board at the
unions'expense for posting Union notice(s)and announcements.
5.5 Union representatives shall have access to the premises of the Employer at reasonable
times and subject to reasonable rules in connection with official Union business.
2
5.6 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 by the Employer under the provisions of 5.3.
ARTiCLE 6 EMPLOYEE R16HTS-GRIEVANCE PROCEDURE
6.1 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.
6.2 PROCEDURE-Grievances,as defined by Section 6.1,shall be resolved in conformance
with the following procedure:
Step One
An employee claiming a violation concerning the interpretation or application of this
agreement shall,within 14 working days after such alleged violation has occurred,
present such grievance in writing to their supervisor, meet and discuss it with their
supervisor and attempt to resolve it with their supervisor. Maintenance and utiiity
employees shall provide suth grievance to the Public Works Director,clerical
employees shall provide such grievance to the Finance Director and Police
Administration support staff employees will provide such grievance to the Police Chief.
The Supervisor will discuss and give an answer to such Step 1 grievance within seven
(7)working days after receipt and the meeting and discussion.
Step Two
If a grievance is not resolved in Step 1 and the Union desires to appeal it to Step 2,the
Union shall within seven(7)working days after the supervisor's submission of his or
her final Step 1 answer place the appeal in writing setting forth the nature of the
grievance,the facts on which it is based,the provisions of the Agreement allegedly
violated,the remedy requested, and present the written grievance to the City
Administrator, meet with the City Administrator and attempt to resolve the grievance.
The City Administrator will discuss and give an answer to such Step 2 grievance within
ten (10)working days from the date of the 2nd step grievance meeting and discussion.
3
Step Three
If a grievance is not resolved in Step 2 and the Union desires to appeaf it to Step 3,the
Union shall within seven (7)working days after the City Administrator's submission of
his or her f+nal Step 2 answer, place the grievance in writing setting forth the nature of
the grievance,the facts on which it is based,the provisions of the Agreement allegedly
violated, remedy requested and present the written grievance to the City
Administrator. The Union shall thereafter meet with the City Council,or their
representative,and attempt to resolve the grievance on a date mutually agreeable to
the Union and City Council,or their representative. Within ten (10)working days of
the meeting,the City Council,or their representative,shall issue a written answer to
the grievance.
Step Four
If a grievance is not resolved in Step 3 and the Union desires to appeal it to Step 4 the
Union shall submit the matter to the State of Minnesota, Bureau of Mediation
Services, subject to the provisions of the Public Employment labor Relations Act,
Minnesota Statutes Chapter 179A. By mutual agreement the Employer and the Union
may waive Step 4 and proceed directly to Step 5,arbitration.
Step Five
If the grievance is not resolved in Step 4, mediation,and the Union desires to appeal it
to Step 5 the Union shall,within ten (10)working days after the completion of
mediation as designated by the mediator, present written notice of its intent to
request for arbitration to the City Administrator. Within ten (10)working days after
presenting such notice,the Union must provide a written request for a list of seven
arbitrators to the Minnesota Bureau of Mediation Services with a copy to the City
Administrator. The selection of an arbitrator shall be made in accordance with the
rules established by the Minnesota Bureau of Mediation Services.
6.3 ARBITRA?OR'S AUTHORITY
6.3.1 The arbitrator shall have no authority to amend,modify, nullify, ignore,add to,
or subtract from the provisions of the Agreemenfi. 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. The arbitrator shall be without power to
4
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 decision shall be binding on both the Employer and the
Union and shall be based solely on the arbitrator's interpretation or
application of the express terms of this Agreement and to the facts of the
grievance presented.
6.3.2 The arbitrator's decision shall be submitted in writing within 30 calendar days
fo!lowing the close of the hearing or the submission of briefs by the parties,
whichever is later, unless the parties agree to an extension.
6.4 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 ne�ct 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.
6.5 EXPENSES-Any costs or expenses incurred in conjunction with mediation or
arbitration procedures shalt be borne equally by the Employer and the Union,with
each paying one-half of the costs or expenses incurred. Each party shall be responsible
for their own attorney fees with regard to any grievance procedure. 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.
6.6 EXCLUSIVE REMEDY-This procedure shall be the sole and exclusive means of
processing a grievance.
6.7 CHOICE OF REMEMDY- If the event giving rise to a grievance is appealed to any
procedure other than the grievance procedure in this article,at any time,the
grievance is not subject to this grievance procedure nor arbitration under such
procedure.
An employee pursuing a remedy pursuant to a statute under the jurisdiction of the
United States Equal Opportunity Commission is not precluded from pursuing an appeal
under the grievance procedure of this Agreement. If a court of competent jurisdiction
rules contrary to the ruling in EEOC v. Board of Governors of State Colleges and
Universities,957 F.2d 424(7`h Cir.),cert.denied,506 U.S. 906, 113 S.Ct.299(1992),or
5
if Board of Governors is judicially or legislatively overruled this paragraph of Section
6.7 shall be immediateiy nu�l and void and shall be deleted from this Agreement.
ARTICLE 7' HOURS OF WORK
7.1 The Employer shall be the sole authority in determining the work schedules.
7.2 The normal workweek shall consist of five(5)days,eight(8)hours per day, Monday
through Friday,and totaling�40 hours.The normal work year shall consist of 2080
hours.
7.3 Work schedules shall be posted one(1)week in advance,subject to change due to
emergency circumstances. "Emergency" circumstances relate solely to hea(th and
safety issues.
7.4 An employee working eight(8)hours or more in a workday shall be granted two(2),
fifteen (15)minute rest breaks each day. Employees working a minimum of four(4)
hours in a workday shall receive one fifteen(15) minute rest break each day. Rest
breaks will be scheduled in mid-morning and mid-afternoon. Break/rest periods shall
not be combined to compensate for late arrivals or early departures.
7.5 If an employee works langer than four(4) hours,they will be given a minimum of one-
half hour unpaid lunch period.The time when lunch periods are scheduled varies
among departments,depending on the needs of each department.
7.6 An employee is expected to take their allotted time for lunch.They are requested not
to perform any work during their regularly scheduled lunch period, unless specifically
requested to do so by the supervisor. In that event,the lunch will be rescheduled.
ARTICLE 8 OVERTIME AND PREMIUM PAY
8.1 So far as possible, Employees working in the same department doing the same
general responsibilities shall receive approximately the same amount of scheduled
overtime in any one year.
8.2 If a "non-exempt"employee performs overtime work,they will be paid one and one-
half 1%Z)times their regular hourly wage for anytime over eight(8) hours per day or
40 hours per week that an employee works. If during that week,they were away from
their job because of a job-related injury,jury duty,scheduled vacation, paid sick leave,
paid holiday or funeral leave,those hours not worked will be counted as hours worked
for the purpose of camputing eligibility fpr overtime pay.
6
8.3 If an employee is requested to return to work after they have concluded work for that
day the employee will be paid at a minimum rate of two hours,calculated at one and
one-half(1%)times the employee's base hourty wage.
8.4 Overtime work performed which is compensated for by time and one half off,in lieu of
overtime shall be called compensatory time. It may be taken in hourly or half hour
increments. Employees may accrue up to a maximum of 80 hours and carryover a
maximum of 40 hours. Hours accumulated over the maximum of 40 hours as of the
final day of the final full pay period of the calendar year will be paid out on the payday
for that payroll period.8.5. For the purposes of computing overtime compensation,
overtime hours worked shall not be pyramided,compounded,or paid twice for the
same hours worked.
8.5 Employees required to work on Elections shall be paid at the following rates: 1—8
hours straight time;8.01 to 12 hours at time and one-half(1%) 12.01 hours and up at
double time(2x).
ARTICLE 9 HOLIDAYS
9.1 The following days shall be paid holidays for regular employees
New Year's Day lanuary 15Y
Martin Luther King Day 3�d Monday in January
Presidents Day 3`d Monday in February
Good Friday %day plus�day floating
Memorial Day Last Monday in May
lndependence Day July 4tn
Labor Day 15`Monday in September
Veterans Day November 11tn
Thanksgiving Day 4t�'Thursday in November
Day after Thanksgiving 4`h Friday in November
Christmas Eve December 24`n
Christmas Day December 25`n
Personal Holiday Floating
9.2 If the holiday falls on Saturday,the holiday will be observed on the preceding work
day; if the holiday falls on a Sunday,the holiday will be observed on the next work day.
9.3 If Christmas falls on a Saturday,Sunday or Monday the Christmas Eve holiday and
Christmas holiday will be observed as follows:
7
If Christmas falls on: Christmas Eve is Christmas is
observed on: observed on:
Saturday Thursday Friday
Sunday Friday Monday
Monday Friday Monday
9.4 Employees required to work on a holiday shall be paid one and one half times their
base hourly wage for all hours worked on the holiday.
9.5 Maintenance Employees scheduled to work on a holiday shall only be required to
complete utility and facility checks. The employee working on the holiday shall be paid
at time and one-haif(1'!:)and will be paid a minimum of two hours. !n addition,the
employee shall be allowed to bank holiday hours equal to the actual hours worked.
The holiday hours must be used within 60 days of the holiday or tMey will be forfeited.
9.6 Maintenance employees whose scheduled day off falls on a holiday will receive
another day off with pay. This day must be used within 60 days of the holiday or the
hours will be forfeited.
9.7 Each regular empioyee shail receive a Personal Holiday to be used at the discretion of
the ernployee upon approval of the immediate supervisor. The Personal Holiday hours
may not be taken in increments and will be equal to the hours worked on a typical
work day. Personal Holiday hours not used before December 31 of any calendar year
shall be forfeited. The Persanal Holiday cannot be used if the employee has unused,
banked holiday hours provided under 9.5 and 9.7.
9.8 Part time empioyees working 30 hours per week or more and are regularly scheduled
to work Monday—Friday shall earn five personal holidays. The hours shall be
equivalent to the average work day(i.e.an employee working 6 hours per day shall
earn five personal days equaling 30 hours). An employee using a Personal Qay the day
before or the day after a holiday shall not be entitled to the holiday pay.
ARTICLE 10 VACATIONS
10.1 Full time employees are eligible for paid vacation. An employee is not eligible to use
paid vacation during their probationary period. Vacation accrues from the first day of
employment.
1Q.2 Regular fult time emptoyees shall earn vacation benefits annually as follows:
a) One year of service—4Q hours
8
b) Two through four years of service—80 hours
c) Five through nine years of service—120 hours
d) Ten through twenty years of service—160 hours
e) Twenty-one to twenty five years of service,an additional eight hours of
vacation for each year of employment will be accrued with a maximum of 200
hours.
10.3 Vacation hours will be credited each pay period, prorated on the schedule in section
10.1.
10.4 Vacation hours may be taken in increments of not less than one half hour.
10.5 Employees eligible for 120 hours or more of vacation shall be required to take at least
one block of five consecutive vacation days.
10.6 If an employee is on an approved unpaid leave of absence for less than a thirty(30j
day time period,their vacation accrual will not be affected. If the unpaid leave is over
a thirty(30)day time period,vacation time will not continue to accrue.
10.7 If a City paid holiday falls during a scheduled vacation period,an employee will not be
charged a vacatian day for that holiday.
10.8 Empioyees leaving employment in good standing after giving proper notice of
termination shall be compensated for vacation leave earned and unused to the date of
separation by lump sum payment or may request to use vacation accrued as time off.
An employee leaving employment prior to the completion of their probationary period
shall not receive compensation for any accrued vacation.
10.9 Employees are allowed to carry forward into the next calendar year,a maximum of
one hundred(100)vacation hours. All vacation hours in excess of 100 hours for an
employee as of the last pay date of the calendar year shall be forfeited.
10.10 Vacation preferences shall be designated by March 30 of each calendar year, and
seniority shall govern in the case of conflict. Vacation requests made after March 30
are subject to approval by the Employer.
10.11 An employee deprived of a vacation scheduled or any part thereof due to working on
their scheduled vacation day at the request of the Employer,shall be compensated in
pay for the vacation time lost,or be allowed the vacation time taken at a later date on
approvai of the Employer,at the Employer's discretion. If the vacation time deprived
occurs after December 15 and the employee cannot reschedule the time before the
9
end of the year, up to 40 hours may be carried forward to the next calendar year
(above the maximum carry over in section 10.8). These additional hours must be used
no later than February 15 of the following calendar year.
10.12 Reguiar part time(not temporary or seasonal)empioyees shall earn vacation benefits
on a pro rata basis(must work a minimum of 30 hours per week).
ARTICLE 11 SICK LEAVE
11.1 FuN time employees are eligible to earn sick leave. An employee is not eligible to use
sick leave during their probationary period. Sick leave accrues from the first day of
employment.
11.2 Sick leave with pay shall be earned by each regular employee on the basis of eight(8)
hours for each month of service.
11.3 Sick Leave may be accumulated up to a maximum of nine hundred and sixty hours
(960). When an employee hired prior to May 1,2001 has reached the maximum
accumulation of sick days,s/he will be paid for eighfi hours at the regular rate of pay
for each month that sick leave is earned but not used. When an employee hired after
May 1,2001 has reached the maximum accumulation of sick days, s/he will be paid for
four(4) hours at the regular rate of pay for each month that sick leave is earned but
not used.
11.4 Employees may use their sick leave in increments of not less than one hour at any one
time.
11.5 Sick leave may be granted for the purposes of doctor,dentist,or other care provider
appointments in their offices,or a personal illness or injury either of which necessitate
an absence from work. Sick leave may also be used due to the illness or injury of an
employee's reiatives for reasonable periods of time as the employee's attendance may
be necessary. For purposes of this section, relatives include spouse,child,adult child,
parent,sibling,grandparent,or step-parent.
11.6 If an employee is on an approved unpaid leave of absence for less than thirty(30)
days,an employee's sick leave accrual will not be affected. Should the leave extend
beyond thirty(30)days;sick leave time will not continue to accrue.
10
11.7 Upon separation from employment due to retirement or termination in good standing
employees shall be compensated for unused sick leave based on the foNowing table:
Years of Service Compensation
00—03 Years Employee shal(not receive compensation for unused
accumulated sick ieave.
04—D9 Years Employee shall receive 50%of their unused accumulated sick
leave.
10—19 Years Employee shal! receive 1009�0 of their unused accumulated sick
leave up to 720 hours.
20—24 Years Employee shall receive 100%of their unused accumulated sick
leave up to 840 hours.
25+Years Employee shall receive 100%of their unused accumulated sick
leave up to 960 hours.
The foregoing compensation will be paid as provided in Article 19 of this Agreement.
11.8 Sick leave may be granted for absence from duty due to death in the employee's
immediate family. "Immediate family"shal! be a spouse, child,parent or sibling living
in their home.
11.9 If sick leave is used for more than three(3)days in duration,a medical certificate may
be required.
11.10 (n order for an eligible Emplayee to receive sick leave,the employee must notify the
employer prior to scheduled work to the appropriate supervisor the reason for a
proposed absence from duty,and keep the appropriate supervisor informed of his or
her condition of the absence daily. An exception to this notification is a sufficient
multi-day justification for use of sick leave from the doctor submitted prior to the
leave.
11.11 An employee using sick leave for reasons not specified in 11.5,except as otherwise
provided by this Article, may be cause for disciplinary action, including suspension,
demotion or dismissal.
11.12 An Employee may supplement benefits received under Workers Compensation with
sick leave up to an amount equal to the difference between such benefits and the
employee's normal pay. Employees who receive Workers Compensation while being
paid sick leave by the Employer will be obligated to report those check amounts to the
Employer.
11
11.13 Sick Leave Donation—The Employer supports its emptoyees'desire to assist each
other in times of need. As a result,employees will be allowed to donate sick leave to
' other employees in need under the following guidelines:
a) Emptoyees will be atlowed to donate a maximum of five(S)days of sick leave
per calendar year.
b) The donation of time will be to a specific individual in need to be used for the
duration of their own particular illness or to provide for the care of a child,
spouse or parent who is ill.
c) A maximum amount of time equivalent to no more than a total of 90 days may
be donated to any individual in coordination with leave policies. Donated
leave may not be used during the time period for which an employee is
receiving long term disability benefits from the Employer's group long term
disability plan.
d) Employees will only be allowed to use donated leave time once fihey have
exhausted all of their own paid leave.
f) Only employees who have been employed for at least one year will be eligible
to receive this leave.
g) Participation in Leave Donation is voluntary.
h) Donation and acceptance of donated leave must be approved by the City
Administrator.
ARTICLE 12 FUNERAL LEAVE
12.1 An Employee shal!be granted a maximum of three(3)days leave with pay in the event
of a death in the immediate family(spouse,children,father, mother,spouses' parents,
spouses'children or legal guardian, brothers and sisters).
12.2 An Employee shall be granted one(1)day leave with pay in the event of a death of a
grandparent, spouses'grandparent,grandchildren or sibling or any member of the
extended family with the supervisor's approval.
12.3 An Employee may take up to one day without pay to attend funerals of other relatives
and friends. Vacation time may be used for this purpose. Employees may only use
funera! leave twice in one calendar year for this purpose.
12
ARTICLE 13 BONE MARROW
13.1 An Employee,working an average of 20 hours or more per week,shall be entitled to a
paid leave of absence when undergoing a medical procedure to donate bone marrow.
The combined length of leave of absence to complete the procedures shall not exceed
40 work hours, unless the employee specifically agrees to a greater leave. The
employer may require veri�cation by a physician of the purpose and length of each
leave requested by the employee to donate bone marrow. Employees shall be
entitfed to bone marrow donation leave in accordance with the law. This article is not
subject to Article 6.
ARTICLE 14 1URY DUTY
24.1 It is an employee's civic duty as a cit+zen to report for jury duty whenever called. If an
employee is called for jury duty,the City will permit them to take the necessary time
off. The Employer will reimburse an employee for the difference between their jury
pay and their regular pay,not to exceed eight(8) hours per day for a maximum of ten
(10) business days.
ARTICLE 15 MILITARY LEAVE
15.1 Employees shall be entitled to military leaves of absence and reinstatement in
accordance with the iaw. This section is included simpty to make city employees and
employers aware of the fact that the State Law applies. This article is not subject to
Article 6.
ARTlCLE 16 UNPAID LEAVES OF ABSENCE
16.1 In the event it is necessary for an employee to be absent from work for reasons other
than sick leave,funeral leave,vacation,jury duty or family and medical leave,a written
request for an unpaid leave of absence must be made at least fourteen (14)calendar
days prior to the effective date of the leave of absence.
16Z Requested leaves of absence will be granted on�y when such leave would not affect
the services provided by the Employer, is recommended by the City Administrator,and
is approved by the City Council. The approval of such requests is discretionary with
the City Council.
13
16.3 During an unpaid leave of absence employees will earn no compensation or benefits
except as expressly provided in this Agreement.
ARTICLE 17 FAMILY MEDICAL LEAVE ACT
17.1 All parties involved in this bargaining agreement are bound by the Family Medical
Leave Act and by any amendments or judicial interpretations thereto.
ARTICLE 18 HEALTH BENEFITS
18.1 The Employer shall offer group health and dental insurance to full time regular and
part time regular(those working 32 hours per week or more, prorated based on hours
worked; i.e.: If an employee works 35 hours,the Employer would pay seven eighths of
the employer contribution). The health insurance offered shall contain major medical,
medical health care coverage and dependents health care coverage.
18.2 Health Insurance: For employees enrolled in the Employer's group health insurance:
The maximum Employer contribution to premiums and Health Savings Account(H.S.A)
are as follows:
Family Coverage
Year Premium H.S.A.
2014 $977.57/mo $3,000.00/year
2015 $997.12/mo $ 2,000.00/year
Single Coverage
Year Premium H.S.A.
201�F $300.29/mo $ 1,500.00/year
2015 $306.29/mo $ 1,000.00/year
In conjunction with the first pay period of the calendar year,the Employer will deposit
one half(1/2)of the employer contribution in to each individual HSA account. The
second one half(1/2)of the City's contribution shall be deposited on the pay period
closest to and after July 1.
18.3 Dental Insurance: The Employer shall provide dental insurance for both the employee
and dependents. The Employer will pay 80%of the dental insurance premium with
the employee paying 20�0.
14
18.4 In the event of termination of employment with the Employer or loss of eligibility to
remain covered under the City group health insurance program,the employee and
their eligible dependents shall be allowed to continue coverage as provided under law,
with the employee paying the associated costs at their own expense.
18.5 Upon retirement,employees may continue coverage under the Employer group health
insurance program at their own expense.
18.6 Life Insurance: The Empioyer shatl provide aN eligible regular full time employees
group life insurance with accidental death and dismemberment.
a. The amount of life insurance provided shall be at least$25,000.
b. The Employer will pay 100%of the premium. Spousal and dependent
coverage shall be provided if the coverage is part of the policy covering the
employee.
18.7 Lon�Term bisabilitv: The employer shal� provide all eligible full time regular
employees long-term disability insurance. The Employer shall not be liable to an
employee for the insurer's failure to pay a claim.
The Employer shall provide all eligible employees with disability insurance as per
current policy which includes spousal disability at no cost to the employee.
Disability tnsurance shall become effective 60 days after the date of hire.
ARTICLE 19 POST RETIREMENT HEALTH CARE SAVINGS
19.1 Establishment of VEBA. The Employer will establish an Employer-sponsored Post-
Retirement Health Care Savings Plan(HCSP)as provided for in the Laws of MN 2001,
Chapter 352.98,for participation of regular full time employees.
19.2 Severance Pav. Upon separation of employment in good standing,the employee shall
be entitled to his or her severance provided in 11.7 of this Agreement. Payment shall
be determined on the basis of the employee's rate of pay in the pay period in which
the employee separated frorn employment.
19.3 Contribution—Unused Sick Leave.Within sixty(60)days of the effective date of
separation of employment,the Employer shall deposit into the individual HCSP
account 1009�0 of the severance payment provided in 11.7 of this Agreement.
Employees will not be entitled to receive this amount in the form of taxable cash
compensation.
15
19.4 Administrative Fee.Annua� investment fee charges and administrative fees to
administer the Plan are deducted from the employee HCSP Account.
ARTICLE 20 PROBATIONARY PERIODS,SENIOR�TY, and RESIGNATION
20.1 Atl newly hired reguiar empioyees shall serve a six(6)month probat+onary period.
During their probationary period,employees may be terminated at the sole discretion
of the Employer. Termination during probation is not a grievable action. Monthly
Union Membership Dues or Fair Share Fee shall be deducted from the first paycheck of
every month, beginning the second month of employment in a bargaining unit
position.
20.2 Upon completion of the probationary period,employees shall become regular
Emptoyees with the meaning of this Agreement and shall have seniority dating from
the beginning date of their continuous employment.
20.3 In the event of a layoff or recall,classification seniority shall govern provided that no
regular Employee shall be laid off while probationary employees are employed. If an
employee in a classification has their classification position eliminated,that employee
may bump the employee in another classification with the least Department seniority
in that classification provided they have the minimum requirements for the position
they are bumping into and have greater overall Department seniority than the
employee they desire to bump. The bumping process may occur again until the
Department employee with the least Department seniority is laid off or the employee
laid off does not have the minimum qualifications to bump into another position.
Employees may only bump to a lower classification and they may not bump an
employee from a higher classification.
20.4 The employee shall provide at teast fourteen(14)calendar days'written notice of an
intent to resign,specifying the termination date, and reason for resignation. Failure to
provide such notice may mean loss of termination benefits due under this Agreement,
excluding the event of death, illness and/or disability. An unauthorized leave of more
than three(3)working days shall be deemed to be a resignation without notice,
excluding the event of death and illness and/or disability.
20.5 If an employee was a regular employee and was laid off,they will be considered a
regular employee upon return to work, provided that they were not on layoff for
16
langer than two years. Empioyees who are laid off shaH be placed on a recall list for a
period of eighteen (18) months. If there is a recall,employees who are still on the
recall list shall be recalled, in the inverse order of their layoff, provided they are
presently qualified to perform the work in the job classification to which they are
recalled.
20.6 When the Employer has determined that recall will be made and the number of
employees to be recalled,the Employer will recall employees in the order of seniority.
Employees who refuse a recall from layoff to the position he/she held at the time of
layoff wili be removed from the recall list. Employees may refuse a recall to a different
job within the City and such employees will then only be recalled to their original
position. If an employee cannot be promptly reached,the Employer's representative
shall send a certified letter(return receipt from addressee only required)to the
employee's address of record. If said employee does not report for work within ten
(10)working days of receipt of such notice,such an employee will be considered as
having voluntarily terminated.
20.7 If an employee is recalled to a position in a lower rated job classification or to a part-
time or a seasonal position, he/she shall have the right to return to the job
classification he/she held prior to being laid off in the event it subsequently becomes
available within eighteen (18) months of the date on which the employee was laid off.
If an employee is recalled to a lower rated job classification or to a part-time position
which is less that 75�o full time,the ernployee shall have the right to refuse the recall
and remain on the recall list. The Employer shall not hire new employees in bargaining
unit positions as long as there are still employees on the recall list who are presently
qualified to perform the work in the affected job classification and who are willing to
be recalled to said classification.
20.8 Employees who are eligible for recall shall be given ten (10)calendar days'notice of
recall and shall be sent to the employee by certified or registered mail with a copy to
the Union. The emptoyee must notify the Employer of his/her intention to return
within five (5)working days after receiving notice of recall. The employee must be
willing to report and to return to work within ten(10)working days following receipt
of the notice of recall. The Employer shall be deemed to have fulfilled its obligations
by mailing the recall notice by registered mail, return receipt requested,to the mailing
17
address provided by the employee. it is the obligation and responsibility of the
employee to provide the employer with his/her latest mailing address. If the
employee fails to comply with the conditions herein, he or she shall be removed from
the recall list.
20.9 Seniority for full time employees shall be defined as an employee's length of
continuous service within the bargaining unit since his or her most recent date of hire.
Part time employees'seniority shall be determined by continuous hours worked
within the bargaining unit based on his or her most recent date of hire.
20.10 In the event of a layoff,a minimum of a two week notice must be provided.
20.11 The seniority list on the effective date of this Agreement,shall show the names of all
employees of each department(City Office, Police Department,and Public Works)
entitled to seniarity. The empioyer will provide the Union with an up to date copy of
the seniority list upon request.
20.12 An employee shall lose his seniority for the following reasons only:
a) He/she resigns.
b) He/she is discharged,and the discharge is not reversed through the procedure
set forth in this Agreement.
c) He/she is absent for three(3) consecutive working days or four(4)calendar
days without notifying the employer,unless the employee is mentally or
physically unable to notify the employer. Upon return to work,the Employee
shalt be required to show proof of such inability to notify the employer. After
such absence,the employer will send written notification to the employee at
his/her last known address that she/he has lost her/his seniority and her/his
employment has been terminated. If the disposition of such case is not
satisfactory,the matter may be referred to the grievance procedure.
d) If she/he does not return to work when recalled from tayoff as set forth in the
recall procedure.
ART�CLE 21 VACANCIES, NEW POSiTfONS,and PROMOTIONS
21.1 New positions and vacancies shall be posted on the employee's bulletin board ineach
department,and employees shall have seven (7)calendar days in which to apply.
18
21.2 The senior employee applying under 21.1 who meet the qualifications as determined
by the Employer for the position posted shall be offered the position. The Union
acknowledges it is the City's right to determine job descriptions and qualifications for
the positions. The Union shall not have the right to grieve or arbitrate job descriptions
or qualifications for the positions.
21.3 Qualification determinations will include satisfactory attendance and prior satisfactory
job perFormance.
21.4 If an employee refuses to accept a promotion to the job classification as he/she
requested,that employee will no longer be considered for promotion or transfer for
that job classification unti!he/she has resubmitted a request form.
21.5 Employee must have been in his/her current position for a period of no less than six
(6) months before any transfer/promotion is approved.
21.6 All approvals for promotion are to be approved by the City Council.
21.7 When a vacancy occurs,the Employer has the authority to hire temporary employees
or temporarify transfer current employees while a search for replacement employees
is being conducted.
ARTICLE 22 DISCIPLINE
22.1 7he Employer will discipline employees for just cause only. Oiscipline shatl be in one of
the following forms:
a) oral reprimand
b) written reprimand
c) suspension
d) demotion,or
e) discharge
22.2 Suspensions,demotions and discharges will be in written form.
223 Written reprimands, notices of suspension and notices of discharge,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 shall receive a copy of such
reprimands and/or notices.
22.4 Employees may examine their own individual personnel files by appointment with the
Clerk/Administrator in the presence of a Union Steward.
19
22.5 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 meeting.
22.6 Grievanees relating to this Article and involving suspension,demotion or discharge
shall be initiated by the Union in Step 2 of the Grievance Procedure, under Article 6.
ARTICLE 23 WAGES
23.1 All Employees shall be paid in accordance with Schedule"A"attached hereto and
made a part of this Agreement. There shall be a 2.5%general increase to the wage
schedule on January 1,2014. There shall be a 2.75%general increase to the wage
schedule on January 1,2015.
23.2 Employees shall move to their next step on the wage schedule on their anniversary
date of employment as long as their performance evaluation indicates they are
meeting or exceeding expectations. Annual performance evaluations are to be
conducted by the immediate supervisor within thirty(30j days of the employee's
anniversary date. Increases will be effective on the actual anniversary date of the
employee.
23.3 Employer shall make deductions available under I.R.C.Section 125.
23.4 If an employee takes a position in a lower classification,through the process identified
in section 20.3 of this agreement,the emptoyee shall be placed on the step closest to
their current rate of pay,without a reduction. In no case shall the rate of pay exceed
the top rate of pay for the new classification.
ARTICLE 24 UNIFORMS
24.1 All Employees of the Maintenance Department shall be provided uniforms. Any
necessary uniform items will be discussed with the Employer's safety committee or
similar group. These items shall be replaced upon approval by the supervisor.
24.2 All Employees of the Maintenance Department shall be required to wear safety shoes.
Employees shall be provided an annual and safety shoes allowance of$100.00 per
calendar year. Employees shall be allowed to carry forward into the next year any
unused portion of the allowance. However,at no time shall an employee have an
accumulation of greater than$200.00.The employee may use any amount of the
20
entire unused portion they have accumulated and each employee can purchase up to
one pair annually.
ARTICLE 25 LONGEVITY
25.1 All current Employees shall receive a longevity payment of$20.00 per full year of
service. Effective May 1, 2001 all newly hired employees shall not qualify for this
longevity benefit.
25.2 Employees shall be paid longevity in December of each year.
ARTICLE 26 REIMBURSEMENTS
26.1 Meal Reimbursement—The Employer shall reimburse any emp(oyee of the Employer
meal expenses incurring while conducting authorized business. Receipts must
accompany all reimbursement requests. The rate for reimbursement will be equal to
the total allowed under IRS guidelines.
26.2 Mileage—The Employer shall reimburse any employee of the Employer for mileage
expenses at the current IRS rate.
26.3 Lodging—The Employer shall provide IQdging expenses provided that the
meeting/conference is more than one day in duration as approved by the Employer.
26.4 Parking Fees—The Employer shall reimburse employees for parking fees and toll fees
provided that a receipt is submitted as approved by the Employer.
26.5 Commercial Transportation—The Employer shall reimburse an Official for commercial
transportation(air,taxi, rental car,etc. ) when needed to attend an authorized
meeting,conference,workshop out of the area as approved by the Employer. If air
transportation is required the most reasonable flight pattern will be arranged. First
Class travel will not be reimbursed.
26.6 School License Reimbursement. The City shall reimburse employees for licenses
required to perForm their essential job functions. License reimbursement shall be
limited to the cost of the Commercial Drivers License endorsement and required State
Certifications to operate the City utility systems(Water/Sewer).
ARTICLE 27 RETIREMENT CONTRIBUTIONS
27.1 The Employer shall contribute to PERA for each employee as required by Statute;the
21
Employees shall contribute as required by Statute. The Article is nat subject to Article
6.
ARTICLE 28 PERSONNEL POLICY MANUAL
28.1 Where this Agreement conflicts with the Personnel Policy Manual,this Agreement
shall govern. Otherwise the Employees shall be subject to the terms and conditions of
the Personnel Policy Manual.
ARTICLE 29 WAtVER
29.1 Any and all prior agreements, resolutions, practices, policies,rules and regulations
regarding terms and conditions of employment to the extent inconsistent with the
provision of the Agreement,are hereby superseded.
29.2 All agreements and understandings arrived at by the parties are set forth in writing in
this Agreement for its specified term. The Employer and the Union agree that only
upon consent of both parties may this agreement be opened during its life for
purposes of negotiations on terms and conditions of employment covered by this
Agreement or those not specifically referred to or covered by this Agreement.
AR7ICLE 30 SAVINGS CLAUSE
30.1 The Agreement is subject to the laws of the United States,the State of Minnesota and
the Employer. In the event any provisions of this Agreement shatl be held contrary to
law by court of competent jurisdiction from whose final judgment or decree no appeal
has been taken within the time provided,such provisions shall be voided. All other
provisions of this Agreement shall continue in full force and effect. The voided
provisions may be renegotiated at the written request of either party.
ARTICLE 31 DURATION
31.1 This Agreement shall be effective as the 15t day of lanuary, 2014 and shall remain in
force and effect until the 315`day of December 2015,the anniversary date. It shall be
automatically renewed from year to year thereafter unless either party shall notify the
other,in writing, by September 15t prior to the anniversary date that it desires to
modify this Agreement. This agreement shall remain in fufl force and effect dur+ng the
22
period of negotiations and until notice of termination of this Agreement is provided to
the other party in the manner set forth in the following paragraph.
31.2 In the event that either party desires to terminate this Agreement,written notice must
be given to the other party not less than ten (10)days prior to the desired termination
date which shall not be before the expiration date set forth in the preceding
paragraph.
23
i�
IN WITNESS WHEREOF the parties hereto have set their hands and seals this t �� 2014.
CITY OF ST.JOSEPH AMERICAN FEDERATION OF COUNTY
STATE AN UNICIPA EMPLOYEES
B """ � B .
Y� Y'
Its Mayor Its Preside
By: By:
Ci dmini rator Its on teward
By: J��,
Its AFCSME Labor Representative
24
Seniority Listing by Job Classification
AFSCME
As of January 1, 2014
Date of Hire Promotion Date
lead Worker
Jim Marthaler 03/15/77 01/01/12
Utility Worker
Mike Sworski 09/28/92 02/15/07
Randy Torborg 08/18/03 04/06/07
Maintenance Worker
Gary Donabauer 12/24/99
MikeJohnson 12/17/03
Erik Poissant/Joe Pekarek 10/22/07(same seniority ranking as agreed
upon by the City and AFSCMEa
Billing/Finance Technician
Mary Generous 08/15/92
Records Specialist
Mary Beth Munden 09/08/03
Office Specialist
Kayla Klein 09/23/2013
25
MEMORANDUM OF UNDERSTAND(NG
Between
AMERlCAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
COUNCIL 65
and
CITY OF ST. JOSEPH
This Memorandum of Understanding, hereinafter"MOU" made and entered into by and between the City of
St.loseph, hereinafter referred to as the"Employer"and American Federation of State,County and Municipal
Employees, Council 65,hereinafter referred to as"Union".
WHEREAS, the Employer and the Union are parties to a Labor Agreement for the period January 1,2014
through December 31,2015;and
WHEREAS, the parties desire to clarify certain components of being on tall for bargaining unit employees;
NOW THEREFORE, in consideration of the mutual covenants and agreements to be performed,as
hereinafter set forth,the parties agree as follows:
1. The Employer will schedule employees in the Lead Worker, Maintenance Worker,and Utility Worker job
classifications to be"on call"on a rotating basis weekly,Wednesday through Tuesday, by seniority,except
when a switch may occur as discussed in#4 below.
2. If an employee is"on call"on an actual holiday,that day will be the employee's observed holiday regardless
of any Labor Agreement provision.
3. If an employee works a weekly"on call"schedule,the employee will receive the Thursday and Friday
immediatety foliowing the schedule as days off.
4. Employees may switch the weeks they are"on call"with each other so long as the affected employees
notify the supervisor of the switch at least seven calendar days in advance ot the first affected week and the
supervisor approves the switch.
5. To facilitate the work schedule,the pay date will remain every other Wednesday with the pay period
starting on Saturday and ending on the Friday prior to the pay day.
6. The Employer will pay the employee"on call" $20.00 for each day on call.
7.The terms of this MOU and any related communications or negotiations among the parties are not nor can
they be construed as an acknowledgment that the Employer was required to meet and negotiate with or get
agreement from the Union on all of the matters addressed in this MOU or that the Employer waived or
relinquished its right to take any action it could take without meeting, ne�otiating or getting agreement from
the Union except for anything it was required by law or contract to meet,negotiate and get agreement from
the Union. The City does not waive or relinquish and expressly reserves its right to take any related actions it
can take without meeting and negotiating with or getting agreement from the Union except as otherwise
expressly waived or relinquished by law or contract.
8. This MOU is not executed until and is effective the latest date affixed to the signatures in this MOU.
26
9. This MOU and related components of it shail expire and no longer be in force or effect,effective on the
date the CBA in effect on the date this MOU executed is no longer in force or effect.
1�
(N WiTNESS WHEREOF the parties hereto have set their hands and seais this day of�` , 2014.
CITY OF ST.JOSEPH AMERICAN FEDERATlON OF COUNTY
STATE AN NICIPAL PLOYEES
. � '�
BY: l.�J, BY: ,
fts IVlayor Its President
By: By:
( Cit Ad ' ist tor i n' n te ard
By: / �_,_...-.-
Its Labor Representative
27
SCHEDULE A
AFSCME Wage Scale 2014-2015
2014 Wage Scale Summary
2.504o General Increase
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Malntenance Supervisar 46,872.72 48,982.42 51,186.41 53,489.55 55,896,66 58,412.58 61,040.93 63,787.76
6 Lead Worker 43,400.49 45,353.01 47,393.80 49,526.47 51,754.64 54,083.17 56,516.87 59,060.59
5 UtNityOperator 40,185.76 41,994.42 43,884.08 45,858.38 47,922.13 50,078.98 52,332.55 54,687.67
4 MaintWorker/BiIlingjAcwunt 37,209.23 38,883.68 40,633.10 42,461.10 44,371.31 46,368.57 48,455.58 50,636,32
3 OfficejRecards Specialist 34,452.72 36,002.66 37,622.70 39,315.30 41,OB4.05 42,932.61 44,86d.58 46,883.60
Step l Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step S
7 Malntenance Supervisar 22.53 23.55 24.61 25.]2 26.87 28,08 2935 30.67
6 Lead Worke► 20.87 21.80 22.79 23.81 24.88 26.00 27.17 28.39
5 UtllityOperetar 19.32 20.19 21.10 22.05 23.04 24.08 25.16 26.29 •
4 Malnt Worker/Bili(ng/Acwurrt 17.89 18.69 19.54 20.41 2133 22.29 23.30 24.34
3 Offlce/Recards Specialis[ 16.56 17.31 18.09 18.40 19.75 20.64 21.57 22.54
2d15 Wage Scale 5ummary
2.75%Generel Increase
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Maintenance Supervisor 48,161.72 50,329.44 52,594.04 54,960.52 57,433.81 60,018.92 62,719.55 65,541.92
6 Lead Worker 44,594.00 46,600.22 48,697.13 50,888.45 53,177.89 55,570.45 SS,071.09 60,684.76
5 UUlityOperator 41,290.87 43,149.27 45,090.&9 A7,119.49 49,239.99 51,456.15 53,771.69 56,191.58
4 Maint Worker/Biliing/Actaunt 3$,232.48 39,952.98 41,750.51 43,6Z8.78 45,591.52 47,b43.70 49,788.11 52,028.$2
3(}fficeJRecads Specialist 35,400.17 36,992.73 38,657.33 40,396.47 42,213.86 44,113.25 46,098.36 48,172.90
Step 1 St 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step S
7 Malntenartce Supervlsor 23.15 24.20 25.29 26.42 27.61 28.86 30.15 31.51
6 Lead Work� 21.44 22.40 23.41 24.47 25.57 26.72 27.92 29.18
5 UtllityOperator 19.85 24.74 21.68 22.65 23.67 24.74 25.85 27.02
4 RAaint WorkerJBillingfAccaurt 18.38 19.21 20.07 20.98 21.92 22.91 23.94 25.01
3 Offlce/Records Specl�lst 17.02 17.78 18.59 19.42 20.30 21.21 22.16 23.15