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HomeMy WebLinkAbout1996-024 e e . RESOLUTION NO. 96- 24 APPROVING 1996-1997 LABOR AGREEMENT BETWEEN CITY OF STILL WATER AND LOCAL 517 COUNCIL NO. 14 OF THE AMERICAN FEDERATION OF STATE COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO BE IT RESOLVED by the City Council of Stillwater, Minnesota, that the Labor Agreement between the City of Stillwater Local 517, Council No. 14 of the American Federation of State, County and Municipal Employees, AFL-CIO, for the period January 1, 1996 through December 31, 1997, attached hereto as Exhibit "A", is hereby approved. Adopted by Council this 16th day of January, 1996. J~ Attest: !};J &Ii.:, It,U JAY) Mod Weldon, ity Clerk .. ... Index . ARTICLE TITLE PAGE Preamble 1 II Recognition 1 III Union Security 1 rv Hours of Work 2 V Part-time Employee.s 2 VI Holidays 3 VII Sick Leave 3 VIII Vacation 5 IX Severance Pay 5 X Leaves 6 XI Responsibility of Employment 7 XII Wages 8 . XIII Overtime 8 XN Grievance Procedure 9 XN Seniority I Layoff 11 XVI Work Force 12 XVII Insurance 12 XVIII General Provisions 13 XIX Savings Clause 14 XX Employer Authority I Employee Rights 14 XXI Waiver 15 XXII Termination 15 Appendix A 16 Appendix B 17 Appendix C 18 . . I. I. Oi' ARTICLE I. PREAMBLE 1.1 This AGREEMENT entered into by the Stillwater Public Library Board hereinafter referred to as the Employer, and Local 517 affiliated with Council No. 14 and the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose, the promotion of harmonious relations between the Employer and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work and other conditions of employment. 1.2 All personnel policies unless otherwise stated shall be applied uniformly across the entire bargaining unit. ARTICLE II. RECOGNITION 2.1 The Employer recognizes the Union as the exclusive representative in a unit defined as: All employees of the Stillwater Public Library who are public employees within the meaning of Minnesota Statutes 179A.03, Subd. 14, excluding supervisory and confidential employees and essential employees. ARTICLE III. UNION SECURITY 3.1 The Employer agrees to deduct the Union dues from the pay of those employees who individually request, in writing, that such deductions be made. The amounts to be deducted shall be certified to the Employer by a designated representative of the Union, and the aggregate deductions of all employees shall be remitted together with an itemized statement, to the designated representative by the first of the succeeding month after such deductions are made. Any fair share fee collected shall be processed in accordance with Minnesota Statutes, Section 179.65, Subd. 2. 3.2 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 this Article. 1 ARTICLE VI. HOLIDAYS. 6.1 Holidays with pay are defined as: . New Years Day Martin Luther King Birthday President's Day Easter Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Eve Day Christmas Day New Year's Eve Day Floating Holidays January 1 The third Monday in January The third Monday in February Easter Sunday - 5 hours The last Monday in May July 4 , The first Monday in September The fourth Thursday in November December 24 December 25 December 31 Two (2) per year Employees shall be eligible for holiday pay provided they are on paid status on the day before and the day after the holiday. 6.2 Employees scheduled to work on any of the above listed holidays shall be given an alternate day off. 6.3 Floating holidays shall accrue at the rate of 1/6 day per month during the employees first calendar year of employment and at the rate of two (2) days per year thereafter. . ARTICLE VII. SICK LEAVE 7.1 Full time employees will earn sick leave at the rate of eight (8) hours per full month worked. Sick leave may be accumulated to a maximum of nine hundred and sixty (960) hours. Employees do not earn eight (8) hours or sick leave in months in which they will miss twenty-one (21) working days due to illness. 7.2 Sick leave may be authorized for the following reasons with limits as specified: (a) For illness or injury, dental or medical treatment for the employee. Sick leave may be used for a sick or injured child in accordance with Minnesota Statutes. Sick leave usage by the employee may be subject to approval by the department head. The Employer may require verification for an absence of three (3) days or more, from a recognized medical authority at- testing to the necessity of the leave, ability to return to duty, or other information deemed necessary. (b) Sick leave not to exceed three. (3) days in anyone instance may be used as a result of the illness of the employee's spouse or parents in those 3 . . . . ~t' circumstances where no other responsible adult is available to attend to the needs of the ill family member. (c) A male employee shall be granted two (2) days of sick leave for the birth of his child. 7.3 An employee unable to work because of illness or accident whose paid sick leave is exhausted, shall be granted a leave of absence for a period not to exceed two (2) years. Employees will return at the same seniority in the salary schedule, will retain promotion rights and will earn vacation schedule seniority for sick leave under this paragraph. Existence and extent of illness or disability must be verified by a written statement from a medical doctor when requested by the department head or his designee. 7.4 Should illness occur while an employee is on vacation the period of illness may be charged to sick leave and the charge to vacation reduced accordingly. An employee requesting such a change may be required to submit a written statement from a physician attesting to illness and the period of disability. 7.5 Employees injured during the performance of their duties for the Employer and thereby rendered unable to work for the Employer will be paid the difference between the employee's regular pay and Worker's Compensation insurance payments for a period not to exceed ninety (90) working days per injury not charged to the employee's vacation, sick leave, or other accumulated benefits, after a five (5) working day initial waiting period per injury. The five (5) working day waiting period shall be charged to the employee's sick leave account less Worker's Compensation insurance payments. If recovery is not complete, an -additional recovery period not in excess of thirty (30) sick leave days may be granted. Sick leave shall then be deducted on a pro rated basis with no deduction of sick leave being made for that portion of the employee's absence which is covered by Worker's Compensation insurc.:nce. No employee can receive more than the employee's normal take home pay as a result of any library pay supplement to Worker's Compensation insurance benefits. 7.6 Sick leave will be suspended after the benefits specified in sections 7.1, 7.2, and 7.6 have been exhausted. However, an employee who has fulfilled all of the requirements for a vacation which has not been taken may request vacation during disability. ARTICLE VIII. VACATION 8.1 Vacation is accrued to full time employees in accordance with the following schedule: 4 Years 0-1 1 - 4 5-9 10-15 After 15 Days Hours 5/6 day per month to be taken after the probationary period 1 0 days/year 80 hours/year 15 days/year 120 hours/year 20 days/year 160 hours/year 1 additional day for each year up to twenty years 8.2 Vacation shall be granted at the time requested by the employee upon approval of department head. If the nature of the work makes it necessary to limit the number of employees on vacation at the same time, the employee with the greater departmental seniority shall be given his/her choice of vacation period. 8.3 If a holiday occurs during the calendar week in which a vacation is taken by an employee, the employee's vacation used shall be reduced by one work day. 8.4 Any employee who is laid off, discharged, retired, or separated from the service of the Employer for any reason, prior to taking his/her vacation, shall be compensated in cash for the unused vacation he/she has accumulated at the time of separation. 8.5 Vacation may be used in units of four (4) hours with the approval of the department supervisor. 8.6 Inclement Weather. In the case of severe or inclement weather, the director, or in his/her absence, the President of the Library Board, may close the library for the duration of the weather conditions. In such a case, those staff members who are scheduled to work will be paid for the hours missed. If the library remains open, however, and a staff member is unable to be present when scheduled Because of weather conditions, he/she will not receive payment. If the staff member so chooses, such time may be counted as vacation if such benefit has not been exhausted. It is possible with the approval of the Director, that such time be made up. ARTICLE IX. SEVERANCE PAY 9.1 Permanent employees shall be eligible for severance compensation upon retirement, death or resignation in accordance with the following conditions: (a) Employee shall have been employed by the City for ten (10) years or more except in cases of death or layoff: (b) Compensation will be one-half (1/2) of employee's unused sick leave. (c) Death benefits shall be paid to the surviving spouse or the employee's estate. 5 t . . . . . . ARTICLE X. LEAVES. 10.1 Funeral Leave (a) An employee shall be granted a paid funeral leave of up to three (3) working days in case of death in the immediate family. Immediate family shall be defined as the employee's spouse, children, parents, siblings, grandparents, grandchildren and shall include parents and siblings of the employee's spouse. Such leave shall not be deducted from any other accumulated leave. (b) Time off with pay, not to exceed four (4) hours, shall be allowed in the event an employee is selected to be a pallbearer in a funeral. Additional time off may be taken from personal or vacation leave with the approval of the Director. 10.2 Employees shall be granted a leave of absence with pay any time they are required to report to jury duty or jury service. All fees shall be returned to the Employer except those paid for duty on the employee's normal day off and those paid for meals and mileage. Any hours not on jury duty shall be worked. 10.3 Notice. An employee using jury duty or funeral leave shall notify the Employer of such intent as soon as the necessity for such leave is known. 10.4 Unpaid leave for a limited period, not to exceed six (6) months, may be granted for any reasonable purpose, and such leaves may be extended or renewed for any reasonable period. Employees shall submit a written request for personal leave to the Library Director, who may approve or disapprove such leave with the consent of the Library Board. All personal leaves shall be without compensation. (1) Application for Leave. Any request for a leave of absence without pay shall be submitted, in writing, by the employee to the Employer or his designee. The request shall state the reason the leave of absence is being requested and the length of time off the employee desires. Authorization for a leave of absence shall be furnished to the employee by the Employer or his designee, and it shall be in writing. (2) A request for a leave not exceeding one (1) month shall be answered within five (5) work days. A request for a leave of absence exceeding one (1) month shall be answered within ten (10) work days. (3) Employees shall be returned to the position in their department if the leave is for sixty (60) calendar days or less and to their classification in their department if the leave is in excess of sixty (60) calendar days. 6 (4) Union Business. Employees elected to a local union office or selected by the local union to work which takes them from their employment with the Employer, shall, at the written request of the Union, be granted a leave of absence not to exceed six (6) months. Such leaves may be extended or renewed for any reasonable period. (5) Parental Leaves not to exceed six (6) months shall be granted at the request of the employee for the birth or adoption of the employee's child. Such leaves may be extended or renewed for any reasonable period. (6) Educational leaves of absence shall be granted in accordance with the personnel regulations. ARTICLE XI. RESPONSIBILITY OF EMPLOYMENT. 11.1 Prohibitions. No person shall knowingly make any false statement, certificate, mark, rating or report in regard to any test, certificate, or appointment held under the library's personnel system or in any manner commit or attempt to' commit any fraud preventing the impartial execution of the provisions of this resolution. No person seeking employment or promotion in the library's service shall either directly or indirectly give, render, or pay any money, service, or other valuable consideration to any person for or on account of or in connection with his/her test, proposed appointment, promotion or proposed promotion. 11.2 Conflict of interest. It is expected that every employee shall exercise good judgment in avoiding involvement with conflicting outside business interests. These include, but are not limited to: (a) Those in which an employee has financial interest in, or receives benefit from, a business in which he/she occupies a position which may enable him/her to influence the placing of library business. (b) Those in which he/she accepts full or part-time work elsewhere, where such activity interferes with his/her duties and job performance. 11.3 Political Activity. Any employee who desires to file for a elective office of the City shall take a leave of absence where he/ she formally announces hislher candidacy. Such leave shall terminate with his/her withdrawal from the campaign, defeat, or resignation from that political office. 7 . . . . . . " ARTICLE XII. WAGES. 12.1 Employees shall receive raises as reflected in the attached salary schedule marked Appendix A (1996 Wages), Appendix B (1997 Wages), and Appendix C (Longevity). 1996 increases will be retroactive to January I, 1996. 1997 increases will be effective January 1, 1997. 12.2 Call Time. Any full-time employee called to return to work after his/her regularly scheduled shift. shall be paid for a minimum of two (2) hours. 12.3 The following educational reimbursement pay shall be established beginning with the signing of the contract: Employees may be reimbursed for tuition and other expenses as approved for- courses in library science and other related fields when such courses are required or approved by the Library Director and the Library Board. 12.4 Employees shall receive an additional 50lt per hour for all hours worked on any Sunday. 12.5 Employees promoted in classification shall receive a minimum 5% increase to the closest step and will be eligible for longevity pay based on total Library seniority. ARTICLE XIII. OVERTIME. 13.1 Time and one-half (1 1/2) the employee's regular hourly rate of pay shall be paid for work performed in excess of the normal work week of forty (40) hours. Compensated leave shall be considered worked hours for the purpose of determining eligibility for overtime compensation. 13.2 Overtime work shall be distributed as equally as practicable to qualified employees. 13.3 Employees have an obligation to work overtime at tine request of the Employer. 13.4 Overtime shall be calculated to the nearest fifteen (15) minutes. ARTICLE XIV. GRIEVANCE PROCEDURE. 14.1 Definition of Grievance. A grievance is defined as a dispute or disagreement as to the interpretation of application of the specific terms and conditions of this Agreement. An employee has the right to have Union representation. 8 14.2 Organization Representatives: The Library Board will recognize representatives designated by the Union as the grievance representative of the bargaining unit having the duties and responsibilities established by this Article. 14.3 Processina of Grievance. If the employee and the employee representative have notified the designated supervisor, the aggrieved employee's representative shall be allowed a reasonable amount of tine without loss in pay, if the grievance is investigated and presented to the Library Board during the normal working hours. 14.4 Grievance Procedure: Grievances shall be processed in the following manner: STEP 1. Are Union Stewards with or without the employee, shall take up the grievance or dispute with the employee's immediate supervisor within ten (10) working days of the employee's knowledge of its occurrence. The supervisor shall respond within five (5) work days. STEP 2. If the grievance is not settled in Step 1 I it shall be referred, in writing, to the Library Director or his/her designee within ten (10) working days after the designated supervisor's answer in Step 1. The department head or his designee shall discuss the grievance within ten (10) working days with the employee and the Union representative at a time mutually agreeable to the parties. If the grievance is settled as a result of such a meeting, the settlement shall be reduced to writing and signed by the Library Director or his/her designee and the Union. If no settlement is reached, the Library Director or his designee shall give written answer to the Union within ten (10) days following their meeting. STEP 3. If the grievance is not settled in Step 2 and the Union desires to appeal, it shall be referred by the Union, in writing, to the Library Board or their designee within ten (10) working days after the department head or his designers answer in Step 2. A meeting between the Library Board or their designee and the Union shall be held at a time mutually agreeable to the parties. If the grievance is settled as a result of such a meeting, the settlement shall be reduced to writing and signed by the Library Board or their designee and the Union. If no settlement is reached, the Library Board or their designee shall give written answer to the Union within ten (10) working days following the meeting. STEP 4. If the grievance is not settled in Step 3, it may be submitted to the Minnesota Bureau of Mediation Services by mutual consent. STEP 5. Arbitration: If the grievance is not settled in accordance with the foregoing procedure, either party may. refer the grievance to arbitration within ten (10) working days after the Union's receipt of the Employer's written answer in Step 3, as provided in Minnesota's Statutes, Section 179.70. The selection 9 .' . . . I. . Ie , ,; of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. (a) The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the contract. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Library Board and the employee and the Union, and shall have no authority to make a decision on any other issue not so submitted. (b) The arbitrator's decision shall be submitted in writing within thirty (30) days following the close of the hearing of the submission of briefs, by the parties, whichever be later, unless the parties agree to an extension. The arbitrator shall be without power to make decisions contrary to or incon- sistent with or modifying or varying in any way, the application of laws, ordinances, or rules and relations having the force and effect of law. The decision 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. The parities may, by mutual written agreement, agree to submit more than one grievance to the arbitrator provided that each grievance will be considered as a separate issue and each on its own merit. (c) The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Library Board 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, provided it pays for such a record. If both parties desire a verbatim record of the proceedings, the costs shall be shared equally. 14.5 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 or any agreed to extension, the employee and the Union may elect to treat the grievance as denied at that step and appeal the grievance to the next step. The time limit in each step may by mutual written agreement of the Library Board and the Union in each step. The term "working days" as used in this Article shall mean the days Monday through Friday, inclusive, exclusive of holidays. 14.6 Grievance Representative: Employees presenting a grievance under Step 2 shall be represented by a representative of the Union. 1 0 14.7 Record: All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s). ' 14.8 Discipline in the form of a written reprimand, withholding a - salary increase, suspension or discharge, shall be in writing. An employee receiving such discipline may submit the disciplinary action to the grievance procedure, beginning at Step 2. ARTICLE XV. SENIORITY I LAYOFF 15.1 Library seniority means an employees length of continuous service with the Library. 15.2 Classification seniority means the length of continuous service in a particular classification. 15.3 On January 1 and July 1, the Employer shall establish a seniority list. The list shall contain the name of each Employee in the order of classification seniority and shall also reflect each employee's date of classification and library seniority. 15.4 A reduction of the work force will be accomplished by classification in reverse order of classification seniority provided all probationary and temporary employees in the c1assification(s) where the layoff occurs are laid off first. In the event of layoffs or a reduction of the work force employees may exercise their library seniority rights to a job classification of a higher, the same, or lower pay within the bargaining unit provided that all job relevant qualifications between employees are equal. 15.5 Employees shall be recalled from layoff according to seniority and job classification. No new employee shall be hired for a job classification in which a layoff has occurred until all employees on layoff status within that job classification have been given ample opportunity to return to work within twenty-four (24) months of said layoff. The library will notify employees on layoff to return to work by registered mail at the employee's last recorded address. The employee must return to work within three (3) weeks of receipt of this notice to be eligible for reemployment. 15.6 An employee being laid off retains seniority in the bargaining unit for two (2) years. Employees shall be recalled from layoff according to their seniority. Notice of recall shall be sent to employees at their last known address by registered mail. The employee must return to work within three (3) weeks or receipt of this notice in order to be eligible for re-employment. No new employee shall be hired, in a classification where employees are on layoff status until all employees on layoff status in the classification desiring to return to work have been recalled. 1 1 " . . . . . . ... 15.7 Breaks in Continuous Service: An employee's continuous service record shall be broken by voluntary resignation, discharge for just cause and retirement. (1) New employees will be subject to a six (6) month probationary period. Probationary period will be the time needed to determine the new employee's ability to perform the work. (2) New employees may be assigned duties on such basis as deemed necessary for them to be properly trained for the work they are hired to perform. ARTICLE XVI. WORK FORCE 16.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in all departments where employees within the bargaining unit work. Such notice shall be posted for at least five (5) work days prior to filling such vacancy or newly created position. Whenever practicable, vacancies shall be filled from among the present employees in the department, giving first consideration to seniority and qualifications. If it becomes necessary in filling a vacancy to by-pass a employee's seniority, reasons for said denial shall be given, in writing, to such employee. Prior to reducing a vacancy in classification which has not been posted, the Employer agrees to meet and confer with the Union over such a reduction in classification. ARTICLE XVII. INSURANCE - 17.1 Effective January 1, 1996, the Employer will contribute up to $355 per month per employee for group health insurance including dependent coverage. In the event that the premium for dependent health insurance increases during 1996, the Employer shall contribute 50% of the increase. In the event that the premium increases in 1997, the Employer shall pay 100% of any increase over $30. Ten dollars ($10.00) of the maximum Employer contribution (i.e. $355/month) may be utilized toward dental insurance. The Employer contribution toward hospital/medical insurance premiums shall not be less than the City of Stillwater contributes for any other employee group that is included in a labor agreement between the City of Stillwater and said employee group. 17.2 The Library shall provide a twenty thousand dollar {20,OOO) term life insurance for all permanent employees. 1 2 17.3 Dental: If a plan is available witl:tin the Stillwater City Government structure, then it will be offered to the Stillwater City Library Employees. ARTICLE XVIII. GENERAL PROVISIONS 18.1 Neither the Union nor the Employer shall discriminate against any employee because of Union membership or non-membership, nor because of age, race, creed, gender, color, religious belief or political belief, sexual or affectional preference. 18.2 Union Use Of Bulletin Boards: The Employer agrees to furnish and maintain suitable bulletin boards in convenient places. The Union shall limit its posting to official notices and bulletins of the Union to such bulletin boards. 18.3 The Employee agrees to recognize stewards and alternates as certified by the Union subject to the following stipulations: (1) Employee Union officers shall be granted a reasonable amount of time off without pay during work hours for Union business, provided they notify their designated supervisor. (2) Non-employee representatives of the Union shall be permitted to come on the premises of the Employer for the purpose of investigating and dis- cussing grievances if they first notify the Employer's designee and provided the Union representative does not interfere with' the work of the employees. (3) The Union will notify the Employer, in writing, of the designated steward and alternate and of the other designated representative of the Union. The Union will notify the Employer of any changes in designation within ten (10) working days of the change. 18.4 Contract Negotiations. Up to two members of the Union will be allowed time with pay for the purposes of contract negotiations whenever negotiations are scheduled during regular working hours. 18.5 Work Rules. The Employer shall have the right to establish reasonable work rules and personnel policies which shall be equitably and uniformly applied. Prior to the effective date, any work rule or policy shall be posted on all bulletin boards for a period of ten (10) consecutive work days. In addition, copies shall be furnished to the Union, and when effective, all existing rules and policies shall be furnished to all employees. New employees shall be furnished a copy of all work rules when hired. 1 3 .- . . . . . . .. 18.6 The Employer will provide all in-service training required by the Employer at the Employer's expense. 18.7 Any subject matter placed in the employee's personnel file which could be detrimental to the employee's future promotion, transfer, present or future employment, shall be served upon the employee in writing. Such matters shall be a proper subject for the grievance procedure. All materials in an employee's file shall be available for the employee's inspection. 18.8 Mileage. The library will reimburse employees for the use of personal automobiles for authorized library business at the rate set by the Internal Revenue Service. The increase will become effective on the date the new rate is announced by the IRS. 18.9 Work Out of Classification. An employee who is specifically assigned to perform work which is in a higher classification for ten (10) consecutive days or more shall be paid at the higher classification retroactive to the first day of working at the higher classification. 18.10 Addina New or Existina Job Classifications. If new classifications, or existing classifications are added the Employer agrees to meet and negotiate over the wages with the Union. ARTICLES XIX. SAVINGS CLAUSE. Should any Article, Section or portion thereof, of this Agreement be held unlawful and unenforceable by any court of competent jurisdiction, such decision of the court shall apply only to specified Article, Section or portion thereof directly specified in the decision; upon the issuance of such a decision, the parties agree immediately to negotiate a substitute for the invalidated Article, Section or portion thereof. ARTICLE XX. 20.1 EMPLOYER AUTHORITY (a) 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 number of personnel; to establish work schedules; and to perform any inherent managerial function not specifically limited by this agreement. (b) 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. 1 4 (c) Prior to contracting or subcontracting any work performed by employees covered by this Agreement, the Library agrees to meet and confer with the Union to discuss possible ways and means to minimize the elimination of positions covered by this Agreement. 20.2 Emplovee Rights (a) Employees shall have the right, freely and without fear of penalty or reprisal by the Employer to join and participate in the Union. (b) Employees choosing to participate in the internal affairs of the Union as a officer, steward or other capacity, may do so without fear of reprisal by the Employer for such participation consistent with the employee's job duties and responsibilities and the provisions of this contract. ARTICLE XXI. WAIVER This Agreement shall present the complete Agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement or with respect to any subject or matter not specifically referred to or covered by this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both parties at the time that they negotiated or signed this Agreement. ARTICLE XXII. TERMINATION This Agreement shall be effective as of January 1, 1996 and shall remain in full force and effect through December 31, 1997. It shall be automatically renewed from year to year thereafter unless either party shall notify the other, in writing, by November 1, 1997 that it desires to modify this Agreement. This Agreement shall remain in full force and be effective during the period of negotiations or until notice of termination of this Agreement is provided to the other party. 1 5 !..... .' . . . ... Appendix A . Stillwater Public Librarv 1996 Pay Rates Reflects 3%) Increase E 6 Mo. 1 Yr. 2 Yr. 3 Yr. 1040 Hrs. 2080 Hrs. 4160 Hrs. 6240 Hrs. Custodian 10.75 11.43_ 12.11 12.79 13.46 Library Asst. I 11.01 11.71 12.40 13.08 13.78 Library Asst. II 11.64_ 12.38 13.09 13.82 - 14.54 Secretary Library Associate 13.21 14.04_ 14.86_ 15.69 16.52 . Librarian I 15.31 16.27 17.21 18.17 19.13 . 1 7 Appendix C 1996 Stillwater Public Library Monthlv LonQevitv Schedule Part-time employees shall be paid on a pro-rata basis as determined by dividing the appropriate monthly longevity pay by 173.3 hours and multiplying the result by the hours worked per month. 1 9 .' . . .