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7.4 - Employees may voluntarily donate a portion of their accrued sick leave ESST, vacation leave, or <br />compensatory time to other employees in accordance with the City's Leave Donation Policy. <br />7 .5 - Employees are allowed to use sick leave ESST to care for their children on the same basis as an employee. <br />Use of sick leave ESST is allowed for an absence due to illness or injury to an employee's spouse, adult child, <br />sibling, parent, stepparent, or grandparent, but is limited to a combined total of 160 hours of these relatives <br />within a 12-month period. <br />ARTICLE 8: VACATIONS <br />9.6 All prebatiGRaFy empleyees shall aeerue vac_-atiep tome, 19LAt May Ret take var-atiAp leave <br />ARTICLE 9: PERSONAL TIME -OFF (PTO)/EARNED SICK AND SAFE TIME (ESST) <br />9 .1 Employees hired after January 1, 2014 through December 31, 2020 will be offered either PTO ESST covered <br />by Section 6.18 of the City of Lino Lakes Personnel Policy (Appendix B) or Sick Leave ESST and Vacation in <br />accordance with Article 7 and 8, respectively. Employees hired on or after January 1, 2021 will have PTO ESST as <br />covered by Section 6.18 of the City of Lino Lakes Personnel Policy (Appendix B). <br />ARTICLE 11: FUNERAL LEAVE <br />11.1- An employee shall be granted paid funeral leave of up to: (1) five days for the death of spouse, domestic <br />partner*, child, stepchild, parent, or stepparent; (2) up to three days for a mother in-law, father in-law, sibling or <br />grandchild of the employee or employee's spouse; and (3) one day for a grandparent, niece, or nephew of the <br />employee or employee's spouse. <br />*A domestic partnership is a recognized relationship between two individuals who live together as a committed <br />couple, sharing a common domestic life, but are not legally married. <br />ARTICLE 13: WAGES <br />Wage Grid — Change the Step headings from Minimum Rate - Step 9 to Step 1 - Step 10. <br />Wages <br />3% COLA/wage adjustment, plus 3% market adjustment effective 1/1/2025 (paid retroactively to 1/1/2025). <br />3% COLA/wage adjustment, plus 3% market adjustment effective 1/1/2026. <br />13.8 - Current AFSCME employees who apply and are selected for a new position within the same lob grade may <br />negotiate a starting rate of pay that exceeds the established starting rate for the position or their current rate of <br />pay. No loss of pay shall occur unless the employee accepts a position in a lower lob grade, as defined by the <br />applicable wage grid. <br />ARTICLE 14: OVERTIME <br />14.1- For non-exempt full-time equivalent (FTE) employees, time and one-half shall be paid for work performed <br />in excess of the normal workweek of 40 hours. For the purposes of calculating overtime, an employee using paid <br />holidays, vacation, sick leave/ESST, personal time -off (PTO)/ESST, or compensatory time is considered to be <br />working. <br />ARTICLE 17: WORK FORCE <br />17.3 - Job vacancies within the designated bargaining unit will be posted iRteFRally f^F 1 ^ hl,r",^ss day-s so that <br />members of the bargaining unit can be considered for such vacancies. <br />City of Lino Lakes Tentative Agreement Page 2 of 3 <br />