HomeMy WebLinkAboutResolution 7599RESOLUTION 7599
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING THE 2010 - 2011 LABOR AGREEMENT
WITH THE MOUNDS VIEW PUBLIC WORKS COLLECTIVE BARGAIN{NG UNIT
WHEREAS, the previously approved Mounds View Public Works Collective
Bargaining Unit Labor Agreement expired at the end of 2009; and
WHEREAS, the City and the Public Works Bargaining Unit held a series of
negotiating sessions in an effort to ratify a new finro year agreement; and
WHEREAS, the City Council met in Executive Sessions to consider revised
terms associated with the 2010 - 2011 Labor Agreement; and
WHEREAS, the Mounds View Public Works Collective Bargaining Unit has
reviewed and approved the terms as represented in the attached 2010 - 2011 Labor
Agreement.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of
Mounds View does hereby approve the Public Works Collective Bargaining Unit Labor
Agreement effective for two (2) years from January 1, 2010 until December 31, 2011.
Adopted this 22"d day of March, 2010.
ATTEST:
~
e Flaherty, ayor
~~~~ ~~u~
James Ericson, Clerk-Administrator
(seal)
LABOR AGREEMENT
BETWEEN
THE CITY OF MOUNDS VIEW
AND
PUBLIC WORKS COLLECTIVE BARGAINING UNIT
JANUARY 1, 2010 - DECEMBER 31, 2011
LABOR AGREEMENT .....................................................................................................1
PUBLIC WORKS COLLECTIVE BARGAINING UNIT ................................................... ..1
ARTICLE 1. PURPOSE OF AGREEMENT .................................................................. ..3
ARTICLE 2. CITI( AUTHORITY ................................................................................... ..3
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE ...................................... ..4
ARTICLE 4. GRIEVANCE PROCEDURE ..................................................................... ..4
ARTICLE 5. DEFINITIONS ........................................................................................... ..4
ARTICLE 6. SAVINGS CLAUSE ................................................................................... ..4
ARTICLE 7. WORK SCHEDULE .................................................................................. ..5
ARTICLE 8. HOLIDAYS ............................................................................................... ..6
ARTICLE 9. VACATION ............................................................................................... ..6
ARTICLE 10. OVERTIME PAY .................................................................................... ..7
ARTICLE 11. COMPENSATORY TIME ....................................................................... ..7
ARTICLE 12. CALL BACK ............................................................................................. ..8
ARTICLE 13. LEGAL DEFENSE ................................................................................... ..8
ARTICLE 14. RIGHT OF SUBCONTRACT ................................................................... ..8
ARTICLE 15. DISCIPLINE ............................................................................................ ..8
ARTICLE 16. SENIORITY ............................................................................................. ..8
ARTICLE 17. PROBATIONARY PERIODS ................................................................... ..9
ARTICLE 18. SAFETY .................................................................................................. ..9
ARTICLE 19. JOB POSTING ....................................................................................... ..9
ARTICLE 20. INSURANCE ........................................................................................... 10
ARTICLE 21. INJURY ON DUTY . ................................................................................. 10
ARTICLE 22. CLOTHING .............................................................................................. 10
ARTICLE 23. STANDBY DUTY ..................................................................................... 11
ARTICLE 24. PERFORMANCE REVIEWS ................................................................... 11
ARTICLE 25. JOB CLASSIFICATION SYSTEM . .......................................................... 11
ARTICLE 26. SEVERANCE .......................................................................................... 14
ARTICLE 27. RETIREMENT HEALTH SAVINGS PLAN ............................................... 14
ARTICLE 28. WAGES ................................................................................................... 15
ARTICLE 29. INTERMITTENT LEAD WORKER .......................................................... 16
ARTICLE 30. DEPARTMENT LEAD DESIGNATION .................................................... 16
ARTICLE 31. DURATION .............................................................................................. 16
2
ARTICLE 1. PURPOSE OF AGREEMENT
This AGREEMENT is entered into by and between the City of Mounds View, hereinafter
called the CITY, and the named members of the City's Public Works and Parks
Division, hereinafter called the EMPLOYEES.
The intent and purpose of this AGREEMENT is to:
1.1 Establish the conditions that will govern the employment relationship befinreen
the CITY and the EMPLOYEES in the Public Works Department including
Garage, Parks Maintenance, Street Maintenance, Sanitary Sewer Operations,
Water Operations, Storm Sewer/SurFace Water Operations, Custodial Services
and other maintenance areas the CITY may add;
1.2 Establish hours, wages and other conditions of employment;
1.3 Establish procedures for the resolution of disputes concerning this
AGREEMENT's interpretation and/or application;
1.4 Specify the full and complete understanding of the parties; and
1.5 Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this AGREEMENT.
The CITY and the EMPLOYEES, through this AGREEMENT, continue their dedication
to the highest quality of public service. Both parties recognize this AGREEMENT as a
pledge of this dedication.
ARTICLE 2. CITY AUTHORITY
2.1 The CITY retains the full and unrestricted right to operate and manage all labor
force, 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 schedules; and to perForm any inherent managerial
function not specifically addressed or limited by the AGREEMENT.
2.2 Any term and condition of employment not specifically established or modified by
this AGREEMENT shall be governed by the Personnel Manual, which shall
remain solely within the discretion of the CITY to modify, establish, or eliminate.
In the event the City adopts a modification to the Personnel Manual, the City will
notify the Employees in a timely fashion and document their receipt of the
revisions.
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE
3.1 Except where specifically superseded by this agreement, the Personnel Manual
of the CITY shall regulate all conditions of employment.
ARTICLE 4. GRIEVANCE PROCEDURE
4.1 The grievance procedure for the EMPLOYEES shall be as prescribed by Section
1.20 of the Personnel Manual.
ARTICLE 5. DEFINITIONS
5.1 "EMPLOYEE" means an individual who has been hired by the City, and has
successfully passed all required tests and qualifications, and who is employed on
a schedule of at least 40 hours per week and 80 hours per pay period and who is
subject to the terms of this agreement.
5.2 "EMPLOYER" refers to the City of Mounds View.
5.3 "BASE PAY RATE" means an employee's hourly pay rate exclusive of any other
special allowances.
5.4 "SENIORITY" means length of continuous service with the CITY for purposes of
promotion, transfer, layoff and recall.
5.5 "CALL BACK" means return of an employee to a specified work site to perform
assigned duties at the express authorization of the CITY at a time other than an
assigned shift. An extension of or an early report to an assigned shift is not a
call back.
ARTICLE 6. SAVINGS CLAUSE
This AGREEMENT is subject to the laws of the United States, the State of Minnesota,
and the CITY. In the event any provision of this AGREEMENT shall be held to be
contrary to law by a court of competent jurisdiction from whose final judgement or
decree no appeal has been taken within the time provided, such provision shall be
voided. All other provisions of this AGREEMENT shall continue in full force and effect.
The voided provision may be renegotiated at the request of either party.
4
ARTICLE 7. WORK SCHEDULE
7.1 The sole authority for work schedules is the CITY. The normal workday for an
EMPLOYEE shall be eight (8) hours. The normal workweek shall be forty (40)
hours Monday through Friday. Hours per day and days of the week may be
varied if mutually agreed between the CITY and the EMPLOYEE.
The City will not prevent the employee from working up to 80 hours in any given
payroll period, except with two weeks advanced notice. The Collective
Bargaining Unit may suggest alternatives for proposed reductions in hours.
7.2 Service to the public may require the establishment of regular shifts for some
EMPLOYEES on a daily, weekly, seasonal or annual basis other than the normal
7:00 a.m. - 3:30 p.m. day. The CITY will give seven (7) days advance notice to
the EMPLOYEES affected by the establishment of workdays different from the
EMPLOYEES normal eight-hour workday.
7.3 In the event that work is required outside of the normal workday hours because
of unusual circumstances such as (but not limited to) fire, flood, snow, sleet, or
breakdown of municipal equipment or facilities, no advance notice need be
given. It is not required that an EMPLOYEE working other than the normal work
day be scheduled to work more than eight (8) hours, however, each EMPLOYEE
has an obligation to work overtime or call backs if requested unless unusual
circumstances prevent the EMPLOYEE from so working.
7.4 Service to the public may require the establishment of regular workweeks that
schedule work on Saturdays and/or Sundays.
7.5 Effective January 1, 2006, EMPLOYEES who are called in to work prior to the
starting time of the shift regularly assigned, due to, but not limited to, performing
snow and ice control operations, or due to utility emergencies, weather
emergencies, or a cargo spill that creates a hazard, shall be compensated at a
preshift premium of $7.00 per hour for the preshift hours worked not to exceed
$21.00 per event. When an employee qualifies for both overtimelcomp time and
preshift premium on the same shift, each hour of preshift pay earned will be
eliminated for each hour of overtime/comp time earned. An EMPLOYEE called
in to work early shall be afforded the right to work until the end of the
EMPLOYEE'S otherwise normal shift.
s
ARTICLE 8. HOLIDAYS
8.1 Calendar Holidays
All members of the Collective Bargaining Unit will receive the following holidays
for 2010 and 2011:
1. New Year's Day
2. Martin Luther King's Birthday
3. President's Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day after Thanksgiving Day
10. Christmas Day
In the event that a holiday falls on a Saturday, the preceding Friday shall be a
paid holiday, and in the event that a holiday day falls on a Sunday, the following
Monday shall be a paid holiday.
8.2 Floating Holidays
In addition to the ten Calendar Holidays noted above, beginning in 2008,
EMPLOYEES will have two Floating Holidays to be used each year. Floating
Holidays not used by the end of the year shall be forfeited. Floating Holidays will
be paid out as regular vacation time and shall be requested off and approved by
the supervisor in the same manner as regular vacation time.
ARTICLE 9. VACATION
All members of the Collective Bargaining Unit shall accrue vacation as follows:
ACCRUALSCHEDULE
Years of Service
6 months - 1 year
1 through 5 years
After 5 years through 10 years
After 11 years
After 12 years
After 13 years
After 14 years
After 15 years
After 20 years
Days per Year
10 days
10 days
15 days
16 days
17 days
18 days
19 days
20 days
25 days
ARTICLE 10. OVERTIME PAY
10.1 Hours worked in excess of either eight (8) hours within a twenty-four (24) hour
period (except for shift changes) or more than eighty (80) hours within a fourteen
(14) day pay period will be compensated for at one and one-half times the
EMPLOYEES regular base pay. Employee working on a Calendar Holiday will
be compensated at normal holiday pay plus two times the EMPLOYEE'S regular
base pay rate for hours worked. Overtime paid on holiday call-outs that fall on
weekends will be paid for the holiday itself, not the observed day off.
10.2 Holiday hours will be considered hours worked for computation of overtime.
10.3 Overtime will be distributed as equally as practicable based upon a list
maintained by the CITY and in consideration of any special skill requirements.
Work in progress will not be stopped merely to equalize overtime, but will
continue with the crew assigned.
10.4 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded, or paid twice for the same hours worked.
ARTICLE 11. COMPENSATORY TIME
All members of the Collective Bargaining Unit who DO NOT participate in Stand By
Duty as described in Article 23 of this agreement shall be allowed compensatory time
as described in the City Personnel Manual.
All members of the Collective Bargaining Unit who DO participate in Stand By Duty as
described in Article 23 of this agreement shall be allowed compensatory as described
as follows:
11.1. Compensatory time-off in lieu of cash payment is allowed only in
accordance with the Fair Labor Standards Act for all permanent non-
exempt employees. Compensatory time is compensated at a rate of one
and one-half times the hours worked in excess of the established work-
week.
11.2. An employee may not use any more than 160 hours of compensatory time
per year.
11.3. The maximum total accrued compensatory time balance shall not exceed
60 hours per employee.
11.4. The respective Department Head or the City Administrator must give prior
approval for any accumulation of compensatory time by an employee.
11.5. The respective Department Head or the City Administrator must give prior
approval for any use of compensatory time by an employee. If an
employee is terminated from employment they will be compensated for
~
accumulated compensatory time earned up to the above stated
maximum.
11.6. Any accumulated compensatory time not used by the end of the last pay
period in November shall be cashed out.
ARTICLE 12. CALL BACK
Except as noted in Article 7.5 of this Agreement, an employee called in for work at a
time other than the employee's normal scheduled shift will be compensated for a
minimum of two (2) hour's pay at one and one-half (1 '/) the employee's base pay rate.
ARTICLE 13. LEGAL DEFENSE
13.1 EMPLOYEES involved in litigation because of gross negligence, ignorance of the
laws, or non-observance of laws, may not receive legal defense by the City.
13.2 An EMPLOYEE who is charged with a traffic violation, ordinance violation or
criminal offense arising from acts perFormed within the scope of the
EMPLOYEE's employment, when such act is perFormed in good faith and under
direct order of the CITY shall be reimbursed for reasonable attorney's fees and
court costs actually incurred by such EMPLOYEE in defending against such
charge.
13.3 All EMPLOYEES will be covered by the CITY's professional liability coverage
and, if necessary, named separately in the policy.
ARTICLE 14. RIGHT OF SUBCONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the CITY from
subcontracting work perFormed by EMPLOYEES covered by this AGREEMENT.
ARTICLE 15. DISCIPLINE
The EMPLOYER will discipline employees only for just cause. Suspension, demotion
and dismissal actions shall be regulated by the Personnel Code.
ARTICLE 16. SENIORITY
16.1 Seniority will be the determining criterion for transfers, promotions and layoffs
only when al! job-relevant qualification factors are equal.
16.2 Seniority will be the determining criteria for recall when all job-relevant
qualification factors are equal. Recall rights under this provision will continue for
finrenty-four (24) months after lay off. Recalled employees shall have ten (10)
working days after notification of recall by registered mail at the employee's last
known address to report to work or forFeit all recall rights.
ARTICLE 17. PROBATIONARY PERIODS
17.1 All newly hired or rehired EMPLOYEES will serve a twelve (12) month
probationary period.
17.2 Reclassified positions that have exhausted the twelve (12) month probationary
period will serve a six (6) month probationary period. All EMPLOYEES will
serve a six month (6) month probationary period in any job level in which the
EMPLOYEE has not served a probationary period.
17.3 At any time during the probationary period a newly hired or rehired EMPLOYEE
may be terminated at the sole discretion of the CITY.
17.4 At any time during the probationary period a promoted or reassigned
EMPLOYEE may be demoted or reassigned to the EMPLOYEE's previous
position at the sole discretion of the CITY.
ARTICLE 18. SAFETY
18.1 The CITY AND THE EMPLOYEES agree to jointly promote safe and healthful
working conditions, to cooperate in safety manners and to work in a safe
manner.
18.2 The City will reimburse an employee up to $ 265 for the two-year period for the
cost of a City approved purchase of prescription safety glasses to be used during
working hours.
18.3 If the safety glasses are damaged or destroyed in the course of City business,
the City will reimburse the employee for the cost of repairs to one pair of safety
glasses per year, not to exceed the original purchase price subject to approval by
the Employee's Supervisor.
ARTICLE 19. JOB POSTING
19.1 The CITY agrees that permanent job vacancies within the department shall be
filled based on the concept of promotion from within provided that applicants
have the necessary qualifications to meet the standards of the job vacancy and
have the ability to perform the duties and responsibilities of the jab vacancy.
19.2 Employees filling a higher job level based on the provisions of this ARTICLE
shall be subject to the conditions of ARTICLE 17 (PROBATIONARY PERIOD).
9
19.3 The EMPLOYER has the right of final decision in the selection of employees to
fill posted jobs based on qualifications, abilities and experience.
19.4 Job vacancies within the designated bargaining unit will be posted for five (5)
working days so that members of the bargaining unit can be considered for such
vacancies. Only after the vacancy has been posted for five (5) working days and
no response received from a member of the bargaining unit will the City proceed
with filling the vacancy from an external source.
ARTICLE 20. INSURANCE
20.1 The EMPLOYER will contribute a maximum $842.20 to each full-time employee for
group health, dental, and life insurance including dependent coverage.
20.2 EMPLOYEES not choosing dependent coverage cannot be covered at CITY
expense for any additional insurance other than the individual group health and
group life insurance. Additional life insurance can be purchased by
EMPLOYEES at the EMPLOYEE's expense to the extent allowed under the
CITY's group policy.
ARTICLE 21. INJURY ON DUTY.
The City will abide by State Statute
ARTICLE 22. CLOTHING.
22.1 The CITY will contribute $96 for the two (2) year contract period for the purchase
of work related apparel. The work apparel is to be cleaned and kept in repair by
the employee.
22.2 The City will reimburse an employee up to $255 for the finro-year period toward
the purchase of one pair of safety shoes per year of a type approved by the City
(above the ankle boot with a steel/composite reinforced toe).
22.3 The CITY will provide all necessary safety wear such as safety vests, safety
gloves, protective eye wear, hearing protection, etc. Excluding prescription
eyeglasses.
22.4 The CITY will provide work uniforms and the cleaning of said uniforms.
22.5 The CITY will provide new EMPLOYEES a reimbursement for the purchase of
coveralls not to exceed $100.00.
lo
ARTICLE 23. STANDBY DUTY.
23.1 Effective January 1, 2006, an EMPLOYEE assigned standby duty for a seven (7)
day period shall be compensated at the rate of ten (10) hours of overtime (1 hour
per weekday and 2% hours for Saturday and Sunday). For each holiday that
falls within the seven (7) day period, an additional two hours at overtime rates
shall be paid. Such standby pay shall be in addition to other compensation the
EMPLOYEE is entitled to under this AGREEMENT including call back pay
should the EMPLOYEE be required to return to the City to perform emergency
work.
22.2 Standby duty is mandatory for all full-time employees who are no longer subject
to a probationary period . Employees are assigned standby duty based on a list
maintained by the CITY.
23.3 The EMPLOYEE on standby duty shall first be offered overtime for which he is
qualified. If it is refused, it shall be offered to other employees in accordance
with Article 8.2 of this AGREEMENT.
23.4 In further consideration of standby duty, the CITY shall furnish a vehicle for the
EMPLOYEE to take home during the period of standby duty.
23.5 A schedule of employees and their assigned standby duty assignment dates
shall be maintained by the Public Works Supervisor. EMPLOYEES may, with
the permission of the Public Works Supervisor, trade standby duty on a day-to-
day basis with other public works/parks maintenance employees.
ARTICLE 24. PERFORMANCE REVIEWS.
24.1 The CITY will perform a perFormance review on an annual basis to help guide
the employee in areas that need to be more fully developed and to determine
the job level to which the employee will be assigned for the next fiscal year.
24.2 PerFormance reviews will be prepared by each EMPLOYEE'S supervisor.
Appeals must follow normal City personnel rules.
ARTICLE 25. JOB CLASSIFICATION SYSTEM.
25.1 A three level job classification system designated as Levels A, B, and C will be
used to classify employees and establish wages. In the event that there is a
change in qualifications of an employee to meet all requirements, the employee
must contact his / her supervisor immediately. Examples include: loss or
expiration of driver's license or endorsements, loss of sewer/ water operators
certificate, etc.
11
25.1.1 Public Services Worker -LEVEL A Requirements (minimum requirements)
• High School Diploma GED, or equivalent.
• Valid Minnesota Class B Driver's License.
• Successful completion of City's physical examination.
• Ability to meet the physical demands of the job; ineluding, but not limited
to, lifting, bending, climbing, reaching overhead, pushing, and pulling with
out restriction.
• Ability to read, understand, and follow written and oral instructions
including safety rules.
• Ability to perform job responsibilities in climatic extremes.
• Ability to perForm routine repair and maintenance tasks in the following
sections: Streets, Parks, Building Maintenance, Sewer, Water, & Vehicle
Maintenance
25.1.2 Public Services Worker - LEVEL B Reauirements
• Meet or exceed all Level A requirements; and
• Successful completion of one or more years with the City of Mounds View
as a Full-Time Employee.
• Possession of valid Minnesota Commercial Driver's license plus
endorsements required by the CITY. (Class B License with Tanker
Endorsement)
• For current Level A employees, the following areas must be satisfactory
on the most recent performance review:
o Safe work practices and safe driving record.
o Adherence to tardiness and sick leave policies.
o Demonstrated ability to deal effectively and tactfully with the
pubfic.
o Demonstrated ability to work with a minimum of on-site
supervision.
o Working knowledge of job fundamentals.
o Adherence to all City policies and procedures.
25.1.3 Public Service Worker - LEVEL C Requirements
• Meet or exceed a11 Level B requirements; and
• Successful completion of three or more years with the City of Mounds
View as a Full-Time Employee.
• For Level B employees, the following areas must be satisfactory on the
most recent perFormance review in order to be classified as Level C.
o Demonstrated ability to lead a work crew.
o Demonstrated ability to assist in scheduling other employees,
materials, equipment and activities.
o Demonstrated ability to assist in training of other employees.
o Working knowledge of operations in all departments.
o Demonstrated ability to assume supervisory duties in the absence of
the Public Works Supervisor.
o Demonstrated ability to respond to and resolve complaints effectively.
12
For employees with primary responsibility in the indicated area, the following
license/certificate will be required:
For all areas -
o Successful completion of a certified heavy equipment training program
or equivalent training and experience.
o Class D Water Supply System Operator's Certificate
o Class S D Waste Water Operator's Certificate
o Working knowledge of all operations, preventive maintenance, and
routine repairs of equipment operated or assigned to operate.
o Working knowledge of inethods and materials used in their areas of
responsibility.
o Demonstrated ability to work without direct on-site supervision and to
make on-site decisions related to work assignments.
• Mechanic - Certification of successful completion of training in brakes,
alignments, transmissions and driveline components, and vehicle
electrical systems; and demonstrated proficiency in welding. Certification
in computerized and electronic components, hydraulic systems.
• Streets - City certification in snow plowing, street patching, and
demonstrated proficiency in both. Continued training in signing, and street
repair. Attendance of work zone safety class, demonstrated ability to
supervise contract labor and perForm all designated tasks of
accountability. Ability to formulate preliminary division budget and
maintain proper budgetary expenditures and completion of liability training
for public works operations (LMC Safety and Loss Control Workshop)
• Water- Ability to formulate preliminary division budget and maintain
budgetary expenditures.
Sewer- Demonstrated ability to effectively and efficiently operate jet truck
for clearing sewers and cutting roots and inspection unit. Attendance of
confined space and competent person seminar. Ability to formulate
preliminary division budget and maintain budgetary expenditures.
Surface Water - Demonstrated ability to effectively and efficiently operate
jet truck for clearing sewers and camera equipment. Posses computer
and database management skills. Ability to administrate the City's
National Pollution Discharge Elimination System (NPDES) Permit and
Storm Water Pollution Prevention Program. Attendance of confined space
and competent person seminar. Ability to formulate preliminary division
budget and maintain budgetary expenditures.
Parks - Basic proficiency in carpentry and plumbing demonstrated on the
job to the satisfaction of the Parks Supervisor. Minnesota Non-
Commercial Herbicide/Pesticide Applicator License/Certificate and
13
completion of liability training in parks operations (LMC Safety and Loss
Control Workshop). Attendance at a workshop or seminar related to turF
management and demonstration of a working knowledge of those
principles.
ARTtCLE 26. SEVERANCE
Upon separation from employment with CITY, an EMPLOYEE shall be provided
severance compensation of accrued and unused vacation hours and accrued
compensatory time. Unused Floating Holidays shall not be considered in the
computation of severance compensation. Upon death of an EMPLOYEE, the
beneficiary of the EMPLOYEE shall be paid any due severance. Severance benefits
will be paid at the employee's regular rate of pay on the last date as an employee.
ARTICLE 27. RETIREMENT HEALTH SAVINGS PLAN
The City of Mounds View offers its employees a Retirement Health Savings Plan
pursuant to Internal Revenue Code regulations through a third party administrator
selected by the City. EMPLOYEES shall make the following contributions to the
Retirement Health Savings Plan:
27.1 Upon separation from employment with the CITY, EMPLOYEES who have
completed two years of service and leave in good standing shall contribute fifty
percent (50%) of unused sick leave to the Plan, up to a maximum lifetime
contribution of 960 hours. EMPLOYEES with more than ten years of continuous
service shall have an increased maximum contribution such that for every year of
completed service beyond ten, the maximum contribution shall be increased by
20 hours. For example, a fifteen-year employee's maximum lifetime contribution
to the plan would be 1060 hours and a twenty year employee's maximum lifetime
contribution would be 1160 hours, converted at a two-to-one rate.
27.2 All EMPLOYEES who are 45 years of age or older on January 1, 2008 shall
contribute 2% of their salary to the Plan. All EMPLOYEES under the age of 45
as of January 1, 2008 shall contribute 1% of their salary to the Plan.
Contributions to the Plan shall occur every pay period.
27.3 Subject to the maximum lifetime contribution as noted in Section 27.1,
EMPLOYEES shall annually contribute accumulated sick leave balances in
excess of 500 hours to the Plan, converted at a two-to-one rate. The maximum
annual contribution shall be limited to 50 hours (25 hours as converted.) The
annual contribution shall occur during the second to the last pay period of the
year.
14
ARTICLE 28. WAGES.
28.1 The following wage schedule will be in effect for Public Works Maintenance
positions for the duration of this AGREEMENT. These rates will apply to all
member of the Collective Bargaining Unit except for the Lead Utility Worker and
the Custodial /Maintenance worker.
LEVEL A $21.66 per hour (90% of Level C)
LEVEL B $22.88 per hour (95% of Level C)
LEVEL C $24.07 per hour
28.2 An EMPLOYEE classified in Levels B and C will receive wages listed for that
level regardless of the area to which they are assigned, but will receive no less
than the level to which they are classified.
28.3 The following wage schedule will be in effect for the full-time Community Center
Custodial/Maintenance position for the duration of this AGREEMENT. The
person in this position will perForm custodial duties at the Community Center
approximately 50% of their time. The remaining 50% will be spent perForming
duties of a Public Works Maintenance Worker (which include building
maintenance).
STEP 1 $17.80 per hour
STEP 2 $18.91 per hour
STEP 3 $20.03 per hour
STEP 4 $21.15 per hour
STEP 5 $22.26 per hour
The Custodial/Maintenance position will start at Step #1.
28.4 The following wage schedule will be in effect for the Lead Utility Worker for the
duration of this AGREEMENT.
$27.28 per hour
ls
ARTICLE 29. INTERMITTENT LEAD WORKER
29.1 Under certain circumstances, the Employer may determine the need for an
Intermittent Lead Worker to be in charge of a work crew. This determination will
be made at the discretion of the Employer and may be based on the complexity
of a task, the number of workers involved, the experience level of the workers
assigned, or a combination of these factors. The determination of the Employer
is final and not grievable.
29.2 The CITY will maintain a sign-up list for those EMPLOYEES who are to be
considered for Intermittent Lead Worker assignments. Selections for Lead
Workers will be made from this list in accordance with the Public Works
Supervisor's determinations of the best qualifications. There will be no attempt to
equalize distribution of Intermittent Lead Worker selections.
29.3 To be eligible on the sign-up list an employee must be classified as a Public
Services Worker - Level C. Selections will be only for those areas in which the
individual is classified.
29.4 The Lead Worker will receive a pay differential of $1.50 per hour while assigned
as the Lead Worker.
ARTICLE 30. DEPARTMENT LEAD DESIGNATION.
An employee who has been designated by the City to be Department Lead shall receive
$1.50 per hour additional compensation.
ARTICLE 31. DURATION.
This AGREEMENT shall be effective as of January 1, 2010 and shall remain in full
force and effect until December 31, 2011.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this
day of , 2010.
CITY OF MOUNDS VIEW:
Joe Flaherty, Mayor
James Ericson
Clerk - Administrator
16
EMPLOYEES
Nick Fleischhacker
Timothy Fredberg
Brett Brisbois
John Hughes
Bruce Meehan
Nate Behlen
Michael Schnur
Peter Szurek
Steve Vacek
Jeffrey Wienke
17