HomeMy WebLinkAboutResolution 7918RESOLUTION 7918
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING THE 2011— 2013 LABOR AGREEMENT WITH
THE MOUNDS VIEW POLICE DEPARTMENT PATROL OFFICERS AND
INVESTIGATORS GROUP, LELS 204
WHEREAS, the previously approved Labor Agreement with LELS 204 (the
"Union") expired at the end of 2010; and
WHEREAS, the City and the Union held a series of negotiating sessions in an
effort to ratify a new agreement; and
WHEREAS, the City Council met in Executive Sessions to consider revised
terms associated with the 2011-2013 Labor Agreement; and
WHEREAS, the Union has reviewed and approved the terms as represented in
the attached 2011-2013 Labor Agreement.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of
Mounds View does hereby approve a three year Labor Agreement with LELS 204
(Patrol Officers and Investigators) effective from January 1, 2011 through December
31, 2013.
Adopted this 26th day of March, 2012.
e Flahe ,
ATTEST:
\-J U -V , , —
James Ericson, City Administrator
(seal)
LABOR AGREEMENT
BETWEEN
CITY OF MOUNDS VIEW
AND
LAW ENFORCEMENT LABOR SERVICES, INC. (L.E.L.S.)
LOCAL NO. 204
JANUARY 1, 2010 2011 - DECEMBER 31, 2010 2013
TABLE OF CONTENTS
ARTICLE 1 - PURPOSE OF THIS AGREEMENT...........................................................1
ARTICLE 2 - RECOGNITION..........................................................................................1
ARTICLE3 - DEFINITIONS............................................................................................1
ARTICLE 4 - EMPLOYER SECURITY............................................................................
2
ARTICLE 5 - EMPLOYER AUTHORITY.........................................................................
2
ARTICLE 6 - UNION SECURITY....................................................................................
3
ARTICLE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE .................................
3
ARTICLE8 - SAVINGS CLAUSE....................................................................................
6
ARTICLE 9 - PROBATIONARY PERIODS.....................................................................
6
ARTICLE10 - SENIORITY..............................................................................................
6
ARTICLE 11 -DISCIPLINE .............................................................................................7
ARTICLE 12 - CONSTITUTIONAL PROTECTION.........................................................
7
ARTICLE 13 - WORK SCHEDULES...............................................................................
8
ARTICLE14 - OVERTIME..............................................................................................
8
ARTICLE 15 - COURT DUTY.........................................................................................
9
ARTICLE 16 - WORKING OUT OF CLASSIFICATION...................................................
9
ARTICLE 17 - INSURANCE............................................................................................9
ARTICLE 18 - STANDBY PAY......................................................................................10
ARTICLE 19 - OFF DUTY CALL PAY...........................................................................
10
ARTICLE20 - UNIFORMS............................................................................................10
ARTICLE21 -VACATION .............................................................................................10
ARTICLE 22 - SICK LEAVE..........................................................................................
11
ARTICLE 23 - SEVERANCE PAY.................................................................................12
ARTICLE24 - HOLIDAYS.............................................................................................13
ARTICLE25 - CAFETERIA PLAN.................................................................................13
ARTICLE26 - INJURY ON DUTY.................................................................................13
ARTICLE 27 - LONGEVITY PAY AND EDUCATIONAL inir�� .....
14
ARTICLE28 - WAIVER.................................................................................................15
ARTICLE29 - POST LICENSES..................................................................................15
ARTICLE30 - DURATION............................................................................................15
ARTICLE31 - WAGES..................................................................................................
16
APPENDIXA.................................................................................................................17
APPENDIXB.................................................................................................................18
MASTER LABOR AGREEMENT
BETWEEN
CITY OF MOUNDS VIEW
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
L.E.L.S.
ARTICLE 1 - PURPOSE OF THIS AGREEMENT
This AGREEMENT is entered into as of January 1, 2010 2011, between the CITY OF
MOUNDS VIEW, hereinafter called the EMPLOYER, and the LAW ENFORCEMENT
LABOR SERVICES, INC. (L.E.L.S.), LOCAL NO. 204, hereinafter called the 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 the UNION as the exclusive representative, under
Minnesota Statutes, Section 179A.03, Subdivision 8, for all police personnel in
the following job classifications:
Police Patrol Person
Investigator
2.2 In the event the EMPLOYER and the UNION are unable to agree as to the
inclusion or exclusion of a new or modified job class, the issue shall be submitted
to the Bureau of Mediation Services for determination.
ARTICLE 3 - DEFINITIONS
3.1 UNION: The Law Enforcement Labor Services, Inc. (L.E.L.S.), Local No. 204
3.2 UNION MEMBER: A member of the Law Enforcement Labor Services, Inc.
(L.E.L.S.), Local No. 204
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 EMPLOYER: The City of Mounds View
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3.5 CHIEF: The Chief of the Mounds View Police Department.
3.6 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor
Services, Inc. (L.E.L.S.)
3.7 INVESTIGATOR/DETECTIVE: An employee specifically assigned or classified
by the EMPLOYER to the job classification and/or job position of
INVESTIGATOR / DETECTIVE.
3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in
excess of the employee's SCHEDULED SHIFT.
3.9 SCHEDULED SHIFT: A consecutive work period including rest breaks and a
lunch break.
3.10 REST BREAKS: Periods during the SCHEDULED SHIFT during which the
employee remains on continual duty and is responsible for assigned duties.
3.11 LUNCH BREAK: A period during the SCHEDULED SHIFT during which the
employee remains on continual duty and is responsible for assigned duties.
3.12 STRIKE: Concerted action in failing to report for duty, the willful absence
from one's position, the stoppage of work, slow -down, or abstinence in whole or
part from the full, faithful and proper performance of the duties of employment for
the purposes of inducing, influencing or coercing a change in the conditions or
compensation or the rights, privileges or obligations of employment.
ARTICLE 4 - EMPLOYER SECURITY
The UNION agrees the during the life of this AGREEMENT that the UNION will not
cause, encourage, participate in or support any strike, slow -down or other interruption of
or interference with the normal functions of the EMPLOYER.
ARTICLE 5 - EMPLOYER AUTHORITY
5.1 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 schedules and to perform any inherent managerial
function not specifically limited by this AGREEMENT.
5.2 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.
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ARTICLE 6 - UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of employees who authorize such
a deduction in writing an amount necessary to cover monthly UNION dues. Such
monies shall be remitted as directed by the UNION.
6.2 The UNION may designate employees from the bargaining unit to act as Steward
and an alternate and shall inform the EMPLOYER in writing of such notice and
changes in the position of Steward and/or alternate.
6.3 The EMPLOYER shall make space available on the employee bulletin board for
posting UNION notice(s) and announcement(s).
6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any
and all claims, suits, orders, or judgments brought or issued against the
EMPLOYER as a result of any action taken or not taken by the EMPLOYER
under the provisions of this Article.
ARTICLE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7.1 DEFINITION OF 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.
7.2 UNION REPRESENTATIVES
The EMPLOYER will recognize Representatives designated by the UNION as
the grievance representatives of the bargaining unit having the duties and
responsibilities established by this Article. The UNION shall notify the
EMPLOYER in writing of the name of such UNION representatives and of their
successors when so designated as provided by 6.2 of this AGREEMENT.
7.3 PROCESSING OF A GRIEVANCE
It is recognized and accepted by the UNION and the EMPLOYER that the
processing of grievances as hereinafter provided is limited by the job duties and
responsibilities of the employees and shall therefore be accomplished during
normal working hours only when consistent with such employee duties and
responsibilities. The aggrieved employee and a UNION representative shall be
allowed a reasonable amount of time without loss of pay when a grievance is
investigated and presented to the EMPLOYER during normal working hours
provided that the employee and the UNION Representative have notified and
received the approval of the designated supervisor who has determined that
such absence is reasonable and would not be detrimental to the work programs
of the EMPLOYER.
7.4 PROCEDURE
Grievances, as defined by Section 7.1 shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation concerning the interpretation or
application of this AGREEMENT shall, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievance to
the employee's supervisor as designated by the EMPLOYER. The
EMPLOYER -designated representative will discuss and give an answer to
such Step 1 grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nature of the grievance, the facts on which it is
based, the provision or provisions of the AGREEMENT, allegedly violated,
the remedy requested, and shall be appealed to Step 2 within ten (10)
calendar days after the EMPLOYER -designated representative's final
answer in Step 1. Any grievance not appealed in writing to Step 2 by the
UNION within ten (10) calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER -designated Step 2
Representative. The EMPLOYER -designated Step 2 Representative shall
give the UNION the EMPLOYER'S Step 2 answer in writing within ten (10)
calendar days after receipt of such Step 2 grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 within ten (10) calendar
days following the EMPLOYER -designated Representatives final Step 2
answer. Any grievance not appealed in writing to Step 3 by the UNION
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER -designated Step 3
Representative. The EMPLOYER -designated representative shall give the
UNION the EMPLOYER'S answer in writing within ten (10) calendar days
after receipt of such Step 3 grievance. A grievance not resolved in Step 3
may be appealed to Step 4 within ten (10) calendar days following the
EMPLOYER -designated representative's final answer to Step 3. Any
grievance not appealed in writing to Step 4 by the UNION within ten (10)
calendar days shall be considered waived.
Step 3a. If the grievance is not resolved at Step 3 of the
grievance procedure, the parties, by mutual agreement, may submit
the matter to mediation with the Bureau of Mediation Services.
Submitting the grievance to mediation preserves timeliness for Step
4 of the grievance procedure. Any grievance not appealed in writing
to Step 4 by the Union within ten (10) calendar days of mediation
shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the
UNION shall be submitted to arbitration subject to the provisions of the
Public Employment Labor Relations Act of 1971, as amended. The
selection of an arbitrator shall be made in accordance with the "Rules
Governing the Arbitration of Grievances" as established by the Bureau of
Mediation Services.
7.5 ARBITRATOR'S AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the terms and conditions of this AGREEMENT.
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 decisions on any other issue not so submitted.
B. The arbitrator shall be without power to 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 the law. The
arbitrator's decision shall be submitted in writing within thirty (30) days
following close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an extension. 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.
C. The fees and expenses for the arbitrator's services and
proceedings shall be borne equally by the EMPLOYER 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, providing it pays
for the record. If both parties desire a verbatim record of the proceedings
the cost shall be shared equally.
7.6 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, the
UNION may elect to treat the grievance as denied at that step and immediately
appeal the grievance to the next step. The time limit in each step may be
extended by mutual written agreement of the EMPLOYER and the UNION in
each step.
7.7 CHOICE OF REMEDY
If, as a result of the written EMPLOYER response in Step 3 of the grievance
remains unresolved, and if the grievance involves discipline of an employee who
has completed the required probationary period, the grievance may be appealed
either to Step 4 of Article 7 or to Civil Service. If appealed to Civil Service the
grievance is not subject to the arbitration procedure as provided in Step 4 of
Article 7. The aggrieved employee shall indicate in writing which procedure is to
be utilized - Step 4 of Article 7 or Civil Service - and shall sign a statement to the
effect that the choice precludes the aggrieved employee from making a
subsequent appeal through Step 4 of Article 7.
ARTICLE 8 - SAVINGS CLAUSE
This AGREEMENT is subject to the laws of the United States, the State of Minnesota
and the City of Mounds View. In the event any provision of this AGREEMENT shall be
held to be contrary to law by a court of competent jurisdiction from whose final judgment
or decree no appeal has been taken within the time provided, such provisions shall be
voided. All other provisions of this AGREEMENT shall continue in full force and effect.
The voided provision may be renegotiated at the written request of either party.
ARTICLE 9 - PROBATIONARY PERIODS
9.1 All newly hired or rehired employees will serve a twelve (12) months'
probationary period.
9.2 All employees will serve a six (6) months' probationary period in any job
classification in which the employee has not served a probationary period.
9.3 At any time during the probationary period a newly hired or rehired employee
may be terminated at the sole discretion of the EMPLOYER.
9.4 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 EMPLOYER.
ARTICLE 10 - SENIORITY
10.1 Seniority shall be determined by the employee's length of continuous
employment with the Police Department and posted in an appropriate location.
Seniority rosters may be maintained by the Chief on the basis of time in grade
and time within specific classifications.
10.2 A reduction of work force will be accomplished on the basis of seniority.
Employees shall be recalled from layoff on the basis of seniority. An employee on
layoff shall have an opportunity to return to work within two years of the time of
the employee's layoff before any new employee is hired.
10.3 Senior employees will be given preference with regard to transfer, job
classification assignments and promotions when the job -relevant qualifications of
employees are equal.
10.4 Senior qualified employees shall be given shift assignment preference after
eighteen (18) months of continuous full-time employment.
ARTICLE 11 -DISCIPLINE
11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be
in one or more of the following forms.
a) oral reprimand;
b) written reprimand;
c) suspension
d) demotion; or
e) discharge
11.2 Suspensions, demotions and discharges will be in written form.
11.3 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 WILL receive a copy of
such reprimands and/or notices.
11.4 Employees may examine their own individual personnel files at reasonable times
under the direct supervision of the EMPLOYER.
11.5 Discharges will be preceded by a five (5) day suspension without pay.
11.6 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 questioning.
11.7 Grievances relating to this Article shall be initiated by the UNION in Step 3 of the
grievance procedure under ARTICLE VII.
ARTICLE 12 - CONSTITUTIONAL PROTECTION
Employees shall have the rights granted to all citizens of the United States and
Minnesota State Constitutions.
ARTICLE 13 - WORK SCHEDULES
13.1 The normal work year is two thousand and eighty (2,080) hours to be accounted
for by each employee through:
a) hours worked on assigned shifts;
b) holidays;
c) assigned training;
d) authorized leave time.
13.2 Authorized leave time is to be calculated on the basis of the actual length of time
of the assigned shifts.
13.3 Nothing contained in this or any other Article shall be interpreted to be a
guarantee of a minimum or maximum number of hours the EMPLOYER may
assign employees.
ARTICLE 14 - OVERTIME
14.1 Employees will be compensated at one and one-half (1 Y2 ) times the employees
regular base pay rate for hours worked in excess of the employee's regularly
scheduled shift. Changes of shifts do not qualify an employee for overtime under
this Article.
14.2 Overtime will be distributed as equally as practicable.
14.3 Overtime refused by employees will for record purposes under Article 13.2 be
considered as unpaid overtime worked.
14.4 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
14.5 Overtime will be calculated to the nearest fifteen (15) minutes.
14.6 Employees have the obligation to work overtime or call backs if requested by the
EMPLOYER unless unusual circumstances prevent the employee for so working.
14.7 Employees may take compensatory time in lieu of overtime pay. Compensatory
time may be accumulated up to 60 hours.
s
ARTICLE 15 - COURT DUTY
15.1 An employee who is required to appear in Court during the employee's
scheduled off-duty time shall receive a minimum of three (3) hours pay at one
and one-half (1 % ) times the employee's base pay rate. An extension or early
report to a regularly scheduled shift for Court appearance does not qualify the
employee for Court time.
15.2 Employees notified by the employer/court to be on court standby status will be
compensated a total of three hours based upon the employee's normal hourly
rate for each day the employee is to standby for court duty but not called for
court. A summons to court on a standby day will preclude standby pay.
15.3 The three hour court/standby compensation will not be given unless the
employee contacts the court line the evening prior to scheduled appearance
between the hours of 1530 and 1630 hours to verify status, and duly reports such
on the Court/Standby request.
ARTICLE 16 - WORKING OUT OF CLASSIFICATION
Employees assigned by the EMPLOYER to assume the full responsibilities and
authority of a higher job classification shall receive the salary schedule for the higher
classification for the duration of the assignment.
ARTICLE 17 - INSURANCE
17.1 The EMPLOYER will contribute a maximum amount of $867.33 per month in
244-0 2011 and $917.33 per month in 2012 to each full-time permanent employee
for group health, dental and life insurance dependant coverage; patrol officers
will be offered the same health, dental and life coverage offered to all City
employees. The monthly EMPLOYER contribution in 2013 shall be based on the
rate of the health insurance premium increase, as follows:
2013 Health Insurance Premium Increase
Monthly EMPLOYER Contribution
Less than 1 %
917.33
1% to 5%
930
6% to 10%
940
11% to 15%
950
Greater than 16%
960
17.2 Employees may designate any unused portion of the EMPLOYER contribution
amount to provide dental coverage and/or supplemental life insurance offered
according to established guidelines through the City's plans.
ARTICLE 18 - STANDBY PAY
Employees required by the EMPLOYER to standby shall be compensated for such
standby time at the rate of 1 hour compensatory time off for each hour on standby.
ARTICLE 19 - OFF DUTY CALL PAY
Employees classified or assigned by the Employer as Investigator will receive one hour
of compensatory time off for every off-duty call received between the hours of 9:00 p.m.
and 7:00 a.m. Monday through Friday, and 9:00 pm Friday through 7:00 a.m. Monday.
ARTICLE 20 - UNIFORMS
Uniforms: The Employer shall provide a uniform allowance of $710.00 for 20010 during
the term of this AGREEMENT. Employees who have completed one year of service with
the Employer will be eligible to receive the uniform allowance. The uniform allowance
will be prorated for employees who work less than one full year. The Employer will
determine and provide an initial issue of uniforms and equipment to newly hired officers.
ARTICLE 21 - VACATION
21.1 Vacation Pay. If an employee desires vacation pay in advance of vacation, the
employee must give the EMPLOYER at least three weeks notice in writing.
21.2 Carry Over and Waiver of Vacation Leave. Ten days of vacation may be carried
over to the next year.
21.3 Consecutive Vacation Days. If the employee is entitled to two weeks vacation,
the employee must take one week consecutively, if an employee is entitled to
three or four weeks vacation, the employee must take two weeks with five (5) day
blocks or greater.
21.4 Vacation Schedule
Vacation will be granted employees according to the following schedule:
1 through 5 years 10 days
After 5 years through 10 years 15 days
After 11 years
16 days
After 12 years
17 days
After 13 years
18 days
After 14 years
19 days
After 15 years
20 days
After 20 years
25 days
to
21.5 One continuous vacation period shall be selected on the basis of seniority until
May 1 st of each calendar year.
21.6 After May 1St vacation shall be awarded on a first come first serve basis.
Vacation requests shall be submitted no more than 30 days in advance. Vacation
requests can be submitted more than 30 days in advance with the specific
permission of the Chief.
21.7 Probationary Employees that are new hires are not entitled to use accrued
vacation until completion of their sixth month of employment.
ARTICLE 22 - SICK LEAVE
22.1 Eligibility: Sick Leave with Pay. Any employee who has been continuously
employed for a period of one year or longer may in any calendar year be granted
sick leave not to exceed thirteen (13) working days with full pay. An employee
may borrow up to thirty (30) days of sick leave with the approval of and under
conditions set out by the EMPLOYER. Sick leave is defined to mean the absence
of an employee because of illness, exposure to contagious disease, attendance
of such employee on a member of the employee's immediate family requiring the
care or attendance of such employee, or death in the immediate family of the
employee. The EMPLOYER may in any case require evidence in the form of a
certificate from the employee's physician for verification of the reason for any
employee's absence during the time for which sick leave is granted.
22.2 Accrual and Use. Sick leave may be accumulated to a maximum of 960 hours.
22.3 Proof Required. In order to be eligible for sick leave with pay and employee must:
a. Report promptly no later than 30 minutes before a scheduled shift to the
Department the reason for such absence.
b. Keep the Supervisor informed of the employee's condition, if the absence
is more than three (3) days duration. If an employee needs to utilize sick leave
during a scheduled shift, a prorated portion of sick leave may be used to cover
the balance of the shift.
C. Submit a medical certificate for any absence exceeding three (3) days if
required by the EMPLOYER.
d. Penalty. Claiming sick leave when physically fit, except as permitted in this
section, may be cause for disciplinary action, including transfer, suspension,
demotion or dismissal.
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22.4 Other leave may be granted in accordance with the Family and Leave Act
(FMLA) as appropriate.
ARTICLE 23 - SEVERANCE PAY
23.1 Lump Sum Severance
A. Upon separation from employment with the City, employees with less than
twenty (20) years of service and leave in good standing will receive a
lump -sum taxable severance compensation for all accrued vacation and
compensatory time.
B. Employees who separate with less than two years of service are not
eligible to be compensated for accrued sick leave. (Employees who
separate with two or more years of service will contribute their eligible sick
leave hours to the Retirement Health Savings Plan as provided in 23.2.A).
23.2 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. Future changes in the Internal Revenue Code
regulations may change the tax status of this plan and the City shall not be liable
for such changes.
Contribution to the Plan shall occur according to the following provisions:
A. Employees who have completed two or more years of service and leave in
good standing shall direct their eligible sick leave compensation to the
Plan. Eligible sick leave shall be computed based on years of completed
service, less elected annual contributions, computed according to the
table in Appendix B, at a conversion rate of two for one (50%).
Employees who had accumulated 960 or more hours of sick leave as of
January 1, 2005 are not subject to the computation table in Appendix B.
Rather, any such employee shall direct sixty-five percent (65%) of their
remaining sick leave compensation to the Plan.
B. Upon separation from employment with the City, employees who have
completed twenty (20) or more years of service and leave in good
standing will contribute 100% of their compensation for accrued vacation
and compensatory time to the Plan.
C. Employees will contribute a percentage of their annual pay on a pre-tax
basis to the plan as follows:
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1. Class 2-9 25-29 will contribute 3% �k of salary.
2. Class 30-34 will contribute 3% of salary.
3. Class 39 35-39 will contribute 3% 2% of salary.
4. Class 40-44 will contribute 3% of salary.
5. Class 49 45-49 will contribute 3% 2-% of salary.
6. Class 50-54 will contribute 2% of salary.
7. Class 69 55-59 will contribute 5% of salary.
8. Class 60-64 will contribute 3% of salary.
9. Class 6e 65-69 will contribute 5% 4-°k of salary.
10. Class 70-74 will contribute 1 % of salary.
11. Class 7-9 75-79 will contribute 1 % of salary.
Class is determined by the following formula: Employee age plus
completed years of service with the City.
ARTICLE 24 - HOLIDAYS
24.1 Beginning January 1, 2009, all employees shall receive the following holidays:
New Year's Day, Martin Luther King Day, President's Day, Good Friday,
Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day,
Day after Thanksgiving, Christmas Eve, Christmas Day and New Years Eve.
Employees assigned to work on these holidays shall receive an extra one-half
hour of pay for any hours worked.
24.2 For employees who work Monday through Friday schedules, if a holiday falls on
a Saturday, the preceding Friday shall be considered the holiday. If a holiday
falls on a Sunday, the following Monday shall be considered the holiday.
24.3 Beginning January 1, 2009, holiday hours shall be calculated based on an eight
(8) hour day.
ARTICLE 25 - CAFETERIA PLAN
The EMPLOYER will evaluate, and if feasible within federal and state laws and Internal
Revenue Service regulations, implement a Cafeteria Plan benefit program.
ARTICLE 26 - INJURY ON DUTY
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 paid benefits, after a three (3) working day
initial waiting period per injury. The three (3) working day waiting period shall be
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charged to the employee's sick leave account less Worker's Compensation insurance
payments. Employees drawing Worker's Compensation benefits will not receive
supplementary IOD pay or sick leave pay which provides for more after-tax take-home
pay than the employee made while working.
A regular employee who meets the other requirements of this section and who receives
worker's compensation payments shall be granted accrued sick leave pay in the amount
of the difference between worker's compensation payments and the employee's net
salary.
ARTICLE 27 - LONGEVITY PAY AND EDUCATIONAL lNGEnlTPJ-
Employees hired—afteF danuaFy 1, 1984 shall Ret h�ible to er-n-eiHfGe€dtFsati9flal
Innontiye Dari under this ARTICLE,
27.1 After four (4) years of continuous employment each employee shall eheese to be
paid supplementary pay of three percent (3%) of the employee's base rate of
s pplomontaFy nasi based on ed Gational nredit as outlined in 27.6 of this
ARTICLE.
27.2 After eight (8) years of continuous employment each employee shall ^hocrreesete
be paid supplementary pay of five percent (5%) of the employee's base rate
supplernentaFy pay based en edUGathenal GFedits as outlined in 27.6 ef this
ARTICLE.
27.3 After twelve (12) years of continuous employment each employee shall Ghoose to
be paid supplementary pay of seven percent (7%) of the employee's base rate of
SUPPIeMeRtaFy-pay based on ed6lEat+skiedter-a-s Gutlined- R 27-6 a his
ARTICLE.
27.4 After sixteen (16) years of continuous employment each employee shall eheese
#a be paid supplementary pay of nine percent (9%) of the employee's base rate
or supplerneRtaFy pay based on edUGatieRal GFedits as eutlined On 27.6 of this
ARTICLE.
r-crc-rT��.
•�M 001,01.04
14
ARTICLE 28 - WAIVER
28.1 Any and all prior agreements, resolutions, practices, policies, rules and
regulations regarding terms and conditions of employment, to the extent
consistent with the provisions of this AGREEMENT, are hereby superseded.
28.2 The parties mutually acknowledge that during the negotiations, which resulted in
this AGREEMENT, each had the unlimited right and opportunity to make
demands and proposals with respect to any term or condition of employment not
removed by law from bargaining. All agreements and understandings arrived at
by the parties are set forth in writing in this AGREEMENT for the stipulated
duration of this AGREEMENT. The EMPLOYER and the UNION each voluntarily
and unqualifiedly waives the right to meet and negotiate regarding any and all
terms and conditions of this employment referred to or covered in this
AGREEMENT or with respect to any term or condition of employment not
specifically referred to or covered by this agreement, even though such terms or
conditions may not have been within the knowledge or contemplation of either or
both of the parties at the time this contract was negotiated or executed.
ARTICLE 29 - POST LICENSES
The EMPLOYER will pay the cost of maintaining POST licensure.
ARTICLE 30 - DURATION
This AGREEMENT shall be effective as of January 1, 2011 2010 and shall remain in full
force and effect until December 31, 2013 2010. In witness whereof, the parties hereto
have executed this AGREEMENT on this day of 2012
241-0.
15
ARTICLE 31 - WAGES
The EMPLOYER will compensate employees based upon wages established in
Appendix A.
FOR THE CITY OF MOUNDS VIEW: FOR L.E.L.S
16
APPENDIX A
Employees shall receive the following base wages:
Wage Rate
€ffer.tiye january 1, 2$4-8
2011 2012 2013
Starting Wage
(65% of Top Patrol Rate) $3,587.47
After 6 months of continuous service $3,863.43
(70% of Top Patrol Rate)
After 12 months of continuous service $4,415.34
(80% of Top Patrol Rate)
After 24 months of continuous service $4,967.26
(90% of Top Patrol Rate)
After 36 months of continuous service $5,519.18
(100% of Top Patrol Rate)
3641.28 $3695.90
3921.38 $3980.20
4481.58 $4548.80
5041.77 $5117.40
5601.97 $5686.00
Employees classified or assigned by the EMPLOYER as Investigator will receive two
hundred and eighty five ($285.00) per month during the term of this AGREEMENT fer
2910.
Employees classified or assigned by the EMPLOYER as School Resource Officer or
DARE Officer will receive one hundred and six ($106.00) per month during the term of
this AGREEMENT for 201 Q.
Officers so assigned and trained as Field Training Officers shall receive a stipend of
$154.50 per month during the term of this AGREEMENT feF 22010 during the period
when actively assigned a trainee for training (or prorated for periods of less than one full
month), in addition to their regular wage.
Employees classified or assigned by the EMPLOYER as K-9 Handler will receive two
hundred dollars ($200) per month in supplemental pay plus one (1) paid day off per
month during the term of this AGREEMENT.
17
FAUU:l
Maximum Sick Leave Hours Eligible for Employee's Retirement Health Savings
Plan
Completed
Years of Service
Annual
Accrual
Max Annual Hours
Eligible for Plan
Max Cumulative Hours
Eligible for Plan*
Rate of Transfer
= 50%
1
96
not eligible)
not eligible)
not eligible)
2
96
96
192
81
3
96
96
288
144
4
96
96
384
192
5
96
96
480
240
6
96
96
576
288
7
96
96
672
336
8
96
96
768
384
9
96
96
864
432
10
96
96
960
480
11
96
20
980
490
12
96
20
1000
500
13
96
20
1020
510
14
96
20
1040
520
15
96
20
1060
530
16
96
20
1080
540
17
96
20
1100
550
18
96
20
1120
560
19
96
20
1140
570
20
96
20
1160
580
21
96
20
1180
590
22
96
20
1200
600
23
96
20
1220
610
24
96
20
1240
620
25
96
20
1260
630
26
96
20
1280
640
27
96
20
1300
650
28
96
20
1320
660
29
96
20
1340
670
30
96
20
1360
680
31
96
20
1380
690
32
96
20
1400
700
33 1
96 1
20
1420
710
34
96
20
1440
720
35
96
20
1460
730
* Hours directed to the Plan on an annual basis shall be deducted from the maximum
cumulative eligible for purposes of Plan contribution upon separation. Sick leave balances in
excess of the Eligible Hours as noted herein are not available for reimbursement, payout or
deposit into the plan or as severance in any form.
18