HomeMy WebLinkAboutResolution 8706 RESOLUTION 8706
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
APPROVING A THREE YEAR LABOR AGREEMENT
WITH LELS LOCAL 232 EFFECTIVE
JANUARY 1, 2017, THROUGH DECEMBER 31, 2019
WHEREAS, the previously approved Labor Agreement with the LELS Local 232
(Sergeants) expired at the end of 2016; and
WHEREAS,the City and LELS Local 232 held a series of negotiating sessions in an
effort to ratify a new agreement; and
WHEREAS, The City and LELS Local 232 reviewed and agreed to certain revisions
to the Labor Agreement as shown in the attached Exhibit A.
NOW, THEREFORE, BE IT RESOLVED,that the City Council of the City of Mounds
View does hereby approve a revised three year Labor Agreement with Law Enforcement
Labor Services (LELS) Local 232 (Sergeants) effective January 1, 2017, through
December 31, 2019.
Adopted this 13th day of February, 2017.
4Uee
Carol A Mueller, Mayor
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J�r es Ericson, City Administrator
(seal)
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LABOR AGREEMENT
BETWEEN
CITY OF MOUNDS VIEW
AND
/ MINNESQTA
to cJ y
LAW ENFORCEMENT LABOR SERVICES, INC.
(Local 232)
January 1, 2017 2014 to December 31, 2019 2046
TABLE OF CONTENTS
ARTICLE 1: PURPOSE OF THIS AGREEMENT 1
ARTICLE 2: RECOGNITION 1
ARTICLE 3: DEFINITIONS 1
ARTICLE 4: EMPLOYER SECURITY 2
ARTICLE 5: EMPLOYER AUTHORITY 2
ARTICLE 6: UNION SECURITY 2
ARTICLE 7: EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 3
ARTICLE 8: SAVINGS CLAUSE 6
ARTICLE 9: PROBATIONARY PERIODS 6
ARTICLE 10: SENIORITY 6
ARTICLE 12: CONSTITUTIONAL PROTECTION 7 z'
ARTICLE 13: WORK SCHEDULES 7
ARTICLE 14: OVERTIME 8
ARTICLE 15: COURT DUTY 8
ARTICLE 16: WORKING OUT OF CLASSIFICATION 9
ARTICLE 17: INSURANCE 9
ARTICLE 18: UNIFORMS 9
ARTICLE 19: VACATION 9
ARTICLE 20: SICK LEAVE 10
ARTICLE 21: SEVERANCE PAY 11
ARTICLE 23: HOLIDAYS 12
ARTICLE 24: INJURY ON DUTY 12
ARTICLE 25: WAIVER 12
ARTICLE 26: POST LICENSES 13
ARTICLE 27: DURATION 13
APPENDIX A: WAGES 14
APPENDIX B: MAXIMUM SICK LEAVE HOURS ELIGIBLE FOR EMPLOYEE'S
RETIREMENT HEALTH SAVINGS PLAN 15
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ARTICLE 1: PURPOSE OF THIS AGREEMENT
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This AGREEMENT is entered into between the CITY OF MOUNDS VIEW, hereinafter called
the EMPLOYER, and the LAW ENFORCEMENT LABOR SERVICES, INC. (LOCAL NO. t
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232), hereinafter called the UNION.
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It is the intent and purpose of this AGREEMENT to: 1
1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT'S 1
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. 1
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ARTICLE 2: RECOGNITION
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2.1 The EMPLOYER recognizes the UNION as the exclusive representative under i
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Minnesota Statutes, Section 179A.12, Subdivision 8, for all police personnel in the 1
following job classification: k
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Sergeants
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.
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ARTICLE 3: DEFINITIONS
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3.1 UNION: The Law Enforcement Labor Services,Inc. (Local No. 232).
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3.2 UNION MEMBER: A member of the Law Enforcement Labor Services,Inc. (Local 1
No.232).
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit. a
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3.4 DEPARTMENT: The City of Mounds View Police Department.
3.5 EMPLOYER: The City of Mounds View. q
3.6 CHIEF: The Chief of the Mounds View Police Department. 1
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3.7 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services,
Inc. (LELS).
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3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER
in excess of the employee's SCHEDULED SHIFT.
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3.9 SCHEDULED A consecutive work period including rest breaks and a lunch break.
SHIFT:
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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. r
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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 H
employment. i
ARTICLE 4: EMPLOYER SECURITY
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The UNION agrees that during the life of this AGREEMENT that the UNION will not cause, 1
encourage,participate in or support any strike, slow-down or other interruption of or interference 1
with the normal functions of the EMPLOYER.
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ARTICLE 5: EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all i
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. 1
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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 1
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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 i
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 1
alternate and shall inform the EMPLOYER in writing of such designation and changes in 1
the position of Steward and/or alternate.
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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 the 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 the 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 1
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 the 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
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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 I
(10) calendar days after the EMPLOYER-designated representative(s) g
final answer in Step 1. Any grievance not appealed in writing to Step 2 by I
the UNION within ten(10) calendar days shall be considered waived. 1
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Step 2. If appealed, the written grievance shall be presented by the UNION and
discussed with the Chief of Police. The Chief of Police shall give the i
UNION the EMPLOYER'S Step 2 answer in writing within ten (10) I
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 Chief of Police's 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. t
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Step 3. If appealed, the written grievance shall be presented by the UNION and
discussed with the City Clerk-Administrator. The City Clerk-
Administrator 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) 1
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calendar days following the City Clerk-Administrator's final answer to l•
Step 3. Any grievance not appealed in writing to Step 4 by the UNION
within ten(10) calendar days shall be considered waived. 2
Step 3.a. 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. 1
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the UNION t
shall be submitted to arbitration subject to the provisions of the Public 1
Employment Labor Relations Act of 1971, as amended. The selection of 1
an arbitrator shall be made in accordance with the "Rules Governing the 1
Arbitration of Grievances" as established by the Bureau of Mediation
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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 the 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 1
any other issue not so submitted. r
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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 bythe EMPLOYER and the UNIONprovided that eachshall be
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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 1
made, providing it pays for the record. If both parties desire a verbatim record of 1
the proceedings,the cost shall be shared equally. t
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7.6 Waiver 3
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If a grievance is not presented within the time limits set forth above, it shall be I
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 3
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 1
in each step may be extended by mutual written agreement of the EMPLOYER and the
UNION in each step. 4
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7.7 Choice of Remedy
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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 other appeal procedure such as Civil Service, Veterans Preference, or other
employment laws. If appealed to another appeal procedure the grievance is not subject to
the arbitration procedure as provided in Step 4 of Article 7. The aggrieved employee shall l
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. I
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The election set for the above shall not apply to claims subject to the jurisdiction of the
United States Equal Employment Opportunity Commission.
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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. At any time during the probationary period a newly hired or rehired employee
may be terminated at the sole discretion of the EMPLOYER.
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 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 as a
sergeant in the Mounds View Police Department. 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.
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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:
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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
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13.2 Holidays and authorized leave time is to be calculated on the basis of the actual length of
time of the assigned shifts.
13.3 Employees who attend mandatory meetings, during time periods that fall outside their
regularly scheduled shifts, shall receive a minimum of two (2)hours pay.
13.4 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 on-half(1 Y2) times the employees' regular
base 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.
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14.3 Overtime refused by employees will for record purposes under Article 14.2 by considered
an unpaid overtime worked.
14.4 For the purposes of computing overtime compensation, overtime hours worked shall not
be pyramided, compounded or paid twice for the same hours worked.
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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 sixty(60)hours.
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 four (4)hours pay at one and one-half(1 1/2) times
the employee's base pay rate. An extension or early report to a regularly scheduled shift
for Court appearances 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 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.
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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 $1,050 980.00 per month in
2017 29-14 to each full-time permanent employee, for group health, dental, and life a'
insurance including dependant coverage. In 2018 241-5 and 2019 2 , the EMPLOYER
will contribute a maximum amount per month based on the percent change in health
insurance premiums, as follows:
If the Health Insurance The Maximum Monthly
Premium Increases by: EMPLOYER Contribution will increase by:
Less than 1% No Change
1%to5% +$1015
6%to 10% +$2030
11%to 15% +$00 45
Greater than 16% +$40 60
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: UNIFORMS
The City shall provide an annual uniform allowance of$760 in 2017, $780 in 2018 and $800 in
2019 $710.00 per year for the duration of this agreement.
ARTICLE 19: VACATION
19.1 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.
19.2 Carry Over and Waiver of Vacation Leave: Ten days of vacation plus the amount accrued
up to December 31'of the previous year may be carried over into the next year.
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19.3 Vacation Schedule: l
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Vacation will be granted employees according to the following schedule:
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1 through 5 years 10 days
After 5 years through 10 years 15 days r
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
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19.4 One continuous vacation period shall be selected on the basis of seniority until May 1St of
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each calendar year.
19.5 After May 1St vacation shall be awarded on a first come first serve basis. Vacation 1
requests shall be submitted no more than 30 days in advance. Vacation requests can be P
submitted more than 30 days in advance with the specific permission of the Chief. In the 1
event any employee group receives additional vacation leave in excess of leave listed in
19.3 this bargaining unit shall receive the same increase.
1 ARTICLE 20: SICK LEAVE
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20.1 Eligibility: Sick Leave with Pay. Any employee who has been continuously employed for 1
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 of 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. i
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20.2 Accrual and Use. Sick leave may be accumulated to a maximum of 120 days.
20.3 Proof Required. In order to be eligible for sick leave with pay an employee must:
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a. Report promptly to the employee's department head no later than 30 minutes
before the start of the shift the reason for such absence.
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b. Keep the department head informed of the employee's condition, if the absence is
more than three(3) days duration.
c. Submit a medical certificate for any absence exceeding three (3) days if required
by the EMPLOYER. I
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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.
e. A regular employee who meets the other requirements of this section and who
receives Workers Compensation payments shall be granted accrued sick leave pay
in the amount of the difference between Workers Compensation payments and the
employee's net salary.
20.4 Other leave may be granted in accordance with the Family and Medical Leave Act
(FMLA) as appropriate.
ARTICLE 21: SEVERANCE PAY
21.1 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.
21.2 Upon separation from employment with the City, employees with twenty (20) or more
years of service and leave in good standing shall direct 100% of any vacation and
compensatory time balances to Retirement Health Savings Plan (RHSP), as provided in
Article 22.
21.3 Upon separation, all employees shall direct eligible sick leave balances to their RHSP, as
provided in Article 22.
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ARTICLE 22: RETIREMENT HEALTH SAVINGS PLAN
22.1 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. 5
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 any elected
annual contributions, computed according to the table in Appendix B, at a
conversion rate of two for one (50%). (Employees who separate with less than
two years of completed service are not eligible to be compensated for any accrued
sick leave.)
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B. 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.
C. Upon separation from employment with the City, employees with twenty (20) or
more years of service and leave in good standing shall direct 100% of any
vacation and compensatory time balances to the Plan. Employees with less than
twenty (20) years of service and leave in good standing will receive a lump-sum
taxable severance compensation for all remaining vacation and compensatory
time as provided for in Article 21.1.
D. Employees shall contribute a percentage of their annual pay on a pre-tax basis to
the plan, as follows: Sergeants will contribute 3 2% of salary.
ARTICLE 23: HOLIDAYS
All employees shall receive the following holidays: New Years Day, Martin Luther King Day,
Presidents Day, Good Friday, Memorial Day, Independence Day, Labor Day, Veterans Day,
Thanksgiving Day, Day after Thanksgiving and Christmas Day. (The total number of paid
holiday hours is equal to one hundred fifteen and one half(115.5) hours annually.) Employees
assigned to work on these holidays shall receive an extra one-half hour of pay for any hours
worked.
ARTICLE 24: 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 charged to the employee's sick leave account less
Workers Compensation insurance payments. Employees drawing Workers 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.
ARTICLE 25: WAIVER
25.1 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
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or covered in this AGREEMENT or with respect to any term or condition of employment
not specifically referred to or covered in the 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 26: POST LICENSES
The EMPLOYER will pay the cost of maintaining POST licensure.
ARTICLE 27: DURATION
This AGREEMENT shall be effective as of January 1, 2017 2014, and shall remain in full force
and effect until December 31, 2019 20-l6. In witness whereof, the parties hereto have executed
this AGREEMENT on this day of , 2017 204-4.
FOR THE CITY OF MOUNDS VIEW FOR L.E.L.S.
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APPENDIX A: HOURLY WAGES
Effective January 1, 2017 2814.
2014 2945 2016
Step l (Starting) $32.14 $33.11 $33.77
Step 2 (after 6 months) $31.15 $35.18 $35.88
Step 3 (after 12 months) $36.1.6 $37.25 $37.99
Step 1 (after 21 months) $38.17 $39.32 $407-10
Step 5 (after 36 months) $10.18 $41.39 $12.21
2017 2018 2019
Step 1 -80%(Starting) $35.12 $36.09 $37.17
Step 2-85%(after 6 months) $37.32 $38.34 $39.49
Step 3 -90%(after 12 months) $39.51 $40.60 $41.81
Step 4-95%(after 24 months) $41.71 $42.85 $44.14
Step 5- 100% (after 36 months) $43.90 $45.11 $46.46
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(The wages noted above include a market rate adjustment of 1.5% in 2017 1.08%in 201� and 1.00%in ti
2015, in addition to 2%cost of living adjustments(COLA)in each of the three years as follows:)
2017: 2.5% 1
2018: 2.75%
2019: 3.0%
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APPENDIX B: Maximum Sick Leave Hours Eligible
for Employee's Retirement Health Savings Plan l
t
i
Completed Years Annual Max Annual Hours Max Cumulative Hours Rate of Transfer
of Service Accrual Eligible for Plan Eligible for Plan* =50% i
1 96 (not eligible) (not eligible) (not eligible)
2 96 96 192 81 i
3 96 96 288 144 i
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 1
16 96 20 1080 540
17 96 20 1100 550
18 96 20 1120 560 1
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 t
27 96 20 1300 650 6
28 96 20 1320 660 i
29 96 20 1340 670 V,
1
30 96 20 1360 680
31 96 20 1380 690 f
32 96 20 1400 700 1
33 96 20 1420 710 R
34 96 20 1440 720
35 96 20 1460 730
* Hours directed to the Plan on an annual basis, if such option is utilized, shall be deducted from the g.
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. 1
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1
1
1
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15 H
E
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g