HomeMy WebLinkAboutResolution 8774 RESOLUTION 8774
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
APPROVING A THREE YEAR LABOR AGREEMENT
WITH THE PUBLIC WORKS BARGAINING GROUP EFFECTIVE
JANUARY 1, 2017 THROUGH DECEMBER 31, 2019
WHEREAS, the previously approved Labor Agreement with the Public Works
Bargaining Group expired at the end of 2016; and
WHEREAS, the City and the Public Works Bargaining Group held a series of
negotiating sessions in an effort to ratify a new agreement; and
WHEREAS, The City and the Public Works Bargaining Group 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 the Public Works
Bargaining Group, effective January 1, 2017, through December 31, 2019.
Adopted this 10th day of July, 2017.
44#4
CarolfraelieNtIW
A. Mueller, Mayor
ATTEST:
Desaree M. Crane, Acting City Administrator
(SEALL--
Exhibit A
LABOR AGREEMENT
BETWEEN
THE CITY OF MOUNDS VIEW
AND
PUBLIC WORKS COLLECTIVE BARGAINING UNIT
JANUARY 1, 2017 2014 - DECEMBER 31, 2019 2016
1
LABOR AGREEMENT..................................................................................................... 1
PUBLIC WORKS COLLECTIVE BARGAINING UNIT ..................................................... 1
ARTICLE 1. PURPOSE OF AGREEMENT .................................................................... 3
ARTICLE 2. CITY AUTHORITY ..................................................................................... 3
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE ........................................ 3
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 ............................................................................................... 9
ARTICLE 17. PROBATIONARY PERIODS ..................................................................... 9
ARTICLE 18. SAFETY .................................................................................................... 9
ARTICLE 19. JOB POSTING ........................................................................................ 10
ARTICLE 20. INSURANCE ........................................................................................... 10
ARTICLE 21. INJURY ON DUTY. ................................................................................. 10
ARTICLE 22. CLOTHING.............................................................................................. 11
ARTICLE 23. STANDBY DUTY..................................................................................... 11
ARTICLE 24. PERFORMANCE REVIEWS. .................................................................. 12
ARTICLE 25. JOB CLASSIFICATION SYSTEM. .......................................................... 12
ARTICLE 26. SEVERANCE .......................................................................................... 14
ARTICLE 27. RETIREMENT HEALTH SAVINGS PLAN ............................................... 14
ARTICLE 28. WAGES. .................................................................................................. 16
ARTICLE 29. INTERMITTENT LEAD WORKER .......................................................... 17
ARTICLE 30. DEPARTMENT LEAD DESIGNATION. ................................................... 17
ARTICLE 31. TERM ...................................................................................................... 17
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 Mounds View Public Works Collective
Bargaining Unit, hereinafter called the EMPLOYEES.
The intent and purpose of this AGREEMENT is to:
1.1 Establish the conditions that will govern the employment relationship between
the CITY and the EMPLOYEES;
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
3
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 “DEPARTMENT” refers to the City of Mounds View Department of Public Works.
5.4 "BASE PAY RATE" means an employee's hourly pay rate exclusive of any other
special allowances.
5.5 "SENIORITY" means length of continuous service with the CITY for purposes of
promotion, transfer, layoff and recall.
5.6 "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.
5.7 “STANDBY DUTY” means that an EMPLOYEE is assigned to specific hours
outside the normal workday/workweek shift during which the EMPLOYEE must
remain available to be reached by telephone and be ready to immediately return
to work for call back purposes typically within forty-five (45) minutes, or less, of
call back orders.
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, and the normal workweek shall be forty
(40) hours. The normal work shift for the EMPLOYEES will be 7:00 am to 3:30
pm, 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 EMPLOYEES
may collectively 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
workshift. The CITY will give seven (7) calendar days advance notice to the
EMPLOYEES affected by the establishment of workdays different from the
EMPLOYEES normal workshift. EMPLOYEES performing community center
custodial duties may have their start time altered with twenty-four (24) hours
notice.
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 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 $9 8.00 per
hour for the preshift hours worked not to exceed $63 32.00 per event. When an
EMPLOYEE qualifies for both overtime/comp 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 not to exceed twelve (12) hours without supervisor approval.
7.6 In the event an EMPLOYEE, who is not on call, receives a phone call and is
engaged in work-type activities for 15 minutes or more, EMPLOYEE will be
compensation a minimum of 1 hour at 1 and 1/2 times his or her base rate.
5
ARTICLE 8. HOLIDAYS
8.1 Paid Holidays
The following is a list of holidays for which EMPLOYEES will be paid:
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 Paid Holidays noted above, 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
EMPLOYEES shall accrue vacation as follows:
ACCRUAL SCHEDULE
Years of Service Days per Year
6 months - 1 year 10 days
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
6
ARTICLE 10. OVERTIME PAY
10.1 Hours worked by EMPLOYEE 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 EMPLOYEE’S regular base pay. An EMPLOYEE working on a
Paid 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, excluding Floating Holidays hours, will be considered hours
worked for computation of overtime.
10.3 Overtime will be distributed as equally as practicable to each EMPLOYEE based
upon a list maintained by the CITY and in consideration of any special skill
requirements needed for overtime task. 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
EMPLOYEES who DO NOT participate in STANDBY DUTY as described in Article 23
of this agreement shall be allowed compensatory time as described in the City
Personnel Manual.
EMPLOYEES 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
calendar year.
11.3. The maximum total accrued compensatory time balance shall not exceed 60
hours per EMPLOYEE at the end of each pay period.
11.4. The respective Department Head or the City Administrator must give prior
approval for any accumulation of compensatory time by an employee.
7
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 ½) 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 CITY will discipline EMPLOYEES only for just cause as defined in the City’s
Personnel Manual. Suspension, demotion and dismissal actions shall be in
accordance with the CITY Personnel Manual.
8
ARTICLE 16. SENIORITY
16.1 Seniority will be the determining criterion for transfers, promotions and layoffs
only when all 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
twenty-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 held by EMPLOYEES that have exhausted the twelve (12)
month probationary period will serve a six (6) month probationary period.
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 each employee up to $397.50 during the term of this
agreement for the actual cost of CITY approved prescription safety glasses to be
used during working hours.
18.3 If the EMPLOYEE’S safety glasses are damaged or destroyed in the course of
assigned duties, 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.
9
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 job
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).
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 Public Works Collective Bargaining Unit will be posted
for five (5) working days so that EMPLOYEES can be considered for such
vacancies. Only after the vacancy has been posted for five (5) working days and
no response is received from any EMPLOYEE will the CITY proceed with filling
the vacancy from an external source.
ARTICLE 20. INSURANCE
20.1 The CITY will contribute a maximum $1,050 980 per month to each full-time
EMPLOYEE for group health, dental, and life insurance including dependent
coverage during 2017 2014. In 2018 2015 and 2019 2016, the contribution shall
be based on the rate of the health insurance premium increase, if any, as
follows:
If the Health Insurance The Maximum Monthly
Premium Increases by EMPLOYER Contribution shall increase by
Less than 1% No change
1% to 5% + $15 10
6% to 10% + $30 20
11% to 15% + $45 30
Greater than 15% + $60 40
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 and EMPLOYEES will comply with Minnesota Statutes and City policies
concerning all EMPLOYEE injuries incurred while performing job duties.
10
ARTICLE 22. CLOTHING.
22.1 The CITY will reimburse each EMPLOYEE up to $144 during the term of the
AGREEMENT for the actual cost of work related apparel. The work apparel is to
be cleaned and kept in repair by the EMPLOYEE at the EMPLOYEE’S cost.
22.2 The CITY will reimburse each EMPLOYEE up to $382.50 during the term of the
AGREEMENT toward the actual cost of one pair of safety shoes per calendar
year. Safety shoes must be above the ankle boot with a steel/composite
reinforced toe.
22.3 The CITY will provide EMPLOYEES with all necessary safety wear, such as
safety vests, safety gloves, protective eye wear, hearing protection, etc.,
excluding prescription eyeglasses, to perform assigned duties.
22.4 The CITY will provide work uniforms and the cleaning of said uniforms.
22.5 The CITY will provide new EMPLOYEES a one-time reimbursement, not to
exceed $100.00 for the actual cost of coveralls.
ARTICLE 23. STANDBY DUTY.
23.1 STANDBY DUTY is mandatory for all EMPLOYEES, excluding the Community
Center Custodian, who are no longer subject to a probationary period.
EMPLOYEES are assigned standby duty on a rotating basis for a seven (7) day
period based on a list maintained by the CITY.
23.2 An EMPLOYEE assigned STANDBY DUTY shall be compensated at the rate of
one (1) hour for each weekday (Monday through Thursday Friday), two (2) hours
for each Friday and three (3) 2 ½ hours for each Saturday and Sunday (twelve
ten hours of Overtime Pay for each seven day assignment period.) The City will
compensate EMPLOYEES an additional two (2) hours at overtime rates for each
paid Holiday while assigned STANDBY DUTY. 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.
23.3 The CITY expects the EMPLOYEE on standby duty to respond to call back
assignments. If the assignment is refused without cause or the EMPLOYEE is
unresponsive, the CITY will offer the assignment to other employees in
accordance with Article 10.3 of this AGREEMENT. Refusal without cause or
non-responsiveness may result in forfeiture of the stand-by compensation and
potential disciplinary action in accordance with Article 15.
23.4 The CITY shall furnish a vehicle for the EMPLOYEE on STANDBY DUTY to use
for the purpose of transportation to and from the EMPLOYEE’s primary
11
residence and the worksite.
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 employees eligible for STANDBY DUTY.
Probationary employees, with a minimum of six (6) months of service, and the
approval of the public works supervisor, can be added to the on-call rotation.
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 for all EMPLOYEES except
the Lead Utility Worker and Community Center Custodian. In the event that
there is a change in qualifications of an EMPLOYEE to meet all requirements,
the EMPLOYEE must immediately contact his / her supervisor no later than the
beginning of the next regular work shift after the event. Examples include: loss
or expiration of driver’s license or endorsements, loss of sewer/ water operators
certificate, criminal traffic violations, etc.
25.2 Maintenance Worker -LEVEL A Requirements (minimum requirements):
Must meet minimum qualifications of position description.
25.3 Maintenance Worker - LEVEL B Requirements:
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
or better 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
public.
o Demonstrated ability to work with a minimum of on-site
supervision.
12
o Working knowledge of job fundamentals.
o Adherence to all City policies and procedures.
13
25. 4 Maintenance Worker - LEVEL C Requirements
Meet or exceed all 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 or better
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 maintenance areas.
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.
ARTICLE 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.
14
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.
15
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.
ARTICLE 28. WAGES.
28.1 The following hourly wage schedule will be in effect for Public Works
Maintenance Worker positions for the duration of this AGREEMENT. These
rates will apply to all EMPLOYEES except for the Lead Utility Worker and the
Community Center Custodian positions.
2017 2014 2018 2015 2019 2016
LEVEL A $25.46 23.76 $26.16 24.24 $26.95 24.72 (90% of Level C)
LEVEL B $26.88 25.08 $27.61 25.58 $28.44 26.09 (95% of Level C)
LEVEL C $28.29 26.40 $29.07 26.93 $29.94 27.47
28.2 The following hourly wage schedule will be in effect for the Community Center
Custodian position for the duration of this AGREEMENT.
2017 2014 2018 2015 2019 2016
STEP 1 $16.98 18.72 $17.45 19.09 $17.97 19.48
STEP 1.5 $17.51 19.30 $18.00 19.69 $18.54 20.08
STEP 2 $18.05 19.89 $18.54 20.29 $19.10 20.69
STEP 3 $19.11 21.06 $19.63 21.48 $20.22 21.91
STEP 4 $20.17 22.23 $20.72 22.67 $21.34 23.13
STEP 5 $21.23 23.40 $21.81 23.87 $22.47 24.34
28.3 The following hourly wage schedule will be in effect for the Lead Utility Worker
for the duration of this AGREEMENT.
2017 2014 2018 2015 2019 2016
$32.06 29.92 $32.95 30.52 $33.93 31.13
16
ARTICLE 29. INTERMITTENT LEAD WORKER
29.1 Under certain circumstances, the CITY may determine the need for an
Intermittent Lead Worker to be in charge of a work crew. This determination will
be made at the sole discretion of the City, as recommended by the supervisor
and approved by the Department Head, 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 CITY is final and not
grievable.
29.2 The CITY will maintain a list for those EMPLOYEES who are to be considered
for Intermittent Lead Worker assignments. Selections for Intermittent Lead
Workers will be made from this list in accordance with the Supervisor’s
determinations of the best qualifications as approved by the Department Head.
There will be no attempt to equalize distribution of Intermittent Lead Worker
selections.
29.3 To be eligible on the Intermittent Lead Worker list an EMPLOYEE must have a
job classification of Level C in accordance with Article 25. Selections will be
only for those areas in which the individual is classified.
29.4 The Intermittent Lead Worker will receive an additional $2.00 1.50 per hour
while assigned as the Intermittent Lead Worker.
ARTICLE 30. DEPARTMENT LEAD DESIGNATION.
An employee who has been designated by the CITY to be Department Lead during
long-term vacancies of the Department Head shall receive $1.50 per hour additional
compensation.
ARTICLE 31. TERM.
This AGREEMENT shall be effective as of January 1, 2017 2014, and shall remain in
full force and effect until December 31, 2019 2016.
17
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this
______ day of _____________, 2017 2014.
CITY OF MOUNDS VIEW:
_________________________ ________________________
Carol A. Mueller Joe Flaherty, Mayor James Ericson
City Administrator
PUBLIC WORKS COLLECTIVE BARGAINING UNIT:
Blaine Backes Neil Hiatt
Timothy Fredberg Michael Schnur
Brett Brisbois Peter Szurek
Bruce Meehan Chris Atkinson
Scott Vander Vegt Jeffrey Wienke
Steve Vacek
John Hughes
18