HomeMy WebLinkAboutResolution 9660RESOLUTION NO.9660
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
APPROVING A THREE YEAR LABOR AGREEMENT
WITH THE LELS 232 SERGEANTS EFFECTIVE
JANUARY 1, 2023 THROUGH DECEMBER 31, 2025
WHEREAS, the previously approved Labor Agreement with the LELS 232 will
expire at the end of 2022; and
WHEREAS, the City and the LELS 232 Union held a series of negotiating sessions
in an effort to ratify a new agreement; and
WHEREAS, The City and the LELS 232 Union 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 LELS
232 Union, effective January 1, 2023 through December 31, 2025.
Adopted this 28th Day of November, 2022.
C GG�
— e�&w
Carol A. Mueller, Vayor
ATTEST:
1A 2,1
Ny Zik nd, City Administrator
(seal)
'rhe Mounds View Vision
d Thriving Desirable Conaniuni{v
LABOR AGREEMENT BETWEEN
CITY OF MOUNDS VIEW
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 232
S
LAW ENFORCEMENT
LABOR SERVICES
JANUARY 1, 2023 - DECEMBER 31, 2025
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
ARTCILE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE .............
3
ARITCLE 8 - SAVINGS CLAUSE.................................................................
6
ARTICLE 9 - PROBATIONARY PERIODS ...................................................
6
ARTICLE 10 - SENIORITY...........................................................................
6
ARTICLE 11 -DISCIPLINE ..........................................................................
7
ARTICLE 12 - CONSTITUTIONAL PROTECTION ......................................
7
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 -SEPARATION PAY................................................................
11
ARTICLE 22 - RETIREMENT HEALTH SAVINGS PLAN ............................
11
ARTICLE 23 - HOLIDAYS............................................................................
12
ARTICLE 24 - INJURY ON DUTY................................................................
12
ARTICLE25 - WAIVER................................................................................
12
ARTICLE 26 - POST LICENSES...................................................................
13
ARTICLE27 - DURATION............................................................................
13
ARTICLE 28 - CANINE HANDLER...............................................................
13
APPENDIXA - WAGES................................................................................
14
APPENDIX B - MAXIMUM SICK LEAVE HOURS ELIGIBLE FOR EMPLOYEE'S
RETIREMENT HEALTH SAVINGS PLAN .....................................................
15
LABOR AGREEMENT BETWEEN
CITY OF MOUNDS VIEW AND
LAW ENFORCEMENT LABOR SERVICES, INC.
L. E. L. S. - LOCAL 232
ARTICLE 1: PURPOSE OF THIS AGREEMENT
This AGREEMENT is entered into between the CITY OF MOUNDS VIEW, hereinafter called the
EMPLOYER, and the LAW ENFORCEMENT LABOR SERVICES, INC. (LOCAL NO. 232), 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.12, Subdivision 8, for all police personnel in the
following job classification:
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.
ARTICLE 3: DEFINITIONS
3.1 UNION: The Law Enforcement Labor Services, Inc. (Local No. 232)
3.2 UNION MEMBER: A member of the Law Enforcement Labor Services, Inc.
(Local No. 232)
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The City of Mounds View Police Department
3.5 EMPLOYER: The City of Mounds View
3.6 CHIEF: The Chief of the Mounds View Police Department
3.7 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor
Services, Inc. (LELS)
3.8 OVERTIME: Work performed at the express authorization of the
EMPLOYER in excess of the employee's SCHEDULED SHIFT
3.9 SCHEDULED A consecutive work period including rest breaks and a lunch break
SHIFT:
3.10 REST BREAKS: Periods during the SCHEDULED SHIFT during which the employee
remains on continual duty and is responsible for assigned duties
A period during the SCHEDULED SHIFT during which the
3.11 LUNCH BREAK: employee remains on continual duty and is responsible for
assigned duties
Concerted action in failing to report for duty, the willful absence from
3.12 STRIKE: 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 that during the life of this AGREEMENT 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.
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 designation and changes in
the position of Steward and/or alternate.
W
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
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 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
answerto such Step 1 grievance within 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 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 10 calendar days shall be
considered waived.
Step 2. If appealed, the written grievance shall be presented by the UNION and
discussed with the Chief. The Chief shall give the UNION the
EMPLOYER'S Step 2 answer in writing within 10 calendar days after
receipt of such Step 2 grievance. A grievance not resolved in Step 2 may
be appealed to Step 3 within 10 calendar days following the Chief's final
Step 2 answer. Any grievance not appealed in writing to Step 3 by the
UNION within 10 calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the UNION and
discussed with the City Administrator. The City Administrator shall give the
UNION the EMPLOYER'S answer in writing within 10 calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may
be appealed to Step 4 within 10 calendar days following the City
Administrator's final answer to Step 3. Any grievance not appealed in
writing to Step 4 by the UNION within 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 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 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 any
other issue not so submitted.
4
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 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 Remedv
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 to Step 4 of Article 7,
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 indicate in writing which procedure is to be utilized 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.
The election set for the above shall not apply to claims subject to the jurisdiction of the
United States Equal Employment Opportunity Commission.
F7
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 12 month 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) month 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 department 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 (2) 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
0
ARTICLE 11: DISCIPLINE
11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one (1)
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 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 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 one-half (1 '/2) 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.
14.3 Overtime refused by employees will for record purposes under Article 14.2 be
considered as 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.
14.5 Overtime will be calculated to the nearest 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 '/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 four (4) 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 An employee shall be notified of a court appearance cancellation a minimum of 18 hours
prior to a scheduled court appearance by the court/attorney. If an employee is not notified
a minimum of 18 hours prior, or if the court appearance is not cancelled, the court/standby
compensation becomes effective as stated in Article 15.2.
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 $1,200 per month to each full-time
permanent employee, for group health, dental, and life insurance including dependent
coverage, plus $200 towards their HSA account during 2023. In 2024 and 2025, the
EMPLOYER will contribute a maximum amount per month based on the percent change
in health insurance premiums, asfollows:
If the Health Insurance
Premium Increases by:
The Maximum Monthly EMPLOYER
Contribution will increase by:
Less than 1 %
No
Change
1%to5%
+$15
6% to 10%
+ $ 30
11 % to 15%
+ $45
Greater than 16%
+ $ 60
17.2 Employees may designate any unused portion of the EMPLOYER contribution amountto
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 $880 in 2023, $900 in 2024, and $920 in
2025.
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 (3) weeks' notice in writing.
19.2 Carry Over and Waiver of Vacation Leave: Ten (10) days of vacation plus the amount
accrued up to December 31st of the previous year may be carried over into the next year.
19.3 Vacation Schedule:
Vacation will be granted employees according to the following schedule:
1 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
19.4 One (1) continuous vacation period shall be selected on the basis of seniority until May
1st of each calendar year.
19.5 After May 15t 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. In the event any
employee group receives additional vacation leave in excess of leave listed in
19.3, this bargaining unit shall receive the same increase.
ARTICLE 20: SICK LEAVE
20.1 Eligibility: Sick Leave with Pay. Any employee who has been continuously employed for a
period of one (1) year or longer may in any calendar year be granted sick leave not to
exceed 13 working days with full pay. An employee may borrow up to
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.
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:
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.
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.
10
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 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: SEPARATION PAY
21.1 Upon separation from employment with the City, employees with less than 20 years of
service and leave in good standing will receive a lump -sum taxable separation
compensation for all accrued vacation and compensatory time.
21.2 Upon separation from employment with the City, employees with 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.
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.
Contribution to the Plan shall occur according to the following provisions:
a. Employees who have completed two (2) 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 (2) for one (50%). (Employees who separate with less
than two (2) years of completed service are not eligible to be compensated for any
accrued sick leave.)
11
b. 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.
C. Employees shall contribute a percentage of their annual pay on a pre-tax basis to
the plan, as follows:
Employees with less than 9 completed years of service with
the City will contribute 1%.
Employees with 9 — 15 completed years of service with the
City will contribute 3%.
Employees with more than 15 completed years of service
with the City will contribute 1%.
ARTICLE 23: HOLIDAYS
All employees shall receive the following holidays: New Year's Day, Martin Luther King Day,
Presidents Day, Good Friday, Memorial Day, Juneteenth, 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 (126) hours annually.)
Employees assigned to work on these holidays shall receive an extra one-half (1/2) hour of pay
for any hours worked. An employee who is on their regularly scheduled day off for a holiday as
specified in Article 23, and is called in to work or kept over to work such holiday due to staff
shortage(s), etc., will receive two (2) times the employee's regular pay rate for all hours actually
worked during the named holiday in lieu of one and one-half (1 '/2) times the employee's regular
pay rate.
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
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.
12
ARTICLE 25: WAIVER
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 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, 2023, and shall remain in full force and
effect until December 31, 2025. In witness whereof, the parties hereto have executed this
AGREEMENT on this 2 S day of NovsfJv,-, 2022.
FOR THE CITY OFMOUNDS VIEW:
dvol �
Carol A. Mueller, Mayor
Nylg&ikmurjV, City Administrator
RayfeSue Ewald, HR Director
13
FOR L. E. LS.:
Tim Gan tn Business Agent
P-), x
Be nitter, Union Steward
APPENDIX A: HOURLY WAGES
Effective January 1, 2023.
One time 2%
One time 2%
One time 2%
2023
market
2024
Market
2025
Market
3%
adjustment
3%
Adjustment
3%
Adjustment
(1/1/2023)
(1/1/2024)
(1/1/2025)
Step 1- 80%
$41.63
$42.46
$43.74
$44.61
$45.94
$46.86
(Starting)
Step 2 - 85%
$44.23
$45.12
$46.47
$47.40
$48.82
$49.79
(after 6 months)
Step 3 - 90%
$46.84
$47.77
$49.20
$50.18
$51.69
$52.72
(after 12 months)
Step 4 - 95%
$49.44
$50.43
$51.94
$52.97
$54.56
$55.65
(after 24 months)
Step 5 - 100%
$52.04
$53.08
$54.67
$55.76
$57.43
$58.58
(after 36 months
CANINE HANDLER:
Employees classified or assigned by the EMPLOYER as K-9 Handler will receive $215 per
month in supplemental pay plus an additional .5 Hours of time per scheduled shift during the
term of this AGREEMENT.
FIELD TRAINING PAY:
Officers so assigned and trained as Field Training Officers shall receive two (2) hours of
Compensatory Time per shift when actively assigned a trainee for training.
14
APPENDIX B: 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)
96
96
192
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
96
20
1420
710
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 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.
15