HomeMy WebLinkAboutResolution 9844RESOLUTION NO.9844
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
APPROVING A THREE YEAR LABOR AGREEMENT WITH THE PUBLIC WORKS
COLLECTIVE BARGAINING UNIT
EFFECTIVE JANUARY 1, 2023 THROUGH DECEMBER 31, 2025
WHEREAS, the previously approved Labor Agreement with the Public
Works Collective Bargaining Unit expired at the end of 2022; and
WHEREAS, the City and the Collective Bargaining Unit held a series of negotiating
sessions in an effort to ratify a new agreement; and
WHEREAS, The City and the Collective Bargaining Unit 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 three year Labor Agreement with the Public Works
Collective Bargaining Unit, effective January 1, 2023, through December 31, 2025.
Adopted this 11 th Day of December, 2023.
h Lindstrom, Mayor
ATTEST;
-A/� 244
Nyle ikmu d, City Administrator
(seal)
The Mounds View Vision
A Thriving Desirable Coinniunity
LABOR AGREEMENT
BETWEEN
THE CITY OF MOUNDS VIEW
_►D
PUBLIC WORKS COLLECTIVE
BARGAINING UNIT
JANUARY 1, 2023 - DECEMBER 31, 2025
LABORAGREEMENT............................................................................... ..........................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...........................................................................3
ARTICLE 5. DEFINITIONS..................................................................................................4
ARTICLE 6. SAVINGS CLAUSE.........................................................................................4
ARTICLE 7. WORK SCHEDULE...............................................................................•.........4
ARTICLE8. HOLIDAYS......................................................................................................5
ARTICLE9. VACATION......................................................................................................6
ARTICLE 10. OVERTIME PAY.................................................................--.........................6
ARTICLE 11. COMPENSATORY TIME................................................................................6
ARTICLE 12. TRAVEL TIME PAY FOR WEEKENDS AND HOLIAYS.................................7
ARTICLE13. CALL BACK....................................................................................................7
ARTICLE 14. LEGAL DEFENSE..........................................................................................7
ARTICLE 15. RIGHT OF SUBCONTRACT...........................................................................8
ARTICLE 16. DISCIPLINE.....................................................................................................8
ARTICLE 17. SENIORITY........................................................................................
8
ARTICLE 18. PROBATIONARY PERIODS..........................................................................8
ARTICLE19. SAFETY................................................................................--•--....._...............9
ARTICLE20. JOB POSTING................................................................................................9
ARTICLE21. INSURANCE...................................................................................................9
ARTICLE 22. INJURY ON DUTY........................................................................................10
ARTICLE23. CLOTHING...................................................................................................10
ARTICLE 24. STANDBY DUTY..........................................................................................10
ARTICLE 25. PERFORMANCE REVIEWS........................................................................
11
ARTICLE 26. JOB CLASSIFICATION SYSTEM.................................................................11
ARTICLE 27. SEPARATION...............................................................................
11
ARTICLE 28. RETIREMENT HEALTH SAVINGS PLAN.....................................................12
ARTICLE29. WAGES........................................................................................................12
ARTICLE 30. INTERMITTENT LEAD WORKER.................................................................14
ARTICLE 31. DEPARTMENT AND LEAD DESIGNATION.................................................15
ARTICLE 32. TERM OF AGREEMENT..............................................................................15
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 numberof personnel;
to establish work schedules; and to perform any inherent managerial function not
specifically addressed or limited by the AGREEMENT.
2.2 Any term and condition of employment not specifically established or modified by
this AGREEMENT shall be governed by the Personnel Manual, which shall remain
solely within the discretion of the CITY to modify, establish, or eliminate. In the event
the CITY adopts a modification to the Personnel Manual, the CITY will notify the
EMPLOYEES in a timely fashion and document their receipt of the revisions.
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE
3.1 Except where specifically superseded by this agreement, the Personnel Manual of
the CITY shall regulate all conditions of employment.
ARTICLE 4, GRIEVANCE PROCEDURE
4.1 The grievance procedure for the EMPLOYEES shall be as prescribed by Section 6.02
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 isemployed 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 MoundsView.
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 purposesof
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 toimmediately return to
work for call back purposes typically within 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.
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 a.m. to 3:30 p.m.,
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 (2) 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
work shift. The CITY will give seven (7) calendar days advance notice to the
EMPLOYEES affected by the establishment of workdays different from the
EMPLOYEES normal work shift.
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 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 pre -shift premium of $9.00 per hour
for the pre -shift hours worked not to exceed $63.00 per event. When an
EMPLOYEE qualifies for both overtime/comp time and pre -shift premium on the
same shift, each hour of pre -shift pay earned will be eliminated for each hour of
overtime/comp time earned. Any hours worked as overtime must be approved by the
Public Works Director or Superintendent. If City approves paying the one and one-half
(1-1/2) base pay, the midnight to 7:00 a.m. is off the table. Supervisory staff has the
right to send any employee home if they deem the employee may be a safety risk to
themselves, other employees, the general public, or if the task is complete.
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
compensated a minimum of one (1) hour at one and one-half (1 '/2) times the
base rate.
ARTICLE 8. HOLIDAYS
8.1 Paid Holidays
The fol lowi ng is a lislidgys for which EMPL Y
1. New Year's Day
2. Martin Luther King's Birthday
3. President's Day
4. Memorial Day
5. Independence Day
6. Juneteenth
7. Labor Day
8. Veteran's Day
9. Thanksgiving Day
10. Day after Thanksgiving Day
11. 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 11 Paid Holidays noted above, EMPLOYEES will have two (2)
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 Superintendent in the same
manner as regular vacation time.
ARTICLE 9. VACATION
EMPLOYEES shall accrue vacation as follows:
Years of Service
Days Per Year
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
10.1 Hours worked by EMPLOYEE in excess of either eight (8) hours within a 24 hour period
(except for shift changes) or more than 80 hours within a 14 day pay period will be
compensated for one and one-half (1 '/2) times the EMPLOYEE'S regular base pay. An
EMPLOYEE working on a Paid Holiday will be compensated at normal holiday pay plus
two (2) 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 Holiday 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 vvoi®d
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 Personnel
Manual.
EMPLOYEES who DO participate in STANDBY DUTY as described in Article 23 of this
agreement shall be allowed compensatory time 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 (1 '/2) 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 payperiod.
11.4. The respective Department Head or the City Administrator must give prior
approval for any accumulation of compensatory time by an employee.
11.5. The respective Department Head or the City Administrator must give prior
approval for any use of compensatory time by an EMPLOYEE. If an
EMPLOYEE is terminated from employment they will be compensated for
accumulated compensatory time earned up to the above stated maximum.
11.6. Any accumulated compensatory time not used by the end of the last payperiod in
November shall be cashed out.
ARTICLE 12. TRAVEL TIME PAY FOR WEEKENDS AND HOLIDAYS
12.1 Members of the bargaining unit will receive a half-hour (1/2) of pay for driving to work on
weekends and holidays when called in to perform snow and ice control operations, utility
or weather emergencies, or other hazards.
12.2 The half-hour (1/2) drive time wage will be paid at time and a half (1 '/2) for weekends and
double-time (2) for holidays.
ARTICLE 13. 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 '/z) the EMPLOYEE'S base pay rate.
ARTICLE 14 LEGAL DEFENSE
14.1 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.
14.2 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.
14.3 All EMPLOYEES will be covered by the CITY's professional liability coverage
and, if necessary, named separately in the policy.
ARTICLE 5. 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 16. DISCIPLINE
The CITY will discipline EMPLOYEES only for just cause as defined in the Personnel Manual.
Suspension, demotion and dismissal actions shall be in accordance with the Personnel
Manual.
ARTICLE 17. SENIORITY
17.1 Seniority will be the determining criterion for transfers, promotions and layoffs
only when all job -relevant qualification factors are equal.
17.2 Seniority will be the determining criteria for recall when all job -relevant qualification
factors are equal. Recall rights under this provision will continue for 24 months
after lay off. Recalled EMPLOYEES shall have 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 18. PROBATIONARY PERIODS
18.1 All newly hired or rehired EMPLOYEES will serve an 18 month
probationary period. Newly hired EMPLOYEES must obtain a Minnesota
Class B Commercial Driver's License with air brake endorsement and
obtain tanker endorsement within six (6) months of employment; and,
possess a Water Supply System Operator Class D certificate and
Wastewater Operator Class S-D certificate within the 18 month probation. If
EMPLOYEE is unable to obtain, the probation may be extended with a hold
on all step increases until all tasks are successfully accomplished.
18.2 Reclassified positions held by EMPLOYEES that have exhausted the 12 month
probationary period will serve a six (6) month probationary period. EMPLOYEES will
serve a six (6) month probationary period in any job level in which the EMPLOYEE
has not served a probationary period.
18.3 At any time during the probationary period, a newly hired or rehired EMPLOYEE
may be terminated at the sole discretion of the CITY.
18.4 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.
18.5 Newly hired EMPLOYEES will be provided two (2 paid opportunities in which to
acquire required license during probation. If the EMPLOYEE is not able to
acquire required licensure within the probationary timeline, the cost associated
in acquiring license will be the responsibility of the EMPLOYEE.
18.6 Any EMPLOYEE who achieves a higher license (Water Class D to C, Sanitary
Class D to C, or Commercial Driver's License Class B to Class A), and
separates from the CITY within 24 months after achieving said license, the
EMPLOYEE will be required to reimburse the CITY for any training and cost
associated with acquiring the higher licensure.
18.7 The CITY will reimburse EMPLOYEES for their Commercial Driver's License
Class A or Class B renewal fees every four years.
ARTICLE 19. SAFETY
19.1 The CITY and the EMPLOYEES agree to jointly promote safe and healthful
working conditions, to cooperate in safety measures and to work in a safe
manner.
19.2 The CITY will reimburse each employee up to $420.00 during the term of this
agreement for the actual cost of CITY approved prescription safety glasses tobe
used during working hours.
19.3 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 repairsto
one (1) pair of safety glasses per year, not to exceed the original purchase price
subject to approval by the EMPLOYEE'S Superintendent.
ARTICLE 20. ,SOB POSTING
20.1 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.
20.2 EMPLOYEES filling a higher job level based on the provisions of this Article shall be
subject to the conditions of Article 18 (Probationary Period).
20.3 The EMPLOYER has the right of final decision in the selection of EMPLOYEES to
fill posted jobs based on qualifications, abilities and experience.
20.4 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 21. INSURANCE
21.1 The CITY will contribute a maximum $1,200 per month to each full-time
EMPLOYEE for group health, dental, and life insurance including dependent
coverage during 2023. In 2024 the CITY will contribute a maximum of $1,245 per
month. In 2025, the contribution shall be based on the rate of the health insurance
premium increase, if any, as follows:
If the Health Insurance
Premium Increases by
The Maximum Monthly
EMPLOYER Contribution shall increase b
Less than 1 %
No
change
1%to5%
+$15
6% to 10%
+ $30
11 % to 15%
+ $45
Greater than 15%
+ $60
21.2 EMPLOYEES not choosing dependent coverage cannot be covered at CITY
expense for any additional insurance other than the individual group health, dental,
and group life insurance. Additional life insurance can be purchased by
EMPLOYEES at the EMPLOYEES expense to the extent allowed under the CITY's
group policy.
ARTICLE 22. INJURY ON DUTY.
The CITY and EMPLOYEES will comply with Minnesota Statutes and City policies
concerning all EMPLOYEE injuries incurred while performing job duties.
ARTICLE 23. CLOTHING.
23.1 The CITY will reimburse each EMPLOYEE up to $570 during the term of the
AGREEMENT for the actual cost of work related apparel and safety shoes. The
work apparel isto be cleaned and kept in repair by the EMPLOYEE at the
EMPLOYEE'S cost. Safety shoes must be above the ankle boots with a
steel/composite reinforced toe.
23.2 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.
23.3 The CITY will provide work uniforms and the cleaning of said uniforms.
23.4 The CITY will provide new EMPLOYEES a one (1) time reimbursement, notto
exceed $100.00 for the actual cost of coveralls.
ARTICLE 24. STANDBY DUTY.
24.1 STANDBY DUTY is mandatory for all EMPLOYEES 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.
24.2 An EMPLOYEE assigned STANDBY DUTY shall be compensated at the rate of one
(1) hour for each weekday (Monday through Thursday), two (2) hours for each
Friday and three (3) hours for each Saturday and Sunday (12 hours of Overtime
Pay for each seven (7) 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
10
emergency work.
24.3 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.
24.4 The CITY shall furnish a vehicle for the EMPLOYEE on STANDBY DUTY to use for
the purpose of transportation to and from the EMPLOYEE' primary residence and
the worksite.
24.5 A schedule of EMPLOYEES and their assigned STANDBY DUTY assignment dates
shall be maintained by the Public Works Superintendent. EMPLOYEES may, with
the permission of the Public Works Superintendent, 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 Superintendent, can be added to the on -call rotation.
24.6 All newly hired EMPLOYEES will not be eligible for standby duty until successfully
completing the probationary period as outlined in Article 18.
ARTICLE 25. PERFORMANCE REVIEWS.
25.1 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 fiscalyear.
25.2 Performance reviews will be prepared by each EMPLOYEE'S
Superintendent. Appeals must follow Section 6.02 Grievance Procedure of
the Personnel Manual.
ARTICLE 26. JOB CLASSIFICATION SYSTEM.
26.1 A nine (9) step job classification system will be used to classify EMPLOYEES and
establish wages for all EMPLOYEES. In the event that there is a change in
qualifications of an EMPLOYEE to meet all requirements, the EMPLOYEE must
immediately contact the Superintendent 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.
ARTICLE 27.SEPARATION.
Upon separation from employment with CITY, an EMPLOYEE shall be provided separation
compensation of accrued and unused vacation hours and accrued compensatory time.
Unused Floating Holidays shall not be considered in the computation of separation
compensation. Upon death of an EMPLOYEE, the beneficiary of the EMPLOYEE shall be
paid any due separation. Separation benefits will be paid at the EMPLOYEE'S regular rate
of pay on the last date as an EMPLOYEE or the following payroll date.
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ARTICLE 28. 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:
28.1 Upon separation from employment with the CITY, EMPLOYEES who have
completed two (2) 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 10 years of continuous
service shall have an increased maximum contribution such that for every yearof
completed service beyond 10, the maximum contribution shall be increased by 20
hours. For example, a 15-year employee's maximum lifetime contribution to the plan
would be 1060 hours and a 20 year employee's maximum lifetime contribution
would be 1160 hours, converted at a two -to -one (2 to 1) rate.
28.2 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. Mandatory
contributions to the Plan shall occur every pay period beginning with EMPLOYEES
first payroll deduction.
28.3 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 (2 to 1) rate. The
maximum annual contribution shall be limited to 50 hours (25 hours converted.)
The annual contribution shall occur during the second to the last pay period of the
year.
ARTICLE 29. WAGES.
29.1 The following hourly wage schedule will be in effect for Public Works
Maintenance Worker positions for the duration of this AGREEMENT.
Grade 5
Step 1
2023 1
2024 i 1 2025
CO_LA % TBD
$29.03
$30.19
$29.03
$30.19
Starting Wage
Step 2
6 Months (4.00%)
Step 3
$31.33
$31.33
$32.50
1 Years (3.75%)
Step 4
$32.50
$33.72
2 Years (3.75%)
Step 5
$33.72
3 Years (3.75%)
Step 6
$34.90
$34.90
4 Years (3.50%)
Step 7
$36.03
$36.03
5 Years (3.25%)
Step 8
$37.11
$37.11
6 Years (3.00%)
Step 9 $38.13 $38.13 7 Years (02.75%)
100 /o
12
29.2 The following hourly wage schedule will be in effect for the Arborist/Parks Maintenance
position for the duration of this AGREEMENT.
Grade 6
Step 1
Step 2
2023
_
$31.93
$33.21
2024
2025
COLA % T_BD
Starting Wage
6 Months (4.00%)
$31.93
$33.21
Step 3
$34.46
$34.46
1 Years (3.75%)
Step 4
$35.75
$35.75
2 Years (3.75%)
Step 5
$37.09+0.62
$37.09
$38.39
$39.64
3 Years (3.75%)
Step 6
Step 7
$38.39
$39.64
4 Years (3.50%)
5 Years (3.25%)
Step 8
$40.83
$40.83
$41.95
6 Years (3.00%)
Step 9
$41.95
7 Years (2.75%)
100%
29.3 29.3The following hourly wage schedule will be in effect for the Mechanic for the
duration of this AGREEMENT.
Grade 6
2023
2024
2025
COLA % TBD
Step 1
$31.93
$31.93
Starting Wage
Step 2
$33.21
$33.21
6 Months (4.00%)
Step 3
$34.46
$34.46
1 Years (3.75%)
Step 4
$35.75
$35.75
2 Years (3.75%)
Step 5
$37.09+0.62
$37.09
3 Years (3.75%)
Step 6
$38.39
$38.39
4 Years (3.50%)
Step 7
$39.64
$39.64
5 Years (3.25%)
Step 8
$40.83
$40.83
$41.95
6 Years (3.00%)
Step 9
$41.95
7 Years (2.75%)
100%
29.4 The following hourly wage schedule will be in effect for the Senior Lead for the
duration of this AGREEMENT.
Grade 7
Step 1
2023 2024
$35.13 $35.13
2025
COLA % TBD
Starting Wage
Step 2
$36.53
$36.53
6 Months (4.00%)
Step 3
$37.90
$37.90
1 Years (3.75%)
Step 4
$39.32
$39.32
2 Years (3.75%)
Step 5
17- Step 6
$40.80
$42.23
$40.80
1 $42.23
3 Years (3.75%)
4 Years (3.50%)
13
Step 7 $43.60 $43.60 j 5 Years (3.25%)
Step 8 $44.91 $44.91 6 Years (3.00%)
Step 9 $46.14 $46.14 7 Years (2.75%)
1 1 100%
29.5 The following hourly wage schedule will be in effect for the Lead Workers (Parks and
Streets) for the duration of this AGREEMENT_.
Grade 6 2023 -7 2024 2025 i
COLA % TBD 1
Step 1
$31.93
$31.93
Step 2
$33.21
$33.21
Step 3
$34.46
$34.46
Step 4
$35.75
$37.09+0.62
$38.39
$39.64
$35.75
Step 5
$37.09
$38.39
Step 6
Step 7
$39.64
Step 8
Step 9
$40.83
$40.83
$41.95
$41.95
ARTICLE 30. INTERMITTENILLEAD WORKER
Starting Wage
6 Months (4.00%)
1 Years (3.75%)
2 Years (3.75%)
3 Years (3.75%)
4 Years (3.50%)
5 Years (3.25%)
6 Years (3.00%)
7 Years (2.75%)
100%
30.1 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 Superintendent 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.
30.2 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 Superintendent'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.
30.3 To be eligible for the Intermittent Lead Worker, the EMPLOYEE must meet all
requirements of the Public Works Maintenance Workers job description, be
recommended by the Superintendent, and approved by the Public Works
Department Head.
30.4 The Intermittent Senior Lead will receive an additional $2.00 per hour. The
EMPLOYEE must meet all requirements of the Public Works Maintenance
Workers job description, be recommended by the Superintendent, and
approved by the Public Works Department Head.
14
ARTICLE 31. DEPARTMENT AND 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 32. TERM
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
1% evn day of IJe � {, 2023.
CITY OF MOUNDS VIEW:
Za h Lindstrom, Mayor
Rayla Ewald, Human Resource Director
PUBLIC WORKS COLLECTIVE BARGAI
Chris Atkinson, Representative
_;1_q ��
Neil Hiatt, Representative
15
'�h A i
NyIqtkrru1nd, City Administrator
Bruce Meehan, Representative