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HomeMy WebLinkAboutResolution 10155 - 2025/10/14RESOLUTION NO. 10155 CITY OF MOUNDS VIEW COUNTY OF RAMSEY STATE OF MINNESOTA APPROVING A THREE-YEAR LABOR AGREEMENT WITH THE LELS 204 PATROL AND INVESTIGATORS EFFECTIVE JANUARY 1, 2026, THROUGH DECEMBER 31, 2028 WHEREAS, the previously approved Labor Agreement with the LELS 204 expires at the end of 2025; and WHEREAS, the City and the LELS 204 Union held a series of negotiating sessions in an effort to ratify a new agreement; and WHEREAS, The City and the LELS 204 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 204 Union, effective January 1, 2026, through December 31, 2028. Adopted this 14th Day of October 2025. ATTEST: EST: (seal) ch Lindstrom, Mayor Brian Beeman ssistant City Administrator The Mounds View Vision A Thriving Desirable Com milnity LABOR AGREEMENT BETWEEN CITY OF MOUNDS VIEW .WA LAW ENFORCEMENT LABOR SERVICES, INC. (L.E.L.S.) LOCAL NO. 204 1] 0 LELS LAW ENFORCEMENT LABOR SERVICES JANUARY 1, 2026 - DECEMBER 31, 2028 TABLE OF CONTENTS ARTICLE 1 - PURPOSE OF THIS AGREEMENT.......................................................3 ARTICLE 2 - RECOGNITION......................................................................................3 ARTICLE 3 - DEFINITIONS.........................................................................................3 ARTICLE 4 - EMPLOYER SECURITY........................................................................4 ARTICLE 5 - EMPLOYER AUTHORITY......................................................................4 ARTICLE 6 - UNION SECURITY................................................................................4 ARTCILE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ............................5 ARITCLE 8 - SAVINGS CLAUSE................................................................................7 ARTICLE 9 - PROBATIONARY PERIODS..................................................................7 ARTICLE 10 - SENIORITY..........................................................................................8 ARTICLE11- DISCIPLINE..........................................................................................8 ARTICLE 12 - CONSTITUTIONAL PROTECTION.....................................................9 ARTICLE 13 - WORK SCHEDULES...........................................................................9 ARTICLE14 - OVERTIME...........................................................................................9 ARTICLE 15 - COURT TIME.......................................................................................10 ARTICLE 16 - WORKING OUT OF CLASSIFICATION..............................................10 ARTICLE 17 - INSURANCE........................................................................................10 ARTICLE 18 - STANDBY PAY....................................................................................11 ARTICLE 19 - OFF DUTY CALL PAY.........................................................................11 ARTICLE20 - UNIFORMS..........................................................................................11 ARTICLE 21 - VACATION...........................................................................................11 ARTICLE22 - SICK LEAVE.........................................................................................12 ARTICLE 23 -SEPARATION PAY...............................................................................13 ARTICLE24 - HOLIDAYS...........................................................................................13 ARTICLE 25 - CAFETERIA PLAN...............................................................................14 ARTICLE 26 - INJURY ON DUTY...............................................................................14 ARTICLE 27 - LONGEVITY PAY.................................................................................15 ARTICLE28 - WAIVER...............................................................................................15 ARTICLE 29 - POST LICENSES..................................................................................15 ARTICLE30 DURATION...........................................................................................16 ARTICLE31 - WAGES................................................................................................16 APPENDIXA........................................................................................... . ....................17 APPENDIXB................................................................................................................18 z LABOR AGREEMENT BETWEEN CITY OF MOUNDS VIEW AND LAW ENFORCEMENT LABOR SERVICES, INC, L E.L.S. — LOCAL 204 ARTICLE 1 - PURPOSE OF THIS AGREEMENT This AGREEMENT is entered into as of January 1, 2026, between the CITY OF MOUNDS VIEW, hereinafter called the EMPLOYER, and the LAW ENFORCEMENT LABOR SERVICES, INC. (L.E.L.S.), LOCAL NO. 204, hereinafter called the UNION. It is the intent and purpose of this AGREEMENT to: 1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT'S interpretation and/or application; and 1.2 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. ARTICLE 2 - RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under Minnesota Statutes, Section 179A.03, Subdivision 8, for all police personnel in the following job classifications: Police Patrol Person Investigator 2.2 In the event the EMPLOYER and the UNION are unable to agree as to the inclusion or exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE 3 - DEFINITIONS 3.1 UNION: The Law Enforcement Labor Services, Inc. (L.E.L.S.), Local No. 204 3.2 UNION MEMBER: A member of the Law Enforcement Labor Services, Inc. (L.E.L.S.), Local No. 204 3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit 3.4 EMPLOYER: The City of Mounds View 3.5 CHIEF: The Chief of the Mounds View Police Department 3.6 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services, Inc, (L.E.L S.) 3.7 INVESTIGATOR/DETECTIVE: An employee specifically assigned or classified by the EMPLOYER to the job classification and/or job position of INVESTIGATOR/ DETECTIVE 3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess of the employee's SCHEDULED SHIFT 3.9 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch break 3.10 REST BREAKS: Periods during the SCHEDULED SHIFT during which the employee remains on continual duty and is responsible for assignedduties 3.11 LUNCH BREAK: A period during the SCHEDULED SHIFT during which the employee remains on continual duty and is responsible for assigned duties 3.12 STRIKE: Concerted action in failing to report for duty, the willful absence from one's position, the stoppage of work, slow -down, or abstinence in whole or part from the full, faithful and proper performance of the duties of employment for the purposes of inducing, influencing or coercing a change in the conditions or compensation or the rights, privileges or obligations of employment ARTICLE 4 - EMPLOYER SECURITY The UNION agrees 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 notice and changes in the position of Steward and/or alternate. 6.3 The EMPLOYER shall make space available on the employee bulletin board for posting UNION notice(s) and announcement(s). 6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. ARTICLE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 7.1 DEFINITION OF GRIEVANCE Grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this AGREEMENT. 7.2 UNION REPRESENTATIVES The EMPLOYER will recognize Representatives designated by the UNION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The UNION shall notify the EMPLOYER in writing of the name of such UNION representatives and of their successors when so designated as provided by 6.2 of this AGREEMENT. 7.3 PROCESSING OF AGRIEVANCE It is recognized and accepted by the UNION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a UNION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the UNION Representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 7.4 PROCEDURE Grievances, as defined by Section 7.1 shall be resolved in conformance with the following procedure: Step 1. An employee claiming a violation concerning the interpretation or application of this AGREEMENT shall, within 21 calendar days after such alleged violation has occurred, present such grievance to the employee's supervisor as designated by the EMPLOYER. The EMPLOYER - designated representative will discuss and give an answer to 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 EMPLOYER -designated Step 2 Representative. The EMPLOYER -designated Step 2 Representative 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 EMPLOYER - designated Representatives 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 EMPLOYER -designated Step 3 Representative. The EMPLOYER -designated representative 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 EMPLOYER -designated representative'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 this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the UNION and shall have no authority to make decisions on any other issue not so submitted. B. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of the law. The arbitrator's 6 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 REMEDY If, as a result of the written EMPLOYER response in Step 3 of the grievance remains unresolved, and if the grievance involves discipline of an employee who has completed the required probationary period, the grievance may be appealed to Step 4 of Article 7. ARTICLE 8 - SAVINGS CLAUSE This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Mounds View. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions of this AGREEMENT shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE 9 - PROBATIONARY PERIODS 9.1 All newly hired or rehired employees will serve a 12-month probationary period. 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 newly hired or rehired employee may be terminated at the sole discretion of the EMPLOYER. 9.4 At any time during the probationary period a promoted or reassigned employee may be demoted or reassigned to the employee's previous position at the sole discretion of the EMPLOYER. ARTICLE 10 - SENIORITY 10.1 Seniority shall be determined by the employee's length of continuous employment with the Police Department and posted in an appropriate location. Seniority rosters may be maintained by the Chief on the basis of time in 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. 10A Senior qualified employees shall be given shift assignment preference after 18 months of continuous full-time employment. ARTICLE 11 - DISCIPLINE 11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one (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 areto 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 reasonabletimes 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 Authorized leave time is to be calculated on the basis of the actual length of time of the assigned shifts. 13.3 Nothing contained in this or any other Article shall be interpreted to be a guarantee of a minimum or maximum number of hours the EMPLOYER may assign employees. 13.4 Employees who attend mandatory meetings, during time periods that fall outside their regularly scheduled shifts, shall receive a minimum of two (2) hours pay. ARTICLE 14 - OVERTIME 14.1 Employees will be compensated at one and one-half (1.50) times the employees regular base pay rate for hours worked in excess of the employee's regularly scheduled shift. Changes of shifts do not qualify an employee for overtime under this Article. 14.2 Overtime will be distributed as equally as practicable. 14.3 Overtime refused by employees will for record purposes under Article 13.2 be considered as unpaid overtime worked. 14.4 For the purpose of computing overtime compensation, overtime hours worked shall not be pyramided, compounded or paid twice for the same hours worked. 14.5 Overtime will be calculated to the nearest 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. 9 14.7 Employees may take compensatory time in lieu of overtime pay. Compensatory time may be accumulated up to 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 (1.50) times the employee's base pay rate. An extension or early report to a regularly scheduled shift for Court appearance does not qualify the employee for Court time. 15.2 Employees notified by the employer/court to be on court standby status will be compensated a total of 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 standbypay. 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 $1,305 per month in 2026 to each full-time permanent employee for group health, dental and employee life insurance. The monthly EMPLOYER contribution in 2027 and 2028 shall be based on the percentage change in health insurance premiums, as follows: Health Insurance Premium Increase Monthly EMPLOYER Contribution Increase Less than 1 % No Change 1 % to 5.99% $15 6% to 10.99% $ 30 11% to 15.99% $45 r Greater than 16% $60 17.2 As of January 1, 2026, a program known as the Family and Medical Benefit Insurance Program will be available to covered employees as defined under Minnesota Statute Chapter 268B. As provided in Minnesota Statute 26813.14 Subd. 3, covered employees shall pay 50% of the total premium due under this state program. In accordance with Minnesota Statute 26813.14 Subd. 1, payment is calculated on the taxable wages the employer pays to employees in covered employment. 10 ARTICLE 18 - STANDBY PAY Employees required by the EMPLOYER to standby shall be compensated for such standby time at the rate of one (1) hour compensatory time off for each hour on standby. ARTICLE 19 - OFF DUTY CALL PAY Employees classified or assigned by the Employer as Investigator will receive one (1) hour of compensatory time off for every off -duty call received between the hours of 9:00 p.m. and 7:00 a.m. Monday through Friday, and 9:00 p.m. Friday through 7:00 a.m. Monday. ARTICLE 20 - UNIFORMS Uniforms: The Employer shall provide a uniform allowance of $950 for calendar year 2026, $980 for calendar year 2027 and $1,010 for calendar year 2028. Employees who have completed one (1) year of service with the Employer will be eligible to receive the uniform allowance. The uniform allowance will be prorated for employees who work less than one (1) full year. The Employer will determine and provide an initial issue of uniforms and equipment to newly hired officers. The EMPLOYER shall provide any officer assigned to the SWAT team with an additional uniform allowance of $500 per year for the duration of this contract. The uniform allowance will be prorated for employees who work less than one (1) full year in this assignment. ARTICLE 21 -VACATION 21.1 Vacation Pay. In advance of vacation, the employee must give the EMPLOYER at least three (3) weeks' notice in writing. 21.2 Carry Over and Waiver of Vacation Leave. Ten (10) days of vacation plus the amount accrued up to December 31s' of the previous year may be carried over to the next year. 213 Consecutive Vacation Days. If the employee is entitled to two (2) weeks' vacation, the employee must take one (1) week consecutively, if an employee is entitled to three (3) or four (4) weeks' vacation, the employee must take two (2) weeks with five (5) day blocks or greater. 21.4 Vacation Schedule Vacation will be granted employees according to the following schedule: 1 through 10 years 11 years 12 years 13 years 14 years 15 years 0 - 120 months 121 - 132 months 133 - 144 months 145 - 156 months 157 - 168 months 169 - 228 months 15 days or 4.62 hours/pay 16 days or 4.92 hours/pay 17 days or 5.23 hours/pay 18 days or 5.54 hours/pay 19 days or 5.85 hours/pay 20 days or 6.15 hours/pay 20 years and beyond 229 and beyond 25 days or 7.69 hours/pay 21.5 One (1) continuous vacation period shall be selected based on seniority until May 11t of each calendar year. 21.6 After May 1st vacation shall be awarded on a first come first serve basis. Vacation requests shall be submitted no more than 30 days in advance. Vacation requests can be submitted more than 30 days in advance with the specific permission of the Chief. 21.7 Probationary Employees that are new hires are not entitled to use accrued vacation until completion of their sixth (6) month of employment. ARTICLE 22 - SICK LEAVE 22.1 Eligibility: Sick Leave with Pay. Any employee who has been continuously employed for a period of one (1) year or longer may in any calendar year be granted sick leave not to exceed thirteen (13) working days with full pay. An employee may borrow up to thirty (30) days of sick leave with the approval of and under conditions set out by the EMPLOYER. Sick leave is defined to mean the absence of an employee because of illness, exposure to contagious disease, attendance of such employee or a member of the employee's immediate family requiring the care or attendance of such employee, or death in the immediate family of the employee. The EMPLOYER may in any case require evidence in the form of a certificate from the employee's physician for verification of the reason for any employee's absence during the time for which sick leave is granted. 22.2 Accrual and Use. Sick leave may be accumulated to a maximum of 960 hours. 22.3 Proof Reguired. In order to be eligible for sick leave with pay and employee must: a. Report promptly no later than 30 minutes before a scheduled shift to the Department the reason for such absence. b. Keep the Supervisor informed of the employee's condition, if the absence is more than three (3) days duration. If an employee needs to utilize sick leave during a scheduled shift, a prorated portion of sick leave may be used to cover the balance of the shift. C. Submit a medical certificate for any absence exceeding three (3) days if required by the EMPLOYER. d. Penalty. Claiming sick leave when physically fit, except as permitted in this section, may be cause for disciplinary action, including transfer, suspension, demotion or dismissal. 22.4 Other leave may be granted in accordance with the Family and Medical Leave Act (FMLA) and/or Minnesota Paid Family and Medical Leave, as appropriate. 12 ARTICLE 23 - SEPARATION PAY 23.1 Separation Pay A. Upon separation from employment with the City, employees who separate will contribute all accrued vacation and compensatory time to the Retirement Health Savings Plan (RHSP) as provided in 23.2.A. B. Employees who separate with less than two (2) years of service are not eligible to be compensated for accrued sick leave. Employees who separate with two (2) or more years of service willcontribute their eligible sick leave hours to the Retirement Health Savings Plan (RHSP) as provided in 23.2.13. 23.2 Retirement Health Savings Plan The City of Mounds View offers its employees a Retirement Health Savings Plan (RHSP) 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 RHSP shall occur according to the following provisions: A. Upon separation from employment with the City, all accrued vacation and compensatory time will be directed to the employees' Retirement Health Savings Plan (RHSP). B. Employees who have completed two (2) or more years of service and leave in good standing shall direct their eligible sick leave balance to the RHSP. Eligible sick leave shall be computed based on years of completed service, less elected annual contributions, computed according to the table in Appendix B, at a conversion rate of two (2) for one (1). C. Employees will contribute a percentage of their annual pay on a pre-tax basis to the RHSP as follows: Class Percentage of salary All employees 3% Employees shall remain in the same class for the duration of this Agreement. ARTICLE 24 - HOLIDAYS 24.1 Employees shall receive the following holidays: New Year's Day, Martin Luther 13 King Day, President's Day, Easter Sunday, Memorial Day, Juneteenth, Independence Day, Labor Day, General Election Day (even years only), Veteran's Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, Christmas Day and New Year's Eve. Employees assigned to work on these holidays shall receive an extra one-half (.50) hour of pay for any hours worked. 24.2 For employees who work Monday through Friday schedules, if a holiday falls on a Saturday, the preceding Friday shall be considered the holiday. If a holiday falls on a Sunday, the following Monday shall be considered theholiday. 24.3 Holiday hours are calculated based on an eight (8) hour day. 24.4 Officers called into work on a holiday or required to start their shift early or work extra hours on a holiday will be compensated at a rate of two (2) times their base wage, with supervisor approval. Holidays Hours Times pay if working on the holiday Times pay if called in early, required to stay late or to cover someone else's shift New Year's Day 8.0 1.5 2 Martin Luther King Day 8.0 1.5 2 President's Day 8.0 1.5 2 Easter Sunday 8.0 1.5 2 Memorial Day 8.0 1.5 2 Juneteenth 8.0 1.5 2 Independence Da _ 8.0 2 2 Labor Day 8.0 1.5 2 General Election Even years..only) 8.0 1.5 2 Veteran's Da 8.0 1.5 2 Thanksgiving Day 8.0 2 2 Da after Thanksaivinn 8.0 1.5 2 Christmas Eve 8.0 2 2 Christmas Da 8.0 2 2 New Years Eve 8.0 1.5 2 120 Even Yrs 112 Odd Yrs ARTICLE 25 - CAFETERIA PLAN The EMPLOYER will evaluate, and if feasible within federal and state laws and Internal Revenue Service regulations, implement a Cafeteria Plan benefit program. ARTICLE 26 - INJURY ON DUTY Employees injured during the performance of their duties for the EMPLOYER and thereby rendered unable to work for the EMPLOYER will be paid the difference between the employee's regular pay and Worker's Compensation insurance payments for a period 14 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 Worker's Compensation insurance payments. Employees drawing Worker's Compensation benefits will not receive supplementary Injury on Duty (IOD) pay or sick leave pay which provides more after-tax take-home pay than the employee made while working. A regular employee who meets the other requirements of this section and who receives worker's compensation payments shall be granted accrued sick leave pay in the amount of the difference between worker's compensation payments and the employee's net salary. ARTICLE 27 - LONGEVITY PAY 27.1 After four (4) years of continuous employment each employee shall be paid supplementary pay of four percent (4%) of the employee's base rate. 27.2 After eight (8) years of continuous employment each employee shall be paid supplementary pay of six percent (6%) of the employee's base rate. 27.3 After 12 years of continuous employment each employee shall be paid supplementary pay of eight percent (8%) of the employee's base rate. 27.4 After 16 years of continuous employment each employee shall be paid supplementary pay of ten percent (10%) of the employee's base rate. ARTICLE 28 - WAIVER 28.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations regarding terms and conditions of employment, to the extent consistent with the provisions of this AGREEMENT, are hereby superseded. 28.2 The parties mutually acknowledge that during the negotiations, which resulted in this AGREEMENT, each had the unlimited right and opportunity to make demands and proposals with respect to any term or condition of employment not removed by law from bargaining. All agreements and understandings arrived at by the parties are set forth in writing in this AGREEMENT for the stipulated duration of this AGREEMENT. The EMPLOYER and the UNION each voluntarily and unqualifiedly waives the right to meet and negotiate regarding any and all terms and conditions of this employment referred to or covered in this AGREEMENT or with respect to any term or condition of employment not specifically referred to or covered by this agreement, even though such terms or conditions may not have been within the knowledge or contemplation of either or both of the parties at the time this contract was negotiated or executed. ARTICLE 29 - POST LICENSES The EMPLOYER will pay the cost of maintaining POST licensure. 15 ARTICLE 30 - DURATION This AGREEMENT shall be effective as of January 1, 2026, and shall remain in full force and effect until December 31, 2028. In witness whereof, the parties hereto have executed this AGREEMENT on this 13th day of October 2025. ARTICLE 31 - WAGES The EMPLOYER will compensate employees based upon wages established in Appendix A. FOR T1W CITY OF MOUNDS VIEW: FOR Zh Lindstrom, M NylT d, tty Administrator Raa ald, HR_actor _ 16 Sean McKnight, usiness Agent Nate Garland, Union Steward Riley olz, lMion Steward APPENDIX A Employees shall receive the following h urly base wages: One time 1% One time 1% 2026 2027 market 2028 market 4% 3% adjustment 3% adjustment _ 1/1/2027 (1/1/2028) Starting Wage (75% of Top Patrol Rate) $38.24 $39.39 $39 79 $40.98 $41.39 After 12 months of continuous service $40.79 $42.02 $42.44 $43.71 $44.15 (80% of Top Patrol Rate) After 24 months of continuous service $45.89 $47.27 $47.75 $49.18 $49.67 (90% of Top Patrol Rate) After 36 months of continuous service $50.99 $52.52 $53.05 $54.64 $55.19 (100% of Top Patrol Rate) Employees classified or assigned by the EMPLOYER as Investigator will receive an additional 5.0% of wages while serving in this capacity for the term of this AGREEMENT. Employees classified or assigned by the EMPLOYER as School Resource Officer will receive an additional 2.75% of wages while designated and serving in this capacity. Employees classified or assigned by the EMPLOYER as Neighborhood Resource Officer will receive an additional 2.75% of wages while designated and serving in this capacity. Employees classified or assigned by the EMPLOYER as a VCET Officer will receive additional compensation of 6.0% while serving in this capacity. Officers assigned and trained as Field Training Officers shall receive three (3) hours of Compensatory Time per shift when actively assigned a trainee for training. Employees classified or assigned by the EMPLOYER as K-9 Handler will receive $125.00 per bi-weekly payroll plus an additional .5 Hours of time per scheduled shift during the term of this AGREEMENT. Employees assigned by the EMPLOYER to conduct POST certified training to include Use of Force, Firearms, Taser, Active Shooter, and Bolawrap shall receive $100 per month. Officers assigned to more than one (1) training task will not receive more than $100 per month and only employees that are current trainers will receive the stipend. 17 APPENDIX B Maximum Sick Leave Hours Eligiblefor Employee's Retirement Health Savings Plan Completed Years of Service 1 2 Annual Accrual _ 96(not 96 Max Annual Hours Eligible for Plan eligible) 96 Max Cumulative Hours Eligible for Plan" (not eligible) _ 192 Rate of Transfer _ =50% not —eligible) - 81 - 3 96 96 288 144 4 96 96 384 192 5 96 96 480 _..._._ 240 6 96 96 576 288 - 336 7 96 96 672 8 96 96 -768 384 - 9 96 96 864 - - - - _-- 432 . - _ _.. 10 96 96 960 -- 980 --- _- 480 _ - 490 — - - 500 12 96 _ 20_ - 1000___ _._ _ 13 96 96 _ 20 1020 510 14 20 1040 520 15 96 20 1060 530 16 96 20 1080 540 96 20 _ 1100 550 96 20 1120 560 96 20 1140 570 fl20 96 20 1160 580 96 20 1180 590 96 20 1200 600 96 20 1220 61096 20 1240 620 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 _ 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 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.