HomeMy WebLinkAboutResolution 10177 - 2025/11/24RESOLUTION NO. 10177
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, 2026 THROUGH DECEMBER 31, 2028
WHEREAS, the previously approved Labor Agreement with the Public Works
Collective Bargaining Unit expires at the end of 2025; and
WHEREAS, the City and the Collective Bargaining Unit held a series of negotiating
sessions 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, 2025, through December 31, 2028.
Adopted this 24t" Day of November, 2025.
strom, Mayor
ATTEST:
Nyle ikmun , City Administrator
(seal)
LABOR AGREEMENT
BETWEEN
THE CITY OF MOUNDS VIEW
AND
PUBLIC WORKS COLLECTIVE
BARGAINING UNIT
JANUARY 1, 2026 - DECEMBER 31, 2028
PUBLIC WORKS COLLECTIVE BARGAINING UNIT INDEX ............................................. 2
ARTICLE 1. PURPOSE OF AGREEMENT.........................................................................
3
ARTICLE2. CITY AUTHORITY..........................................................................................
3
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE .............................................
3
ARTICLE 4. GRIEVANCE PROCEDURE...........................................................................
3
ARTICLE 5. DEFINITIONS.................................................................................................
3
ARTICLE6. SAVINGS CLAUSE........................................................................................
4
ARTICLE7. WORK SCHEDULE........................................................................................
4
ARTICLE8. HOLIDAYS......................................................................................................
5
ARTICLE9. VACATION......................................................................................................
6
ARTICLE10. OVERTIME PAY............................................................................................
6
ARTICLE 11. COMPENSATORY TIME...............................................................................
6
ARTICLE 12. TRAVEL TIME PAY FOR WEEKENDS AND HOLIAYS.................................
7
ARTICLE13. CALL BACK...................................................................................................
7
ARTICLE14. LEGAL DEFENSE..........................................................................................
7
ARTICLE 15. RIGHT OF SUBCONTRACT..........................................................................
7
ARTICLE16. DISCIPLINE...................................................................................................
7
ARTICLE17. SENIORITY....................................................................................................
7
ARTICLE 18. PROBATIONARY PERIODS.........................................................................
8
ARTICLE19. SAFETY.........................................................................................................
8
ARTICLE20. JOB POSTING...............................................................................................
8
ARTICLE21. INSURANCE..................................................................................................
9
ARTICLE22. INJURY ON DUTY.........................................................................................
9
ARTICLE23. CLOTHING.....................................................................................................
9
ARTICLE24. STANDBY DUTY.........................................................................................
10
ARTICLE 25. PERFORMANCE REVIEWS.......................................................................
10
ARTICLE 26. JOB CLASSIFICATION SYSTEM................................................................
10
ARTICLE 27. SEPARATION..............................................................................................
11
ARTICLE 28. RETIREMENT HEALTH SAVINGS PLAN ....................................................
11
ARTICLE29. WAGES........................................................................................................
11
ARTICLE 30. INTERMITTENT LEAD WORKER...............................................................
13
ARTICLE 31. TERM OF AGREEMENT.............................................................................
14
2
ARTICLE 1. PURPOSE OF AGREEMENT
This AGREEMENT is entered into by and between the City of Mounds View, hereinafter called
the EMPLOYER, 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
EMPLOYER 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 EMPLOYER 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 EMPLOYER 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 EMPLOYER to modify, establish, or eliminate. In the event
the EMPLOYER adopts a modification to the Personnel Manual, the EMPLOYER 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
EMPLOYER 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 EMPLOYER, 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 EMPLOYER 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 EMPLOYER at a time other than an assigned
shift. An extension of, or an early report to an assigned shift is not a call back.
5.7 "STANDBY DUTY" means that an EMPLOYEE is assigned to specific hours outside the
normal workday/workweek shift during which the EMPLOYEE must remain available to
be reached by telephone and be ready to immediately return to work for call back
purposes typically within 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 EMPLOYERS. 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 EMPLOYER and the EMPLOYEE.
The EMPLOYER 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 EMPLOYER 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 work weeks 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 Foreman, Superintendent or Department Head. If EMPLOYER
approves paying the one and one-half (1.5) base pay, the midnight to 7:00 a.m. shift 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 andis engaged in
work -type activities for 15 minutes or more, the EMPLOYEE will be compensated a
minimum of one (1) hour at one and one-half (1.5) times the base rate.
ARTICLE S. HOLIDAYS
8.1 Paid Holidays
The following is a list of holidays for which EMPLOYEES will be paid:
1. New Year's Day
2. Martin Luther King's Birthday
3. President's Day
4. Memorial Day
5. Independence Day
6. Juneteenth
7. Labor Day
8. General Election (Even Years Only)
9. Veteran's Day
10. Thanksgiving Day
11. Day after Thanksgiving Day
12. Christmas Day
If the holiday falls on a Saturday, the preceding Friday shall be the paid holiday, and if
the holiday falls on a Sunday, the following Monday is observed as the paid holiday.
8.2 Floating Holidays
In addition to the Paid Holidays, 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 Foreman, Superintendent or Department Head in the same
manner as regular vacation time.
ARTICLE 9 VACATION SCHEDULE
Vacation will be granted employees according to the following
1 through 10 years 0 — 120 months
11 years 121 — 132 months
12 years 133 — 144 months
13 years
14 years
15 years
20 years and beyond
145 — 156 months
157 — 168 months
169 — 228 months
229 and beyond
schedule:
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
25 days or 7.69 hours/pay
ARTICLE 10. OVERTIME PAY
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 (1.5) 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 EMPLOYER 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 computing overtime compensation, overtime hours worked shall not be pyramided,
compounded, or paid twice for the same hours worked.
ARTICLE 11. COMPENSATORY TIME
EMPLOYEES who DO NOT participate in STANDBY DUTY as described in Article 24 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 24 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 (1.5) times the hours worked in excess of
the established workweek.
11.2. An EMPLOYEE may not use any more than 160 hours of compensatory time per
calendar year.
11.3. The maximum total accrued compensatory time balance shall not exceed 60 hours per
EMPLOYEE at the end of each pay period.
11.4. The respective Department Head or the City Administrator must give prior approval for
any accumulation of compensatory time by an employee.
11.5. The respective Department Head or the City Administrator must give prior approval for
any use of compensatory time by an EMPLOYEE. If an EMPLOYEE is terminated from
employment they will be compensated for accumulated compensatory time earned up
to the above stated maximum.
11.6. Any accumulated compensatory time not used by the end of the last pay period in
November shall be cashed out.
ARTICLE 12. TRAVEL TIME PAY FOR WEEKENDS AND HOLIDAYS
12.1 Members of the bargaining unit will receive a half-hour (5) 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 (5) drive time wage will be paid at time and a half (1.5) 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 (1.5) 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 EMPLOYER.
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 EMPLOYER
shall be reimbursed for reasonable attorney fees and court costs actually incurred by
such EMPLOYEE in defending against such charge.
14.3 All EMPLOYEES will be covered by the EMPLOYERS's professional liability coverage
and, if necessary, named separately in the policy.
ARTICLE 15. RIGHT OF SUBCONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYERS from
subcontracting work performed by EMPLOYEES covered by this AGREEMENT.
ARTICLE 16. DISCIPLINE
The EMPLOYERS 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 have a Minnesota Class B Commercial Driver's License
with air brake endorsement upon hire. Employees must obtain tanker endorsement within
six (6) months of employment; 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 18-month
probationary period will serve a six (6) month probationary period. EMPLOYEES will
serve a six (6) month probationary period at any job level, 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 EMPLOYER.
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 EMPLOYER.
18.5 Newly hired EMPLOYEES will be provided with two (2) paid opportunities in which to acquire
required licenses and certifications during probation. If the EMPLOYEE unable to acquire
required licensures and certifications within the probationary timeline, the cost associated
in acquiring licenses and/or certificates 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 EMPLOYER
within 24 months after achieving said license, the EMPLOYEE will be required to reimburse
the EMPLOYER for any training and cost associated with acquiring the higher licensure.
18.7 The EMPLOYER will reimburse EMPLOYEES for their Commercial Driver's License Class
A or Class B renewal fees every four (4) years.
ARTICLE 19. SAFETY
19.1 The EMPLOYER and the EMPLOYEES agree to jointly promote safe and healthy
working conditions, to cooperate in safety measures and to work in a safe manner.
19.2 The EMPLOYER will reimburse each employee up to $420.00 during the term of this
agreement for the actual cost of EMPLOYER approved prescription safety glasses to
be used during working hours.
19.3 If the EMPLOYEE'S safety glasses are damaged or destroyed during assigned duties,
the EMPLOYER 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 Foreman, Superintendent or Department Head.
ARTICLE 20. JOB POSTING
20.1 The EMPLOYER agrees that permanent job vacancies within the DEPARTMENT shall
be filled based on the concept of "promotion from within" provided applicants have the
necessary qualifications to meet the standards of the job vacancy and 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 Periods).
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 allowing EMPLOYEES to 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 EMPLOYER proceed with filling the vacancy from an external
source.
ARTICLE 21. INSURANCE
21.1 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
Greater than 16%
+ $60
21.2 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 268B.14 Subd. 3, covered employees
shall pay 50% of the total premium due under this state program. In accordance with
Minnesota Statute 268B.14 Subd. 1, payment is calculated on the taxable wages the
employer pays to employees in covered employment.
ARTICLE 22. INJURY ON DUTY.
The EMPLOYER 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 EMPLOYER will reimburse each EMPLOYEE up to $700 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.
All work apparel must be approved by the Foreman, Superintendent, or Department
Head, and have the City logo embroidered upon it. Embroidery will be paid for by the
City. Safety shoes must be above the ankle boots with a steel/composite reinforced toe.
23.2 The EMPLOYER 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 EMPLOYER will provide work uniforms and the cleaning of said uniforms.
23.4 The EMPLOYER will provide new EMPLOYEES with a one (1) time reimbursement, not
to 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 EMPLOYER.
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 and a half (3.5) hours for each Saturday and Sunday (13 hours of Overtime Pay
for each seven (7) day assignment period.) The EMPLOYER will compensate
EMPLOYEES an additional two (2) hours at overtime rates for each paid Holiday while
assigned STANDBY DUTY. Such standby pay shall be in addition to other
compensation the EMPLOYEE is entitled to under this AGREEMENT including call
back pay should the EMPLOYEE be required to return to the City to perform emergency
work.
24.3 The EMPLOYER 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 EMPLOYER 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 standby compensation and potential
disciplinary action in accordance with Article 16.
24.4 The EMPLOYER shall furnish a vehicle for the EMPLOYEE on STANDBY DUTY to use
for the purpose of transportation to and from the EMPLOYEE's primary residence and
the worksite.
24.5 A schedule of EMPLOYEES and their assigned STANDBY DUTY assignment dates
shall be maintained by the Foreman. EMPLOYEES may, with the permission of the
Foreman, 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 Foreman, can be added to the on -call rotation.
ARTICLE 25. PERFORMANCE REVIEWS.
25.1 The EMPLOYER will perform a performance review on an annual basis to help guide
the EMPLOYEE in areas that need to be more fully developed and to determine the job
level to which the EMPLOYEE will be assigned for the next fiscal year.
25.2 Performance reviews will be prepared by the EMPLOYEE'S Foreman. 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 Foreman, Superintendent or Department Head no later than the beginning of the
next regular work shift after the event. Examples: loss or expiration of driver's license or
endorsements; loss of sewer/water operators certificate; criminal traffic violations; etc.
10
ARTICLE_ 27. SEPARATION
Upon separation from employment with the EMPLOYER, 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.
ARTICLE 28. 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 EMPLOYER.
EMPLOYEES shall make the following contributions to the RHSP:
28.1 Upon separation from employment with the EMPLOYER, 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 RHSP, 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 year of 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 1,060 hours
and a 20-year employee's maximum lifetime contribution would be 1,160 hours,
converted at a two -to -one (2 to 1) rate.
28.2 Mandatory contributions to the RHSP will occur every pay period beginning with the
EMPLOYEES first payroll deduction.
28.3 EMPLOYEES will contribute a percentage of their annual pay on a pre-tax basis to the
RHSP as follows:
Class Percentage of
salary
Under the age of 45 1 %
Age 45 or older 2%
Deductions will remain at the same percentage
during the duration of the contract period.
28.4 Subject to the maximum lifetime contribution as noted in Section 28.1, 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
11
Grade 5
2026 - 4%
2027 - 3%
2028 - 3%
Step 1
$31.10
$32.03
$32.99
Starting Wage
Step 2
$32.34
$33.31
$34.31
6 Months (4.00%)
Step 3
$33.56
$34.56
$35.60
1 Years (3.75%)
Step 4
$34.81
$35.86
$36.93
2 Years (3.75%)
Step 5
$36.12
$37.20
$38.32
3 Years (3.75%)
Step 6
$37.38
$38.50
$39.66
4 Years (3.50%)
Step 7
$38.60
$39.76
$40.95
5 Years (3.25%)
Step 8
$39.76
$40.95
$42.18
6 Years (3.00%)
Ste 9
p
$40.85
$42.08
$43.34
7 Years (2.75%)
100%
29.2 The following hourly wage schedule will be in effect for the Arborist/Parks Maintenance
osition for the duration of this AGREEMENT.
Grade 6
2026 - 4%
2027 - 3%
2028 - 3%
Step 1
$34.21
$35.23
$36.29
Starting Wage
Step 2
$35.58
$36.64
$37.74
6 Months (4.00%)
Step 3
$36.91
$38.02
$39.16
1 Years (3.75%)
Step 4
$38.30
$39.44
$40.63
2 Years (3.75%)
Step 5
$39.73
$40.92
$42.15
3 Years (3.75%)
Step 6
$41.12
$42.36
$43.63
4 Years (3.50%)
Step 7
$42.46
$43.73
$45.04
5 Years (3.25%)
Step 8
$43.73
$45.04
$46.40
6 Years (3.00%)
Step 9
$44.93
$46.28
$47.67
7 Years (2.75%)
100%
29.3 The following hourly wage schedule will be in effect for the Mechanic for the duration of
this AGREEMENT.
Grade 6
2026-
4%
2027-4%
2028 - 3%
1
Step 1
$34.21
$35.23
$36.29
Starting Wage
Step 2
$35.58
$36.64
$38.02
$37.74
6 Months (4.00%)
Step 3
$36.91
$39.16
1 Years (3.75%)
Step 4
$38.30
$39.44
$40.63
2 Years (3.75%)
Step 5
$39.73
$40.92
$42.15
3 Years (3.75%)
Step 6
$41.12
$42.36
$43.63
4 Years (3.50%)
Step 7
$42.46
$43.73
$45.04
5 Years (3.25%)
Step 8
$43.73
$45.04
$46.28
$46.40
$47.67
6 Years (3.00%)
l 7 Years (2.75%)
100%
Step 9
$44.93
12
29.4 The following hourly wage schedule will be in effect for the Senior Lead for the duration
of this AGREEMENT.
Grade 7
2026 - 4%
2027 - 3%
2028 - 3%
Step 1
$37.63
$38.76
$39.92
Starting Wage
Step 2
$39.13
$40.31
$41.52
6 Months (4.00%)
Step 3
$40.60
$41.82
$43.07
1 Years (3.75%)
Step 4
$42.12
$43.39
$44.69
2 Years (3.75%)
Step 5
$43.70
$45.02
$46.37
3 Years (3.75%)
Step 6
$45.23
$46.59
$47.99
4 Years (3.50%)
Step 7
$46.70
$48.11
$49.55
5 Years (3.25%)
Step 8
$48.11
$49.55
$51.03
6 Years (3.00%)
Step 9
$49.43
$50.91
$52.44
7 Years (2.75%)
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
2026 - 4%
2027 - 3%
2028 - 3%
Step 1
$34.21
$35.23
$36.29
Starting Wage
Step 2
$35.58
$36.64
$37.74
6 Months (4.00%)
Step 3
$36.91
$38.02
$39.16
1 Years (3.75%)
Step 4
$38.30
$39.44
$40.63
2 Years (3.75%)
Step 5
$39.73
$40.92
$42.15
3 Years (3.75%)
Step 6
$41.12
$42.36
$43.63
4 Years (3.50%)
Step 7
$42.46
$43.73
$45.04
5 Years (3.25%)
Step 8
$43.73
$45.04
$46.40
6 Years (3.00%)
Step 9
$44.93
$46.28
$47.67
7 Years (2.75%)
100%
ARTICLE 30. INTERMITTENT LEAD WORKER
30.1 Under certain circumstances, the EMPLOYER may determine the need for an
Intermittent Lead Worker to oversee a work crew. This determination will be made at the
sole discretion of the EMPLOYER, as recommended by the Foreman and approved by
the Superintendent or 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 EMPLOYER is final and not grievable.
30.2 The EMPLOYER 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 Foreman's determination of the best
qualifications as approved by the Superintendent or Department Head. There will be no
attempt to equalize distribution of Intermittent Lead Worker selections.
13
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 Foreman, and approved by the Superintendent or 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 Foreman, and approved by the Superintendent or Department
Head.
ARTICLE 31. TERM
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 2`i day of , 2025.
CITY OF MOUNDS VIEW:
Z� indstrom, Mayor
v
Nyle ikmu , Cit Administrator
R Ewald, Human Resource Director
14
PUBLIC WORKS COLLECTIVE
BARGAINING UNIT:
Nate Ostlund, Representative
Kyle Smith, Representative
Scott Vand egt, Representative