HomeMy WebLinkAboutResolution 10179 - 2025/12/09RESOLUTION NO. 10179
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING RETIREMENT HEALTH SAVINGS PLAN REVISIONS
WHEREAS, the Retirement Health Savings Plan was developed by non -union
employees; and,
WHEREAS, non -union staff met to revisit the Retirement Health Savings Plan
Policy and consider possible changes for the upcoming three years.
NOW, THEREFORE, BE IT RESOLVED, that the Mounds View City Council
approves revisions to Section 2.11 of the Mounds View Personnel Manual as follows:
The City of Mounds View provides its employees with a Retirement Health Savings Plan
(RHSP) pursuant to Internal Revenue Code regulations through a third -party
administrator selected by the City:
Section 2.11 Retirement Health Savings Plan
The City provides its employees with a Retirement Health Savings Plan (RHSP) pursuant
to Internal Revenue Code regulations through a third -party administrator selected by the
City. Participation is mandatory and deductions begin on employees' first payroll.
For purposes of Item A and D, eligible sick leave hours shall be capped at 960 hours. For
each year beyond 10 an additional 20 hours will be added to the cap.
The following contributions are required to the Retirement Health Savings Plan:
A. Employees who have a sick leave balance of 600 or more hours shall contribute
their excess balance to the RHSP at a 2 to 1 ratio with a maximum annual
contribution of 160 hours (80 hours converted) or that amount which brings the
employee's sick leave balance down to 600 hours —whichever is less. The City
shall calculate and process the annual employee contribution to the RHSP on the
first payroll period of December of each year. At no point however shall an
employee's cumulative contributions exceed the employee's maximum eligible
hours, as defined above.
B. In addition to the provisions listed in Section A, the following table below and terms
shall apply to all non-exempt employees and are calculated on January 1:
Group Designation
Age + Years of Service
Group A
Up to 65
Group B
66 to 74
Group C
75 and above
Resolution 10179
December 9, 2025
Page 2
Employees in Group A shall contribute 1 % of their salary per payroll towards
the RHSP and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute fifty percent (50%) of accrued vacation compensation to the
RHSP.
2. Employees in Group B shall contribute 5% of their salary per payroll towards
the RHSP, and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute one hundred percent (100%) of accrued vacation
compensation to the RHSP.
3. Employees in Group C shall contribute 1 % of their salary per payroll towards
the RHSP and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute one hundred percent (100%) of accrued vacation
compensation to the RHSP.
C. In addition to the provisions listed in Section A, non -union POST Certified
employees shall contribute two percent (2%) of their salary per payroll period
toward the RHSP, and, in addition, upon separation from the City, employees in
this classification who have completed two (2) or more years of service and leave
City employment in good standing shall contribute 100% of accrued vacation
compensation to the RHSP.
D. In addition to the provisions listed in Section A, Exempt employees shall contribute
two percent (2%) of their salary per payroll period toward the RHSP, and in
addition, upon separation from the City, employees who have completed two (2)
or more years of service and leave City employment in good standing shall
contribute 100% of accrued vacation compensation to the RHSP.
E. Upon separation from the City, employees who have completed two (2) or more
years of service and leave the City in good standing shall contribute their eligible
sick leave hours, converted at the rate of 50%, to their RHSP, in accordance with
the following:
For employees hired after January 1, 2008, sick leave hours paid out as
separation compensation shall not exceed the employee's maximum eligible
hours cap less any annual contributions made under Section A.
2. Employees with less than two (2) years of service with the City are not eligible
to contribute sick leave hours to the RHSP and have no right to any payout of
unused sick leave hours.
Resolution 10179
December 9, 2025
Page 3
3. Employees who had completed 10 years of service by January 1, 2008, qualify
for enhanced sick leave payout at the rate of 65%. Upon separation, qualifying
employees shall contribute their eligible sick leave hours to their RHSP, at the
enhanced rate. The enhanced conversion rate of 65% applies ONLY to sick
leave hours contributed at separation.
4. Sick leave balances in excess of the maximum eligible cap as defined above
are not eligible for contribution or payout in any form.
5. Amounts earned from participation in the City's wellness program will be
contributed into the RHSP.
Adopted this 9th day of December, 2025.
L f dsrom, Mayor
ATTEST:
Nyle ikmu , i Administrator
(Seal)
MissionSquare Retirement Health Savings Program Return Book
MissionSquare Retirement Health Savings (RHS) Adoption Agreement
Plan Number: 8 00 lv-7 9
Select as applicable:
❑ Standalone RHS ❑ Integrated RHS Amendment to Existing Plan ❑ New Plan
I. Employer Name: C }gip iV�.���1V_i �t c) _State: i L rl
II. The Employer hereby attests that it is a unit of a state or local government or an agency or
instrumentality of one or more units of a state or local government.
III. Plan Dates:
A. Plan Effective Date I A
B. Plan Year: Enter the annual accounting period for the RHS program. 1 /3)
IV. The Employer intends to utilize the Trust to fund only welfare benefits pursuant to the following
welfare benefit plan(s) established by the Employer: C +4 o-f M o u n s V c uJ
V. Eligible Groups, Participation and Participant Eligibility Requirements
A. Eligible Groups
The following group or groups of Employees are eligible to participate in the Employer's welfare
benefits plan identified in Section IV. (check all applicable boxes):
❑ All Employees
❑ All Full -Time Employees
X Non -Union Employees
b4 Public Safety Employees - Police
❑ Public Safety Employees - Firefighters
❑ General Employees
,M Collectively -Bargained Employees (Specify unit(s)) P LL61,' c_ Works C.D)Iec-t-ve
r 6,rs 1!\ i nGt U n i 4-
❑ Other (specify group(s))
The Employee group(s) specified must correspond to a group(s) of the same designation that is
defined in the statutes, ordinances, rules, regulations, personnel manuals or other documents or
provisions in effect in the state or locality of the Employer.
B. Participation
Mandatory Participation: All Employees in the covered group(s) are required to participate in
the Plan and shall receive contributions pursuant to Section VI.
If the Employer's underlying welfare benefit plan is in whole or part a non -collectively
bargained plan that allows reimbursement for medical expenses other than insurance
premiums, the nondiscrimination requirements of Internal Revenue Code (IRC) Section 105(h)
will apply. These rules may impose taxation on the benefits received by highly compensated
individuals if the Plan discriminates in favor of highly compensated individuals in terms of
eligibility or benefits. The Employer should discuss these rules with appropriate counsel.
MissionSquare Retirement Health Savings Program Return Book
C. Participant Eligibility Requirements
1. Minimum service: The minimum period of service required for participation is A
(write N/A if no minimum service is required).
2. Minimum age: The minimum age required for eligibility to participate is N A
(write N/A if no minimum age is required).
VI. Contribution Sources and Amounts
A. Definition of Earnings
The definition of Earnings will apply to all RHS Contribution Features that reference "Earnings,"
including Direct Employer Contributions (Section VI.B.1.) and Mandatory Employee
Compensation Contributions (Section VI.B.2.).
Definition of earnings: 'ro-Fa� Sa��t�ru �+ IJrAQ P o�P4_ Ro+ in_{'snI
B. Direct Employer Contributions and Mandatory Contributions
Contributions for participants include:
1. Direct Employer Contributions
The Employer shall contribute on behalf of each Participant
❑ O % of Earnings*
❑ $ O each Plan Year
❑ A discretionary amount to be determined each Plan Year
❑ Other (describe): N one _
2. Mandatory Employee Compensation Contributions
The Employer will make mandatory contributions of Employee compensation as follows:
❑ Reduction in Salary — W % of Earnings or $ will be contributed for the
Plan Year.
❑ Decreased Merit or Pay Plan Adjustment — All or a portion of the Employees' annual merit
or pay plan adjustment will be contributed as follows:
An Employee shall not have the right to discontinue or vary the rate of mandatory
contributions of employee compensation.
3. Mandatory Employee Leave Contributions
The Employer will make mandatory contributions of accrued leave as follows (provide formula
for determining mandatory employee leave contributions):
X Accrued Sick Leave _ See aulia-shed pa 1 i cL
V Accrued Vacation Leave 4,3ee a_A Cke d T l i cu
SL Other (specify type of leave) Accrued Leave Sae Po I i-le Sa+ �'oirh-o c t z32 Ra '. ODD peI gaf rLf
An Employee shall not have the right to discontinue or vary the rate of mandatory leave -T' me
contributions. t lor t�ac heol)
* Non -collectively bargained plans that reimburse medical expenses other than insurance premiums should consult their benefits
counsel regarding welfare plan nondiscrimination rules if the employer elects to make contributions based on a percentage of
earnings.
MissionSquare Retirement Health Savings Program Return Book
C. Limits on Total Contributions (check one box)
The total contribution by the Employer on behalf of each Participant (including direct employer
and mandatory employee contributions) for each Plan Year shall not exceed the following limit(s)
below. Limits on individual contribution types are defined within the appropriate section above.
There is no Plan -defined limit on the percentage or dollar amount of earnings that maybe
contributed.
❑ % of earnings
Definition of earnings: ❑ Same as Section VI.A. ❑ Other
❑ $ for the Plan Year.
VII. Vesting for Direct Employer Contributions
A. Vesting Schedule (check one box)
(If no selection is made, the default is 100%vested at all times.)
'A The account is 100% vested at all times.
0
❑ The vesting schedule below shall apply to direct employer contributions as outlined in Section
VI.B.1.
Vesting schedules beyond 10 years are not supported. For vesting schedules that are not
supported, it is the employer's responsibility to maintain and provide the vested percentage
of eligible employees upon benefit eligibility.
Years of Service Vesting
Completed Percentage
MissionSquare Retirement Health Savings Program Return Book
B. The account will become 100% vested upon the death, disability, retirement*, or
attainment of benefit eligibility (as outlined in Section IX) by a Participant.
01
* Definition of retirement includes a separation from service component and is further defined by
(check one):
❑ The primary retirement plan of the Employer
❑ Completion of years of continuous service
❑ Normal Retirement Age (NRA) of
Check this option ONLY if you want the automatic vesting feature to be turned on. Providing
an NRA establishes an automatic vesting feature that automatically makes the participant 100%
vested when the participant reaches the NRA regardless of any service requirement. If NRA is
left blank, the standard default is age 62, and automatic vesting feature is turned off regardless
of whether NRA is selected.
,Other Pt t Sqm mp ip h n A S , -v rce
If your plan has multiple definitions of retirement, please notify MissionSquare Retirement, and
note that it is the employer's responsibility to maintain and provide vested percentage for eligible
employees upon benefit eligibility by submitting a letter of instruction (LOI) with the required data
to MissionSquare Retirement.
C. Any period of service by a Participant prior to a rehire of the Participant by the Employer
shall not count toward the vesting schedule outlined in A above.
Vill. Forfeiture Provisions
If a Participant separates from service prior to full vesting, non -vested funds in the Participant's
account shall be forfeited in accordance with the box checked underthis section.
Upon the death of a Participant, surviving spouse, and all surviving eligible dependents (as outlined
in Section XI), funds remaining in the Participant's account shall revert to the Trust in accordance
with the box checked under this section.
If a Participant permanently opts out and waives future reimbursements, as allowed under IRS
Notice 2013-54, all funds in the Participant's account at the time of waiver shall be forfeited in
accordance with the box checked under this section.*
❑ Remain in the Trust to be reallocated among all Plan Participants with a balance as Direct
Employer Contributions for the next and succeeding contribution cycle(s).**
Remain in the Trust to be reallocated on an equal dollar basis among all Plan Participants with a
balance.**
❑ Remain in the Trust to be reallocated among all Plan Participants based upon Participant
account balances.**
* If the Employer's RHS Program does not limit eligibility to Participants who have separated from service, the Employer will be
required to provide further direction to MissionSquare regarding the treatment of possible contributions that are required to be
made following the Participant's waiver.
** If the forfeited balance is small whereby the reallocation amount to each Plan Participant with a balance is minimal, the assets will
revert to Employer's forfeiture account forfurther direction from the Employer. If there are Participants without a balance who
should receive forfeiture assets, please provide alternative instructions to MissionSquare on the forfeiture reallocation notice.
MissionSquare Retirement Health Savings Program Return Book
IX. Eligibility Requirements to Receive Medical Benefit Payments from the MissionSquare
Retirement Health Savings Program
A. A Participant is eligible to receive benefits:
❑ At retirement only (also complete Section B.)
Definition of retirement:
❑ Same as Section VII.B.
❑ Other
® At separation from service with the following restrictions
X No restrictions
❑ Other
11
B. Termination prior to general benefit eligibility: Ina case where the general benefit eligibility as
outlined in Section IKA includes a retirement component, a Participant who separates from
service of the Employer prior to retirement will be eligible to receive benefits:
K Immediately upon separation from service
❑ Other
C. A Participant who becomes totally and permanently disabled
gAs defined by the Social Security Administration
❑ As defined by the Employer's primary retirement plan
❑ Other
will become immediately eligible to receive medical benefit payments from his/her account
under the Employer's welfare benefits plan.
MissionSquare Retirement Health Savings Program Return Book
D. Upon the death of the Participant, benefits shall become payable as outlined in
Section XI.
X. Permissible Medical Benefit Payments
Select one option.
Benefits eligible for reimbursement under the plan are as allowed under IRC Section 213 other than
direct long-term care expenses.
9 Option 1: All Medical Benefits*
❑ Option 2: Insurance Premiums Only
❑ Option 3: Select Expenses* you wish to cover under the Employer's welfare benefits plan:
❑ Medical Insurance Premiums
❑ Medical Out -of -Pocket Expenses
❑ Medicare Part B Insurance Premiums
❑ Medicare Part D Insurance Premiums
❑ Medicare Supplemental Insurance Premiums
❑ Prescription Drug Insurance Premiums
❑ COBRA Insurance Premiums
❑ Dental Insurance Premiums
❑ Dental Out -of -Pocket Expenses
❑ Vision Insurance Premiums
❑ Vision Out -of -Pocket Expenses
❑ Qualified Long -Term Care Insurance Premiums
❑ Non -Prescription medications allowed under IRS guidance
❑ Other qualifying medical expenses (describe)
12
* Non -collectively bargained plans that reimburse medical expenses other than insurance premiums should consult their benefits
counsel regarding welfare plan nondiscrimination rules if the employer elects to make contributions based on a percentage of
earnings.
MissionSquare Retirement Health Savings Program Return Book
XI. Benefits After the Death of the Participant
In the event of a Participant's death, the following shall apply:
A. Surviving Spouse and/or Surviving Dependents
13
Upon the death of a Participant, the surviving spouse and/or surviving eligible dependents (as
defined in Section XII.D.) of the deceased Participant are immediately eligible to maintain the
Participant's RHS account and utilize the remaining balance to fund eligible medical benefits
specified in Section X above. The account balance may be reallocated* by the surviving spouse
or dependents.
* Before investing, please read the applicable fund disclosure materials carefully for a complete summary of all fees,
expenses, investment objectives and strategies, and risks. This information is available when you log in at
www.icmarc.org/login, or upon request by calling (800) 326-7272.
If a Participant's account balance has not been fully utilized upon the death of the eligible
spouse, the account balance may continue to be utilized to pay benefits of eligible dependents.
Upon the death of all eligible dependents, the account will revert in accordance with the
Employer's election under Section VIII of the MissionSquare RHS Adoption Agreement.
B. No Surviving Spouse or Surviving Dependents
If there are no living spouse or dependents at the time of death of the Participant, the account
will revert in accordance with the Employer's election under Section VIII of the MissionSquare
RHS Adoption Agreement.
XII. The Plan Will Operate According to the Following Provisions:
A. Employer Responsibilities
1. The Employer will submit all MissionSquare Retirement Health Savings Plan enrollment and
contribution data via electronic submission.
2. The Employer will submit all MissionSquare Retirement Health Savings Plan Participant status
updates or personal information updates via electronic submission. This includes but is not
limited to termination notification, benefit eligibility, and vesting notification.
B. Participant account administration and asset -based fees will be paid through the redemption of
Participant account shares, unless agreed upon otherwise in the Administrative Services
Agreement.
C. Assignment of benefits is not permitted. Benefits will be paid only to the Participant, his/her
survivors, the Employer, or an insurance provider (as allowed by the claims administrator).
Payments to a third -party payee (e.g., medical service provider) are not permitted with the
exception of reimbursement to the Employer or insurance provider (as allowed by the claims
administrator).
D. An eligible dependent is (a) the Participant's lawful spouse, (b) the Participant's child under the
age of 27, as defined by IRC Section 152(f)(1) and Internal Revenue Service Notice 2010-38, or
(c) any other individual who is a person described in IRC Section 152(a), as clarified by Internal
Revenue Service Notice 2004-79.
E. The Employer will be responsible for withholding, reporting and remitting any applicable taxes
for payments which are deemed to be discriminatory under IRC Section 105(h), as outlined in
the MissionSquare Retirement Health Savings Employer Manual.
MissionSquare Retirement Health Savings Program Return Book
XIII. Employer Acknowledgements
A. The Employer hereby acknowledges it understands that failure to properly fill out this
MissionSquare Retirement Health Savings Adoption Agreement may result in the loss of tax
exemption of the Trust and/or loss of tax -deferred status for Employer contributions.
B. 34 Check this box if you ar `E)uding supporting documents that include plan provisions.
Employer Sig
By: 6
Title:
Attest:
Title: Ei
Date: 1 2-1iv iZ Z
Date: 12110 JZ5'
14
RESOLUTION NO. 10179
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING RETIREMENT HEALTH SAVINGS PLAN REVISIONS
WHEREAS, the Retirement Health Savings Plan was developed by non -union
employees; and,
WHEREAS, non -union staff met to revisit the Retirement Health Savings Plan
Policy and consider possible changes for the upcoming three years.
NOW, THEREFORE, BE IT RESOLVED, that the Mounds View City Council
approves revisions to Section 2.11 of the Mounds View Personnel Manual as follows:
The City of Mounds View provides its employees with a Retirement Health Savings Plan
(RHSP) pursuant to Internal Revenue Code regulations through a third -party
administrator selected by the City:
Section 2.11 Retirement Health Savings Plan
The City provides its employees with a Retirement Health Savings Plan (RHSP) pursuant
to Internal Revenue Code regulations through a third -party administrator selected by the
City. Participation is mandatory and deductions begin on employees' first payroll.
For purposes of Item A and D, eligible sick leave hours shall be capped at 960 hours. For
each year beyond 10 an additional 20 hours will be added to the cap.
The following contributions are required to the Retirement Health Savings Plan:
A. Employees who have a sick leave balance of 600 or more hours shall contribute
their excess balance to the RHSP at a 2 to 1 ratio with a maximum annual
contribution of 160 hours (80 hours converted) or that amount which brings the
employee's sick leave balance down to 600 hours —whichever is less. The City
shall calculate and process the annual employee contribution to the RHSP on the
first payroll period of December of each year. At no point however shall an
employee's cumulative contributions exceed the employee's maximum eligible
hours, as defined above.
B. In addition to the provisions listed in Section A, the following table below and terms
shall apply to all non-exempt employees and are calculated on January 1:
Group Designation
Age + Years of Service
Group
A
Up to 65
Group
B
66 to 74
Group
C
75 and above
Resolution 10179
December 9, 2025
Page 2
Employees in Group A shall contribute 1 % of their salary per payroll towards
the RHSP and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute fifty percent (50%) of accrued vacation compensation to the
RHSP.
2. Employees in Group B shall contribute 5% of their salary per payroll towards
the RHSP, and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute one hundred percent (100%) of accrued vacation
compensation to the RHSP.
3. Employees in Group C shall contribute 1 % of their salary per payroll towards
the RHSP and in addition, upon separation, employees in this group who
have completed two (2) or more years of service and leave in good standing
shall contribute one hundred percent (100%) of accrued vacation
compensation to the RHSP.
C. In addition to the provisions listed in Section A, non -union POST Certified
employees shall contribute two percent (2%) of their salary per payroll period
toward the RHSP, and, in addition, upon separation from the City, employees in
this classification who have completed two (2) or more years of service and leave
City employment in good standing shall contribute 100% of accrued vacation
compensation to the RHSP.
D. In addition to the provisions listed in Section A, Exempt employees shall contribute
two percent (2%) of their salary per payroll period toward the RHSP. and in
addition, upon separation from the City, employees who have completed two (2)
or more years of service and leave City employment in good standing shall
contribute 100% of accrued vacation compensation to the RHSP.
E. Upon separation from the City, employees who have completed two (2) or more
years of service and leave the City in good standing shall contribute their eligible
sick leave hours, converted at the rate of 50%, to their RHSP, in accordance with
the following:
For employees hired after January 1, 2008, sick leave hours paid out as
separation compensation shall not exceed the employee's maximum eligible
hours cap less any annual contributions made under Section A.
2. Employees with less than two (2) years of service with the City are not eligible
to contribute sick leave hours to the RHSP and have no right to any payout of
unused sick leave hours.
Resolution 10179
December 9, 2025
Page 3
3. Employees who had completed 10 years of service by January 1, 2008, qualify
for enhanced sick leave payout at the rate of 65%. Upon separation, qualifying
employees shall contribute their eligible sick leave hours to their RHSP, at the
enhanced rate. The enhanced conversion rate of 65% applies ONLY to sick
leave hours contributed at separation.
4. Sick leave balances in excess of the maximum eligible cap as defined above
are not eligible for contribution or payout in any form.
5. Amounts earned from participation in the City's wellness program will be
contributed into the RHSP.
Adopted this 9th day of December, 2025.
Zach Lindstrom, Mayor
ATTEST:
Nyle Zikmund, City Administrator
(Seal)
RESOLUTION 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.
Za ix�dstrom, 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
ARTICLE 2. CITY AUTHORITY..........................................................................................
3
ARTICLE 3. APPLICABILITY OF CITY PERSONNEL CODE .............................................
3
ARTICLE 4. GRIEVANCE PROCEDURE...........................................................................
3
ARTICLE5. DEFINITIONS.................................................................................................
3
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
ARTICLE14. LEGAL DEFENSE..........................................................................................
7
ARTICLE 15. RIGHT OF SUBCONTRACT.........................................................................
7
ARTICLE 16. DISCIPLINE...................................................................................................
7
ARTICLE17. SENIORITY....................................................................................................
7
ARTICLE 18. PROBATIONARY PERIODS.........................................................................
8
ARTICLE19. SAFETY.........................................................................................................
8
ARTICLE20. JOB POSTING...............................................................................................
8
ARTICLE21. INSURANCE..................................................................................................
9
ARTICLE 22. INJURY ON DUTY.........................................................................................
9
ARTICLE23. CLOTHING.....................................................................................................
9
ARTICLE 24. STANDBY DUTY.........................................................................................
10
ARTICLE 25. PERFORMANCE REVIEWS.......................................................................
10
ARTICLE 26. JOB CLASSIFICATION SYSTEM................................................................
10
ARTICLE27. SEPARATION.............................................................................................
11
ARTICLE 28. RETIREMENT HEALTHSAVINGS PLAN ....................................................
11
ARTICLE29. WAGES........................................................................................................
11
ARTICLE 30. INTERMITTENT LEAD WORKER...............................................................
13
ARTICLE 31. TERM OF AGREEMENT.............................................................................
14
2
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 /o) 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
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 2-4 day of /,,4ve'.4, .2025.
CITY OF MOUNDS VIEW:
Z indstrom, Mayor
r
Nyle JPikmu , Cit Administrator
- KS '/-,
Rey,16 Ewald, Human Resource Director
14
PUBLIC WORKS COLLECTIVE
BARGAINING UNIT:
Nate Ostlund, Representative
Kyle Smith, Representative
Scott Vand egt, Representative
RESOLUTION 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.
ch Lindstrom, Mayor
ATTEST:
Brian Beeman ssistant City Administrator
(seal)
LABOR AGREEMENT BETWEEN
CITY OF MOUNDS VIEW
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
(L.E.L.S.)
LOCAL NO. 204
MOUNDtSVI EW
LELSJ LAW ENFORCEMENT
4 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
ARTICLE 11 - DISCIPLINE........................................................................... 8
..............
ARTICLE 12 - CONSTITUTIONAL PROTECTION.....................................................9
ARTICLE 13 - WORK SCHEDULES...........................................................................9
ARTICLE14 OVERTIME...........................................................................................9
ARTICLE15 - COURT TIME.......................................................................................10
ARTICLE 16 - WORKING OUT OF CLASSIFICATION..............................................10
ARTICLE 17 - INSURANCE ............. .............................................. . ................ ..
ARTICLE 18 STANDBY PAY..................................................................... 11
ARTICLE 19 - OFF DUTY CALL PAY........................................................................11
ARTICLE 20 UNIFORMS ............... ................ .. �....11
ARTICLE 21 - VACATION........................................................................... 11
ARTICLE 22 - 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.............................................................................. .
APPENDIX A ........ ......................................................................................................17
16
APPENDIXB ............................. .................................................................................18
9
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 23.2.8.
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 30/0
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
ARTI3Q -Du& Qa �
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 131h day of October 2025.
AR_T1C 1.. .W/1O[..�
The EMPLOYER will compensate employees based upon wages established in
Appendix A.
FOR T CITY OF MOUNDS VIEW:
t �Llnd—sti—om,--M--� ro
Vy 1'eA ikd, Lity Administrator
�I
Ra Ewald, HR Di ctor
16
FOR,L, E.Ul:
Sean MG night, 1 �siness Agent
Nate Garland, Union Steward
5
Riley olz, lhifon Steward
APPENDIX B
Maximum Sick
Completed
Years of Service
1
2
3
4 ---
Leave Hours Eligible for Employee's
Annual Max Annual Hours
Accrual Eligible for Plan
96 ^(not eligible)
96 -- 96
96
- 96 - 96
96 _- -- -_--- 96
96 - - -- -9g - — —
96 _ 88
96 - i 96
— 96 96
_98---- -�- --
96 20_ _ _ __ __
96 20
96 - 20
— - 20
96 20
Retirement Health
Max Cumulative Hours
Eli ibh for Plan"
(not ell Ible-
- -
19
288
384
- - 480 ---
— — _
_...- _._ B72
768
864
990
980
1000
Savings Plan
Rate of Transfer
_ =50%
not eli Ible
�__ _ - )
81
144
192
_ 240
_ _ 288
336
_ 384
432
- - 480 ----
490
500
510 -
520 --
- — 530
5
8
7
8
9 —
_ 10_ _
11
_ 12
13
1020
--- 1040 -
14
15
1060
1080
1100
16 -
-- -96
20
540 -
550
_ 560
570
580 _
_ 500
810 -
620
630 - -
640 -- -
17
— 96
20
18
96�
_
20
_
- 1120
— -- 19
— 20 _
98
20 - ---
-- -- 1140
1160
96
96
20 -
20
21
1180
1200
— 23
20
- ----- ZO- ----
- k ----_
20
20 - -
96
-- 96 -
- 96
96
96
1220
24
-
1240 —
--- 25
26
1260 - -
1280_
27
28
29
20
1300
— 1320
1340
1350 —
- - 1380
660
660
670 -
680 - - - -
- - 700
96
6
96
_
20
-- 20
20 -
20 —
_
_ 30 -
- 31
32
33
34
35
"Hours directed to
for purposes of
as noted herein
in any form.
96
96 20
96 20
96 20
96 20
the Plan on an annual basis shall be
Plan contribution upon separation. Sick
are not available for reimbursement,
- -- 1400
- -
_ 1420 _
_ 1440
_--
710
_
720
1460
730
deducted from the maximum
leave balances in excess
payout or deposit into the
cumulative eligible
of the Eligible Hours
plan or as severance
RESOLUTION NO. 10156
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
APPROVING A THREE-YEAR LABOR AGREEMENT
WITH THE LELS 232 SERGEANTS EFFECTIVE
JANUARY 1, 2026, THROUGH DECEMBER 31, 2028
WHEREAS, the previously approved Labor Agreement with the LELS 232 will
expire at the end of 2025; and
WHEREAS, the City and the LELS 232 Union held a series of negotiating sessions
in an effort to ratify a new agreement; and
WHEREAS, The City and the LELS 232 Union reviewed and agreed to certain
revisions to the Labor Agreement as shown in the attached Exhibit A.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of
Mounds View does hereby approve a revised three-year Labor Agreement with the LELS
232 Union, effective January 1, 2026 through December 31, 2028.
NOW, THEREFORE, BE IT RESOLVED. that the City Council of the City of
Mounds View does hereby approve the following:
1. The attached revised three-year Labor Agreement with the LELS 232 Union,
effective January 1, 2026 through December 31, 2028.
2. The City will pay each Sergeant a $5,000 retention bonus, less taxes, payable in
2025. Payments of $1,000/Sergeant will be made beginning with the October 16th
payroll through the December 11th, 2025 payroll.
Adopted this 14th Day of October 2025.
i
Za. h``L-indstrom; Mayor
ATTEST:
Brian Be,pefan, Assistant City Administrator
(seal)
LABOR AGREEMENT BETWEEN
CITY OF MOUNDS VIEW
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 232
MOUND�VIEw
SSLAW ENFORCEMENT
LABOR SERVICES
JANUARY 1, 2026 - DECEMBER 31, 2028
TABLE OF CONTENTS
ARTICLE 1 - PURPOSE OF THIS AGREEMENT ........................................
1
ARTICLE 2 - RECOGNITION......................................................................
1
ARTICLE 3 - DEFINITIONS.........................................................................
1
ARTICLE 4 - EMPLOYER SECURITY.........................................................
2
ARTICLE 5 - EMPLOYER AUTHORITY.......................................................
2
ARTICLE 6 - UNION SECURITY.................................................................
2
ARTCILE 7 - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE .............
3
ARITCLE 8 - SAVINGS CLAUSE.................................................................
6
ARTICLE 9 - PROBATIONARY PERIODS ...................................................
6
ARTICLE 10- SENIORITY...........................................................................
6
ARTICLE 11 - DISCIPLINE...........................................................................
7
ARTICLE 12 - CONSTITUTIONAL PROTECTION ......................................
7
ARTICLE 13 - WORK SCHEDULES............................................................
7
ARTICLE 14 - OVERTIME............................................................................
8
ARTICLE 15 - COURT DUTY.......................................................................
8
ARTICLE 16 - WORKING OUT OF CLASSIFICATION ................................
9
ARTICLE 17 - INSURANCE.........................................................................
9
ARTICLE 18 - UNIFORMS...........................................................................
9
ARTICLE 19 - VACATION............................................................................
9
ARTICLE 20 - SICK LEAVE..........................................................................
10
ARTICLE 21 -SEPARATION PAY................................................................
11
ARTICLE 22 - RETIREMENT HEALTH SAVINGS PLAN ............................
11
ARTICLE 23 - HOLIDAYS............................................................................
12
ARTICLE 24 - INJURY ON DUTY................................................................
12
ARTICLE25 - WAIVER................................................................................
13
ARTICLE 26 - POST LICENSES................................................................... 13
ARTICLE 27 - DURATION............................................................................
13
APPENDIXA - WAGES................................................................................
14
APPENDIX B - MAXIMUM SICK LEAVE HOURS ELIGIBLE FOR EMPLOYEE'S
RETIREMENT HEALTH SAVINGS PLAN .....................................................
15
d. Penalty: Claiming sick leave when physically fit, except as permitted in this
section, may be cause for disciplinary action, including transfer, suspension,
demotion or dismissal.
e. A regular employee who meets the other requirements of this section and
receives Workers Compensation payments shall be granted accrued sick leave
pay in the amount of the difference between Workers Compensation payments
and the employee's net salary.
20.4 Other leave may be granted in accordance with the Family and Medical Leave Act
(FMLA) as appropriate.
ARTICLE 21: SEPARATION PAY
21.1 Upon separation from employment with the City, employees shall direct 100% of any
vacation and compensatory time balances to the employees Retirement Health Savings
Plan (RHSP), as provided in Article 22.
21.2 Upon separation, all employees shall direct eligible sick leave balances to their RHSP,
as provided in Article 22,
ARTICLE 22: RETIREMENT HEALTH SAVINGS PLAN
22.1 The City of Mounds View offers its employees a Retirement Health Savings Plan (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 suchchanges.
Contribution to the RHSP shall occur according to the following provisions:
a. Employees who have completed two (2) or more years of service and
leave in good standing shall direct their eligible sick leave balance to the
RHSP. Eligible sick leave shall be computed based on years of completed
service, less any elected annual contributions, computed according to the
table in Appendix B, at a conversion rate of two (2) for one (1). (Employees
who separate with less than two (2) years of completed service are not
eligible to be compensated for any accrued sick leave.) Upon separation
from employment with the City, employees shall direct 100% of any vacation and
compensatory time balances to the RHSP as provided for in Article 21.1.
b. Employees shall contribute a percentage of their annual pay on a pre-tax basis
to the plan, as follows:
Class*
Less th
17
*Class represents years of completed service with the City.
Employees shall remain in the same class for the duration of this Agreement.
_ _Salary
an 11 1%
16 3%
+ 1%
*Class represents years of completed service with the City.
Employees shall remain in the same class for the duration of this Agreement.
_ _Salary
an 11 1%
16 3%
+ 1%
APPENDIX B: Maximum Sick Leave Hours Eligible for Employee's Retirement Health
Savings Plan
Completed
Years of Service
Annual
Accrual
Max Annual Hours
Eligible for Plan_
(not eligible)
Max Cumulative Hours
Eligible for Plan*
(not eligible)
Rate of Transfer
=50%
(not eligible)
1
96
�6--
3
96
96
288
144
4
96
96
384
192
5
96
96
480
240
6
96
96
576
288
7
96
96
672
768
864 -
960
980
1000
336
384
432
480
490
500
8
96
96
9
96
96
10
96
96
11
96
20
12
96
20
13
96
20
1020
510
14
96
20
1040
520
15
96
20
1060
530
16
96
20
1080
540
17
96
20
100
550
18
96
20
1120
560
19
96
20
1140
570
20
96
20
1160
580
21
96
0
1180
590
22
96
20
1200
600
23
96
20
1220
610
24
96
20
1240
620
25
96
20
1260
630
26
_
96
_
20
1280
640
27
96
20
1300
650
28
96
20
1320
660
29
96
20
1340
670
30
96
20
1360
680
31
96
20
1380
690
32
96
20
1400
700
33
96
20
1420
710 --
_ 34
96
20
1440
720
35
96
20
1460--
* Hours directed to the Plan on an annual basis, if such option is utilized, shall be deducted
from the maximum cumulative eligible for purposes of Plan contribution upon separation.
Sick leave balances in excess of the Eligible Hours as noted herein are not available for
reimbursement, payout or deposit into the plan or as severance in any form.
15