HomeMy WebLinkAboutCC PACKET 11262024CITY OF SAINT ANTHONY VILLAGE
CITY COUNCIL MEETING AGENDA
Tuesday, November 26, 2024 at 7:00PM
Members of the public who wish to attend the meeting may do so in person.
Call To Order.
Pledge Of Allegiance.
Roll Call.
Approval Of Agenda.
Proclamations And Recognitions.
Fire Prevention Poster Winners
Mattie Jaros, Deputy Fire Chief, presenting.
PRESENTATION.PDF
Consent Agenda.
Approval Of CC Meeting Minutes
CC 11 -12 -2024.PDF
License And Permits
LICENSEANDPERMITS .PDF
Claims
11 -26 -2024.PDF
Resolution 24 -081 - Appointing Chris Cowles As The Electrical Inspector For The
City Of St. Anthony Village
RESOLUTION 24 -081.PDF
Resolution 24 -087 - Approving The Refrigerant Emissions Reduction Grant
Agreement Between The City Of St. Anthony Village And The MPCA
AGREEMENT.PDF
RESOLUTION 24 -087.PDF
Public Hearing.
Resolution 24 -082 - Approving On -Sale Intoxicating Liquor License At Five Hole
At 3701 Stinson Blvd.
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
RESOLUTION 24 -082.PDF
PUBLIC HEARING NOTICE.PDF
Reports From Commission And Staff.
General Business Of Council.
Resolution 24 -083 - Approving The Gambling License For The Lake Region
Hockey Association At The Five Hole Located At 3101 Stinson Blvd
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
RESOLUTOIN 24 -083.PDF
Ordinance 2024 -07 - Amending Multiple Sections Of Chapter 33 Sewer, Water,
License And Permit Fees, Storm Water Facilities
Charlie Yunker, City Manager, presenting.
PRESENTATION.PDF
ORD 2024 -07 - REDLINED.PDF
Resolution 24 -084 - Ratifying The 2025 -2026 Agreement Between The
International Association Of Fire Fighters, Local 3486 Representing The St.
Anthony Fire Department Employees And The City Of St. Anthony Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
FIRE UNION 2025 -2026 FINAL.PDF
RESOLUTION 24 -084.PDF
Resolution 24 -085 - Ratifying The 2025 -2026 Agreement Between The Law
Enforcement Labor Services, Inc. #186 Local Representing The St. Anthony
Police Department Licensed Employees And The City Of St. Anthony Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
POLICEUNIONCONTRACT 2025 -2026 DRAFT FINAL.PDF
RESOLUTION 24 -085.PDF
Resolution 24 -086 - Ratifying The 2025 -2026 Agreement Between The
International Union Of Operating Engineers Local No. 49 Representing The St.
Anthony Public Works Department Employees And The City Of St. Anthony
Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
PW CONTRACT 2025 -2026 FINAL.PDF
RESOLUTION 24 -086.PDF
Reports From City Manager And Council Members.
Community Forum
Individuals may address the City Council about any City business item not included on the
regular agenda. Speakers are requested to come to the podium, sign their name and address
on the form at the podium, state their name and address for the Clerk ’s record, and limit their
remarks to three minutes. Generally, the City Council will not take official action on items
discussed at this time, but may typically refer the matter to staff for a future report or direct the
matter to be scheduled on an upcoming agenda. Those unable to attend the meeting in person
may submit comments via the City's PUBLIC COMMENTS FORM .
Information And Announcements.
Future Agenda Items
FUTURE AGENDA ITEMS.PDF
Adjournment
If you would like to request special accommodations or alternative formats, please contact the City Clerk
at 612 -782 -3314 or email city@savmn.com . People who are deaf or hard of hearing can contact us by
using 711 Relay.
Our Mission is to promote a high quality of life to those we serve through outstanding city
services.
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CITY OF SAINT ANTHONY VILLAGECITY COUNCIL MEETING AGENDATuesday, November 26, 2024 at 7:00PMMembers of the public who wish to attend the meeting may do so in person. Call To Order.Pledge Of Allegiance.Roll Call.Approval Of Agenda.Proclamations And Recognitions.Fire Prevention Poster WinnersMattie Jaros, Deputy Fire Chief, presenting.PRESENTATION.PDFConsent Agenda.Approval Of CC Meeting MinutesCC 11 -12 -2024.PDFLicense And PermitsLICENSEANDPERMITS .PDFClaims11-26 -2024.PDFResolution 24 -081 - Appointing Chris Cowles As The Electrical Inspector For The City Of St. Anthony Village
RESOLUTION 24 -081.PDF
Resolution 24 -087 - Approving The Refrigerant Emissions Reduction Grant
Agreement Between The City Of St. Anthony Village And The MPCA
AGREEMENT.PDF
RESOLUTION 24 -087.PDF
Public Hearing.
Resolution 24 -082 - Approving On -Sale Intoxicating Liquor License At Five Hole
At 3701 Stinson Blvd.
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
RESOLUTION 24 -082.PDF
PUBLIC HEARING NOTICE.PDF
Reports From Commission And Staff.
General Business Of Council.
Resolution 24 -083 - Approving The Gambling License For The Lake Region
Hockey Association At The Five Hole Located At 3101 Stinson Blvd
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
RESOLUTOIN 24 -083.PDF
Ordinance 2024 -07 - Amending Multiple Sections Of Chapter 33 Sewer, Water,
License And Permit Fees, Storm Water Facilities
Charlie Yunker, City Manager, presenting.
PRESENTATION.PDF
ORD 2024 -07 - REDLINED.PDF
Resolution 24 -084 - Ratifying The 2025 -2026 Agreement Between The
International Association Of Fire Fighters, Local 3486 Representing The St.
Anthony Fire Department Employees And The City Of St. Anthony Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
FIRE UNION 2025 -2026 FINAL.PDF
RESOLUTION 24 -084.PDF
Resolution 24 -085 - Ratifying The 2025 -2026 Agreement Between The Law
Enforcement Labor Services, Inc. #186 Local Representing The St. Anthony
Police Department Licensed Employees And The City Of St. Anthony Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
POLICEUNIONCONTRACT 2025 -2026 DRAFT FINAL.PDF
RESOLUTION 24 -085.PDF
Resolution 24 -086 - Ratifying The 2025 -2026 Agreement Between The
International Union Of Operating Engineers Local No. 49 Representing The St.
Anthony Public Works Department Employees And The City Of St. Anthony
Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
PW CONTRACT 2025 -2026 FINAL.PDF
RESOLUTION 24 -086.PDF
Reports From City Manager And Council Members.
Community Forum
Individuals may address the City Council about any City business item not included on the
regular agenda. Speakers are requested to come to the podium, sign their name and address
on the form at the podium, state their name and address for the Clerk ’s record, and limit their
remarks to three minutes. Generally, the City Council will not take official action on items
discussed at this time, but may typically refer the matter to staff for a future report or direct the
matter to be scheduled on an upcoming agenda. Those unable to attend the meeting in person
may submit comments via the City's PUBLIC COMMENTS FORM .
Information And Announcements.
Future Agenda Items
FUTURE AGENDA ITEMS.PDF
Adjournment
If you would like to request special accommodations or alternative formats, please contact the City Clerk
at 612 -782 -3314 or email city@savmn.com . People who are deaf or hard of hearing can contact us by
using 711 Relay.
Our Mission is to promote a high quality of life to those we serve through outstanding city
services.
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CITY OF SAINT ANTHONY VILLAGECITY COUNCIL MEETING AGENDATuesday, November 26, 2024 at 7:00PMMembers of the public who wish to attend the meeting may do so in person. Call To Order.Pledge Of Allegiance.Roll Call.Approval Of Agenda.Proclamations And Recognitions.Fire Prevention Poster WinnersMattie Jaros, Deputy Fire Chief, presenting.PRESENTATION.PDFConsent Agenda.Approval Of CC Meeting MinutesCC 11 -12 -2024.PDFLicense And PermitsLICENSEANDPERMITS .PDFClaims11-26 -2024.PDFResolution 24 -081 - Appointing Chris Cowles As The Electrical Inspector For The City Of St. Anthony VillageRESOLUTION 24 -081.PDFResolution 24 -087 - Approving The Refrigerant Emissions Reduction Grant Agreement Between The City Of St. Anthony Village And The MPCAAGREEMENT.PDFRESOLUTION 24 -087.PDFPublic Hearing.Resolution 24 -082 - Approving On -Sale Intoxicating Liquor License At Five Hole At 3701 Stinson Blvd.Charlie Yunker, City Manager, presenting.COVER MEMO.PDFRESOLUTION 24 -082.PDFPUBLIC HEARING NOTICE.PDFReports From Commission And Staff.General Business Of Council.Resolution 24 -083 - Approving The Gambling License For The Lake Region Hockey Association At The Five Hole Located At 3101 Stinson BlvdCharlie Yunker, City Manager, presenting.COVER MEMO.PDFRESOLUTOIN 24 -083.PDFOrdinance 2024 -07 - Amending Multiple Sections Of Chapter 33 Sewer, Water, License And Permit Fees, Storm Water FacilitiesCharlie Yunker, City Manager, presenting.PRESENTATION.PDFORD 2024 -07 - REDLINED.PDFResolution 24 -084 - Ratifying The 2025 -2026 Agreement Between The International Association Of Fire Fighters, Local 3486 Representing The St. Anthony Fire Department Employees And The City Of St. Anthony VillageCharlie Yunker, City Manager, presenting.COVER MEMO.PDF
FIRE UNION 2025 -2026 FINAL.PDF
RESOLUTION 24 -084.PDF
Resolution 24 -085 - Ratifying The 2025 -2026 Agreement Between The Law
Enforcement Labor Services, Inc. #186 Local Representing The St. Anthony
Police Department Licensed Employees And The City Of St. Anthony Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
POLICEUNIONCONTRACT 2025 -2026 DRAFT FINAL.PDF
RESOLUTION 24 -085.PDF
Resolution 24 -086 - Ratifying The 2025 -2026 Agreement Between The
International Union Of Operating Engineers Local No. 49 Representing The St.
Anthony Public Works Department Employees And The City Of St. Anthony
Village
Charlie Yunker, City Manager, presenting.
COVER MEMO.PDF
PW CONTRACT 2025 -2026 FINAL.PDF
RESOLUTION 24 -086.PDF
Reports From City Manager And Council Members.
Community Forum
Individuals may address the City Council about any City business item not included on the
regular agenda. Speakers are requested to come to the podium, sign their name and address
on the form at the podium, state their name and address for the Clerk ’s record, and limit their
remarks to three minutes. Generally, the City Council will not take official action on items
discussed at this time, but may typically refer the matter to staff for a future report or direct the
matter to be scheduled on an upcoming agenda. Those unable to attend the meeting in person
may submit comments via the City's PUBLIC COMMENTS FORM .
Information And Announcements.
Future Agenda Items
FUTURE AGENDA ITEMS.PDF
Adjournment
If you would like to request special accommodations or alternative formats, please contact the City Clerk
at 612 -782 -3314 or email city@savmn.com . People who are deaf or hard of hearing can contact us by
using 711 Relay.
Our Mission is to promote a high quality of life to those we serve through outstanding city
services.
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11/18/2024
1
2024 FIRE PREVENTION
POSTER WINNERS
Fire Prevention in the School
11/18/2024
2
Last Year’s Winner from St. Anthony –
Josie Johnson
4th Place –Ivory Blaeser
5th – Wilshire Park
11/18/2024
3
3rd Place – Veronica Urdahl
5th Grade –St. Charles
2nd Place – Liliana Klement
5th Grade –St. Charles
11/18/2024
4
1st Place – Claudia Sieve
5th Grade –St. Charles
Santa on The Fire Truck
11/18/2024
5
2024 Santa on the Fire Truck
•December 9th, 10th, and 11th
•Start at 5:30 each night
•We will be accepting donations for Toys For Tots ‐
new, unwrapped toys, cash or checks
•You can track Santa through the GPS tracking on
the City’s Website. We will also be posting a link
on the Fire Department Facebook page.
1 CITY OF ST. ANTHONY
2 CITY COUNCIL REGULAR MEETING MINUTES
3 NOVEMBER 12, 2024
4
I.5 CALL TO ORDER.
6
7 Mayor Wendy Webster called the meeting to order at 7:00 p.m.
8
II.9 PLEDGE OF ALLEGIANCE.
10
11 Mayor Wendy Webster invited the Council and audience to join her in the Pledge of Allegiance.
12
III.13 ROLL CALL.
14
15 Present: Mayor Webster, Councilmembers Doolan, Jenson and Randle.
16
17 Absent:Councilmember Elnagdy.
18
19 Also Present:City Manager Charlie Yunker, Finance Director Deborah Maloney, Assistant City
20 Manager Ashley Morello, and Sustainability Coordinator Minette Saulog.
21
22
23 CONSIDERATION, DISCUSSION, AND POSSIBLE ACTION ON ALL OF THE
24 FOLLOWING ITEMS.
25
IV.26 APPROVAL OF NOVEMBER 12, 2024, CITY COUNCIL MEETING AGENDA.
27
28 Motion by Councilmember Jenson, seconded by Councilmember Doolan, to approve the City
29 Council Meeting Agenda of November 12, 2024, as presented.
30
31 Motion carried 4-0.
32
33 V.PROCLAMATIONS AND RECOGNITIONS - NONE.
34
35 VI.CONSENT AGENDA.
36
37 A.Approve October 22, 2024, Council Meeting Minutes.
38 B.License and Permits.
39 C.Claims.
40 D.Student Liaison to Commission.
41 E.Resolution 24-074 – Deferring Special Assessments for 2024 Street Improvement
42 Projects.
43 F.Resolution 24-075 – Electing to Participate in the Local Housing Incentives Account
44 Program Under the Metropolitan Livable Communities Act for the Calendar Years 2024
45 Through 2030.
46 G.Resolution 240-76 – Approving the Five Year Joint Powers Agreement With Ramsey
47 County for the Use of Yard Waste Management and Organic Waste Recycling Sites for
48 all St. Anthony Residents.
City Council Regular Meeting Minutes
November 12, 2024
Page 2
1 H.Resolution 24-077 – Authorizing the City of St. Anthony Village to Apply for the Metro
2 Council Environmental Services 2025 Private Property I/I Grant.
3 I.Resolution 24-078 – Authorizing Mayor and City Manager to Approve Toward Zero
4 Deaths Grant.
5
6 Motion by Councilmember Doolan, seconded by Councilmember Jenson, to approve the Consent
7 Agenda items.
8
9 Motion carried 4-0.
10
11 VII.PUBLIC HEARING.
12
A.13 Ordinance 2024-07 – Amending Multiple Sections of Chapter 33 Sewer, Water, License
14 and Permit Fees, Storm Water Facilities.
15
16 Finance Director Deborah Maloney reviewed a PowerPoint on 2025 Utility Rates. The
17 parameters include:
18 Align revenue sources with corresponding costs.
19 Provide transparency as to the basis of rates and rate adjustments.
20 Maintain a structurally balanced operation.
21 Ensure that rates appropriately support the ability to:
o22 Provide safe drinking water.
o23 Properly discharge sanitary sewer flows.
o24 Appropriate control and treatment of storm water runoff.
25
26 Water Fund expenditures are comprised of two primary operating functions:
27 Production $1,038,888
28 Distribution $875,593
29
30 The current recommendation for adjustment to distribution fee includes:
31 Continuing the phase-in of a quarterly fee to support distribution system costs.
32 Quarterly Water Distribution fee will increase by $1.50.
33
34 The current recommendation for adjustment to usage rates includes:
35 The Water usage tier rates increases will range from 12-20 cents per 1,000 gallons in
36 2025.
37 Water consumption for 2025 is projected at a similar level to 2024.
38
39 Ms. Maloney showed a chart with the Adjustment Impacts.
40
41 Sewer Fund expenditures are comprised of two primary operating functions:
42 Treatment $995,456
43 Collection $584,010
44
45 The current recommendation for adjustment to collection fees includes:
46
City Council Regular Meeting Minutes
November 12, 2024
Page 3
1 Continuing the phase-in of the quarterly fee to support collection system costs.
2 Quarterly Sewer Collection fee will increase by $2.00.
3
4 The current recommendation for adjustment to usage rates includes:
5 Continue to manage the growth in usage rates to recognize the revenues provided by the
6 phase in of the sewer collection fee.
7 MCES treatment rate up 15.4% - based on increase in volume plus 5.6% increase in rates.
8 The Sewer usage rate will increase to $5.12 per 1,000 gallons.
9
10 Ms. Maloney showed a chart with the Adjustment Impacts. Residential Stormwater rates will
11 have an inflationary increase, while the rates for classifications 4-6 will be adjusted greater
12 amounts to move towards closing the gap between St. Anthony’s rates and surrounding
13 communities. A chart with rates for classifications 1-6 in 2025 was shown along with a chart
14 showing Impacts by Tier Levels..
15
16 Mayor Webster opened the public hearing at 7:16 p.m.
17
18 No one appeared to address the Council
19
20 Councilmember Randle stated this is fair and those using more utilities should pay more.
21
22 Councilmember Jenson stated this is well put together and is fair. He questioned stormwater
23 rates and closing the gap. Ms. Maloney stated we are raising the rates to close the gaps. We are
24 not currently losing money and she will research further.
25
26 Councilmember Doolan commented on the sanitary sewer cost and it is nice to see the sanitary
27 sewer increase to exactly what we are passing along.
28
29 Mayor Webster stated she appreciates the outline showing Tier levels. It was helpful to see what
30 the quarterly increases were and how residents were impacted directly.
31
32 Mayor Webster closed the public hearing at 7:19 p.m.
33
34 Motion by Councilmember Doolan, seconded by Councilmember Randle, to approve First
35 Reading of Ordinance 2024-07 – Amending Multiple Sections of Chapter 33 Sewer, Water,
36 License and Permit Fees, Storm Water Facilities.
37
38 Motion carried 4-0.
39
40
41 VIII.REPORTS FROM COMMISSION AND STAFF.
42
A.43 Ordinance 2024-06 – Amending the St. Anthony City Code, by Amending Section
44 154.141 Relating to Permitted Uses in the L-I, Light Industrial District.
45
City Council Regular Meeting Minutes
November 12, 2024
Page 4
1 Assistant City Manager Ashley Morello reviewed the applicant, a building owner/manager in the
2 City’s Light-Industrial area, and has applied for an amendment to the City’s zoning ordinance
3 related to principal uses in the L-I, Light Industrial zoning district. The application is intended to
4 expand the allowance for office uses in the L-I District to include professional offices that
5 include clinic uses, or more broadly, uses in which a client or patient is seen by a health
6 professional in either a group or individual setting. The zoning ordinance specifically
7 accommodates requests for zoning ordinance amendments from property owners in the City.
8
9 Currently, the Zoning Ordinance creates separate use classifications for “Professional Offices”,
10 such as legal, real estate, or similar office-based personal services, “Commercial Offices”, which
11 are identified as offices with a primarily administrative functions for commercial enterprises in a
12 wide variety of business categories, and “Medical, dental, veterinary, and related clinics, in
13 which customers receive such services in person, and which consist of offices, exam rooms,
14 laboratory and similar services, ad related activities”. Each of these is permitted in the
15 Commercial zoning district.
16
17 In the L-I, Light Industrial District, only Commercial Offices for administrative purposes are
18 listed as an allowed permitted use. The majority of Light Industrial uses are manufacturing in
19 nature. It should be noted that “Adult Daycare” uses are allowed in both the Commercial and
20 Light Industrial Districts.
21
22 The Planning Commission considered this item at a public hearing on October 15, 2024. There
23 were no members of the public offering comment on the amendment. The Planning Commission
24 voted unanimously to recommend approval of the amendment.
25
26 Ms. Morello reviewed the proposed ordinance sections. Staff recommends approval of the
27 amendment. While there can be concerns with mixing commercial and industrial uses, those
28 concerns largely lie in heavy industrial areas. St. Anthony’s district is dominated by lighter
29 industrial activities, only small amounts of warehousing, and other office uses that are already
30 present. As such, staff finds that the proposed amendment can be viewed as allowing compatible
31 use in the L-I District. The Planning Commission also recommends approval of the amendment
32 as being consistent with the intent and long-term land uses in the L-I District.
33
34 Councilmember Jenson stated he sees no issue if this is incorporated into the ordinance.
35
36 Councilmember Doolan stated she appreciates the discussion at the Planning Commission. She
37 asked about walkability in that area. Ms. Morello noted that the industrial areas in St. Anthony
38 are lighter industrial with fewer large trucks.
39
40 Mayor Webster stated it was helpful to read that the proposed amendment addresses the shift in
41 commercial. Ms. Morello stated showrooms are allowed in the light industrial district and
42 customers are coming to those areas.
43
44 Councilmember Doolan stated this will also encourage more businesses to come to the City with
45 that flexibility.
46
City Council Regular Meeting Minutes
November 12, 2024
Page 5
1 Motion by Councilmember Jenson, seconded by Councilmember Doolan, to approve First and
2 Final Reading of Ordinance 2024-06 – Amending the St. Anthony City Code, By Amending
3 Section 154.141 Relating to Permitted Uses in the L-I, Light Industrial District.
4
5 Motion carried 4-0.
6
B.7 Resolution 24-080 – Approving Summary Publication
8
9 Motion by Councilmember Doolan, seconded by Councilmember Randle, to approve Resolution
10 24-080 – Summary Publication for Ordinance 2024-06 – Amending the St. Anthony City Code,
11 By Amending Section 154.141 Relating to Permitted Uses in the L-I, Light Industrial District.
12
13 Motion carried 4-0.
14
15 IX.GENERAL BUSINESS OF COUNCIL.
16
A.17 Resolution 24-079 – Authorizing Participation in the Solar on Public Buildings Grant
18 Program and Approving Agreements with Developer for City Solar Installations.
19
20 Sustainability Coordinator Minette Saulog reviewed from May to September, Staff worked with
21 WSB to prepare a two-step grant application with the Minnesota Department of Commerce
22 under the Solar on Public Buildings Grant Program. The City was eligible for a grant award of
23 up to 60% of project costs for a solar array built on or adjacent to a public building, with an
24 opportunity to take advantage of the Inflation Reduction Act’s Elective Pay tax credits worth up
25 to 30% of the project cost.
26
27 The City identified the Public Works Building and Water Treatment Facility as candidates for
28 rooftop solar installations and submitted a grant application for both project sites. Building
29 Readiness Assessments were submitted a grant application for both project sites. Building
30 Readiness Assessments were submitted in June to determine the feasibility of solar at the
31 proposed sites based on utility data, solar potential, and other analyses. Commerce notified the
32 City of its eligibility to apply for the full grant application in July.
33
34 As part of the full grant application, the City opened a competitive Request for Proposal process
35 for each site in August to find a developer partner. Applications were received and scored by
36 staff committee, and All Energy Solar was identified as the developer best qualified for both
37 projects based on the submitted proposals. All Energy Solar provided proposals for each site
38 which were included in the packet for Council consideration.
39
40 In October, the City received conditional approval for grant funding of both projects, pending
41 submission of final documents including executed agreements with the developer. All Energy
42 Solar has provided their contract agreements to the City for the City Manager’s signature.
43 Commerce will provide a contract for City approval once the executed agreements with the
44 developer are received.
45
City Council Regular Meeting Minutes
November 12, 2024
Page 6
1 Staff recommends authorization for staff to accept the grant awards and execute the grant
2 agreements from the Minnesota Department of Commerce. Staff further recommends
3 authorization for staff to execute contract agreements with the developer, All Energy Solar, to
4 proceed with the solar installations at Public Works and the Water Treatment Facility under this
5 grant program.
6
7 Ms. Saulog presented a Power Point and reviewed the Timeline and RFP Process Summary.
8 Charts showing the expected solar production were provided for Council consideration.
9
10 Also provided for Council consideration were the Grant Award decision letter, Developer
11 proposal – Public Works, Developer proposal – Water Treatment Facility, Developer/City
12 contract agreement – Public Works, Developer/City contract agreement – Water Treatment
13 Facility, Draft State of Minnesota Grant Contract Agreement and Resolution 24-079.
14
15 Councilmember Jenson referred to the Public Works Building with an 88% payback. Ms. Saulog
16 stated it shows what the building is currently using for electricity along with the first year solar
17 production. The City would receive net metering credits. Councilmember Jenson asked about the
18 ROI. Ms. Saulog stated it is 3 years. The Water Treatment Facility payback is also 3 years.
19
20 Mayor Webster referred to the cost given the grant funding. The City funds used will be paid
21 back in 3 years.
22
23 Councilmember Doolan stated this is a great project and incredible savings to the City. The ROI
24 is a payback period of less than 2 years. She asked when construction would begin. Ms. Saulog
25 stated it is slated for Q2 or Q3 for 2025 on the water treatment facility.
26
27 Motion by Councilmember Jenson, seconded by Councilmember Doolan, to approve Resolution
28 24-079 – Authorizing Participation in the Solar on Public Buildings Grant Program and
29 Approving Agreements with Developer for City Solar Installations.
30
31 Motion carried 4-0.
32
B.33 Capital Improvement Projects (CIP).
34
35 Finance Director Deborah Maloney reviewed a PowerPoint on Capital Funds 2025-2041.
36
37 The Capital Funds Purpose – Capture the big picture of equipment used in the current delivery of
38 City services. With the big picture established:
39 Equipment replacement timing proactively managed to ensure availability of resources.
40 Allows time for investigating replacement alternatives:
o41 Sharing of equipment.
o42 Leasing.
o43 New equipment options that provide greater functionality or are less costly.
44
City Council Regular Meeting Minutes
November 12, 2024
Page 7
1 The City’s capital funds are updated annually, covering chain saws to fire engines. A
2 manufacturer’s suggested end of useful life does not define replacement date; equipment
3 condition is the determining factor. The process used by the City is:
4 Finance Staff provides updated schedules to department heads.
5 Department heads meet with their staff to evaluate their equipment’s condition and future
6 needs.
7 Department heads meet with the Finance Staff to reflect the updated information into the
8 proposed replacement schedule.
9 City Manager and Finance Director provide the proposed Capital plans to the City
10 Council for review and discussion.
11
12 The Building Improvement Fund Sources include Building improvement levy, Community
13 Center transfer, Liquor Store reimbursements and Transfers. The Uses include HVAC, Roofs,
14 Lighting, Security, Windows & Doors and Tuck-pointing.
15
16 Proposed projects for the Buildings Improvement Fund include:
17 City Hall
o18 Replacement of Trane RTU & ductwork in the gym.
o19 Water Heater replacements.
20 Fire Station
o21 Rooftop Units/HVAC.
o22 Overhead garage doors.
o23 Asst. Fire Chief office construction.
o24 Roof replacement.
o25 Fire Station concrete floor protection.
26 Public Works
o27 EV Charging station.
o28 Rooftop Unit/HVAC.
o29 Roof Replacement.
o30 Solar on public buildings project.
31 Park Buildings
o32 Central Park Pavillion Exterior updates.
o33 Emerald Park Pavilion Interior updates (LED).
o34 Silver Point Park Warming House HVAC and Parking Lot/trails mill and overlay.
35 Liquor Stores
o36 Marketplace liquor
o37 Silver Lake liquor
38 Water Heaters, Rooftop units, and Roof replacements.
39
40 The Capital Equipment Fund Sources include capital equipment levy, equipment sales, grants &
41 donations and transfers. Uses include Fleet – squads & unmarked, public works trucks and fire
42 trucks and rescue vehicles, heavy equipment, specialty equipment and technology.
43
44 Proposed projects for the Capital Equipment Fund include:
45 Police
o46 2024 – 2 Dodge Durango patrol SUVs.
City Council Regular Meeting Minutes
November 12, 2024
Page 8
o1 2025 – 2 Dodge Chargers to be replaced with Traverse, Chief Vehicle
2 replacement, Squad Video Cameras, Drone Program Supplies, and Firearms/Red
3 Dot Firearm Sights.
4 Fire
o5 2024 - Turnout Gear/Helmets/Helmet Lights.
o6 2025 – Asst. Chief Vehicle and Fitness equipment.
7 Public Works – Streets Division
o8 2024 fleet replacements include: F150 4x4/Replaced with Ford Lightning, 2024
9 Freightliner 108SD – Chassis purchase in 2023/Buildup in 2024.
o10 2025 planned purchases: F150 Pickup – Sign Truck to be replaced (prioritizing
11 electric) and F450 Mini Dump 2 Ton 4x4 w/plow.
12 Public Works – Parks Division
o13 2025 capital planned purchases – Bobcat 3400G Utility Vehicle (ATV) Seeking
14 EV Option.
15 Admin and Finance
o16 2024 purchases – City Hall – Bizhub Copier replacement.
o17 2025 planned purchases – Civic Financial Software – Modules may be expanded
18 or added.
19
20 The Park Improvement Fund Sources are parkland dedication fees, donations & grants, park
21 improvement levy, transfers and interfund loans. Uses include athletic facilities & playground
22 structures, park shelters, splash pads, and trail construction.
23 Significant costs in 2024 included:
o24 Silver Point Park Play Equipment.
o25 Silver Point Park Bituminous Trail Resurfacing.
o26 Signage – Silver Point and Trillium.
27 Estimated expenses for 2025 include:
o28 Emerald Park – provide accessible route to picnic shelter and grill.
o29 All Parks with seating – Provide accessible picnic tables and benches.
o30 Signage – Central and Emerald Parks
o31 Central Park Ballfield netting.
32 Projects to be paid for with one-time funds that will be available after closing decertified
33 TIF districts – likely 2025 or 2026.
o34 LED lighting Updates Central Park $370,000 and Tennis Courts $165,000.
35
36 The Utilities Infrastructure Fund Sources are connection fees, collection of inter-fund loans,
37 grants as available, and utility fund transfer (beginning in 2025). Uses include water
38 infrastructure & equipment, sewer infrastructure & equipment, and fiber infrastructure &
39 equipment.
40 2024
o41 Replacement dehumidifier for the GAC plant.
o42 Completion of Well No. 4 Pump restoration project.
o43 Replacement of Sodium Permanganate Pumps and chemical feed tubes.
o44 Ford Lightning EV replaced a 2007 pick-up.
o45 M2 Water Tanker/Flusher.
City Council Regular Meeting Minutes
November 12, 2024
Page 9
o1 Water and sewer operating fund transfers to Utilities Infrastructure Fund begin in
2 2024 to support future infrastructure costs.
3 2025
o4 Plant Components Assessment of water treatment plants recommended to assist in
5 estimating timing and expense associated with future repair and maintenance
6 items.
o7 Funds earmarked for Wellhead Protection Plan Review and Amendment (MDH)
8 are required every 10 years.
9
10 The Stormwater Fund Sources are stormwater fees and watershed grants & cost sharing. Uses
11 include permitting (MS4) & agency reporting, engineering studies, stormwater pond
12 maintenance, flood improvements, water quality activities, and equipment.
13 Mirror Lake Outfall repair 2024.
14 Silver Lake weed management.
15 The placeholder for an Industrial Park flooding mitigation has moved to 2030,
16 anticipating that redevelopment will not occur until a later date.
17 General pond maintenance and water quality costs.
18 MS4 engineering costs.
19
20 Street Improvement & Debt Service Funds Sources include street improvement debt levy, bond
21 proceeds, assessments, MSA allocation, and transfers & project savings. Uses include street
22 improvement debt, street reconstruction, utility reconstruction, streetlights, sidewalks, mill &
23 overlays, and alleys.
24
25 The 2025 Street and Utility Improvement Project includes asphalt resurfacing (mill and overlay)
26 improvements along the following roadways:
27 39th Avenue NE Stinson Blvd to Silver Lake Rd.
28 30th Avenue NE Stinson Blvd to Silver Lake Rd.
29 Armour Terrace: Roosevelt St. to Silver Lake Rd.
30 Murray Ave: Roosevelt St. to Coolidge St.
31 29th Avenue NE: Silver Lake Rd to Highway 88.
32 Roosevelt Street: St. Anthony Blvd to 30th Avenue NE.
33 Wilson St: St. Anthony Blvd. to 30th Avenue NE.
34 Coolidge St: St. Anthony Blvd. to 29th Avenue NE.
35 Anthony Lake: 29th Avenue NE to Cul-de-Sac.
36
37 2025 Street & Utility Reconstruction
38 Macalaster Drive from 39th Avenue to Railroad.
39
40 A chart showing the Street Improvement Schedule by year was provided for Council
41 consideration.
42
43 Councilmember Jenson stated he appreciates the format showing the year-to-year comparison.
44
City Council Regular Meeting Minutes
November 12, 2024
Page 10
1 Councilmember Doolan stated this is very easy to understand. She asked about the HVAC
2 equipment that is needed and whether there is energy-saving equipment available. She asked
3 about the LED lighting and what the payback would be on that. In looking at the trails in Central
4 Park it is good to see it is on next year’s agenda.
5
6 Mayor Webster stated she appreciates the flexibility of the CIP. Staff helps with the maintenance
7 on the City vehicles to get the longest life possible. The replacement schedule is very helpful.
8
9 Motion by Councilmember Doolan, seconded by Councilmember Jenson, to approve the Capital
10 Improvement Projects as presented.
11
12 Motion carried 4-0.
13
C.14 Goals Update
15
16 City Manager Yunker provided a detailed update on the goals.
17
18 Mayor Webster thanked City staff for helping residents with their water service line inventory.
19
20 Councilmember Doolan congratulated staff on their work to make this a significant year in so
21 many areas.
22
23 X.REPORTS FROM CITY MANAGER AND COUNCIL MEMBERS.
24
25 City Manager Yunker had no report.
26
27 Councilmember Randle had no report.
28
29 Councilmember Doolan had no report.
30
31 Councilmember Jenson stated on November 7 he attended the Ramsey County Local League of
32 Government Strategic Planning Meeting. On November 8 he attended the monthly program
33 meeting for the Ramsey County Local League of Government.
34
35 Mayor Webster stated on October 28 she attended the Regional Council of Mayors Meeting. On
36 October 30 she spoke with a class of 2nd grade students. On October 31 she and Councilmember
37 Doolan met with a resident regarding the Tibyan Center. On November 9, she met with the
38 Voyagers. On November 10 she attended the Kiwanis fundraiser. She thanked the
39 Councilmembers for debriefing on the telephone with her.
40
41 XI.COMMUNITY FORUM.
42
43 Mr. Mark Walker 3419 Maplewood Drive stated there are some things he is concerned about.
44 The police partnership is not a good deal for the people of St. Anthony. The Bremer Bank
45 decision made last week sounded like the Council caved to an angry group of people, many of
46 whom don’t live in St. Anthony. This is not a good thing for St. Anthony residents. He stated the
City Council Regular Meeting Minutes
November 12, 2024
Page 11
1 purchasing of electric trucks does not make any sense for a maintenance department in our small
2 community.
3
4 XII.INFORMATION AND ANNOUNCEMENT.
5
6 Councilmember Doolan the Chamber of Commerce Networking Meeting is on November 18
7 from 5-7 p.m. at Steel & Hops.
8
9 November 30 is Small Business Saturday from 10:00 a.m. to 2:00 p.m. at the Community Center.
10
11 XIII. ADJOURNMENT.
12
13 Motion by Councilmember Jenson, seconded by Councilmember Doolan, to adjourn the meeting
14 at 8:25 p.m.
15
16 Motion carried 4-0.
17
18
19 Respectfully submitted,
20 Debbie Wolfe
21 TimeSaver Off Site Secretarial, Inc.
22
23
24
25 Mayor
26 ATTEST:
27 City Clerk
28
Saint Anthony Village
DATE: November 26, 2024 Approved:
TO: Mayor and Councilmembers
FROM: License Clerk
ITEM: License and Permits for Approval:
Mechanical Contractors License
GV Heating & Air, Crystal, MN
Modern Heating & Air, Minneapolis, MN
Residential Rental Licenses
Applicant:Janet Crissinger
Location:2405 39th Ave NE
City of St Anthony Village CITY OF ST ANTHONY CHECK REGISTER Page: 1
Check Issue Dates: 11/13/2024 - 11/26/2024 Nov 20, 2024 12:32PM
Vendor Number Payee Check Issue Date Amount
2048 4815 EXCELSIOR LLC 11/26/2024 1,530.00
1118 56 BREWING 11/26/2024 473.00
13420 ADRIENNE JOHNSON 11/26/2024 336.07
10073 AMERICAN PUBLIC WORKS ASSN 11/26/2024 516.00
1100 ARTISIAN BEER COMPANY 11/26/2024 12,926.70
13423 BARBARA HUSO 11/26/2024 319.35
10149 BATTERIES PLUS 11/26/2024 20.15
10159 BEISSWENGER'S 11/26/2024 135.12
1013 BELLBOY CORPORATION 11/26/2024 1,875.60
1014 BELLBOY CORPORATION 11/26/2024 526.50
10185 BOUND TREE MEDICAL LLC 11/26/2024 216.12
8544 BOURGET IMPORTS 11/26/2024 3,667.00
1018 BREAKTHRU BEVERAGE MINNESOTA BEER LLC 11/26/2024 47,652.39
1011 BREAKTHRU BEVERAGE MN WINE & SPIRITS LL 11/26/2024 12,711.42
1009 BREAKTHRU BEVERAGE MN WINE & SPIRITS LL 11/26/2024 549.75
2014 BROKEN CLOCK BREWING 11/26/2024 833.00
13044 CAPITAL ONE TRADE CREDIT 11/26/2024 32.99
1017 CAPITOL BEVERAGE SALES 11/26/2024 14,975.49
13427 CAPRA'S UTILITIES INC 11/26/2024 5,000.00
10252 CENTERPOINT ENERGY 11/26/2024 1,683.41
10263 CENTURYLINK 11/26/2024 844.10
13337 CL BENSEN CO., INC 11/26/2024 662.34
13121 CLEARWAY COMMUNITY SOLAR LLC 11/26/2024 1,106.80
13421 COLE AND KAYLA SALEWSKI 11/26/2024 1,153.76
10326 COMMERS CONDITIONED WATER 11/26/2024 175.50
1042 CRYSTAL SPRINGS ICE 11/26/2024 344.48
10362 CRYSTEEL TRUCK EQUIPMENT 11/26/2024 162.72
10375 DALCO 11/26/2024 825.98
2049 Dangerous Man Brewing Co. 11/26/2024 1,164.40
13223 DATA PRACTICES OFFICE 11/26/2024 80.00
10432 DORSEY & WHITNEY 11/26/2024 11,044.33
2036 FALLING KNIFE BREWING CO 11/26/2024 606.00
10503 FEDERAL LICENSING, INC. 11/26/2024 119.00
10526 FLEETPRIDE 11/26/2024 144.78
13355 GOFF PUBLIC 11/26/2024 825.00
10585 GRAINGER 11/26/2024 113.16
10624 HAWKINS INC 11/26/2024 50.00
2024 HEADFLYER BREWING 11/26/2024 293.00
10652 HENNEPIN COUNTY ACCOUNTS RECEIVABLE 11/26/2024 1,353.48
10661 HENNEPIN COUNTY TREASURER 11/26/2024 166.68
1019 HOHENSTEIN'S INC 11/26/2024 5,791.90
2013 INBOUND BREWCO 11/26/2024 93.00
2044 INSIGHT BREWING COMPANY 11/26/2024 3,390.23
10733 INSTRUMENTAL RESEARCH, INC. 11/26/2024 120.00
13052 JEFF BELZER'S ROSEVILLE 11/26/2024 119.25
13424 JODEE & BENJAMIN MCCALLUM 11/26/2024 56.80
1102 JOHNSON BROTHERS 11/26/2024 3,762.96
1004 JOHNSON BROTHERS LIQUOR COMPANY 11/26/2024 5,135.97
1005 JOHNSON BROTHERS LIQUOR COMPANY 11/26/2024 6,397.70
1006 JOHNSON BROTHERS LIQUOR COMPANY 11/26/2024 25,585.87
1044 JOHNSON BROTHERS LIQUOR COMPANY 11/26/2024 18,286.70
12615 JOHNSON CONTROLS FIRE PROTECTION LP 11/26/2024 3,334.44
13422 JOSEPH SIVECK 11/26/2024 633.69
City of St Anthony Village CITY OF ST ANTHONY CHECK REGISTER Page: 2
Check Issue Dates: 11/13/2024 - 11/26/2024 Nov 20, 2024 12:32PM
Vendor Number Payee Check Issue Date Amount
10797 KONICA MINOLTA BUSINESS 11/26/2024 4,796.03
13093 LCM CONCRETE & MASONRY INC 11/26/2024 4,215.00
10831 LEAGUE OF MINNESOTA CITIES 11/26/2024 700.00
12894 LEAST SERVICE COUNSELING LLC 11/26/2024 180.00
12757 LEXIPOL LLC 11/26/2024 13,145.80
2045 LIBATION PROJECT 11/26/2024 260.08
10861 LOFFLER COMPANIES - 131511 11/26/2024 46.66
12749 M/A ASSOCIATES 11/26/2024 113.75
1125 MAVERICK (NEGOCE) 11/26/2024 111.96
2029 MEGA BEER 11/26/2024 1,189.25
10916 MENARDS LUMBER 11/26/2024 134.02
2005 MILK AND HONEY CIDERS 11/26/2024 300.00
12940 MINNEHAHA BLDG MAINTENANCE 11/26/2024 76.95
11032 MINNESOTA DEPT OF HEALTH 11/26/2024 5,754.00
2006 MODIST BREWING COMPANY 11/26/2024 184.52
11061 MORRELL ENTERPRISES LP 11/26/2024 1,125.00
13363 MSTS RECEIVABLES LLC 11/26/2024 97.30
1051 NEW FRANCE WINE COMPANY 11/26/2024 3,211.50
13107 NORMS TIRE SALES 11/26/2024 631.36
2052 NOTHING BUT HEMP LLC 11/26/2024 2,121.00
13247 OECS 11/26/2024 950.00
13316 OERTEL ARCHITECTS 11/26/2024 2,242.50
1066 OLD WORLD CANNING COMPANY 11/26/2024 105.48
2038 OLIPHANT BREWING 11/26/2024 1,040.00
13208 PATRICK MILLER CONSTRUCTION 11/26/2024 701.39
1012 PAUSTIS & SONS 11/26/2024 5,705.00
1001 PHILLIPS WINE & SPIRITS 11/26/2024 6,289.82
1002 PHILLIPS WINE & SPIRITS 11/26/2024 3,478.39
11260 PROFESSIONAL TURF & RENOVATION 11/26/2024 11,650.00
2019 PRYES BREWING COMPANY 11/26/2024 894.00
2047 RUE 38 LLC 11/26/2024 260.50
2018 SMALL LOT WINES 11/26/2024 2,272.08
1024 SOUTHERN GLAZER'S OF MN 11/26/2024 5,081.85
1008 SOUTHERN GLAZER'S OF MN 11/26/2024 2,930.73
1026 SOUTHERN GLAZER'S OF MN 11/26/2024 6,681.79
12760 SSI MN TRANCHE 1 LLC 10322006 11/26/2024 810.17
11457 ST ANTHONY VILLAGE CENTER LLC 11/26/2024 2,430.03
2001 STEEL TOE BREWING 11/26/2024 206.00
13178 STEVEN P CARLSON, ATTORNEY AT LAW PLLC 11/26/2024 5,000.00
12123 SUMMIT COMPANIES 11/26/2024 336.00
11545 TEE JAY NORTH, INC 11/26/2024 254.28
13425 THE BANCORP BANK, N.A. 11/26/2024 80.00
11566 TIMESAVER OFF SITE SECRETARIAL 11/26/2024 407.50
11586 TRACY PRINTING 11/26/2024 281.00
12194 TROJAN TECHNOLOGIES 11/26/2024 5,168.80
11626 U.S. BANK (PURCHASING CARD) 11/26/2024 14,758.93
2007 URBAN GROWLER 11/26/2024 314.50
12776 USS MINNESOTA ONE MT LLC 11/26/2024 4,077.92
2023 VENN BREWING CO 11/26/2024 757.00
11674 VERIZON WIRELESS 11/26/2024 50.20
1025 VINOCOPIA 11/26/2024 490.13
11692 W. L. HALL CO. 11/26/2024 620.00
11693 W. W. GOETSCH ASSOCIATES, INC. 11/26/2024 4,236.67
City of St Anthony Village CITY OF ST ANTHONY CHECK REGISTER Page: 3
Check Issue Dates: 11/13/2024 - 11/26/2024 Nov 20, 2024 12:32PM
Vendor Number Payee Check Issue Date Amount
1034 WINE COMPANY THE 11/26/2024 1,264.00
1038 WINE MERCHANTS INC 11/26/2024 7,196.96
1032 WINEBOW 11/26/2024 849.00
11738 WSB & ASSOCIATES INC. 11/26/2024 4,365.00
Grand Totals: 342,555.88
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-081
A RESOLUTION APPOINTING CHRIS COWLES AS THE ELECTRICAL
INSPECTOR FOR THE CITY OF ST. ANTHONY VILLAGE
BE IT RESOLVED by the City Council of St. Anthony Village that the City appoints Chris
Cowles as the Electrical Inspector for the City effective January 1, 2025; and as such, to perform
services related to the Minnesota State Electrical Code
Adopted this 26th day of November, 2024.
_______________________________
Wendy Webster, Mayor
ATTEST:
_________________________
City Clerk
Reviewed for administration:______________________________
Charlie Yunker, City Manager
Grant Agreement
State of Minnesota
Doc Type: Contract/Grant
SWIFT Contract Number: 250105
Agency Interest ID: 259667
Activity ID: PRO20240001
This Grant Agreement is between the state of Minnesota, acting through its Commissioner of the Minnesota Pollution
Control Agency, 520 Lafayette Road North, St. Paul, MN 55155-4194 (“MPCA” or “State”), and St. Anthony Village Wine
and Spirits- Silver Lake Village Location, 2602 39th Avenue NE, St Anthony, MN 55421 ("Grantee").
Recitals
1. Under Minn. Stat. § 116.03, subd. 2, the State is empowered to enter into this grant.
2. The State is in need of the Refrigerant Emissions Reduction Grant project.
3. Grantee will comply with required grants management policies and procedures set forth through Minn. Stat. §
16B.97, subd. 4(a)(1).
4. The Grantee represents that it is duly qualified and agrees to perform all services described in this grant agreement
to the satisfaction of the State. Pursuant to Minn. Stat. § 16B.98, subd. 1, the Grantee agrees to minimize
administrative costs as a condition of this grant.
Grant Agreement
1. Term of Grant Agreement
1.1 Effective date: May 31, 2024, Per Minn. Stat.§16B.98, Subd. 5, the Grantee must not begin work until this
grant contract is fully executed and the State's Authorized Representative has notified the Grantee that work
may commence. Per Minn.Stat.§16B.98 Subd. 7, no payments will be made to the Grantee until this grant
contract is fully executed.
1.2 Expiration date: June 30, 2025, or until all obligations have been satisfactorily fulfilled, whichever occurs first.
1.3 Survival of terms. The following clauses survive the expiration or cancellation of this grant agreement:
Liability; State Audits; Government Data Practices and Intellectual Property; Publicity and Endorsement;
Governing Law, Jurisdiction, and Venue; and Data Disclosure.
2. Grantee’s Duties
The Grantee, who is not a state employee, will do the following to convert to new lower global warming potential
(GWP) refrigerant:
• Replace existing R-22 refrigeration equipment with a new condensing unit, associated piping, and
evaporator units to switch to R-448A.
• Recover existing refrigerant in accordance with Section 608 rules.
3. Time
The Grantee must comply with all the time requirements described in this grant agreement. In the performance of
this grant agreement, time is of the essence.
4. Consideration and Payment
4.1 Consideration. The State will pay for all services performed by the Grantee under this grant agreement as
follows:
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
(a) Compensation. The Grantee will be reimbursed for approved project expenses upon completion of the
project. Grantee certifies they will provide no less than 25% (twenty-five percent) of the total project cost
as cash match. Consulting fees are limited to 25% (twenty-five percent) of the grant amount.
(b) Travel expenses. Reimbursement for travel and subsistence expenses actually and necessarily incurred by
the Grantee as a result of this grant agreement will not exceed $0.00; provided that the Grantee will be
reimbursed for travel and subsistence expenses in the same manner and in no greater amount than
provided in the current "Commissioner’s Plan” promulgated by the Commissioner of Minnesota
Management and Budget (MMB). The Grantee will not be reimbursed for travel and subsistence expenses
incurred outside Minnesota unless it has received the State’s prior written approval for out of state travel.
Minnesota will be considered the home state for determining whether travel is out of state.
(c) Total obligation. The total obligation of the State for all compensation and reimbursements to the
Grantee under this grant agreement will not exceed $11,220.50 (Eleven Thousand Two Hundred Twenty
Dollars and Fifty Cents).
4.2 Payment
(a) Invoices. The State will promptly pay the Grantee after the Grantee presents an itemized invoice for the
services actually performed and the State’s Authorized Representative accepts the invoiced services.
Invoices must be submitted timely and according to the following schedule: upon completion of services.
Invoices must be emailed to mpca.ap@state.mn.us, and contain the following information:
• Name of Grantee
• Grantee project manager
• Grant amount
• Invoice number
• Invoice date
• MPCA project manager
• SWIFT Contract No.
• Copy of your paid in full invoice(s)/receipt(s)
• MPCA approved documentation of switch to lower GWP refrigerant, at least 50% lower GWP than
the current refrigerant.
• MPCA approved proof and/or signed statement that the replaced equipment was recycled or
properly disposed, and that refrigerant was recovered by a Section 608 certified technician.
If there is a problem with submitting an invoice electronically, please contact the Accounts Payable Unit at
651-757-2491.
The Grantee shall submit an invoice for the final payment within 15 (fifteen) days of the original or
amended end date of this grant contract. The State reserves the right to review submitted invoices after
15 (fifteen) days and make a determination as to payment.
(b) Unexpended Funds. The Grantee must promptly return to the State any unexpended funds that have not
been accounted for annually in a financial report to the State due at grant closeout.
4.3 Contracting and Bidding Requirements
Per Minn. Stat. §471.345, grantees that are municipalities as defined in Subd. 1 must follow the law.
(a) For projects that include construction work and have a total project cost of $25,000 or more, prevailing
wage rules apply per Minn. Stat. §§177.41 through 177.44. These rules require that the wages of laborers
and workers should be comparable to wages paid for similar work in the community as a whole.
(b) The grantee must not contract with vendors who are suspended or debarred in MN:
https://mn.gov/admin/osp/government/suspended-debarred/index2.jsp
4.4 Prevailing Wage
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
Pursuant to Minnesota Statutes 177.41 to 177.44 and corresponding Minnesota Rules 5200.1000 to
5200.1120, this contract is subject to the prevailing wages as established by the Minnesota Department of
Labor and Industry. Specifically, all contractors and subcontractors must pay all laborers and mechanics the
established prevailing wages for work performed under the contract. Failure to comply with the
aforementioned may result in civil or criminal penalties. Rates are listed in Attachment A.
In compliance with Minn. Stat. § 177.43, subd. 3 and §177.44, subd. 5, the wages of laborers, workers, and the
mechanics on projects financed in whole or part by State Funds should be comparable to wages paid for
similar work in the community as a whole. Project includes erection, construction, remodeling, or repairing of
a public building or other public work financed in whole or part by State funds.
Any work on real property which uses the skill sets of any trades covered by Labor Code and Class under
prevailing wages is construction and requires prevailing wages. See
http://www.dli.mn.gov/business/employment-practices/prevailing-wage-information for a list of affected
trades.
The Contractor shall pay prevailing wages to its employees when conducting construction activities under this
agreement.
Applicability. In accordance with Minn. Stat. § 177.43, subd. 7. This does not apply to an agreement or work
under an agreement, under which:
A. the estimated total cost of completing the project is less than $2,500 and only one trade or occupation
is required to complete the work; or
B. the estimated total cost of completing the project is less than $25,000 and more than one trade or
occupation is required to complete it.
Choose from Commercial, Highway/Heavy, or Residential Wage Rates:
The prevailing wage rate requirements are attached as Attachment A.
Prevailing Wage Payroll Information:
In accordance with Minn. Stat. § 177.30, subd. 4, and § 177.43, subd. 3, the Contractor and Subcontractor
shall furnish to the Contracting Authority and the Project Owner:
• All payrolls, of all workers on the project, a certified payroll report via e-mail as attachments, a State of
Minnesota Prevailing Wage Payroll Report as a Microsoft Excel file and Statement of Compliance Form
as a PDF file to the appropriate e-mail addresses: prevailingwage.pca@state.mn.us and
carlee.kjeldahl@state.mn.us.
• The Subject line on the Contractor’s or Subcontractor’s e-mail must give their firm’s name and the
Contract or Purchase Order Number.
• These completed forms must be furnished not more than 14 days after the end of each pay period.
• The State of Minnesota Prevailing Wage Payroll Report and Statement of Compliance Form are available
at http://www.dli.mn.gov/sites/default/files/pdf/pw_certified_payroll_form.pdf. Submit the completed
and signed State of Minnesota Prevailing Wage Payroll Report as a Microsoft Excel file and the
Statement of Compliance Form as a PDF file, no other payroll forms will be accepted to meet this
requirement.
The prevailing wage payroll information forms that are submitted shall be maintained by the contracting
agency for a minimum of three years after final payment has been made on the project. All of the data
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
provided on the Prevailing Wage Payroll Information Form will be public data, which is available to anyone
upon request.
Refer vendor questions regarding the Prevailing Wage Laws to the Department of Labor and Industry at 651-
284-5091 or visit the website for Labor Standards Section, Prevailing Wage
http://www.dli.mn.gov/business/employment-practices/prevailing-wage-information
All construction work needs an IC-134 form submitted by the Contractor before payment can be made. The
Contractor can find a copy of the IC-134 online at the Minnesota Department of Revenue website at
https://www.revenue.state.mn.us/sites/default/files/2019-01/ic134.pdf.
4.5 Reporting Requirements
Grantees are required to submit invoices and supporting documentation after project completion. A final site
visit or request for photos may be requested by the MPCA staff to view the grant-supported improvements
and potentially work with awardees to educate others.
5. Conditions of Payment
All services provided by the Grantee under this grant agreement must be performed to the State’s satisfaction, as
determined at the sole discretion of the State’s Authorized Representative and in accordance with all applicable
federal, state, and local laws, ordinances, rules, and regulations. The Grantee will not receive payment for work
found by the State to be unsatisfactory or performed in violation of federal, state, or local law.
6. Authorized Representative
The State's Authorized Representative/Project Manager is Carlee Kjeldahl, 520 Lafayette Road North, St. Paul, MN
55155, 651-757-2171, carlee.kjeldahl@state.mn.us, or their successor, and has the authority to monitor the
Grantee’s performance and the authority to accept the services provided under this grant agreement. If the services
are satisfactory, the State's Authorized Representative/Project Manager will certify acceptance on each invoice
submitted for payment.
The Grantee’s Authorized Representative/Project Manager is Michael Larson, 2602 39th Avenue NE, St Anthony,
MN 55421, 612-782-3455, mike.larson@savmn.com, or their successor. If the Grantee’s Authorized Representative
changes at any time during this grant agreement, the Grantee must immediately notify the State.
7. Assignment, Amendments, Change Orders, Waiver, and Grant Agreement Complete
7.1 Assignment. The Grantee shall neither assign nor transfer any rights or obligations under this grant agreement
without the prior written consent of the State, approved by the same parties who executed and approved this
grant agreement, or their successors in office.
7.2 Amendments. Any amendments to this grant agreement must be in writing and will not be effective until it
has been executed and approved by the same parties who executed and approved the original grant
agreement, or their successors in office.
7.3 Change orders. If the State's Project Manager or the Grantee’s Authorized Representative identifies a change
needed in the workplan and/or budget, either party may initiate a Change Order using the Change Order Form
provided by the MPCA. Change Orders may not delay or jeopardize the success of the Project, alter the overall
scope of the Project, increase or decrease the overall amount of the Contract/Agreement, or cause an
extension of the term of this Agreement. Major changes require an Amendment rather than a Change Order.
The Change Order Form must be approved and signed by the State's Project Manager and the Grantee’s
Authorized Representative in advance of doing the work. Documented changes will then become an integral
and enforceable part of the Agreement. The MPCA has the sole discretion on the determination of whether a
requested change is a Change Order or an Amendment. The state reserves the right to refuse any Change
Order requests.
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
7.4 Waiver. If the State fails to enforce any provision of this grant agreement, that failure does not waive the
provision or the State’s right to enforce it.
7.5 Grant agreement complete. This grant agreement contains all negotiations and agreements between the
State and the Grantee. No other understanding regarding this grant agreement, whether written or oral, may
be used to bind either party.
8. Indemnification
The Grantee must indemnify, save, and hold the State, its agents, and employees harmless from any claims or
causes of action, including attorney’s fees incurred by the State, arising from the performance of this grant
agreement by the Grantee or the Grantee’s agents or employees. This clause will not be construed to bar any legal
remedies the Grantee may have for the State's failure to fulfill its obligations under this grant agreement.
9. State Audits
Under Minn. Stat. § 16B.98, subd.8, the Grantee’s books, records, documents, and accounting procedures and
practices of the Grantee or other party relevant to this grant agreement or transaction are subject to examination by
the State and/or the State Auditor or Legislative Auditor, as appropriate, for a minimum of six years from the end of
this grant agreement, receipt and approval of all final reports, or the required period of time to satisfy all state and
program retention requirements, whichever is later.
10. Government Data Practices and Intellectual Property
10.1 Government data practices. The Grantee and State must comply with the Minnesota Government Data
Practices Act, Minn. Stat. Ch. 13, as it applies to all data provided by the State under this grant agreement, and
as it applies to all data created, collected, received, stored, used, maintained, or disseminated by the Grantee
under this grant agreement. The civil remedies of Minn. Stat. § 13.08 apply to the release of the data referred
to in this clause by either the Grantee or the State. If the Grantee receives a request to release the data
referred to in this Clause, the Grantee must immediately notify the State. The State will give the Grantee
instructions concerning the release of the data to the requesting party before the data is released. The
Grantee’s response to the request shall comply with applicable law.
10.2 Intellectual property rights
(a) Intellectual property rights. The State owns all rights, title and interest in all of the intellectual property
rights, including copyrights, patents, trade secrets, trademarks, and service marks in the Works and
Documents created and paid for under this grant agreement. Works means all inventions, improvements,
discoveries (whether or not patentable), databases, computer programs, reports, notes, studies,
photographs, negatives, designs, drawings specifications, materials, tapes, and disks conceived, reduced to
practice, created or originated by the Grantee, its employees, agents, and subcontractors, either
individually or jointly with others in the performance of this grant agreement. Works includes
“Documents.” Documents are the originals of any databases, computer programs, reports, notes studies,
photographs, negatives, designs, drawings, specifications, materials, tapes, disks, or other materials,
whether in tangible or electronic forms, prepared by the Grantee, its employees, agents, or
subcontractors, in the performance of this grant agreement. The Documents shall be the exclusive
property of the State and all such Documents must be immediately returned to the State by the Grantee,
at the Grantee’s expense, upon the written request of the State, or upon completion, termination, or
cancellation of this grant agreement. To the extent possible, those Works eligible for copyright protection
under the United States’ Copyright Act will be deemed to be “works made for hire.” The Grantee assigns
all right, title, and interest it may have in the Works and the Documents to the State. The Grantee must, at
the request of the State, execute all papers and perform all other acts necessary to transfer or record the
State’s ownership interest in the Works and Documents.
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
(b) Obligations.
(1) Notification. Whenever any invention, improvement, or discovery (whether or not patentable) is
made or conceived for the first time or actually or constructively reduced to practice by the Grantee,
including its employees and subcontractors, in the performance of this grant agreement, the Grantee
shall immediately give the State’s Authorized Representative written notice thereof, and must
promptly furnish the Authorized Representative with complete information and/or disclosure therein.
(2) Representation. The Grantee must perform all acts, and take all steps necessary to ensure that all
intellectual property rights in the Works and Documents are the sole property of the State, and that
neither Grantee nor its employees, agents, or subcontractors retain any interest in and to the Works
and Documents. The Grantee represents and warrants that the Works and Documents do not and will
not infringe upon any intellectual property rights of other persons or entities. Notwithstanding Clause
Liability, the Grantee shall indemnify, defend, to the extent permitted by the Attorney General, and
hold harmless the State, at the Grantee’s expense, from any action or claim brought against the State
to the extent that it is based on a claim that all or part of the Works or Documents infringe upon the
intellectual property rights of others. The Grantee will be responsible for payment of any and all such
claims, demands, obligations, liabilities, costs, and damages, including, but not limited to, attorney
fees. If such a claim or action arises or in Grantee’s or the State’s opinion is likely to arise, the Grantee
must, at the State’s discretion, either procure for the State the right or license to use the intellectual
property rights at issue or replace or modify the allegedly infringing Works or Documents as necessary
and appropriate to obviate the infringement claim. This remedy of the State will be in addition to and
not exclusive of other remedies provided by law.
(3) License. The State hereby grants a limited, no-fee, noncommercial license to the Grantee to enable
the Grantee’s employees engaged in research and scholarly pursuits to make, have made, reproduce,
modify, distribute, perform, and otherwise use the Works, including Documents, for research activities
or to publish in scholarly or professional journals, provided that any existing or future intellectual
property rights in the Works or Documents (including patents, licenses, trade or service marks, trade
secrets, or copyrights) are not prejudiced or infringed upon, that the Minnesota Data Practices Act is
complied with, and that individual rights to privacy are not violated. The Grantee shall indemnify and
hold harmless the State for any claim or action based on the Grantee’s use of the Works or Documents
under the provisions of Clause 10.2(b)(2). Said license is subject to the State’s publicity and
acknowledgement requirements set forth in this grant agreement. The Grantee may reproduce and
retain a copy of the Documents for research and academic use. The Grantee is responsible for security
of the Grantee’s copy of the Documents. A copy of any articles, materials or documents produced by
the Grantee’s employees, in any form, using or derived from the subject matter of this license, shall be
promptly delivered without cost to the State.
11. Workers’ Compensation
The Grantee certifies that it is in compliance with Minn. Stat. § 176.181, subd. 2, pertaining to workers’
compensation insurance coverage. The Grantee’s employees and agents will not be considered State employees.
Any claims that may arise under the Minnesota Workers’ Compensation Act on behalf of these employees and any
claims made by any third party as a consequence of any act or omission on the part of these employees are in no
way the State’s obligation or responsibility.
12. Publicity and Endorsement
12.1 Publicity. Any publicity regarding the subject matter of this grant agreement must identify the State as the
sponsoring agency and must not be released without prior written approval from the State’s Authorized
Representative. For purposes of this provision, publicity includes notices, informational pamphlets, press
releases, research, reports, signs, and similar public notices prepared by or for the Grantee individually or
jointly with others, or any subcontractors, with respect to the program, publications, or services provided
resulting from this grant agreement. All projects primarily funded by state grant appropriations must publicly
credit the State of Minnesota, including on the grantee’s website when practicable.
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
12.2 Endorsement. The Grantee must not claim that the State endorses its products or services.
13. Governing Law, Jurisdiction, and Venue
Minnesota law, without regard to its choice-of-law provisions, governs this grant agreement. Venue for all legal
proceedings out of this grant agreement, or its breach, must be in the appropriate state or federal court with
competent jurisdiction in Ramsey County, Minnesota.
14. Termination
13.1 Termination by the State. The State or Grantee may immediately terminate this grant agreement with or
without cause, upon 30-days’ written notice to the other party. Upon termination, the Grantee will be entitled
to payment, determined on a pro rata basis, for services satisfactorily performed.
13.2 Termination for cause. The State may immediately terminate this grant agreement if the State finds that there
has been a failure to comply with the provisions of this grant agreement, that reasonable progress has not
been made or that the purposes for which the funds were granted have not been or will not be fulfilled. The
State may take action to protect the interests of the state of Minnesota, including the refusal to disburse
additional funds and requiring the return of all or part of the funds already disbursed.
13.3 Termination for insufficient funding. The State may immediately terminate this grant agreement if:
(a) It does not obtain funding from the Minnesota Legislature.
(b) Or, if funding cannot be continued at a level sufficient to allow for the payment of the services covered
here. Termination must be by written or fax notice to the Grantee. The State is not obligated to pay for
any services that are provided after notice and effective date of termination. However, the Grantee will be
entitled to payment, determined on a pro rata basis, for services satisfactorily performed to the extent
that funds are available. The State will not be assessed any penalty if the agreement is terminated because
of the decision of the Minnesota Legislature, or other funding source, not to appropriate funds. The State
must provide the Grantee notice of the lack of funding within a reasonable time of the State’s receiving
that notice.
15. Data Disclosure
Under Minn. Stat. § 270C.65, subd. 3, and other applicable law, the Grantee consents to disclosure of its social
security number, federal employer tax identification number, and/or Minnesota tax identification number, already
provided to the State, to federal and state tax agencies and state personnel involved in the payment of state
obligations. These identification numbers may be used in the enforcement of federal and state tax laws which could
result in action requiring the Grantee to file state tax returns and pay delinquent state tax liabilities, if any.
15. Payment to subcontractors (if applicable)
As required by Minn. Stat. § 16A.1245, the prime contractor must pay all subcontractors, less any retainage, within
10 calendar days of the prime contractor's receipt of payment from the State for undisputed services provided by
the subcontractor(s) and must pay interest at the rate of one and one-half percent per month or any part of a month
to the subcontractor(s) on any undisputed amount not paid on time to the subcontractor(s).
Signatures
Title Name Signature Date
\t1\ \n1\ \s1\ \d1\
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Christensen,Katie Joan June 4, 2024Contract Specialist
\t2\ \n2\ \s2\ \d2\
\t3\ \n3\ \s3\ \d3\
\t4\ \n4\ \s4\ \d4\
\t5\ \n5\ \s5\ \d5\
\t6\ \n6\ \s6\ \d6\
Admin ID
\a1\
DocuSign Envelope ID: 77B6E632-D377-4B02-A576-E7A4EE1F5727
June 10, 2024Liquor Operations Manager Michael Larson
Felicia MerksonAssistant Division Director June 12, 2024
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-087
A RESOLUTION APPROVING THE REFRIGERANT EMISSIONS REDUCTION GRANT
AGREEMENT BETWEEN THE CITY OF ST. ANTHONY VILLAGE AND THE MINNESOTA
POLLUTION CONTROL AGENCY (MPCA)
WHEREAS, The municipal liquor store located at 2700 County Rd 88, recently had a cooler
equipment failure, and;
WHEREAS, The equipment replacement qualifies for the State of Minnesota’s Pollution Control’s
Refrigerant Emissions Reduction Grant for partial reimbursement of the replacement
cost, and;
WHEREAS,The City of St. Anthony Village has submitted an application to the MPCA for said grant
to provide for a partial reimbursement of the replacement cost, and:
WHEREAS, The City has been awarded an amount not to exceed $11,220.50 for all compensation and
reimbursements for the replacement equipment.
NOW, THEREFORE, BE IT RESOLVED by the City Council of St. Anthony Village that the council
approves the agreement between the City of St. Anthony and the Minnesota Pollution Control Agency for
a grant for partial reimbursement for the cost of replacing the municipal liquor store’s refrigeration
equipment .
Adopted this 26h day of November, 2024.
_______________________________
Wendy Webster, Mayor
ATTEST:
_________________________
City Clerk
Reviewed for administration:______________________________
Charlie Yunker, City Manager
REQUEST FOR COUNCIL CONSIDERATION
To:Saint Anthony Village City Council
From:Charlie Yunker, City Manager
Date:November 26, 2024 City Council Meeting
Resolution:Resolution 24-082 Approving the On-Sale Intoxicating Liquor License for Five Hole at 3701
Stinson Blvd
OVERVIEW
In front of you this evening is a resolution to approve an On-Sale Intoxicating Liquor License for Five Hole at
3701 Stinson Blvd.
The City limits number of on-sale intoxicating liquor licenses, at any 1 time there shall not be more than 4 on-
sale intoxicating liquor licenses issued by the city. Currently we have 2 establishments with this type of liquor
license.
RECOMMENDATION
Staff has completed background checks, and staff is recommending approving the On-sale Intoxicating Liquor
License.
Attachment:
Resolution 24-082
Public Hearing Notice
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-082
A RESOLUTION APPROVING ON-SALE INTOXICATING LIQUOR LICENSE
FOR THE FIVE HOLE LOCATED AT 3701 STINSON BLVD
WHEREAS,the applicant’s filed a completed application for an On-sale Intoxicating
Liquor License for Five Hole located at 3701 Stinson Blvd on October 31,
2024; and
WHEREAS, Staff has reviewed the application materials and completed a background
check; and
WHEREAS, Staff recommends approval of an On-Sale Intoxicating Liquor License for
Five Hole located at 3701 Stinson Blvd.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Saint
Anthony Village hereby approves an On-sale Intoxicating Liquor License for
Five Hole located at 3701 Stinson Blvd.
Adopted this 26th day of November, 2024.
____________________________
Wendy Webster, Mayor
ATTEST:
____________________________
City Clerk
Reviewed for administration:____________________________
Charlie Yunker, City Manager
NOTICE OF A PUBLIC HEARING
Notice is hereby given that on November 26, 2024, 7:00 p.m. at City Hall, 3301 Silver Lake Road, the City
Council will hold a public hearing to solicit public response an application for a new on-sale liquor license
for the Five Hole located at 3701 Stinson Blvd. Per Ordinance 112.06,The City Council shall conduct a
public hearing on the application for a new on-sale intoxicating liquor license with a reasonable period
following receipt of a complete application and completion of the a background investigation.
Those persons having an interest, are encouraged to attend. Oral testimony will be accepted on the
above subject at this meeting. Written comments may be taken at the St. Anthony Village City Hall,
3301 Silver Lake Road, St. Anthony Village, Minnesota 55418 until the date of the hearing. Questions
may be directed to the City Clerk at 612-782-3314.
The City Council agenda and packet item relating to this application will be made available prior to the
meeting online at www.savmn.com
Jennifer Doyle
City Clerk
Publication:
Star Tribune
November 12, 2024
REQUEST FOR COUNCIL CONSIDERATION
To:Saint Anthony Village City Council
From:Charlie Yunker, City Manager
Date:November 26, 2024 City Council Meeting
Resolution:Resolution 24-083 Approving the Gambling License for Lake Region Hockey Association at the
Five Hole located at 3701 Stinson Blvd
OVERVIEW
In front of you this evening is a resolution to approve a Gambling License for Lake Region Hockey Association
located at the Five Hole at 3701 Stinson Blvd.
The Lake Region Hockey Association secured a lease with the Five Hole for gambling that will begin around Mid-
December, 2024. The organization is applying for a Premise Permit for gambling with the State of Minnesota. A
requirement of the State permit application is acknowledgement by the local unit of government and allowance
of the gambling to take place within city limits.
RECOMMENDATION
Staff is recommending approving of this Gambling License.
Attachment:
Resolution 24-083
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-083
APPROVING THE LG214 PREMISES PERMIT APPLICATION FOR THE
LAKE REGION HOCKEY ASSOCIATION AT THE FIVE HOLE SPORTS BAR AND
GRILL LOCATED AT 3701 STINSON BLVD
WHEREAS, the City Council of the City of St. Anthony allows LG214 Premises Permits to be
issued within the city; and
WHEREAS, the City of St. Anthony approves the LG214 Premises Permit for the Lake Region
Hockey Association at the Five Hole Sports Bar and Gill located at 3701 Stinson
Blvd.
NOW THEREFORE IT BE RESOLVED that the City of St. Anthony approves the LG214
Premises Permit for the Lake Region Hockey Association at the Five Hole Sports Bar and Grill
located at 3701 Stinson Blvd.
Adopted this 26th day of November, 2024.
___________________________________
Wendy Webster, Mayor
ATTEST: ________________________________
City Clerk
Reviewed for Administration: __________________________________
Charlie Yunker, City Manager
11/8/2024
1
UTILITY RATES 2025
PARAMETERS
•Align revenue sources with corresponding costs
•Provide transparency as to the basis of rates and rate
adjustments
•Maintain a structurally balanced operation
•Ensure that rates appropriately support the ability to:
•Provide safe drinking water
•Properly discharge sanitary sewer flows
•Appropriate control and treatment of storm water runoff
11/8/2024
2
WATER COSTS
Water Fund expenditures are comprised of two primary operating functions:
Production
$1,038,888
Distribution
$875,593
ADJUSTMENT TO DISTRIBUTION FEE
The current recommendation
includes:
•Continuing the phase-in of a
quarterly fee to support
distribution system costs
•Quarterly Water
Distribution fee will increase
by $1.50
11/8/2024
3
ADJUSTMENT IN USAGE RATES
The current recommendation
includes:
•The Water usage tier rates
increases will range from
12-20 cents per 1,000
gallons in 2025
•Water consumption for
2025 is projected at a
similar level to 2024
ADJUSTMENT’S IMPACTS
Per 1000 Gallons
2025
Rates
2024
Rates $ Change
Water Tier I 3.44 3.32 0.12
Water Tier II 3.62 3.50 0.12
Water Tier III 3.99 3.85 0.14
Water Tier IV 4.57 4.41 0.16
Water Tier V 5.73 5.53 0.20
Irrigation 4.57 4.41 0.16
Quarterly flat fee 27.00 25.50 1.50
11/8/2024
4
SANITARY SEWER COSTS
Sewer Fund expenditures are comprised of two primary operating functions:
Treatment
$995,456
Collection
$584,010
ADJUSTMENT TO COLLECTION FEE
The current recommendation
includes:
•Continuing the phase-in of
the quarterly fee to support
collection system costs
•Quarterly Sewer Collection
fee will increase by $2.00
11/8/2024
5
ADJUSTMENT IN USAGE RATE
The current recommendation includes:
•Continue to manage the growth in usage
rates to recognize the revenues provided by
the phase in of the Sewer collection fee
•MCES treatment rate up 15.4% -based on
increase in volume plus 5.6% increase in
rates
•The Sewer usage rate will increase to $5.12
per 1,000 gallons
ADJUSTMENT’S
IMPACTS
Recommended 2025 Sewer Rates:
2025 2024
Per 1000
gallons Rates Rates $
Increase
Sewer Usage
rate 5.12 4.85 $.27
Qtr. Collection
system charge 23.25 21.25 $2.00
11/8/2024
6
STORMWATER RATES
▪Residential Stormwater rates
will have an inflationary
increase, while the rates for
classifications 4-6 will be
adjusted greater amounts to
move towards closing the
gap between St. Anthony’s
rates and surrounding
communities. Rates for
classifications 1-6 in 2025 are
as follows:
RATE SURVEY
Cities Surveyed Saint Anthony Saint Anthony Arden Hills Roseville Columbia Heights Columbia Heights Minneapolis Spring Lake Park Mounds View New Brighton
2025 Proposed 2024 ACTUAL 2024 ACTUAL 2024 ACTUAL 2024 ACTUAL 2025 ACTUAL 2024 ACTUAL 2024 ACTUAL 2024 ACTUAL 2024 ACTUAL
Water Charges
Flat fee / Min 27.00 25.50 44.69 42.34 44.16 45.11 22.50 18.18 23.00 33.44
Usage rate per gallon
Tier 1 3.44 3.32 3.56 3.90 5.71 5.85 5.03 2.02 2.85 4.18
Tier 2 3.62 3.50 4.58 4.87 7.15 7.33 2.28 3.14
Tier 3 3.99 3.85 8.10 6.10 3.51 3.61
Tier 4 4.57 4.41 3.91
Tier 5 5.73 5.53 4.24
Tier 6 4.60
Sewer Charges
Flat fee / Min 23.25 21.25 66.96 43.98 31.66 32.45 20.75 67.26 45.69 46.80
Non meter sewer NA NA 186.26 NA NA NA NA NA NA NA
Usage rate per gallon 5.12 4.85 6.90 2.75 3.43 3.52 7.70 3.67 3.64 5.85
Storm Water Charges
Residential - SF 18.35 17.60 17.39 26.75 18.22 19.13 15.04 6.00 17.00 22.59
Residential - DUPLEX +18.35 17.60 22.55 26.75 18.22 19.13 15.04 6.00 17.00 22.59
APARTMENT / COND 78.21 69.21 141.97 206.97 120.17 126.18 prorated prorated 92.83-110.08 149.73
Industrial / Commercial 99.98 87.98 221.66 413.76 264.43 277.65 prorated prorated 116.83-144.19 280.64
11/8/2024
7
IMPACTS
BY TIER
LEVELS
The annual impact of the recommended rates on a
residential customer at each tier level would be as follows:
Tier Level 1st -7,500 2nd -15,000 3rd -22,000 4th -30,000 5th- 37,500
Distribution (1st Qrt. 2024)37%45%15%3%1%
2025 Proposed 132.80 198.35 266.68 339.35 420.73
2024 Actual 125.63 188.25 253.50 322.95 400.80
Quarterly Increase 7.17 10.10 13.18 16.40 19.93
Annual Increase 28.70 40.40 52.70 65.60 79.70
QUESTIONS?Call Finance Director: Deborah
Maloney 612-782-3316
ORDINANCE NO. 2024-07
SAINT ANTHONY VILLAGE, MINNESOTA
AN ORDINANCE AMENDING MULTIPLE SECTIONS OF CHAPTER 33 SEWER, WATER,
LICENSE AND PERMIT FEES, STORM WATER FACILITIES
The City Council of the City of Saint Anthony Village ordains as follows:
Section One. Amendment to the City of Saint Anthony Village City Code to Amend Sections §33.018 Sewer
Charge Rate and Metro Rate Surcharge, §33.036 Water Charges to Owner, §33.038 Commencing & Discontinuing
Service, §33.061 Establishment of Fee Amounts, and §33.090 Charges for Storm Water Facilities, of the City Code
of the City of Saint Anthony Village is hereby amended as follows. The deleted language is represented by
strikethrough text. The additional language is represented by single underlined text.
Section Two. Effective Date. This Ordinance amendment shall be in full force and effect upon its publication
as provided by law.
§ 33.018 SEWER CHARGE RATES AND METRO WASTE SURCHARGE.
All sewer charges will be billed at the current rate of $4.85$5.12 per 1,000 gallons, quarterly Collection
system charge $21.25$23.25 per residential equivalency unit.
§ 33.036 WATER RATES.
Water Usage billing will be computed quarterly based on metered water used according to the tiered rates
system below, quarterly Distribution system charge $25.5027.00 per residential equivalency unit.
(A) Residential.
RESIDENTIAL
Consumption
(gallons)
Rate/per 1,000 gallons
TIER I 0-7,500 $3.32$3.44
TIER II 7,500-15,000 $3.50$3.62
TIER III 15,000-22,500 $3.85$3.99
TIER IV 22,500-30,000 $4.41$4.57
TIER V Over 30,000 $5.53$5.73
(B) Multi-family. The multi-family quarterly water usage billing is based on the total consumption divided by
the number of units to determine the consumption per unit. Multi -family customers are billed according to the
residential tier rate structure.
(C) Commercial.
COMMERCIAL
Consumption
(gallons)
Rate/per 1,000 gallons
TIER I 0-7,500 $3.32$3.44
TIER II 7,500-53,500 $3.50$3.62
TIER III 53,500-175,000 $3.85$3.99
TIER IV 175,000-300,000 $4.41$4.57
TIER V Over 300,000 $5.53$5.73
(D) Wilshire
Elementary.
WILSHIRE
Rate/per 1,000 gallons
TIER I 0-7,500 $3.32$3.44
TIER II 7,500-510,000 $3.50$3.62
TIER III 510,000-610,000 $3.85$3.99
TIER IV 610,000-710,000 $4.41$4.57
TIER V Over 710,000 $5.53$5.73
(E) St. Anthony High
School. SAVHS
Consumption
(gallons)
Rate/per 1,000 gallons
TIER I 0-7,500 $3.32$3.44
TIER II 7,500-850,000 $3.50$3.62
TIER III 850,000-1,150,000 $3.85$3.99
TIER IV 1,150,000-1,450,000 $4.41$4.57
TIER V Over 1,450,000 $5.53$5.73
(F) Happy’s Potato
Chips. HAPPY’S
Consumption
(gallons)
Rate/per 1,000 gallons
TIER I 0-7,500 $3.32$3.44
TIER II 7,500-3,650,000 $3.50$3.62
TIER III 3,650,000-4,650,000 $3.85$3.99
TIER IV 4,650,000-5,650,000 $4.41$4.57
TIER V Over 5,650,000 $5.53$5.73
§ 33.038 COMMENCING OR DISCONTINUING SERVICE.
A hookup charge of $105 must be paid before water service to a property is first provided. A charge of $15.00
will be made for shutting off or turning on the water supply to a premise.
§ 33.061 ESTABLISHMENT OF FEE AMOUNTS.
These fees are set by Resolution as stated in §33.062. The dollar amounts of fees required by this code as
stated in the following table. In addition to the application fee, applicants are responsible for the City’s out-of-
pocket costs for the planner, engineer, attorney and/or other consultants to review the application. To provide
for payment of such costs, the applicant will make a deposit (escrow) with the city at the end of the tie of
application submittal, in an amount determined by the City Manager. If costs are less than the deposit
(escrow), the difference will be billed to the applicant.
Miscellaneous Permits
Antennas, disk antennas and towers Per Building Permit Fee Schedule
Demolition Permit $50.0075.00 Residential
$75.00100 Commercial
Driveway/Sidewalk $75.00
Fence $75.00
Hydrant Meter Rental $500 deposit plus cost of water usage per Tier IV water fee
Public Safety $20.00
Solar Fee based on Building permit valuation
Zoning Permit $75.00
Storage Tank Removal $95.00
§ 33.090 CHARGES FOR STORM WATER FACILITIES.
Effective Date: This ordinance shall become effective as of its publication.
First Reading: November 12, 2024
Second Reading: November 26, 2024
Adopted: December 10, 2024
CITY OF SAINT ANTHONY VILLAGE
By:_________________________________
Wendy Webster, Mayor
ATTEST:
AYES: NAYS: By:_________________________________
City Clerk
Publish: Star Tribune
Publication Date: Friday, December 13, 2024
Classification Quarterly Charge
1 - Cemeteries, parks, golf courses, parks, golf courses,
railroads, vacant land $18.19$18.94 per acre
2 – R-1, R-1a, and R-2 residential $17.60$18.35 per unit
3 – R-3 Residential $17.60$18.35 per unit
4 – Schools and institutional uses $54.15$61.15 per acre
5 – R-4 Residential, churches & manufactured home parks $69.21$78.21 per acre
6 – Commercial & Industrial $87.98$99.98 per acre
REQUEST FOR COUNCIL CONSIDERATION
To:Saint Anthony Village City Council
From:Charlie Yunker, City Manager
Date:November 26 22, 2024 City Council Meeting
Resolution:Resolution 24-084 Approving the 2025-2026 Agreement between the International Association
of Fire Fighters, Local 3486 Representing the Saint Anthony Fire Department Employees and the
City of Saint Anthony Village
BACKGROUND
For your approval is a resolution approving the 2025-2026 Agreement between the International Association of
Fire Fighters, Local 3486 representing the Saint Anthony Fire Department Employees and the City of Saint
Anthony Village.
The City and Union have an agreed-upon set of peers utilized for comparison for each negotiation. This set of
peers is based on the closest comparative department to Saint Anthony Village that considers a combination of
city population, department size and scope of services and capabilities. This set of peers is used to determine
appropriate wage levels and well as other aspects such as unform allowances, special pay rates, etc.
The City also has a practice if applying the appropriate Cost of Living (COLA) adjustment across all positions
throughout the city. This amount is determined by a combination of the identified peer and information from
around the metropolitan region to ensure wages remain competitive. At times market adjustments are
necessary when certain positions market wage pressure exceeds the annual COLA adjustments.
The City also follows the common practice of negotiating two-year agreements so negotiations aren’t necessary
each year and can provide predictability for the second year’s overall city budget and levy for personnel costs.
This year it was evident that wages across all positions were increasing more rapidly than previous years, and
market adjustments were needed in order to remain competitive. This was discussed at budget work sessions
during the budget and levy process.
Through negotiations, the union agreed to a 3% COLA increase for each year of the contract. The union also
requested a market adjustment in an effort to be at a comparable level to the department’s peers. After review
and negotiations, the union agreed to a 4% market adjust for 2025.
Summary of changes in the Police Department contract:
Paramedic pay increase from 4% over Firefighters to 8% to align with peers.
A 1% increase for each Longevity tier to also align with peers.
There were also language changes to the contract that removed some duties and special pay now that there is a
Full-Time Deputy Fire Chief that has taken on those responsibilities. (ie: training responsibilities)
RECOMMENDATION
Staff recommends approval of the 2025-2026 Agreement between the International Association of Fire Fighters,
Local 3486 Representing the Saint Anthony Fire Department Employees and the City of Saint Anthony Village.
ATTACHMENTS
2025-2026 Contract
Resolution 24-084
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AGREEMENT
BETWEEN
CITY OF ST. ANTHONY
AND
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 3486 (ST. ANTHONY FIRE FIGHTERS)
January 1, 2025 - December 31, 2026
ii
TABLE OF CONTENTS
Page Number
1. PURPOSE OF AGREEMENT .................................................................................. 1
2. RECOGNITION ........................................................................................................ 1
3. DEFINITIONS ........................................................................................................... 1
4. RIGHTS, PRIVILEGES AND WORKING CONDITIONS ........................................... 3
5. EMPLOYER AUTHORITY ........................................................................................ 3
6. GRIEVANCE PROCEDURE ...................................................................................... 3
7. SAVINGS CLAUSE .................................................................................................. 5
8. SENIORITY............................................................................................................... 5
9. DISCIPLINE .............................................................................................................. 6
10. WAGE SCHEDULE .................................................................................................. 6
11. SCHOOLS AND TRAINING SESSIONS .................................................................. 7
12. PROMOTION ........................................................................................................... 7
13. CLOTHING MAINTENANCE ALLOWANCE............................................................ 8
14. PERSONAL TIME OFF ............................................................................................. 8
15. HOLIDAYS ............................................................................................................. 10
16. FUNERAL LEAVE ................................................................................................... 10
17. HOSPITAL AND GROUP INSURANCE ................................................................. 11
18. SHIFT EXCHANGE ................................................................................................ 11
19. LONGEVITY ........................................................................................................... 11
20. NON-DISCRIMINATION ........................................................................................ 12
21. CALL-BACK ............................................................................................................ 12
22. DURATION............................................................................................................. 12
23. EXECUTION SIGNATURES .................................................................................. 12
24. ATTACHMENT A ................................................................................................... 13
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LABOR AGREEMENT BETWEEN
THE CITY OF ST. ANTHONY
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 3486
(ST. ANTHONY FIREFIGHTERS)
1. PURPOSE OF AGREEMENT.
1.1. This agreement is entered into between the City of St. Anthony, hereinafter referred to as
the EMPLOYER, and the International Association of Firefighters Local 3486, hereinafter
referred to as the UNION. The EMPLOYER and the UNION, through this Agreement,
continue to pledge their dedication to the highest quality of public service by methods,
which will best serve the needs of the general public.
1.2. It is the intent and purpose of this agreement to:
1.2.1. Achieve orderly and peaceful relations.
1.2.2. Establish the full and complete understanding of the parties concerning the terms
and conditions of this Agreement.
1.2.3. Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this Agreement.
1.2.4. Place in written form the parties' agreement upon the terms and conditions of
employment for the duration of this Agreement.
2. RECOGNITION.
2.1. The EMPLOYER recognizes the UNION as the exclusive representative, under
Minnesota Statutes, Section 179A, for all uniformed, full time Fire Department personnel,
whose job classifications are, Captain, Paramedic and Fire Equipment Operator
(FEO)/Fire Fighter.
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.
3. DEFINITIONS.
3.1. Base Pay Rate: the EMPLOYEE'S monthly pay rate exclusive of any other special
allowance.
3.2. Call-Back, Emergency: a call by the EMPLOYER to an EMPLOYEE(S) to report for work
during an EMPLOYEE'S scheduled off duty time due to an emergency.
3.3. Call-Back, Regular Duty: an EMPLOYEE, who is scheduled after the normal duty shift, to
be called back to duty.
3.4. Compensatory Time: paid time off granted the EMPLOYEE from the work in lieu of pay for
overtime worked.
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3.5. Department: City of St. Anthony Fire Department.
3.6. Department Head: Chief of the St. Anthony Fire Department.
3.7. Employee: a member of the exclusively recognized bargaining unit.
3.8. Employer: the City of St. Anthony or its designated representative.
3.9. Fire Department Education and Training Fund: A separate account in the DEPARTMENT
Budget for the purposes of providing training to persons outside the DEPARTMENT. The
fund is used to collect class fees, purchase class supplies, and pay class instructors.
This fund is administered by the DEPARTMENT HEAD.
3.10. Fire Equipment Operator/Fire Fighter: an EMPLOYEE appointed by the EMPLOYER to
the job classification of FEO/Fire Fighter.
3.11 Fire Captain: An EMPLOYEE appointed by the EMPLOYER to the job
classification of Captain.
3.12. Grievance: a dispute over the interpretation or application of this Agreement.
3.13. Holiday: days off with pay as specified by this Agreement.
3.14. Job Related Course: an educational course so designated by the EMPLOYER.
3.15. Normal Annual Shift Schedule: 121 normal duty shifts.
3.16. Overtime: work performed at the express authorization of the EMPLOYER at times other
than an EMPLOYEE'S normal duty shift.
3.17 Paramedic- Members that have a valid paramedic license by the Emergency Medical
Services Regulatory Board (EMSRB)
3.18. Probation: six (6) months from the EMPLOYEE'S date of appointment.
3.19. Seniority: the length of continuous employment with the EMPLOYER.
3.20. Shift/Normal Duty Shift/Tour of Duty: a consecutive 24 hour time period.
3.21 Training Shift: a standard 8 hour time period.
3.22. Union: the International Association of Fire Fighters Local No. 3486 St. Anthony Fire
Fighters.
3.23. Union Member: a member of International Association of Fire Fighters Local 3486 St.
Anthony Fire Fighters.
3.24. Work Cycle: a 21 day time period chosen by the EMPLOYER.
3.25. Work Week : an average 56 hours per week. Training Work Week: an average 40 hours
per week.
4. RIGHTS, PRIVILEGES AND WORKING CONDITIONS.
4.1. The EMPLOYER shall deduct from the wages of EMPLOYEES, who authorize such deduction
in writing, a monthly amount sufficient to provide the payment of dues, or a fair share amount as
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permitted by PELRA, as established by the UNION. Such monies shall be remitted to the
UNION.
4.2. The UNION may designate UNION MEMBERS to act as stewards and shall inform the
EMPLOYER in writing of such choice. The EMPLOYER may designate persons to represent it
and to inform the UNION, in writing, of such choices and any change in such choices.
4.3. The EMPLOYER will provide a bulletin board and make sufficient space available for the
posting of UNION notices and announcements.
4.4. Consistent with public interests and with the permission of the Department Head, or his
designate, the EMPLOYER agrees that a UNION representative shall, without loss of pay, be
allowed to:
4.4.1. Investigate and pursue grievances;
4.4.2. Attend negotiation meetings;
4.4.3. Consult with EMPLOYER representatives;
4.4.4. Meet with local UNION officials or other UNION representatives concerning the
enforcement or application of any provision of this Agreement.
4.5. The UNION shall indemnify and save the EMPLOYER harmless against any and all claims,
demands, suits or other forms of liability, which, may arise out of any action taken or not taken
by the EMPLOYER for the purpose of complying with the provisions of this Section.
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.
6. GRIEVANCE PROCEDURE.
6.1. Grievances, as defined in 3.12, shall be resolved in conformance with the following procedure:
6.1.1. Step 1. An EMPLOYEE claiming a violation, concerning the interpretation or application
of Agreement shall, within twenty-one (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 such Step 1 grievance within ten (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 ten (10) calendar days
after receipt by the UNION of the EMPLOYER designated representative's final
answer in Step 1. Any grievance not appealed in writing to Step 2 by the UNION
within ten (10) calendar days shall be considered waived.
6.1.2. Step 2. If appealed, the written grievance shall be presented by the UNION and
discussed with the EMPLOYER designated representative. The EMPLOYER
designated representative shall give the UNION the EMPLOYER'S Step 2 answer,
in writing, within ten (10) calendar days after receipt of such Step 2 grievance. A
grievance not resolved in Step 2 may be appealed to Step 3 within ten (10)
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calendar days following receipt by the UNION of the EMPLOYER designated
representative's final Step 2 answer. Any grievance not appealed, in writing, to
Step 3 by the UNION within ten (10) calendar days shall be considered waived.
6.1.3. 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 ten (10) calendar days after receipt of such Step 3
grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within
ten (10) calendar days following receipt by the UNION of the EMPLOYER
designated representative's final Step 3 answer. Any grievance not appealed in
writing to Step 4 by the UNION within ten (10) calendar days shall be considered
waived.
6.1.4. 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 Employee 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 Public Employee Relations Board.
6.2. Arbitrator's Authority:
6.2.1. The Arbitrator shall have no right to amend, 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 a decision on any other issue not so
submitted.
6.2.2. The Arbitrator shall be without power to make decisions contrary to, inconsistent
with or modifying or varying in any way the application of laws, rules or regulations
having the force and effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following the close of the hearing or the submission of
briefs by the parties, whichever is 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.
6.2.3. 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.
6.3. 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.
6.4. The time limit in each step may be extended by mutual written agreement of the EMPLOYER
and the UNION, in each step.
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7. SAVINGS CLAUSE.
7.1. This Agreement is subject to the law. In the event any 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 provision(s) shall be voided. All other
provisions shall continue in full force and effect. The voided provision may be re-negotiated at
the written request of either party. All provisions of this Agreement shall continue in full force
and effect.
8. SENIORITY.
8.1. Seniority shall be determined by the EMPLOYEE'S length of continuous employment with the
Fire Department and posted in an appropriate location. Seniority rosters may be maintained by
the Department Head on the basis of time in grade and time within specific classifications. The
EMPLOYER shall establish a seniority list and a copy of that list forwarded to the UNION.
8.1.1. Seniority shall be according to time and date of hire.
8.1.2. In case two EMPLOYEES are hired at the same time, one shall be senior. In case two or
more are hired at the same time, seniority shall be determined by lottery (such as the flip
of a coin or the drawing of a card).
8.1.3. New EMPLOYEES shall be on a six-month probationary period. The EMPLOYEE shall
be certified after that time unless, in the opinion of the Department Head, additional
training is necessary before certification. In no event may an EMPLOYEE be subject to
more than two consecutive probationary periods.
8.1.3.1. During the probationary period, a newly hired or rehired EMPLOYEE may be
discharged at the sole discretion of the EMPLOYER.
8.1.3.2. During the probationary period, a promoted or re-assigned EMPLOYEE may be
replaced in his/her previous position at the sole discretion of the EMPLOYER.
8.2. A reduction in work force will be accomplished on the basis of job classification and/or seniority
with the EMPLOYEE with the least seniority to be laid off first.
8.3. EMPLOYEES shall be recalled from layoff on the basis of seniority. The EMPLOYEE laid off
with the highest seniority shall be recalled first. An EMPLOYEE on layoff shall have an
opportunity to return to work before any new EMPLOYEE is hired.
8.4. Vacation requests shall be selected on the basis of seniority until March 15th of each
calendar year.
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9. DISCIPLINE.
9.1. The EMPLOYER will discipline EMPLOYEES for just cause only. Discipline will be in one or
more of the following forms:
9.1.1. Oral reprimand;
9.1.2. Written reprimand;
9.1.3. Suspension;
9.1.4. Demotion;
9.1.5. Discharge.
9.2. Discipline that is placed in the EMPLOYEE'S personnel file shall be read and acknowledged by
signature of the EMPLOYEE. The UNION and the EMPLOYEE involved will receive a copy of
such discipline.
9.3 Discharges will be preceded by a five (5) day suspension without pay.
9.4. 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.
9.5. Grievances relating to this Article shall be initiated by the UNION at the Step 3 level of the
Grievance Procedure of Article 6.
9.5.1 If, as a result of the written response to 6.1.3 Step 3, the grievance remains unresolved
and if the grievance involves the suspension, demotion or discharge of an EMPLOYEE
who has completed the required probationary period, the grievance may be appealed to
Step 4 of Article 6 or a procedure such as Veteran's Preference or Fair Employment. If
appealed to any procedure other than Step 4 of Article 6, the grievance is not subject to
arbitration as provided in Step 4 of Article 6 of this AGREEMENT.
9.6. EMPLOYEES may examine their own individual personnel files at reasonable times under the
direct supervision of the EMPLOYER.
10. WAGE SCHEDULE.
10.1. EMPLOYEES working out of classification will receive the hourly rate of that position. When a
FEO/Firefighter is working out of class, as shift officer on duty, they are paid Captain Wages.
10.2. Hourly salary for, Captain, Fire Fighter/FEO, and Paramedic shall be as follows:
Paramedic
(8% over FF)
2025 2026 2025 2026
Captain $32.45 $33.42 $35.04 $36.09
Firefighter- After 3 Years $30.45 $31.37 $32.89 $33.88
Firefighter- After 2 Years $29.74 $30.63 $32.12 $33.08
Firefighter- After 1 Year $28.91 $29.78 $31.22 $32.16
Firefighter- After 6 Months $28.14 $28.98 $30.39 $31.30
Firefighter- Start $27.48 $28.30 $29.67 $30.56
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10.3 The work schedule for all positions covered by this AGREEMENT shall average fifty-six (56)
hours per week, three hours of which are compensated at one and one-half times (1½) the
hourly rate in accordance with the Federal Fair Labor Standards Act.
10.4. EMPLOYEES will be compensated at one and one-half times their regular hourly rate for
working at time other than the EMPLOYEES regularly scheduled shift. Exchanges of shifts
between EMPLOYEES under Article 20 of this Agreement do not qualify an EMPLOYEE for
overtime under this Section.
10.5. Overtime will be distributed as equally as possible.
10.6. Overtime refused by EMPLOYEES will, for record purposes under Section 10.5, be considered
unpaid overtime worked.
10.7. For the purpose of computing overtime compensation, overtime hours worked shall not be
pyramided, compounded or paid twice for the same hours worked.
10.8. Overtime will be calculated to nearest fifteen (15) minutes.
11. SCHOOLS AND TRAINING SESSIONS.
11.1. All EMPLOYEES shall be required to attend such schools or training sessions as may be
required by the City Manager. Attendance at sessions scheduled while EMPLOYEES are off
duty shall be voluntary for those EMPLOYEES. If, in the opinion of the EMPLOYER, it is
necessary for the EMPLOYEE to return for a specialized training program that cannot be held
during the regular workday, the EMPLOYEE shall be compensated at one and one-half the
hourly rate.
11.2 The EMPLOYER shall pay the cost of all licenses, certifications, or other accreditations required
by the EMPLOYER, State of Minnesota or Federal Government to maintain status as a full time
Fire Fighter.
12. PROMOTION.
12.1. Promotion from Fire Fighter to Captain and Captain to Assistant Chief or Chief may be made
from within the Fire Department, if enough years’ experience and supervisory skill is held by any
member of the Fire Department to qualify for the position, as determined by the EMPLOYER.
12.2. In the event of a job opening(s), the job shall be posted on the Fire Station bulletin board for at
least ten (10) days. In evaluating candidates for job openings, if all other factors as determined
by examination, interview or review are equal, the employee among those tested with the
greatest seniority will be selected to fill the position. Otherwise, the person with the highest
cumulative score shall fill the position.
13. CLOTHING ALLOWANCE.
13.1. All Fire Department EMPLOYEES shall be allowed $650.00 for 2025 & $650 for 2026 necessary
clothing/supplies/maintenance. All Fire Department EMPLOYEES shall be reimbursed upon
copy of receipt or invoice for all necessary clothing/supplies/maintenance of their uniforms.
Maximum of $200.00 per year may be carried over to the following year’s clothing allowance. If
an EMPLOYEE terminates employment during the year, the City shall receive from EMPLOYEE
the unspent balance of year’s clothing allowance and his/her uniform.
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13.2. The EMPLOYER is to furnish over and above the Clothing Allowance, all protective firefighting
clothing and gear, including badges, patches, rank insignia, etc.
13.3. Any changes or additions to protective firefighting clothing required by City, State or Federal
agencies shall be the EMPLOYER'S responsibility to conform.
13.4 The EMPLOYER will repair or replace eyeglasses necessary to the EMPLOYEE'S
performance of duties when eyeglasses are damaged or lost in the line of duty.
14. PERSONAL TIME OFF (PTO).
14.1 Amount allowed. Full time employees shall earn personal leave according to the following
schedule:
Hours Accrued Per Year
after 6 months 240 hours
after 1 year and less than 5 years 456 hours
after 5 years and less than 10 years 504 hours
after 10 years and less than 15 years 552 hours
after 15 years 600 hours
Employees using earned PTO shall be considered to be working for the purpose of
accumulating additional personal leave.
14.2 Usage. Personal time off may be used as earned, subject to approval by the Department
Head and City Manager of the time at which it may be taken.
In order to allow coordination of PTO with family and medical leave, employees seeking
to take personal leave may be required to provide enough information about the purpose
of the time off to allow a determination of whether the time will also qualify for family and
medical leave. If the personal leave also qualifies for family and medical leave, the
employee must take both leaves simultaneously.
14.3 Terminal Leave. Any employee leaving the municipal service in good standing after
giving proper notice of such termination of employment, will be compensated for personal
leave accrued and unused to the date of separation according to the schedule set forth in
Section 14.7.
14.4 Waiver of Personal Time Off Prohibited. No employee is permitted to waive personal
leave for the purpose of receiving double compensation.
14.5 Procedure. To be eligible for personal leave with pay, an employee shall report as soon
as possible to his or her Department Head the need to take personal leave and its
estimated duration.
14.6 Workers’ Compensation. Employees are covered by the workers’ compensation laws of
the State. In the event an employee is disabled and is entitled to workers’ compensation,
the employee will keep any workers’ compensation payments received and eligible to
receive a bi-weekly paycheck equal to ⅓ pay through the use of personal leave benefits.
In addition, the employee will be entitled to earn ⅓ of the amount of the personal leave
pay they would otherwise be entitled to during an absence from their employment.
Employees receiving such workers’ compensation will be considered working for the
purpose of accumulating additional personal leave benefits.
14.7 Sick Leave Bank. The balance of the sick leave bank shall be reported to the union in the
month of January of each year. A committee, consisting of the City manager and two
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member of the Fire Department, who will be chosen by the Union, shall be created and
before any Union member of the Fire Department can use any of the sick leave from the
bank, he/she must have the approval of the Committee.
14.7.1 Payout of Unused Personal Leave. An unused personal leave pay policy is established
subject to the following rules and regulations:
(a) The employee must be in good standing and give proper notice of termination in the case
of resignation.
(b) Qualifying employees shall receive their accumulated PTO up to a maximum as listed in
the following schedule:
Maximum Payment
6 months 96 hours
1 year, less than 3 years 168 hours
3 years, less than 5 years 528 hours
5 years, less than 10 years 684 hours
10 years, less than 15 years 756 hours
15 years 828 hours
Employees hired after January 1, 2013
Maximum Payment
0 - 3 years of service 120 hours of personal leave accrued
3 to 10 years 528 hours
10 to 15 years 612 hours
15 to 20 years 708 hours
20 plus years 828 hours
14.8 Donation of Personal Time Off to Employees with Serious Medical Problems. Employees
may voluntarily donate personal leave time in hour increments, which can be converted,
to use by employees facing serious medical problems or extended time off due to serious
medical problems and who have no accumulated personal leave time or compensatory
time available. The use of this donated personal leave must be approved by the
Department Head and the City Manager and will be converted to the receiving
employee’s paid hourly rate.
14.9 Probationary Use. During the probationary period described in Section 8.1.3 of this
Agreement, personal leave may not be used.
14.10 Maximum personal leave is 1,800 hours (as of December 31) for all employees. Effective
January 1, 2013, EMPLOYEES that currently exceed the personal leave maximum
accrual limit of 1,800 hours will have one year to bring their personal leave account into
compliance with the maximum accrual limits upon adoption of this contract. If the
employee does not bring his/her personal leave account into compliance, the employee
will lose the unused personal leave time that is not utilized.
15. HOLIDAYS.
15.1. All full-time, permanent and probationary EMPLOYEES shall observe the following
twelve (12) paid holidays each year, and will receive additional pay or receive
another day off according to 15.2.
15.1.1 New Year's Day - January 1
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15.1.2 Martin Luther King Day - third Monday in January
15.1.3 President's Day - third Monday in February
15.1.4 Memorial Day - last Monday in May
15.1.5 Juneteenth – June 19th
15.1.6 Independence Day - July 4
15.1.7 Labor Day - first Monday in September
15.1.8 Indigenous Peoples Day – 2nd Monday in October
15.1.9 Veteran's Day - November 11
15.1.10 Thanksgiving Day - fourth Thursday in November
15.1.11 Friday following Thanksgiving Day
15.1.12 Christmas Day - December 25
15.2. These holidays may be:
15.2.1 taken off, unless the EMPLOYER cannot cover the shift without
the EMPLOYEE who is requesting time off;
15.2.2 or the EMPLOYEE will receive the extra pay for the holiday;
15.2.3 or the EMPLOYEE may take another shift off with pay 30 days
prior to the holiday or 30 days after the holiday at the option of the
EMPLOYEE.
15.3. If the EMPLOYEE opts to receive the extra pay in Section 15.2.2 the extra pay will be calculated
as the annual base salary divided by 242 for each 24 hour shift. This extra pay will be paid in
equal installments on the first paycheck of December and July.
15.4. EMPLOYEES who work a regular scheduled shift on one of the holidays listed in Section
15.1 shall be paid one and one-half (1 ½) times their normal hourly rate in accordance with
the Federal Fair Labor Standards Act. This will apply from midnight to midnight for each of
the holidays listed in Section 15.1. This will commence January 1, 2009.
16. FUNERAL LEAVE.
16.1. In the event of the death of any EMPLOYEE'S spouse, children, parents, brother or sister, or
spouse's parents, the EMPLOYEE will be granted three days of funeral leave with pay, not to be
deducted from EMPLOYEE'S accrued personal leave.
16.2. In the event of the death of an EMPLOYEE'S grandparents or spouse's grandparents, spouse’s
brother or sister, the EMPLOYEE will be granted one day of funeral leave with pay, not to be
deducted from EMPLOYEE'S accrued personal leave.
17. HOSPITAL AND GROUP INSURANCE.
17.1 Please see Attachment A for 2025 contributions by plan.
17.2 The EMPLOYER will pay 100% of the cost of single coverage of health (medical/surgical)
insurance.
17.3 EMPLOYEES are allowed to continue participating in the EMPLOYER’S medical
insurance plan as provided in Minnesota Statute 471.61, Subd. 2b. EMPLOYEES
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participating under the scope of this section shall have full access to all medical insurance
options that are available to active City EMPLOYEES. The EMPLOYEE shall pay 100%
of the cost.
In the event of the EMPLOYEE’S death prior to leaving the EMPLOYER’S medical
insurance plan, the EMPLOYEE’S spouse or dependent children shall be allowed to
continue medical insurance coverage at 100% of their own expense, provided the
deceased EMPLOYEE’S spouse and/or dependent children were covered under the plan
prior to the EMPLOYEE’S death. Coverage for the EMPLOYEE’S spouse shall remain in
effect until such time that the EMPLOYEE’S spouse becomes eligible for Medicare or
Medicaid. Coverage for dependent children will remain in effect until such time that they
no longer qualify as a dependent child.
17.4 Local 3486 will be allowed to establish an EMPLOYER-sponsored program through
health care savings. Amounts to be put into the account must be agreed to by both the
bargaining unit and EMPLOYER. The EMPLOYER does not pay anything for the health
care savings plan.
17.5 In the event the health insurance provisions of this Agreement fail to meet the
requirements of the Affordable Care Act and its related regulations or cause the
EMPLOYER to be subject to a penalty, fine or additional tax liability, the Union and the
Employer will meet promptly to bargain over alternative provisions.
17.6 Life Insurance maximum $25,000.
18. SHIFT EXCHANGE.
18.1. EMPLOYEES may exchange duty shifts with another employee
provided that such exchange does not subject the EMPLOYER to liability for additional
overtime compensation by virtue of such trading of shifts.
18.2. The EMPLOYEES desiring the exchange of shifts shall request and receive approval of
the Department Head or Assistant Fire Chief, who must determine that such exchange
will not be detrimental to the work program of the EMPLOYER.
18.3. Notification and approval of the supervisor must be obtained not less than 48 hours prior
to the scheduled shifts to be exchanged.
18.4. The EMPLOYER will not be subject to the terms of Section 10.1 of this Agreement in
regards to this Article unless the EMPLOYEES exchanging shifts would regularly be
subject to Section 10.1 had the exchange not occurred.
19. LONGEVITY.
19.1. EMPLOYEES shall receive longevity pay according to the following:
19.1.1
Percent
Years of Service Frequency
of Base
Wage
Five (5) Years But Less Than Ten (10) /Month 3%
12
Ten (10) Years But Less Than Fifteen (15) /Month 4%
Fifteen (15) Years But Less Than Twenty (20) /Month 5%
20. NON-DISCRIMINATION.
20.1 Neither the Union nor the EMPLOYER shall discriminate against any EMPLOYEE on any basis
prohibited by law.
21. CALL-BACK.
21.1. EMPLOYEES called back to work under conditions defined in Section 3.3 will receive a
minimum of one (1) hour of overtime pay.
21.2. EMPLOYEES called back to work under conditions defined in Section 3.3 on a holiday as
defined in Section 15.4 shall be paid two (2) times their hourly rate per hour for the duration of
the callback.
22. DURATION.
This Agreement shall be effective as of January 1, 2025 and shall remain in full force and effect until
December 31. 2026. It shall be the responsibility of the EMPLOYER to update any changes agreed
upon and provide the UNION with a copy of the agreed upon contract in electronic format.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this____day of____________, 2024
CITY OF ST. ANTHONY INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL #3486
Its Mayor Its President
______________________________
Its City Manager Its Vice President
Attachment A
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-084
A RESOLUTION RATIFYING THE 2025-2026 AGREEMENT BETWEEN THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL 3486
REPRESENTING THE ST. ANTHONY FIRE DEPARTMENT EMPLOYEES
AND THE CITY OF ST. ANTHONY VILLAGE.
BE IT RESOLVED, that the 2025-2026 Agreement between the International
Association of Fire Fighters, Local 3486 Representing the St. Anthony Fire Department
Employees and the City of St. Anthony Village is hereby ratified. The Mayor and City
Manager are authorized to execute the Agreement on behalf of the City.
Adopted this 26th day of November, 2024.
_________________________________
Wendy Webster, Mayor
ATTEST: _________________________
City Clerk
Reviewed for administration: _________________________________
Charlie Yunker, City Manager
REQUEST FOR COUNCIL CONSIDERATION
To:Saint Anthony Village City Council
From:Charlie Yunker, City Manager
Date:November 26, 2024 City Council Meeting
Resolution:Resolution 24-085 Approving the 2025-2026 Agreement between the Law Enforcement Labor
Services, Inc. #186 Local Representing the Saint Anthony Police Department Licensed Employees
and the City of Saint Anthony Village
BACKGROUND
For your approval is a resolution approving the 2025-2026 Agreement between the Law Enforcement Labor
Services, Inc. #186 Local representing the Saint Anthony Police Department Licensed Employees and the City of
Saint Anthony Village.
The City and Union have an agreed-upon set of peers utilized for comparison for each negotiation. This set of
peers is based on the closest comparative department to Saint Anthony Village that considers a combination of
city population, department size and scope of services and capabilities. This set of peers is used to determine
appropriate wage levels and well as other aspects such as unform allowances, special pay rates, etc.
The City also has a practice if applying the appropriate Cost of Living (COLA) adjustment across all positions
throughout the city. This amount is determined by a combination of the identified peer and information from
around the metropolitan region to ensure wages remain competitive. At times market adjustments are
necessary when certain positions market wage pressure exceeds the annual COLA adjustments.
The City also follows the common practice of negotiating two-year agreements so negotiations aren’t necessary
each year and can provide predictability for the second year’s overall city budget and levy for personnel costs.
This year it was evident that wages across all positions were increasing more rapidly than previous years, and
market adjustments were needed in order to remain competitive. This was discussed at budget work sessions
during the budget and levy process.
Through negotiations, the union agreed to a 3% COLA increase for both 2025 and 2026, and a market
adjustment, as was anticipated during the budget and levy discussions in preparation for the preliminary levy
approval on September 10, 2024. After review and negotiations, the union agreed to a 6% market adjust for
2025. The union also requested a step structure for Sergeants.
Other changes in the Police Department contract:
Investigator pay, including VCET, increases from 3% to 4.5% over officer pay to align with peers.
Uniform allowance increases from $900 to $1,100 for the year.
Addition of Sergeant step structure.
RECOMMENDATION
Staff recommends approval of the 2025-2026 Agreement between the Law Enforcement Labor Services, Inc.
#186 Local Representing the Saint Anthony Police Department Licensed Employees and the City of Saint Anthony
Village.
ATTACHMENTS
2025-2026 Contract
Resolution 24-085
1
CITY OF ST. ANTHONY VILLAGE
AGREEMENT WITH LAW ENFORCEMENT
LABOR SERVICES, INC.
ST. ANTHONY POLICE DEPARTMENT
January 1, 2025- December 31, 2026
2
Table of Contents
INTRODUCTION................................................................................................................................................................................ 3
ARTICLE 1: RECOGNITION ............................................................................................................................................................ 3
ARTICLE 2: UNION SECURITY ..................................................................................................................................................... 3
ARTICLE 3: SENIORITY .................................................................................................................................................................. 3
ARTICLE 4: LAYOFF/RECALL ..................................................................................................................................................... 4
ARTICLE 5: DISCIPLINE AND DISCHARGE .............................................................................................................................. 4
ARTICLE 6: PROMOTIONS ............................................................................................................................................................. 4
ARTICLE 7: PERSONAL LEAVE WITH PAY ............................................................................................................................... 5
ARTICLE 8: FUNERAL LEAVE ...................................................................................................................................................... 7
ARTICLE 9: LEAVE OF ABSENCE ................................................................................................................................................ 7
ARTICLE 10: HOLIDAYS ................................................................................................................................................................. 7
ARTICLE 11: HOURS OF WORK, WORK SCHEDULES ............................................................................................................ 7
ARTICLE 12: OVERTIME ................................................................................................................................................................ 8
ARTICLE 13: CALL BACK TIME ................................................................................................................................................... 8
ARTICLE 14: UNION VISITATIONS AND NOTICES ................................................................................................................. 8
ARTICLE 15: UNION BUSINESS .................................................................................................................................................... 9
ARTICLE 16: HEALTH AND LIFE INSURANCE ......................................................................................................................... 9
ARTICLE 17: WAGES/LONGEVITY/OVERTIME RATES ......................................................................................................... 9
ARTICLE 18: HOLIDAY PAY ........................................................................................................................................................ 11
ARTICLE 19: HEALTH RETIREMENT SAVINGS PLAN ......................................................................................................... 13
ARTICLE 20: SCHOOLS AND TRAINING SESSIONS.............................................................................................................. 15
ARTICLE 21: POST BOARD REQUIREMENTS ......................................................................................................................... 15
ARTICLE 22: GRIEVANCE PROCEDURE .................................................................................................................................. 15
ARTICLE 23: RIGHT OF SUB-CONTRACT ................................................................................................................................ 16
ARTICLE 24: CLOTHING ALLOWANCE ................................................................................................................................... 17
ARTICLE 25: EMPLOYER AUTHORITY .................................................................................................................................... 17
ARTICLE 26: SAVINGS CLAUSE ................................................................................................................................................. 17
ARTICLE 27: DURATION .............................................................................................................................................................. 17
ATTACHMENT A ............................................................................................................................................................................. 19
MEMORANDUM OF UNDERSTANDING .................................................................................................................................. 20
3
INTRODUCTION
This AGREEMENT is hereby made and entered into between Law Enforcement Labor Services, Inc.,
hereinafter referred to as the UNION and the City of St. Anthony, a municipal corporation, hereinafter
referred to as the EMPLOYER. The intent and purpose of this AGREEMENT is to:
1. Establish certain hours, wages and conditions of employment;
2. Establish procedures for the resolution of disputes concerning this AGREEMENT'S
interpretation and/or application;
3. Specify the full and complete understanding of the parties; and
4. Place in written form the parties' AGREEMENT upon terms and conditions of employment
for the duration of the AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, continue their dedication to the highest
quality of public service.
ARTICLE 1: RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative in matters involving conditions
of employment of all essential employees of the City of St. Anthony, Minnesota, who are public
employees within the meaning of Minn. Stat. 179A.03, subd. 14, excluding supervisory and confidential
employees.
ARTICLE 2: UNION SECURITY
In recognition of the UNION as the exclusive representative, the EMPLOYER shall:
1. Deduct the first pay day of each month an amount sufficient to provide the payment of such
dues or fair share established by the UNION to be due and payable, and
2. Remit such deduction to the UNION at the earliest practicable date after collection.
3. The UNION may designate certain employees from the bargaining unit to act as Stewards
and shall inform the EMPLOYER in writing of such choice.
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 under the provisions of this Article.
ARTICLE 3: SENIORITY
New employees shall be on a one (1) year probationary period. Seniority shall be determined by the
employee’s length of continuous employment with the Police Department and posted in an appropriate
location. Seniority within classification will be based on date of promotion. Seniority rosters may be
4
maintained by the Chief on the basis of time in grade and time within specific classification. If an
employee is promoted or demoted, their seniority time in grade remains as if they never left that previous
rank.
Senior qualified Employees shall be given preference in bidding for shifts, within job classifications. All
Employees covered by this AGREEMENT are eligible to bid for shifts by seniority, except those
Employees with less than one (1) year continuous service in the Saint Anthony Police Department at the
time of such bidding, or which are herein expressly exempted.
Except as otherwise provided in the Contract, the EMPLOYER will not assign an Employee to work a
shift other than the one assigned through the bid process, for the duration of the bid process, unless the
EMPLOYER gives the Employee 24-hours’ notice. If a 24-hour notice is not provided, the EMPLOYER
shall pay overtime.
Bidding shall commence not less than thirty (30) days prior to the commencement of the work schedule
being bid, and bidding shall be open until twenty (20) days prior to the commencement of the work
schedule being bid.
ARTICLE 4: LAYOFF/RECALL
In the event it becomes necessary to lay off employees for any reason, employees with the least amount
of seniority, based on continuous employment, will be laid off first.
If there is a reduction in any staffing levels, at any rank (ie. Sgt, Lt. Capt.), the least senior member of that
rank will be given the opportunity to accept a demotion to their prior rank. The employee accepting this
demotion will retain the seniority at that new lower rank as if they had continued service in this rank
without interruption.
The Union accepts that this could place a senior nonunion employee back into the union and cause a less
senior officer to be laid off.
Employees shall be recalled from layoff according to their seniority in their classification. No new
employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
The employee’s option to return to work shall be limited to three (3) years after first notice of recall,
subject to EMPLOYER’S determination of competence.
ARTICLE 5: DISCIPLINE AND DISCHARGE
Discipline shall be for just cause and in one or more of the following forms: oral reprimand, written
reprimand, suspension, demotion, and termination.
Grievances relating to this Article shall be initiated by the Union at Step 3 of the grievance procedure
under Article 22.
ARTICLE 6: PROMOTIONS
Promotions are solely at the discretion of the EMPLOYER, subject to the following:
5
1. There shall be a posting of a job vacancy in the unit for at least ten (10) days before the
official closing of applications.
2. The City shall require such written, oral, performance, psychological and other
examinations or evaluations as deemed necessary to fill the position. The date(s) of such
examination and their respective weight in determining selection shall be communicated
to all candidates before the first examination.
3. A written notification of promotion and salary shall be given to the person selected.
ARTICLE 7: PERSONAL LEAVE WITH PAY
1. Amount allowed. Full time employees shall earn personal leave according to the following
schedule:
Hours Accrued Per Year
0 - 5 years 176 hours
5 - 14 years 216 hours
15+ years 256 hours
Employees using earned personal leave shall be considered to be working for the purpose of
accumulating additional personal leave.
2. Usage. Personal leave may be used as earned, subject to approval by the Department Head and
City Manager of the time at which it may be taken.
In order to allow coordination of personal leave with family and medical leave, employees seeking
to take personal leave may be required to provide enough information about the purpose of the
time off to allow a determination of whether the time will also qualify for family and medical
leave. If the personal leave also qualifies for family and medical leave, the employee must take
both leaves simultaneously.
3. Terminal Leave. Any employee leaving the municipal service in good standing after giving
proper notice of such termination of employment, will be compensated for personal leave accrued
and unused to the date of separation according to the schedule set forth in Section #7.
In the event of an employee’s death before leaving municipal service, the employee’s designated
beneficiary, or estate if no beneficiary is named, will be compensated for personal leave accrued
and unused according to the schedule set forth in Section #7.
4. Waiver of Personal Leave Prohibited. No employee is permitted to waive personal leave for the
purpose of receiving double compensation.
5. Procedure. To be eligible for personal leave with pay, an employee shall report as soon as
possible to his or her Department Head the need to take personal leave and its estimated duration.
6
6. Workers’ Compensation. Employees are covered by the workers compensation laws of the
State. In the event an employee is disabled and is entitled to workers compensation, the
employee will keep any workers’ compensation payments received and be eligible to receive a
bi-weekly pay check equal to 1/3 pay through the use of personal leave benefits. In addition, the
employee will be entitled to earn 1/3 of the amount of the personal leave pay they would
otherwise be entitled to during an absence from their employment. Employees receiving such
workers’ compensation will be considered working for the purpose of accumulating additional
personal leave benefits.
7. Unused Personal Leave Pay. An unused personal leave pay policy is established subject to the
following rules and regulations:
(a) The employee must be in good standing and give proper notice of termination in the case
of resignation.
(b) Qualifying employees shall receive their accumulated personal leave up to a maximum as
listed in the following schedule:
Maximum Payment
0 - 3 years of service ½ of personal leave accrued
3+ years 480.0 hours
4 + years 528.0 hours
5 + years 600.0 hours
Employees hired after January 1, 2013
Maximum Payment
0 - 3 years of service 150 hours of personal leave accrued
3 to 10 years 300 hours
10 to 15 years 400 hours
15 to 20 years 500 hours
20 plus years 600 hours
8. Donation of Personal Leave to Employees with Serious Medical Problems. Employees may
voluntarily donate personal leave time in hour increments which can be converted to use by
employees facing serious medical problems or extended time off due to serious medical problems
and who have no accumulated personal leave time available. The use of this donated personal
leave must be approved by the Department Head and the City Manager and will be converted to
the receiving employee’s paid hourly rate.
This does not include temporary or seasonal positions or unionized employees who have a sick
pool that is already established.
9. Essential Sick and Safe Time (ESST)- The City’s PTO policy exceeds the requirements of the
State’s ESST provision. The ESST accrual hours will show on paychecks as required by the law.
These accrued hours are not a separate bank of paid time off, but rather the number of the
employee’s earned PTO hours that qualify under the ESST provisions.
7
ARTICLE 8: FUNERAL LEAVE
In the event of the death of any employee's spouse, children, brothers and sisters or parents or spouse's
parents, the employee will be granted three (3) days of funeral leave with pay. In the event of the death
of an employee's or his spouse's grandparents, an employee will be granted one (1) day's funeral leave
with pay.
ARTICLE 9: LEAVE OF ABSENCE
Employees subpoenaed as witnesses, or called and selected for jury duty shall receive their regular
compensation less jury pay. Mileage allowance will not be considered as jury pay.
Whenever any employee is delegated to attend conventions of labor which require his absence from work,
the EMPLOYER agrees that such absence shall be allowed, provided there is not substantial work
interference, and the EMPLOYER is able to make satisfactory arrangements.
ARTICLE 10: HOLIDAYS
All Employees shall observe the following twelve (12) paid holidays each year
New Years Day Labor Day
Martin Luther King Day Veterans Day
Presidents Day Indigenous Peoples Day
Memorial Day Thanksgiving Day
Juneteenth Friday following Thanksgiving Day
Independence Day Christmas Day
ARTICLE 11: HOURS OF WORK, WORK SCHEDULES
A normal work day for full time employees may be up to twelve (12) hours. The normal work week for
full time Employees shall be an averaged forty (40) hours. EMPLOYEES, when ordered to work overtime,
shall work no longer than a 16-hour shift. The Chief of Police has authority to establish shifts.
The average work month for Employees for the purpose of computing personal leave and fractions of a
month's work shall be one hundred seventy-three (173) hours. All Employees will be allowed two work
relief periods a shift not to exceed fifteen (15) minutes each.
The shift trade procedure is established to memorialize and incorporate the current shift trading practice
between employees into this AGREEMENT.
1. Employees will continue to utilize the departmental current half-sheet “Shift Trade” form.
2. Employees engaging in shift trades may exceed eighty (80) hours of work in a pay period.
3. Employees will not be entitled to overtime compensation for traded shift hours worked in
excess of eighty (80) hours in a pay period unless authorized by management.
4. Employees will submit agreed upon schedule shift trades of equal hours prior to posting on the
schedule. All shift trades must occur within the same bid schedule year.
5. An annual review of shift trades will be conducted by December 15th. Any balance of time
8
owed that has not been scheduled for payback will be deducted from the Employee’s personal
leave balance.
ARTICLE 12: OVERTIME
Overtime is defined as all hours worked in excess of the scheduled shift.
Overtime for all Employees shall be paid as it is earned at the rate of time and one-half (1 ½). Officers
called in for SWAT shall receive a minimum of 2 hours of pay at time and one-half (1 ½). See Article
17 for overtime rate calculations.
Overtime shall be divided on a seniority basis, as equally as possible among all Employees on the seniority
list.
Officers called in for court appearance while off duty will receive a minimum of three (3) hours pay at
time and one-half (1 ½). Officers required to be "on call" for a court appearance during time off will
receive a maximum of two (2) hours pay at time and one half (1 ½ ).
Posted overtime (OT) will be awarded as evenly as possible throughout the year with seniority being the deciding
factor otherwise. The OT boards (department-funded OT board and outside-funded OT board, as applicable) will
be started at zero on January 1st of each year. Example: The junior officer will receive the posted OT if, after
receiving such time, their accumulated hours are less than or equal to that of the senior officer also requesting the
OT.
In situations when the officers are scheduled too many hours due to schools, “flex" times, or otherwise, the
department has the authority and discretion to modify the schedule and have officers take other days/hours off to
bring their total hours scheduled back down to 80 for the pay period. When practical, officers may request specific
dates and times off.
In situations when officers are scheduled too many hours and the schedule does not allow for them to take any other
days/hours off within the pay period, they will be paid OT for those additional hours worked.
In situations when multiple officers are scheduled too many hours and the schedule allows for some hours off but
not all of the extra scheduled hours it will follow the following format. Any amount of OT hours that would be
needed to keep minimum shift coverage will be distributed to those officers within the specific shift (ex. Day A,
Day B, Dog A, Dog B) as covered in paragraph number one (OT hours will be decided using the OT board and
desire for the OT from the officers on that shift). The remaining hours that can be scheduled off during that pay
period will again follow paragraph two.
ARTICLE 13: CALL BACK TIME
An EMPLOYEE who is called to duty during his/her scheduled off-duty time shall receive a minimum of two
hours (2) pay at one and one-half (1 ½ ) times the employee’s base pay rate. An extension or early report to a
regularly scheduled shift for duty does not qualify the employee for the two (2) hour minimum.
ARTICLE 14: UNION VISITATIONS AND NOTICES
A duly authorized representative of the UNION will be permitted to visit the premises of the EMPLOYER
at reasonable times for the purpose of transacting legitimate business of the UNION, provided there will
9
be no undue and unreasonable interference with the operation of the department. The UNION shall be
allowed to post reasonable and appropriate UNION notices for employees at a convenient place designated
by the EMPLOYER.
ARTICLE 15: UNION BUSINESS
Up to Two (2) Employees at a time shall be granted leave without pay to attend to UNION business not
to exceed a total of ten work days per calendar year. The EMPLOYER shall attempt, if possible, to arrange
the employee's work schedule so that the employee will not lose pay.
ARTICLE 16: HEALTH AND LIFE INSURANCE
Please see Attachment A for 2025 contributions by plan.
For 2026 health contributions, the EMPLOYER will pay equal to the 2025 contributions plus 50% of the
premium increase. The 2026 contributions will be provided to the UNION when rates are made available
to the EMPLOYER.
Retired EMPLOYEES are allowed to continue participating in the EMPLOYER’s medical insurance plan
as provided in Minnesota Statute 471.61, Subd. 2b. The EMPLOYEE shall pay 100% of the cost.
In the event of the EMPLOYEE’S death prior to leaving the EMPLOYER’s medical insurance plan, the
EMPLOYEE’s spouse or dependent children shall be allowed to continue medical insurance coverage at
100% of their own expense, provided the deceased EMPLOYEE’S spouse and/or dependent children were
covered under the plan prior to the EMPLOYEE’s death. Coverage for the EMPLOYEE’s spouse shall
remain in effect until such time that the EMPLOYEE’s spouse becomes eligible for Medicare or Medicaid.
Coverage for dependent children will remain in effect until such time that they no longer qualify as a
dependent child.
In the event the health insurance provisions of this Agreement fail to meet the requirements of the
Affordable Care Act and its related regulations or cause the EMPLOYER to be subject to a penalty, fine
or additional tax liability, the Union and the Employer will meet promptly to bargain over alternative
provisions.
EMPLOYER paid Life Insurance maximum policy benefit is $25,000.
ARTICLE 17: WAGES/LONGEVITY/OVERTIME RATES
Employees with the required service credit shall receive wage and longevity pay according to the
following:
OFFICER
2025 PAY RATES STEP
BASE
RATE LONGEVITY REGULAR RATE
OT
RATE
START 80% $39.94 $39.94 $59.92
1 YEAR 85% $42.44 $42.44 $63.66
2 YEAR 95% $47.43 $47.43 $71.15
3 YEAR 100% $49.93 $49.93 $74.90
10
FOUR (4) BUT LESS THAN EIGHT (8) 103% $49.93 $1.50 $51.43 $77.15
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $49.93 $2.50 $52.43 $78.65
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $49.93 $3.50 $53.43 $80.15
SIXTEEN (16) YEARS OR MORE 109% $49.93 $4.49 $54.42 $81.63
2026 PAY RATES STEP
BASE
RATE LONGEVITY REGULAR RATE
OT
RATE
START 80% $41.14 $41.14 $61.71
1 YEAR 85% $43.71 $43.71 $65.57
2 YEAR 95% $48.86 $48.86 $73.28
3 YEAR 100% $51.43 $51.43 $77.14
FOUR (4) BUT LESS THAN EIGHT (8) 103% $51.43 $1.54 $52.97 $79.45
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $51.43 $2.57 $54.00 $81.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $51.43 $3.60 $55.03 $82.54
SIXTEEN (16) YEARS OR MORE 109% $51.43 $4.63 $56.06 $84.09
SERGEANT
2025 PAY RATES STEP
BASE
RATE LONGEVITY REGULAR RATE
OT
RATE
STEP 1 90% $51.49 $51.49 $77.23
FOUR (4) BUT LESS THAN EIGHT (8) 103% $51.49 $1.54 $53.03 $79.54
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $51.49 $2.57 $54.06 $81.09
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $51.49 $3.60 $55.09 $82.63
SIXTEEN (16) YEARS OR MORE 109% $51.49 $4.63 $56.12 $84.18
STEP 2 95% $54.35 $54.35 $81.52
FOUR (4) BUT LESS THAN EIGHT (8) 103% $54.35 $1.63 $55.98 $83.97
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.35 $2.72 $57.07 $85.60
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $54.35 $3.80 $58.15 $87.22
SIXTEEN (16) YEARS OR MORE 109% $54.35 $4.89 $59.24 $88.86
STEP 3 100% $57.21 $57.21 $85.82
FOUR (4) BUT LESS THAN EIGHT (8) 103% $57.21 $1.72 $58.93 $88.40
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $57.21 $2.86 $60.07 $90.11
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $57.21 $4.00 $61.21 $91.82
SIXTEEN (16) YEARS OR MORE 109% $57.21 $5.15 $62.36 $93.54
2026 PAY RATES STEP
BASE
RATE LONGEVITY REGULAR RATE
OT
RATE
STEP 1 90% $53.03 $53.03 $79.55
FOUR (4) BUT LESS THAN EIGHT (8) 103% $53.03 $1.59 $54.62 $81.94
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $53.03 $2.65 $55.68 $83.53
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $53.03 $3.71 $56.74 $85.12
SIXTEEN (16) YEARS OR MORE 109% $53.03 $4.77 $57.80 $86.71
STEP 2 95% $55.98 $55.98 $83.97
FOUR (4) BUT LESS THAN EIGHT (8) 103% $55.98 $1.68 $57.66 $86.49
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $55.98 $2.80 $58.78 $88.17
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $55.98 $3.92 $59.90 $89.85
SIXTEEN (16) YEARS OR MORE 109% $55.98 $5.04 $61.02 $91.53
STEP 3 100% $58.93 $58.93 $88.39
FOUR (4) BUT LESS THAN EIGHT (8) 103% $58.93 $1.77 $60.70 $91.04
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $58.93 $2.95 $61.88 $92.81
11
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $58.93 $4.12 $63.05 $94.57
SIXTEEN (16) YEARS OR MORE 109% $58.93 $5.30 $64.23 $96.34
A. Field Training Officers will receive one (1) hour of overtime for every day of training,
which includes use of force and firearms instruction.
B. Sergeant step increases will be based on the promotion date to Sergeant.
C. Pay Days. Employees will be paid every two weeks on the alternate Fridays. When a
holiday falls on a Friday pay day, employees will receive their paychecks on the preceding
Thursday. When two-day holidays fall on the Friday pay day and the Thursday preceding
the Friday pay day, employees will receive their pay checks on the preceding Wednesday.
D. Investigator. Employees classified or assigned as Investigator or VCET Investigator shall
receive 4.5% of base wage per month in addition to regular Patrol wages.
E. Officer in Charge: An officer designated as "Officer in Charge" (OIC), by the Chief of
Police (or designee) shall be paid the officer’s hourly regular rate plus an additional 10%
of the regular rate. Management retains the right to name the OIC. The OIC assignment
shall only commence when the OIC is in charge for one (1) or more work hours.
An officer designated as an OIC does not have the authority to discipline, make schedule
changes, authorize time off, or take sick calls from staff members that are working during
the OIC’s work assignment.
The senior officer on a shift will be the OIC unless otherwise designated by the Chief of
Police or his/her designee
ARTICLE 18: HOLIDAY PAY
Employees with the required service credit shall be paid holiday pay according to the following:
OFFICER - HOLIDAY PAY
2025 PAY RATES STEP
REGULAR
RATE
MO
HOLIDAY
START 80% $39.94 $479.33
1 YEAR 85% $42.44 $509.29
2 YEAR 95% $47.43 $569.20
3 YEAR 100% $49.93 $599.16
FOUR (4) BUT LESS THAN EIGHT (8) 103% $51.43 $617.16
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $52.43 $629.16
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $53.43 $641.16
SIXTEEN (16) YEARS OR MORE 109% $54.42 $653.04
OFFICER - HOLIDAY PAY
2026 PAY RATES STEP
REGULAR
RATE
MO
HOLIDAY
START 80% $41.14 $493.71
1 YEAR 85% $43.71 $524.56
12
2 YEAR 95% $48.86 $586.28
3 YEAR 100% $51.43 $617.13
FOUR (4) BUT LESS THAN EIGHT (8) 103% $52.97 $635.61
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.00 $647.97
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $55.03 $660.33
SIXTEEN (16) YEARS OR MORE 109% $56.06 $672.69
SERGEANT- HOLIDAY PAY
2025 PAY RATES STEP
REGULAR
RATE
MO
HOLIDAY
1 STEP 90% $51.49 $617.87
FOUR (4) BUT LESS THAN EIGHT (8) 103% $53.03 $636.35
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.06 $648.71
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $55.09 $661.07
SIXTEEN (16) YEARS OR MORE 109% $56.12 $673.43
2 STEP 95% $54.35 $652.19
FOUR (4) BUT LESS THAN EIGHT (8) 103% $55.98 $671.75
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $57.07 $684.83
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $58.15 $697.79
SIXTEEN (16) YEARS OR MORE 109% $59.24 $710.87
3 STEP 100% $57.21 $686.52
FOUR (4) BUT LESS THAN EIGHT (8) 103% $58.93 $707.16
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $60.07 $720.84
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $61.21 $734.52
SIXTEEN (16) YEARS OR MORE 109% $62.36 $748.32
SERGEANT- HOLIDAY PAY
2026 PAY RATES STEP
REGULAR
RATE
MO
HOLIDAY
1 STEP 100% $53.03 $636.40
FOUR (4) BUT LESS THAN EIGHT (8) 103% $54.62 $655.48
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $55.68 $668.20
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $56.74 $680.92
SIXTEEN (16) YEARS OR MORE 109% $57.80 $693.64
2 STEP 95% $55.98 $671.76
FOUR (4) BUT LESS THAN EIGHT (8) 103% $57.66 $691.92
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $58.78 $705.36
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $59.90 $718.80
SIXTEEN (16) YEARS OR MORE 109% $61.02 $732.24
3 STEP 100% $58.93 $707.12
FOUR (4) BUT LESS THAN EIGHT (8) 103% $60.70 $728.36
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $61.88 $742.52
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $63.05 $756.56
SIXTEEN (16) YEARS OR MORE 109% $64.23 $770.72
13
ARTICLE 19: HEALTH RETIREMENT SAVINGS PLAN
All employees with 0 years to 15 years of service shall contribute 1% of regular rate of pay.
All employees with more than 15 years of service shall contribute 2% of regular rate of pay.
OFFICER - HEALTH RETIREMENT SAVING PLAN (HCSP)
MONTHLY
CONTRIBUTION
2025 PAY RATES STEP REGULAR RATE 0-15 YEARS
15+
YEARS
START 80% $39.94 $64.00
1 YEAR 85% $42.44 $68.00
2 YEAR 95% $47.43 $76.00
3 YEAR 100% $49.93 $80.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $51.43 $83.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $52.43 $84.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $53.43 $86.00 $171.00
SIXTEEN (16) YEARS OR MORE 109% $54.42 $175.00
OFFICER - HEALTH RETIREMENT SAVING PLAN (HCSP)
MONTHLY
CONTRIBUTION
2026 PAY RATES STEP REGULAR RATE 0-15 YEARS
15+
YEARS
START 80% $41.14 $66.00
1 YEAR 85% $43.71 $70.00
2 YEAR 95% $48.86 $79.00
3 YEAR 100% $51.43 $83.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $52.97 $85.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.00 $87.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $55.03 $89.00 $177.00
SIXTEEN (16) YEARS OR MORE 109% $56.06 $180.00
SERGEANT - HEALTH RETIREMENT SAVING PLAN (HCSP)
MONTHLY
CONTRIBUTION
2025 PAY RATES STEP REGULAR RATE 0-15 YEARS
15+
YEARS
1 STEP 90% $51.49 $83.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $53.03 $85.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.06 $87.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $55.09 $89.00 $177.00
14
SIXTEEN (16) YEARS OR MORE 109% $56.12 $180.00
2 STEP 95% $54.35 $87.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $55.98 $90.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $57.07 $92.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $58.15 $94.00 $187.00
SIXTEEN (16) YEARS OR MORE 109% $59.24 $190.00
3 STEP 100% $57.21 $92.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $58.93 $95.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $60.07 $97.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $61.21 $98.00 $196.00
SIXTEEN (16) YEARS OR MORE 109% $62.36 $200.00
SERGEANT - HEALTH RETIREMENT SAVING PLAN (HCSP)
MONTHLY
CONTRIBUTION
2026 PAY RATES STEP REGULAR RATE 0-15 YEARS
15+
YEARS
1 STEP 90% $53.03 $85.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $54.62 $88.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $55.68 $90.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $56.74 $91.00 $182.00
SIXTEEN (16) YEARS OR MORE 109% $57.80 $185.00
2 STEP 95% $55.98 $90.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $57.66 $93.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $58.78 $95.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $59.90 $96.00 $192.00
SIXTEEN (16) YEARS OR MORE 109% $61.02 $196.00
3 STEP 100% $58.93 $95.00
FOUR (4) BUT LESS THAN EIGHT (8) 103% $60.70 $98.00
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $61.88 $100.00
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $63.05 $101.00 $202.00
SIXTEEN (16) YEARS OR MORE 109% $64.23 $206.00
All employees eligible for the severance outlined in Article 7 Section 7 of the contract that discusses
severance eligibility will contribute to the Post Employment Health Care Savings Plan as described below.
100% of employee severance, up to the 600 hours maximum payout to the HCSP.
15
ARTICLE 20: SCHOOLS AND TRAINING SESSIONS
All employees shall be required to attend such schools or training sessions as may be required by
EMPLOYER. Compensation for such attendance is considered included in the approved salary schedule
unless EMPLOYER is reimbursed from an outside source.
ARTICLE 21: POST BOARD REQUIREMENTS
The EMPLOYER will contribute 100% of the cost of any necessary license fee and application for such
license under the Peace Officer Standards and Training Act (POST).
The EMPLOYER is to make every effort possible to provide the necessary POST certified training
required under the current law during the course of duty time. In the event that it is not possible to provide
necessary POST certified training during duty time, the employees will be reimbursed in the form of
compensatory time off for off duty training hours at the rate of time and one-half, effective from the date
the agreement is signed.
ARTICLE 22: GRIEVANCE PROCEDURE
1. This grievance procedure is established for the purpose of resolving disputes involving the
interpretation or application of this AGREEMENT.
2. The EMPLOYER will recognize Stewards selected by the UNION as the grievance
representatives of the bargaining unit. The UNION shall notify the EMPLOYER in writing
of the Stewards and of their successors when so named.
3. A grievance is defined as a dispute over the interpretation or application of this
AGREEMENT.
4. Grievances shall be resolved in the following manner:
STEP 1. An employee claiming a violation concerning the interpretation or application of
this AGREEMENT shall within twenty-one (21) calendar days after such alleged violation
present such grievance to the employee's immediate supervisor designated by the
EMPLOYER. The EMPLOYER-designated representative will give a final answer to Step
1 grievance within ten (10) calendar days. If a grievance is not resolved in Step 1, such
grievance shall be placed in writing and referred to Step 2 within ten (10) calendar days
after the EMPLOYER'S final answer in Step 1. Any grievance not referred in writing by
the employee within ten (10) calendar days shall be considered waived.
STEP 2. The written grievance shall be presented personally to the employee's department
head or other EMPLOYER-designated representative. A copy will be sent by registered
mail, return requested to the City Manager. The EMPLOYER-designated representative
shall give the employee the EMPLOYER'S Step 2 answer within ten (10) calendar days
after receipt of such Step 2 grievance. If a grievance is not resolved in Step 2, such
grievance shall be referred to Step 3 within ten (10) calendar days following the
EMPLOYER-designated representative's final Step 2 answer. Any grievance not referred
16
in writing by the employee within ten (10) calendar days shall be considered waived.
STEP 3. The written grievance shall be presented personally to the EMPLOYER-
designated representative (City Manager). The EMPLOYER-designated representative
shall give the EMPLOYER'S answer within ten (10) calendar days after receipt of such
Step 3 grievance. If a grievance is not resolved in Step 3, such grievance shall be referred
to Step 4 within ten (10) calendar days following the EMPLOYER-designated representa-
tive's final Step 3 answer. Any grievance not referred in writing by the employee within
ten (10) 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 the timelines for Step 4 of the
grievance procedure.
STEP 4. For grievance matters involving written disciplinary action, discharge, or
termination, the assignment of an arbitrator shall be consistent with Minnesota Statute
626.892. For all other grievances 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.
Unresolved grievances are subject to the arbitration provisions of Minnesota Statutes,
Section 179A.21. The arbitrator shall not have the right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider
and decide only the specific issue submitted in writing by the EMPLOYER and the UNION
and shall have no authority to make a decision on any other issue not so submitted. The
arbitrator shall be without power to make decisions contrary to or inconsistent with or
modifying or varying in any way the application for laws, rules or regulations having the
force and effect of the law. The arbitrator shall submit his decision in writing within thirty
(30) days following the close of the hearing or the submission of briefs by the parties,
whichever is later unless the parties agree to an extension. The decision shall be based
solely upon the arbitrator's interpretation or application of the express terms of this
AGREEMENT on the facts of the grievance presented.
All documents, communications and records dealing with a grievance shall be filed
separately from the personnel files of the involved employee(s).
The time limits established in this Article may be extended or modified by mutual consent
of the EMPLOYER and the UNION and shall be in writing.
Employees shall be allowed reasonable time to process grievances during working hours
without loss of pay.
ARTICLE 23: RIGHT OF SUB-CONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER from sub-contracting
work performed by employees covered by this AGREEMENT.
17
ARTICLE 24: CLOTHING ALLOWANCE
Uniform allowance shall be $1,100.00 in 2025and 2026 for each officer to be paid in the first payroll of
February each year to the officer for uniform expenses. Protective clothing, i.e., bullet-proof vests, etc.
will be provided by the EMPLOYER per Federal and State regulations. The EMPLOYER will supply at
no cost to the Employees all required uniform items and reasonable replacements upon initial hire. New
hires will not qualify for uniform allowance until they complete one year of service.
ARTICLE 25: EMPLOYER AUTHORITY
The UNION recognizes the prerogative of the EMPLOYER to operate and manage its affairs in all
respects in accordance with existing and future laws and regulations of appropriate authorities including
municipality’s personnel policies and work rules. Rules and regulations shall be reasonable and consistent
with this AGREEMENT and applied uniformly and without discrimination. The prerogatives and
authority which the EMPLOYER has not officially abridged, delegated or modified by this
AGREEMENT are retained by the EMPLOYER.
ARTICLE 26: SAVINGS CLAUSE
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
provision shall be voided. All other provisions shall continue in full force and effect. The voiced provision
shall be renegotiated at the request of either party.
ARTICLE 27: DURATION
This AGREEMENT shall be effective as of the first day of January, 2025 and shall remain in full force
and effect until the thirty-first day of December, 2026.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this ___ day of
__________, 2024.
Articles in the contract may be rewritten by mutual agreement of the parties. If no agreement is reached,
all articles will remain as is.
CITY OF ST. ANTHONY FOR LAW ENFORCEMENT LABOR SERVICES,
INC.
__________________________________________
Mayor Business Agent
18
__________________________________________
City Manager Steward Local #186
__________________________________________
Steward Local #186
ATTACHMENT A
ATTACHMENT A
MEMORANDUM OF UNDERSTANDING
Placement of Current Sergeants within new Sergeant Step Structure
This Memorandum of Understanding (MOU) is made between the City of Saint Anthony Village ("City") and Law
Enforcement Labor Services, Inc., Local #186 ("Union"), on behalf of the Police Officer's bargaining unit.
WHEREAS, the City and Union are parties to a collective bargaining agreement; and
WHEREAS, the parties have agreed to amend Article 17 of the Labor Agreement by adding a new step salary
structure for Sergeants as follows:
SERGEANT
2025 PAY RATES STEP
BASE
RATE LONGEVITY
REGULAR
RATE
OT
RATE
STEP 1 90% $51.49 $51.49 $77.23
FOUR (4) BUT LESS THAN EIGHT (8) 103% $51.49 $1.54 $53.03 $79.54
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $51.49 $2.57 $54.06 $81.09
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $51.49 $3.60 $55.09 $82.63
SIXTEEN (16) YEARS OR MORE 109% $51.49 $4.63 $56.12 $84.18
STEP 2 95% $54.35 $54.35 $81.52
FOUR (4) BUT LESS THAN EIGHT (8) 103% $54.35 $1.63 $55.98 $83.97
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $54.35 $2.72 $57.07 $85.60
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $54.35 $3.80 $58.15 $87.22
SIXTEEN (16) YEARS OR MORE 109% $54.35 $4.89 $59.24 $88.86
STEP 3 100% $57.21 $57.21 $85.82
FOUR (4) BUT LESS THAN EIGHT (8) 103% $57.21 $1.72 $58.93 $88.40
EIGHT (8) BUT LESS THAN TWELVE (12) 105% $57.21 $2.86 $60.07 $90.11
TWELVE (12) BUT LESS THAN SIXTEEN (16) 107% $57.21 $4.00 $61.21 $91.82
SIXTEEN (16) YEARS OR MORE 109% $57.21 $5.15 $62.36 $93.54
WHEREAS, the Sergeant step increase will be based on the promotion date to Sergeant; and
NOW THEREFORE, the City and Union agree to place these Employees on the following steps effective 1/1/2025:
Sergeant James Gerbino -Step 3
Sergeant Brandon Hess- Step 3
Sergeant James South- Step 3
Sergeant Jeremy Sroga- Step 3
IN WITNESS WHEREOF, the parties hereto have executed this MOU on this ___ day of ___________, 2024.
CITY OF ST. ANTHONY FOR LAW ENFORCEMENT LABOR SERVICES, INC.
__________________________________________
City Manager Business Agent
__________________________________________
Steward Local #186
__________________________________________
Steward Local #186
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-085
A RESOLUTION RATIFYING THE 2025-2026 AGREEMENT BETWEEN THE
LAW ENFORCEMENT LABOR SERVICES, INC. #186 LOCAL
REPRESENTING THE ST. ANTHONY POLICE DEPARTMENT LICENSED
EMPLOYEES AND THE CITY OF ST. ANTHONY VILLAGE.
BE IT RESOLVED, that the 2025-2026 Agreement between the Law Enforcement Labor
Services, Inc., Local #186 representing the St. Anthony Police Department Licensed
Employees, and the City of St. Anthony Village is hereby ratified. The Mayor and City
Manager are authorized to execute the Agreement on behalf of the City.
Adopted this 26th day of November, 2024.
_________________________________
Wendy Webster, Mayor
ATTEST: _________________________
City Clerk
Reviewed for administration: _________________________________
Charlie Yunker, City Manager
REQUEST FOR COUNCIL CONSIDERATION
To:Saint Anthony Village City Council
From:Charlie Yunker, City Manager
Date:October 22, 2024 City Council Meeting
Resolution:Resolution 24-086 Approving the 2025-2026 Agreement between the International Union of
Operating Engineers Local No. 49 AFL-CIO Representing the Saint Anthony Public Works
Department Employees and the City of Saint Anthony Village
BACKGROUND
For your approval is a resolution approving the 2025-2026 Agreement between the International Union of
Operating Engineers Local No. 49 AFL-CIO representing the Saint Anthony Public Works Department Employees
and the City of Saint Anthony Village.
The City and Union have an agreed-upon set of peers utilized for comparison for each negotiation. This set of
peers is based on the closest comparative department to Saint Anthony Village that considers a combination of
city population, department size and scope of services and capabilities. This set of peers is used to determine
appropriate wage levels and well as other aspects such as unform allowances, special pay rates, etc.
The City also has a practice if applying the appropriate Cost of Living (COLA) adjustment across all positions
throughout the city. This amount is determined by a combination of the identified peer and information from
around the metropolitan region to ensure wages remain competitive. At times market adjustments are
necessary when certain positions market wage pressure exceeds the annual COLA adjustments.
The City also follows the common practice of negotiating two-year agreements so negotiations aren’t necessary
each year and can provide predictability for the second year’s overall city budget and levy for personnel costs.
This year it was evident that wages across all positions were increasing more rapidly than previous years, and
market adjustments were needed in order to remain competitive. This was discussed at budget work sessions
during the budget and levy process.
Through negotiations, the union agreed to a 3% COLA increase for both 2025 and 2026. The union also
requested a 6% Market Adjustment for 2025. After careful review of their peers in comparative cities, it was
determined a 6% increase would align with those comparative cities. These adjustments were anticipated during
the budget and levy discussions in preparation for the preliminary levy approval on September 10, 2024.
Other changes in the Public Works Department contract:
All snow removal duties are considered Heavy Pay.
Increasing clothing allowance from $125 to $200 per year.
Increasing Seasonal Emergency Adjustment Pay from $100 to $125 per month.
RECOMMENDATION
Staff recommends approval of the 2025-2026 Agreement between the International Union of Operating
Engineers Local No. 49 AFL-CIO Representing the Saint Anthony Public Works Department Employees and the
City of Saint Anthony Village.
ATTACHMENTS
2025-2026 Contract
Resolution 24-086
LABOR AGREEMENT
BETWEEN
CITY OF ST. ANTHONY
AND
INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL No. 49
January 1, 2025 through December 31, 2026
Contents
LABOR AGREEMENT BETWEEN THE CITY OF ST. ANTHONY ............................................................................. 4
ARTICLE I PURPOSE OF AGREEMENT ................................................................................................................ 4
ARTICLE II RECOGNITION ...................................................................................................................................... 4
ARTICLE III UNION SECURITY ................................................................................................................................ 4
ARTICLE IV EMPLOYER SECURITY ......................................................................................................................... 5
ARTICLE V EMPLOYER AUTHORITY..................................................................................................................... 5
ARTICLE VI EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE ........................................................................... 5
ARTICLE VII DEFINITIONS..................................................................................................................................... 7
ARTICLE VIII SAVINGS CLAUSE ............................................................................................................................ 7
ARTICLE IX WORK SCHEDULES ............................................................................................................................. 8
ARTICLE X OVERTIME .............................................................................................................................................. 9
ARTICLE XI CALL BACK/STAND-BY DUTY ........................................................................................................... 9
ARTICLE XII SEASONAL EMERGENCY ADJUSTMENT PAY ......................................................................... 10
ARTICLE XIII COMMERCIAL DRIVER’S LICENSE ........................................................................................... 10
ARTICLE XIV LEGAL DEFENSE ............................................................................................................................. 10
ARTICLE XV RIGHT OF SUBCONTRACT ......................................................................................................... 11
ARTICLE XVI DISCIPLINE ...................................................................................................................................... 11
ARTICLE XVII SENIORITY ....................................................................................................................................... 11
ARTICLE XVIII PROBATIONARY PERIODS ...................................................................................................... 11
ARTICLE XIX SAFETY .............................................................................................................................................. 11
ARTICLE XX JOB POSTING ................................................................................................................................... 12
ARTICLE XXI INSURANCE ...................................................................................................................................... 12
ARTICLE XXII PERSONAL TIME OFF (PTO) .......................................................................................................... 12
ARTICLE XXIII INJURY ON DUTY ............................................................................................................................ 14
ARTICLE XXIV FUNERAL LEAVE ....................................................................................................................... 14
ARTICLE XXV LEAVE OF ABSENCE ...................................................................................................................... 14
ARTICLE XXVI HOLIDAYS .................................................................................................................................... 14
ARTICLE XXVII RELIEF PERIODS ......................................................................................................................... 15
ARTICLE XXVIII WAGES .......................................................................................................................................... 15
ARTICLE XXIX EDUCATION/TRAINING ............................................................................................................... 15
ARTICLE XXX CLOTHING ALLOWANCE ............................................................................................................. 15
ARTICLE XXXI CENTRAL PENSION FUND ........................................................................................................... 16
ARTICLE XXXII NON-DISCRIMINATION CLAUSE ........................................................................................... 17
ARTICLE XXXIII WAIVER ......................................................................................................................................... 17
ARTICLE XXIV DURATION ................................................................................................................................... 17
APPENDIX A ...................................................................................................................................................................... 18
WAGES .......................................................................................................................................................................... 18
C. WORKING OUT OF CLASSIFICATION PAY .................................................................................................. 18
APPENDIX B ...................................................................................................................................................................... 20
ENTRY LEVEL ............................................................................................................................................................. 20
STEP A ........................................................................................................................................................................... 20
STEP B ........................................................................................................................................................................... 21
STEP C .......................................................................................................................................................................... 22
STEP D .......................................................................................................................................................................... 22
STEP E ........................................................................................................................................................................... 23
MAINTENANCE III ...................................................................................................................................................... 23
MECHANIC AND WATER/SEWER DIVISIONS .................................................................................................. 23
MOVEMENT THROUGH THE SYSTEM: .............................................................................................................. 23
ATTACHMENT A ......................................................................................................................................................... 25
4
LABOR AGREEMENT BETWEEN THE CITY OF ST. ANTHONY
AND INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL No. 49
ARTICLE I PURPOSE OF AGREEMENT
This Agreement is entered into between the City of St. Anthony hereinafter called the EMPLOYER, and
Local No. 49, International Union of Operating Engineers, hereinafter called the UNION.
The intent and purpose of this Agreement is to:
1.1 Establish certain hours, wages, and other conditions of employment;
1.2 Establish procedures for the resolution of disputes concerning this Agreement's interpretation
and/or application;
1.3 Specify the full and complete understanding of the parties; and
1.4 Place in written form the parties' agreement upon terms and conditions of employment for the
duration of this Agreement.
The EMPLOYER and the UNION, 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 II RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for all employees in the
job classifications listed in Appendix A, who are public employees within the meaning of
Minnesota. Stat. 179A.03, Subdivision 14 excluding supervisory, confidential and all other
employees.
ARTICLE III UNION SECURITY
In recognition of the UNION as the exclusive representative, the EMPLOYER shall:
3.1 Request for Dues Check off: The Employer agrees that it will make deductions from each
paycheck covering membership dues and initiation fees that may hereafter become due to the
Union for any of the employees covered under this Agreement; provided the Union requests such
deductions and accompany such requests with properly and legally executed assignments
authorizing such deductions in accordance with applicable law. The Union will inform the
Employer as to the amount of membership dues and initiation fees. Initiation fees, dues, other
assessments or Fair Share Fee in accordance with M.S. 179.55, Subd. 2 shall commence no
later than thirty-one days (31) from the date of employment.
3.2 Remit such deduction to the appropriate designated officer of the UNION.
3.3 The UNION may designate certain employees from the bargaining unit to act as stewards and
shall inform the EMPLOYER in writing of such choice.
3.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims,
suits, orders, or judgments brought or issued against the City as a result of any action taken or
not taken by the City under the provisions of this Article.
5
ARTICLE IV EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this Agreement it will not cause, encourage, participate
in or support any strike, slow down, other interruption of or interference with the normal functions
of the EMPLOYER.
ARTICLE V 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 VI EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE
6.1 Definition of a Grievance
A grievance is defined as a dispute or disagreement as to the interpretation or application of the
specific terms and conditions of this Agreement.
6.2 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 names of such UNION
representatives and of their successors when so designated.
6.3 Processing Of A Grievance
It is recognized and accepted by the UNION and the EMPLOYER that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
EMPLOYEES and shall therefore be accomplished during normal working hours only when
consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the
UNION REPRESENTATIVE shall be allowed a reasonable amount of time without loss in pay
when a grievance is investigated and presented to the EMPLOYER during normal working hours
provided 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.
6.4 Procedure
Grievances, as defined by Section 6.1, 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 such Step 1 grievance
within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to
Step 2 shall be placed in writing setting for the nature of the grievance, the facts on which it is
based, the provision or provisions of the Agreement allegedly violated, and the remedy and shall
be appealed to Step 2 within ten (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
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UNION within ten (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 representative
shall give the UNION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days
after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to
Step 3 within ten (10) calendar days following the EMPLOYER-designated representative's final
Step 2 answer. Any grievance not appealed in writing to Step 3 by the UNION within ten (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 ten (10) calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4
within ten (10) calendar days following the EMPLOYER-designated representative's final answer
in Step 3. Any grievance not appealed in writing to Step 4 by the UNION within ten (10) calendar
days shall be considered waived.
Step 4 A grievance unresolved in Step 3 and appealed in Step 4 shall be submitted to the
Minnesota Bureau of Mediation Services. A grievance not resolved in Step 4 may be appealed to
Step 5 within ten (10) calendar days following the EMPLOYER'S final answer in Step 4. Any
grievance not appealed in writing to Step 5 by the UNION within ten (10) calendar days shall be
considered waived.
Step 5 A grievance unresolved in Step 4 and appealed in Step 5 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 Public Employment Relations Board.
6.5 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 a decision 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 law. The arbitrator's decision shall be submitted in writing within thirty
(30) days following the 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.
6.6 Waiver
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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
agreement of the EMPLOYER and the UNION.
6.7 Choice of Remedy
If, as a result of the EMPLOYER response in Step 4, the grievance remains unresolved, and if the
grievance involves the suspension, demotion, or discharge of an employee who has completed
the required probationary period, the grievance may be appealed either to Step 5 of ARTICLE VI
or a procedure such as: Civil Service Veteran's Preference, or Fair Employment. If appealed to
any procedure other than Step 5 of ARTICLE VI the grievance is not subject to the arbitration
procedure as provided in Step 5 of ARTICLE VI. The aggrieved employee shall indicate in writing
which procedure is to be utilized -- Step 5 of ARTICLE VI or another appeal procedure -- and
shall sign a statement to the effect that the choice of any other hearing precludes the aggrieved
employee from making a subsequent appeal through Step 5 of ARTICLE VI.
ARTICLE VII DEFINITIONS
7.1 UNION: The International Union of Operating Engineers, Local No. 49.
7.2 EMPLOYER: The City of St. Anthony.
7.3 UNION MEMBER: A member of the International Union of Operating Engineers, Local 49.
7.4 EMPLOYEE: A member of the exclusively recognized bargaining unit.
7.5 BASE PAY RATE: The EMPLOYEE'S hourly pay rate exclusive of longevity or any other special
allowance.
7.6 SENIORITY: Length of continuous service in any of the job classifications covered by ARTICLE
II - RECOGNITION.
EMPLOYEES who are promoted from a job classification covered by this Agreement and return
to a job classification covered by this Agreement shall have their seniority calculated on their
length of service under this Agreement for purposes of promotion, transfer and lay off and total
length of service with the EMPLOYER for other benefits under this Agreement.
7.7 SEVERANCE PAY: Payment made to an EMPLOYEE upon honorable termination of
employment.
7.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess of either
eight (8) hours within a twenty-four (24) hour period (except for shift changes) or more than forty
(40) hours within a seven (7) day period.
7.9 CALL BACK: 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 early report to an assigned shift is not a call back.
ARTICLE VIII SAVINGS CLAUSE
8.1 This Agreement is subject to the laws of the United States, the State of Minnesota, and the
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signed municipality. 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 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 IX WORK SCHEDULES
9.1 The sole authority in work schedules is the EMPLOYER. The normal workday for an EMPLOYEE
shall be eight (8) hours. The normal workweek shall be forty (40) hours, Monday through Friday.
9.2 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 7:00 A.M. - 3:30 P.M. day. The
EMPLOYER will give seven (7) days advance notice to the EMPLOYEES affected by the
establishment of workdays different from the EMPLOYEE'S normal eight (8) hour work day.
9.3 In the event that work is required 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 so working.
9.4 Service to the public may require the establishment of regular work weeks that schedule work on
Saturdays and/or Sundays.
9.5 Straight 8 Work Schedule
To provide high quality service to the residents of St. Anthony and also to provide flexibility to
employees’ work schedules with the goal of increased production and delivery of City services.
The straight 8-hour work schedule needs to be flexible with some constraints to be of benefit to
the City of St. Anthony and its employees. The Local 49 bargaining group will use the following
guidelines:
• Employees’ shift shall be 7:00 a.m. to 3:00 p.m.
• All crew members shall be prepared when they leave the shop with the proper tools, water, long
pants, bug spray, sunscreen, safety equipment etc...
• The two paid 15-minute breaks will be taken as ½ hour break at 11:00 a.m. or as the crew’s work
schedule dictates.
• Leave your work site at end of day with only enough time to complete required end-of-day
procedures (i.e., fueling, clean-up, time cards, and transport time).
• Extreme weather conditions may require that employees take additional rest and water breaks
(high heat and humidity, below zero temperatures or severe wind chill). Discuss this with your
supervisor before taking additional breaks.
• Because of the flexibility to accommodate the daily work schedule, all employees may not be on
the same break schedule. If you are on break (or before or after your work shift), make sure you
are not interfering or disrupting another employee during their work hours.
• This agreement must continue to be beneficial to the City of St. Anthony, its residents and its
employees. Any difficulties with excessive breaks, disorganization, unfair labor requests, crew
member conflicts or abuse of the program as a result of the straight 8-hour shift could result in
termination of the program with 30 days written notice by either party.
9.6 Summer Hours
• During the timeframe beginning Memorial Day and ending the Friday before Labor Day the work
schedule will change to a work week of four (4) nine (9) hour days, Monday through Thursday,
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and one (1) four (4) hour day on Friday, employees will receive their normal breaks. The normal
work day will be from 6:30 a.m. to 3:30 p.m., Monday through Thursday; and 6:30 a.m. to 10:30
a.m.on Friday; except that during weeks that include a paid holiday, the work schedule will
consist of three (3) nine (9) hour days, one (1) four (4) hour day and one (1) eight (8) hour paid
holiday. Employees shall be compensated for the contractual eight hours of pay on all Holidays
and will be required to use one hour of PTO or compensatory time to complete a scheduled nine
(9) hour holiday and forty (40) hour work week.
• Hours worked in excess of nine (9) hours within a twenty-four (24) hour period (except for shift
changes) from Monday through Thursday, or in excess of four (4) hours within a twenty-four (24)
hour period (except for shift changes) on Friday, or more than forty (40) within a seven (7) day
period will be compensated for at one and one-half (1-1/ 2) times the employee’s regular base
pay. For purposes of this Section, “hours worked” shall include hours designated as holiday, sick,
vacation or compensatory time off.
• Any vacation or sick leave Monday through Thursday will be charged at the rate of nine (9) hours
per day; and will be charged at the rate of four (4) hours for Fridays.
ARTICLE X OVERTIME
10.1 Hours worked in excess of eight (8) hours within a twenty-four (24) hour period (except for shift
changes) or more than forty (40) hours within a seven (7) day period will be compensated for at
one and one-half (1-1/2) times the EMPLOYEE'S regular base pay rate.
10.2 Overtime will be distributed as equally as practicable.
10.3 Overtime refused by EMPLOYEES will for record purposes under ARTICLE 10.2 be considered
as unpaid overtime worked.
10.4 For the purpose of computing overtime compensation, overtime hours worked shall not be
pyramided, compounded, or paid twice for the same hours worked.
10.5 EMPLOYEES will be allowed to earn up to 60 hours of compensatory time (60 hours maximum
per year). EMPLOYEES will be allowed to take compensatory time at a rate of 40 hour
increments. Compensatory time may be carried over to the next calendar year.
ARTICLE XI CALL BACK/STAND-BY DUTY
11.1 Call Back: 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) hours' pay at one and one-half (1½)
times the EMPLOYEE'S base pay rate.
11.2 Water Main Breaks: An EMPLOYEE called in for work for a water main break at a time other than
the EMPLOYEE'S normal scheduled shift will be compensated for a minimum of four (4) hours'
pay at one and one-half (1½) times the EMPLOYEE'S base pay rate.
11.3 Stand-by Duty: Stand-by duty will begin at 3:30 PM Wednesday and continue to the following
Wednesday at 7:00 AM. The EMPLOYEE responsible for call out during this period would be the
employee scheduled on the stand-by duty roster. Compensation shall be an additional three (3)
hours of overtime wages per Saturday, Sunday or Holiday (observed Monday through Friday) and
four (4) hours of overtime wages for the period Monday through Friday.
Stand By
▪ Saturday 3 hours overtime per day/ 1-hour pump duty
▪ Sunday 3 hours overtime per day/ 1-hour pump duty
▪ Holiday observed M-F 3 hours overtime per day/ 1-hour pump duty
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▪ Monday through Friday 4 hours overtime per 5-day period/ Stand by duty
11.4 Weekday Pump Duty. The EMPLOYEE on Stand-by will also be responsible for pump duty.
Pump duty shall consist of performing routine checks of pumps and other city facilities such as lift
stations, filter plant and booster station on Saturdays, Sundays and Holidays. Employees shall
be compensated for hours worked while performing pump duty on weekends and holidays at one
and one-half (1½) times the EMPLOYEE’S normal rate of pay. Under normal circumstances and
conditions, pump duty shall be one (1) hour of work per day on weekends and holidays.
However, an EMPLOYEE who has completed the assigned pump duty and is called back to the
City for additional work shall be compensated in the amount specified for call back duty within this
Article.
ARTICLE XII SEASONAL EMERGENCY ADJUSTMENT PAY
This allows seasonal work required to meet public service demands such as snowplowing, sanding,
rink flooding, etc., and emergency work in response to unusual circumstances such as fire, flood,
winds, snow, sleet or breakdown of municipal equipment or facilities results in additional demands on
Maintenance Operation’s staff. In recognition of these ongoing demands, employees will receive
additional compensation in the form of Seasonal Emergency Adjustment Pay. All available Public
Works employees will receive the monthly rate to be paid for active months to a maximum of five (5)
months (January, February, March, November, and December). The rate is as follow:
2025 - $125.00 per month
2026 - $125.00 per month
ARTICLE XIII COMMERCIAL DRIVER’S LICENSE
If an Employee temporarily loses his/her driver’s license and CDL, the Employer may choose, on a case-
by-case basis, to accommodate the Employee by assigning him/her to duties that do not require a driver’s
license/CDL, not to exceed twelve (12) months during the Employee’s tenure with the City, and/or not to
exceed two (2) revocations as a result of driving violations.
If the temporary loss of a driver’s license is the result of an alcohol-related offense, the Employee will be
required to comply with the recommendation of a licensed Substance Abuse Professional. Proof of
compliance with the Substance Abuse Professional recommendations will be provided to the Employer
before an Employee will be permitted to return to work.
The application of this Agreement will begin for an individual as of the date of his/her license revocation,
regardless of subsequent procedures contesting the revocation.
This applies to driving violations outside the workplace.
This does not include positive test results from applicable state or federal required testing procedures,
including, but not limited to random testing.
A reduction in wages to Level A of Appendix A, WAGES section of the LABOR AGREEMENT BETWEEN
CITY OF ST. ANTHONY AND INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL NO. 49,
will begin as of the revocation date. Any hourly wages not paid to an Employee during the revocation of
the Employee’s driver’s license/CDL will not be reimbursed regardless of the outcome of any subsequent
contesting of the revocation. The Employee will be returned to his/her previous wage level or Level E,
whichever is less, upon reinstatement of the Employee’s CDL.
ARTICLE XIV LEGAL DEFENSE
14.1 EMPLOYEES involved in litigation because of negligence, ignorance of laws, non-observance of
laws, or as a result of EMPLOYEE judgmental decision may not receive legal defense by the
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municipality.
14.2 Any 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 EMPLOYEE'S supervisor, shall be
reimbursed for reasonable attorney's fees and court costs actually incurred by such EMPLOYEE
in defending against such charge.
ARTICLE XV RIGHT OF SUBCONTRACT
15.1 Nothing in this Agreement shall prohibit or restrict the right of the EMPLOYER from
subcontracting work performed by EMPLOYEES covered by this Agreement.
ARTICLE XVI DISCIPLINE
16.1 The EMPLOYER will discipline EMPLOYEES only for just cause.
16.2 An EMPLOYEE(S) will not be required to participate in an investigatory interview by the
EMPLOYER where information gained from the interview could lead to the discipline of the
EMPLOYEE(S) unless the EMPLOYEE(S) is given the opportunity to have a third party present at
the interview to act as a witness for the EMPLOYEE(S).
ARTICLE XVII 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 criterion for recall when the job-relevant qualification factors are
equal. Recall rights under this provision will continue for twenty-four (24) months after lay off.
Recalled EMPLOYEES shall have ten (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.
17.3 No permanent EMPLOYEE shall be laid off while any temporary EMPLOYEE (defined as an
EMPLOYEE with less than six (6) months consecutive service) is on the payroll.
ARTICLE XVIII PROBATIONARY PERIODS
18.1 All newly hired or rehired EMPLOYEES will serve a six (6) months' probationary period.
18.2 All EMPLOYEES will serve a six (6) months' probationary period in any job classification in which
the EMPLOYEE has not served a probationary period.
18.3 At any time during the probationary period a newly hired or rehired EMPLOYEE may be
terminated at the sole discretion of the 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.
ARTICLE XIX SAFETY
19.1 The EMPLOYER and the UNION agree to jointly promote safe and healthful working conditions,
to cooperate in safety matters and to encourage EMPLOYEES to work in a safe manner.
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ARTICLE XX JOB POSTING
20.1 The EMPLOYER and the UNION agree that permanent job vacancies within the designated
bargaining unit shall be filled based on the concept of promotion from within provided that
applicant:
20.2 Have the necessary qualifications to meet the standards of the job vacancy; and
20.3 Have the ability to perform the duties and responsibilities of the job vacancy.
20.4 EMPLOYEES filling a higher job class based on the provisions of this Article shall be subject to
the conditions of ARTICLE XVI PROBATIONARY PERIOD.
20.5 The EMPLOYER has the right of final decision in the selection of EMPLOYEES to fill posted jobs
based on qualifications, abilities and experience.
20.6 Job vacancies within the designated bargaining unit will be posted for five (5) working days so
that members of the bargaining unit can be considered for such vacancies.
ARTICLE XXI INSURANCE
21.1 Please see Attachment A for 2025 contributions by plan.
Life Insurance maximum $25,000. (Employer paid)
21.2 EMPLOYEES not choosing dependent coverage cannot be covered at EMPLOYER expense for
any additional insurance other than the individual group health and group life insurance.
Additional life insurance can be purchased by EMPLOYEE’S, at the EMPLOYEE'S expense to
the extent allowed under the EMPLOYER'S group policy.
21.3 Individual EMPLOYEES may provide for an increased EMPLOYER contribution for insurance
over that amount stipulated by 19.1, by lowering their salary from the rates stipulated in Appendix
A to provide for an increased EMPLOYER contribution which will fully pay for the EMPLOYEE'S
health, life, and dental insurance, including dependent coverage.
21.4 In the event the health insurance provisions of this Agreement fail to meet the requirements of the
Affordable Care Act and its related regulations or cause the EMPLOYER to be subject to a
penalty, fine or additional tax liability, the Union and the Employer will meet promptly to bargain
over alternative provisions.
ARTICLE XXII PERSONAL TIME OFF (PTO)
22.1. Amount Allowed. Full time employees shall earn personal time off according to the following
schedule:
Hours Accrued Per year
0 - 5 years 176 hours
5+ - 14 years 216 hours
15+ 256 hours
Employees using earned PTO shall be considered to be working for the purpose of accumulating
additional PTO.
22.2. Usage. Personal time off may be used as earned, subject to approval by the Department Head
and City Manager of the time at which it may be taken.
In order to allow coordination of PTO with family and medical leave, employees seeking to take
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PTO may be required to provide enough information about the purpose of the time off to allow a
determination of whether the time will also qualify for family and medical leave. If the PTO also
qualifies for family and medical leave, the employee must take both leaves simultaneously.
22.3. Terminal Leave. Any employee leaving the municipal service in good standing after giving proper
notice of such termination of employment, will be compensated for PTO accrued and unused to
the date of separation, as per 20.7.
22.4. Waiver of Personal Time Off Prohibited. No employee is permitted to waive PTO for the purpose
of receiving double compensation.
22.5. Procedure. To be eligible for PTO with pay, an employee shall report as soon as possible to his
or her Department Head the need to take PTO and its estimated duration.
22.6. Workers Compensation. Employees are covered by the workers compensation laws of the State
of Minnesota. In the event an employee is disabled and is entitled to workers compensation, the
employee will keep any workers compensation payments received and eligible to receive a bi-
weekly paycheck equal to 1/3 pay through the use of PTO benefits. In addition, the employee will
be entitled to earn 1/3 of the amount of the PTO pay they would otherwise be entitled to during an
absence from their employment. Employees receiving such workers compensation will be
considered working for the purpose of accumulating additional PTO benefits.
22.7. Unused Personal Time Off Pay. An unused PTO pay policy is established subject to the following
rules and regulations:
(a) The employee must be in good standing and give proper notice of termination in
the case of resignation.
(b) Qualifying employees shall receive their accumulated personal time off up to a
maximum as listed in the following schedule:
Maximum Payment
0 - 3 years of service ½ of personal leave accrued
3 + years 480.0 hours
4 + years 528.0 hours
5 + years 600.0 hours
Employees hired after January 1, 2013
Maximum Payment
0 - 3 years of service 150 hours of personal leave accrued
3 to 10 years 300 hours
10 to 15 years 400 hours
15 to 20 years 500 hours
20 plus years 600 hours
22.8 Health Retirement Savings Plan
100% of employee severance, up to the 600 hours maximum payout to the HCSP.
22.9 Donation of Personal Time Off to Employees with Serious Medical Problems.
Employees may voluntarily donate PTO time in hour increments, which can be converted to use
by employees facing serious medical problems or extended time off due to serious medical
problems and who have no accumulated PTO time or compensatory time available. The use of
this donated PTO must be approved by the Department head and the City Manager and will be
converted to the receiving employees paid hourly rate. This subdivision does not include
temporary or seasonal positions or unionized employees who have a sick pool that is already
established.
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22.10 Maximum personal leave is 1,200 hours as of December 31 for all employees. Effective January
1, 2013, EMPLOYEES that currently exceed the personal leave maximum accrual limit of 1,200
hours will have one year to bring their personal leave account into compliance with the maximum
accrual limits upon adoption of this contract. If the employee does not bring his/her personal
leave account into compliance, the employee will lose the unused personal leave time that is not
utilized. Employees hired prior to January 1, 1988 are exempt.
ARTICLE XXIII INJURY ON DUTY
23.1 Definition: An injury, illness or other disabling condition which prevents the EMPLOYEE from
performing regularly assigned job duties and which was suffered or directly caused as a result of
or in the course of, regular, assigned, job duties. The determination of whether the injury, illness
or other disabling condition prevents the EMPLOYEE from performing regularly assigned job
duties shall be made by licensed physician(s).
23.2 There shall be a ten-day (10) waiting period before the I.O.D. benefit commences during which
the EMPLOYEE can use sick leave.
23.3 Starting the 11th through the 40th work day, the EMPLOYER will pay I.O.D. pay equal to regular
salary (base).
23.4 Employees are covered by the worker's compensation laws of the state of Minnesota. In the
event an employee is disabled and is entitled to worker's compensation, the employee will keep
any worker's compensation payments received. In addition, the Employee will be entitled to
receive ⅓ of the amount of the sick leave pay they would otherwise be entitled to during an
absence from their employment. Employees receiving such worker's compensation will be
considered working for the purpose of accumulating ⅓ of the additional sick leave benefits
normally accrued by an Employee until the Employee's accrued sick leave is used up.
ARTICLE XXIV FUNERAL LEAVE
24.1 In the event of the death of an EMPLOYEE'S spouse, children, stepchildren, parents, brother or
sister, or EMPLOYEE'S spouse’s parents, the EMPLOYEE will be granted three (3) days of
funeral leave with pay. In the event of the death of an EMPLOYEE'S grandparents, grandchild,
or spouse's grandparent, grandchild, brother or sister, an EMPLOYEE will be granted one (1)
day's funeral leave with pay.
ARTICLE XXV LEAVE OF ABSENCE
25.1 EMPLOYEES subpoenaed as witnesses, or called and selected for jury duty shall receive their
regular compensation less jury pay. Mileage allowance not to be considered as jury pay.
EMPLOYEES must report back to work if their jury duty or witness obligations allow them to do so
within the scope of the regular work day hours.
25.2 The EMPLOYER will pay an EMPLOYEE full wages for a two-week military leave per year, which
is not to exceed 15 days and in addition to any pay they receive for military training. The
employee shall give the EMPLOYER a two-week notice prior to the military leave.
ARTICLE XXVI HOLIDAYS
26.1 All permanent and probationary EMPLOYEES shall observe the following twelve (12) paid
holidays each year:
1) New Year’s Day - January 1
2) Martin Luther King Day - the third Monday in January
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3) Washington's and Lincoln's Birthday - the third Monday in February
4) Memorial Day - the last Monday in May
5) Juneteenth – June 19
6) Independence Day - July 4
7) Labor Day - the first Monday in September
8) Indigenous Peoples Day – 2nd Monday in October
9) Veteran's Day - November 11
10) Thanksgiving Day - the fourth Thursday in November
11) Friday following Thanksgiving Day
12) Christmas Day - December 25
When an above named holiday falls on a Sunday, it shall be observed on the following Monday.
If such holiday falls on a Saturday, the preceding Friday is a holiday.
An EMPLOYEE required to work on a holiday shall receive pay at one and one-half (1½) times
the base pay rate in addition to the regular holiday pay allotted.
ARTICLE XXVII RELIEF PERIODS
27.1 All EMPLOYEES will be allowed two (2) work relief periods a day not to exceed 15 minutes in the
forenoon and 15 minutes in the afternoon.
ARTICLE XXVIII WAGES
28.1 Qualified EMPLOYEES will be paid the H.E.O. rate in whole hour increments for time worked on
designated Heavy Equipment. However, EMPLOYEES must work at least 31 minutes in each
and every given hour on said designated Heavy Equipment in order to be credited with a whole
hour increment and thus the pay differential.
28.2 Qualified Employees will also be paid the H.E.O. rate in whole hour increments for time worked
when spraying pesticides.
28.3 Qualified employees will be paid an additional $1.00 per hour rate in whole hour increments for
time worked inspecting City vehicles.
28.4 EMPLOYEES will be paid every two weeks on the alternate Fridays. When a holiday falls on a
Friday pay day, employees will receive their pay checks on the preceding Thursday. When two
(2) day holidays fall on the Friday pay day and the Thursday preceding the Friday pay day,
employees will receive their pay checks on the preceding Wednesday.
ARTICLE XXIX EDUCATION/TRAINING
29.1 The EMPLOYER will budget $4,000 per year in calendar year 2012 for the cost of tuition and
books for job-related schools. The school, course work and expenses shall be first approved by
the Department Head.
29.2 Upon completion of the North Hennepin Community College Public Works Certification Program,
an EMPLOYEE will receive HEO pay provided the EMPLOYEE is at a minimum of Step E pay.
29.3 All employees will have the opportunity to attend Phase 1, Phase 2 and Phase 3 training at the
Local Training Center. Prior approval must be received and money must be appropriated for the
Training in the Department’s annual Budget.
ARTICLE XXX CLOTHING ALLOWANCE
30.1 The Employer shall provide each employee with an annual clothing allowance of maximum of
$200 redeemable upon copy of receipt prior to December 31st of each year.
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ARTICLE XXXI CENTRAL PENSION FUND
31.1 The City of St. Anthony agrees to participate in the Central Pension Fund of the International Union
of Operating Engineers, and Participating Employers (Central Pension Fund) in accordance with
the terms of the Restated Agreement and Declaration Trust of the Central Pension, the Plan of
Benefits, and this Memorandum of Understanding.
A. Minnesota Statue §356.24, subd. 1 (10) expressly authorizes the Employer to contribute
public funds to the Central Pension Fund as a supplemental pension plan for the employees
of a governmental subdivision who are covered by a collective bargaining agreement that
provides for such coverage.
B. Sections 4.1 of the Restated Agreement and Declaration of Trust to the Central Pension
Fund and 13.01 of the Plan of Benefits only permits Employer Contributions to the Fund.
C. The parties agree that the agreed upon Employer contribution amount that would otherwise
be paid in salary or wages will be contributed instead to the CPF as pre-tax employer
contributions. Contributions from the Employer will not be funded from any source unless
agreed upon by the parties.
D. The hourly contribution rate will be applied to every hour compensated (i.e. hours worked,
vacation, holiday and sick time) except for overtime hours worked. The Employer shall remit
this contribution directly to the I.U.O.E. Central Pension Fund at 4115 Chesapeake Street
NW, Washington, D.C. 20016
E. A contribution of $2.00 per straight time hour worked prevents annual Central Pension Fund
contributions on behalf of eligible employees from exceeding $10,000.00 in a year and
therefore, complies with the limitations set forth under Minnesota Statute § 356.24, Subd. 1
(10) as amended.
F. For purposes of determining future wage rates the employer shall first restore the amount of
the Employer contribution rate of $2.00 per hour, then apply the applicable 1.5 wage
multiplier then reduce the revised wage by the CPF contribution rate.
G. For purposes of calculating overtime compensation the employer shall first restore the
amount of the Employer contribution rate of $2.00 per hour, then apply the applicable 1.5
wage multiplier then reduce the revised wage by the CPF contribution rate, required under
the Fair Labor Standards Act and the collective bargaining agreement, then pay the resulting
amount for overtime worked.
H. The parties agree that the Public Employees Retirement Association interprets employer
contributions to the CPF as being included in determining "salary" for the purposes of the public
pension.
I. The parties agree to abide by the terms and conditions of the Restated Agreement and
Declaration of Trust and the Plan of Benefits of the Central Pension Fund.
J. Effective January 1, 2019, the contribution rate equals ($2.00) per straight time hour worked/
straight time hour paid/ all hours compensated.
K. Members by majority vote, may change the contribution rate at any time during the life of the
Collective Bargaining Agreement. The Union and the Employer will work together to
implement member approved changes as soon as practicable. Authorization to change the
contribution rate shall be subject to approval of a majority vote of all employees and cannot
be changed more than once per calendar year.
17
ARTICLE XXXII NON-DISCRIMINATION CLAUSE
32.1 The provisions of the Agreement shall be applied equally and without discrimination by the
EMPLOYER and the UNION to all EMPLOYEES regardless of race, color, creed, religion,
national origin, sex, marital status, status with regard to public assistance, disability or age.
ARTICLE XXXIII WAIVER
33.1 Any and all prior Agreements, resolutions, practices, policies, rules and regulations regarding
terms and conditions of employment, to the extent inconsistent with the provisions of this
Agreement, are hereby superseded.
33.2 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
terms or conditions 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 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 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 parties
at the time this contract was negotiated or executed.
ARTICLE XXIV DURATION
31.1 This Agreement shall be effective on January 1, 2025 and shall remain in full force and effect until
the 31st day of December, 2026.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this ______ day of
_____________, 2024.
FOR THE CITY OF ST. ANTHONY: FOR THE INTERNATIONAL UNION OF
OPERATING ENGINEERS, LOCAL 49:
Mayor, Business Manager,
Wendy Webster Jason A George
City Manager, Area Business Representative,
Charlie Yunker Cory Bergerson
Steward,
Jesse Wolfe
18
APPENDIX A
WAGES
A. The following wage schedule will be in effect from the first payroll period in 2025 through the last
payroll period in 2026.
Title 2025 2026
Maintenance Worker- Entry Level $28.10 $28.95
Maintenance Worker- Step A $30.72 $31.64
Maintenance Worker- Step B $31.71 $32.66
Maintenance Worker- Step C $33.54 $34.55
Maintenance Worker- Step D $35.36 $36.42
Maintenance Worker- Step E $37.14 $38.26
Water & Sewer $39.27 $40.45
Maintenance Worker III (HEO) $38.62 $39.78
Parks & Streets Crew Leader- Step A $39.33 $40.51
Parks & Streets Crew Leader- Step B $40.54 $41.75
Parks & Streets Crew Leader- Step C $41.74 $42.99
Parks & Streets Crew Leader- Top Scale $43.19 $44.49
Water & Sewer Crew Leader- Step A $40.70 $41.92
Water & Sewer Crew Leader- Step B $41.94 $43.19
Water & Sewer Crew Leader- Step C $43.16 $44.45
Water & Sewer Crew Leader- Step Top Scale $44.32 $45.65
Mechanic $43.27 $44.57
B. All Employees classified as Maintenance Worker Entry - Step E will be eligible to receive Working
out of Classification Pay as provided by Section C of this Appendix.
C. WORKING OUT OF CLASSIFICATION PAY
C-1 Employees required by the EMPLOYER and who are adjudged by the EMPLOYER to be
qualified to operate the following items of equipment will be paid the MAINTENANCE III
rate of pay for those hours assigned to the unit:
1. Motor Patrol
2. Front-end Loader (Mich. 45B) over 1.5 cu. yd.
3. Street Sweepers (Elgin, Pelican, Americana)
4. Sewer Jetters
5. Backhoe
6. High Ranger
7. Tree Inspector
8. 33,000 GVW Plow Truck with Wing (only when plowing snow)
9. Tar kettle/crack filling machine
10. Welding
11. Brush Chipper
12. Graco paint stripper/crosswalks
13. Playground inspection
14. Plow truck with a belly mount plow.
15. Skid Steer (only during snow removal)
19
16. Tool Cat (only during snow removal)
17. Any motorized vehicle used while conducting snow removal duties.
C-2 EMPLOYEES assigned by the EMPLOYER to Utility Operator will be paid the wage rate
of the job classification to which the EMPLOYEE is assigned.
C-3 EMPLOYEES assigned by the Employer to perform Mechanic duties will be eligible to
receive out of classification pay for hours assigned to those duties. The out of
classification pay shall be the current mechanic contract rate.
Out of class work needs to be pre-assigned by the supervisor to be eligible for mechanic
pay rate and the supervisor is solely responsible for determination of eligible work in
compliance with this memo. Only when maintenance workers are assigned by their
supervisor to perform vehicle and equipment repairs and only if it falls within the following
qualifying parameters will it qualify for out of class mechanic pay for those assigned
hours.
Qualifying work/tasks for out of class Mechanic Pay:
1. Mechanical repairs to vehicles and equipment
2. Preventative maintenance such as oil changes
3. Brake jobs
4. Repair welding of vehicles, trailers and equipment
5. Fabrication and welding for repair or modification of vehicles, trailers, and equipment
6. Performing engine repair or motor tune up work
7. Assisting mechanics with shop repair work orders
8. Hydraulic repair work
9. Repairs to drivetrain
10. Electrical troubleshooting
11. Work not qualifying for out of class mechanic pay:
12. Daily operator maintenance and safety checks of vehicles and equipment
13. Hooking and unhooking attachments to vehicles and equipment
14. Operator required lubrication of equipment
15. Checking and filing of fluids
16. Changing of brooms and wear blades except certain difficult to change blades and
brooms
17. requiring mechanic level tools and expertise as determined by the Supervisor
18. Changing or replacement of light bulbs and lenses where electrical troubleshooting is
not required.
19. CDL required daily inspections
20. Other regular wear part replacement such as weed whip string, saw chain or blades
20
APPENDIX B
CITY OF ST. ANTHONY
PUBLIC WORKS DEPARTMENT
MAINTENANCE WORKER
ENTRY LEVEL
Minimum Requirements:
- High School diploma, GED or equivalent
- Valid Minnesota Class C Driver’s License
- Valid Minnesota Class B and Commercial Driver’s License (CDL) within six months of the
date of hire
- Ability to meet a minimum score of 70 percent on a mechanical aptitude test
- Successful completion of City's physical examination including drug testing, if required
- Ability to read, understand and follow written oral instructions including safety rules
- Ability to meet the physical demands of the job including but not limited to lifting, bending,
climbing, reaching overhead, pushing and pulling
- Ability to perform job responsibilities in climactic extremes
- Demonstration of ability to operate City-owned equipment
- Ability to perform routine repair and maintenance tasks in the following areas:
Streets/storm sewer
Parks/forestry
Water/sewer
Building/equipment
STEP A
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II - Entry
Level
- Minimum of one (1) year of experience in Maintenance II - Entry Level
- Ability to perform the following tasks:
Basic asphalt patching skills
Basic concrete repair
Vehicle/equipment routine maintenance
Basic custodial skills
- Qualified to operate:
21
Air compressors
Jackhammer
Cement mixer
Lawn mowers
Weed whips
Park tractors with attachments
MAINTENANCE WORKER
STEP B
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II - Step A
- Minimum of one (1) year experience at Step A
- Initiative in seeking and performing work
- Safe work practices/driving record
- Minimum tardiness/positive sick leave attitude
- Ability to perform:
Advanced asphalt patching skills
Snow plowing (1 ton truck and under)
Traffic sign maintenance (replacement)
Special event assistance
Turf mowing practices
Sidewalk snow plowing
Water meter reading
Familiarity with Step A equipment service
- Qualified to operate:
One-ton truck
Brush chipper
Asphalt roller (one ton)
72" rotary mower
Bob cat
Michigan front-end loader
22
MAINTENANCE WORKER
STEP C
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II - Step B
- Minimum of one (1) year experience at Step B
- Ability to perform work without supervision
- Record keeping skills
- Ability to perform:
Snow plowing/sanding
Traffic striping
Tree service skills (trimming/takedown/stumps) and clean up
Landscape maintenance
Parks shelter/equipment/ball field/irrigation system maintenance basics
Storm Sewer Maintenance (CB cleaning, etc.)
- Qualified to operate:
Dump truck - 27,500 G.V.W. with plow
Paint striper
Tar kettle
Aerial bucket
Backhoe
MAINTENANCE WORKER
STEP D
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II - Step C
- Minimum of one (1) year experience at Step C
- Ability to supervise part-time and seasonal employees
- Advanced record keeping skills
- Sign shop experience
- Ability to perform:
Park light maintenance basics
Work site sign layout and traffic control
Water/sanitary sewer maintenance basics
Catch basin repair
- Qualified to operate:
33,000 G.V.W. with plow and wing
Grader
23
Oiler/distributor
Sweeper
MAINTENANCE WORKER
STEP E
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II - Step D
- Minimum of one (1) year experience at Step D
- Ability to lead a three (3)-person crew
- Ability to perform all duties related to assigned division
- Qualified to operate all equipment required to perform assigned duties
MAINTENANCE III
MECHANIC AND WATER/SEWER DIVISIONS
Minimum Requirements:
- Meets or exceeds all the minimum requirements of Public Works Maintenance II
- Ability to supervise a work crew
- Ability to assist in the training of division employees
- Ability to maintain all division records as required
Divisions:
Mechanic Ability to repair and maintain all City equipment
Water/Sewer Ability to operate and maintain all water and sewer facilities and equipment;
including televising equipment, sewer rodder and backhoe; must have Minnesota
Class B water and Class C sewer licenses
MOVEMENT THROUGH THE SYSTEM:
A. Public Works Director and Supervisor conduct evaluation with checklist to determine whether or
not an individual is qualified to move to the next appropriate step and then so inform the
employee.
B. If employee disagrees with decision with justification, the employee should contact the Assistant
to the City Manager/Management Assistant.
C. The Assistant to the City Manager/Management Assistant will examine both sides and make a
recommendation to the City Manager who in turn will make a determination.
D. The employee may also utilize the formal grievance procedure included in the Public Works
24
Labor Agreement.
*When placing new hires at step within this plan, previous applicable experience will be taken into
consideration so that new employees are properly placed.
25
ATTACHMENT A
CITY OF ST. ANTHONY VILLAGE
STATE OF MINNESOTA
RESOLUTION 24-086
A RESOLUTION RATIFYING THE 2025-2026 AGREEMENT BETWEEN THE
INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL NO. 49
REPRESENTING THE ST. ANTHONY PUBLIC WORKS DEPARTMENT
EMPLOYEES AND THE CITY OF ST. ANTHONY VILLAGE.
BE IT RESOLVED, that the 2025-2026 Agreement between the International Union of
Operating Engineers Local No. 49 Representing the St. Anthony Public Works
Department Employees and the City of St. Anthony Village is hereby ratified. The
Mayor and City Manager are authorized to execute the Agreement on behalf of the City.
Adopted this 26th day of November, 2024.
_________________________________
Wendy Webster, Mayor
ATTEST: _________________________
City Clerk
Reviewed for administration: _________________________________
Charlie Yunker, City Manager
Date Type Staff Present
December 10 Work
Session Goal Setting Preparation Discussion City Council
City Manager
December 10 Regular
Planning Commission items from November
Appoint Parks and Planning Commissioners and Chair/Vice Chairs
Setting Salary of City Manager
Authorizing Transfers & Closing of Specified Funds
Setting the 2025 City & HRA Budgets and Final Property Tax Levy -PUBLIC HEARING
2025 Fee Schedule
MS4
Quarterly Goals update
Final reading and adoption of water, sewer, & stormwater
Street Project Approve Plans & Specifications, Authorize Advertisement for Bids
City Council
City Manager
Finance Director
December 17 Joint Work
Session HRA property concept presentation (Joint with Planning)
City Council
City Manager
City Planner
December 24 Regular
January 14 Work
Session Tobacco Ordinance Revisions
City Council
City Manager
Code Official
January 14 Regular
Planning Commission items from December
Housekeeping Resolutions
Resolution for the Street Improvement Bond Reimbursement
Quarterly Donations & Grants
NYFS Agreement
Outside Orgs-Council
Students in Government Presentation
City Council
City Manager
January 28 Work
Session
City Council
City Manager
January 28 Regular Public Works Snow Plowing Operations presentation City Council
City Manager
PW Director
February 11 Work
Session Rental Ordinance Revisions
City Council
City Manager
City Planner
February 11 Regular
Planning Commission items from January
Public Hearing-2025 Budget Calendar and Process
2025 Planning Commission Work Plan- (motion only)
2025 Parks and Environmental Commission Work Plan- (motion only)
Administration Annual Report
Liquor License Renewals (Consent Agenda)
City Council
City Manager
Finance Director
February 25 Work
Session
City Council
City Manager
2025
2024
FUTURE COUNCIL AGENDA ITEMS
Date Type Staff Present
FUTURE COUNCIL AGENDA ITEMS
February 25 Regular
Water Conservation Poster Winners
Adoption of Strategic Plan
Liquor Annual Report
City Council
City Manager
Liquor Op Manager
March 11 Work
Session Miscellaneous/Minor Ordinance Revisions
City Council
City Manager
Code Official
March 11 Regular Planning Commission Items from February
Public Works Annual Report
City Council
City Manager
Public Works Director
March 25 Regular
Police Annual Report
Call for Public Hearing on Road Improvements and Assessments
Order the Preparation of Assessments
City Council
City Manager
Police Dept
WSB
April 8 Work
Session
City Council
City Manager
April 8 Regular
Planning Commission Items from March
Quarterly Donations & Grants
Hennepin County Commissioner Irene Fernando
Fire Annual Report
Arbor Day Proclamation
Earth Day Proclamation
Quarterly Goals Update
City Council
City Manager
Fire Dept
April 22 Regular
Finance Annual Report
Insurance Renewal & Tort Limits- Consent
Road Improvements and Assessments- PUBLIC HEARING
Villager of the Year and Business of the Year
City Council
City Manager
Finance Director
WSB
May 13 Work
Session
City Council
City Manager
May 13 Regular Planning Commission items from April
City Council
City Manager
May 27 Regular
City Council
City Manager
June 10 Work
Session
City Council
City Manager
June 10 Regular Planning Commission Items from May
Authorize preparation of feasibility study for 2026 street project
City Council
City Manager
June 24 Work
Session Discuss Initial Debt Levy/Updated Street Improvement Plan
City Council
City Manager
Finance Director
June 24 Regular City Council
City Manager
Date Type Staff Present
FUTURE COUNCIL AGENDA ITEMS
July 8 Work
Session 2026 Initial Property Tax Levy Scenarios
City Council
City Manager
Finance Director
July 8 Regular
Planning Commission items from June
Quarterly Donations & Grants
Audit Report
Quarterly Goals Update
City Council
City Manager
Finance Director
Police Chief
July 22 Work
Session
City Council
City Manager
Police Chief
July 22 Regular
Liquor Operations Mid Year Report
VillageFest Presentation
Night to Unite Presentation
Night to Unite Proclamation
City Council
City Manager
Liquor Op Mgr
Police Chief
August 12 Work
Session Discuss Updated Levy Scenarios/Detailed General Fund Budget
City Council
City Manager
Finance Director
August 12 Regular Planning Commission items from July
Approve 2026 Feasibility Study and Order Plans and Specs
City Council
City Manager
August 26 Work
Session
City Council
City Manager
City Planner
August 26 Regular 2026 Proposed Budget & Levy Presentation
City Council
City Manager
Finance Director
September 9 Work
Session
City Council
City Manager
City Planner
September 9 Regular
Commissioner MaryJo McGuire Presentation
Planning Commission items from August
2026 Preliminary Operating Budget and Debt Levy-PUBLIC HEARING
Students in Leadership-Consent
City Council
City Manager
Finance Director
Engineer
September 23 Work
Session
City Council
City Manager
September 23 Regular
Spirit of St. Anthony Award
Fire Prevention Presentation
Planning Commission items from August
City Council
City Manager
Police Dept
Fire Dept
October 14 Work
Session 2026 Long Term Capital Budget Plans
City Council
City Manager
Finance Director
October 14 Regular
Preliminary Certification of Delinquent Waste Hauler Accounts-Consent Agenda
Preliminary Certification of Delinquent Utility Accounts-Consent Agenda
Planning Commission items from September
City Council
City Manager
October 28 Work
Session 2026 Utility Rates and Budgets
City Council
City Manager
Finance Director
Date Type Staff Present
FUTURE COUNCIL AGENDA ITEMS
October 28 Regular Quarterly Donations & Grants
Quarterly Goals Update
City Council
City Manager
Finance Director
November 10 Work
Session
City Council
City Manager
November 10 Regular
Planning Commission items from October
1st Reading Water, Sewer, & Stormwater-PUBLIC HEARING
Presentation on Water and Sewer Rates
Canvass election results
Approval of CIP
City Council
City Manager
Finance Director
November 17 Work
Session Commission Interviews City Council
City Manager
November 25 Regular
Fire Prevention Poster Winners
2nd Reading and Adoption Water, Sewer, & Stormwater
Street Project Approve Plans & Specifications, Authorize Advertisement for Bids
City Council
City Manager
December 16 Work
Session
City Council
City Manager
December 16 Regular
Planning Commission items from November
Appoint Parks and Planning Commissioners and Chair/Vice Chairs
Setting Salary of City Manager
Authorizing Transfers & Closing of Specified Funds
Setting the 2025 City & HRA Budgets and Final Property Tax Levy -PUBLIC HEARING
2026 Fee Schedule
MS4
Quarterly Goals update
Final reading and adoption of water, sewer, & stormwater
City Council
City Manager
Finance Director
December 23 Regular
November 17 Work
Session Commission Interviews City Council
City Manager
November 25 Regular
Fire Prevention Poster Winners
2nd Reading and Adoption Water, Sewer, & Stormwater
Street Project Approve Plans & Specifications, Authorize Advertisement for Bids
City Council
City Manager