HomeMy WebLinkAbout6.f. Sergeants Labor Agreement for 1999-2001 CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
CITY COLTNCIL MEETING DATE: MARCH 2, 1999
AGENDA ITEM: SERGEANTS LABOR AGREEMENT FOR AGENDA SECTION: CONSENT
1999-2001
PREPARED BY: SUSAN WALSH AGENDA�}-� � �
ASSISTANT TO ADMII�TISTRATOR 1 1 C �
ATTACHMENTS LJNIFORM BASE SETTLEMENT FORM APPROVED BY:
Negotiations for a new labor agreement for the supervisory unit of the police department have been completed.
The union and city have reached tentative agreements on the following items: Wage adjustments at 4% for
1999, 3.75% for 2000 and 3.5% for 2001; increase uniform allowance by $25 for 1999 and $10 each for 2000
and 2001; and pay POST renewal license fee. The wage adjustment includes increases for market adjustment
since our sergeants' pay is below the average wage of cities comparable in size to Rosemount. City staff
recommends approval of a three-year agreement to include the above-noted changes.
Attached for Council review is the uniform base settlement form for this contract.
RECOMMENDED ACTION: MOTION TO APPROVE THE LABOR AGREEMENT FOR THE LELS
SUPERVISORY LTNIT FOR THE YEARS 1999, 2000 AND 2001 AND TO AUTHORIZE THE
NECESSARY SIGNATURES.
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4�'YEAR BASE
73) Base Wage 124,836.79 � .
73A) Base Social Security N/A �
73B) Base Pera 14,231.39
74) Base Medical Insurance 4,781.16
75) Base Dental Insurance 669.38
76) Base Life Insurance 265.60
77) Base Shift Differential N/A
78) Base Extra-Curricular N/A
79) Base Deferred Comp N/A
80) Base Other Compensation 1,170.00
81) Base Year Total Baseline 145,954.32
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LABOR AGREEMENT
BETWEEN
CITY OF ROSEMOUNT
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
Supervisory Unit
January 1, 1,999 - December 31, 2001
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TABLE OF CONTENTS
ARTICLE PAGE
PREAMBLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE I DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE II RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE III MANAGEMENT RIGHTS AND RESPONSIBILITIES . . . . . . . . . . 2
ARTICLE IV LELS RIGHTS AND RESPONSIBILITIES . . . . . . . . . . . . . . . . . . 2
ARTICLE V EQUAL APPLICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE VI SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE VII EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE . . . . . . . . . . . 3
ARTICLE VIII DISCIPLINE AND DISCHARGE . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE IX COURT TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE X CALL BACK TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE XI WORK SCHEDULES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE XII SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE Xltl FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE XIV SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE XV VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE XVI CLOTHING ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE XVII LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE XVIII EDUCATION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE XIX HEALTH INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE XX DENTAL INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
TABLE OF CONTENTS
ARTICLE PAGE
ARTICLE XXI LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE XXII HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE XXIII OVERTIME PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE XXIV TRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE XXV SEVERANCE PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE XXVI RETIREMENT PAY . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . : . . . 13
ARTICLE XXVII WAIVER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XXViII COMPENSATORY TIME ACCUMULATION AND USE . . . . . . . 14
ARTICLE XXIX POST LICENSING FEES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XXX DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
APPENDIXA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
LABOR AGREEMENT
BETWEEN
CITY OF ROSEMOUNT
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
PREAMBLE
This AGREEMENT is made and entered into this day of , 1999, by and
between the CITY OF ROSEMOUNT, hereinafter called the EMPLOYER, and LAW
ENFORCEMENT LABOR SERVICES, INC., hereinafter referred to as LELS, has as its
purpose the promotion of harmonious relations between the EMPLOYER, its employees
and LELS; the furtherance of efficient governmental services; the establishment of an
equitable and peaceful procedure for the resolution of disputes that may arise without
interference or disruption of efficient operations of the department; the establishment of a
formal understanding relative to all terms and conditions of employment. .
ARTICLE I - DEFINITIONS
1.1 LELS: Law Enforcement Labor Services, Inc.
1.2 EMPLOYER: The City of Rosemount.
1.3 EMPLOYEE: Member of the police supervisory unit as identified by Bureau of
Mediation Services, State of Minnesota.
1.4 DEPARTMENT: City of Rosemount Police Department.
1.5 SCHEDULED SHIFT: Shall consist of eight (8)to twelve (12) hours as determined
by the EMPLOYER.
1.6 WORK YEAR: The work year is 2,080 hours.
1.7 OVERTIME: Work performed at the express authorization of the Employer in
excess of the employee's scheduled shift. Authorization is implied when overtime
work is performed and approved after the fact.
1.8 CHIEF: The Chief of the Rosemount Police Department.
1.9 UNION OFFICER: Officer elected or appointed by LELS.
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ARTICLE II - RECOGNITION
2.1 The EMPLOYER recognizes Law Enforcement Labor Services, Inc. as the exclusive
representative under Minnesota Statutes 179A.12, for all the members of the
Rosemount Police Bargaining Unit as identified by the Bureau of Mediation
Services, State of Minnesota in Case No: 97-PCE-492.
2.2 In the event the EMPLOYER and LELS are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue shall be submitted to the Bureau
of Mediation Services for determination.
ARTICLE III - MANAGEMENT RIGHTS AND RESPONSIBILITIES
3.1 It is recognized, except as expressly stated herein, the EMPLOYER will retain
whatever rights and authority necessary for it to operate and direct the affairs of the
Department in all the various aspects, including but not limited to: the right to direct
the working forces; to plan, direct and control all the operations and services of the
Department; to determine the method, means, organization and number of
personnel by which such operations and services are to be conducted; to assign
and transfer employees; to schedule working hours; to assign overtime; to hire,
promote, demote, suspend, discipline, discharge or relieve employees due to lack
of work or other legitimate reasons; to make and enforce reasonable work rules and
regulations and to change or eliminate methods of police function, equipment or
facilities.
3.2 The EMPLOYER agrees to publish the method by which promotions shall be made
within the bargaining unit; to publish Department rules and regulations, and make
copies available to members of the bargaining unit. Any new or change in existing
work rules and regulations by the EMPLOYER which affect terms and conditions of
employment must stand the test of reasonableness.
3.3 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 IV - LELS RIGHTS AND RESPONSIBILITIES
4.1 The EMPLOYER agrees to cooperate with LELS in the deduction of regular monthly
dues, for those employees who request in writing to have regular monthly LELS
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dues checked off by payroll deduction. The EMPLOYER agrees to remit such
regular monthly dues in a manner to be prescribed by LELS.
4.2 LELS agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders or judgements brought or issued against the employer as a
result of any action taken or not taken by the EMPLOYER under the"provisions of
the foregoing section.
4.3 LELS may designate employees from the bargaining unit to act as representatives
and shall inform the employer of such choice and of any changes in LELS
representatives in writing.
4.4 The EMPLOYER agrees to make space available on the employee bulletin board
for the posting of LELS notice(s) and announcement(s) and to make space
available for meetings of the bargaining unit when it does not conflict with the
operation of the Department.
ARTICLE V - EQUAL APPLICATION
Neither the EMPLOYER nor the UNION will discriminate against any employee on any
basis prohibited by law.
ARTICLE VI - SAVINGS CLAUSE
This AGREEMENT is subject to law. In the event any provision of this AGREEMENT shall
be held to be contrary to law by 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 VII - EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE
7.1 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.
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�
.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.
7.3 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.
7.4 PROCEDURE
Grievances, as defined by Section 7.1, shall be resolved in conformance with the
following procedure:
Step 1• An EMPLOYEE claiming a violation concerning the interpretation or
application of this AGREEMENT shall, within 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, and the remedy requested
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 UNION within
ten (10) calendar days shall be considered waived.
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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• 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 3 may be appealed to Step 4 within ten
(10) calendar days following the EMPLOYER'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 arbitration subject to the provisions of the Public
Employment Labor Relations Act of 1971, as amended. The
EMPLOYER and the Union representative shall endeavor to select a
mutually acceptable arbitrator to hear and decide the grievance. If the
parties cannot agree on an arbitrator, 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.
7.5 ARBITRATOR'S AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or
subtract from the terms and conditions of this AGREEMENT. The arbitrator
shall consider and decide only the specific issue(s) submitted in writing by
the EMPLOYER and the UNION, and shall have no authority to make 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
5
arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings shall be
borne equally by the EMPLOYER and the UNION provided that each party
shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim record of the proceedings, it
may cause such a record to be made, providing it pays for the record. If both
parties desire a verbatim record of the proceedings the cost shall be shared
equally.
7.6 WAIVER
If a grievance is not presented within the time limits set forth above, it shall be
considered "waived". If a grievance is not appealed to the next step within the
specified time limit or any agreed extension thereof, it shall be considered settled
on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer
a grievance or an appeal thereof within the specified time limits, the UNION may
elect to treat the grievance as denied at that step and immediately appeal the
grievance to the next step. The time limit in each step may be extended by mutual
agreement of the EMPLOYER and the UNION.
ARTICLE VIII - DISCIPLINE AND DISCHARGE
8.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in
one or more of the following forms:
a. oral reprimand;
b. written reprimand;
c. suspension;
d. demotion; or
e. discharge.
The form of discipline applied is at the discretion of the employer.
8.2 Suspensions, demotions and discharges will be in written form.
8.3 Written reprimands, notices of suspension, notices of demotion and notices of
discharge which are to become part of an Employee's personnel file shall be read
and acknowledged by signature of the Employee. Employees and the UNION will
receive a copy of such reprimands and/or notices.
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8.4 Employees may examine their own individual personnel files at reasonable times
under the direct supervision of the employer.
8.5 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. �
8.6 Grievances relating to the ARTICLE shall be initiated by the UNION in Step 2 of the
grievance procedure under Article VII.
ARTICLE IX - COURT TIME
Employees required to appear in court during their scheduled off-duty time shall receive
a minimum of two (2) hours pay at one and one-half times their regular rate of pay. A court
appearance which constitutes an early report to or an extension of an employees
scheduled shift will not qualify an employee for the finro hour minimum. Employees notified
of a cancellation of a scheduled court appearance prior to the day of a scheduled court
appearance shall receive no payment under this provision. Employees notified on the day
of a scheduled court appearance of cancellation of the appearance shall receive the two
hour minimum.
ARTICLE X - CALL BACK TIME
An employee who is called to duty during their scheduled off-duty time shall receive a
minimum of two (2) hours pay at one and one-half (1 1/2) times the employee's base pay
rate. An extension or early report to a scheduled shift for duty does not qualify the
employee for the two (2) hour minimum.
ARTICLE XI - WORK SCHEDULES
11.1 The normal work year for full-time employees is two thousand eighty (2,080) hours
to be accounted for by each employee through:
a) hours worked on assigned shifts;
b) holidays;
c) assigned training;
d) authorized leave time.
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11.2 Nothing contained in this or any other ARTICLE shall be interpreted to be a
guarantee of a minimum or maximum number of hours the EMPLOYER may assign
employees.
ARTICLE XII - SICK LEAVE �
12.1 Full-time employees shall earn eight (8) hours of sick leave for each full month of
employment, pro-rated to the nearest hour for a partial month's service.
12.2 Earned sick leave may be accumulated with no maximum accrual.
12.3 Accumulated sick leave may be used for absences from work necessitated by
illness, injury, pregnancy as required by law, or medical or dental care which cannot
be scheduled other than during working hours subject to the approval of the Police
Chief. When the use of accumulated sick leave is approved, for compensation
purposes, employees will be considered to have worked their normal work day. Use
of sick leave in excess of three (3) days shall require written medical
documentation.
12.4 The repeated or systematic use of sick leave shall require written medical
verification upon written notification to the employee from the EMPLOYER.
12.5 Use of sick leave benefits for reasons other than those stated in 12.3 of this
� ARTICLE shall be just cause for disciplinary action.
12.6 Notification. Employees unable to report for their work day because of illness or
injury shall notify their supervisor or designee prior to their scheduled starting time,
except in the event of an emergency which prevents and employee from notifying
their supervisor. Employees failing to give such notice may be subject to discipline.
12.7 Upon request of a full-time employee who is absent from work as the result of a
compensable injury covered under the provisions of the Workers' Compensation
Act, the EMPLOYER will pay the difference befinreen the benefit received by the
employee pursuant to the Workers' Compensation Act and the employee's normal
daily wages to the extent of the employee's earned sick leave.
12.71 Such payment shall be made by the EMPLOYER to the employee only for
the period of the disability or until the employee's earned sick leave is
exhausted.
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12.72 The deduction from an employee's earned sick leave shall be pro-rated
amount based on Workers' Compensation benefits and the employee's
normai daily wages.
12.8 On January 1 st, only of each year, employees may elect to sell accumulated sick
leave to the EMPLOYER if the employee's accumulated sick leave is in excess of
sixty (60) days or 480 hours. This buyout provision will be computed by multiplying
the number of hours being sold times the employee's regular rate of pay times a
conversion rate based upon the employee's number of years of service. This
conversion rate (or percentage)will be determined as follows:
1 thru 5 years of service: 15% X rate X hours
6 thru 10 years of service: 30% X rate X hours
11 thru 15 years of service: 45% X rate X hours
16 years of service & above: 60% X rate X hours
ARTICLE XIII - FUNERAL LEAVE
A maximum of three (3) days leave with pay may be granted upon request in the event of
a death in the employee's immediate family consisting of spouse, mother, father, brother,
sister, child, grandparent and employee's mother-in-law and father-in-law. Up to two
additional days of leave may be granted, with approval, in the death of the employee's
spouse, child or parent. A one day leave with pay will be granted upon request in the
event of the death of other relatives. The actual time off, and funeral leave approved, will
be determined by the employee's supervisor depending on individual circumstances such
as the closeness of the relative, arrangements to be made, distance to the funeral, etc.
ARTICLE XIV - SENIORITY
14.1 Seniority shall be determined by the employee's length of continuous employment
as a Police Sergeant with the Police Department and posted in an appropriate
location. Seniority rosters may be maintained by the Chief on the basis of time in
grade and time within specific classifications.
14.2 A reduction of work force will be accomplished on the basis of job classification
seniority. Employees shall be recalled from layoff on the basis of job classification
seniority. An employee on layoff shall have an opportunity to return to work within
two years of the time of his layoff before any new employee is hired.
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ARTICLE XV -VACATIONS
15.1 All full-time employees shall earn vacation based on the following schedule:
i '
First year of employment 6.67 hours/month (�0 days or 80
hours/year)
2nd thru 3rd year of employment 8 hours/month (12 days or 96
hours/year)
4th thru 10th year of employment 12 hours/month (21 days or 168
hours/year)
11th thru 15th year of employment 14 hours/month ( 21 days or 168
hours/year)
16th year of emp�oyment and above 16 hours/month (24 days or 192
hours/year)
15.2 All full-time employees may accumulate vacation accrual based on years of service
to the maximum prescribed in the following schedule:
Zero thru four years of service 20 days (160 hours)
Five thru ten years of service 25 days (200 hours)
Eleven years of service and above 30 days (240 hours).
15.3 Payment in lieu of vacation accrual beyond the amounts listed will not be
considered.
15.4 Vacation requests are to submitted on or before March 1 st of the year the vacation
is to be taken.
15.5 Vacation schedule approval will be granted in order of seniority. After March 1 st,
additional vacation requests will be granted on a first come, first serve basis.
ARTICLE XVI - CLOTHING ALLOWANCE
The annual clothing allowance for current sergeants shall be five hundred and seventy-five
($575`.00)dollars for 1999 and five hundretl and eighty-five ($585:00) dollars for 2000 antl
2001:
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ARTICLE XVII - LONGEVITY
Longevity will be paid according to the following:
After 5 years 1% of current salary
After 8 years 2% of current salary
After 12 years 3% of current salary
After 16 years 4% of current salary
ARTICLE XVIII - EDUCATION REIMBURSEMENT
18.1 The EMPLOYER will pay 100% of the tuition and book costs for employees who
successfully complete job relevant classes previously approved by the EMPLOYER
to a maximum of$750.00 per year.
18.2 The EMPLOYER will pay fifty (50%) percent of the tuition and book costs above the
$750.00 per year maximum for job relevant classes approved by the EMPLOYER
and successfully completed by the employee.
18.3 Reimbursement will be based on the conditions and criteria set out in the
EMPLOYER "Tuition Reimbursement Program".
ARTICLE XIX - HEALTH INSURANCE
19.1 The EMPLOYER shall pay one hundred percent (100%) of the cost of employee
coverage of a plan selected by the EMPLOYER.
19.2 The EMPLOYER shall pay sixty-five percent (65%) of the difference between the
cost of single employee coverage and family coverage.
19.3 Employees not choosing dependent coverage cannot be covered at EMPLOYER
expense for any additional insurance than the individual group health insurance
coverage.
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ARTICLE XX - DENTAL INSURANCE
The Employer shall pay one hundred percent (100%) of the cost of dental insurance
coverage for the employee. Employees may elect dependent coverage at their own
expense.
ARTICLE XXI - LIFE INSURANCE
21.1 The EMPLOYER shall pay one hundred percent (100%) of the cost of the
employee's life insurance coverage insured with Minnesota Mutual Life Insurance
Company in the amount of$10,000.
21.2 The EMPLOYER shall pay the first nine ($9.00) dollars for an employee's
participation in the PERA Group Term Life and AD&D Insurance Program.
ARTICLE XXII - HOLIDAYS
22.1 Holidays shall be as follows:
1. New Years Day 7. Columbus Day
2. Martin Luther King Day 8. Veterans' Day
3. President's Day 9. Thanksgiving Day
4. Memorial Day 10. Day After Thanksgiving Day
5. Independence Day 11. Christmas Day
6. Labor Day
22.2 All Sergeants shall be paid for eight (8) hours on date holiday fell on for eleven (11)
holidays per year provided the employee was employed during the holiday
occurred. Employees hired during the year shall be compensated as above for
holidays that occurred during the employee's employment. Holiday pay will be by
separate entry on the last pay day in November.
Each employee shall be compensated at one and one-half (1 1/2) times the
employee's regular hourly rate for all hours worked on the above-referenced
holidays. All holiday pay, under this ARTICLE, will be based on actual holidays and
not the date observed by the City for certain holidays such as when Christmas Day
falls on a Saturday or Sunday and is observed on a Friday or Monday.
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ARTICLE XXIII - OVERTIME PAY
Empioyees shall be compensated at one and one-half(1 1/2)times the employee's regular
houriy rate in excess of the scheduled shift per the approved schedule. For the purpose
of computing overtime compensation, overtime hours worked shall not be pyramided,
compounded or paid twice for the same hours worked. '
ARTICLE XXIV - TRAINING
The EMPLOYER will pay straight time for all EMPLOYER required training.
ARTICLE XXV - SEVERANCE PAY
Regular full-time employees leaving the service of the EMPLOYER in good standing for
any reason other than retirement and with two (2) weeks' advance notice will receive
payment at the employee's rate at time of leaving the employ, as prescribed below:
Vacation: Up to accrual
Plus: 0-5 years 15% of accumulated sick leave
6-10 years 30% of accumulated sick leave
11-15 years 45% of accumulated sick leave
16 years and over 60% of accumulated sick leave
ARTICLE XXVI - RETIREMENT PAY
Regular full-time employees who leave the City's employ to accept a retirement annuity will
receive payment at the employee's rate at time of retirement as prescribed below:
Vacation: Up to accrual limit
Plus: 0-5 years 15% of accumulated sick leave + 2 weeks' pay
6-10 years 30% of accumulated sick leave + 2 weeks' pay
11-15 years 45% of accumulated sick leave + 4 weeks' pay
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16 years & 60°/a of accumulated sick leave + 4 weeks' pay
over
ARTICLE XXVII - WAIVER
27.1 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.
27.2 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, 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 XXVIII - COMPENSATORY TIME ACCUMULATION AND USE
28.1 Compensatory time may be accumulated for overtime worked at the rate of one and
one-half(1 1/2) times at the discretion of the EMPLOYER.
28.2 Compensatory time off, if granted by the EMPLOYER, may be allowed to
accumulate to a maximum of fifty (50) hours.
28.3 Compensatory time off shall be a feature of this AGREEMENT only as long as
compensatory time off does not jeopardize the City's position with regard to the Fair
Labor Standards Act and according to Federal and State Law.
ARTICLE XXIX - POST LICENSING FEES
The EMPLOYER shall pay the three (3) year post licensing renewal fee in the amount of
Ninety ($90.00) Dollars for each employee.
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ARTICLE XXX - DURATION
This AGREEMENT shall be effective as of January 1, 1999, and shall remain in full force
and effect until the 31 st day of December, 2001.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this
day of , 1999.
FOR LAW ENFORCEMENT LABOR FOR THE CITY OF ROSEMOUNT
SERVICES, INC.
Business Agent Mayor
Steward City Administrator
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APPENDIX A
1999 BASE PAY SCALE
Start Step 2 Step 3 Step 4 Step'S Ste�6
� _
$4�,412 $43,106 $45,800 $48,494 $51,188 $53,882
2000 BASE��RAY SCALE
Start SteP 2 Step 3 Step 4 Step 5 Step 6
$41,92`7 $44,722 $47,:517 $50,312 $53,1 Q7 $55;903
200:1 BASE PAY SCALE
Sta�t Step 2 Step'3 Step 4 Ste�5 Step 6
$43,395 $46,288 $49;181 $52,�74 $54,967 $57,860
A newly appointed Sergeant may be placed at any of the above steps at the discretion of
the Employer.
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