HomeMy WebLinkAbout10. Public Works Labor AgreementF,,.,-..-,-.. .... . .. ... . . .... . .,.. . ..... .... . .... . ..... .... . ... .. . . ...
CITY OF R03EMOUNT
EXECUTIVE BUMMARY FOR ACTION
CITY COUNCIL MEETING DATE: AUGUST 3, 1993
AGENDA ITEM: PUBLIG WORKS LABOR AGREEMENT AGENDA SECTION:
CLOSED SESSIC?N
PREPARED BY: STEPHAN JILK AGENDA�R/� � �
CITY ADMINISTRATOR �YI �
ATTACHMENTS: NONE APP VED :
This is a request for Council to consider going into close session to
discuss the 1993-94 Labor �igreement between the City and Teamsters, Local
320.
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RECOMMENDED ACTION: MOTION TO GO INTO CLOSED SESSION TO DISCUSS THE
1993-i994 PUBLIC WORKS LABOR AGREEMENT
COUNCIL ACTION:
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** CONFIDE NTIAL MEMO **
TO: Mayor McMenomy
Counciimembers Wilicox, Wippermann, Staats, Klassen
FROM: Steve Ji{k, Adminis#rator
DATE: July 30, 1993
SUBJ: Public t�bor Agreement for 1993-94
Attached for your review is a draft ot the iabor agreement which has been agreed to ,
by the pubiic works union. i would like to review these changes with you in closed
session; and hopefuily take action for approvai of the contract as part of the regular
agenda.
i have addressed below all the changas as a resutt of aur negotiation sessions over
the past months. Please note that the �rst four items are changes made fram a
subsequent negotiation session since I last discussed this contract with you.
Unti1 this contract is approved by Council, we consider it confidential information; and
therefore, this is only being provided to the Gouncil for review and discussion a#the
closed meeting.
1. Out-of-Class PaX: Employees shall be compensated on an accumulative basis
for all out-of-class work of the same Ievef that is performed in an eight hour
shift.
2. Retirement Pav: Percentages of sick leave buyouts remained the same except
for employees who have worked for the city 16 pfus years. This percentage
was changed from 60%o to 75°fo
3. Wages: Levef I would receive an increase of 3°k plus $.35. Therefore, salaries
in contract for 1993'reflects the follow'rng increases:
�evel Itt 2.0% increase
Level II 2.5% increase
Level I 3.0% plus $.35/hour increase for 1993
For 1994, the following increases were agreed upon:
Level I I I 2.5°to
L�vel 11 2.5%
Level I 2.5% plus $.20/hour
The draft contract also addresses the Public Service Worker classification or
possibfy other cfassi�cations and that the contract wiN be reopened to discuss
placernent and movement criteria af employees within the ranges.
YF . . . . . . � . .
: Under the overt+me articfe of the ��of he city
4 v rtim and Seasonal W r�k�rs ora or seasanal
included a new section wh►ch addres��se�Q�e�pwilirbe the inte
have lo ees r
to offer overtime to futi-time emp Y P
empioyees.
, m � e ' E tat : Current contract a�l�on o��mPtoyee's
5 � k � V� p o t to E p°Y aid to emploYee s estate m ev
accumulated s�ck feave to be p
death. Propose
d contract inereased the amount to 100%of accumulated sic
leave.
: Current contract exciudes mothe adds emp oyee'srmother-
6. Fun rai Leave ��erat leave pay. Proposeci contract
from three day
in-law and father-9n-taw.
osed contract 9nciudes
lo ment of the city in good
7. Pr bationa Peri d f r o eeeeaves the emp rYp ee wouid not have to
fanguage that i# an emp Y , ear, the rehired emploY
standing and is rehired withm one y
serve a six month probationary period.
ow rovides $7 per Week for renting uniforms for
g. Clothin4 ANowance: �"1e ���" n p e allaws �300 a Year clothing
the empioYee. Proposed contract langua9,
d em loyees buy and mainta�n theire nand on1 f ertai�nfi�emsaas
allowance, an P �Me emp►oy �o ee�s
purchased from a vendor selected by be �rchased fro oof oP Purchase for
addressed in the proposed cantract may P
allowance. EmpioYees can be reimbursed upon p
ciothing or shoes and handwear. ProPosed o oe tra�af�o�O
jeans, work pants, work boots to �o years' worth (�600) from Y
allows emp�oY�es to carryover Up to wear uniforms at work and requires
the ne�; requires ernpioyees only
employee to maintain uniforms in good candition.
osed contract allows an emploYee in the union to
lo ee each year for the
g. Donated Sick Leave: Prop m a� emp�oyee can receive is
donate up to 16 hours of sick teave tm�m���m�mp y
employee to use in an emergency.
20 hours.
Se sonai Ern I : Proposed contract will allow �o �es wiil
10. Tem ora / a p�� to 120 daYs• These emp Y
,
emploYees to work up the city and
seasonai/temporary
not re
ceive contractual benef�ts and wa9es Wi�� ae �etermined by
outside of the contract. �o ees do not have an
ublic works emp Y osed
11. Ed cation Reimbursem�� Currently p �o ee� have. Pr�P o�`� � to
e duc a t i o n r e�m b u r sement program t ee�°ba s e d p o t h e existing�city p Y
contract ailows pubiic works empioy ear for tuit�on an d
50 a ear plus an additionat 50°�� over the $750 y
rece�ve �7 Y
books.
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LABOR AGREEMENT
BETWEEN
THE CITY OF ROSEMOUNT
AND
RZINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT
EMPLOYEES' UNION, L4CAL NO. 320
(PITBLIC WORKS DEPARI'MENT)
JANUARY 1, 1993 - DECEMBER 31, 1994
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INDEX
ARTTCLE ALPHABETICALLY LISTED PAC�E
15 Call Back 14
35 Clothing Allowance 25
17 Coffee Breaks 15
16 Compensatory Time Accumulation and Use 15
12 Constitutional Protection 13
3 Defuutions 2
11 Discipline 12
22 Donated Sick Leave 18
40 Duration 27
31 Education Reimbursement 23
5 Employer Authority 4
8 Employee Rights, Grievance Procedure 6
4 Employer Security 3
23 Funeral Leave 19
30 Group Insurance Benefits 22
20 Holidays 16
29 Job Posting . 21
26 Lega1 Defense 20
36 Longevity 26
18 Lunch - Dinner Break 15
14 Overtirne 14
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INDEX (CONT'D) PAGE
19
24 Parentai Leave
37
Performance Evaluations 26
27 Probationary Periods 21
1 Purpose of Agreement
1
1
2 Recagnition
24
34. Retirement Pay
4
6 Right to subcontract
21
28 Safety
28
Appendix A Salary Schedule
10
9 Saving Clause
11
ip Seniority
31
ApPendix B Seniority List
24
33 Severance Pay
16
21 Sick Leave
27
_ Signature Page
39 Temporary/S�asonal Employees
27
4
� Union Security
_._ 15
19 Use of City Equipment or Facilities
32 Utility Department Licenses and Pay
23
20
25 Vacation
26
38 Waiver
13
13 Work Schedule
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Teamsters Local No. 320
1993 - 1994 Contract
to have engaged in strike on such date or dates. An employee who strikes and whose
employment has been terminated for such action may, subsequent to such vioiation,
be appointed or reappointed or emplayed or re-employed, but the employee shall be
on probation for two (2) years with respect to such Civil Service status, tenure of
employment, or contract of employment, as the employee may have theretofore been
entitled. No employee shall be entitled to any daily pay, wages or per diem for the
days on which the employee engaged in a strike.
ARTICLE 5 - EMPLOYER AUTHORITY
The EMPLOYER retains the full and unrestricted right to operate and manage alI
manpower, facilities, and equipment; to establish functions and programs; to set and
amend budgets; to determine the utilization of technology; ta establish and modify the
organizational structure; to select, direct and determine the number of personnel; and
to perform any inherent managerial functions not specifically limited by this ,
AGRF]EMENT. Any terrn and eondition of employment not specifically established
or modif'ied by this AGREEMENT shall remain solely within the discretion of the
EMPLC?YER to modify, estabiish or aliminate.
ARTICLE 6 - RIGHT OF SUBCONTRACT
Nathing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER
from subcontracting work performed by empioyees covered by this AGREEMENT.
ARTICLE 7 - LTNION SECURITY
7.1 The EMPLOYER shall deduct from the wages of employees who authorize such a
deductian in writing an amount necessary to cover monthly LTrtION dues, or a "fair
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1993 - 1994 Contract
share" deduction, as provided in Minnesota Statues 179A.06, subdivision 3, if the
ernployee elects not to becor�e a member of the LTNION. Such monies shall be
remitted as directed by the ITNION.
7.2 The I7NION may designate employees from the bargaining unit to act as a Steward
and an alternate and shall inform the EMPLOYER in writing of such choice and
changes in the position af Stewaxd and/or alternate.
7.3 The IIviPLOYER shall make space available on the employee bulletin board for the
posting of official iTNIOI�T notice and announcements.
7.4 The UTTION agrees to indemnify and hold the EMPLOYER harmless against any and
all elauns, suits, order of judgments brought or issued against the EMPLOYER as a �
result af any action taken or nat taken by the EMPLOYER under the provisions af
this Article.
7.5 The EMPLOYER agrees that on the EMPLOYER'S premises and without loss of pay
xhe UI�IIQN Steward shall be allowed to post official ITNION notices; transmit
communications authorized by the UNION of its officers under the terms of this
AGREEMENT; to consult with the EMPLOYER, or the EMPLOYER'S
representatives, UNlON officers of the IJIVION representative concerning the
enforcement of any provision af this AGREEMENT, so long as such action does not
interfere with regular emplayee duties. The LTNI�N shall not take employees from
the performance of their assigned responsibilities without prior approval of the
EMPLOYER'S designated representative.
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1993 - 1994 Contract
7.6 The Steward is authorized to perform and discharge the duties and responsibilities
which are assigned under the terms of this AGREEMENT and any supplementary
agreements. The EMPLOYER agrees that there shall be no restraint, interference,
coercion or discrimination against the Steward because of the performance of such
duties.
ARTICLE 8 - EMFLOYEE RIGHTS - GRIEVANCE PROCEDURE
8.1 DEFTNITION OF A GRTEVANCE. A grievance is defined as a dispute or
disagreement as to the interpretation or application of the specific terms and
conditions of this AGREEMENT.
8.2 LTI�TION REPRFSENTATIVFS. The ENIPLOYER will recognize representatives
designated by the LTNION as the grievance representatives of the bargaining unit
having the duties and responsibilities established by this Article. The tJrTION shall
notify the EMPLOYER in writing of the names of such iTNION representatives and
of their successors when so designated, as provided by Section 7.2 of this
AGREEMENT.
8.3 PROCESSING OF A GRIEVANCE. It is recognized and aceepted by the LTNION
and the EMPLOYER that the process of grievances as hereinafter provided is limited
� by the job duties and responsibilities of the employees and shall therefore be
accomplished during normai working hours only when consistent with such employee
duties and responsibilities. The aggrieved employee and a UNiON representative
shall be allowed a reasonable amount of time without loss in pay to investigate and
present a grievance to the EMPLOYER during normal working hours provided that
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Teamsters Laca1 No. 320
1993 - 1994 Contra�ct
the employee and the LTNIOl'�T representative have notifieti and received the approval
of the designated supervisor who has determined that such absence is rea:sonable and
would not be detrimental to the work of the EMPLOYER.
8.4 GRIEVANCE PROCEDURE. Grieuances, as defined in Sectian 8.1, shall be
resolved in conformance with the following procedure;
Step 1: An employee claiming a violation concerning the interpretation or application
of this AG��NT 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 sueh_Step 1 grievanee within ten (1Q) 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-AGRF�EMENT allegedly violated, the
remedy requested and shall be appealed to Step 2 within xen (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 LTNION within ten (10) calendar days shall
be considered waived.
Step 2: If appealed, the written grievance shall be presented by the UI�tION and
discussed with the EMPLOYER-designated Step 2 representa.tive. The EMPLOYER-
designated Representative shall give the UI�tION 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
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days following the EMPLOYER-designated Representative's fmal 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 TJIVION and
discussed with the EMPLOYER-designated Step 3 representa:tive. The EMPI.OYEk-
designated representative shall give the LTIVION the EMPLOYER'S answer in writing
within ten (10) calendar days after receipt of such Step 3 grievance. A Grievance not
resoived in Step 3 may be appealed to Step 4 within ten (10) calenclar days shall be
considered waived.
Step 4: A grievance unresolved in Step 3 and appealed within ten (10) calendar days
of the EMPLOYFR'S Step 3 answer to 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 (10) calendar days following the EMPLOYER'S final answer in
Step 4. Any grievanee noC appealed in writing to Step 5 by the UNION within ten
(1Q) calendar days shall be considered waived.
Ste� 5: A grievance unresolved in Step 4 and appea.led ta Step 5 by the I.TNION shall
be submitted to arbitration subje�t to the provisions of the Public Employmeant La.bor
Relations Act of 1971, as amended. The selection of an arbitra.tor shall be made in
accordance with the "Rules Governing the Arbitration of Grievanees° as esta.blished
by the Public Employment Relations Board.
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1993 - 1994 Contract
8.5 ARBITRAT4R'S AUTHORITY.
(A) The arbitratar shall have no right to amend, modify, nullify, ignore, add to or
subtract from the terms and conditions of this AGREEMENT. The arbitrator
shall cansider and decide only the specifie issue(s) submitted in writing by the
EI��LOYER and the tTNION, and shall have no authoriry 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 apglication 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 close of
the hearing or the submission of briefs by the parties, whicheuer be la.ter,
unless the parties agree to an extension. The decision shall be binding on both
the EMPI.OYER and the LTrTION and shall be based salely on the arbitrator's
- interpretation or application of the express terms of this AGR:F:ENIENT and to
the facts of the grievance presented.
(C) The fees and expenses for the arbitra.tor'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 representaxives 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 recard of the proeeedings, the cost shall be shared equally.
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8.6 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 EMPL4YER'S last answer. If the EMPLOYER does not answer a
grievance or an appeal thereof within the specified time limits, the LJI�tIOl�T may elect
to treat the grievanee as denied at that step and immediately appeal the grievance to
the next step. The time lirnit in each step may be extended by mutual written
agreement of the EMPLOYER and tTNION in each step.
8.7 CHOICE OF ��DY. If, as a result of the written EMPLOYER response in
Step 3, the grievance remains unresolved, and if the grievance involves the
suspension, demotion or dis�harge of any employee who has completed the
suspension, demotion or discharge or any employee who has completed the required
probationary period, the grievance may be appealed either to Step 5 of ARTICLE 8
or a procedure such as Veteran's Preference or Fair Employment. If appealed to any
procedure other than Step 5 of ARTICLE 8 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 8.
ARTICLE 9 - SAVINGS
This AGREEMENT is subject to law. In the event any provisions of this
AGREEMENT shall be held to be contraiy to law by a court of cornpetent
jurisdiction of whole final judgment or decree no appeal has been taken within the
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Teamsters Lacal No. 320
1993 - 1994 Contract
time provided, such provisions shall be voided. All other provisians of tius
AGR}�..�.:MENT shall continue in full force and effect. The voided provision may be
renegotia.ted at the written request of either party.
AR.TICLE 10 - SEIVIORITY
10.1 Seniority shall be determined by the employee's Iength of empioyrnent with the City
and their length af service in a job classification. Seniority rosters shall be
maintained by the EMPLOYER on this basis and posted in an appropriate location.
The seniority list accepted as being accurate as of the date of the contract will be that
as shown on Appendix "B" attached.
10.2 A reduction of vvork force and recall will be accomplished on the following basis
provided that the senior employee is fully qualified to perform all assigned duties of
the job classificatian. The EMPLOYER will layoff or cease to employ part-time
employees with the same job description prior to laying off permanent full-time
employees within the unit with those same jah descriptions. The EMPLOYER may
choose which position (i.e. Level I, II, III to layoffl. The employee with the least
seniority holding a position chosen for layoff by the EMPLOYER will have the
opportunity to "bump" into the next lower level pasition in the unit with the same job
description based on their time af employment with the City. As ernployees in the
unit continue to utilize this "bumping" option the "layoff" will cause the person with
the least seniority in the lowest level (Level I) to be laid off first. An employee on
layoff shall have an opportunity to return to wark within two (2) years of the time of
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Teamsters Loca1 No. 320
1993 - 1994 Contract
the employee's layoff before any new employee is hired. Employees recalleci shall be
placed in the position they were la.id off from with their original date of employment
as their seniority date. The names of employees whose recall rights have expired
shall be remaved from the lay-off list.
10.3 Recalled employees shall have ten (1D) 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. _
10.4 Vacation period shall be selected on the basis of continuous employment within the
bargaining unit until Masch 1 of each calendar year.
ARTICLE 11 - DISCIPLINE
11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in
the form of:
a. oral reprimand - must be recorded in writing,
b. written regrimand;
c. suspension;
d. demotian; or
e. discharge
11.2 Suspensions, demotions and discharges will be in written fortn.
11.3 Written reprimands, notices of suspension and notices of discharge which are to
become part of an employee's personnel file shall be read and acknowledged by a
signature of the employee. Employees and the iJNION will receive a copy of such
reprirnands and/or notices.
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1993 - 1994 Contract
11.4 Employees may examine their own individual personnel file at reasonable times under
the direct supervision of the EMPLOYER.
1L5 Discharge will be preceded by a five (5) day suspensiQn without pay.
11.6 Employees will not be questioned concerning an investigation of disciplinary action
unless the employee has been given an opportunity to have a I7NION representaxive
present at such questioning.
11.7 Grievances relating to this Article shall be initiated by the LT1vION in step 3 of the
Grievance Procedure under ARTICLE 8.
ARTICLE 12 - CONSTITUT�ONAL PROTECTION
Employees shall have the rights granted to all citizens by the United States and
Minnesota State Constitutian.
AR'TICLE 13 - W4RK SCHEDLTLES
13.1 The sole authority in work schedules is the EMPLOYER. The normal work day for
an empioyee shall be eight (8) hours. The normal work week shall be forty (40)
hours.
13.2 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
7:30 a.m. - 4:00 p.m. day. The EMPLOYER will give two (2) weeks' advance
notice to the emplayees affected by the establishment of work days different from the
employee's normal eight (8) hour work day.
13.3 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,
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Teamsters Local No. 320
1993 - 1994 Contract
no advance notice need be given, It is not required that an employee working other
than the normal work day be scheduled to work mare than eight (8) hours; however,
each employee has an obligation to work overtime or call backs if requested unless
unusual circumstances prevent the emplayee from so working.
13.4 Service to the public may require the establishment of regular work weeks that
schedule work on Saturdays and/or Sundays.
ARTICLE 14 - OVERTIlVIE
14.1 Hours worked in excess of er`�:�>�����::`;��i:r�>`` r:>�:'::<a� fort 40 hours er week shall
<>;�;�;:<:;:>;�_:;�:»>::::>::»>::>:<::<�:>::::::»>:<:�'>_>::>::>: Y ( ) P
be compensated for at one and one-half (1-1/2)times the employee's ���1ar �se pay
rate.
14.2 Overtime will be distributed as equally as practicable.
14.3 Overtime refused by employees will, for record purposes under ARTICLE 14.2, be
considered as unpaid overtime worked.
14.4 For the purpose of computing overtune compensation, overtime hours worked shall
not be pyramided, compounded, or paid twice for the sarne haurs worked.
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ARTICLE i 5 - 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
(1-1/2) tirnes the emplayee's �ce,g�;la� �se pay raxe. .
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Teamsters Local No. 320
1993 - 1994 Contract
ARTICLE 16 - COMPENSATORY TIlVIE ACCUMULATION AND USE
16.1 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.
16.2 Compensatory time off, if granted by the EMPLOYER, may be allowed to
accumulate to a maximum of eighty (80j hours. Combined accumulation of
campensatory time off and vacation will not exceed vacation maxirnum plus (+) forty
(40) hours.
16.3 Compensatory time off shall be a feature of this AGRF..EMENT only as long as
Compensatory time off does not jeapardize the City's position with regard to the Fair
Labor Standards Act and according to Federal and State Law.
ARTTCLE 17 - COFFEE BREAKS
Coffee breaks shall be provided once in the morning and once in the afternoon for up
to fifteen (IS) minutes each and are to be taken at the job site.
ARTICLE 18 - LUNCH-DINNER BREAK
The lunch or dinner break shall be unpaid thirty (30) minutes and should be taken at
the job site when circumstances permit.
ARTICLE 19 - USE OF CITY EQUIPMENT OR FACILITIES
No employee shall use City equipment or facility for the employee's private use
unless express written approvai is received from the EMPLOYER..
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1993 - 1994 Contract
ARTICLE 20 - HOLIDAYS
20.1 Holidays shall be a5 follows:
1. New Years Day 7. Columbus Day
2. Martin Luther King Day 8. Veterans' Day
3. President's Days ' 9. Thanksgiving Day
4. Memorial Day 10. Friday after
5. Independence Day Tha:nksgiving Day
6, Labor Day 11. Christmas Day
20.2 When New Year's Day, Independence Day, Veterans' Day and Christmas Day fall on
Sunday, the following day shall be observed; and if the haliday falls an Saturday, it�
shall be observed on Friday.
AR'TICLE 21 - SICK LEAVE
21.1 Full-tirne employees shall earn eight (S) hours of sick leave for each full month of
employment, pro-rated to the nearest hour for partial rnonth's service.
21.2 There will be no maximum accumulation of siek leave.
21.3 Accumulated sick leave may be used for absence from work necessitated by illness,
injury, pregnancy as required by law, or medieal or dental care which cannot be
scheduled other than during working hours subject to the appraval of the ���€���
. ......
�+� or the ��x-t��t�►��� �����e�. When the use of accumulated sick
leave is approved, for compensation purposes, employees will be considered to have
worked their norrnal work day. Use of sick leave in excess of three (3) �a��€��u'�
days shall require written meclical documentation.
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21.31 Accumulated sick lea�e may also be used to make such arrangements as are
reasonably necessary because of serious illness or injury in the immediate
family of the employee, said use, however not to exceed forty hours (40).
Use of more than twenty-four (24) hours of sick leave up to forty (40) for this
purpose must be requested in increments of eight (8) hours.
21.32 Immediate family is defined as the employee's spouse, minor children and
parents. The forty (40) hours leave permitted under this Section is a
maximum limitation and supervisors should be alert to the faet that
arrangements for providing nursing care should ordinarily take much less tirne '
than forty (40) hours.
21.4 The repeated or systematie use of sick leave shall require written medical verification
upon written not�cation to the employee from the EMPLOYER.
21.5 Use of sick lea.ve benefits for reasons other than thase stated in 21.3 of this Article
shall be just ca.use for disciplinary actian.
21.6 Notificaxion. Empioyees 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 an employee form notifying their
supervisor. Employees failing to give such notice may be subject to discipline_
21.7 Upon request of a full-time emplayee who is absent from work as a result of a
compensable injury covered under the provisions of the Worker's Compensation Act,
the EMPLOYER will pay the difference between the benefit received by the employee
17
I '
Teamsters Local Nt�. 32q
1993 - 1994 Contract
pursuant to the Worker's Compensation Act and the employee's normal da.iiy wages
to the extend of the employee's earned sick leave.
21.71 Such payment shall be made by the EMPLOYER to the employee only for the
period af disability or until the employee's earned s�ck leave is exhausted.
21.72 The deduction from an employee's earned sick leave shall be a pro-rated
amount based on the Worker's Compensation benefit and the emplayee's
normal daily wages.
21.8 In the event of the death of employee, the estate shall be entitled to a�e k��t��
....................:..........
.............................
���� ������ ' of the employee's accumulated sick leave at the
rate last paid to the employee.
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18
f '
Teamsters Local No. 320
_ 1993 - 1994 Contract
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ARTTCLE 23 - FI:1��TERAL LEAVE
23.1 A maximum of three (3) da.ys leave with pay may be granted upon request in the
event of a death in the employee's immediate family consisting of spouse, rnother,
father, brother, sister, and children. Up to two additional days of leave may be
granted, with approval by the EMPLOYER, in the death of the employee's spouse,
children, parent, grandparent, �-�.��I��eg� ����e�� ���v �-� �t��.t�.���.
23.2 A one day leave with pay will be granted upan request in the event of the death of
other relatives as set forth in the City Personnel Policy.
ARTTCLE 24 - PAR�NTAL LEA�E
Parental leave shall be granted as required by law.
19
,
Teamsters Local Na. 320
1993 - 1994 Contract
ARTICLE 25- VACATIUN
25.1 All full-tune employees will earn vacation based on the following schedule, beginning
January 1, 1992:
First year of employment .8 day t��r:;:�:;;��;:�;lmonth (i0 days/year)
..:..
2nd thru 3rd year of employment 1 day o���::Imonth (12 days/year)
...............:
4th thru lOth year of employment 1-112 days �r>:��;�s Imonth (18 dayslyear)
11 years of service and above 1-3/4 days ��;::�?�.:��;lmonth (21 days/year)
25.2 All full-time employees may accumulate vacation accrual based on years af service to
the ma�cimum prescribed in the following sehedule:
Zero thru four years of service 20 days �������
Five thru ten years of service 25 days ���::��tz�€���
Eleven years of service and above 30 days ����::���
Combined accumulation of compensation time and vacation will not be allowed to be
greater than vacation maximum plus (+) 40 hours.
25.3 Payment in lieu of vacation accrual beyond the amounts listed will not be considered.
25.4 Vacation requests are to be submitted on or before January 1Sth of the year the
vacation is_to be taken.
25.5 Vacation schedule approval will be granted in order of seniority. After January 1Sth,
additional vacation requests will be granted on a first come, first serve basis.
ARTZCLE 26 - LEGAL DEFENSE
The EMPLOYER agrees to indemnify an employee in accordance with Chapter 466
of the Minnesota Sta.tues (Tort Liability).
20
Teamsters Local No. 32(3
1993 - 1994 Contract
ARTICLE 27 - PROBATIONARY PERIODS
27.1 All newly hire�ci or rehired employees will serve a six (6) month probationary period.
27.2 All employees will serve a six (6) month probationary period in any job classification
in which the employee has not served a probatianary period.
27.3 At any time during the proibationary period a newly hired e��employee may be
terminated at the sole discretion af the EMPLOYER.
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27.5 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.
ARTTCLE 28 - SAFET'Y
The EMPLOYER and the IJI�IION agree to jointly promote safe and healthful
working conditions, to cooperate in safety matters and to encourage employe.es to
work in a safe manner.
ARTICLE 29 - JOB P{)STING
29.1 The EMPLOYER and the IJI�IION agree that permanent job vacancies within the
designated bargaining unit shall be filled based on the concept of promotion from '
within provided that applicants:
29.11 Have the necessary qualifications to meet the standards of the job vacancy; and
29.12 Have the ability to perform the duties and responsibilities of the joh vacancy.
29.2 Employees filling higher job class based on the provisians of this Article shall be
subject to the conditions of ARTICLE 2b (Probationary Periods).
21
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Teamsters Local No. 32�
1993 - 1994 Contract
29.3 The EMPLOYER has the right of final decision in the selection af employees to fill
pasted jobs based on qualif'ications, abilities and experience.
29.4 Job vacancies within the designated bargaining unit will be posted for five {5)
working days so that mernbers of the bargaining unit can be considered for such
vacancies.
ARTICLE 30 - GROUP INSURANCE BENEFITS
30.1 �or<`:�:�� the EMPLQYER shall pay one hundred percent (100%} af the cost of Blue
Cross/Blue Shield Basic or First Dollar Plan for employee coverage. 'r'��ea���, ��
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30.2 The EMPLOYFR shall pay sixty-five percent (65%) of the difference between the
single employee coverage and the total family covera.ge,
30.3 The cost difference between the Basic or First Dollar Plan and any optional plans
available to empioyees, will be paid by the ernpioyee.
30.4 Employees not choosing dependent coverage cannot be covered at EMPLOYER
expense far any additional insurance than the individual group health insurance
caverage.
30.5 The EMFLOYER 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 $14,000.
30.6 The EMPLOYER shall pay the first nine dollars ($9.OQ) for an employee's
participation in the PERA Graup Term Life and AD&D Insurance Program.
22
t �
Tearnsters Local No. 320
1993 - 1994 Contra:ct
30.7 The EMPLOYER shall pay one hundred percent (100%) of the cost of dental
insurance coverage for the employee.
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ARTIC�E 32 - UTILITY DEPARTMENT LICENSES AND PAY
32.1 Any employee in the unit who is required by state regulation or by the EMPLOYER
to hold certification or license which are not stated as being required in the
employee's jab description will be pa.id an hourly rate in addition to their regular rate
of pay, for those licenses/certifications.
32.2 Employees of the unit holding the following licenses will be compensated at the rate
of $.1D per hour after meeting those qualifications set out in 31.1 above.
Class Ll Sewer
Class C Water
Tree Inspection
Weed Inspection
Herbicide Application
23
.. � , . . . . .. �
Teamsters I.ocal No. 32Q
1993 - 1994 Contract
Truck Inspection - 1 ton units and larger
32.3 Employees of the unit holding Class D Water Licenses and are on the EMPLOYER'S
, call out list will be cornpensated $.05 per hour.
32.4 License Costs and Training. Upon the F.1v�LOYER'S choice to have an employee
obtain a license, the EMPLOYER will grant time off with pay and pay associated
costs to obtain the license.
32.5 The EMPLOYER will provide time off with pay and a velucle to allow the employee
to obtain a Ciass A drivers license if the employe� holds a Class B drivers license.
The EMPLOYER will not pay any other costs for this.
ARTICLE 33 - SEVERANCE PAY
Regular full-time employees Ieaving 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; 5 thru 9 years of service = 2 weeks pay
or
10 years of service and above = 4 weeks pay
ARTICLE 34 - RETTREMENT 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 tune of retirement as
prescribed below:
24
Teamsters Local No. 320
1993 - 1994 Contract
Vacation: Up ta accrual limit
Siek Leave: 1 year - 5 years 10% of unused sick leave
b years - 10 years 30% af unused sick leave
11 years - 15 years 50� of unused sick leave
16 years and more '��;:°� of unused sick leave
ARTICLE 35 - CLOTHING ALLOWANCE
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25 �
—` - - _ _ _ _ _ : _ _�
! � )
Teamsters Local No. 320
1993 - 1994 Gontract
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.
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ARTICLE 40 - DITRATION
This AGREF1�rIENT shall be effeetive as of January l, 1993 and shall remain irs full
force and effect until December 31, 1994 and thereafter until rnodif'ied or amended by
mutual agreement of the parties.
FOR THE CITY OF ROSEMOUNT FOR MIrfNESpTA TEAMSTERS LOCAL NO. 32Q
E. B. McMenomy, Mayor Joseph Morris, Business Agent
Stephan Jilk, Administrator Mark 7oosten, Union 5teward I
27
i . i ,.1 � . � . � � .
Teamsters Local No. 320
1993 - 1994 Contract
APPENDIX "A"
SALARYSCHEDULE
A. The following hourly wage rates shall be effective January 1, 1493 through
December 31, 1993.
STEP AND CLASSiFICATION
A B C D
0 - I2 mths 13 - 24 mths 36 - 24 mths After 36 mths
I.evel III $13.57 $14.22 $14.87 $15.52
L,evel II $12.98 $13.64 $14.30 $14.97
Lev 1 ...:.: ,;::;�:� ..;;:.;:.>;:.::;:;::.:::.:..:.::.: ;•::.;:;>:.;::;:.;::;;:.::;::
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B. The preceding wage schedules shall not constrain the EMPLOYER from hiring an employee
at any step in the schedule.
C. Pramotion to any class�cation shall be made only upon determination by the employer that
such a position is needed. 'Tl�is determination is the exclusive right of the EMPLOYER.
D. WORKING OUT OF CLASSIFICATTON PAY
D-1 Employees required by the EMPLOYER and who are adjudged by the EMPLOYER
to be qu�ed to operate the following items of equipment will be paid the
MAINTENANCE III rate of pay for those hours assigned to the unit beginning the
third (3rd) hour of operation in a work shift.
Jet Machine (sewer cleaning only)
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Grader
Backhoe
Blacktop Paving Machine
28 ,
. , ,
. Teamsters Local No. 320
1993 - 1994 Contract
APPENDIX ��A'� (CONT'D)
D-2 Employees required by the EMPLOI'ER and who are adjudged by the EMPLOYER
to be qualified to opera:te the following items of equipment will be gaid the
MAINTFNANCE II rate of pay for those hours assigned ta the unit beg'uu�ing the
third (3rd) hour of operation in a work shift:
Sweeper
Tandem Truck
Tractor Loader
Rollers (steel and rubber) 6 ton and aver
Trucks, single axle and over 24,000 GVW
Tree Spade
Any vehiele requiring a State of Minnesota "Class B" Operators License
D-3 Employees classified as Mechanic who are required by the EMPLaYFR to be
qualified ta repair the following items will be paid the Mechanic III rate of pay for
those hours assigned beginning the third hour of work in a work shift.
Fire Truck - major repair
Pump repair - major repair
WeIding - fabrication and design
D-4 Employees classified as Mechanic who are required by the FMPLOYER to be
qualified to repair the following items will be paid the Mechanic II rate of pay for
those hours assigned beginning the third hour of work in a work shift.
All brake work
Fire Truck - brake and diesel repair
D-5 An employee eligible to receive WORKING OUT OF CLASSIFIGATION PAY under
_ Section D-1, D-2, D-3, and D-4 will receive the rate of pay for that Step (A, B, C,
or D) which corresponds to the empioyee's current Step in the job class�cation to
which the employee is assigned.
D-6 Employees assigned by the EMPLOYER to utility maintenance duties (other than
equipment opera.tian under D-1 and D-2) will be paid the wage rate of the employee's
regular job classificatian.
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29
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Teamsters I.ocal No. 320
� 1993 - 1994 Contract
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Teamsters Local No. 320
1993 - 1994 Contract
APPENDIX �rB"
SF,1vIORITY LIST
PUBLIC WORKS iTNTON
JANUARY 1, 1993
MATNTENANCE
Level Hire Date Position Date Name
III S-Ol-SQ 6-19-90 Steve Strese
5-08-89 11-24-91 Bob Barfknecht
II 5-22-78 5-22-78 George Romo 'I
11-15-86 11-08-89 A. J. Korpela
7-19-89 ?-19-89 Mark Joosten
6-18-90 6-18-90 7im Koslowski
9-OS-90 12-22-91 Eric Day
I 11-04-86 11-04-86 Garl Dahnke
3-29=88 8-29-88 Don Jerde
10-03-90 10-03-90 Doug Stauffer
10-09-90 10-09-90 John Fremming
MECHANIC
III 4-04-8$ 4-04-88 Dean Sandstrom
II
I 5-18-92 5-18-92 Doug Aldrich
31
MEETING SCHEDULE
AUGUST, 1993
Monday, Aug. 2 6:30 p.m. Utilities Commission
Tuesday, Aug. 3 5 :30 p.m. Port Authority
7:30 p.m. Regular City Council
Thursday, Aug. 5 7:00 p.m. Parks & Rec. Workshop
Tuesday, Aug. 10 5 :�00 p.m. Planning Commission
Thursday, Aug. 12 7: 00 p:m. Community Center Commission
;
Monday, Aug. 16 6 :00 p.m. Special City Cou}�cil Mtg. - Budget
7:30 p.m. Parks & Recreation Committee
Tuesday, Aug. 17 5:30 p.m. Port Authority
7:30 p.m. Regular City Cauncil
Wednesday, Aug. 18 7: 00 p.m. Downtown Scoping Committee
Tuesday, Aug. 24 5 : 00 p.m. Planning Commission
Monday, Aug. 30 6 : 00 p.m. Special City Council Mtg. - Budget
City Council Meetings lst & 3rd Tuesday, at 7:30 p.m.
Community Center Comm. 2nd Thursday, at 7: 00 p.m.
Port Authority 1st & 3rd Tuesday, at 5 :30 p.m.
MVTA (MN Vly Tran. Auth) 4th Wed. , Burnsville, 7 : 00 p.m.
Parks & Recreation Comm. 3rd Monday, at 7:30 p.m.
Planning Commission 2nd & 4th Tuesday, at 5 : 00 p.m.
Port Authority lst & 3rd Tuesday, at 5 :30 p.m.
USPCI Trust Fund 2nd Thursday, 4 pm @ 14555 S. Robert Tr.
Utilities Commission lst Monday after lst Tues. , 6:30