HomeMy WebLinkAbout5.c. Approval of Police Union Contract i �
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��2 P.O BOX 510
Zl� � 2875-445TH ST. W.
OrQ�4��2 AOSEMOUNT. MiNNESOTA 55068
JG L 612-423-4411
January 12 , 1989
TO: Mayor Hoke
Councilmeinbers: Napper
Oxborough
Walsh
WiPPermann
i FROM: Stephan Jilk, AdrninisCrator/Clerk
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` RE: LELS (Police Union) CONTRACT
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� During executive sessions discussions were held and indication of
t r approval for the 1989 - 1990 LELS union contract was given. I
' ' request that you give formal approval to �hat contract. I have
� ; included, for your reference, the salary and benefit ad�ustments
which wi11 be made under this contract.
' The requested action then would be a simple motion to approve the
1989 - 1990 contract between the City of Rosemount and LELS and
, authorize the mayor ancl city administrator to sign.
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��*CUNFIDENT�AL*�*
� 'T0 : r4ay�r �toke
Councilmembers N�PPec
Ox6orough
Walsh
Wip�ermann
FRQM: Stephan Ji1k, Administrator/Clerk -
DATE: December 12, 1988 ,
RE: I,.F.L.S. (Police Union) Negotiations
19$9-1990 Contract '
i have met with representatives of L.E.L.S. following 'our decision on '
salary/fringe bene.fits for 1989-1990.
_ As you may recall, the discusaion we held on the 'pr.ogress af the
negotiations centered around the concern for longevity inere�ses. The
position we were at in regards to salarp increases and longevity
tucreases was pr�sented to you in the attached memo .
'The union was still pr,essing for longe,vity increases from 1-2-3X to 2-
4-6-8� by 1990.
We suggested that even though most other cities in ovr area have a
longevitp schedule of 3-5-7-9�. topping out at 16 years, we hoped that
we would not- have to proceed to tkat schedule at this point. Also, we
suggested that based upon other surrounding cities we have a salary
schedule that is about 3Z+ ].ower than the other cities.
Based upon a11 of this and our diacussion held after our November 15
meetin8, I took the following positions -
( 1) Consider a higher wage increase to --
(2) Keep longevitY rates lower.
The �d�ustments the union representat`ive �nd I tentatively agreed' to
were the following:
( 1) Salary increases in 1989 - 4. 25�
1990 - 4. 25�
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L. F. �,.S Ne�oti.ati�ns - 1989-90 Gontr�tct
�ecember 12 , 1988
I'z�e 2
( 2) Longevity schedule:
Crom To .
l T - 5 years 29� - S yer�rs
2� - 10 yeaxs 3� - $ years
3� - 15 years 4� - 12 pears _
. , 5� - 16 years
(3) Vacation:
From To
6 ,days lst ye»r 8 days lst year
(�+) Clothing allowsnce:
� Now $4Q0 a year `
• 1.989 $400 a year'
1990 $425 a yesr
(5) rducation Incentive:
Payment oE 1 . 2Q credit for each credit alaove 90 (equivalent
�o �asc�ciate degree required to become certifi.�d in
Minne.�ota) . This payment would come in Ulocks oE 45. That
is, 3f an oF£i.cer has accumulated say 130 r.�edl.tS , he/she
would not begin getting paid for any eredits i�ntil he/she
re�ched 135 credits; then, n�t until 1$0 cre�li.ts have been
aceumulated. This credit payment does nnt "'kick in" until an
�Eficer is emploped over five years . This keeps a pers�n
from �oining the �orce with say 180 credi.ts �nd �utomstically
getting a higher rate o.E pay .
(6) Sergeants Pay : ,
Pntrol teRm serge�nts nc>w geL• $50/month e�ttrfi f.or thnG duty.
The new pay wo1�1d be ,$1UO�month. This �fFectR two }�eople.
I f.ee1 this package , although not quite what I have hopeci for going
into neg�tlatiuns this year. , is fair and r. easonable consi�iering ovr
positiQn relating to other departments and cost of lzving factvrs.
I wor�l.d recommend your c�nsideration �n� �pprov�l .
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LABOR AGRBEME�JT
BETWEEN
TNE CITY QF RtJSEMOUNT
AND
LAW ENFORCEMENT LASOR SERVICES, INC.
JANUARY 1 , 19$9 - DECEMBER 31 , 1994
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TABLE OF CONTENTS
Article ' Page
PREAMBLE 1
z DEF'INITTQNS �
�� REGQGNITTQN �
�I� MANAGEMENT RIGHTS AND R�SPONSTBiLTTIES 2
�V LELS RIGHTS AND RESPONSTBILITIES 3
v NQ STRSKE PROVISION e}
VI EQUAL APPLICATI�N �
VTI SAVINGS �LAUSE �
VIII GRZEVANCE PRQCEDURE �
IX DISCIPLINE AND DISCI3ARGE 11
X JOB SAFETY � �
XT COURT TI�IE 13
XII CALL BACK ��
XIII SICK LEAVE � ,�
XIV LAY OFF 16
�u VACATIt7N 17
XVI CLOTFiTNG ALLOWANCE 17
XVII LONGEVITY ��
XVIII EDUCATIQN INCENTIVE PAY 18
XIX TNSURAAICE 19
XX HOLIDAYS .t 19
XXI OVERTIME 20
XXII TRAINING 2a
XXIII INJURY QN DUTY ��
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}�XIV ' SEVERANCE PAY ' �fl
XXV RETIREMENT PAY 2i
XXVI WATV�R 2i
XXVII COMPENSATC}RY TTME ACCUMULATT�N AND USE 22
XXVIII DURA'rION ��
APPENDIX A 24
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LAB�R' AGREEMENT
BETWEEN ,
THE CITY OF RQSEMOUATT
AND
LAW ENFORCEMENT LABpR SERVTCES, INC.
PREAMBLE
This AGREEMENT is made and en�ered into this 1st day of ,�anuary,
1989, by and between the CITY OF ROSEM;OUNT, hexeinafte.r ref�xred to as
�he EMPLOYER, ana LAW ENFORC��IENT T�ABOR S�RVTCES, INC. , herei��after
referred to as LELS, has as its purpose the �romotion of liarmoni4us
relations between the Et4PLOYER, �.ts employees and LELS; the furtheraiice
of efficient governmental service�; the estab3.ishment of an equitable
and peaceful procedure for the resolution of disputes tha� may arise
without in�erference or disruption of efficien� operati.ons of the
departmenk; the �stablishment of a formai understanding relat�.ve to all
terms ��a Cona�.t�.on� of employment.
ARTICLE 1 - DEFINITIONS
1 .1 LELS: Law Enforcement Labox Service, inc.
1 .2 EMPLOYER: The City of Rosemount
1 .3 EMPLOYEE: Member of the Police bargaining unit as
identified by Bureau of Media�ion Service, 5tat� of
Minnesota.
1 .4 DEPARTMENT: The City of Rosemount Polf.ce Department.
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1 ,5 WORK DAY: Shall cansist of ten ( 10) hours. ��
1 .6 WORK WEEK: Shall consist of forty ( 40) hours based c�n a
2,080 hour year per approved schedule.
1 .7 CITY: The City of Rosemount
1 .8 CHIEF: The Chief of the Raser�aunt Pol.ice Department.
1 .9 UNION OFFICER: Officer elected ox appointed by LELS.
ARTICLE IT - RECOGNITZON
2.1 The EMPLOYER recagnizes Law Enforcement Labar Services,
Inc. , as the excl.usive representative under Minnesota
Statutes 179.71 , subd. 3, for the members af the Rosemoun�
Palice Bargaining Unit as identified by the Bureau o�
Mediation Services, State of Mznnesota.
2.2 In the event th� EMPLf3YER and I,ELS are unable to agree as �c�
the inclusion or exciusfon of a new or modified job class
the issue shal.l be submitted to the Bureau of Medi�tion
Services for determination.
ARTICLE IIT - MANAGEMENT RIGHTS AND RESPONSiBELITIES
3.1 It is recognized, excep� as expressly stated herein, the
EMFL�YER wi11 �etain whatever rights and authority necessary
for it to operate and direct the affairs of the Department
in all the various aspec�s, including bu� not 2imited to:
the right to direct the working farces; to pian, diree� and
control all the operations and gervices of the Departmez�tr
to determine the method, means, organi,zatian and number of
persannel by which such operations and services are to be
conducted; to assign and transfer pmployees; to gchedule
working hours; to assign overtime; to hire, pramote, demote,
suspend, discipiine, discharye or rel3eve e�plpyees due to
lack of work or o�her legitimate reasons; to make and
enforce reasonable work rules and regulations and to change
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ar elimin�te me�hods of police function, equir�m��it ar
facilities.
3.2 The EMPLOYER agrees to publish the method by whieh
promotions shall be made withii� the Depar�ment; to publish
reasonabie work rules and regulations, if any, and make
copies of both available to me�nbers of the bargaining unit.
Any new or change in existing work rules and regulations by
the EMPLOYER which affect terms and candit3.ons of empioyment
: must stand the test of reasonableness.
3.3 Any term and condition of employment not specif�.cally
established ar modified by this AGREEMENT shall remain
soiely wi�hi.n �he diseretian of the EMPLOY�R to moclify,
establish ar eliminate.
ARTICLE iV - LELS RIGHTS AND RESPONSIBII,ITXES
4.1 The EMPLOYER agrees to caopera�.e with LELS in the deduction
; of regular monthly duss, for those emplQyees who request in
writing to have regular monthly LELS dues checked off by
payroll deduction. The EMPLOYER agrees to remit sueh
regular monthly dues in a manner to be prescribed by LELS.
4.2 LELS agrees to indemnify and hold �he EMPLOYER harmless
against any and all claims, suits, orders ar judgm�nts
brought ar issued agai,nst the employer as a result of any
action taken or not taken by �he EMPLOYER u�ider the
provisions of the foregoing section.
4.3 The EMPLOYER agrees not �o enter into any aqreament with
members of fihe bargaining unit, individually or
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, collectively, o� with any other orga��iz��ti.on which in any
way conflicts wi�h the provisians o€ this AGREEM�NT.
4.4 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.
4.5 The EMPLOYER agrees to make space available on the employee
bulleti.n board for the posting of LELS natice(sy and
announcement(sj and ta make space available for meetings of
the bargaining unit when it does no� conflict with the
operation of the Uepartment.
4.6 The EMPLOYER agrees to allow the o£ficers and '
representatives c�f the bargaining unit reasonable time off
and leaves of absences, with prior apprflval and with pay,
for the purpose of conducting LELS locai unit business when
such time wil]. not unduly interfere with the operations of
the Department.
4.7 The EMPLOYER agrees that process of ail gr3.evances sha1l be
during the normal wark day whenever possible, and employ�:es
shall not lose wages due to �heir necessary participat�.on.
ARTICLE V - NO STKIKE PRQVI9IQN
Neither LELS, its offieers or agents, nor any of the
emplayees cavered by this AGREEMENT will eng,age inr -
enCourage, sanction, support or suggest any s�rike, slow
down, mass resignations, mass absenteeism, the willful
absence fr4m one`s position, the stoppage of work or th'e
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abstin�nce of duties of employment for the �urpos� of
inducing, influencing, or coercing a ehange in the
conditions, eompensation or the rights, privileges or
obiigations of employment.
. ARTICLE �II - EQUAL APFLICATION
6.1 The provision of this AGREEMENT shall be appli�d equally to
all empioyees in the bargaining unit without d3,scrim3.nation
as to race, color, creed, sex, national origin, religion, or
political affiliation. LELS and the emplayees covered by
this AGREEMEIdT shall share equally with the �MPLOYER the
responsibilities established by ttiis Article. '
6.2 The EMPLOYER shal.l not di.scriminate against, inter�e�e with,
restrain, or coeree an emp�.oyee from exercising the right tc�
join or not to �oin LELS or participa�e in an offfcial
capacity on behalf ot LELS, which is in accordance with the
provisions of this AGREEMENT, LELS shall not discriminate
against, interfere with, restrain or coerce an empioyee from
exercising tha right to join or nat to �oin LELS and wil.l
not discriminate against any employee in the administration
of �his agreement because of non-m�mbership in LELS.
6. 3 LELS accepts its responsibilities as exclu�ive
representative and agrees to represent a1.1 employees in the
bargaining unit without discrimination. .;
ARTICLE VZI — SAVINGS CLAUSE
?.1 This AGREEMENT is subjeet to the laws of the United States,
the State of Minnesota, the County of Dakota and the City of
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Rosemount. In the event that any provisio�is of this
AGREEMENT may be held ta be contra.ry tv law by a court of
competent jurisdiction from whose £inal �udgmezit or dQcre�
no appeal has been taken within the time provided, such
- provisions may be voided. All other p�rovisions of this
AGREEMENT may continue in fu13 foree and ef�ect. The vai,ded
provisions may be renegotiated upon written request of
either party.
ARTICLE VIII - GRIEVANCE PROCEDURE
8.1 Defin;itian of a Grievance. For the purpose of thi,s
AGREEMENT the term "grievance" means any dispute arising
concerning the interpretation or application of the expr�gs
provisions of this AGREEMENT. �n the event af such
grievance arising there shall be na suspension of operations
but an earnest effort shall be made to resolve such
grievance in the manner prescribed by this article. '
8.2 Procedure. "Grievances"" as defined by Section 8.1 , sh�1Z be
resolved in eonfarmance with the following proeedure.
Ste�, l . An employee claiming a violation concerning the
interpretation or application of �his AGREEMENT shall,
within twenty-one (21 ) calendar days after such alleged
violation has occurred, present such grievan.ce to the
employee' s supervisor as designated by the EMPLOYER. The
EMPLOYER-designa�ed representative wi11 discuss and give an
answer to such S�ep 1 grievance within ten (10) ealendar
days af�er reeeipt. A grievance not reso�,ved in S�ep 1 an`�
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appealea to Step 2 sha11 be piaced in writin� setting f4rFh
the nature of the grievance, the f�ets on which i� is basA�,
the provision or grovisions of the AGREEMENT alleg�dly
violated, the remedy requested, and sha�l be appealed ta
Step 2 with�n ten (10� calendar days after the EMFLOYER-
d�gignated representative's final answer in Step 1 . Any
gr3evance not appealed in writing to Step 2 by LELS within
ten �10) calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be
presented by LELS and discussed with �he EMPLOYER-desi.gnated
Step 2 representative. The EMPLOYER-designated
representative s�all give LELS the EMPLOYER'S Step 2 answer
in writing within ten {10) calendar days after receipt of
such Step 2 grievance. A grievance not resolved 3n Step 2
may be appealed to Step 3 within ten (10) �alendar days
following the EMPLOYER-designated representatiue's final
Step 2 answer. Any grievance not app�aled in writing to
St�p 3 by LELS within ten (14) calendar days sha11 be
considered waived.
Step 3. �f appealed, the writ�e�n grievanc� shall b�
presented by LELS and discussed with the EMPLOYER-designat�d
Step 3 representative. The EMPz�OYER-designated
repres�ntative shSll g3,ve LELS the EMPLOYER'�s ans�rer in
writing within ten (10) calendar days after rsceipt of sueh
Step 3 grievance. A grievanee not resol.ved in Step 3 may be
appealed to Step 4 within ten (1p} calendar days fol.lowiny
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the EMPL4YER-designated represen�ative`s final an�wer in
SteP 3. Any grievance nQt appeale� in writing ta Step 4 by
LELS within ten (10) calendar aays shal� be considered
waived.
Step 4. A grievance unr�solver3 in Step 3 and appealed to
Step 4 wi11 be submitted to media�ion, Within ten {1p)
calendar days a�ter receipt of the EMPLOYER'S St�p 3
response, LELS shall file a petition with the Minnesota
Bureau of Met�iation Serviee� with a copy submitted to the
EMPLOYER. If a mecliation meetinc� cannot be arranged within
twenty {20) calendar days of the request for mediation, LFLS
may appeal the grievance to .Step 5. The EMk�LOYER-designated
representative shal]. give LELS �he EMPLflYER'S an�w�r ei�her
at the mediat�.on session or within five (5) calendar days of
a meeting with LELS i,n lieu of inediation. A griEvance nc�t
resolved in Step 4 may be appealed to S�ep 5 within ten {1Q}
calendar days fallawing the EMPLOYER-desic�nated
representative's final answer in Step 4. Any grisvaance not
appealed in writing to Step 5 by LELS within ten ( 10}
calendar days shal.l be considerec� waived.
St_ e,p 5. A grievance unresolved ir� Step 4 and app�ealed �o
Step 5 by �ELS shall be submit�ed to arbitratian. If the
part3es are unable to agree on the selectio� of an
arbitrator, LELS shall request a list of arbitrators t4 be
submittec� to the parties by the Bureau of Mecliation
Services.
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8.3 ARBITRATOR'S ROLL
The arbitrator seiected shall hear and dec�de the grievance.
Each party shall be responsible for equaliy campensating the
arbitrator's fee and n�cessary expenses. Each �hall be
responsible for compensating their own witnesses.
8.4 ARBIT�ATQR'S AUTHORiTX
A. The arbitrator shaJ,l have no right to amenc�, madi.fy,
nullify, ignore, add to, or subtract �rc�rn the provisions
of this AGREEMENT. The arbitrator �n�ii consider at�cl
decide only the specific issue or issues subrnitted in
writing by the parties of this Agreement and shall have
no authority to make a decision on any Qther matter nc�t
so submitted, If the grievance involv�d discipline ar
discharge by the EMFLOXER, the arbitrator �hall haue the
authority to sustain either position or to modify, amend
or rescind the penalty af such action at the sole
discretion of the arbitrator.
B. The azbitrator shall be without pow�r to make decisions
contrary to, or incons3.sten� with, or mod3.fy�,ng or
varying in any way the appiicatian of laws, rul,es, c�r
regulations having the force and effect of law. The
arbitrator's decisian shall be submittea in writing
w3thin thirty (30) days following close, i�f the hearing
or the submission of briefs by the parties, whichever be
later, uniess the parties agree to an extension. The
decision shall be bind�.ng on both the EMPLOXER and LELS
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and shall be based solelp on the arbitratar' s
interpretation or application ot the tPrms of �his
AGREEMENT and to the facts o£ the grievance prese�ted.
C. The fees and expenses for the arbitrator's serv#.ces and
proceedings shall be borne equally by the EMPLOYER and
LELS provided that each paxty sh�ll be responsible for
compensating its own representatives and wf�ne�ses. Zf
e�.ther party des�.res a verbatim recorci of the
proceedi.ngs, it may cause sueh a record to be made,
providing it pays for the recarci. If bc�th p��ti�s
desire a verbatim recc�rd of the groceeding� the eost
shall be shared equally.
8.5 Any or all of the time limits containea in this A�ti:cle may
be extended by mutual agr�ement and �such extension w�,ll not
- be unduly withh�Zd.
8.6 Choice of Remedv. if, as a result of the written EMPLOYER
response in Step 4 the grievanee remains unresolved, and if
the grievance involves �he suspension, demotion, or
discharge of an emglayee who has completed the required
probati.onary period, the grievance may be ap�aled to �ither
Step 5 of ARTICLE VIII or a procedure such as Civil Service,
Veteran's Preference, or �'air Employment. If appealed to
any procedure other than Step 5 of ARTICLE y,III the
grievance is not subject to the arbitration procedures as
provided �.n Step 5 af AKTICLE VIII. The aggrieved employee
sha3.1 indicate in writing which pr4cedure i.s to be uti.liz�d-
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-Step 5 of ARTICLE VZII or ano�her appeal proceaure--and
shall sign a statement to the effect that th� choice of any
other hearing precludes the aggriev�d employee from making a
subsequent appeal �hraugh 5tep 5 of ARTICLE VIII.
AR�ICLE IX - DISCIPLIN� AND QISCHARGE
9.1 Discipline.
4.11 D,isciplinary acti.on -by the �MPLOYER shall 2�e for �ust
cause and shall include the �al.lawing:
a. Oral xeprimand,
b. Wri�ten re�acimand,
c. Susgension,
d. Demotion,
e. Discharge.
9.2 Notification o� the EmAlovee.
9.21 Su�pension, demotions and discharg�s will be in
written form.
9.22 Notices o� suspension, demotion, or clischarge shall
inc7,ude a statement of the eharges and the date on
which time the action is to be effective. In case of
demotton the position �o wliich �he employe� is demoted
shal] be identified.
9.3 DischarQe.
9.31 Discharge shall be for �ust cause onlyr�.
9.32 The sta�emen� of cl�arges shall. be serveci upon the
employee with a copy by regis�ered mail to LELS.
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9.33 Upon recei�t of the statemen� of c2iaryes a grievaric�
may be filed in aceordance wi��� ARTICLE V�II,
9.34 Pxivr to any hearing or arbitration proces� a �o�tnt
meeting may be heZd by agr�ement of the EMPLOXER and
LEL3 i.n an effort to res4lve the disputed di�charge.
9.4 Pers�onnel Re�ord�.
9.41 Copies of �li letters of commendati4n, camplaints and
written reprimands that are en�ered into the
employee's permanent personn�l file shall; be giuen to
the employee and the employee shall be permitted �o
respond thereto. Such responses shal.l be a�ta�hed to
and made a part of �he ��rmanent personnel file.
9.42 Written reprimands, noti.ees of suspension, and notices
of discharge which are to be�come part of an employee's
personnel file �hall be read and aaknowledged by
signature of the emplQyee. The emplayee and LELS will
receive a copy of such reprimanc�s and/or no�i:ces.
9.5 Grievan�es Reaaxdinc� Disci li.n�e,
9.51 Grievances relating to this AKT�CLE shail be initiated
by LELS in Step 3 of the grievance procedure under
ARTICLE VIIT.
AR'�ICLE X - JOB SAFETY
It shall be the policy of the EMPL4YER �hat.�he safety of
e�nployees, the protection of work areas, the adequate
training in necessary safety prac�ices and the prevention of
accidents are a continuing and integral part of its every
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day responsibility. It shall also be the respansibility ot
a11 employees ta coop�rate in programs to �romote safety to
themselves and the public and, to compl.y with riiles
promulgated to ensure sa�ety. This employee r�spons�,bility
shall include the proper use of vehicles, equipment and aZk
safety device� i� accordance with recognized safety
procedures. It sha11 be the responsibility o£ the EtAPLE?YER
to maintain a11 EMPLOYER-owned equipment in a safe ancl
workable order, repairing or replacing as needed.
ARTICLE XI - COURT TIME
An employee who is scheduled to appear in court during the
employee's scheduled off-duty time shall receive a minimum
of two (2� hours pay at one and one-half ( 1 1j�j times the
employee's pay rate. An extension or early report to a
regularly scheduled shift does not qualify the empl,oyee for
the two (2) hour minimum. When an employee is notified of a
cancellation of eourt appearance on or before the calenaas
day prior to the scheduled appearance, no eourt time shall
. be authorized. Same day cancellations sh�ll entitle the
employee to the minimum.
ARTICLE XII - CALL BACK
Any employee called back to work outside of the employee`s
regularly scheduled shift sha11 be paid for, �a minimum of two
(2) hours pay at one and one half t1 1/2} times the
emplayee's pay rate. An extension oE or e�rly report to a
regularly scheduled shift does not qualify the emplayee for
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the two (2; hour minimum. Call back g�axts at tl�� time of:
employee' s report fc�r duty.
�RTICLE XIII - SICK LE,AVE
13.1 Fu1l-tirne employees shall earn eight (8) hours o£ �ick leav�
for each full month of employment, pro-rated to the neare:��
hour for a partial month' s service.
13.2 Earned sick ].eave may be aecumulated to a maximum of nine
hundred and sixty E960) hours. Not withstanding the max3.znum
of nine hundred and sixty (960) haurs employees shali
reeeive no less than the maximurn accrual a�llowecl for c��hear
full-time City employees.
13.3 Accumulated sick leave may be used for abs�nces €rom work
neeessitated by illness, in�ury, pregnancy as required by
3aw, or medical or dental care which cannot b� schedulea
other than during working hours subject to the a�proval of
the Police Chief. When the us� of accumulated siek leave is
approved, for compensation purposes, empl4yees will be
considered to have worked their narmal work day. Use of
sick leave in excess of three (3} days shall require written
medi.cal documentation.
13.31 Accumulated sick leave may also be used to �ake such
arrangements as are necessary because of death or
serious illness or injury to the immec��iate family of
the employee; said use, however, not to exceed twenty-
four (24) hours.
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13.32 Immediate family is d�fined as the employee's spouse,
minor �hildren or parenk where the paxent has no ather
person to provide the necessary nursing care, iiving
in the household of the employee. The tweiYty-four
(24) hours leave permitted under thi.s Section is a
maximum limitation and supervisors should be aTert tQ
the fact that arrangement for providing nursing care
should ordinarily take much less t3me than twenty-four
(24) hc►urs.
13.4 The repeated or �ystematic use o� sick leav� �hall require
written medical verification upon wri�ten notification to
the employee from the EMPLOYER.
13.5 Use of sick leave benefits for reasons other than thos�
stated in 13.3 of this Article shall be just cause for
disciplinary action.
13.6 Notification. Empioyees unable to report for their work day
because of illness or injury gha11 noti£y theix s�xpervisor
or designee prior to their scheduled startinq time, �xcep�
in the even�t of an emergency which prevents an employee from
notifying their supervisor. Emplayees fail3ng to give such
notice may be subject to diseigline.
13.7 Upon request caf a full-time employee who i� absent from work
as the result of a compensable in�ury eovered under the
provisions of the Workers' Compensation Act, the EMPLOYER
will pay the difference between the benefit received by the
employee pursuant to the Workers' Compensat�.on Aet and �he
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emplayee's normal daily wages to the extent of the
employee' s earned sick leaue.
13.71 Such payment sha11 be made by the employer to the
empToyse only for the p�riod of the disahility 4r
until the employee's earned sick leav� is exhausted.
13.72 The deduction from an employee' s earned si.ck leave
sha11 be a pro-rated amount based on Workers'
Compensation benefi.ts and thQ employee's normal daily
wages.
13.8 Accumulated sick leave shall have no cash value at the time
of separation from employment.
- 13.9 In the event of the death af an emplayee, th� e�tate shall
be entitled to 70$ of the employee's aceumulated sick leave
at the rate last paid to the employee.
ARTICLE XIV - LAY OFF
i4,1 When a reduction in the work torce becomes necessary, the
employee with the Ieast seniority shal�. be laid off f#.rst
provided other employees are qualified to perform the duties
of the employee with the �.east seniori�y. The last empioyee
laid off shall be �he firs� to be recal2,�d for work. No new
employees shall be hired until the lay-off list h�� been
exhausted.
� 4.2 Employees on l.ay off �hall have recall. right�s for two {2)
years. The names of employees whose recall rights have
expired shall. be removed frtim the lay-off list.
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ARTICLE XV - VACATIONS
15.1 All full-�ime employees shall earn vacation based on the
following schedule, beginning January 1 , 1989:
First year of employment .6? day/month (8 days)
2nd thru 3rd year of employment 1 day/month ( 12 days)
4th �hru 10th year of employment 1-1 /2 days/�nonth {18 days)
11 years of service and above 1 -3/4 days/month (21 day�s) .
15.2 All full.-time empioy�es may accumulate vacation acarual
based on years af service to the maximum prescribed in the
following schedule:
Zero thru four years o� service 20 days
Five thru ten years of service 25 days
Eleven years of service and above 30 days.
15.3 Payment in lieu of vacation accrua]. beyond the amounts
listed will not be considered.
15.4 .Vacation requests are ta be submitted an or before March tst
of the year the vacation is to be taken.
15.5 Vacation schedule approval wili be granted in order Qf
sen�.ority. After March 1st, additional vacativn requests
will be granted c�n a first come, first served basis.
ARTICLE XVI-CLCITHING ALLOWANCE
16.1 For 1989 the annual clothing allowance for current patral
officers shall be four hundred ($�400.00) do2ilars. For 1990
the annual clothing allowance for current patrol of£icers
shall be four hundred twenty-five ($425.00}' dollars.
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Carryovers of unused clothing aZlowance to a maximum af two
years worth wi11. be allowed.
71RTI(:L� XV�I - LONGEVITY
Longevity will be paid aceording to the follawing:
After 5 years 2� of current salary
After 8 years 3�4 of cuxrent salary
After 12 years 4� o� current salary
After 16 years 5� of current salary.
ARTTCLE XVxII - EDUCATION INCEr�TIVE PAY
The rates of pay set forth in this eon�ract consider the
base rate and incentive pay based on either longevity or
education to employees qualifying hereunder. An employee
may select eith�r the longevity tract (LT} or an education
track {ET) , but not both. The tracks may not be combined,
Each employee, in order to be eligible, must make his
ineentive track announcement in writinq. Management
requires proof of elig�.bility in the form af a copy of
transcripts or degree completi.on. An employee may only
change tracks effective January of each year. FT credits
are stated in terms of college quarter credits with 45
credits equal to one full year o€ coilege. Only accredited
college cources reeogniz�d by the EMPLOYER will be creaited
, toward �he ET. Payment wi11 be: $1 .24 per,�redit for eacl�
eredit over 90 credits. Payment wil1. be made for blacks of
4� credit blocks. No payment will be macle for prorata
accamplishm�nt for credits less than 45 credit blocks.
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ARTICLE XTX - S1�iSURANCE
19,1 The EMPLOYER shall pay one hundred percent (100�) of the
cost o£ single health insurance coverage.
19.2 The EMPLOYER shall pay s3xty-five {�5$) o� �he cost of
dspendent health insurance coverage.
19.3 Employees not choosing dependent coverage eannot be covered
at EMPLt�YER expense for any additianal insurance than the
individual graup health insurance coverage,
19.4 The EMPLQYER shall pay one hundred percent (1Q0�) of th�
cost of the employee life insurance caverage in the amc►unt
af $10,000.
ARTIGLE XX - HOLIDAYS
2Q.1 Holidays shall be as follows:
(1 ) New Year� Day (7) Columbus �a�
(2} Martin Luther King Day (8} Yeteran's Day
(3) President's Day t9) Thanksgivinq Day
(4) Memoriai Day (10) Friday after Thanksgiving
(5) Independence Day ( 11 ) Ch�istmas Day
{6) Labor Day
2Q.2 All shitt patral. shall be paid one {1 ) t3mes the employee' s
regular daily rat� on date holiday fell on for eleven (11 )
holidays per year provided the employee was employed duri.ng
the holiday occurred. Employees h3red duzi.nig the year shall
be compensated as above for holidays that occurred during
the employee's employment. Holiday pay will be by �eparate
entry on the last pay day in November.
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ARTICLE XXI - OVERTIME
Employees shall be campensated at on� and one-haif (1-1j2)
times the employee'�s regular hourly rate in excess of the
regularl.y scheduZed shift per the approved schedule.
ARTICLE XXII - TRAINING
It shall be the responsibility of the EMPLOYER tc� seek and
seheelule the employee for training to satisfy P.O.S,T, Board
requirement. It shaZl be the employee' s responsibility to
alert the EMPLOYER of the employe�' s responsibility �o alert
the EMPLOYER of the employea's training needs weiS in
advance of recertification or relicensing. Employee's will
receive strai,ght time pay for all tra3ninc� required by the
P.O.S.T. Board.
ARTICLE XXITZ - INJURY ON DUTY
23.1 Empioyees injured during the performance af their duties for
th� EMPLOYER and thereby rendered unable to work for �he
EMPLOYER shall receive eighty percent (8fJ�k} af their fu3.1
waqes during the periad of incapacity not to exceed a period
equal to e3.ght (8} months.
23.2 fihe City wi.11 be advised of Workers' Compensation payments
and thereafter pay to the employee an amount that �ha11
bring the employee's cc�mpensation up to e3.ght p�rcent {8U�)
of the employee`s full salary, ,�
ARTICLE XXIV - SEVERANTCE PAX
Regular full-time empl.oyees leaving �he serv�ce of th+�
EMPI,OYER in good standing for any reason other th�n
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re�irement and with two (2) weeks ac�vanee notice will
� receive payment at the Amploy�e'g rate at time oF leaving
the employ, as prescribed below:
Vacation: Up to aecrual
Plus: 5 thru 9 years of service � 2 weeks pay
10 years of service and above = 4 weeks pay
ARTICLE XXV - RETIREMENT PAY
Regular full-time employees who leave the City's empioy ta
accept a retirement annuity will receive payment at the
employee' s rate at time of ret3rement a� �rescribed below:
Vacation: Up to accrual limit
Sick Leave: 25� of unus�d after 5 years of serv3ce
50� of unused after 10 years of serviee,
ARTICLE XXVI - WAIVER
26.1 Afly and all prior agreements, r�solutions, practices,
policies, rules and regulations regarding terms and
` conditions of employment, to �hs extent inconsi:�tent with
the provisions of the AGREEMENT, are hereby superseded.
26.2 The parties mutually aeknowledge that dur3.ng the
negotiations which resulted in this AGREEMENT, each had the
unlimited right and opportunity to make d�mands and
p�Qposals w�.�h respect to any term or condition of
employment not removed by law from bar+�aining. A11
agreemen�s and understandings arrived a� bg the parti.�s are
se� forth in writing in this AGREEMENT for �he stipulated
duration o£ thi.s AGREEMENT. The EMPLOYER and the UNIQN each
voluntariiy and unqualifi,edly wai.ves the right to meet and
negotiate regarding any and a11 terms and condat�,3.ons o£
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employment referred to or covered in this AGRE�MENT or with
res�ect to any term or eondi.tion eaf empl.oyment not
speeifically referred to or cover�d by this AGREEMENT, ev�n
though such terms or eonditions may not have l�en within the
knowledge or contemplation of either or both ot the par�ies
at the time thi� contact was negotiated ar executed.
ARTICLE XXVII - COMPENSATORY TIME ACCUMULATION AND tISE
27.1 Compensa�ory time may be accumulated for overtime worked a�
the rate of one and one half (1-1 /2) times at the discretion
af the EMPLOYER.
27.2 Compensatory time off, if granted by the EMFLOYER, may be '
allowed to accumulate to a maximum of eighty (80} hours.
27.3 Gompensatory time pff shall be a f�ature of this AGREEMENT
only as long as compensatory time off do�s not jeopardize
the City' s gosition with regard to tha Fair Labor Standaxds
act anc� according to Federal and State Law.
ARTICLE XXVIII - DURATz4N
Except as herein prc�vi.ded, this AGREFMEI�T sttall. be efi�eCtiv�
January 1 , 1989 and sha11 continus in full force and eff�ct
until December 31 , 1990 and thereafter until mvdified or
amended by mutual agreement of the parties.
i
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FOR THE CITY OF R4SEMOUNT FOR L�W ENFORCEMENT LAAOR
SERVICES, INC.
Ro11an Hoke Roland Miles
Mayor Execut3ve Direetor
Stephan Jilk Mark Robi.d�au
Administr�torlClerk Agent
,
.�
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APPENDIX A
PATRQL OFFZCER 1989 199t?
0 - 12 months $2,026.77 $2,112.91
13 - 24 months 2,364.82 2,465.32
25 - 36 months 2,583.46 2,693.26
37 months an over 2,8p3.67 2,922.82
PATR4L TEAM SERGEANTS
Patrol officers designa�ed as Pa�rol Team S�rgeants wi31 be paid �'tp�
per month additf.onal salary.
The preceding wage schedul� shall nQt con�s�rain the EMPLOYER £rom
hiring an employee at any step in th+� schedule,
i
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