HomeMy WebLinkAbout6.d. LELS Police Unit Labor Agreement
EXECUTIVE SUMMARY
City Council Regular Meeting: February 15, 2022
AGENDA ITEM: LELS Police Unit Labor Agreement AGENDA SECTION:
2022-2023 Consent
PREPARED BY: Logan Martin, City Administrator
AGENDA NO. 6.d.
Emmy Foster, Assistant City Administrator
ATTACHMENTS: None APPROVED BY: LJM
RECOMMENDED ACTION: Motion to Approve the Labor Agreement for the LELS Local
#2 Collective Bargaining Unit for the Years 2022 through 2023 and to Authorize the
Necessary Signatures.
BACKGROUND
Negotiations with LELS Local #2 have been completed for a 2022 through 2023 contract. The Collective
Bargaining Unit and City have reached a tentative agreement on the following items:
Duration
2 years (2022 & 2023)
Wages in the 2 Year Contract (2022 & 2023)
2.5% increase on January 1, 2022 plus market adjustment on new pay scale (per Compensation Study)
2.5% increase on January 1, 2023
*MOU to clarify step progression of the Union Members on new scale.
Investigator/Liaison/Community Resource Officer/Drug Task Force Officer
Increase special assignment pay by $50 per month (from $275/month to $325 per month)
Clothing Allowance
Increase by $35.00 to $950 for years 2022 and 2023.
Call Back
Clarify language to convert number of days to number of hours:
11.1 Any employee called back to work outside of the employee's regularly scheduled shift, with less
than five (5) days' notice 120 hours’ notice, shall be paid for a minimum of two (2) hours pay at one and
one half (1 1/2) times the employee's pay rate. An extension of or early report to a regularly scheduled
shift does not qualify the employee for the two (2) hour minimum. Call back starts at the time of
employee's report for duty.
Holidays
24.1 Amend language to exchange Columbus Day for Christmas Eve holiday.
24.2 Change language:
With the exception of the Floating Holiday, all shift patrol shall be paid one (1) times the employee's
regular daily rate on date holiday fell on for eleven (11) holidays per year provided the employee is
employed before and after each paid holiday. 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.
Employees will receive one Floating Holiday, eight (8) hours, a year. Use of the Floating Holiday will be
granted on a first come, first served basis and any remaining Floating Holiday time must be used in the last
pay period of November or will be paid out at that time.
Each employee shall be credited with a bank of holiday hours in the amount of 96 hours, including the
floating holiday. Up to 88 hours of holiday leave time that is remaining in the Employee’s holiday leave
bank after the first pay period of November will cashed out at the employee’s current base pay rate. Any
hours greater than 88 hours remaining in the employee’s holiday bank must be used by December 31st or
are forfeited. The employer reserves the sole right to grant holiday leave and floating holiday leave time.
With the exception of the Floating Holiday, employees that are mandated by the EMPLOYER to work on
holidays 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. With the exception of the Floating Holiday, 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.
Employees assigned by the employer as an Investigator, Liaison, Community Resource Officer or Drug
Task Force Officer may be required to take holiday pay on the date observed by the City of Rosemount
unless pre-approved by supervisor to use on another date.
New employees will be provided with a prorated amount of holiday hours. Employees leaving
employment of the city who have used more than the prorated amount of holiday hours shall be subject to
repayment of those hours from their final paycheck.
Sigma Cardio Exam Reimbursement
Create new article in contract.
Upon completion of Sigma Cardio Exam, the City agrees to reimburse eligible employees up to $400 for
employee out of pocket expense of the exam every 3 years. Expenses for which the employee could be
compensated through other programs, such as health insurance, donated funds, foundations or wellness
programs, will not be eligible. Proof of exam and payment must be submitted for reimbursement within
45 days of exam date.
RECOMMENDATION
LELS Local #2 has voted and approved these contract changes. It is requested that Council approve the
labor agreement for the LELS Local #2 Collective Bargaining Unit for the years 2022 through 2023 and to
authorize the necessary signatures.
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