HomeMy WebLinkAboutOld [04c] Labor AgreementUry OF %"r. JOSEPH
MEETING DATE:
January 6, 2011
Council Agenda Item 4 C
AGENDA ITEM: Labor Agreement — Requested Action: Authorize the Mayor and
Administrator to execute a three year labor agreement with LELS for the years 2011— 2013.
SUBMITTED BY:
Administration
BOARD/COMMISSION/COMMITTEE RECOMMENDATION:
PREVIOUS COUNCIL ACTION:
BACKGROUND INFORMATION: The proposed contract includes the capping of medical insurance cost
for the next three years. In exchange for capping the insurance, LELS members will receive the following
COLA's: 2011— 2%; 2012 3%; 2013 (Jan) —1.5% and 2013 (Jul) 1.5%. In addition to the insurance and
COLA, uniform allowance will be increased $ 25 per officer per year, sick leave banking will be increased
to 960 hours with the payout beyond 720 hours tied to longevity of 20 and 25 years.
BUDGET/FISCAL IMPACT:
Reduction in Sick Lieave Payout (16,611.91)
Wage increase (3 years) 46,397.24
Insurance increase
Uniform increase 375.00
30,160.33
Three year impact is $ 30,160.33
ATTACHMENTS: Request for Council Action .................................... 4(c):1-2
LELS Labor Contract ................................................ 4(c):3-20
REQUESTED COUNCIL ACTION: Authorize the Mayor and Administrator to execute the Labor
Agreement between the City of St. Joseph and Law Enforcement Labor Services for the contract period
January 1, 2011 through December 31, 2013.
4(c): 1
THIS PAGE INTENTIONALLY LEFT BLANK
4(c):2
ARTICLE 1 PURPOSE OF THE AGREEMENT
This agreement is entered into between the City of St. Joseph, hereinafter called the "Employer",
and the Law Enforcement Labor Services, Inc. hereinafter called the "LELS". It is the intent and
purpose of the Agreement to:
1.1 Establish procedures for the resolution of disputes concerning this Agreement's
interpretation add/or application; and
1.2 Place in written form the parties' agreement upon terms and conditions of employment
for the duration of this Agreement.
ARTICLE 2 RECOGNITION
2.1 The Employer recognizes LELS as the exclusive representative under Minnesota Statues,
Section 179A.03, Subdivision 8, for all employers of the St. Joseph Police Department
who work more than fourteen (14) hours per week or 67 days per year, excluding the
Chief of Police and all other non -police Employees of the City of St. Joseph.
ARTICLE 3 DEFINITIONS
3.1 LELS: Law Enforcement Labor Services, Inc.
3.2 LELS Member: A member of the St. Joseph Police Department as described in Paragraph
2.1.
3.3 Employee: A member of the exclusively recognized bargaining unit.
3.4 Regular Employee: Employee who has completed the introductory period.
3.5 Introductory Employee: Employee who has not yet completed the introductory period.
3.6 Department: The City of St. Joseph Police Department.
3.7 Employer: The City of St. Joseph.
3.8 Chief: Police Chief, City of St. Joseph
3.9 Scheduled Shift: A continuous work period including two fifteen (15) minute paid rest
breaks and a one-half (1/2) hour paid lunch break.
ARTICLE 4 EMPLOYER AUTHORITY
4.1 The Employer retains the full and unrestricted right to operate and manage all
manpower, facilities and equipment; to establish functions and programs; to set and
4(c):3
amend budgets; to determine the utilization of technology; to establish and modify the
organizational structure; to select, direct and determine the number of personnel; to
establish work schedules, and to perform and inherent managerial functions not
specifically limited by this Agreement.
ARTICLE 5 EMPLOYEE SECURITY
5.1 LELS may designate employees from the bargaining unit to act as steward and alternate
and shall inform the Employer in writing of such choice and changes in the position of
steward and/or alternate.
5.2 There shall be no discrimination, by the Employer or LELS against any employee because
of, race, color, creed, religion, national origin, sex, marital status, status with regard to
public assistance, membership or activity in a local commission, disability, sexual
orientation, age or non -membership in LELS.
5.3 For such employees as authorize it in writing, the Employer shall deduct from the first
pay of each month an amount equal to the regular monthly LELS dues and shall remit
such monies to the Treasurer of LELS.
5.4 The Employer and LELS recognize the provision of Minnesota Statutes 471.44 regarding
the furnishing of a counsel to defend Officers in certain circumstances arising from the
performance of their official duties, for action brought by citizens.
ARTICLE 6 GRIEVANCE PROCEDURE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this Agreement.
6.2 UNION REPRESENTATIVES
The EMPLOYER will recognize representatives designated by the Union as the grievance
representatives of the bargaining unit having the duties and responsibilities established
by this Article. The Union will notify the EMPLOYER in writing of the names of such
Union Representatives and of the successors.
6.3 PROCESSING OF A GRIEVANCE
It is recognized and accepted by the Union and EMPLOYER the processing of grievances
is limited by the job duties and responsibilities of the employees and will therefore be
accomplished during normal working hours when consistent with such employees'
4(c):4
duties and responsibilities. The aggrieved employee and the Union Representative will
be released from work, without loss of pay, to investigate a grievance and to attend
meetings or hearings pursuant to this Article provided the employee and the Union
Representative have notified and received the approval of the EMPLOYER who has
determined such absence is reasonable and would not be detrimental to the work
programs of the EMPLOYER.
6.4 PROCEDURE
Grievances, as defined by Section 6.1, shall be resolved in a conformance with the
following procedure:
Step 1. An Employee claiming a violation concerning the interpretation or application of
this Agreement will, within twenty-one (21) calendar days .after such alleged violation
has occurred, present such grievance to the Police Chief. The Chief will discuss and give
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 violate, and the remedy requested, and will be
appealed to Step 2 within ten (10) calendar days shall be considered waived.
Step 2. If appealed, the written grievance will be presented by the Union and discussed
with the City Administrator. The City Administrator will give an answer to the Step 2
grievance in writing within ten (10) calendar days after receipt.
A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) days
following the City Administrator's Step 2 answer. Any grievance not appealed in writing
to Step 3 by the Union within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the Union and discussed
with the City Council. The City Council will give an answer to such Step 3 grievance in
writing within (10) calendar days after receipt of such Step 3 grievance.
A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar
days following the City Council's final answer in Step 3.
4(c):S
Any grievance not appealed in writing in Step 4 by the Union within ten (10) calendar
days shall be considered waived.
Step 3A. A grievance unresolved in Step 3, may, by mutual agreement of the parties be
submitted to mediation through the Bureau of Mediation Services. A submission to
mediation preserves the time lines for filing.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 will be submitted to
arbitration subject to the provisions of the Public Employment Labor Relations Act of
1971 as amended. The selection of an arbitrator will be made in accordance with the
"Rules Governing the Arbitration of Grievances" as established by the Bureau of
Mediation Services.
6.5 ARBITRATOR'S AUTHORITY
A. The Arbitrator will 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 will have no authority to make a decision on any other issue not
so submitted.
B. The arbitrator will 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 will be submitted in
writing within thirty (30) days following close of the hearing or the submission of
briefs by the parties, whichever be later, unless the parties agree in writing to an
extension. The decision will be binding on both the Employer and the Union and
will be based solely on the arbitrator's interpretation or application of the express
terms of this contract and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings will be borne
equally by the Employer and the Union provided that each party will 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,
4(c):6
providing it pays for the record. If both parties desire a verbatim record of the
proceedings, the cost will be shared equally.
6.6 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 the step and immediately appeal the grievance to the next step.
The time limit in each step may be extended by mutual written agreement of the
EMPLOYER and the Union.
ARTICLE 7 HOURS OF WORK
7.1 The Employer shall be the sole authority in determining the work schedules.
7.2 The normal work day shall consist of ten (10) hours. The Employer may change the
normal work day to eight (8) hour days be a 4/5`" vote of the City Council after
consulting with and receiving a recommendation from the Chief of Police. The Employer
shall provide LELS with sixty (60) days written notice prior to implementing any change
in the work day, unless LELS agrees to shorter notice or the change is necessitated by an
emergency.
7.3 The normal work year shall consist of 2080 hours.
7.4 Work schedules shall be posted one (1) week in advance, subject to change due to
emergency circumstances. Trading of shifts will be allowed if approved by the Chief. Any
department initiated changes less than one (1) week in advance after posting will be
paid at the overtime rate.
7.5 "Emergency" circumstances relate solely to health and safety issues.
7.6 Shifts will be rotated insofar as practical except where some other arrangement
mutually has been agreed upon.
7.7 So far as possible, Employees shall receive an equal number of Sundays and Holidays off
each year.
ARTICLE 8 OVERTIME AND PREMIUM PAY
4(c):7
8.1 All work in excess of ten (10) hours per day or work beyond the normal scheduled
work time shall be paid for one and one-half (1 1/2) times the Employee's regular
straight time rate of pay.
8.2 So far as possible, Employees shall receive approximately the same amount of
scheduled overtime in any one year.
8.3 An employee called back to duty during his/her off-duty hours shall receive a minimum
of two (2) hours at time and one half.
8.4 Employees called in for court appearances during an off duty day or vacation day shall
receive a minimum of two (2) hours pay at time and one-half.
8.5 If an employee is scheduled for a court appearance and the matter is canceled twenty-
four (24) hours before the schedule appearance the employee shall be compensated
two (2) hours of pay. The compensation will be paid at one at one half (1'/:) times the
employee's regular straight time hourly rate of pay.
8.6 Overtime work performed which is compensated for by time and one half time off, in
lieu of overtime shall be called compensatory time. It may be taken in hourly or half
hour increments. Employees may accumulate up to 80 hours of compensatory time and
carry forward to the next calendar year forty (40) hours.
8.7 For purposes of computing overtime compensation, overtime hours worked shall not
be pyramided, compounded, or paid twice for the same hours worked.
ARTICLE 9 HOLIDAYS
9.1 The following twelve days shall be paid holidays for regular Employees:
New Years Day
January 1s`
Martin Luther King
3`d Monday in January
President's Day
3`d Monday in February
Good Friday
1/2 day and Y day floating
Memorial Day
Last Monday in May
Independence Day
July 4`h
Labor Day
1st Monday in September
Veteran's Day
November 11`h
Thanksgiving Day
4th Thursday in November
Day after Thanksgiving
4 t Friday in November
Christmas Eve
December 24`h
Christmas Day
December 25`h
4(c):8
9.2 Regular Employees who work on a paid holiday shall receive some other day off with
pay. Probationary Employees who work on a holiday shall receive another day off.
However, that day must be used before the end of the probationary period or the hours
are forfeited. An Employee is considered to have worked on a holiday only if the
Employee's shift commenced on a holiday regardless of when the shift ended. Should a
paid holiday occur during an Employee's scheduled day off, the Employee shall receive
some other day off with pay. If the Employee fails to take another day off prior to June
1st (for holidays failing on or between December 1st and May 31st) or December 1st
(for holidays failing on or between June ist and November 30th), the Employee shall be
compensated for the holiday at the regular rate of pay in exchange for the day off. In
addition, full time employees shall be paid at a rate of time and one half for all hours
worked on the following holidays:
New Years Day, Martin Luther King Day, Good Friday, Easter, Memorial Day,
Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Christmas Eve,
Christmas Day, President's Day.
9.3 Each regular employee shall receive a Personal Holiday to be used at the discretion of
the employee upon approval of the immediate supervisor. The Personal Holiday hours
may not be taken in increments and will be equal to the hours worked on a typical work
day. Personal Holiday hours not used before December 31 of any calendar year shall be
forfeited. The Personal Holiday cannot be used if the employee has unused holiday
hours from the schedule listed above.
ARTICLE 10 VACATIONS
Full time employees are eligible for paid vacation. An employee is not eligible to use paid
vacation during their first six months of employment. Vacation accrues from the first day of
employment.
10.1 Regular full time Employees shall earn vacation benefits as follows:
a.) Vacation hours will be credited each pay period.
b.) One full year of service equals 40 hours earned.
C.) Two full years through four full years of service, 80 hours are earned
per year.
d.) Five full years through nine full years of service, 120 hours are earned
per year.
4(c):9
e.) Ten full years through fourteen full years of service, 160 hours are
earned per year.
f.) Fifteen full years and every year thereafter, 200 hours are earned per
year.
10.2 Employees leaving employment in good standing after giving proper notice of
termination shall be compensated for vacation leave earned and unused to the date of
separation.
10.3 Employees are allowed to carry forward to the next calendar year a maximum of one
hundred (100) hours. All unused vacation time in excess of 100 hours shall be forfeited.
10.4 No Employee may waive vacation leave in order to receive double pay. An Employee
who works on a day when he or she is also taking vacation leave shall not receive
overtime pay for the hours worked, unless actually working more than ten (10) hours.
10.5 Vacation preferences shall be designated by March 30, and seniority shall govern in
cases of conflict. Officers shall schedule at least eighty (80%) of their vacation time by
May 1" of each year.
10.6 An Employee deprived of vacation or any part thereof due to an emergency, shall be
compensated in cash for the vacation time lost, or be allowed the vacation time taken at
a later date on approval of the Employer, at the Employer's discretion.
ARTICLE 11 SICK LEAVE
Full time employees are eligible to earn sick leave. An employee is not eligible to use
sick leave during their first six months of employment. Sick leave accrues from the first
day of employment.
11.1 Sick Leave with pay shall be earned by each regular full time employee on a basis of
eight (8) hours for each month of service.
11.2 Sick leave may be accumulated up to a maximum of seven nine hundred and twenty
sixty (720960) hours. When an officer hired prior to January 1, 2002 has reached the
maximum accumulation of sick days, s/he will be paid for eight hours each month that
sick leave is earned and not used. When an Officer hired after January 1, 2002 has
reached the maximum accumulation of sick days, s/he will be paid four hours worked
each month that sick time is earned but not used.
11.3 Upon retirement or termination in good standing
Tgemployees shall be compensated for unused sick leave based on the
following table:
4(c):10
0 — 3 years Employee shall not receive compensation for unused
accumulated sick leave.
4 — 9 years Employee shall receive 50% of their unused accumulated sick
leave.
11-19 years Employee shall receive 100% of their unused accumulated
sick leave up to 720 hours.
20 — 24 years Employee shall receive 100% of their unused accumulated
sick leave up to 840 hours.
25_years + Employee shall receive 100% of their unused accumulated
sick leave up to 960 hours.
Separation payment for unused sick leave will be paid in accordance with section 21.3 of
this agreement.
11.4 Sick leave may be granted only for absence from duty due to personal illness, legal
quarantine, or death or serious illness in the employee's immediate family, and what
amount of sick leave that may be used for death in the immediate family, and what
constitutes "immediate family" shall be a spouse, child, parent, or sibling living in their
home.
11.5 Certification by a physician may be required in any request for sick leave, according to
the City Personnel Policy.
11.6 In order for an eligible Employee to receive sick leave, the employee must report prior
to Scheduled work to the Chief the reason for a proposed absence from duty and keep
the Chief informed of his condition of the absence if it is for more than three (3) days.
11.7 Claiming sick leave when physically fit except as provided by this Article may be cause
for disciplinary action, including suspension, demotion or dismissal.
11.8 Funeral Leave:
An employee shall be granted five (5) days leave with pay in the event of a death in the
immediate family (spouse, children, father, mother, legal guardian, brothers and sisters)
and three (3) days leave with pay for the funeral of a mother-in-law, father-in-law,
grandmother or grandfather. In the event of unusual circumstances, sick leave may be
taken in addition to funeral leave on approval of the Police Chief/City Administrator.
4(c):11
11.9 Military Leave:
Every Employee to whom Minnesota Statutes Section 192.26 or 192.261 applies is
entitled to the benefits afforded by those sections. The state laws giving 15 working
days leave per year to National Guard and Reserve personnel for training or when called
into active duty is mandatory and applies to every city whether or not included in the
ordinance. The section is included simply to make city officers and employees aware of
the fact that the state law applies.
ARTICLE 12 INSURANCE
High Dedwetible
ealendaF yeaR
Health
20011 c; --I-
Plan 100 (HSA). FeF this plan
2,000 and Family $ 4,00().
the CRY YOM 0 ef the
The Gity will depGsit eRe half e
pay k.
empleyee paying
0
The FmpleyeF
With pay
0
pay 0
dependants.
12..1 The Employer shall provide health and dental insurance to full time regular employees
The health insurance offered shall contain Major Medical Medial Health Care Coverage
and Dependents Health Care Coverage.
12.2 Health Insurance. The Employer will provide a High Deductible Health Plan (HSA) with
the maximum employer contribution, to both the premium and deductible based on
the following table:
Family Coverage
YEAR PREMIUM DEDUCTIBLE
2011 $ 958.40/mo $ 4,000.00/year
2012 $ 958.40/mo $ 4 000 00/year
2013 $ 958.40/mo $ 4,000.00/year
4(c):12
Single Coverage
YEAR PREMIUM DEDUCTIBLE
2011 $ 294.40 $ 2,000.00/yr
2012 $ 294.40 S 2,000.00/yr
2013 $294.40 $ 2,000.00/yr
In conjunction with the first pay period of the calendar year, the City will deposit one
half (1/2) of the employer deduction contribution to each employee's individual HSA
account. The second one half (1/2) of the City's contribution shall be deposited into
each employee's individual HSA account on the pay period closest to July 1 of each
calendar year.
12.3 Dental Insurance. The Emplover will pay 80% of the dental insurance premium and the
employee shall pay 20% of the premium for regular full time employees their spouse
and their dependents.
4"12.41-ife Insurance. The Employer shall provide regular full time employees with term Life
Insurance with death benefits in the amount of at least $25,000.
ARTICLE 13 INTRODUCTORY PERIOD, SENIORITY, AND RESIGNATION
13.1 All newly sworn police officers shall serve a one (1) year introductory period upon
completion of basic training, and all other Officers with one year full time previous
experience in the State of Minnesota shall serve a six (6) month introductory period.
During their introductory period, employees may be terminated at the sole discretion of
the Employer.
13.2 Upon completion of the introductory period, employees shall become regular
Employees within the meaning of this Agreement and shall have seniority dating from
the beginning date of their continuous employment.
13.3 In the event of a layoff or recall, seniority shall govern provided: that no regular
Employee shall be laid off while introductory employees are employed.
13.4 The Employee shall provide at least fourteen (14) calendar day's written notice of an
intent to resign, specifying the termination date, and reason for resignation. Failure to
provide such notice may mean a loss of termination benefits due under this Agreement.
An unauthorized leave of more than three (3) working days shall be deemed to be a
resignation without notice.
4(c):13
ARTICLE 14 DISCIPLINE
14.1 The Employer will discipline employees for just cause only. Discipline shall be in one of
the following forms:
a.) oral reprimand
b.) written reprimand
C.) suspension
d.) demotion, or
e.) discharge
14.2 Suspensions, demotions and discharges will be in written form.
14.3 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
signature of the employee. Employees and LELS shall receive a copy of such reprimands
and/or notices.
14.4 Employees may examine their own individual personnel files at reasonable times under
the supervision of the Employer.
14.5 Employees will not be questioned concerning an investigation of disciplinary action
unless the employee has been given an opportunity to have an LELS representative
present at such a meeting.
14.6 Grievances relating to this Article and involving suspension, demotion or discharge shall
be initiated by LELS in Step 2 of the Grievance Procedure, under Article 6.
ARTICLE 15 WAGES
15.1 All Employees shall be paid in accordance with Schedule "A" attached hereto and made
a part of this Agreement.
15.2 Differential pay will be applied to regularly scheduled work hours from 5:00 PM through
7:00 AM. (Not to include overtime hours). It is payable in multiples of one hours,
scheduled between 5:00 PM and 7:00 AM of the next day. The rate shall be as follows:
2009 $.65 per hour
15.3 The designated Field Training Officer (FTO) shall receive one hour of comp time for each
shift they function as FTO1
15.4 An employee promoted to sergeant shall move to the sergeant pay scale with a
minimum wage increase of 5%.
ARTICLE 16 LONGEVITY
4(c):14
16.1 All Officers hired prior to January 1, 2002 shall receive a longevity payment of $20.00
per full year of service.
16.2 Officers receiving longevity pay shall receive payment in December of each year.
ARTICLE 17 UNIFORMS
17.1 All new Employees shall be provided with an initial proper uniform, provided that any
employee terminated during her/her introductory period shall return all uniform items,
leather, and weapons to the Employer. The City shall provide the following basic
uniform for new personnel:
Patrol Basic Clothing issue:
One cap each -summer and winter style
Two pair of shoes
One jacket
One overcoat
Three shirts each -summer and winter style
Three pants each -summer and winter style
One pair gloves
Two ties
17.2 As a uniform allowance, the Employer shall make direct payment to approved vendors
for uniform items purchased by the Employee. The uniform expenses paid by the
Employer per year for each officer shall not exceed the following amounts:
2099—$625
2011 $ 750
2012 $ 775
2013 $ 800
Any uniform purchases in excess of the above stated amounts shall be an expense of the
employee.
17.3 Officers shall be allowed to use up to one-half of the uniform allowance for dry cleaning
services. The St. Joseph Laundromat shall be the designated vendor and the City will
establish an account so that the City is billed directly for the cleaning. Dry cleaning
services are limited to approved police apparel.
17.4 The uniform allowance provided in section 17.2 must be used to purchase items listed in
Attachment B of this agreement.
17.3 The Employer shall designate at least two approved vendors, based upon the
recommendation of LELS. New employees shall not accrue uniform allowance until
completion of their six (6) month introductory period. Upon completion of their
4(c):15
introductory period, new officers shall be entitled to a uniform allowance prorated for
the remainder of the calendar year in which the introductory period ends.
17.5 Officers shall be allowed to carry forward a total of $100 of unused uniform allowance
from one calendar year to the next.
17.6 The Employer shall cover all costs on glasses damaged or destroyed in the line of duty.
17.7 The Employer shall pay up to twenty-five (25) dollars for repair or replacement of
watches in the line of duty.
ARTICLE 18 WEAPONS
18.1 The employer shall furnish each officer with up to two boxes of ammunition (100
rounds) per month for practice. The officer shall sign a receipt indicating that they have
received the ammunition for target practice. Each Officer shall be issued four targets for
each one hundred rounds of ammunition. All targets shall be returned on July 1 and
January 1 of each calendar year.
18.2 The employer shall furnish each officer with the required duty ammunition once per
year.
ARTICLE 19 LICENSES
19.1 The Employer shall pay annually the POST license for all full time regular employees.
ARTICLE 20 RETIREMENT CONTRIBUTIONS
20.1 The Employer shall contribute to PERA for each employee as required by Minnesota
Statute; the Employees shall contribute as required by Minnesota Statute.
20.2 The Employer shall make a deferred compensation program available to all Officers. The
Employer will not contribute to the program.
ARTICLE 21 POST RETIREMENT HEALTH CARE SAVINGS
21.1 Establishment of VEBA. The Employer will establish an Employer-sponsored
Post Retirement Health Care Savings Plan (HCSP) as provided for in the Laws of
MN 2001, Chapter 352.98, for participation of regular full time employees.
21.2 Severance Pay. Upon severance through retirement or termination of
employment the employee shall be entitled to 10096 of their allowable
accumulated sick leave and vacation hours for severance purposes. Payment
4(c):16
shall be determined on the basis of the employee's rate of pay in the last pay
period prior to severance.
21.3 Contribution — Unused Sick Leave. Within sixty (60) days of the effective date of
severance, the Employer shall deposit into the individual HCSP account 100% of
the accumulated, unused sick leave. Employees will not be entitled to receive
this amount in the form of taxable cash compensation.
21.4 Contribution — Unused Vacation. Within sixty (60) days of the effective date of
severance, the Employer shall deposit into the individual HCSP account 100% of
the accumulated, unused vacation hours. Employees will not be entitled to
receive this amount in the form of taxable cash compensation
21.5 Administrative Fee. Annual investment fee charges and administrative fees to
administer the Plan are deducted from the employee HCSP Account.
ARTICLE 22 POLICE POLICY AND PROCEDURE MANUAL AND EMPLOYEE MANUAL
22.1 Where the Collective Bargaining Agreement conflicts with the Employee manual, the
Collective Bargaining Agreement shall govern. Otherwise, the Police Officers shall be
subject to the terms and conditions of the Employee Manual. The Police Officers shall
also be subject to the policies and procedures set forth in the Police Policy and
Procedure Manual. Where the terms of the Police Policy and Procedure Manual conflicts
with either the Collective Bargaining Agreement or the Employee Manual, the Collective
Bargaining Contract and the Employee Manual shall govern.
ARTICLE 23 WAIVER
23.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations
regarding terms and condition of employment to the extent inconsistent with the
provision of the Agreement, are hereby superseded.
23.2 All agreements and understandings arrived at by the parties are set forth in writing in
this Agreement for its specified term. The Employer and the Association agree that only
upon written consent of both parties may this agreement be opened during its life for
4(c):17
purposes of negotiations on terms or conditions of employment covered by this
Agreement or those not specifically referred to or covered by this Agreement.
ARTICLE 24 SAVINGS CLAUSE
24.1 The Agreement is subject to the laws of the United States, the State of Minnesota and
the City of St. Joseph. In the event any provision of this Agreement shall be held
contrary to law by court of competent jurisdiction form, whose final judgment or decree
no appeal has been taken within the time provided, such provisions shall be voided. All
other provisions of the Agreement shall continue in full force and effect. The voided
provisions may be renegotiated at the written request of either party.
ARTICLE 25 DURATION
25.1 This Agreement shall be in effect from January 1, 2989 2011 to December 31, 2999 2013
and shall remain in effect from year to year thereafter unless either party gives written
notice 90 day prior to any anniversary date of its desire to amend or terminate the
agreement.
IN WITNESS WHEREOF the parties hereto have set there hands and seals this day of
.29892011.
CITY OF ST. JOSEPH
By:
By:
Dale Wick . Acting Mayor
Judy Weyrens, Administrator
LAW ENFORCEMENT LABOR SERVICES
By:
By:
Nick Wetschka, Business Agent
Dwight Pfannenstein, Union Steward
4(c):18
2011 Wage Scale Summary
2% COLA Increase
Step i Step 2
Step 3
Step 4
Step S
Step 6 Step 7 Step 8
7 Sergeant
307.30 45,256.52
F40,099.19
47,292.87
49,420.82
51,644.82
53,969.36 56,397.79 58,935.68
6 Police Officer 41,903.19
43,788.74
45,759.18
47,817.87
49,969.28 52,217.86 54,568.09
Step i Step 2
Step 3
Step 4
Step S
Step 6 Step 7 Step 8
7 Sergeant
20.82 21.76
22.74
23.76
24.83
25.95 27.11 28.33
6 Police Officer 19.28 20.15
21.05
22.00
22.99
24.02 25.10 26.23
2012 Wage Scale Summary
3% COLA Inerease
Step i Step 2
Step 3 I
Step 4
Step 5
Step 6 Step 7' Step 8
7 Sergeant
44,606.52 46,614.22
48,711.66: 50,903.44 53,194.17 55,588.44 58,089.72
1 60,703.75
6 Police Officer
41,302.16 43,160.29
45,102.40
47,131.96
49,252.41
51,468.35 53,784.40 ' 56,205.14
Step i Step 2
Step 3
Step 4
Step S
Step 6
l Step 7
' Step 8
7'Sergeant 21.45 22.41 '
23.42
24.47
25.57
26.73
! 27.93
29.18
6 Police Officer 19.86 20.75
2168:
22.66
23.68
24.74
1 25.86
i
i 27.02 j
2013 Wage Scale Summary
1.5% COLA Increase January Jure 2013
1
r-
1
Step 1 Step 2
Step 3
Step 4
Step 5
Step 6
f Step 7
Step 8
7 Sergeant
45,275.62 47,313.43
49,442.33
51,666•99
53,99208 56,422.27
58,961.071
61,614.31
6 Police Officer
41,921.70 43,807.69
45,778.94
47,838.94
49,991_20
52,240_38
154,591.16
57,048.21
Step 1 tep 2
Ste 3
Step 4
Step 5
Step 6
i
Step 7
Ste 8
7 Sergeant 21.77 L_. 22.75 '
23.77
24.84 25.96
27.13
28.35
! 29.62
6 ' Police Officer 20.1_5 21.06
22.01
23.00
24.03
2_5.12
26.25
27.43
2013 Wage Scale Summary
-
}
--_ - �
------
1.5% COLA Increase July - december 2013
Step 1 Step 2
Step 3
Step 4
Step S
Step 6 Step 7 j
Step 8
7�Sergeant
45,954 75 48,023.13
50,183.97
52,442.00
54,801.96
57,268.60 59,845.48
62,538.52
b Police Officer
42,550-52 44,464.81
46,465 62
48,55652
50,74105
53,023.98 55,410 03 57,903.94
Step i Step 2
Step 3
Step 4
Step 5
Step 6 Step 7 i Step 8
7 Sergeant _
__.22.09 23.09.
24.13
25.21
26.35
27.53 28.77 * 30.07
6 Police Officer 20.46 21.38
22.34
_
23.34
_-23.
24.39
_ '_
25.49 , 26.64
-.--_ _ 27.84
4(c):19
Attachment "B" Uniform Allowance
The following is a list of uniforms items, which can be purchased with the uniform allowance,
provided each officer by the City of St. Joseph. Once purchased these items become the
property of the Officer. All uniform purchases must be accompanied with a purchase order
signed by the Police Chief.
Long & Short Sleeve Shirts
Summer and Winter pants
Uniform Turtleneck
Summer/Winter/Dress Hat
Ties & Tie Clasp
Black Shoes/Boots
Bullet Proof vest cover
Winter/Spring/Fall Coats
Gloves
Bike Patrol Officers — Uniforms/gear
Protective Glasses — not to exceed 25% of annual allowance
Mini Belt type Flashlight/holder/bulbs/batteries/chargers
Weapon Light and holder
2"d Set of Handcuffs
Duty Belt / Inner Belt
Belt/Key Keeper
Shoe & leather polish, inserts, laces
Raid type jacket or jump suit
Rain Gear
I.D. & Badge holder
Name tag/collar brass/rank insignia
Brief Case/organizer/clip board
Plain Clothes Holster
Knife/seat belt cutter/multi-tool
Pens/refill
City Apparel — based on the City contract (limited to $ 50 annually)
4(c):20