HomeMy WebLinkAboutLELS Labor Agreement Labor Agreement between the
City of St. loseph
and
Law Enforcement Labor Services (LELS)
January 1, 2014- December 31, 2015
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Table of Contents
Article 1 Purpose of the agreement 1
1.1 Purpose of the agreement-Interpretation 1
1.2 Purpose of the agreement-Terms and conditions 1
Article 2 Recognition 1
2.1 Union as exclusive representative 1
Article 3 Definitions 1
3.1 Union 1
3.2 Employee 1
3.3 Regular employee 1
3.4 Introductory employee 1
3.5 Department 1
3.6 Employer 1
3.7 Chief 1
3.8 Scheduled Shift 1
Article 4 Employer Authority 2
4.1 Employer retains right to manage the employees 2
Article 5 Employee Security 2
5.1 Union to designate and make Employer aware of stewards/negotiators 2
5.2 No discrimination 2
5.3 Payment of union dues 2
5.4 Furnishing of counsel 2
Article 6 Employer Rights and Grievance Procedure 2-5
6.1 Definition of a grievance 2
6.2 Union representatives 2
6.3 Processing of a grievance 3
6.4 Procedure 3-4
6.5 Arbitrator's Authority 4
6.6 Waiver 5
Article 7 Hours of Work 5-6
7.1 Employer to determine work schedules 5
7.2 Normal work day 5
7.3 Normal work year 5
7.4 Work Schedules to be posted 5-6
7.5 Emergency 6
7.6 Shift rotation 6
7.7 Sundays and Holidays 6
Article 8 Overtime and Premium Pay 6
8.1 Work beyond the normal work day 6
8.2 Employees to receive equal amounts of overtime 6
8.3 Employees returning to duty 6
8.4 Employees called in for court appearances 6
8.5 Employees called in for court appearances/court cancelled 6
8.6 Overtime computation 6
8.7 Overtime not to be compounded 6
Article 9 Holidays 6-7
9.1 Paid Holidays 6-7
9.2 Regular Employees working on a paid holiday 7
9.3 Personal Holiday 7
Article 10 Vacations 7-8
10.1 Regular Employees 7-8
10.2 Vacation hours earned 8
10.3 Vacation hours to be credited $
10.4 Employees leaving employment 8
10.5 Amount to carryover 8
10.6 Waiver of vacation leave $
10.7 Vacation preferences 8
10.8 Emergency 8
Article 11 Sick Leave 9-10
11.1 Regular employees 9
11.2 Sick leave hours earned 9
11.3 Sick leave accumulation 9
11.4 Retirement/Termination 9
11.5 Sick leave and allowed absences 9
11.6 Medical certification required after 3 days 9
11.7 Requirement to notify supervisor 9-10
11.8 Cause for disciplinary action 10
Article 12 Funeral Leave 10
12.1 Eligibility 10
Article 13 Military Leave 10
Article 14 Insurance 10-11
14.1 Employer to offer both health and dental insurance 10
14.2 Health Insurance 10-11
14.3 Dentallnsurance 11
14.4 Life Insurance 11
Article 15 Introductory Period,Seniority and Resignation 11
15.1 One year introductory period for new officers 11
15.2 Employees to become regular employees 11
15.3 No regular employee to be laid off while an introductory employee employed 11
15.4 Employees written notice of intent to resign 11
Article 16 Discipline 12
16.1 Forms of discipline 12
16.2 Suspensions,demotions and discharges to be in written form 12
16.3 Employees and Union to receive copies of all written notices 12
16.4 Personnel files 12
16.5 Investigation of disciplinary action 12
16.6 Grievances to be initiated by Union 12
Article 17 Wages 12-13
17.1 Employees to be paid in accordance with Schedule"A" 12
17.2 Differential pay 12
17.3 Field Training Officer(FTO) 12-13
17.4 Employee promoted to sergeant 13
Article 18 Longevity 13
18.1 Employees eligible for longevity payment 13
18.2 Longevity payment to be paid 13
Article 19 Uniforms 13
19.1 New Employees to be provided proper uniform 13
19.2 Employer to make direct payment to vendors 13
19.3 Probationary period 13
19.4 Ability to carry over unused uniform allowance 13
19.5 Damages to glasses 13
19.6 Repair or replacement of watches 13
Article 20 Weapons 14
20.1 Practice ammunition 14
20.2 Duty ammunition 14
Article 21 Licenses 14
21.1 Employer to pay the annual POST license fee 14
Article 22 Post Retirement Health Care Savings 14
22.1 Establishment of VEBA 14
22.2 Severance pay 14
22.3 Contribution of severance 14
22.4 Administrative fee 14
Article 23 Police Policy and Procedure Manual and Employee Manual 14-IS
23.1 Collective bargaining agreement shall govern over the Personnel Policy 14-15
Article 24 Waiver 15
24.1 All prior agreements,etc.to be suspended 15
24.2 Agreement to be opened only upon consent of both the Employer and Union 15
Article 25 Savings Clause 15
25.1 Provisions to be voided if contrary to law 15
Article 26 Duration 15-16
26.1 Agreement to be automatically renewed annually unless desire to terminate 15-16
Appendixes 18
Schedule "A" 18
ARTICLE 1 PURPOSE OF THE AGREEMENT
This agreement is entered into as of January 1, 2014 between the City of St.Joseph,
hereinafter called the"Employer",and the Law Enforcement Labor Services, Inc.
hereinafter called the"Union". It is the intent and purpose ofthe 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 the Union as the exclusive representative for all
employees in the St.Joseph Police Department who are both public employees
within the meaning of Minnesota Statutes Section 179A.03,Subdivision 14, and
work more than fourteen (14) hours per week and 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 Union: Law Enforcement Labor Services, Inc.
3.2 Employee:An employee included in the appropriate unit of Employer
represented by the Union.
3.3 Regular Employee: Employee who has completed the introductory period.
3.4 Introductory Employee: Employee who has not yet completed the introductory
period.
3.5 Department:The City of St.loseph Police Department.
3.6 Employer: City of St.Joseph.
3.7 Chief: Police Chief,City of St.Joseph.
3.8 Scheduled Shift:A continuous work period including two fifteen (15) minute
paid rest breaks and a one-half(1/2) hour paid lunch break.
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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 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 any inherent
managerial functions not specifically limited by this Agreement.
ARTICLE S EMPLOYEE SECURIN
5.1 The Union 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 The 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 local commission,
disability,sexual orientation,age or non-membership in LELS.
5.3 For such employees as authorized in writing,the Employer shall deduct from the
first pay of each month an amount equal to the regular monthly Union dues and
shall remit such monies to the Treasurer of the Union.
5.4 The Employer and the Union 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
responsibifities established by this Article. The Union will notify the Employer in
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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'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 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 in
writing. The Chief will discuss and give answer to such Step 1 grievance within
ten (10)calendar days after receipt.
Step 2. If a grievance is not resolved in Step 1 and the Union desires to appeal
it to Step 2, the Union shall, within ten (10) calendar days after the Chief of
Police's submission of his or her final Step 1 answer, place the appeal in writing
setting forth the nature of the grievance, the facts on which it is based, the
provision or provisions of the Agreement allegedly violated and the remedy
requested, present the grievance to the City Administrator and discuss it 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.
Step 3. If a grievance is not resolved in Step 2 and the Union desires to appeal
it to Step 3, the Union shall, within ten (10) calendars days following the City
Administrator's submission of his or her Step 2 answer, place the grievance in
writing, present the writing to the City Council and discuss it with the City
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Council. The City Council will give an answer to the Step 3 grievance in writing
within (10)calendar days after receipt of the 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. Any grievance
not appealed in writing in Step 4 by the Union within ten (10) calendar days
shall be considered waived.
Step 4. If a grievance is not resolved in Step 3, the parties may, by mutual
agreement, submit the grievance to mediation to the State of Minnesota,
Bureau of Mediation Services. A submission to mediation preserves the time
lines for filing.
Step 5. If a grievance is not resolved in Step 3 or 4 and the Union desires to
appeal it to Step 5, the Union shall submit the grievance to arbitration subject
to the provisions of the Public Employment Labor Relations Act of 1971 as
amended. The selection of an arbitrator shall be made in accordance with the
rules established by the State of Minnesota, 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 lJnion and wil!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
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be responsible for compensating its own representatives and witnesses. If
either party desires a verbatim record of the proceedings, it may cause
such a record to be made, providing it pays for the record. If both parties
desire a verbatim record of the proceedings, the cost 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
appeaf 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 4/5th 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
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Holidays off each year.
ARTICLE 8 OVERTIME AND PREMIUM PAY
8.1 All work in excess of ten (10) hours per day or work beyond the normal
scheduled work time shall be paid for at a rate of one and one-half(1 1/2)times
the Employee's base hourly wage.
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 If an employees called in for court appearances during an off duty day or
vacation day shall receive a minimum of two (2) hours of their base hourly wage
at a rate of one and one-half times their base hourly wage.
8.5 If an employee is scheduled for a court appearance and the matter is canceled
twenty-four(24) hours before the schedule appearance day,the employee will
be paid two (2) hours .The compensation will be paid at one at one half(1 1/2)
times the employee's regular straight time hourly rate of pay.
8.6 An Employee may elect to receive compensatory time in lieu of overtime pay
under 8.1. It may be taken in hourly or half hour increments. Employees may
accumulate up to 80 hours of compensatory time and carry over to the next
calendar year a maximum 40 hours.
8.7 For purposes of computing overtime and premium pay, overtime or premium
pay 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 15`
Martin Luther King 3�d Monday in January
President's Day 3�d Monday in February
Good Friday 1/2 day and%:floating
Memorial Day Last Monday in May
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Independence Day July 4`n
Labor Day 15t Monday in September
Veterans' Day November 11tn
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving 4`h Friday in November
Christmas Eve December 24`n
Christmas Day December 25`n
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 some
other day off. However,that day must be used before the end of the
introductory period or the hours are forfeited. An Employee is considered to
have worked on a holiday only if the Employee 's shift commenced on the
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 lune 1 (for
holidays falling on or between December 1 and May 31)or December 1(for
holidays falling on or between June 1 and November 30),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 one and one-half
their base hourly wage for all hours worked on the following holidays:
New Years Day, Martin Luther King Day, President's Day,Good Friday,
Easter, Memorial Day, Independence Day, Labor Day,Veterans' Day,
Thanksgiving Day,Christmas Eve, Christmas 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 9.2.
ARTICLE 10 VACATION
10.1 Full time employees are eligible for paid vacation. An employee is not eligible
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to use paid vacation during their first six months of employment. Vacation
accrues from the first day of employment.
10.2 Regular full time Employees shall earn vacation benefits annually as follows:
a) One full year of service equals 40 hours earned.
b) Two full years through four full years of service,80 hours are earned
per year.
c) Five full years through nine full years of service, 120 hours are earned
per year.
d) Ten full years through fourteen full years of service, 160 hours are
earned per year.
e) Fifteen full years and every year thereafter,200 hours are earned per
yea r.
10.3 Vacation hours will be credited each pay period, prorated on the schedule in
section 10.2.
10.4 Employees separating employment in good standing after giving proper notice
of termination shall be compensated for vacation leave earned and unused to
the date of separation by lump sum payment.
10.5 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.
10.6 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 the employee
actually works more than ten (10) hours on the vacation leave day.
10.7 Vacation preferences shall be designated by March 30 of each calendar year
and seniority shall govern in cases of conflict. Officers shall schedule at least
eighty(80%)of their vacation time by May 1st of each year.
10.8 An Employee deprived of vacation schedules 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.
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ARTICIE 11 SICK LEAVE
11.1 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.
11.2 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.
11.3 Sick leave may be accumulated up to a maximum of nine hundred and sixty
(960) 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.
11.4 Upon retirement or termination in good standing employees shall be
compensated for unused sick leave based on the following table:
0-3 years Empfoyee 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.
11.5 Sick leave may be granted only for an illness or injury necessitating an absence
from work. Up to 160 hours of accrued sick leave may also be used for the
employee's relatives defined in and under the terms provided in state law.
11.6 Certification by a physician may be required in any request for sick leave,
according to the City Personnel Policy.
11.7 In order for an eligible Employee to receive sick leave, the employee must
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report prior to scheduled work to the Chief of Police the reason for a proposed
absence from duty and keep the Chief of Police informed of his or her
condition of the absence. if it is for more than three (3)days.
11.8 An employee using sick leave when physically fit except as otherwise provided
by this Article, may be cause for disciplinary action, including suspension,
demotion or dismissal.
ARTICLE 12 FUNERAL LEAVE
12.1 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.
ARTICLE 13 MILITARY LEAVE:
Employees shall be entitled to military leaves of absence and reinstatement in
accordance with the law. The section is included simply to make city officers and
employees aware of the fact that the state law applies.
ARTICLE 14 INSURANCE
14.1 The Employer shall offer group health and dental insurance to full time regular
employees. The health insurance offered shall contain major medical, medical
health care coverage and dependents health care coverage.
14.2 Health Insurance. For employees enrolled in Employer's group health
insurance,The Employer will provide a High Deductible Health Plan (HSA), with
the maximum employer contribution, to both the premium and Health 5avings
Accounts(H.S.A.) in 2014 and 2015 are as follows:
Family Coverage
YEAR PREMIUM H.S.A.
2014 $977.57/month $3,000.00/year
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2015 $997.12/month $2,000.00/year
Single Coverage
YEAR PREMIUM H.S.A.
2014 $300.29/month $1,500.00/year
2015 $306.29/month $1,000.00/year
In conjunction with the first pay period of the calendar year,the Employer 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 Employer's
contribution shall be deposited into each employee's individual HSA account on
the pay period closest to and after July 1 of each calendar year.
14.3 Dental Insurance. The Employer 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.
14.4 Life 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 15 INTRODUCTORY PERIOD,SENIORITY,AND RESIGNATION
15.1 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.
15.2 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.
15.3 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.
15.4 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.
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ARTICLE 16 DISCIPLINE
16.1 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
16.2 Suspensions,demotions and discharges will be in written form
16.3 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 the Union shall
receive a copy of such reprimands and/or notices.
16.4 Employees may examine their own individual personnel files at reasonable
times under the supervision of the Employer.
16.5 Employees will not be questioned concerning an investigation of disciplinary
action unless the employee has been given an opportunity to have an Union
representative present at such a meeting.
16.6 Grievances relating to this Article and involving suspension, demotion or
discharge shall be initiated by the Union in Step 2 of the Grievance Procedure,
under Article 6.
ARTICLE 17 WAGES
17.1 All Employees shall be paid in accordance with Schedule "A" attached hereto
and made a part of this Agreement.
17.2 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:
2014&2015 $.65 per hour
17.3 The designated Field Training Officer (FTO) shall receive one hour of
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compensatory time for each shift they work as FTO.
17.4 An employee promoted to sergeant shall move to the sergeant pay scale with a
minimum wage increase of 5%.
ARTICLE 18 LONGEVITY
18.1 All Officers hired prior to January 1, 2002 shall receive a longevity payment of
$20.00 per full year of service.
18.2 Officers receiving longevity pay shall receive payment in December of each
yea r.
ARTICLE 19 UNIFORMS
19.1 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.
19.2 As a uniform allowance, the Employer shall make direct payment to approved
vendors for uniform items or maintenance approved by Chief of Police and
purchased by the Employee. The uniform allowance shall not exceed the
following amounts:
2014 and 2015- $725
Any uniform purchases in excess of the above stated amounts shall be an
expense of the employee.
19.3 New employees shall not accrue uniform allowance until completion of their
six(6) month introductory period. Upon completion of their introductory
period, new officers shall be entitled to a uniform allowance prorated for the
remainder ofthe calendaryear in which the introductory period ends.
19.4 Officers shall be allowed to carry forward a total of$100 of unused uniform
allowance from one calendar year to the next.
19.5 The Employer shall cover all costs on glasses damaged or destroyed in the line
of duty.
19.6 The Employer shall pay up to twenty-five (25)dollars for repair or replacement
of watches in the line of duty.
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ARTICLE 20 WEAPONS
20.1 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.
20.2 The employer shall furnish each officer with the required duty ammunition
once per year
ARTICLE 21 LICENSES
21.1 The Employer shall pay annually the POST license for all full time Regular
employees required to be licensed.
ARTICLE 22 POST RETIREMENT HEALTH CARE SAVINGS
22.1 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.
22.2 Severance Pav. Upon separation of employment in good standing,the
employee will receive 100%of their severance pay provided in 10.4 and 11.4
of this Agreement. Payment shall be determined on the basis of the
employee's rate of pay in the pay period in which employee separated from
employment.
22.3 Contribution. Within sixty(60)days of the effective date of separation of
employment,the Employer shall deposit into the individual HCSP account 100%
of the severance pay provided in 10.4 and 11.4 of this Agreement. Employees
will not be entitled to receive these amounts in the form of taxable cash
compensation.
22.4 Administrative Fee. Annual investment fee charges and administrative fees
to administer the Plan are deducted from the employee HCSP Account.
ARTICLE 23 POLICE POLICY AND PROCEDURE MANUAL AND EMPLOYEE MANUAL
23.1 Where the Collective Bargaining Agreement conflicts with the Employee
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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 24 WAIVER
24.1 Any and all prior agreements, resolutions, practices, policies, rules and
regulations regarding terms and conditions of employment to the extent
inconsistent with the provision of the Agreement,are hereby superseded.
24.2 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 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 25 SAVINGS CLAUSE
25.1 The Agreement is subject to the laws of the United States, the State of
Minnesota and the Employer. In the event any provision of this Agreement
shall be held contrary to law by court of competent jurisdiction from 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 26 DURATION
26.1 This Agreement shall be effective as the 15Y day of January, 2014 and shall
remain in force and effect until the 315t day of December, 2015 and shall
remain in effect from year to year thereafter unless either party gives written
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notice 90 days prior to any anniversary date of its desire to amend or terminate
the agreement.
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IN WITNESS WHERE F the parties hereto have set their hands and seal this `;+�-- uay of
,2014.
CITY OF ST.JOSEPH LAW ENFORC T LABOR SERVICES
8 : ��� � B : � � �ol�-'
v Y
,
Its Mayor Its Business Agent
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7 ��' By. �; � � � U� v% �
. . �Z8 Z `�
I s Ci yAdministrator Its Union Steward
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SCHEDULE"A"
2014 Wage Scale Summary
2.50%General Increase
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Sergeant 47,103.62 49,223.71 51,438.57 53,753.05 56,172.01 58,700.32 61,341.62 64,101.99
6 Police Officer 43,614.28 45,576.43 47,627.26 49,770.44 52,009.59 54,349.58 56,795.28 59,351.53
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Sergeant 22.65 23.67 24.73 25.84 27.01 28.22 29.49 30.82
6 Police Officer 20.97 21.91 22.90 23.93 25.00 26.13 27.31 28.53
2015 Wage Scale Summary
2.75%General Increase
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Sergeant 48,398.97 50,577.36 52,853.13 55,231.26 57,716.74 60,314.58 63,028.52 65,864.79
6 Police Officer 44,813.68 46,829.78 48,937.01 51,139.12 53,439.85 55,844.20 58,357.15 60,983.70
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
7 Sergeant 23.27 24.32 25.41 26.55 27.75 29.00 30.30 31.67
6 Po(ice Officer 21.55 22.51 23.53 24.59 25.69 26.85 28.06 29.32
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