HomeMy WebLinkAbout09/11/1990 TENTATIVE AGENDA
ADJ.REG.SESSION SHAKOPEE, MINNESOTA SEPTEMBER 11, 1990
Mayor Gary Laurent presiding
1] Roll Call at 8:00 P.M. - after the polls close
2] Approval of Agenda
3 ] 1990-3 Adams Street Project - Easement Agreement with State of
Minnesota - memo on table
4] 1990 Budget Amendment - Res. No. 3277
5] Purchasing Criteria - Res. No. 3282
6] 1991 Budget - bring budget materials previously distributed
a] Five Year Capital Equipment List
b] Status of Park Reserve Funding
c] Five Year Capital Improvement Program
d] Other Funds
e] General Fund
7] 1990 Police Sergeant Union Contract
8] 1990 Police Officer Union Contract
L
9] Other Business R�PORr G n. COMM �n i' �- At o s i. r t teS
10] Adjourn to Tuesday, September 18 , 1990 at 7 : 00 P.M.
Dennis R. Kraft
City Administrator
TO: Dennis R. Kraft, City Administrator
FROM: Gregg Voxland, Finance Director
RE: 1990 Budget Amendment Resolution No. 3277
DATE: September 6, 1990
Introduction
Due to various events and previous Council action, an amendment to the 1990
Budget is requested.
Background
Council has acted on several items in 1990 which have not had a formal
budget amendment yet. Below is an explanation of the budget changes detailed on
the attached list and proposed for adoption on the attached resolution.
1. The first set of budget changes is shuffling budgeted amounts for
workcomp and property/liability insurance among the various division
of the General Fund. The net change in the budget is zero.
2. The second set of changes reorganizes the Legal Department budget as
recently reviewed by Council. The net change in the budget is zero.
3. The third set amends the General Fund and the Capital Equipment Fund
budgets for the increased cost of the loader wing approved by
Council, the diesel pump approved by Council, the 1991 Squad car
just approved by Council ($14,500 - reduced by $10,000 for police
administrative car not purchased this year when Administrators car
was cycled to police) , and shifting $3,000 appropriation from parks
to street for the post hole digger bought as part of the bobcat
instead of a separate item for a tractor attachment.
4. The fourth item is shifting appropriations from contingency to the
police division for the cleanup day IAW Council direction.
5. The fifth item is to amend the budget to reflect the purchase of the
garbage containers. A grant was received from Scott County late in
1989 for the purchase which was completed in 1990. The 1990 budget
effect is a draw on fund balance.
6. The sixth set of items is to reduce the budget for the Police
Sergeant vacancy the Housing Inspector vacancy to offset the
reduction in local government aid as previously discussed by
Council.
7. The seventh set of items is to adjust the budget for the public
works remodeling approved by Council, shift $1,100 from shop to
street as part of the remodeling, and to provide for new roof drains
for the fire station ordered by the Building Official due to the
Third Ave project. The effect on the budget is a draw down on
contingency of $5,150.
ii
8. The eighth item is to amend the Park Reserve budget for the grading
contract for Eastside Park recently approved by Council and the
lighting project underway for Tahpah Park.
9. The ninth item is to increase Police overtime and the offsetting
Police service revenue to reflect work done at Raceway and Country
Village which is paid for by the requesting party.
Action Requested
Move to offer Resolution No. 3277 A Resolution Amending Resolution No. 3159,
A Resolution Adopting The 1990 Budget, and move its adoption.
4
RESOLUTION 3277
A RESOLUTION AMENDING RESOLUTION 3159 ADOPTING THE 1990 BUDGET
WHEREAS, the City Council has adopted a budget for the fiscal year, and
WHEREAS, changing conditions and circumstances warrant amending the budget,
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKOPEE,
MINNESOTA, that the 1990 budget is amended according to the attached list.
Adopted in session of the City Council of the City of Shakopee,
Minnesota, held this day of , 1990.
Mayor of the City of Shakopee
ATTEST:
City Clerk
Approved as to form this
day of , 1990.
City Attorney
if.
Budget Amendment NEW WAS Change Offset
Mayor Insurance 01-4360-111-11 1,760.00 600.00 1,160.00 Swap
Admin Insurance 01-4360-121-12 3,060.00 2,400.00 660.00 Swap
Clerk Insurance 01-4360-131-13 1,765.00 1,000.00 765.00 Swap
Planning Workcomp 01-4151-171-17 1,380.00 4,960.00 (3,580.00)Swap
Planning Insurance 01-4360-171-17 2,860.00 1,400.00 1,460.00 Swap
Govt Build Workcomp 01-4151-181-18 1,760.00 1,160.00 600.00 Swap
Govt Build Insurance 01-4360-181-18 2,790.00 3,000.00 (210.00)Swap
Govt Build Insurance 01-4360-182-18 1,225.00 0.00 1,225.00 Swap
Govt Build Insurance 01-4360-183-18 395.00 0.00 395.00 Swap
Govt Build Insurance 01-4360-184-18 230.00 0.00 230.00 Swap
Police Workcomp 01-4151-311-31 27,875.00 25,190.00 2,685.00 Swap
Police Insurance 01-4360-311-31 27,075.00 26,100.00 975.00 Swap
Fire Workcomp 01-4151-321-32 8,600.00 7,600.00 1,000.00 Swap
Inspection Insurance 01-4360-331-33 3,715.00 900.00 2,815.00 Swap
Inspection Workcomp 01-4151-331-33 3,200.00 2,700.00 500.00 Swap
Engineering Insurance 01-4360-411-41 6,150.00 4,650.00 1,500.00 Swap
Engineering Workcomp 01-4151-411-41 3,090.00 5,290.00 (2,200.00)Swap
Street Workcomp 01-4151-421-42 10,800.00 15,000.00 (4,200.00)Swap
Park Workcomp 01-4151-621-62 5,100.00 12,900.00 (7,800.00)Swap
Park Insurance 01-4360-621-62 7,150.00 8,000.00 (850.00)Swap
Pool Insurance 01-4360-611-61 3,830.00 6,000.00 (2,170.00)Swap
Pool Workcomp 01-4151-611-61 4,570.00 2,400.00 2,170.00 Swap
Unallocated Insurance 01-4360-911-91 23,615.00 20,745.00 2,870.00 Swap
Insurance Subtotal 151,995.00 151,995.00 0.00
Legal Dept Changes NEW WAS Change
01-4100-161-16 13,725.00 0.00 13,725.00 Swap
01-4140-161-16 600.00 0.00 600.00 Swap
01-4141-161-16 1,050.00 0.00 1,050.00 Swap
01-4151-161-16 1,500.00 0.00 1,500.00 Swap
01-4210-161-16 10,575.00 0.00 10,575.00 Swap
01-4222-161-16 100.00 0.00 100.00 Swap
01-4310-161-16 40,000.00 45,000.00 (5,000.00)Swap
01-4310-165-16 0.00 10,000.00 (10,000.00)Swap
01-4310-163-16 25,000.00 40,000.00 (15,000.00)Swap
01-4316-163-16 400.00 400.00
01-4321-161-16 50.00 0.00 50.00 Swap
01-4330-161-16 100.00 50.00 50.00 Swap
01-4350-161-16 600.00 300.00 300.00 Swap
01-4390-161-16 100.00 0.00 100.00 Swap
01-4391-161-16 300.00 0.00 300.00 Swap
01-4511-161-16 1,650.00 0.00 1,650.00 Swap
Legal Subtotal 95,750.00 95,750.00 0.00
/...
NEW WAS Change
Loader Wing/Bobcat 01-4511-421-42 68,116.00 57,000.00 11,116.00 Cap. Equip
Bobcat Auger 01-4511-621-62 10,000.00 13,000.00 (3,000.00)Swap above
Diesel Pump 01-4511-441-44 2,500.00 0.00 2,500.00 Cap. Equip
Police Admin/Squad Car 01-4511-311-31 84,000.00 79,500.00 4,500.00 Cap. Equip
Delete admin, add squad
Equipment Transfer 01-3900 243,616.00 228,500.00 15,116.00 Cap. Equip
Equipment Transfer 17-4710 243,616.00 228,500.00 15,116.00 Cap. Equip
Cleanup Day 01-4310-319-31 10,000.00 0.00 10,000.00 Contingency
Cleanup Day 01-4991-911-91 90,000.00 100,000.00 (10,000.00) "
Garbage Bins 01-4210-721-72 21,600.00 0.00 21,600.00 Fund Balance
Police Sergeant 01-4100-312-31 464,920.00 489,920.00 (25,000.00)LGA Loss
Police Sergeant 01-4140-312-31 54,140.00 57,140.00 (3,000.00)LGA Loss
Housing Inspector 01-4100-335-33 14,180.00 30,180.00 (16,000.00)LGA Loss
Housing Inspector 01-4140-335-33 680.00 1,280.00 (600.00)LGA Loss
Housing Inspector 01-4141-335-33 1,110.00 2,310.00 (1,200.00)LGA Loss
Housing Inspector 01-4150-335-33 1,040.00 1,940.00 (900.00)LGA Loss
Local Govt Aid 01-3321 252,245.00 289,245.00 (37,000.00)LGA Loss
Fire Roof Drains 01-4230-321-32 6,150.00 5,000.00 1,150.00 Contingency
PW Remodel 01-4230-421-42 6,100.00 1,000.00 5,100.00 Swap/Contingency
PW Remodel 01-4230-441-44 9,800.00 10,900.00 (1,100.00)Swap above
Cleanup 01-4310-319-31 10,000.00 0.00 10,000.00 Contingency
Contingency 01-4991-911-91 74,850.00 90,000.00 (15,150.00)Draw Down
Police Overtime 01-4112-317-31 6,000.00 0.00 6,000.00
Police Overtime 01-4140-317-31 720.00 0.00 720.00
Revenue - Police Svs. 01-3531 6,720.00 0.00 6,720.00
Park Reserve - Eastside 13-4519 14,195.00 0.00 14,195.00 Fund Balance
Tahpah Lites13-4519 104,220.00 14,195.00 90,025.00
" Revenue 13-3822 84,000.00 4,000.00 80,000.00
S
TO: Dennis R. Kraft, City Administrator
FROM: Gregg Voxland, Finance Director
RE: Purchasing Criteria
DATE: September 5, 1990
Introduction
Council is requested to review the dollar limits involved with purchasing capital
equipment and other goods and services.
Background
The current dollar limits that Council is asked to review are:
1. Equipment items that cost $200 or more and last more than one year are
capitalized and itemized in the budget. Department Heads can purchase
budgeted items without Council action if the cost is between $200 and
$2,000.
2. Equipment items that cost $200 to $500 that are not listed in the
budget can be approved by the City Administrator if there are funds
remaining in the divisions capital equipment appropriation. Council
action is not required.
3. Equipment, goods or services that cost $2,000 or more are required to
go to Council in the form of bids or quotes.
4. State law requires quotations for goods or construction when the cost
is $10,000 or more.
5. State law requires bids for goods or construction when the cost is
$15,000 or more.
Attached is an excerpt from the City Code concerning the City Administrator's
duties, Section 2.05, Subd. 5 H. and applicable resolutions for background
material.
State law was revised about 8 to 10 years ago to raise the limits but the City
did not raise its limits. Staff is requesting that Council review its
requirements and raise the limits. Some recent examples that would be covered
by these changes are replacement of a broken transcriber for $449 and replacement
of a burned out battery charger for $219. Suggested limits are;
A. Equipment items that cost $500 or more and last more than one year are
capitalized and itemized in the budget. Department Heads can purchase
budgeted items without Council action if the cost is between $500 and
$5,000.
2. Equipment items that cost $500 to $1,000 that are not listed in the
budget can be approved by the City Administrator if there are funds
remaining in the divisions capital equipment appropriation. Council
i
action is not required.
3. Equipment, goods or services that cost $5,000 or more are required to
go to Council in the form of bids or quotes.
Action Requested
1. Discuss the criteria above and give staff directions to proceed with
implementing any changes decided upon.
2. If the change in administrators approval authority is acceptable, move to
offer Resolution No. 3282 A Resolution Amending Resolution No. 1718 Authorizing
the City Administrator to Approve Non-Budgeted Capital Purchases Which Do Not
Exceed $1,000.
c ,.TT c_.c t. i
C. He shall interview and screen all prospective
City employees as permitted by law and shall make recommendations
to the Council before the Council makes any appointment; he shall
also make recommendations for terminating and suspending employees
and may suspend any employee until the next Council meeting when
the Council shall affirm, modify or rescind the suspension.
D. Develop and issue all administrative rules,
regulations and procedures necessary to insure the proper func-
tioning of all Departments and offices under his jurisdiction as
permitted by law and Council approval.
E. Prepare and submit an annual budget to the
Council and keep the Council advised of the financial condition
of the City and make such recommendations as he may from time to
time determine desirable and necessary.
F. Attend and participate in discussions at all
meetings of the Council and other official bodies as directed by
the Council. The City Administrator shall also represent the City
at all official or semi-official functions as may be directed by
the Council and not in conflict with the prerogatives of the May-
or . He shall be entitled to notice of all regular and special
meetings of the Council.
G. He shall see that all laws and provisions of
the City Code are duly enforced.
H. He shall purchase or enter into contracts for
previously budgeted items when the amount thereof does not exceed
$2 ,000. 00 and he shall receive estimates, quotations, sealed
bids, purchases and contracts in excess of $2 ,000. 00 and present
them to the Council for official action. 1
I . Recommend from time tc time the adoption of
such measures as he may deem necessary or expedient for the
health, safety and welfare of the community or for the improve-
ment of the administration.
J. Perform such other duties as may be required
by the Council and consistent with Minnesota Statutes and the
City Code.
Subd. 6 . Suspensions, Terminations and Appeals. No-
tice of termination or suspension must be in writing and shall
specify the grounds thereof and must be served forthwith upon
the suspended employee and filed with the Council. Any Depart-
ment Head or employee so suspended or terminated may request a
hearing before the Councilby serving ten ( 10) days ' written de-
mand on the Council for such hearing and also by serving such no-
tice on the City Administrator . The Council shall hear such ap-
peal within fourteen (14) days after the service of the notice
and shall render its decision within seven (7) days after the
hearing is closed.
Subd. 7 . Bond Required. (Repealed by Ordinance No.
18 , 4th Series , adopted 2-20-79 . )
Subd. 8 . Compensation. The City Administrator shall
receive such compensation as shall be fixed by the Council.
Source: City Code
Effective Date: 4-1-78
-8- (12-1-81)
RESOLUTION NO. 1718
A RESOLUTION
BUDGETED CAPITTALZPURCHASESING THE IWHICHTY MDOINOTA
TOR TO APPROVE
NONEXCEED $300.00
WHEREAS, the City Council adopts each year an annual budget
which sets forth the items which are authorized to be purchased
during that year, and
WHEREAS, the annual general fund budget must be adopted far
in advance of the actual scheduled purchases of same Item, and
WHEREAS, the normal operation of the city business requires,
from time to time, the purchase of items which are not included
in the adopted budget, and
WHEREAS, it is oftcr important for the city to be able to
make their purchases quickly to get the best price or accomplish
on a timely basis city work.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF SHAKOPEE, MINNESOTA, that the City Administrator is
hereby authorized to approve the purchase of capital items
which are not budgeted if the cost does not exceed $300 and if
the purchase does not cause the capital item budget for the
department to exceed the budgeter! amount.
Adopted in r,-, ,�s'CC , session of the City Council of the
i� 2 , L
City of Shakopee, Minne ota, held this J j ' day of J, t1.i ,
1980.
Mayor of the City of Shakopee
ATTEST:
I�
-,-.;;?---c-;‘.4-
City,C1er
Approved, as to formthis .....). ,./ day
of -.,, ,--AL ._ -.(r-. . ,
City tto ney
i
1 ,n,,, pcsc- -747 .
cl
RESOLUTION NO. 2184
A Resolution Amending Resolution No. 1718 Authorizing the City Administrator to
Approve Non-Budgeted Capital Purchases Which Do Not Exceed $500.00
WHEREAS, the City Council has previously authorized the City Administrator
to approve non-budgeted capital purchases not exceeding $300 and,
WHEREAS, the City Council, as part of its Goals & Objectives for 1983 desire
to raise the limit to $500.00.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKOPEE,
MINNESOTA:
That Resolution No. 1718 is hereby amended to raise the dollar limit for
non-budgeted capital purchases from $300 to $500.
N
Adopted in S ' `' ' session of the City Council of the City of Shakopee,
Minnesota held the J/SJ day of Al ffleZ---N, till , 1983.
'•'7
.
Zc , i,/; j
Mayor of the City of Shakopee
ATTEST:
>
City Clerk
Approved as to form this /'
day of '}toe , 1983.
City At orney
.00
RESOLUTION NO. 3282
A Resolution Amending Resolution No. 1718 Authorizing the City Administrator
to Approve Non-Budgeted Capital Purchases Which Do Not Exceed $1,000.00
WHEREAS, the City Council has previously authorized the City Administrator
to approve non-budgeted capital purchases not exceeding $500 and,
WHEREAS, the City Council now deems it desirable to change the limit,
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKOPEE,
MINNESOTA:
1. That Resolution No. 1718 is hereby amended to raise the dollar limit
for non-budgeted capital purchases from $500 to $1,000.
2. That Resolution No. 2184 amending Resolution No. 1718 is hereby
repealed.
Adopted in session of the City Council of the City of Shakopee,
Minnesota held this day of , 1990.
Mayor of the City of Shakopee
ATTEST:
City Clerk
Approved as to form this
day if , 1990.
City Attorney
6) 41
TO: Dennis R. Kraft, City Administrator
FROM: Gregg Voxland, Finance Director
RE: 5 Year Capital Equipment List
DATE: September 7, 1990
Introduction
Attached is a fresh copy of the draft 5 Year Capital Equipment List for
Council discussion on September 11, 1990.
Council Action
Discuss and give staff direction.
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6 4)
TO: Dennis R. Kraft, City Administrator
FROM: Gregg Voxland, Finance Director
RE: Status of Park Reserve Funding
DATE: August 30, 1990
Introduction
Information on the status of Park Reserve funding has been requested in
relation to the 1991 budget.
Background
Council has been placing the park dedication fees collected on building
permits in the park reserve fund for many years. The receipts have averaged
about $25,000 per year. The use of those funds has been restricted to park
acquisition and development. A number of years ago Council had set the use of
the funds at either 60/40% or 50/50% for land acquisition versus development.
About six years ago Council changed the allocation to set aside 40% for
acquisition and 60% for development. It has been almost ten years since the City
has purchased park land. The last purchase I recall is land at O'Dowd lake using
mainly grant funds.
As of January 1, 1990 the Park Reserve fund had $124,369 set aside for land
acquisition and $46,743 for development. Potential uses of funds for development
as shown in the CIP always far exceed the projected available funds. There has
been some discussion of acquiring a tract of land (30 acres) east of CR 17 for
future park use or in combination with other types of facilities. Council may
want to discuss the status and use of Park Reserve funds restricted for land
acquisition.
Earlier this year, Council moved to pay $1,000 to the O'Dowd Lakes Chain
Association for insurance premiums of the aerators and for the funds to come out
of the Park Reserve Fund. Due to the restrictions imposed by Council on the use
of Park Reserve Fund monies, I interpreted the action to mean to charge the
donation to the Park Department budget.
Alternatives
1. Status Quo.
2. Change the percentage split on the use of funds on acquisition versus
development.
3. Other.
Action
Discuss and give staff direction.
V � .
MEMO TO: Dennis R. Kraft, City Administrator
FROM: David E. Hutton, City Engineer /�
RE: 1991 - 1995 Capital Improvement Program
DATE: September 7 , 1990
INTRODUCTION:
At their meeting on August 9, 1990 the Planning Commission approved
the 1991 - 1995 Capital Improvement Program with one amendment.
The amendment to the City Council involves the construction of a
sidewalk along Marschall Road from County Road 16 to 10th Avenue.
Attached is a copy of the 1991 - 1995 Capital Improvement Program
(CIP) as recommended by the Planning Commission.
BACKGROUND:
Each year a Capital Improvement Program is developed to guide the
construction of public improvements in Shakopee. In the 1991 -
1995 CIP there are 77 projects proposed. These projects can be
grouped into five categories including:
1. Citywide projects.
2 . Engineering/Public Works
3 . Storm drainage/utility projects.
4 . Other projects.
5. Park improvement projects.
Please refer to the Executive Summary for an overview of the 1991 -
1996 CIP. Staff will give a presentation to the Council on the
recommended 1991 projects at the September 11, 1990 meeting.
DISCUSSION:
Ideally the projects listed in the CIP should be derived from the
Comprehensive Plan. With the Comprehensive Plan undergoing major
revisions, this has not always been possible. where appropriate,
City staff has used the draft Comprehensive Plan in establishing
the 1991 - 1995 CIP. One example is the new major interceptor to
be constructed south of the Bypass (Project No. 34) . The
interceptor is scheduled for construction in the CIP in 1993 and
1994 . This project' s time frame was established in the
Comprehensive Plan.
In the future, City staff will be working to use the adopted
Comprehensive Plan as the guiding document in the CIP process.
RECOMMENDATION:
Staff recommends that the City Council approve the 1991 - 1995
Capital Improvement Program.
ACTION REOUESTED:
Offer and pass a motion which approves the 1991 - 1995 Capital
Improvement Program.
(c
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MEMO : Shakopee Planning Commission
FROM: Lindberg S. Ekola, City Planner
RE: 1991 - 1996 Capital Improvement Program
DATE: August 2 , 1990
INTRODUCTION:
Each year a Capital Improvement Program is developed to guide the
construction of public improvements in Shakopee. Attached is a
copy of the 1991 - 1996 Capital Improvement Program (CIP) . The
Planning Commission is required to review the CIP document and
forward recommendations to the City Council. Staff has also
attached supplemental information material on the CIP process.
BACKGROUND:
In the 1991 - 1996 CIP there are 77 projects proposed. These
projects can be grouped into five categories including:
1. Citywide projects.
2 . Engineering/Public Works.
3 . Storm drainage/utility projects.
4 . Other projects.
5 . Park improvement projects.
Please refer to the Executive Summary for an overview of the 1991 -
1996 CIP.
DISCUSSION:
Ideally the projects listed in the CIP should be derived from the
Comprehensive Plan. With the Comprehensive Plan undergoing major
revisions, this has not always been possible. Where appropriate,
City staff has used the draft Comprehensive Plan in establishing
the 1991 - 1996 CIP. One example is the new major interceptor to
be constructed south of the Bypass (Project No. 34) . The
interceptor is scheduled for construction in the CIP in 1993 and
1994 . This project' s time frame was established in the
Comprehensive Plan.
In the future, City staff will be working to use the adopted
Comprehensive Plan as the guiding document in the CIP process .
RECOMMENDATION:
Staff recommends that the Planning Commission approve the 1991 -
1996 Capital Improvement Program and forward their recommendation
on to the City Council .
ACTION REQUESTED:
Offer and pass a motion which approves the 1991 - 1996 Capital
Improvement Program and forward their recommendation to the City
Council .
GC-
Planning Process
-"‘. 1r \ o
S:-
' Plan Background '/� ) .2 `moi
-� ,o � `may
* Establish Goals �- Al �,.
* Identify Issues
3‘;' %,-) )c
\Nci e...
k I Plan Development
* Create Alternative Strategy
* Develop Policies o�
* Establish Objectives
Plan Implementation
0
m - * Primary Tools
m s eft /Ro,J A:9
- Zoning Ordinance ``'G) • "Si
Subdivision Regulations " 5r '"'`(`� �`'`,'
0 - ,
- Capital Improvements Program ) "�°'` "' `,"
LL' - Official Map ' `ilv ~
* Secondary Tools ' s1,J %- »i; Ire.,,.G•c r
- Area Plans
- Economic Development Programs
- Other City Codes
* Tertiary Tools
- Technical Studies and Reports
- Design Review
< > Plan Maintenance
* Monitor
* Evaluate
* Update
Capital Improvement Budgeting
Capital budgeting is a list of needed capital im-
provements, their order of priority, and the means
of financing them. Besides being one of the major Chapter 21
tools of planning, a capital budget can provide community's present and future program of public
some or all of the following advantages: sea-vices.
•
1. It keeps the public informed about future The city then puts these improvement projects
needs and protects the council members into a multiple year capital improvement program
from pressure groups seeking projects well on the basis of the established priority. When the
down on the priority list; council looks at them in the light of the com-
munity's financial situation, it may find that the
2. It will often reduce or stabilize the tax rate; city should defer some of the projects beyond the
improvement period, and others indefinitely. Fol-
3. It establishes an orderly capital improve- lowing this, the budget officer recommends
ment program, preventing the peaks and projects for the coming budget year. This, in ef-
valleys in a community's debt retirement fect, becomes the recommended program.
program;
The priorities in the capital budget program for
4. Frequently, it allows a community to move the following years remain tentative, and the coun-
gradually to a pay-as-you-go program of cil should review them annually. At that time, the
capital expenditure financing for a con- council should consider the addition of new
siderable portion of its improvements; projects and the deletion of others.
5. Under it, capital improvements take place Although capital budgeting may appear cumber-
in a logical and orderly manner,rather than some and unwieldy for the small city, this is ac-
on a haphazard basis; tually not the case. A capital budget provides
protection to the small city, helping it to avoid
6. It helps preserve the community credit commitments and debts that would limit its ability
rating by preventing an over-extension of to finance more important capital improvements
credit and maintaining at all times a credit later.
reserve for emergencies;
7. In integrates the plans and projects of all
city departments and agencies, eliminating
conflicting and overlapping projects; and
8. By insuring prior consideration for all capi-
tal improvements, it helps guarantee ample
time for detailed and careful planning of
the actual program.
The responsibility for capital budgeting is
usually the responsibility of the chief administra-
tive officer--the clerk, clerk-administrator, or city
manager.Aiding this person should be the council,
a committee of the council, the city planning com-
mission, and the treasurer or chief fiscal officer.
Capital budgeting usually involves the following
procedures. The chief administrative officer
makes up a priority list of anticipated capital
improvements--those the city will need within the
next few years, usually from five to 10 years. A
careful evaluation follows with the elimination of
those capital improvements which overlap or du-
plicate. The result is a priority list of capital im-
provements on the basis of need, considering the
Handbook for Minnesota Cities Page 339
rf _r it. -I /vl i /
,/ //
vGIkrct , :�; i i! � .p,. i1sli1l/tet �(/` //�{'t,Ejl �� J:�ii1�0i
1 J
Assist in preparation of a capital improvements
program. The eventual and logical outgrowth of a
planning program in a community is a capital im-
provements program which establishes a set of
priorities for public improvements in the communi-
ty for a five-to six-year period. A capital improve-
ments program should establish priorities among
such competing public programs as streets and
highways, parks, sanitary sewers, and others. Only
if such a program is established can a community
or region logically plan for future development and
meet the future financial obligation to construct
these facilities. Unfortunately, very few communi-
ties have established such programs to date with
the result that public facilities are often provided
in a haphazard manner or only in response to emer-
gencies. Again, the planning commission, being a-
ware of the comprehensive plan and the various de-
velopment proposals, can serve a very useful func- 7. Capital Improvements Program ., 30 3Z
tion in the establishment and review of such a I
pro-
gram. The final outcome of a properly conducted
planning program should be a capital improve-
ments program.
Capital improvements are those projects which
require the expenditure of public funds for the ac-
quisition, construction or replacement of the vari-
ous types of public buildings such as police and fire
halls, schools, and city halls; roads and highways;
water and sewer facilities, parks and open space,
and public trails.
A capital improvements program is a listing of
proposed public projects according to some sche-
dule of priorities over the next few years, which u-
sually amounts to a five- or six-year period. Per-
haps the most difficult part of this program is to
establish the priorities among the many competing
programs. The method used by many communi-
ties is to establish the priorities on the basis of serv-
ing public safety and health;that is, to give priority
to those items that deal directly with public safety
and health such as police and fire protection or
sanitary sewer facilities. A lower priority is given
to those projects which either are expendable or
can be delayed for a year or more. Figure 8 is an 2. Establish standards for priority of these
illustration of a capital improvements program for projects.
sanitary sewer facilities for the City of Plymouth.
3. Inventory existing financial capabilities
The Capital Improvements Budget is a list of and resources available to the community in-
the projects and expenditures by priorities for the cluding the possibility of a bonding program,
capital improvements for the next fiscal year, special assessments, and state and federal aid.
which is the first year of the six-year capital im-
provements program. Again, this budget should be 4. Establish a system of priorities and sche-
established by some system of priorities, which in dules for a six-year period using standards es-
turn will determine the expenditure for each item. tablished in the second step. This becomes
the capital improvements program.
A capital improvements program is one of the
natural outgrowths of a comprehensive planning 5. Determine the schedule of projects and
program. Goals, policies and programs established expenditures for the next fiscal year which be-
in the comprehensive plan should serve as the basis comes the capital improvement budget.
for a capital improvements program, and such a
program should be used along with the other im- 6. Hold public hearings on the capital im-
plementation devices (zoning, subdivision regula- provements program with public notice publish-
tions, etc.) as a means to implement the compre- ed in legal newspaper 10 days prior to hearing.
hensive plan. This tie-in of scheduled capital im-
provements with the plan is the very reason that Modify the capital improvements program
some elected officials are opposed to comprehen- and budget as a result of public hearing.
sive planning. By establishing a system of priori-
ties or scheduling of public projects, it removes 8. Adopt capital improvements program and
their prerogatives of obtaining a public project budget.
in their district for political reasons prior to elec-
tion time. Capital improvements program as a method of
staging growth and development. Capital improve-
ments such as highways, parks, and sewer and
Steps in developing a program. The Municipal water facilities can have a substantial effect on land
Planning Act (M.S. 462.351 - 462.364) authorizes values and urban growth and development. In the
municipalities and urban towns to establish a capi- past, these capital improvements programs were u-
tal improvements program as part of the compre- sually provided in response to a need resulting
hensive planning process. While the County Plan- from development taking place in an area. Recent-
ning Act does not specifically mention capital im- ly, planners and other urban specialists have advo-
provements programs, the authority for counties cated that the capital improvements be constructed
to adopt such a program can be implied from the and phased in such a way as to purposely influence
authority of the counties to adopt an official map. the location and timing of development. Such an
The following are the steps which should be taken approach was recently upheld by the highest court
in developing a capital improvements program and in the state of New York for the town of Ramapo
a capital improvements budget. which established an 18-year capital improvements
program. A similar approach is being used by
Brooklyn Park (Hennepin County) as a means of
1. Make an inventory of existing and poten- staging development. It is likely that this type of
tial new capital projects based upon population approach will increasingly be used by local commu-
projections, growth policy, and other criteria. nities in the future.
d;/
Memo To: Dennis R. Kraft, City Administrator
From: Marilyn M. Remer, Personnel Coordinator
Re: 1990 Police Sergeant Union Contract
Date: September 6, 1990
Introduction
Attached is an executed (by union steward and representative) contract for
1990 for the Police Sergeant Union.
Background
Changes from the 1988-89 contract are:
Appendix A - Wages reflects a 4.0% increase in wages.
Article XVII - Insurance reflects an additional $8.18 per month in the
City's contribution towards employee's health, life and long-term
disability insurance. The employer shall contribute up to $255/mo.
Article XXII - Vacation schedule has been changed: The new schedule is the
same for police sergeants as the non-union employee schedule up to 15 years
of service. The 88-89 contract provided 8 additional hours per year not to
exceed 160 hours for employees over 10 years of service. The new schedule
provides accrual rates from years 16 - 24 years of service as follows:
vacation accrual increases 1/2 day (4 hours) per year and an additional day
after after 25 years, not to exceed 25 days (200 hours) per year. Any
current employee with 11-15 years of service is frozen at current rate
until new rate applies.
Alternatives
1. Approve contract
2. Further negotiations
Recommendation
Alternative #1.
Action Requested
Move to authorize the proper city officials to execute the proposed labor
contract for 1990 for the Police Sergeant Union.
1
LABOR AGREEMENT
BETWEEN
THE CITY OF SHAKOPEE
AND
MINNESOTA TEAMSTERS
PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION
LOCAL NO. 320
Police Sergeant
Effective January 1, 1990 through December 31, 1990
1
INDEX
Page
ARTICLE 1. PURPOSE OF AGREEMENT 1
ARTICLE II. RECOGNITION 1
ARTICLE III. DEFINITIONS 1
ARTICLE VI. EMPLOYER SECURITY 2
ARTICLE V. EMPLOYER AUTHORITY 2
ARTICLE VI. UNION SECURITY 2
ARTICLE VII. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 3
ARTICLE VIII. SAVINGS CLAUSE 5
ARTICLE IX. SENIORITY 5
ARTICLE X. DISCIPLINE 6
ARTICLE XI. CONSTITUTIONAL PROTECTION 6
ARTICLE XII. WORK SCHEDULE 6
ARTICLE XIII. OVERTIME 7
ARTICLE XIV. COURT TIME 7
ARTICLE XV. CALL BACK TIME 7
ARTICLE XVI. WORKING OUT CLASSIFICATION 7
ARTICLE XVII. INSURANCE 8
ARTICLE XVIII. STANDBY 8
ARTICLE XIX. UNIFORMS 8
ARTICLE XX. LONGEVITY 8
ARTICLE XXI. HOLIDAYS 8
ARTICLE XXII. VACATIONS 9
ARTICLE XXIII. SICK LEAVE 9
ARTICLE XXIV. BEREAVEMENT LEAVE 9
ARTICLE XXV. SEVERANCE PAY 9
ARTICLE XXVI. INJURY ON DUTY 10
ARTICLE XXVII. WAIVER 10
ARTICLE XXVIII. DURATION 11
APPENDIX A. WAGES 12
7
LABOR AGREEMENT
BETWEEN
THE CITY OF SHAKOPEE
AND
MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT
EMPLOYEES UNION, LOCAL NO. 320
ARTICLE I. PURPOSE OF AGREEMENT
This agreement is entered into as of January 1, 1990, between the City of
Shakopee, hereinafter called the Employer, and the Minnesota Teamster Public and
Law Enforcement Employees Union, Local No. 320, hereinafter called the Union.
It is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolution of disputes concerning this
Agreement' s interpretation and/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 II. RECOGNITION
2.1 The Employer recognizes the Union as the exclusive representative, under
Minnesota Statutes, Section 179.71, Subdivision 3 , for all Police Personnel
in the following job classification:
Police Sergeant
2.2 In the event the Employer and the Union are unable to agree as to the
inclusion or exclusion of a new or modified job class, the issue shall be
submitted to the Bureau of Mediation Services for determination.
ARTICLE III . DEFINITIONS
3. 1 UNION: The Minnesota Teamsters Public and Law Enforcement Employees Union,
Local No. 320.
3 .2 UNION MEMBER: A member of the Minnesota Teamsters Public and Law
Enforcement Employees Union, Local No. 320.
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The Shakopee Police Department.
3.5 EMPLOYER: The City of Shakopee
3.6 CHIEF: The Chief of the Shakopee Police Department.
3.7 UNION OFFICER: Officer elected or appointed by the Minnesota Teamsters
Public and Law Enforcement Employees Union, Local No. 320.
3.8 OVERTIME: Work performed at the express authorization of the Employer in
excess of the employee' s scheduled shift.
3.9 SCHEDULED SHIFT: A consecutive work period including rest breaks and a
lunch break.
3.10 REST BREAKS : Periods during the Scheduled Shift, during which the employee
remains on continual duty and is responsible for assigned duties.
3. 11 STRIKE: Concerted action in failing to report for duty, the willful
absence from one's position, the stoppage of work, slow-down, or abstinence
in whole or in part from the full, faithful and proper performance of the
duties of employment for the purposes of inducing, influencing or coercing
a change in the conditions or compensations or the rights, privileges or
obligations of employment.
ARTICLE IV. EMPLOYER SECURITY
The Union agrees that during the life of this Agreement that the union will not
cause, encourage, participate in or support any strike, slow-down or other
interruption of or interference with, the normal functions of the Employer.
ARTICLE V. EMPLOYER AUTHORITY
5.1 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 perform any inherent managerial function not specifically
limited by this Agreement.
5.2 Any term and condition of employment not specifically established or
modified by this Agreement shall remain solely within the discretion of the
Employer to modify, establish or eliminate.
ARTICLE VI . UNION SECURITY
6.1 The Employer shall deduct from the wages of Employees who authorized such
a deduction, in writing, an amount necessary to cover monthly Union dues .
Such monies shall be submitted as directed by the Union.
6.2 The Union may designate employees from the bargaining unit to act as a
steward and an alternate and shall inform the Employer, in writing, of such
choice and changes in the position of steward and/or alternate.
6. 3 The Employer shall make space available on the employee bulletin board for
posting Union notice (s) and announcement(s) .
2
7
6.4 The union agrees to indemnify and hold the Employer harmless against any
and all claims , suits , orders, judgments brought or issued against the
Employer as a result of any action taken or not taken by the Employer under
the provisions of the Article.
ARTICLE VII. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7 .1 Definition of a 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.
7.2 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 shall notify the Employer, in writing, of the names of such Union
Representatives and of their successors when so designated, as provided by
Section 6.2 of this Agreement.
7. 3 Processing of a Grievance. It is recognized and accepted by the Union and
the Employer that the processing of grievances as hereinafter provided, is
limited by the job duties and responsibilities of the employees and shall
therefore be accomplished during normal working hours only when consistent
with such employee duties and responsibilities. The aggrieved employee and
a Union representative shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the Employer
during normal working hours provided that the employee and the Union
representative have notified and received the approval of the designated
supervisor, who has determined that such absence is reasonable and would
not be detrimental to the work programs of the Employer.
7.4 Procedure. Grievances, as defined by Section 7.1, shall be resolved in
conformance with the following procedure.
Step 1 . An employee claiming a violation concerning the
interpretation or application of this Agreement shall, within twenty-
one (21) calendar days after such alleged violation has occurred,
present such grievance to the employee's supervisor as designated by
the Employer. The Employer-designated representative will discuss and
give an answer to such Step 1 grievance within ten (10) calendar days
after receipt. A grievance not resolved in Step 1 and appealed by
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 violated, the remedy requested
and shall be appealed to Step 2 within ten (10) calendar days after
the Employer-designated representative's final answer in Step 1. Any
grievance not appealed in writing to Step 2 by the Union, within ten
(10) calendar days shall be considered waived.
Step 2 . If appealed, the written grievance shall be presented by the
Union and discussed with the Employer-designated Step 2
representative. The Employer-designated representative shall give
the Union the Employer's Step 2 answer in writing within ten (10)
3
calendar days after receipt of such Step grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 within ten (10) calendar
days following the Employer-designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the Union
within ten (10) calendar days following the Employer-designated
representative's final 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 Employer-designated Step 3
representative. The Employer-designated representative shall give
the Union the Employer's answer in writing within ten (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 Employer-designated representative's final answer
in Step. 3 . Any grievance not appealed in writing to Step 4 by the
Union within ten (10) calendar days shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by
the Union shall be submitted 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 Governing the Arbitration of Grievances' , as
established by the Public Employment Relations Board.
7.5 Arbitrator's Authority
A. The arbitrator shall have no right to amend, modify, nullify,
ignore, add to or subtract from, the terms of this Agreement. The
arbitrator shall consider and decide only the specific issue (s)
submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary
to, or inconsistent with, or modifying or varying in any way the
application of laws, rules or regulations having the force and effect
of law. The Arbitrator's decision shall be submitted in writing
within thirty (30) days following close of the hearing or the
submission of briefs by the parties , whichever be later, unless the
parties agree to an extension. The decision shall be binding on both
the Employer and the Union and shall be based solely on the
arbitrator's interpretation of application of the express terms of
this Agreement and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and
proceedings shall be borne equally by the Employer and the Union,
providing that each party shall 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 shall be shared equally.
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7.6 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 that 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, in each step.
7.7 Choice of Remedy. If, as a result of the written Employer response in Step
3 , the grievance remains unresolved and if the grievance involves the
suspension, demotion, or discharge of an employee who has completed the
required probationary period, the grievance may be appealed to either Step
4 or Article VII or a procedure such as: Civil Service, Veteran's
Preference or Fair Employment. If appealed to any procedure other than
Step 4 or Article VII, the grievance is not subject to the arbitration
procedure as provided in Step 4 of Article VII .
The aggrieved employee shall indicate in writing which procedure is to be
utilized, Step 4 of Article VII or another appeal procedure, and signs a
statement to the effect that the choice of any other hearing precludes the
aggrieved employee from making a subsequent appeal through Step 4 of
Article VII.
ARTICLE VIII . SAVINGS CLAUSE
This agreement is subject to the laws of the United States, the State of Minnesota
and the City of Shakopee. In the event any provision of this Agreement shall be
held to be contrary to law by a 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 this Agreement shall continue
in full force and effect. The voided provision may be re-negotiated at the
written request of either party.
ARTICLE IX. SENIORITY
9.1 Seniority shall be determined by the employee's length of continuous
employment with the Police Department and posted in an appropriate
location. Seniority rosters may be maintained by the Chief on the basis of
time in grade and time within specific classifications.
9 .2 During the probationary period a newly hired or re-hired employee may be
discharged at the sole discretion of the Employer. During the probationary
period a promoted or reassigned employee may be replaced in his previous
position at the sole discretion of the Employer.
9. 3 A reduction of work force will accomplished on the basis of seniority.
Employees shall be recalled from layoff on the basis of seniority. An
employee on layoff shall have an opportunity to return to work in two (2)
years of the time of his layoff before any new employee is hired.
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9.4 Senior employees will be given preference with regard to transfer, job
classification assignments and promotions when the job-relevant
qualifications of employees are equal.
9 .5 Senior qualified employees shall be given shift assignment preference after
eighteen (18) months of continuous full-time employment.
9.6 One continuous vacation period shall be selected on the basis of seniority
until March 15th of each year.
ARTICLE X. DISCIPLINE
10.1 The Employer will discipline employees for just cause only. Discipline
will be in one or more of the following forms:
a) oral reprimand
b) written reprimand
c) suspension
d) demotion; or
e) discharge
10.2 Suspensions , demotions and discharges will be in written form.
10.3 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 the signature of the employee. Employees and the Union
will receive a copy of such reprimands and/or notices.
10.4 Employees may examine their own individual personnel files at reasonable
times under the direct supervision of the Employer.
10.5 Discharges will be preceded by a five (5) day suspension, without pay.
10.6 Employees will not be questioned concerning an investigation of
disciplinary action unless the employee has been given an opportunity to
have a Union representative present at such questioning.
10.7 Grievances relating to this Article shall initiated by the Union in Step 3
of the Grievance Procedure, under Article VII.
ARTICLE XI . CONSTITUTIONAL PROTECTION
Employees shall have the rights granted to all citizens by the United States and
Minnesota State Constitutions .
ARTICLE XII . WORK SCHEDULE
12.1 The normal work year is two thousand and eighty hours (2080) to be
accounted for by each employee through:
a) hours worked on assigned shifts;
b) holidays ;
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c) assigned training;
d) authorized leave time.
12.2 Holidays and authorized leave time is to be calculated on the basis of the
actual length of time of the assigned shifts.
12.3 Nothing contained in this or any other article shall be interpreted to be
a guarantee of a minimum or maximum of hours the Employer may assign
employees.
ARTICLE XIII. OVERTIME
13.1 Employees will be compensated at one and one-half (1/2) times the employees
regular base pay rate for hours worked in excess of the employees regularly
scheduled shift. Changes of shifts do not qualify an employee for overtime
under this Article.
13.2 Overtime will be distributed as equally as practicable.
13.3 Overtime refused by employees will, for record purposes under Article 13.2,
be considered as unpaid overtime worked.
13.4 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
13.5 Employees have the obligation to work overtime or callbacks if requested by
the Employer, unless unusual circumstances prevent the employee from so
working.
ARTICLE XIV. COURT TIME
An employee who is required to appear in Court during his scheduled off-duty time
shall receive a minimum of two (2) hours pay at one and one-half (1 1/2) times the
employees base pay rate. An extension or early report to a regularly scheduled
shift for Court appearance does not qualify the employee for the two (2) hour
minimum.
ARTICLE XV. CALL BACK TIME
an employee who is called to duty during his scheduled off-duty time shall receive
a minimum of two (2) hours pay at one and one-half times the employees base pay
rate. An extension or early report to a regularly scheduled shift for duty does
not qualify the employee for the two (2) hour minimum.
ARTICLE XVI. WORKING OUT OF CLASSIFICATION
Employees assigned by the Employer to assume the full responsibilities and
authority of a higher job classification shall receive the salary schedule of the
higher classification for the duration of the assignment.
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ARTICLE XVII. INSURANCE
Effective January 1, 1990 the Employer shall contribute up to two hundred fifty-
five dollars ($255.00) per month per employee toward health, life and long-term
disability insurance.
ARTICLE XVIII. STANDBY PAY
Employees required by the Employer to standby shall be paid for such standby time
at the rate of one hours' pay for each on standby.
ARTICLE XIX. UNIFORMS
Employees will be paid a uniform allowance during January of each year. This
allowance will be four hundred fifty dollars ($450.00) cash for calendar year
1990.
ARTICLE XX. LONGEVITY
The following longevity pay plan will be in effect:
At the start of the fifth (5th) year of service, an employee shall receive one
hundred twelve dollars and seven cents ($112.07) per month additional.
At the start of the eighth (8th) year of service, an employee shall receive one
hundred thirty-eight dollars and ninety cents ($138.90) per month additional.
At the start of the eleventh (11th) year of service, an employee shall receive one
hundred sixty-five dollars and seventy cents ($165.70) per month additional.
At the start of the fifteenth (15th) year of service, an employee shall receive
one hundred ninety-four dollars and ninety-two cents ($194.92) per month
additional.
ARTICLE XXI. HOLIDAYS
21.1 All permanent employees and full-time probationary employees shall be
eligible for eighty-eight hours of holiday pay (11 paid holidays) .
21.2 Any employee required to work on any of the eleven (11) paid holidays shall
receive an additional one-half (1/2) times his/her base pay rate in
addition to the regular holiday time off.
21.3 The Employer may, at his option, buy back from any employee so requesting
in writing by November 1st of each calendar year any holiday time off
earned but not used by the employee by December 31st of any calendar year.
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ARTICLE XXII . VACATIONS
22.1 Employees shall earn vacation as follows:
0 - 5 years of service 80 hours per year
6 - 15 years of service 120 hours per year
16 years of service 160 hours per year
17 years of service 164 hours per year
18 years of service 168 hours per year
19 years of service 172 hours per year
20 years of service 176 hours per year
21 years of service 180 hours per year
22 years of service 184 hours per year
23 years of service 188 hours per year
24 years of service 192 hours per year
25 years of service 200 hours per year
NOTE: Employees with 11-15 years of service and who were accruing vacation
at the rate established by the 1989 union contract are frozen at the 1989
accrual rate until such time they reach the start of 16 years service.
22.2 No more than the amount of vacation leave earned in a calendar year can be
carried beyond December 31st into a new calendar year, except as permitted
by the City Administrator. An employee who is separated for any reason
shall be paid for any accumulated vacation leave, provided however, that
should an employee resign without given two (2) weeks written notice and
except for reasons of ill health, he/she shall forfeit his right to
accumulated vacation.
ARTICLE XXIII. SICK LEAVE
An employee shall accumulate sick leave at the rate of one day (eight hours) per
month of service to a maximum of nine hundred sixty (960) hours. After nine
hundred sixty (960) hours is reached, one day (8 hours) of sick leave per month
shall accumulate to a sick leave bank. Any employee absent from work for fifteen
(15) consecutive calendars shall have said sick leave deducted from the sick leave
bank until such time as the sick leave bank is exhausted before deductions are
made from regular accumulated sick leave.
ARTICLE XXIV. BEREAVEMENT LEAVE
Employees may receive three (3) days of bereavement pay for the death of members
of immediate family which shall be charged to sick leave. Funeral leave benefits
for the deaths of individuals other than members of the immediate family shall be
charged to vacation time.
ARTICLE XXV. SEVERANCE PAY
25.1 Any employee who is separated from his/her position by retirement,
discharge or resignation shall receive severance pay of forty-five percent
(45%) of a maximum of nine hundred sixty (960) hours of accumulated regular
sick leave calculated on the basis of his/her current wage scale. Should
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any employee resign without giving two (2) weeks written notice, except for
reasons of ill health, shall forfeit his/her right to all accumulated
leave.
25.2 Employees hired after January 1, 1981 will be entitled to severance pay
after five (5) years of service.
ARTICLE XXVI . INJURY ON DUTY
26.1 Employees injured while on duty, through no fault of the employee, shall be
paid the difference between the employee's regular rate of pay and workers
compensation benefits for a period not to exceed seventy-five (75) working
days , in accordance with guidelines set forth in M.S . 176.021, Subd. 5,
beginning with the sixth (6th) working day of such injury. Such time shall
not be charged against the employee's sick leave, vacation or other
accumulated benefits.
ARTICLE XXVII. WAIVER
27.1 Any and all prior agreements, resolutions, practices, rules and regulations
regarding terms and conditions of employment, to the extent inconsistent
with the provisions of this Agreement, are hereby superseded.
27.2 The parties mutually acknowledge that during the negotiations which
resulted in this Agreement, each had the unlimited right and opportunity to
make demands and proposals with respect to any term or condition of
employment not removed by law from bargaining. All agreements and
understandings arrived at by the parties are set forth in writing in this
Agreement for the stipulated duration of this Agreement. The Employer and
the Union each voluntarily and unqualifiedly waives the right to meet and
negotiate, regarding any and all terms and conditions of employment
referred to or covered in this Agreement or with respect to any term or
condition of employment not specifically referred to or covered by this
Agreement, even though such terms or conditions may not have been within
the knowledge or contemplation of either or both of the parties at the time
this Agreement was negotiated or executed.
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APPENDIX A - WAGES
A.1 Effective January 1; 1990 the Police Sergeant Salary Schedules shall be as
follows:
After 12 months $3,250.96 per month
Start $3,112.60 per month
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ARTICLE XXVIII. DURATION
This agreement shall be effective as of the first (1st) day of January, 1990 and
shall remain in full effect until the thirty-first (31st) day of December 1990.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
day of , 19_.
FOR THE CITY OF SHAKOPEE F TEAMSTERS LOCAL NO. 320
Mayor Un ion Stewa'd
Lek -
City Administrator Local 320 Representative
City Clerk
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148
Memo To: Dennis R. Kraft, City Administrator
From: Marilyn M. Remer, Personnel Coordinator
Re: 1990 Police Union Contract
Date: September 6, 1990
Introduction
Attached is an executed (by union steward and representative) contract for
1990 for the Police Union.
Background
Changes from the 1988-89 contract are:
Appendix A - Wages reflects a 4.0% increase in wages.
Article XVII - Insurance reflects an additional $8.18 per month in the
City's contribution towards employee's health, life and long-term
disability insurance. The employer shall contribute up to $255/mo.
Article XXVII - Premium Pay has been added to compensate the senior officer
on duty an additional $.88/hr. when there is no supervisor on duty.
Alternatives
1. Approve contract
2. Further negotiations
Recommendation
Alternative #1.
Action Requested
Move to authorize the proper city officials to execute the proposed labor
contract for 1990 for the Police Union.
Jr
LABOR AGREEMENT
BETWEEN
THE CITY OF SHAKOPEE
AND
MINNESOTA TEAMSTERS
PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION
LOCAL NO. 320
Police Officer
Effective January 1, 1990 through December 31, 1990
INDEX
Page
ARTICLE 1. PURPOSE OF AGREEMENT 1
ARTICLE II. RECOGNITION 1
ARTICLE III. DEFINITIONS 1
ARTICLE IV. EMPLOYER SECURITY 2
ARTICLE V. EMPLOYER AUTHORITY 2
ARTICLE VI. UNION SECURITY 2
ARTICLE VII. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 3
ARTICLE VIII. SAVINGS CLAUSE 5
ARTICLE IX. SENIORITY 5
ARTICLE X. DISCIPLINE 6
ARTICLE XI. CONSTITUTIONAL PROTECTION 6
ARTICLE XII. WORK SCHEDULE 7
ARTICLE XIII. OVERTIME 7
ARTICLE XIV. COURT TIME 7
ARTICLE XV. CALL BACK TIME 7
ARTICLE XVI. WORKING OUT CLASSIFICATION 8
ARTICLE XVII. INSURANCE 8
ARTICLE XVIII. STANDBY 8
ARTICLE XIX. UNIFORMS 8
ARTICLE XX. LONGEVITY 8
ARTICLE XXI. HOLIDAYS 8
ARTICLE XXII. VACATIONS 9
ARTICLE XXIII. SICK LEAVE 9
ARTICLE XXIV. BEREAVEMENT LEAVE 9
ARTICLE XXV. SEVERANCE PAY 9
ARTICLE XXVI. INJURY ON DUTY 9
ARTICLE XXVII. PREMIUM PAY 10
ARTICLE XXVIII. WAIVER 10
ARTICLE XXIX. DURATION 11
APPENDIX A. WAGES 12
LABOR AGREEMENT
BETWEEN
THE CITY OF SHAKOPEE
AND
MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT
EMPLOYEES UNION, LOCAL NO. 320
ARTICLE I. PURPOSE OF AGREEMENT
This agreement is entered into as of January 1, 1990, between the City of
Shakopee, hereinafter called the Employer, and the Minnesota Teamster Public and
Law Enforcement Employees Union, Local No. 320, hereinafter called the Union.
It is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolution of disputes concerning this
Agreement's interpretation and/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 II. RECOGNITION
2.1 The Employer recognizes the Union as the exclusive representative, under
Minnesota Statutes, Section 179.71, Subdivision 3, for all Police Personnel
in the following job classification:
Police Officer
2.2 In the event the Employer and the Union are unable to agree as to the
inclusion or exclusion of a new or modified job class, the issue shall be
submitted to the Bureau of Mediation Services for determination.
ARTICLE III. DEFINITIONS
3.1 UNION: The Minnesota Teamsters Public and Law Enforcement Employees Union,
Local No. 320.
3.2 UNION MEMBER: A member of the Minnesota Teamsters Public and Law
Enforcement Employees Union, Local No. 320.
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The Shakopee Police Department.
3.5 EMPLOYER: The City of Shakopee
3.6 CHIEF: The Chief of the Shakopee Police Department.
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3.7 UNION OFFICER: Officer elected or appointed by the Minnesota Teamsters
Public and Law Enforcement Employees Union, Local No. 320.
3.8 INVESTIGATOR/DETECTIVE: An employee specifically assigned or classified by
the Employer, to the job classification and/or job position of
Invgstigator/Detective.
3.9 OVERTIME: Work performed at the express authorization of the Employer in
excess of the employee's scheduled shift.
3.10 SCHEDULED SHIFT: A consecutive work period including rest breaks and a
lunch break.
3.11 REST BREAKS: Periods during the Scheduled Shift, during which the employee
remains on continual duty and is responsible for assigned duties.
3.12 STRIKE: Concerted action in failing to report for duty, the willful
absence from one's position, the stoppage of work, slow-down, or abstinence
in whole or in part from the full, faithful and proper performance of the
duties of employment for the purposes of inducing, influencing or coercing
a change in the conditions or compensations or the rights, privileges or
obligations of employment.
ARTICLE IV. EMPLOYER SECURITY
The Union agrees that during the life of this Agreement that the union will not
cause, encourage, participate in or support any strike, slow-down or other
interruption of or interference with, the normal functions of the Employer.
ARTICLE V. EMPLOYER AUTHORITY
5.1 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 perform any inherent managerial function not specifically
limited by this Agreement.
5.2 Any term and condition of employment not specifically established or
modified by this Agreement shall remain solely within the discretion of the
Employer to modify, establish or eliminate.
ARTICLE VI. UNION SECURITY
6.1 The Employer shall deduct from the wages of Employees who authorized such
a deduction, in writing, an amount necessary to cover monthly Union dues.
Such monies shall be submitted as directed by the Union.
6.2 The Union may designate employees from the bargaining unit to act as a
steward and an alternate and shall inform the Employer, in writing, of such
choice and changes in the position of steward and/or alternate.
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6.3 The Employer shall make space available on the employee bulletin board for
posting Union notice (s) and announcement(s) .
6.4 The union agrees to indemnify and hold the Employer harmless against any
and all claims , suits, orders, judgments brought or issued against the
Employer as a result of any action taken or not taken by the Employer under
the provisions of the Article.
ARTICLE VII. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7 .1 Definition of a 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.
7.2 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 shall notify the Employer, in writing, of the names of such Union
Representatives and of their successors when so designated, as provided by
Section 6.2 of this Agreement.
7.3 Processing of a Grievance. It is recognized and accepted by the Union and
the Employer that the processing of grievances as hereinafter provided, is
limited by the job duties and responsibilities of the employees and shall
therefore be accomplished during normal working hours only when consistent
with such employee duties and responsibilities . The aggrieved employee and
a Union representative shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the Employer
during normal working hours provided that the employee and the Union
representative have notified and received the approval of the designated
supervisor, who has determined that such absence is reasonable and would
not be detrimental to the work programs of the Employer.
7.4 Procedure. Grievances, as defined by Section 7.1, shall be resolved in
conformance with the following procedure.
Step 1. An employee claiming a violation concerning the
interpretation or application of this Agreement shall, within twenty-
one (21) calendar days after such alleged violation has occurred,
present such grievance to the employee's supervisor as designated by
the Employer. The Employer-designated representative will discuss and
give an answer to such Step 1 grievance within ten (10) calendar days
after receipt. A grievance not resolved in Step 1 and appealed by
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 violated, the remedy requested
and shall be appealed to Step 2 within ten (10) calendar days after
the Employer-designated representative's final answer in Step 1. Any
grievance not appealed in writing to Step 2 by the Union, within ten
(10) calendar days shall be considered waived.
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Step 2 . If appealed, the written grievance shall be presented by the
Union and discussed with the Employer-designated Step 2
representative. The Employer-designated representative shall give
the Union the Employer's Step 2 answer in writing within ten (10)
calendar days after receipt of such Step grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 within ten (10) calendar
days following the Employer-designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the Union
within ten (10) calendar days following the Employer-designated
representative's final 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 Employer-designated Step 3
representative. The Employer-designated representative shall give
the Union the Employer's answer in writing within ten (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 Employer-designated representative's final answer
in Step.3. Any grievance not appealed in writing to Step 4 by the
Union within ten (10) calendar days shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by
the Union shall be submitted 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 Governing the Arbitration of Grievances' , as
established by the Public Employment Relations Board.
7. 5 Arbitrator's Authority
A. The arbitrator shall have no right to amend, modify, nullify,
ignore, add to or subtract from, the terms of this Agreement. The
arbitrator shall consider and decide only the specific issue (s)
submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary
to, or inconsistent with, or modifying or varying in any way the
application of laws , rules or regulations having the force and effect
of law. The Arbitrator's decision shall be submitted in writing
within thirty (30) days following close of the hearing or the
submission of briefs by the parties, whichever be later, unless the
parties agree to an extension. The decision shall be binding on both
the Employer and the Union and shall be based solely on the
arbitrator's interpretation of application of the express terms of
this Agreement and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and
proceedings shall be borne equally by the Employer and the Union,
providing that each party shall be responsible for compensating its
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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 shall be shared equally.
7 .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 that 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, in each step.
7.7 Choice of Remedy. If, as a result of the written Employer response in Step
3, the grievance remains unresolved and if the grievance involves the
suspension, demotion, or discharge of an employee who has completed the
required probationary period, the grievance may be appealed to either Step
4 or Article VII or a procedure such as: Civil Service, Veteran's
Preference or Fair Employment. If appealed to any procedure other than
Step 4 or Article VII, the grievance is not subject to the arbitration
procedure as provided in Step 4 of Article VII.
The aggrieved employee shall indicate in writing which procedure is
to be utilized, Step 4 of Article VII or another appeal procedure,
and signs a statement to the effect that the choice of any other
hearing precludes the aggrieved employee from making a subsequent
appeal through Step 4 of Article VII.
ARTICLE VIII. SAVINGS CLAUSE
This agreement is subject to the laws of the United States, the State of Minnesota
and the City of Shakopee. In the event any provision of this Agreement shall be
held to be contrary to law by a 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 this Agreement shall continue
in full force and effect. The voided provision may be re-negotiated at the
written request of either party.
ARTICLE IX. SENIORITY
9 . 1 Seniority shall be determined by the employee' s length of continuous
employment with the Police Department and posted in an appropriate
location. Seniority rosters may be maintained by the Chief on the basis of
time in grade and time within specific classifications.
9.2 During the probationary period a newly hired or re-hired employee may be
discharged at the sole discretion of the Employer. During the probationary
period a promoted or reassigned employee may be replaced in his previous
position at the sole discretion of the Employer.
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9. 3 A reduction of work force will accomplished on the basis of seniority.
Employees shall be recalled from layoff on the basis of seniority. An
employee on layoff shall have an opportunity to return to work in two (2)
years of the time of his layoff before any new employee is hired.
9.4 Senior employees will be given preference with regard to transfer, job
classification assignments and promotions when the job-relevant
qualifications of employees are equal.
9.5 Senior qualified employees shall be given shift assignment preference after
eighteen (18) months of continuous full-time employment.
9.6 One continuous vacation period shall be selected on the basis of seniority
until March 15th of each year.
ARTICLE X. DISCIPLINE
10.1 The Employer will discipline employees for just cause only. Discipline
will be in one or more of the following forms:
a) oral reprimand
b) written reprimand
c) suspension
d) demotion; or
e) discharge
10.2 Suspensions, demotions and discharges will be in written form.
10.3 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 the signature of the employee. Employees and the Union
will receive a copy of such reprimands and/or notices.
10.4 Employees may examine their own individual personnel files at reasonable
times under the direct supervision of the Employer.
10.5 Discharges will be preceded by a five (5) day suspension, without pay.
10.6 Employees will not be questioned concerning an investigation of
disciplinary action unless the employee has been given an opportunity to
have a Union representative present at such questioning.
10. 7 Grievances relating to this Article shall initiated by the Union in Step 3
of the Grievance Procedure, under Article VII.
ARTICLE XI. CONSTITUTIONAL PROTECTION
Employees shall have the rights granted to all citizens by the United States and
Minnesota State Constitutions.
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ARTICLE XII. WORK SCHEDULE
12.1 The normal work year is two thousand and eighty hours (2080) to be
accounted for by each employee through:
a) hours worked on assigned shifts;
b) holidays ;
c) assigned training;
d) authorized leave time.
12.2 Holidays and authorized leave time is to be calculated on the basis of the
actual length of time of the assigned shifts.
12.3 Nothing contained in this or any other article shall be interpreted to be
a guarantee of a minimum or maximum of hours the Employer may assign
employees .
ARTICLE XIII. OVERTIME
13.1 Employees will be compensated at one and one-half (1 1/2) times the
employees regular base pay rate for hours worked in excess of the employees
regularly scheduled shift. Changes of shifts do not qualify an employee
for overtime under this Article.
13.2 Overtime will be distributed as equally as practicable.
13.3 Overtime refused by employees will, for record purposes under Article 13.2,
be considered as unpaid overtime worked.
13.4 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
13.5 Employees have the obligation to work overtime or callbacks if requested by
the Employer, unless unusual circumstances prevent the employee from so
working.
ARTICLE XIV. COURT TIME
An employee who is required to appear in Court during his scheduled off-duty time
shall receive a minimum of two (2) hours pay at one and one-half (1 1/2) times the
employees base pay rate. An extension or early report to a regularly scheduled
shift for Court appearance does not qualify the employee for the two (2) hour
minimum.
ARTICLE XV. CALL BACK TIME
an employee who is called to duty during his scheduled off-duty time shall receive
a minimum of two (2) hours pay at one and one-half times the employees base pay
rate. An extension or early report to a regularly scheduled shift for duty does
not qualify the employee for the two (2) hour minimum.
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ARTICLE XVI. WORKING OUT OF CLASSIFICATION
Employees assigned by the Employer to assume the full responsibilities and
authority of a higher job classification shall receive the salary schedule of the
higher classification for the duration of the assignment.
ARTICLE XVII. INSURANCE
Effective January 1, 1990 the Employer shall contribute up to two hundred fifty-
five dollars ($255.00) per month per employee toward health, life and long-term
disability insurance.
ARTICLE XVIII. STANDBY PAY
Employees required by the Employer to standby shall be paid for such standby time
at the rate of one hours' pay for each on standby.
ARTICLE XIX. UNIFORMS
Employees will be paid a uniform allowance during January of each year. The
allowance will be four hundred fifty dollars ($450.00) cash for calendar year
1990.
ARTICLE XX. LONGEVITY
The following Longevity Pay Plan will be in effect:
At the start of the fifth (5th) year of service, an employee shall receive one
hundred five dollars and sixty-four cents ($105.64) per month additional.
At the start of the eighth (8th) year of service, an employee shall receive one
hundred thirty dollars and ninety-two cents ($130.92) per month additional.
At the start of the eleventh (11th) year of service, an employee shall receive one
hundred fifty-six dollars and eighteen cents ($156.18) per month additional.
At the start of the fifteenth (15th) year of service, an employee shall receive
one hundred eighty-three dollars and seventy-three cents ($183.73) per month
additional.
ARTICLE XXI. HOLIDAYS
21.1 All permanent employees and full-time probationary employees shall be
eligible for eighty-eight hours of holiday pay (11 paid holidays) .
21.2 Any employee required to work on any of the eleven (11) paid holidays shall
receive an additional one-half (1/2) times his/her base pay rate in
addition to the regular holiday time off.
21.3 The Employer may, at his option, buy back from any employee so requesting
in writing by November 1st of each calendar year any holiday time off
earned but not used by the employee by December 31st of any calendar year.
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ARTICLE XXII. VACATIONS
22.1 Employees shall earn vacation as follows:
0 - 5 years of service 80 hours per year
6 - 10 years of service 120 hours per year
Over 10 years of service 8 additional hours per year not to
exceed 160 hours
22.2 No more than the amount of vacation leave earned in a calendar year can be
carried beyond December 31st into a new calendar year, except as permitted
by the City Administrator. An employee who is separated for any reason
shall be paid for any accumulated vacation leave, provided however, that
should an employee resign without given two (2) weeks written notice and
except for reasons of ill health, he/she shall forfeit his right to
accumulated vacation.
ARTICLE XXIII . SICK LEAVE
An employee shall accumulate sick leave at the rate of one day (eight hours) per
month of service to a maximum of nine hundred sixty (960) hours. After nine
hundred sixty (960) hours is reached, one day (8 hours) of sick leave per month
shall accumulate to a sick leave bank. Any employee absent from work for fifteen
(15) consecutive calendars shall have said sick leave deducted from the sick leave
bank until such time as the sick leave bank is exhausted before deductions are
made from regular accumulated sick leave.
ARTICLE XXIV. BEREAVEMENT LEAVE
Employees may receive three (3) days of bereavement pay for the death of members
of immediate family which shall be charged to sick leave. Funeral leave benefits
for the deaths of individuals other than members of the immediate family shall be
charged to vacation time.
ARTICLE XXV. SEVERANCE PAY
25.1 Any employee who is separated from his/her position by retirement,
discharge or resignation shall receive severance pay of forty-five percent
(45%) of a maximum of nine hundred sixty (960) hours of accumulated regular
sick leave calculated on the basis of his/her current wage scale. Should
any employee resign without giving two (2) weeks written notice , except for
reasons of ill health, shall forfeit his/her right to all accumulated
leave .
25.2 Employees hired after January 1, 1981 will be entitle to severance pay
after five (5) years of service.
ARTICLE XXVI . INJURY ON DUTY
26 .1 Employees injured while on duty, through no fault of the employee, shall be
paid the difference between the employee's regular rate of pay and workers
compensation benefits for a period not to exceed seventy-five (75) working
9
i
days, in accordance with guidelines set forth in M.S. 176.021, Subd. 5,
beginning with the sixth (6th) working day of such injury. Such time shall
not be charged against the employee's sick leave, vacation or other
accumulated benefits.
ARTICLE XXVII. PREMIUM PAY
When no supervisor such as the Police Chief, Deputy Chief or a Sergeant is
working, but two or more officers are working for a period of two hours or
more, the senior officer is in charge and responsible for the maintenance
of those standards and procedures necessary for the department to function
properly. Being in charge for a period of two hours or more will the
qualify the senior officer for premium pay of $.88 per hour.
ARTICLE XXVIII. WAIVER
28.1 Any and all prior agreements, resolutions, practices, rules and regulations
regarding terms and conditions of employment, to the extent inconsistent
with the provisions of this Agreement, are hereby superseded.
28.2 The parties mutually acknowledge that during the negotiations which
resulted in this Agreement, each had the unlimited right and opportunity to
make demands and proposals with respect to any term or condition of
employment not removed by law from bargaining. All agreements and
understandings arrived at by the parties are set forth in writing in this
Agreement for the stipulated duration of this Agreement. The Employer and
the Union each voluntarily and unqualifiedly waives the right to meet and
negotiate, regarding any and all terms and conditions of employment
referred to or covered in this Agreement or with respect to any term or
condition of employment not specifically referred to or covered by this
Agreement, even though such terms or conditions may not have been within
the knowledge or contemplation of either or both of the parties at the time
this Agreement was negotiated or executed.
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1
ARTICLE XXIX. DURATION
This agreement shall be effective as of the first (1st) day of January, 1990 and
shall remain in full effect until the thirty-first (31st) day of December 1990.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
day of 19
FOR THE CITY OF SHAKOPEE IfOR TEAMST IVLOCAl.. 32*
•
Mayor Union Steward .
1 �
City Administrator Local 320 f•epresentativef
City Clerk
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APPENDIX A - WAGES
A.1 Effective January 1, 1990 the Police Officer Salary Schedules shall be as
follows:
After 36 months $2,932.17 per month
After 24 months (90% of Top Patrol rate) $2,638.95 per month
After 12 months (80% of Top Patrol rate) $2,345.74 per month
Start (75% of Top Patrol rate) $2,199.13 per month
A.2 The Employer agrees to pay one hundred dollars ($100.00) per month shift
differential to any employee appointed or assigned by the Employer to act
as an Investigator/Detective.
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,'
MEMO TO: Council Members
FROM: Mayor Gary Laurent
RE: Report on Community Facilities
DATE: September 6, 1990
As you probably know, in recent months, several groups from within
our City have been working to promote their own specific community
interests. These include a community center, an athletic field, a
hockey facility, a senior center and others. Many individuals from
these various groups have contacted me expressing their groups
desires and asking for information on a wide range of topics. In
these contacts I observed: 1) that the individual groups were
somewhat unaware of other groups efforts or in any event were not
working together with those other groups; 2) that the groups lacked
some general understanding regarding land use, public and private
financing options and government process, and; 3) that the groups
have a genuine interest in improving our community.
In an attempt to make the various groups aware of other groups '
goals, and to provide general factual information in relevant
areas, I invited members of these various groups to an information
sharing session on September 5, 1990. Because some of these
interests are school related, I also invited the school board
chair, schools ' acting superintendent and Councilmember Vierling as
our council/school liaison. The meeting was well attended and I
believe quite successful in meeting the goals that I had
established for it.
This is being submitted as an informational item only, and I
encourage you to contact me should you have any questions or
comments regarding the meeting.