HomeMy WebLinkAbout17.A. 2012 Police Union Contract � ' �
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� City of Shakopee
MEMORANDUM
TO: Mayor and City Council
Mark McNeill, City Administrator
FROM: Kris Wilson, Assistant City Administrator �
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SUBJECT: Ratification of 2012 Patrol Officers Union Contract
. DATE: December 15, 2011 .
Introduction
The City Council is asked to authorize the appropriate individuals to sign the attached labor
agreement with Law Enforcement Labor Services, representing the City's 37 patrol officers.
� Background
Management has reached a tentative agreement with the City's patrol officers union. The union
has voted to accept the agreement, so the issue is now before the City Council.
� . The followi.ng are the terms of the agreement:
�. . . . . �
'; ' � ➢ 2 year contract (January 1, 2012 - December 31, 2013); �
' � ➢ 2% general wage increase effective January 1, 2012 and a 2% increase January 1, 2013;
' ➢ Annual uniform allowance to remain at $825 per year and continue to be paid out in one
; liunp sum; .
� ➢ An increase from a half-day holiday on December 24 to a full-day holiday on that date;
, ➢ The following increases to special duty pay:
� Current 2012 • 2013
, Investigator $200 $240 $280 .
SRO $160 $190 $220
Multi-Housing $100 $120 $140
The one outstanding issue is that of the officers' contributions to their Post-Employment Health
� Caze Savings Plan, which is outlined in Appendix C. This is an issue that requires a consensus
amongst union members but does not impact the City financially. The union hopes to reach the
necessary consensus amongst its members sometime in January. Therefore it is proposed that
the contract be approved and signed witxi the exception of Appendix C, which will be brought
� back for final approval at a later date.
Budget Impact
The 2012 adopted operating budget included funding for a 1% wage increase for a11 full-time
, employees. The 2% increase esta.blished in this conlract can be paid for within the adopted
� personnel budget due to health insurance changes that resulted in lower insurance costs for the
City in 2012..
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Relationship to Vision �
This item relates to Goal E: Deliver effective and efficient public services by a sta.ff of well-
trained, caring and professional employees.
Recommendation �
' The City Administrator and I recommend approval of the proposed contract as a fair and
reasonable settlement for both the City and the union. �
Requested Action
The Council is asked to authorize the appropriate officials to enter into the negotiated 20121abor
agreement with Law Enforcement Labor Services on behalf of the City's patrol officers, with the
exception of Appendix C, which is held open for further negotiation and future settlement.
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LABOR AGREEMENT
BETWEEN �
THE CITY OF SHAKOPEE
. AND
LAW ENFORCEMENT LABOR SERVICES, INC.
Police Officers -
� Effective January 1, 2012 — December 31, 2013�
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ARTICLE PAGE
l. PURPOSE OF AGREEIVIENT ......................................................... 4
2 . RECOGNITION ................................................................................. 4
3. DEFINITIONS .................................................................................. 4
4. EMPLOYER SECURITY ................................................................ 5
5. EIVIPLOYER AI.TTHORITY ............................................................. 5
6. I.JNION SECURITY ..................................................... 6 .
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7. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ........................ 6
8. SAVINGS CLAUSE .............................................................................. 8
9 . SENIORITY ............................................................................................ 8
10 . DISCIPLINE ............................................................................................. 9
1 l. CONSTITUTIONAL PROTEC'TION ..................................................... 10
12. WORK SCHEDULE ................................................................................ 10
13 . OVERTIME ............................................................................................... 10
14. COIVIP TIlvIE .................................................................. 10
15 . COURT TIlVIE .......................................................................................... 11 ,
16. CALL BACK TIME ................................................................................. 11
17. WORKIlVG OUT CLASSIFICATION ..................................................... 11
18 . INSURANCE ....................................................................:........................ 11
19. POST EMPLOYMENT HEALTH CARE SAVIlVGS PLAN .......................... 11
20 . STANDBY ............................................................................................... 11 �
21 . UNIFORMS ............................................................................................... 12
22 . LONGEVITY ..:.......................................................................................... 12
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INDEX
AR.TICLE PAGE
23. HOLIDAYS ................................................................................................. 12
24. VACATIONS ............................................................................................... 13
25. SICK LEAVE ...................................................................................:........... 13
26. BEREAVEMENT LEAVE ......................................................................... 13
27. SEVERANCE PAY ..................................................................................... 13
28. INJURY ON DUTY .................................................................................... 13
29. PREMIUM PAY . ` .
......................................................................................... 14
30. FIELD TRAINING OFFICERS ................................................................. 14
31 POST LICENSE .....................................................:....................................... 14
32. ' WANER .......................................................................................:............... 14
33. DURATION ......:.......................................................................................... 14
APPENDIXA - WAGES ............................................................................. 16
APPENDIX B- PERFORMANCE PAY SYST'EM .................................. 17
APPENDIX C- POST EMPLOYMENT HEALTH SAVINGS PLAN 20
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LABOR AGREEMENT
BETWEEN
_ THE CITY OF SHAKOPEE
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
� ARTICLE 1.�. PURPOSE OF AGREEMENT
� This agreement is entered into as of January 1, 2012��-, between the City of Shakopee, hereinafter
called the Employer, and the Law Enforcement Labor Services, Inc., hereinafter called the Union.
It is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolution of disputes conceming 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 2.�. RECOGNITION
. 2.1 The Employer recognizes the Union as the exclusive representative, under Minnesota.
Sta.tutes, Section 179A.03, Subdivision 14, for a11 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 deternunation.
� ARTICLE 3. � DEFIl�TITIONS � �
3.1 LTIVION: The Law Enforcement Labor Services, Inc.
3.2 LJNION MEMBER: A member of the Law Enforcement Labor Services, Inc., Loca1 No.
292.
3.3 EMPLOYEE: A member of the exclusively recognized bargai.ni.ng unit.
3.4 DEPARTMENT: The Shakopee Police Department.
3.5 EMPLOYER: The City of Shakopee
3.6 CHIEF: The Chief of the Shakopee Police Departznent.
3.7 LTrTION OFFICER: Officer elected or appointed by the Law Enforcement Labor Services,
Inc.
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3.8 INVESTIGATOR/DETECTIVE: An employee specifically assigned or classified by the
Employer, to the job classification and/or job position of Investigator/Detective.
3.9 SCHOOL RESOURCE OFFICER: An employee specifically assigned or classified by the
Employer to the job duties of School Resource Officer in the Junior High or Senior High,
during the regulaz nine-month school year.
3.10 MULTI-HOUSING OFFICER: An employee who is assigned to work with
the management and occupants of attached housing developments, with a
focus to reduce criminal activity and foster positive police-community
relations.
3.11 OVERTIlVIE: Work performed at the express authorization of the Employer in excess of the
employee's scheduled shift.
3.12 SCHEDULED SHIFT: A consecutive work period includi.ng rest breaks and a lunch break.
3.13 REST BREAKS: Periods during the Scheduled Shi.ft, during which the employee remains �
on continual duty and is responsible for assigned duties.
3.14 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,
faithfizl 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 4. � 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 5. � 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 deterniine 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.
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� ARTICLE 6. � LJNION 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).
6.4 The Union agrees to indemnify and hold the Employer harxnless 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 this Article.
� ARTICLE 7. �. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7.1 Defuution of a Crrievance. A grievance is defined as a dispute or disagreement as to the
interpretation or application of tlie specific terms and conditions of this Agreement.
7.2 Union Representatives. The Employer will recognize Representatives designated by the
Union as the grievance representa.tives of the bargaining unit having the duties and
responsibilities established by this Article. The Union sha11 notify the Employer, in writing,
of the names of such Union Representa.tives and of their successors when so designated, as
provided by Section 6.2 of this Agreement.
7.3 Processin� of a Crrievance. 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 representa.tive have notified and
received the approval of the designated supervisor, who has determined that such absence is
reasona.ble 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 th�
following procedure.
Step 1
An employee claiming a violation concerning the interpreta.tion or application of this
Agreement sha11, 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 witivn ten (10) calendar da.ys 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
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after the Employer-designated representative's final answer in Step l. Any grievance not
appealed in writing to Step 2 by the Union, witivn ten (10) calendar da.ys sha11 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) 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 representatives final Step 2
answer. Any grievance not appealed in writing to Step 3 by the Union witivn ten (10)
calendar da.ys following the Employer-designated representative's final Step 2 answer 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 representa.tive. 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 may be submitted
to the Minnesota Bureau of Mediation Services for mediation or to arbiiration within ten
(10) calendar days following the Employer-designated representative's final Step 3
answer. If the grievance is submitted to mediation and not resolved, it may be appealed
to arbitration within ten (10) calendar days following the Employer-designated
representative's final Step 4 answer.
Step 5
A grievance unresolved in Step 4 and appealed to Step 5 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 sha11 be made in accordance with rules
established by the Bureau of Mediation Services. -
7.5 Arbitrator's Authoritv �
A. The arbilrator 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 contr�ary 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 Arbilrator's decision shall be submitted in
writing within tlurty (30) days following close of the hearing or the submission of
briefs by the parties, whichever be later, u.nless the parties agree to an extension. The
decision shall be binding on both the Employer and the Union and shall be based
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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 sha11 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 sha11 be shared equally.
7.6 Waiver
If a grievance is not presented within the time limits set forkh above, it shall be considered
"waived". If a grievance is not appealed to the next step within the specified time limit or
any agreed e�ctension 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 Remedv
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 5
of Article VII or a procedure such as: Civil Service, Veteran's Preference or Fair
Employment. If appealed to any procedure other than Step 5 of Article VII, the grievance is
not subject to the arbitration procedure as provided in Step 5 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 shall sign a statement to the effect that the choice of any other
hearing precludes the aggrieved employee from making a subsequent appeal through Step 5
of Article VII.
The election set forth above sha11 not apply to claims subject to the jurisdiction of the United
States Equa1 Employment Opportunity Commission.
� ARTICLE 8. �. SAVINGS CLAUSE
This Agreement is subject to a11 applicable laws. In the event any provision of this Agreement shall
be held to be contraty to law by a court of competent jurisdiction from whose final judgment or
decree no appeal has been taken within the ti.me provided, such provisions shall be voided. All other
provisions of the Agreement shall continue in full force and effect. The voided provision may be re-
negotiated at the written request of either party.
� ARTICLE 9. � SErTIORITY
9.1 Seniority shall be deternuned by the employee's length of continuous employment with the
Police Deparkment 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.
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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�her previous position at the sole discretion of the Employer.
9.3 A reduction of work force will be accomplished on the basis of seniority. Employees shall be
recalled from layoff on the basis of seniority. An employee on layoff shall have an
opportuiuty to return to work in two (2) years of the time of his�her 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 February 1� of
each year.
� ARTICLE 10. � DISCIPLINE
10.1 The Employer will discipline employees for just cause only. Discipline will be in one or
mare 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 aclalowledged by the signature of the
employee. Employees and the Union will receive a copy of such reprimands and 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 opporhanity to have a Union representative present at such '
questioning.
10.7 Crrievances relating to this Article shall be initiated by the Union in Step 3 of the Crrievance
Procedure, under Article VII.
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� ARTICLE 11. �. CONSTITUTIONAL PROTECT'ION
Employees shall have the rights granted to all citizens by the United States and Minnesota State
Constitution.
� ARTICLE 12. � WORK SCHEDULE
12.1 The normal work year is two thousand and eighty hours (2,080) to be accounted for by each
employee through:
a) hours worked on assigned shifts;
b) holida.ys;
c) assigned training; and
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 13. � 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. � :
13.5.1 Employees have the obligation �to work overtime or callbacks if requested by the Employer,
unless unusual emergency circumstances prevent the employee from so working.
� ARTICLE 14. � COMP TIlVIE
All employees may carryover up to 40 hours of accumulated comp time from one payroll year to
the next. Any hours of accumulated comp time in excess of 40 hours as of the end of the last pay
period of the payroll year will have those hours converted into cash and paid to the employee.
The conversion will take place once a year on the pay date of the last payroll of the plan year. •
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� ARTICLE 15. � COURT TIME .
An employee who is required to appear in Court during his or her scheduled off-duty time sha11
receive a minimum of three (3) hours pay at one and one-half (1 1/2) times the employee's base pay
ra.te, or three hours minimum compensatory time off at time and one-half (1 1/2), at the employee's
� discretion.
An employee who is scheduled for Court during off-duty time, but subsequently canceled, sha11 be
entitled to two (2) hours pay at the employee's base rate, unless the employee was notified of the
cancellation prior to 5:00 PM of the preceding business day. An extension or early report to a
regularly scheduled shift for Court appearance does not qualify the employee for the two (2j hour
iiLinimum,
� ARTICLE 16. �. CALL BACK TIME
An employee who is called to duty during his or her scheduled off-duty time shall receive a
r�mum of three (3) 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 duty does not qualify the employee for the
three (3) hour minimum,
When called back, the employee will be assigned to work a miniinuxn of three (3) hours.
� ARTICLE 17. �. WORKIl�G OUT OF CLASSIFICATION
Employees assigned by the Employer to assuxne the full responsibilities and authority of a higher job
classification in the bargaiiung unit shall receive the salary schedule of the higher classification for
the duration of the assignment. •
� ARTICLE 18. � INSUR.ANCE
Police employees covered under this contract shall receive contributions towards health insurance
premiums equal to that of non-contract employees. In addition, the City shall provide life and long
term disability insurance equal to that of non-contract employees.
� ARTICLE 19. � POST-EMPLOYMENT HEALTH CARE SAVIl�tGS PLAN
Police employees covered under this contract sha11 be enrolled in the Minnesota. State Retirement
System (MSRS) Health Care Savings Plan (HCSP). The City shall contribute $25 per month to each
employee's HCSP, and automatically deposit a percentage of each employee's regular pay and
severance pay, as outlined in Appendix C.
� ARTICLE 20. � 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.
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� ARTICLE 21. � LJNIFORMS
Employees will be paid a uniform allowance during January of each year. The allowance will be
� eight hundred twenty-five dollars ($825) for calendar year 2012 and 2013�.
� ARTICLE 22.� LONGEVITY
22.1 The following Longevity Pay Plan will be in effect:
At the start of the fifth (Sth) 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 addifional.
At the start of the eleventh (l lth) 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 (1 Sth) year of service, an employee shall receive one hundred
ninety-four dollars and ninety-two cents ($194.92) per month additional.
22.2 In lieu of the longevity pay plan outlined in section 22.1, employees may choose to be
covered under the performance pay system outlined in Appendix B to this agreement.
� ARTICLE 23�. HOLIDAYS
23.1 All permanent employees and full-time probationary employees shall be eligible for ninety-
� six�e hours of holiday pay (12�-5 paid holidays). �
23.2 Any employee required to work on any of the following listed eleven and one-half (11.5)
paid holidays shall receive an additional one-half (1/2) times his�her base pay rate in addition
to the regular holiday time off•
1. January 1 st 7. First Monday in September .
2. Third Monday in January 8. November l lth
3. Third Monday in February 9. Fourth Thursday in November
4. Friday before Easter 10. Fourth Friday in November
5. Last Monday in May 11. December 25th
I 6. Ju1y 4 12. December 24�'
23.3 The Employer may, at his�her option, buy back from any employee so requesting in writing
by November 1 st of each calendar year any holiday time off earned but not used by the
employee by December 31 st of any calendar year.
23.4 An employee leaving the City's employment shall receive holida.y pay on a pro-rated basis.
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� ARTICLE 24.� VACATIONS �
24.1 Employees sha11 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 200 hours
24.2 Employees who have 0- 4 years of employment may accumulate no more than 240 hours of
vacation leave. Employees who have 5-15 years of employment may accumulate no more
than 300 hours of vacation leave. Employees who have 16 or more years of employrnent
may accumulate no more than 360 hours of vacation leave. An employee who is separated
for any reason sha11 be paid for any accumulated vacation. �
� ARTICLE 25� 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 sha11 accumulate to a sick leave bank. Any employee absent
from work for fifteen (15) consecutive calendaz days 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. Employees who have accumulated a minimum of 160 hours of sick
leave may convert sick leave to vacation at the rate of 3 hours of sick leave to 1 hour of vacation up
to a maximum of 20 hours of vacation per year per City policy.
� ARTICLE 26�. BEREAVEMENT LEAVE
� Sick leave also may be granted for a maximum of three da.ys per occurrence for death of the
employee's spouse, child, step-child, parent, step-parent, sibling, father-in-law, mother-in-law,
brother-in-law, sister-in-law, step-brother, step-sister, son-in-law, daughter-in-law, grandparent,
grandchild, or any relative residing permanently with and dependent upon the employee. Funeral
leave benefits for the deaths of individuals other than members of the immediate family shall be
charged to vacation time. � �
� ARTICLE 27� SEVERANCE PAY
Any employee who has completed five (5) years of employment with the City of Shakopee and 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 sixiy (960) hours of accumulated regular
sick leave calculated on the basis of his�lier current wage scale. Should any employee resign without
givi.ng two (2) weeks written notice, except for reasons of ill health, they sha11 forfeit his�her right to
all accumulated leave.
� ARTICLE 28�. INJURY ON DUTY
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 da.ys, in accordance with guidelines set forth in M.S. 176.021,
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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 29�'�: PREMIUM PAY
When no supervisor such as the Police Chief, a Captain or a Sergeant is working, but two or more
officers aze working for a period of two hours or more, the senior officer is in charge and responsible
for the maintenance of those standazds and procedures necessary for the department to function
properly. Being in charge for a period of two hours or more will then qualify the senior officer for
premium pay of $1.20 per hour.
� ARTICLE 30-��. FIELD TR.AINING OFFICERS
Employees acting as Field Training Officers (FTOs) shall receive one and one quarter hours (1.25) of �
pay for each shift worked as FTO. �
� ARTICLE 31��: POST LICENSE
The Employer will pay up to ninety dollars ($90) towards the renewal of the Police Officers
Standards and Training (POS1� License every three years, while the officer is actively employed by
the City of Shakopee. . �
� ARTICLE 32� WAIVER
28.1 Any and all prior agreements, resolutions, pra.ctices, 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 aclrnowledge 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 employxnent not specifically referred to or covered by this .
Agreement, even though such terms or conditions may not have been witlun the knowledge
or contemplation of either or both of the parties at the time this Agreement was negotiated or
executed.
� ARTICLE 33� DURATION
This agreement shall be effective as of the first (1 st) day of January, 2012� and shall remain in
full effect until the tivrry-first (31 st) day of December, 2013�.
14 .
IN WITNESS WI�REOF, the parties hereto have executed this Agreement on this
� da.y of , 2012�.
FOR TI� CITY OF SHAKOPEE LAW ENFORCEMENT LABOR
� • SERVICES, INC., LOCAL NO. 292
" Mayar Union Steward �
City Administrator Union Steward
City Clerk LELS Business Agent
15
APPENDIX A
WAGES
2% Effective January 1, 2012 .
Step 1 Step 2 Step 3 Step 4 Step 5
start after 12 mos. after 24 mos. after 36 mos. after 48 mos.
75% 81.25% 87.50% 93.75% 100%
Monthly $4,229.62 $4,582.08 $4,934.55 $5,287.02 $5,639.49
Hourly $24.40 $26.44 $28.47 $30.50 $32.54
2% Effective January 1, 2013
Step 1 Step 2 Step 3 Step 4 Step 5
start after 12 mos. after 24 mos. after 36 mos. after 48 mos.
75% 81.25% 87.50% 93.75% 100%
Monthly $4,314.21 $4,673.73 $5,033.24 $5,392.76 $5,752.28
Hourly $24.89 $26.96 $29.04 $31.11 $33.19
�-
a
�
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- � �i � ���� �
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The employer agrees to pay a shift differential of two hundred and fo dollars 240�$9) per
month s���in 2012 and two hundred and ei�tv dollars ($280�per month in 2013 to
the employees appointed or assigned by the Employer to act as an Investigator/Detective.
Employees assigned by the employer to act as School Resource Officers (SRO's) in the Middle
� School, Junior High or Senior High shall receive a shift differential of one hundred ninetv dollars
16 '
I($1901 per month in 2012 and two hundred and twentv dollars ($2201 per month in 2013 e�e-
', for the nine-months that school is in
session.
Employees assigned by the employer to act as Multi Housing Officers shall receive a shift '
differential of one hundred and twentv dollars ($1201 per month in 2012 and one hundred and
fortv dollars ($140) er month in 2013. ____ ,,,,��,,, �Q � nm o,. ,,,,,�,.,, ,� •# ,, •� +• ,
� ++N+I4lLK u \�y v/ �JVl 111V11�11 JL111l.�IGIAT
� 17
APPENDIX B
. PERFORMANCE PAY SYSTEM
Employees may earn additional compensation based on the following criteria:
B.1 Education/Trainin� (up to $150/month or $1800 year)
Two Components
1. Education - employees with a Bachelor's degree in a job-related field are eligible for
an additional sixty dollars ($60) per month; employees with a Master's degree in a
job-related field are eligible for an additional ($90) per month compensafion.
- immediate eligibility �
2. On-going education/lraini.ng ($60/month - annual requiremerit)
(a) Academic - 2 courses (minimum 6 credits), or
(b) training - 24 P.O.S.T. credits
- Academic courses must be from an accredited institution of higher
. learni.ng and be approved by the Chief of Police prior to enrolling. The City would
reimburse employees for college courses consistent with the City's tuition
reimbursement policy.
-Traini.ng sessions must be approved by the Chief of Police prior to
attending. The City would pay for the traini.ng sessions.
-The trai.ning requirements are above and beyond the normal P.O.S.T.
licensing requirements.
-The courses/training sessions must be attended on off-duty time.
-Eligibility after 3 years of service.
B.2. Performance ($60/month or $720/year)
-Employees who perform at an above average level will be eligible to
receive merit pay. -
-Merit pay will be based solely on the employee's annual performance
evaluation.
-The City will not place restrictions on the number of employees that
will be eligible to receive merit pay.
-Employees that have received merit pay may lose it if their
18
performance does not continue at an above average level.
-Since the merit pay is based on annual performance evalua.tions, it
may be grieved to the Police Chief and City Admuustrator, but is not
arbitrable.
-Eligibility after 2 years of service.
B.3 Communitv Service ($60/month or $720/year)
-Employees who are actively involved in some outside community
service (scouting activities, service clubs, youth athletics, church
, groups, etc.) would be eligible to receive additional compensation.
-Community service does not have to occur in the City of Shakopee.
-Community service activities are an excellent means of personal
growth and development, and should result in the employee having
substantial input into the community.
• -Community service activities need to occur on an annual basis.
-Community service activities must be pre-approved by the Chief of
Police and employee must show evidence of participation in the
group/activity.
-Eligibility after 4 years of service.
B.4 Wellness/Fitness ($40/month or $480/year)
-Employee would need to make substantial progress on personalized
wellness/fitness goals and objectives to qualify for additional
compensation.
-Employee would receive a personalized wellness/fitness profile with
certain goals/objectives. Employee would be required to make
substantial progress toward meeting the various goals/objectives or
to maintain a sound wellness/fitness profile.
-Employee would be evaluated for compliance every year.
-Eligibility after 2 years of service. �
B.5 Skill Assessment ($50/month or $600/year)
' -Employee must pass an annual written assessment that would be
developed by the staff and administered by the Chief of Police to
qualify for additional compensation.
19
-The assessment will be based on infortnation from the Deparhment's
Policy & Procedures Manual, criminal code, City ordinances,lraffic
laws, IACP training keys, and other relevant criteria as determined by �. .
Employer.
� -The evaluation will be 50 questions and score of 75% or above is
considered passing. �
-Eligibility af�er 1 year of service.
20
APPENDIX C
POST EMPLOYMENT HEALTH CARE SAVINGS PLAN (HCSP)
•CONTRIBUTION SCHEDULE FOR LELS MEMBERS
HELD OPEN FOR
' FURTHER NEGOTIATION
AND FUTURE SETTLEMENT
'� �eg�-e�€
�'�c@� o., «�. - cn��� -�-i « Z n Z � +�
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z�� �nnFJ-�z�� - �i.-�rin6
pi i�c�czv"'nn�"'-rouc=6" �•,T-e„� c�o,( * t nno� ��--� �rvv°�a-��
6'�H�2 ° H$c.�r�'@&�x�.
o .
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_- � 1 � 1
�� �i�i ciiiir� ° � `�' s�r�in�lisihl�f�r ����1 °�+0.7 Q:..L T .. D +
- -- ----r--� --- ��--- -- ------ a---- --- -------'...__. ..,'_'_ ��.....� � »�...»..
?k�k�k TT,....,, ol;..;l.,;l;+.. .,#o,. �.o.,« 1 C
Accelerated Sick Leave Severance Pavout
The City of Shakopee appreciates employees, who through long-term service and dedication, '
contribute to making the city a successful and positive service provider. In recognition thereof,
the City acknowledges such long-term service by providing an accelerated sick leave payout
formula listed below if the employee meets all the following conditions:
• Full-time or part-time benefit-eligible employee with the City of Shakopee for 15
continuous years or more.
• Employee must reach the age (usually age 55, as governed by Minnesota. Statutes, 2004,
353.29 and related chapters) and service requirements to �be qualified for retirement under
PERA. �
• Employee is separating employment in good standing. '
• The percenta.ge of the severance pay-out shall be based on a maximum of 960 hours of
accumulated sick leave calculated on the basis of the employee's current annual base pay.
• The accelerated severance payment will be deposited in the employee's HCSP account
not later than the first regularly scheduled payday following the employee's final day of
employment.
21
Completion of Continuous Service
` With the Citv of Shakopee , Step-up Pavout fo�mula � �
;�. 15 years . � . 55% .
'�t t r �", . ; �' 16 years . . _ . 57%
. . years� ` , . 59% • .
. : . � 18 yeazs 61%
19 years 63 %
20 years 65%
- 21 years � 67%
22 years 69%
23 years 71 %
24 years 73%
25 years 75%
. Anniversary date of full-time employment or part-time benefit-eligible date is used to compute
years of service with Shakopee.
22