HomeMy WebLinkAbout10.A. Approval of 2014-2016 Patrol Officers ContractGeneral Business 10 A
S� iAKOPEE A.
TO: Mayor and City Council
Mark McNeill, City Administrator
FROM: Kris Wilson, Assistant City Administrator
DATE: 03/04/2014
SUBJECT: Approval of 2014 -2016 Patrol Officers Contract (E) (Personnel)
Action Sought
The Council is asked to authorize the appropriate officials to enter into the attached labor
agreement with Law Enforcement Labor Services (LELS), representing the City's 36 Police
Officers.
Background
The current labor agreement with the City's patrol officers expired December 31, 2013. The City
has held several negotiating sessions with representatives of the union to arrive at the attached
contract.
The negotiated contract includes the following:
1. A 3% general wage increase each year of the contract.
This is identical to the general wage increase negotiated with the City's other two union
groups.
2. A $25 increase in the uniform allowance in 2014 and 2016.
The current uniform allowance is $825 per year. This will bring it up to $850 for calendar
years 2014 and 2015 and to $875 for calendar year 2016.
3. A trading of the Good Friday holiday for Easter as a holiday.
4. The extension of special duty pay currently awarded to the Crime Prevention Officer
to also include those assigned to the Street Crimes Unit. This is a shift differential of
$140 per month.
5. A realignment of the Performance Pay System and a renaming of the program to
Incentive Pay. These changes include:
a) An increase in the monthly amount for Fitness -- from $40 to $60 in exchange for meeting
the Cooper Fitness Standards.
b) The addition of a Foreign Language Component, providing $60 per month to those that
can pass a test demonstrating conversational speaking skills in a language other than English
that has a presence in the community.
c) An increase in the monthly amount paid to those with a Master's Degree from $30 to $60
per month.
d) The elimination of the Skills Assessment and Performance Review components of the
system and the addition of the dollar amounts formerly paid for these components into the
base wage.
6. A one -time, 30 -day open enrollment period to allow current employees to select
between Longevity Pay and Incentive Pay plans. That selection will then be binding for
the duration of their employment in the bargaining unit. New hires will have up to one year
to make a selection between the two plans and that selection will be binding for the duration
of their employment in the bargaining unit.
Budget Impact
Funding for a 3% wage increase is available within the adopted 2014 budget for the Police
Department and will need to be planned for in the 2015 and 2016 budgets.
Recommendation
The City Administrator and I recommend ratification of the negotiated contract as it represents a
fair and reasonable deal for the City and our employees.
Relationship to Vision
Fair wages and benefits are essential to attracting and retaining well qualified employees.
Therefore this item contributes to Goal E: Deliver effective and efficient services by a staff of
well- trained, caring and professional employees.
Requested Action
The Council is asked to authorize the appropriate officials to enter into the attached labor
agreement with Law Enforcement Labor Services, on behalf of the City's Police Officers.
Attachments: 2014 -16 Patrol Officer Contract
LABOR AGREEMENT
BETWEEN
THE CITY OF SHAKOPEE
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
Police Officers
Effective January 1, 2014 — December 31, 20163
1 1 1
ARTICLE PAGE
1. PURPOSE OF AGREEMENT .......................... ............................... 4
2. RECOGNITION .................................................. ............................... 4
3. DEFINITIONS ................................................... ............................... 4
4. EMPLOYER SECURITY ................................. ............................... 5
5. EMPLOYER AUTHORITY .............................. ............................... 5
6. UNION SECURITY ............................................ ............................... 6
7. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ........................ 6
8. SAVINGS CLAUSE ............................................... ............................... 8
9. SENIORITY ............................................................. ............................... 8
10. DISCIPLINE .............................................................. ............................... 9
11. CONSTITUTIONAL PROTECTION ...................... ............................... 10
12. WORK SCHEDULE ................................................. ............................... 10
13. OVERTIME ................................................................ ...............................
10
14. COMP TIME ................................... ...............................
10
15. COURT TIME ........................................................... ...............................
11
16. CALL BACK TIME .................................................. ...............................
11
17. WORKING OUT CLASSIFICATION ...................... ...............................
11
18. INSURANCE .............................................................. ...............................
11
19. POST EMPLOYMENT HEALTH CARE SAVINGS PLAN ..........................
11
20. STANDBY ................................................................ ...............................
11
21. UNIFORMS ................................................................ ...............................
12
22. LONGEVITY .............................................................. ...............................
12
2
INDEX
ARTICLE
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. WAIVER ........................................................................ ............................... 14
33. DURATION .................................................................. ............................... 14
APPENDIX A - WAGES .............................................. ............................... 16
APPENDIX B - PERFORMANCE PAY SYSTEM ... ............................... 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 L. PURPOSE OF AGREEMENT
This agreement is entered into as of January 1, 20142012, 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 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 2.. RECOGNITION
2.1 The Employer recognizes the Union as the exclusive representative, under Minnesota
Statutes, Section 179A.03, Subdivision 14, 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 3. DEFINITIONS
3.1 UNION: The Law Enforcement Labor Services, Inc.
3.2 UNION MEMBER: A member of the Law Enforcement Labor Services, Inc., Local No.
292.
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 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 regular 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 OVERTIME: Work performed at the express authorizatioikof the Employer in excess of the
employee's scheduled shift.
3.12 SCHEDULED SHIFT: A consecutive wor period including rest breaks and a lunch break.
3.13 REST BREAKS: Periods during the Scheduled Shift, during which the erployee remains
on continual duty and is responsible for assigned duties
3.14 STRIKE: Concerted action in faifmgrto report for dutyzthe 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 I a change in the °conditions or compensations or the rights, privileges
or obligations of employment. aw }
ARTICLE 4. EMPLOYER SECURITY
The Uniort agrees` that during the, life of this - Agreement that the Union will not cause, encourage,
participaWia or support any strike, slow -down or other interruption of or interference with, the
normal functions of the Em' o er.
P t Y
5.1 The Employer retains the full and unrestricted right to operate and manage all manpower,
facilities and equipment; t"destablish functions and programs; to set and amend budgets; to
determine the utilization f 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.
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ARTICLE 6. 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
notice(s) and announcement(s).
6.4 The Union agrees to indemnify and hold the
suits, orders, judgments brought or issued aE
or not taken by the Employer under the pro
7.1 Definition of a Grievance. A levance is
interpretation or application of the.-9pecW<
terms
board for posting Union
B�
toyer harmless against any and all claims,
the Employed as a result of any action taken
of this Article
ROCEDURE
r
Ar
as i dispute or disagreement as to the
and conditions of this Agreement.
7.2 Union Representatives. The Employer will reeo iiize Representatives designated by the
Union as the grievance representatives of the bargaining unithaving the duties and 11,
responsibilities stab fished by this Article. T1i Umori shall notify the Employer, in writing,
of the names of such Union Representatives and of their siccessors when so designated, as
provided by Sectioi 6.2 of thil Agreement'
7.3 Processing of a, ievarice 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
employeeand 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 tle`designated supervisor, who has determined that such absence is
reasonable and would Tiof 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.
Std
An employee claiming a violation concerning the interpretation or application of this
Agreement shall, within twenty -one (2 1) 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) 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 within ten (10)
calendar days 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 representatiYe.� The Employer- desigriatedrepresentative 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 riot appealed in writing to Step 4 by the Union within ten
(10) calendar days shall be considere&waived.
Step 4
A grievance ur resolvecicin Step 3 and appealed to Step,,, by the Union may be submitted
to the Minnes'o'ta-Bureau of Mediation` Services for mediation or to arbitration within ten
(10) calendar days;following`the Employer-designated representative's final Step 3
answer 4-;, �If the grievance iiAsubm tted to mediation and not resolved, it may be appealed
to, arbitration` within teri, 10 calendar days following the Employer - designated
representative"§11hal Step answer. 4
Ste (5,
A grievance unresolved' =xin, 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 shall be made in accordance with rules
established by th4kPurea of Mediation Services.
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
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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 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.
7.6 Waiver
If a grievance is not presented within the time limits set f6rih above, it shall be considered
"waived ". If a grievance is not appealed to the nextstep 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 Remedv'
If, as a result of the written Employer' response in Step3; the grievance remains unresolved
and if the grievance involves the suspension, demotion, or discharge of an employee who has
completed the required probationar period; theegrievance m be appealed to either Step 5
of Article VII or a �ocedure such as: Civil Service, Veteran's Preference or Fair
Employment. 1. 4 pealed t &any procedure otli r than Step 5 of Article VII, the grievance is
not subject to the bitration procedure as provided in Step 5 of Article VII. The aggrieved
employee shall indicate in whiting which procedure is to be utilized, Step 4 of Article VII or
another appeal procedure and�shallsign a statement to the effect that the choice of any other
hearing precludes the aggeeved employee from °making a subsequent appeal through Step 5
of Article VII.
The 'election set forth' above shall not apply to claims subject to the jurisdiction of the United
States Equal Employment Opportunity Commission.
ARTICLE 8.. SAVINGS CLAUSE
This Agreement is subject toall applicable laws. 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 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. 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.
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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
opportunity 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 assinmentpreference 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 1St of
each year.
ARTICLE 10. DISCIPLINE
n
10.1 The Employer will disci p line a to ees for just cause 'only. Disci p line will be in one or
more of the following forms: h
a) oral reprimand
b) written reprimand' -,` "m,#
C) sus
pension;t `>
d) demotion, or
r
e) ,discharge.
ry
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 ari eployee'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 notices.
10.4 Employees may examine their own individual personnel files at reasonable times under the
direct sunervisiorro�ti e:F.mnlnvPr
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 be initiated by the Union in Step 3 of the Grievance
Procedure, under Article VII.
W
ARTICLE 11.. CONSTITUTIONAL PROTECTION
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) holidays;
c assigned trainin g; and
Y,
d) authorized leave time.R{ y
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 r `
13.1 Employees will W. compensated at one..and one.;-half (] 1/2) tines the employees regular base $1 1
pay rate for hours worked„ excess oftheQemp ayees regularly scheduled shift. Changes of
shifts do not qualify an employee for overtime under this Article.
13.2 Overtime,will be distr buted I e 1 as practicable.
13.3 Overtime refused by employees will, for record purposes under Article 13.2, be considered as
unpaid overtime worked.
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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.
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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 TIME
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.
IN
ARTICLE 15. COURT TIME
An employee who is required to appear in Court during his or her scheduled off -duty time shall
receive a minimum of three (3) hours pay at one and one -half (1 1/2) times the employee's base pay
rate, 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, shall 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 (2) hour
minimum.
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ARTICLE 16.. CALL BACK TIME
An employee who is called to duty during his or_lfer scheduled off -duty } `time shall receive a
minimum 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 minimum of three (3) hours.
ARTICLE IT. WORKING OF CLASSIFICATION �
Employees assigned by to Employer to assume the full responsibilities and authority of a higher job
classification in the bargaining unit'shall receive the salary schedule of the higher classification for
the duration of the assignment;
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ARTICLE`4 8421NSURANCE
Police employees coveredlri*r 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 lb that of non - contract employees.
Police employees covered under this contract shall 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. UNIFORMS
Employees will be paid a uniform allowance during January of each year. The allowance will be
eight hundred fifty dollars ($850) in 2014 and 2015 and eight hundred seventy -five dollars ($875) in
2016. t, ea, y r;.,e dell fs ($825) for- ,.,,lendar year 2012 and 2013.
ARTICLE 22. LONGEVITY
22.1 Active employees as of January 1, 2014 shall have 30 -days from the date this contract is
signed to make a one -time selection between the Longevity PU Plan outlined below and the
Incentive Pay Plan outlined in Appendix B of this contract. Once an employee exercises this
one -time option, his or her selection shall be binding for the duration of employment in this
bargaininiz unit. There shall be no ability to switch to the other plan once a selection has been
made.
New hires after January 1, 2014 shall have one -year from their date of hire to make a one -time
selection between the Longevity Plan and the Incentive Pay Plan, and that selection shall be
binding for the duration of their employment in this bargaining unit. If an employee accepts
compensation under the Incentive Pay Plan at any time prior to the one -year anniversary of their
date of hire, their one -time selection shall be deemed to have been made and there shall be no
ability to switch to the other plan.
22.2 The fbUewingLongevity Pay Plan shall consist of the following: wil- be 4r eff e4:
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 23. HOLIDAYS
23.1 All permanent employees and full -time probationary employees shall be eligible for ninety -
six hours of holiday pay (12 paid holidays).
23.2 Any employee required to work on any of the following listed twelve (12) 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 1st 7. First Monday in September
2. Third Monday in January 8. November 11th
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3. Third Monday in February 9. Fourth Thursday in November
4. Rid" befere Easter Sunday 10. Fourth Friday in November
5. Last Monday in May 11. December 24th
6. July 4t' 12. December 25a'
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 holiday pay on a pro -rated basis.
ARTICLE 24. VACATIONS. M .k ,.
24.1 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 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 employment
may accumulate no more than 360 hours of vacation leave. An employee who is separated
for any reason shall 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 shall accumulate to a sick leave bank. Any employee absent
from work for fifteen (15) consecutive calendar 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 days 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.
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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 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, they shall 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 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 29 PREMIUM PAY
When no supervisor such as the Police Chief, a Captain 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 then qualify the senior officer for
premium pay of $1.20 per hour.
ARTICLE 30. FIELD TRAINING 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 (POST) 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, 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
14
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.
ARTICLE 33 DURATION
This agreement shall be effective as of the first (1st) day of January, 20142012 and shall remain in
full effect until the thirty-first (31st) day of December, 2016 2013.
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IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this
day of , 2014204-2.
FOR THE CITY OF SHAKOPEE
Mayor
City Administrator
City Clerk
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LAW ENFORCEMENT LABOR
SERVICES, INC., LOCAL NO. 292
Union Steward
Union Steward
LELS Business Agent
APPENDIX A
WAGES
3% Wage Increase -- effective Dec. 30, 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
$4,528.61
$4,906.00
$5,283.38
$5,660.76
$6,038.15
Hourly
$26.13
$28.30
$30.48
$32.66
$34.84
3% Wage Increase -- effective Jan. 1, 2015
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
$4,664.47
$5,053.18
$5,441.88
$5,830.59
$6,219.29
Hourly
$26.91
$29.15
$31.40
$33.64
$35.88
3% Wage Increase -- effective Jan. 1, 2016
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
$4,804.40
$5,204.77
$5,605.14
$6,005.50
$6,405.87
Hourly
$27.72
$30.03
$32.34
$34.65
$36.96
The employer agrees to pay a shift differential of twe hundred and f dollars ($240) pe month
in 7nirrz 'vex i two hundred and eighty dollars ($280) per month in 2013 o 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 en,e' und. °a flitiety dollars-
($190) per- month in 4 2 ,,.,a two hundred and twenty dollars ($220) per monthin 2013, for the
nine - months that school is in session.
Employees assigned by the employer to the Street Crimes Task Force or to the position of Crime
Prevention Officer, shall receive a shift differential of one hundred
and twenty dellafs ($120) pef month in 2012 a one hundred and forty dollars ($140) per month
for the duration of the assignment.
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APPENDIX B
INCENTIVE PAY SYSTEM
Employees selecting the Incentive Pay Plan may earn additional compensation based on the
following criteria:
B.1 Education/Traininu
(up to $180 /month or $2,160 year)
Bachelor's Degree. Employees with a Bachelor's degree in a job- related field shall
receive sixty dollars ($60) per month. (Eligible upon hire.)
2. Master's Degree. Employees with a Master's degree in a job- related field shall
receive an additional sixty dollars ($60) per month in addition to what is received for
having a Bachelor's degree. (Eligible upon hire)
3. Continuing Education / Training. Employee annually completing one of the
following shall receive an additional sixty dollars ($60) per month. (Eligible after
2 years of service.)
(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 learning 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.
Training sessions must be approved by the Chief of Police prior to attending. The
City would pay for the training sessions.
The training requirements are above and beyond the normal P.O.S.T.
licensing requirements.
The courses /training sessions must be attended on off -duty time.
Din w72 ,��
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B. 2 Community 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 3 years of service.
B.4 Fitness ($60 /month or $720 /year)
Cardio ($30 /month)
- tested by a 1.5 mile run
2. Core Strength ($15 /month)
- # of sit -ups completed in 1 minute
3. Upper -Body Strength ($15 /month)
- # of push -ups completed in 1 minute
The tests will be administered according to the Cooper Fitness Standards for Law
Enforcement. Employees must score at or above the 50th percentile for their age and gender
in order to receive the incentive pay.
The assessment will be offered twice a year at roughly six month intervals. Employees
successfully completing the first assessment offered for the year shall receive fitness pay for
the following twelve months and do not need to re -test during that time.
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Employees that do not successfully complete the assessment the first time it is offered may
request to retest roughly six months after the initial test. Employees successfully completing
the assessment the second time it is offered will receive fitness pay for the following six -
months and must re -test again after that time.
Employees that successfully complete one or two components during the first testing session
and wish to try or re -try the remaining component(s) at the six -month point will be given the
opportunity to do so.
Eligibility after 1 year of service.
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B. 4 Foreisn Lan2ua2e Skills
($60 /month / $720 /year)
Employees shall take a speaking exam through Language Testing International, or a mutually
approved equivalent testing service. This is a 30 minute over -the -phone test, the cost of
which will be paid by the City.
To qualify for incentive pay, employees must score at the Advanced Level on the current
ACTFL Proficiency scale. Employees must successfully re -test once every two -years in
order to maintain eligibility for the incentive pay. Eligible foreign languages are those
having a recognized presence in the community, as noted by the Shakopee Public Schools
records of languages spoken in student's homes.
American Sign Language shall be an eligible language for the purposes of this component.
Sign language proficiency shall be measured by the American Sign Language Proficiency
Interview offered through Galluadet University, or a mutally approved equivalent testing
service. Employees must score at or above Proficiency Level 3, and successfully re -test once
every two- years.
Eligibility immediately upon hire.
The evaltt4ien will be 5 0 questions and seere of 75,94o or ab.
eensidefed r
21
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The evaltt4ien will be 5 0 questions and seere of 75,94o or ab.
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APPENDIX C
POST EMPLOYMENT HEALTH CARE SAVINGS PLAN (HCSP)
CONTRIBUTION SCHEDULE FOR LELS MEMBERS
Years of Service with Hire - Beginning 2nd Beginning 16th Beginning of
City of Shaklee ygar 1 year - 15 years year -30 years 31 st year
% of per payroll contribution
0%
1%
Q�
1%
1%
City Contribution
$25 /mo
$25 /mo :
„
$25 /mo
$25 /mo
Severance contribution
None
50 %* "
100 % **
100% **
of unused sick leave
(45% of max of 960 hours)
POO .,
4
Contribution of
None
None
50% ` •M.I,, ,
100%
Accrued Vacation
i
Accelerated Sick Leave
N%
N /A
100% of
100% of
Severance Payout * * *'
', '
Step -up
Step -up
Formula
Formula
*Upon eligibility after year 5
** For employees who are ineligible for Accelerated Sick Leave Payout
* ** Upon eligibilityyafter year 15
Accelerated Sick Leave Severance Payout
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 theage (usually age 55, as governed by Minnesota Statutes, 2004,
353.29 and related chapters) and service requirements to be qualified for retirement under
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PERA.
• Employee is separating employment in good standing.
• The percentage 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.
Completion of Continuous Service
With the City of Shakopee
Step -up Payout formula
15 years
55%
16 years
57%
17 years
59%
18 years
61%
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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.
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