HomeMy WebLinkAboutResolution No. 079-26 - Resolution - RPEA 2026-2028 CBA
RESOLUTION
Approving the Ratification of the Collective Bargaining Agreement with the
Rochester Professional Employees Association (Union) for the Calendar Years 2026-
28.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement that expired on December 31, 2025; and
WHEREAS, representatives from the Union and representatives of the City of Rochester
have negotiated a three-year Collective Bargaining Agreement for the term of January 1,
2026 to December 31, 2028; and
WHEREAS, Attachment A summarizes the changes negotiated to the existing Collective
Bargaining Agreement.
NOW, THEREFORE, BE IT RESOLVED, by the Common Council of the City of Rochester,
MN that the Common Council of the City of Rochester approves and ratifies the attached
changes to the 2026-28 Collective Bargaining Agreement with the Rochester Professional
Employees Association (RPEA).
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2026.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2026.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
ATTACHMENT A
Rochester Professional Employees Association (RPEA) Summary of Collective
Bargaining Changes to the 2026-28 Collective Bargaining Agreement.
INTRODUCTION
THIS AGREEMENT, hereinafter referred to as the Labor Agreement or the Agreement,
is made and has been entered into effect the 1st day of January 2023 2026 by and
between the City of Rochester, the Employer, and Rochester Professional Employees
Association (RPEA), the Association. The Employer and the Association, the Parties,
agree to be bound by the following terms and provisions.
ARTICLE 1 -- RECOGNITION AND ASSOCIATION SECURITY
Section 1.02 – Association Dues
A. Association Dues Payroll Deductions
In recognition of the Association as the exclusive representative, the Employer shall
deduct an amount sufficient to provide the payment of the Association membership dues
uniformly established by the Association from the wages of all employees, including
probationary employees, who have authorized, in writing, such deduction on a form
designated and furnished by the Association with no fee charged to the Association for
this service.
ARTICLE 2 -- EMPLOYEE DISCIPLINE AND DISCHARGE
Employee discipline shall be governed by the Organizational Policy, Disciplinary Action.
Employees shall not be terminated disciplined except for just cause. The normal
sequence of progressive discipline includes: documented verbal warning; reprimand;
suspension; termination. These disciplinary steps do not prescribe an order of issuance
or guarantee that one step must precede another step when addressing issues. Prior to
termination, the employee shall receive a copy of the charges made against them and be
provided a reasonable opportunity to respond to these charges. Throughout all grievance
proceedings, the employee may request representation by the Association.
ARTICLE 3 -- VACANCIES, PROMOTIONS AND RECLASSIFICATIONS
The first six (6) months of employment shall be deemed as a probationary period and used
to evaluate an employee’s work performance. In the event the Employer requires more
time to assess an employee’s ability to perform the duties of their position, the Employer
may, at its discretion, extend the probationary period for an additional period of time, not
to exceed an additional six (6) months. Employees within their probationary period are
considered “at will” and may be terminated at the sole discretion of the City at any time
during the probationary period without recourse to the grievance process.
Refer to Civil Service Rules for certain Police or Fire Department positions that are
governed by Civil Service Rules and City Organizational Policy for other positions unless
otherwise noted in this Section.
Section 3.01 – Temporary Duty
An employee covered by this Agreement shall be entitled to additional compensation if
the employee is formally assigned by their supervisor or manager to perform a significant
amount of the responsibilities of a position in a higher classification for more than thirty
fourteen (3014) consecutive calendar days. This assignment would be for the purpose
of covering a vacancy or the extended absence of the person in the higher classification,
or when management deems it necessary for an employee to perform responsibilities of
a currently occupied higher classification for a temporary timeframe. If unique
circumstances warrant such, the Department Head and the Human Resources Director
may waive the thirty fourteen (3014) consecutive calendar day requirement.
The additional compensation shall be as follows:
a. For employees meeting the minimum position qualifications of the vacant or
higher-classification position: eight percent (8%) of the employee’s actual base pay
or the difference between the employee’s actual pay and the lowest pay within the
range for the higher position.
b. For employees who do not meet the minimum position qualifications of the current
higher classification, five percent (5%) of the employee’s base wages.
This additional pay shall be authorized by the Department Head.
When one employee assumes the higher-level responsibilities the additional
compensation shall be the higher of the following: ten (10) percent of the employee’s
actual base pay or the difference between the employee’s actual pay and the lowest pay
within the range for the higher position.
The Department Head and the Director of Human Resources reserve the right to award
an amount less than the ten (10) percent temporary-duty pay in those instances where
only a portion of the higher-level work is assumed by one employee or those cases where
multiple employees assume some portion of the higher-level responsibilities that would
justify additional compensation. In the latter case, the aggregated total of temporary pay
awarded to multiple employees may not exceed ten (10) percent.
Temporary duty pay requires the approval of the Department Head and the Director of
Human Resources and will be effective on the date that most closely aligns with the start
of a payroll cycle. Temporary duty pay shall not exceed eight (8) months unless an
exception is authorized by the Department Head and Director of Human Resources.
Section 3.02 – Promotions
C. An employee promoted to a new position which has a salary range system shall have
their salary placed within the salary range for their new position. Placement will be
based on experience, qualifications, length of service, and other relevant factors
permitted by law. be subject to a minimum of eight percent (8%) promotional increase
or to the next highest step above the eight percent (8%), whichever will allow for the
employee to be at an established rate within the pay range or on the step system
below Step 6 of the new position. Any salary range increase greater than stated in
this section is outside of the terms of this contract and will require approval from the
City Administrator or designee.
D.An employee promoted to a new position who after application of the provisions of C
above still falls below the starting rate established for the new position shall be placed
at the starting step in the salary range for the new position.
F. When an employee is permanently appointed to a promotional position immediately
following the employee’s temporary appointment to the promotional position with no
break in service, the employee’s seniority date in the promotional position shall revert
back to the first day in the temporary appointment.
F.G. Following full ratification/approval of this Agreement, all current exempt employees
with a compensatory time balance shall be given a one-time opportunity to have their
balance paid out at their current 2025 rate. Thereafter, employees promoted into the
bargaining unit will have their compensatory time accruals, if any, paid out in the pay
period following their promotion, at the base rate they were receiving immediately prior
to their promotion.
Section 3.03 – Reclassifications
All requests for reclassification will be reviewed in accordance with the approved policy
on reclassification in effect at the time of the execution of this AgreementJob Changes.
When an employee, after having discussed the changes with their immediate supervisor,
feels that the major job functions and/or responsibilities have changed significantly for their
position, they may request the Human Resources Department conduct a job analysis for the
purpose of updating the job description and recommending a reclassification, if found valid.
A job analysis includes a review of the current job description and a written narrative from
the employee describing the substantial change(s) to the position duties and responsibilities
which are then reviewed by Human Resources and the employee’s supervisor. A written
response shall be expected within three (3) months from the date of the written request.
Information regarding changes to positions within the RPEA bargaining unit will be
provided to the RPEA President within 15 calendar days from the date the change was
finalized. RPEA recognizes the City’s right to make appropriate upward reclassifications
and wage increases following those reclassifications.
ARTICLE 4 -- HOLIDAYS AND VACATIONS
To be eligible for the benefits provided by this Article, employment must be scheduled to
last more than twelve (12) months and twenty (20) hours per week. Eligible employees
working more than twenty (20) hours, but less than forty (40) hours per week will earn
pro-rated holiday and vacation benefits.
Section 4.01 – Holidays
A. RPEA employees will observe the following designated holidays each year:
New Year’s Day (January 1st)
Martin Luther King’s Birthday (Third Monday in January)
President’s Day (Third Monday in February)
Memorial Day (Last Monday in May)
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Juneteenth (June 19)
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Independence Day (July 4)
Labor Day (First Monday in September)
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Veteran’s Day (November 11)
Thanksgiving Day (Fourth Thursday in November)
Day After Thanksgiving (Fourth Friday in November)
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Christmas Eve Day (1/2 Day December 24)
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Christmas Day (December 25)
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New Year’s Eve Day (1/2 Day December 31)
B. The City’s business offices will be closed on the holidays specifically listed above.
C. Shift Workers
This Section does not address Rochester Public Utilities System Operators. Please
reference Exhibit B.
1. During the holiday week, shift workers shall work their regular scheduled week and
shall be paid time and one-half (1 ½) their base rate for the hours worked on the
day of the actual holiday and another day off in place of the holiday. Such time
may be added to vacation, with the consent of the Department Head.
2. When a the day of the actual holiday falls on a shift employee’s day or shift off, the
employee shall be required to work the regular scheduled week. In lieu of the
holiday, an additional day or shift off will be scheduled or added to accrued time.
D. Observance of Holidays
Holidays will be observed on the actual days noted in paragraph A above, with the
following clarifications:
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1. Whenever any of the listed holidays falls on a Saturday, except December 24 and
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December 31, the preceding Friday will be observed as the holiday.
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2. Whenever any of the listed holidays falls on a Sunday, except December 24 and
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December 31, the following Monday will be observed as the holiday.
3. When Christmas Eve day or New Year’s Eve day falls on a Monday, the holiday
shall be eight (8) hours.In the event Christmas Eve falls on a Sunday, it will be
observed as a holiday on the preceding Friday. In the event Christmas Day falls
on a Saturday, it will be observed as a holiday on the following Monday.
4. When the actual holiday falls on a Saturday or Sunday and is observed by the City
on a Friday or Monday, Rochester Public Library employees may select another
day off within the same pay period to replace the work observed holiday.
E. Holiday pay will not be allowed if the employee:
1.has an unauthorized absence on the workday prior to or the next workday after the
holiday, or
2.is on any amount of unpaid leave both the workday prior to and the next workday
after the holiday, except when on FMLA.
FE. All regular employees working one-half (1/2) time or more are eligible for holidays
at their regular rate of pay as well as temporary or provisional employees scheduled
to work forty (40) hours per week for three (3) consecutive months or more. These
employees are subject to the same conditions as outlined in the preceding paragraphs
for all regular permanent employees.To be paid for these holidays, it shall be
necessary for the employee to work or be on pre-requested accrued leave, the day
before and after the holiday.
A. Eligibility
Regular, full-time salaried/hourly employees, and regular part-time employees who
are regularly scheduled to work twenty (20) hours or more per week on a year round
basis, shall accrue annual paid vacation based on hours authorized and budgeted for
that position at their regular rate.
Employees regularly scheduled to work less than twenty (20) hours per week or hired
as temporary or seasonal employees shall not be eligible for the accrual of paid
vacation.
FE. Vacation Disbursement Upon Separation
1. Employees with more than six (6) months service who who have completed their
initial probationary period and leave the employ of the City voluntarily or
involuntarily shall be paid all vacation earned as of the termination date and all
vacation which may have been carried-over.
2. Upon termination or retirement, any unused and saved vacation balance for
employees with less than 10 (ten) years of service will be converted to taxable
earnings. For separating employees with 10 (ten) or more years of regular full-
time or regular part-time employment with the City of Rochester, the City will
convert the employee’s entire unused and saved vacation balance by multiplying
the balance by the hourly rate of pay upon termination. This amount will be
deposited to an individual Minnesota State Retirement System (MSRS) Health
Care Savings Plan (HCSP). When an employee has applied for and been granted
an irrevocable waiver of participation by MSRS and provided to the Employer
written documentation of such waiver; amounts payable for unused sick leave in
the event of an eligible employee’s separation or permanent disability as specified
above shall be paid to the employee rather than to the MSRS Health Care Savings
Plan. Such payments to the employee shall be subject to normal payroll
withholdings as required by law.
ARTICLE 5 -- GROUP HEALTH AND DENTAL COVERAGE AND LIFE INSURANCES
Section 5.01 – Eligibility for Group Health and Dental Coverage
All regular full-time and regular part-time employees as of the signing of this Agreement
are eligible for group health and dental benefit plan coverage. To be eligible for the
benefits provided by this Article, employment must be scheduled to last more than twelve
(12) months and twenty (20) hours per week. Eligible employees working more than
twenty (20) hours, but less than forty (40) hours per week will earn pro-rated insurance
benefits.
Section 5.02 – Health Coverage
The City shall provide and maintain a group medical benefit plan for employees covered
under this Agreement. All health coverage and prescription benefits are specifically
articulated in the “City of Rochester Employee Medical Benefit Plan.”
The City will provide group medical insurance to eligible employees and pay a portion of
the total premium as follows:
Medical Plan Option City’s Contribution to Monthly Premium
Basic Option Tier Effective Effective Effective
20232026 20242027 20252028
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
High-Deductible OptionTier Effective Effective Effective
20232026 20242027 20252028
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
The employee’s share of the premium will be paid through a payroll deduction. The
employee contribution toward the cost of coverage(s) is divided among twenty-four (24)
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pay periods. No payroll deduction is taken on the third (3) pay period in any month.
The City shall contribute the following amounts to a Health Savings Account (HSA)
for eligible employees selecting the High-Deductible Health Plan coverage:
High-Deductible Medical Plan Annual Contribution to HSA*
Employee Only $1,400.00
Employee + Spouse $2,800.00
Employee + Child(ren) $2,800.00
Family $2,800.00
*The annual contribution to the HSA account is paid over 24 pay periods.
ARTICLE 6 -- UNIFORMS AND SAFETY EQUIPMENT
Section 6.01 – Safety Equipment Expense Reimbursements
The City will reimburse an employee, whose position responsibilities require them to wear
personal protective equipment, up to a maximum amount of five hundred fifty ($550.00)*
dollars per the term of this contract for the purchase of ANSI or ASTM approved safety
shoes and insoles provided an original receipt is submitted when requesting
reimbursement. An employee may be reimbursed for the cost of the shoes, but shall not
exceed the maximum allowable amount for the term of this Agreement. In the event an
employee leaves employment prior to the end of the contract term and has collected more
than the annually prorated amount of this benefit; such excess amount paid shall be
withheld from any final pay or shall be repaid to the City by the employee.
The City will reimburse all employees covered under this Agreement for the purchase of
safety footwear and other personal safety items/equipment, approved by management,
up to the maximum of $675 for the term of this Agreement:
The reimbursement amount will be prorated annually ($225 per year) if an
employee is hired during the term of this agreement.
In the event an employee leaves employment or transfers to another bargaining
unit prior to the end of the contract term and has collected more than the annual
prorated amount, the reimbursement shall be prorated monthly, and such
excess amount paid shall be withheld from any final pay or shall be repaid to
the City by the employee.
Safety footwear eligible for reimbursement must meet ASTM-2412 or ASTM-
2413 standards and may include insoles and/or protective coatings. The City
will not reimburse for the re-soling of safety footwear, clip-on steel toe caps, or
protective toe covers.
Other personal safety items/equipment eligible for reimbursement require prior
management approval and may include safety rubber boots, safety jackets,
and/or upgraded safety items not provided by the department.
The reimbursement may also be used for employee-designated upgrades or
enhancements under the City’s Prescription Safety Eyewear program.
Employees will only be eligible for reimbursement when the original receipt is
submitted for reimbursement within 3 months of the purchase or within the
contract year, whichever comes first.
There shall be no pyramiding or compounding of safety reimbursement if an
employee transfers between departments/bargaining units.
If prescription safety glasses are required, the City will reimburse the employee for the
cost of lenses and City-approved frames under the City’s Prescription Safety Eyewear
program. The examinations are specifically excluded.
*Note: The annual boot reimbursement is $175.00, and will increase to $200.00 in the
third year of this contract.All City-provided safety clothing and Personal Protective
Equipment will be required to be worn when performing safety-related duties.
ARTICLE 9 -- LEAVES OF ABSENCE
Section 9.02 – Family and Medical Leave
Family and medical leave shall be granted as required by law and/or in accordance with
the approved City policy on Family and Medical Leave unless otherwise governed by law.
Effective January 1, 2026, the Employer and Employee will split the premiums for the
Minnesota Paid Family and Medical Leave on a 50/50 basis with the employee share
payable through payroll deductions pursuant to Minn. Stat. 268B.14.
ARTICLE 10 -- TERM OF AGREEMENT
Section 10.01 – Term of Agreement and Renewal
The provisions of this Agreement shall become effective on January 1, 20232026, and
shall remain in full force and effect through December 31, 20252028. Anything omitted
within this Agreement shall follow City Organizational Policies, City benefit policies or
“past practice” currently being provided or followed.
ARTICLE 11 -- GRIEVANCE PROCEDURE
Choice of Remedy
If the grievance remains unresolved after Step Three or Step Four, the grievance may be
referred to either Step Five or to a procedure such as Civil Service, Veteran’s preference,
or Human Rights. If appealed to any procedure other than Step Five, the grievance is not
subject to arbitration pursuant to Step Five. The employee shall indicate in writing which
procedure the employee chooses to use. An employee pursuing a remedy pursuant to a
statute under the jurisdiction of the United States Equal Employment Opportunity
Commission may also pursue an appeal under the grievance procedure of this
Agreement. If a court of competent jurisdiction rules contrary to the ruling in EEOC v.
Board of Governors of State Colleges and Universities, 957 F.2d 424 (7th Cir.), cert.
denied, 506 U.S. 906, 113 S. Ct. 299 (1992), or if Board of Governors is judicially or
legislatively overruled, the italicized portion of this section shall be null and void and
deleted.
ARTICLE 12 -- WORKING HOURS AND COMPENSATION
Section 12.05 – Compensation
Reference Exhibit A with regard to RPEA member listing and salary grade. Reference
Exhibit C with regard to salary ranges which reflect a two four percent (24%) increase for
20232026, a three percent (3%) increase for 20242027, and a four two percent (42%)
increase for 20252028.
Any and all beginning of year pay adjustments and range adjustments indicated for the
contract years will be effective beginning the first full pay period of January for all
employees who were employed by the City on or after the date the Association ratified
the contract or March 31st of the contract year, whichever occurs first.
There shall be no step progression, merit adjustments, or lump sum merit payments after
December 31, 2028, except as may be negotiated in the successor Collective Bargaining
Agreement.
Step Increases
The step plan is based on each grade being divided, between the starting salary and
the salary at Step 6 of each range, into six (6) equal steps.
An employee will move to the next step that reflects another year in position or receive
a merit adjustment providing they have received a “successful” performance
evaluation rating of “Meets Expectations” or “Exceeds Expectations” for that year. At
the discretion of the Department Head, an employee’s salary may be adjusted may
advance multiple steps in one annual period in order to maintain internal equity or due
to market competitiveness.
Employees hired below Step 6 shall be hired at a salary that is on a step.
Merit Increases
Those employees that are at or above mid-point of the range after the beginning of
the year adjustment shall on the beginning of the pay period closest to their
anniversary date (time in position) be eligible for a merit increase of a minimum of one-
half percent up to a maximum of two and one-half percent (.5% to 2.5%) Effective
January, 2024, the merit amount shall be adjusted to reflect a minimum of three-
fourths of aone percent up to a maximum of two and three-fourths of a percent
(.751.0% to 2.75%).
If the intended merit adjustment exceeds the range of the position, the amount in
excess of the range will be paid as a lump sum.
Lump Sum Merit Pay (top of range)
If an employee is at the maximum of their salary range, the employee is eligible for a
pay-for-performance increase of a minimum of one-half percent up to a maximum of two
and one-half percent (.5% to 2.5%) paid as a lump sum amount rather than a re-
calculation of the annual salary. Effective January 2024, the lump sum merit pay amount
shall be adjusted to reflect a minimum of three-fourths of aone percent up to a maximum
of two and three- fourths of a percent (.751.0% to 2.75%) paid as a lump sum amount
rather than a re-calculation of their annual salary.
Grievance of Step or Merit Increase
Performance evaluations that have not been completed after three (3) monthsone (1)
month of the employee’s anniversary date shall be subject to the grievance process;
however, step and merit increase amount shall not be subject to grievance process.
If a dispute exists between an employee and Department Head regarding a step or
merit increase, the dispute will be resolved by a review board consisting of the City
Administrator, Director of Human Resources and a member of the RPEA Board of
Directors.
ARTICLE 13 -- SICK LEAVE
C. Accrual Rate
Eligible employees shall accrue sick leave at the rate of eight (8) hours per month,
beginning with their date of hire. All regular, part-time employees working twenty (20)
or more, but less than forty (40) hours per week shall accrue pro-rated sick leave.
There shall be no maximum accumulation limit.
Sick leave shall continue to accrue during periods of absence during which the
employee is in a pay status.
D. Use of Sick Leave
Sick leave will be granted upon approval of the Department Head, appointing authority
or person designated to act in their absence and be used in accordance with the
provisions outlined in the City’s Organizational Policy, Sick Leave, Section D/1.
Effective January 1, 2026, the documentation provisions referenced in the Earned Sick
and Safe Time Act, MS 181.9447, Subd 3, shall not apply to paid leave available to an
employee for absences from work in excess of the minimum amount required by Earned
Sick and Safe Time (ESST), as such absences are covered by this section.
For approved FMLA leaves of absence -- Employees who are incapacitated and
unable to work shall notify their immediate supervisor at or before the scheduled
reporting time, giving reason for absence and expected length of absence. Failure to
make diligent effort to give such notification may result in payroll deduction for such
time taken.
F. Advance Sick Leave
Sick leave shall not be granted in advance of being earned. If an employee does not
have sufficient sick leave earned to cover a period of absence, either earned
compensatory or vacation time may will be used; otherwise, the time will be without
pay.
ARTICLE 14 -- UNUSED SICK LEAVE
For employees hired on or after January 1, 2013: All employees, except those who
are discharged for cause, shall be eligible to convert forty percent (40%) of the employee’s
first twelve hundred (1,200) hours of accumulated but unused sick leave balance upon
separation of employment. This amount shall be deposited into an individual Minnesota
State Retirement System (MSRS) Health Care Savings Plan (HCSP) and calculated at
the employee’s regular rate of pay at time of separation.
In case of permanent disability of an active employee, as determined by PERA, an
amount equal to one hundred percent (100%) of unused sick leave will be deposited in a
MSRS Health Care Savings Plan for the use of the employee as governed by MSRS
rules. In case of the death of an active employee who has a dependent(s), an amount
equal to one hundred percent (100%) of unused sick leave balance will be paid in cash
(less required State and Federal withholdings) to the dependent(s).
When an employee has applied for and been granted an irrevocable waiver of
participation by MSRS and provided to the Employer written documentation of such
waiver; amounts payable for unused sick leave in the event of an eligible employee’s
separation or permanent disability as specified above shall be paid to the employee rather
than to the MSRS Health Care Savings Plan. Such payments to the employee shall be
subject to normal payroll withholdings as required by law.
ARTICLE 15 -- OPTIONAL CITY-SPONSORED HEALTH COVERAGE, DENTAL
COVERAGE, AND/OR LIFE INSURANCE AFTER RETIREMENT
An employee who retires from regular full-time employment with the City of Rochester
may continue to participate in the City-sponsored benefits the employee had immediately
prior to retirement pursuant to state and federal law, the City’s Organizational policies, as
well as benefit plan documents. Spouses of deceased retirees will be allowed to continue
coverage under state and federal law.
An employee who retires from regular full-time employment with the City of Rochester
may continue to participate indefinitely in the City-sponsored health and/or dental
insurance group that the employee participated in immediately prior to retirement. The
retiree may receive dependent coverage only if s/he received dependent coverage
immediately prior to retirement. A retiree who initially selects dependent coverage may
later drop dependent coverage while retaining individual coverage, but the retiree may
not drop individual coverage and retain dependent coverage. City-sponsored life
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insurance may be continued until the retiree’s seventy-fifth (75) birthday.
In order to retain City-sponsored health and/or dental coverage or life insurance, the
retiree and their spouse, if applicable, must authorize the requisite deductions from a
checking or savings account in the amount that is designated by the City and may be
changed from time to time through written notification from the City.
If a retired employee dies, the surviving spouse may continue to participate in the City-
sponsored health and/or dental insurance group that the surviving spouse participated in
at the time of the retired employee’s death. The surviving spouse must authorize the
requisite deductions from a checking or savings account in the amount that is designated
by the City and may be changed from time to time through written notification from the
City.
For the retiree, until age sixty-five (65), the amount of life insurance coverage which can
be purchased is any amount, in one thousand dollar increments, between a minimum of
ten thousand dollars ($10,000.00) and a maximum of the amount of coverage available
to the employee on the date of retirement from the City. Beginning on a retiree’s sixty-
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fifth (65) birthday, the amount of life insurance coverage is limited by the underwriter to
ten thousand dollars ($10,000.00). The life insurance benefit will terminate at the end of
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the month of the retiree’s seventy-fifth (75) birthday.
Any life-time maximum benefit designated in the City’s health coverage plan document
continues to be applied after retirement.
EXHIBIT B -- ROCHESTER PUBLIC UTILITIES SYSTEM OPERATOR
POSITION – WORK RULES
Shift Premium
Electric Utility System Operators at RPU are eligible to receive a shift differential of two
four dollars and twenty cents ($24.20) per hour, effective 1/6/05 for a twelve (12)-hour
shift beginning at 6:00 p.m. and ending at 6:00 a.m.
Premium Pay
System Operators are eligible for premium pay of one and one-half (1 ½) times their
regular rate for hours worked beyond twelve (12) hours when a twelve (12)-hour shift is
scheduled. System Operators are eligible for premium pay of one and one-half (1 ½)
times their regular base rate for hours worked beyond eight (8) hours when an eight (8)-
hour shift is scheduled. System Operators are eligible for premium pay of:
oOne and one-half (1 ½) times their regular rate for all other non-scheduled hours
worked.
Two times their base rate for being called in to work on a Sunday where they were not
scheduled.
Holiday Premium
System Operators will follow the holiday schedule in Article 4 – Holidays and Vacations,
Section 4.01. A System Operators assigned or scheduled to work on the actual day one
(1) of the City’s designated holidays receives two and one-half (2 ½) times their regular
base rate for the first eight (8) hours and three (3) times their regular base rate for the last
four (4) hours of their work shift on the holiday.
EXHIBIT C -- RPEA SALARY RANGES
Effective the First Full Pay Period in January of each Calendar Year
2026 Pay Schedule -- 4.00% Wage Increase
Grade Minimum Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Max Min Max Min as Max as
Points Points % of % of
Step 6 Step 6
1 515 550 85.0% 120.0%
74,416 76,601 78,791 80,979 83,169 85,356 87,544 105,054
2 551 580 85.0% 120.0%
79,473 81,812 84,148 86,485 88,821 91,159 93,500 112,198
3 581 635 85.0% 125.0%
85,632 88,151 90,670 93,187 95,705 98,227 100,743 125,929
4 636 678 85.0% 125.0%
92,267 94,983 97,697 100,407 103,125 105,836 108,550 135,688
5 679 709 85.0% 125.0%
99,419 102,341 105,267 108,188 111,115 114,036 116,964 146,205
6 710 760 85.0% 125.0%
107,123 110,273 113,423 116,576 119,726 122,876 126,027 157,533
7 761 800 85.0% 125.0%
115,428 118,821 122,218 125,615 129,006 132,400 135,796 169,746
8 801 830 85.0% 125.0%
124,372 128,031 131,688 135,345 139,006 142,661 146,318 182,902
9 831 892 85.0% 125.0%
134,010 137,951 141,891 145,832 149,776 153,719 157,659 197,074
2027 Pay Schedule -- 3.00% Wage Increase
Grade Minimum Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Max Min Max Min as Max as
Points Points % of % of
Step 6 Step 6
1 515 550 85.0% 120.0%
76,648 78,899 81,155 83,408 85,664 87,917 90,170 108,206
2 551 580 85.0% 120.0%
81,857 84,266 86,672 89,080 91,486 93,894 96,305 115,564
3 581 635 85.0% 125.0%
88,201 90,796 93,390 95,983 98,576 101,174 103,765 129,707
4 636 678 85.0% 125.0%
95,035 97,832 100,628 103,419 106,219 109,011 111,807 139,759
5 679 709 85.0% 125.0%
102,402 105,411 108,425 111,434 114,448 117,457 120,473 150,591
6 710 760 85.0% 125.0%
110,337 113,581 116,826 120,073 123,318 126,562 129,808 162,259
7 761 800 85.0% 125.0%
118,891 122,386 125,885 129,383 132,876 136,372 139,870 174,838
8 801 830 85.0% 125.0%
128,103 131,872 135,639 139,405 143,176 146,941 150,708 188,389
9 831 892 85.0% 125.0%
138,030 142,090 146,148 150,207 154,269 158,331 162,389 202,986
2028 Pay Schedule -- 2.00% Wage Increase
Grade Minimum Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Max Min Max Min as Max as
Points Points % of % of
Step 6 Step 6
1 515 550 85.0% 120.0%
78,181 80,477 82,778 85,076 87,377 89,675 91,973 110,370
2 551 580 85.0% 120.0%
83,494 85,951 88,405 90,862 93,316 95,772 98,231 117,875
3 581 635 85.0% 125.0%
89,965 92,612 95,258 97,903 100,548 103,197 105,840 132,301
4 636 678 85.0% 125.0%
96,936 99,789 102,641 105,487 108,343 111,191 114,043 142,554
5 679 709 85.0% 125.0%
104,450 107,519 110,594 113,663 116,737 119,806 122,882 153,603
6 710 760 85.0% 125.0%
112,544 115,853 119,163 122,474 125,784 129,093 132,404 165,504
7 761 800 85.0% 125.0%
121,269 124,834 128,403 131,971 135,534 139,099 142,667 178,335
8 801 830 85.0% 125.0%
130,665 134,509 138,352 142,193 146,040 149,880 153,722 192,157
9 831 892 85.0% 125.0%
140,791 144,932 149,071 153,211 157,354 161,498 165,637 207,046