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HomeMy WebLinkAboutResolution No. 216-21 - Resolution - Rochester Supervisor's Association Collective Bargaining Agreement 2022-24 RESOLUTION Approving the Collective Bargaining Agreement with the Rochester Supervisory Association Bargaining Unit for the Calendar Year 2022-2024. WHEREAS, representatives of the Rochester Supervisory Association (RSA) and representatives of the City of Rochester have negotiated a three-year Collective Bargaining Agreement (CBA) for the term of January 1, 2022, through December 31, 2024; and WHEREAS, Attachment A summarizes the substantive changes to the existing agreement between the parties. NOW, THEREFORE, BE IT RESOLVED that the Rochester City Council approves and ratifies the attached changes and the 2022-2024 CBA with the RSA. PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2021. ___________________________________ PRESIDENT OF SAID COMMON COUNCIL ATTEST: __________________________ CITY CLERK APPROVED THIS _____ DAY OF ______________________, 2021. ___________________________________ MAYOR OF SAID CITY (Seal of the City of Rochester, Minnesota) ATTACHMENT A Rochester Supervisory Association (RSA) 2022-24 CBA 1. Introduction, amend date to January 2022. 2. Article 3, Vacancies, Promotions and Reclassifications, Section A (first sentence) and C, modify the language as follows: A. Promotion shall mean moving from one position to another new or existing budgeted posi- tion with greater responsibilities and assigned a higher pay grade than the employee’s cur- rent position. C. An employee promoted to a new position which has a salary range system shall be subject to an eight (8)percent (8.0%) promotional increase. If the eight percent (8.0%) adjustment does not land on a step, the adjustment will be modified between a six and one-half (6.5) to nine and one-half (9.5) percent adjustment or to the next highest step above the eight (8) percent, whichever will allow for the employee to be at an established rate within the pay range or on a the step, system below Step 6, of the new position. If the employee is moving into the merit range of the pay grid, an eight percent (8.0%) adjustment will be used. Employees receiving a promotion will not be placed below the minimum step of the new pay grade. 3. Article 5, Group Health and Dental Coverage and Life Insurances, Section 5.02, modify as fol- lows (suggest change “health” for “medical” in this section of the contract); footnote the an- nual contribution to the HSA account is paid over 24 pay periods: The City shall provide group medical insurance pursuant to the City’s self-insured medical plan and maintain a group medical benefit plan for eligible employees covered by this Agreement and will pay a portion of the monthly premium as follows. 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 City’s Monthly Premium* Basic Medical Plan Tier Effective 2019 Effective 2020 Effective 2021 Employee Only 92.0% 90.75% 89.75% Employee + Spouse 88.5% 87.25% 86.25% Employee + Child(ren) 88.5% 87.25% 86.25% Family 88.5% 87.25% 86.25% High Deductible Plan Effective 2019 Effective 2020 Effective 2021 Employee Only 92.0% 90.75% 89.75% Employee + Spouse 88.5% 87.25% 86.25% Employee + Child(ren) 88.5% 87.25% 86.25% Family 88.5% 87.25% 86.25% Medical Plan Option City’s Contribution to Monthly Premium Basic Option Tier Effective 2022 Effective 2023 Effective 2024 Employee Only 88.50% 88.00% 87.50% Employee + Spouse 85.00% 84.50% 84.00% Employee + Child(ren) 85.00% 84.50% 84.00% Family 85.00% 84.50% 84.00% High Deductible Option Tier Effective 2022 Effective 2023 Effective 2024 Employee Only 88.50% 88.00% 87.50% Employee + Spouse 85.00% 84.50% 84.00% Employee + Child(ren) 85.00% 84.50% 84.00% Family 85.00% 84.50% 84.00% 4. Article 6, Uniforms and Safety Equipment, Section 6.01, Safety Equipment Expense Reimburse- ments, modify as follows: The City will reimburse an eligible employee up to a maximum of four hundred seventy-fivefifty dollars ($4750.00) during the term of this contract for the purchase of ANSI or ASTM approved safety shoes or other supervisory approved safety wear provided an original receipt is submit- ted when requesting reimbursement. Eligible employees include those required to wear safety shoes as part of their job duties or other employees, at the discretion of the Department Head, who perform work where safety shoes may provide benefit in the performance of their job du- ties. An... 5. Article 8, RSA Member Listing, modify the second paragraph and move this paragraph to Arti- cle 3, Section 3.03, Reclassifications, new second paragraph. Update the language to reflect the reclassification approval process has previously been delegated by the Council to the City Administrator and the Director of Human Resources: Information regarding changes to positions within the RSA bargaining unit will be provided to the RSA President prior to being presented to the City Council for review and approval. RSA recognizes the City’s right to make appropriate upward reclassifications and wage increases following those reclassifications. 6. Article 10, Term of Agreement, Section 10.01, modify dates to reflect a three-year contract for January 1, 2022 through December 31, 2024. 7. Article 12, Working Hours and Compensation, Section 12.02, modify as follows: Exempt positions are not eligible for overtime. However, there may be times when an exempt employee is assigned extraordinary and unique tasks as part of a special project requiring an excessive or unusual amount of work time to be scheduled over an extended period of time. In special project cases, the Department Head, with concurrence of the City Administrator or their designee, may authorize payment of additional compensation for exempt-level supervi- sors. The authorization for additional compensation must occur before the exempt employee performs the special project’s extraordinary and unique tasks. 8. Article 12, Working Hours and Compensation, Section 12.05, Compensation, modify as follows and also make same changes to wage adjustments grids in appendix; update job listing in Ex- hibit A to reflect current positions. Reference Exhibit A with regard to RSA member listing and salary grade. Reference Exhibit B with regard to salary ranges for 201229-20241. Any and all beginning of year pay adjustments and range adjustments indicated for the 202219-20241 contract years will be effective the beginning of the first full pay period of Janu- ary for all employees who were employed by the City on or after the date the Association rati- fied the contract. The general wage increases in Exhibit B reflect a two and three quarters percent (2.75%) increase for 202219 and a two percent increase (2.050%) increase for both 20230 and 20421. There shall be no step progression, merit adjustments, or lump sum merit payments after De- cember 31, 20241, except as may be negotiated in the successor Collective Bargaining Agree- ment. 9. Article 12, Working Hours and Compensation, Section 12.05, Merit Increases and Lump Sum Increases, modify as follows:  Merit Increases Those employees that are at or above Step 6 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 (.5%) up to a maximum of two and one half percent (1.0%-2.50%). In no event shall merit adjustment be granted which exceeds the range for the position. 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 his/her 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 (1.50%-2.50%) paid as a lump sum amount rather than a recalculation of annual salary. 10. Article 14, Unused Sick Leave, add the following clarifying introductory statement: To qualify for any provision of this Article, Unused Sick Leave, the employee must be an active employee who has accrued ten (10) or more years of continuous full-time or part-time regular service with the City of Rochester. 11. Signature Page, update with correct names for Mayor, City Administrator and Association Pres- ident. 12. Agree to other minor language changes, clarification, and/or corrections: RSA will review all edits prior to executing the contract.