HomeMy WebLinkAboutResolution No. 259-21 - Resolution - 2022-24 Non-exempt Non-contract Meet & Confer Agreement
RESOLUTION
Approving an Agreement with the City of Rochester Non-exempt/Non-contract
Meet and Confer group for the calendar years of 2022-24.
WHEREAS, the Non-exempt/Non-contract Meet and Confer group and the City of Roch-
ester are parties to an existing Agreement set to expire on December 31, 2021; and
WHEREAS, representatives of the Non-exempt/Non-contract Meet and Confer group and
representatives of the City of Rochester have discussed a three-year Agreement for the
term of January 1, 2022, - December 31, 2024; and
WHEREAS, the Request for Council Action (RCA) Attachment below summarizes the
changes discussed 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 Agreement with the Non-exempt/Non-
contract Meet and Confer group.
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)
RCA Attachment – November 1, 2021
IUOE, Local 49, Public Works 2022-2024
1. Article 2, Recognition, modified as follows to reflect the evolution of the Development
Services Department; changed the title of labor contract to reflect “Public Works De-
partment” rather than the Infrastructure Maintenance and Fleet and Facilities Divi-
sions; add lead fleet position, sewer crew chief, and sewer crew operator to the wage
grid:
The City recognizes the Union as the exclusive representative for all employees iden-
tified in Addendum A of the Public Works Department in Infrastructure Maintenance
and Fleet and Facilities who are public employees within the meaning of Minnesota
Statue §179A.03, subd.14, except the Director of Public Works, the Infrastructure
Maintenance Manager and the Infrastructure Maintenance Supervisor, clerical em-
ployees, and all other supervisory and confidential employees, for the purpose of es-
tablishing rates of pay, hours of work, and other conditions of employment.
2. Article 6, Hours of Work, modified Section B to allow for more flexibility with work
schedules:
Management has the right to alter the start and end dates of the summer and winter
hours providing a two- (2) week advance notification is posted for bargaining unit em-
ployees. In addition, management and the employee may mutually agree to alter the
normal scheduled shift in order to provide workplace flexibility if needed. All hours
worked in excess of eight (8) per day and forty (40) per week by employees shall be
paid at time-and one-half (1½) rate.
3. Article 6, Hours of Work, Section C, modified the second paragraph as follows:
Compensatory time shall be used as time off as soon as it is practical and subject to
mutual agreement by the employee and the Department Head. The maximum com-
pensatory time that may be accrued, at any point in time during the contract year, shall
not exceed one hundred hours (100) hoursthe hours listed below. The new “maximum
hours” limit for 2016 shall become effective the first full pay period following the com-
plete execution of this contract:
Year End Maximum Carryover Hours
2016 120
2017 and forward 100
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4. Article 7, Standby, changed the obsolete title of “facilities assistant” in this Article to
“traffic operations technician” and ensured consistency with this updated title change
throughout the entire contract. Section 7, modified the language as follows:
When an employee is scheduled and goes on standby status, s/he shall receive a total
of eight (8) hours of pay per weekend or four (4) hours per holiday during the
timeframe of April 15 to October 31 and twelve (12) hours of pay per weekend or six
(6) hours per holiday during the timeframe of November 1 to April 14March 31.
Standby hours are paid at the employee’s regular rate of pay and these hours may
not be banked as compensatory time.
5. Article 11, Unused Sick Leave, added a clarifying introductory paragraph as follows;
eliminated the entire paragraph defining a HCSP as this is unnecessary language:
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.
6. Article 13, Insurances, Section B, modified the language pertaining to medical pre-
mium contributions as follows and in Section C, footnoted the annual contribution to
the HSA account is paid over 24 pay periods:
The City will provide group medical insurance pursuant to the City’s self-insured med-
ical plan for eligible employees and will pay a portion of the monthly 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%
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Family 85.00% 84.50% 84.00%
High Deductible Option Tier Effective 2022 Effective 2021 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%
7. Article 16, Wages, Section A and C, modified to reflect general wage increases for
2022-2024 and updated Addendum A, the corresponding wage grid, accordingly, and
adjustments to the shift differentials. Modified Section D, tool reimbursement, and
added a new Section H to address temporary pay as follows:
A. A general wage adjustment of two and three quarter percent (2.75%) will be made
in the first full pay period in January 202219 and two and a half percent (2.05%) in
the first full pay period in both January 20230 and 20241.
Beginning in 2019 and thereafter, Eemployees will move to their next eligible step
in the pay grid on their anniversary date in their job classification. No step adjust-
ment will be made for any employee, at any time, who does not perform at a sat-
isfactory level. There shall be no step progression after December 31, 20214 ex-
cept as may be negotiated in the successor Collective Bargaining Agreement.
C. Those employees who are routinely scheduled to work the second and third shifts,
as defined in Article 6, Hours of Work, Section A, shall receive a shift differential in
the following amounts beginning with the first full pay period of January in the con-
tract year stated below: of one dollar ($1.00) per hour. This includes anyone filling
in for a scheduled third shift but does not include call backs or early start times.
This pay differential is for second and third shift hours worked only.
Shift 2022 2023 2024
Second Shift $.25 per hour $.25 per hour $.25 per hour
Third Shift $1.50 per hour $1.50 per hour $1.75 per hour
D. Regular full-time mechanics, who utilize their own tools/equipment for work assign-
ments, shall be reimbursed up to eightfive hundred dollars ($8500.00) in 202219
for the replacement of tools. This reimbursement will be increased to eightsix hun-
dred fifty dollars ($60850.00) in 20230 and nineseven hundred and fifty dollars
($79050.00) in 20241. In order to be eligible….
H. If an employee in the position of crew chief or lead mechanic is absent, or the
position becomes vacant, for more than one full regular work week (at least forty
regular work hours, does not include holidays), management reserves the right to
temporarily assign another bargaining unit member, they deem most qualified, to
perform the duties of the vacant position. While employees are performing work
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in a higher classification, they shall receive an additional five (5) percent of their
established hourly rate of pay.
8. Article 22, Term, modified language to reflect a three-year contract for 2022-24.
This Agreement shall be in effect from January 1, 202219 and shall remain in effect
until December 31, 202421, and from year to year thereafter, unless either party shall
notify the other in writing by May 1, 20241 that it desires to modify or terminate their
Agreement.
9. Article 25, Safety, Section A, modified the first paragraph as follows:
The City will reimburse an employee for the purchase of safety shoes and other per-
sonal safety equipment, including any employee-designated upgrade of the City-ap-
proved safety frames for safety glasses, up to a maximum amount of four hundred
and seventy-fivefifty ($4750.00) dollars during the term of the Agreement. In the event
an employee leaves employment prior to the end of the contract term and has col-
lected more than the 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.
10. Signature Page, updated with correct names for City Clerk and bargaining unit repre-
sentatives.
11. Addendum B, Central Pension Fund, carried forward with next contract cycle.
12. Sewer Operation Transition MOU, updated the CBA dates to reflect current contract
and update signature lines with correct names and titles; carried forward with 2022
contract.
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