HomeMy WebLinkAboutResolution No. 260-21 - Resolution - 2022-24 Exempt.Non-Contract Meet & Confer Agreement
RESOLUTION
Approving an Agreement with the City of Rochester Exempt/Non-contract Meet
and Confer group for the calendar years of 2022-24.
WHEREAS, the Exempt/Non-contract Meet and Confer group and the City of Rochester
are parties to an existing Agreement set to expire on December 31, 2021; and
WHEREAS, representatives of the Exempt/Non-contract Meet and Confer group and rep-
resentatives of the City of Rochester have discussed a three-year Agreement for the term
of January 1, 2022, - December 31, 2024; and
WHEREAS, Attachment A 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 Exempt/Non-con-
tract 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)
ATTACHMENT A
City of Rochester and Exempt/Non-Contract Meet & Confer Group
Management Proposal -- November 2, 2021.
1. Medical premium contributions for the City will be reduced slightly over the next three
years as follows:
City’s Contribution to Monthly Premium
Medical Plan Option
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%
2. Wage adjustments for 2022 will reflect a 2.75 percent increase and a 2.0 percent in-
crease for 2023 and 2024; granted the ability to pay at grade level 10 of the depart-
ment head pay range (merit pay only with an annual merit pay range of .5 to 2.5 per-
cent) to accommodate future reclassifications that may result in work points required
for that grade.
3. Three-year agreement term for 2022-24.
4. All other benefits previously approved by Council will continue in effect.
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