HomeMy WebLinkAboutResolution No. 117-22 - Resolution - 2022-24 Collective Bargaining Agreement - Law Enforcement Labor Services (LELS) - Local 445
RESOLUTION
Approving the Collective Bargaining Agreement between the City of Rochester
and Law Enforcement Labor Services, Inc., Local 445 (Union), Sergeants, for the
calendar years of 2022-24.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement that expired on December 31, 2021; and
WHEREAS, representatives of the Union and representatives of the City of Rochester
have negotiated a three-year Collective Bargaining Agreement (CBA) for the term of
January 1, 2022, - December 31, 2024; and
WHEREAS, the Request for Council Action (RCA) Attachment below summarizes the
changes negotiated to the existing CBA 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 Law Enforcement Labor
Services, Inc., Local 445.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2022.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2022.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
RCA Attachment -- LELS, Local 445,
Sergeants, 5-16-22
1. Article 6, Grievance Procedure, Section D, modify the language as follows to
clarify the arbitrator selection process:
Step 5. A grievance unresolved in Step 3 or Step 4, will be submitted to
arbitration subject to the provisions of the Public Employment Labor Relations Act
of 1971 as amended. The selection of an arbi- trator will be made in accordance
with the “Rules Governing the Arbitration of Grievances” as estab- lished by the
Bureau of Mediation Services. However, a grievance arbitration for written
disciplinary ac- tion, discharge, or termination shall include the arbitrator selection
procedures established in Minnesota Statute 626.892.
2. Article 8, Hours of Work, modify Section B and the third paragraph of Section H as
follows:
B. CHANGES IN SHIFT ASSIGNMENT. An employee must be notified of a change
in normally scheduled shift twelve (12) twenty four (24) hours before the change is
to take place except in cases of emergencies. If an employee is required to work
non-scheduled hours, the employee will be compensated at the rate of one and
one-half (1 ½) employee's basic hourly rate of pay.
H. …. An employee’s schedule may be modified with at least twenty-four twelve
(2412) hours’ notice in order to accommodate training time in accordance with
Article 8 B of the Agreement.
3. Article 10, Holidays, delete the Columbus Day holiday in Sections B and C, adjust
the holiday accrual in Section A as follows:
A. Employees shall receive four point two three one (4.231) six one five (4.615)
hours, in lieu of the holiday, added to their vacation time each pay period. The
amount of time added shall not exceed one hundred ten twenty (110 120)
hours per year (ten \[10\] hours per the eleven \[11\] twelve \[12\] holidays
observed).
B. The following holidays will be observed by shift employees on the actual date
of the holiday whereas non-shift employees will follow the City’s recognized
holiday schedule:
1. Martin Luther King’s Birthday
2. President’s Day
3. Memorial Day
4. Independence Day
5. Labor Day
6. Columbus Day
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7. Veteran’s Day
8. Thanksgiving Day
9. Day After Thanksgiving
10. Christmas Eve Day
11. Christmas Day
12. New Year’s Day
C. Any employee required to work on the following holidays: Martin Luther King's
Birthday, Presi- dent's Day, Memorial Day, Independence Day, Labor Day,
Columbus Day, Veteran's Day, Thanks- giving Day, Day after Thanksgiving,
Christmas Eve Day, Christmas Day, and New Year's Day will receive time and
one-half (1 ½) pay for that day.
4. Article 12, Sick Leave, modify Section B as follows:
B. Sick leave also may be used in case of serious illness in the immediate family,
requiring the em- ployee's attendance and shall be for the actual time required,
but not to exceed three (3) work- days, except with approval from the Chief
accordance with the provisions outlined in the City’s Organizational Policy, Sick
Leave, Section D/1.
5. Article 14, Insurances, modify Section B to eliminate the reference to the high-
deductible medical option and all related language references to the Health
Savings Account contributions (per previ- ously agreed upon MOU) and modify the
City’s monthly premium contribution to the base option as follows:
B. The City will provide group medical insurance to eligible employees and pay a
portion of the total premium. In 2019, the City will pay ninety-five percent (95%)
of the cost for employee coverage on the base plan and eighty-five percent
(85%) of the premium for dependent coverage. Begin- ning in January 2020, a
new premium tier structure and high-deductible plan will be implemented with
the following contributions made on the part of the City.
Medical Plan City’s Monthly Premium*
Basic Medical Plan Tier Effective Effective
2020 2021
Employee Only 90.75% 89.75%
Employee + Spouse 87.25% 86.25%
Employee + Child(ren) 87.25% 86.25%
Family 87.25% 86.25%
High Deductible Plan Effective Effective
2020 2021
Employee Only 90.75% 89.75%
Employee + Spouse 87.25% 86.25%
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Employee + Child(ren) 87.25% 86.25%
Family 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%
The employee’s share of the premium will be paid through a payroll deduction.
The employee contribution toward the cost of coverage(s) and the high-
deductible HSA contribution is divided among twenty-four (24) pay periods. No
payroll deduction is taken on the third pay period in any month.
Effective January 1, 2020 and 2021, the City shall contribute the following
amounts to a Health Savings Account for eligible employees selecting the High-
Deductible Health Plan coverage
High-Deductible Medical Plan Annual
Contribution to HAS Employee Only $1,400.00
Employee + Spouse $2,800.00
Employee + Child(ren) $2,800.00
Family $2,800.00
6. Article 19, Wages adjust as follows.
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Effective the first (1) full pay period in January of each contract year, the following
increases will be applied across the board to all Sergeants pay rates: two and
three-quarters (2.75%) in 2019; two and one-half percent (2.5%) in both 2020 and
2021 two and three-quarters percent (2.75%) in 2022; two percent (2.0%) in 2023;
two percent (2.0%) in 2024.
Sergeants shall receive a step increase commensurate with their years of service
on their anniversary date in each contract year. After the five-year step, employees
may receive a merit adjustment providing they have a received a “successful”
performance evaluation rating for that year. The merit adjustment may range from
zero percent (0%) to two-and-one half percent (2.5%). Those employees receiving
a successful rating in all major components of the performance evaluation
documentation are eligible for the two-and-one half percent (2.5%) adjustment. No
merit adjustment may exceed the maximum pay rate established.
Merit increases shall not be subject to the grievance procedures. If a dispute
exists between the em- ployee and the Police Chief regarding the merit increase,
the dispute will be resolved by a review board consisting of the City Administrator,
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Director of Human Resources, and a member of this bargaining unit.
All Sergeants shall remain at their rate of pay in effect on the Agreement expiration
date until a successor Agreement is executed.
7. Article 24, On-Call, add a new paragraph as noted below:
Members of all other divisions will be considered to be on-call when specifically
assigned by the Employer to carry a cell phone for the purpose of being
immediately available to report to work. This does not apply to court time and to
specialty units.
Notwithstanding the previous paragraph, Sergeants assigned to the investigative
unit shall be eligible to receive on-call pay when assigned on-call by the Employer.
This provision is effective the first full pay period following full ratification of the
Agreement.
Voluntary assignments and the subsequent use of a cell phone do not constitute
on-call status. Failure to report to work when assigned to on-call status may result in
disciplinary action. Employees assigned to on-call status shall be compensated one
dollar and ninety-one cents ($1.91)/hour.
8. Article 33, Term of Agreement
This Agreement shall be in effect from January 1, 2019 2022 and shall remain in
effect until December 31, 2021 2024, and from year to year thereafter, unless
either party shall notify the other in writing by May 1, 2021 2024, that it desires to
modify or terminate this Agreement. The terms of the Wage Article, Appendix A,
and Insurance Article shall be retroactive to January 1, 2022 and limited to those
employees who are in active payroll status as of the date of the full execution of
this Agreement.
9. Appendix A, Wage Grid/Sergeants, delete the existing grid and replace with the
new grid below which reflects the addition of a maximum merit range after the
five-year step. This change shall be applicable only to those employees who are
in an active payroll status upon full execution of this CBA:
2022 (2.75%) Minimum 1 Year 3 5 Years Max/Merit
Years
47.34 48.77 50.24 51.74 54.62
2023 (2.0%) Minimum 1 Year 3 5 Years Max/Merit
Years
48.29 49.75 51.24 52.77 55.71
2024 (2.0%) Minimum 1 Year 3 5 Years Max/Merit
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Years
49.26 50.75 52.26 53.83 56.82
10. Signature Page, update with correct name for City Clerk.
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