The URL can be used to link to this page

Home My WebLink AboutResolution No. 059-23 - Resolution - 2023-25 CBA with Engineering Technicians Association RESOLUTION Approving the Collective Bargaining Agreement with the Engineering Technicians As- sociation – ENTEC (Union) for the calendar years 2023-25. WHEREAS, the Union and the City of Rochester are parties to an existing Collective Bargain- ing Agreement that expired on December 31, 2022; 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, 2023, through December 31, 2025; and WHEREAS, the Request for Council Action (RCA) Attachment summarizes the changes ne- gotiated to the existing CBA between the parties. NOW, THEREFORE, BE IT RESOLVED that the Rochester City Council approves and rati- fies the attached changes and the 2023-2025 CBA with the Engineering Technicians Associ- ation. PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2023. ___________________________________ PRESIDENT OF SAID COMMON COUNCIL ATTEST: __________________________ CITY CLERK APPROVED THIS _____ DAY OF ______________________, 2023. ___________________________________ MAYOR OF SAID CITY (Seal of the City of Rochester, Minnesota) RCA Attachment – 2023-2025 Engineering Technicians’ Association Summary of Collective Bargaining Agreement Changes 1. Contract Clean-up Eliminate he/she pronouns and other grammatical errors. 2. Article 6, Hours of Work Amended to allow for compensatory time to carry over to the first pay period of April: D. Employees are eligible to accrue and use compensatory time, as provided for in the City Organizational Policy, Working Hours, Attendance and Overtime, except employees covered by this agreement shall be given until the end of the first pay period in April to bring their accrued compensatory time balances below 80 hours. In the event the organizational policy is amended to reflect an April carry over, this contract language will be omitted and replaced with a reference indicating the City organizational policy will be followed. 3. Aricle 7, Holidays Add Juneteenth as a holiday. A. All employees covered by this Agreement shall receive the following paid holidays, subject to the limitations below: 1. New Year's Day 2. Martin Luther King's Birthday 3. President's Day 4. Memorial Day 5. Juneteenth (June 19) 56. Independence Day 67. Labor Day 78. Veteran's Day 89. Thanksgiving Day 910. Day After Thanksgiving Day 1011. ½-Day Christmas Eve 1112. ½-Day New Year's Eve 1213. Christmas Day 4. Article 8, Vacation Eliminate the requirement for employees to be employed for six months before being eligible for using vacation. Employees shall not be granted any vacation until they have been employed for six (6) months. 5. Article 10, Health and Dental Coverage and Life Insurance Revise to provide for an increase in City provided life insurance and decrease the employer contri- bution towards health insurance. A. The City will provide term life insurance in an amount equal to the employee's annual salary, rounded to the next highest thousand with a maximum of fifty thousand dollars ($50,000.00) and a minimum of ten thousand dollars ($10,000.00) as outlined in the Master Policy on file in the City Clerk’s office.The City shall provide term life insurance in an amount equal to two (2) times the employee’s annual salary rounded to the next higher thousand dollars as outlined in the master policy on file in the City Clerk’s office. 2 All new employees are eligible to receive life insurance effective the first (1st) day of the month following their date of hire and continuing while actively employed. An employee’s life insurance shall cease on their termination date. Continuation of coverage will be available as provided by Federal and/or State law and other provisions of this agreement. A.B. 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 Effective Effective 20202023 20212024 20222025 Employee Only 90.7588.00% 89.7587.50% 88.5083.50% Employee + Spouse 87.2584.50% 86.2584.00% 85.0083.50% Employee + Child(ren) 87.2584.50% 86.2584.00% 85.0083.50% Family 87.2584.50% 86.2584.00% 85.0083.50% High Deductible Plan Effective Effective Effective 20202023 20212024 20222025 Employee Only 90.7588.00% 89.7587.50% 88.5087.00% Employee + Spouse 87.2584.50% 86.2584.00% 85.0083.50% Employee + Child(ren) 87.2584.50% 86.2584.00% 85.0083.50% Family 87.2584.50% 86.2584.00% 85.0083.50% 6. Article 13, Wages Revise to reflect a 3-year agreement; increase wages by 2%, 2% and 3% respectively; a one-time lump sum payment of $1,000 in 2024. st An employee salary schedule effective the first (1) payroll cycle in January 20202023, January 2021 2024 and January 2022 2025 is attached to this Agreement marked Appendix A. The prevailing schedule of hourly wages for all bargaining unit positions shall be increased by two percent (2%), two percent (2%), and three percent (3%) respectively. To be eligible for the general wage increases stst reflected in Appendix A, the employee must be employed by the City prior to March 31, of the first (1) year of the successor contract and on the date of ratification of this Agreement by both parties. A one-time lump sum payment in the amount of $1,000 shall be paid to employees in active payroll status as of December 1, 2024, with the lump sum payment being paid the second pay date in December of 2024. 7. Article 18, Duration Revise to reflect 3-year agreement. st The Agreement shall be effective as of the first (1) day of January 20202023, and shall remain in effect st through the thirty-first (31) day of December 20222025. 8. Article 20, Jury Duty Revise to follow City policy. Employees will be eligible for Jury Duty leave as stated in the City's Organizational Policy, Jury Duty/Victim Witness Leave. 3 When an employee has been absent from work because of jury service, he/she shall be paid his/her regular salary by the City, with the understanding that upon the completion of his/her jury service, he/she shall exhibit his/her jury check to the head of the department and that the amount of such check, less the amount included for traveling expenses, shall be deducted from his/her next regular pay check. 9. Article 28, Safety Equipment Increase reimbursement for safety items. The City will reimburse an employee a maximum amount of four five hundred seventytwenty-five 1 dollars ($475525.00) for the three-year term of this Agreement for the purchase of City-approved safety items provided an original receipt is submitted when requesting reimbursement. Items that may be covered by this provision include safety shoes, safety shoe insoles, prescription sunglasses, safety sunglasses, safety jackets, rain suits, rubber boots and other safety items approved by management. Any employee hired in the third year of this agreement will be limited to a maximum safety reimbursement of one hundred and seventy-five dollars ($175.00). 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 and Association agree to meet annually to review the list of City- approved safety equipment covered by this Agreement. 1 The safety reimbursement is set up for $150 for 2020 and 2021 and increased to $175 for 2022each year of this Agreement. 10. Article 30, Step Adjustments Add language for an accelerated wage grid, based on competencies. A new hourly wage grid will be implemented in the first full pay period of January 2020 with one estab- lished rate of pay for all bargaining unit job classifications. The following parameters will apply to the implementation of the grid and ongoing step progression: Beginning in 2023, existing employees will be given a choice to follow either the existing tenure-based wage grid (Base Wage Grid), which requires 16 years of service to reach the maximum wage step; or follow the Accelerated Wage Grid, which allows for accelerated step progression, based on the suc- cessful completion of competencies, in order to advance to the maximum wage step, along with annual lump-sum merit payment after reaching the maximum step. Existing employees (hired before January 1, 2023) can opt into the accelerated grid at any time, but cannot revert-back to the original Base Wage Grid after opting-in. Prior to making their irrevocable choice, employees interested in the competency-based Accelerated Wage Grid will be advised how they will transition to the wage grid and the competencies required for advancement. All employees hired after January 1, 2023, will be required to follow the competency-based Accelerated Wage Grid. Employees reassigned within this bargaining agreement can retain their grid designation. A. Existing employees will be placed in the grid at a next highest wage rate that correlates to the rate the employee would have been entitled to had the previous 2019 wage schedule (plus a general wage increase of two and one-half percent (2.5%) remained in place. No further step adjustments will occur in 2020. B.A. Beginning in 2021, and thereafter, eEmployees who elected to follow the existing Base 4 Wage Grid will move to their next eligible step in the pay period that most closely aligns with their anniversary or promotional date in their job classification providing the employee received a suc- cessful performance evaluation rating for that year. B. Begining in 2023, employees who elect to follow the competency-based Accelerated Wage Grid will be placed at their current wage step and will move to their next eligible step in the pay period that most closely aligns with their anniversary or promotional date in their job classification, provided they meet the competencies required for advancement to Steps D, G and I, contained in Appendix A. Interim step advancement is also available, based on tenure, provided an employee’s annual performance rating is “Successful” and they are making progress, as determined by their supervi- sor, in obtaining the competencies necessary for advancement to Steps D, G or I. Once an employee following the competency-based Accelerated Wage Grid has been at Step I for at least one year, they shall be eligible for a lump-sum merit payment of a minimum of one-half percent up to a maximum of two and one-half percent (0.5% to 2.5%), based on their performance. The lump-sum merit payment shall be in the pay period that most closely aligns with their anniver- sary date. 11. Appendix A Revise wage grids to reflect negotiated increases; add accelerated wage grid. See at- tached. 12. MOU – Limited Appointment Employees Revise dates to reflect 3-year agreement. 13. Agree to other minor language changes, clarification, and/or corrections: Union will review all edits prior to executing the contract. 5 APPENDIX A Wage Grid - Engineering Technicians Base Wage Grid st Effective 1 Full Pay Pe-B C D E F G H I J 10 K 12 L 14 M 16 Start/A riod in Janu- (1/+1)* (2/+1) (3/+1) (4/+1) (5/+1) (6/+1) (7/+1) (8/+1) (10/+2) (12/+2) (14/+2) (16/+2) ary 2023 (+2.00%) $31.25 $32.35 $33.32 $34.32 $35.35 $36.42 $37.51 $38.64 $39.80 $41.97 $44.26 $46.68 $49.26 2024 (+2.00%) $31.88 $33.00 $33.99 $35.01 $36.06 $37.15 $38.26 $39.41 $40.60 $42.81 $45.15 $47.61 $50.25 2025 (+3.00%) $32.84 $33.99 $35.01 $36.06 $37.14 $38.26 $39.41 $40.59 $41.82 $44.09 $46.50 $49.04 $51.76 *B(1/+1) represents Step B or 1 year of total service or plus 1 year of service Accelerated Wage Grid st Effective 1 Full Pay Pe-B C D G I Start/A E F H riod in Janu- (1/+1)* (2/+1) ary $34.32 $39.80 $49.26 2023 (+2.00%) $31.25 $32.35 $33.32 $36.15 $37.98 $44.53 $35.01 $40.60 $50.25 2024 (+2.00%) $31.88 $33.00 $33.99 $36.87 $38.73 $45.43 $36.06 $41.82 $51.76 2025 (+3.00%) $32.84 $33.99 $35.01 $37.98 $39.90 $46.79 Employees following the accelerated wage grid will advance to Steps B and C, based on tenure. Advancement to Steps D, G and I, requires successful completion of the identified competencies below. For Advancement to Step D** Employees must have been at Step C for at least 1 year, and:  Complete all required job training;  Obtain all required certifications;  Successfully performing all regular job duties; and  Demonstrate the ability to work effectively with others (teamwork). Once it is determined that an employee has the competency requirements to be placed at Step D, they shall annually advance to Steps E and F, provided their performance is “Successful” and they are making progress, as determined by their supervisor, in obtaining the competencies necessary for advancement to Step G. For Advancement to Step G** Employees must have been at Step F for at least 1 year, and demonstrate proficiency in at least 4 of the following 6 competencies:  The ability to perform increasingly complex job tasks;  Increased independence in performing job duties;  Problem solving on their own;  Contribution to process/policy/program improvements;  Increased responsibility for communicating with customers/stakeholders;  Responsibility for record-keeping, archiving, or other project documentation. Once it is determined that an employee meets the competency requirements to be places at Step G, they shall annually advance to Steps H, provided their performance is “Successful” and they are making progress, as determined by their supervisor, in obtaining the competencies necessary for advancement to Step I. For Advancement to Step I** Employees must have been at Step H for at least 1 year, and demonstrate proficiency in at least 4 of the following 6 competencies:  Independence in daily workload, by working with little or no supervision;  Completion of leadership coursework and training;  Commitment to continuous improvement and learning;  Mentorship of less-experienced teammates by being a resource or SME;  Leading special projects; 7  Coordinating City projects independently or with little oversight. **The process to formally approve advancement to Steps D, G and I will include a 3-person review panel consisting of the employee's super- visor, another supervisor selected by the employee, and another supervisor selected by the employee's supervisor who will determine if the employee meets the competency criteria necessary for advancement to Steps D, G and I. If in the event the review panel does not determine an employee has met the competency criteria necessary for advancement to Steps D, G and I, they shall remain at the step preceding Steps D, G and I, even if their annual performance rating is “Successful”. 8