HomeMy WebLinkAboutResolution No. 102-23 - Resolution - 2023-25 CBA with the Rochester Professional Employees Association - RPEA
RESOLUTION
Approving the Collective Bargaining Agreement with the Rochester Professional
Employees Association - RPEA (Union) for the calendar years 2023-25.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement (CBA) 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 - December 31, 2025; and
WHEREAS, the Attachment A summarizes the changes negotiated to the existing CBA
between the parties.
NOW, THEREFORE, BE IT RESOLVED that the Common Council of the City of Roch-
ester approves and ratifies the attached changes to the 2023-2025 CBA with the Roch-
ester Professional Employees Association.
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)
Attachment A
2023-2025 Rochester Professional Employees Association
Summary of Collective Bargaining Agreement Changes
1. CBA cover page. Amend and footer to reflect 2023 – 2025; and introduction to
st
reflect, “1 day of January 2023”.
2. Article 1, Section 1.02 – Association Dues, C Remittance. Revise to reflect the
actual procedure:
C. Remittance
The Employer shall remit such membership dues deductions made pursuant to the
provisions of this Section to the appropriate designated officer of the Association.
along with a list of the names of the employees from whose wage deductions were
made and not made. The fees and the employee-deduction list will be sent to the
Association monthly. The membership dues will be sent every pay period, when
the dues are deposited by the employer. A list of all RPEA members will be sent
quarterly.
3. Article 3, Section 3.02 – Promotions, C. Add the following language:
C. An employee promoted to a new position which has a salary range system shall
be subject to a minimum of eight percent (8%) promotional increase or to the next
highest step above the eight percent (8%), whichever will allow for the employee
to be at an established rate within the pay range or on the step system below Step
6 of the new position. Any salary range increase greater than stated in this section
is outside of the terms of this contract and will require approval from the City Ad-
ministrator or designee.
4. Article 4, Section 4.01 – Holidays, A. Add Juneteenth as a holiday:
RPEA employees will observe the following designated holidays each year:
New Year’s Day (January 1)
Martin Luther King’s Birthday (Third Monday in January)
President’s Day (Third Monday in February)
Memorial Day (Last Monday in May)
Juneteenth (June 19)
Independence Day (July 4)
Labor Day (First Monday in September)
Veteran’s Day (November 11)
Thanksgiving Day (Fourth Thursday in November)
Day After Thanksgiving (Fourth Friday in November)
Christmas Eve Day (1/2 Day December 24)
Christmas Day (December 25)
New Year’s Eve Day (1/2 Day December 31)
5. Article 4, Section 4.01 – Holidays, E.2. Add the following language:
2
Attachment A
E. Holiday pay will not be allowed if the employee:
1. has an unauthorized absence on the workday prior to or the next workday
after the holiday, or
2. is on any amount of unpaid leave both the workday prior to and the next
workday after the holiday, except when on approved FMLA.
6. Article 5, Section 5.02 – Health Coverage. Revise as indicated below. (See
also attached MOU – Medical and Dental Plan.)
The City shall provide and maintain a group medical benefit plan for employees
covered under this Agreement. The medical benefit plan shall be equal or better
to the plan design in effect as of January 1, 2015. All health coverage and pre-
scription 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 20203 Effective 20214 Effective 20225
Employee Only 90.75 88.00% 89.75 87.50% 88.50 87.00%
Employee + Spouse 87.25 84.50% 86.25 84.00% 85.00 83.50%
Employee + Child(ren) 87.25 84.50% 86.25 84.00% 85.00 83.50%
Family 87.25 84.50% 86.25 84.00% 85.00 83.50%
High Deductible Plan Effective 20203 Effective 20214 Effective 20225
Employee Only 90.75 88.00% 89.75 87.50% 88.50 87.00%
Employee + Spouse 87.25 84.50% 86.25 84.00% 85.00 83.50%
Employee + Child(ren) 87.25 84.50% 86.25 84.00% 85.00 83.50%
Family 87.25 84.50% 86.25 84.00% 85.00 83.50%
The employee’s share of the premium will be paid through a payroll deduction.
The employee contribution toward the cost of coverage(s) is divided among
rd
twenty-four (24) pay periods. No payroll deduction is taken on the third (3) pay
period in any month.
The City shall contribute the following amounts to a Health Savings Account (HSA)
for eligible employees selecting the High-Deductible Health Plan coverage:
High-Deductible Medical Plan Annual Contribution to HSA
Employee Only $1,400.00
Employee + Spouse $2,800.00
Employee + Child(ren) $2,800.00
Family $2,800.00
3
Attachment A
7. Article 6, Section 6.01 – Safety Equipment Expense Reimbursement. Revise
as follows:
The City will reimburse an employee, whose position responsibilities require them
to wear personal protective equipment, up to a maximum amount of four hundred
1
seventy-five ($475.00) five hundred fifty ($550)* dollars per the term of this con-
tract for the purchase of ANSI or ASTM approved safety shoes and insoles pro-
vided an original receipt is submitted when requesting reimbursement. An em-
ployee may be reimbursed for the cost of the shoes, but shall not exceed the max-
imum allowable amount for the term of this Agreement. 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.
If prescription safety glasses are required, the City will reimburse the employee for
the cost of lenses and City-approved frames. The examinations are specifically
excluded.
*Note: The annual boot reimbursement is generally $175.00 150.00, however, this
and will increase to $200.00 175.00 in the third year of this contract.
8. Article 7 – Group Disability Insurance. Revise as indicated below. (See also
attached MOU – Medical and Dental Plan.)
The City shall make available and maintain a group disability insurance policy to
the employees covered under this Agreement. Such insurance policy shall be
equal or better to the policy in effect as of January 1, 2017. If an employee elects
to participate in the disability insurance program, the employee shall pay the pre-
mium. The City shall provide payroll deduction for this premium.
9. Article 8 – RPEA Member Listing. Revise as follows:
A current listing of all RPEA positions, with related JCE job points and pay grade,
shall be attached to this Agreement as Exhibit A. The Human Resources Depart-
ment will provide to the RPEA President an updated list of RPEA job titles, JCE
job points, assigned pay grade, and members occupying the positions upon re-
quest. The Employer and Association agree that no amendment to the Agreement
is required if new positions are added to the bargaining unit during the contract
year.
Information regarding changes to positions within the RPEA bargaining unit will be
provided to the RPEA as part of the quarterly Labor Management Committee meet-
ings. President prior to being presented to the City Council for review and approval.
RPEA recognizes the City’s right to make appropriate upward reclassifications and
wage increases following those reclassifications.
4
Attachment A
10. Article 10, Section 10.01 – Term of Agreement and Renewal. Revise as fol-
lows:
The provisions of this Agreement shall become effective on January 1, 20203, and
shall remain in full force and effect through December 31, 20225. Anything omitted
within this Agreement shall follow City Organizational Policies, City benefit policies
or “past practice” currently being provided or followed.
11. Article 11 – Grievance Procedure. Revise Step Five as follows:
STEP FIVE - GRIEVANCE ARBITRATION
A grievance unresolved in Step 4 and appealed to Step 5 by the Employee/Asso-
ciation shall be submitted to arbitration subject to the provisions of the Public Em-
ployment Labor Relations Act, within 60 calendar days of the final Step 4 mediation
date. The selection of an arbitrator shall be made in accordance with the Rules
and Regulations as established by the Bureau of Mediation Services (BMS), ex-
cept as follows:
In case both parties cannot agree on an arbitrator within five (5) days, they shall
request a list of names from the Minnesota BMS. The City shall strike one name
first; the Employee/Association shall strike one name second; and continuing al-
ternately until only a single name remains. The remaining person shall be the
arbitrator for this grievance. The arbitrator shall be notified of the selection by a
joint letter from the City and the Employee/Association.
The arbitrator chosen shall have no right to amend, modify, nullify, ignore, add to,
or subtract from the terms and conditions of this Agreement. The arbitrator shall
consider and decide only the specific issue(s) submitted in writing by the Employer
and the Employee/Association, and shall have no authority to make a decision on
any other issues not so submitted. The decision and award of the arbitrator shall
be final and binding upon both parties.
The fees and expenses for the arbitrator’s services and proceedings shall be borne
equally by the City and the Employee/Association provided that each party shall
be responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record. If both parties desire a verbatim record
of the proceedings, the cost shall be shared equally.
12. Article 12, Section 12.02 – Special Project Compensation. Revise 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 spe-
cial 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,
5
Attachment A
with concurrence of the City Administrator may authorize payment of additional
compensation. The authorization for additional compensation must occur before
the exempt employee performs the special project’s extraordinary and unique
tasks, unless approved otherwise by the City Administrator or designee. If special
project pay is approved after work has been initiated, retroactive pay will not be
provided.
13. Article 12, Section 12.05 – Compensation. Revise the first paragraph as follows:
Reference Exhibit A with regard to RPEA member listing and salary grade. Refer-
ence Exhibit C with regard to salary ranges which reflect a two percent (2%) in-
crease for 2023, a three percent (3%) increase for 2024, and four percent (4%)
increase for 2025. 2023 wage increase retro to start of first pay period: 1/12/2023.
14. Article 12, Section 12.05 – Compensation, Merit Increases and Lump Sum
Merit Pay. Revise both sections as follows:
Merit Increases
Those employees that are at or above mid-point 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 up to a maximum of two and one-half percent (1.50% to 2.50%).
Effective January, 20242, the merit amount shall be adjusted to reflect a minimum
of one-half three-fourths of a percent up to a maximum of two and one-half three-
fourths of a percent (.75% to 2.75%). In no event shall a 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 of a percent (1.50% to 2.50%), paid as
a lump sum amount rather than a re-calculation of the annual salary. Effective
January 20242, the lump sum merit pay amount shall be adjusted to reflect a
minimum of one-half three-fourths of a percent, up to a maximum of two and
one-half three-fourths of a percent (.75% to 2.75%), paid as a lump sum
amount rather than a re-calculation of their annual salary.
15. Article 13 – City Organizational Policy and Other Benefits. Delete entire arti-
cle.
Article 13 will only be effective for the contract years of 2020 and 2021. Effective
6
Attachment A
January 1, 2022, this Article will no longer be applicable and will be eliminated in
its entirety from this contract.
A. Other Benefits
All other benefits currently received by employees covered by this Agreement
shall be retained.
B. Revision to City Organizational Policies
The City of Rochester Organizational Policies in effect at the time of the exe-
cution of this Agreement shall remain in effect and shall be binding upon the
parties. Other than those policies that establish benefits which are retained
pursuant to Section A above, the parties agree that the City has the right and
discretion to establish, revise and rescind such “non-benefit” organizational
policies in a reasonable and appropriate manner. Without limiting such right
and discretion, the City agrees to discuss with a committee of not more than
three (3) members of the bargaining unit any additions and changes to existing
“non-benefit” organizational policies pertaining to terms and conditions of em-
ployment prior to their implementation, if requested.
16. Language clean up. Replace he/she with gender-neutral term.
17. Exhibit A – RPEA Listing by Salary Grade. Revise to reflect current RPEA po-
sitions.
18. Exhibit C – RPEA Salary Ranges. Revise to reflect negotiated general increases
for the years 2023-2025, of 2.0%, 3% and 4% respectively.
19. MOU – 2020 Medical Premiums. Delete.
20. MOU – Vacation Carryover Options Year-end 2020. Delete.
21. EXHIBIT A – RPEA Listing by Salary Grade
EXHIBIT A -- RPEA LISTING BY SALARY GRADE
Job Salary
Job Title Points Grade
Account Specialist 530 1
Environmental Education Spec 530 1
GIS Technician - PW 518 1
Junior IT Analyst 537 1
System Operator 524 *6
Transit/Parking Assistant 523 1
Crime Prevention Specialist 555 2
Customer Experience & Support Coordinator 560 2
7
Attachment A
Forestry Program Coordinator 570 2
Data and Outcomes Specialist 579 2
Environmental Education Specialist 562 2
General Accountant – RPU 559 2
Land Development Coordinator 566 2
Literacy Services Coordinator 561 2
Mayor’s Executive Assistant 572 2
Office Services Coordinator Park & Rec 579 2
Planner 563554 2
Production and Community Outreach Coordinator 578 2
Sustainability Coordinator 579 2
Zoning Compliance Liaison 563 2
Assistant Design Engineer 581 3
Assistant Traffic Engineer 590 3
Automation Services Coordinator 630 3
Communications Coordinator - Public Works 618 3
City Forester 624 3
Crime Analyst 586 3
Crime Prevention and Communication Coordinator 626 3
Design Project Coordinator – Electric & Water 604 3
Digital Communications Coordinator 598 3
General Accountant – City Finance 602 3
GIS Specialist 582 3
IT Analyst 608 3
IT Systems Support Specialist 625 3
Junior System Administrator 625 3
Land and Records Specialist 585 3
Management Analyst 608 3
Manager-National Volleyball Center 603 3
Park Planner 613 3
Plans Examiner 625 3
Recreation Therapist 612 3
Residential Account Representative 586 3
Storm Water Utility Flood Control Project Compliance Specialist 592 3
Transit Operations Specialist 601 3
Assistant General Manager Music 637 4
Budget and CIP Analyst 675 4
Active Transportation Coordinator 666 4
Business Project Coordinator 645 4
Buyer/Procurement Specialist 637 4
Communications & Engagement Coordinator 648 4
Communications Coordinator RPU 645 4
Design Project Coordinator 636 4
Fire Protection Specialist 672 4
GIS Coordinator – PW 677 4
GIS Coordinator – RPU 655 4
8
Attachment A
Internal Auditor 648 4
IT System Administrator 648 4
License Examiner 664 4
Marketing and Development Coordinator 645 4
Marketing/Outreach Coordinator 650 4
Parking Systems Manager 664 4
Principal Planner 675 4
Project Manager 648664 4
Project Manager - Engineering 641 4
Senior Financial Analyst – City Finance 664 4
Senior Financial Analyst – RPU 648 4
System Administrator 648 4
Technology Forensic Analyst 672 4
Urban Design and Heritage Preservation Coordinator 646 4
Work Management Coordinator 644 4
City Records Manager 688 5
Civil Engineer – Water Resources 701 5
Crime Analyst Coordinator 696 5
Data Analytics Developer 688 5
IT Compliance and Security Coordinator 688 5
Legislative Policy Analyst 688 5
Project Manager – Engineering 690 5
SCADA Engineer 688 5
Senior Administrative Analyst 685 5
Systems & Communications Administrator 698 5
Administrative Services Manager - Police 710 6
Communications and Engagement Manager 729 6
Emergency Management Director 757 6
Energy & Environmental Advisor 722 6
Infrastructure Maintenance Engineer 738 6
NERC Compliance Project Manager 735 6
Plans Examiner – Structural Engineer 748 6
Professional Standards Manager 724 6
Project and Portfolio Manager – RPD 710 6
Project Electrical Engineer 741 6
Project Engineer 741 6
Senior Plans Examiner 748 6
Enterprise IT Security Specialist 783 7
Environmental and Regulatory Affairs Coordinator – RPU 783 7
Environmental Manager 762 7
Manager of Facilities and Property 774 7
Legislative Affairs and Policy Director 781 7
Process Control Engineer 790 7
Project Manager – Water Reclamation Plant 775 7
Senior Civil Engineer 761 7
9
2023 Pay Schedule -- 2.00% Wage Increase2025 Pay Schedule -- 4.00% Wage Increase2024 Pay Schedule -- 3.00% Wage Increase
Min Min Min Max Max Max Min as % Min as % Min as % Max as % Max as % Max as %
GradeGradeGradeMinimumMinimumMinimumStep 1Step 1Step 1Step 2Step 2Step 2Step 3Step 3Step 3Step 4Step 4Step 4Step 5Step 5Step 5Step 6Step 6Step 6MaxMaxMaxPointsPointsPointsPointsPointsPointsof
Step 6of Step 6of Step 6of Step 6of Step 6of Step 6
111 66,79871,55468,802 68,75973,65570,822 70,72575,76172,847 72,68877,86474,869 74,65479,97076,894 76,61782,07378,916
78,58284,17780,939 101,013 94,29997,12851551551555055055085.0%85.0%85.0%120.0%120.0%120.0%
222 71,33776,41673,477 73,43678,66575,639 75,53480,91277,800 77,63283,15979,961 79,72885,40582,120 81,82787,65384,282
83,92889,90486,446 100,713107,883103,73455155155158058058085.0%85.0%85.0%120.0%120.0%120.0%
333 76,86582,33879,171 79,12784,76181,501 81,38887,18383,830 83,64889,60386,157 85,90892,02488,485 88,17194,44990,816
90,42996,86893,142 113,038121,086116,42958158158163563563585.0%85.0%85.0%125.0%125.0%125.0%
444 82,82188,71885,306 85,25991,33087,817 87,69593,93990,326 90,12896,54592,832 92,56899,15995,345 101,765 95,00197,851 100,361104,375
97,438 121,797130,469125,45163663663667867867885.0%85.0%85.0%125.0%125.0%125.0%
555 89,24195,59591,918 91,86498,40594,620 101,218 94,49097,325 100,026104,027 97,113 102,732106,841 99,740 102,362109,650105,433 104,989112,465108,139
131,238140,582135,17567967967970970970985.0%85.0%85.0%125.0%125.0%125.0%
666 103,003 96,15699,041 101,954106,032 98,984 101,812109,061104,866 104,642112,092107,781 107,469115,121110,693 110,297118,150113,606 113,125121,180116,519
141,406151,474145,64871071071076076076085.0%85.0%85.0%125.0%125.0%125.0%
777 103,611110,988106,719 106,657114,251109,857 109,706117,517112,997 112,755120,784116,138 115,799124,044119,273 118,847127,308122,412 121,894130,573125,551
152,368163,217156,93976176176180080080085.0%85.0%85.0%125.0%125.0%125.0%
Attachment A
888 111,639119,588114,988 114,924123,107118,372 118,207126,623121,753 121,489130,139125,134 124,776133,660128,519 128,056137,174131,898 131,339140,690135,279
164,178175,867169,10380180180183083083085.0%85.0%85.0%125.0%125.0%125.0%
999 120,291128,856123,900 123,828132,645127,543 127,366136,434131,187 130,903140,223134,830 134,443144,015138,476 137,983147,807142,122 141,518151,595145,764
176,899189,494182,20683183183192092092085.0%85.0%85.0%125.0%125.0%125.0%
Senior Electrical Engineer 769 7
Manager of Portfolio Optimization 811 8
*Special Placement
22. EXHIBIT C – RPEA SALARY RANGES
EXHIBIT C -- RPEA SALARY RANGES
Effective the First Full Pay Period in January of each Calendar Year
23. MOU – Medical and Dental Plan (NEW). See below.
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ROCHESTER AND
10
Attachment A
THE ROCHESTER PROFESSIONAL EMPLOYEE ASSOCIATION
MEDICAL AND DENTAL PLAN
This Memorandum of Understanding (MOU) is entered into between the City of Roches-
ter, Minnesota, (hereafter “Employer”) and the Rochester Professional Employee Associ-
ation (hereafter “Union”), who are parties to a Collective Bargaining Agreement (CBA),
which is in effect from January 1, 2020 through December 31, 2022.
WHEREAS, the Employer and the Union are currently in negotiation discussions regard-
ing the terms and conditions of the successor CBA.
WHEREAS, Article 5, GROUP HEALTH AND DENTAL COVERAGE AND LIFE INSUR-
ANCES, Section 5.02, of the CBA, contains the following provision, “The medical benefit
plan shall be equal or better to the plan design in effect as of January 1, 2015.”
WHEREAS, Article 7, GROUP DISABILITY INSURANCE of the CBA, contains the fol-
lowing provision, “Such insurance policy shall be equal or better to the policy in effect as
of January 1, 2017.”
WHEREAS, the Employer has made a proposal to the Union, as part of negotiations of
the successor CBA, to delete these provisions from Article 5 and Article 7 of the CBA and
the Union has sought the inclusion of language regarding future negotiations of deducti-
bles and co-pays.
NOW, THEREFORE, the City and Union agree as follows:
1. The following sentences will be deleted from Article 5 and 7 of the 2023-2025 Col-
lective Bargaining Agreement:
a. Article 5, GROUP HEALTH AND DENTAL COVERAGE AND LIFE INSUR-
ANCES Section 5.02: “The medical benefit plan shall be equal or better to the
plan design in effect as of January 1, 2015.”
b. Article 7, GROUP DISABILITY INSURANCE: “Such insurance policy shall be
equal or better to the policy in effect as of January 1, 2017.”
2. The parties agree to reopen Article 5 in 2024 and 2025 if there is a reduction in the
aggregate value of benefits in the City’s Medical Plan as it relates to deductibles
and co-pays. The Union or Employer shall initiate the reopener process in writing.
3. The City’s Medical Plan will provide coverage consistent with state and federal law.
4. The City will initiate a City-wide insurance committee to review and discuss annual
plan design changes to the Dental and Medical Plan, as set forth in the plan design
documents.
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Attachment A
The parties have caused this Memorandum of Understanding to be executed by their duly
authorized representatives on the dates indicated below.
FOR CITY OF ROCHESTER FOR THE ROCHESTER PROFES-
SIONAL EMPLOYEE ASSOCIATION
Aaron Parrish, HR Director Mike Thedens, President
Alison Zelms, City Administrator Date
Date
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