HomeMy WebLinkAboutResolution No. 172-24 - Resolution - Collective Bargaining Agreement 2025-27 LELS Local 371 Police Supervisors
RESOLUTION
Approving the Collective Bargaining Agreement with Law Enforcement Labor
Services, Local 371 – Police Supervisors (Union) for the calendar years 2025-27.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement (CBA) that expired on December 31, 2024; 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, 2025 - December 31, 2027; and
WHEREAS, 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
Rochester approves and ratifies the attached changes to the 2025-2027 CBA with Law
Enforcement Labor Services, Local 371 – Police Supervisors.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2024.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2024.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
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ATTACHMENT A
2025-2027 Law Enforcement Labor Services, Local 371 – Police Supervisors
Summary of Collective Bargaining Agreement Changes
2. DEFINITIONS
CHIEF - means the Chief of the Rochester Police Department.
BENEFITS ELIGIBILITY means employees whose employment is scheduled to last more
than six (6) months and who are working twenty (20) hours or more a week, will be eligible
for benefits. Eligible employees working less than 40 hours per week will earn pro-rated
benefits.
EMERGENCY - means situations so defined by the Chief or his/her designee acting in his/herthe
Chief’s absence.
EMPLOYEE - means a member of the formally recognized bargaining unit represented by the
Union.
GRIEVANCE COMMITTEE - means the elected officers of the Union or their appointees, not to
exceed three (3) in number.
POLICE DEPARTMENT - means the Rochester Police Department.
UNION - means the Law Enforcement Labor Services, Inc., Local 371, Police Supervisors.
10. HOLIDAYS
A. Employees shall receive four point six one fiveand three hundred twenty-one thousandths
(4.3214.615) 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 (110120) hours per year \[ten
(10) hours per the eleven twelve (1112) holidays observed\].
B. Holidays to be observed will be:
Martin Luther King's Birthday President's Day
Memorial Day Independence Day
Juneteenth Labor Day
Veteran's Day Thanksgiving Day
Day after Thanksgiving Christmas Eve Day
Christmas Day New Year’s Day
All above holidays to be on the observed date.
C. On City-recognized holidays, non-essential management staff is expected to be off duty.
However, some units by nature of the work performed, or due to special conditions, may
require the presence of management personnel. If a lieutenant or captain is specifically
assigned to work a holiday, that person shall be compensated at a rate of time and one-half
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(1 ½) in pay. Any compensatory time earned prior to entering this bargaining group may be
utilized or paid out at the time of employment separation from the City. However, no new or
additional compensatory time will be earned while a member of this bargaining group. In
addition, unused compensatory time may not be used to extend a termination or retirement
date.
13. UNSUSED SICK LEAVE
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.
For employees hired prior to January 1, 2013: When an employee terminates employment
after ten (10) years of regular full-time or regular part-time employment with the City of Rochester,
the City will convert forty (40) percent of the employee’s unused sick leave balance to be
deposited to the Minnesota State Retirement System (MSRS) Health Care Savings Plan.
After ten (10) years of service, the dollar value of accumulated sick leave hours will be equal to
forty (40) percent of the total accumulated sick leave hours at the time of termination/retirement
multiplied by the employee’s hourly rate of pay at the time of termination/retirement. Regular
part-time employees (those regularly scheduled for twenty \[20\] to thirty-nine \[39\] hours per week)
and who are not designated as temporary or seasonal will be eligible to convert forty (40) percent
of their accumulated sick leave.
For employees hired on or after January 1, 2013: All employees who have accrued ten (10)
or more continuous years of full-time or regular part-time service with the City, except those who
are discharged for cause, shall convert forty (40) percent of the employee’s first one thousand
two hundred (1,200) hours of accumulated but unused sick leave balance upon separation of
employment. This amount shall be deposited into an individual Minnesota State Retirement
System (MSRS) Health Care Savings Plan (HCSP) and calculated at the employee’s regular
rate of pay at time of separation.
In case of permanent disability of an active employee, as determined by PERA, an amount equal
to one hundred (100) percent of unused sick leave will be deposited in an MSRS Health Care
Savings Plan for the use of the employee as governed by MSRS rules. In case of the death of
an active employee who has a dependent(s), an amount equal to one hundred (100) percent of
unused sick leave balance will be paid in cash (less required State and Federal withholdings) to
the dependent(s).
When an employee has applied for and been granted an irrevocable waiver of participation
by MSRS and provided to the Employer written documentation of such waiver; amounts
payable for unused sick leave in the event of an eligible employee’s separation or permanent
disability as specified above shall be paid to the employee rather than to the MSRS Health
Care Savings Plan. Such payments to the employee shall be subject to normal payroll
withholdings as required by law.
14. HEALTH AND DENTAL COVERAGE AND LIFE INSURANCE
A. The City will provide term life insurance in an amount equal to two (2) times the employee’s
annual salary rounded to the next higher thousand, not to exceed the maximum plan amount,
as outlined in the master policy on file in the City Clerk's Office.
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B. The City will provide group medical insurance to eligible employees pursuant to the City’s
self-insured medical plan and pay will contribute a portion of the total premium as noted
below.
Medical Plan Options City’s Contribution to Monthly Premium
Basic Option Tier Effective Effective 2026 Effective 2027
20242025
Employee Only 87.5087.00% 87.00% 87.00%
Employee + Spouse 84.0083.50% 83.50% 83.50%
Employee + Child(ren) 84.0083.50% 83.50% 83.50%
Family 84.0083.50% 83.50% 83.50%
High Deductible Health Effective 2025 Effective 2026 Effective 2027
Plan
Employee Only 87.00% 87.00% 87.00%
Employee + Spouse 83.50% 83.50% 83.50%
Employee + Child(ren) 83.50% 83.50% 83.50%
Family 83.50% 83.50% 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 twenty-four (24)
pay periods. No payroll deduction is taken on the third pay period in any month.
C. The City shall contribute the following amounts to a Health Savings Account (HSA) for all
benefit-eligible employees selecting the High-Deductible Health Plan (HDHP) 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
*The annual contribution to the HSA account is paid out over the first two pay
periods of each month (24 pay periods total).
D. Married couples where both are employed by the City may choose one of the spouses to
carry applicable coverage for their dependents. The other employee/spouse will not be
required to carry single/individual coverage.
E. The City will provide group dental coverage and will pay one hundred (100) percent of the
cost of employee coverage. Dependents may enroll in the same group dental coverage at
the employee’s expense. The City will pay eighty-five (85) percent of the cost of dependent
coverage.
F. Health, dental, and life insurance coverage for eligible new employees will be effective the
st
first (1) day of the month following his or hertheir hire date.
G. An employee on an authorized leave of absence from City employment who does not have
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earnings on the second (2) pay date of the month must submit payment for individual and/or
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family health coverage to Human Resources prior to the twenty-fifth (25) of the month in
order to maintain coverage(s). During a Family and Medical Leave Act (FMLA) leave of
absence, the City will continue to pay its portion of the employee and dependent coverage(s)
cost. The employee is responsible for the remainder of the cost of the coverage(s). Failure
by the employee to make a timely payment as described above will result in the loss of
coverage(s).
H. An employee’s group health coverage shall cease on the last day of the month following
his/hertheir termination date or on the date of the termination if that is also the last day of the
month.
I. It is the employee’s responsibility to notify Human Resources, in writing, of all desired changes
in coverage, prior to their effective date, as well as paying the cost of coverage(s) when
he/she isthey are temporarily off the payroll.
J. The City assumes no liability or responsibility for failure to insure or for lapsed or expired
coverage.
K. Continuation of coverage will be available as provided by Federal and/or State law and other
provisions of this Agreement.
15. OPTION TO PURCHASE CITY-SPONSORED HEALTH COVERAGE, DENTAL
COVERAGE, AND/OR LIFE INSURANCE AFTER RETIREMENT
An employee who retires from regular full-time employment with the City of Rochester may
continue to participate in the City-sponsored benefits the employee had immediately prior to
retirement pursuant to state and federal law, the City's Organizational policies, as well as
benefit plan documents. Spouses of retirees that are deceased will be allowed to continue
coverage under state and federal law.
An employee who retires from regular full-time employment with the City of Rochester may
purchase City-sponsored health coverage, and/or dental coverage until the retiree’s time of
th
death, and may purchase City-sponsored life insurance until the retiree’s seventy-fifth (75)
birthday.
In order to retain City-sponsored health and/or dental coverage or life insurance, the retiree and
his/her spouse, if applicable, must authorize the requisite deductions from a checking or savings
account in the amount that is designated by the City and may be changed from time to time
through written notification from the City.
If a retired employee dies, the surviving spouse may continue any health and/or dental coverage
in effect at the time of death. The surviving spouse must authorize the requisite deductions from
a checking or savings account in the amount that is designated by the City and may be changed
from time to time through written notification from the City. For the retiree, until age sixty-five
(65), the amount of life insurance coverage which can be purchased is any amount, in thousand
dollar increments, between a minimum of ten thousand dollars ($10,000) and a maximum of the
amount of coverage available to the employee on the date of retirement from the City. Beginning
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on a retiree’s sixty-fifth (65) birthday, the amount of life insurance coverage is limited by the
underwriter to ten thousand dollars ($10,000).
Any life-time maximum benefit designated in the City’s health coverage plan document continues
to be applied after retirement.
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Employees voluntarily terminating their City employment may continue group medical coverage
up to a maximum of eighteen (18) months or as stated in existing or new State and/or Federal
law. In compliance with the Minnesota Continuation Law, a surviving spouse may continue group
medical coverage indefinitely or until covered by another plan. The employee or spouse shall
pay the total cost of any insurance that is continued.
19. COMPENSATION
Reference Exhibit A for a listing of salary ranges for 2022-2024. Employees shall be placed in
the new salary ranges as outlined in Exhibit A.Wages are found in “Appendix A” of this
Agreement.
2025: Effective the first full pay period in January of 2025, the hourly base wages shall increase
by five dollars ($5.00) per hour to reflect a market adjustment; plus an increase of four percent
(4.00%).
2026: Effective the first full pay period in January of 2026, the hourly base wages shall increase
by four percent (4.00%).
2027: Effective the first full pay period in January of 2027, the hourly base wages shall increase
by three percent (3.00%).
There shall be no step progression, merit adjustments, or lump-sum merit payments after
December 31, 20242027, except as may be negotiated in the successor Collective Bargaining
Agreement. Employees who have separated from employment are not eligible for back wages.
Step Increases
An employee will move to the next step that reflects another year in position or receive a merit
adjustment providing they have received a “successful” performance evaluation rating of “Meets
Expectations” or “Exceeds Expectations” for that year. At the discretion of the Police Chief and
the Director of Human Resources, an employee’s salary rate may be adjusted may advance one
extra step in the annual performance evaluation pay period in order to maintain internal equity or
due to market competitiveness.
Employees hired below Step 6 shall be hired at a salary that is on a step.
Merit Increases – For Employees at or Above Step 6
On the pay period beginning closest to the employee’s anniversary date or promotional date,
employees shall be eligible for a merit increase of a minimum of one-halfthree fourths of a percent
(0.75%) up to a maximum of two and one-halfthree fourths of a percent (2.75%). In no event
shall merit adjustment be granted which exceeds the range for the position.
Lump Sum Merit Pay (top of range)
If an employee is at the maximum of their salary range, the employee is eligible for a pay-for-
performance increase of a minimum of one-halfthree fourths of a percent up to a maximum of
two and one-halfthree fourths of a percent (0.75%-2.75%) paid as a lump sum amount rather
than a recalculation of annual salary.
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Grievance of Step or Merit Increase
Step and merit increases shall not be subject to grievance procedures. If a dispute exists be-
tween an employee and their supervisor regarding a step or merit increase, the dispute will be
resolved by a review board consisting of the City Administrator, Director of Human Resources,
and a member of this bargaining unit.
Promotional Increase
All employees receiving a promotion to a new position in a higher grade level shall receive a
wage adjustment in the range of six (6) to ten (10) percenthave their salary placed within the new
salary range. The employee must be placed on a step in the higher grade level or within the
merit range, if applicable. Placement will be based on experience, qualifications, length of
service, and other relevant factors permitted by law.
When an employee is permanently appointed to a promotional position immediately following
the employee’s temporary appointment to the promotional position with no break in service,
the employee’s seniority date in the promotional position shall revert back to the first day in
the temporary appointment.
All employees promoted into the bargaining unit on or after July 1, 2026, will have their
compensatory time accruals, if any, paid out in the pay period following their promotion at the
base rate they were receiving immediately prior to their promotion.
Special Project Pay
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 special 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, with concurrence of the City Administrator or their
designee, may authorize payment of additional compensation for exempt-level supervisors. The
authorization for additional compensation must occur before the exempt employee performs the
special project’s extraordinary and unique tasks.
23. TERM
This Agreement shall be in effect from January 1, 2022 2025 and shall remain in effect until
December 31, 20242027, and from year to year thereafter, unless either party shall notify the
other in writing by May 1, 20242027, that it desires to modify or terminate this Agreement.
APPENDIX A
Implementation of Wage Grid 2022
Effective the first full pay period in January 2022, employees will be placed into the new pay schedule
based on their 12/31/2021 annualized wage rate, plus the 2.75% general wage increase and any
steps they would have been eligible for in the previous grid, plus $3,770 which reflects the
incorporation of the Immediate Return to Work differential into the base wage. Using this total
amount, employees at or below Step 6 in the 2022 pay schedule above are placed on the step in the
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2022 pay schedule most closely aligning with this wage rate. For employees whose total amount
exceeds Step 6 of the 2022 pay schedule, employees are placed in the merit range.
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