HomeMy WebLinkAboutResolution No. 006-25 - Resolution - Collective Bargaining Agreement 2025-27 IUOE Local 49 - Public Works
RESOLUTION
Approving the Collective Bargaining Agreement with International Union of
Operating Engineers, Local 49 – Public Works (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
International Union of Operating Engineers, Local 49 – Public Works.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2025.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2025.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
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ATTACHMENT A
2025-2027 International Union of Operating Engineers – Public Works
Summary of Collective Bargaining Agreement Changes
Article 6 – Hours of Work
B. Management has the right to alter the start and end dates of the summer and winter
hours providing a two- (2) week advance notification is posted for bargaining unit
employees. In addition, management and the employee may mutually agree to alter
the normal scheduled shift in order to provide workplace flexibility if needed. All hours
worked in excess of eight (8) per day and forty (40) per week by employees shall be
paid at time-and one-half (1½) rate of an employee’s base rate of pay.
C. Overtime hours, those worked in excess of eight (8) per day and/or forty (40) per week,
may be paid in compensatory time off at a rate of one-and one-half (1½) hours of an
employee’s base rate of pay for each hour worked. Only the Department Head shall
authorize compensatory time.
D. A minimum of three four (34) hours shall be paid to employees called in for work on
their days off at time-and one-half (1 ½) of their base rate of pay.
E. When called to report to work prior to the start of an employee’s regular work shift, the
employee shall immediately report to work and shall be compensated for not less than
ten (10) hours of pay upon completion of ten (10) consecutive hours of work. The first
eight (8) hours of compensation shall be at employee’s designated base hourly rate
of pay. Any hours worked in excess of eight (8) hours shall be paid as overtime at
time-and one-half (1½) rate of an employee’s base rate of pay. The City reserves the
right to send the employee home after the employee has completed not less than ten
(10) consecutive hours of work. The employee is not entitled to additional
compensation if the employee is sent home after ten (10) consecutive hours and
before the end of the employee’s regular shift time unless they are called back to work
during their regular shift hours. Employee shall continue to work beyond the ten (10)
consecutive hours if requested by employee’s supervisor.
G. Except for employees regularly scheduled to work on Saturday and/or Sunday, the
City will pay time-and one-half (1½) an employee’s regular base rate for all hours
worked on Saturday and/or Sunday, so long as such hours are not worked at the
employee’s request and provided the employee has not refused, unless for a
legitimate reason approved by the Department Head or his/her designee, to work
overtime during the employee’s normal work week.
Article 7 – Standby
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1. Standby Provisions:
a. Street Maintenance: One (1) employee in the crew chiefCrew Chief – Public
Works or traffic operations technicianTraffic Operations Technician positions
will be required to be on standby status, for weekends designated by
management., subject to the following provisions:
a.b. Sewer Standby: One (1) employee in the Crew Chief or Equipment Operator
positions in the sewer division will be required to be on standby status, for
weekends designated by management.
The Sewer Crew Chief shall receive an additional $3.00 an hour, for all
hours worked, as compensation for being on weekday standby; and
If a qualified employee is assigned to weekday standby, as a replacement
when the Sewer Crew Chief is not available, they shall be paid as overtime
at time-and-one-half (1 ½) of their base rate of pay, for the actual time of
the call(s), with a fifteen (15) minute minimum.
12. With the exception of weekday standby for the Sewer Crew Chief or their
replacement, Standby standby hours will be established between the end of the work
shift on Friday and the start of the work shift on Monday. The holiday standby period
may be established between the end of the work shift on the day prior to the holiday
and the start of the work shift on Monday or the end of the work shift on Friday to
the start of the work shift the day following the holiday. If the holiday occurs during
the week, the standby hours will be established between the end of the last work
shift to the start of the work shift following the holiday.
4. Street Maintenance: The Department shall post a list of crew chief(s), and traffic
operations technicians, and facility assistant(s) who are qualified to be included on
the standby rosters. Qualifications of employees are to be determined by the
Department Head or a designated representativedesignee. Qualified employees will
then be allowed to sign up with the most senior employee having first opportunity,
then the second most senior, etc., with the process continuing until all standby times
are covered.
Sewer: The Department shall post a list sewer division employees who are qualified
to be included on the standby roster. Qualifications of employees are to be
determined by the Department Head or a designee. The standby rotational schedule
will be established by the Department Head or designee and will consist of the Crew
Chief – Sewer and qualified Equipment Operators in the sewer division. The Crew
Chief – Sewer shall have the first opportunity to select preferred standby shifts
followed by the most senior employee, then the second most senior, etc. with the
process continuing until all standby times are covered.
If the standby schedule is not filled, management shall assign a qualified crew
chief(s), traffic operations technician(s), or sewer division employee(s), by seniority
to standby periods until the standby schedule is filled.
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5. It shall be the general practice to staff standby on a voluntary basis. If the standby
schedule is not filled, the Department management shall assign a qualified crew
chief or facility assistant to standby periods until all periods are covered.
6. In those cases where an employee has volunteered or has been assigned to a
standby period and at a later date finds that s/he will not be able to work the assigned
period, it shall be the employee’s responsibility to find a qualified replacement
subject to the approval of the immediate supervisor or Department HeadStreet
Maintenance Manager. In the event of an emergency, the scheduled employee shall
contact his/her immediate supervisor as soon as possible in order that a replacement
can be found.
7. The Department Head, Street Maintenance Manager or designated representative,
shall provide the employee with a twenty-four- (24) hour notification if the standby
period will be cancelled.
8. When an Crew Chief – Public Works, or Traffic Operations Technician employee is
scheduled and goes on standby status, s/hethey shall receive a total of eight (8)
hours of pay per weekend or four (4) hours per holiday during the timeframe of April
15 to October 31 and twelve sixteen (1216) hours of pay per weekend or six eight
(68) hours per holiday during the timeframe of November 1 to April 14. Standby
hours are paid at the employee’s regular rate of pay and these hours may not be
banked as compensatory time.
9. When a Crew Chief – Sewer or Equipment Operator in the Sewer Division is
scheduled and goes on standby status, they shall receive a total of eight (8) hours
of pay per weekend or four (4) hours per holiday.
10.Standby hours are paid at the employee’s base rate of pay and these hours may not
be banked as compensatory time.
11. In the event an employee does not respond to an on-call phone call, the employee
may be required to forfeit their standby pay for that day, if they are not able to provide
a reasonable explanation for missing the standby phone call(s).
13. Employees on standby status are required to be fit for duty and must respond to all
work requeststheir assigned facility within thirty (30)forty-five minutes of City limitsof
receiving notice to report to work.
Article 8 – Holidays
A. All employees covered by this Agreement shall receive the following paid holidays
subject to the limitations below:
New Year’s Day Veteran’s Day
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Martin Luther King Day Thanksgiving Day
President’s Day Day after Thanksgiving Day
Memorial Day (½) Day Christmas Eve Day
Juneteenth Independence Day
Christmas Day (½) Day New Year’s Eve
Labor Day
B. Work performed on the Christmas holidayDecember 25th by eligible employees shall
be paid at two (2) times the normal base hourly rate in addition to the holiday pay.
C. Work performed on the actual day of the above holidays by eligible employees shall
be paid for at one-and one-half (1½) times the normal base hourly rate in addition to
the holiday pay.
E. Whenever any of the listed holidays falls on a Saturday, except December 24 and
December 31, the preceding Friday shall be observed as a holiday.
F. Whenever any of the listed holidays falls on a Sunday, except December 24 and
December 31, the following Monday shall be observed as a holiday.
F.G. In the event Christmas Eve falls on a Sunday, it will be observed on the preceding
Friday. In the event Christmas Day falls on a Saturday, it will be observed on the
following Monday.
Article 9 – Vacation
A. Employees shall not be granted any vacation until they have been employed for six
(6) months.
B.A. Employees shall earn and be eligible to use accrued vacation benefits from the
start of their regular employment.
C.B. No accrued vacation benefits shall accrue be paid to an employee terminating
within six (6) months of his/her employment date.
D.C. In accordance with Article 5 of this Agreement, the Director of Public Works, Street
Maintenance Manager or his/her designee, shall establish vacation schedules with
first consideration given to the efficient operation of the division and second
consideration to the wishes of employees as to vacation time. Vacations may not be
taken without advance approval of the Director of Public Works, Street Maintenance
Manager or his/her designee.
E. Employees shall have the following vacation schedule:
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Years of Service Vacation Allowed
Less than 1 year Prorated 80 96 hours
1 - 2 years 80 96 hours (10 12
days)
3 - 5 years 120 hours (15 days)
6 - 10 years 152 hours (19 days)
11 - 15 years 176 hours (22 days)
16 - 19 years 192 hours (24 days)
20+ years 200 hours (25 days)
G. All regular, part-time employees working twenty (20) or more, but less than forty (40)
hours per week are eligible to earn pro-rated vacation leave. A maximum accrual cap
of two (2) times an employee’s accrual rate will be applied following the last pay date
in December 2003 and after the last pay date each December thereafter. All “saved”
vacation earned by employees hired prior to 1/1/2003 will be available for use, but no
more vacation will be transferred to “saved” after 1/1/2003.
H. Eligible employees, who are in active status at the time of their employment separation
from the City of Rochester, shall convert one hundred percent (100%) of their accrued
and saved vacation balance into a Health Care Savings Plan. However, 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 vacation in the event of an eligible employee’s separation 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.
Article 10 – Sick Leave and Paid Family Leave
A. Sick leave with pay will be granted for a bona-fide personal illness, medical
examination, medical treatment, legal quarantine, dental care, and for pre-natal
examination. When an employee is eligible for worker’s compensation payments from
the City, s/he may supplement these payments with a prorated portion of his/her sick
leave so that the combination of the two (2) will equal his/her regular pay. When
his/her sick leave account is exhausted, s/he will receive worker’s compensation
payments only.
Consistent with Minnesota Statute § 181.9447, Subd. 12, employees who are required
to possess a commercial driver’s license (CDL) must be ready and available to
respond to public emergencies or weather events, and therefore may not use ESST
for the “closure of the employee’s place of business due to weather or other public
emergency or an employee’s need to care for a family member whose school or place
of care has been closed due to weather or other public emergency”. This exception
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is necessary for these positions because they have preassigned or foreseeable work
duties requiring their response to the public emergency or weather event to ensure
the city maintains minimum staffing requirements to provide essential public services.
C. No sick leave shall be granted to an employee during the first month of his/her
employment, but shall accrue from the start of his/her employment.Employees shall
earn and be eligible to use accrued sick leave benefits from the start of their
employment.
D. Employees shall be granted one (1) workday of sick leave for each calendar month of
employment or fraction thereof. Unused sick leave shall accrue. There shall be no
maximum accumulation limit. All regular, part-time employees working twenty (20) or
more, but less than forty (40) hours per week are eligible to earn pro-rated sick leave.
F. Employees claiming sick leave may be required to file competent written evidence that
s/he has been absent as authorized. Sick leave taken immediately preceding
termination of employment or retirement of an employee must be substantiated by a
written medical report. Effective January 1, 2025, the documentation provisions
referenced in the Earned Sick and Safe Time Act, MS 181.9447, Subd 3, shall not
apply to paid leave available to an employee for absences from work in excess of the
minimum amount required by ESST, as such absences are covered by this article.
K. Effective January 1, 2026, the Employer and Employee will split the premiums for the
Minnesota Paid Family and Medical Leave (PFML) on a 50/50 basis with the employee
share payable through payroll deductions pursuant to MS 268B.14.
Article 11 – Unused Sick Leave
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.
Article 12 – Option to Purchase City-sponsored Insurance After Early
or Regular 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.
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An employee who retires from regular full-time employment with the City of Rochester
may continue to participate indefinitely in the City-sponsored health and/or dental
insurance group that the employee participated in immediately prior to retirement. The
retiree may receive dependent coverage only if s/he received dependent coverage
immediately prior to retirement. A retiree who continues dependent coverage may later
drop dependent coverage while retaining individual coverage, but the retiree may not drop
individual coverage and retain dependent coverage. City-sponsored life insurance may
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be continued until the retiree’s seventh-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 to participate in the City-
sponsored health and/or dental insurance group coverage that the surviving spouse
participated in at the time of the retired employee’s 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), life insurance coverage is set at the amount of
coverage available to the employee on the date of retirement from the City of Rochester.
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Beginning on a retiree’s sixty-fifth (65) birthday, the amount of life insurance coverage
is limited by the underwriter to ten thousand dollars ($10,000.00). In order to retain City-
sponsored health and/or dental coverage or life insurance, the retiree 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.
Any life-time maximum benefit designated in the health coverage plan document
continues to be applied after retirement.
Article 13 – Insurance
A. The City will provide term life insurance in an amount equal to two times the
employee’s annual base salary, rounded to the next highest thousand with a maximum
of fifty thousand dollars ($50,000.00)as outlined in the master policy on file in the City
Clerk’s Office.
B. The City will provide group medical insurance pursuant to the City’s self-insured
medical plan for eligible employees and will pay a portion of the monthly total premium
as follows:
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Medical Plan Options City’s Contribution to Monthly Premium*
Basic Option Tier Effective Effective Effective
20222025 20232026 20242027
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
High Deductible Health Effective Effective Effective
Plan 20222025 20232026 20242027
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
*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. Effective January 1, 2019, tThe City shall contribute the following amounts to a Health
Savings Account (HSA) for all benefit-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
*The annual contribution to the HSA account is paid out over the first two pay
periods of each month (24 pay periods total).
E. Terminated employees may continue group medical coverage as provided by Federal
or State 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 will pay the total cost of any insurance continued.
G. The City assumes no liability or responsibility for insurance coverage if the employee
fails to fulfill his/her responsibility under Sections F E and H G of this Article.
K. To be eligible for the benefits provided by this Article, employment must be scheduled
to last more than six (6) months and twenty (20) hours per week. Eligible employees
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working more than twenty (20) hours, but less than forty (40) hours per week will earn
pro-rated insurance benefits.
Article 16 Wages
A. A general wage adjustment of two and three quarter percent (2.75%) will be made in
the first full pay period in January 2022 and two percent (2.0%) in the first full pay
period in January 2023 and 2024.A schedule of hourly wages for all bargaining unit
positions is found in Addendum “A” of this Agreement.
2025: Effective the first full pay period in January 2025, the hourly base wages shall
increase by four (4%) percent.
2026: Effective the first full pay period in January 2026, the hourly base wages shall
increase by four (4%) percent.
2027: Effective the first full pay period in January 2027, the hourly base wages shall
increase by three (3%).
Employees must be in active pay status as of the date of full ratification of the successor
agreement in order to receive the wage increase for 2026
Employees will move to their next eligible step in the pay grid on their anniversary date in
their job classification. No step adjustment will be made for any employee, at any time,
who does not perform at a satisfactory level. There shall be no step progression after
December 31, 20242027 except as may be negotiated in the successor Collective
Bargaining Agreement.
B. With the approval of the Director of Human Resources and the Department Head,
newly hired or promoted employees may be advanced up to Step C on the grid due
to consideration for previous work history or to accommodate an increase in wages
for internal promotions. At the discretion of the Department Head and Director of
Human Resources, an employee may advance multiple steps in one annual period in
order to maintain internal equity with other bargaining unit members. If in the event
an employee does not possess a Commercial Driver’s License (CDL) upon hire, they
shall be paid at the Step A Starting Rate for the period of time they do not possess a
valid CDL.
C. Those employees who are routinely scheduled to work the second and third shifts, as
defined in Article 6, Hours of Work, Section A, shall receive a shift differential in the
following amounts beginning with the first full pay period of January in the contract
years stated below. This includes anyone filling in for a scheduled third shift but does
not include call backs or early start times. This pay differentials below are is for
working second and third shift hours worked only.
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Shift 20222025 20232026 20242027
$0.25 per hour $0.25 per hour $.25 per hour
Second Shift
$2.70 per hour $3.40 per hour $4.00 per hour
$1.50 per hour $1.50 per hour $1.75 per hour
Third Shift
$3.40 per hour $3.80 per hour $4.00 per hour
D. Regular full-time mechanics, who utilize their own tools/equipment for work
assignments, shall be reimbursed up to eight hundred dollars ($800.00) in 2022 for
the replacement of tools. This reimbursement will be increased to eight hundred fifty
dollars ($850.00) in 2023 and nine hundred dollars ($900.00)one thousand dollars
($1,000) for each year of the contract. in 2024. In order to be eligible for this
reimbursement, an original receipt for the purchase of new tools must be submitted to
Human Resources prior to the reimbursement payout. An employee who has received
a reimbursement but separates from the City will be required to pay back a pro-rated
portion of the reimbursement.
E. The City of Rochester will reimburse employees, whose positions require a valid Class
A or B commercial driver’s license (CDL), up to fifty sixty seven dollars ($5067.00) per
the term of this contract providing a receipt is submitted to the Human Resources
Department as evidence of payment for the CDL renewal fee. The payment
represents the approximate cost of renewal of the license for a four-year (4) period.
F. The City will reimburse two (2) City-designated employees within the bargaining group
for the fee associated with maintaining the Hazardous Material endorsement on their
commercial driver’s license. Original receipts are required to be submitted to the
Human Resources Department prior to the payment of any reimbursement.
G. Upon verification and approval of the supervisor, custodians will be allowed to accrue
equipment operator hours (recorded on the employee’s timecard) and will receive
premium pay of an additional one dollar and seventy-five cents ($1.75) per hour when
temporarily assigned those job duties. The accrued time will be considered for place-
ment in the grid in the event a custodian is promoted to an equipment operator.
H. F. If the Public Works Director or designee requires an employee to perform duties of
a higher classification for four (4) or more hours in a shift, the employee shall receive
an extra two ($2.00) dollars per hour for all such hours worked.If an employee in the
position of crew chief, traffic operations technician, or lead mechanic is absent, or the
position becomes vacant, for more than one full regular work week (at least forty
regular work hours, does not include holidays), management reserves the right to
temporarily assign another bargaining unit member, they deem most qualified, to
perform the duties of the vacant position. While employees are performing work in a
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higher classification, they shall receive an additional five (5) percent of their
established hourly rate of pay.
Article 21 – Residency
As a condition of employment, employees covered by this Agreement, must establish and
maintain their residence as described in “Response Time or Residency Requirement” of
the City of Rochester’s Organizational Policieswithin a response time of no more than
forty-five (45) minutes of their assigned facility, within one (1) year of passing their
probationary period.
Article 22 – 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, 2024 2027 that it desires to modify or terminate their
Agreement.
Article 25 – Safety
A. The City will reimburse an employee for the purchase of safety shoes and other
personal safety equipment, including any employee-designated upgrade of the City-
approved safety frames for safety glasses, up to a maximum amount of four six
hundred seventy-five ($475675.00) dollars during the term of the Agreement. When
the reimbursement amount is used for safety footwear, it shall include insoles and/or
protective coatings. If an employee is hired during the term of the agreement, the
reimbursement amount will be prorated annually. In the event an employee leaves
employment prior to the end of the contract term and has collected more than the
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.
Approved spring safety jackets may be purchased using safety clothing
reimbursement. The Union agrees that the Infrastructure Street Maintenance
Manager or his/her designee may require the employee to replace worn or unusable
safety shoes at the employee’s expense if all negotiated safety clothing
reimbursement money has been spent.
Article 26 – Uniforms
B. The City agrees to provide safety clothing as it determines necessary. The City will
provide shirts and pants. The City agrees to provide uniforms during the life of the
Agreement to employees as follows:
1. Five (5) shirts and five (5) pairs of pants per week.
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2. Coveralls will be provided to those employees per “A” of this Article, including
mechanics.
3. Mechanics shall be provided with seven (7) shirts and seven (7) pairs of pants per
week.
All City-provided safety clothing and Personal Protective Equipment (PPE) will be
required to be worn.
Article 27 – Sanding Call List
A “Sanding Call List” shall be prepared by mutual agreement between the Infrastructure
Street Maintenance Manager and Local 49 Street Maintenance bargaining unit before or
on October 1 of each year during the term of this Agreement. The list specifies the order
in which employees must be called for sanding tasks.
Employees can have up to two (2) contact numbers on the call-in sheet. If an employee
is called at the listed number(s) and does not answer, or return the call within ten (10)
minutes, the next employee on the list will be called.
To avoid conflict with their normally assigned shift, the following limitations shall apply:
Second shift employees are only eligible to be called in to sand from 4:00 AM
Saturday to 12:00 AM Monday.
Third shift employees are only eligible to be called in to sand from 3:00 PM Friday
to 12:00 PM Sunday.
Article 28 – Resource Sharing/Water Reclamation Plant
Public Works, Local 49 union members, function on occasion as truck driversassist at the
Water Reclamation Plant (WRP) as truck drivers, to assist with the transport of
wastewater bio-solids from the plant to agricultural farm fields, clear snow for access to
sites, remove/trim trees, clean tanks, and jet lines. Assignments will be prioritized to
ensure the primary responsibilities of the partnering division are achieved first before
assisting WRP. The Public Works Department may utilize WRP, Local 70, drivers when
weather conditions, or staffing limitations exist which require the Local 70 drivers to assist
in the removal of snow from sidewalks, trails/paths, and parking lots, and cul-de-sacs by
operating equipment which does not require a CDL. Local 49er employees between
Public Works and the Parks Department will be exhausted first before Local 70
employees are called.
When the Director of Public Works, his designee or other authorized City official declares
a city-wide snow emergency, the Director or his designee will determine which City
employees, in addition to Local 49 employees, will be assigned to street snow removal.
Local 70 employees will not operate any equipment under Local 49’s jurisdictionrequiring
a CDL, except pick-up plows, bombardiers, and small grading tractors, unless a city-wide
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snow emergency has been declared, or in the event no Local 49er employees between
Public Works and the Parks Department are available to fill the established routes.
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Wages Effective First Full Pay Period in January 2025 - 4.00%
A B C D E F G
GradePositionsStart+1 year+1 year+1 year+1 year+1 year+1 year
$ 24.13$ 24.94$ 25.75$ 27.03$ 28.41$ 29.85$ 31.31
1
$ 26.29$ 27.16$ 28.00$ 29.40$ 30.80$ 32.35$ 34.03
2
Parts Clerk
$ 28.46$ 29.40$ 30.34$ 31.84$ 33.46$ 35.12$ 36.93
3
Equip Operator-PW
Crew Chief - PW
Equip Operator - Sewer
$ 30.57$ 31.67$ 32.73$ 34.12$ 35.58$ 37.13$ 39.06
Mechanic
4
Traffic Operations Tech
Traffic Operations Tech
Crew Chief-PW
Mechanic $ 33.19$ 34.64$ 36.10$ 37.59$ 39.17$ 40.82$ 42.49
ADDENDUM A – Wage Grids for Public Works – Local 49’ers
Crew Chief-Sewer
5
Lead Fleet Mechanic
2025, 2026, & 2024
Wage Grid Effective First Full Pay Period in January 2026 - 4.00%
A B C D E F G
GradePositionsStart+1 year+1 year+1 year+1 year+1 year+1 year
$ 25.10$ 25.94$ 26.78$ 28.11$ 29.55$ 31.04$ 32.56
1
$ 27.34$ 28.25$ 29.12$ 30.58$ 32.03$ 33.64$ 35.39
2
Parts Clerk
$ 29.60$ 30.58$ 31.55$ 33.11$ 34.80$ 36.52$ 38.41
3
Equip Operator-PW
Crew Chief - PW
Equip Operator - Sewer
$ 31.79$ 32.94$ 34.04$ 35.48$ 37.00$ 38.62$ 40.62
Mechanic
4
Traffic Operations Tech
Traffic Operations Tech
Crew Chief-PW
Mechanic $ 34.52$ 36.03$ 37.54$ 39.09$ 40.74$ 42.45$ 44.19
Crew Chief-Sewer
5
Lead Fleet Mechanic
Wage Grid Effective First Full Pay Period in January 2027 - 3.00%
A B C D E F G
GradePositionsStart+1 year+1 year+1 year+1 year+1 year+1 year
$ 25.85$ 26.72$ 27.58$ 28.95$ 30.44$ 31.97$ 33.54
1
$ 28.16$ 29.10$ 29.99$ 31.50$ 32.99$ 34.65$ 36.45
2
Parts Clerk
$ 30.49$ 31.50$ 32.50$ 34.10$ 35.84$ 37.62$ 39.56
3
Equip Operator-PW
Crew Chief - PW
Equip Operator - Sewer
$ 32.74$ 33.93$ 35.06$ 36.54$ 38.11$ 39.78$ 41.84
Mechanic
4
Traffic Operations Tech
Traffic Operations Tech
Crew Chief-PW
Mechanic $ 35.56$ 37.11$ 38.67$ 40.26$ 41.96$ 43.72$ 45.52
Crew Chief-Sewer
5
Lead Fleet Mechanic
15 | Page
Contract Clean-up:
Delete the following MOU/MOA’s
Juneteenth MOA
2024 Wage Schedule MOU
Shift Differential MOU
Life Insurance MOU
Eliminate he/she pronouns and other grammatical errors.
MEMORANDUM OF AGREEMENT
CITY OF ROCHESTER AND
THE INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 49
PUBLIC WORKS
CLASSIFICATION AND COMPENSATION STUDY
This Memorandum of Agreement is entered into between the City of Rochester (hereafter
“City”) and the IUOE Local 49’ers, Public Works (hereafter “Union”).
WHEREAS, the City and the Union are parties to a Labor Agreement in effect January 1,
2025 through December 31, 2027, covering employees in the bargaining unit; and
WHEREAS, in 2025, the City will be commissioning a classification and compensation
study; and
WHEREAS, the Union wishes to discuss the results of the study as it relates to the
Equipment Operators assigned to the Public Works division.
NOW THEREFORE, the parties agree as follows:
1. Once the Classification and Compensation study has been adopted by the City
and the recommended changes, if any, have been budgeted for, the City and the
Union agree to meet and confer regarding the wages for the Equipment Operators
assigned to the Public Works division.
2. This Memorandum of Agreement shall expire on December 31, 2027.
3. This Memorandum of Agreement represents the complete and total agreement of
the parties.
4. The following execution indicates an agreement between the parties to the specific
terms as set forth in this Memorandum of Agreement.
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The parties have caused this Memorandum of Agreement to be executed by their duly
authorized representatives on the dates indicated below.
CITY OF ROCHESTER UNION
____
Alison Zelms, City Administrator Bryce Bushman, Business Representative
____
Aaron Parrish, HR Director Steward
____
Date Steward
_______________________________
Steward
_______________________________
Date
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