HomeMy WebLinkAboutResolution No. 048-25 - Resolution - 2025-27 City of Rochester Inspectors Association Collective Bargaining Agreement
RESOLUTION
Approving the Collective Bargaining Agreement with City of Rochester Inspectors
Association (Union) for the calendar years 2025-27.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement (CBA) which 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 the
City of Rochester Inspectors Association.
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 City of Rochester Inspectors Association
Summary of Collective Bargaining Agreement Changes
4. GRIEVANCE PROCEDURE
A grievance is defined as a complaint raised by an employee against the City or a
complaint raised by the City against the Association, involving the interpretation or
application of a specific provision of this Agreement, or a claim by an employee that the
City or its management has taken disciplinary action without just cause.
Step One
The employee must present their written grievance to their immediate supervisor within
ten (10) business days of the alleged occurrence. The grievant must state the nature of
the grievance, the alleged violation of this Agreement, and the remedy sought. The
supervisor shall give their written answer within ten (10) business days after the
grievance was received.
Step Two
If the grievance is not settled in Step One, the employee or Association may present
their grievance in writing to the Community Development Director. The written grievance
shall give the nature of the grievance, the alleged violation of the Agreement, and the
remedy sought. Both the employee and the Association must sign it. It must be
presented within ten (10) business days, after the date the supervisor’s verbal answer
was received. The Community Development Director shall give a written reply within ten
(10) business days after the written grievance was received.
Step Three
If the grievance is not settled in Step Two, and the Association desires to appeal, a
written appeal shall be made by the Association to the Director of Human Resources
within ten (10) business days of receipt of the Director’s reply. The Director of Human
Resources or a delegated representative shall give a written reply within ten (10)
business days of the City's final position. If not settled, either party may request
mediation from the Bureau of Mediation Services. In the event it is not settled through
mediation, the dispute shall go to arbitration at the request of either party per Step Four.
Step Four
In case the grievance is not settled in Step Three, it shall go to arbitration at the request
of the Association. This request must be made to the Director of Human Resources
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within ten (10) business days of the determining of impasse. If the City and the
Association can agree on an arbitrator, such person shall be named as the arbitrator for
this grievance.
In case both parties cannot agree on an arbitrator within five (5) days, they shall request
a list of names from the Bureau of Mediation Services (BMS). The Association shall
strike one (1) name first, the City shall strike one (1) name second, and that process
shall continue until there is one remaining person who shall be the arbitrator for this
grievance. The arbitrator shall be notified of the selection by a joint letter from the City
and the Association.
The arbitrator shall consider only the specific issue presented to them and shall have no
power to add to, subtract from, or modify in any way, the terms of this Agreement. The
decision shall be rendered within thirty (30) days of the close of the hearing or submission
of written briefs by the parties, whichever is later.
It is understood by both parties that:
1. The cost of the arbitrator shall be paid equally by the City and the Association.
2. Each party shall pay the cost of its witnesses, legal fees, and representatives.
3. To the extent permitted by State laws, the decision of the arbitrator shall be final and
binding.
4. In the event a cancellation penalty is charged by the arbitrator, the party requesting
the cancellation will pay such penalty, unless otherwise mutually agreed.
Grievances presented by the City against the Association shall be filed in writing with the
Association President. If the grievance is not settled to the satisfaction of the City within
six (6) working days, it shall go to arbitration at the request of the City in the same manner
and with the same provisions outlined in this Agreement for employee initiated
grievances.
Choice of Remedy:
If the grievance remains unresolved after Step Three mediation, and if the grievance
involves the suspension, demotion or discharge of an employee who has completed
the required probationary period, the grievance may be appealed either to Step Four
or a procedure such as civil service or veteran’s preference or human rights. If
appealed to any procedure other than Step Four, the grievance is not subject to the
arbitration procedure as provided in Step Four.
An employee pursuing a remedy pursuant to a statute under the jurisdiction of the
United States Equal Employment Opportunity Commission is not precluded from also
pursuing an appeal under the grievance procedure of this Agreement. If a court of
competent jurisdiction rules contrary to the ruling in EEOC v. Board of Governors of
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State Colleges and Universities, 957 F.2d 424 (7Cir.), cert. denied, 506 U.S. 906,
113 S. Ct. 299 (1992), or if Board of Governors is judicially or legislatively overruled,
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this paragraph of Section D shall be immediately null and void and shall be deleted
from this Agreement.
6. HOURS OF WORK
A. Employees shall work five (5) eight- (8) hour days per week between 7:00 a.m. until
4:00 p.m. or between 8:00 a.m. until 5:00 p.m. as determined by the Community
Development Director or their designee.
An employee may work within the parameters of the City’s organizational policy,
“Flexible Work Arrangements,” based on mutual agreement between the employee
and the Community Development Director or their designee.
B. For employees scheduled to work eight (8) hours per day, any hours worked in
excess of eight (8) hours per day shall be paid at time and one-half (1 ½) the
employee’s base hourly rate. Any hours worked in excess of forty (40) hours per
week shall be paid at time and one-half (1 ½) the employee’s base hourly rate.
Vacation, sick leave, and holiday hours will be included in time worked when
computing 40 hours for overtime purposes.
Employees working under the “Flexible Work Arrangements” policy shall be paid at
time and one-half (1 ½) the employee’s base hourly rate of pay for any hours worked
in excess of forty (40) hours per week or for working beyond or in excess of the
mutually agreed upon daily work schedule.
C. A minimum of two (2)four (4) hours shall be paid employees called in to work on their
days off, or outside of their normal assigned work hours, at time and one-half (1 ½)
their base hourly rate.
D. Overtime hours, those worked in excess of eight (8) per day and/or forty (40) per
week, may be paid in compensatory time at a rate of one and one-half (1 ½) hours
of their base hourly rate for each hour worked. Only the Department Head, or his/her
designee, shall authorize compensatory time.
Compensatory time shall be used as time off as soon as it is practical and subject to
mutual agreement by the employee and the Department Head, or their designee. No
more than eighty (80) hours of compensatory time shall be carried forward from one
(1) calendar year to the next.
7. HOLIDAYS
A. All employees covered by this Agreement shall receive the following paid holidays
subject to the limitations below:
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1. New Year's Day 78. Veteran's Day
2. Martin Luther King Day 89. Thanksgiving Day
3. President's Day 910. Day after Thanksgiving Day
4. Memorial Day 1011. 1/2 Day Christmas Eve Day
5. Juneteenth 1112. Christmas Day
56. Independence Day 12. 1/2 Day New Year's Eve
67. Labor Day
B. Work performed on the actual day of the above holidays by eligible employees shall
be paid for at one and one-half (1 ½) times their normal base hourly rate in addition
to the holiday pay.
C. Any employee who is on vacation that extends through a holiday period shall not be
charged for a day or days of vacation for the holiday.
D. Whenever any of the listed holidays falls on a Saturday, except December 24th and
December 3lst, the preceding Friday shall be a holiday.
E. Whenever any of the listed holidays falls on Sunday, except December 24th and
December 3lst, the following Monday shall be a holiday.
F. In the event Christmas Eve falls on a Sunday, it will be observed as a holiday on the
preceding Friday. In the event Christmas Day falls on a Saturday, it will be observed
as a holiday on the following Monday.
G. To be paid for these holidays, it shall be necessary for the employee to work, or be
on pre-requested vacation or sick leave, the day before and after the holiday.
H. All regular, part-time employees working 20 or more, but less than 40 hours per
week are eligible to earn pro-rated holiday benefits.
8. VACATIONS
A. Employees shall not be granted any vacation until they have been employed for six
(6) months.
B.A. Employees shall earn and be able to use accrued vacation benefits from the
start of their full-time or regular employment.
C.B. No accrued vacation benefits shall accrue be paid to an employee terminating
within six (6) months of his/hertheir employment starting date.
D.C. In accordance with Article 5 of this Agreement, the Community Development
Director shall establish vacation schedules with the first consideration given to the
efficient operation of the City and second consideration to the wishes of employees
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as to vacation time. Vacations may not be taken without advance approval of the
Community Development Director.
E.D. Priority for vacation dates shall be based on seniority as far as feasible.
F.E. The following accrual schedule shall be followed, however, the Community
Development Director and Director of Human Resources may grant a higher accrual
rate for new employees who have relevant prior work experience and vacation
benefits that would justify an exception to the entry-level accrual rate:
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.F. A maximum accrual cap of two (2) times an employee’s accrual rate will be
applied following the last pay date in December of the current contract year.
G. Upon termination or retirement, any unused accrued and saved vacation balance
for employees with less than ten (10) years of service will be converted to taxable
earnings. For separating employees with ten (10) or more years of regular full-
time or regular part-time employment with the City of Rochester, the City will
convert the employee’s entire unused and saved vacation balance by multiplying
by the hourly rate of pay upon termination to be deposited to an individual
Minnesota State Retirement System (MSRS) Health Care Savings Plan (HCSP).
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.
9. SICK LEAVE AND PAID FAMILY MEDICAL 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.
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When an employee is eligible for Worker's Compensation payments from the City,
they may supplement these payments with a prorated portion of their sick leave so
that the combination of the two will equal their regular pay. When their sick leave
account is exhausted, they will receive Worker's Compensation payments only. At
no time shall an employee be allowed to receive more net wages than they received
at the time of injury, providing all wages and deductions remain the same.
D. Sick leave also may be used in case of serious illness in the immediate family,
requiring the employee's attendance, and shall be for the actual time required, but
not to exceed three (3) work days.
C. No sick leave shall be granted to employees during the first month of their
employment, but shall accrue from the start of their employment.Employees shall
earn and be eligible to use accrued sick leave benefits from the start of their
employment.
D. One (1) work day of sick leave shall be earned for each calendar month of
employment or major fraction thereof. 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.
E. Employees using earned sick leave shall be considered to be working for the purpose
of accumulating additional vacation leave and sick leave. Only days that employees
normally have worked will be charged against their sick leave.
F. Employees claiming sick leave may be required to file competent written evidence
that they have 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 (ESST) 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.
G. Employees that have been unable to work for a period of time because of illness or
accident may be required, before being permitted to return to work, to provide
medical evidence that they are again able to perform all significant duties of their job
in a competent manner and without hazard to themselves or others.
H. Sick leave is a benefit intended to prevent the loss of regular income during a time of
personal illness, accident, or serious family illness as defined in Sections A and B
above. Each employee shall be held responsible for the reasonable, prudent, and
bona fide use of the sick leave benefits.
I. Claiming sick leave when physically fit, except as provided in this Section, may be
cause for disciplinary action, including cancellation of sick leave benefits,
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suspension, demotion, or termination. The employee must notify the Community
Development Director, or a delegated representative, of their need for leave at the
earliest possible moment and preferably before the start of their scheduled working
hours. Failure to make diligent effort to give such notification may result in payroll
deduction for such time taken.
J. No sick leave will be allowed for illness, injury, or physical inability resulting from
culpable negligence, or excessive use of alcohol or narcotics except in the case of
an employee pursuing appropriate treatment for the illness of alcoholism or other
forms of chemical dependency. No sick leave benefits of any kind will be granted
after termination of employment except as provided in Section 10, Unused Sick
Leave.
K. Sick leave may not be used for injury or illness resulting from employment other than
with the City.
L. 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.
10. UNUSED 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 2, 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 an individual Minnesota State Retirement System
(MSRS) Health Care Savings Plan (HCSP).
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
separation multiplied by the employee’s hourly rate of pay at the time of separation.
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 twelve hundred (1,200) hours of accumulated but unused sick leave
balance upon separation of employment. This amount shall be deposited into an
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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.
A HCSP is a tax free savings account. The account can be used to cover medically
necessary expenses and pay health care and long-term care insurance premiums after
retirement or termination. The money deposited is tax deferred and payouts are tax free
for medically related expenses that the HCSP participant incurs subject to the rules
applied by the MSRS.
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 a
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 the 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.
11. HEALTH AND DENTAL COVERAGE, LIFE INSURANCE, AND ERRORS,
OMISSIONS 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 as outlined in the
master policy on file in the City Clerk’s Office.
B. The City will provide errors and omissions insurance for all members of the
bargaining unit through coverage purchased and maintained by the City.
C. The City will provide group medical insurance pursuant to the City’s self-insured
medical plan to eligible employees and will pay a portion of the monthly total premium
as follows:
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%
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High Deductible Health Plan Effective 2025 Effective 2026 Effective 2027
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%
*Effective the first pay period in January.
The employee’s share of the premium will be paid through a payroll deduction. The
employee contribution towards 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.
D. The City shall contribute the following amounts to a Health Savings Account for all
benefit-eligible employees selecting the High-Deductible Health Plan coverage:
High-Deductible Medical Plan Annual Contribution to **
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 Health Savings Account is paid over 24 pay periods.
E. The City will provide group dental coverage and will pay one hundred (100) percent
of the cost of employee coverage. Dependents may participate 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 effective the first of the month following the date
of hire.
F. Health insurance for new eligible employees shall be effective the first of the month
following their date of hire. Dental coverage and life insurance will be effective the
first day of the month following twenty (20) calendar days of employment for new
employees.
G. An employee on an authorized leave of absence from City employment who does
not have earnings on the second pay date of the month must submit payment for
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individual and/or family health coverage to Human Resources prior to the 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 in
which the employee terminates.
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I. If an employee dies before retirement, their spouse shall be eligible to continue City-
sponsored health and dental coverage until age eighty-five (85) provided the spouse
was enrolled as a dependent in the City-sponsored plan(s) prior to the employee’s
death and continues to meet all eligibility requirements. 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.
J.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 they are temporarily off the payroll.
KJ. The City assumes no liability or responsibility for failure to insure or for lapsed or
expired coverage.
LK. Continuation of coverage will be available as provided by federal and/or state law
and other provisions of this agreement. 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 working more than twenty (20)
hours, but less than forty (40) hours per week will earn pro-rated insurance
benefits.
12. 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 they 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 deceased
retirees 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 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 initially selects dependent coverage may
later drop dependent coverage while retaining individual coverage, but the retiree may
not drop individual coverage and retain dependent coverage.
In order to retain City-sponsored health and/or dental coverage or life insurance, the
retiree and their 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.
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If a retired employee dies, the surviving spouse may continue any health and/or dental
insurance group 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), 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 on a retiree’s sixty-fifth
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(65) birthday, the amount of life insurance coverage is limited by the underwriter to ten
thousand dollars ($10,000). The life insurance benefit will terminate at the end of the
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month of the retiree’s seventy-fifth (75) birthday.
Any life-time maximum benefit designated in the City’s health coverage plan document
continues to be applied after retirement.
15. WAGES
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 of 2025, the base wages for
Housing Inspector and Chief Housing Inspector shall increase by four percent
(4.00%).
2025: Effective the first full pay period in January of 2025, the base wages for
Building/Trades Inspector and Chief Building/Trade Inspector shall increase by a
$2.50 an hour market adjustment plus four percent (4.00%).
2026: Effective the first full pay period in January of 2026, the base wages shall
increase by four percent (4.00%).
2027: Effective the first full pay period in January of 2027, the base wages shall
increase by three percent (3.00%).
For 2025 only, advancement to the new Step G will be based on total annual time with
the Department and will occur at the start of the pay period nearest an eligible
employee’s current anniversary date. After 2025, advancement to Step G will be
based on total annual time in an employee’s current position and will occur at the start
of the pay period nearest an eligible employee’s current anniversary date.
For employees who are promoted within the bargaining unit, placement on the
appropriate wage grid will be based on experience, qualifications, length of service,
and other relevant factors permitted by law.
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There shall be no step progression after December 31. 2027, except as may be
negotiated in the successor Collective Bargaining Agreement. 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 2025.
Addendum A is the pay schedule effective the first full pay period in January 2022
through December 31, 2024. At the discretion of the Community Development Director
and the Director of Human Resources, an employee may advance one additional steps
at the designated time in order to maintain internal equity or due to market
competitiveness. The Community Development Director and the Director of Human
Resources may also place a new employee on the wage grid up to Step C, providing the
job candidate has the requisite work experience and qualifications to warrant this
exception.
19. OTHER EMPLOYMENT
No employee covered by this Agreement shall engage in any outside employment or
business, which might hinder their impartial or objective performance of their duties.
More than twenty (20) hours per week of other employment shall be excessive unless
the person is on vacation. Employees must advise the Community Development Director
or a designated representative before accepting other employment. Other employment
may exceed twenty (20) hours per week with the prior approval of the Community
Development Director.
20. RESIDENCY
As a condition of employment, employees covered by this Agreement must establish
and maintain their residence as described in the City of Rochester’s organizational
policy, “Response Time or Residency Requirement”.
20. SAFETY EQUIPMENT
A. The City will reimburse all employees covered under this Agreement for the
purchase of safety footwear and other personal safety items/equipment, approved
by management, up to the maximum of $675 for the term of this Agreement:
The reimbursement amount will be prorated annually ($225 per year) if an
employee is hired during the term of this agreement.
In the event an employee leaves employment or transfers to another bargaining
unit prior to the end of the contract term and has collected more than the annual
prorated amount, the reimbursement shall be prorated monthly, and such
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excess amount paid shall be withheld from any final pay or shall be repaid to
the City by the employee.
Safety footwear eligible for reimbursement must meet ASTM-2412 or ASTM-
2413 standards and may include insoles and/or protective coatings. The City
will not reimburse for the re-soling of safety footwear, clip-on steel toe caps, or
protective toe covers.
Other personal safety items/equipment eligible for reimbursement require prior
management approval and may include safety rubber boots, safety jackets,
and/or upgraded safety items not provided by the department.
The reimbursement may also be used for employee-designated upgrades or
enhancements under the City’s Prescription Safety Eyewear program.
Employees will only be eligible for reimbursement when the original receipt is
submitted for reimbursement within 3 months of the purchase or within the
contract year, whichever comes first.
The City will reimburse all employees covered by this Agreement who are required
to wear safety shoes, up to a maximum of four hundred seventy-five dollars ($475.00)
over the three-year term of this Agreement for the purchase of safety shoes. An
employee may be reimbursed for the cost of the shoes, but shall not exceed the
maximum allowable amount for the term of this Agreement. Employees will only be
eligible for this allowance when the original receipt for the shoes is submitted for
reimbursement.
B. If prescription safety glasses are required, the City will reimburse the employee for
the cost of the lens and City-approved frames under the City’s Prescription Safety
Eyewear program. Eye examinations are specifically excluded.
C. All vehicles furnished by the City shall be maintained in a reasonable state of repair
in order to meet the minimum safety standards set forth by the Minnesota Highway
Patrol.
D. The City shall provide rain jackets for all employees covered by this Agreement who
are required to work outside.All City-provided safety clothing and Personnel
Protective Equipment will be required to be worn.
21. 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 this
Agreement.
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Contract Clean-up:
Delete the following MOU/MOA’s
Juneteenth MOA
2024 Life Insurance & Wage Schedule MOU
2024 Holiday MOU
Eliminate he/she pronouns and other grammatical errors.
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