HomeMy WebLinkAboutResolution No. 076-25 - Resolution - Collective Bargaining Agreement 2025-27 City of Rochester and AFSCME
RESOLUTION
Approving the Collective Bargaining Agreement with City of Rochester American
Federation of State, County and Municipal Employees, Local 319 (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 American Federation of State, County and Municipal Employees,
Local 319.
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 American Federation of State, County and Municipal
Employees, Local 319
Summary of Collective Bargaining Agreement Changes
Article 3 – Union Rights
A. The Union agrees to keep a current list on file with the employer of employee and
non- employee representatives who would avail themselves of the provisions of A
and B above. Only these individuals found on such list shall be considered official
representatives of the Union. A total of six (6) bargaining unit employees, shall be
eligible to receive pay for their actual time spent in contract negotiations with the
City.
Article 8 – Hours of Work
A. All hours worked in excess of forty (40) per week shall be paid, or taken as
compensatory time at the discretion of the Employee, at time-and-one-half (1 ½)
the normal hourlyemployee’s base rate. Vacation, sick leave, and holiday hours
will be included in time worked when computing forty (40) hours for overtime
purposes. Employees shall not be required to take time off in order to avoid the
payment of overtime. At no time shall the number of compensatory time hours
accrued exceed 40 hours.
The option for employees to accrue compensatory time is being done on a pilot
program which will sunset on December 31, 2027, unless both parties mutually
agree to continue compensatory time.
G. Employees covered by this Agreement shall, except upon mutual agreement, be
granted a non-paid meal period of at least thirty (30) minutes during each eight-
(8) hour work shift. Whenever possible, this meal period shall be scheduled at
the middle of each shift. Employees working at the library will be granted a
minimum sixty- (60) minute non-paid meal break on Saturdays and Sundays,
unless otherwise mutually agreed between the employee and the employer.
Article 10 – Transfers and Promotions
A. When a job opening occurs within the bargaining unit, the City shall notify the
Union when the electronic job posting is activated. It shall be posted electronically
for five (5) working days. The job posting shall include the job title/classification,
hours, location, duties, pay, and minimum qualifications. If an internal employee
meets the minimum qualifications of the position, they shall receive a first round
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interview. The employer will fill the vacancy by hiring, promoting or transferring
the most qualified employee internal or external applicant, who applies for the job,
as determined by the employer, to fill the position. When management determines
the candidates are equally qualified, the most senior employee internal applicant
will be hired or receive the promotion/transfer. If no bargaining unit employee
applies or is qualified, as determined by the Employer, the position shall be filled
outside the bargaining unit.
C. Whenever an employee transfers within the bargaining unit or is promoted within
the bargaining unit from one job classification to another, or from one department
to another, he/shethey shall carry with him/herthem to the new job classification or
department any accumulated sick leave and vacation benefits, as well as
his/hertheir seniority. An employee promoted to a new position within the same
wage grid, shall be placed in the proper step of the new position which shall allow
for a minimum of eight percent (8%), or a maximum of ten percent (10%) increase,
whichever will allow for the employee to be at an established rate within the pay
range or on the grid systemshall have their salary placed on a pay step within the
new salary range. Placement will be based on experience, qualifications, length of service,
and other relevant factors permitted by law. An employee may notify the Union of their
proposed wage placement as part of the process.A part-time employee promoted to a
full-time position shall be placed on Step A of the Appendix A wage grid or the next
highest step if the employee’s pre-promotional rate of pay exceeded the pay rate
listed in Step A.
Article 13 – Holidays
A. All employees covered by this Agreement shall receive the following paid holidays
subject to the limitations:
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. ½ Day Christmas Eve Day
5. Juneteenth 11. ½ Day New Year’s Eve
6. Independence Day 12. Christmas Day
7. Labor Day
B. Scheduled work performed on the actual day of the above holidays by eligible
employees shall be paid at one-and-one-half (1 ½) times the normal 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 or Sunday, except
December 24th and December 31st, the preceding Friday or the following Monday,
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respectively, shall be a holiday. If 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. For Library employees only: When the actual
holiday falls on a Saturday or Sunday and is observed by the City on a Friday or
Monday, Rochester Public Library employees may request another day off within
the same pay period to replace the worked observed holiday. Thirty (30) days
prior to the month in which the weekend holiday falls, the Library shall post a list of
those positions covered by this Agreement which will be required to work on the
holiday.
E. In years when Christmas Eve and New Year’s Eve fall on a Monday, the holiday shall
be eight (8) hours for full-time employees.
F.E. 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 scheduled day before and after
the holiday.
G. It is the City's policy to keep the Rochester Public Library open on the day after
Thanksgiving, Christmas Eve, and New Year’s Eve. Library employees who are
covered by this Agreement shall be subject to the following:
1. Thirty (30) days prior to and no later than the first working day of the month in
which the holiday falls, the Library shall post a list of those positions to be filled
on the day after Thanksgiving, Christmas Eve, and New Year’s Eve.
2. Employees qualified for those positions shall have the opportunity to volunteer
to fill those positions. If no employee volunteers to fill the position(s),
management shall survey the entire permanent staff including part-time and
managerial employees, starting with the employee who has most frequently had
the day off in the past years. Positions shall be filled on the ability to handle
the assignment, not limited to current job assignment in any particular
department.
3. Those employees who volunteer or are required to work on the day after
Thanksgiving shall receive their regular rate of pay and shall receive time off
based on two (2) times the hours actually worked or payment at two (2) times
their regular rate of pay at the discretion of the Library Director. For Christmas
Eve and New Year’s Eve, full-time employees who volunteer or are required
to work at least eight hours, shall be paid for the last four hours of their scheduled
workday in accordance with Section B above. Part- time employees who
volunteer or are required to work the positions posted on the list for Christmas
Eve and/or New Year’s Eve, shall be paid in accordance with Section B
above. No employee shall receive more than four (4) hours of holiday pay.
4. All references in this Section G, as it pertains to the Christmas Eve and New
Year’s Eve holidays shall sunset on December 31, 2024, unless otherwise
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negotiated.
H.F. If Christmas Day or New Year’s Day falls on Saturday; the Rochester Public
Library shall be closed on the day following – Sunday.
Article 16 – Sick Leave
D. Sick leave usage shall be subject to approval and verification by the supervisor
who may, after three (3) consecutive days’ absence, require the employee to
furnish a report from a recognized physical or mental authority attesting to the
necessity of the leave, and other information the City deems necessary, or require
a “fitness for duty” evaluation. Employees whose use of sick leave is habitual,
patterned or inappropriate may be required to submit such report for absences of
less than three (3) days duration. 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 section. Utilization of sick leave when physically fit, except as
provided in this Section, may be cause for disciplinary action.
H. Effective January 1, 2026, the Employer and Employee will split the premiums
for the Minnesota Paid Family and Medical Leave on a 50/50 basis with the
employee share payable through payroll deductions pursuant to Minn. Stat.
268B.14.
Article 17 – 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 19 – Insurance
A. The City will provide term life insurance in an amount equal to the employee's
annual salary, rounded to the next higher thousand if not already a multiple
thereof subject to a minimum of ten thousand dollars ($10,000.00) and a
maximum of fifty thousand dollars ($50,000.00). The City will provide ten
thousand dollars ($10,000.00) of additional employer paid life insurance to those
employees who have worked twenty (20) years for the City of Rochester as a
regular full-time employee providing the insurance amount is within the minimum
and maximum amounts noted.The City will provide term life insurance in an
amount equal to two (2) times the employee’s annual base salary, rounded to the
next higher thousand as outlined in the master policy on file in the City Clerk’s
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Office.
B. For new eligible employees, health, dental and life insurance coverage shall be
effective the first of the month following his/hertheir date of hire. To be eligible
for these benefits, employment must be scheduled to last more than six (6)
months and twenty (20) hours or more per week. Eligible employees working
less than forty (40) hours per week will earn pro-rated benefits.
H. The City will contribute the following monthly amounts to the total premium cost
for the medical plan coverage options as follows:
Medical Plan Options City’s Contribution to Monthly
Premium
Basic Option Tier Effective 2025 Effective 2026 Effective 2027
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 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%
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.
Effective January 1, 2016, theThe City shall contribute the following amounts to
a Health Savings Account for 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).
Article 20 – 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
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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 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 retire- ment. 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. City-sponsored life insurance may be continued until the re- tiree’s
th
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 to participate in the
City-spon- sored 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 thou- sand dollars ($10,000.00) and a maximum of the amount of
coverage available to the em ployee on the date of retirement from the City of
th
Rochester. 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).
Any life-time maximum benefit designated in the health coverage plan document
continues to be applied after retirement.
Article 27 – Term of Agreement
st
A. The Agreement shall be effective as of the 1day of January 2022 2025 and
st
shall remain in effect through the 31of December 20242027.
Article 29 – Part-time Employees
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A. For the purpose of administering this Article, part-time employees shall be those
employees who are employed for fourteen (14) hours or more, but less than an
average of twenty (20) hours per week and who have worked sixty-seven (67)
days in a calendar year or one hundred (100) days in a calendar year in the case
of students as defined in the PELRA law. An employee who becomes eligible to
participate in AFSCME as a regular member or on a fair-share basis as defined
by MN PELRA, retains that eligibility throughout his/hertheir part-time
employment.
1. The rate of pay for those employees as defined above shall be as found in
Appendix B of this Agreement. Upon hire and starting on Step A, the next step
adjustment will be given at one (1) year and annually thereafter on the
anniversary date until the highest step is reached.
2. Employees as defined in this Article shall receive all benefits of this
Agreement on a pro-rata basis, based on actual hours worked, but at no time
shall earn more than a regular part-time or full-time employee, regardless of
the number of hours actually worked. These employees have the right to
decline additional hours.
i. Effective January 1, 2025, and prospectively thereafter, employees shall
advance through the vacation accrual schedule based on years of service.
This provision shall not result in the calculation of back accrual of benefits.
3. Holidays will be prorated and rounded to the nearest quarter hour for all
regular part-time employees (AFSTEM) based on a standard work schedule
of eighteen and a half (18.5) hours per week and will be paid in the payroll
cycle that the holiday occurred. (Article 13, G does not apply to AFSTEM
employees who may or may not be scheduled to work on said holidays.)
4. Part-time employees may carry over up to forty (40) hours of accrued vacation
at the end of the last pay date of the year with any remaining balance forfeited.
5. Employees as defined in this Article shall not be eligible for, nor shall they have
access to benefits as outlined in Articles 14 15 – Injury on Duty, 16 17 –
Unused Sick Leave, 18 19 –Insurance, and 22 23 – Training.
Article 30 – Wages
A. Appendix A - Effective the first full pay period of January in each year2022, the
wage grid (Appendix A) will be updated to reflect a two and three-quartersfour
percent (2.754.0%) general increase in 20222025; and a two four percent (24.0%)
general increase in both 20232026; and 2024a three percent (3.0%) general
increase in 2027.
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Appendix B – Effective the first full pay period of January 2025, a new wage grid
will be implemented as attached. The wage grid will be updated to reflect a four
percent (4.0%) general increase effective the first full pay period of January 2026;
and a three percent (3.0%) general increase effective the first full pay period of
January 2027. For those employees whose pay rate exceeds the maximum step
of the applicable pay grade, such employees’ pay rates will be grandfathered at
the current pay rate in effect until such time as the wage grid increases and they
are able to be on a pay step in the applicable grade.
Article 32 – Labor Management Committee Meetings
The City and the Union shall establish a Labor Management Committee and participate
in training from the BMS to discuss matters of mutual interest and concern.
Appendix A
Pay Grade Job Description
1
Administrative Assistant I
Library Assistant I
2 Community Development Specialist
Library Assistant II
Accounting Clerk/Finance
Volunteer & Training Assistant (RPL)
3 311 Customer Service Specialist
Accounting Clerk
Administrative Assistant II
Assistant City Clerk
Library Associate I
Safety & Security Specialist
Volunteer and Training Assistant
Administrative Services Associate
Insurance/Purchasing Clerk
Parking Warrants & Violations Clerk
4 Accounting Technician
Library Associate II
PC Support Technician
Visual Communications & Marketing Specialist
Automation Services Associate
5 Librarian I
Librarian I/Driver
Office Services Specialists
Transit Grant Specialist
Grants and Outcomes Specialist
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6
Lead PC Support Technician
PC Support Technician
Appendix B - AFSTEM
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Eligible current employees will move to the next highest step on their
anniversary date in 20222025, 2023 2026 and 20242027.
Contract Clean-up:
Delete the following MOU/MOA’s
AFSTEM Wage Grid Transition
Juneteenth MOA
2024 Life Insurance & Wage Schedule MOU
Pay Equity Reporting MOA
2024 Holiday MOU
Eliminate he/she pronouns and other grammatical errors.
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