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HomeMy WebLinkAboutResolution No. 185-25 - Resolution - 2025-27 Collective Bargaining Agreement - Rochester Supervisory Association RESOLUTION Approving the Collective Bargaining Agreement with the Rochester Supervisory 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 Rochester Supervisory 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) ATTACHMENT A 2025-2027 Rochester Supervisory Association Summary of Collective Bargaining Agreement Changes INTRODUCTION THIS AGREEMENT, hereinafter referred to as the Labor Agreement or the Agreement, is made and has been entered into effective the 1st day of January 2022 2025 by and between the City of Rochester, the Employer, and Rochester Supervisory Association (RSA), the Association. The Employer and the Association, the Parties, agree to be bound by the following terms and provisions. ARTICLE 2 -- EMPLOYEE DISCIPLINE AND DISCHARGE Employee discipline shall be governed by the Organizational Policy, Disciplinary Action. Employees shall not be terminated disciplined except for just cause. The normal sequence of progressive discipline includes: documented verbal warning; reprimand; suspension; termination. These disciplinary steps do not prescribe an order of issuance or guarantee that one step must precede another step when addressing issues. Prior to termination, the employee shall receive a copy of the charges made against them and be provided a reasonable opportunity to respond to these charges. Throughout all grievance proceedings, the employee may request representation by the Association. ARTICLE 3 -- VACANCIES, PROMOTIONS AND RECLASSIFICATIONS Refer to Civil Service Rules for certain Police or Fire Department positions that are governed by Civil Service Rules and City Organizational Policy for other positions unless otherwise noted in this Section. Section 3.01 – Temporary Duty An employee covered by this Agreement shall be entitled to additional temporary-duty compensation if the employee, at the assignment of their supervisor or manager, performs the key responsibilities of a higher-classification position that has been vacant for at least thirty fourteen (3014) consecutive calendar days. If unique circumstances warrant such, the Department Head and the Director of Human Resources may waive the thirty fourteen (3014) day requirement and initiate temporary duty pay on the effective date of the vacancy. Section 3.02 – Promotions and Lateral Transfers A. Promotion shall mean moving to a new or existing budgeted position with greater responsibilities and assigned a higher pay grade and higher base salary than the employee’s current position. Lateral transfer shall mean moving to a new or existing budgeted position with the same pay grade as the employee’s current position. 1. A promotional or lateral transfer opportunity within the City may occur when an employee resigns or retires from a position and the position is posted for application by present City employees. The position will be posted for the number of days designated by the City for internal applicants. The vacancy may also be advertised for external applicants at the same time at the discretion of the department head in whose department the vacancy exists. 2. An employee who has not completed the initial introductory period for newly hired employees may be considered for promotion or lateral transfer if such a promotion or transfer contributes to the mission of the City and the department in which the vacancy has occurred as determined by the corresponding Department Head, in consultation with the Director of Human Resources and the City Administrator. 3. Employee promotions or transfers should not create a direct or indirect supervisor/subordinate relationship with an immediate family member. 4. An employee receiving a promotion may notify the Union of their proposed wage placement as part of the process. B. All employees receiving a promotions or lateral transfer shall be on probation in the new position for a minimum of six (6) months. An employee that fails to successfully complete the probationary periods will be returned to their previously held position provided it is still vacant. Their rate of pay will be the rate assigned to the former position when it was occupied, plus any changes to that rate that took place during the probationary period. C. An employee receiving a promotion or a lateral transferpromoted to a new position shall have their salary placed within the salary range for their new position. Placement will be based on experience, qualifications, length of service, and other relevant factors permitted by law. be subject to an eight percent (8.0%) promotional increase. If the eight percent (8.0%) adjustment does not land on a step, the adjustment will be modified between a six and one-half (6.5%) to nine and one-half percent (9.5%) adjustment whichever will allow for the employee to be on a step below Step 6 of the new position. If the employee is moving to the merit range of the pay grid, an eight percent (8.0%) adjustment will be used. Employees receiving a promotion will not be placed below the minimum step of the new pay grade. If an employee transfers laterally to another bargaining unit position without receiving a salary increase, they shall retain their current anniversary date. However, if the transfer results in a salary increase - whether through a promotion or a lateral move - the employee’s anniversary date shall be adjusted accordingly. D. At no time shall a promoted or laterally transferred employee receive less pay than they received in their previous position. E. A promotion or lateral transfer will become effective at the beginning of a pay period. The date of the promotion or lateral transfer becomes the assigned performance evaluation date for the employee. F. 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. G. Following full ratification/approval of this Agreement, all current exempt employees with a compensatory time balance shall be given a one-time opportunity to have their balance paid out at their current 2025 rate. Thereafter, employees promoted into the bargaining unit 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. Section 3.03 – Reclassifications All requests for reclassification will be reviewed in accordance with the City’s approved policy on ReclassificationJob Changes. When an employee, after having discussed the changes with their immediate supervisor, feels that the major job functions and/or responsibilities have changed significantly for their position, they may request the Human Resources Department conduct a job analysis for the purpose of updating the job description and recommending a reclassification, if found valid. A job analysis includes a review of the current job description and a written narrative from the employee describing the substantial change(s) to the position duties and responsibilities which are then reviewed by Human Resources and the employee’s supervisor. A written response shall be expected within three (3) months from the date of the written request. Information regarding changes to positions within the RSA bargaining unit will be provided to the RSA President within 15 calendar days from the date the change was finalized. RSA recognizes the City’s right to make appropriate upward reclassifications and wage increases following those reclassifications. ARTICLE 4 -- HOLIDAYS AND VACATIONS Section 4.01 - Holidays A. RSA employees will observe the following designated holidays each year: 1. New Year’s Day (January 1st) 2. Martin Luther King’s Birthday (Third Monday in January) 3. President’s Day (Third Monday in February) 4. Memorial Day (Last Monday in May) 5. Juneteenth (June 19) th 5.6. Independence Day (July 4) 6.7. Labor Day (First Monday in September) th 7.8. Veteran’s Day (November 11) 8.9. Thanksgiving Day (Fourth Thursday in November) 9.10. Day After Thanksgiving th 10.11. Christmas Eve Day (1/2 Day December 24) th 11.12. Christmas Day (December 25) st New Year’s Eve Day (1/2 Day December 31) B. The City’s business offices will be closed on the holidays specifically listed above. C. Observance of Holidays Holidays will be observed on the days noted in paragraph A above, with the following clarifications: th 1. Whenever any of the listed holidays falls on a Saturday, except December 24 st and December 31, the preceding Friday will be observed as the holiday. th 2. Whenever any of the listed holidays falls on a Sunday, except December 24 st and December 31, the following Monday will be observed as the holiday. 3. 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. When Christmas Eve day or New Year’s Eve day falls on a Monday, the holiday shall be eight (8) hours. D. Holiday pay will not be allowed if the employee has an unauthorized absence on the workday prior to or the next workday after the holiday. E. All regular, part-time employees working twenty (20) or more, but less than forty (40) hours per week are eligible to earn pro-rated holiday benefits.one-half (1/2) time or more are eligible for holidays at their regular rate of pay as well as temporary or provisional employee scheduled to work forty (40) hours per week for three (3) consecutive months or more. These employees are subject to the same conditions as outlined in the preceding paragraphs for all regular permanent employees. F. 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. Section 4.02 - Vacations A. Eligibility 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 benefits. Regular, full-time salaried/hourly employees, and regular part-time employees who are regularly scheduled to work twenty (20) hours or more per week on a year-round basis, shall accrue annual paid vacation based on hours authorized and budgeted for that position at their regular rate. Employees regularly scheduled to work less than twenty (20) hours per week or hired as temporary or seasonal employees shall not be eligible for the accrual of paid vacation. E. When Vacations Are Taken The department head or his/her designee may approve the use of paid vacation based on departmental workload and other vacation already scheduled by departmental employees. Employees with longer length of service may be given vacation schedule preference as determined by the department head or his/her designee. When an employee is on an approved vacation leave and requires hospitalization, the employee shall have the option to utilize sick time for the time they are hospitalized, provided they submit written evidence from a health care provider. An employee who is not working because of illness or injury who has exhausted his/her sick leave balance may, with the approval of the department head or his/her designee, use available paid vacation. F. Vacation Disbursement Upon Separation 1. Upon termination or retirement, any unused 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 the balance by the hourly rate of pay upon termination. This amount will be deposited to an individual Minnesota State Retirement System (MSRS) Health Care Savings Plan (HCSP). 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. 1.2. An employee who leaves the employ of the City without giving appropriate notice will not forfeit any vacation earned. ARTICLE 5 -- GROUP MEDICAL AND DENTAL COVERAGE AND LIFE INSURANCES Section 5.01 – Eligibility for Group Medical and Dental Coverage 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 shall be eligible to receive pro-rated insurance contributions based on their FTE. New employees who are eligible for medical and dental insurance shall have coverage effective the first of the month following his/hertheir date of hire. An employee’s group medical and dental coverage shall cease on the last day of the month following his/hertheir termination date. Continuation of coverage will be available as provided by Federal and/or State law and other provisions of this Agreement. During a Family and Medical Leave Act 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). 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. Continuation of coverage will be available as provided by Federal and/or State law and other provisions of this Agreement. Section 5.02 – Medical Coverage The City shall provide group medical insurance pursuant to the City’s self-insured medical plan for eligible employees covered by this Agreement and will pay a portion of the monthly premium as follows: Medical Plan Option 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 OptionTier 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% 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 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 over 24 pay periods. Section 5.03 – Dental Coverage The City shall provide and maintain a group dental benefit plan to the employees covered under this Agreement. All dental coverage benefits are specifically articulated in the “City of Rochester Employee Dental Benefit Plan.” The City will pay one hundred (100) percent of the cost of employee coverage. The City will pay eighty-five (85) percent of the cost of dependent coverage. The City shall provide a payroll deduction option for the employee portion of costs. Section 5.04 – Life Insurance with Accidental Death, Dismemberment and Loss of Sight Coverage For exempt-level supervisors, theThe City shall provide term life insurance in an amount equal to two (2) times the employee’s annual salary, rounded to the next higher thousand dollars, as outlined in the master policy on file in the City Clerk’s Office. For non-exempt supervisors, the City will provide term life insurance in an amount equal to the employee’s annual salary, rounded to the next highest thousand, with a maximum of fifty thousand dollars ($50,000) as outlined in the master policy on file in the City Clerk’s Office. All new employees are eligible to receive life insurance effective the first day of the month following twenty (20) calendar days of employment, and continuing while actively employed. An employee’s life insurance shall cease on his/hertheir termination date. Continuation of coverage will be available as provided by Federal and/or State law and other provisions of this Agreement. Section 5.05 – Optional Life Insurance The City will provide, at the employee’s expense, additional optional term life insurance for the employee and/or spouse and/or dependent as outlined in the master policy on file in the City Clerk’s Office. The City shall provide a payroll deduction for this premium. The City shall provide payroll deduction for this premium. Section 5.06 – Dental/Life Cost Sharing Summary City Portion of Cost, First of the Month Type of Coverage Following Date of Hire Employee Dental 100% Dependent Dental 85% Employee Life Insurance 100% ARTICLE 6 -- UNIFORMS AND SAFETY EQUIPMENT The City will reimburse an eligible employee up to a maximum of four hundred seventy- five dollars ($475.00) during the term of this contract for the purchase of ANSI or ASTM approved safety shoes or other supervisory approved safety wear provided an original receipt is submitted when requesting reimbursement. Eligible employees include those required to wear safety shoes as part of their job duties or other employees, at the discretion of the Department Head, who perform work where safety shoes may provide benefit in the performance of their job duties. 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. In the event an employee leaves employment prior to the end of the contract term and has collected more than the annually prorated amount of this benefit; such excess amount paid shall be withheld from any final pay or shall be repaid to the City by the employee. 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 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. If prescription safety glasses are required, the City will reimburse the employee for the cost of lenses and City-approved frames under the City’s Prescription Safety Eyewear program. The examinations are specifically excluded. All City-provided safety clothing and Personal Protective Equipment will be required to be worn. ARTICLE 8 -- RSA MEMBER LISTING The City shall comply with PELRA, as amended, regarding all notice requirements. In addition, Tthe Human Resources Department will provide to the RSA President an up-to- date list of RSA job titles, assigned pay grade, and members occupying the positions upon request. ARTICLE 9 -- LEAVES OF ABSENCE Section 9.02 – Family and Medical Leave Family and medical leave shall be granted as required by law and/or in accordance with the approved City policy on Family and Medical Leave, unless otherwise governed by law. 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 10 -- TERM OF AGREEMENT Section 10.01 – Term of Agreement and Renewal The provisions of this Agreement shall become effective on January 1, 20222025, and shall remain in full force and effect through December 31, 20242027. ARTICLE 12 -- WORKING HOURS AND COMPENSATION With the exception of the public communication supervisors, theThe standard workweek shall be comprised of five (5) eight (8)-hour days worked consecutively within a seven (7) day period. The normal work week for a full-time public communication supervisor shall be determined by the Chief of Police. Any department, with the approval of the Department Head or designee, can establish a standard workweek consisting of forty (40) hours and composed of a combination of hours and days other than stated in the preceding paragraphs. Effective the start of the pay period following full ratification/approval, non-exempt employees who are directed to report to work outside their regularly scheduled work hours will be paid a minimum of two hours pay at the overtime rate. If an employee is released prior to the expiration of the two hour call-back minimum, they may be subject to recall within the same two-hour period, without additional call-back compensation. Section 12.02 – Special Project Compensation 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. Section 12.03 – Compensatory Time Exempt Employees: Because of the nature of their work, exempt employees covered by this Agreement may be required to work varied hours, work on nights or weekends, occasionally impacting a consistent start and stop time or the assignment of the number of hours worked in any time period sometimes difficult to predict. Insofar as practical and without reducing the efficiency of work performance, exempt employees may adjust their hours in accordance with these irregularities, subject to the approval of the employee’s supervisor. Non-Exempt Employees: Non-exempt employees covered by this Agreement may accrue compensatory time off in lieu of overtime pay for hours worked in excess of forty (40) in a work week, subject to the approval of the employee’s supervisor. Compensatory time may accrue up to a maximum of eighty (80) hours. Compensatory time may not be used to accumulate hours beyond forty (40) in a work week and will be used at such time as is mutually agreeable to the employee and supervisor. Section 12.04 – Computing Hourly Pay Rates For the purpose of converting annual pay rates into hourly rates, the annual rate shall be divided by two thousand eighty (2,080) hours. Section 12.05 – Compensation Reference Exhibit A with regard to RSA member listing and salary grade. Reference Exhibit B with regard to salary ranges for 20222025-20242027. Any and all beginning of year pay adjustments and range adjustments indicated for the 20222025-2024 2027 contract years will be effective the beginning of the first full pay period of January for all employees who were employed by the City on or after the date the Association ratified the contract. The general wage increases in Exhibit B reflect a two and three quarters percent (2.75%) increase for 2022 and a two percent (2.00%) increase for 2023 and 2024 4% increase for 2025; a 4% increase for 2026; and a 3% increase for 2027. 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.  Step Increases The step plan is based on each grade being divided between the starting salary and the salary at Step 6 of each range into six (6) equal steps. 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 department head, an employee’s salary may be adjusted may advance multiple steps in one (1) annual 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 Those employees that are at or above Step 6 of the range after the beginning of the year adjustment shall on the beginning of the pay period closest to their anniversary date (time in position) be eligible for a merit increase of a minimum of one-half percent (0.51.0%) up to a maximum of two and one-halfthree-fourths percent (2.75%) provided their annual performance rating is “Meets Expectations” or “Exceeds Expectations”. In no event shall merit adjustment be granted which exceeds the range for the position. If the intended merit adjustment exceeds the range of the position, the amount in excess of the range will be paid as a lump sum.  Lump Sum Merit Pay (top of range) If an employee is at the maximum of his/hertheir salary range, the employee is eligible for a pay-for-performance increase of a minimum of one-half percent up to a maximum of two and one-halfthree-fourths of a percent (0.51.0%-2.75%) paid as a lump sum amount rather than a recalculation of their annual salary, provided their annual performance rating is “Meets Expectations” or “Exceeds Expectations”.  Non-Exempt Overtime Eligibility Non-exempt employees covered by this Agreement shall receive overtime compensation at the rate of one and one-half (1 ½) times the employee’s regular rate of pay for hours worked in excess of forty (40) in a work week. All overtime work shall be subject to prior approval of the employee’s supervisor.  Grievance of Step or Merit Increase Step and merit increases shall not be subject to grievance procedures. If a dispute exists between an employee and Department Head 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 the RSA Board of Directors.  Promotional Increase All promotional increases shall be per Article 3, Section 3.02 of this Agreement.  Holiday Pay A Public Safety Communications Supervisor assigned to work one (1) of the City’s designated holidays will receive one and one-half (1.5) times his/her regular rate for working the holiday An RSA member, other than Public Safety Communication Supervisors, who is requested and required by his/hertheir Department HeadSupervisor or the Department Head’s designee to work on a holiday, may schedule another day off in lieu of the holiday to be taken at a time mutually agreeable to between the individual and his/hertheir Department HeadSupervisor or the Department Head’s designee.  Shift Differential Beginning the first full pay period in 2016, a Public Safety Communications Supervisor working within the Rochester Police Department is eligible to receive a shift differential of one dollar and thirty cents ($1.30) per hour for a twelve (12)-hour shift beginning at 6:00 PM and ending at 6:00 AM.  Shift Differential Beginning the first full pay period in 2016, a Public Safety Communications Supervisor working within the Rochester Police Department is eligible to receive a shift differential of one dollar and thirty cents ($1.30) per hour for a twelve (12)-hour shift beginning at 6:00 PM and ending at 6:00 AM. ARTICLE 13 – SICK LEAVE A. Sick Leave The City shall provide sick leave time for employees in order to provide income protection during periods of absenteeism due to injury or illness. B. Eligibility All regular full-time or regular part-time employees scheduled to work twenty (20) hours or more per week are eligible to earn sick leave. C. Accrual Rate Full-time eligible employees shall accrue sick leave at the rate of eight (8) hours per month, beginning with their date of hire. The sick leave accrual will be prorated for part-time positions based on their reduced work schedule. All regular, part-time employees working twenty (20) or more, but less than forty (40) hours per week shall accrue pro-rated sick leave. There shall be no maximum accumulation limit. Sick leave shall continue to accrue during periods of absence during which the employee is in a pay status. D. Use of Sick Leave Sick leave will be used in accordance with the provisions outlined in the City’s Organizational Policy, Sick Leave, Section D/1. 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. Employees who are incapacitated and unable to work shall notify their immediate supervisor at or before the scheduled reporting time, giving reason for absence and expected length of absence. Failure to make diligent effort to give such notification may result in payroll deduction for such time taken. Sick leave will be charged as it is actually used, but in no case will the charge be less than one (1) hour. An employee claiming sick leave may be required to file competent written evidence that he/she has been absent and authorized. Sick leave taken immediately preceding termination of employment or retirement of an employee must be substantiated by written medical report. An employee who has been unable to work for a period of time, three (3) or more days, because of illness or accident, may be required, before being permitted to return to work, to provide medical evidence that he/she is again able to perform all significant duties of their job in a competent manner and without hazard to themselves or others. Claiming sick leave when physically able to perform normal duties except as provided elsewhere in this Section, may be cause for disciplinary action, including cancellation of sick leave benefits, suspension, demotion or termination of employment. ARTICLE 14 -- 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 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 percent (40%) 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 percent (40%) 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 20 to 39 hours per week) and who are not designated as temporary or seasonal will be eligible to convert forty percent (40%) of their accumulated sick leave. For employees hired on or after January 1, 2013: All 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 percent (40%) 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 individual Minnesota 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 percent (100%) 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 percent (100%) 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. ARTICLE 15 -- OPTIONAL 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 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. City-sponsored life th insurance may be continued 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 savingsaccount 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 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 one 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 th (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 th 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. ARTICLE 16 – CELL PHONE REIMBURSEMENT All bargaining unit members shall be eligible to receive a monthly smartphone reimbursement pursuant to the City's Mobile Electronic Device Policy, provided their device number is shared with staff and the device is used for City business. EXHIBIT “A” -- RSA LISTING BY SALARY GRADE Exhibit “B” – RSA Salary Ranges Contract Clean-up: Delete the following MOU/MOA’s  Juneteenth MOA  2024 Wage Schedule MOU  Step and Merit Increases MOU  Wage Grid Expansion MOU  2024 Holiday MOU Eliminate he/she pronouns and other grammatical errors.