HomeMy WebLinkAboutResolution No. 288-25 - Resolution - Contract IAFF Local 520 - 2026-2028
RESOLUTION
Approving the Collective Bargaining Agreement with the International
Association of Firefighters, Local 520 (Union) for the calendar years 2026-28.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement (CBA) that expired on December 31, 2025; 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, 2026 - December 31, 2028; 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 2026-2028 CBA with the
International Association of Firefighters, Local 520.
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)
1 | Page
ATTACHMENT A
2023-2025 International Association of Firefighters, Local 520
Summary of Collective Bargaining Agreement Changes
Article 4 – Hours of Work
C. Hours of work that constitute overtime compensation shall be governed by the
Fair Labor Standards Act or by the provisions of this Agreement. All hours
worked in excess of forty (40) per week by non-shift employees shall be
considered as overtime hours. All hours worked in excess of twenty-four (24)
hours per shift by shift employees shall be considered as overtime hours. The
rate for overtime for non-shift employees shall be the employee’s salary divided
by two thousand eighty (2,080) times one and one-half (1 ½). The rate for
overtime for shift employees shall be the employee’s salary divided by two
thousand nine hundred twelve (2,912) times one point six three (1.63). When
a shift employee is temporarily assigned to a 40-hour work week for training
purposes, they shall receive overtime for all hours worked in excess of forty
(40) per week at one and one-half (1 ½) times their equivalent non-shift rate.
E. The following provisions shall apply when additional employees are needed for
an emergency situation.
2. When an off-duty, shift employee firefighter agrees to or is ordered to respond,
they shall report for duty with-in thirty (30) minutes of acceptance/order and shall
be paid at 1.85 times their normal hourly rate overtime at the rate specified in
Article 4, paragraph C, from the time of acceptance/order and shall be paid a
minimum of three (3) hours. When an off-duty employee on a 40-hour per week
schedule agrees to or is ordered to respond, they shall report for duty with-in thirty
(30) minutes of acceptance/order and shall be paid at 1.5 times their 2080 rate
from the time of acceptance/order and shall be paid a minimum of three (3) hours.
If the firefighter employee does not report for duty within the thirty (30) minutes,
they shall be paid from the time of arrival. This Section 4.E.2. shall not apply to an
employee who is responding from an on-call/standby status.
6. When a firefighter on shift is physically present at their scheduled work site and
accepts a request or is ordered to work either: before the scheduled start time for
their shift or continue to work past the scheduled end time of their shift; they shall
be paid at the overtime rate of one point six three (1.63) times their normal hourly rate
for the hours actually worked and the three (3) hour call-back minimum under
Subparagraph 4 of this Section E shall not apply. A Firefighter’s scheduled start
and end time for purposes of this Agreement is 0800 to 0800.
2 | Page
Article 5 – Holidays
A. Non-shift employees covered by this Agreement shall receive the following paid holidays
subject to the limitations below:
1. New Year's Day 8. Veteran's Day
2. Martin Luther King's Day 9. Thanksgiving Day
3. President's Day 10. Day after Thanksgiving Day
4. Memorial Day 11. One-half (1/2) day Christmas Eve Day
5. Juneteenth 12. One-half (1/2) day New Year's Eve Day
6. Independence Day 13. Christmas Day
7. Labor Day
B. Work performed on the actual day of the above holidays by eligible non-shift employees shall
be paid for at one and one-half (1 1/2) times the normal hourly rate in addition to the
holiday pay.
C. Any non-shift 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 or
December 31st, the preceding Friday shall be observed as a holiday.
E. Whenever any of the listed holidays falls on Sunday, except December 24th and
December 31st, the following Monday shall be observed as 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.
Article 6 – Vacations
G. When an employee is scheduled for vacation and requires a physician's care or is
hospitalized for a minimum of three (3) consecutive days, one (1) of which is a scheduled
vacation day and providing they submit written evidence that they would be unable to use
the vacation as desired, the employee may reschedule their vacation days lost.
When an employee is on vacation and requires a physician's care or is hospitalized for a
minimum of three (3) consecutive days, two (2) of which are scheduled vacation days and
providing they submits written evidence that they would be unable to use the vacation as
desired, the employee may reschedule their vacation days lost.
Firefighters hired before 1/1/03, who have not depleted their vacation saved balances prior
to retirement or termination, authorize the City of Rochester to deposit an amount equal
to any remaining vacation saved balance in 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 vacation
3 | Page
saved, 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 the normal payroll withholdings as required by law.
No additional hours shall be placed in saved account after 12/31/02.
The new vacation cap applied after the last pay date in 2003 and each December
thereafter will be no more than two (2) times the annual vacation accrual.
Article 7 - 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. Shift
employees will make every effort to schedule and take routine medical/dental
examinations and appointments on their normal days off.
When an employee is eligible for worker's compensation payments from the City,
he/shethey may supplement these payments with a prorated portion of his/hertheir sick
leave so that the combination of the two (2) will equal regular pay. When his/hertheir sick
leave account is exhausted, he/shethey will receive worker's compensation payments
only.
st
C. No sick leave shall be granted to an employee during the first (1) month of their
employment, but shall accrue from the start of their regular employment.Sick leave shall
begin accruing from the start of their employment.
E. Employees using earned sick leave shall be considered to be working for the purpose of
accumulating additional vacation leave or sick leave. Only days that an employee would
normally have worked will be charged against his/hertheir sick leave account.
F. Employees claiming sick leave may be required to file competent written evidence that
they have been absent as authorized. The documentation provisions referenced in the
Earned Sick and Safe Time Act, MS 181.9447, Subd 3, shall not apply to paid leave
available to an employee for absences from work in excess of the minimum amount
required by ESST, as such absences are covered by this article. Abuse of sick leave or
excessive absenteeism may result in disciplinary action. Sick leave taken immediately
preceding termination of employment or retirement of an employee must be substantiated
by written medical report.
M. Sick leave may not be used for injury or illness resulting from employment other than with
the City. However, if an employee is physically unable to perform the essential functions
of their City job due to illness or injury resulting from other employment, the employee
shall be eligible to be considered for an unpaid leave of absence if approved by the Fire
Chief and the City Administrator for up to one (1) year from the date of injury suffered
during other employment.
N. Use of more than five (5) days of sick leave by shift or non-shift employees in a calendar
year, except for illnesses and injuries with medical supervision/evidence, will require a
referral to the Employee Assistance Program (EAP) for evaluation. This may be waived at
4 | Page
the discretion of the Fire Chief or designated representative.
M. Consistent with Minnesota Statute § 181.9447, Subd. 12, employees must be ready and
available to respond to public emergencies or weather events, and therefore may not use
ESST for the “closure of the employee’s place of business due to weather or other public
emergency or an employee’s need to care for a family member whose school or place of
care has been closed due to weather or other public emergency.”
This exception is necessary for these positions because they have preassigned or
foreseeable work duties requiring their response to the public emergency or weather event
to ensure the city maintains minimum staffing requirements to provide essential public
services.
N. Paid Family Medical Leave - Effective January 1, 2026, Employees will pay the lessor
of 50% of the State Plan premium for 50% of the premium for a plan selected by the
Employer with the employee share payable through payroll deductions.
Article 8 - Option to Purchase Insurance After Retirement
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 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 insurance
may be continued until the retiree’s seventy-fifth (75th) birthday.
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.
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- ($1,000) 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 the
retiree’s sixty-fifth (65th) birthday, the amount of life insurance coverage is limited by the
underwriter to ten thousand dollars ($10,000).
Any life-time maximum benefit designated in the City’s health coverage plan document
continues to be applied after retirement.
Effective the first of the month following the date this Agreement is signed by both parties,
the above language regarding the option for retirees to purchase insurance shall be null
and void in its entirety and replaced by the following:
5 | Page
An employee who retires from regular full-time employment with the City of Rochester
may continue to participate in the City-sponsored benefits the employee had immediately
prior to retirement pursuant to state and federal law, the City's Organizational policies, as
well as benefit plan documents. Spouses of retirees that are deceased will be allowed to
continue coverage under state and federal law.
This amendment shall automatically be incorporated into the successor to this Agreement
without further negotiation.
Article 9 –Insurance
A. To be eligible for the benefits provided by this Article, employment must be scheduled to
last for more than twelve (12) 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.
A. The City will provide term life insurance in an amount equal to the employee's annual
salary rounded to the next highest thousand as outlined in the master policy on file in the
City Clerk's Office. Effective the first of the month following the date this Agreement is
signed by both parties, or earlier as determined in the sole discretion of the Employer for
administrative convenience or necessity, the above language regarding City-provided
term life insurance shall be null and void in its entirety and replaced by the following:
B. 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 highest thousand as outlined in the master policy
on file in the City Clerk’s Office.
This amendment shall automatically be incorporated into the successor to this Agreement
without further negotiation.
C. The City will provide group medical insurance to eligible employees and pay a portion of
the total premium as follows:
Medical Plan City’s Monthly Premium
Basic Medical Plan Tier Effective Effective Effective
20232026 20242027 20252028
Employee Only 8887.00% 87.5000% 87.00%
Employee + Spouse 8483.50% 84.0083.50% 83.50%
Employee + Child(ren) 8483.50% 84.0083.50% 83.50%
Family 8483.50% 84.0083.50% 83.50%
High Deductible Plan Effective Effective Effective
20232026 20242027 20252028
Employee Only 8887.00% 87.5000% 87.00%
Employee + Spouse 8483.50% 84.0083.50% 83.50%
Employee + Child(ren) 8483.50% 84.0083.50% 83.50%
Family 8483.50% 84.0083.50% 83.50%
6 | Page
*Effective the first full pay check 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 parties agree to an insurance reopener for 2024 and 2025 if there is a reduction in
the aggregate value of benefits of the City’s Health Plan.
E.D. Medical and dental coverage for eligible new employees will be effective the
st
first (1) of the month following their hire date.
F.E. The City shall contribute the following amounts to a Health Savings Account
(HSA) for all benefit-eligible employees selecting the High-Deductible Health Plan (HDHP)
coverage:
High Deductible Medical Plan Annual Contribution to HSA
Employee Only $1,400.00
Employee + Spouse $2,800.00
Employee + Child(ren) $2,800.00
Family $2,800.00
*The annual contribution to the HSA account is paid out over the first two pay
periods of each month (24 pay periods total).
N. Continuation of insurance coverage will be available as provided by Federal and State law
and other provisions of this Agreement.
Article 13 - Wages
Effective the first (1st) day of the first (1st) full pay periods in January, the following wage
adjustments will be made (Appendix A):
2023 2026 – General Wage Adjustment on all Steps and Job Classifications:
2.004.00% general wage increase for all steps of the wage schedules for all represented job
classifications.
Market Adjustment:
After the application of the general wage adjustment, the Step A/Start rate shall be increased
as follows:
$1.25 per hour for Firefighter (Shift); and
$1.75 per hour for Firefighter (Non-Shift) and Fire Inspector.
Market Adjustment:
After the application of the base wage adjustment, a new step shall be added to the top of the
wage scale for all job classes. The new step (Step F for Firefighter and Fire Inspector; Step
C for all other job classes) shall be 4.00% above the prior top step. Employees who had been
at the prior top step since January 1, 2022, would move to the new top step on the effective
date. Employees who attained the prior top step after January 1, 2022, would move to the
new top step on their anniversary date following 12 months at the prior top step.
7 | Page
2024 2027 – General Wage Adjustment on all Steps and Job Classifications:
3.00% general wage increase for all steps of the wage schedules for all represented job
classifications.
2025 2028 – General Wage Adjustment on all Steps and Job Classifications:
3.002.00% general wage increase for all steps of the wage schedules for all represented job
classifications.
Market Adjustment:
After the application of the 2028 general wage adjustment, a new step shall be added to the
top of the wage scale for all job classes. The new step (Step G for Firefighter and Fire
Inspector; Step D for all other classes) shall be 2.00% above the prior top step. Advancement
to the new top step shall be as follows:
Firefighters and Fire Inspectors with six (6) or more years of service in their current
st
classification will move to the new top step (Step G) on the start of the first (1) full pay
period of January 2028. All others will move to the new top step (Step G) on the start
of the pay period closest to their anniversary date following twelve (12) months of
service in their current classification at the prior top step (Step F).
All other classes with five (5) or more years of service in their current classification will
st
move to the new top step (Step F) on the start of the first (1) full pay period in January
2028. All others will move to the new top step (Step F) on the start of the pay period
closest to their anniversary date following three (3) years of service in their current
classification at the prior top step (Step C).
If another bargaining unit negotiates a general across-the-board increase greater than 2.00%
for 2028, the parties will reopen to meet and negotiate the 2028 general wage adjustment.
Wages – Fire Inspector
Effective as of the first day of the first full pay period in 2023, the Fire Inspector will be
compensated at the same wage rates as the Firefighter (Non-Shift) job classification (including
the market adjustment).
Article 18 – Response Time*
18. RESPONSE TIME
As a condition of employment, employees covered by this Agreement must establish and
maintain their residence within a response time of no more than fifty (50) minutes from Station
One within one (1) year of passing probation.
*Upon full ratification of the successor agreement, the City agrees to delete the response
time SOG and recommend the Fire Civil Service Commission repeal the response time
requirement from Fire Civil Service Commission Rule and Regulations, Section 5.
Article 19 – Working out of Classification
D. When a Captain works as a Battalion Chief, or a Fire Inspector assumes the Assistant
Fire Marshal duties, or an Assistant Fire Marshal assumes the Fire Marshal duties of the
8 | Page
Deputy Chief/Fire Administration, or the Captain of Emergency Management assumes the
duties of the Assistant Chief of Emergency Management, they shall be paid an additional
ten percent (10%) of the Captain's or the Assistant Fire Marshal’s current hourly rate of
pay.
E. Personnel required to work on a special assignment, as authorized by the Fire
Chief and covered by this Agreement shall receive a three to five percent (3-5%)
wage adjustment as approved by the Fire Chief. A special assignment is a project
of defined or limited duration that the Fire Chief determines is needed to respond
to a mandated procedural or project deadline.
Article 31 – Prior Service Credit
This provision is intended to encourage experienced firefighters from other agencies to seek
employment with the Rochester Fire Department. At the discretion of the Chief, based on an
applicant’s prior experience, an applicant with prior experience as a full-time professional
firefighter may be offered to start at up to Step 3 C of the Firefighter wage schedule. An
employee who is started at a step higher than Step 1 A shall be entitled to annual step
advancement in the same manner as other employees.
During the six (6) month period following the implementation of this Agreement, an employee
who was hired on or after January 1, 2023, and who had prior service with another fire
department as a full-time professional firefighter, may apply to the Chief to request
consideration for step advancement based on their prior service. The decision whether to
grant prior service credit and step advancement to an existing employee is at the sole
discretion of the Chief and is not grievable.
For all other purposes, an employee given prior service credit under this section shall be
treated as a new hire. Regardless of where the employee with prior service credit is placed
on the salary schedule, the employee shall have no enhanced right with regard to: seniority;
eligibility for vacation selection or promotion; or any other rights or benefits based on service
time with the Rochester Fire Department.
Article 31 32 – Duration of Agreement
The Agreement shall be effective January 1, 2023 2026 and shall remain in effect
through December 31, 20252028.
This Agreement shall be automatically renewed from year-to-year thereafter, unless
either party wishes to reopen negotiations. Either party may reopen negotiations by
st
notifying the other party in writing of their intention by May first (1) of the current
contract year.
9 | Page
2026 - 4%
ABCDEF
ClassificationStart1 Year2 Years3 Years4 Years5 Years
Firefighter (Shift)25.96126.99628.35429.91432.93634.252
Firefighter (Non-Shift) & Fire Inspector36.34537.79439.69641.8846.1147.953
Motor Operator (Shift)34.57636.22337.672
Motor Operator (Non-Shift)48.40650.71252.741
AFM (Non-Shift) 51.99854.26256.431
Captain (Shift)39.76341.16442.811
Captain (Non-Shift)55.66857.6359.935
2027 - 3%
ABCDEF
ClassificationStart1 Year2 Years3 Years4 Years5 Years
Appendix A
Firefighter (Shift)26.7427.80629.20530.81133.92435.28
Firefighter (Non-Shift) & Fire Inspector37.43638.92840.88743.13547.49449.392
Motor Operator (Shift)35.61337.3138.802
Motor Operator (Non-Shift)49.85852.23454.323
AFM (Non-Shift) 53.55855.8958.124
WAGES
Captain (Shift)40.95642.39944.095
Captain (Non-Shift)57.33859.35961.733
Effective the First Full Pay Period in January of Each Year
2028 - 2%
ABCDEFG
ClassificationStart1 Year2 Years3 Years4 Years5 Years6 Years
Firefighter (Shift)27.27528.36229.78931.42734.60235.98636.706
Firefighter (Non-Shift) & Fire Inspector38.18539.70741.70543.99848.44350.3851.388
Motor Operator (Shift)36.32538.05639.57840.37
Motor Operator (Non-Shift)50.85553.27855.40956.517
AFM (Non-Shift) 54.62957.00859.28660.472
Captain (Shift)41.77543.24744.97745.877
Captain (Non-Shift)58.48560.54662.96864.227
Shift = 2,912 hours Non-Shift = 2080 hours
10 | Page
LETTER OF UNDERSTANDING
BETWEEN THE UNION OF ROCHESTER AND
THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL 520
PARAMEDIC SPECIALTY PAY
This Memorandum of Understanding is between the City of Rochester (hereafter “City”) and the
International Association of Fire Fighters, Local 520 (hereafter “Union”) who are parties to a
Collective Bargaining Agreement (hereafter “CBA”) in effect from January 1, 2023 2026 through
December 31, 20252028.
WHEREAS, the CITY and Union agree this MOU is specifically limited to the purpose of providing
paramedic services to protect employees and citizens within a restricted access area where other
Advanced Life Support (hereafter ALS) providers will not or cannot operate.
WHEREAS, the City will not assign personnel to perform routine day-to-day ALS task
assignments unrelated to specialty group tasks or at non-specialty team incidents where other
ALS services are available.
WHEREAS, employees who are registered paramedics may function as an ALS provider when
assigned by the Fire Chief to serve a medical role during a specialty-group medical training event.
THEREFORE, the City and Union agree as follows:
1. Employees who are registered paramedics and assigned by the Fire Chief to perform ALS
tasks when no other ALS service provider will perform said tasks, will be eligible for specialty
pay in the amount of $2.002.50 per hour for all hours worked. Effective the first full pay period
of 2024, the amount shall increase to $2.50. Except as provided in paragraph number 2,
below, such tasks shall include group training for which an employee is assigned specifically
to provide or train to provide ALS services.
2. Employee time in training to meet the EMT-Basic or EMT-Paramedic recertification
requirements are not eligible for specialty pay.
3. This MOU represents the complete and total agreement between the Employer and the Union
and will continue in effect for the duration of this contract, unless terminated by one party by
giving a minimum of thirty days advanced written notice to the other party.
City of Rochester IAFF, Local 520
_____________________________ _______________________________
City Administrator IAFF President
_____________________________ ________________________________
Director Human Resources Date
_____________________________
Date
11 | Page
MEMORANDUM OF AGREEMENT
CITY OF ROCHESTER AND
THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 520
48/96 SHIFT PILOT PROGRAM
This Memorandum of Agreement (“MOA”) is entered into between the City of Rochester
(hereafter “City”) and the International Association of Firefighters, Local 520 (hereafter
“Union”).
WHEREAS, the City and the Union are presently parties to a Labor Agreement in effect
January 1, 2023 through December 31, 2025, covering employees in the bargaining unit
(the “Labor Agreement”); and
WHEREAS, the parties are in the process of negotiation the successor to the Labor
Agreement; and
WHEREAS, one of the topics in bargaining has been the possible modification of the shift
schedule presently set out in Section 4.B. of the Labor Agreement; and
WHEREAS, the parties jointly conducted a survey of sworn personnel in the Fire
Department to determine their interest in modifying the shift schedule; and
WHEREAS, the overwhelming consensus of the sworn personnel was to conduct a pilot
program to use what is commonly known as the “48/96 Schedule” on a trial basis; and
WHEREAS, the parties desire to implement this pilot program as described herein
independent of their on-going negotiations for or resolution of the successor to the Labor
Agreement; and
NOW THEREFORE, the parties agree as follows:
1. While this pilot MOA is in effect, the language of Section 4.B. of the Labor
Agreement is temporarily amended as provided in the attached Appendix A.
2. This pilot MOA shall, after execution by the parties and unless extended by written
agreement of the parties on or before December 31, 2027, be effective to govern
the work schedules for employees during the period beginning at 0800 hours on
April 21, 2026 and ending at 2359 hours on March 31, 2027 2028. This pilot MOA
may be extended at the Chief’s discretion with 60 days notice to the Union.
3. The Chief will monitor financial and operational impacts of the pilot MOA and may
terminate the pilot MOA early at the Chief’s discretion with 60 days notice to the
Union.
12 | Page
3.4. Unless otherwise provided by written agreement of the parties, the language of
Section 4.B. of the Labor Agreement shall automatically and without further
negotiation revert to the language that existed prior to the effective date of this pilot
MOA upon the expiration or termination of this pilot MOA.
4.5. This pilot MOA represents the complete and total agreement of the parties
regarding the pilot program described herein.
5.6. The following execution indicates an agreement between the parties to the specific
terms as set forth in this pilot MOA.
The parties have caused this pilot Memorandum of Agreement to be executed by their
duly authorized representatives on the dates indicated below.
CITY OF ROCHESTER UNION
____
Alison Zelms, City Administrator IAFF President
____
Aaron Parrish, HR Director Date
Date
13 | Page