HomeMy WebLinkAboutResolution No. 144-26 - Resolution - IUOE Local 49 Parks and Recreation 2026-2028 CBA
RESOLUTION
Approving the Ratification of the Collective Bargaining Agreement with the
International Union of Operating Engineers, Local 49 – Parks and Recreation (Union)
for the Calendar Years 2026-28.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement that expired on December 31, 2025; and
WHEREAS, representatives from the Union and representatives of the City of Rochester
have negotiated a three-year Collective Bargaining Agreement for the term of January 1,
2026 to December 31, 2028; and
WHEREAS, Attachment A summarizes the changes negotiated to the existing Collective
Bargaining Agreement.
NOW, THEREFORE, BE IT RESOLVED, by the Common Council of the City of Rochester,
MN that the Common Council of the City of Rochester approves and ratifies the attached
changes to the 2026-28 Collective Bargaining Agreement with the International Union of
Operating Engineers, Local 49 – Parks and Recreation.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2026.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2026.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
Attachment A
Collective Bargaining Agreement 2026-28 International Union of Operating Engineers,
Local 49 – Parks and Recreation Summary of Collective Bargaining Unit Changes
Article 3 – Seniority
E. When there is a job opening within the bargaining unit, it shall be posted on the Union
bulletin board for five (5) working days. The job opening, at the discretion of
management, may be advertised externally at the same time to expedite filling
vacancies.
Article 4 – Grievance Procedure
Step Five
In case the grievance is not settled in Step Four, it shall go to arbitration at the request
of the Union. This request must be made to the Director of Human Resources within
ten (10) working days after the Director of the Bureau of Mediation Services certifies
that an impasse has been reached. If the City and the Union 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) working days, they shall request a list from
the Bureau of Mediation Services Director. The selection of an arbitrator will be made
in accordance with the “Rules Governing the Arbitration of Grievances” as established
by the Bureau of Mediation Services.
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 Union.
Cancellation fees will be paid by the party cancelling the arbitration, unless
otherwise mutually agreed.
2. Each party shall pay the cost of its witnesses, legal fees, and representatives.
3. To the extent permitted by State laws, the arbitrator’s decision shall be final and
binding.
Choice of Remedy:
If the grievance remains unresolved after Step Three or Step Four, the grievance may
be referred to either Step Five or to a procedure such as Civil Service, or Veteran’s
preference, or Human Rights. If appealed to any procedure other than Step Five, the
grievance is not subject to arbitration pursuant to Step Five. The employee shall
indicate in writing which procedure the employee chooses to use. An employee
pursuing a remedy pursuant to a statute under the jurisdiction of the United States
Equal Employment Opportunity Commission may also pursue 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 State Colleges and Universities,
957 F.2d 424 (7th Cir.), cert. denied, 506 U.S. 906, 113 S. Ct. 299 (1992), or if Board of
Governors is judicially or legislatively overruled, the italicized portion of this section shall
be null and void and deleted.
Article 6 – Hours of Work
B. For employees working shift schedules at the Civic Center and Recreation Center, a
shift differential of fifty cents ($.50) per hour will be added to the regular rate of pay for
the entire shift should any of the hours worked fall within the range of 10:01 PM to
4:59 AM. A work shift is defined as a regularly recurring period of work with a fixed
starting and ending time, exclusive of overtime. Employees working a regularly
assigned shift schedule will receive the following shift differential per hour added to
their base rate of pay for the entire shift if any portion of the shift falls within the hours
of 10:01 PM to 3:59 AM:
2026 – One dollar and fifty cents ($1.50)*
2027 – Two dollars and twenty-five cents ($2.25)
2028 – Three dollars ($3.00)
*The shift differential for 2026 shall become effective the start of the pay period
following full ratification of the successor agreement.
A shift is defined as a regularly recurring period of work with a fixed starting and
ending time, and does not include overtime. The differential applies to the full
duration of the shift, not just the hours worked within the specified time window.
C. All hours worked in excess of eight (8) per day and forty (40) per week by
employees shall be paid at time and one-half (1 ½) times their hourly base rate.
Employees scheduled to work ten- (10) hour shifts shall receive time and one-half (1
½) times their hourly base rate for hours worked in excess of ten (10) hours per day
or forty (40) hours per week, not to include the use of sick leave of more than two (2)
hours, or vacation.
D. A minimum of two three (23) hours shall be paid employees called in for work on their
days off at time and one-half (1 ½) their hourly base rate except for employees who
are called in for work between the hours of 11:00 PM and 4:00 AM, who shall be paid
a minimum of three four (34) hours at one and one-half (1 ½) times their hourly base
rate of pay.
E. No part-time or temporary employee shall be permitted to work regular or overtime
hours within their designated division until all qualified regular employees have been
given the opportunity to work within their classification within their division. Unless
otherwise modified by Federal or State legislation, employees have the option of
banking overtime in a compensatory overtime bank up to a maximum of eighty-fiveone
hundred (85100) hours. This maximum cap may not be exceeded at any point during
the calendar year.
Article 7 – Standby
G. When an employee is scheduled and goes on Parks Department standby, they shall
receive a total of eight (8) hours of pay per weekend or four (4) hours per holiday at
the employee’s regular base rate of pay. When an employee is scheduled and goes
on Forestry weekend standby, the employee shall receive a total of sixteen (16) hours
of pay at their regular base rate of pay. When an employee is scheduled and goes on
Forestry holiday standby, the employee shall receive a total of eight (8) hours of pay
at their regular base rate of pay. In order to be eligible for Forestry weekend standby,
employees must have received and maintain CPR, chainsaw, and aerial lift rescue
training certification. The Forestry Standby list shall consist of at least 14 employees,
including Arborist, as well as other employees who meet the training qualifications
above.
Employees who are on standby the previous weekend shall carry the City-provided
cell phones and either respond to all after hours weekday calls or are responsible to
find another qualified employee to respond.
Park Division employees normally scheduled to work Saturday or Sunday and who
are also scheduled for standby shall be eligible for pro-rated standby pay.
Employees scheduled to work both Saturday and Sunday will receive six (6) hours of
standby pay for the weekend and an employee scheduled to work only Saturday or
Sunday will receive seven (7) hours of standby pay for the weekend.
Forestry Division employees normally scheduled to work Saturday or Sunday and
who are also scheduled for standby shall be eligible for pro-rated standby pay.
Employees scheduled to work both Saturday and Sunday will receive twelve (12)
hours of standby pay for the weekend and an employee scheduled to work only
Saturday or Sunday will receive fourteen (14) hours of standby pay for the weekend.
H. When the standby employee is called to perform those duties required, the employee
shall receive one-half (½) times pay in addition to the regular base rate for all hours
actually worked.
K. On-Call: If in the event Central Business District workers are assigned weekly on-call
duties, such on-call duties shall be divided as equal as possible between Central
Business District employees.
Article 8 – Holidays
A. All employees covered by this Agreement shall receive the following paid holidays
subject to the limitations as follows:
1. New Year’s Day
2. Martin Luther King Day
3. Presidents’ Day
4. Memorial Day
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5. Juneteenth (June 19)
6. Independence Day
7. Labor Day
8. Veterans’ Day
9. Thanksgiving Day
10. Day after Thanksgiving Day
11. One-half (1/2) Day Christmas Eve Day
12. Christmas Day
13. One-half (1/2) Day New Year’s Eve
B. Work performed on the actual day of the above holidays by eligible employees
shall be paid overtime at one and one-half (1 ½) times their normal base hourly
rate with the option to either save in a compensatory bank or be paid in addition to
the holiday pay unless otherwise modified by Federal or State legislation.
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.
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D. Whenever any of the listed holidays falls on a Saturday, except December 24
st
and December 31, the preceding Friday shall be a holiday.
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E. Whenever any of the listed holidays falls on Sunday, except December 24 and
st
December 31, the following Monday shall be a holiday.
F. 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.
FG. 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. To be eligible for the
benefits provided by this Article, employment must be scheduled to last 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 Holiday benefits.
Article 9 – Vacations
A. To be eligible for the benefits provided by this Article, employment must be scheduled
to last 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 vacation benefits. Vacation will accrue form an employee’s
date of hire. Employees in their probationary status may use accrued vacation with
prior approval from their supervisor.
F. If an employee becomes illis hospitalized while on vacation, with a doctor’s
verification, they may use sick leave instead of vacation hours.
G. Eligible employees, who are in active status at the time of their employment separation
from the City of Rochester, shall convert one hundred percent (100%) of their accrued
and saved vacation balance into a Health Care Savings Plan. However, when an
employee has applied for and been granted an irrevocable waiver of participation by
MSRS and provided to the Employer written documentation of such waiver: amounts
payable for unused vacation in the event of an eligible employee’s separation shall be
paid to the employee rather than to the MSRS Health Care Savings Plan. Such
payments to the employee shall be subject to normal payroll withholdings as required
by law.
Article 10 – Sick Leave and Paid Family Leave
A. Sick leave with pay will be granted for a bona fide personal illness, medical
examination, medical treatment, legal quarantine, dental care, and for pre-natal
examination.
When an employee is eligible for worker’s compensation payments from the City,
they may supplement these payments with a pro-rated portion of their sick leave so
that the combination of the two will equal their regular base pay. When their sick
leave account is exhausted, they will receive worker’s compensation payments only.
Consistent with Minnesota Statute § 181.9447, Subd. 12, employees holding a
commercial driver’s license 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.
B. Sick leave also may be used according to the provisions defined in the City’s
Organizational Policy, Sick Leave, Section D.
C. No sick leave shall be granted to an employee during the first month of their
employment, but leave 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. Employees shall be granted one (1) work day of sick leave for each calendar month
of employment or major fraction thereof. Unused sick leave shall accrue. There shall
be no maximum accumulation limit. All regular, part-time employees working twenty
(20) or more, but less than forty (40) hours per week are eligible to earn pro-rated sick
leave.
F. Employees claiming sick leave may be required to file competent written evidence that
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 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.
H. Sick leave is a benefit intended to prevent the loss of regular base income during a
time of personal illness, accident, or serious family crisis as defined in this Section.
Each employee shall be held responsible for the reasonable, prudent, and bona fide
use of the sick leave benefits.
L. 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 MS 268B.14.
Article 11 – 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 separates
employment, 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).
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 twenty \[20\] to thirty-nine \[39\] 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 employees, except those who
are discharged for cause, shall convert forty percent (40%) of the employee’s first
twelve hundred (1200) hours of accumulated but unused sick leave balance upon
separation of employment. This amount shall be deposited into an individual Minnesota
State Retirement System (MSRS) Health Care Savings Plan (HCSP) and calculated at
the employee’s regular base rate of pay at time of separation.
If an active employee becomes permanently disabled, 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 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.
Article 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 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.
Article 13 – Insurance
B. The City will provide group medical insurance and will pay a portion of the total
premium as follows:
Base Health Plan Premiums
Effective 20232026 Effective 20242027 Effective 20252028
Coverage Tier Option
Employee Only 8887.00% 87.5000% 87.00%
Employee + Spouse 8483.50% 8483.0050% 83.50%
Employee + 8483.50% 8483.0050% 83.50%
Child(ren)
Family 8483.50% 8483.0050% 83.50%
High Deductible Health Plan Premiums
Effective 20232026 Effective 20242027
Coverage Tier Option Effective 20252028
Employee Only 8887.00% 87.5000% 87.00%
Employee + Spouse 8483.50% 8483.0050% 83.50%
Employee + Children 8483.50% 8483.0050% 83.50%
Family 8483.50% 8483.0050% 83.50%
*Effective the first full paycheck 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 deductions are taken on the third pay period in any month.
Health Savings Accounts
The City shall contribute the following amounts to a Health Savings Account (HSA) for
eligible employees selecting the High-Deductible Health Plan coverage:
Health Savings Accounts Contributions Annually
Coverage Tier Option Contribution
Employee Only $1,400
Employee + Spouse $2,800
Employee + Child(ren) $2,800
Family $2,800
*The annual contribution to the HSA account is paid out over the first two pay periods of each month (24 pay
periods total).
D. For newly hired eligible employees, health dental and life insurance will be effective
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the first (1) of the month following their date of hire. To be eligible for the benefits
provided by this Article, employment must be scheduled to last 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.
I. Terminated employees may continue group health and dental coverage the employee
had immediately prior to termination pursuant to state and federal law, the City’s
Organizational policies, as well as benefit plan documents.
JI. The City will provide group dental coverage and will pay one hundred percent
(100%) of the cost for employee coverage.
Article 16 – Wages
A. A schedule of hourly wages for all bargaining unit positions is found in Addendum
“A” of this Agreement: Effective the first full pay period of January 2023, 2024, and
2025, the prevailing schedule of hourly wages for all bargaining unit positions shall
be increased by two percent (2%), three percent (3%), and four percent (4%)
respectively.
2026: Effective the first full pay period in January 2026, the hourly base wages
shall increase by four (4.0%) percent.
2027: Effective the first full pay period in January 2027, the hourly base wages
shall increase by three (3.0%) percent.
2028: Effective the first full pay period in January 2028, the hourly base wages
shall increase by two (2.0%) percent.
B. Employees must be in active pay status as of the date of full ratification of the
successor agreement in order to receive the wage increase for 2026. Retroactive
pay will be on base wage adjustments and step increases only, effective the first full
pay period in January 2026.
C. If the Parks and Forestry Operations Manager or designee assigns an employee to
perform duties of a higher classification for four (4) or more hours in a shift, the
employee shall receive an extra two ($2.00) dollars per hour for all such hours
worked.
Article 17 – Dues Check Off
The City agrees to deduct the monthly membership dues for each member of the Union
who authorizes this deduction by signing the payroll deduction authorization card and
forwarding it to the Human Resources Department. Such authorization shall be
revocable by the employee at their written request. The City will remit the dues
collected on a monthly basis.
The Employer agrees to deduct a monthly uniform flat-rate dues amount designated by the
Union and shall submit such dues directly to the Union as provided in this Article.
The Employer agrees to rely on a certification from the Union identifying employees who
have authorized the Employer to deduct the monthly uniform flat-rate Union dues from their
wages. Such authorization will be effective until the Union notifies the Employer that an
employee has changed or cancelled the employee’s authorization in writing in accordance
with the terms of the original authorization.
The uniform monthly flat-rate dues collected by the Employer shall be remitted to the Union
along with a report which states the employee’s name. The report and dues shall be sent to
the Union’s office located at 2829 Anthony Lane South, Minneapolis, MN 55418 no later
than the 15th day of the month following the month in which the dues deductions were
made.
The Union agrees to indemnify and hold the City harmless against any and all claims,
suits, orders, or judgments brought or issued against the City as a result of any action
taken or not taken by the City under the provisions of this Article
Article 21 – Residency
As a condition of employment, employees covered by this Agreement must establish and
maintain their residence as described in Response Time or Residency Requirement of
the City of Rochester’s Organizational Policies.
When the Park Maintenance Shop relocates in 2026, employees as of the date of
relocation who no longer meet the area residency requirements will be granted a one-
time exception and allowed to remain at their current residence. If in the event an
employee who is granted an exception relocates, their new residence must conform to
the area residency requirements.
Article 23 – Term
This Agreement shall be in effect from January 1, 2023 2026, and shall remain in effect
until December 31, 2025 2028, and from year to year thereafter, unless either party
shall notify the other in writing by May 1, 2025 2028, that it desires to modify or
terminate their Agreement.
Article 26 – Safety
A. The City will reimburse an employee a maximum of one hundred seventy five dollars
($175.00) for each year of the contract for the purchase of American National
Standard Institute (ANSI) approved safety shoes. An employee may be reimbursed
for the cost of the shoes, providing an original receipt is submitted for reimbursement,
but shall not exceed the maximum allowable amount of five hundred twenty five dollars
($525.00) for the term of this Agreement. In the event of a multi-year contract and an
employee leaves employment prior to the end of the contract term and has collected
more than the annual 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 a 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.
There shall be no pyramiding or compounding of safety reimbursement if an
employee transfers between departments/bargaining units.
B. If prescription safety glasses are required, the City will reimburse the employee for
the cost of lens and City-approved frames under the City’s Prescription Safety
Eyewear program. If the employee purchases safety glasses costing in excess of
City-approved frames and lens, the employee may subsidize this cost from the funds
established for safety shoes. The examinations are specifically excluded.
C. The Union agrees to the implementation of the City’s Drug and Alcohol Testing
organizational policy.
D. The City shall purchase a winter, Class II safety jacket providing the employee is
required to work outdoors at least twenty-five percent (25%) of their work hours. The
City will replace the jackets as they become worn providing that the employee turn in
the old jacket when requesting a replacement jacket.
E. Each employee, exposed to or working adjacent to moving motor vehicle traffic or
around heavy equipment as part of the employee’s assigned job, shall be provided
with and required to wear a high-visibility warning vest if not wearing a Class II tee
shirt or winter jacket in a safety-approved color.
Article 27 – Uniforms
A. The City shall provide coveralls/overalls for those employees whose job, as
determined by management, is of such a nature as to require protection of the
employee’s regular clothing.
B. Employees of the Forestry Division (Arborists) shall be provided clothing as needed
and required as follows:
The City will provide up to six (6) Class II tee shirts each calendar year.
C. Building Maintenance Workers shall receive uniforms provided by the City through a
uniform service.
Article 28 – Compensation
A. Newly hired employees will normally be placed on Step A of the wage grid. With the
approval of the Department Head and the Director of Human Resources, newly hired
employees may be placed at a wage step above Step A due to qualifications and/or
previous experience. If in the event an employee does not possess a Commercial
Driver’s License (CDL) upon hire, they shall be paid at the Step A Starting Rate for the
period of time they do not possess a valid CDL.
A.B. Employees will move to their next eligible step in the pay period that most
closely aligns with their anniversary or promotional date in their job classification
providing the employee received a successful performance evaluation rating for that
annual performance cycle. At the discretion of the Department Head and Director of
Human Resources, an employee may advance multiple steps in order to maintain
internal equity or due to market competitiveness.
B.C. Newly hired employees will generally be placed on Step A of the wage grid.
With the approval of the Department Head and the Director of Human Resources, newly
hired or promoted employees may be advanced steps within the grid due to
consideration for previous work history or to accommodate an increase in wages for
internal promotions. The first six (6) months of employment shall be deemed as a
probationary period and used to evaluate an employees’s work performance.
Employees within their probationary period are considered “at will” and may be
terminated at the sole discretion of the City at any time during the probationary period,
without grievance rights. In the event the Employer requires more time to assess an
employee’s ability to perform the duties of their position, the Employer may, at its
discretion, extend the probationary period for an additional period of time, not to
exceed an additional six (6) months.
All general wage grid adjustments will be effective the first full pay period of January for all
contract years.
C.D. Employees receiving a promotion to a new position in a higher classification shall
be placed on a pay step within the pay grade. Placement will be based on experience,
qualifications, length of service, and other relevant factors permitted by law. within
the same wage grid shall be placed in the proper step of the new position which allows
for a minimum of three percent (3%) or a maximum of five percent (5%) increase,
whichever will allow for the employee to be at an established pay step within the grid.
The promoted employee will be placed on a six (6)-month probationary period.
D.E. Full-time employees regularly assigned to the positions of golf course
superintendents, mechanics, and building maintenance workers, and facility electrical
system technician, who provide their own tools/equipment, shall be reimbursed six
hundred dollars ($600.00) in 2023, seven hundred dollars ($700.00) in 2024, and eight
hundredone thousand dollars ($800.001,000.00) in 2025for each contract year to be
used for the replacement, purchase and maintenance of job-related tools used in their
work-related assignment. Following submission of the receipt(s) for the purchase of
new tools, the employee will be reimbursed. In the event an employee leaves
employment prior to the end of the contract term and has collected more than the
prorated amount of this benefit, such excess amount paid shall be withheld from any
final pay or shall be repaid to the City by the employee. There shall be no pyramiding
or compounding of tool/equipment reimbursement if an employee transfers between
departments or bargaining units.
E.F. Employees shall be paid for all hours worked beyond two thousand eighty (2,080).
F.G. The City will make a one (1) time payment of sixty dollars ($60.00) to any Local 49
employee working in Parks and Recreation or the whose position requires a
Commercial Driver’s License (CDL) as determined jointly by Parks and Recreation
and management and a Union representative. The purpose of this reimbursement is
to help offset the annual renewal expense of maintaining a CDL license. A receipt
must be submitted to the Human Resources Department as evidence of payment for
the renewal fee prior to the employee receiving the reimbursement.
G.H. All employees shall remain at their rate of pay in effect on the Agreement expiration
date until a successor Agreement is executed. Pay step advancement will be
retroactive to an employee’s anniversary date upon ratification of the agreement by
both parties.
Article 29 – Limited AppointmentTemporary, Seasonal Employment
Premiums
For the purpose of this Agreement, employees hired on a limited appointmentas
temporary or seasonal employees working up to one thousand (1,000) hours of any
year shall be excluded from benefit provisions of this Agreement. Said employees shall
not be eligible for insurance, vacation, sick leave, holidays and other benefit provisions
contained in this Agreement. Beginning day sixty-eight (68) of each calendar year, said
employees shall receive a rate of pay established by management that may not exceed
ninety five percent (95%) of the rate of pay established for Grade 1, Step A.
This Article applies only to seasonal work addressed in the Decision and Award in BMS
Case #13-PA-0152 dated August 26, 2013.
Addendum A
ADDENDUM A- Parks & Recreation
Pay
Job Title Grade
Custodian Grade 1
Custodian/Operator Grade 2
Landscape Technician Grade 3
Arborist Grade 3
Crew ChiefArborist Grade 4
Building Maintenance Worker Grade 4
Golf Course Superintendent Grade 4
Mechanic Grade 4
Facility Electrical System Technician
Crew Lead Grade 5
N/A Grade 6
N/A Grade 7