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HomeMy WebLinkAboutResolution No. 554-15 - NENC.MeetConfer.2016-2018RESOLUTION BE IT RESOLVED by the Common Council of the City of Rochester that, for the benefit of all non -contract, non-exempt city employees Meet and Confer Group, the City authorize the wages and benefits noted in the attachment for 2016-2018. PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS DAY OF , 2015. ATTEST: PRESIDENT OF SAID COMMON COUNCIL CITY CLERK APPROVED THIS DAY OF , 2015. MAYOR OF SAID CITY (Seal of the City of Rochester, Minnesota) Res 15\Labor\Non Exem ptNon Contract.16 RCA ATTACHMENT (1) - NON-EXEMPT/NON-CONTRACT MEET & CONFER NOVEMBER 16, 2015 The following represents the 2016-18 wage/benefit recommendation for the Non-Exempt/Non-Contract Meet and Confer Group which consists of various support positions, mechanics, and community service of- ficers in the City of Rochester: 1. A formal wage grid will be implemented to align positions with similar work points into pay grades and to align with other bargaining unit non-exempt pay ranges (see below). Employee pay rates will correspond to the wage grid which will be adjusted in the first full pay period of January of each calendar year or as follows: a. If the employee's 2015 pay rate falls within the new corresponding pay range, the placement on the new grid will correspond to the next highest pay step. Placement in the appropriate pay step will occur in the first pay period in January 2016, therefore, no further pay adjustments will be made on the employee's 2016 anniversary date. b. An employee whose individual pay rate is above the established range maximum assigned to the grade will continue to receive the general wage increase effective the first full pay period in January of each calendar year until the incumbent separates from the City. The general wage increase for these individuals will be 2.5 percent in 2016. Reclassified positions and newly hired employees will be placed in the grid upon his/her hire date with the City. c. Individual pay adjustments and the wage grid will be adjusted in 2017 to reflect a 2.75 percent increase and 3.0 percent increase in 2018. Beginning in 2017, employees eligible for a step adjust- ment will move to the appropriate step on their anniversary date. d. The City Administrator and Human Resource Director reserve the right to approve exceptions for any current employee who may be materially impacted by the new wage grid. 2. Existing benefits, including the revised medical plan options which became effective in 2015, accorded to this group will continue except for the following adjustments: a. Those employees required to wear safety shoes/clothing will be reimbursed $130.00 during 2016 for the purchase of City -approved safety shoes or safety clothing. In 2017 and 2018, the reimburse- ment rate will increase to $150.00 per year. Reimbursements will be made only when the employee provides an original receipt for the respective safety items. b. Fleet mechanics for the Rochester Police Department will be eligible for a $500 lump sum tool reim- bursement per contract year to be paid in the final pay period of each contract year. The employee will only receive this reimbursement if they provides an original receipt for the respective tools pur- chased prior to the end of November of each year. This allowance covers the wear and tear, or re- placement costs for tools belonging to the employees and used for work -related assignments. c. Community service officers who are scheduled to work on selected holidays and who work overtime (approved by their supervisor) on the scheduled holiday, shall receive two times their regular hourly rate of pay for all hours worked in excess of their scheduled hours. This provision shall apply to the following seven (7) holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Vet- eran's Day, Thanksgiving Day and Christmas Day. d. When a community service officer is required to be available for court matters during their scheduled time off, the employee will be paid a minimum of two (2) hours at their regular rate of pay. An early report to, or an extension of, a regularly scheduled shift does not qualify for the two (2) hour mini- mum. When the employee receives a court cancellation notice after 2:00 PM on the day prior to the required court appearance, the employee shall be compensated with two (2) hours of pay.