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HomeMy WebLinkAboutLELS Labor Agt 1992-1993 LABOR AGREEMENT BETWEEN THE CITY OF PRIOR LAKE AND LAW ENFORCEMENT LABOR SERVICES, INC. LOCAL NO. 100 Effective January 1~ 1992 through December 31~ 1993 ARTICLE I PURPOSE OF AGREEMENT This AGREEMENT is entered into as of January 1, 1990, between the city of Prior Lake, hereinafter called the Employer, and Law Enforcement Labor Services, Inc., hereinafter called the Union. It is the intent and purpose of this Agreement to: 1.1 Establish procedures for the resolution of disputes concerning the interpretation of this Agreement and/or its application; and 1.2 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this Agreement; and 1.3 The Employer and the Union through this Agreement shall continue their dedication to the highest quality police service and protection to the residents of the City of Prior Lake. Both ~arties recognize this Agreement as a pledge of this dedication. ARTICLE II RECOGNITION 2.1 The Employer recognizes the Union as the exclusive representative, under Minnesota Statues, Section 179.71, Subdivision 3, for all Employees of the Prior Lake Police Department who are employed more than fourteen (14) hours per week, and more than one hundred (100) work days per year, excluding the Chief, Supervisory, and confidential employees. 2.2 In the event the Employer and the Union are unable to agree as to the inclusion or exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE III DEFINITIONS 3.1 Union Law enforcement Labor Services, Inc., Local No. 100. 3.2 Union Member A member of Services, Inc., Local 100. Law Enforcement Labor 3.3 Employee 3.4 3.5 3.6 Department -- Employer: -- Union Officer -- A member of the exclusively recognized bargaining unit. The Prior Lake Police Department. The City of Prior Lake. Officer elected or a~pointed Enforcement Labor ServIces, Inc.'y Law Local No. 100 3.7 Overtime Work performed at the express authorization of the Employer in excess of the Employee's scheduled shift. 3.8 Scheduled Shift-- A consecutive hour work period including two rest breaks and a lunch break. 3.9 Probationary -- An employee Employee with less than one year of continuous service. ARTICLE IV EMPLOYER SECURITY The Union agrees that during the life of this Agreement it will not cause, encourage, participate in or support any strike, slow-down or other interruption of or interference wlth the normal functions of the Employer. ARTICLE V EMPLOYER AUTHORITY 5.1 The Employer retains the sole right to operate and manage all manpower, facilities and equipment in accordance with applicable laws and regulations of appropriate authorities. 5.2 Any term and condition of employment not specifically established or modified by this Agreement shall remain solely within the discretion of the Employer to modify, establish or eliminate. ARTICLE VI UNION SECURITY 6.1 6.2 6.3 6.4 The Employer shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly Union dues. Such monies shall be remitted as directed by the Union. The Union may designate employees from the bargaining unit to act as a steward and an alternate and shall inform the Employer in writing of such choice and changes in the position of steward and/or alternate. The Employer shall make space available on bulletin board for the posting of Union announcement(s). the employee notice(s) and The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders, or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE VII EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 7.1 Definition of a Grievance A grievance is defined as a dispute or disagreement as to the application or interpretation of the specific terms and conditions of this Agreement. 3 7.2 7.3 7.4 Union Representatives The Employer shall recognize representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shall notify the Employer in writing of the names of such Union Representatives and their successors when so designated as provided by Article 6.2 of this Agreement. Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and shall therefore be accomplished during normal working hours only when consistent with such Employee duties and responsibilities. The aggrieved Employee and a Union representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours provided that the Employee and the Union Representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to their work of the Employer. Procedure Grievances, as defined in Section 7.1, shall be resolved in conformance with the following procedure: Step 1: An Employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step i and appealed to Step 2 shall be placed in writing setting forth the nature of the gri~vgnce, the facts on which it is based, the provision or provisions or the Agreement allegedly violated, the remedy requested and shall be appealed to Step 2 within ten (10) calendar days after the Employer designated representatives final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Union within ten (10) calendar days shall be considered waived. Step 2: If appealed, the written grievance shall be presented by the Union and discussed with the Employer designated Step 2 representative. The Employer designated representative shall give the Union the Employer s Step 2 answer in writing 4 7.5 Step 3: Step 4: within ten (10) calendar days after receipt of such grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the Employer designated final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shall be considered waived. If appealed, the written grievance shall be presented by the Union and discussed with the Employer designated Step 3 representative. The Employer designated representative shall give the Union the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer designated representatives final answer. If Step 4 is not appealed by the Union within ten (10) calendar days it shall be considered waived. A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. The selection of an Arbitrator shall be made from a list of five (5) arbitrators provided by the Director of the Bureau of Mediation Services, tossing a coin to decide who strikes first, and alternately striking names off of the list. Arbitrator's Authority ae The Arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Employer and the Union, and shall have no authority to make a decision on any other issue not so submitted. Bo The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs, by the parties whichever is later, unless the pgrties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation of application of the express terms of this Agreement and to the facts of the grievance presented. 5 7.6 Ce The fees and expenses for the arbitrators services and proceedings shall be borne equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, provided it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. Waiver 7.7 If a grievance is not presented within the time limits set forth above it shall be considered.waived. If a. grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to treat the grievance as denied at that Step and immediately appeal the grievance to the next Step. The time limit in each Step may be extended by mutual written agreement of the Employer and the Union in each Step. Choice of Remedy If, as a result of the written Employer's response in Step 3, the grievance remains unresolved, and the grievance involves the suspension, demotion, or discharge of an Employee who has completed the required probationary period, the grievance may be appealed either to Step 4 of Article VII or a procedure such as Civil Service, Veteran's Preference, or the Fair Employment. If appealed to any procedure other than Step 4 of Article VII the grievance is not subject to the arbitration procedure as provided in Step 4 of Article VII. The aggrieved employee shall indicate in writing which procedure is to be utilized,.Step 4 of Article VII or another appeal procedure, and so s~gn a statement to the effect that the choice of any other hearing precludes the aggrieved employee from making a subsequent appeal through Step 4 of Article VII. ARTICLE VIII SAVINGS CLAUSE This Agreement is subject to the laws of the United States, the State of Minnesota and the City of Prior Lake. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions of this Agreement shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. 6 ARTICLE IX SENIORITY 9.1 Seniority shall be determined by the Employee's length of continuous employment with the Police Department and posted in an appropriate location. Seniority roster may be maintained by the Chief on the basis of time in grade and time within specific classifications. 9.2 A reduction of the work force shall be accomplished on the basis of seniority. Employees shall be recalled from layoff on the basis of seniority. An Employee on layoff shall have an opportunity to return to work within two (2) years of the time of his layoff before any new employee is hired. Any Employee on layoff who is notified by registered mail to return to work and fails to do so within twelve (12) working days shall be considered to have voluntarily terminated employment with the Employer. 9.3 One continuous vacation period shall be selected on the basis of seniority until March 15 of each calendar year. 9.4 Seniority shall prevail. Senior qualified Employees shall have the first preference on the job. Senior Employees will be given preference in regards to transfer, job classification assignments and promotions when job relevant qualifications of Employees are equal. ARTICLE X DISCIPLINE 10.1 The Employer will discipline employees only. for just cause Discipline will be in the form of: a) oral reprimand b) written reprimand c) suspension d) demotion e) discharge 10.2 Suspensions, demotions, and discharges will be form. in written 10.3 Written reprimands, notices of suspension, and notices of discharge which are to become part of an Employee's personnel file shall be read and acknowledged by signature of the Employee. Employees and the Union shall receive a copy of such reprimands and/or notices. 10.4 Employees may examine their own individual pe~sgnnel files at reasonable times under the direct supervIsion of the Employer. 10.5 Discharges shall be preceded by a five (5) without pay. day suspension 10.6 10.7 10.8 Employees shall not be questioned concerning an investigation of disciplinary action unless the Employee has been given an opportunity to have a Union representative present at such questioning. The Employer will not discipline an Employee if civilians or other Employees are present, other than the Union steward, the Employee's designated Union representative or supervisory personnel. This shall not be deemed to apply to the issuance of work instructions or discussions held during departmental meetings. Grievances relating to this Article shall be initiated by the Union in Step 3 of the grievance procedure under Article VII. ARTICLE XI CONSTITUTIONAL PROTECTION Employees shall have the rights granted to all citizens by the United States and the Minnesota State Constitutions. ARTICLE XII OVERTIME 12.1 Employees shall be compensated at one and one-half (1 1/2) times the Employee's regular base pay rate for all hours worked in excess of the Employee's regularly scheduled shift. Changes of shift do not qualify an Employee for overtime under this Article. 12.2 12.3 Overtime will be distributed on a volunteer basis to the most senior officer available. If no one wants to work it, the overtime shall be assigned to the junior Employee. This provision shall not apply if the Employee has not had at least twelve (12) hours off duty. Overtime refused by Employees will for under Article 12.2, be considered as worked. record purposes unpaid overtime 12.4 Overtime will be calculated to the nearest minutes. fifteen (15) 12.5 12.6 For the purpose of computing overtime compensation, overtime hours worked shall not be pyramided, compounded or paid twice for the same hours worked. The Employer shall provide a minimum of twelve (12) hours off between scheduled shifts. If an Employee is required to work with less than twelve (12) hours off between shifts, then he/she shall be paid at the time of one and one-half (1 1/2) rate for all hours that are worked within the twelve (12) hour period, except when it is ~utually agreed by the Employer and the Employee to waive the overtime. 8 12.7 When prior approval has been obtained from the Police Chief an Employee may elect to receive overtime as compensatory time off to be utilized within the same calendar year during which overtime has accrued. Maximum compensatory time accumulated shall not exceed thirty (30) hours. ARTICLE XIII COURT TIME 13.1 An Employee who is required to appear in Court during his scheduled off-duty time shall receive a minimum of two (2) hours pay at one and one-half (1 1/2) times the Employee's base pay rate. An extension or early report to a regularly scheduled shift for Court appearance does not qualify the Employee for the two (2) hour minimum. Cancellation with less than twenty-four (24) hours notice shall result in the minimum being paid. Effective January 1, 1988 the Court time minimum shall be three (3) hours. ARTICLE XIV CALL BACK TIME 14.1 An Employee who is called back to.duty during his scheduled off-duty time shall receive a minimum of two (2) hours pay at one and one-half (1 1/2) times the Employee's base pay rate. An extension or early report to a regularly scheduled shift for duty does not qualify the Employee for the two (2) hour minimum. ARTICLE XV WORKING OUT OF CLASSIFICATION 15.1 Employees assigned the responsibilities of a higher position shall receive the differential for each full shift assigned to that position by the Employer. A differential of fifty cents (50 cents) shall be paid to each senior Employee when at least one other police officer is working on that shift or a portion of that shift. Employees assigned to the duties of Investigator/Detective, School Liaison officer or K-9 Handler, shall receive an additional five percent (5%) of their base pay rate. ARTICLE XVI CLOTHING ALLOWANCE 16.1 16.2 Employees shall receive five hundred and six dollars ($506) per year for clothing and maintenance allowance. This amount shall be adjusted in January of each year by the percentage increase in the January to January, Minneapolis-St. Paul Consumer Price Index as reported by the U.S. Department of Labor Bureau of Labor Statistics for the preceeding year. Fifty percent (50%) to be paid in the first week of June and fifty percent (50%) shall be paid in the first week of December. 16.3 16.4 Probationary Employees in their first year of employment can draw up to six hundred fifty dollars ($650) from Employer for uniforms, leather and equipment. In addition, after they have passed their probationary period, they may draw against their uniform allowance. The Employer shall provide a list of approved uniform items. Any items that are different, or are in addition to the list of items that are currently required for present and new employees, shall be paid for by the Employer, without deduction from the uniform allowance. 16.5 The Employer shall provide each Employee, employed or employed in 1986, with a Point Blank vest, either Model 15, side panel vest or their coverage T-shirt style, and two covers. currently ballistic extended ARTICLE XVII HOLIDAYS 17.1 17.2 17.3 The Employer shall designate twelve (12) paid holidays at the beginning of each year. Any holidays not taken by the Employee shall be the Employer at the Employee's base pay rate first payroll in December. resold to during the Any Employee required to work on a holiday as designated in Article 17.1 shall be credited with an additional one-half (1/2) times his/her regular base pay rate for all hours worked except any hours which would be regular overtime hours per Article XII, overtime, which shall be paid as per Article XII provides. Holiday premium ~ay shall be given for all hours of the shift, including ten (10) hour shifts. ARTICLE XVII SALARIES See Appendix A ARTICLE XIX LONGEVITY PAY PLAN Each Employee shall receive longevity pay in addition to regular base salary as per the following schedule: Effective 1-1-84 Three percent (3%) after four (4) years of service Five percent (5%) after eight (8) years of service Seven percent (7%) after twelve (12) years of service Nine percent (9%) after sixteen (16) years of service 10 ARTICLE XX VACATION LEAVE 20.1 Each Employee shall accrue paid vacation basis as per the following schedule: on a monthly Start until three (3) full years of (5/6) days per month. service - five-sixth Start of the fourth (4) through the ninth (9) and one-fourth (1 1/4) days per month. year - one Start of the tenth (10) through the fourteenth year - one and two-third (1 2/3) days per month. Start of the fifteenth (15) year - twenty-one (21) days per year. Start of the sixteenth (16) year - twenty-two (22) days per year. Start of the seventeenth (17) year - twenty-three (23) days per year. Start of the eighteenth (18) year - twenty-four per year. (24) days Start of the nineteenth (19) twenty-five (25) days per year. year and thereafter - 20.2 Probationary employees shall earn but cannot use vacation until after twelve (12) months of service. 20.3 The days that an Employee has scheduled off prior to, during, and preceding the Employee's vacation leave are included in the Employee's vacation "Windows". During this time period, the Employer will not schedule the Employee for work. This section does not prevent the Employer from scheduling Employees to work predetermined events in which all Employees in the department would be required to work. 20.4 A regular full time Employee who has completed a minimum of three (3) years of continuous service shall be allowed to carry over from one calendar year to the next one and one-half (1 1/2) times their accrued vacation at the rate of accrual specified in 20.1. 20.5 A regular full time Employee who has completed less than three (3) years of continuous service shall be allowed to carry over from one calendar year to the next two (2) times their accrued vacation at the rate of accrual specified in 20.1. 20.6 Personal Leave: Effective January 1, 1993 employees will be eligible for one personal day per year. The employee must provide 3 days notice to employer prior to taking the 11 personal day. The personal day can be taken at the officer's discretion, however no accumulation or carry over of days can occur. No more than one employee can take personal leave during a week. ARTICLE XXI SICK LEAVE AND SEVERANCE PAY 21.1 Each Employee shall earn one (1) day of paid sick leave for each month of service. 21.2 Each Employee shall be allowed to accrue paid sick leave up to a maximum of 120 days. At their option Employees who have accumulated at least ninety (90) days sick leave may buy back the sick leave days in excess of ninety (90) days, at the current rate of pay. This opti?n once exercised by an Employee, shall continue until termination of employment. Such buy back of sick leave shall be subject to the same limitations as severance pay as contained in Article XXIX. 21.3 If an Employee uses more than two (2) consecutive days of sick leave, the Employer may require a doctor's slip as to the nature of the illness. 21.4 21.5 21.6 The Employer agrees to pay upon honorable termination of any Employee after five (5) years of service fifty percent (50%) of the employees accumulated unused sick leave at the Employee's current base pay rate. In addition to the monthly accumulation of sick leave mentioned above, each Employee shall accumulate immediately upon employment, ninety (90) days of sick leave to be used only for injuries incurred during the performance of assigned duties. Such leave with pay shall be granted for any period of disability, provided that a doctor's certificate is filed with the city Manager stating that the Employee is not able to return to work. Such leave with pay shall not exceed ninety (90) working days per injury. If the Employee is receiving Worker's Compensation benefits for the disability, the City will pay the difference between the Employee's Worker's Compensation benefits and the Employee's full salary out of the accumulated up to ninety (90) days of injury on-duty sick leave. Such sick leave shall not be used in computing severance benefits. At the Employee's request the Employer shall grant to the Employee up to ninety (90) working days of unpaid medical leave after sick leave and vacation have been exhausted. 21.7 Any Employee that claims an absence from work due to an injury sustained on the job is subject to an examination to be made in behalf of and paid for by the Employer by a person competent to perform the same and is designated by the Employer. 12 ARTICLE XXII HEALTH AND WELFARE 22.1 The Employer shall provide each Employee and his dependents, if any, with hospitalization insurance and major medical insurance policies at the same level which is at the present time in effect. 22.2 The Employer shall pay one hundred percent (100%) premium due for the insurance policies provided in 22.1. of the Article 22.3 The Employer agrees to provide the Employees covered by this Agreement with Dental Insurance for the Employee and his /her dependents, if any and pay one hundred percent (100%) of the premiums due this policy. ARTICLE XXIII EDUCATION INCENTIVE PAY PLAN 23.1 The Employer agrees to pay each Employee an additional percentage of his base pay rate for each year of college level education as part of the following schedule after starting with the department: Three percent (3%) for one (1) year six percent (6%) for two (2) years Nine percent (9%) for three (3) years Twelve percent (12%) for four (4) years An Employee shall receive fifty cents (50 quarter credit hour in blocks of nine (9) until as he achieves one of the above. cents) ~er such time 23.2 The Employer agrees for the purpose of definition of college level education in Article 23.1 above, to recognize a grade of C or Pass from any institution of higher learning approved by the North Central Bureau of Accreditation. In addition, the employee shall provide the employer a minimum of 60 days written notice of the employee's intent to enroll in a course. 23.3 The Employer agrees to provide reimbursement for the cost of books and tuition for any successfully completed college level course provided that the course is associated with law enforcement (to include the Social Sciences and required electives). ARTICLE XXIV FUNERAL LEAVE The Employer authorizes each employee funeral leave of three (3) days, should any member of his immediate family pass away. Such funeral leave shall not be deducted from accumulated sick leave. For the purpose of this Article immediate family shall mean the parents, children, brother, sister, brother-in-law, sister-in-law and grandparents of the Employee and Employee's spouse. The Employer may grant additional time off if the City Manager deems it necessary. 13 ARTICLE XXV STANDBY PAY If the Employer requires any Employee to standby, the Employee shall receive one (1) hour pay for each two (2) hours of such standby duty. The Employer shall notify any Employee standby when said Employee is no longer on such duty status. ARTICLE XXVI LEGAL PROTECTION The Employer shall provide and pay for legal defense for any Employee who is charged with any alleged wrongdoing within the scope of his/her employment. The Employer shall provide false arrest insurance in the amount of $250,000 per person, $500,000 per occurrence, and one million dollars ($1,000,000) per year. ARTICLE XXVII P.O.S.T. TRAINING The Employer agrees to pay for all training required by the City at straight time pay for the hours of class time. The Employer also agrees to ~ay license fees, meals, lodging, mileage, all reasonable expenses Incurred in maintaining the Employee's P.O.S.T. License. Additional schools, etc., upon mutual agreement may be attended by the Employee on his/her own time, the Employer reimbursing for other costs. ARTICLE XXVII MAINTENANCE OF BENEFITS Ail benefits currently enjoyed by these Employees and not changed or modified by this Agreement shall remain in effect. ARTICLE XXIX ACCUMULATED SICK LEAVE AND CASH-OUT 29.1 Any sick leave earned and accrued as of January 1, 1979, shall be paid off at twenty-five percent (25%) of any amount accumulated prior to date. 29.2 Any sick leave earned and accrued after January shall be paid off at fifty percent (50%) as severance article in the labor agreement effective 1, 1979. 1, 1979 per the January ARTICLE XXX VACATION COVERAGE The parties agree that when Employees fill in for other Employees on vacation, the Employer will take into consideration the shift that the Employee is currently on, the shift he/she is filling in for, and the effect on the Employee's health and sleep schedule resulting from a shift change. For example, an Employee would not be expected to change shifts in the middle of the week and back again to cover for an Employee on vacation. This does not prevent the Employer from making shift changes in such cases due to an emergency, or an unscheduled absence. 14 ARTICLE XXXI DURATION This Agreement shall be effective January 1, 1992 and shall in full force and effect until the 31 day of December, 1993. remain FOR THE CITY OF PRIOR LAKE FOR LAW ENFORCEMENT LABOR SERVICES~INC. Mayor Union Representative City Manager 15 APPENDIX A -- SALARIES JANUARY if 1992 Start After 6 mo. After 12 mo. After 24 mo. After 36 mo. 2,105/mo. 2,460/mo. 2,$00/mo. 2,985/mo. 3,177/mo. JULY if 1992 Start After 6 mo. After 12 mo. After 24 mo. After 36 mo. 2,126/mo. 2,485/mo. 2,828/mo. 3,015/mo. 3,209/mo. JANUARY it 1993 Start 2,190/mo. After 6 mo. 2,560/mo. After 12 mo. 2,913/mo. After 24 mo. 3,105/mo. After 36 mo. 3,305/mo. INTER-OFFICE MEMO TO: FROM: DATE: RE: Dave Unmacht/City Manager Laurie Davis/License Clerk March 24, 1992 Temporary Beer Permit for Church of St. Michael Attached is a letter from the Church of St. Michael requesting a temporary 3.2 beer permit for April 25th and 26th 1992. This is their Aprilfest Celebration. Also attached is a receipt for the temporary license fee of $10.00. Insurance will be through Catholic Mutual Relief Society of America and the Archdiocese of St. Paul and Minneapolis. Church of St. Michael 16311 Duluth Avenue S.E., Prior Lake, Minnesota 55372 March 23, 1992 Mr. David Unmacht, City Manager City of Prior Lake 4629 Dakota Street Prior Lake, MN 55372 Dear Dave; I am writing to request a temoorary beer license for the Church of St. Michael to be used during our two day APRILFEST fundraiser, scheduled for April 25 and 26, 1992. The APRILFEST events will be held on the property of the Church of St. Michael. Enclosed is our check in the amount of $10.00 to cover the fee for the two day temporary beer license. The church of St. Michael is covered with an insurance policy through Catholic Mutual Relief Society of America and the Arch- diocese of St. Paul and Minneapolis. Certificate numver 7922. Sinpe$~ly, ~/ ~,. Fr. Gilbert OeSutter Pastor