HomeMy WebLinkAbout10B - Law Enforcement Labor
CITY COUNCIL AGENDA REPORT
September 18, 2000
10 B
Susan Walsh, Assistant City Manager
AGENDA ITEM: CONSIDER APPROVAL OF A RESOLUTION AUTHORIZING THE MAYOR
AND CITY MANAGER TO EXECUTE A 3-YEAR LABOR AGREEMENT WITH
MINNESOTA TEAMSTERS AND LAW ENFORCEMENT EMPLOYEES UNION,
LOCAL 320 REPRESENTING SUPERVISORS.
DISCUSSION: History: The Supervisors bargaining unit representing ten employees was
formed in 1994. The existing labor agreement was a one-year agreement that
expired on December 31, 1999. The negotiation process for 2000 and beyond
began in February, and we have met several times to negotiate a labor
agreementto address wages and conditions of employment in accordance with
the Public Employee Labor Relations Act. (PELRA). A tentative agreement was
reached by the City and by the Union at a mediation session on August 23, 2000.
Current Circumstances: The primary objective in the negotiations has been
twofold: (1) to develop a long-term agreement which will provide some level of
ongoing labor peace; and (2) to achieve an agreement which is reasonable
economically, and prudent from a language perspective. The negotiated labor
agreement meets both criteria.
Shown below is a summary of the proposed three-year agreement with the
supervisory union covering the years 2000,2001 and 2002.
Proposed Amendments to the Aareement:
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['Duration :---.-..-oo.oo--..-...-....T"3-Yea-rs...(20cf6..::::.2.002Y"".-oo..-'_00
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I Wage Adjustments: \
. 2000 - \ 2.75% January 1 annual adjustment. ,
i Employees will be placed at next highest step on \
\ each employee's anniversary date. 3.67% is the \
I average annualized percentage increase for 10 \
\ employees.
!
2001 - \ 2.75% January 1 annual adjustment.
I 4.88% average annualized percentage
i for 10 employees.
;
I
increase \
i
;
2002 - \ 2.75% January 1 annual adjustment. i
I 4.69% average annualized percentage increase I
i I for 10 employees. I
"00.._._-------......---.-..-.."00---.....--.--.-----...........-......-_.........._00......0000._00............._....._._._...._.....__..00...._..00...___.._.....-_..oo..........l
16200 Eagle Creek Ave. S.E., Prior Lake, Minnesota 55372-1714 / Ph. (612) 447-4230 / Fax (612) 447-4245
I:\COUNCIL\AGNRPTS\SUPERV AGNDA Rf1..N~L OPPORTUNITY EMPLOYER
j n'
r.-ciiY-...-..-contrf6uifon....-......tor-r---...------...--.....---............-----.--.------.-..-.
i Health Insurance for i
I I
I Family Coverage: i
i 2000 -I additional $10 per month ($435)
I 2001 - I additional $35 per month ($470)
! 2002 -- I additional $50 per month ($520)
j
i
........-....T"'$s6';'666te.rm..Tife-wlthCity-.costnotto exceed $11
I per month. Effective 1-1-01.
I
Life Insurance:
...---.-...--.--.........---..........................................--.... ..................-...t--......................-- ............--........--.................--.--.-------..--_._.__.
iLaborAgrneme~ j
i Language Changes: I
Section 6.4 Step 3A - ! new and provides for an employee to seek
I resolution through mediation if the Employer and
I Employee cannot reach resolution through the
I grievance process because the Employer elected
i not to provide a step increase for an employee
i who received an evaluation score of less than
I satisfactory.
I
Section 6.4, Step 38 -I first sentence is new and states that a grievance
, filed in accordance with Step 3A is not applicable
I under the provisions of Step 38 which provides for
I employee grievances to be submitted to
I arbitration.
I
Appendix A - I page 2, provides the language for employees to
! receive annual adjustments and movement
I
i through the salary range.
4
!
Section 9.5 -I new and provides for a probationary employee to
I use sick leave or vacation leave from their
1 accumulated sick and vacation leave balances
I subject to the City Manager's approval.
!
;
I
Article XV. Lonqevitv Pav I eliminated as a housekeeping measure since this
I is no longer provided to the union.
1..........--..-..........-....................-...............--........-.-.._..__._l.__.___......____....._._.._..._..._.__..._...._...
ISSUES:
The salary plan in Appendix A is a new pay system for the supervisory unit.
Each position has a salary range with 12 steps that takes 11 years to reach the
top if an employee starts at Step 1 when hired. On January 1, 2000-2002,
employees are eligible to receive a 2.75% increase and to be placed at the next
highest step within the salary range on each employee's respective anniversary
date. There is 2.50% between each step. Once an employee reaches the top or
Step 12, the employee would only receive the annual adjustment approved in the
labor agreement. Movement from one step to the next is based on satisfactory
performance and an employee may receive an annual adjustment if the
employee is clear of any disciplinary action of a written warning or greater for the
past year.
I:\COUNCIL\AGNRPTS\SUPERV AGNDA RPT.DOC
FINANCIAL
IMPACT:
CONCLUSION:
AL TERNA TIVES:
RECOMMENDED
MOTION:
The City's contribution for family health insurance coverage for the three years is
the same as the Council approved for the police officers and sergeants'
bargaining units. Staff's recommendation to increase the face value of term life
insurance from $40,000 to $50,000 has an $11 a month cap for the City's
contribution. This benefit was approved by the City Council for the sergeants'
union. Staff also recommends that supervisory employees be allowed to use sick
and vacation leave during their one year probationary period if approved by the
city manager.
Attached for City Council information is a copy of the Bureau of Mediation
Services Uniform Settlement Form, which portrays the cost increase associated
with the Agreement for the three year contract. The City is required to submit
this form to the State upon approval and ratification of complete labor
agreements. This form does not need to be approved by the City Council. The
total package percentage increase from the first year to the third year ranges
from 3.75% to 4.71%.
The 2000 operating budget has adequate funds to administer the contact
including both wage increases as well as the health insurance contribution
increase. There are also adequate funds in the 2001 preliminary budget
approved by the City Council to cover wages and benefits as outlined in this
report. .
Labor agreements typically do not provide complete satisfaction to either party.
This agreement represents an equitable conclusion of bargaining that allows us
the opportunity to focus upon the issues at hand for the next three years.
(1) Approve a Resolution ratifying the three year agreement.
(2) Deny the Resolution
(3) Defer action on the Labor Agreement subject to receipt of additional
information.
Alternative (1) - Approve a Resolution Ratifying the 2000 - 2002 Labor
Agreement between the City of Prior Lake and Minnesota Teamsters Public and
Law Enforcement E loyees Representing the Supervisory Unit.
I:\COUNCIL\AGNRPTS\SUPERV AGNDA RPT.DOC
j 11
RESOLUTION oo-~ IDt
SOLUTION AUTHORIZING EXECUTION OF THE 2000-2002 LABOR
EEMENT BETWEEN THE CITY OF PRIOR LAKE AND MINNESOTA
TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES
UNION, LOCAL 320, REPRESENTING SUPERVISORS
Motion By:
Second By:
WHEREAS,
the Public Employees Labor Relations Act as amended requires that the City negotiate
with the exclusive bargaining representative for groups of essential and non-essential
employees; and
WHEREAS,
Minnesota Teamsters Public and Law Enforcement represents City of Prior Lake
Supervisors; and
WHEREAS,
negotiations have taken place which have resulted in an Agreement for 2000, 2001 and
2002; and
WHEREAS,
the employees who make up the supervisors bargaining unit have ratified said
Agreement; and
WHEREAS,
the Agreement becomes effective on January 1, 2000.
Now THEREFORE, be it resolved by the City Council of the City of Prior Lake that it hereby ratifies the
Agreement between the City of Prior Lake and Minnesota Teamsters Public and Law Enforcement
Employees effective January 1, 2000 through December 31, 2002. .
BE IT FURTHER RESOLVED, that the Mayor and City Manager are hereby authorized to execute the
above referenced Agreement.
PASSED AND ADOPTED THIS 2ND TH DAY OF OCTOBER, 2000.
Mader Mader
Ericson Ericson
Gundlach Gundlach
Petersen Petersen
Zieska Zieska
YES
NO
{Seal}
City Manager, City of Prior Lake
16200 Eagle Creek Ave. S.E., Prior Lake, Minnesota 55372-1714 / Ph. (612) 447-4230 / Fax (612) 447-4245
AN EQUAL OPPORTUNITY EMPLOYER
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