HomeMy WebLinkAbout10D - Labor Agreement
CITY COUNCIL AGENDA REPORT
16200 Eagle Creek Avenue S.E.
Prior Lake, MN 55372-1714
October 18, 2004
10D
Kelly Meyer, Assistant to the City Manager
AGENDA ITEM: CONSIDER APPROVAL OF A RESOLUTION RATIFYING THE 2005-2007
LABOR AGREEMENT BETWEEN THE CITY OF PRIOR LAKE AND
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES (AFSCME), COUNCIL 5, LOCAL 3884, FOR CLERICAL,
TECHNICAL AND MAINTENANCE EMPLOYEES.
DISCUSSION: Historv: The AFSCME bargaining unit representing secretarial, clerical,
maintenance and technical employees of the City of Prior Lake was formed in
1993. At 43 members, AFSCME constitutes the largest single union for City of
Prior Lake employees. The existing labor agreement was a three-year agreement
covering the years 2002-2004. Two negotiation sessions have been held to
address wages and conditions of employment over the next contract term in
accordance with the Public Employees Labor Relations Act (PELRA).
Current Circumstances: The principle objectives in the negotiations were to
develop a long-term agreement which will provide a level of on-going labor
stability, and to achieve an agreement which is reasonable economically. The
labor agreement for which Council ratification is requested under this agenda
item meets both criteria.
The bargaining unit submitted a considerable number of proposals (see
attached). Following the two negotiations, City staff and the bargaining unit were
able to reach agreement (pending City Council approval) on the following
modifications:
ProDosed Amendments to the Current Aareement:
1. Duration: The contract term proposed by the bargaining unit is three years
(Jan. 1, 2005- Dec. 31, 2007). The City agreed that this is an appropriate
term and is consistent with past contracts, as well as other union contracts
within the City.
2. WaGes: The contract proposes to increase the steps 30/0 annually for 2005,
2006, and 2007. This amount is exactly the increase provided annually in
the 2002-2004 AFSCME contract. The City of Prior Lake has historically
paid at or near the average wage for similar sized cities within the metro
area. This proposed agreement is consistent with that philosophy. In 2005,
existing police contracts call for similar increases. We believe that 30/0
adjustments for 2006 and 2007 are appropriate, although Prior Lake is one
of the first AFSCME contracts to settle making little market data available.
www.cityofpriorlake.com
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3. Health Insurance Increase for Familv Coveraae: The contract proposes the
following:
2005 -
2006 -
2007 -
$65 per month increase to $650
$50 per month increase to $700
$50 per month increase to $750
The $65 monthly increase or $650/month City contribution for family health
insurance is the same insurance contribution the Council has approved for
the two other unions for 2005. We are anticipating 100/0-130/0 premium
increases for 2006 and 2007. The proposed monthly increases of $50
($700) for 2006 and $50 ($750) for 2007 are responsive to the anticipated
premium increases. If the premium increases take place as anticipated,
over the next three years the proposed contribution increases will be
proportional to the current distribution between the employee and the City
for family health insurance costs.
4. Vacation for Reaular Part-Time Emp/ovees: Regular part-time employees
currently are eligible to earn sick leave benefits and two floating holidays on
a pro-rated basis. The bargaining unit proposed that regular part-time
employees with at least 5 years of service to the City, be eligible to receive
pro-rated vacation hours as well. The City considered this item and
proposed to combine accrued holiday pay with accrued vacation and
suggested that regular part-time employees accrue vacation hours on a
pro-rated basis as follows:
Years of Service Annual Hours Earned
0-5 8
6 or more 24
5. GIS Technician: The City proposed to create this position as a Grade 10.
The title and job description more closely match the duties of one of the
current civil engineers, and is a lateral move for the affected employee. The
civil engineer position is also a Grade 10. The creation of the position
formalizes the duties that the employee currently performs, and does not
increase the total number of employees.
6. Recreation Specialist: The Council may recall that this position was
originally hired as a part-time position (Grade 5) largely responsible for on-
site supervision of the Dance Studio and as a liaison to the instructors in
that program. Since that time, the Dance program has been privatized. The
Recreation Specialist was re-assigned to assist with recreation events and
is largely responsible for many of the City's senior functions and recreation
programming. The position now requires higher level supervisory skills,
event coordination, and assists the Recreation Supervisor with a number of
responsibilities. Because of the level of responsibility, the position is more in
line with the market at a Grade 10. The position remains part-time.
Conclusion: Ultimately, wages and health insurance increases for family
coverage were the primary concerns of the bargaining unit. The City believes
that the terms reached with respect to both wages and health insurance are
appropriate and consistent with the metropolitan market. The proposed 2005
operating budget has adequate funds to administer the contract including both
wage increases and health insurance contributions. AFSCME voted on the
proposed modifications on October 12, 2004 and elected to ratify the contract.
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Assistant City Attorney Joe Schmitt has reviewed and approved the proposed
language changes to the contract (attached), and the City staff would
recommend approval.
ALTERNATIVES: (1) Adopt Resolution 04-XX Ratifying the three-year agreement with AFSCME.
(2) Take no action and provide staff with specific direction.
RECOMMENDED
MOTION:
Alternative (1). A Motion and Second to adopt Resolution 04-XX Ratifying the
Three-Year Labor Agreement between the City of Prior Lake and American
Federation of State, County and Municipal Employees Council 5, Local 3884.
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WHEREAS,
WHEREAS,
WHEREAS,
WHEREAS,
WHEREAS,
RESOLUTION 04-XX
16200 Eagle Creek Avenue S.E.
Prior Lake, MN 55372-1714
A RESOLUTION AUTHORIZING EXECUTION OF
THE 2005-2007 LABOR AGREEMENT BETWEEN THE CITY
OF PRIOR LAKE AND AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES, COUNCIL 5, LOCAL 3884
Motion By:
Second By:
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
the American Federation of State, County and Municipal Employees Union represents
the Prior Lake maintenance, office and technical employees; and
negotiations have taken place which have resulted in an Agreement for 2005, 2006 and
2007; and
the employees who make up the this bargaining unit have ratified said Agreement; and
the Agreement becomes effective on January 1, 2005.
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 American Federation of State, County and Municipal
Employees Union effective January 1,2005 through December 31,2007.
BE IT FURTHER RESOLVED, that the Mayor and City Manager are hereby authorized to execute the
above referenced Agreement.
{Seal}
PASSED AND ADOPTED THIS 18TH DAY OF OCTOBER, 2004.
YES
NO
Haugen Haugen
Blomberg Blomberg
Petersen Petersen
Zieska Zieska
LeMair LeMair
City Manager, City of Prior Lake
www.cityofpriorlake.com
Phone 952.447.4230 / Fax 952.447.4245
CITY OF PRIOR LAKE
And
AFSCME COUNCIL 14, LOCAL 3884
SEPTEMBER 23, 2004
1. Three year contract from January 1, 2005 through December 31,2007.
Tentative Agreement
2. General wage adjustment: 1-1-05: 3%; 1-1-06: 3%; 1-1-07: 3%.
Tentative Agreement
3. Article 14 - Overtime: Add new section 14.5: Employees who are required to work on Thanksgiving
Day, Christmas Day or New Years Day shall be compensated at 3 times their normal salary rate.
Union Dropped
4. Article 17 - Add one more day as a floating holiday.
Union Dropped
5. Article 18 - Vacation - Change 19 years or more to 19 - 24 years (200 hours) and add 25 years
receive 240 hours of paid vacation.
Union Dropped
Article 18.3 - Change the amount from 2x to 2.5x that employee may carry accrued vacation leave
balances.
Union Dropped
New: Vacation for Part Time Employees - Part time employees will receive pro-rated vacation hours
after five years of service.
Tentative Agreement to eliminate pro-rated holiday pay for part-time employees who are
regularly scheduled to work more than 20 hours a week and to provide pro-rated vacation to
part time employees based on the following language and schedule:
Regular part-time employees who are regularly scheduled to work not less than 20 hours a week
shall accrue vacation leave during the probationary period, but are not allowed to use vacation time
until after the probationary period has been completed. A promoted or transferred employee on
probation who has earned vacation may request to schedule and use a vacation leave while on
probation. Vacation time shall accrue on a pro-rata monthly basis on the following annual
schedule:
Years of Service Annual Hours Earned
0-5 8
6 or more 24
6. Article 19 - Sick Leave Payout - 19.4 Change accumulated sick leave buyout from 90 days (720
hours) to same formula as nonunion employees which is 60 days (480 hours). Maximum amount
employees can accumulate is 120 days (960 hours).
Union Dropped
Article 27 - License Requirement - Add: Employees will receive $200 lump sum pay per year if their
position requires them to have a valid license to perform their job duties.
Union Dropped
7. Article 30 -Insurance - 2005: $650 (+$65.00); 2006: $800 (+$150); 2007: $950 (+$150).
Tentative Agreement
2005: $650 - $65 per month increase
2006: $700 - $50 per month increase
2007: $750 - $50 per month increase
8. Add New Section - Retirement Health Savings Plan -Insert Section 34 of the Personnel Policy.
Union Dropped.
9. Add New Section - Premium Pay - When a11 employee is called into work on an emergency basis at a
time other than their normal work shift the Employer agrees to pay said employee a premium of $6 over
and above the normal base rate for each hour worked outside the normal work day, except all hours
worked over 8 hours in a day will be paid at the overtime rate.
Premium pay is not paid in addition to overtime pay. It does not apply to holidays and observed
holidays.
Union Dropped.
10. Appendix A - Modify Steps so employees reach the top in six years. On their anniversary date in
2005, employee will move to the next higher step in the salary range.
Union Dropped.
City ProDosals:
1. Add new GIS Coordinator position as a Grade 10. - Tentative Agreement
2. Move Recreation Specialist position to a Grade 10. - Tentative Agreement
DeeefflBer 1, 2QO 1
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-l45, Local 3884, AFSCME AFL-CIO
ARTICLE 1: PREAMBLE
This agreement entered into by the City of Prior Lake, hereinafter referred to as the EMPLOYER, and Local
3884 affiliated with Council +45, and the American Federation of State, County, and Municipal Employees,
AFL-CIO, hereinafter referred to as the Union has, as its purpose the promotion of harmonious relations
between the EMPLOYER and the Union; the establishment of an equitable and peaceful procedure for the
resolution of differences; and the establishment of rates of pay, hours of work and other conditions of
employment.
ARTICLE 2: RECOGNITION
2.1 The EMPLOYER recognizes the Union as the exclusive representative for a unit of employees of
the City of Prior Lake composed as follows:
All Employees of the City of Prior Lake, Minnesota, who are public employees within the
meaning of Minnesota Statute 179A. 031, subdivision 145, excluding supervisory, confidential
and essential employees per BMS Case No. 93-PCE-1260.
2.2 In the event the EMPLOYER and the Union are unable to agree as to the inclusion and exclusion of
a new or modified job class, the issue will be submitted to the Bureau of Mediation Services for
determination.
2.3 The EMPLOYER shall not enter into any agreements covering terms and conditions of employment
with employees of the bargaining unit under the jurisdiction of the agreement, whether individually or
collectively, which in any way conflict with the terms and conditions of the agreement except through
the certified representative.
ARTICLE 3: DEFINITIONS:
3.1 The terms used in this agreement shall be defined as follows:
A) Base rate of pav: The employee's hourly or monthly pay rate exclusive of overtime premium pay
or special allowance.
B) Citv Emplovment Anniversarv Date: The date when the employee began performing services for
the City of Prior Lake as a regular part-time or regular full-time employee. The base date for
calculation of applicable benefits such as vacation leave, sick leave, insurances, and of
"employer seniority" and, in many instances, "classification seniority", and, where applicable, of
probation.
C) Davs: Unless otherwise indicated, means working days exclusive of holidays.
D) Demotion: A change by an employee from a position in one work classification to a position in
another classification with less responsible duties and a lower salary range.
E) Department: A division of the City of Prior Lake government.
F) Emeraencv: A situation or occurrence of a serious nature developing suddenly and unexpectedly
and demanding immediate action as determined by the EMPLOYER.
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Deeember 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-l45, Local 3884, AFSCME AFL-CIO
G) Emplovee: A member of the exclusively recognized bargaining unit as defined in this
Agreement.
H) Emplovee Representative: For the purposes of this Article the Employee Representative is
AFSCME Council +45.
I) EMPLOYER: The City of Prior Lake and its designated representatives.
J) Exempt Position: A salaried position exempt from the provisions of the federal Fair Labor
Standards Act.
K) Full Time Emplovee: An employee who has completed their probationary period and who works
at least forty (40) hours per week on an annual basis.
L) Lavoff: Separation from service with the EMPLOYER, necessitated by lack of work, lack of funds
or other reasons without reference to incompetence, misconduct or other behavioral
considerations.
M) Leave of Absence: An approved absence from work duty during a scheduled work period with or
without compensation.
N) Overtime: Work performed, at the express authorization of the EMPLOYER in excess of forty
(40) hours per week.
0) Part-time Emplovee: An employee who has completed their probationary period and who is
regularly scheduled to work less than forty (40) hours per week on an annual basis.
P) Position Anniversarv Date/Performance Review Date: The date when the employee began
performing services for the City in the current position. The base date from which "department
seniority" and, in some instances, "classification seniority", and, where applicable, the probation
period are calculated. This date will also be used as the Performance Review Date.
Q) Probationarv Emplovee: an employee placed in a new position through hiring or transfer who
has not completed six (6) months of employment in that position.
R) Promotion: A change of an employee from a position in one work classification to a position in
another work classification with more responsible duties and higher salary range.
S) Pvramidina: The payment of more than one form of premium compensation for the same hours
worked.
T) Reaular Emplovee: A member of the exclusively recognized bargaining unit defined in this
Agreement who has completed the required probationary period for newly hired or re-hired
employees.
U) Satisfactorv Evaluation: A rating of three (3) or higher on the Performance Evaluation form. A
"three (3)" is defined as a fully qualified performer.
V) Seniority: Length of service established by Article 6.
W) Temporarv / Seasonal Emplovee: An employee who works less than 140 working days in a
calendar year designated by the EMPLOYER as seasonal or temporary.
X) Union: The American Federation of State, County and Municipal Employees (AFSCME), Council
+45, AFL-CIO.
Y) Union Member: A member of AFSCME, Council +45, Local 3884.
Z) Union Officer/Steward: An officer elected or appointed by AFSCME, Council +45, Local 3884,
AFL-CIO.
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DeeelRBer 1, 200 I
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-l-45, Local 3884, AFSCME AFL-CIO
ARTICLE 4: UNION SECURITY
4.1 The EMPLOYER agrees to deduct Union dues from the wages of those employees who individually
request in writing that such deductions be made. The EMPLOYER will remit monthly such
deductions to the Union with a list of the names of the employees from whose wages the deductions
were made. The Union shall certify to the EMPLOYER in writing the amount of dues to be withheld.
4.2 Any present or future employees who are not Union members may be required to contribute a fair
share fee for the services rendered by the Union. Upon notification by the Union, the EMPLOYER
shall deduct said fee from the earnings of the employee and transmit the same to the Union. This
provision shall remain operative only so long as specifically provided by Minnesota law, and it is
otherwise legal.
4.3 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.
4.4 The EMPLOYER agrees to furnish and maintain a bulletin board for the posting of Union notices.
The Union shall limit its bulletin board postings to official Union notices.
4.5 The EMPLOYER agrees to recognize, upon certification from the Union, three (3) stewards.
Employees may designate any steward for their representative functions provided that once a
steward is selected for a specific action, the designated steward will not normally be changed.
4.6 Non-employee representatives of the Union shall be permitted to come on the premises of the
EMPLOYER for the purpose of investigating and discussing grievances provided the Union
Representative does not interfere with the work of employees.
ARTICLE 5: EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all manpower,
facilities, and equipment; to determine the utilization of technology; to establish and modify the
organizational structure; to select, direct and determine the number of personnel; to establish work
schedules, and to perform any inherent managerial function not specifically limited by this
AGREEMENT.
5.2 Any term and condition of this employment not specifically established or modified by this
AGREEMENT shall remain solely within the discretion of the EMPLOYER to modify, establish or
eliminate.
ARTICLE 6: SENIORITY
6.1 Tvpes of seniority: There shall be three types of seniority established by the AGREEMENT.
A) Employer Seniority. The total length of continuous service with the City.
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Deeemser 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
B) Department Seniority. The total length of service within a specific department or division of City
service.
C) Classification Seniority. The total length service within a work classification.
6.2 Breaks in Seniority: An employee's seniority shall be broken by voluntary resignation, discharge,
retirement or 18 months after layoff with no recall.
6.3 Seniority shall determine the order of:
A) Layoff: which shall be by classification within the City, in inverse order of classification seniority,
unless the senior employee is unable to perform the work as outlined in the job description.
However, an employee about to be laid off shall have the right to bump (displace) any employee
in a lower classification, provided that the EMPLOYER determines the job relevant qualification
factors between employees is equal.
B) Recall from layoff: Which shall be by classification within the City, in inverse order of layoff,
provided that, if an employee does not return to work upon recall, as directed by the
EMPLOYER, or on an extended date mutually acceptable to the employee and the EMPLOYER,
she/he shall automatically have terminated his/her employment. Recall notification shall be by
registered or certified mail to the employee's last known address for an indefinite layoff an shall
be contained in the layoff notice for layoffs for a definite period. An employee's name shall be
retained on the recall list for eighteen (18) months, at which time all rights to recall shall
terminate.
6.4 The EMPLOYER shall issue written notice of an indefinite layoff at least ten (10) calendar days in
advance of layoff and will meet and confer with the Union to attempt to minimize the impact of the
layoff on unit members. The EMPLOYER shall issue written notice of recall from an indefinite layoff
to affected employees, providing at least seven (7) calendar days to return to work. An indefinite
layoff shall be defined as a layoff made for an indeterminate period at the time of notice or any
layoff of forty-five (45) or more days. The EMPLOYER may layoff an employee for a definite period
of forty-four (44) days or less by giving written notice to the affected employees.
6.5 Temporary and seasonal employees in the same department and classification shall precede
regular employees in layoff. No new employees shall be hired ina work classification within a
department where there are employees on layoff status until all laid off employees have been
recalled in accordance with the provisions above.
6.6 The EMPLOYER is committed to hiring the most qualified candidate for City service. When all other
qualifications are equal, the EMPLOYER shall select the applicant with the greater service seniority
for the job opening. Positions where employees are reclassified shall not be considered vacant or
newly created for the purpose of this section.
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Deeemeer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
ARTICLE 7: JOB POSTING
7.1 The EMPLOYER reserves the right to advertise for any and all position openings. The EMPLOYER
agrees to provide a written posting in a conspicuous place on the department bulletin board, at least
five (5) days prior to filling such vacant or newly created position so that the employees may indicate
by their interest in the job vacancy an application before the advertised deadline.
7.2 Promotion from within: The EMPLOYER supports the concept of promotion from within the job
classifications for the designated bargaining unit when the candidate:
A) Has the necessary qualifications to meet the standards of the job vacancy.
B) Has the ability to perform the duties and responsibilities of the job vacancy, and,
C) Is the most qualified candidate for the position as determined through recruitment, testing and
interviews. Such determination shall be solely made by the EMPLOYER.
ARTICLE 8: GRIEVANCE PROCEDURE
8.1 Definition of a Grievance: A grievance is defined as a dispute or a disagreement, as to the
interpretation or application of the specific terms and conditions of this AGREEMENT.
8.2 Processing a Grievance: It is recognized and accepted by the EMPLOYER and the Union 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 the Union
representative shall be allowed a reasonable amount of time without loss of pay when a grievance is
investigated and presented to the EMPLOYER during normal working hours provided the employee
and the Union representative have notified and received the approval of the EMPLOYER and who
has determined that such absence is reasonable.
8.3 Procedure: Grievances, as defined by Article 8.1 shall be resolved in conformance with the following
procedure.
Step 1. An employee claiming a violation concerning the interpretation or application of this
contract shall, within ten (10) calendar days after such alleged violation has occurred,
present such grievance to the Employee's immediate supervisor. The grievance shall be
placed in writing and set forth the nature of the grievance, the facts on which it is based,
the provision or provisions of the contract allegedly violated, and the remedy requested.
The immediate supervisor shall respond to the grievance within ten (10) calendar days of
receipt of the written grievance. The Union may appeal the immediate supervisor's
answer to Step 2 within ten (10) calendar days of the 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
employee's department head. The department head shall give the Union the
EMPLOYER's answer in writing within ten (10) calendar days after receipt of such Step 2
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Deeember 1, 200 1
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10)
calendar days following the department head's answer in Step 2. Any grievance not
appealed in writing to Step 3 by the Union within ten (10) calendar days shall be
considered waived.
Step 3. If appealed, the written grievance shall be presented by the Union and discussed with the
City Manager. The City Manager, or his/her designee shall give the Union the
EMPLOYER's answer in writing within ten (10) calendar days after receipt of such Step 3
grievance. If grievance is not resolved in Step 3, it may be appealed to Step 4 within ten
(10) calendar days of receipt of the City Manager's or his or her designee's answer in
step 3. Any grievance not appealed in writing to Step 4 by the Union within ten (10) days
shall be considered waived.
Step 3A. Prior to submission of a dispute to arbitration, the Union may request that the dispute be
mediated through the services of the Bureau of Mediation Services. If the EMPLOYER
agrees to mediation, the timelines set forth in Step 3 to appeal to Step 4 shall be tolled
until the completion of the mediation.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration
subject to the provisions of the Public Employment Labor Relations Act of 1971. The
selection of an arbitrator shall be made in accordance with the "Rules Governing the
Arbitration of Grievance" as established by the Bureau of Mediation Services.
8.4 Arbitrator's Authoritv: The arbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract from the terms and conditions of this contract. 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. The arbitrator may not ignore the
language of the agreement, to pursue the rules of the shop or other considerations beyond the
scope of the written agreement. 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 thirty (30)
days following the close of the hearing or the submission of briefs by the parties, whichever be later,
unless the parties 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 or application of the express
terms of this agreement and to the facts of the grievance presented.
8.5 Arbitrator's Fees: The fees and expenses for the arbitrator's services and proceedings shall be
borne by the EMPLOYER and the Union, provided that each equally be responsible for
compensating its own party's representatives and witnesses. If either party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for the record.
If both parties desire a verbatim record of proceedings, the cost shall be shared equally.
8.6 Waiver: 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
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DeeelflBer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council -l45, Local 3884, AFSCME AFL-CIO
to the next step. The time limit of each step may be extended by mutual agreement of the
EMPLOYER and the Union.
8.7 Choice of Remedv: If, as a result of the written EMPLOYER's response in Step 3 or mediation in
Step 3A, the grievance remains unresolved, and if 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, or a procedure such as: Civil Service or Veterans Preference. If
appealed to any procedure other than Step 4, the grievance is not the subject of the arbitration
procedure as provided in Step 4. The aggrieved employee shall indicate in writing which procedure
is to be utilized, Step 4, or any other appeal procedure, and shall make a statement to the effect that
the choice of any other hearing precludes the aggrieved employee from making a subsequent
appeal through Step 4.
ARTICLE 9: DISCIPLINE
9.1 The EMPLOYER will discipline non-probationary employees for just cause. Discipline will be in one
or more of the following forms: (1) Oral reprimand, (2) Written reprimand, (3) Suspension, (4)
Demotion, (5) Discharge.
9.2 Notice of suspensions, demotions, and discharge will be in written form and will
state the reasons for the action taken. The Union will be provided with a copy of all written
reprimands, notice of suspensions, demotions or discharges with the approval of the disciplined
employee.
9.3 Written reprimands, notices of suspensions and notices of discharge which are to become a part of
an employee's personnel file shall be read and acknowledged by signature of the employee. The
employee will receive a copy of such reprimands and notices.
9.4 Employees may examine their personnel files at reasonable times under the direct supervision of
the EMPLOYER.
9.5 An Employee will not be questioned concerning the disciplinary action without a Union Steward
present, if the employee requests the presence of a Union Steward.
ARTICLE 10: PROBATIONARY PERIODS
10.1 All newly hired or re-hired employees will serve a six month probationary period subject to a
satisfactory or better performance evaluation from the Employee's supervisor. This probationary
period may be extended at the discretion of the EMPLOYER for up to thirty (30) days. The
Employee will be notified of any extensions and the reasons for the extension prior to the end of the
initial probationary period. At any time during the probationary period a newly hired or re-hired
employee may be disciplined or terminated at the sole discretion of the EMPLOYER and employee
shall have no recourse to the grievance procedure regarding discipline or termination. a
probationary employee, however, shall have the right to bring a grievance alleging a violation of any
other provision of the contract.
7
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Deeember 1, 200 I
October 18,2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
10.2 All employees promoted or transferred will serve up to a six (6) month probationary period for any
job classification in which the Employee has not previously completed a probationary period.
Successful completion of the probationary period is subject to a satisfactory or better performance
evaluation by the EMPLOYER. During the first forty-five (45) days of the probationary period, a
promoted or reassigned Employee may return to his/her former position upon giving notice to the
EMPLOYER. An Employee may be required to return to his/her former department and rate of pay
at the sole direction of the EMPLOYER during the probationary period.
ARTICLE 11: WORK SCHEDULES
11 .1 The provisions of this Article shall apply to non-exempt employees under the Fair Labor Standards
Act.
11.2 The normal work week shall be forty (40) hours Monday through Friday. Nothing herein shall be
construed as a guarantee of hours of work per day or per week.
11.3 The normal work year shall be 2,080 hours per year.
11.4 Work Shift: Work shifts, flex time arrangements, staffing schedules and the assignment of
Employees thereto shall be established by the EMPLOYER.
11.5 Work Schedule Chanaes: The EMPLOYER will give seven (7) calendar days advance notice of
change in work schedule. In the event that work is required because of unusual or emergency
circumstances such as, but not limited to, snow, sleet, fire, flood or breakdown of municipal
equipment or facilities, not advance notice need be given.
11.6 It is recognized that service to the public may require establishment of non-regular shifts for some
employees on a daily, weekly, seasonal or other basis than the normal work week or day and the
schedule may include Saturdays, Sundays or evenings.
11.7 Work Breaks: Employees shall receive one (1) unpaid thirty (30) minutes lunch break at the middle
of their shift and two paid fifteen (15) minute breaks per eight (8) hour shift. With the approval of the
EMPLOYER, an employee may use both fifteen (15) minute breaks in the first half or second half of
a shift or combine them with their unpaid lunch break.
ARTICLE 12: WORK RULES
12.1 The EMPLOYER shall have the right to establish work rules that are not in conflict with this
agreement.
ARTICLE 13: WORKING OUT OF CLASS
8
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DeeemBer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
13.1 An employee who is specifically assigned to perform work which is at a higher classification shall
receive his/her regular rate of pay for the first ten (10) consecutive working days of such work, and
shall receive the minimum of the range of the higher classification or three (3) percent of the
employee's salary, whichever is greater, for each day thereafter. In no case shall the out of class
pay exceed the maximum of the salary range of the higher classification. For the purposes of this
Article an out of the class position is one which has a higher range minimum than the employee's
position.
ARTICLE 14: OVERTIME
14.1 Definition: All hours worked by non-exempt employees in excess of forty (40) per week shall be
considered overtime. A week is defined as Sunday through Saturday.
14.2 Overtime Rate: All employees shall be compensated for all overtime hours worked at the rate of
time and one-half (1 1/2) the employee's base pay rate. Accrual and use of compensatory time shall
be subject to the prior approval of the EMPLOYER. No employee shall retain more than forty (40)
hours in the compensatory time bank; hours earned in excess of forty (40) shall be paid on their
next payroll check at the appropriate rate.
14.3 No Pvramidina of Hours: The base pay rate or premium compensation shall not be paid more than
once for the same hours worked under any provisions of this AGREEMENT nor shall there be any
pyramiding of premium compensation.
14.4 Overtime shall be voluntary except in emergencies or when the required employees are not
available on a voluntary basis. If there are no volunteers sufficient for a work assignment, the City
will assign the overtime to employees at the discretion of the EMPLOYER.
ARTICLE 15: CALL BACK PAY
15.1 An Employee called to work at a time other than the Employee's regularly scheduled shift will be
compensated at a minimum of two (2) hours pay at one and one-half (1 1/2) the Employee's current
base pay. Extensions, changes in shifts, or call to report to work early shall not qualify for call back
pay.
ARTICLE 16: ON CALL DUTY/STANDBY PAY
16.1 Employees directed by the Employer to be on call or on standby Monday through Friday will be
compensated for a minimum of one (1) hour for each day on which they are on standby, and will be
paid at one and one-half (1 Y2) of the Employee's normal rate of pay. Employees directed by the
Employer to be on call or on standby Saturday, Sunday or Holidays will be compensated for a
minimum of two (2) hours for each day on which they are on standby, and will be paid at one and
one-half (1 Y2) of the Employee's normal rate of pay.
9
I :\ASSTCM\Personnel\U nions\AFSCME\labor agreement\LABORAGT2005- 2007 .DOC
~'__'-""__"~____"O~"""""""""""'d"_'-''''''~'_~'''''''".'> ."_,_"...._".._~_."""""..'"'"'"~."~.,.".-=__'~,.""""~_>_""_,,..,,....~.,..'....~.. _...__.___"""'~","_~_."",-.. ~".,~.<-"-".=-__,,~__
Deeemser 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council.J.45, Local 3884, AFSCME AFL-CIO
16.2 In addition to on call/standby pay, Employees scheduled to work on the days they are directed to be
on call or on standby shall be paid at one and one-half (1 Y2) of the Employee's normal rate of pay.
16.3 Call outs while on call/standby will be paid for a two (2) hour minimum at the rate of one and one-
half (1 Y2) of the Employee's normal rate of pay.
ARTICLE 17: HOLIDAYS
17.1 The EMPLOYER shall recognize as paid eight (8) hour holidays those holidays -specified as follows:
...~.~.~.~.~ry...~..~.~.......................................................................................
...~.~9....~g~9.~.Y...!.~...~.~.~.~~.~................................................
...~.~9....~.~~9..~.Y...!.~...~~.~E.~.~ry..............................................
..}.~~~...~g.~.9.~.Y...!~...~.~y.............................................................
...~.~.I.y...~~.~.....................................................................................................
....~..~~...~g~~.~y...!.~...~~P~.~.~~.~.~.......................................
November 11 th
.................................................................................................................................
...~~.~...T~.~.~~.9.~Y...!.~....~.~Y..~.~.~.~.~....................................
Friday following 4th Thursday in
November
.................................................................................................................................
December 24th
.................................................................................................................................
December 25th
17.2 All regular full-time employees who have completed probation shall be eligible for a floating holiday.
Scheduling of an Employee's floating holiday shall be by mutual agreement between the Employee
and his/her supervisor. A floating holiday cannot be carried over from one year to the next.
17.3 An employee shall be eligible for holiday pay provided that he/she is on paid status on the
scheduled work day immediately prior to the holiday and the scheduled work day immediately after
the holiday.
17.4 When a holiday, as designated in this Article, falls on Sunday, the following day (Monday) shall be
considered the holiday. When a holiday, as designated in this Article, falls on a Saturday, the
preceding day (Friday) shall be considered the holiday.
An employee, regardless of his/her work schedule, shall receive the same number of holidays as an
employee whose normal work week is Monday through Friday.
17.5 Non-exempt employees assigned and required by the EMPLOYER to work on a holiday as
designated in this Article, shall receive overtime compensation at one and one-half (1 1/2) times
their base rate of pay for worked, plus the holiday compensation at their base rate of pay (up to
eight (8) hours), but in no case shall the total compensation amount to more that two and one-half
(2 1/2) times the employees base rate of pay.
10
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>',' .-.." .~..'. ...,,-~~"...,-._..."""'",."'~._...",.~,'"""'-,.,_....,-,_.'._~ - ",,-,-,. __....,.."....;",,'..,".u . __~.. ,.... "'.".0_'-."........,,--..... '""___..___,,,"~..~.,.,., ._m".__".."...,._.,,~~_._.
D@cemBer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
ARTICLE 18: VACATION
18.1 Full--time and regular part-time employees shall accrue vacation leave during the probationary
period, but are not allowed to use vacation time until after the probationary period has been
completed. A promoted or transferred employee on probation who has earned vacation may request
to schedule and use a vacation leave while on probation. Vacation time shall accrue on a pro-rata
monthly basis on the following annual schedule:
80
120
160
168
176
184
192
200
18.2 Schedulino vacation time: Department heads are responsible for scheduling the vacation leaves of
their employees. Vacation of over two days should be scheduled at least three (3) weeks in
advance. Employees are encouraged to give one (1) week notice for one (1) to two (2) vacation day
requests.
I 18.3 Accumulatino vacation time: EmployoosFull-time and regular part-time employees may carry
accrued vacation leave balances equal to two times their annual vacation earnings. For example, an
employee earning two (2) weeks of vacation time annually, will be allowed to carry a vacation
balance up to four (4) weeks. Accruals exceeding the maximum balance shall be considered lost on
December 31 st of each year.
ARTICLE 19: SICK LEAVE
19.1 Accrued sick leave: All full time and part time employees, including probationary employees but
excluding temporary and seasonal employees, shall earn sick leave. Full time employees shall earn
sick leave at a rate of one eight (8) hour day per month. Sick leave will accrue for part time
employees working more than 20 hours per week pro-rata based on hours worked times the accrual
rate of .0462 per hour worked.
19.2 Elioibilitv for sick leave: All employees, except probationary employees may be allowed to use
accumulated sick leave in the event of illness or injury to the employee or his/her children or
spouse.
11
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Deeemeer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-l45, Local 3884, AFSCME AFL-CIO
19.3 Employees may accumulate the unused portion of sick leave to a maximum of one hundred twenty
(120) days.
19.4 Once a year Employees who have accumulated at least ninety (90) days of sick leave may receive
payment through a payroll check for their sick leave days in the excess of ninety (90) days at fifty
percent (500/0) their current rate of pay. This option once exercised by an Employee shall continue
until termination of employment.
19.5 Sick Leave may be authorized for the following reasons with the limitations as specified:
A) For illness or injury, preventive exams, dental or medical treatment for the employee or their
immediate family (where there are no other responsible adults available in the household).
B) Sick leave usage shall be subject to the approval and verification by the department head, who
may require the employee to furnish a report for an absence of three (3) days or more from a
recognized medical authority attesting to the necessity of the leave, ability to return to duty or
other information deemed necessary.
19.6 Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery
therefrom, are, for all job related purposes, temporary disabilities and shall be treated as any other
illness.
ARTICLE 20: EMERGENCY LEAVE
20.1 An employee may be granted emergency leave by the EMPLOYER if a critical situation such as a
serious illness or a death has occurred in the immediate family. Such leave may be taken from sick
leave, floating holiday, vacation leave, or without pay, in that order.
20.2 An employee may be allowed to use one (1) day of his/her accumulated sick leave in the event a
member of the employee's immediate family is hospitalized due to critical illness or injury. One (1)
such leave day shall be allowed in a calendar year.
20.3 Funeral Leave. An Employee may be granted up to three (3) days of paid leave in conjunction with a
death of a member of the Employee's immediate family.
20.4 Definition of Immediate Familv. For the purposes of ARTICLE 20 Section 1, 2, and 3, immediate
family shall be defined as the employee's parents, spouse, brother, sister, spouse's parents,
children, spouse's brother or sister, grandparents or spouse's grandparents.
20.5 The EMPLOYER shall provide unpaid leaves of absence, in addition to any other leave authorized
by this AGREEMENT, in conformance with State or Federal law.
ARTICLE 21: MILITARY LEAVE
21.1 In accordance with State and Federal laws, any employee required by official military orders or
related authority to attend Military Reserve training shall receive full wages at his/her current base
12
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.... .,^'"......."....._............~,,_.....~,--..."_...~,.'._.."h.~~.."_<,'_~,,~.,_..-<..",_~_'''''M,_.."~,~~~,+......,''''.'''.._.",,.......,,"..._....d'_._--.~,..'''~.~..'^....,..__..".~'a."......,.,..,..u,.....,......._..._.,_,.,..,..,...."~'^._~......."._...~.~._",.,."'.."..~.,;".,...,,~..~.,,,.... ,'.
DeeelRBer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-l45, Local 3884, AFSCME AFL-CIO
pay rate for the period of the active duty required for such training, not to exceed fifteen (15)
calendar days per calendar year. The employee shall present the EMPLOYER with copies of the
official orders received as soon as practical after the necessity for the leave is known.
ARTICLE 22: LEAVES OF ABSENCE
22.1 Employees shall be eligible for leaves of absence after one year's service with the EMPLOYER.
22.2 Application for leave shall be submitted in writing by the employee to the EMPLOYER. The request
shall state the reason the leave of absence is being requested and the length of time off the
employee desires. Authorization for a leave of absence shall be furnished to employee by the
EMPLOYER in writing.
22.3 A request for a leave shall be answered within ten (10) work days.
22.4 Employees will be granted a paid leave of absence to undergo a medical procedure to donate bone
marrow in accordance with applicable state law.
22.5 Neither benefits nor salary increases will be earned by employees while on a leave of absence
without pay. Employees returning to work after leave without pay will be paid at the same rate of pay
received before the leave began.
22.6 Health, dental and life insurance, if it is kept in force, must be paid in full by the employee during an
authorized leave of absence.
22.7 Failure on the part of the employee to request an extension prior to expiration of a leave of absence
without compensation, or to notify the EMPLOYER within three (3) calendar days after the expiration
of such granted leave, shall be considered a resignation from City service.
ARTICLE 23: ABSENCE WITHOUT LEAVE
23.1 Any absence of an employee from scheduled duty that is not promptly reported to and authorized by
the EMPLOYER shall be deemed an absence without leave. Any employee absent without leave
shall be subject to disciplinary action and any employee absent without leave for three (3)
consecutive days shall be deemed to have resigned his/her employment, provided that the
EMPLOYER may grant approval for leave subsequent to the unauthorized absence if the
EMPLOYER determines the circumstances surrounding the absence warrant such action.
ARTICLE 24: SEVERANCE PAY
24.1 An employee who has worked for the City for at least five years and who retires or otherwise
terminates employment for reasons other than discharge shall receive fifty (50) percent of the
accrued, but unused sick leave. The severance pay shall be paid at the rate of the employee's last
rate of pay as of the date of termination.
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_~"_._."~,o_""",",,*__,,.';"+_<~.,~;.,.~.~..__.,,___.....<_~~_,,,,~..,_....".,_w~,.~~"_.,,.~,~,__.~."_v"'~,.__ .._.... -"'''-~--''''''''''''~~'~'''_''_''''''''_''''''''''.~''~'~''~_''''_"'_''"'''''''h'"'''''..'''''___'_.~''...'-<__.........~~"''''''',._~'.'''''''''...........'''__''''~_~-..-..,.~_~""''
DeeeffiBer 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council-t45, Local 3884, AFSCME AFL-CIO
24.2 An employee who retires or otherwise terminates employment will receive one hundred (100)
percent of the employee's accrued, but unused vacation leave.
24.3 In the event of the death of an active employee, the estate of said employee shall be paid one
hundred (100) percent of the employee's accrued but unused sick leave and vacation leave.
ARTICLE 25: UNIFORM ALLOWANCE
25.1 The EMPLOYER agrees to provide a uniform to those employees who are required by the
EMPLOYER to wear a uniform.
ARTICLE 26: AUTOMOBILE ALLOWANCE
26.1 Employees required by the City to use their personal cars while engaged in City work shall be
reimbursed by the City for the number of miles they travel at the rate established by the City
Council.
ARTICLE 27: LICENSE REQUIREMENTS
27.1 The City agrees to reimburse employees for the following required Licenses and renewal of same:
Water Operators License
Sewage Treatment
System Certificate
Sewer Operations License
Building Inspectors License,
Class I, II
Master's Plumbers
License
Journeyman Plumber's
License
Professional Engineers
Registration
Limited Accessibility
Specialist
I.C.B.O. Building Inspector
27.2 Employees shall not use licenses paid by the EMPLOYER for personal or private employment or
gain.
ARTICLE 28: SERVICE TRAINING
28.1 The EMPLOYER agrees to pay the costs of tuition and program materials for any workshops,
conferences or other training sessions which the City requires an employee to attend.
ARTICLE 29: TUITION REIMBURSEMENT
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Deeember 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council -145, Local 3884, AFSCME AFL-CIO
29.1 The EMPLOYER agrees to reimburse an employee for the costs of tuition and books for any college
level course reasonably related to his-her position in which the employee receives a grade of C or
better, provided that the employee notifies the EMPLOYER of his/her intent to take the course prior
to May 1 of the fiscal year preceding the employee's enrollment in the course and obtains approval
of the City Manager to attend the course.
29.2 If an employee voluntarily resigns his/her position within one year after the completion of said
course(s), he/she shall reimburse the EMPLOYER for all costs paid under the terms of this Article.
29.3 It is agreed and understood that any employee who is authorized to receive Veteran's benefits for
such schooling will exhaust such Veteran's benefits prior to applying to the EMPLOYER for the
payment of such tuition and books.
ARTICLE 30: INSURANCE
30.1 The EMPLOYER will provide group health insurance with aggregate benefits equal to those that
presently exist for the duration of this AGREEMENT. The EMPLOYER will pay a sum not to exceed
the following amounts per month for single and dependent coverage:
2002 $5202005 - $650.00
2003 $5452006 - $700.00
2004 $5852007 - $750.00
30.2 The EMPLOYER will provide group dental insurance with benefits substantially the same as
presently exist for the duration of this Agreement. The EMPLOYER will pay a sum not to exceed the
least costly monthly premium for coverage of the employee and a sum not to exceed forty (40.00)
dollars per month for single and dependent coverage.
ARTICLE 31: RIGHT OF SUBCONTRACT
31.1 Nothing in this Agreement shall prohibit or restrict the right of the EMPLOYER to subcontract work
performed by the employees covered by this AGREEMENT. In the event that the EMPLOYER
determines to contract out or subcontract any work performed by employees covered by this
Agreement the EMPLOYER shall notify the Union when such determination is made, but in no case
less than thirty (30) calendar days in advance of the implementation of such determination. During
said period the EMPLOYER shall meet and confer with the Union to discuss possible ways and
means to minimize adverse impact on the unit.
ARTICLE 32: PART-TIME EMPLOYEES
32.1 Part-time employees are defined as employees who have completed their probationary period and
who are regularly scheduled to work less than 40 hours a week on an annual basis.
15
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Deeemser 1, 2001
October 18, 2004
Labor Agreement between the City of Prior Lake and Council +45, Local 3884, AFSCME AFL-CIO
32.2
Part-time employees will earn sick leave benefits on a pro-rata basis, provided that such employees
are regularly scheduled to work not less than 20 hours a week.
32.3
All rogul3rRegular part-time employees who h3VO complotod prob3tion shall bo oligiblo for t\a:o (2)
floating holiday&will earn vacation leave benefits on a pro;:a.tarated basis, provided that SYGA--the
employees are regularly scheduled to work not less than 20 hours aper week.
I 32.4
Thoso floating holidays oan bo usod on holidays only (thoso listod in /\rtiolo 17). Thoy must also bo
usod during tho S3r:RO yoar thoy aro rocoivod.
ARTICLE 33: SEASONAL AND TEMPORARY EMPLOYEES
33.1 Seasonal and temporary employees are defined for the purposes of this contract as employees
working less than 140 working days in a calendar year. For purposes of this Article, a "calendar
year" shall begin with the first date of providing services by a seasonal or temporary employee and
end 365 days later. A new "calendar year" shall begin on the 366th day after the first date of
performing services, and the cycle shall continue thereafter in the same fashion.
ARTICLE 34: SAVINGS CLAUSE
34.1 This Agreement is subject to the law of the United States, the State of Minnesota and the City of
Prior Lake. In the event any provisions of the 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 re-negotiated at the written request of
either party.
ARTICLE 35: DURATION
35.1 Effect of Aareement: Any and all prior agreements, resolutions, practices, policies, rules and
regulations regarding terms and conditions of employment, to the extend inconsistent with the
provisions of this Agreement, are hereby superseded.
35.2 Termination or modification: Either party desiring to terminate or modify this contract must notify the
other party in writing at least thirty (30) but no more than sixty (60) days prior to December 1, 2004,
and shall be automatically renewed from year to year unless either party notifies the other party in
writing that it desires to modify or terminate this Agreement no more than sixty (60) days prior to but
no less that thirty days prior to the expiration date.
35.3 Neaotiations durina term: The parties mutually acknowledge that during the negotiations which
resulted in this Agreement, each had the opportunity to make demands and proposals regarding
terms and conditions of employment. All understandings and agreements arrived at by the parties
are set forth in this contract.
16
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Deeemeer I, 200 I
October 18, 2004
Labor Agreement between the City of Prior Lake and Council.J..45, Local 3884, AFSCME AFL-CIO
35.4 Full aareement: The EMPLOYER and the Union agree that this Agreement contains all of the terms
and conditions of employment which have been arrived at and that the EMPLOYER shall not be
obligated to provide or maintain any terms or conditions of employment not provided herein.
35.5 Effective dates/ooenina: This Agreement shall be effective from January 1,2002 through December
31,2004, and shall continue until such time as a new contract between the parties is executed.
SIGNATURES:
CITY OF PRIOR LAKE, MINNESOTA
AMERICAN FEDERATION OF
STATE, COUNTY AND MUNICIPAL
EMPLOYEES, AFL-CIO COUNCIL
-145, LOCAL 3884
Mayor
Bargaining Committee Member
Dated:
Bargaining Committee Member
Bargaining Committee Member
Dated:
ATTEST:
City Manager
AFSCME Business Representative
Dated:
Dated:
17
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