HomeMy WebLinkAbout05(J) - Adopt a Resolution Ratifying the 2025 Collective Bargaining Agreement Between the City of Prior Lake and Law Enforcement Labor Services, Local #100 - Police Officers ReportCITY COUNCIL AGENDA REPORT ITEM: SJ
MEETING DATE:
PREPARED BY:
PRESENTED BY:
AGENDA ITEM:
December 10, 2024
Lori Olson, Assistant City Manager
Jason Wedel, City Manager
Adopt a Resolution Ratifying the 2025 Collective Bargaining
Agreement Between the City of Prior Lake and Law Enforcement
Labor Services, Local #100 -Police Officers
RECOMMENDED ACTION:
As part of the Consent Agenda, adopt a Resolution Ratifying the 2025 Collective Bargaining
Agreement Between the City of Prior Lake and Law Enforcement Labor Services, Local #100 -
Police Officers
BACKGROUND:
The purpose of this agenda item is to request City Council approval of a labor agreement between
Law Enforcement Labor Services (LELS), Local #100 and the City of Prior Lake from January 1,
2025 - December 31, 2025.
The Public Employees Relations Act (PELRA) requires the City to meet and negotiate with labor
organization agents over the terms and conditions of employment for represented employees.
The LELS, Local #100 bargaining unit represents the City's police officers. The exisiting
agreement is a three-year contract set to expire on December 31, 2024.
The negotiation process with LELS, Local #100 occurred over three meetings on October 24,
October 31 and November 19, 2024. Negotiating on behalf of the City were Lori Olson, Assistant
City Manager, Jason Wedel, City Manager, and Mark Girouard, an attorney with Nilan, Johnson,
Lewis, the City's labor law counsel. The bargaining team representing LELS, Local #100 included
officer Rob Freiberg, detective Lindsey Thune and LELS #100 business agent, Jay Maher.
Prior to the negotiating sessions, City staff and Mr. Girouard met with the City Council in a closed
session on July 23, 2024 to receive direction on the parameters for wages and benefits for all city
employee groups.
Below is a summary of the primary contract amendements agreed upon by both parties as part
of the negotation process. A copy of the LELS, Local #100 Labor Agreement is attached.
Article 13 - Overtime: LELS requested and the City accepted two proposals related to overtime.
The first regards overtime pay on specific holidays identified by the officers, New Years Day,
Fourth of July, Thanksgiving Day, and Christmas Day. Unscheduled officers who are called in to
work with 14 or less days notice will receive two times their base rate of pay for hours worked
on any of these four holidays, rather than the one and a half times their base rate currently paid.
The second overtime request involves Field Officer Training (FTO) compensation. The request
seeks to codify what is occurring in practice, which is officers who 'train' newly hired employees
receive one hour of overtime pay for each five hour block of field officer training.
City of Prior Lake I 4646 Dakota Street SE I Prior Lake MN 55372
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LABOR AGREEMENT
CITY OF PRIOR LAKE, MINNESOTA
and
LAW ENFORCEMENT LABOR SERVICES, INC.
(LOCAL NO. 100)
Contract Term
January 1, 2025 through December 31, 2025
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TABLE OF CONTENTS
Article 1: Purpose of Agreement………………………………………………………….…….3
Article 2: Recognition……………………………………………………………………………3
Article 3: Definitions………………………….……………….…………………………………3
Article 4: Employer Security………...………………………………………………….….……4
Article 5: Employer Authority……………….………………………………………………….4
Article 6: Union Security………….……………………………………………………………..4
Article 7: Employee Rights – Grievance Procedure………...…………...………………..……5
Article 8: Savings Clause………………...………………………………………………………7
Article 9: Seniority………………………………………………………………...……………..7
Article 10: Work Schedule………...…………………………………………………………….8
Article 11: Discipline……..………………………………………………………………………8
Article 12: Constitutional Protection…………..……………………………………….……….9
Article 13: Overtime………………..…………………………………………………….………9
Article 14: Court Time………….……………………..………………………………….…….11
Article 15: Call Back Time……………………………………………………………………..11
Article 16: Working Out of Classification……………………………………….……….……11
Article 17: Clothing Allowance……………………………………………………..………….12
Article 18: Holidays…………………….……………………………………………….………12
Article 19: Base Rate of Pay……………………………………………………………………13
Article 20: Longevity Plan………………………………………………………………….…..14
Article 21: Vacation Leave…………………..…………………………………………………14
Article 22: Earned Sick and Safe Time (ESST) and Injury On-Duty Leave.……………….15
Article 23: Health and Welfare………………………………………………..……………….16
Article 24: Education Incentive Pay Plan…….……………………………………………….17
Article 25: Funeral Leave……………………..………………………………………………..18
Article 26: Standby Pay…………….…………………………………………………………..18
Article 27: Legal Protection………….....………………..…………………………………….18
Article 28: P.O.S.T. Training…………………………………………………………………..18
Article 29: Maintenance of Benefits……..……………….……………………………………19
Article 30: Vacation Coverage………………….…………………………………………..….19
Article 31: Jury Duty……………………………………………………………………….…..19
Article 32: Duration…………………………………………………………………………….19
Signatures……………………………………………………………………………………….19
Appendix A…………………………………………………………………...…………………20
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ARTICLE 1: PURPOSE OF AGREEMENT
The Agreement is entered into 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 parties recognize this Agreement as a pledge of this dedication.
ARTICLE 2: RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under Minnesota
Statutes, Section 179A.03, Subd. 7, for all sworn 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 3: DEFINITIONS
3.1 The terms used in this Agreement shall be defined as follows:
A) DEPARTMENT: The Prior Lake Police Department.
B) EMPLOYEE: A member of the exclusively recognized bargaining unit.
C) EMPLOYER: City of Prior Lake.
D) OVERTIME: Work performed at the express authorization of the EMPLOYER in excess
of the Employee’s scheduled shift.
E) PROBATIONARY EMPLOYEE: An employee with less than one year of continuous
service.
F) SCHEDULED SHIFT: A consecutive hour scheduled work period including two rest
breaks and a lunch break.
G) UNION: Law Enforcement Labor Services, Inc.
H) UNION MEMBER: A member of Law Enforcement Labor Services, Inc. (Local 100).
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I) UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services,
Inc., (Local No. 100).
J) BASE PAY: Base Pay shall mean the rate of pay negotiated under Article 19.
K) SALARY: The cumulative of base pay plus any additional percentage pay received
including longevity, education incentive, or additional pay received under Article
16.1(B).
L) SHIFT EMPLOYEE: Patrol officers regularly scheduled to work a rotating shift.
ARTICLE 4: EMPLOYER SECURITY
4.1 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 with
the normal functions of the EMPLOYER.
ARTICLE 5: 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 6: UNION SECURITY
6.1 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.
6.2 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.
6.3 The EMPLOYER shall make space available on the employee bulletin board for the
posting of UNION notice(s) and announcement(s).
6.4 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.
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ARTICLE 7: 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.
7.2 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.
7.3 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.
7.4 Processing 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
for the EMPLOYER.
7.5 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 1 and appealed to Step 2 shall be placed in writing setting forth the nature
of the grievance, the facts on which it is based, the provision or provisions of 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 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
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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.
Step 3: 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.
Step 4: 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 the list. For grievance
matters involving written disciplinary action, discharge, or termination, the assignment of
an arbitrator shall be consistent with Minnesota Statute Section 626.892.
7.6 Arbitrator’s Authority:
(A) 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.
(B) 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 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 of application
of the express terms of this Agreement and to the facts of the grievance presented.
(C) 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 costs shall be shared equally.
7.7 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
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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.
7.8 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 7 or a procedure such as Civil Service,
Veteran’s Preference, or the Fair Employment Act. If appealed to any procedure other than
Step 4 of Article 7, the grievance is not subject to the arbitration proc edure as provided in
Step 4 of Article 7. The aggrieved employee shall indicate in writing which procedure is
to be utilized, Step 4 of Article 7 or another appeal procedure, and sign 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 7. The election set forth above shall not
apply to claims subject to the jurisdiction of the United States Equal Employment
Opportunity Commission.
ARTICLE 8: SAVINGS CLAUSE
8.1 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 provisions 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 re-negotiated at the written request of either party.
ARTICLE 9: SENIORITY
9.1 An employee under the provisions of this Agreement shall serve a probationary period of
twelve (12) months of continuous service in the police department during which time the
EMPLOYER shall have the unqualified right to discharge such employee who shall have
no recourse to the grievance procedure. The probationary employee, however, shall have
the right to bring a grievance on any other provision of the contract alleged to have been
violated.
In addition to the initial probationary period, any employee transferred or promoted to a
different classification shall serve a new probationary period of twelve (12) calendar
months in any such new classification. During this probationary period, if the EMPLOYER
determines that the employee’s performance in the new classification is unsatisfactory,
then the EMPLOYER shall have the unqualified right to reassign the employee to the
former classification.
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9.2 Seniority shall be determined by the Employee’s length of continuous employment with
the Police Department and posted in an appropriate location. A seniority roster may be
maintained by the Chief on the basis of time in grade and time within specific
classifications.
9.3 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/her 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.
9.4 One continuous vacation period shall be selected on the basis of seniority until March 15
of each calendar year.
9.5 Seniority shall prevail. Senior qualified Employees shall have the first preference on the
job. Senior Employees will be given preference in regard to transfer, job classification
assignments and promotions when job relevant qualifications of Employees are equal.
ARTICLE 10: WORK SCHEDULE
10.1 The normal work year is two thousand eighty (2,080) hours to be accounted for by each
employee through:
a. hours work on assigned shifts
b. assigned training
c. authorized leave time.
10.2 Nothing contained in this or any other article shall be interpreted to be a guarantee of a
minimum or maximum number of hours the EMPLOYER may assign employees.
ARTICLE 11: DISCIPLINE
11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one
of the following forms:
• oral reprimand
• written reprimand
• suspension
• demotion
• discharge
11.2 Suspensions, demotions, and discharges will be in written form.
11.3 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
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Employee. Employees and the UNION shall receive a copy of such reprimands and/or
notices.
11.4 Employees may examine their own individual personnel files at reasonable times under the
direct supervision of the EMPLOYER.
11.5 Discharges shall be preceded by a five (5) day suspension without pay.
11.6 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.
11.7 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.
11.8 Grievances relating to this Article shall be initiated by the UNION in Step 3 of the
grievance procedure under Article 7.
ARTICLE 12: CONSTITUTIONAL PROTECTION
12.1 Employees shall have the rights granted to all citizens by the United States and the
Minnesota State Constitutions.
ARTICLE 13: OVERTIME
13.1 Employees shall be compensated at one and one-half (1 1/2) times the Employee’s regular
salary 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.
13.2 Overtime Assignments:
(A) The EMPLOYER retains its full authority to determine if duties will be completed
by overtime assignment and the nature of such assignments.
Overtime will be distributed on a volunteer basis to the most senior officer. If the
EMPLOYER determines to fill the shift, then it shall be filled to determine the
availability of the most senior officer according to the following procedure. An
offer of an overtime assignment will be made in sequential order from the most
senior to the least senior qualified individual. For purposes of this section, the word
“qualified” means an employee who has successfully completed the Field Training
Officer program. For purposes of assigning contract overtime work, the word,
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“qualified” shall include all sergeants/supervisors. If no one wants to work it, the
overtime shall be assigned to the junior qualified employee. This provision shall
not apply if the employee has not had at least twelve (12) hours off duty.
(B) Individuals contacted for overtime duties shall respond to the contact immediately,
and in no event later than ten (10) minutes after the contact is made. Failure to
respond will be considered a rejection. In the event of unforeseeable circumstances
or exigent circumstances which reasonably require an employee to immediately
respond, then the EMPLOYER may assign duties to an employee without regard to
section 13.2.
13.3 Overtime will be calculated to the nearest fifteen (15) minutes.
13.4 For the purpose of computing overtime compensation, overtime hours worked shall not be
pyramided, compounded or paid twice for the same hours worked.
13.5 The EMPLOYER shall provide a minimum of ten (10) hours off between scheduled
shifts. If an Employee is required to work with less than ten (10) 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 ten (10) hour period, except when it is mutually agreed by the
EMPLOYER and the Employee to waive the overtime.
13.6 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. Any unused compensatory time will be paid out in
the last paycheck for December. Maximum compensatory time accumulated shall not
exceed forty (40) hours for 2018, forty-five (45) hours for 2019, and fifty (50) hours for
2020.
13.7 Any shift altered by the EMPLOYER with less than fourteen (14) days notice, with the
exception of training, shall be compensated at the rate of time and one-half (1 1/2) for all
hours worked outside of the Employee’s normal shift.
(A) Any Employee who works on an overtime basis with less than fourteen (14) days
notice on the following actual holidays (New Year’s Day, Fourth of July, Thanksgiving
Day, and Christmas Day) shall be paid at two (2) times their base salary for all hours
worked.
13.8 Field Training Officer (FTO): Any Employee serving as an FTO for new employees shall
receive one (1) hour of overtime for each five (5) hour time block of FTO duty, or the
majority thereof, at the Employee’s salary, in compensatory or pay at the Employee’s
discretion,
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ARTICLE 14: COURT TIME
14.1 An Employee who is required to appear in Court during scheduled off-duty time shall
receive a minimum of three (3) hours pay at one and one-half (1 1/2) times the
Employee’s salary rate, as long as any witness fee and any reimbursement for mileage in
a City vehicle is remitted to the City. An extension or early report to a regularly
scheduled shift for Court appearance does not qualify the Employee for the three (3) hour
minimum. Cancellation with less than twenty-four (24) hours’ notice shall result in the
minimum being paid. If the Employee uses a personal vehicle, then the Employee may
keep any mileage fee.
14.2 In the event an Employee is subpoenaed to testify in private party litigation in a capacity
other than that of an expert witness regarding an incident that has occurred within the
scope of employment for the City of Prior Lake involving facts which the Employee
came to know while on duty as a police officer, then the Employee shall receive court
time pay in accordance with the requirements as set forth in 14.1, as long as any witness
fee and any reimbursement for mileage in a City vehicle is remitted to the City. If the
Employee uses a personal vehicle, then the Employee may keep any mileage fee.
ARTICLE 15: CALL BACK TIME
15.1 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 salary
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 16: WORKING OUT OF CLASSIFICATION
16.1 Employees assigned the responsibilities of a higher position shall receive the differential
for each full shift assigned to that position by the EMPLOYER. These assignments shall
be filled by the EMPLOYER through an open competitive process.
(A) A differential of fifty cents (50 cents) per hour 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.
(B) Employees assigned to the duties of Investigator/Detective, School Liaison
Officer, SMSC Liaison Officer, K-9 Handler, or Drug Task Force Agent shall
receive an additional five percent (5%) of their base pay rate plus longevity and
education incentive pay, if any.
(C) Employees assigned to the duties of Investigator/Detective, School Liaison
Officer, SMSC Liaison Officer, K-9 Handler, or Drug Task Force Agent shall be
appointed by The Police Chief for a period of thirty-six (36) months. Employees
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assigned under this provision may be removed prior to the expiration of the 36-
month period in accordance with Article 5, Employer Authority, or Article 11,
Discipline. Sixty (60) days’ notice is required to end an assignment under Article
5, Employer Authority. No notice is required to end an assignment under Article
11, Discipline.
(D) Employees assigned to the duties of Lead Detective/Investigator will serve as a
long-term asset to the Investigations Division and shall be a non-rotating position,
serving at the discretion of The Police Chief. Employees assigned under this
provision may be removed in accordance with Article 5, Employer Authority, or
Article 11, Discipline. Sixty (60) days’ notice is required to end an assignment
under Article 5, Employer Authority. No notice is required to end an assignment
under Article 11, Discipline.
ARTICLE 17: CLOTHING ALLOWANCE
17.1 Non-probationary employees shall receive $1,217.50 per year for clothing and
maintenance allowance in 2024. For 2025, this amount shall be adjusted by the
percentage increase in the January to January, Minneapolis-St. Paul Consumer Price
Index as reported by the US Department of Labor Bureau of Labor Statistics for the
preceding year, or by the cost of living increase in Article 19 for the corresponding year,
whichever is greater.
17.2 Fifty percent (50%) of the clothing allowance is to be paid in the first paycheck in June and
the other fifty percent (50%) shall be paid in the first paycheck in December. Non-
probationary employees must be employed as of the date of disbursement to receive the
allowance.
17.3 EMPLOYER shall provide uniforms, leather, and equipment to probationary employees
in their first year of employment, which shall be equivalent to the same given to fully
outfitted, non-probationary employees, at a cost no less than $1,300.00.
17.4 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.
17.5 The EMPLOYER shall provide each Employee currently employed with a ballistic vest,
side panel or an extended coverage T-shirt style, and two covers. The vest will be replaced
by the EMPLOYER every five years, or when recommended by the vest manufacturer. The
vest will be a minimum protection level of class II.
ARTICLE 18: HOLIDAYS
18.1 The EMPLOYER shall recognize twelve (12) designated paid holidays plus one (1)
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“floating” paid holiday, at 8 hours per holiday or 104 hours per year, as specified below:
• New Year’s Day
• Martin Luther King, Jr. Day
• President’s Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Veteran’s Day
• Thanksgiving Day
• Friday following Thanksgiving Day
• Christmas Eve Day
• Christmas Day
Scheduling of an Employee’s floating holiday shall be by mutual agreement between the
Employee and his or her supervisor. Holidays, including floating holidays, cannot be
carried over from one year to the next.
18.2 Any holiday hours not taken by the Employee shall be resold to the EMPLOYER at the
Employee’s salary rate during the first payroll in December. If an Employee separates
employment prior to December, the Employee shall be compensated for designated
holidays that occurred but were not used prior to separation.
18.3 Any Employee required to work on a holiday as identified in Article 18.1, and subject to
Article 18.4 herein, shall be credited with an additional one-half (1/2) times his/her regular
salary rate for all hours worked except any hours which would be regular overtime hours
per Article 13, overtime, which shall be paid as per Article 13 provides. Holiday premium
pay shall be given for all hours of the shift including ten (10) hour shifts.
18.4 In instances where Christmas Day, the 4th of July, and New Year’s Day fall on a Saturday
or Sunday, shift employees scheduled to work the actual holiday will be paid at 1½ times
their salary rate of pay for the shift worked. No shift employee will be paid at the 1½ times
rate for the City-recognized holiday.
18.5 Refer to section 13.7 (A) for overtime pay related to specific holidays (New Years Day,
Fourth of July, Thanksgiving Day, and Christmas Day) when required to work with
fourteen (14) days or less notice.
ARTICLE 19: BASE RATE OF PAY (and APPENDIX A)
19.1 Effective January 1, 2025, cost of living increase is 6%.
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EMPLOYER will conduct a compensation study in 2025. Upon completion of the wage
study, wages will be adjusted to bring the group to 100% of the 2025 mean/average of
the compensation study group discussed in negotiations retroactive to 1/1/2025.
19.2 For employees hired on or after January 1, 2021, EMPLOYER may, in its sole discretion
and consistent with the Rates of Pay, provide a rate of pay to new hires commensurate
with the new hire’s years of experience in a directly equivalent position. In this Article,
“directly equivalent position” shall mean a position with the same or virtually the same
duties and responsibilities, as determined by EMPLOYER. This provision does not alter
a new hire’s eligibility for Longevity Pay under Article 20, which remains based on years
of service in the Department.
ARTICLE 20: LONGEVITY PAY PLAN
20.1 Each employee shall receive longevity pay in addition to regular base pay plus education
incentive and working out of classification pay, if any as per the following schedule:
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.
ARTICLE 21: VACATION LEAVE
21.1 Each Employee shall accrue paid vacation based upon the following schedule:
YEARS OF SERVICE DAYS ACCRUED PER YEAR
Start until 3 full years 10 eight-hour days
(80 hours)
Start of the 4th through the 9th year 15 eight-hour days
(120 hours)
Start of 10th through 14th year 20 eight-hour days
(160 hours)
Start of the 15th year 21 eight-hour days
(168 hours)
Start of the 16th year 22 eight-hour days
(176 hours)
Start of the 17th year 23 eight-hour days
(184 hours)
Start of the 18th year 24 eight-hour days
(192 hours)
Start of the 19th year and thereafter 25 eight-hour days
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(200 hours)
21.2 The scheduled shifts that an Employee has scheduled off prior to, during and/or following
the Employee’s vacation leave are included in the Employee’s vacation “windows”. During
this time period, the EMPLOYER shall not schedule the Employee for work unless the
employee bids overtime hours in advance. This section does not prevent the EMPLOYER
from scheduling Employees to work a predetermined event in which all Employees in the
department would be required to work.
21.3 A regular full-time employee 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 Article 21.1.
21.4 Personal Leave: Employees will be eligible for two personal days per year for 8 or 10
hours depending upon the scheduled shift worked, except that Employees who are hired
on or after July 1 of a given year will be eligible for only one (1) personal day for that
year. The Employee must provide 2 days notice to the EMPLOYER prior to taking the
personal day. The personal day can be taken at the officer’s discretion, provided that, at
the time the personal leave day is approved, no more than two employees are on paid
leave (sick, vacation, floating holiday and training) at the same time. No accumulation or
carry over of days can occur. No more than one employee can take a personal day per
day.
21.5 Newly hired peace officers with at least one year of directly equivalent experience as a
full-time peace officer shall be granted eighty (80) hours of vacation leave immediately
upon hire.
21.6 Lateral police officer hires shall accrue paid vacation leave based upon years of service in
a directly equivalent position as a full-time peace officer according to the accrual rate
outlined in this section.
ARTICLE 22: EARNED SICK AND SAFE TIME (ESST) and INJURY ON-DUTY LEAVE
22.1 Employees shall comply with Minnesota “Earned Safe and Sick Time” (ESST) laws,
effective on January 1, 2024, as outlined in the City’s Personnel Policy.
22.2 Each Employee shall earn eight (8) hours of paid ESST for each month of service.
22.3 Each Employee shall be allowed to accrue paid ESST up to a maximum 720 hours.
Employees who have accumulated 720 hours of ESST may buy back 50% of the ESST
hours in excess of 720 hours at their base rate of pay.
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22.4 The EMPLOYER agrees to pay upon honorable termination of any Employee after five (5)
years of service fifty percent (50%) of the employee’s accumulated unused ESST at the
Employee’s current salary rate.
22.5 In addition to the monthly accumulation of ESST mentioned above, each Employee shall
accumulate immediately upon employment, ninety (90) scheduled shifts (either 900 hours
or 720 hours depending on the employee’s scheduled shift, i.e. 900 hours if 10-hour shift,
720 hours if an 8-hour shift at the time of the claim) of injury on-duty 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) scheduled shifts per injury. If the Employee is receiving
Workers 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 and unused 90 scheduled shifts of injury on-duty leave. Such leave shall not
be used in computing severance benefits.
22.6 At the employee’s request the EMPLOYER shall grant to the Employee up to ninety (90)
scheduled shifts (either 900 hours or 720 hours depending on the employee’s scheduled
shift, i.e. 900 hours if 10-hour shift, 720 hours if 8-hour shift at the time of the claim) of
unpaid medical leave after ESST and vacation hours have been exhausted.
22.7 Any Employee that claims an absence from work due to an injury sustained on the job is
subject to an examination to be made and paid for by the EMPLOYER. Said examination
shall be made by a person competent to perform the same as designated by the
EMPLOYER.
ARTICLE 23: HEALTH AND WELFARE
23.1 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 in 2025:
Option One: Passport 3300
Plan Option One City
Contribution
Employee
Monthly Cost
Individual ($804.91) $794.91 $10.00
Single +1 ($1,591.59) $1,220.47 $371.12
Family ($2,210.16) $1,486.00 $724.16
OR
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Option Two: Park Nicollet/HealthPartners or M Health Fairview/North Memorial
Health
Plan Option Two City
Contribution
Employee
Monthly Cost
Individual ($684.18) $674.18 $10.00
Single +1 ($1,352.85) $1,092.60 $260.25
Family ($1,878.64) $1,351.01 $527.63
The City contribution for single healthcare coverage shall include a payment of $160.00
per month to the employee.
23.2 The EMPLOYER will select and provide group dental insurance with benefits
substantially the same as presently exist. The EMPLOYER will pay a sum not to exceed
$45.00 per month for individual and dependent coverage. In the event that premiums are
increased beyond the maximum contribution paid by the EMPLOYER, such increases
shall be paid by the Employee through payroll deduction.
23.3 The EMPLOYER will select and provide term life insurance in the total face amount of
$50,000.
23.4 Retirement Health Savings Plan is a health benefit savings vehicle that allows Employees
to accumulate assets to pay for medical expenses (e.g. health insurance, co-pays,
prescription expenses, etc.) on a tax-free basis. The terms of the plan are governed by the
Internal Revenue Code. To be eligible to participate in the plan, Employees must (1)
complete 12 months of full-time service to the City, and (2) make mandatory employee
contributions in the amount of $$50.00 per pay period. The EMPLOYER will contribute
$17.50 per pay period per participating Employee.
ARTICLE 24: EDUCATION INCENTIVE PAY PLAN
24.1 The EMPLOYER agrees to pay each Employee an additional percentage of his/her base
pay plus working out of classification and longevity pay, if any, 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.
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24.2 Employees hired after January 1, 2009 are not eligible for education incentive pay. The
EMPLOYER agrees for the purpose of definition of college level education in Article 24.1
above, to recognize a grade of “C” or “Pass” from any institution of highe r learning
approved by the North Central Bureau of Accreditation.
24.3 Full-time employees shall be reimbursed for the cost of books and tuition for any
successfully completed law enforcement related college level course accredited by the
North Central Bureau of Accreditation (to include the social sciences and required
electives) provided that the employee receives a grade of “C” or “Pass”. Effective
December 31, 2009, this provision shall not apply to Masters or higher-level course work.
The employee shall provide the EMPLOYER written notice of the employee’s intent t o
enroll in a course by June 30th the year preceding enrollment.
ARTICLE 25: FUNERAL LEAVE
25.1 The EMPLOYER authorizes each Employee funeral leave of three (3) days, should any
member of his/her immediate family pass away, and an additional two (2) days if the
family member is the Employee’s spouse, child (including stepchild), or parent
(including stepparent). Such funeral leave shall not be deducted from accumulated sick
leave. For the purpose of this Article immediate family shall mean the Employee’s
spouse, parents (including stepparents), parents of spouse, children (including
stepchildren), brothers, sisters, grandparents, aunts, uncles, nieces, nephews and
grandchildren of the Employee or of the Employee’s spouse. The EMPLOYER may
grant additional time off if the City Manager deems it necessary.
ARTICLE 26: STANDBY PAY
26.1 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 on standby when said Employee is no longer on such duty status.
ARTICLE 27: LEGAL PROTECTION
27.1 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 $1,000,000 per year.
ARTICLE 28: P.O.S.T. TRAINING
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28.1 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 pay license fees, meals, lodging,
mileage, all reasonable expenses incurred in maintaining the Employee’s P.O.S.T. License.
Additional schools, upon mutual agreement may be attended by the Employee on his/her
own time, with the EMPLOYER reimbursing for other costs.
ARTICLE 29: MAINTENANCE OF BENEFITS
29.1 All benefits currently enjoyed by these Employees and not changed or modified by this
Agreement shall remain in effect.
ARTICLE 30: VACATION COVERAGE
30.1 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.
ARTICLE 31: JURY DUTY
31.1 Leave shall be granted for service upon a jury. Compensation shall be at the Employee’s
regular salary rate of pay provided that any stipend received from the Court is remitted to
the EMPLOYER. Employees whose scheduled shift is other than a day shift shall be
reassigned to a day shift during the period of service upon a jury. When not empaneled for
actual service and only on call, the Employee shall report to work. If an Employee is
excused from jury duty prior to the end of the work shift, the Employee shall return to work
as directed by the EMPLOYER or make arrangements for a leave of absence.
ARTICLE 32: DURATION
32.1 This Agreement shall be effective January 1, 2025 and shall remain in full force and
effect until the 31st day of December 2025.
SIGNATURES:
CITY OF PRIOR LAKE, MINNESOTA LAW ENFORCEMENT LABOR SERVICES, INC.
_______________________________
Kirt Briggs, Mayor/Date
_____________________________________
Rob Freiberg, Union Steward/Date
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_______________________________
Jason Wedel, City Manager/Date
_____________________________________
Lindsey Thune, Union Steward/Date
_____________________________________
Jay Maher, Business Agent/Date
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APPENDIX A
BASE RATE OF PAY
Monthly/Hourly
Year Start After 12 months After 24 months After 36 months
2025 (6% on 1/1/2025) $6,191.40/$35.71
$7,567.28/$43.66
$8,084.21/$46.64
$8,599.18/$49.61