HomeMy WebLinkAbout05(K) - Adopt a Resolution Ratifying the 2025 Collective Bargaining Agreement Between the City of Prior Lake and Local Law Enforcement Services, Local #461 - Police Sergeants Report
between
CITY OF PRIOR LAKE
AND
LAW ENFORCEMENT
LABOR SERVICES, INC. – LOCAL #461
REPRESENTING: POLICE SERGEANTS
January 1, 2025 to December 31, 2025
Labor Agreement
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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: Probation……...…………………………………………………….…….…..………8
Article 11: Discipline……..……………………………………………………………….………8
Article 12: Work Schedule and Hours of Work……………………………………………….9
Article 13: Overtime………………..……………………………………………..………..……..9
Article 14: Court Time………….……………………..…………………………………..…….10
Article 15: Call Back Time………………………………………………………………….…..10
Article 16: Clothing Allowance…………………………………….………………...….….…11
Article 17: Holidays………………………………………………….……..………….………..11
Article 18: Base Rate of Pay……………………………………………..………………….…12
Article 19: Longevity Plan…………………………………………………………..……..…...12
Article 20: Vacation Leave…………………..……………………………………………….…12
Article 21: Earned Sick and Safe Time and Injury On-Duty Leave…………………..….13
Article 22: Health and Welfare……………………………………………..………..….….….14
Article 23: Funeral Leave…….………………………………………………..……..….….….15
Article 24: Standby Pay……………………..……………………………..……………….…..15
Article 25: P.O.S.T. Training.…………………………………………………………...….…..16
Article 26: Vacation Coverage.....………………..………………….………….……….…….16
Article 27: Legal Services………………………………………………………………..…….16
Article 28: Jury Duty Provision…………………………………………………….……...…..16
Article 29: Education Incentive Plan..……………….……………………………….………16
Article 30: Working out of Classification….………………………………………....…..….18
Article 31: Duration…………………………………………………………….……….…...…..18
Signatures …………………………………………………………………..….…….…….…….18
APPENDIX A………………………………………………..…………………………………….19
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LABOR AGREEMENT BETWEEN
THE CITY OF PRIOR LAKE
AND
LAW ENFORCEMENT LABOR SERVICES, LOCAL #461
ARTICLE 1. PURPOSE OF AGREEMENT
This Agreement is entered into as of January 1, 2025, between the City of Prior Lake, hereinafter
called the EMPLOYER, and Law Enforcement Labor Services Inc. Local #461 hereinafter called the
Union.
It is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolution of disputes concerning this Agreements’ interpretation
and/or application; and
1.2 Place in written form the parties’ entire agreement upon terms and conditions of employment
contained herein for the duration of this Agreement.
ARTICLE 2. RECOGNITION
2.1 The EMPLOYER recognizes the Union as the exclusive representative, under Minnesota
Statutes, Section 179A.03, Subdivision 14, for all police personnel in the following job
classification:
POLICE SERGEANT
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 UNION: Law Enforcement Labor Services Inc., Local #461
3.2 UNION MEMBER: A member of Law Enforcement Labor Services Inc., Local # 461
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The Prior Lake Police Department.
3.5 EMPLOYER: The City of Prior Lake.
3.6 CHIEF: The Chief of the Prior Lake Police Department or designee.
3.7 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess of
the Employee’s scheduled shift.
3.8 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch break.
3.9 REST BREAK: Periods of time for rest purposes during the Scheduled Shift. The Employee
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remains on continual duty and is responsible for all job duties.
3.10 LUNCH BREAK: A period of time designated for the Employee to eat during the Scheduled
Shift. The Employee remains on continual duty and is responsible for all job duties.
3.11 STRIKE: Failing to report for duty, the willful absence from one’s position, the stoppage of
work, slow-down or abstinence in whole or in part from the full, faithful and proper
performance of the duties of the Employee for the purpose of inducing, influencing or coercing
a change in the conditions or compensation or the rights, privileges or obligations of
employment.
3.12 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services Inc.,
Local # 461 to act as Union Officer.
3.13 BASE PAY: Base Pay shall mean the rate of pay negotiated under Article 18.
3.14 BASE SALARY OR SALARY: The cumulative of base pay plus any additional percentage
pay received including longevity and/or education incentive.
ARTICLE 4. EMPLOYER SECURITY
The Union agrees that while this Agreement is in effect, the Union 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,
including, but not limited to, the following: establishing functions and programs; setting and
amending budgets; determining the utilization of technology; establishing and modifying the
organizational structure; planning, directing, and controlling the operations and services of
the department; selecting, directing and determining the number of personnel; assigning and
transferring Employees; establishing work schedules and assigning overtime; hiring,
promoting, or relieving Employees; establishing and enforcing rules and regulations except
as limited by this Agreement.
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 agrees to indemnify and hold the EMPLOYER harmless against any and all
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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.
6.3 The Union may designate an Employee 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 within two weeks of signing the contract, or any change in designated
personnel.
6.4 The EMPLOYER shall make space available on the Employee bulletin board for posting
Union notice(s) and announcement(s).
6.5 The EMPLOYER agrees to allow the officers and representatives of the bargaining unit
reasonable time off and leaves of absence, without pay and with prior approval for the
purpose of conducting Union business when such time will not interfere with the operations
of the department.
6.6 The EMPLOYER agrees to post all promotional opportunities within the department; to
publish the method by which promotions shall be made within the department and to make
copies of all work rules and regulations available to Employees.
6.7 The Business Agent of the Union, previously accredited to the City in writing by the Union,
shall be permitted to come on the premises of the City for the purpose of investigating and
discussing grievances in a responsible and reasonable manner.
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 6.3 of this Agreement.
7.4 Processing of a Grievance: It is recognized and accepted by the Union and the EMPLOYER
that the processing of grievances as hereinafter provided is limited by the job duties and
responsibilities of the Employees and shall therefore be accomplished during normal working
hours only when consistent with such Employee duties and responsibilities. The aggrieved
Employee and a Union representative shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the EMPLOYER during normal
working hours provided that the Employee and the Union Representative have notified and
received the approval of the designated supervisor who has determined that such absence
is reasonable and would not be detrimental to their work for the EMPLOYER.
7.4 Procedure: Grievances, as defined by Section 7.1 shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violation concerning the interpretation or application
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of this Agreement shall, within twenty-one (21) 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) days after receipt. A grievance not resolved in Step 1 and appealed
to in 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) 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) 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) days after receipt of such grievance.
A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10)
calendar days following the EMPLOYER designated final Step 2 answer. Any
grievance not appealed in writing to Step 3 by the Union within ten (10) 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
representative’s 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 of the list.
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
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solely on the arbitrator’s interpretation or application of the express terms of this
Agreement and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator’s 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,
providing it pays for the record. If both parties desire a verbatim record of the
proceedings the cost 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
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 procedure 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.
ARTICLE 8. SAVINGS CLAUSE
This Agreement is subject to the laws of the United States, the State of Minnesota and the City of
Prior Lake. In the event any provision of this Agreement shall be held to be contrary to law by a
court of competent jurisdiction from whose final judgment or decree no appeal has been taken within
the time provided, such provisions shall be voided. All other provisions of this Agreement shall
continue in full force and effect. The voided provision may be renegotiated at the written request of
either party.
ARTICLE 9. SENIORITY
9.1 City Seniority shall be determined by the Employee’s length of continuous employment with
the City of Prior Lake.
9.2 Departmental Seniority shall be determined by the Employee’s length of continued
employment with the Prior Lake Police Department as a licensed Police Officer.
9.3 Job Classification Seniority shall be determined by the Employee’s length of continuous
employment within the specific job classification.
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9.4 A reduction in the work force in a specific classification shall be accomplished on the basis
of seniority, with the least senior Employee in the classification being laid off first, second
senior Employee being laid off next, etc.
9.5 Employees being laid off from a specific job classification shall retain the right, if any, to bump
back into any previously held lower position in the Prior Lake Police Department.
9.6 Employees shall be recalled from layoff on the basis of seniority. An Employee on layoff shall
have the right to return to work within two years of the time his/her layoff, provided the
Employee has maintained all license requirements as established by the P.O.S.T. Board or
is eligible for license. Notification shall be by certified letter, and upon receipt of, Employee
shall have twelve (12) days to return to work.
9.7 One continuous vacation period shall be selected on the basis of seniority until March 15 of
each calendar year.
9.8 In-class seniority shall prevail. Senior Employees shall have preference for shift bids, transfer,
and job classification assignments.
ARTICLE 10. PROBATION
10.1 A promoted or new Employee shall be granted a one (1) year probation period to determine:
1. The Employee’s ability to perform the job;
2. The Employee’s desire to remain on the job; and
3. During the probationary period, a newly hired or rehired Employee may be discharged
at the sole discretion of the EMPLOYER. During the probationary period, a promoted
or reassigned Employee may be returned to the previous position at the sole
discretion of the EMPLOYER. The Employee may elect to return to the previous
position during the probationary period.
ARTICLE 11. DISCIPLINE
11.1 The EMPLOYER will discipline Employees for just cause only in a form including but not
limited to the following:
A. Oral reprimand;
B. Written reprimand;
C. Suspension;
D. Demotion;
E. Discharge.
11.2 Suspension, demotions or discharges will be in written form.
11.3 Discipline shall become part of the Employee’s personnel file and shall be acknowledged by
signature of the Employee. Employee and the Union will receive a copy of such documents.
11.4 Employees may examine their own individual personnel files at reasonable times under the
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direct supervision of the EMPLOYER.
11.5 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.
11.6 The EMPLOYER will not discipline an Employee in the presence of citizens or other
Employees, other than the Union steward, the Employee’s designated Union representative,
or supervisory personnel, or a designee. This shall not be deemed to apply to the issuance
of work instructions or discussions held during departmental meetings.
11.7 Grievances relating to this Article may be initiated by the Union in Step 3 of the grievance
procedure under Article VII.
ARTICLE 12. WORK SCHEDULE AND HOURS OF WORK
12.1 The normal work year is two thousand and eighty hours (2,080) to be accounted for by each
Employee through:
A. Hours worked of assigned shifts;
B. Holidays;
C. Assigned Training;
D. Authorized Leave Time.
12.2 Holidays and authorized leave time is to be calculated on the basis of the actual length of
time of the assigned shifts.
12.3 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.
12.4 Shift Differential: Employees shall receive an additional $1.00/hour for all hours actually
worked from 8:00pm to 6:00am.
ARTICLE 13. OVERTIME
13.1 Employees shall be compensated at one and one-half (1½) 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 The Police Chief shall have sole discretion in the availability of overtime. When the Chief
declares that overtime is available, it shall be distributed on a volunteer basis, by seniority, to
the Sergeants first. If no Sergeant wants to work it, the overtime may be assigned to the junior
Sergeant or offered to a patrol officer. This provision shall not apply if the Employee has not
had at least twelve (12) hours off duty.
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.
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13.5 The EMPLOYER shall provide a minimum of twelve (12) hours off between scheduled shifts.
If an Employee is required to work with less than twelve (12) hours off between shifts, then
he/she shall be paid at the time of one and one-half (1½) salary rate for all hours that are
worked within the twelve (12) hour period, except when it is mutually agreed by the
EMPLOYER and the Employee to waive this requirement.
13.6 When prior approval has been obtained from the EMPLOYER, 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 fifty
(50) hours for 2021.
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 rate of pay for all hours
worked.
ARTICLE 14. COURT TIME
14.1 An Employee who is required to appear in Court during his scheduled off-duty time shall
receive a minimum of three (3) hours pay at one and one-half (1½) 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 (1½) 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.
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ARTICLE 16. CLOTHING ALLOWANCE
16.1 Non-probationary employees shall receive $1,217.50 per year for clothing and maintenance
allowance in 2024. For 20252, 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 18 for the corresponding year, whichever is greater.
16.2 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.
16.3 Probationary Employees in their first year of employment can draw up to six hundred fifty
dollars ($650) from the EMPLOYER for uniforms, leather and equipment. In addition, after
they have passed their probationary period, they may draw against their uniform allowance.
16.4 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.
16.5 The EMPLOYER shall provide each Employee with a Level 2 ballistic vest, either side panel
vest or their extended coverage T-shirt style, and two covers every five years.
ARTICLE 17. HOLIDAYS
17.1 The EMPLOYER shall recognize twelve - (12) designated paid holidays plus one (1) “floating”
paid holiday, at a maximum of eight (8) hours per day or one hundred and four (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.
17.2 Any holidays 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
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to December, the Employee shall be compensated for holidays that occurred but were not
used prior to separation.
17.3 Any Employee required to work on a holiday as designated In Article 17.1 shall be credited
with an additional one-half (½) times his/her regular salary rate for all hours worked except
any hours which would be regular overtime hours per Article XIII, Overtime, which shall be
paid as per Article XIII provides. Holiday premium pay shall be given for all hours of the shift,
including ten (10) hour shifts.
17.4 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.
17.5 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 18. BASE RATE OF PAY
Effective January 1, 2025, cost of living increase is 9%.
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.
ARTICLE 19. LONGEVITY PAY PLAN
19.1 Each Employee shall receive longevity pay in addition to regular base rate of pay 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 20. VACATION LEAVE
20.1 Each Employee shall accrue paid vacation on a monthly basis per the following schedule:
• Start until three (3) full years of service - ten (10) eight-hour days per year or eighty (80)
hours.
• Start of the fourth (4th) through the ninth (9th) year- fifteen (15) eight-hour days
per year or one hundred twenty (120) hours.
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• Start of the tenth (10th) through the fourteenth (14th) year - twenty (20) eight-
hour days per year or one hundred sixty (160) hours.
• Start of the fifteenth (15th) year - twenty-one (21) eight-hour days per year or
one hundred sixty-eight (168) hours.
• Start of the sixteenth (16th) year - twenty-two (22) eight-hour days per year or
one hundred seventy-six (176) hours.
• Start of the seventeenth (17th) year - twenty-three (23) eight-hour days per
year or one hundred eighty-four (184) hours.
• Start of the eighteenth (18th) year - twenty-four (24) eight-hour days per year or
one hundred ninety-two (192) hours.
• Start of the nineteenth (19th) year and thereafter - twenty-five (25) eight-hour
days per year or two hundred (200) hours.
20.2 The days that an Employee has scheduled off prior to, during, and preceding the Employee's
vacation leave are included in the Employee's vacation "Windows". During this time period,
the EMPLOYER will not schedule the Employee for work. This section does not prevent the
EMPLOYER from scheduling Employees to work predetermined events in which all
Employees in the department would be required to work.
20.3 A regular full-time Employee shall be allowed to carry over from one calendar year to the next
one and one-half (1½) times their accrued vacation at the rate of accrual specified in 20.1.
20.4 The EMPLOYER agrees to pay upon separation 100% of all accrued but unused vacation
hours into the Employee’s Retirement Health Savings Plan at the Employee’s current salary.
20.5 Personal Leave: Employees will be eligible for two (2) personal days per year, 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 two (2) days written notice to
EMPLOYER prior to taking the personal day. The personal day can be taken at the
Employee’s discretion, however, no accumulation or carry over of days can occur. No more
than one (1) Employee can take personal leave on any given day.
ARTICLE 21. EARNED SICK AND SAFE TIME (ESST) and INJURY ON-DUTY LEAVE
21.1 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.
21.2 Each full-time Employee shall earn eight hours of paid ESST for each month of service.
21.3 Each Employee shall be allowed to accrue paid ESST up to a maximum of seven hundred
twenty (720) hours. Employees who have accumulated at least 720 hours of ESST may
annually buy back 50% of the ESST hours in excess of 720 hours at the current salary rate
of pay.
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21.4 The EMPLOYER agrees to pay upon honorable separation 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. One hundred percent (100%) of eligible ESST shall be deposited
into the Employee’s Retirement Health Savings Plan.
21.5 In addition to the monthly accumulation of ESST mentioned above, each Employee shall
accumulate immediately upon employment, ninety (90) scheduled shifts (e.g., up to 900
hours for a ten-hour shift or 720 hours for an eight-hour shift) 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 Human Resources stating that the Employee is not able to return to
work. Such leave with pay shall not exceed ninety (90) working days per injury. If the
Employee is receiving Worker's Compensation benefits for the disability, the City will pay the
difference between the Employee's Worker's Compensation benefits and the Employee's full
salary out of any accumulated and unused ninety (90) scheduled shifts of injury on-duty
leave. Such leave shall not be used in computing severance benefits.
21.6 At the Employee's request the EMPLOYER shall grant to the Employee up to ninety (90)
scheduled shifts (e.g. 900 hours for ten-hour shifts or 720 hours for eight-hour shifts) of
unpaid medical leave after ESST and vacation have been exhausted.
21.7 Any Employee that claims an absence from work due to an injury sustained on the job is
subject to an examination to be made in behalf of and paid for by the EMPLOYER by a person
competent to perform the same and is designated by the EMPLOYER.
ARTICLE 22. HEALTH AND WELFARE
22.1 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
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
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The City contribution for single healthcare coverage shall include a payment of $160.00 per
month to the employee.
22.2 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 forty-five dollars
($45) per month the monthly premium for individual and dependent coverage. In the event
that premiums are increased beyond the maximum contributions paid by the EMPLOYER,
such increases shall be paid by the Employee through payroll deduction.
22.3 The EMPLOYER will select and provide term life insurance in the total face amount of
$50,000.
22.4 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 $20.00 per pay period. The EMPLOYER will contribute $17.50 per pay period
per participating Employee.
ARTICLE 23. FUNERAL LEAVE
The EMPLOYER authorizes each Employee funeral leave of three (3) days, should any member of
his or 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, grandchildren, aunts, uncles, nieces,
nephews, and grandchildren of the Employee or of the Employee's spouse. The EMPLOYER may
grant additional me off if the City Manager deems it necessary.
ARTICLE 24. STANDBY PAY
If the EMPLOYER requires any Employee to be on standby, the Employee shall receive one (1) hour
pay for each two (2) the Employee is on standby. It shall be the responsibility of the EMPLOYER to
notify the Employee of the actual hours they are to be on standby.
ARTICLE 25. P.O.S.T. TRAINING
The EMPLOYER agrees to pay for all training required by the City at straight time pay for the hours
of class time. The EMPLOYER also agrees to pay license fees, meals, lodging, mileage, all
reasonable expenses incurred in maintaining the Employee's P.O.S.T. license. Additional schools,
etc., upon mutual agreement may be attended by the Employee on his/her own time, the
EMPLOYER reimbursing for other costs.
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ARTICLE 26. VACATION COVERAGE
The parties agree that when Employees fill in for other Employees on vacation, the EMPLOYER will
take into consideration the shift that the Employee is currently on, the shift he/she is filling in for, and
the effect on the Employee's health and sleep schedule resulting from a shift change. For example,
an Employee would not be expected to change shifts in the middle of the week and back again to
cover for an Employee on vacation. This does not prevent the EMPLOYER from making shift
changes in such cases due to an emergency, or an unscheduled absence.
ARTICLE 27. LEGAL SERVICES
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.
27.2 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER
shall defend, save harmless and indemnify an Employee and/or his/her estate against any
claim or demand, whether groundless or otherwise, arising out of an alleged act or omission
occurring in the performance and scope of Employee's duties to the fullest extent permitted
by Minnesota Law.
27.3 For the provisions of this Article, the meaning of words, "malfeasance", willful", and "wanton"
shall be described in the most recent Blacks Law Dictionary.
ARTICLE 28. JURY DUTY PROVISION
When an Employee has been absent from work because of jury service, he/she shall be paid the
regular salary by the City, with the understanding that upon the completion of the jury service, he/she
shall provide a copy of the jury check to the head of the department and that the amount of such
check, less the amount including for traveling expenses, shall be deducted from the next regular pay
check.
ARTICLE 29. EDUCATION INCENTIVE PAY PLAN
29.1 The EMPLOYER agrees to pay each Employee an additional percentage of his/her base pay
rate plus longevity pay or working out of classification 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
New members of the bargaining unit hired after January 1, 2009 are not eligible for education
incentive pay.
29.2 The EMPLOYER agrees for the purpose of definition of college level education in Article 29.1
above, to recognize a grade of “C” or Pass from any institution of higher learning approved
by the North Central Bureau of Accreditation. In addition, the Employee shall provide the
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EMPLOYER written notice of the Employee's intent to enroll in a course by June 30th the year
preceding enrollment.
29.3 The EMPLOYER agrees to provide reimbursement for the cost of books and tuition for any
successfully completed college level course provided that the course is associated with law
enforcement (to include the social sciences and required electives).
Beginning January 1, 2021, Master’s level coursework is eligible for reimbursement under
this provision. Subject to the discretion of the EMPLOYER, no more than two Employees
may receive reimbursement for Master’s level coursework at any given time. Selection for
Master’s level reimbursement shall be governed by Article IX, Seniority. The following shall
also apply to reimbursement for Master’s level coursework:
1. Employees must receive approval for the course of study and eligibility for
reimbursement no less than six (6) months prior to the start of such coursework;
2. The Employee must receive an academic grade of “C” or higher;
3. The Employee’s attendance at course sessions is satisfactory;
4. The Employee’s progress towards degree completion is satisfactory, with a two-year
time limit for degree completion and reimbursement eligibility, running from the start date
of the Employee’s approved course of study;
5. No other reimbursement is claimed or applied for from another agency or source; and
6. The employee does not currently have a Master’s degree in another field.
If an Employee’s employment is voluntarily or involuntarily terminated after receiving tuition
reimbursement for Master’s level coursework, Employee agrees to repay EMPLOYER for
such tuition reimbursement as follows:
Length of time between
reimbursement and
voluntary/involuntary termination
Percentage of Reimbursement
Repayment
1 year or less 100%
Between 1 and 2 years 75%
Between 2 and 3 years 50%
Between 3 and 4 years 25%
Employee authorizes EMPLOYER to deduct from the Employee's final payroll check the
amount equal to the Employee’s reimbursement repayment obligations under this provision.
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ARTICLE 30. WORKING OUT OF CLASSIFICATION
Employees assigned all the responsibilities of a higher position shall receive the differential for each
full shift assigned to that position by the EMPLOYER. Employees assigned to the position of
Sergeant Investigations shall receive an additional five percent (5%) of their base pay plus longevity
pay.
ARTICLE 31. DURATION
31.1 This Agreement shall be effective as of January 1, 2025 and shall remain in full force and
effect until December 31, 2025 and thereafter as provided in the PELRA.
31.2 This Agreement shall represent the complete agreement between the EMPLOYER and the
Union.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement
on this __________day of _______, 2025.
FOR THE CITY OF PRIOR LAKE FOR LAW ENFORCEMENT LABOR
SERVICES, INC. – LOCAL #461
_ _________________________________
Kirt Briggs, Mayor Josh Rozga, Union Steward
Dated: Dated:____________________________
________________________________ __________________________________
Jason Wedel, City Manager Jake Snyder, Union Steward
Dated: ___________________________ Dated: ____________________________
__________________________________
Robin Roeser, Business Agent
Dated: ____________________________
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APPENDIX A
Base Rate of Pay
Year
Start After Probation
2025 (9% effective 1/1/2025)
$9,557.60/$55.14
$10,084.53/$58.18