HomeMy WebLinkAbout05(F) - Resolution Ratifying the 2026-2028 Collective Bargaining Agreement between the City of Prior Lake and Law Enforcement Labor Services (LELS), Local 461 – Police Sergeants Report
ITEM: 5F
CITY COUNCIL AGENDA REPORT
MEETING DATE: March 10, 2026
PREPARED BY: Lori Olson, Assistant City Manager
PRESENTED BY: Jason Wedel, City Manager
AGENDA ITEM: Resolution Ratifying the 2026-2028 Collective Bargaining
Agreement - LELS 461, Police Sergeants
RECOMMENDED ACTION:
Adopt a Resolution Ratifying the 2026-2028 Collective Bargaining Agreement between the City
of Prior Lake and Law Enforcement Labor Services (LELS), Local 461 – Police Sergeants
BACKGROUND:
The purpose of this agenda item is to request City Council approval of a collective bargaining
agreement (CBA) between the City of Prior Lake and Law Enforcement Labor Services (LELS),
Local 461 – Police Sergeants from January 1, 2026 - December 31, 2028. The current LELS
(sergeants) agreement expired on December 31, 2025.
The Public Employees Relations Act (PELRA) requires the City to meet and negotiate with labor
organizations over the terms and conditions of employment for represented employees. The
LELS, Local 461 bargaining unit represents Prior Lake Police Department (PLPD) sergeants.
There are seven sergeant positions budgeted for 2026, six of which are currently filled.
The negotiation process with LELS (sergeants) took place over five sessions from December
2025 through February 2026. City staff met with the City Council in closed sessions on September
9, 2025 and January 13, 2026 to receive direction on the negotiation parameters, including wages
and benefits.
Negotiating on behalf of the City were:
Jason Wedel, City Manager
Lori Olson, Assistant City Manager
Cassie Olson, Human Resources Coordinator
Chris Amundsen, Attorney with Nilan Johnson Lewis
The bargaining team representing AFSCME included:
Josh Rozga, Sergeant
Jake Snyder, Sergeant
Robin Roeser, Business Agent for LELS, Local 461
Below is a summary of the primary contract amendments agreed upon by both parties as part of
the negotiation process. A copy of the LELS (sergeants) CBA is attached.
City of Prior Lake | 4646 Dakota Street SE | Prior Lake MN 55372
Item 5F
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Article 7: Employee Rights – Grievance Procedure
In 2020, the Minnesota State Legislature passed a law that requires police officer discipline cases
to be tried by a special panel of experts that is maintained by the state. Language was added to
confirm that the City of Prior Lake will follow state statute during grieved disciplinary cases.
Article 12: Work Schedule and Hours of Work
As part of the 2025 CBA negotiations process, the City agreed to shift differential pay in the
amount of an additional $1.00 per hour for sergeants working 8:00pm to 6:00am. Language is
being added to this CBA that clarifies the shift differential does not apply to contracted overtime,
such as Lakefront Musicfest.
Article 13: Overtime
Outdated language was modified to clarify that compensatory time cannot exceed 50 hours in any
one year.
Article 16: Clothing Allowance
Each year sworn officers in the PLPD receive an allowance to maintain their uniform and gear.
The allowance is increased annually based upon either the Minneapolis-St. Paul consumer price
index (CPI) or the CBA’s annual cost-of-living-adjustment (COLA), whichever is greater.
In 2025, the City agreed to a higher than usual COLA (9%) for the sergeants based upon market
conditions. Because the 2025 COLA was higher than that year’s CPI, the clothing allowance in
2025 was adjusted by 9%. During negotiations for the new CBA, the City proposed keeping the
2026 clothing allowance at the same amount as in 2025. The Union agreed. Subsequent years
of the CBA will revert to standard practice.
Article 18: Base Rate of Pay
During negotiations, the City’s final offer for base rate of pay included a choice between the
following two options:
1. COLA of 3% for each year of the CBA plus an additional new monetary benefit – a $100
per month healthcare contribution for sergeants with family or single +1 health coverage.
(Currently, only sergeants with single coverage receive an HSA contribution).
2. COLA of 3.5% in 2026 and 3% in 2027 and 2028 but no healthcare contribution for
sergeants with family or single +1 health coverage through the life of the contract.
After a meeting with their membership, the sergeants elected option 2. Appendix A reflects the
actual wages for 2026-2028.
Article 22: Health and Welfare
The City and LELS employees with family and single +1 health coverage will equally divide
premium increases throughout the life of the CBA. Employees with single coverage will continue
to pay $10.00 per month toward the cost of their health premiums and receive a Healthcare
Savings Account (HSA) contribution. Should the City transition to a self-funded insurance pool
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during the term of this agreement, the CBA may be reopened to bargain over this change and
impact. The current Memorandum of Understanding (MOU) regarding healthcare deductible
increases will remain intact through 2028.
Article 30: Minnesota Paid Leave (MPL)
In 2023, the Minnesota Legislature approved a new state law called the Minnesota Paid Family
and Medical Leave Act that went into effect on January 1, 2026. This law provides eligible
Minnesota employees with up to twenty (20) weeks of paid leave for qualifying situations. The
program is paid for by premiums set annually by the state. Employers must pay at least 50% of
the premium and may charge employees the remainder through payroll deduction. Per state
statute, the employee premium share must be negotiated through the collective bargaining
process. Article 30 establishes that the City and LELS employees will each contribute 50% of the
premium cost through 2028. This Article also requires employees to use their accrued paid leave
hours to receive full income replacement for time away from work while on MPL.
Article 32: Duration
The duration of this agreement is for three years and effective January 1, 2026 through December
31, 2028.
The terms of the proposed labor agreement are within the parameters set forth by the City Council
in September 2025 and January 2026 and were negotiated in good faith by the City and LELS
(sergeants).
FINANCIAL IMPACT:
The 2026 adopted budget includes appropriate funding to administer the terms of the labor
agreement.
ALTERNATIVES:
1. Motion and second as part of the consent agenda to approve the resolution ratifying the
Collective Bargaining Agreement with the City of Prior Lake Law Enforcement Labor
Services (LELS), Local 461 – Police Sergeants for 2026-2028.
2. Motion and second to remove this item from the consent agenda for additional
discussion.
ATTACHMENTS:
1. 2026-2028 LELS Sergeants Collective Bargaining Agreement
2. LELS Sergeants 2026-2028 RESOLUTION
4646 Dakota Street SE
Prior Lake, MN 55372
RESOLUTION 26-
RESOLUTION RATIFYING THE 2026-2028 COLLECTIVE BARGAINING AGREEMENT BETWEEN
THE CITY OF PRIOR LAKE AND LAW ENFORCEMENT LABOR SERVICES (LELS), LOCAL 461
– POLICE SERGEANTS
Motion By: Second By:
WHEREAS, the Public Employees Relations Act (PELRA) requires the City to meet and negotiate with
labor organizations over the terms and conditions of employment for represented
employees; and
WHEREAS, Law Enforcement Labor Services (LELS), Local 461 represents Prior Lake Police
Department sergeants; and
WHEREAS, the current LELS (Sergeants) collective bargaining agreement expired on December 31,
2025; and
WHEREAS, negotiations between City and LELS (Sergeants) representatives resulted in an agreement
on the terms and conditions of employment for January 1, 2026 through December 31,
2028; and
WHEREAS, Prior Lake Police Department sergants voted in February 2026 to approve the terms of this
agreement; and
WHEREAS, the new LELS (Sergeants) collective bargaining agreement becomes effective retroactive to
January 1, 2026 upon approval by the City Council.
NOW THEREFORE, BE IT HEREBY RESOLVED BY THE CITY COUNCIL OF PRIOR LAKE, MINNESOTA as
follows:
1. The recitals set forth above are incorporated herein.
2. The collective bargaining agreement between the City of Prior Lake and Law Enforcement Labor Services
(LELS), Local 461 - Sergeants effective January 1, 2026 through December 31, 2028 is hereby ratified.
3. The Mayor and City Manager are hereby authorized to execute the above referenced Agreement.
th
Passed and adopted by the Prior Lake City Council this 10 day of March 2026.
VOTE Briggs Braid Churchill Lake Hellier
Aye
☐ ☐
☐ ☐ ☐
Nay
☐ ☐ ☐ ☐ ☐
Abstain
☐ ☐ ☐ ☐ ☐
Absent
☐ ☐ ☐ ☐ ☐
______________________________
Jason Wedel, City Manager
LABOR AGREEMENT
between
CITY OF PRIOR LAKE
and
LAW ENFORCEMENT
LABOR SERVICES, INC. – LOCAL #461
Representing: POLICE SERGEANTS
January 1, 2026 to December 31, 2028
LELS Sergeants 2026-2028
Page 1
TABLE OF CONTENTS
Article 1: Purpose of Agreement…………………………………………………………. 2
Article 2: Recognition……………………………………………………………………… 2
Article 3: Definitions……………………………………………………………………….. 2
Article 4: Employer Security………………………………………………………………. 3
Article 5: Employer Authority……………………………………………………………… 3
Article 6: Union Security…………………………………………………………………... 3
Article 7: Employee Rights – Grievance Procedure……………………………………. 4
Article 8: Savings Clause…………………………………………………………………. 6
Article 9: Seniority………………………………………………………………………….. 7
Article 10: Probation……………………………………………………………………….. 7
Article 11: Discipline……………………………………………………………………….. 8
Article 12: Work Schedule and Hours of Work…………………………………………. 8
Article 13: Overtime………………………………………………………………………... 9
Article 14: Court Time……………………………………………………………………... 9
Article 15: Call Back Time………………………………………………………………… 10
Article 16: Clothing Allowance……………………………………………………………. 10
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 (ESST) 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……………………………………………………………… 15
Article 26: Vacation Coverage……………………………………………………………. 15
Article 27: Legal Services…………………………………………………………………. 16
Article 28: Jury Duty Provision……………………………………………………………. 16
Article 29: Education Incentive Plan……………………………………………………... 16
Article 30: Minnesota Paid Leave (MPL) ..……………………………………………… 17
Article 31: Working out of Classification…………………………………………………. 18
Article 32: Duration………………………………………………………………………… 18
Signatures ………………………………………………………………………………….. 18
Appendix A ………………………………………………………………………….....…... 19
LELS Sergeants 2026-2028
Page 2
ARTICLE 1. PURPOSE OF AGREEMENT
This Agreement is entered into as of January 1, 2026, 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 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.
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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
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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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.
7.5 Procedure: Grievances, as defined by Section 7.1 shall be resolved in conformance with
the following procedure:
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Step 1: An Employee claiming a violation concerning the interpretation or
application 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 3A: Within ten (10) calendar days of EMPLOYER’S Step 3 Response, and
upon agreement by the Employer and the Union, a grievance unresolved
in Step 3 may be submitted to mediation. Any grievance not resolved in
mediation may be appealed to Step 4 within ten (10) calendar days
following the mediation. Any grievance not appealed in writing to Step 4
(arbitration) by the Union within ten (10) calendar days following mediation
shall be considered waived. The ten (10) day deadline for the Union to
appeal to arbitration shall start on the business day following the date the
mediation occurred.
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 assignment of
an arbitrator shall be made in accordance with the “Rules Governing the
Arbitration of Grievances” as established by the Bureau of Mediation
Services, or as otherwise required by law.
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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 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 bas is 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
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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.
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.
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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 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.
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12.4 Shift Differential: Employees shall receive an additional $1.00/hour for all hours actually
worked from 8:00pm to 6:00am. Shift differential does not apply to contracted overtime.
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.
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 in any one year.
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 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
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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.
ARTICLE 16. CLOTHING ALLOWANCE
16.1 Non-probationary employees shall receive $1,327.00 per year for clothing and
maintenance allowance in 2026. For years 2027 and 2028, 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.
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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 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 When 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.
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ARTICLE 18. BASE RATE OF PAY
Base rate of pay shall increase annually effective January 1 of each year at the following rates:
• 2026 – 3.5%
• 2027 – 3.0%
• 2028 – 3.0%
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.
• 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.
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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.
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.
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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 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 2026:
Option One: Passport 3300
Plan Option One City
Contribution
Employee
Monthly Cost
Individual ($875.80) $865.80 $10.00
Single +1 ($1,731.77) $1,304.40 $427.37
Family ($2,404.82) $1,583.00 $821.82
OR
Option Two: Park Nicollet/HealthPartners or M Health Fairview/North Memorial
Plan Option Two City
Contribution
Employee
Monthly Cost
Individual ($744.43) $734.43 $10.00
Single +1 ($1,472.01) $1,164.22 $307.80
Family ($2,044.10) $1,434.00 $610.10
The EMPLOYER and Employee shall equally divide any premium increase for family and
single +1 coverage in 2027 and 2028. Employees electing individual coverage shall pay
$10.00/month toward the premium in 2027 and 2028.
Healthcare Savings Account (HSA). The City contribution for single healthcare coverage
shall include a payment of $160.00 per month to the employee.
Should the City transition to a self-funded insurance pool during the term of this
agreement, the Employer or the Union shall have discretion to reopen this section 22.1 of
the Agreement to bargain over the effect of this transition.
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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 (RHS). The RHS 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 time 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.
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
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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 th at 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 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).
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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;
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.
ARTICLE 30. MINNESOTA PAID LEAVE (MPL)
30.1 Whenever applicable absences under the Agreement, which also qualify for time off under
the Minnesota Paid Leave Act (MPL), will run concurrently with the MPL. The Employer
will comply with all provisions of the MPL as amended. Employees eligible for leave under
the MPL shall be required to follow the Employer’s policies and procedures in applying for
and taking leave under the MPL.
30.2 Effective January 1, 2026, the Employer will pay at least fifty percent (50%) of the
premiums required by Minnesota Statute § 268B.14, subd. 3 and employees will pay fifty
percent (50%) of the premiums required by Minnesota Statute § 268B.14 through payroll
deduction from their wages.
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30.3 In the event the MPL does not go into effect or is otherwise repealed at any time, this
Section shall be null and void.
30.4 Any leave taken under the MPL program will run concurrently with all leave and wage
replacement benefits available under other such laws or policies, including but not limited
to the Family and Medical Leave Act (FMLA), Minnesota Pregnancy and Parental Leave,
and protections offered under the Women's Economic Security Act (WESA), where
applicable. Employees must use paid time off benefits permitted under this Agreement or
any Employer policy to receive full income replacement during any MPL leave. Employees
must use leave in the following order: first, compensatory leave until exhausted; second,
floating holiday/personal days until exhausted; and third, employee’s choice of ESST,
vacation or a combination of both; subject, however, to the limitation that an employee
may not in any circumstance receive more than 100% of their normal compensation,
taking into account both MPL and other paid leave benefit received. If a source of paid
time off is available, an employee must use it until it is exhausted.
ARTICLE 31. 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 32. DURATION
32.1 This Agreement shall be effective as of January 1, 2026 and shall remain in full force and
effect until December 31, 2028 and thereafter as provided in the PELRA.
32.2 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 10th day of
March, 2026:
FOR THE CITY OF PRIOR LAKE FOR LELS – LOCAL #461
_________________________________ ________________________________
Kirt Briggs, Mayor/Date Josh Rozga, Union Steward/Date
__________________________________ ________________________________
Jason Wedel, City Manager/Date Jake Snyder, Union Steward/Date
________________________________
Robin Roeser, Business Agent
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APPENDIX A
Hourly
Year Step 1 Step 2 Step 3 Step 4
2026 – 3.5%
$56.67 $59.46 $62.24 $66.21
2027 – 3%
$58.37 $61.24 $64.11 $68.20
2028 – 3%
$60.12 $63.08 $66.03 $70.24