HomeMy WebLinkAbout05(G) - Resolution Ratifying the 2026-2028 Collective Bargaining Agreement between the City of Prior Lake and Law Enforcement Labor Services (LELS), Local 100 – Police Officers Report
ITEM: 5G
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 between the City of Prior Lake and Law Enforcement
Labor Services (LELS), Local 100 – Police Officers
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 100 – Police Officers.
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 100 – Police Officers from January 1, 2026 - December 31, 2028. The current LELS
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 100 bargaining unit represents Prior Lake Police Department (PLPD) non-
supervisory police officers. There are 25 police officer positions budgeted for 2026, and all
positions are currently filled.
The negotiation process with LELS took place over five sessions from October 2025 through
January 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:
Lindsey Thune, Police Officer (Detective)
Tony Dean, Police Officer
Chad Worden, Business Agent for LELS, Local 100
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 CBA is attached.
City of Prior Lake | 4646 Dakota Street SE | Prior Lake MN 55372
Item 5G
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Article 13: Overtime
Compensatory Time: Outdated language was modified to clarify that compensatory time cannot
exceed 50 hours in any one year.
Holiday Overtime Pay: The current CBA compensates officers who are assigned overtime shifts
with less than 14 days’ notice two times their base wages for working on New Year’s Day, Fourth
of July, Thanksgiving Day, and Christmas Day. The officers proposed that the time frame for
overtime notification be changed to ‘less than 30 days’ notice’ for those holidays because that is
the timeframe in which the schedule is posted. This will allow employees to adjust their schedules,
particularly scheduled vacations and time with family, while at the same time ensuring the City
has police coverage on peak holidays. The City accepted this proposal.
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 (6%) for non-supervisory police officers
based upon market conditions. Because the 2025 COLA was higher than that year’s CPI, the
clothing allowance in 2025 was adjusted by 6%. 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 19: Base Rate of Pay
Police officers will receive a 3% cost-of-living adjustment (COLA) on January 1 of each year of
the CBA. The COLA in 2026 is retroactive to 1/1/2026.
Article 23: Health Insurance
Premiums: The City and LELS with family and single +1 health coverage will equally divide
premium increases throughout the term of the CBA. Employees with single coverage will continue
to pay $10/mo toward the cost of their health premiums. Should the City transition to a self-funded
insurance pool during the term of this agreement, the CBA may be reopened to bargain over this
change and impact.
Health Savings Account (HSA): A new provision of this agreement includes a healthcare
contribution by the City of $100/month for employees on the family and single +1 plans. Currently,
only employees on the single plan receive an HSA contribution, which will continue under this
agreement.
Insurance Deductible: The current Memorandum of Understanding (MOU) regarding health
deductible increases will remain intact through 2028.
Article 32: Minnesota Paid Leave (MPL)
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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 32 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 33: 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.
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 100 – Police Officers for 2026-2028.
2. Motion and second to remove this item from the Consent Agenda for additional
discussion.
ATTACHMENTS:
1. 2026-2028 LELS Police Officers Collective Bargaining Agreement
2. LELS Police Officers 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 100
– POLICE OFFICERS
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 100 represents Prior Lake Police
Department (PLPD) non-supervisory police officers; and
WHEREAS, the current LELS collective bargaining agreement expired on December 31, 2025; and
WHEREAS, negotiations between City and LELS representatives resulted in an agreement on the terms
and conditions of employment for January 1, 2026 through December 31, 2028; and
WHEREAS, PLPD police officers voted in February 2026 to approve the terms of this agreement; and
WHEREAS, the new LELS 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 100 – Police Officers 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
CITY OF PRIOR LAKE, MINNESOTA
and
LAW ENFORCEMENT LABOR SERVICES, INC.
(LOCAL NO. 100)
January 1, 2026 through December 31, 2028
LELS 2026-2028
Page 2
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………………………………….. 4
Article 8: Savings Clause………………………………………………………………... 6
Article 9: Seniority………………………………………………………………………… 7
Article 10: Work Schedule……………………………………………………………….. 7
Article 11: Discipline……………………………………………………………………… 8
Article 12: Constitutional Protection…………………………………………….……… 8
Article 13: Overtime………………………………………………………………………. 8
Article 14: Court Time…………………………………………………………………….. 10
Article 15: Call Back Time……………………………………………………………….. 10
Article 16: Working Out of Classification……………………………………………….. 10
Article 17: Clothing Allowance…………………………………………………………… 11
Article 18: Holidays……………………………………………………………………….. 11
Article 19: Base Rate of Pay…………………………………………………………….. 12
Article 20: Longevity Plan………………………………………………………………... 12
Article 21: Vacation Leave……………………………………………………………….. 13
Article 22: Earned Sick and Safe Time (ESST) and Injury On-Duty Leave…………. 14
Article 23: Health and Welfare…………………………………………………………… 14
Article 24: Education Incentive Pay……………………………………………………... 15
Article 25: Funeral Leave………………………………………………………………… 16
Article 26: Standby Pay………………………………………………………………….. 16
Article 27: Legal Protection……………………………………………………………… 16
Article 28: P.O.S.T. Training…………………………………………………………….. 17
Article 29: Maintenance of Benefits…………………………………………………….. 17
Article 30: Vacation Coverage………………………………………………………….. 17
Article 31: Jury Duty……………………………………………………………………… 17
Article 32: Minnesota Paid Leave (MPL)……………………………………..………... 17
Article 33: Duration……………………………………………………………………….. 18
Signatures…………………………………………………………………………………. 18
APPENDIX A: Base Rate of Pay…………………………………………..………….... 19
LELS 2026-2028
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ARTICLE 1: PURPOSE OF AGREEMENT
The Agreement is entered into between the CITY OF PRIOR LAKE (hereinafter called the
EMPLOYER), and LAW ENFORCEMENT LABOR SERVICES, INC. (hereinafter called the UNION). It
is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolution of disputes concerning the interpretation of this
Agreement and/or its application; and
1.2 Place in written form the parties agreement upon terms and conditions of employment for the
duration of this Agreement; and
1.3 The EMPLOYER and the UNION through this Agreement shall continue their dedication to the
highest quality police service and protection to the residents of the City of Prior Lake. Both
parties recognize this Agreement as a pledge of this dedication.
ARTICLE 2: RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under Minnesota
Statutes, Section 179A.03, Subd. 7, for all sworn Employees of the Prior Lake Police Department
who are employed more than fourteen (14) hours per week, and more than one hundred (100)
work days per year, excluding the Chief, supervisory, and confidential employees.
2.2 In the event the EMPLOYER and the UNION are unable to agree as to the inclusion or exclusion
of a new or modified job class, the issue shall be submitted to the Bureau of Mediation Services
for determination.
ARTICLE 3: DEFINITIONS
3.1 The terms used in this Agreement shall be defined as follows:
A) DEPARTMENT: The Prior Lake Police Department.
B) EMPLOYEE: A member of the exclusively recognized bargaining unit.
C) EMPLOYER: City of Prior Lake.
D) OVERTIME: Work performed at the express authorization of the EMPLOYER in excess of the
Employee’s scheduled shift.
E) PROBATIONARY EMPLOYEE: An employee with less than one year of continuous service.
F) SCHEDULED SHIFT: A consecutive hour scheduled work period including two rest breaks and
a lunch break.
G) UNION: Law Enforcement Labor Services, Inc.
H) UNION MEMBER: A member of Law Enforcement Labor Services, Inc. (Local 100).
I) UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services, Inc.,
(Local No. 100).
J) BASE PAY: Base Pay shall mean the rate of pay negotiated under Article 19.
K) SALARY: The cumulative of base pay plus any additional percentage pay received including
longevity, education incentive, or additional pay received under Article 16.1(B).
L) SHIFT EMPLOYEE: Patrol officers regularly scheduled to work a rotating shift.
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ARTICLE 4: EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this Agreement it will not cause, encourage, participate
in or support any strike, slow-down or other interruption of or interference with the normal
functions of the EMPLOYER.
ARTICLE 5: EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the sole right to operate and manage all manpower, facilities, and
equipment in accordance with applicable laws and regulations of appropriate authorities.
5.2 Any term and condition of employment not specifically established or modified by this Agreement
shall remain solely within the discretion of the EMPLOYER to modify, establish or eliminate.
ARTICLE 6: UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction in
writing an amount necessary to cover monthly UNION dues. Such monies shall be remitted as
directed by the UNION.
6.2 The UNION may designate employees from the bargaining unit to act as a steward and an
alternate and shall inform the EMPLOYER in writing of such choice and changes in the position
of steward and/or alternate.
6.3 The EMPLOYER shall make space available on the employee bulletin board for the posting of
UNION notice(s) and announcement(s).
6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims,
suits, orders or judgments brought or issued against the EMPLOYER as a result of any action
taken or not taken by the EMPLOYER under the provisions of this Article.
ARTICLE 7: EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7.1 Definition of a Grievance: A grievance is defined as a dispute or disagreement as to the
application or interpretation of the specific terms and conditions of this Agreement.
7.2 UNION Representatives: The EMPLOYER shall recognize representatives designated by the
UNION as the grievance representatives of the bargaining unit having the duties and
responsibilities established by this Article.
7.3 The UNION shall notify the EMPLOYER in writing of the names of such UNION Representatives
and their successors when so designated as provided by Article 6.2 of this Agreement.
7.4 Processing a Grievance: It is recognized and accepted by the UNION and the EMPLOYER that
the processing of grievances as hereinafter provided is limited by the job duties and
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responsibilities of the Employees and shall therefore be accomplished during normal working
hours only when consistent with such Employee duties and responsibilities. The aggrieved
Employee and a UNION Representative shall be allowed a reasonable amount of time without
loss in pay when a grievance is investigated and presented to the EMPLOYER during normal
working hours provided that the Employee and the UNION Representative have notified and
received the approval of the designated supervisor who has determined that such absence is
reasonable and would not be detrimental to their work for the EMPLOYER.
7.5 Procedure: Grievances, as defined in Section 7.1, shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violation concerning the interpretation or application of this
Agreement shall, within twenty-one (21) calendar days after such alleged violation has occurred,
present such grievance to the Employee’s supervisor as designated by the EMPLOYER. The
EMPLOYER designated representative will discuss and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and
appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts
on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy
requested and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER
designated representatives final answer in Step 1. Any grievance not appealed in writing to Step
2 by the UNION within ten (10) calendar days shall be considered waived.
Step 2: If appealed, the written grievance shall be presented by the UNION and discussed with
the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative
shall give the UNION the EMPLOYER’S Step 2 answer in writing within ten (10) calenda r 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) calendar days shall be
considered waived.
Step 3: If appealed, the written grievance shall be presented by the UNION and discussed with
the EMPLOYER designated Step 3 representative. The EMPLOYER designated representative
shall give the UNION the EMPLOYER’S answer in writing within ten (10) calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step
4 within ten (10) calendar days following the EMPLOYER designated representatives final
answer. If Step 4 is not appealed by the UNION within ten (10) calendar days it shall be
considered waived.
Step 4: A grievance unresolved in Step 3 and appealed to Step 4 by the UNION shall be
submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act
of 1971 as amended. The selection of an arbitrator shall be made from a list of five (5) arbitrators
provided by the Director of the Bureau of Mediation Services, tossing a coin to decide who
strikes first, and alternately striking names off the list. For grievance matters involving written
disciplinary action, discharge, or termination, the assignment of an arbitrator shall be consistent
with Minnesota Statute Section 626.892.
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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 UNIO N, and
shall have no authority to make a decision on any other issue not so submitted.
(B) The Arbitrator shall be without power to make decisions contrary to, or inconsistent with,
or modifying or varying in any way the application of laws, rules, or regulations having
the force and effect of law. The Arbitrator’s decision shall be submitted in writing within
thirty (30) days following the close of the hearing or the submission of briefs, by the
parties whichever is later, unless the parties agree to an extension. The decision shall
be binding on both the EMPLOYER and the UNION and shall be based solely on the
Arbitrator’s interpretation of application of the express terms of this Agreement and to
the facts of the grievance presented.
(C) The fees and expenses for the Arbitrators services and proceedings shall be borne
equally by the EMPLOYER and the UNION provided that each party shall be responsible
for compensating its own representatives and witnesses. If either party desires a
verbatim record of the proceedings, it may cause such a record to be made, provided it
pays for the record. If both parties desire a verbatim record of the proceedings the costs
shall be shared equally.
7.7 Waiver: If a grievance is not presented within the time limits set forth above, it shall be
considered waived. If a grievance is not appealed to the next step within the specified time 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. The election set forth above shall not apply to claims subject to the jurisdiction of the United
States Equal Employment Opportunity Commission.
ARTICLE 8: SAVINGS CLAUSE
8.1 This Agreement is subject to the laws of the United States, the State of Minnesota and the City
of Prior Lake. In the event any provisions of this Agreement shall be held to be contrary to law
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by a court of competent jurisdiction from whose final judgment or decree no appeal has been
taken within the time provided, such provisions shall be voided. All other provisions of this
Agreement shall continue in full force and effect. The voided provision may be re-negotiated at
the written request of either party.
ARTICLE 9: SENIORITY
9.1 An employee under the provisions of this Agreement shall serve a probationary period of twelve
(12) months of continuous service in the police department during which time the EMPLOYER
shall have the unqualified right to discharge such employee who shall have no recourse to the
grievance procedure. The probationary employee, however, shall have the right to bring a
grievance on any other provision of the contract alleged to have been violated.
In addition to the initial probationary period, any employee transferred or promoted to a different
classification shall serve a new probationary period of twelve (12) calendar months in any such
new classification. During this probationary period, if the EMPLOYER determines that the
employee’s performance in the new classification is unsatisfactory, then the EMPLOYER shall
have the unqualified right to reassign the employee to the former classification.
9.2 Seniority shall be determined by the Employee’s length of continuous employment with the
Police Department and posted in an appropriate location. A seniority roster may be maintained
by the Chief on the basis of time in grade and time within specific classifications.
9.3 A reduction of the work force shall be accomplished on the basis of seniority. Employees shall
be recalled from layoff on the basis of seniority. An Employee on layoff shall have an opportunity
to return to work within two (2) years of the time of his/her layoff before any new employee is
hired. Any Employee on layoff who is notified by registered mail to return to work and fails to do
so within twelve (12) working days shall be considered to have voluntarily terminated
employment with the EMPLOYER.
9.4 One continuous vacation period shall be selected on the basis of seniority until March 15 of each
calendar year.
9.5 Seniority shall prevail. Senior qualified Employees shall have the first preference on the job.
Senior Employees will be given preference in regard to transfer, job classification assignments
and promotions when job relevant qualifications of Employees are equal.
ARTICLE 10: WORK SCHEDULE
10.1 The normal work year is two thousand eighty (2,080) hours to be accounted for by each
employee through:
• hours work on assigned shifts
• assigned training
• authorized leave time.
10.2 Nothing contained in this or any other article shall be interpreted to be a guarantee of a minimum
or maximum number of hours the EMPLOYER may assign employees.
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ARTICLE 11: DISCIPLINE
11.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one of the
following forms:
• oral reprimand
• written reprimand
• suspension
• demotion
• discharge
11.2 Suspensions, demotions, and discharges will be in written form.
11.3 Written reprimands, notices of suspension, and notices of discharge which are to become part
of an Employee’s personnel file shall be read and acknowledged by signature of the Employee.
Employees and the UNION shall receive a copy of such reprimands and/or notices.
11.4 Employees may examine their own individual personnel files at reasonable times under the
direct supervision of the EMPLOYER.
11.5 Discharges shall be preceded by a five (5) day suspension without pay.
11.6 Employees shall not be questioned concerning an investigation of disciplinary action unless the
Employee has been given an opportunity to have a UNION representative present at such
questioning.
11.7 The EMPLOYER will not discipline an Employee if civilians or other Employees are present,
other than the UNION steward, the Employee’s designated UNION representative or
supervisory personnel. This shall not be deemed to apply to the issuance of work instructions
or discussions held during departmental meetings.
11.8 Grievances relating to this Article shall be initiated by the UNION in Step 3 of the grievance
procedure under Article 7.
ARTICLE 12: CONSTITUTIONAL PROTECTION
12.1 Employees shall have the rights granted to all citizens by the United States and the Minnesota
State Constitutions.
ARTICLE 13: OVERTIME
13.1 Employees shall be compensated at one and one-half (1 1/2) times the Employee’s regular
salary rate for all hours worked in excess of the Employee’s regularly scheduled shift. Changes
of shift do not qualify an Employee for overtime under this Article.
13.2 Overtime Assignments:
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(A) The EMPLOYER retains its full authority to determine if duties will be completed by
overtime assignment and the nature of such assignments.
Overtime will be distributed on a volunteer basis to the most senior officer. If the
EMPLOYER determines to fill the shift, then it shall be filled to determine the availability
of the most senior officer according to the following procedure. An offer of an overtime
assignment will be made in sequential order from the most senior to the least senior
qualified individual. For purposes of this section, the word “qualified” means an employee
who has successfully completed the Field Training Officer program. For purposes of
assigning contract overtime work, the word, “qualified” shall include all
sergeants/supervisors. If no one wants to work it, the overtime shall be assigned to the
junior qualified employee. This provision shall not apply if the employee has not had at
least twelve (12) hours off duty.
(B) Individuals contacted for overtime duties shall respond to the contact immediately, and
in no event later than ten (10) minutes after the contact is made. Failure to respond will
be considered a rejection. In the event of unforeseeable circumstances or exigent
circumstances which reasonably require an employee to immediately respond, then the
EMPLOYER may assign duties to an employee without regard to section 13.2.
13.3 Overtime will be calculated to the nearest fifteen (15) minutes.
13.4 For the purpose of computing overtime compensation, overtime hours worked shall not be
pyramided, compounded or paid twice for the same hours worked.
13.5 The EMPLOYER shall provide a minimum of ten (10) hours off between scheduled shifts. If an
Employee is required to work with less than ten (10) hours off between shifts, then he/she shall
be paid at the time of one and one-half (1 1/2) rate for all hours that are worked within the ten
(10) hour period, except when it is mutually agreed by the EMPLOYER and the Employee to
waive the overtime.
13.6 When prior approval has been obtained from the Police Chief, an Employee may elect to receive
overtime as compensatory time off to be utilized within the same calendar year during which
overtime has accrued. Any unused compensatory time will be paid out in the last paycheck for
December. Maximum compensatory time accumulated shall not exceed and fifty (50) 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 thirty (30) 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 for all hours worked.
13.8 Field Training Officer (FTO): Any Employee serving as an FTO for new employees shall receive
one (1) hour of overtime for each five (5) hour time block of FTO duty, or the majority thereof, at
the Employee’s salary, in compensatory or pay at the Employee’s discretion,
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ARTICLE 14: COURT TIME
14.1 An Employee who is required to appear in Court during scheduled off-duty time shall receive a
minimum of three (3) hours pay at one and one-half (1 1/2) times the Employee’s salary rate, as
long as any witness fee and any reimbursement for mileage in a City vehicle is remitted to the
City. An extension or early report to a regularly scheduled shift for Court appearance does not
qualify the Employee for the three (3) hour minimum. Cancellation with less than twenty-four
(24) hours’ notice shall result in the minimum being paid. If the Employee uses a personal
vehicle, then the Employee may keep any mileage fee.
14.2 In the event an Employee is subpoenaed to testify in private party litigation in a capacity other
than that of an expert witness regarding an incident that has occurred within the scope of
employment for the City of Prior Lake involving facts which the Employee came to know while
on duty as a police officer, then the Employee shall receive court time pay in accordance with
the requirements as set forth in 14.1, as long as any witness fee and any reimbursement for
mileage in a City vehicle is remitted to the City. If the Employee uses a personal vehicle, then
the Employee may keep any mileage fee.
ARTICLE 15: CALL BACK TIME
15.1 An Employee who is called back to duty during his scheduled off-duty time shall receive a
minimum of two (2) hours pay at one and one-half (1 1/2) times the Employee’s salary rate. An
extension or early report to a regularly scheduled shift for duty does not qualify the Employee
for the two (2) hour minimum.
ARTICLE 16: WORKING OUT OF CLASSIFICATION
16.1 Employees assigned the responsibilities of a higher position shall receive the differential for each
full shift assigned to that position by the EMPLOYER. These assignments shall be filled by the
EMPLOYER through an open competitive process.
(A) A differential of fifty cents (50 cents) per hour shall be paid to each senior Employee
when at least one other police officer is working on that shift or a portion of that shift.
(B) Employees assigned to the duties of Investigator/Detective, School Liaison Officer,
SMSC Liaison Officer, K-9 Handler, or Drug Task Force Agent shall receive an additional
five percent (5%) of their base pay rate plus longevity and education incentive pay, if
any.
(C) Employees assigned to the duties of Investigator/Detective, School Liaison Officer, SMSC
Liaison Officer, K-9 Handler, or Drug Task Force Agent shall be appointed by The Police
Chief for a period of thirty-six (36) months. Employees assigned under this provision may
be removed prior to the expiration of the 36-month period in accordance with Article 5,
Employer Authority, or Article 11, Discipline. Sixty (60) days’ notice is required to end an
assignment under Article 5, Employer Authority. No notice is required to end an
assignment under Article 11, Discipline.
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(D) Employees assigned to the duties of Lead Detective/Investigator will serve as a long-term
asset to the Investigations Division and shall be a non-rotating position, serving at the
discretion of The Police Chief. Employees assigned under this provision may be removed
in accordance with Article 5, Employer Authority, or Article 11, Discipline. Sixty (60) days’
notice is required to end an assignment under Article 5, Employer Authority. No notice is
required to end an assignment under Article 11, Discipline.
ARTICLE 17: CLOTHING ALLOWANCE
17.1 Non-probationary employees shall receive $1,291.00 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 19 for the corresponding year, whichever is greater.
17.2 Fifty percent (50%) of the clothing allowance is to be paid in the first paycheck in June and the
other fifty percent (50%) shall be paid in the first paycheck in December. Non-probationary
employees must be employed as of the date of disbursement to receive the allowance.
17.3 EMPLOYER shall provide uniforms, leather, and equipment to probationary employees in their
first year of employment, which shall be equivalent to the same given to fully outfitted, non-
probationary employees, at a cost no less than $1,300.00.
17.4 The EMPLOYER shall provide a list of approved uniform items. Any items that are different or
are in addition to the list of items that are currently required for present and new employees,
shall be paid for by the EMPLOYER, without deduction from the uniform allowance.
17.5 The EMPLOYER shall provide each Employee currently employed with a ballistic vest, side
panel or an extended coverage T-shirt style, and two covers. The vest will be replaced by the
EMPLOYER every five years, or when recommended by the vest manufacturer. The vest will be
a minimum protection level of class II.
ARTICLE 18: HOLIDAYS
18.1 The EMPLOYER shall recognize twelve (12) designated paid holidays plus one (1) “floating”
paid holiday, at 8 hours per holiday or 104 hours per year, as specified below:
• New Year’s Day
• Martin Luther King, Jr. Day
• President’s Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Veteran’s Day
• Thanksgiving Day
• Friday following Thanksgiving Day
• Christmas Eve Day
• Christmas Day
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Scheduling of an Employee’s floating holiday shall be by mutual agreement between the
Employee and his or her supervisor. Holidays, including floating holidays, cannot be carried over
from one year to the next.
18.2 Any holiday hours not taken by the Employee shall be resold to the EMPLOYER at the
Employee’s salary rate during the first payroll in December. If an Employee separates
employment prior to December, the Employee shall be compensated for designated holidays
that occurred but were not used prior to separation.
18.3 Any Employee required to work on a holiday as identified in Article 18.1, and subject to Article
18.4 herein, shall be credited with an additional one-half (1/2) times his/her regular salary rate
for all hours worked except any hours which would be regular overtime hours per Article 13,
overtime, which shall be paid as per Article 13 provides. Holiday premium pay shall be given for
all hours of the shift including ten (10) hour shifts.
18.4 In instances where Christmas Day, the 4th of July, and New Year’s Day fall on a Saturday or
Sunday, shift employees scheduled to work the actual holiday will be paid at 1½ times their
salary rate of pay for the shift worked. No shift employee will be paid at the 1½ times rate for the
City-recognized holiday.
18.5 Refer to section 13.7 (A) for overtime pay related to specific holidays (New Years Day, Fourth
of July, Thanksgiving Day, and Christmas Day) when required to work with thirty (30) days or
less notice.
ARTICLE 19: BASE RATE OF PAY (and APPENDIX A)
19.1 Effective January 1, 2026, the cost-of-living increase to wage table shall be as follows:
2026: 3% 2027: 3% 2028: 3%
19.2 For employees hired on or after January 1, 2021, EMPLOYER may, in its sole discretion and
consistent with the Rates of Pay, provide a rate of pay to new hires commensurate with the new
hire’s years of experience in a directly equivalent position. In this Article, “directly equivalent
position” shall mean a position with the same or virtually the same duties and responsibilities,
as determined by EMPLOYER. This provision does not alter a new hire’s eligibility for Longevity
Pay under Article 20, which remains based on years of service in the Department.
ARTICLE 20: LONGEVITY PAY PLAN
20.1 Each employee shall receive longevity pay in addition to regular base pay plus education
incentive and working out of classification pay, if any as per the following schedule:
• Three percent (3%) after four (4) years of service.
• Five percent (5%) after eight (8) years of service.
• Seven percent (7%) after twelve (12) years of service.
• Nine percent (9%) after sixteen (16) years of service.
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ARTICLE 21: VACATION LEAVE
21.1 Each Employee shall accrue paid vacation based upon the following schedule:
Years of Service Days Accrued per Year
Start until 3 full years 10 eight-hour days (80 hours)
Start of the 4th through the 9th year 15 eight-hour days (120 hours)
Start of 10th through 14th year 20 eight-hour days (160 hours)
Start of the 15th year 21 eight-hour days (168 hours)
Start of the 16th year 22 eight-hour days (176 hours)
Start of the 17th year 23 eight-hour days (184 hours)
Start of the 18th year 24 eight-hour days (192 hours)
Start of the 19th year and thereafter 25 eight-hour days (200 hours)
21.2 The scheduled shifts that an Employee has scheduled off prior to, during and/or following the
Employee’s vacation leave are included in the Employee’s vacation “windows”. During this time
period, the EMPLOYER shall not schedule the Employee for work unless the employee bids
overtime hours in advance. This section does not prevent the EMPLOYER from scheduling
Employees to work a predetermined event in which all Employees in the department would be
required to work.
21.3 A regular full-time employee shall be allowed to carry over from one calendar year to the next
one and one-half (1 1/2) times their accrued vacation at the rate of accrual specified in Article
21.1.
21.4 Personal Leave: Employees will be eligible for two personal days per year for 8 or 10 hours
depending upon the scheduled shift worked, except that Employees who are hired on or after
July 1 of a given year will be eligible for only one (1) personal day for that year. The Employee
must provide 2 days’ notice to the EMPLOYER prior to taking the personal day. The personal
day can be taken at the officer’s discretion, provided that, at the time the personal leave day is
approved, no more than two employees are on paid leave (sick, vacation, floating holiday and
training) at the same time. No accumulation or carryover of days can occur. No more than one
employee can take a personal day per day.
21.5 Newly hired peace officers with at least one year of directly equivalent experience as a full-time
peace officer shall be granted eighty (80) hours of vacation leave immediately upon hire.
21.6 Lateral police officer hires shall accrue paid vacation leave based upon years of service in a
directly equivalent position as a full-time peace officer according to the accrual rate outlined in
this section.
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ARTICLE 22: EARNED SICK AND SAFE TIME (ESST) and INJURY ON-DUTY LEAVE
22.1 Employees shall comply with Minnesota “Earned Safe and Sick Time” (ESST) laws, effective on
January 1, 2024, as outlined in the City’s Personnel Policy.
22.2 Each Employee shall earn eight (8) hours of paid ESST for each month of service.
22.3 Each Employee shall be allowed to accrue paid ESST up to a maximum 720 hours. Employees
who have accumulated 720 hours of ESST may buy back 50% of the ESST hours in excess of
720 hours at their salary rate of pay.
22.4 The EMPLOYER agrees to pay upon honorable termination of any Employee after five (5) years
of service fifty percent (50%) of the employee’s accumulated unused ESST at the Employee’s
current salary rate.
22.5 In addition to the monthly accumulation of ESST mentioned above, each Employee shall
accumulate immediately upon employment, ninety (90) scheduled shifts (either 900 hours or
720 hours depending on the employee’s scheduled shift, i.e. 900 hours if 10-hour shift, 720
hours if an 8-hour shift at the time of the claim) of injury on-duty leave to be used only for injuries
incurred during the performance of assigned duties. Such leave with pay shall be granted for
any period of disability, provided that a doctor’s certificate is filed with the City Manager stating
that the Employee is not able to return to work. Such leave with pay shall not exceed ninety (90)
scheduled shifts per injury. If the Employee is receiving Workers Compensation benefits for the
disability, the City will pay the difference between the Employee’s Worker’s Compensation
benefits and the Employee’s full salary out of the accumulated and unused 90 scheduled shifts
of injury on-duty leave. Such leave shall not be used in computing severance benefits.
22.6 At the employee’s request the EMPLOYER shall grant to the Employee up to ninety (90)
scheduled shifts (either 900 hours or 720 hours depending on the employee’s scheduled shift,
i.e. 900 hours if 10-hour shift, 720 hours if 8-hour shift at the time of the claim) of unpaid medical
leave after ESST and vacation hours have been exhausted.
22.7 Any Employee that claims an absence from work due to an injury sustained on the job is subject
to an examination to be made and paid for by the EMPLOYER. Said examination shall be made
by a person competent to perform the same as designated by the EMPLOYER.
ARTICLE 23: HEALTH AND WELFARE
23.1 The EMPLOYER will provide group health insurance 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
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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.
Health Care Savings Account (HSA). The City contribution for individual healthcare coverage
shall include a payment of $160.00 per month to the Employee. The City contribution for single
+1 and family healthcare coverage shall include a payment of $100.00 per month to the
Employee.
Should the City transition to a self-funded insurance pool during the term of this agreement, the
EMPLOYER shall have discretion to reopen this section 23.1 of the Agreement to bargain over
the effect of this transition.
23.2 The EMPLOYER will select and provide group dental insurance with benefits substantially the
same as presently exist. The EMPLOYER will pay a sum not to exceed $45.00 per month for
individual and dependent coverage. In the event that premiums are increased beyond the
maximum contribution paid by the EMPLOYER, such increases shall be paid by the Employee
through payroll deduction.
23.3 The EMPLOYER will select and provide term life insurance in the total face amount of $50,000.
23.4 Retirement Health Savings Plan (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 $50.00 per pay period. The EMPLOYER will contribute $17.50 per pay period per
participating Employee.
ARTICLE 24: EDUCATION INCENTIVE PAY PLAN
24.1 The EMPLOYER agrees to pay each Employee an additional percentage of his/her base pay
plus working out of classification and longevity pay, if any, for each year of college level
education as part of the following schedule after starting with the department:
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• 3% for 1 year
• 6% for 2 years
• 9% for 3 years
• 12% for 4 years
24.2 Employees hired after January 1, 2009 are not eligible for education incentive pay. The
EMPLOYER agrees for the purpose of definition of college level education in Article 24.1 above,
to recognize a grade of “C” or “Pass” from any institution of higher learning approved by the
North Central Bureau of Accreditation.
24.3 Full-time employees shall be reimbursed for the cost of books and tuition for any successfully
completed law enforcement related college level course accredited by the North Central Bureau
of Accreditation (to include the social sciences and required electives) provided that the
employee receives a grade of “C” or “Pass”. Effective December 31, 2009, this provision shall
not apply to master’s or higher-level course work. 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.
ARTICLE 25: FUNERAL LEAVE
25.1 The EMPLOYER authorizes each Employee funeral leave of three (3) days, should any member
of his/her immediate family pass away, and an additional two (2) days if the family member is
the Employee’s spouse, child (including stepchild), or parent (including stepparent). Such
funeral leave shall not be deducted from accumulated sick leave. For the purpose of this Article
immediate family shall mean the Employee’s spouse, parents (including stepparents), parents
of spouse, children (including stepchildren), brothers, sisters, grandparents, aunts, uncles,
nieces, nephews and grandchildren of the Employee or of the Employee’s spouse. The
EMPLOYER may grant additional time off if the City Manager deems it necessary.
ARTICLE 26: STANDBY PAY
26.1 If the EMPLOYER requires any Employee to standby, the Employee shall receive one (1) hour
pay for each two (2) hours of such standby duty. The EMPLOYER shall notify any Employee on
standby when said Employee is no longer on such duty status.
ARTICLE 27: LEGAL PROTECTION
27.1 The EMPLOYER shall provide and pay for legal defense for any Employee who is charged with
any alleged wrongdoing within the scope of his/her employment. The EMPLOYER shall provide
false arrest insurance in the amount of $250,000 per person, $500,000 per occurrence and
$1,000,000 per year.
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ARTICLE 28: P.O.S.T. TRAINING
28.1 The EMPLOYER agrees to pay for all training required by the City at straight time pay for the
hours of class time. The EMPLOYER also agrees to pay license fees, meals, lodging, mileage,
all reasonable expenses incurred in maintaining the Employee’s P.O.S.T. License. Additional
schools, upon mutual agreement, may be attended by the Employee on his/her own time, with
the EMPLOYER reimbursing for other costs.
ARTICLE 29: MAINTENANCE OF BENEFITS
29.1 All benefits currently enjoyed by these Employees and not changed or modified by this
Agreement shall remain in effect.
ARTICLE 30: VACATION COVERAGE
30.1 The parties agree that when Employees fill in for other Employees on vacation, the EMPLOYER
will take into consideration the shift that the Employee is currently on, the shift he/she is filling in
for, and the effect on the Employee’s health and sleep schedule resulting from a shift change.
For example, an Employee would not be expected to change shifts in the middle of the week
and back again to cover for an Employee on vacation. This does not prevent the EMPLOYER
from making shift changes in such cases due to an emergency, or an unscheduled absence.
ARTICLE 31: JURY DUTY
31.1 Leave shall be granted for service upon a jury. Compensation shall be at the Employee’s regular
salary rate of pay provided that any stipend received from the Court is remitted to the
EMPLOYER. Employees whose scheduled shift is other than a day shift shall be reassigned to
a day shift during the period of service upon a jury. When not empaneled for actual service and
only on call, the Employee shall report to work. If an Employee is excused from jury duty prior
to the end of the work shift, the Employee shall return to work as directed by the EMPLOYER
or make arrangements for a leave of absence.
ARTICLE 32: Minnesota Paid Leave (MPL)
32.1 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.
32.2 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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32.3 In the event the MPL does not go into effect or is otherwise repealed at any time, this Section
shall be null and void.
32.4 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 33: DURATION
33.1 This Agreement shall be effective January 1, 2026 and shall remain in full force and effect until
the 31st day of December 2028.
SIGNATURES:
CITY OF PRIOR LAKE, MINNESOTA LELS, INC. – Local 100
____________________________
Kirt Briggs, Mayor/Date
____________________________
Jason Wedel, City Manager/Date
__________________________________
Lindsey Thune, Union Steward/Date
__________________________________
Tony Dean, Union Steward/Date
__________________________________
Chad Worden, Business Agent/Date
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APPENDIX A
BASE RATE OF PAY
Year Start After 12 months After 24 months After 36 months
2026 – 3% $40.81 $47.51 $50.77 $54.00
2027 – 3% $42.03 $48.94 $52.29 $55.62
2028 – 3% $43.30 $50.40 $53.86 $57.29