labor agreement between the city of thief river …
TRANSCRIPT
LABOR AGREEMENT
BETWEEN
THE CITY OF THIEF RIVER FALLS
AND
LAW ENFORCEMENT LABOR SERVICELOCAL #193
January 1,2021 - December 31,2023
ARTICLE 1. PlDEtPOSE OP AGREEMENT .......................................................................................... 1
ARTICLE 2. CERTIFICATION...........,......,......,...,,..................,..........,............,.....,...................................!
ARTICLES. DEFINITIONS......................................................................................................................... 1
ARTICLE 4. RIGHTS, PMVU.EGES, AND WORKING CONDITIONS................................................. 2
ARTICLE 5. UNIONSECmUTY.......,.......,.......,...,..............,.........,........,................................,,.................2
ARTICLE 6. PROBATIONARY PERIOD.......................................................................................... 3
ARTICLE 7. GRIEVANCE PROCEDUBE/EMPLOYEE RIGHTS ......................................................... 3
ARTICLES. HOLroAYS......................................................,.....,.................................................................5
ARTICLE 9. INSURANCE...................................................................................................................... 6
ARTICLE 10. DISCIPLINE CLAUSE........................................................................................... 7
ARTICLE 11. JIJRYDUTY..........................................................................................................,.................8
ARTICLE 12. LEAVE OF ABSENCE............................................................................................................ 8
ARTICLE 13. LONGEVITY........................................................................................................................... 8
ARTICLE 14. EMPLOYERAUTHOMTY...................................................,...............................................,9
ARTICLE 15. MILITARYLEAVE................................................................................................................?
ARTICLE 16. COMPENSATION....................................................,.............................................................?
ARTICLE 17. SAVINGS CLAUSE............................................................................................................... 10
ARTICLE 18. SICK LEAVE/SEVERANCE PAY .................................................................................... 10
ARTICLE 19. UNIFORM ALLOWANCE......................................................................................... 12
ARTICLE 20. VACATIONS......................................................................................................................... 12
ARTICLE 21. WOK(<WEEK........,..............,...............................................................................................13
ARTICLE 22. NIGHT SHIFT AND SHIFT DIFFERENTIAL PAY....................................................... 14
ARTICLE 23. MISCELLANEOUS............................................................................................................... 15
ARTICLE 24. PART-TIME EMPLOYEE BENEFITS................................................................................ 15
ARTICLE 25. DURATION........................................................................................................................... 16
ARTICLE 26. WArVER................................................................................................................................ 16
ARTICLE 27. REOPENER........................................................................................................................... 16
APPENDIX A ............................................................................................................,,....18
PREAMBLE
This Agreement is entered into by and between the City of Thief River Falls/ Minnesota/hereinafter referred to as the Employer, and the Law Enforcement Labor Services/ Inc.,hereinafter referred to as the Union. The Employer and Union/ throughout this
Agreement/ conUnue their dedication to the highest quality of public service. Bothparties recognize this agreement as a pledge of this dedication.
ARTICLE 1. PURPOSE OF AGREEMENT
The intent and purpose of this agreement is to:
1.1 Establish certain hours, wages, and other conditions of employment;
1,2 Establish procedures for the resolution of disputes concerning this agreement's
interpretation and/or application;
1.3 Specify the full and complete understanding of the parties; and
1.4 Place in written form the parties' full agreement upon. terms and conditions of
employment for the duration of tins agreement.
ARTICLE 2. CERTIFICATION
Employer/ pursuant to a proper Certification of the State of Minnesota/ Bureau ofMediation Services/ on file and of record in said Bureau of Mediation Services/ of said
State of Minnesota/ recognizes Law Enforcement Labor Services, Inc. (LELS) as theexclusive representative of aU essential employees of the Thief River Falls Police
Department who are public employees as defined m 179A.03/ Subdivision 14, excluding
the Deputy Chief and the Chief of Police,
ARTICLES. DEFINITIONS
3,1 UNION: Law Enforcement Labor Services/Inc.
3,2 UNION MEMBER: A member of the LELS.
3.3 EMPLOYEE: A member of the recognized bargaining unit.
3,4 EMPLOYER: The City of Thief River Palls/ Minnesota,
3.5 UNION REPRESENTATIVE: Representative elected or appointed by thebusiness agent and/or steward of the bargaining unit.
3.6 All benefits expressed as days (i.e. vacation/ sick leave/ holiday, personal leave,
etc) shall be calculated on the basis of an eight (8) hour day.
3.7 TEMPORARY/SEASONAL EMPLOYEE: An employee who works less than1/000 hours per calendar year. Employees in this category will not receive anycontract benefits,
3.8 PART-TIME EMPLOYEE: An employee who works on a regular basis aminimum average of 20 hours per week or 1/040 hours per year/ and does not
exceed an average of 32 horn's per week or 1,664 hours per year. The calculationof hours is based on "actual hours worked" and does not include paid leave/ (i.e,
vacation/ sick leave/ holidays/ etc.).
ARTICLE 4. RIGHTS/ PRIVILEGES, AND WORKINGCONDITIONS
Union agrees its members shall comply with all PoUce Deparfanent rules and
regulations mcluding those relating to conduct and work performance. Employer
agrees that department rules and regulations which affect working conditions andperformance shall be subject to the Grievance Procedure.
ARTICLE 5. UNION SECURITY
5.1 Employer agrees not to discriminate against any employee for the employee sactivities tn behalf of/ or membership in/ the Umon.
5.2 The Union will have available/ at reasonable times/ facilities for the purpose of
conducting Union meetings and business meetings/ and space for the posting of
Union Notice(s) and announcement(s).
5.3 The Employer shaU. deduct from the wages of employees who authorize such
deduction m writing, an amount necessary to cover monthly Union dues. Suchmonies will be remitted as directed by the Union.
5.4. The Union agrees to indemnify and hold the Employer harmless against any andall 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.
5,5 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 suchchoice and changes in the position, of Steward and/or Alternate,
ARTICLE 6. PROBATIONARY PERIOD
6.1 The probation period shall be 12 months for full-time employees and 2/080 hoursfor part-time employees.
6.2 A probationary employee may be terminated at the discretion of the employer.
6.3 During the probationary period/ a promoted or reassigned employee may bereplaced m their previous position at the sole discretion of the employer,
ARTICLE 7. GRIEVANCE PROCEDURE/EMPLOYEE^RIGHTS
7,1 DEFINITION OF A GRIEVANCE; A grievance is defined as a dispute ordisagreement as to the interpretation or application of the specific terms andconditions of the Agreement.
7.2 UNION REPRESENTATIVES: The Employer will recognize representatives ofthe bargaiiung unit having the duties and responsibilities established by thisArticle,
7.3 PROCESSING A GRIEVANCE: It is recognized and accepted by the Union andthe Employer that the processing of grievances as hereinafter provided is limitedby the job duties and responsibilities of the employees and shall therefore beaccomplished during normal working hours only when consistent with such
employee duties and responsibilities. The aggrieved employee and a Unionrepresentative 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 notifiedand received prior approval of the designated supervisor who has determinedthat such absence is reasonable and would not be detrimental to the work of the
Employer. The designated supervisor win be notified when the steward or
grievant employ ee(s) returns to the work station and resumes duties,
7,4 PROCEDURE: Grievance/ as defined in Section 7.1, shall be resolved inconformance with the foUowtng procedure;
STEP ONE: An employee claimmg a violation concerning the interpretation or
application of this Agreement shall within twenty-one (21) calendar days aftersuch alleged violation has occurred/ present such grievance to the employee's
supervisor as designated by the Bmployer. The Employer-designatedrepresentative wUl discuss and give an answer to such STEP ONE grievance
within twenty-one (21) calendar days after receipt,
A grievance not resolved in STEP ONE and appealed to STEP TWO shall beplaced in writing setting forth the nature of the grievance/ the facts on which it isbased/ the. provision or provisions of the Agreement allegedly violated/ theremedy requested/ and shall be appealed to STEP TWO witihin ten (10) calendardays after the Employer- designated representative's final answer in STEP ONE,
Any grievance not appealed in writing to STEP TWO by the Union within ten(10) calendar days shall be considered waived.
STEP TWO: If appealed/ the written grievance shall be presented by the Unionand discussed with the Employer-designated representative who shaU. give the
Union the Employer's STEP TWO answer in writing within ten (10) calendardays after receipt of such STEP TWO grievance,
A grievance not resolved in STEP TWO may be appealed to STEP THREE withinten (10) calendar days following the Employer-designated representative's finalSTEP TWO answer. Any grievance not appealed in writing to STEP THREE bythe Union withm ten (10) calendar days shall be considered waived.
STEP THREE; If appealed/ the written grievance shall be presented by the Unionand discussed with the Employer-designated representative. The Employer-
designated representative shall give the Union the Employer's STEP THREEanswer in writing within ten (10) calendar days after receipt of such STEPTHREE grievance.
A grievance not resolved m STEP THREE may be appealed to STEP FOURwithin ten (10) calendar days following the Employer-designatedrepresentative's final answer in STEP THREE. Any grievance not appealed in
writing to STEP FOUR by the Union within ten (10) calendar days shall beconsidered waived,
STEP FOUR: A grievance unresolved in STEP THREE and appealed to STEPFOUR by the Union may be submitted to the Minnesota Bureau of MediationServices for mediation or to arbitration witl-un ten (10) calendar days following
the Employ er-designated representative's final STEP THREE answer.
STEP FIVE; If the grievance is submitted to mediation and is not resolved/ it maybe appealed to arbitration within ten (10) calendar days following the Employer-designated representative's final STEP POUR answer, The grievance will be
submitted to arbitcation subject to the provisions of the Public Employee LaborRelations Act of 1971, as amended. The selection of an arbitrator wffl be made inaccordance with the "Rules Governing the Arbitration of Grievances" as
established by the Bureau of Mediation Services.
7.5 ARBITRATOR'S AUTHORITY:A. The arbitrator shall have no right to amend/ modify/ nuUify/ 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 inwriting by the Employer and the Union/ and shall have no authority tomake 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 oflaws/ rules or regulations having the force and effect of law. The
arbitrator's decisions shall be submitted in writing within thirty (30)calendar days following close of the hearmg or the submission of briefs bythe parties/ whichever is later/ unless the parties agree to an extension,
The decision shall be binding on both the Employer and the Union/ andshall be based solely on the arbitrator's interpretation or application of theexpress terms of this Agreement and on 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 fhe Union/ provided that eachparty 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. Ifboth parties desu*e a verbatkn record of the proceedings/ the costs shall be
shared equally.
7.6 WAIVER; If a grievance is not presented within the time limits set forth above/it shall be considered waived. If a grievance is not appealed to the next step
within the specified time Umit or any agreed extension thereof, it shaU beconsidered settled on the basis of the Employer's last answer. If the Employerdoes not answer a grievance or an appeal thereof/ it shall be considered settled
on the basis of the Employer's last answer. If the Employer does not answer a
grievance or appeal thereof, within the specified time Umits/ the Union mayelect to treat the grievance as denied at that step and ii-nmediately appeal thegrievance to the next step, The tune lunit m each step may be extended bymutual agreement of the Employer and the Union at each step.
A^TICLEA. HOLIDAYS
8,1 Employees shall receive time off, not to exceed twelve (12) days (96 hours)) inaddition to their vacation benefits/ to be used with the approval of theirDepartment Head. Employees who do not work a full year shall receive time off
for the holidays that occurred while they were on the City's payroll, The
holidays falling within- the meaning of this contract will include the following, towit;
New Year's Day Columbus Day
Martin Luther King Day Veterans DayPresidents' Day Thanksgiving DayMemorial Day Chdstmas DayIndependence Day Personal Holiday (available January 2nd)Labor Day Peace Officer Memorial Day (May 15)
8.2 Employees will be paid double their hourly rate of pay for all hours worked onthe following holidays:
A. Christmas Day Memorial DayNew Year's Day July 4thEaster Sunday Thanksgiving Day
Peace Officer Memorial Day (May 15)
B. For purposes of holiday pay/ Christmas Day shall be defined ascommencing at 8:00 p.m. December 24 and ending at 8:00 p.m. onDecember 25. New Year's Day shall be defined as commencing at 8:00
p.m. on December 31 and ending at 8:00 p.m. on January 1.
8.3 Accrued holiday hours must be scheduled and used within six (6) months afterthe calendar year they were earned (i.e. holiday hours earned in 2018 must be
used by June 30,2019). Employees can elect to receive cash compensation for anyholiday time not used withm six (6) months after the calendar year they areearned.
ARTICLE 9. INSURANCE
The Employer shaU. provide an. insurance package/ consisting of the following benefits
subject to the terms and conditions as they read between the insurance carrier and theEmployer:
9,1 The $300 Deductible Plan shall be considered as the "base" Hospital andMedical Insurance Plan for the City.
A. The City will pay 95% of the cost of a $300 deductible Single Health InsurancePlan and the employee will be responsible for the balance (5%).
B. The City will pay up to 70% of the cost of a $300 deductible Family HealthInsurance Plan/ and the employee wiU. be responsible for the balance (30%).
NOTE; The maximum payment by the City is based on the value of a $300deductible Family Insurance Plan. Any additional premium for a fullcoverage plan will be the employee's responsibility/ and no refund wiU bepaid for a larger deductible single plan or insurance outside of the City sgroup plan.
C. The City and the Union agreed to a reopener to discuss insurance options for
members,
9,2 The Employer shall provide Term Life Insurance in the amount of $55/000 to bepaid by the Employer.
9.3 Health Insurance on Retirement; (Not applicable to employees hired afterJanuary 1,2010) The City will pay a portion of the cost of a health insurance planup to a maximum of $100 per month for an employee who is eligible for aretirement annuity under PERA (MSA 353.29 AND 353.30). The employee willearn three months of single insurance eligibility for each one full year (2,080hours) of employment with the City, up to a maxunum of 60 months (20 years ofservice), Payment shall be placed into the MSRS Health Care Savings Account asallowable by law,
9.4 The City shall offer Voluntary Long Term Disability Plan/ paid 100% by theemployee as long as such plan is available through an insurance carrier.
ARTICLE 10. DISCIPLINE CLAUSE
10.1 The Employer wUl discipline employees for just cause only, Disciplhie does notneed to be progressive, Discipline will be in one or more of the following forms;
A.) oral reprimand
B.) written reprimandC.) suspension
D.) demotionE.) discharge
10.2 Suspensions/ demotions/ and discharges will be in written form. Verbal and
written reprimands wUl be removed from. an employee's personnel file after 2
years if not part of a continuing pattern of discipline. Suspensions will be
removed after 5 years if not part of a continuing pattern of discipline, Removalof such reprimands and suspensions must be initiated by a written request from
the affected employee. The written request for removal of fhe reprimand or
suspension wiU not be kept in the employee's personnel file.
10.3 Written reprimands/ notices of suspension/ notices of demotions (voluntarydemotions will not be noted as disciplme),and notices of discharge which are to
become a part of an employee's personnel file shall be presented to the employee
in the presence of a Union representative or witness of the employee's choice/
and read/ and acknowledged by signature of the employee. The signature does
not mean the employee agrees with the discipline administered/ only that theemployee acknowledges receipt of the written notice evidencing the disciplme.
10.4 Employees may examine their own individual personnel files at reasonable tunes
under direct supervision of the Employer's designated representative.
10.5 Employees wiU not be questioned if it may be reasonable to assume that theymay become the target of an investigation unless the Employer has first advised
the employee of their right to have a uxdon representative present at such
questioning. If during the course of questioning, the employee makes statements
indicating a violation of policy or law on the part of employee/ questioning willcease until the employee has been given the opporh-inity to have a Union
representative present.
ARTICLE 11. TURY DUTY
All employees will receive an automatic leave of absence when. called for jury duty.
The employee will be paid at the regular rate of pay by the City/ less the amount ofremuneration received while serving on such jury duty. Any mileage received for juryduty is not considered as remuneration for purposes of this Article. Jury duty leave
shall be reported to the Chief of PoUce in writing by the employee.
ARTICLE 12. LEAVE OF ABSENCE
An employee may request a leave of absence without pay; the application for whichshall be made through the Chief of Police to the City Council/ and subject to theapproval of said City Council.
ARTICLE 13. LONGEVITY
(Applicable only to employees hired prior to January I/ 2012) The following will be theschedule for compensation for those governed hereby for their respective years ofservice (tenure for prior service wiU be utilized to determine longevity compensation):
5 years of service $45.00 per month
10 years of service $50.00 per month15 years of service $55.00 per month20 years of service $60.00 per month
25 years of service $65.00 per month
The member's anniversary date plus prior service credit granted by the City Councilwould serve as the effective date for longevity. The longevity would be paid annuallyon the first regular payday in December of each year and the normal payroll deductionswould apply.
ARTICLE 14. EMPLOYER AUTHORITY
14.1 The Employer retains the full and unrestricted right to operate and manage allmanpower, facilities/ and equipment; to establish functions and programs; to set
and amend budgets; to determine the utilization of technology; to establish andmodify the organizational struchire; to select/ direct and determine the numberof personnel; to establish work schedules; and to perform any inherent
managerial function not specifically limited by this agreement.
14.2 Any term and condition of employment not specifically established or modifiedby this Agreement shall remain solely within the discretion of the Employer tomodify/ establish, or eliminate.
ARTICLE 15.MILITARV LEAVE
15.1 Military Leave will be provided in accordance with state and federal law.
ARTICLE 16. COMPENSATION
16.1 Regular Salaries - The hourly salaries for those governed hereby shall/ for theperiod of the contract, be paid in accordance with Appendix A,
16.2 The wage schedule in Appendix A shall not consh'ain the Employer from hiring
an employee at any step in the schedule,
16,3 The parties agree to re-open the 2021 — 2023 Labor Agreement for the purpose of
meeting to negotiate the issue of wages in 2023. The issue of wages may broadlyencompass changes to wages and the wage schedule at Appendix A (Wage
Grids); changes to Article 16; and other terms surrounding the possibleimplementation of a wage and class compensation study. All other terms of theLabor Agreements will remain in effect and shall not be subject to negotiation forthe duration of the 2021-2023 Labor Agreement.
ARTICLE 17. SAVINGS CLAUSE
If any provisions of this contract/ or the applications of such provisions/ should be
rendered or declared invalid by a court of competent jurisdiction from whose final
judgment or decree no appeal has been taken within the time provided/ or by reason of
any existing or subsequently enacted legislation/ rule or regulation, the remaining partor pardons of this contract remain in full force and effect. The voided provisions may
be renegotiated at the request of either party,
ARTICLE 18. SICK LEAV^/SEVERANCE PAY
18.1 Each full-time employee shall receive one (1) day per month sick leaveallowance/ cumulative to a maximum of 140 days (8 hours per month and a
maxunum of I/120 hours). Sick Leave will be granted for bona fide personalinjury or illness/ medical examination/ medical treatment/ or legal quarantine.
Sick Leave usage shaU be subject to verification by the Employer.
18.2 Emergency Leave: Emergency Leave may be granted to any employee governedhereby in the event of serious illness or other emergency in the family of saidemployee that wffl require the employee's attendance and shall be for the achial
time required. Employee desiring such leave shall make application therefore to
their supervisor and such tune as is granted shall be chargeable against theemployee's sick leave account. The granting of such emergency leave shall notbe unreasonably or arbitrarily withheld.
18,3 Injury on Duty: Any employee injured on duty and unable to work wUl receiveInjury On Duty (IOD) pay for up to sixty (60) days per injury. The IOD pay willbe the difference between the employee's regular pay and Worker's
Compensation insurance payments. The IOD pay will not be charged to theemployee's sick leave/ vacation or any other accumulated benefits. After IOD
benefits are exhausted/ an employee may use sick leave to supplement Worker's
Compensation benefits.
18.4 Funeral Leave: In the case of death in the employee's or their spouse's
immediate family (spouse/ children/ parents/ brothers/ sisters/ grandchildren/
grandparents)/ the employee shall be granted up to a maximum of three (3) daysFuneral Leave with pay. Funeral leave in excess of three days may be granted
by the Employer and will be charged against the employee's sick leave.
18,5 The terms of the City's "Family and Medical Leave" Policy will apply to allmembers of this bargaimng unit.
18.6 Severance Pay (for employees liired prior to January I/ 2006);
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A, Employees must have a minimum of five (5) years of fuU-time
employment to qualify for severance pay.
B. Severance pay for //non-retiring" employees wUl be based on 50% of
accrued sick leave up to a maximum of 60 days (50% of 120 days) and wiUbe paid into the Minnesota State Retirement System (MSRS) Health CareSavings Plan. Non-retiring employees shall include those whoseemployment by the City ceased due to/ resignation or who otherwise
leave the department in good standing. Non-retiring employees whose
employment ceased due to death will be paid as per this section/ with theexception that the amount will not be paid into the Minnesota StateRetirement System Healfh Care Savings Plan.
C. Employees who are eligible for a retirement annuity or disability annuity
under the Minnesota
Public Employees PoUce and Fire Fund will receive severance pay basedon one of the following options;
1), Three-Fourths 3/4ths) of accrued sick leave up to a maximum of
105 days (3/4thsof 140 days).
2), Payment based on a combination of years of employment with theCity and a percent of the employee's current base salary
(annualized as follows):
10 years c= 20% of salary
15 years != 25% of salary
20 years = 30% of salary25 years = 35% of salary30 years = 40% of salary
D. The severance pay selected by eligible retiring employees/ in addition toaccumulated vacation/ comp. time and holidays/ will be paid into the
MSRS Health Care Savings Plan/ as aUowable by law.
18,7 Each Union employee shall be granted up to a maximum of three (3) personalleave days per year/ which/ if taken, will be deducted from their available sickleave days and may be taken at such time as the head of the department shalldesignate,
18.8 Wellness Plan - Payment for sick leave days earned, but not used/ in excess of the
maximum accrual of 140 days during a calendar year will be at the rate of $15 perday (maxunum payment per year is $180 -12 days x $15). The lump sumpayment wUl be paid on the first regular payday in January of the followingyear,
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18.9 Catastfophlc Sick Leave Bank: One-half of the sick leave days earned/ but not
used m excess of the maximum, accrual of 140 days during a calendar year, maybe placed in a "Catastrophic Sick Leave Bank". No severance pay or weUness
plan payment would apply to these excess sick leave days/ and they may be usedfor extended illness or injuries only after the employee has used up their normal
sick leave days accrued.
18.10 Donation, of Personal Leave or Vacation: Each Union employee may donate up
to two personal leave days or vacation days per year to another employee underthe followitig conditions:
A) The maximum number of days being donated to an employee cannot exceed
ten days per twelve months.B) The employee receiving the days must have used up all accrued paid leave
days (i.e, - vacation, holidays/ sick leave days.)C) The employee receiving the days must qualify under the City's Family
Medical Leave Policy.
ARTICLE 19. UNIFORM ALLOWANCE
19.1 All necessary uniforms and equipment for or used by employees of the PoliceDepartment shall be furnished and maintained by the Employer.
19.2 The position of "Investigator" receives an annual clothing allowance of $500 per
year. Invoices verifying the purchase of clothing must be approved by the Chiefof Police and submitted for payment within each calendar year.
19.3 The Employer wiU reimburse an employee up to $100,00 per year towards thepurchase of footwear/ with a maximum accrual of three years, Boots will be
replaced at 100% of cost if destroyed/damaged during work activities.
ARTICLE 20. VACATIONS
20.1 All full-time employees earn vacation time as follows:
ANNIVERSARY HOURS ANNIVERSARY HOURS ANNIVERSARY HOURSYEAR EARNED YEAS EARNED YEAR EARNED
1............. 80 8............. 104 15 ............. 128
2 ........... 80 9............. 112 16 ............. 160
3............. 80 10 ............. 120 17 .............160
4............. 80 11............. 120 18 ............. 168
5............. 80 12 ............. 120 19 ............. 176
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6,............ 88 13 ............ 128 20 .,....„.„.. 184
7............. 96 14 ........... 128 21 .„.„„„.. 192
25+.........,200
In computing vacation benefits/ the length of service wUl be based upon the
anniversary date of the employee,
20,2 Any employee with more than one year of service who leaves the employment of
Employer will be paid for unused vacation time that the employee has accrued.In computing pay or retirement entitlement, length of service will be based uponthe anniversary date of employee's employment by the Employer.
20.3 Employees shall be allowed to accumulate vacation time up to 60 daysmaximum/480 hours, No vacation days will accrue over the 60 days/480 hourmaximum. Vacations shall be taken with the approval of the head of thedepartment.
ARTICLE 21. WORK WEEK
21.1 The sole authority in. establishing work schedules is the Employer. The normal
work year will be 2^080 hours for a full-time employee and shall be accounted for
each employee through:
A) Hours worked on assigned shifts;
B) Assigned tratning hours; and/
C) Authorized paid leave time.
21.2 Hours worked in excess of the employee's scheduled shift will be considered
overtime/ to be compensated for at the rate of time and one-half (11/2) of thecurrent base compensation of the employee involved, The overtime hours that
will apply to any new shift schedule developed during this conb-act period willbe determined prior to any Employer approval.
21,2,1 All employees may accumulate compensatory time in lieu of overtime atthe appropriate overtime rate of accumulation. A maximum of 80 hours
may be carried over from- year-to-year. Excess comp tune over 80 hours
will be paid on the first regular payroll in January - at the previous year'srate of pay. (i,e. Excess comp time paid in January 2019 wUl be paid at theofficer's rate of pay as of December 31, 2018).
21.3 Meal tune while at training wUl not be subject to compensation if such
compensation would result in overtime, The Employer will continue to
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reimburse employees for the cost of meals while at training within the amounts
approved by the City Council for meals.
21.4 Travel tune will be compensated when employees are assigned to training
located greater than 30 nules traveling distance by the shortest means on
improved roads from the Police Department. The Employer may reasonably
, adjust the work schedule for employees attending training in order to reduce theaccumulation of overtime,
21.5 Nothmg contained in this or any other Article shall be interpreted to be aguarantee of a mimmum or maximum, number of hours the Employer may
assign employees.
21.6 Off-duty call-backs for such matters as court appearances or other police
activities will be considered overttme/ compensable as such/ and wUl be allowed
when requested by the Chief or Assistant Chief for a minimum of two (2) hoursfor each call-back/ with the exception of when this call-back is an extension of the
involved employee's regular shift.
21.7 Employees who receive a notice for court shall be paid one (1) hour straight timepay if the court appearance is cancelled after 4:00 p.m, the day prior to the courtappearance.
ARTICLE 22. NIGHT SHIFT AND SHIFT DIFFERENTIALPAY
22.1. Night Shift Differential Pay shall be paid for any hours achially worked between7:00 pm and 7:00 am at an additional $1.55 per hour/ effective January 1,2021, atan additional $1.60 per hour effective January 1,2022, at an additional $1.65 perhour effective January I/ 2023. The night shift differential pay does not affectovertime, base pay/ or severance. It does not apply to split shifts,
22.2. Shift Commander Differential Pay shaU apply to all shifts where a patrol officeris required to assume the duties normally covered by a sergeant for the majority
of the patrol officer's shift. The amount shall be $18.00 for the shift. The shiftcommander differential pay does not affect overtune, base pay, or severance. It
does not apply to split shifts.
22.3. Field Training Officer, Officers designated as Field Training Officer (PTO) andperforming assigned FTO duties will receive sergeant/investigator pay for aUhours while performing FTO duties, There is no additional compensation for a
sergeant or investigator working as an FTO.
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ARTICLE 23. MISCELLANEOUS
23.1 The City agrees to pay all administrative costs for implementing a flex benefitplan for employees,
23,2 Employer will be responsible for the payment of tuition and fees for all trainingrequired by the Employer. Employer wiU pay mileage, meals, and lodgmg for allrequired out of town training as per City poUcy.
23.3 The City will cover the cost of the employee's P.O.S.T. License fee as they come
due every three years.
ARTICLE 24. PART-TIME EMPLOYEE BENEFITS
24,1 Part-time Benefit Rate: This wUl be established on an annual basis using therelationship of achial hours worked as a part-time employee compared to that of
a full-time employee (i,e. 1/040 hours represents 50% of a full-time employee's
hours - 2,080 hours per year). A new part-time employee must work one full (12
months) year to establish a benefit rate prior to any accrual of benefits. The baseused for calculating benefit time periods throughout the contract for part-time
employees will be eight (8) hours per day/173.333 hours per month/ and 2/080hours per year.
24.2 Holidays; Part-time employees will be compensated for Holiday hours based onthe benefit rate established after their first year of employment and each yearthereafter. Part-time shift workers will be granted a prorated number of hours
off in Ueu of based on thetr established benefit rate (See Article 8). SpecialHoliday Pay covered under Article 8,3 does not apply to part-tune employees.
24.3 Health and Life Insurance:
24,3,1. A new part-time employee wiU be eligible to be a member of the City'sGroup Life Insurance Plan as outlined in Article 9.2.
24.3.2 The City will pay up to 95% of the cost of a $300 deductible Single HealthInsurance Plan/ and the employee witl be responsible for the balance (5%).
24,3.3. The Employer's share of a Farruly Health Insurance Plan and Terra Ufe
Insurance is as outlined in Article 9.1.
24.4 Sick Leave/Severance Pay: The benefits covered in Article 18 will be prorated bythe '"Part-time Benefit Rate" established for each part-time employee on an
annual basis/ and all reference to periods of time will use eight (8) hours per day,173.33 hours per month/ and. 2/080 hours per year (See Article 18).
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24,5 Vacation: Part-time employees will accrue vacation hours based on the benefit
rate established after their first year of employment and each year thereafter (i.e,
a part-time employee who works an average of 1/040 hours per year would earn
the equivalent of five (5) days vacation per year durmg their first five years ofemployment (50% of the conh'act vacation schedule). (See Article 20),
24.6 Work Week: Work schedules for part-time employees should not exceed 80
hours over a 14 days payroll period, Overtime pay at the rate of one and one"
half times their hour hourly salary will apply to any hours worked m excess ofthe 80 hours per payroll period. (Articles 21.2,21.6 and 21,7 do not apply to part-time employees).
Note: Paid Leave (i.e, vacation/ holidays/ and sick leave) shall not be used to
create an overtime situation during a pay period.
ARTICLE 25. DURATION
25.1 This contract shall be effective as of the first day of January 2021 and shall remainin full force until the 31st day of December 2023. Employer agrees to implementthe terms of this contract into the form of an ordinance or resolution and shall
make every effort reasonable to propose and secure enactment of any law,ordinance/ or charter amendment that may be necessary to effechiate the terms
and intent hereof.
ARTICLE 26. WAIVER
26.1 Any and all prior agreements/ resolutions/ policies/ rules/ and regulationsregarding terms and conditions of employment/ to the extent inconsistent with
the provisions of this Agreement/ are hereby superseded.
26.2 The parties muhially acknowledge that during the negotiations that resulted mthis Agreement/ each had the unlimited right and opportunity to make demandsand proposals with respect to any term or conditions of employment notremoved by law from bargaining. All agreements and understandings arrived at
by the parties are set forth in writing in the Agreement for the stipulatedduration of this Agreement. The Employer and the Union each voluntarily and
unqualifiedly waives the right to meet and negotiate regarding any and all termsand conditions of employment referred to or covered in this Agreement or with
respect to any term or condition or employment not specifically referred to orcovered in this Agreement, even though such terms or conditions may not have
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been within the knowledge or contemplation of either or both of the parties atthe time this contract was negotiated or executed.
ARTICLE 27. REOPENER
In the event that the health insurance provisions of this Agreement fail to meet therequirements of the Affordable Care Act or its successor law and its related regulationsor cause the Employer to be subject to a penalty, tax, or fine, either party may request thatthe other party meet and negotiate over amendments to those health insurance provisionsthat the requesting party deems necessary. In such negotiations, the rights and
obligations of the Union shall be subject to the provisions of Minn, Stat, §179A,06/ and therights and obligations of the Employer shall be subject to the provisions of Minn, Stat.S179A.07.
LAW ENFORCEMENT LABOR CITY OF THIEF RIVER FALLSSERVICES INC.-_.__
^Keith Terlinden/ Business Agent BrialT.Holm.er, Mayor
Date: 6- ^ nln3\ Date:_^li»r^X-
y^^/^^2^--,<.
Mark Bruggeman/ C^cal #193 Steward ^(nge^a Philipp, d:ity Administrator
Date: ^- W-21 Date: 1^^
^v^A-Dustin Arlt, Local #193 Steward
Date: 6" - 5C5- ^\
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CITY OF THIEF RIVER FALLS
APPENDIX A
A) PATROL OFFICER (Grade Level 6) Hourly Salary
1.75% 1.75% See Article 16.3STEP TIME IN 01/01/21 01/01/22 OV01/23NO.1 Start-lyr 24.41 $24.842 lyr.-2yrs, 26.98 27.463 2yrs.-3yrs. 29.55 30,074 Over 3 yrs. 32.12 32.69
B) SCHOOL RESOURCE OFFICER, Officers designated as the School ResourceOfficer (SRO) shall be compensated at a rate of 1.5% above the officer's current
designated hourly salary. This provision only pertains to when this is a patrolofficer, not when it is filled by a Sergeant or Investigator.
C) SERGEANTS AND INVESTIGATOR - (Grade Level 7) - Shall receive 6.5% per hourabove the top patrol officer salary (01/01/21 = $34.21; 01/01/22 = $34.81 and01/01/23 (to be determined).
D) Part-time employees will progress through the salary schedule based on actualhours worked. The //Time In// above will be calculated using a base of 173.33 hours
per month and 2/080 hours per year.
E) CANINE OFFICER. Officers designated as Canine Officer shall be compensatedwith one-half (1/2) hour off of their normal shift for maintenance of the cantne. In
the event the officer is not able to leave the regular shift Vi hour early/ theappropriate overtime rate or comp time calculation shall apply, if applicable.Officer taking leave for a shift may reduce leave by Vz hour, in which the officer willbe paid a regular Vz hour rate of pay. On scheduled days off/ the officer will receiveone-half hour (1/2) hour comp time per day at overtime calculation.
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