4.6 SR 03-17-2025The Elk River Vision
A welcoming community with revolutionary and spirited resourcefulness, exceptional service, and community
engagement that encourages and inspires prosperity
Request for Action
To
City Council
Item Number
4.6
Meeting Date
March 17, 2025
Prepared By
Cal Portner, City Administrator
Item Description
Collective Bargaining Agreement 25-02 - Law
Enforcement Labor Services (LELS) #589
Reviewed by
Lauren Wipper
Tina Allard
Action Requested
Approve Collective Bargaining Agreement 25-02 with Law Enforcement Labor Services (LELS) #589 Police
Department Clerical/Technical Employees.
Background/Discussion
The non-sworn, non-supervisory police department staff voted to organize into a collective bargaining unit.
Following a successful petition through the Minnesota Bureau of Mediation Services, they selected Law
Enforcement Labor Services to represent them in representative matters. The new union includes seven
employees with the following job titles: Receptionist/Secretary, Records Clerk, Senior Administrative
Assistant, CSO II/Evidence Technician, and Investigative Analyst.
LELS provided city staff with a draft contract in early January. After review and just three meetings, both sides
agreed to a final agreement. The initial agreement is for one year. Both sides agreed to the short term due to
potential actions of the state legislature and in the interest in getting the core agreement complete without
delaying 2025 pay and benefits. The contract largely follows the city personnel policy manual and the current
compensation plan approved by the Council each December.
Financial Impact
The employees and benefits included are within the approved 2025 city budget. The annual COLA includes a
1% market adjustment to maintain the City Council's desires for wages to be within the average of our 12
peer cities.
Mission/Policy/Goal
Elk River Mission
Attachments
1. Union Contract Signed by Robin and Darian 3.11.25
Page 59 of 304
MASTER LABOR AGREEMENT
BETWEEN
THF., CITY OFELKRIVER
r
AND
LAW ETTFORCEMENT LABOR SERVTCES, INC.
(LOCAL s8e)
law Enlorcement
labor Serulces, lnG.
Effective January l, z0zirtlrough December 31, 2025
Page 60 of 304
Table ofContents
ARTICLE I. PURPOSE OF INTENT .,................ I
ARTICLE2. RECOGNITION
ARTICLE 3. DEFINITIONS
ARTICLE 5. EMPLOYER SECURITY .............3
ARTICLE 6. UNION SECURITY
I
3
3
5
5
ARTICLE 12. OVERTIME 6
ARTICLE I3.INSURANCE,7
ARTICLE 14. UNIFORMS 7
ARTICLE 15. SICK LEAVE.7
ARTICLE I 6. BEREAVEMENT LEAVE 7
ARTICLE 17. SEVERANCE
ARTICLE 18. VACATION 8
ARTICLE I9. HOLIDAYS 9
ARTICLE2O. ON CALL 9
ARTICLE2I. COMPENSATORYTIME PROVISIONS t0
ARTICLE 7. EMPLOYEE RIGHIS - GRIEVANCE PROCEDURE.
ARTICLE 8. SAVINGS CLAUSE
ARTICLE 25. DURATION
ARTICLE 9. SENIORITY
ARTICLE 23. POSTEMPI,DYMENTHE{LTH CAAE&{VINGS PI,AI{l0
lt
Appendix A t2
Page 61 of 304
ARTICLE I. PURPOSE OF INTENT
This Agrcanent is entercd into as ofJanuary l, 2025, betwecn the City of Elk River, hereinafter called the
Employcr, and the Law Enforcement Labor Sorvice.r, Inc., Looal 5E9 (LBLS), hereinafter called lhe Union. It
is the intent and purpose ofthis Agreemcnl to:
l.l Establish procedures for the resolution ofdisputes conceming lhis Agrcement's interpr€tation and/or
application; and,
1.2 Place in written fonD the padies agrcemert upotr tsrms and conditioss ofemployment for the
duration of thls Agroement,
ARTICLE2. RECOGNITION
2.1 The Employer recognizes the Union as the exolusive represe ativq under Minnesota Statutes
179A'.03, Subdivision 8, for all regular full time policc personnel in the followingjob classification
AII cletical and lechnical employe* of lhe Bllc Nver Pollce Depa'nnenl, Elk River, Minnesola, vho
are public enryloyees vithin the neanlng of Mlnn. Stat. 179A.03, subd. 11, excluding Temporary
Comnnmlly Semice Oficer l, supervisory enfloyex, and coty'identlal employees vllWn lhe meaning
oflfrnn. Stat. 179A.03, suM. 17 and 4, and all other earploltees.
2.2 In the event the Employer and ttre Union are unable to agree as to the inclusion or exslusion ofa ne*
or modified job class, the issue shall be submitted to the Buuu of Mediation Services for
determination.
ARTICLE3.DEFINITIONS
3.1 UNION: t aw Enforcement Labor Ssyices,Inc. (LELS) Local No. 589.
3 .2 UNION MEIVIBEk A member of the Law Bnforcement Labor Sorvices, lnc., (Local No. 5E9).
3,3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3 .4 DEPARTMENT: The Cip ofElk River Police Department
3.5 EMPLOYER: The City of Elk Rircr, Minnesoh
3.6 CHIEF: The Police Chief for the City of Elk River, Minnesota Police Department
3.7 UMON STEWAP.D: Employee electcd or appoinred by the [^aw Enforrement tabor Services, Inc.,
(Local No. 589).
3.8 OVERTIME: Work performed by a non-exempt Employee at tho express authorization of the Employer
in cxcoss of40 hours per week.
3.9 SCI{EDI LED SHIFT: A consecutivs work period inoluding Rest Breaks and an unpaid Lunch Break.
3.10 REST BREAKS: Periods during the Soheduled Shiff during which the Employee rcmains on continual
duty and is responsible for assigned duties.
3.1I LUNCH BREAK: An unpaid poriod durlng the Scheduled Shift during whioh the Bmployee is not
rcspolrsible for assigned duties,
3.12 STRJKB: Conccrtcd action in failingto report for duty, the willful absence from orc's position, the
stoppage of work, slowdowr, or abstinence as a whole or in part from the full, failhful, and proper
perfonnance of the duties of employment for the purpses of including influencing or coercing a
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3.13
3.14
changs in th6 conditions or compensation ofthe rights, privilegas, or obligations ofemployment.
COMPENSATORY TIME: A non-exempt Employee's time offa regularly Scheduled Shift with pay
in lieu of Overtime pay, taken with prior approval ofthe Employer.
PROBATIONARY PERIOD: That period from dote of hire until an Employee, widr successful
performance, is certified as a regular full time Employee as per lhe following:
a. NewHire: Six (6) months from date ofhfue.b, Promotion: Six(6) months from the date of promotion.
ARTICLE 4. EMPLOYER AUTHORITY
The Bmployer has and will continue to rctain, whether oteItised or not, the sole and ur€stricted right to
opente and manage its alfairs in all respects and to perform any inhercnt managcrial firnction not speoifically
limited by the expross provisions ofthis Ageement.
The riglrts of the Bmployer, thmuglr its manEgpmcnt o{Iicial, shall include but not bc limited to thc following:
l) The right to opemte and manage all manpow€r and facilities and equipment,
2) to s€t and amend budg€ts,
3) to establish and modi! the organizational structure,
4) to determine the purpose or mission of lhe organization in each of its depafimenls or units,
5) to establish functions and programs,
6) to introduce new or improrred methods ofwork and to det€rmine the utilization oftechnologJ/, to exercise
control and disq€tion over the organization atrd the effioiency, economy, and productivity of operations,
A to s€t stsndards for work services to the publis,
8) to change or elimimte the adsting work scb€drrlos, to assign work, overtime, leave time, and sckdule
working hourq
9) to hire, examine, classi!, promote, train, lransfer, assign and schedule Employees in posilions with the
Employer,
l0) to suspend, demote, dischsrge or take other disciplinary aclion against the Employees forjusl cause,
I l) to increase, rcducg chage, modify or alter the compcition and size of lhe work force,
12) to lay off Employe€s,
13) to reallocate positions to higher or lower classifications,
14) to determin€ locations, methods, means and numbcrs ofpcsonnel by which op€rations arc to be
mnducted,
l5) to establish, modi$, combine or abolish job classifications,
I Q to determine whclber goods and se.rvices are to b€ pmvided or purchased, and
I7) to direct the Employe€s.
Ary term or condition of ernployment nor specifically €stEblislred or modified by this Agrcemont shal I t€main
solely within the discrctiotr of the Bmployer to modifr, establish, or etiminde.
Nothing in the agr€ement shall prohibit or rcslrict the dght ofthe Employer tom subcontracting work
performed by employees covered by this agrcment
Page 63 of 304
ARTICLE 5. EMPLOYER SECURITY
5.1 The unioq its oflicers or agents, and the Employees covered by this agr€ement, agr€e that during the
life ofthis agreement it will not caus€, encourage, partioipate in or suppod any slowdown, other
interruption of or interference with tlte normal functions of the employer.
5.2 If any employee violatos this adicle, the union shall immediately noti! any such employee in writing
to cease and desist from such action and shall instruct them to immediately retum to their normal
duties. Any or all employees who violatc any ofthe provisions of this article may be disoharged or
otherwise disciplined.
5,3 The employer's failure to exercise any right, prerogative, or function hercby reserved to it, or the
employer's exercise ofany such right, prerogative, or firnction in E padisular way, shall not be
considercd a waiver ofthe employer's right to exeroise such right, prerogative' or funotion or
preclude it from exercising the same in some other way not in conflict with the express pmvisions of
this agr€€ment.
ARTICLE 6. T'MON SECI]RITY
6.1 The Employer shall deduct from the wages ofEmployees who authorize such a deduction, in writing
atr amount nec€ssary to cover monthly Union dues. Such monies shall be remittcd directly to Law
Enforcernent Labor Services, Inc, monthly.
62 The Union may designate Employe€s tom the bargaining unit to act as a Union Steward and an
altemate, The Union shall inform lh Employer, in writing, ofsuch choice and changes in the position
of Steward and/or altemate.
6.3
6.4
6.5
The Employer shall make space available on the employee's bulletin board for pmting Union nolic{s)
and announcemen(s).
Law Enforcement labor Services, Inc. shall indemni$ the Employer for any successfirl employee
claim for unauthorized employer deduction made by relying on Law Bnforcement Labor Services,
lnc.'s submission ofmembership authorizations or certification or regarding the employee's
authorizatioo for the dus deduction or for any succes$rl employee claim for unaulhorized employer
deductions by relying on information from Law Bnforcement Labor Services, Inc regarding changing
or canceling dues deductions,
The Union shall request access to the premises ofthe Employer at reasonable times and subject to
mutualty ageed upon reasonable nrles to investigEtg grievances and for olher r€asonable purposes.
ARTICLE 7. EMPLOYEE RIGHTS - GRIEVAI.ICE PROCEDT RE
A griwance is dcfined as a dispute or disagrecnent as to the interprctation or application ofthe specific terms
and conditions of this Ageement.
7.1 Union Stewards: The Ernployer will recognize Union Stewards designated by the Union !s lhe
grievance repr€sentatives ofthe bargaining unit having the duties and responsibilities established by
this Article. Tho Union shall nodry lh€ Employer, in writing oflhe namcs ofsuch Union Stewards
and oftheir successors when so designsted as provided by Section 6.2 ofthis Agreement.
7 ,2 Processing of Grievance: It is rccognized and accepted by the Union and the Employer lhat the
processing ofgrievance, as hereinaffer provided, is limited by thejob duties and responsibilities of
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'1.3
7.4
the Employees snd shall, therefore, be accomplished during normal working houn only when
consistent with such Employee duties and responsibilities. The aggrieved Employee and a Union
Steward shall be allowed a rieasonable amounl of lime without loss in pay when a griwance is
investigated and pr€sented to the Bmployer during normal working hours provided lhat the Employee
and the Union Steward have notilied and received the prior approval ofthe designsted supervisor who
has determined lhat such abs€nce is rcasonable and would not bc detrimental to the work programs of
the Employer,
Procedure: Grievances, as defined by this artlcle shall be resolved in mnformance with the following
procedurc:
Slep L An Employe claiming a violation conceming the interpretation or application of lhis
Ageement shall, withh fourt€€n (14) calendar days ftom the alleged occurencg present in
wriling the naturc ofths grievance, the facts on which it is based, the provision or provisions
of the Agreement &llegedly violatd and the remedy requested to lhe Employee's supervisor
and Chief. The Employer shall answer the Employee and the Union, in writing within ten
(10) calendar days aller receipt. A grievance not resolved in Step I shall be appealed to Step
2 within t€n (10) calendar days after the Employer Step I rrsponse,
Step 2. lf appealed, the written griwance shall be prcsented by the Union to the city administrEtor.
The city administrator and the Union shall sohedule an in-person mecting to include
necessary participsnts within ten (10) oalendar days ater rcceipt ofsush Step 2 grievance.
The City and Union slnll make ev€ry ofrort for timeliress. The city administrator shall respotd,
in writin& to the Union within five (5) caleedar days affer the meeting, A grievance not resolved
in Step 2 may bc appealed to St€p 3 wi$in ten (10) calendar days following the city
administrator's final Step 2 answer,
Step 3. A grievance unresolved in Step 2 and appealed to Step 3 by lhe Union may be submitted to
the Minnesota Buleau of Mediation Services for mediation or to arbitratio! within ten (10)
calendar days following the final Step 2 answer. Ifthe grievance is submitted to mediation
and is not resolved, it may be appealed to arbitration within ten ( I 0) calendar days following
mediation The Union shall request a list ofarbitrators to be submitted to the panies by the
Bureau of Medialion Services.
Arbitrator's Authority:
a. The arbitrator shall have no right to amend, modiff, nulli$, ignore, add to, or sublract from
the terms and conditions ofthis Agreement. The arbitrator shall consider and deoide only the
specifio issuds) submitted in writing by the Employer and the Union and shall havo no
Euthorlty to d6ide on any oth€r issue not so submitted.
b.The arbitrator shall be without powec to make decisions contrsry to, or inconsistent with, or
modi$ing or varying in 8rry way lhe application of laws, rules or regulEtions having the
force and effect of law. The arbitratoy's decision shall be submined in writing within thirty
(30) days following the close ofthe hearing or the submission of briefs by the pErti€s,
whichever be later, unloss lhe parties agrco to an extension. Thc decision shall be binding on
both the Employer and the Union and shall be based solely on lhe a$ibatoy's inlerpretation
or application ofthe express tenns of this Agreement and to lhe fEc& ofthe grievance
presented.
The fees and expenses for the arbitratoy's services and proceedings shall be borne equalty by
the Employer and tlr Union, provided thal each party shall be responsiblo for compensaling
its own reprcsenlatives and witnesses. Ifeither party desircs a verbatinr record ofthe
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c,
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7.6
proceedings, it may cause such a rccord to be made, providing it pays for the rccord. Ifboth
pa(ies desire a verbatim record ofthe procecdings, the cost shall be sharcd equally. Ifa
record is requested, the arbitrator shall receive a copy at no cost.
Waiver: lfa grievance is not prescnted within the time limits set forth above, it shall be consider€d
'waived.' If a grievance is not appesled to the next step within lhe specilied time limit or any agreed
extension thereof, it shall be considerrd settlcd bosed on the Employer's last answer. Ifthc Brployer
does not arswer a grievance or an appeal thereofwithin the specified time limits, the Union may elect
to treat lhe grievances 8s denied at that step and immedialsly appeal the griovance to the next stop,
The time limit in each step may be exterded by mutual written agreement of the Employer and the
Union in each step.
Choice ofRemedy: It because ofthe Employeds response in Step 2, the grievance rcmains
unrcsolved and if the grievance involves the suspension, demotion, or dischargg ofan employee who
h&s completed the required probalionary period the grievance rnay be appealed either to Step 3 of
this Article or to another procedure such as Velerars Prcference. lfappcaled to any procedure other
than Step 3 of this Articlg the grievance shall not be subject to the arbitralion procedure provided in
Step 3 of lhis futicle. The aggrieved employeo shall indicate in witing which procedurc is to be uscd
- Step 3 ofthis Article or an altematiyo proccdure - and shaU sigrl ! statqrent to the effcct that the
choice ofan alternate pocedure precludes the employee from making an appeal through Step 3 of
this Article.
ARTICLE 8. SAVINGS CLAUSE
This Agrcement is subject to the laws ofthe United States, the State of Minnesota, and lhe City ofElk River,
Minnesota. In the event any provisions ofthis Agrcement shall be held to be contrary to law by a court of
competent jurisdiction from whose final judgnent or decrce no appeal has been taken within the time limits
provided, such provision shall be voided. All other provisions ofthis Agreernent shgll continue in full forpc
and effecL The voided provision may be r€negotiated at the written requcst ofeither party.
ARTICLEg. SENIORITY
Seniority shall be determined by the regular full time Employee's length of continuous employment wilh thc
Police Department and posted in an appropriate location, Seniority rosters may bo maintained by the
Employer or designeo based on time in grade and time within specific classifications.
9.1 During lhe Probationaqr Period, a newly hircd or rehired Employee may be disoharged at the solc
discretion ofthe Employer. During tho Probationary Pcriod, a promoted or reassigned regular ftll
time Employee may be replaced in the Employee's previous position at the sole discrEtion ofthe
Employer.
9.2 A reduction of the worldorce will be accomplished based on seniority. Regular full time Employees
shall be recalled fmm layoffbased on seniority. A qualified, as determined by Employer, regular full
time Employee on layoffshall have an opporlunity to r€tum to work within two (2) years of the lime
oftheir layoff bcfore any new Employeo is hired.
ARTICLE IO.DISCPLINE
The Bmployer retains the sole discretion 1o determioo what behavior warants dlsciplinary action and which
aotion will be imposed,
l0.l The Employer will discipline Employees forjust cause only. Disoipline will be in one or more ofthe
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7.5
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102
10.3
10.4
following forms:
a. oral reprirnand;
b. written reprimand;
c. suspension;
d. demotion; or,
e. discharge.
Suspersions, demotions, and discharges will bo in written form,
Written reprimands, noticcs of suspension, notices of demotion, and notices of discharge which are to
become part ofan Employecrs personnel file shall be read and acknowledged by the signaturc of tfie
Employee. Employees and the Union will receive a copy ofsuch reprimands and/or notice.s.
Employes may examinc their own individual personnel files in accordance with thc Minnesota
Govemment Practices Act.
10.5 Employees will not be questioned conccming an employment investigation for disciptinary action
unless the Employee has been given a rcasonable opporlunity to have a Union Steward pr€scnl at such
questioniag
10.6 Grievances relating to lhis Article shall be initiated by the Union in Step 3 of thc grievance procedure
under Arlicle 7.
ARTICLB 1 I. WORK SCIIEDULES
The normal wott year for rcgular non-excrnl* or o(ompt ftll time Bmployees is two tfiousand and eighty
(2080) hours, to b€ accounted for by each Bnployec through:
a. hours worked on assigned shitg
b. holidays;
c. assigned training or,
d. authorized leave time.
I l.l Nothing contained in this, or any other Adcle shall be interpreted to be a guarantee of the minimum
or maximum number of hours the Employer may assign Employees.
11,2 Employees shall not take their Rest Break or Lunch Brcak during the during the fust or last hour of
their shift.
I1.3 Summer work schedules are set solely at the discretion ofthe Chief.
ARTICLE 12. OVERTIME
Non-exempt Employees will be compensated at one and one-half(l }{) times lhe Employee's regular rate of
pay for hours worked in excess oftl0 hours per weok,
l2.l Paid lnlidays, bereavement leave, vacation, compensatory time, sick leavg and BSST when us€d
conslstent with Bmployer sick leave, shall be the only non-workdays with compemation corBid€red
for purposcs of computing oye ime compensation.
12.2 Changes ofshiffs do not qualifr an Bnployee for Overtime under this Article.
12,3 Overtime will be distributed as equally as pmcticable.
12.4 Overtime refused by Employees will, for record purposes underArticle 12,3, be considered es unpaid
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Ovefiime worked.
12.5 For the purpose ofcomputing Ovsrtime oomp€nsatio& overtime hour wor*ed shall not be
pyramidcd, compounded, or paid twlce for the same lrours worked.
12.6 Ovcrtime will be calculated to lhe near€st fifteen ( I 5) minutes.
12.7 Employees have the obligation to work Overtime or call bacls as r€quested by the Employer unless
unusual oircumstances prevont the employee from so working, The minimum call back will bc two
hours.
ARTICLE 14.I.JNIFORMS
The CSO IUEvidence Technicians and Investigative Amlyst shsU be qedited with an annual miform allowance
accortrf to be used on a vomlpr system basis. All iterns c,hrged to lhe Employer mlBt rEceiw prior approval ofllF
Chief. The momt chrged sball not orceed tle outstandiry belance in the Employee's uniforn allowance accorml
Tlp annual unifum allowance amour[ will be c folloun:
CSOII/Bviderce Technician - $700 per year.
Investigathrc Analyst - $250 per year.
ARTICLE 15. SICKLEAVE
The Union shall be eligible to accrue and use Sick t€ave consisteft with the city Personnel Policy Manual. In
the event the City desires to ohange Sick Leave in the Personnel Policy Manual, lhe City and Union shall
open lhe contract for this lone provision,
ARTICLE 16. BEREAVEMENT LEAVE
The Union shall be eligible for Bercavement Leave consistcnt with the city PenoDnel Policy Manual. In the
event the City desires to change Bereavement Leave in the Personnel Policy Manual, the City and Unlon shall
open the contract for this lone provision.
ARTICLE 17. SEVERANCE
An employee resigoing employment may be eligible for a cash payment for a portion of unused sick leave. To
receive a severanse payout, the following conditions shall b€ mel:
. The employee must eam sick leave per the Sick t eave policy above; and
. 'Ihe employee must leave in good standin& not tenninated by the city; and
. S/lr must providc proper notice ofresignation as stated above with city administrator discrdioni End
. S/he must execute a release of claims.
ARTICLE 13. INSI.]RANCE
The Employer shall provide the same hoalth insurance and other insurance benefits available to notr-union
employees. Employees shall receive the same insurance contributiors and benefits as the City's non-union
employ€€s.
I 7. I Payment shall be based on lhe consecutive years of leave-eligible service completed by the employee
with the Cily ofRiver and hiJher accrued slck leave balance. Payment shall be at the rate ofpay when
the resignation is submitted,
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17.2 For Employees hired before August 8, 2023, and completing two (2) years ofconseculive service, the
sweranoe payment is calculated at fifty percenl (50olo) ofthe accumulated sick leave balance up to a
maximum peid offour hundred eighty (480) hours.
17.4 An employee eligible for Severance Pay as notcd above and eligible for PBRA benefits will receive
payout as outlined below
15-19 consecutive years ofservice 60% ofup to 960 hours
20-Z consecutive years ofservicc 65% ofup to 960 hours
2129 consecutive years ofservice ?0% ofup to 960 hours
3&32 consecutive yean ofservicc ?5% ofup to 960 hours
33 or morc consecutive years of service t096 of up to 960 hours
17.5 Accumulated leave in excess ofnine hundred sixty (960) hours is not eligible for a sevcrance payment.
Sick leave shall continue to accumulate in excess ofnine hundred sixty (%0) hours to be used in
Eccordance with the Family Medical Leave Act.
17.6 Due to unforeseen cittumstances and in hiVher sole discretion, the city administrator may grant
exceptions to provide paflial payout prior to five (5) years of service.
ARTICLE lS.VACATION
Vacation leave is accrued based on consecutive years ofleave-eligible servioe, To determine Bmployee's
vacation accrual rale, years ofservice will include all continuous time the employee has worked for the City in
a position that is eliglble for paid leave (including authorized unpaid leave). Employees who are rchired affer
tcrminding city onployment will not receiw crcdit for their prior service unless specifically negotiated at the
lime of hire.
lE,l Leavealigible Employees hired before December 31,2V20, may cany more than 240 hours of vacation
leave during a year but may not carry more than 240 hours forward to the next calendar year.
18.2 Employees hired after January I, 2021, shall accrue 120 working hours per year at the start ofeligible
employment through the completion of their ninth (9th) year. They may carry more than I 20 houn of
vacation leave during a year but may not carry morc than I 20 hours forward to the next oalendas y€ar.
18.3 Bmployees with fewer than eight (8) year ofservice as ofJanuary l, 2021, who elected to reduce their
annual carryover rate in return for the reduced annual ascrual may carry more than their annuEl acgrual
amount ofvacation leave during a yeor but may not carry more than their annual accrual amount
forward to the next calendar year. For this policy, annual accrual amount is defined as the Accrual Rate
hours listed below that reflect the l,ength ofSorvice ofthe employee at the end ofthe calondar yoar.
18.4 Employees accrue vacation leave at the following rates except for the 2021 and later hires and eligible
employees who have requested an acknowledged the ncw accrua! and canyover rste:
Length ofService
From starl of ernplo)ment thmugh completion of the 5th year
Beginning of the 6th year lhrough completion ofthe 7th year
Beginning ofthe 8th year through completion oflhe 9th year
Beginning ofthe lfth yearthrough completion ofthe I lth year
E
Accrual Rate
88 working hours per year
I 12 working hours per year
120 working hours per year
I 2E working hours per year
| 7.3 Employees hired August 8, 2023, or later, and completing five (5) years ofconsecutive service, will
receive a payout as owlined below:
5-9 consecutive years ofservice 400lo ofup to 960 hours
l0 or more consecutive years of service 5070 ofup to 960 hours
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Begirming of the l2th year throwh completion of thel3th year
Beginning ofthe l4th year through completion ofthe l5th year
Beginning ofthe l6th year through completion ofthe lTth year
Beginning ofthe I 8th year
Beginning of the 19th year
Boginning of the 20th year
Beginn ing of the 2 I st year
Beglnning ofthe 22nd year through eompletion ofthe 24th year
Beginning of the 25th year and thereafter
I 36 working hours per year
lzl4 working hours per year
I 52 working hours per year
I 60 working hours per year
I68 working hours per year
1 76 working hours per year
184 working hours per year
192 working hours per year
200 working hours per year
18.5 Vacation leave requircs supervisor approval, Employees may ndre wdim baw durirgttrcir
Probolioury Pedod unl€ss affiorizd by the city adminisrdor. Ernployu hkig mq€ lhar two (2) oonseqiivr
weeks ofwcatkxl or a cfinbination ofvdion ad oompenmtory time mu$ obhin pior aprwd fiun 0r cig
administdor. The city will make every effort to grant vacation time as requested but r€serv€s tb right
to deny or approve yacation schedules.
18.6 4U40l40 Vacation Payout Oplion
Employee may request a ose-time per year payout for forty (40) hous of acomrulated vacation affer
taking at least forty (40) hours ofvacalion leavo provided that affer the reduction ofthe oighty (t0)
hourc the Employee reaim a minimum vacatlon bslEnco ofat least forty (40) houn. The irrcvocable
el€ction to take the 40/40/40 option must be mads by the end oftte calendar year prior lo taking the
vacation, The vacatioa payout will ocrur following a valid written rcquest by ths employec indioating
the above criteria have been met or the second pay day in November of each year, whichever oomes
lirst
ARTICLE 19.HOLIDAYS
Rogular, full-timc employes are eligible to r€ceive eight (8) hours paid time offfor eash of the following
holidays.
New Yea/s Day tabor Day
Martin Luther King Day Veteran's Day
Presidenfs Day Thanksgiving Day
Memorial Day Tho day after ThanlsgivingJunecenft Chrlstmas Eve Day
IndeperdenceDay Christmas Day
l9.l For employees working a Monday through Friday workweelq holidays occurring on Saturday will
be observed the preceding Friday and holidays occuning on Sunday will be observed on the
following Monday.
19.2 When a holiday falls during an employee's vacation or sick leavq the employee will not be
charged with vacation or sick leave for the holiday hours; the hours will be considered holiday
leave.
19.3 Employees called in to work on the actual holidays listed above shall rcceive one and ong-
halfthe employee's regular rate ofpay in addition to the holiday pay.
ARTICLE2O. ON CALL
Resods Clerks and Secretary/Reccptionists assigned on-call duty on Smdala or Holidays llut pecede the stan
ofthe wort ureek shall receive one hour of compensatory time for that day ody. Only one employee may be
on-call on any given Sunday or Holiday.
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ARTICLE 2 1. COMPENSATORY TIME PROVISIONS
Regular full time non-exempl Employees may be allowed to accumulate either Overtime worked Et the rato
pmvided for in Article 12 or, with prior approval fiom Employer, Compensatory Time at the rate ofone and
one-half (l )4) times the exsess holn worked up to a maximum rolling balance of40 hours. Employees may
use Compensatory Time olfduty with pay, subject to prior approval ofthe Ernployer.
The City Adminislrator may approve Compensatory Time to be oash€d out during a regular pay period at
other times during the year due to unforeseen, extenuating circumstances.
ARTICLE22. WAGES
Employees shall be paid wages as found in Appendix A.
22.1 Effective 0l-01-2025, Employees shall receive a 47o general wsge incr€ase and a I 0/6 market
adjustment.
22.2 Bnployees not curently d the maximum shall move to lhe next step in the pay scale on their
anniversary date in their currcnt pmition upon successful performance.
ARTICLE 23. POST EMPLOTT\4ENT HEALTH CARE SAVINGS PIAI.{
Effective following the signing of this contract, Employees shall confibute to the Post Elnployment Health
Care Savings Plan in the following manner:
Beginning of employment thm"gh 5 years 2% ofEmployee's hourly base wage
Years 6 through l0 2.5Yo olBmployds hourly base wage
Years ll tfuough 15 3olo of Employee's hourly wage
Years 16 through 20 3.5% of Employee's hourly wage
Years 2l and beyond 4% of Employee's hourly base wage
23,1 Employees will place lfiP/o oftheir sick leave severance, as paid per itom 17, into their Post
Employment Health Care Savings Plan unless the Employee has opted out ofthe program which is
approved due to a qualified exemption rule. Should an Employee choose this opt-out provision, it will
be paid to the Employee as severance.
23,2 Upon the death ofan Employee, contributions can no longer be made to the HCSP. Any payments
owed but not yet paid into the HCSP will be paid out as regular income in accordance with state End
federal law.
ARTICLE 24. WAIVER
Any and all prior agreements, resolutions, policies, rules, and regulations rqprding terms and conditions of
employment, to the extenl inconsistent wilh thc pmvisions ofthis Agreement, arc herrby superseded. The
panies mutually acknowledge that during the negoliations that resulted in this Agreement, each had the
unlimited right and opportunity to make demands and proposals with respect to any term or condition of
employment not removed by law from bargaining. All agEements and understandings arrived at by the parlies
are set forth in writing in this Agreement for the stipulated duration ofthis Agreanent. The Bmployer and the
Union, each voluntarily and unqualifiedly waives lhe right to rneet and negotiate regarding any and all terms
and conditions ofemployment not specifically referrd to or covercd by this Agreement, even though such
terms and/or conditions may have been within the knowlsdgo or conlemplation ofeither or both ofthe parties
at the time this contract was negotiated or executed.
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ARTICLE25. DIJRATION
This Agrcernent shall be effective as ofJanuary l, 2025, and shall rcrnain in full force srd effect until
Doccmbcr 3 l, 2025.
In WITNESS WHEREOF, th€ parties hereto hsve €xecuted this Agr€ement on this _ day of
-
2025.
FOR THE CITY OF ELK RIVER FOR LAW ENFORCBMENT LABOR
SERVICES, INC. LOCAL 589
3-tl
John Dietz, Mayor Robin Roeser, Business Agent
It
Tina Allard, City Clerk Stewad
II
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Wager Elfectlve'1.,l.2025
a* CO-A and t* likrk.t Adlustmont MIN B C D MAX
lnvestigative Analyst $87,365 $91.220 $95,073 $98,928 $102,782
Senior Adminiskative Assistant $30.47 $32.38 $34.28 $36.18 $38.09
Records CIeri($28.59 $30.66 $32.74 $34.82 $36.89
CSO|lEvidence Technician
Secretary/Remptionist $23.66 $25.63 $27.59 $29.57 $31.54
I
I
II
Appendix A
t2
T
lt
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