3.7. SR 04-05-2010.^~/
Elk REQUEST FOR ACTION
River
To Item Number
Ma or and Ci Council 3.7•
Agenda Section Meeting Date Prepared by
Consent A ri15, 2010 Lori ohnson, Ci Administrator
Item Description Reviewed by
Approve Master Labor Agreement between the City of Elk
River and Law Enforcement Labor Services, Inc. Loca1271 Reviewed by
Action Requested
Approve Master Labor Agreement between the City of Elk River and Law Enforcement Labor Services,
Inc. Loca1271 for the period January 1, 2010 through December 31, 2010.
Background/Discussion
The Sergeant's Union voted to approve the 2010 contract as previously discussed by the City Council.
The contract calls for no wage increase in 2010; however, the Union may reopen the contract if other
employees receive a cost of living adjustment. The uniform allowance goes up to $725, court cancellation
pay changes from $25 to 1 1 /2 hours pay, and the sick leave language was added to the contract.
However, no changes were made to the sick leave terms or provisions.
Financial Impact
Since there is no wage increase, the financial impact will be limited to $25 for the uniform allowance
increase and a minimal amount for the increase in court pay.
Attachments
^ Master Labor Agreement between the City of Elk River and Law Enforcement Labor Services, Inc.
Loca1271
Action Motion by Second by Vote
Follow Up
S:\Public Bodies\Council\Lori\2010\Union 271.doc
MASTER LABOR AGREEMENT
BETWEEN
THE CITY OF ELK RIVER
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL 271
Effective January 1, 2010, through December 31, 2010
INDEX
*****
ARTICLE I. PURPOSE OF AGREEMENT ..............................................................................................1
ARTICLE II. RECOGNITION .....................................................................................................................1
ARTICLE III. DEFINITIONS .....................................................................................................................1
ARTICLE N. UNION SECURITY .............................................................................................................2
ARTICLE V. EMPLOYEE AUTHORITY ................................................................................................2
ARTICLE VI. EMPLOYEE RIGHTS -GRIEVANCE PROCEDURE ..............................................2
ARTICLE VII. SAVINGS CLAUSE ............................................................................................................5
ARTICLE VIII. WORK SCHEDULES ......................................................................................................5
ARTICLE IX. OVERTIME ...........................................................................................................................5
ARTICLE X. COMPENSATORY TIME ...................................................................................................5
ARTICLE XI. COURT TIME .......................................................................................................................6
ARTICLE XII. STANDBY PAY ..................................................................................................................6
ARTICLE XIII. DISCIPLINE ......................................................................................................................6
ARTICLE XIV. SENIORITY .......................................................................................................................7
ARTICLE XV. PROBATIONARY PERIODS .........................................................................................7
ARTICLE XVI. UNIFORMS ........................................................................................................................7
ARTICLE XVII. SICK LEAVE ....................................................................................................................7
ARTICLE XVIII. INJURY ON DUTY .......................................................................................................9
ARTICLE XIX. VACATION ........................................................................................................................9
ARTICLE XX. BEREAVEMENT LEAVE ...............................................................................................9
ARTICLE XXI. HOLIDAYS ........................................................................................................................9
ARTICLE XXII. LEAVES OF ABSENCE ..............................................................................................10
ARTICLE XXIII. INSURANCE ................................................................................................................10
ARTICLE XXN. WANER .........................................................................................................................10
ARTICLE XXV. DURATION ....................................................................................................................11
APPENDIX ......................................................................................................................................................12
LABOR AGREEMENT
BETWEEN
CITY OF ELK RIVER
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
ARTICLE I -PURPOSE OF AGREEMENT
This AGREEMENT is entered into between the City of Elk River hereinafter called the
EMPLOYER, and Law Enforcement Labor Services, Inc., Local No. 271, hereinafter called the
UNION.
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 this AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, continue their dedication to the
highest quality of public service. Both parties recognize this AGREEMENT as a pledge of this
dedication.
ARTICLE II -RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative for all employees in
a unit certified by the State of Minnesota Bureau of Mediation Services in Case No. 00-PCE-
483 as:
All Sergeants employed by the City of Elk River Police Department, Elk River,
Minnesota, who are public employees within the meaning of Minn. Stat. 179A.03,
subd. 14, excluding non-supervisory, non-essential 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 III -DEFINITIONS
3.1 UNION: Law Enforcement Labor Services, Inc. (EELS), Local No. 271.
3.2 EMPLOYER: The City of Elk River.
3.3 UNION MEMBER: A member of Law Enforcement Labor Services, Inc., Local No. 271.
3.4 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.5 DEPARTMENT: The City of Elk River Police Department.
3.6 CHIEF: The Chief of the City of Elk River Police Department.
3.7 UNION OFFICER: Officer elected or appointed by Law Enforcement Labor Services, Inc.,
Local No. 271
ARTICLE IV -UNION SECURITY
In recognition of the UNION as the exclusive representative the EMPLOYER shall:
4.1 Deduct each payroll period an amount sufficient to provide the payment of dues established by
the UNION from the wages of all employees authorizing in writing such deduction or a fair
share fee deduction, as provided in Minnesota Statutes 179A.06 subd. 3; and
4.2 Remit such deduction to the appropriate designated officer of the UNION.
4.3 The UNION may designate certaixi employees from the bargaining unit to act as stewaxds and
shall inform the EMPLOYER in writing of such choice.
4.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders, or judgments brought or issued against the City as a result of any action
taken or not taken by the City under the provisions of this Article.
4.5 The EMPLOYER agrees to make space available on the EMPLOYER bulletin board for the
posting of official UNION notice(s) and announcements.
ARTICLE V -EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all manpower,
facilities, and equipment; to establish functions and programs; to set and amend budgets; to
determine the utilization of technology; to establish and modify the organizational structure; to
select, direct and determine the number of personnel; to establish work schedules; and to
perform any inherent managerial function not specifically limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically established or modified by this
AGREEMENT shall remain solely within the discretion of the EMPLOYER to modify,
establish or eliminate.
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ARTICLE VI -EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE
6.1 DEFINITION OF A GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretation or application of the
specific terms and conditions of this AGREEMENT.
6.2 UNION REPRESENTATIVES
The EMPLOYER will recognize representatives designated by the UNION as the grievance
representatives of the bargaining unit having the duties and responsibilities established by this
Article. The UNION shall notify the EMPLOYER in writing of the names of such UNION
representatives and of their successors when so designated.
6.3 PROCESSING OF A GRIEVANCE
It is recognized and accepted by the UNION and the EMPLOYER that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
EMPLOYEES and shall therefore be accomplished during normal working hours only when
consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE
and the 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 the EMPLOYEE and the UNION REPRESENTATIVE have
notified and received the approval of the designated supervisor who has determuied that such
absence is reasonable and would not be detrimental to the work programs of the
EMPLOYER.
6.4 PROCEDURE
Grievances, as defined by Section 6.1, shall be resolved in conformance with the following
procedure:
Step 1 • An EMPLOYEE clauning 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, and the remedy requested and shall be appealed to Step 2 within ten (10)
calendar days after the EMPLOYER-designated representative's 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
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(10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2
may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated
representative's 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.
Std A grievance unresolved lri Step 2 and appealed lri Step 3 may be submitted to the
Minnesota Bureau of Mediation Services. A grievance not resolved in Step 3 may be appealed
to Step 4 within ten (10) calendar days following the EMPLOYER'S final answer in Step 3.
Any grievance not appealed in writing to Step 4 by the UNION within ten (10) calendar days
shall be considered waived.
Step 4• A grievance unresolved in Step 3 and appealed in Step 4 shall be submitted to
arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971, as
amended. The EMPLOYER and the Union representative shall endeavor to select a mutually
acceptable arbitrator to hear and decide the grievance. If the parties cannot agree on an
arbitrator, the selection of an arbitrator shall be made in accordance with the "Rules Governing
the Arbitration of Grievances" as established by the Bureau of Mediation Services.
6.5 ARBITRATOR'S AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract
from the terms and conditions of this AGREEMENT. The arbitrator shall consider
and decide only the specific issue(s) submitted in writing by the EMPLOYER and the
UNION, and shall have no authority to make a decision on any other issue not so
submitted.
B. The arbitrator shall be without power to make decisions contrary to, or inconsistent
with, or modifying or varying in any way the application of laws, rules, or regulations
having the force and effect of law. The arbitrator's decision shall be submitted in
writing within thirty (30) days following the close of the hearing or the submission of
briefs by the parties, whichever be later, unless the parties agree to an extension. The
decision shall be binding on both the EMPLOYER and the UNION and shall be
based solely on the arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the EMPLOYER and the UNION provided that each party shall be
responsible fox compensating its own representatives and witnesses. If either party
desires a verbatim record of the proceedings, it may cause such a record to be made,
providing it pays for the record. If both parties desire a verbatim record of the
proceedings the cost shall be shared equally.
6.6 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 limit or any
agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S Iast
answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the
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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 lixnit in each step may be extended
by mutual agreement of the EMPLOYER and the UNION.
ARTICLE VII -SAVINGS CLAUSE
In the event any provision of this AGREEMENT shaIl be held to be contrary to law by court of
competent jurisdiction from whose final judgment or decree no appeal has been taken within the time
provided, such provision shall be voided. All other provisions of this AGREEMENT shall continue in
full force and effect. The voided provision may be renegotiated at the request of either party.
ARTICLE VIII -WORK SCHEDULES
8.1 The normal work year for full-time employees is two thousand eighty (2,080) hours to be
accounted for by each employee through:
a) hours worked on assigned shifts;
b) holidays;
c) assigned training;
d) authorized leave time.
8.2 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.
ACTICLE IX -OVERTIME
9.1. Employees will be compensated at one and one-half (1 '/z) time the employee's regular base
pay rate for hours worked in excess of the employee's regularly scheduled shift. Changes of
shifts do not qualify an employee for overtime under this Article.
9.2. Overtime will be distributed as equally as practicable.
9.3. Overtime refused by employees will, fox record purposes under ARTICLE 9.2., be considered
as unpaid overtime worked.
9.4. For the purpose of computing overtime compensation, overtime hours worked shall not be
pyramided, compounded, or paid twice for the same hours worked.
9.5. Overtime will be calculated to the nearest fifteen (15) minutes.
9.6. Employees have the obligation to work overtime to call backs as requested by the Employer
unless unusual circumstances prevent the employee from so working. The minimum call back
will be two hours.
ARTICLE X -COMPENSATORY TIME
Regular full-time employees may be allowed to accumulate either overtime worked at the rate provided
5
for in Article IX or compensatory time at the rate of one and one-half (1 '/z) times the excess hours
worked. Employees may use compensatory time off duty with pay, subject to prior approval of the
Employer. Compensatory time in excess of forty (40) hours accumulated but not used as time off with
pay shall be paid by the Employer in the first pay period in December of each calendar year. No more
than (40) hours of compensatory time shall be carried from one year to the next.
ARTICLE XI -COURT TIME
A regular full-time employee who is required to appear in Court during the employee's scheduled off-
duty time shall receive a minimum of three (3) hours pay at one and one-half (1 '/z) times the
employee's base pay rate. An extension or early report to a regularly scheduled shift does not qualify
the regular full-time employee for the three (3) hour minimum.
It is the responsibility of the regular full-time employee to contact the County Attorney's Office to
verify scheduled court appearances. If the regular full-time employee contacts the County Attorney's
Office at 4:30 p.m., or later, for a court appearance schedule on the following day and court has not
been cancelled at the time of employee contact, but is subsequently cancelled, the regular full-time
employee is eligible for a payment of one and one-half hours (1 '/z) of pay. Under no circumstances
will the regular full-time employee be eligible to receive both the one and one-half hours (1 '/z) pay and
the three (3) hours' pay rate for court appearances as outlined in the preceding paragraph.
ARTICLE XII -STANDBY PAY
Regular full-time employees required by the Employer to standby shall be paid for such standby time at
the rate of one-half (1 /2) hours' pay for each hour on standby.
ARTICLE XIII -DISCIPLINE
13.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one of the
following forms:
a. oral reprimand;
b. written reprimand;
c. suspension;
d. demotion; or
e. discharge.
13.2 Suspensions, demotions and discharges will be in written form.
13.3 Written reprimands, notices of suspension, notices of demotion 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 will receive a copy of such
reprimands and/or notices.
13.4 Employees may examine their own individual personnel files at reasonable times under the
direct supervision of the EMPLOYER.
13.5 Employees will not be questioned concerning an investigation of disciplinary action unless the
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employee has been given an opportunity to have a Union representative present at such
questioning.
13.6 Grievances relating to this ARTICLE shall be initiated by the UNION at Step 3 of the
grievance procedure under Article VI of this AGREEMENT.
ARTICLE XIV -SENIORITY
14.1 Seniority will be the determining criterion for transfers and promotions within the bargaining
unit when the job relevant qualifications between applicants are equal.
14.2 Job classification seniority will be the determining criterion for lay offs. Seniority will be the
determining criterion for recall only when the job-relevant qualification factors are equal.
Recall rights under this provision will continue for twenty-four (24) months after lay off.
Recalled employees shall have ten (10) working days after notification of recall by registered
mail at the employee' last known address to report to work or forfeit all recall rights.
14.3 Two (2) continuous vacation periods maybe selected on the basis of seniority until Apri11 of
each calendar year.
ARTICLE XV -PROBATIONARY PERIODS
15.1 All newly hired or rehired employees will serve a one (1) year probationary period.
15.2 All employees will serve a six (6) month probationary period in any job classification in which
the employee has not served a probationary period.
15.3 At any time during the probationary period a newly hired or rehired employee maybe
terminated at the sole discretion of the EMPLOYER.
15.4 At any time during the probationary period a promoted or reassigned employee may be
demoted or reassigned to the employee's previous position at the sole discretion of the
EMPLOYER.
ARTICLE XVI -UNIFORMS
Regular fizll-time employees shall receive a uniform allowance of seven hundred twenty-five dollars
($725.00) in 2010 to be used on a voucher system basis. Items to be purchased must have prior
approval of the Police Chief of designee.
ARTICLE XVII -SICK LEAVE
Sick leave is not a privilege ox vested right that an employee may use at his/her discretion. Eligible
employees may use sick leave only for the following:
Personal illness or injury;
To attend medical and dental appointments;
To care for sick dependents;
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• To take dependents to medical and dental appointments;
• Up to five days per calendar month to care for seriously ill family members who
may not live with the employee. For purposes of this provision, "seriously ill"
shall be determined in the sole discretion of the City Administrator.
Paid sick leave is provided for regular full-time and on a prorated basis fox eligible part-time
employees. Regular full-time employees accrue sick leave at a rate of eight (8) working hours fox
each calendar month. Eligible part time employees hired before January 1, 2004, include employees
working a minimum of 1040 hours per year. Eligible part time employees hired on or after January
1, 2004, include regularly scheduled part time employees who work a set, consistent schedule and
who work a minimum of forty (40) hours per biweekly pay period and non-scheduled part time
employees who work as needed who work a minimum of 1560 hours per year. Temporary and
seasonal employees are not eligible fox sick leave.
There is no limit on the amount of accrued sick time that can be accumulated and carried forward
from one year to the next.
An employee must notify his/her immediate supervisor at least thirty (30) minutes before the start
of his/her regular start time if the employee intends to be absent from work. If an emergency
prevents the employee from notifying his/her immediate supervisor at such time, the employee
must call his/her immediate supervisor as soon as possible during the workday. The employee is
required to keep his/hex immediate supervisor informed of his/her anticipated return to work.
An employee attempting to use sick time for reasons other than those explicitly permitted in this
policy will be subject to disciplinary action up to and including termination.
A doctor's note shall be required if an employee is absent more than four (4) days or if abuse of sick
leave is suspected by the employee's immediate supervisor, department head, or the City
Administrator. In some circumstances, an employee may be requested to submit to a medical
examination by a physician or medical facility licensed to practice medicine. In such a circumstance,
the City may select the physician and facility that will conduct the examination.
Unused sick leave will not be paid out in wages upon termination of employment, except as
provided in the Severance Pay section below.
SEVERANCE PAY
An employee resigning his/her employment with the City may be eligible for a cash payment for
unused sick leave if the following conditions are met:
1. The employee must resign in good standing (not terminated by the City); and
2. The employee must provide proper written notice of his/her resignation in
accordance with the City Resignation Policy; and
The employee must execute a release of claims.
Payment shall be based on the consecutive years of service completed by the employee and
8
his/her accrued sick leave balance.
An employee terminating after completing two (2) years of consecutive
service will receive payment for fifty percent (50%) of his/hex accumulated
sick leave balance up to a maximum payment for four hundred eighty (480)
hours. Payment shall be at the current rate of pay when the resignation is
submitted.
Any accumulated sick leave in excess of nine hundred sixty (960) hours is not eligible fox payment
under this policy. Employees may continue to accumulate sick leave in excess of nine hundred sixty
(960) hours to be used in accordance with the Family Medical Leave Act.
ARTICLE XVIII -INJURY ON DUTY
Regular full time employees injured during the performance of their duties for the EMPLOYER shall
be paid the difference between the full time employee's regular pay and worker's compensation
insurance payments for a period not to exceed forty-five working days per injury, not charged to the
regular full time employee's vacation, sick leave or other accumulated leave time, for full shifts off
work due to injury, in addition to any partial shifts off of work on the initial day of injury, and after
three (3) working days initial waiting period per injury. The three (3) working day waiting period shall
be charged to the regular full time employee's sick leave account less workers compensation insurance
payments.
ARTICLE XIX -VACATION
Regular full-time employees hired shall earn vacation time at the following rate:
0 thru 5 years - 88 hours per year
After 5 years - 112 hours per year
After 7 years - 120 hours per year
After 9 years - 128 hours per year
After 11 years - 136 hours per year
After 13 years - 144 hours per year
After 15 years - 152 hours per year
After 17 years - 160 hours per year
After 18 years - 168 hours per year
After 19 years - 176 hours per year
After 20 years - 184 hours per year
After 21 years - 192 hours per year
ARTICLE XX -BEREAVEMENT LEAVE
Regular full-time employees shall be eligible for bereavement leave per City Policy.
ARTICLE XXI -HOLIDAYS
21.1 All regular full-time employees shall receive the following eleven holidays or a substitute day
9
off with pay. Employees scheduled to work on the following holidays will receive an additional
one-half (1 /2) times pay for each hour worked:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after 'T'hanksgiving Day
Christmas Eve Day
Christmas Day
21.2 Regular full-time employees who leave employment of the Employer under honorable
conditions shall be paid holiday earned on a pro-rated basis for the months of service
worked in that calendar year. Regular full-time employees leaving the employment of the
Employer during a calendar year who have utilized more holiday time than would be earned
on a pro-rated basis, will be required to reimburse the Employer for time taken and not
earned. Payment in lieu of holiday time off of work, or days off of work in lieu of holidays
will be on the basis of straight time. Payment of unused holiday time shall be made by the
Employer to employees each calendar year in the first pay period of December.
ARTICLE XXII -LEAVES OF ABSENCE
Employees will be granted leaves of absences as provided by law or Ciry policy.
ARTICLE XXIII -INSURANCE
The employer shall contribute the same amount as that contributed for the City's non-union
employees toward group health insurance including dependent coverage.
ARTICLE XXIV -WAIVER
24.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations regarding
terms and conditions of employment, to the extent inconsistent with the provisions of this
AGREEMENT, are hereby superseded.
24.2 The parties mutually acknowledge that during the negotiations which resulted in this
AGREEMENT, each had the unlimited right and opportunity to make demands and
proposals with respect to any terms or conditions of employment not removed by law from
bargaining. All agreements and understandings arrived at by the parties are set forth in writing
in this AGREEMENT for the stipulated duration of this AGREEMENT. The EMPLOYER
and the UNION each voluntarily and unqualifiedly waives the right to meet and negotiate
regarding any and all terms and conditions of employment referred to or covered in this
AGREEMENT or with respect to any term or condition of employment not specifically
referred to or covered by this AGREEMENT, even though such terms or conditions may not
have been within the knowledge or contemplation of either or both parties at the time this
contract was negotiated or executed.
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ARTICLE XXV -DURATION
This AGREEMENT shall be effective as of January 1, 2010 and shall remain in full force and effect
until the 31st day of December, 2010.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this 5~ day
of April, 2010.
FOR THE CITY OF ELK RNER FOR LAW ENFORCEMENT
LABOR SERVICES, INC.
LOCAL 271
Stephanie Klinzing, Mayor
Lori Johnson, City Administrator
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APPENDIX
WAGES
2010
Start $ 35.54
After one (1) year $ 36.31
After three (3) years $36.93
The Union may reopen the contract if other City employees receive a cost of living adjustment for
2010 pay.
WAGE INCENTIVE PROGRAM
Regular full-time employees shaIl be eligible to participate in the Wage Incentive Program. Employees
who meet established guidelines of the program shall be eligible for the following:
After five (5) years - Up to 3% of employee's base wage rate
After nine (9) years - Up to 4.5% of employee's base wage rate
After thirteen (13) years - Up to 6% of employee's base wage rate
After seventeen (1 ~ years - Up to 7.5% of employee's base wage rate
P.O.S.T. LICENSE
The EMPLOYER shall reimburse employees for the cost of P.O.S.T. Licensure.
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