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Res 1996-120
• RESOLUTION NO. 120 - 1996 A RESOLUTION APPROVING AND AUTHORIZING SIGNING AN AGREEMENT ESTABLISHING WORKING CONDITIONS 00222 AND HOURS OF POLICE OFFICERS OF THE CITY OF FRIDLEY POLICE DEPARTMENT FOR THE YEARS 1996 AND 1997 WHEREAS, the Law Enforcement Labor Services, Inc. as bargaining representative of the Police Officers of the City of Fridley, has presented to the City of Fridley various requests relating to the working conditions and hours of Police Officers of the Police Department of the City of Fridley; and WHEREAS, the City of Fridley has presented various requests to the Union and to the employees relating to working conditions and hours of Police Officers of the Police Department of the City of Fridley; and WHEREAS, representatives of the Union and the City have met and negotiated regarding the requests of the Union and the City; and WHEREAS, certain articles and sections of the contract are still to be decided by interest arbitration (MBS Case No. 96-PN-1915) ; and WHEREAS, agreement has now been reached between the representatives of the two parties on the proposed changes in the existing contract other than those articles and sections subject to arbitration between the City and the Union. NOW, THEREFORE, BE IT RESOLVED that the City Council hereby approves said Agreement and that the Mayor and the City Manager are hereby authorized to execute the attached Agreement (Exhibit "A" ) relating to working conditions and hours of Police Officers of the City of Fridley. PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF FRIDLEY THIS 16TH DAY OF DECEMBER, 1996 . 14/1144y, alligo WILLIAM J. NEE - MAYOR ATTEST: Li a . (0( WILLIAM A. CHAMPA - ITY CLERK Resolution No. 120-1996 - Page 2 00223 III EXHIBIT "A" LABOR AGREEMENT BETWEEN THE CITY OF FRIDLEY AND LAW ENFORCEMENT LABOR SERVICES, INC. LOCAL NO. 119 1996 AND 1997 IIIResolution No. 120-1996 - Page 3 oe4i LABOR AGREEMENT BETWEEN THE CITY OF FRIDLEY AND LAW ENFORCEMENT LABOR SERVICES, INC. LOCAL NO. 119 1196 AND 1997 TABLE OF CONTENTS ARTICLE PAGE 1. Purpose of Agreement 1 2. Recognition 1 3. Definitions 1 4. Employer Security 2 5. Employer Authority 2 6. Union Security 3 7. Employee Rights—Grievance Procedure 3 8. Savings Clause 5 9. Seniority 5 10. Discipline 6 11. Constitutional Protection 6 12. Work Schedules 7 13. Overtime 7 14. Court Time 7 00226 III Resolution No. 120-1996 - Page 4 ARTICLE PAGE 15. Call Back Time 7 16. Working out of Classification 8 17. Insurance 8 18. Standby Pay 8 19. Uniforms 8 20. P.O.S.T. Training 8 21. Longevity and Educational Incentive 8 22. Wage Rates 8 23. Legal Defense 8 P24. Probationary Periods 8 25. Annual Leave 9 26. Holidays 10 27. Short Tenn Disability 10 28. Funeral Pay 11 29. Jury Pay 11 30. Compensatory Time 11 31. Employee Education Program 12 32. Pay for Investigators or School Resource Officer 12 33. BMS Case No. 85-PN-486-A,Issue 8 13 34. Waiver 13 111 35. Duration 13 002.26 LABOR AGREEMENT BETWEEN CITY OF FRIDLEY AND LAW ENFORCEMENT LABOR SERVICES,INC. LOCAL NO. 119 Article 1. Purpose of Agreement This Agreement is entered into between the City of Fridley,hereinafter called the Employer,and Law Enforcement Labor Services,Inc.,hereinafter called the Union. It is the intent and purpose of this Agreement to: 1.1 Establish procedures for the resolution of disputes concerning this Agreement's interpretation and/or application; and 1.2 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this Agreement. Article 2. Recognition 2.1 The Employer recognizes the Union as the exclusive representative,under Minnesota Statutes, Section 179A.03, subdivision 8, for all police personnel in the following job classifications: 1. Police Officer 2. Police Corporal 2.2 In the event the Employer and the Union are unable to agree as to the inclusion or exclusion of a new or modified job class,the issue shall be submitted to the Bureau of Mediation Services for determination. Article 3. Definitions 3.1 Union Law Enforcement Labor Services,Inc. 3.2 Union Member A member of the Law Enforcement Labor Services,Inc. 3.3 Employee A member of the exclusively recognized bargaining unit. 1 Resolution No. 120-1996 - Page 2 3.4 Department The Fridley Police Department 3.5 Employer The City of Fridley 3.6 Chief The Public Safety Director of the Fridley Police Department 3.7 Union Officer Officer elected or appointed by the Law Enforcement Labor Services,Inc. 3.8 Investigator/Detective An employee specifically assigned or classified by the Employer to the job classification and/or job position of Investigator/Detective 3.9 Overtime Work performed at the express authorization of the Employer in excess of the Employee's scheduled shift. 3.10 Scheduled Shift A consecutive work period including rest breaks and a lunch break. 3.11 Rest Breaks Periods during the scheduled shift during which the Employee remains on continual duty and is responsible for assigned duties. 3.12 Lunch Break A period during the scheduled shift during which the Employee remains on continual duty and is responsible for assigned duties. 3.13 Strike Concerted action in failing to report for duty,the willful absence from one's position,the stoppage of work,slow-down,or abstinence in whole or in part from the full,faithful and proper performance of duties of employment for the purposes of inducing,influencing or coercing a change in the conditions or compensation or the rights,privileges or obligations of employment. Article 4. Employer Security The Union agrees that during the life of this Agreement that the Union will not cause,encourage,participate in or support any strike,slow-down or other interruption of or interference with the normal functions of the Employer. Article 5. Employer Authority 5.1 The Employer retains the 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 2 Resolution No. 120-1996 - Page 3 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. Article 6. Union Security 6.1 The Employer shall deduct from the wages of employees who authorize such a deduction in writing an amount necessary to cover monthly Union dues. Such monies shall be remitted as directed by the Union. 6.2 The Union may designate employees from the bargaining unit to act as a steward and an alternate and shall inform the Employer in writing of such choice and changes in the position of steward and/or alternate. 6.3 The Employer shall make space available on the employee bulletin Board for posting Union notice(s) and announcement(s). 6.4 The Union agrees to indemnify and hold the Employer harmless against any and all claims,suits, orders,or judgements brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. Article 7. Employee Rights—Grievance Procedure 7.1 Definition of a Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement. 7.2 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 as provided by Section 6.2 of this Agreement. a 7.3 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 a Union Representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours provided that the Employee and the Union Representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer. III 3 I Resolution No. 120-1996 - Page 4 CO"-29 7.4 Procedure Grievances as defined by Section 7.1,shall be resolved in conformance with the following procedure: Step 1. An Employee claiming a violation concerning the interpretation or application of this Agreement shall,within twenty-one(21)calendar days after such alleged violation has occurred,present such grievance to the Employee's supervisor as designated by the Employer. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten(10)calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance,the facts on which it is based,the provision or provisions of the Agreement allegedly violated,the remedy requested,and shall be appealed to Step 2 within ten (10)calendar days after the Employer-designated 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 answer in writing within ten(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 answer in Step 2. Any grievance not appealed in writing to Step 3 by the Union within ten(10)calendar days shall be considered waived. Step 2a. If a grievance is not resolved at Step 2 of the grievance procedure,the parties,by mutual agreement, may submit the matter to mediation with the Bureau of Mediation Services. Submitting the grievance to mediation preserves timeliness for Step 3 of the grievance procedure. Any grievance not appealed in writing to Step 3 by the Union within ten(10)calendar days of mediation shall be considered waived. Step 3 A grievance unresolved in Step 2 or Step 2a and appealed to Step 3 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. The selection of an arbitrator shall be made in accordance 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,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)following close of the hearing or the submission of briefs by the parties,whichever be 4 Resolution No. 120-1996 - Page 5 00230 later,unless the parties agree to an extension. The decision shall be binding on both the �7�i Employer and the Union and shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. c. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings,it may cause such a record to be made,providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. 7.6. 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 last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits,the Union may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. Article S. Savings Clause This Agreement is subject to the laws of the United States,the State of Minnesota and the City of Fridley. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgement or decree no appeal has been taken within the time provided,such provisions shall be voided. All other provisions of this Agreement shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. Article 9. Seniority 9.1 Seniority shall be determined by the employee's length of continuous employment with the Police Department and posted in an appropriate location. Seniority rosters may be maintained by the Chief on the basis of time in grade and time within specific classifications. 9.2 During the probationary period,a newly hired or rehired employee may be discharged at the sole discretion of the Employer. During the probationary period a promoted or reassigned employee may be replaced in his previous position at the sole discretion of the Employer. 9.3 A reduction of work force will be accomplished on the basis of seniority. Employees shall be recalled from layoff on the basis of seniority. An employee on layoff shall have an opportunity to return to work within two years of the time of his layoff before any new employee is hired. 9.4 Senior employees will be given preference with regard to transfer,job classification assignments and promotions when the job-relevant qualifications of employees are equal. 9.5 Senior qualified employees shall be given shift assignments preference after eighteen(1 S)months of continuous full-time employment. 5 00. 1 III Resolution No. 120-1996 - Page 6 9.6 One continuous scheduled and annual leave period shall be selected on the basis of seniority until March ls`of each calendar year. After March 1s`,scheduled annual leave shall be on a first come first served basis. 9.7 Employees shall lose their Seniority for the following reasons: a. Discharge,if not reversed; b. Resignation; c. Unexcused failure to return to work after expiration of a vacation or formal leave of absence. Events beyond the control of the employee which prevent the employee from returning to work will not cause loss of seniority; d. Retirement. Article 10. Discipline 10.1 The Employer will discipline employees for just cause only. Discipline will be in one or more of the following form: a. oral reprimand; b. written reprimand; c. suspension; d. demotion;or I e. discharge 10.2 Suspensions,demotions and discharges will be in written form. 10.3 Written reprimands,notices of suspension,and notices of discharge which are to become part of an employee's personnel file shall be read and acknowledged by signature of the employee. Employees and the Union will receive a copy of such reprimands and/or notices. 10.4 Employees may examine their own individual personnel files at reasonable times under the direct supervision of the Employer. 10.5 Discharges will be preceded by suspension without pay for forty(40)regularly scheduled working hours unless otherwise required by law. 10.6 Employees will not be questioned concerning an investigation of disciplinary action unless the employee has been given an opportunity to have a Union representative present at such questioning. 10.7 Grievances relating to this Article shall be initiated by the Union in Step 2 of the grievance procedure under Article VII. Article 11.Constitutional Protection Employees shall have the rights granted to all citizens by the United States and Minnesota State Constitutions. 6 III Resolution No. 120-1996 - Page 7 Article 12. Work Schedules 12.1 The normal work year is an average forty(40)hour work week for full time employees to be accounted for by each employee through: a. hours worked on assigned shifts; b. holidays; c. assigned training; d. authorized leave time. 12.2 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. Article 13. Overtime 13.1 Employees will be compensated at one and one-half(1-1/2)times 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. 13.2 Overtime will be distributed as equally as practicable. 13.3 Overtime refused by employees will for record purposes under Article 13.2 be considered as unpaid overtime worked. 13.4 For the purpose of computing overtime compensation overtime hours worked shall not be pyramided,compounded or paid twice for the same hours worked. 13.5 Overtime will be calculated to the nearest fifteen(15)minutes. 13.6 Employees have the obligation to work overtime or call backs if requested by the Employer unless unusual circumstances prevent the employee from so working. Article 14. Court Time An employee who is required to appear in Court during his scheduled off-duty time shall receive a minimum of three(3)hours'pay at one and one-half(1-1/2)times the employee's base pay rate. An extension or early report to a regularly scheduled shift for Court appearance does not qualify the employee for the three(3)hour minimum. Article 15. Call Back Time An employee who is called to duty during the employee's scheduled off-duty time shall receive a minimum of two(2)hours;pay at one and one-half(1-1/2)times the employee's base pay rate. An extension or early report to a regularly scheduled shift for duty does not qualify the employee for the two(2)hour minimum. 7 Resolution No. 120-1996 - Page 8 0C Article 16. Working out of Classification Employees assigned by the Employer to assume the full responsibilities and authority of a higher job classification shall receive the salary schedule of the higher classification for the during of the assignment. Article 17. Insurance [Substance of article to be determined by interest arbitration BMS Case No.96-PN-1915.] Article 18. Standby Pay Employees required by the Employer to standby shall be paid for such standby time at the rate of one hours' pay for each hour on standby. Article 19. Uniforms The Employer shall provide required uniform and equipment items. Article 20. P.O.S.T.Training The City shall assign training at City expense for Police Officers to complete 48 hours of P.O.S.T.Board approved education during each three year licensing period. Article 21. Longevity and Educational Incentive [Substance of article to be determined by interest arbitration BMS Case No.96-PN-1915.] Article 22. Wage Rates [Substance of article to be determined by interest arbitration BMS Case No.96-PN-1915.] Article 23. Legal Defense 23.1 Employees involved in litigation because of proven negligence,or non-observance,or non- observance of laws,or of a personal nature,may not receive legal defense by the municipality. 23.2 Any employee who is charged with a traffic violation,ordinance violation or criminal offense arising from acts performed within the scope of his employment,when such act is performed in good faith and under direct order of his supervisor,shall be reimbursed for attorney's fees and court costs actually incurred by such employee in defending against such charge. 23.3 Employer will provide protection for all Employees against false arrest charges. Article 24. Probationary Periods All newly hired or rehired employees will serve a twelve(12)months probationary period. 8 00234 Resolution No. 120-1996 - Page 9 Article 25. Annual Leave 25.1 Each Employee shall be entitled to annual leave away from employment with pay. Employees shall accrue annual leave based on an average eight(8)hour work day. Annual leave may be used for scheduled or emergency absences from employment. Annual leave pay shall be computed at the regular rate of pay to which such an employee is entitled;provided,however,that the amount of any compensation shall be reduced by the payment received by the employee from workers' insurance, Public Employees Retirement Association disability insurance,or Social Security disability insurance. An Employee's accumulation of annual leave will be reduced only by the amount of annual leave for which the Employee received compensation. 25.2 Seniority shall apply on scheduled annual leave up to March 1St of each year. After March 1St, scheduled annual leave shall be on a first come,first serve basis. 25.3 A beginning employee shall accrue annual leave at the rate of eighteen(18)days(144 hours)per year for the first seven(7)years(84 successive months). An employee who has worked seven(7)years(84 successive months)shall accrue annual leave at the rate of twenty-four(24)days(192 hours)per year,beginning with the eighty-fifth(85th)month of successive employment. An employee who has worked fifteen(15)years(180 successive months)shall accrue annual leave at the rate of twenty-six(26)days(208 hours)per year,beginning with the one hundred eighty-first (181St)month of successive employment. These rates are based on a forty hour regular work week. The actual amount credited to an employee in any given pay period shall be prorated according to the actual number of regular hours worked during that pay period. Hours worked on overtime,callback,or standby shall not enter into the calculation of the accrual of annual leave. 25.4 For an employee hired on or after January 1, 1984: [Substance of article to be determined by interest arbitration BMS Case No. 96-PN-1915.] 25.5 For an employee hired before January 1984: Vacation accrued but unused as of December 31, 1983 shall be converted to annual leave at the rate of one(1)day annual leave for(1)day of vacation. Accrued but unused sick leave as of December 31, 1983,shall be converted to annual leave according to the following scheduled. a. 1St 45 days @ 1 day of annual leave for 1 day of sick leave b. 2nd 45 days @ 1 day of annual leave for 2 days of sick leave c. Remainder @ 1 day of annual leave for 3 days of sick leave In lieu of severance pay,one hour of annual leave shall be credit for each full month of employment up to a maximum of two hundred forty(240)hours. 9 00235 Resolution No. 120-1996 - Page 10 The total amount of annual leave credited to the employee's balance as of January 1, 1984,shall be equal to accrued but unused vacation plus accrued but unused sick leave converted according to the formula above plus the amount in lieu of severance pay. If upon conversion of the annual leave plan an employee's accumulation of annual leave exceeds thirty(30)days(240 hours),that amount shall be the maximum total accumulation(cap)for that employee at the end of any subsequent year. Once a year,at a time designated by the City,an employee will have the opportunity to exchange up to five(5)days(40 hours)of accumulated annual leave for cash. In addition,once a year at a time designated by the City,an employee with an accumulation of annual leave in excess of thirty(30)days(240 hours)will have the opportunity to exchange up to five(5)days(40 hours)of annual leave for cash. Such an exchange shall reduce the maximum total accumulation(cap)of an employee by an equal amount. An Employee who wishes to take advantage of the catch-up provision of the I.C.M.A.Retirement Corporation may exchange as many days as desired for cash under the following conditions: a. The Employee's cap is reduced by the number of days exchanged. b. In no case may the cap be reduced below thirty(30)days(240 hours). c. An Employee taking advantage of this provision must file the appropriate forms for the payroll division of the Finance Department and the I.C.M.A.Retirement Corporation. 25.6 Upon separation from employment with the City,an employee will be paid one(1)day's salary for each day of accrued annual leave remaining in the employee's balance. 25.7 Health Insurance Retirees[New Section] [Substance of article to be determined by interest arbitration BMS Case No. 96-PN-1915.] Article 26. Holidays 26.1 Employees will accrue eight(8)hours of holiday leave for each of eleven(11)holidays in a calendar year. 26.2 In addition to the eleven(11)holidays,Employees assigned to the Patrol Division shall be paid at one and one-half(1-1/2)times their base rate of pay for all hours worked on the actual holiday between the hours of midnight and midnight. 26.3 Employees,with approval,may use accumulated Holiday leave time in an hourly increment the employee chooses. Article 27. Short Term Disability 27.1 Calculation of the short-term disability benefit shall be based on an average eight(8)hour work day. Each employee who has successfully completed the employee's probationary period shall be eligible for the short term disability benefit. Such an employee shall be entitled to full pay commencing on 10 002,36 Resolution No. 120-1996 - Page 11 the twenty-first(21S`)consecutive working day on which the employee is absent(after absence for 160 consecutive regularly scheduled working hours)due to a physician-certified illness or injury off the job,and continuing until the employee returns to work able to carry out the full duties and responsibilities of the employee's position or through the one hundred and tenth(110t)working day (880t regularly scheduled working hour)of absence,whichever occurs first. Such an employee shall also be entitled to full pay commencing on the eleventh(11th)consecutive working day on which the employee is absent(after absence for 80 consecutive regularly scheduled working hours)due to a physician-certified illness or injury on the job and continuing until the employee returns to work able to carry out the duties and responsibilities of the employee's position or through the one hundredth (100t)working day(800th regularly scheduled working hour)of absence,whichever occurs first. The amount of any compensation for the short term disability benefit shall be reduced by any payment received by the disabled employee from workers'compensation insurance,Public Employees Retirement Association disability insurance,or Social Security disability insurance. Payment of short term disability benefit by the City to an employee shall not exceed ninety(90)work days(720 working hours)for any single illness or injury,regardless of the number and spacing of episodes. The annual leave balance of an employee receiving short term disability benefit shall not be reduced,nor shall such employee accrue annual leave during that period. 27.2 Before any short term disability payments are made by the City to an employee,the City may request and is entitled to receive a certificate signed by a competent physician or other medical attendant certifying to the fact that the entire absence was,in fact,due to the illness or injury and not otherwise. The City also reserves the right to have an examination made at any time of any employee claiming payment under the short term disability benefit. Such examination may be made on behalf of the City by any competent person designated by the City when the City deems the same to be reasonably necessary to verify the illness or injury claimed. 27.3 If an employee hired before January 1, 1984,has received payments under the injury-on-duty provisions of previous contracts,the number of days for which payment was received will be deducted from the number of days of eligibility for coverage under short term disability for that same injury. Article 28. Funeral Pay Funeral leave will be granted to full time employees up to a maximum of twenty-four(24)scheduled hours. Funeral leave is granted in case of deaths occurring in the immediate family. For this purpose immediate family is considered to be a spouse,child,parent,grandparent,brother or sister,mother-in-law and father-in- law. Article 29. Jury Pay It shall be understood and agreed that the City shall pay all regular full time employees serving on any jury the difference in salary between jury pay and the employee's regular salary or pay while in such service. Article 30. Compensatory Time Management reserves the right to approve compensatory time in lieu of overtime pay. Compensatory time shall not be accumulated in excess of twenty-four(24)hours,and must be used within the calendar year in which it was accumulated as determined by the employer. 11 Resolution No. 120-1996 - Page 12 Article 31. Employee Education Program 31.1 The City will pay certain expenses for certain education courses based on the following criteria: a. The training course must have relevance to the employees'present or anticipated career responsibilities. Attendance shall be at a City approved institution. The course must be approved by the Department Manager. Financial assistance will be extended only to courses offered by an accredited institution. This includes vocational schools,Minnesota School of Business,etc. 31.2 Programs Financial Policy Financial assistance not to exceed the amount of two thousand two hundred fifty dollars($2,250.00) per Employee per year will be extended to cover the cost of tuition,required books or educational materials,and required fees related to the course. Charges for student union membership,student health coverage and other charges for which the student receives some item or services other than actual instruction will not be paid. The City will pay 50%of the cost of tuition in advance of the employee" actual participation in the course and the employee shall pay 50%of the cost. Upon successful completion of the course,an employee will be required to present to his Department Head a certification of satisfactory work. Satisfactory work is defined as follows: a. In courses issuing a letter grade,a C or above is required. b. In courses issuing a numerical grade,70%or above is required. c. In courses not issuing a grade,a certification from the instructor that the student satisfactorily participated in the activities of the course is required. 31.3 If the Employee satisfactorily completes the course,the Employee will be reimbursed for the additional fifty percent(50%)of the tuition cost for which the Employee obligated himself or herself in the approved application as well as for the cost of any course required books,educational materials or fees. If the Employee fails to satisfactorily complete the course,the Employee will not be reimbursed for these costs. 31.4 The program will not reimburse the Employee for the hours the Employee spends in class,only for the tuition. 31.5 Expenses for which the Employee is compensated under some other educational or assistance program, such as the GI bill,will not be covered. • 31.6 The City will not pay tuition or other costs for those courses which are used to make the Employee eligible for additional salary. Article 32. Pay for Investigators or School Resource Officer Employees receiving the one hundred fifty-five dollars($155.00)per month differential pay shall not be eligible for the overtime provisions of the contract applicable to Police Officers,but they shall be eligible to receive overtime at time and one-half the Employee's regular base rate of pay if the Employee is assigned by 12 00^39 Resolution No. 120-1996 - Page 13 the Employer to work in excess of the number of hours allowed by the Fair Labor Standards Act for the work period chose by the Employer in accordance with the special overtime exemptions for public safety employees. Article 33. BMS Case No.85-PN-486-A,Issue 8 The City shall establish a minimum of two months between each shift change in the rotation. Article 34. Waiver 34.1 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. 34.2 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 term or condition of employment not removed by law from bargaining. All agreements and understandings arrived at by the parties are set forth in writing this Agreement for the stipulated during 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 of the parties at the time this contract was negotiated or executed. Article 35. Duration This Agreement shall be effective as of the first day of January, 1996,and shall remain in full force and effect through the thirty-first day of December, 1997. In witness whereof,the parties hereto have executed this Agreement on this day of , 1996. FOR CITY OF FRIDLEY William J.Nee,Mayor William W.Burns,City Manager FOR LAW ENFORCEMENT LABOR SERVICES,INC. Charles Bengtson,Business Agent Kurt Morse,Steward 13 ©O2(7.9 Resolution No. 120-1996 - Page 14 I hereby recommend approval of this agreement William C.Hunt,Assistant to the City Manager David H.Sallman,Public Safety Director 14