Res 2017-39 Emp Agr with Local No. 1986
RESOLUTION NO. 2017 - 39
RESOLUTION AUTHORIZING SIGNING AN
EMPLOYMENT AGREEMENT BETWEEN CERTAIN
EMPLOYEES REPRESENTED BY LOCAL NO. 1986
WHEREAS, Firefighters Local No. 1986, as bargaining representative of the Firefighters of the
City of Fridley, has presented the City of Fridley various requests relating to their employment
contract with the City of Fridley; and
WHEREAS, the City of Fridley has presented various requests to the Union and to the
employees relating to the Firefighters’ employment contract with 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, a tentative agreement has now been reached between the representatives of the two
parties on the proposed changes in the existing contract 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 the wages and working conditions of Firefighters
Local No. 1986 of the City of Fridley for the contract years of 2017, 2018 and 2019.
PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF FRIDLEY THIS
TH
24 DAY OF JULY, 2017.
____________________________________
SCOTT J. LUND - MAYOR
ATTEST:
_______________________________________
DEBRA A. SKOGEN – CITY CLERK
"EXHIBIT A"
LABOR AGREEMENT
BETWEEN THE
CITY OF FRIDLEY
AND THE
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
2017, 2018 & 2019
2014-2016 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017)
FIREFIGHTERS LOCAL NO 1986 CONTRACT FOR 2017-2019
TABLE OF CONTENTS
ARTICLE PAGE
1. PURPOSE OF AGREEMENT ....................................................... 4
2. RECOGNITION ............................................................................ 4
3. DEFINITIONS .............................................................................. 5
4. EMPLOYER SECURITY .............................................................. 7
5. EMPLOYER AUTHORITY .......................................................... 7
6. UNION SECURITY ...................................................................... 7
7. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE ................. 8
8. SAVINGS CLAUSE ...................................................................... 11
9. SENIORITY ..................................................................................... 11
10. DISCIPLINE .................................................................................. 12
11. WORK SCHEDULES ................................................................... 12
12. ANNUAL LEAVE .......................................................................... 13
13. SHORT-TERM DISABILITY ....................................................... 14
14. OVERTIME .................................................................................... 15
15. EMPLOYEE EDUCATION PROGRAMS ................................... 16
16. HOLIDAYS .................................................................................... 17
17. PROBATIONARY PERIODS ....................................................... 18
18. BEREAVEMENT LEAVE .............................................................. 18
19. JURY PAY ...................................................................................... 18
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 2
20. UNIFORM ALLOWANCE ........................................................... 19
21. INSURANCE ................................................................................. 19
22. RATES OF PAY ............................................................................. 21
23. WORKING OUT OF CLASSIFICATION ..................................... 22
25. WAIVER ......................................................................................... 22
27 DURATION ................................................................................... 23
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 3
LABOR AGREEMENT
BETWEEN
CITY OF FRIDLEY
AND
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986
ARTICLE 1. PURPOSE OF AGREEMENT
This AGREEMENT is entered into between the CITY OF FRIDLEY, hereinafter
called the EMPLOYER, and the INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL NO. 1986, hereinafter called the UNION.
It is the intent and purpose of the 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; and
1.3 Establish hours, wages, and other conditions of employment.
ARTICLE 2. RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under
Minnesota Statutes, Section 179A.03, Subdivision 8, for all personnel in the
following job classifications:
Firefighter
Firefighter/Inspector
Captain
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
.
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 4
ARTICLE 3. DEFINITIONS
3.1 Union
The International Association of Firefighters Local No. 1986.
3.2 Union Member
A member of the International Association of Firefighters Local No. 1986.
3.3 Employee
A member of the exclusively recognized bargaining unit.
3.4 Department
The City of Fridley Fire Department
3.5 Employer
The City of Fridley.
3.6 Chief
The Chief of the Fire Department for the City of Fridley.
3.7 Union Officer
Officer elected or appointed by the International Association of Firefighters
Local No. 1986.
3.8 Overtime
Work performed at the express authorization of the EMPLOYER in excess of
the number of hours in a work period specified by the Federal Fair Labor
Standards Act.
3.9 Scheduled Shift
A consecutive work period including two rest breaks and one or more meal
breaks.
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3.10 Rest Breaks
Two twenty (20) minute periods during the SCHEDULED SHIFT during which
the employee remains on continual duty and is responsible for assigned duties.
3.11 Meal Break
A one (1) hour period during the SCHEDULED SHIFT during which the
employee remains on continual duty and is responsible for assigned duties.
3.12 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 the duties of employment for
the purposes of inducing, influencing or coercing a change in the conditions or
compensation or the rights, privileges of obligations of employment.
3.13 Base Rate of Pay
The Employee’s hourly rate of pay exclusive of longevity or any other special
allowance.
3.14 Compensatory Time
Time off during the employee’s regularly scheduled work scheduled equal in
time to 1.5 times overtime worked.
3.15 Severance Pay
Payment made to an employee upon honorable separation of employment.
3.16 Salary
A fixed payment at regular intervals for services as set forth and agreed to in
this contract.
3.17 Compensation
Salary reduced by those amounts as required by law and/or authorized by the
employee.
3.18Agreement
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 6
Labor agreement between the City of Fridley and International Association of
Firefighters Local No. 1986
3.19 Assistant Chief
The Assistant Chief of the Fire Department for the City of Fridley.
3.20 City Manager
The City Manager for the City of Fridley
3.21 Call Back
An event where an Employee not working a regularly scheduled shift is called
back to work.
ARTICLE 4. EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this AGREEMENT it will not cause,
encourage, participate in or support any strike, slow-down or other interruption
of or interferences 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 personnel, 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.
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.
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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 judgments brought or issued against the
EMPLOYER as a result of any action taken or not taken by the EMPLOYER
under the provisions of this Article.
ARTICLE 7. EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE
7.1 Definition of a Grievance
A grievance is defined as a dispute or disagreement as to the 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 the
AGREEMENT.
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.
7.4 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
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ASSISTANT CHIEF or other EMPLOYER designated representative. The
ASSISTANT CHIEF or other 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 ASSISTANT CHIEF or other 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 CHIEF or other EMPLOYER-designated Step 2
representative. The CHIEF or other 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
CHIEF or other 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 3.
If appealed, the written grievance shall be presented by the UNION and
discussed with the CITY MANAGER or other EMPLOYER-designated Step 3
representative. The CITY MANAGER or other EMPLOYER-designated Step 3
representative shall give the UNION the EMPLOYER’S answer in writing
within ten (10) calendar days after receipt of such Step 3 grievance. A grievance
not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days
following the CITY MANAGER or other EMPLOYER-designated
representative’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 to Step 4 by the UNION shall be
submitted to arbitration subject to the provisions of the Public Employment
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Labor Relations Act of 1971. The selection of an arbitrator shall be made in
accordance with the “Rules Governing and 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, and to, or
subtract from the terms and conditions of the 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 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 born
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.
7.7 Choice of Remedy
If, as a result of the written EMPLOYER response in Step 3, the grievance
remains unresolved, and if the grievance involves the suspension, demotion, or
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discharge of an employee who has completed the required probationary period,
the grievance may be appealed either to Step 4 of Article VII or a procedure
such as: Civil Service, Veteran’s Preference, or Fair Employment. If appealed
to any procedure other than Step 4 of Article VII, the grievance is not subject to
the arbitration procedure as provided in Step 4 of Article VII. The aggrieved
EMPLOYEE shall indicate in writing which procedure is to be utilized (Step 4
of Article VII or another appeal procedure) and shall sign a statement to the
effect that the choice of any other hearing precludes the aggrieved EMPLOYEE
from making a subsequent appeal through Step 4 of Article VII.
ARTICLE 8. SAVINGS CLAUSE
8.1 The 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 judgment or decree no appeal has been taken
within the time provided, such provisions shall be voided. All other provisions
of the AGREEMENT shall continue in full force and effect. The voided
provision may be renegotiated at the written request of either party.
ARTICLE 9. SENORITY
9.1 Seniority shall be determined by the EMPLOYEE’S length of continuous
employment with the Fire Department and posted in an appropriate location.
Seniority rosters may be maintained by the FIRE 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 the
EMPLOYEE’S 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 that layoff before any new EMPLOYEE is hired.
9.4 One continuous scheduled annual leave period (not to exceed two weeks) shall
be selected on the basis of seniority until March 1st of each calendar year. After
March 1st, scheduled annual leave shall be on a first-come, first-served basis.
9.5 EMPLOYEES will be given preference with regard to transfer, job
classification and assignments when the job –relevant qualifications of
EMPLOYEES’ are equal based on seniority.
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9.6 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 and disciplinary
action may be in one or more of the following forms:
a. oral reprimand,
b. written reprimand,
c. suspension,
d. demotion, or
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 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.
ARTICLE 11. WORK SCHEDULES
11.1 The normal work schedule for EMPLOYEES recognized as Firefighter and
Captain in Article 2 shall consist of a fifty-six (56)-hour work week and includes
hours worked on assigned shifts, holidays, and authorized leave time.
11.2 The normal work schedule for EMPLOYEES recognized as Firefighter/Inspector
in Article 2 shall consist of a forty (40) hour work week and includes hours
worked on assigned shifts, holidays and authorized leave time.
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11.3 The CHIEF or EMPLOYER-designated representative is responsible for
scheduling and assigning the weekly work schedule.
11.4 The authority to schedule rests with the EMPLOYER.
11.5 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
.
11.6 It is recognized by the parties that service to the public may require the
establishment of regular shifts for some EMPLOYEES on a daily, weekly,
seasonal, or annual basis, other than the regularly scheduled hours. The
EMPLOYER will give advance notice to the EMPLOYEES affected by the
establishment of workdays different than the normal EMPLOYEE’S workday.
11.7 It is also recognized by the parties that service to the public may require the
establishment of regular workweeks that schedule work on Saturdays and/or
Sundays. EMPLOYEES who are regularly scheduled to be on duty Saturday
and/or Sunday will be granted two consecutive days off in lieu of Saturday
and/or Sunday.
11.8 An EMPLOYEE temporarily assigned from a 56-hour work week to a forty (40)
hour work week schedule (for the duration of up to one (1) three (3)-week shift
cycle) shall be paid at the same bi-weekly rate and shall accrue annual leave at
the same bi-weekly rate, just as if they were working a 56-hour work week.
ARTICLE 12. ANNUAL LEAVE
12.1 Each EMPLOYEE shall be entitled to annual leave away from employment
with pay. Annual leave pay shall be computed at the regular rate of pay to
which such an employee is entitled. Each EMPLOYEE who works a normal 56-
hour work week schedule shall accumulate and use annual leave based on
eleven and two-tenths (11.2) hour days.
12.2 Beginning 1/1/2008, each EMPLOYEE who works a normal 40-hour work week
schedule shall accumulate and use annual leave based on an eight (8) hour day.
12.3 A beginning EMPLOYEE shall accrue annual leave at the rate of eighteen (18)
days 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 per year, beginning
with the eighty-fifth (85) month of successive employment. An EMPLOYEE
th
who has worked fifteen (15) years (180 consecutive months) shall accrue annual
leave at the rate of twenty-six (26) days per year, beginning with the one
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hundred eighty-first (181) month of consecutive employment. An EMPLOYEE
st
who has worked 20 years (240 consecutive months) shall accrue annual leave at
the rate of twenty-eight (28) days per year, beginning with the two-hundred
forty first (241st) month of consecutive employment.
Annual Leave Accrual Chart
Years (Successive Months) Accrual Level (Days)
1-7 (1-84) 18 days
8-15 (85-180) 24 days
15-20 (181-240) 26 days
21 + (241 +) 28 days
12.4 The maximum total accumulation of annual leave at the end of any given year
shall be forty (40)-days.
12.5 Upon separation from employment with the City of Fridley, an EMPLOYEE
will be paid one (1) day’s salary for each day of accrued annual leave remaining
in the EMPLOYEE’S balance.
ARTICLE 13. SHORT TERM DISABILITY
13.1 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 the twenty-first
(21) consecutive working day on which the EMPLOYEE is absent due to a
st
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 (110) working day of absence, whichever occurs first. Such an
th
EMPLOYEE shall also be entitled to full pay commencing on the eleventh (11)
th
consecutive working day on which the EMPLOYEE is absent 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 (100) working day of
th
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) working days for any single illness or injury,
regardless of the number of spacing of episodes. The annual leave balance of
any EMPLOYEE receiving short-term disability benefit shall not be reduced,
nor shall such EMPLOYEE accrue annual leave during that period.
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13.2 Before any short term disability payments are made by the EMPLOYER to an
EMPLOYEE, the EMPLOYER 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 EMPLOYER 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
EMPLOYER by any competent person designated by the EMPLOYER when the
EMPLOYER deems the same to be reasonably necessary in order to verify the
illness or injury claimed.
13.3 If an EMPLOYEE’S off-duty illness or injury exceeds one hundred (100)
working days, the EMPLOYEE may draw from the EMPLOYEE’S remaining
annual leave in addition to those benefits to which the EMPLOYEE receives in
accordance with the workers’ compensation provisions.
13.4 If an EMPLOYEE’S on duty related illness or injury exceeds one hundred (100)
working days, the EMPLOYEE may draw from the EMPLOYEE’S remaining
annual leave in addition to those benefits to which the EMPLOYEE receives in
accordance with the workers’ compensation provisions.
13.5 When an EMPLOYEE exceeds the one hundred ten (110) working days (off
duty) disability or one hundred (100) working days (on duty) disability and
commences to draw on annual leave, the EMPLOYEE shall again accrue
benefits in accordance with accepted EMPLOYER policy.
ARTICLE 14. OVERTIME
14.1EMPLOYEES will receive compensation at the OVERTIME rate of one and
one-half (1 ½) times their normal rate for all OVERTIME as prescribed by the
Fair Labor Standards Act.
Shift trades by EMPLOYEES do not qualify an EMPLOYEE for OVERTIME
under this Article.
14.2 In the event an employee not working a regularly scheduled shift is called back
to work, the employee shall be paid a minimum of two (2) hours at the overtime
rate. Any time worked in excess of two (2) hours will be calculated in fifteen
(15) minute increments. To calculate the time worked on call back, time shall
be considered to have started at the time of the alarm or call. In the event there
is a delayed response to work by the employee of fifteen (15) or more minutes,
time shall be considered to have started when the employee arrives at work.
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For the purposes of this article, call-back is defined as any time an EMPLOYEE
is not scheduled to work and is called back to work for emergency response. It
does not apply toward training, meetings, or general assignments.
14.3 The EMPLOYER agrees to offer COMPENSATORY TIME off in lieu of
OVERTIME as defined in Article 14.1 and in compliance with Fair Labor
Standards Act Requirements. COMPENSATORY TIME shall not be
accumulated in excess of seventy-two (72) hours, and must be used within the
calendar year in which it was accumulated as determined by the EMPLOYER.
14.4Overtime will be distributed as equally as practicable.
14.5Overtime refused by EMPLOYEES will for record purposes under Article 14.4
be considered as unpaid overtime worked.
14.6For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
14.7 EMPLOYEES have an obligation to work overtime if requested, by the
EMPLOYER unless circumstances prevent the EMPLOYEE from doing so.
ARTICLE 15. EMPLOYEE EDUCATION PROGRAMS
15.1 The City will pay certain expenses for certain education courses based on the
following criteria.
The training course must have relevance to the Employee’s present or
anticipated career responsibilities. Attendance shall be at a City-approved
institution. The course must be pre-approved by the Department Manager.
Financial assistance will be extended only to courses offered by an accredited
institution. This includes vocational and technical schools, Minnesota School of
Business, etc.
15.2 Employee Education Programs Financial Policy
Financial assistance not to exceed the amount of two thousand nine hundred
twenty-five dollars ($2,925.00) per EMPLOYEE per calendar year will be
extended to cover the cost of tuition, required books or educational materials,
and required fees related to the course (i.e. lab fees, etc.). Charges for student
union membership, student health coverage, mileage, parking, and other
charges for which the student receives some item or services other than actual
instruction will not be paid. Upon successful completion of the course an
EMPLOYEE will be required to present to his/her Department Manager a
certification of satisfactory work. Satisfactory work is defined as follows:
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a. In courses issuing a letter grade, a C or above is required.
b. In courses issuing a numerical grade, seventy percent (70%) or above is
required.
c. In courses not issuing a grade, a certification from the institution that
the student satisfactorily participated in the activities of the courses is
required.
15.3 If the employee satisfactorily completes the course and provides the required
documentation, the EMPLOYEE will be reimbursed 100% of the eligible costs
(i.e. tuition, books, course fees, etc.). If the EMPLOYEE fails to satisfactorily
complete the course, the City will not reimburse the EMPLOYEE for these
costs.
15.4 The program will not reimburse the EMPLOYEE for hours spent in class, only
for the tuition.
15.5 Expenses for which the employee is compensated under some other educational
or assistance program, scholarships, or programs such as the GI bill, will not be
covered.
15.6 The City will not pay tuition or other costs for those, courses which are used to
make the employee eligible for additional salary.
15.7 The City will not reimburse the EMPLOYEE for any course which is not
completed and/or any course which may be a duplicate or retaken.
ARTICLE 16. HOLIDAYS
16.1 EMPLOYEES assigned to a fifty-six (56) hour workweek shall accrue eleven
and two-tenths (11.2) hours at their regular rate of pay for each of the twelve
(12) holidays in a calendar year as designated in Article 16.3.
Beginning 1/1/2008, EMPLOYEES assigned to a forty (40) hour work week shall
be paid eight (8) hours at their regular rate of pay for each of the designated
holidays for the calendar year.
16.2. Annual leave hours taken during a pay period shall be reduced by the number
of holidays hours earned during that same pay period, unless the EMPLOYEE
requests otherwise in advance in writing to the payroll division of the Finance
Department.
16.3 By October 1 of each year, the EMPLOYER AND EMPLOYEES will agree on
st
the schedule for the twelve (12) designated holidays for the following year(s)
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 17
and will provide the Payroll Division of the Finance Department and Human
Resources with a copy of the list
16.4EMPLOYEES required to work on any of the designated holidays shall be paid
at the OVERTIME rate (one and one-half times base rate) for all hours worked
on the designated holiday between the hours of midnight and midnight. For any
OVERTIME hours worked on a holiday EMPLOYEES shall be paid two (2)
times their base rate of pay.
ARTICLE 17. PROBATIONARY PERIODS
17.1 All newly hired or rehired employees will serve a twelve (12) month
probationary period.
ARTICLE 18. BEREAVEMENT LEAVE
18.1 Bereavement leave will be granted to full-time EMPLOYEES up to a maximum
of forty-eight (48) scheduled hours over a consecutive three(3)day period.
Bereavement Leave is granted in case of deaths occurring in the immediate
family. For this purpose, immediate family is considered to include those
individuals (either by blood or by law) such as: spouse, children, parents,
brothers, sisters, grandparents, grandchildren, parent’s in-laws, brother’s in-
law, and sister’s in-law.
18.2 The EMPLOYER will allow EMPLOYEES to follow current practices for non-
union employees, which gives EMPLOYEES an option to appeal directly to the
CITY MANAGER for additional time off if extenuating circumstances prevail.
ARTICLE 19. JURY PAY
19.1 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 20. UNIFORM ALLOWANCE
20.1The EMPLOYER shall provide a uniform clothing allowance for EMPLOYEE in
the amount of $545 for the 2017 calendar year and $550 for the 2018 calendar
year and $560 for the 2019 calendar year.
20.2Beginning in 2011, the EMPLOYER shall provide the uniform allowance by
for that calendar year.
Jan. 31
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2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 18
ARTICLE 21. INSURANCE
21.1 For the calendar year 2017, for EMPLOYEES who choose single coverage in the
Base Plan, the Employer will contribute up to $739.88 per month per employee
toward the health insurance premium or the amount provided to non-union
employees, whichever is greater, in accordance with the Employer’s Flexible
Benefit Plan. For the calendar year 2018 and 2019, for EMPLOYEES who
choose single coverage in the Base Plan, the Employer will contribute the 2017
amount per month per employee toward the health insurance premium or the
amount provided to non-union employees, whichever is greater, in accordance
with the Employer’s Flexible Benefit Plan.
21.2 For the calendar year 2017, for EMPLOYEES who choose dependent coverage
in the Base Plan, the Employer will contribute up to $1,571.07 per month per
employee toward the health insurance premium, or the amount provided to
non-union employees, whichever is greater, in accordance with the Employer’s
Flexible Benefit Plan. For the calendar year 2018 & 2019, for EMPLOYEES
who choose dependent coverage in the Base Plan, the Employer will contribute
the 2017 amount per month per employee toward the health insurance
premium, or the amount provided to non-union employees, whichever is greater,
in accordance with the Employer’s Flexible Benefit Plan.
21.3For the calendar year 2017, for EMPLOYEES who choose the high deductible
health plan and health reimbursement arrangement (HRA), the Employer will
contribute $603.97per month toward the single health insurance premium and
$1,459.07 toward dependent health insurance premium, or the amount provided
to non-union employees, whichever is greater, in accordance with the
Employer’s Flexible Benefit Plan. For the calendar year 2018 & 2019, for
EMPLOYEES who choose the high deductible health plan and health
reimbursement arrangement (HRA), the Employer will contribute the 2017
amount per month toward the single health insurance premium and the 2017
amount toward dependent health insurance premium, or the amount provided
to non-union employees, whichever is greater, in accordance with the
Employer’s Flexible Benefit Plan.
21.4For the calendar year 2017, for EMPLOYEES who choose the high deductible
health plan and health reimbursement arrangement (HRA), the Employer will
contribute $100 per month toward the VEBA Trust Account, or an equal
amount to that provided to non-union employees, whichever is greater, in
accordance with the Employer’s Flexible Benefit Plan.
For the calendar years of 2018 & 2019, for EMPLOYEES who choose the high
deductible health plan and health reimbursement arrangement (HRA), the
Employer will contribute $100 per month toward the VEBA Trust Account, or
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 19
an equal amount to that provided to non-union employees, whichever is greater,
in accordance with the Employer’s Flexible Benefit Plan.
21.5For the calendar year 2017, for EMPLOYEES who choose the high deductible
health plan and healthcare savings account (HSA), the Employer will contribute
$570.17per month toward single health insurance premium and $1,459.07
toward the dependent health insurance premium, or the equal amount provided
to non-union employees, whichever is greater, in accordance with the
Employer’s Flexible Benefit Plan. For the calendar years of 2018 & 2019, for
EMPLOYEES who choose the high deductible health plan and healthcare
savings account (HSA), the Employer will contribute the 2017 amount per
month toward the single health insurance premium and the 2017 amount
toward the dependent health insurance premium, or the amount provided to
non-union employees, whichever is greater, in accordance with the Employer’s
Flexible Benefit Plan.
21.6For the calendar year 2017, for EMPLOYEES who choose the high deductible
health plan and healthcare savings account (H.S.A.), the Employer will
contribute $100 per month toward the H.S.A. Account, or an equal amount to
that provided to non-union employees, whichever is greater, in accordance with
the Employer’s Flexible Benefit Plan. For the calendar years of 2018 & 2019, for
EMPLOYEES who choose the high deductible health plan and healthcare
savings account (H.S.A.), the Employer will contribute $100 per month toward
the H.S.A., or an equal amount to that provided to non-union employees,
whichever is greater, in accordance with the Employer’s Flexible Benefit Plan.
21.7For the calendar years of 2017, for EMPLOYEES who choose the health/dental
coverage, the Employer will contribute up to $25 per month toward the dental
insurance premium. For the calendar years of 2018 & 2019, for EMPLOYEES
who choose the health/dental package, the Employer will contribute the 2017
amount per month toward insurance premium or the amount provided to non-
union employees, whichever is greater, in accordance with the Employer’s
Flexible Benefit Plan.
21.8For the calendar years of 2017, the Employer will provide group term life
insurance with a maximum of $25,000 per EMPLOYEE and additional
accidental death and disability insurance with a maximum of $25,000 per
EMPLOYEE (current cost is $2.88 per month), or an amount equal to that
provided to non-union employees, whichever is greater, in accordance with the
Employer’s Flexible Benefit Plan.
21.9For 2017, in accordance with the Employer’s Flexible Benefit Plan,
EMPLOYEES have the option during an open enrollment period or during
approved qualified events to decline health or dental insurance coverage,
provided they provide proof of coverage elsewhere. In lieu of electing health and
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 20
dental benefits, EMPLOYEES may elect the option of having ten (10) additional
Benefit Leave Days or a monthly cash benefit of $476.77, or the amount equal to
or greater than the amount provided to non-union employees. Benefit Leave
days are required to be used within in the calendar year and may not be carried
into the following year.
21.10Effective of the adoption of the 2014 contract, all EMPLOYEES shall be
enrolled in a retirement health savings plan (RHS) and shall contribute $25.00
per pay period into their account.
ARTICLE 22. RATES OF PAY
22.1 The following hourly wage rates will become effective Jan. 1, 2017 (Note:
amounts may be rounded to two decimal points.)
Firefighter (Based on a 56 Hour Work Week)
Step 1/1/2017, 1/1/2018, 1/1/2019
19.86
Start
20.86
After six mos.
21.89
After 1.5 yrs.
22.97
After 2.5 yrs.
24.16
After 3.5 years
22.2
Firefighter/Inspector (Based on a 40-hour work week)
Step 1/1/2017, 1/1/2018, 1/1/2019
33.81
Top Rate
The hourly rate is equivalent to the 3 ½ year rate multiplied by 2912 hours and
divided by 2080 (standard 40 hour work week).
22.3
Captain (Based on a 56-hour work week)
Step 1/1/2017 1/1/2018 1/1/2019
Start 25.00 25.68 26.45
At 1 Years 25.63 26.32 27.11
At 2 Years 26.29 27.01 27.82
All members promoted to Captain after 1/1/2014 will be placed at the starting step.
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 21
ARTICLE 23. WORKING OUT OF CLASSIFICATION
23.1 Employees assigned by the Employer to assume the full responsibilities and
authority of a higher classification for more than one (1), three (3)-week work
schedule shall receive the salary schedule of the higher classification for the
duration of the assignment.
ARTICLE 24. 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 the 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 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 in this AGREEMENT for the stipulated
duration of the 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 in 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.
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 22
ARTICLE 25. DURATION
The AGREEMENT shall be effective as of the first day of January, 2017 and shall
remain in full force and effect through the thirty-first day of December, 2019. In
witness whereof, the parties hereto have executed this AGREEMENT on this day
_______________ on _____________________________________ (date).
I/We hereby recommend to the City Council approval of this agreement.
:
SIGNATURES FOR THE CITY OF FRIDLEY
MAYOR –SCOTT J. LUND DATE
CITY MANAGER – WALTER T. WYSOPAL DATE
HUMAN RESOURCES DIRECTOR, DEBORAH K. DAHL DATE
FIRE CHIEF, JOHN D. BERG DATE
FOR THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
LOCAL NO. 1986:
WALTER MESSER, UNION PRESIDENT DATE
MATT ALLARD, UNION SECRETARY DATE
2017-2019 Labor Agreement – City of Fridley vs. IAFF Local 1986 (rev. 7/19/2017) 23