September 23, 2024 City Council Conference Meeting Agenda
Council Conference Meeting
September 23, 2024
5:30 PM
Fridley City Hall, 7071 University Avenue N.E.
Agenda
Agenda
1.Recodification Update
2.Police Sergeants and Patrol Officers Labor Agreement Discussion
3.Update from the Employee Resources Department
Accessibility Notice:
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Si necesita ayuda de interpretación o traducción gratis, comuníquese con el personal de la ciudad.
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neeg ua hauj lwm.
Haddii aad u baahan tahay tarjumaad bilaash ah ama kaalmo tarjumaad, fadlan la xiriir shaqaalaha
Magaalada.
Upon request, accommodation will be provided to allow individuals with disabilities to participate inany City of
Fridley services, programs or activities. Hearing impaired persons who need an interpreter or other persons who
require auxiliary aids should contact CityClerk@FridleyMN.govor (763) 572-3450.
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AGENDA REPORT
Meeting Date:September 23, 2024 Meeting Type:City CouncilConferenceMeeting
Submitted By:Melissa Moore, City Clerk/Communications Manager
Nancy Abts, Associate Planner
Title
Recodification Update
Background
Pursuant to Minnesota Statute § 415.02 and Fridley City Charter (Charter) § 1.02, the City Council
(Council) may codify and publish ordinances that carry the force and effect of law for the City of
Fridley (City), which may be arranged into a system generally referred to as the Fridley City Code
(Code). Recodification of the Code was authorized by the Council by Resolution No. 2021-67.
Project update
To date the City has completed work on the first five chapters of the Code, reviewing 72 chapters
and removing 102 pages of outdated and obsolete Code. Currently staff are working on two titles
of the Code: Title No. 6, Zoning and Title No. 7, Licensing.
TitleTimeline
Title No. 1 General ProvisionsComplete
Title No. 2 AdministrationComplete
Title No. 3 Health, Safety and WelfareComplete
Title No. 4 Public NuisanceComplete
Title No. 5 Lands and BuildingsComplete
Title No. 6 Zoningand SubdivisionIn progress
Title No. 7 LicensingIn progress
Title No.8 Franchises, Utilities and Right-Of-Way2025
Title No. 9 Public Ways and Places2025
Title No. 6, Zoningand Subdivision
Following a joint meeting of the Planning Commissionand the Council in February, the Planning
Commission has continued to review proposed changes to the zoning chapters of the Code. The
Commission held work sessions on parking requirements in April and landscaping in June. At the
September 18 work session, the Commission reviewed staff recommendations for accessory
structures, fences, zoning permits and proposed zoning district changes. A joint work session for
both the Planning Commission and theCouncil to review adraft ordinance in its entirety is planned
for November.
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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A preliminary outline of Title 6: Zoning and Subdivision is attached. The reorganized ordinance will
be easier for staff and the public to navigate, and it is expected to substantially shorten the current
400 pages dedicated to zoning.
Public hearings on the proposed changes will occur at regularly scheduled Planning Commission
and Council meetings. The dates of these meetings are still being finalized.
Title No. 7, Licensing
Staff from City Clerk, Public Safety, Community Development and Building Inspections are now
reviewing the chapters that will make up the Licensing title. Staff have determined license
requirements and processes to ensuring compliance with State and County laws.
Through this work staff are collectively recommending the repeal of the seven chapters included in
this report:
Chapter What it does Why it can be repealed
Billiards Establishes a City Staff recommend repealing this chapter because billiard
license for billiard tables are not a typical nuisance-causing activity.
tables in Additionally, most cities no longer license this activity.
commercial
establishments.
Bowling Established a City Staff recommend repealing this chapter because bowling
Alleys license for bowling alleys are not a typical nuisance-causing activity.
alleys. Additionally, most cities no longer license this activity.
Carnivals Establishes a City Staff recommend repeal of this chapter. In lieu of licensing
license for outdoor this activity, staff are working on a Special Event Permit that
circus-type of will encapsulate requirements related to similar events. This
events. work will be presented to the City Council at a later
Conference Meeting.
Drive-In Establishes a City Staff recommend repeal of this chapter. In lieu of licensing
Theater license for drive-in this activity, staff are working on a Special Event Permit that
theaters. will encapsulate requirements related to similar events. This
work will be presented to the City Council at a later
Conference Meeting.
Golf Establishes a City Staff recommend repeal of this chapter. Golf-related
Courses and license for golf-activities do not cause nuisance-related issues and any new
Driving related businesses. application for this type of use would be regulated by the
Ranges zoning chapters of the Code.
Music Establishes a City Staff recommend repeal of this chapter. In lieu of licensing
Festival license for outdoor this activity, staff are working on a Special Event Permit that
music festivals. will encapsulate requirements related to similar events. This
work will be presented to the City Council at a later
Conference Meeting.
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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Public Establishes a City Staff recommend repeal of this chapter. In lieu of licensing
Dances license for outdoor this activity, staff are working on a Special Event Permit that
public dances. will encapsulate requirements related to similar events. This
work will be presented to the City Council at a later
Conference Meeting.
Staff anticipate a further update on the title for the Council to review at its November 25 meeting.
Attachments and Other Resources
Title 6 Proposed Code Structure
Billiards
Bowling Alleys
Carnivals
Drive-In Theater
Golf Courses and Driving Ranges
Music Festival
Public Dances
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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FRIDLEY CITY CODE
CHAPTER 27. BILLIARDS
27.01. LICENSE REQUIRED
No person shall own or maintain any billiard table in the City of Fridley without obtaining a
license therefor pursuant to the provisions of this Code.
27.02. APPLICATION
Application shall be made with the City Clerk on forms furnished by the City. The applicant shall
provide such information as the City Council shall require.
27.03. FEES
The annual license fee and expiration date shall be as provided in Chapter 11 of
this Code.
27.04. EXEMPTIONS
Any person owning or maintaining a billiard table in a private home or apartment building shall
be exempt from the requirements of this Chapter.
27.05. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provision of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 15. BOWLING ALLEYS
15.01. LICENSE REQUIRED
No person shall own, operate, or maintain any bowling alley in the City of Fridley without
obtaining a license therefore pursuant to the provisions of this Code.
15.02. APPLICATION
Application shall be made with the City Clerk on forms furnished by the City. The applicant shall
provide such information as the City Council shall require.
15.03. FEES
The annual license fee and expiration date shall be as provided in Chapter 11 of this Code.
15.04. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violation under the provisions of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 28. CARNIVALS
28.01. DEFINITIONS
1. Carnival. A carnival is an outdoor event consisting of circuses, mechanical amusement
rides and other mechanical attractions or devices which attract attendance of the public for their
entertainment and pleasure.
28.02. LICENSE REQUIRED
No person shall give or maintain any circus or carnival to which an admission is charged or for
which admission fees are charged for any individual activities located on the property without
securing a license therefor.
28.03. APPLICATION
Application for such license shall be made to the City Clerk at least thirty (30) days in advance of
the scheduled date for such circus or carnival. The application shall provide:
The full name and address of the applicant;
The date, time, and location of the event;
The sponsors of the event;
The owner of the property, if different than the applicant;
A written acknowledgement consenting to the use of the property from the property
owner, if different than the applicant;
An executed indemnification agreement; or
Any other information required by the City.
28.04. FEES
The license fee and expiration date shall be as provided in Chapter 11 of this Code.
28.05. OPERATION
Any operator or owner of a carnival shall maintain the property and the carnival and conduct
said carnival operations in a lawful manner. Said operator shall comply with all regulations and
statutes of the State of Minnesota, shall not maintain any nuisance or noise on said premises,
and shall not permit any intoxicating liquors or any immoral conduct or practices to exist on said
premises.
The City may impose any carnival license conditions or restrictions it deems necessary or
advisable in the public interest, including but limited to conditions relating to the hours of
operation, the exterior or outside lighting of the carnival property and associated parking. The
City Council may also reserve the right to impose any conditions or restrictions at any time after
the issuance of a license hereunder should it become necessary.
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28.06. PROPERTY CONTROL
1. Any operator or owner of a carnival shall control and direct the traffic and motor vehicles
entering and leaving its premises so that it does not interfere and block the orderly flow of
traffic on the public highways adjacent to said entering and leaving carnival property and
parking areas.
2. No trash, paper cups, papers or wrappers shall be allowed to be scattered on said
premises.
3. No bottles, bottle caps or metallic articles shall be deposited or allowed to lay on the
driveways and parking areas.
4. No motor vehicles shall stop or park on the shoulders of the public highway in the
immediate vicinity of the said premises during the hours the carnival is in operation.
28.07. INSURANCE AND BOND
1. Liability Insurance Requirements. The licensee shall obtain and keep in full force and
effect occurrence form comprehensive general liability coverage. Such coverage shall include
but not be limited to, bodily injury, property damage broad form, and personal injury, for the
hazards of Premises/Operation, broad form contractual independent contractors, and
products/completed operations to protect the City and the licensee against liability for injuries
or damage sustained by any persons as a result of the operation of the carnival, including but
not limited to operation of amusement rides. The licensee shall maintain the insurance
coverage with liability limits not less than $1,000,000 each occurrence and a $2,000,000 general
aggregate or the equivalent.
2.
insurance in compliance with all applicable statutes.
3. Certificates of Insurance. Said licensee shall submit to the City Clerk satisfactory
certifications of insurance for the coverage required above. The City shall be named as an
additional insured on said certificates of insurance.
4. A cash deposit or bond of three thousand dollars ($3,000) will be required to insure
applicant has completed the proper clean-up of the premises following the removal of the
carnival operations. The City Council may waive the deposit or bond requirement for City
28.08. INDEMNIFICATION
ssuance of the license, the licensee shall execute an
indemnification agreement with the City. The licensee shall defend, indemnify, and hold
harmless the City and its elected officials, officers, employees, agents, and representatives, from
and against a
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expenses of litigation, which may be asserted against or incurred by the City for claims arising
City Code Chapter 28.
28.09. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provision of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 702. DRIVE-IN THEATER
702.01. PUBLIC NUISANCE
The maintaining and operation of theatrical performances, stage shows, moving pictures and
drive-in theaters are hereby declared to be a public nuisance and are prohibited from operation
within the City of Fridley, except as hereinafter provided for.
702.02. DEFINITIONS
The following definitions shall apply in the interpretation and application of this Chapter and the
following words and terms, wherever they occur in this Chapter, are defined as follows:
1. Drive-In Theater.
A place or location for the parking of motor vehicles in front of a screen projection of moving
pictures.
2. Theatrical Performances; Stage Shows; and Moving Pictures.
Forms of entertainment to which two or more persons are invited to view an exhibition of acting
or the screen projection of moving pictures with accompanying sound broadcasting for a profit
or in the course of a business enterprise.
702.03. EXEMPTIONS
Nothing contained herein shall prevent theatrical presentations and motion pictures by a
religious or educational non-profit association or corporation within the confines of a church or
religious education edifice or within a public school building where the presentation is
sponsored by the religious or educational group.
702.04. OPERATION
Any operator or owner of a drive-in theater shall conduct said premises and said operations in a
lawful manner. Such person shall comply with all regulations and statutes of the State of
Minnesota, shall not maintain any nuisance or noise on said premises and shall at all times equip
and maintain said drive-in theater so that the sound is directed to the individual vehicles in such
a manner that the sound does not carry beyond the premises of the property. Such person shall
not permit any intoxicating liquors or any immoral conduct or practices to exist on said
premises.
702.05. PROPERTY CONTROL
1. Any operator or owner of a drive-in theater shall control and direct the traffic of motor
vehicles entering and leaving its premises so that it does not interfere with and block the orderly
flow of traffic on the public highways adjacent to said drive-in theater premises. Traffic control
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devices shall be installed and maintained at the places of ingress and egress from said public
highways to the drive-in theater premises during the hours the business is in operation, unless
the Police Department of the City of Fridley has specifically waived such requirement.
2. No trash, paper cups, papers or wrappers shall be allowed to be scattered on drive-in theater
premises.
3. No bottles, bottle caps or metallic articles shall be deposited or allowed to lay on the
driveways and parking areas in a drive-in theater.
4. No motor vehicles shall stop or park on the shoulders of the public highway in the
immediate vicinity of a drive-in theater during the hours the theater is in operation.
702.06. LICENSE REQUIRED
No drive-in theater shall be erected, maintained or operated within Fridley without a license
therefor having been obtained from the Council by the owner or proprietor thereof.
702.07. APPLICATION
Applications for such licenses must be made in writing to the City Clerk and be accompanied by
a license fee.
702.08. FEE
The annual license fee and expiration date shall be as provided in Chapter 11 of this Code.
702.09. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provisions of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 25. GOLF COURSES AND DRIVING RANGES
25.01. LICENSE REQUIRED
No person shall own, operate, or maintain any golf course or driving range in the City of Fridley
without obtaining a license therefor pursuant to the provisions of this Code.
25.02. APPLICATION
Application shall be made with the City Clerk on forms furnished by the City. The applicant shall
provide such information as the City Council shall require.
25.03. FEES
The annual license fee and expiration date shall be as provided in Chapter 11 of this Code.
25.04. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provision of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 22. MUSIC FESTIVALS
22. 01. DEFINITIONS
For the purpose of this Chapter, "music festival" shall mean and include any gathering of.
individuals for the purpose of participating in or attending a musical carnival "rock" festival or
like musical activity at which vocal or instrumental music is provided by professional or amateur
performers, or by pre-recorded means, and to which gathering members of the public are
invited or admitted with or without the payment of admission charges in any form.
22.02. LICENSE REQUIRED
It shall be unlawful for any person, group of persons or entity to operate conduct, maintain,
advertise, sell or furnish tickets or other types of written authority for admission to a music
festival in the City of Fridley unless a license to operate or conduct such festival shall have been
issued in the manner hereinafter described in this Chapter.
22.03. FEES
The permit fee shall be as provided in Chapter 11 of this Code.
22.04. APPLICATION
Application for a license to conduct a music festival shall be made in writing to the City Clerk at
least sixty (60) days prior to the time indicated for the commencement of the music festival. The
application shall be accompanied by a nonrefundable application fee in the amount of Fifty
Dollars ($50.00), which filing fee shall be paid to the City of Fridley. Such application shall
contain the following information:
1. The name (including alias if applicable), age, residence, mailing address, and telephone
numbers of each person making the application. If the application is filed by a partnership, the
name (including alias), age, residence, mailing address and telephone numbers of each partner
shall be included. If the applicant is a corporation or a common law or Massachusetts Trust, the
application shall be signed by the President and Secretary thereof, or in the case of a common
law or Massachusetts Trust, then by the Trustees thereof and in each instance shall contain their
residences, mailing addresses and telephone numbers, as well as telephone numbers, mailing
addresses and street addresses of the principal place of business of the corporation or trust and
in the case of a corporation shall also include a certified copy of articles of incorporation and the
by-laws of the corporation, and in the case of a common law or Massachusetts Trust shall
include a certified copy of the trust indenture.
2. The location and legal description of the premises where the music festival is proposed
to be conducted, including all lands to be used for automobile parking and other incidental
uses. The applicant shall submit proof of ownership of said premises and the written consent of
all owners thereof for the purposed use.
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3. The date or dates and the hours during which the festival is to be conducted.
4. An estimate of the numbers of persons, participants and spectators expected to attend
the proposed music festival on each day it is conducted, together with detailed information
supporting such estimate.
5. A detailed statement of the applicant's program and plans to provide emergency
communications, security protection, water supply, food supply, sanitary facilities, medical
facilities and services, vehicle parking space, vehicle uses and on-site traffic control, sound and
lighting equipment, fire protection, garbage, trash and litter cleanup service, and if it is
proposed or expected that spectators or participants will remain at night or overnight, the
arrangements for illuminating the premises and for camping and similar facilities. There shall be
included a map showing the location of all such facilities and equipment on the premises
including the location of all loud speakers and the location of all toilets, medical facilities and
solid waste receptacles.
6. A detailed explanation of the applicant's plan for policing the activity with particular
emphasis on the control and prevention of alcohol and drug consumption.
22.05. AGREEMENT
The application shall include an agreement filed by the applicants and by the owners of the
subject premises that they will reimburse all owners and occupants of property adjoining the
subject premises for any and all loss, injury or damages to such owners or occupants or to their
property caused by the applicants, by the owner of the subject premises, or by any person
attending or participating in the music festival, which damage shall not have occurred had the
music festival not been held. Accompanying and securing said agreement shall be a surety
company bond in favor of the City of Fridley and all persons to whom the applicant and/or
owners of the subject premises may be liable because of the above required agreement. Said
bond shall be prepared by a corporate bonding company authorized to do business within the
State of Minnesota and shall be in the amount of not less than Fifty Thousand Dollars ($50,000).
22.06. INDEMNIFICATION
The application shall include an agreement filed by the applicants to defend, indemnify, save
and hold the City of Fridley harmless from and on account of any and all claims against the City
of Fridley for injury or damage of any kind or nature to persons or property in, upon or about
the subject premises or arising from or in connection with said music festival from any cause
whatsoever. The applicants shall covenant and agree to keep and maintain in full force and
effect for a period of one (1) year from and after the date upon which they shall have been
issued a license to conduct a music festival, a policy of public liability and property damage
insurance in standard form in insurance companies satisfactory to the City of Fridley and shall
furnish the policy therefore to the City of Fridley. Such public liability insurance shall insure the
City of Fridley with limits of not less than $250,000 for injury to any one person, $500,000 for
injury to more than one person, and in the amount of $50,000 for property damage. Said policy
shall be delivered to the City of Fridley at least ten (10) days before the issuance of a license and
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such policy shall bear an endorsement of or shall be accompanied by evidence of receipt of
payment of the premium thereon.
22.07. CLEAN-UP
The application shall include an agreement signed by the applicants providing that within
seventy-two (72) hours after the conclusion of the music festival the applicants will clean up the
premises, including contiguous public roads, ways and easements, and remove all debris,
garbage, trash, litter and other waste matter from in and around said premises, together with all
advertising matters to said festival.
22.08. FINGERPRINTS
An application shall not be considered completed until each applicant has been fingerprinted
and photographed by the City of Fridley Police Department.
22.09. REFERRAL
Upon receipt of the fully completed application the city clerk shall forward the application to the
city manager and public safety director, or his or her subordinate. The city manager and public
safety director, or subordinate, shall determine whether, with regard to their specific areas of
responsibility, the proposed music festival can be held without violation of any of the provisions
of this Chapter. Within fifteen (15) days after the filing of a completed application, the city
manager and the public safety director, or subordinate, shall complete their investigation and
shall notify the city clerk of their approval or disapproval of the issuance of a license. If all such
officers approve the issuance of a license, the city clerk shall, after collecting the license fee as
provided in Chapter 11 of this Code, issue said license. If any of the said officers disapproves
the issuance of a license, no license shall be issued, and the reasons for such disapproval shall
be stated in writing with such notice of disapproval, a copy of which shall be delivered to the
applicant. (Ref 1324)
22.10. REVOCATION
1. In addition to the provisions of Chapter 11 of this Code, the City Council shall have the
right to revoke any license issued pursuant of this Chapter after a public hearing held after
written notice is given to the licensee at least twenty-four (24) hours prior to such hearing, for
any of the following causes:
A. The licensee fails, neglects or refuses to fulfill any of the conditions imposed
upon the granting of a license.
B. The licensee fails, refuses or neglects to fulfill any of the provisions of the
proposed program or plans.
C. The licensee permits the music festival to be conducted in a disorderly manner or
allows any person to remain on the premises while under the influence of intoxicating
liquor, any narcotics or other dangerous drugs.
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D. The licensee violates, or attempts to violate, any law of the State and/or
provisions of this Chapter or any other provisions of this Code.
E. The licensee has previously made a false, misleading or fraudulent statement of
material fact in the application for a license or in any other document required pursuant
to this Chapter.
2. Written notice of such revocation shall be forwarded by the City Clerk to the Assistant
City Manager/Public Safety Director, the Finance Director and to the licensee at the address
given in the application. Such revocation shall become effective immediately after ordered by
the City Manager.
22.11. SUSPENSION
The Assistant City Manager/Public Safety Director may suspend operation and close any music
festival prior to the expiration of the license granted under the provisions of this Chapter in the
event of the occurrence of a riot, major disorder, or serious breach of the peace when, in that
person's judgment, it becomes necessary to prevent injury to persons and/or damage to the
property.
22.12. PARTICIPANTS
If the City Manager shall as a condition of issuance of the licenser impose a limit on the number
of persons to be admitted to the music festival and/or requiring that only holders of tickets shall
be admitted to the premises on which the festival is to be held, it shall be unlawful for the
licensee, or any agent or employee of the licensee:
1. To allow, permit, or suffer the entrance to the premises in which the music festival is
held, of any person who does not possess a ticket, except a peace officer or other public officer
in the performance of official duties;
2. To sell, give or distribute a greater number of tickets than the number authorized by the
City Manager; or,
3. To allow, permit or suffer the admission of any person to a music festival if such
admission shall result in a greater number of persons present than authorized by the City
Manager
22.13. EXEMPTION
Any person, group of persons, or entity seeking to hold, conduct or operate a music festival, as
that term is defined in Section 22.01, on real property owned, leased, rented or possessed by
any public entity, may be exempted from making application for a license, paying the
application fee, providing the indemnity bond and the policy of public liability and property
damage insurance required by Sections 22.02 - 22.06, provided each of the following conditions
is satisfied:
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1. The person, group of persons, or entity seeking to hold, conduct, or operate a music
festival makes application in writing to the City of Fridley, for a permit, on a form to be provided
by the City Manager, at least five (5) days prior to the time indicated for the commencement of
the festival.
2. The applicant obtains and delivers to the City Manager, at the time of making the
application, a written sponsorship of or written permit for the festival signed by the public entity
on whose real property the festival is proposed to be held, conducted, or operated.
3. The application shall set forth the day or days, the time which shall not exceed four (4)
hours duration on any one day between the hours of 10:00 o'clock a.m. and 10:00 o'clock p.m.,
and the place of the proposed festival, and the name, residence address and telephone number
of the applicant and each member of the performing musical group(s) including their leader(s).
4. The applicant confirms in the application, or in a separate writing attached thereto, that:
(a) each of the musical group(s) including their leader(s), will receive no monetary compensation
for performing in the festival and, (b) no charge whatsoever will be sought or collected for
admission to or attendance at the proposed festival.
5. The applicant agrees in the application, or in a separate writing attached thereto, that he
or she will assume full responsibility for restoring the immediate location of the festival,
including the area occupied by the audience, to a clean and sanitary condition, and will remove
and properly dispose of all debris, garbage, litter and other waste matter from, in and around
said location, together with all advertising matter relating to the festival, within four (4) hours
immediately following the conclusion of the festival.
22.14. ACTION BY MANAGER
The city manager shall examine the application and all supporting documents, including the
written sponsorship or permit of the public entity, and if these are found to be in compliance
with the required conditions set forth herein, shall direct the city clerk to issue a permit in
writing to the applicant authorizing the music festival to be held, conducted, or operated on the
date(s), and at the time(s) and place(s) indicated therein. The city clerk shall forthwith, transmit a
copy of the permit to the affected public entity. The city manager shall have the final decision
making authority in connection with the issuance or denial or permits hereunder.
22.15. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provisions of Chapter 901 of this Code.
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FRIDLEY CITY CODE
CHAPTER 23. PUBLIC DANCES
23.01 MINNESOTA STATUTES BY REFERENCE
Minnesota Statutes Sections 624.42 to 624.54, inclusive, are hereby adopted by reference and
shall be in full force and effect in the City of Fridley as if set out here in full.
23.02. PERMIT REQUIRED
No person shall conduct a public dance without first obtaining a permit therefor from the City.
Person shall mean any person or persons, firm or firms, corporation or corporations.
23.03. APPLICATION
The city clerk shall furnish forms for the application. Such verified application shall state the
name and address of the applicant or organization, the location where the dance is to be held
and the size of the dance area. An applicant shall be required to state if they have been
convicted of a felony or gross misdemeanor within the past five (5) years. No permits shall be
granted unless the public safety director, or his or her subordinate, is satisfied that the applicant
is a person of good reputation, has not been convicted of a felony or gross misdemeanor for
five (5) years prior to the date of application, that the location is proper and suitable, that
sanitary facilities are proper, and that the applicant is capable of maintaining order.
23.04. FEE
The permit fee shall be as provided in Chapter 11 of this Code.
23.05. POST PERMIT
The permit shall be posted in a visible place at said dance.
23.06. CONDUCT
The persons to whom the permit is issued shall be held responsible for the manner of
conducting said dance. A peace officer or officers must be present at all times while said public
dance is being held.
23.07. PENALTIES
Any violation of this Chapter is a misdemeanor and is subject to all penalties provided for such
violations under the provision of Chapter 901 of the Fridley City Code.
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AGENDA REPORT
Meeting Date:September 23, 2024 Meeting Type:City Council Conference Meeting
Submitted By:Rebecca Hellegers, Employee Resources Director
Title
Police Sergeants and Patrol Officers Labor Agreement Discussion
Background
The City has reached a tentative agreement with the Police Sergeants Union and the Patrol Officers
Union for the 2025 and 2026 contract years. Staff will go over the terms of the tentative agreements with
Council. Staff will also go over the terms of the Memorandumof Agreements reached with both unions
for wage adjustments in 2024.
Focus on Fridley Strategic Alignment
Vibrant Neighborhoods &PlacesCommunity Identity &Relationship Building
Financial Stability & Commercial Prosperity X Public Safety & Environmental Stewardship
X Organizational Excellence
Attachments and Other Resources
Labor Agreement between the City of Fridley and Law Enforcement Labor Services, Inc., Local
No. 310 (Police Sergeants)
Memorandum of Agreement Between the City of Fridley and Law Enforcement Labor Services,
Inc., Local #310
Labor Agreement between the City of Fridley and Law Enforcement Labor Services, Inc., Local
No. 119 (Patrol Union)
Memorandum of Agreement Between theCity of Fridley and Law Enforcement Labor Services,
Inc., Local #119
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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"EXHIBIT A"
LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 310
(Police Sergeants)
2025 & 2026
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LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 310
2025 & 2026
TABLE OF CONTENTS
ARTICLE PAGE
1. Purpose of Agreement 1
2. Recognition 1
3. Definitions 1
4. Employer Security 3
5. Employer Authority 3
6. Union Security 3
7. Employee Rights - Grievance Procedure 4
8. Savings Clause 7
9. Seniority 7
10. Discipline 8
11. Constitutional Protection 9
12. Work Schedules 9
13. Overtime 10
14. Court Time 10
15. Call Back Time 11
16. Insurance 11
17. Standby Pay 14
18. Uniforms 14
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TABLE OF CONTENTS (CONTINUED)
ARTICLE PAGE
19. P.O.S.T. Training 14
20. Working Out of Class Pay 14
21. Wage Rates 14
22. Legal Defense 15
23. Probationary Periods 16
24. Annual Leave 16
25. Wellness Leave 18
26. Holidays 18
27. Short-term Disability 19
28. Long Term Disability 19
29. Injury On-Duty 20
30. Paid Parental Leave 21
31. Bereavement Leave Pay 21
32. Jury Pay 22
33. Compensatory Time 22
34. Employee Education Program 22
35. Waiver 23
36. Duration 24
37. Signatures 24
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LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 310
2025 & 2026
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 for all
employees, under Minnesota Statutes, Section 179A.03, subdivision 8, for all
employees in a unit certified by the State of Minnesota Bureau of Mediation
Services.
1. Sergeant
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
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A member of the Law Enforcement Labor Services, Inc.
3.3 Employee
A member of the exclusively recognized bargaining unit.
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
3.10 Scheduled Shift
A consecutive work period, including rest breaks and a lunch break.
3.11 Rest Breaks
Periods during the scheduled shift, in which the Employee remains on continual
duty and is responsible for all assigned duties.
3.12 Lunch Break
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A period during the scheduled shift, in which the Employee remains on continual
duty and is responsible for assigned duties.
3.13 Strike
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 or obligations of employment.
3.14 Job Classification Seniority
Length of continuous service within any job classification covered by this
AGREEMENT.
3.15 Employer Seniority
Length of continuous service with the EMPLOYER.
Article 4. Employer Security
4.1 The Union agrees that during the life of this Agreement 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
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
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deduction inwriting 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
steward(s) and alternate(s) and shall inform the Employer in writing of such
choices and changes in the position(s) 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 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 this Agreement.
7.3 Processing of 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.
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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 representatives final answer to 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 the 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.
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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. For grievance matters
involving written disciplinary action, discharge, or termination, the assignment of
an arbitrator shall be consistent with Minnesota Statue 626.892. For all other
grievances, 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 to application of
laws, rules, or regulations having the force and effect of law. The
arbitrators 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 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
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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 2 or 2a, the grievance
remains unresolved, and if the grievance involves the suspension, demotion or
discharge of an Employee who has completed the required probationary period,
the grievance may be appealed either to Step 3 of Article 7 or to another procedure
such as . If appealed to any procedure
other than Step 3 of this Article, the grievance is not subject to the arbitration
procedure as provided in Step 3 of Article 7. The aggrieved Employee shall indicate
in writing which procedure is to be utilized - Step 3 of Article 7 or an alternate
procedure - and shall sign a statement to the effect that the choice of the alternate
procedure precludes the aggrieved Employee from making a subsequent appeal
through Step 3 of Article 7.
Except with respect to statutes under jurisdiction of the United States Equal
Opportunity Commission, an employee pursuing a statutory remedy is not
precluded from also pursuing an appeal under this grievance procedure. If a
court of competent jurisdiction rules contrary to the ruling in EEOC v. Board of
th
Governors of State Colleges and Universities, 957 F.2d 424 (7 Cir.), cert. denied,
506 U.S. 906, 113 S. Ct. 299(1992), or if Board of Governors is judicially or
legislatively overruled, this paragraph of this Section shall be null and void.
Article 8. Savings Clause
8.1 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
judgment 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 Job Classification Seniority and posted in an
appropriate location. Seniority rosters may be maintained by the Director of
Public Safety on the basis of both Job Classification Seniority and Employer
Seniority.
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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/her previous position
at the sole discretion of the Employer.
9.3 A reduction of work force will be accomplished on the basis of Employer
Seniority. Employees shall be recalled from layoff on the basis of Employer
Seniority. An Employee on layoff shall have an opportunity to return to work
within one (1) year of the time of his/her layoff before any new Employee is hired.
9.4 Senior Employees will be given preference with regard to transfer, job
classification and assignments when the job-relevant qualifications of Employees
are equal.
9.5 Employees shall be given shift assignments preference on the basis of Job
Classification Seniority.
9.6 One continuous scheduled annual leave period (not to exceed two weeks/84
hours) may be selected on the basis of Job Classification Seniority until December
st
1 of the year prior to effected calendar year. After this date, scheduled annual
leave shall be on first-come, first-served basis.
9.7 Employees shall lose their Employer 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 forms:
a. oral reprimand;
b. written reprimand:
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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 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 7.
Article 11. Constitutional Protection
11.1 Employees shall have the rights granted to all citizens by the United States and
Minnesota State Constitutions.
Article 12. Work Schedules
12.1 The normal work year is an average forty (40)-hour workweek for full-time
Employees, to be accounted for by each Employee through:
a. hours worked on assigned shifts;
b. holidays;
c. assigned training;
e. 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.
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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 Employees 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
14.1 An Employee who is required to appear in court during his/her scheduled off-
duty time shall receive a minimum of three (3) hours pay at one and one-half (1-
1/2base pay rate. The City may assign the Employee to
stand by pending the notification of their appearance being required. Unless
otherwise specified by the City or the prosecutor, this period of standby shall
commence three (3) hours prior to the time sched
appearance in court. The Employee will be compensated for three (3) hours at
their base rate as provided in Article 21.1 for each day on standby.
14.2
court appearance is cancelled, the Employee will be notified by the end of the
business day (5:00 p.m.) preceding the court appearance. If notification of
cancellation is not made by the end of the business day (5:00 p.m.) preceding the
court appearance, the Employee will receive standby pay for three (3) hours at
their base rate of pay.
14.3 The business day notice applies to all court cases for which the Employee receives
notice resulting from their employment with the City.
14.4 Employees who are assigned to standby for a court appearance during their off-
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duty time, and who are then notified by the prosecuting attorney that they need
to appear and who do appear in court shall receive a minimum of three (3) hours
pay at one and one-half (1-1/2) times the Employee base rate of pay. Employees
will not be paid both standby pay and for three (3) hours at one and one-half
their base rate of pay.
14.5 Employees will be required to appear for the Court Trials/Traffic Court, for
Contested Omnibus Hearings, for Implied Consent Hearings, and for any other
court appearance where the City or the prosecuting attorney directs that standby
is not feasible.
Article 15. Call Back Time
15.1 -duty
time shall receive a minimum of three (3) hours pay at one and one-half (1-1/2)
scheduled shift for duty does not qualify the Employee for the three (3) hour
minimum.
15.2 An Employee who works extra-duty work (outside employment) 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.
Article 16. Insurance
16.1 For the calendar year 2025, for Employees who choose single coverage in the Base
Plan, the Employer will contribute up to $937.75 per month per employee toward
the single health insurance premium, and $1,566.76per month toward the
employee-plus-one health insurance premium, and $2.239.96 per month toward
the dependent health insurance premium, or an amount equal to that provided to
non-
Flexible Benefit Plan.
For the calendar year of 2026, for those Employees who choose coverage in the
Base Plan, the Employer will contribute the same amount provided to non-union
employees. If the 2026 employer contribution rates for the non-union employees
are less, the previous year's contribution will remain in effect.
16.2 For the calendar year 2025, for Employees who choose the high deductible health
plan and health reimbursement arrangement (HRA), the Employer will contribute
$839.88 per month toward the single health insurance premium, and $1.619.20
toward the employee-plus-one health insurance premium, and $2,432.20 toward
dependent health insurance premium, or an equal amount to that provided to non-
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Benefit Plan.
For the calendar year of 2026, for those Employees who choose coverage in the
HRA Plan, the Employer will contribute the same amount provided to non-union
employees.
If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
16.3 For the calendar year 2025, 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
For the calendar year of 2026, for those Employees who choose coverage in the
HRA Plan, the Employer will contribute the same amount provided to non-union
employees in their HRA VEBA.
If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
16.4 For the calendar year 2025, for Employees who choose the high deductible health
plan and healthcare savings account (HSA), the Employer will contribute $774.66
per month toward single health insurance premium, and $1,539.14 per month
toward the employee-plus-one health insurance premium, and $2,335.61 toward
the dependent health insurance premium, or an equal amount to that provided
to non-
Flexible Benefit Plan.
For the calendar year of 2026, for those Employees who choose coverage in the
HSA Plan, the Employer will contribute the same amount provided to non-union
employees in their HSA account.
If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
16.5 For the calendar year 2025, 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-
u
Benefit Plan.
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For the calendar years 2026, for Employees who choose the high deductible health
plan and healthcare savings account (H.S.A.), the Employer will contribute an equal
amount toward the HSA as is provided to non-union employees, whichever is
16.6 For the calendar years of 2025, for Employees who choose dental coverage, the
Employer will contribute up to $25 per month toward the dental insurance
premium, or an amount equal to that provided to non-union employees, whichever
For the calendar year of 2026, for those Employees who choose dental coverage,
the Employer will contribute the same amount provided to non-union employees.
If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
16.7 For the calendar year of 2025, 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, or an amount equal
to that provided to non-union employees, whichever is greater, in accordance with
For the calendar year of 2026, the Employer will contribute the same amount for
group term life insurance provided to non-union employees.
If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
16.8 For the calendar year 2025 and 2026,
Benefit Plan, Employees have the option during an open enrollment period or
during approved qualifying events to decline health or dental insurance coverage,
provided they provide proof of coverage elsewhere.
For the calendar year 2025, in lieu of electing health and dental benefits, Employees
may elect the option of having ten (10) additional Benefit Leave Days or a monthly
cash benefit (taxable) of $476.77, or the amount equal to or greater than the
amount provided to non-union employees.
For the calendar year 2026, for Employees who choose to waive the health and
dental programs and elect Benefit Leave Days or the monthly cash option, the
Employer will contribute the same amount provided to non-union employees,
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If the 2026 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
Benefit Leave days are required to be used within in the calendar year and may not
be carried into the following year.
Article 17. Standby Pay
17.1 Employees required by the Employer to stand by shall be paid for such standby
Employees placed
on standby shall remain able to respond within a reasonable time. Such
reasonable time, if not otherwise specified at the time of assignment to standby,
shall be one (1) hour to the police department, or other location designated by
the City. Employees placed on standby shall remain available to be contacted by
the Employer by normal means to include phone or wireless communication
devices.
Article 18. Uniforms
18.1 The Employer shall provide required uniform and equipment items. Non-
uniformed Employees shall be reimbursed up to $500.00 per year for clothing
allowance.
Article 19. P.O.S.T. Training
19.1 Employer shall assign training at Employer's expense for Police Sergeants to
complete a minimum of 48 hours of P.O.S.T. Board-approved education during
each three-year licensing period.
19.2 Employer shall pay the cost of maintaining P.O.S.T. licensure for all Employees
required to maintain the license.
Article 20. Working Out of Class Pay
20.1 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 duration of the assignment.
Article 21. Wage Rates
21.1 The following hourly wage rates will apply for 2025 & 2026 (amounts may be
rounded to two decimal points):
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2025 Hourly Rate 2026 Hourly Rate
Steps 3% COLA 4% COLA
Start $58.12 $60.44
1 Year $59.68 $62.07
2 Year $61.38 $63.84
3 Year $63.13 $65.66
21.2 Specialty Pay - Any sergeant assigned to investigation will be compensated an
additional 5% over their base pay.
21.3 Shift Differential -Employees who work between 10:30 p.m. and 6:30 a.m. shall be
paid a shift differential for hours worked between those times, according to the
following schedule:
a. An additional $1.00 per hour will be paid for regular hours worked.
b. An additional one and one-half (1 ½) times the shift differential ($1.50 per
hour) will be paid in addition to overtime compensation for hours worked in
addition to a regularly scheduled shift, and for call back or early report to a
shift, for extra duty hours, or voluntary overtime shifts.
c. An additional two (2) times the shift differential ($2.00 per hour) will be paid
in addition to overtime pay for overtime hours worked on a holiday.
d. Shift differential does not apply to any leave type taken for hours during
those hours.
Article 22. Legal Defense
22.1 Employees involved in litigation because of proven negligence, or non-
observance of laws, or of a personal nature, may not receive legal defense by the
municipality.
22.2 Any Employee who is charged with a traffic violation, ordinance violation or
criminal offense arising from acts performed within the scope of his/her
employment, when such act is performed in good faith and under the direct
order of his/her supervisor, shall be reimbursed for attorney's fees and court
costs actually incurred by such Employee in defending against such charge.
22.3 Employer will provide protection for all Employees against false arrest charges.
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Article 23. Probationary Periods
23.1 All newly hired, rehired, or promoted Employees will serve a one-year
probationary period.
Article 24. Annual Leave
24.1 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 workday.
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' compensation 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.
In accordance with MN Statute 181.9413, an Employee may use the Ci
leave or other forms of approved leaves for emergency absences or for personal
sick leave purposes due to an illness of or injury or safety leave to attend to the
-in-law, father-in-law,
grandchild, grandparent, or stepparent, for reasonable periods of time as the
injury.
st
24.2 Seniority shall apply on requested leave up to December 1 of the year prior to
the effected calendar year. After this date, scheduled annual leave shall be on a
first-come, first-served basis.
24.3 Annual leave shall accrue at the rate of eighteen (18) days (144 hours) per year
for the first seven (7) years (84 consecutive months) of employment with the City.
An Employee who has worked seven (7) years (84 consecutive 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 consecutive employment with
the City.
An Employee who has worked fifteen (15) years (180 consecutive 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 consecutive
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employment with the City.
Effective 1/1/2014, an Employee who has worked twenty (20) years (240
consecutive months) shall accrue annual leave at the rate of twenty-eight (28) days
(224 hours) per year, beginning with the two hundred forty first (241) month of
successive employment.
These rates are based on a forty-hour (40) regular workweek. The actual amount
credited to an Employee in any given pay period shall be pro-rated 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.
24.4 The maximum total accumulation of annual leave at the end of any given year
shall be forty (40) days (320 hours).
24.5 An Employee who wishes to take advantage of the catch-up provision for the
457 Deferred Compensation Plan 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 forty (40) days (320
hours).
c. An Employee taking advantage of this provision must file the
appropriate forms with the payroll division of the Employer.
24.6 Upon separation from employment with the City, an Employee will be paid one
(1) days salary for each day of accrued annual leave remaining in the Employee's
balance.
24.7 Effective adoption of the contract, all sergeants shall be enrolled in a retirement
health savings plan (RHSP) and shall contribute $100.00 per pay period into their
account.
Upon separation from employment, sergeants will contribute 50% of all unpaid
leave or accruals due to the employee (such as accrued annual leave, comp time,
holiday pay, wellness leave, benefit leave, separation benefit, etc.) and shall be
Retirement Health Savings Plan (RHSP). This would
not include any regular wages or benefits paid out in the employee's final
paycheck.
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Article 25. Wellness Leave
25.1 Employees will be awarded fifty-six (56) hours of Wellness Leave at the start of
the calendar year for participation in the Public Safety Wellness program.
Employees will not be eligible to participate in the City of Fridley Wellness
program.
25.2 Employees, with approval, may use accumulated Wellness leave time in any
hourly increment the employee chooses.
25.3 Wellness leave hours must be used in the calendar year in which they are
st
awarded, and any unused hours after December 31 of the year will be forfeited.
25.4 Wellness leave hours will be prorated at 1.846 hours per pay period for those
who leave employment with the City of Fridley prior to the end of the calendar
year. Employees who begin employment with the City of Fridley after the start of
the calendar year will be awarded prorated Wellness leave.
Article 26. Holidays
26.1 Employees will accrue eight (8) hours of holiday leave for each of thirteen (13)
holidays in a calendar year.
26.2 In addition to the thirteen (13) holidays, Employees 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. For any overtime hours worked on
a holiday Employees will be paid two (2) times their base rate of pay.
26.3 Employees, with approval, may use accumulated holiday leave time in any hourly
increment the Employee chooses.
26.4 If an additional holiday is awarded to other non-union employees, it would be
provided to the Union as well.
26.5 Once a year, Employees will be paid for unused holiday hours remaining after
December 31st of each year, up to a maximum of ninety-six (96) hours. Payment
will be made at the Employee's hourly rate in effect on December 31st of the
affected year.
26.6 The City will be responsible for designating the holidays and communicating to
Employees in advance of the effected year.
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Article 27. Short Term Disability
27.1 Upon the effective date of the short-term disability plan, the Employer will
provide short-term disability insurance coverage for Employees who are ill or
injured off-the-
definition of disability).
27.2 The Employer will pay the premium (taxable) for short-term disability coverage or
an amount equal to that which it contributes for non-union employees.
27.3 During the short-term disability period, the Employer will continue to contribute
such as health,
dental, and life insurance, cash option, etc.) as long as the Employee is actively
employed or until the disabled Employee returns to work.
27.4 The short-
waiting period and shall not exceed 90 calendar days for any single illness or
injury, regardless of the number and spacing of episodes.
27.5 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.
27.6 Before any short-term disability payments are made or authorized, the Employer
or insurer 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 to verify the illness or injury claimed.
Article 28. Long-Term Disability
28.1 Upon the effective date of the long-term disability plan, the Employer will provide
long-term disability insurance coverage for Employees who are ill or injured off-
the-
disability).
28.2 The Employer will pay the premium (taxable) for long-term disability coverage or
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an amount equal tothe contribution for non-union employees.
28.3 During the long-term disability period, the Employer will continue to contribute
benefit package (such as health,
dental, and life insurance, cash option, etc.) as long as the Employee is actively
employed or until the disabled Employee returns to work.
28.4 The long-term ion of
waiting period (currently 90 calendars days) and shall continue until the coverage
terminates as determined under the terms of the insured product.
28.5 The annual leave balance of an Employee receiving long-term disability benefit
shall not be reduced nor shall such Employee accrue annual leave during that
period.
28.6 Before any long-term disability payments are made or authorized, the Employer
or insurer 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 long-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 to verify the illness or injury claimed.
Article 29. Injury On-Duty (IOD) Benefit
29.1 Employees injured during the performance of their duties for the Employer and
are thereby rendered unable to work for the Employer will be compensated for
-
Compensation insurance payments from the time of injury for a period not to
exceed ninety (90) working days per injury.
29.2 The annual leave balance of an Employee receiving the injury on duty benefit
shall not be reduced nor shall such Employee accrue annual leave during that
period.
29.3 While an Employee is receiving the IOD benefit, the Employer will continue to
make the Employer contributions toward insurance benefit package (e.g. health,
dental, life insurance contributions, etc.).
29.4
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authorized by the Employer to an Employee, the Employer or insurer 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.
29.5 The Employer also reserves the right to have an examination made at any time of
any Employee claiming payment under the IOD 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 to
verify the illness or injury claimed.
29.6 If the injury is deemed not work related or not approved
compensation insurer, the Employee must reimburse the Employer for lost time,
benefits, etc. through annual leave, other forms of leave and/or direct
reimbursement within a reasonable amount of time or upon terms agreed upon
by the Employer and Employee.
Article 30. Paid Parental Leave
30.1 The Employer will provide up to four (4) weeks (based on an average 40-hour
work week) or 160 hours of paid parental leave or the amount provided to non-
union employees.
30.2 The leave will be allowed
placement of a child with an Employee in connection with adoption or foster care
and may be taken at any time during the three (3) month period immediately
following the birth, adoption or placement of a child with the Employee.
30.2 The compensation will occur at the regular rate of pay and all other
.
Article 31. Bereavement Leave
31.1 Bereavement leave will be granted to full-time Employees up to a maximum of
twenty-four (24) scheduled hours. 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,
in-laws, brothers in-law, and sisters in-law.
31.2 The City will allow union 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.
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Article 32. Jury Pay
32.1 It shall be understood and agreed that the Employer 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 33. Compensatory Time
33.1 Management reserves the right to approve compensatory time in lieu of overtime
pay. Compensatory time shall not be accumulated in excess of forty (40) hours
and must be used within the calendar year in which it was accumulated as
determined by the Employer.
Article 34. Employee Education Program
34.1 The Employer will pay certain expenses for certain education courses based on
the following criteria:
a.
anticipated career responsibilities;
b. Attendance shall be at an institution approved by the Employer. The course
must be approved by the Chief.
c. Financial assistance will be extended only to courses offered by an accredited
institution. This includes vocational and technical schools, Minnesota School
of Business, etc.
34.2 Programs Financial Policy
Financial assistance not to exceed the amount of three thousand, six hundred
($3,600.00) 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
the Chief a certification of satisfactory work. Satisfactory work is defined as
follows:
a. In courses issuing a letter grade, a C or above is required.
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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 instructor that the
student satisfactorily participated in the activities of the course is required.
34.3 If the Employee satisfactorily completes the course and provides the required
documentation, the Employee will be reimbursed for 100% of the cost of the
eligible costs (i.e. tuition, books, course fees, etc.). If the Employee fails to
satisfactorily complete the course, the Employee will not be reimbursed for these
costs.
34.4 The program will not reimburse the Employee for the hours the Employee spends
in class, only for the tuition.
34.5 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.
34.6 The City will not pay tuition or other costs for those courses, which are used to
make the Employee eligible for additional salary.
34.7 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.
34.8 The City Manager will review and consider requests for reimbursement which
exceed $3,600 per year based on unusual or extenuating circumstances.
Requests, documentation and justification must be submitted in writing in
advance of registration for the course and will be reviewed on a case-by-case
basis.
Article 35. Waiver
35.1 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.
35.2 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 this
Agreement. The Employee and the Union each voluntarily and unqualifiedly waives
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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 the
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
contact was negotiated or executed.
Article 36. Duration
36.1 This Agreement shall be effective as of first day of January 2025 and shall remain
in full force and effect through the thirty-first day of December 2026. In witness
whereof, the parties hereto have executed this Agreement on this 23 day of
September 2024.
Article 37. Signatures
FOR CITY OF FRIDLEY
________________________________________________________________________________________
Scott J. Lund, Mayor (Date)
________________________________________________________________________________________
Walter T. Wysopal, City Manager (Date)
________________________________________________________________________________________
Rebecca A. Hellegers, Director of Employee Resources (Date)
________________________________________________________________________________________
Ryan N. George, Public Safety Director (Date)
FOR LAW ENFORCEMENT LABOR SERVICES, INC.
________________________________________________________________________________________
Robin Roeser, LELS Business Agent (Date)
________________________________________________________________________________________
Erik Johnson, Steward (Date)
________________________________________________________________________________________
Chris McClish, Steward (Date)
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MEMORANDUM OF AGREEMENT
Between the City of Fridley and
Law Enforcement Labor Services, Inc., Local #310
This Memorandum of Agreement is entered into between the City of Fridley (hereafter
“City”) and Law Enforcement Labor Services, Inc., Local #310 (hereafter “Union”).
WHEREAS, the City and the Union are parties to a collective bargaining agreement
(hereinafter “Agreement”) in effect from January 1, 2025, to December 31, 2026, providing for
the terms and conditions of employment for certain Sergeantsworking for the City; and
WHEREAS, the City and the Union recognize that there is unpredictability for law
enforcement wagesin 2026; and
WHEREAS, the parties addressed the matter during negotiations and agreed that a
market evaluation would be completed in 2026;
NOW, THEREFORE the City and the Union agree as follows:
In 2026, the Union and Employer agree that comparable City wages will be reviewed in April, to
determine if the 2026 contract wages meet the average of the market. The average will be
calculated by using contracts of the comparable cities that are settled as of the date of evaluation
\[April 1\]. If at least 11 of the comparable cities have settled contracts, the unsettled contracts will
be discarded for the purposes of this calculation. If 2026 contract wages are below the calculated
market average, the wagerate will be increased by multiplying the calculated percentage
nd
increase below the market average times 1.33. New pay rates will be effective onthe 2full pay
period in April and paid on the first pay period in May.
The Market Cities will include the following:
St Louis Park PD Blaine PD
Coon Rapids PD Oakdale PD
Maplewood PD Columbia Heights PD
Apple Valley PD Roseville PD
Brooklyn Center PD New Hope PD
Golden Valley PD Crystal PD
New Brighton PD Richfield PD
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The parties recognize the market adjustment is a means to address the factually unique
circumstances related to the volatility of law enforcement market conditions and that this
agreement fully expires at 11:59pm on December 31, 2026.
Signatures: We hereby recommend approval of this agreement.
For the City of Fridley
Scott Lund, Mayor (Date)
Walter Wysopal, City Manager (Date)
Rebecca Hellegers, Human Resources Director (Date)
Ryan George, Public Safety Director (Date)
FOR LAW ENFORCEMENT LABOR SERVICES, INC.
Robin Roeser, LELS Business Agent (Date)
Chris McClish, Steward (Date)
Erik Johnson, Steward (Date)
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EXHIBIT
LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 119
(Patrol Union)
2025 & 2026
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LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 119
2025 & 2026
TABLE OF CONTENTS
ARTICLE PAGE
1. Purpose of Agreement 1
2. Recognition 1
3. Definitions 2
4. Employer Security 3
5. Employer Authority 3
6. Union Security 4
7. Employee Rights - Grievance Procedure 4
8. Savings Clause 7
9. Seniority 8
10. Discipline 9
11. Constitutional Protection 9
12. Work Schedules 9
ii
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ARTICLE PAGE
13. Overtime 10
14. Court Time 10
15. Call Back Time 11
16. Working Out of Classification 11
17. Insurance 12
18. Standby Pay 14
19. Uniforms 14
20. P.O.S.T. Training 14
21. Longevity 15
22. Wage Rates 15
23. Legal Defense 16
24. Probationary Periods 16
25. Annual Leave 16
26. Wellness Leave 18
27. Holidays 18
28. Short-term Disability 19
29. Long-term Disability 20
30. Injury On Duty 20
31. Parental Leave 21
32. Bereavement Leave Pay 21
33. Jury Pay 22
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ARTICLE PAGE
34. Compensatory Time 22
35. Employee Education Program 22
36. Pay for Investigators or School Resource Officer 23
37. BMC Case No. 85-PN-486-A. Issue 8 23
38. Waiver 24
39. Duration 24
iv
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LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 119
(2025 & 2026)
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
interpretation and/or application; and
1.2
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
2.2 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.
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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.
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
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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 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 or obligations of employment.
Article 4. Employer Security
The Union agrees that during the life of this Agreement 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 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 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 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 this Agreement.
7.3 Processing of 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
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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
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 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
final answer to 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 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 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 the 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
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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
by the Bureau of Mediation Services.
7.5 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 to application of laws,
rules, or regulations having the force and effect of law.
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
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 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 If a grievance is not appealed to the next step within the
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specified time limit or any agreed extension thereof, it shall be considered settled on
the basis of the 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 2 or 2a, the grievance remains
unresolved, and if the grievance involves the suspension, demotion or discharge of
an Employee who has completed the required probationary period, the grievance
may be appealed either to Step 3 of Article 7 or to another procedure such as
Preference or Fair Employment. If appealed to any procedure other than
Step 3 of this Article, the grievance is not subject to the arbitration procedure as
provided in Step 3 of Article 7. The aggrieved Employee shall indicate in writing
which procedure is to be utilized - Step 3 of Article 7 or an alternate procedure - and
shall sign a statement to the effect that the choice of the alternate procedure
precludes the aggrieved Employee from making a subsequent appeal through Step
3 of Article 7.
Except with respect to statutes under jurisdiction of the United States Equal
Opportunity Commission, an employee pursuing a statutory remedy is not precluded
from also pursuing an appeal under this grievance procedure. If a court of competent
jurisdiction rules contrary to the ruling in EEOC v. Board of Governors of State Colleges
th
and Universities, 957 F.2d 424 (7Cir.), cert. denied, 506 U.S. 906, 113 S.Ct. 299(1992),
or if Board of Governors is judicially or legislatively overruled, this paragraph of this
Section shall be null and void.
Article 8. 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 judgment 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.
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Article 9. Seniority
9.1 Seniority shall be determined by the 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 direction of the Employer. During the probationary period a
promoted or reassigned Employee may be replaced in his/her 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 (2) of the time of his/her 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
(18) months of continuous full-time employment.
9.6 One continuous scheduled annual leave period (not to exceed two weeks/84 hours)
st
may be selected on the basis of Job Classification Seniority until December 1 of
the year prior to effected calendar year. After this date, 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.
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Article 10. Discipline
10.1 The Employer will discipline Employees for just cause only. Discipline will 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
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 7.
Article 11. Constitutional Protection
Employees shall have the rights granted to all citizens by the United States and Minnesota
State Constitutions.
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:
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a. hours worked on assigned shifts;
b. holidays;
c. assigned training;
e. 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
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
14.1 An Employee who is required to appear in court during his/her scheduled off-duty
time shall receive a minimum of three (3) hours pay at one and one-half (1.5) times
the base pay rate. The City may assign the Employee to stand by
pending the notification of their appearance being required. Unless otherwise
specified by the City or the prosecutor, this period of standby shall commence three
(3) hours prior to the time scheduled for the appearance in court. The
Employee will be compensated for three (3) hours at their base rate as provided in
Article 18 for each day on standby.
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14.2 If the court appearance is scheduled during the off time, and if the court
appearance is cancelled, the Employee will be notified by the end of the business
day (5:00 p.m.) preceding the court appearance. If notification of cancellation is not
made by the end of the business day (5:00 p.m.) preceding the court appearance,
the Employee will receive standby pay for three (3) hours at their base rate of pay.
14.3 The business day notice applies to all court cases for which the Employee receives
notice resulting from their employment with the City.
14.4 Employees who are assigned to standby for a court appearance during their off-
duty time, and who are then notified by the prosecuting attorney that they need to
appear and who do appear in court shall receive a minimum of three (3) hours pay
at one and one-half (1.5) times the Employee base rate of pay. Employees will not
be paid both standby pay and for three (3) hours at one and one-half their base
rate of pay.
14.5 Employees will be required to appear for the Court Trials/Traffic Court, for
Contested Omnibus Hearings, for Implied Consent Hearings, and for any other
court appearance where the City or the prosecuting attorney directs that Standby is
not feasible.
Article 15. Call Back Time
15.1 An Employee who is called to duty during the scheduled off-duty time
shall receive a minimum of three (3) hours pay at one and one-half (1-1/2) times the
base pay rate. An extension or early report to a regularly scheduled shift
for duty does not qualify the Employee for the three (3) hour minimum.
15.2 An Employee who works extra-duty work (outside employment) during the
scheduled off-duty time shall receive a minimum of two (2) hours pay at
one and one-half (1 ½) times the base pay rate. Extra-duty hours worked
on a holiday, as defined in Article 26, shall be compensated at two (2) times the
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
duration of the assignment.
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Article 17. Insurance
17.1 For the calendar year 2025, for Employees who choose single coverage in the Base
Plan, the Employer will contribute up to $937.75 per month per employee toward the
single health insurance premium; and $1,566.76 per month toward the employee-
plus-one health insurance premium, and $2,239.96 per month toward the dependent
health insurance premium, or an amount equal to that provided to non-union
employees, whichever is greater, in accordance with the Flexible Benefit
Plan.
For the calendar year of 2026, for those Employees who choose coverage in the Base
Plan, the Employer will contribute the same amount provided to non-union
employees. If the 2026 rates for the non-union employees are less, the previous
contribution will remain in effect.
17.2 For the calendar year 2025, for Employees who choose the high deductible health
plan and health reimbursement arrangement (HRA), the Employer will contribute
$839.88 per month toward the single health insurance premium, and $1,619.20
toward the employee-plus-one health insurance premium, and $2,432.20 toward
dependent health insurance premium, or an equal amount to that provided to non-
union employees, whichever is greater, in accordance with the Flexible
Benefit Plan.
For the calendar year of 2026, for those Employees who choose coverage in the
HRA Plan, the Employer will contribute the same amount provided to non-union
employees. If the 2026 rates for the non-union employees are less, the previous
17.3 For the calendar year 2025, 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
Flexible Benefit Plan
For the calendar year of 2026, for those Employees who choose coverage in the
HRA Plan, the Employer will contribute the same amount provided to non-union
employees in their HRA VEBA. If the 2026 rates for the non-union employees are
less, the previous contribution will remain in effect.
17.4 For the calendar year 2025, for Employees who choose the high deductible health
plan and healthcare savings account (HSA), the Employer will contribute $774.66 per
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month toward single health insurance premium, and $1,539.14 for employee-plus-
one health insurance premium, and $2,335.61 toward the dependent health
insurance premium, or an equal amount to that provided to non-union employees,
whichever is greater, in accordance with the Flexible Benefit Plan.
For the calendar year of 2026, for those Employees who choose coverage in the HSA
Plan, the Employer will contribute the same amount provided to non-union
employees in their HSA account. If the 2026 rates for the non-union employees are
less, the previous contribution will remain in effect.
17.5 For the calendar year 2025, 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 Flexible Benefit
Plan.
For the calendar year of 2026, for Employees who choose the high deductible health
plan and healthcare savings account (H.S.A.), the Employer will contribute an equal
amount toward the HSA as is provided to non-union employees, whichever is greater,
in accordance with the Flexible Benefit Plan.
17.6 For the calendar year 2025, for Employees who choose dental coverage, the Employer
will contribute up to $25 per month toward the dental insurance premium, or an
amount equal to that provided to non-union employees, whichever is greater, in
accordance with the Flexible Benefit Plan.
For the calendar year of 2026, for Employees who choose the dental coverage, the
Employer will contribute an equal amount toward the dental insurance premium as
is provided to non-union employees, whichever is greater, in accordance with the
17.7 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
17.8 For the calendar year 2025, in accordance with the 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 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
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provided to non-union employees.
For the calendar year of 2026, for Employees who choose to waive the health and
dental programs and elect Benefit Leave Days or the monthly cash option, the
Employer will contribute the same amount provided to non-union employees,
whichever is greater, in accordance with the Flexible Benefit Plan. If the
2026 amounts for the non-union employees are less, the previous amount will
remain in effect.
Benefit Leave days are required to be used within in the calendar year and may not
be carried into the following year.
17.9 All patrol shall be enrolled in a retirement health savings plan (RHSP) and shall
contribute $75.00 per pay period into their account.
Article 18. Standby Pay
Employees required by the Employer to standby shall be paid for such standby time at the
rate of one pay for each hour on standby. Employees placed on standby shall remain
able to respond within a reasonable time. Such reasonable time, if not otherwise specified
at the time of assignment to standby, shall be one (1) hour to the police department,
assigned court location, or other location designated by the City. Employees placed on
standby shall remain available to be contacted by the Employer by normal means to include
phone or wireless communication devices. Employees assigned to standby for court
appearances shall be compensated for three (3) hours of pay for each day or portion of a
day on standby.
Article 19. Uniforms
The Employer shall provide required uniform and equipment items.
Article 20. P.O.S.T. Training
20.1 Employer shall assign training at expense for Police Officers to complete
48 hours of P.O.S.T. Board approved education during each three-year licensing
period.
20.2 Employer shall pay the cost of maintaining P.O.S.T. licensure for all Employees
required to maintain the license.
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Article 21. Longevity
21.1 After four (4) years of continuous employment each Employee shall be paid three
percent (3%) of the base rate.
21.2 After six (6) years of continuous employment, each Employee shall be paid
21.3 After eight (8) years of continuous employment, each Employee shall be paid
supplementary pay of seven percent
21.4 After ten (10) years of continuous employment, each Employee shall be paid
.
Article 22. Wage Rates
22.1 The following hourly wage rates will apply for 2025 and 2026 (amounts may be
rounded to two decimal points):
Amounts reflect a 3% increase for 2025 and 4% increase for 2026:
Step 1/1/2025 Hourly Rate (3%) 1/1/2026 Hourly Rate (4%)
Start 36.24 37.69
1 Year 40.93 42.56
2 Year 45.31 47.13
3 Year 49.88 51.88
22.2 Employees classified or assigned by the Employer to the following job classifications
or positions will receive five percent (5%) in addition to their regular wage rate:
Investigative (Detective); School Resource Officer; Rental Housing Officer, Drug Task
Force Investigator, K-9, and Special Operations Units.
22.3 An Employee certified for and assigned to Field Training Officer (FTO) duties shall
receive overtime pay equal to the overtime rate or compensatory time at time and
one-half up to the limit in Article 30, in addition to any other regular overtime worked,
for any single shift worked as Field Training Officer as indicated:
Shift of 12 or more hours two (2) hours
Shift of 8 to 11.9 hours one and one half (1-1/2) hours
Shift of 4 to 7.9 hours one (1) hour
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22.4 Employees who work between 11 p.m. and 7 a.m. shall be paid a shift differential
for hours worked between those times, according to the following schedule:
a. An additional $1.00 per hour will be paid for regular hours worked.
b. An additional one and one-half (1 1/2) times the shift differential ($1.50 per
hour) will be paid in addition to overtime compensation for hours worked in
addition to a regularly scheduled shift, and for call back or early report to a
shift, for extra duty hours, or voluntary overtime shifts.
c. An additional two (2) times the shift differential ($2.00 per hour) will be paid
in addition to overtime pay for overtime hours worked on a holiday.
d. Shift differential does not apply to any leave type taken for hours during
those hours.
Article 23. Legal Defense
23.1 Employees involved in litigation because of proven negligence, 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/her employment, when
such act is performed in good faith and under the direct order of his/her supervisor,
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) month probationary period.
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 workday.
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 compensation
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insurance, Public Employees Retirement Association disability insurance, or Social
Security disability insurance.
reduced only by the amount of annual leave for which the Employee received
compensation.
st
25.2 Seniority shall apply on requested leave up to December 1 of the year prior to the
effected calendar year. After this date, scheduled annual leave shall be on a first-
come, first-served 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 consecutive months) shall accrue
annual leave at the rate of twenty-four (24) days (192 hours) per year, beginning with
th
the eighty-fifth (85) 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
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the one hundred eighty-first (181) month of successive employment.
Effective 1/1/2014, an Employee who has worked twenty (20) years (240 consecutive
months) shall accrue annual leave at the rate of twenty-eight (28) days (224 hours)
per year, beginning with the two hundred forty first (241) month of successive
employment.
These rates are based on a forty-hour (40) regular workweek. 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:
Effective 1/1/2014, the maximum total accumulation of annual leave at the end of
any given year shall be forty (40) days (320 hours).
25.5 An Employee who wishes to take advantage of the catch-up provision for the
457 Deferred Compensation Plan may exchange as many days as desired for cash
under the following conditions:
a. The cap is reduced by the number of days exchanged.
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b. In no case may the cap be reduced below forty (40) days (320 hours).
c. An Employee taking advantage of this provision must file the appropriate
forms with the payroll division of the Employer.
25.6 Upon separation from employment with the City, an Employee will be paid one (1)
balance.
Article 26. Wellness Leave
26.1 Employees will be awarded fifty-six (56) hours of Wellness Leave at the start of the
calendar year for participation in the Public Safety Wellness program.
Employees will not be eligible to participate in the City of Fridley Wellness program.
26.2 Employees, with approval, may use accumulated Wellness leave time in any hourly
increment the employee chooses.
26.3 Wellness leave hours must be used in the calendar year in which they are awarded,
and any unused hours after December 31st of the year will be forfeited.
26.4 Wellness Leaves hours will be prorated for those who leave employment with the
City of Fridley prior to the end of the calendar year. Employees who begin
employment with the City of Fridley after the start of the calendar year will be
awarded prorated Wellness Leave.
Article 27. Holidays
27.1 Employees will accrue eight (8) hours of holiday leave for each of thirteen (13)
holidays in a calendar year.
27.2 In addition to the thirteen (13) holidays, Employees assigned to the Patrol Division shall
be paid at one and one-half (1- ½) times their base rate of pay for all hours worked
on the actual holiday between the hours of midnight and midnight. For any
overtime hours worked on a holiday, Employees will be paid two (2) times their
base rate of pay.
27.3 Employees, with approval, may use accumulated holiday leave time in any hourly
increment the Employee chooses.
27.4 Once a year, Employees will be paid for any unused holiday hours remaining after
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Dec. 31st of each year, up to a maximum of ninety-six (96) hours. Payment will be
made at the Employee's hourly rate in effect on Dec. 31st of the year in which the
holiday hours were accrued.
27.5 The Employer will designate the holiday schedule and communicate to Employees in
advance.
Article 28. Short Term Disability
28.1 Upon the effective date of the short-term disability plan, the Employer will provide
short-term disability insurance coverage for Employees who are ill or injured off-
the-job and who are determined to be disabled (under the definition of
disability).
28.2 The Employer will pay the premium (taxable) for short-term disability coverage.
28.3 During the short-term disability period, the Employer will continue to contribute
toward the portion of the standard benefit package (such as health,
dental, and life insurance, cash option, etc.) as long as the Employee is actively
employed or until the disabled Employee returns to work.
28.4 The short-term disability coverage will begin following the definition of
waiting period and shall not exceed 90 calendar days for any single illness or
injury, regardless of the number and spacing of episodes.
28.5 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.
28.6 Before any short-term disability payments are made or authorized, the Employer or
insurer 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 to verify the illness or injury claimed.
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Article 29. Long-Term Disability
29.1 Upon the effective date of the long-term disability plan, the Employer will provide
long-term disability insurance coverage for Employees who are ill or injured off-the-
job and who are determined to be disabled (under the definition of disability).
29.2 The Employer will pay the premium (taxable) for long-term disability coverage.
29.3 During the long-term disability period, the Employer will continue to contribute
toward the portion of the standard benefit package (such as health,
dental, and life insurance, cash option, etc.) as long as the Employee is actively
employed or until the disabled Employee returns to work.
29.4 The long-term disability coverage will begin following the definition of
waiting period (currently 90 calendars days) and shall continue until the coverage
terminates as determined under the terms of the insured product.
29.5 The annual leave balance of an Employee receiving long-term disability benefit shall
not be reduced nor shall such Employee accrue annual leave during that period.
29.6 Before any long-term disability payments are made or authorized, the Employer or
insurer 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 long-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 to verify the illness or injury claimed.
Article 30. Injury On-Duty (IOD) Benefit
30.1 Employees injured during the performance of their duties for the Employer and are
thereby rendered unable to work for the Employer will be compensated for the
difference between the regular take-home pay and any
Compensation insurance payments from the time of injury for a period not to
exceed ninety (90) working days per injury.
30.2 The annual leave balance of an Employee receiving the injury on duty benefit shall
not be reduced nor shall such Employee accrue annual leave during that period.
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30.3 While an Employee is receiving the IOD benefit, the Employer will continue to make
the Employer contributions toward insurance benefit package (e.g. health, dental, life
insurance contributions, etc.).
30.4 Before any injury on duty or compensation payments are made or
authorized by the Employer to an Employee, the Employer or insurer 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.
30.5 The Employer also reserves the right to have an examination made at any time of
any Employee claiming payment under the IOD 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 to verify
the illness or injury claimed.
30.6 If the injury is deemed not work related or not approved by the
compensation insurer, the Employee must reimburse the Employer for lost time,
benefits, etc. through annual leave, other forms of leave and/or direct
reimbursement within a reasonable amount of time or upon terms agreed upon by
the Employer and Employee.
Article 31. Paid Parental Leave
31.1 The Employer will provide up to four (4) weeks (based on an average 40-hour work
week) or 160 hours of paid parental leave or the amount provided to non-union
employees.
31.2 The leave will be allowed following the birth of an child or the
placement of a child with an Employee in connection with adoption or foster care
and may be taken at any time during the three (3) month period immediately
following the birth, adoption or placement of a child with the Employee.
31.3 The compensation will occur at the regular rate of pay and all other
terms and administration will follow the Parental Leave policy.
Article 32. Bereavement Leave
32.1 Bereavement leave will be granted to full-time Employees up to a maximum of twenty-
four (24) scheduled hours. Bereavement Leave is granted in case of deaths occurring
in the immediate family.
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Immediate family is considered to include: spouse, children, parents, brothers, sisters,
grandparents, grandchildren, parents in-laws, brothers in-law, and sisters in-law.
Step-parents, step-children, step grandparents, and step grandparents in-law are
included in the definition of immediate family members.
32.2 The City will allow union 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 33. Jury Pay
It shall be understood and agreed that the Employer shall pay all regular full-time
Employees serving on any jury the difference in salary between jury pay and the
regular salary or pay while in such service.
Article 34. Compensatory Time
Management reserves the right to approve compensatory time in lieu of overtime
pay. Compensatory time shall not be accumulated in excess of forty (40) hours, and
must be used within the calendar year in which it was accumulated as determined by
the Employer.
Article 35. Employee Education Program
35.1 The Employer will pay certain expenses for certain education courses based on the
following criteria:
a. The training course must have relevance to the present or anticipated
career responsibilities;
b. Attendance shall be at an institution approved by the Employer. The course must
be approved by the Chief.
c. Financial assistance will be extended only to courses offered by an accredited
institution. This includes vocational schools, Minnesota School of Business, etc.
35.2 Programs Financial Policy
Financial assistance not to exceed the amount of two thousand, nine hundred,
twenty-five dollars ($2,925.00) 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,
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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 the Chief 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, seventy percent (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.
35.3 If the Employee satisfactorily completes the course and provides the required
documentation, the Employee will be reimbursed for 100% of the cost of the eligible
costs (i.e. tuition, books, course fees, etc.) If the Employee fails to satisfactorily
complete the course, the Employee will not be reimbursed for these costs.
35.4 The program will not reimburse the Employee for the hours the Employee spends in
class, only for the tuition.
35.5 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.
35.6 The City will not pay tuition or other costs for those courses, which are used to
make the Employee eligible for additional salary.
35.7 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 36. Pay for Investigators, School Resource, Rental Housing Officers, Drug Task
Force Investigators, K-9, and Special Operations Units
In addition to receiving the five (5%) percent per month differential pay, Employees assigned
as Investigators, School Resource, Rental Housing Officers, Drug Task Force Investigators,
K-9, and Special Operations Units shall be eligible for the overtime provisions of the contract
applicable to Police Officers.
Article 37. BMC Case No. 85-PN-486-A, Issue 8
The Employer shall establish a minimum of two (2) months between each shift change in the
rotation.
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Article 38. Waiver
38.1 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.
38.2 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 this Agreement. The
Employee 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 the 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 39. Duration
This Agreement shall be effective as of the first day of January 1, 2025, and shall remain in
full force and effect through the thirty-first day of December 2026. In witness whereof, the
parties hereto have executed this Agreement on this 23 day of September 2024.
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Signatures:
We hereby recommend approval of this agreement.
FOR CITY OF FRIDLEY
Scott J. Lund, Mayor (Date)
Walter T. Wysopal, City Manager (Date)
Rebecca A. Hellegers, Human Resources Director (Date)
Ryan N. George, Public Safety Director (Date)
FOR LAW ENFORCEMENT LABOR SERVICES, INC.
Sean McKnight, LELS Business Agent (Date)
Mark Mickelson, Steward (Date)
Nico Wallat, Steward (Date)
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AGENDA REPORT
Meeting Date:September 23, 2024 Meeting Type:City CouncilConference Meeting
Submitted By:Rebecca Hellegers, Director of Employee Resources
Title
Update from the Employee Resources Department
Background
Staff will provide Council with an update on new City employees.
Financial Impact
Included in budget
Focus on Fridley Strategic Alignment
Vibrant Neighborhoods &PlacesCommunity Identity &Relationship Building
Financial Stability & Commercial ProsperityPublic Safety & Environmental Stewardship
X Organizational Excellence
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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