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1-27-2025 City Council Conference Meeting January 27, 2025 5:00 PM Fridley City Hall, 7071 University Avenue N.E. Agenda Agenda 1.Environmental Quality and EnergyCommission Candidate Interviews 2.Central Avenue (Hwy 65) Improvements Project Presentation 3.Resolution No. 2025-13, Approving and Authorizing Signing an Agreement with Fire Officers (IAFF Local #1986) for the City of Fridley Public Safety Department for the Years 2025 and 2026 Accessibility Notice: If you need free interpretation or translation assistance, please contact City staff. Si necesita ayuda de interpretación o traducción gratis, comuníquese con el personal de la ciudad. Yog tias koj xav tau kev pab txhais lus los sis txhais ntaub ntawv dawb, ces thov tiv tauj rau Lub Nroog cov 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 in any 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. 1 Jufn!2/ AGENDA REPORT Meeting Date:January 27, 2025 Meeting Type:City CouncilConference Meeting Submitted By:Beth Kondrick, Deputy City Clerk Title Environmental Quality and EnergyCommission Candidate Interviews Background Pursuant to the Commissions chapterof the City Code the Fridley City Council (Council) appoints including the Environmental Quality and Energy Commission (EQEC). For review, these are the commissioners currently serving on the EQEC: Environmental Qualityand Energy Commission NameTitleWardTerm ends Aaron KlemzChair212/31/2025 Justin FoellCommissioner112/31/2025 Heidi FerrisCommissioner312/31/2026 Mark HansenCommissioner312/31/2027 Sam StoxenCommissioner112/31/2025 Avonna StarckCommissioner112/31/2026 Tim KirkCommissioner112/31/2025 Melissa LunaCommissioner112/31/2027 In December 2024, the EQECreported a vacancy. In response the City advertised an opening on the Commission. The applications the City received are attached.Some of the applicant data is considered private data on individuals and has been redacted pursuant to Minnesota Statute § 13.601 subd. 3.Each terviewed by the Council. If the Council determines who they would like to appoint, staff will prepare a resolution to do so at theFebruary 10 Council meeting. The order of interviews for this evening are as follows: 5:00 Leahkim Gannett 5:12 Kyle Krenz 5:24 Dustin Norman Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 2 Jufn!2/ Recommendation Staff recommend the Council interview the four applicants and decide who will be appointed to the Commission. Attachments and Other Resources Leahkim Gannett application (Ward 1) Kyle Krenz application (Ward 3) Dustin Norman application (Ward 1) Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 3 Jufn!2/ 4 Jufn!2/ 5 Jufn!2/ 6 Jufn!2/ 7 Jufn!2/ 8 Jufn!2/ 9 Jufn!2/ 10 Jufn!3/ AGENDA REPORT Meeting Date:January 27, 2025 Meeting Type:City CouncilConference Meeting Submitted By: Jim Kosluchar, Director of Public Works Brandon Brodhag, Assistant City Engineer Title Central Avenue (Hwy 65) Improvements Project Presentation Background in Fridley, Columbia Heights, and Minneapolis, there has beencollaborationwith local agencies and the public to create a new design for Central Avenue(Trunk Highway65) between University AvenueS.E. and I-694. As a part of this project, MnDOT has been workingclosely with Metro Transit on the integration of the Metro Transit F Line. station locations for the future F Line. A summary of workfor the project on Central Avenue includes: Reconstruction of Central AvenueN.E. that will incorporate Metro Transit's proposed F Line bus rapid transit (BRT) route Improve safety for people walking, rolling, biking, riding transit, and driving Improve accessibility for people walking, rolling, biking, riding transit, and driving Advance local, regional, and state goals for complete streets, modal priority, transportation equity, and climate action Upgrade transit facilities to provide faster, more reliable, and more attractive transit service that is easier to use Provide other improvements to the roadway and public space, based on their unique area Construction is scheduled for 2028, and MnDOT has been holding open houses as part of its public engagement efforts.An upcoming open house will be held on Tuesday, Feb. 4 from 5 7 p.m. at the Columbia Heights Library. Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 11 Jufn!3/ MnDOT would like to have its design and public engagement team present the latest plans to the City Council for their comment and discussion. Attachments and Other Resources None Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 12 Jufn!4/ AGENDA REPORT Meeting Date:January 27, 2025 Meeting Type:City CouncilConferenceMeeting Submitted By:Rebecca Hellegers, Director of Employee Resources Title Resolution No. 2025-13, Approving and Authorizing Signing an AgreementwithFire Officers(IAFF Local #1986) for the City of Fridley Public Safety Departmentfor the Years 2025 and 2026 Background A two-year tentative agreement has been reached between the City of Fridley (City) and the Fire Union Officers (IAFF Local #1986) for the contract years 2025 and 2026. The City and Fire Union representation entered into negotiations in late Fall and the parties reached what we believe is a positive and fair settlement. As with other Public Safety positions, the labor market for Fire personnel has noted increased pressure in settlements to attract and retain skilled professionals to serve in the various firefighting roles in the organization. Additionally, changes to the current service model structure, to include 56-hour career firefighters,during the previous contract cycle required adjustments to create improved alignmentwith the market with similar fire service models. The Fire Officers tentative agreement is summarized below. Summary of Changes 1.Duration: Two contract years (2025-2026). 2.Insurance: Employees in this bargaining unit will receive the same insurance benefit package as all other city employees, which includes the health, dental, life, and disability insurance and alternatives (cash option or benefit leave). Having the same benefit package for all city employees has been a long-standing pattern and valued practice at the City and remains an important strategy in maintaining fairness between all groups. 3.Holiday: The State of Minnesota established Juneteenth as an official holiday, so bothparties agreed th to increase the number of holidays from 12 to 13, accounting for the 13holiday. 4.Wages: Both parties agreed to a market adjustment for the Firefighter position, which serves as the base role for determining wages for Fire Inspector and Battalion Chief. In addition to the market adjustment, both parties also agreed to add a step fourto the defined wage grid, which better aligns with other wage grids in comparison to similar fire service models and addresses the need for a market correction for the top wage for longer serving fire fighters.In addition to the market adjustment, both parties agree to a general increase of 3% for 2025 and a general increase of 4% for 2026. Movement across the four steps in the defined wage grid will occur on an annual basis. Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 13 Jufn!4/ 5. Uniform Allowance: Both parties agree to increase the uniform allowance from $560 to $600 annually, to account for rising costs associated with uniforms. Financial Impact The financial impact for the market wage adjustment related to the Fire Officers is approximately $22,547 and will be funded using Public Safety Aid. The 3% general increase for 2025 has been accounted for in the approved budget. In 2026, amounts will be adjusted according to the provisions of the contract. The additional $240 in uniform allowance will be offset by budgetary savings in other areas. Recommendation Staff recommend the approval of Resolution No. 2025-13, Approving and Authorizing signing an agreement with Fire Officers (IAFF Local #1986) for the City of Fridley Public Safety Department. Focus on Fridley Strategic Alignment Vibrant Neighborhoods & Places Community Identity & Relationship Building Financial Stability & Commercial Prosperity X Public Safety & Environmental Stewardship X Organizational Excellence Attachments and Other Resources Resolution No. 2025-13 Agreement with Fire Officers (IAFF Local #1986) for the City of Fridley Public Safety Department. Vision Statement We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses. 14 Jufn!4/ Resolution No. 2025-13 Approving and Authorizing Signing an Agreement with Fire Officers (IAFF Local #1986) for the City of Fridley Public Safety Department for the Years 2025 and 2026 Whereas, bargaining representatives of the Fire Officers, Local #1986, of the City of Fridley (Union), has presented to the City of Fridley (City) various requests relating to the wages and working conditions of Fire Officers of the Public Safety Department of the City; and Whereas, the City presented various requests to the Union and to the employees relating to wages and working conditions of Fire Officers of the Public Safety Department of the City; and Whereas, representatives of the Union and the City have met and negotiated in good faith regarding the requests of the Union and the City; and Whereas, representatives of the Union and the City were able to reach an agreement to settle the 2025 and 2026 contract; and Whereas, the 2025 and 2026 contract is the result of that collective bargaining process. Now, therefore be it resolved, that the City Council of the City of Fridley hereby approves said agreements and the Mayor and the City Manager are hereby authorized to execute the Agreements relating to wages and working conditions of Fire Officers of the City of Fridley. Passed and adopted by the City Council of the City of Fridley this 27th day of January, 2025. ________________________________________ Dave Ostwald Mayor Attest: ________________________________________ Melissa Moore City Clerk 15 Jufn!4/ "EXHIBIT A" LABOR AGREEMENT BETWEEN THE CITY OF FRIDLEY AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL NO. 1986 2025 & 2026 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 16 Jufn!4/ FIREFIGHTERS IAFF LOCAL NO 1986 CONTRACT FOR 2025 and 2026 TABLE OF CONTENTS ARTICLE PAGE 1. PURPOSE OF AGREEMENT 4 2. RECOGNITION 4 3. DEFINITIONS 5 4. EMPLOYER SECURITY 7 5. EMPLOYER AUTHORITY 7 6. UNION SECURITY 8 7. EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 8 8. SAVINGS CLAUSE 11 9. SENIORITY 12 10. DISCIPLINE 13 11. WORK SCHEDULES 13 12. ANNUAL LEAVE 14 13. SHORT-TERM DISABILITY 15 14. LONG-TERM DISABILITY 16 15. INJURY-ON-DUTY 17 16. PAID PARENTAL LEAVE 17 17. OVERTIME 18 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 2 17 Jufn!4/ 18. EMPLOYEE EDUCATION PROGRAMS 19 19. HOLIDAYS 20 20. PROBATIONARY PERIODS 21 21. BEREAVEMENT LEAVE 21 22. JURY PAY 21 23. UNIFORM ALLOWANCE 21 24. INSURANCE 21 25. RATES OF PAY 24 26. WORKINGOUT OF CLASSIFICATION 25 27. WAIVER 26 28. DURATION 26 29. SIGNATURES 27 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 3 18 Jufn!4/ LABOR AGREEMENT BETWEEN CITY OF FRIDLEY AND INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL NO. 1986 ARTICLE 1. PURPOSE OF AGREEMENT This AGREEMENT is entered into between the CITY OF FRIDLEY, hereinafter called the EMPLOYER, and the INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL NO. 1986, hereinafter called the UNION. It is the intent and purpose of the AGREEMENT to: 1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT’S interpretation and/or application; and 1.2 Place in written form the parties’ agreement upon terms and conditions of employment for the duration of this AGREEMENT; and 1.3 Establish hours, wages, and other conditions of employment. ARTICLE 2. RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under Minnesota Statutes, Section 179A.03, Subdivision 8, for all personnel inthefollowing job classifications: Firefighter Firefighter/Inspector Firefighter/CommunityHealthWorker Battalion Chief 2.2 In the eventtheEmployer and the Union are unable to agree as to the inclusion or 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 4 19 Jufn!4/ exclusion of a new or modified job class, the issue shall be submitted to theBureau of Mediation Services for determination. ARTICLE 3. DEFINITIONS 3.1 Union The International Association of Firefighters Local No. 1986. 3.2UnionMember AmemberoftheInternationalAssociationofFirefightersLocalNo.1986. 3.3 Employee A member ofthe exclusively recognizedbargaining unit. 3.4 Department The City ofFridley Fire Department 3.5 Employer The City of Fridley. 3.6 Deputy Public Safety Director – Fire Division The DeputyPublic Safety Director – Fire Division for the City of Fridley. 3.7 Union Officer Officerelected orappointed by the International Association of Firefighters Local No. 1986. 3.8 Overtime Work performed at the express authorization of the EMPLOYER in excess of the number of hours in a work period specified by the Federal Fair Labor Standards Act. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 5 20 Jufn!4/ 3.9 Scheduled Shift A consecutive work period including two rest breaks and one or more meal breaks. 3.10 Rest Breaks Two twenty (20) minute periods during the SCHEDULED SHIFT during which the employeeremainsoncontinualdutyandisresponsibleforassignedduties. 3.11 Meal Break A one (1) hour period during the SCHEDULED SHIFT during which the employee remains on continual duty andis responsible for assigned duties. 3.12 Strike Concerted actionin failing to reportfor duty, the willful absence from one’s position, the stoppage of work, slow-down, or abstinence in whole or in part from the full, faithful and proper performance of the duties of employment for the purposes of inducing, influencing or coercing a change in the conditions or compensation or the rights, privileges of obligations of employment. 3.13 Base Rate of Pay The Employee’s hourly rate of pay exclusive of longevity or any other special allowance. 3.14 Compensatory Time Time offduring the employee’s regularly scheduledwork scheduled equal in time to 1.5 times overtime worked. 3.15 Severance Pay Paymentmade to an employee upon honorable separationof employment. 3.16 Salary A fixed payment at regular intervals for services as set forth and agreed to in this contract. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 6 21 Jufn!4/ 3.17 Compensation Salary reduced bythoseamounts as required by law and/or authorized by the employee. 3.18 Agreement Labor agreement between the City of Fridleyand International Association of Firefighters Local No. 1986 3.20 City Manager The City Manager for theCity ofFridley 3.21 Call Back An event where an Employee notworking a regularly scheduled shift is called back to work. 3.22 Director of Public Safety The Directorof Public Safety for the City of Fridley ARTICLE 4. EMPLOYER SECURITY 4.1 The UNION agrees that during the life of this AGREEMENT it will not cause, encourage, participate in or support any strike, slow-down or other interruption of or interferences with the normal functions of the EMPLOYER. ARTICLE 5. EMPLOYER AUTHORITY 5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all personnel, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct, and determine the number of personnel; to establish work schedules, and to perform any inherent managerial function not specifically limited by this AGREEMENT. 5.2 Any term and condition of employment not specifically established or modified by this AGREEMENT shall remain solely within the discretion of the EMPLOYER to modify, establish or eliminate. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 7 22 Jufn!4/ ARTICLE 6. UNION SECURITY 6.1TheEMPLOYERshalldeductfromthewagesofEMPLOYEESwhoauthorizesucha deductionin writing an amount necessary to cover monthly UNION dues. Such monies shall be remittedas 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 isdefined 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 recognizeREPRESENTATIVES designated by theUNION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The UNION shall notify the EMPLOYER in writing of the names of such UNION REPRESENTATIVES and of their successors when so designated as provided by Section 6.2 of the AGREEMENT. 7.3 Processing of a Grievance It is recognizedand acceptedbythe 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 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 8 23 Jufn!4/ aggrieved EMPLOYEE and a UNION REPRESENTATIVE shall be allowed a reasonable amountoftimewithoutlossinpaywhenagrievanceisinvestigatedandpresented to the EMPLOYER during normal working hours provided that the EMPLOYEE and the UNION REPRESENTATIVE havenotifiedand received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. 7.4 Procedure Step 1. AnEMPLOYEEclaimingaviolationconcerningtheinterpretationorapplicationof this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violationhasoccurred,presentsuchgrievancetotheDEPUTYDIRECTOROFPUBLIC SAFETY – FIRE DIVISION or other EMPLOYER designated representative. The DEPUTYDIRECTOROFPUBLICSAFETY–FIREDIVISIONorotherEMPLOYER designated representative will discuss and give an answer to such Step 1 grievance withinten(10)calendardaysafterreceipt.AgrievancenotresolvedinStep1and 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 DEPUTY DIRECTOR OF PUBLIC SAFETY – FIRE DIVISION or other EMPLOYER-designated representative’s final answer in Step 1. Any grievance not appealed in writing to Step 2 by the UNION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the UNION and discussed with the DIRECTOR OF PUBLIC SAFETY orother EMPLOYER-designated Step 2 representative. The DIRECTOR OF PUBLIC SAFETYor other EMPLOYER-designated representative shall givetheUNIONtheEMPLOYER’Sanswer inwriting withinten (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 DIRECTOR OF PUBLIC SAFETY or other EMPLOYER-designated representative’s final answer in Step 2. Any grievance not appealed in writing to Step 3 by the UNION within ten (10) calendar days shall be considered waived. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 9 24 Jufn!4/ Step 3. If appealed, the written grievance shall be presented by the UNION and discussed withtheCITYMANAGERorotherEMPLOYER-designatedStep3representative.The CITY MANAGER or other EMPLOYER-designated Step 3 representative shall give the UNION the EMPLOYER’S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the CITY MANAGER or other EMPLOYER-designated representative’s final answer in Step 3. Any grievance not appealed in writing to Step 4 by the UNION within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step3 and appealed to Step 4 by the UNION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the “Rules Governing and the Arbitration of Grievances” as established by the Bureau of Mediation Services. 7.5 Arbitrator’s Authority a. The arbitrator shall have no right to amend, modify, nullify, ignore, and to, or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s)submitted in writing by the EMPLOYER and the UNION and shall have no authority to make a decision on any other issue not so submitted. b. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. The arbitrator’s decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the EMPLOYER and the UNION and shall be based solely on the arbitrator’s interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. c. The fees and expenses for the arbitrator’s services and proceedings shall be born equally by the EMPLOYER and the UNION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 10 25 Jufn!4/ desires a verbatim recordof the proceedings, it may cause such a record to be made,providingitpaysfortherecord.Ifbothpartiesdesireaverbatimrecordof the proceedings the cost shall be shared equally. 7.6 Waiver If a grievance is notpresented within the time limits set forth above, it shall be considered“waived.”Ifagrievanceisnotappealedtothenextstepwithinthe specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER’S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the UNION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the UNION in each step. 7.7 Choice of Remedy If, as a result ofthe written EMPLOYER response in Step 3, 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 4 of Article VII or a procedure such as: Civil Service, Veteran’s Preference, or Fair Employment. If appealed to any procedure other than Step 4 of Article VII, the grievance is not subject to the arbitration procedure as provided in Step 4 of Article VII. The aggrieved EMPLOYEE shall indicate in writing which procedure is to be utilized (Step 4 of Article VII or another appeal procedure) and shall sign a statement to the effect that the choice of any other hearing precludes the aggrieved EMPLOYEE from making a subsequent appeal through Step 4 of Article VII. ARTICLE 8. SAVINGS CLAUSE 8.1 The AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Fridley. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions of the AGREEMENT shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 11 26 Jufn!4/ ARTICLE 9. SENORITY 9.1 Seniority shall be determined by theEMPLOYEE’S lengthof continuous employment with theFire Division and posted inan appropriate location. Seniority rosters may be maintained by the DEPUTY DIRECTOR OF PUBLIC SAFETY – FIRE DIVISION on the basis of time in grade and time within specific classifications. 9.2 During the probationary period, a newly hired or rehired EMPLOYEE may be discharged at the sole discretion of the EMPLOYER. During the probationary period a promoted or reassigned EMPLOYEE may be replaced in the EMPLOYEE’S previous position at the sole discretion of the EMPLOYER. 9.3 A reduction of work force will be accomplished on the basis of seniority. EMPLOYEES shall be recalled from layoff on the basis of seniority. An EMPLOYEE on layoff shall have an opportunity to return to work within two years of the time of that layoff before any new EMPLOYEE is hired. 9.4 One continuous scheduled annual leave period (not to exceed two weeks) shall be selected on the basis of seniority until March 1st of each calendar year. After March 1st, scheduled annual leave shall be on a first-come, first-served basis. 9.5 EMPLOYEES will be given preference with regard to transfer, job classification and assignments when the job –relevant qualifications of EMPLOYEES are equal based on seniority. 9.6 Employees shall lose their seniority for thefollowingreasons: 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. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 12 27 Jufn!4/ ARTICLE 10. DISCIPLINE 10.1 The EMPLOYER will discipline EMPLOYEES for just causeand disciplinary actionmay be in one or more of the following forms: a. oralreprimand, b. writtenreprimand, 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 partof an EMPLOYEE’S personnel file shall be read and acknowledged by signature of the EMPLOYEE. EMPLOYEES will receive a copy of such reprimands and/or notices. 10.4 EMPLOYEES may examine their own individual personnel files at reasonable times under the direct supervision of the EMPLOYER. ARTICLE 11. WORK SCHEDULES 11.1 The normal work schedule for EMPLOYEES recognized as Firefighter in Article 2 shall consist of a fifty-six (56)-hour work week and includes hours worked on assigned shifts, holidays, and authorized leave time. 11.2 The normal work schedule for EMPLOYEES recognized as Firefighter/Inspector, Firefighter/Community Health Worker and Battalion Chief in Article 2 shall consist of an average of forty (40) hours in a work week and includes hours worked on assigned shifts, holidays and authorized leave time. 11.3 The DEPUTY DIRECTOR OF PUBLIC SAFETY – FIRE DIVISION or EMPLOYER- designated representative is responsible for scheduling and assigning the weekly work schedule. 11.4 The authority to schedule rests with the EMPLOYER. 11.5 Nothing contained in this or any other Article shall be interpreted to be a guarantee of a minimum or maximum number of hours the EMPLOYER may assign EMPLOYEES. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 13 28 Jufn!4/ 11.6Itis recognized by the partiesthat service to the public may require the establishment of regular shifts for some EMPLOYEES on a daily, weekly, seasonal, or annualbasis,otherthantheregularlyscheduledhours.TheEMPLOYERwillgive advance notice to the EMPLOYEES affected by the establishment of workdays different than the normal EMPLOYEE’S workday. 11.7 It is also recognized by the parties that service to the public may require the establishment of regular workweeks that schedule work on Saturdays and/or Sundays. EMPLOYEES who are regularly scheduled to be on duty Saturday and/or Sunday will be granted two consecutive days off in lieu of Saturday and/or Sunday. 11.8 An EMPLOYEE temporarily assigned from a 56-hour work week to a forty (40) hour work week schedule (for the duration of up to one (1) three (3)-week shift cycle) shall be paid at the same bi-weekly rate and shall accrue annual leave at the same bi-weekly rate, just as if they were working a 56-hour work week. ARTICLE 12. ANNUAL LEAVE 12.1 Each EMPLOYEE shall be entitled to annual leave away from employment with pay. Annual leave pay shall be computed at the regular rate of pay to which such an employee is entitled. Each EMPLOYEE who works a normal 56-hour work week schedule shall accumulate and use annual leave based on eleven and two-tenths (11.2) hour days. 12.2 Beginning 1/1/2008, each EMPLOYEE who works a normal 40-hour work week schedule shall accumulate and use annual leave based on an eight (8) hour day. 12.3 A beginning EMPLOYEE shall accrue annual leave at the rate of eighteen (18) days per year for the first seven (7) years (84 successive months). An EMPLOYEE who has worked seven (7) years (84 successive months) shall accrue annual leave at the rate of twenty-four (24) days per year, beginning with the th eighty-fifth (85) month of successiveemployment. An EMPLOYEE who has worked fifteen (15) years (180 consecutive months) shall accrue annual leave at the rate of st twenty-six (26) days per year, beginning with the one hundred eighty-first (181) month of consecutive employment.An EMPLOYEE whohasworked 20 years (240 consecutive months) shall accrue annual leave at the rate of twenty-eight (28) days per year, beginning with the two-hundred forty first (241st) month of consecutive employment. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 14 29 Jufn!4/ Annual Leave Accrual Chart Years (Successive Months)Accrual Level (Days) 1-7 (1-84) 18 days 8-15 (85-180) 24 days 15-20 (181-240) 26 days 21+ (241+) 28 days 12.4 The maximum total accumulation of annual leave at the end of any given year shall be forty (40) eight (8) hour days or 320 hours, based on a 40- hour work week, OR forty (40) eleven and two tenths (11.2) hour days or 448 hours, based on a 56-hour work week. The maximum total accumulation will be determined based on the pre-determined work schedule. 12.5 Upon separation from employmentwith theCity of Fridley, an EMPLOYEE will be paid one (1) day’s salary for each day of accrued annual leave remaining in the EMPLOYEE’S balance, based on an eight (8) hour day. ARTICLE 13. SHORT TERM DISABILITY 13.1 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 insurer’s definition of disability). 13.2 The EMPLOYER will pay the premium (taxable) for short-term disability coverage. 13.3Duringtheshort-termdisabilityperiod,theEMPLOYERwillcontinuetocontribute toward the EMPLOYER’S 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. 13.4 The short-term disability coverage will begin following the insurer’s 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. 13.5 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. 13.6 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 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 15 30 Jufn!4/ physician or other medical attendant certifying to thefact that the entire absence was, in fact, due to the illness or injury and not otherwise. TheEMPLOYERalsoreservestherighttohaveanexaminationmadeatanytimeof 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 14. LONG TERM DISABILITY 14.1 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 insurer’s definition of disability). 14.2 The EMPLOYER will pay the premium (taxable) for long-term disability coverage. 14.3 During the long-term disability period, the EMPLOYER will continue to contribute toward the EMPLOYER’S 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. 14.4 The long-term disability coverage will begin following the insurer’s definition of waiting period (currently 90 calendars days) and shall continue until the coverage terminatesas determined under the terms of the insured product. 14.5 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. 14.6 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. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 16 31 Jufn!4/ ARTICLE 15. INJURY ON DUTY (IOD) BENEFIT 15.1EMPLOYEESinjuredduringtheperformanceoftheirdutiesfortheEMPLOYERand are thereby rendered unable to work for the EMPLOYER will be compensated for the difference between the EMPLOYEE’S regular take-home pay and any Workers’ Compensation insurance payments from the time of injury for a period not to exceed ninety (90) working days per injury. 15.2 The annual leave balance of an EMPLOYEE receiving the injury onduty benefit shall not be reduced nor shall such EMPLOYEE accrue annual leave during that period. 15.3 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.). 15.4 Before any injury on duty or workers’ 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. 15.5 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. 15.6 If the injury is deemed notwork related or not approved by the workers’ 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 uponby the EMPLOYER and EMPLOYEE. ARTICLE 16. PAID PARENTAL LEAVE 16.1 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. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 17 32 Jufn!4/ 16.2 The leavewillbe allowed following the birth of anEMPLOYEE’S child or the placementofachildwithanEMPLOYEEinconnectionwithadoptionorfostercare 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. 16.3 The compensation will occur at the EMPLOYEE’S regular rate of pay and all other terms and administration will follow the EMPLOYER’S Parental Leave policy. ARTICLE 17. OVERTIME 17.1 EMPLOYEES will receive compensation at the OVERTIME rate of one and one-half (1 ½) times their normal rate for all OVERTIME as prescribed by the Fair Labor Standards Act. Shift trades by EMPLOYEES do not qualify an EMPLOYEE for OVERTIME under this Article. 17.2 In the event an employee not working a regularly scheduled shift is called back to work, the employee shall be paid a minimum of two (2) hours at the overtime rate. Any time worked in excess of two (2) hours will be calculated in fifteen (15) minute increments. To calculate the time worked on call back, time shall be considered to have started at the time of the alarm or call. In the event there is a delayed response to work by the employee of fifteen (15) or more minutes, time shall be considered to have started when the employee arrives at work. For the purposes of thisarticle, call-back isdefined as any time an EMPLOYEE is not scheduled to work and is called back to work for emergency response. It does not apply toward training, meetings, or general assignments. 17.3 The EMPLOYER agrees to offer COMPENSATORY TIME off in lieu of OVERTIME as defined in Article 17.1 and in compliance with Fair Labor Standards Act Requirements. COMPENSATORY TIME shall not be accumulated in excess of seventy-two (72) hours and must be used within the calendar year in which it was accumulated as determined by the EMPLOYER. 17.4 Overtime will be distributed as equally as practicable. 17.5 Overtime refused by EMPLOYEES will for record purposes under Article 17.2 be considered as unpaid overtime worked. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 18 33 Jufn!4/ 17.6 For the purpose of computing overtime compensation, overtimehours workedshall notbepyramided,compoundedorpaidtwiceforthesamehoursworked. 17.7 EMPLOYEES have an obligation to work overtime if requested, by the EMPLOYER unless circumstances prevent the EMPLOYEE from doing so. ARTICLE 18. EMPLOYEE EDUCATION PROGRAMS 18.1 The City will pay certain expenses for certain education courses based on the following criteria. The training course must have relevance to the Employee’s present or anticipated career responsibilities. Attendance shall be at a City-approved institution. The course must be pre-approved by the Department Manager. Financial assistance will be extended only to courses offered by an accredited institution. This includes vocational and technical schools, Minnesota School of Business, etc. 18.2 Employee Education Programs Financial Policy Financial assistance not to exceed the amount of two thousand nine hundred twenty-five dollars ($2,925.00) per EMPLOYEE per calendar year will be extended to cover the cost of tuition, required books or educational materials, and required fees related to the course (i.e. lab fees, etc.). Charges for student union membership, student health coverage, mileage, parking, and other charges for which the student receives some item or services other than actual instruction will not be paid. Upon successful completion of the course an EMPLOYEE will be required to present to his/her Department Manager a certification of satisfactory work. Satisfactory work is defined as follows: 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 certificationfrom the institution that the student satisfactorily participated in the activities of the courses is required. 18.3 If the employee satisfactorily completes the course and provides the required documentation, the EMPLOYEE will be reimbursed 100% of the eligible costs (i.e. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 19 34 Jufn!4/ tuition, books, course fees, etc.). If the EMPLOYEE fails to satisfactorily complete the course,theCitywillnotreimbursetheEMPLOYEEforthesecosts. 18.4 The program will not reimburse the EMPLOYEE for hours spent in class, only for the tuition. 18.5 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. 18.6 The City will not pay tuition or other costs for those, courses which are used to make the employee eligible for additional salary. 18.7 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 19. HOLIDAYS 19.1 EMPLOYEES assigned to a fifty-six (56) hour workweek shall accrue eleven and two- tenths (11.2) hours at their regular rate of pay for each of the thirteen (13) holidays in a calendar year. EMPLOYEES assigned to a forty (40) hour work week shall accrue eight (8) hours of holiday leave for each of the thirteen (13) holidays in a calendar year. 19.2. 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. 19.3EMPLOYEES, with approval, may use accumulated holiday leave time in any hourly increment the Employee chooses. 19.4 If an additional holiday is awarded toothernon-union employees, it would be provided to the Union as well. 19.5 Once a year, EMPLOYEES will be paid for any unused holiday hours remaining after December 31st of each year. Payment will be made at the EMPLOYEE’S hourly rate in effect on December 31st of the affected year. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 20 35 Jufn!4/ 19.6 The City will be responsible fordesignating the HOLIDAYS and communicating to EMPLOYEES in advance of the effected year. ARTICLE 20. PROBATIONARY PERIODS 20.1 All newly hired or rehired employees will serve a twelve (12) month probationary period. ARTICLE 21. BEREAVEMENT LEAVE 21.1 Bereavement leave will be granted to full-time EMPLOYEES up to a maximum of forty-eight (48) scheduled hours over a consecutive three (3) day period. Bereavement Leave is granted in case of deaths occurring in the immediate family. For this purpose, immediate family is considered to include those individuals (either by blood or by law) such as: spouse, children, parents, brothers, sisters, grandparents, grandchildren, parent’s in-laws, brother’s in-law, and sister’s in-law. 21.2 The EMPLOYER will allow EMPLOYEES to follow current practices for non-union employees, which gives EMPLOYEES an option to appeal directly to the CITY MANAGER for additional time off if extenuating circumstances prevail. ARTICLE 22. JURY PAY 22.1 It shall be understood and agreed that the City shall pay all regular full-time EMPLOYEES serving on any jury the difference in salary between jury pay and the EMPLOYEE’S regular salary or pay while in such service. ARTICLE23. UNIFORM ALLOWANCE 23.1 The EMPLOYER shall provide a uniform clothing allowance for EMPLOYEE inthe amount of $600 for the calendar years of 2025 and 2026. 23.2 Beginning in 2011, theEMPLOYER shall provide the uniform allowance by January st 31for that calendar year. ARTICLE 24. INSURANCE 24.1 For the calendar year 2025, for EMPLOYEES who choose single coverage inthe Base Plan, the EMPLOYER will contribute up to $937.75 per month per employee toward the health insurance premium or the amount provided to non-union employees, 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 21 36 Jufn!4/ whichever is greater, in accordance with theEmployer’s Flexible Benefit Plan. For the calendaryear2026,forEMPLOYEESwhochoosesinglecoverageintheBasePlan, the EMPLOYER will contribute the 2025 amount per month per EMPLOYEE toward the health insurance premium or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.2 For the calendar year 2025, for EMPLOYEES who choose employee-plus-one coverage in the Base Plan, the EMPLOYER will contribute up to $1,566.76 per month per EMPLOYEE toward the health insurance premium, or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. For the calendar year 2026, for EMPLOYEES who choose employee-plus-one coverage in the Base Plan, the EMPLOYER will contribute the 2025 amount per month per employee toward the health insurance premium, or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.3 For the calendar year 2025, for EMPLOYEES who choose dependent coverage in the Base Plan, the EMPLOYER will contribute up to $2,239.96 per month per EMPLOYEE toward the health insurance premium, or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. For the calendar year 2026, for EMPLOYEES who choose dependent coverage in the Base Plan, the EMPLOYER will contribute the 2025 amount per month per EMPLOYEE toward the health insurance premium, or the amount provided to non- union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.4For the calendar year 2025, for EMPLOYEES who choose the high deductible health planand health reimbursementarrangement (HRA), the EMPLOYER will contribute $839.88 per month toward the single health insurance premium; $1,619.20 toward employee-plus-one health insurance premium; and $2,432.20 toward dependent health insurance premium, or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. For the calendar year 2026, for EMPLOYEES who choose the high deductible health plan and health reimbursement arrangement (HRA), the EMPLOYER will contribute the 2025 amount per month toward the single health insurance premium, 2025 amount toward the employee- plus-one health insurance premium, or the 2025 amount toward dependent health insurance premium, or the amount provided to non- union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.5 For the calendar year 2025, for EMPLOYEES who choose the high deductible health plan andhealth reimbursement arrangement (HRA), the EMPLOYER will contribute $100 per month toward the VEBA Trust Account, or an equal amount to that provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 22 37 Jufn!4/ Benefit Plan. For the calendar year of 2026, for EMPLOYEES who choosethe high deductible health plan and health reimbursement arrangement (HRA), the Employer will contribute $100 per month toward the VEBA Trust Account, or an equal amount to that provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.6 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, or $1,539.14 for employee- plus-one health insurance premium, or $2,335.61 toward the dependent health insurance premium, or the equal amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. For the calendar year of 2026, for EMPLOYEES who choose the high deductible health plan and healthcare savings account (HSA), the EMPLOYER will contribute the 2025 amount per month toward the single health insurance premium, the 2025 employee-plus-one premium, or the 2025 amount toward the dependent health insurance premium, or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.7 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 Employer’s Flexible Benefit Plan. For the calendar years of 2026, for EMPLOYEES who choose the high deductible health plan and healthcare savings account (H.S.A.), the EMPLOYER will contribute $100 per month toward the H.S.A., or an equal amount to that provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.8 For the calendar year of 2025, for EMPLOYEES who choosethe health/dental coverage, the Employer will contribute up to $25 per month toward the dental insurance premium. For the calendar year of 2026, for EMPLOYEES who choose the health/dental package, the EMPLOYER will contribute the 2025 amount per month toward insurance premium or the amount provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 23 38 Jufn!4/ 24.9 For the calendar years of 2025 and 2026,the EMPLOYER will provide group term lifeinsurancewithamaximumof$25,000perEMPLOYEEandadditional accidental death and disability insurance with a maximum of $25,000 per EMPLOYEE (current cost is $2.88 per month), or anamount equal to that provided to non-union employees, whichever is greater, in accordance with the Employer’s Flexible Benefit Plan. 24.10 For 2025 and 2026, in accordance with the Employer’s Flexible Benefit Plan, EMPLOYEES have the option during an open enrollment period or during approved qualified events to decline health or dental insurance coverage, provided they provide proof of coverage elsewhere. In lieu of electing health and dental benefits, EMPLOYEES may elect the option of having ten (10) additional Benefit Leave Days or a monthly cash benefit of $476.77, or the amount equal to or greater than the amount provided to non-union employees. Benefit Leave days are required to be used within the calendar year and may not be carried into the following year. 24.11 All EMPLOYEES shall be enrolled in a retirement health savings plan (RHS) and shall contribute $25.00 per pay period into their account. ARTICLE 25. RATES OF PAY 25.1 The following hourly wage rates will become effective January 1, 2025 (Note: amounts may be rounded to two decimal points.) Firefighter (Based ona 56 HourWork Week) 2025 Hourly Rate 2026 Hourly Rate Steps w/Market Adjustments & 3% 4% General Increase General Increase Start $25.67 $26.70 Year 1 $27.09 $28.17 Year 2 $28.49 $29.63 Year 3 $29.99 $31.19 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 24 39 Jufn!4/ 25.2 Firefighter/Inspector (Basedona 40-hourworkweek) Step 2025 Hourly Rate 2026 Hourly Rate w/Market Adjustments & 3% 4% General Increase General Increase Start $37.73 $39.24 Year 1 $39.82 $41.41 Year 2 $41.88 $43.55 Year 3 $44.09 $45.85 The hourly rate is equivalent to the 5% above the firefighter rate multiplied by 2912hoursand divided by 2080 (standard 40-hour workweek). 25.3 BattalionChief(Basedona40-hourworkweek) 2025 Hourly Rate 2026 Hourly Rate w/Market Adjustments & 3% 4% General Increase General Increase $50.38 $52.40 Hourly Rate The hourly rate is equivalent to 20% above the top firefighter rate multiplied by 2,912 hours and divided by 2,080 (standard 40-hour work week). 25.4 Firefighter/Community Health Worker **NO RATES NEGOTIATED FOR 2025 AND 2026 CONTRACT** Step 2022 2023 2024 Hourly Hourly Rate Hourly Rate Rate Start $32.01 $33.97 $35.99 Year 1 $33.23 $35.23 $37.28 Year2$34.42$36.46$38.55 The hourly rate is equivalent to the 3 ½ yearrate multiplied by2,912 hours and divided by 2,080 (standard 40-hour workweek). ARTICLE26.WORKINGOUTOFCLASSIFICATION 26.1EmployeesassignedbytheEmployertoassumethefullresponsibilitiesand authority of a higher classification for more than one (1), three (3)-week work scheduleshallreceivethesalaryscheduleofthehigherclassificationforthe duration of the assignment. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 25 40 Jufn!4/ ARTICLE 27. WAIVER 27.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations regarding terms and conditions of employment, to the extent inconsistent with the provisions of the AGREEMENT, are hereby superseded. 27.2 The parties mutually acknowledge that during the negotiations, which resulted in this AGREEMENT, eachhadtheunlimited right and opportunity to make demands and proposals with respect to any term or condition of employment not removed by law from bargaining. All agreements and understandings arrived at by the parties are set forth in writing in this AGREEMENT for the stipulated duration of the AGREEMENT. The EMPLOYER and the UNION each voluntarily and unqualifiedly waives the right to meet and negotiate regarding any and all terms and conditions of employment referred to or covered in this agreement or with respect to any term or condition of employment not specifically referred to or covered in this AGREEMENT, even though such terms or conditions may not have been within the knowledge or contemplation of either or both of the parties at the time this contract was negotiated or executed. ARTICLE 28. DURATION The AGREEMENT shall be effective as of the 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 day 27 on January 2025. 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 26 41 Jufn!4/ ARTICLE29. SIGNATURES FOR THE CITY OF FRIDLEY: I/We hereby recommend to the City Council approval of this agreement. MAYOR –DAVID OSTWALD DATE CITY MANAGER – WALTERWYSOPAL DATE DIRECTOR OF EMPLOYEE RESOURCES –REBECCA HELLEGERS DATE DIRECTOR OFPUBLIC SAFETY, RYAN GEORGE DATE FOR THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL NO. 1986: WALTER MESSER, UNION STEWARD DATE 2025 & 2026 Labor Agreement – City of Fridley vs. IAFF Local 1986 Fire Union (rev 12/2024) 27 42