Loading...
RES 1980-90 - 00006553134 RESOLUTION NO. 90 - 1980 A RESOLUTION AUTHORIZING SIGNING AN AGREEMENT ESTABLISHING LOCAL WORKING CONDITIONS FOR CERTAIN EMPLOYEES REPRESENTED BY LOCAL NO. 49, AFL -CIO (PUBLIC WORKS AND PARKS) WHEREAS, International Union of Operating Engineers Local No. 49, AFL -CIO, as bargaining representative for certain Public Works and Park employees of the City of Fridley, has presented to the City of Fridley various requests relating to the working conditions of employees of the Public Works and Park Departments of the City of Fridley; and WHEREAS, the City of Fridley has presented to the designated representatives of Local 49 various requests relating to working conditions of employees of the Public Works and`Park Departments of the City of Fridley; and WHEREAS, representatives of the Union and the City have met and negotiated regarding the requests of the Union and the City; and WHEREAS, agreement has now been reached between representatives of the two parties on the proposed changes to the existing agreement between the City and the Union; NOW, THEREFORE, BE IT RESOLVED by the City Council that such agreement is hereby ratified and that the Mayor and the City Manager are hereby authorized to sign the attached Agreement (Appendix B) relating to local working conditions of employees of the City of Fridley Public Works and Park Departments. PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF FRIDLEY THIS 18TH DAY OF AUGUST, 1980. ATTEST: MAR . C BRUNSELL - CITY CLERK 0054A/0668A Wt 6 l WILLIAM J. NEE - 7 YOR Page 2 -- RESOLUTION NO. 90 - 1980 il I January 1, 1980 - December 31, 1981 APPENDIX B LOCAL LABOR AGREEMENT BETWEEN METROPOLITAN AREA MANAGEMENT ASSOCIATION (MAMA) REPRESENTING THE CITIES OF: BLAINE EDEN PRAIRIE NEW HOPE BROOKLYN CENTER EDINA RICHFIELD BROOKLYN PARK FRIDLEY ROBBINSDALE BURNSVILLE GOLDEN VALLEY ROSEVILLE CIRCLE PINES HOPKINS ST. ANTHONY COLUMBIA HEIGHTS MINNETONKA ST. LOUIS PARK CRYSTAL MOUNDS VIEW WHITE BEAR LAKE AND CITY OF FRIDLEY (1980 -1981) il I January 1, 1980 - December 31, 1981 13 6 Page 3 -- RESOLUTION NO. 90 - 1980 TABLE OF CONTENTS Page ARTICLE A. - DEFINITIONS .. . . . . . . . . . . . . . . . . . . . . . 1 ARTICLE B. - VACATIONS . . . . . . . . . . . . . . . . . . . . . . . 1 ARTICLE C. - STANDBY PAY AND MINIMUM CALL BACK FOR STANDBY EMPLOYEES 1 ARTICLE D. - EMPLOYEE EDUCATION PROGRAM . . . . . . . . . . . . . . . 2 ARTICLE E. - NORMAL SICK LEAVE . . . . . . . . . . . . . . . . . . . 2 ARTICLE F. - INJURY ON JOB . . . . . . . . . . . . . . . . . . . . . 3 ARTICLE G. - FUNERAL PAY . . . . . . . . . . . . . . . . . . .. . . 3 ARTICLE H. - JURY PAY AND WITNESS FEES . . . . . . . . . . . . . . . 3 ARTICLE I. - MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . 3 ARTICLE J. - INCENTIVE PAY (LONGEVITY) . . . . . . . . . . . . . . . 3 ARTICLE K. - UNIFORMS . . . . . . . . . . . . . . . . . . . . . . . 3 ARTICLE L. - SEVERANCE PAY . . . . . . . . . . . . . . . . . . . . . 4 ARTICLE M. - REPRESENTATIVE ON AREA WIDE NEGOTIATIONS . . . . . . . 4 ARTICLE N. - INSURANCE . . . . . . . . . . . . . . . . . . . . . . . 4 ARTICLE 0. - DURATION . . . . . . . . . . . . . . . . . . . . . . . 4 -i- Page 4 -- RESOLUTION NO. 90 - 1980 137 LOCAL LABOR AGREEMENT BETWEEN METROPOLITAN AREA MANAGEMENT ASSOCIATION (MAMA) AND CITY OF FRIDLEY (1980 -1981) ARTICLE A. DEFINITIONS STANDBY PAY: Compensation for standing by at the City's request, or being available for work on days that are normally considered to be the employee's day off. ARTICLE B. VACATIONS 1. Each employee of the City who has worked regularly for the City for a period of not less than six (6) successive months is entitled to a vacation away from employment, with pay. Vacation pay shall be computed at the regular rate of pay to which such employee is entitled. An employee who has worked a minimum of twelve (12) months is entitled to one (1) workday of vacation for each month so worked. An employee who has worked eighty -four (84) consecutive months is entitled to one and one -half (1 -112) workdays of vacation for each month worked, beginning with the eighty -fifth (85) month of consecutive employment. An employee who has worked one hundred eighty (180) successive months is entitled to one and two- thirds (1 -2/3) workdays of vacation for each month worked, beginning with the one hundred eighty -first (181st) month of consecutive employment. Except where otherwise provided by agreement between the City Manager and Employee, no more than twenty (20) days vacation may be taken in any one calendar year. 2. Employees are not authorized to carry over from one year to the next more than five (5) days of vacation over what the employee had at the end of the previous year without express approval of his Department Head and the City Manager. 3. In the event a regular full time employee quits or his employment is severed for any reason whatsoever, he shall receive his earned vacation pay. 4. Seniority will apply on vacations up to May lst of each year. After May 1st, vacations will be on a first come, first served basis. ARTICLE C. STANDBY PAY AND MINIMUM CALLBACK FOR STANDBY EMPLOYEES 1. a. Employees may be designated by the City Manager to serve in a "standby "status on behalf of the City on a Saturday, Sunday or Holiday will receive as compensation for such service as "standby" two (2) hours of overtime pay for each day served in such status. b. Employees required to "stand by" during the week will receive as compensation for such service four (4) hours pay at the overtime rate. -1- 138 Page 5 -- RESOLUTION N0. 90 - 1980 C. If on any such day the Employee in "standby" shall actually perform work for the City, he shall be entitled to compensation for each hour or portion thereof actually worked at the overtime rate of pay, which shall be in addition to standby pay. 2. An Employee who is on standby and is called out to perform work shall be paid a minimum of one (1) hour overtime for performing such work. ARTICLE D. EMPLOYEE EDUCATION PROGRAM 1. The City will pay tuition costs for training courses relevant to the Employee's present or anticipated career responsiblities at City- approved institutions. The City will pay fifty percent (50) of the cost of tuition in advance and the employee will pay the other fifty percent (50 %). The Employee will be required to present to his Department Head a certification of satisfactory work when the course is completed. a. Courses issuing a letter grade - a "C" or above is required. b. Courses issuing a numerical grade - a "70" percentile is required. c. Courses not issuing a grade - A certification from the instructor certifying that the student has satisfactorily participated in the activities of the courses is required. 2. If the employee satisfactorily completes the course he will be reimbursed for the additional fifty percent (50 %) of the tuition. The City will not reimburse the employee for fees which are charged for instruction, associated administrative expense, books, student membership, student health coverage and other charges for which the student receives some item or service. 3. The City will not reimburse the employee for expenses reimbursed under some other education system or program, i.e., G.I. Bill. ARTICLE E. NORMAL SICK LEAVE 1. Any employee who is unable to work because of sickness or injury may obtain a leave of absence upon notice to the City. Written verification of his condition by a competent medical authority may be required. Where the condition of the employee is such that he is unable to act for himself, the UNION may apply for such leave of absence in his behalf. Failure to notify the City subjects the employee to appropriate discipline by the City. 2. Each employee of the City who has worked regularly for the City for a period of not less than six (6) successive months is entitled to sick leave away from employment with pay. Sick leave pay shall be computed at the regular rate of pay to which such employee is entitled. An employee who has worked a minimum of six (6) months is entitled to one (1) day of sick leave for each month worked, cumulative to one hundred twenty (120) days of sick leave. After one hundred twenty (120) earned and unused days of sick leave have accumulated, one (1) day additional vacation shall be granted to an employee for every three (3) sick leave days earned and unused. The employee may elect, after ninety (90) earned and unused days of sick leave have accumulated, to receive one (1) day additional vacation for every three (3) sick days earned and unused. Sick leave days shall not accumulate beyond one hundred twenty (120). 3. Before any sick leave compensation is paid, the City may request and is entitled to receive from any employee who has been absent more than three (3) days in succession, a certificate signed by a competent physician or other medical attendant certifying to the fact that the absence was in fact due to sickness and not otherwise. The City also reserves the right to have an examination made at any time of any person claiming absence by reason of sickness; such examination may be made when the City deems the same reasonably necessary to verify the sickness claimed and may be made in behalf of the City by any competent person designated by the City. Sick leave is to be used normally for the sickness of the employee only; however, two (2) sick days per year may be urea for the following specified uses: (1) Serious illness of the spouse. (2) Serious illness of child. The special use days cannot be accumulated from one year to the next and if they are not used, they are included in the normal sick leave accumulation. -2- El 139 Page 6 -- RESOLUTION NO. 90 - 1980 ARTICLE F. INJURY ON JOB Any full time City employee who has been employed by the City at least six (6) months, injured on his regular job, shall, after an initial three (3) days waiting period for each injury, be entitled to full pay up to a period of ninety (90) days while he is absent from work by reason of such injury. His accrued sick leave will not be charged during this ninety- (90) day period. The amount of any compensation shall be reduced by any payment received by the injured employee from workers' compensation insurance. An Employee who claims an absence from work due to an injury sustained on his regular job is subject to an exmaination to be made on behalf of the City by a person competent to perform the same and as is designated by the City. ARTICLE G. FUNERAL PAY In case of death occurring in the immediate family of an employee, such an employee may be excused from work for up to three (3) days with additional time off granted by the City Manager if additional time is needed. This time off shall not subject the employee to loss of pay. For this purpose, members of the immediate family of the employee are considered to be the following; spouse, child (natural or adopted), parent, grandparent, brother sister, mother -in -law or father -in -law. ARTICLE H. JURY PAY AND WITNESS FEES An Employee who has been duly summoned for jury duty in any court or who has been duly summoned as a witness in any proceeding, shall be excused from work for the purpose of complying with such summons, and while absent from work in accordance therewith, such employee shall be entitled to receive as pay a sum of money equal to the difference between what he received as compensation for such jury duty or witness fees, and his regular pay. ARTICLE I. MILITARY LEAVE Any Employee absent from work in accordance with the order of a duly established military authority shall receive pay and compensation during such absence as is provided by State Law. ARTICLE J. INCENTIVE PAY (LONGEVITY) Incentive Pay will be paid over and above the base rate of pay for employees permanently hired prior to March 31, 1973 according to the following schedule: After 5 years of Service - 2 112% of base salary rounded to the nearest dollar amount After 10 years of service - 5% of base salary rounded to the nearest dollar amount After 15 years of service - 7 112% of base salary rounded to the nearest dollar amount The City of Fridley has agreed to pay incentive pay to Employees hired prior to March 31, 1973 in recognition of their prior service and contribution to the City of Fridley. Neither the City nor the UNION will attempt to take away longevity or incentive pay for those persons hired prior to March 31, 1973, in future contracts. The amount of incentive pay for eligible Employees will be negotiated for the affected Employees. ARTICLE K. UNIFORMS The City of Fridley will furnish uniforms to Employees of the bargaining unit free of charge to the Employee. The City reserves the right to select the type of uniform to be furnished. The City will agree to furnish rain equipment and special safety equipment for all Employees. -3- 140 Page 7 -- RESOLUTION NO. 90 - 1980 ARTICLE L. SEVERANCE PAY ` Employees hired prior to March 31, 1973 are eligible for serverance pay, according to the following schedule: An Employee with forty -eight (48) or more consecutive months of employment will receive severance pay in cash based on one and one -half (1 112) days of severance pay for each twelve (12) consecutive months worked, but not to exceed thirty (30) days of same. 2. Employees hired prior to December 31, 1980 are eligible for severence pay according to the following schedule: An employee with forty -eight (48) , or more consecutive months of employment will receive severance pay in cash based on one and one -half (1 112) days of severance pay for each twelve consecutive months worked but not to exceed thirty (30) days of same. The amount of reverence pay due on employee shall not exceed one -third (1/3) of his unused sick leave. 3. Employees hired after December 31, 1980 will not be eligible for severance pay. 4. The City recognizes its prior commitment to employees permanently hired prior to March 31, 1973. Neither the City nor the UNION will attempt to reduce severance pay for those eligible in future contracts. M. REPRESENTATIVE ON AREA WIDE NEGOTIATIONS If the UNION chooses to use one of the personnel from the Fridley work force as a representative on the area wide bargaining unit for more than one year in three, Local No. 49 will pay the salary of such employee for the second year for the time spent on area wide negotiations. The purpose is to spread the cost of such negotiation among the several communities involved in joint negotiations. ARTICLE N: INSURANCE The City also provides life insurance equal to annual salary, with a maximum of $10,000 per Employee, and also will provide additional AD & D Insurance equal to salary with a maximum of $10,000 per Employee, providing the total City cost for all insurance does not exceed the amount set forth in the Master Contract. ARTICLE 0. DURATION This agreement shall be effective as of July 23, 1980 and shall remain in full force and effect until December 31, 1981. IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this 23rd day of July, 1980. FOR THE CITY OF FRIDLEY NASIM M. QURESHI - CITY MANAGER WILLIAM J. NEE - MAYOR FOR INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 49 , DONALD C. CARRIGAN, STEWARD JOHN H. PETERSON, ABR LOCAL 49 I recommend to the City Manager and Council that the City of Fridley enter into the above Agreement for the year 1980 -1981. AGREED: MARVIN C. BRUNSELL ROBERT PUERINGER, ABR LOCAL 49 ASST. CITY MGR. /FIN. DIR. BUSINESS MANAGER, FINANCE SECRETARY 0054A/0668A -4-