06-12-2023
Council Conference Meeting
June 12, 2023
5:30 PM
Fridley City Hall, 7071 University Avenue N.E.
Agenda
1.Labor Agreement with the Police Technicians for 2023 and 2024
2.73rd Avenue Corridor Project
3.City Building Solar Recommendations
4.2023 Legislative Update
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 the City at (763) 571-3450.
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AGENDA REPORT
Meeting Date:June 12, 2023 Meeting Type:City CouncilConference Meeting
Submitted By:Rebecca Hellegers, Director of Employee Resources
Title
Resolution No. 2023-62, Approving andAuthorizing Signing an Agreement with Certain Employees
Represented by Local No. 514 for the City of Fridley Public Safety Department for the Years 2023 and
2024
Background
A two-year tentative agreement has been reached between the City of Fridley (City) and Local #514,
which is the newly formed bargaining unit for the Police Technicians, for the contract years 2023 and
2024.This is the first contract established between the City and the Fridley Police Technicians.
On June 7, 2022, the non-licensed employees of the Fridley Police Departmentcertified with the Bureau
of Mediation Services to have Law Enforcement Labor Services, Inc. (LELS) as the exclusive representative
forthe unit.
The contract was designed to memorialize terms and conditions of employment already extended to
the unit. Negotiations, which began in November 2022, were positive during thefour meetings heldto
review the articles within the proposed contract, clarify the unit membership to include only the Police
Technician position, and refine the contract to reach a tentative agreement between both parties.
A summary of items related directly to this unitis provided below.
Article 26Duration: A two-year contract has been established from January 1, 2023 through
December 31, 2024.
Article 12 Insurance: Employees in this bargaining unit will receive the same insurance benefit
package as all other cityemployees with includes health, dental, life, and disability insurance, as
well as alternatives (cash option or benefit leave in lieu of health insurance). 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.
Article 13 Clothing Allowance: The City will reimburse up to $400 annually for those who work
32 hours per week or up to $500 annually for those who work 40 hours per week for clothing
allowance, which maintains a benefit already in place with this unit prior to establishment of the
bargaining unit.
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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Article 14 Wage Rates: Both parties agreed to maintaining the proposed compensation steps
that were developed as part of the compensation study in 2022, as well as step increases awarded
on t anniversary date, until top step. Both parties also agreed to maintain the
Police Technician and Police Technician, Sr., role.
Both parties agreed to a general wage increase for 2023 of 3% across all steps and a general
wage increase for 2024 of 3% across all steps. The adjustment is in effect beginning January 1,
2023. Additionally, all members of the unit will be awarded their anniversary step if it occurred
prior to reaching the tentative agreement.
Financial Impact
The costs for the proposed contract for 2023-2024 are estimated at $13,171 for wages and $2,600 for
clothing allowance, which is accounted for in the 2023 General Fund budget. In 2024, the General Fund
budget will reflect the 3% increase, per the terms of the labor contract.
Recommendation
Staff recommend Council review the attached resolution and Local No. 514 Labor Agreement and
provide any further direction.
Focus on Fridley Strategic Alignment
Vibrant Neighborhoods & Places Community Identity & Relationship Building
Financial Stability & Commercial Prosperity Public Safety & Environmental Stewardship
X Organizational Excellence
Attachments and Other Resources
Resolution No. 2023-62
Local No. 514 Labor Agreement
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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Resolution No. 2023 - 62
Approving and Authorizing Signing an Agreement with Police Technicians for the City of
Fridley Public Safety Department for the Years 2023 and 2024
Whereas, the Law Enforcement Labor Services, Inc. as bargaining representative of the Police
Technicians, Local #514, of the City of Fridley (Union), has presented to the City of Fridley (City)
various requests relating to the wages and working conditions of Police Technicians 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 Police Technicians 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
2023 and 2024 contract; and
Whereas, the 2023 and 2024 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
agreement and the Mayor and the City Manager are hereby authorized to execute the Agreement
relating to wages and working conditions of Police Technicians of the City of Fridley.
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Passed and adopted by the City Council of the City of Fridley this 12 day of June, 2023.
________________________________________
Scott J. Lund Mayor
Attest:
________________________________________
Melissa Moore City Clerk
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LABOR AGREEMENT
BETWEEN
THE CITY OF FRIDLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 514
(Police Technician)
2023 & 2024
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LABOR AGREEMENT BETWEEN
THE CITY OF FRIDLEY AND
LAW ENFORCEMENT LABOR SERVICES, INC.
LOCAL NO. 514
2023 & 2024
TABLE OF CONTENTS
ARTICLE
PAGE
1. Purpose of Agreement 1
2. Recognition 1
3. Definitions 1
4. Employer Authority 2
5. Union Security 2
6. Employee Rights Grievance Procedures 2
7. Savings Clause 5
8. Seniority 5
9. Discipline 6
10. Work Schedules 6
11. Overtime 7
12. Insurance 7
13. Clothing Allowance 9
14. Wage Rates 10
15. Probationary Periods 10
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16. Annual Leave 10
17. Wellness Leave 11
18. Holidays 11
19. Short Term Disability 12
20. Long Term Disability 12
21. Parental Leave 12
22. Bereavement Leave 12
23. Jury Duty Pay 12
24. Tuition Reimbursement 12
25. Waiver 12
26. Duration 13
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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., Local #514 hereinafter called the Union.
It is the intent and purpose of this Agreement to:
Establish procedures for the resolution of disputes concerning this Agreement's
interpretation and/or application; and
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 in a unit certified by the State of Minnesota Bureau of Mediation
Services, Case No. 22PCE2071 as:
All non-licensed employees, employed by the Fridley Police Department,
Fridley, Minnesota, in the job classification of Police Technician, who are
public employees within the meaning of Minn. Stat. §179A.03, subd. 14,
excluding essential, supervisory, confidential and all other employees.
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
Union: Law Enforcement Labor Services. Inc., Local #514.
Union Member: A member of the Law Enforcement Labor Services, Inc.
Employee: An employee whose classification is within the exclusively recognized
bargaining unit.
Department: The Fridley Police Department.
Employer: The City of Fridley.
Chief: The Public Safety Director of the Fridley Police Department.
Job Classification Seniority: Length of continuous service within any job
classification covered by this AGREEMENT.
Employer Seniority: Length of continuous service with the EMPLOYER.
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Article 4. Employer Authority
4.1 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.
4.2 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 5. Union Security
5.1 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.
5.2 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.
5.3 The Employer shall make space available on the Employee bulletin board for posting
Union notice(s) and announcement(s).
5.4 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 6. Employee Rights - Grievance Procedure
6.1 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.
6.2 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 5.2 of this Agreement.
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6.3 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.
6.4 Procedure
Grievances, as defined by Section 6.1, 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
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mutual agreement, may submit the matter to mediation with the Bureau of Mediation
Services. Submitting the grievance to mediation preserves timeliness for Step 3 of the
grievance procedure. Any grievance not appealed in writing to Step 3 by the Union
within ten (10) calendar days of mediation shall be considered waived.
Step 3
A grievance unresolved in Step 2 or Step 2a and appealed to Step 3 by the Union shall
be submitted to arbitration subject to the provisions of the Public Employment Labor
Relations Act of 1971, as amended. The selection of an arbitrator shall be made in
accordance with Rules Governing the Arbitration of Grievances" as established
by the Bureau of Mediation Services.
6.5 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
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 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.
6.6 Waiver
If a grievance is not presented within the time limits set forth above, it shall be
considered "waived." If a grievance is not appealed to the next step within the
specified time limit or any agreed extension thereof, it shall be considered settled on
the basis of the Employer's last answer. If the Employer does not answer a grievance
or an appeal thereof within the specified time limits the Union may elect to treat the
grievance as denied at that step and immediately appeal the grievance to the next step.
The time limit in each step may be extended by mutual written agreement of the
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Employer and the Union in each step.
6.7 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 6 or to another procedure such as Veteran's
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 6. The aggrieved Employee shall indicate in writing which procedure is to
be utilized - Step 3 of Article 6 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 6.
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
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Governors of State Colleges 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 7. Savings Clause
This Agreement is subject to the laws of the United States and the State of Minnesota and
policies and rules of 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 with the mutual agreement of both
parties.
Article 8. Seniority
8.1 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.
8.2 All employees will serve a one-year probationary period. During the probationary
period a newly hired or rehired Employee may be discharged at the sole discretion
of the Employer without recourse to the grievance procedure. During the
probationary period, a promoted or reassigned Employee may be returned to or
replaced in his/her previous position at the sole discretion of the Employer without
recourse to the grievance procedure.
8.3 A reduction of work force will be accomplished on the basis of Job Classification
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Seniority. Employees shall be recalled from layoff on the basis of Job Classification
Seniority. An Employee on layoff shall have an opportunity to return to work within
the classification from which they were laid off for two (2) years of the time of his/her
layoff before any new Employee is hired in the classification. Upon receipt of notice
of recall, the employee shall have fourteen (14) days to return to work. It is the
employee's obligation to maintain a current address and tele phone number with the
EMPLOYER during layoff.
8.4 Employees shall lose their Employer Seniority for the following reasons:
a. Discharge;
b. Resignation;
c. Unexcused failure to return to work after expiration of a vacation or formal
leave of absence; or
d. Retirement.
Article 9. Discipline
9.1 The Employer will discipline Employees for just cause only. Discipline will be in
one or more of the following forms:
a. written reprimand:
b. suspension;
c. demotion; or
d. discharge.
9.2 Suspensions, demotions and discharges will be in written form.
9.3 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.
9.4 Employees may examine their own individual personnel files at reasonable times
under the direct supervision of the Employer.
9.5 Employees have the right to Union representation during an investigation of
disciplinary action.
9.6 Grievances relating to this Article shall be initiated by the Union in Step 2 of the
grievance procedure under Article 6.
Article 10. Work Schedules
10.1 Employees shall have a thirty (30) minute unpaid lunch break and two (2) ten (10)
minute paid breaks per shift.
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10.2 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 11. Overtime
11.1 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 40 hours in a 7-day work period.
11.2 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
11.3 Overtime will be calculated to the nearest fifteen (15) minutes.
Article 12. Insurance
12.1 For the calendar year of 2023, for those Employees who choose coverage in the
Base Plan, the Employer will contribute the same amount provided to non-union
employees. If the 2023 employer contribution rates for the non-union employees
are less, the previous year's contribution will remain in effect.
For the calendar year of 2024, for those Employees who choose coverage in the
Base Plan, the Employer will contribute the same amount provided to non-union
employees. If the 2024 employer contribution rates for the non-union employees
are less, the previous year's contribution will remain in effect.
12.2 For the calendar year of 2023, for those Employees who choose coverage in the HRA
Plan, the Employer will contribute the same amount provided to non-union
employees.
If the 2023 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
For the calendar year of 2024, for those Employees who choose coverage in the HRA
Plan, the Employer will contribute the same amount provided to non-union
employees.
If the 2024 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
12.3 For the calendar year of 2023, 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 2023 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
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For the calendar year of 2024, 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 2024 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
12.4 For the calendar year of 2023, 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 2023 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
For the calendar year of 2024, 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 2024 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
12.5 For the calendar years 2023, 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 Employer's Flexible Benefit Plan.
For the calendar years 2024, 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 Employer's Flexible Benefit Plan.
12.6 For the calendar year of 2023, for those Employees who choose dental coverage, the
Employer will contribute the same amount provided to non-union employees.
If the 2023 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
For the calendar year of 2024, for those Employees who choose dental coverage, the
Employer will contribute the same amount provided to non-union employees.
If the 2024 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
12.7 For the calendar year of 2023, the Employer will contribute the same amount for
group term life insurance provided to non-union employees.
If the 2023 employer contribution rates for the non-union employees are less, the
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previous year's contribution will remain in effect.
For the calendar year of 2024, the Employer will contribute the same amount for
group term life insurance provided to non-union employees.
If the 2024 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
12.8 For the calendar year 2023 and 2024, in accordance with the Employer's Flexible
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. 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 2023, 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 Employer's Flexible Benefit Plan.
If the 2023 employer contribution rates for the non-union employees are less, the
previous year's contribution will remain in effect.
For the calendar year 2024, 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 Employer's Flexible Benefit Plan.
If the 2024 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 13. Clothing Allowance
The Employer shall provide each employee who works 40 hours per week a clothing
allowance of $500 annually and each employee who works 32 hours per week a clothing
allowance of $400 annually.
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Article 14. Wage Rates
2023
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
Police Technician
$24.81 $25.63 $26.48 $27.35 $28.25 $29.19 $30.15 $31.15
Police Technician
$26.80 $27.69 $28.59 $29.54 $30.52 $31.52 $32.56 $33.64
Sr
2024
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
Police Technician
$25.55 $26.40 $27.27 $28.17 $29.10 $30.07 $31.05 $32.08
Police Technician
$27.60 $28.52 $29.45 $30.43 $31.44 $32.47 $33.54 $34.65
Sr
The Employee will qualify to move to the next step from their currently assigned step on their
anniversary date in position, until they reach Step 8 (top).
Article 15. Probationary Periods
15.1 All newly hired, rehired, or promoted Employees will serve a one-year probationary
period.
15.2 The Employer may extend a probationary period by 3 additional months with notice
to the employee and Union.
Article 16. Annual Leave
16.1 Each Employee shall be entitled to annual leave away from employment with pay.
Employees who work less than 40 hours per week shall accrue benefits on a pro-rata
basis based on FTE. 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.
16.2 The following annual leave accrual rates for employees regularly scheduled to work
32 hours per week shall be adjusted on a pro rata basis.
Annual leave shall accrue at the rate of eighteen (18) days (144 hours) per year for the
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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 employment with the
City.
16.3 The maximum total accumulation of annual leave at the end of any given year shall be
forty (40) days (320 hours).
16.4 Upon separation from employment with the City in good standing with fourteen
, an Employee will be paid for accrued unused annual leave
remaining in the Employee's balance.
16.5 Sherree Smith shall retain eligibility
Article 17. Wellness Leave
Article 18. Holidays
18.1 Employees will receive the following paid holidays on days designated by the
Employer:
Martin Luther King, Jr. Day y
Memorial Day City-Designated Holiday Independence Day
Labor Day Thanksgiving Day
Day After Thanksgiving Christmas Day Floating Holiday
Employees who work less than 40 hours per week shall accrue benefits on a pro-rata
basis based on FTE.
18.2 In addition to the twelve holidays, Employees shall be paid at one and one-half (1- ½)
times their base rate of pay for all hours worked on the holiday. For any overtime
hours worked on a holiday, Employees will be paid two (2) times their base rate of
pay.
18.3 The Employer will designate the holiday schedule and communicate to Employees in
advance.
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Article 19. Short Term Disability
Employees will be covered by the Employee Handbook on short term
disability.
Article 20. Long-Term Disability
Employees will be covered by the Employee Handbook on long term
disability.
Article 21. Paid Parental Leave
Employees will be covered by the Policy on Paid Parental Leave.
Article 22. Bereavement Leave
Employees will be covered by the Employee Handbook on Bereavement
Leave.
Article 23. Jury Duty Pay
Employees will be covered by the Employee Handbook on Jury Duty leave.
Article 24. Tuition Reimbursement
Employees will be covered by the
Article 25. Waiver
25.1 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.
25.2 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 contact
was negotiated or executed.
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Article 26. Duration
This Agreement shall be effective as of the first day of January 2023, and shall remain in full
force and effect through the thirty-first day of December 2024. In witness whereof, the parties
hereto have executed this Agreement on this ___ day of ____ 2023.
FOR CITY OF FRIDLEY
Scott J. Lund, Mayor (Date)
Walter T. Wysopal, City Manager (Date)
Rebecca A. Hellegers, Human Resources Director (Date)
Brian T. Weierke, Public Safety Director (Date)
FOR LAW ENFORCEMENT LABOR SERVICES, INC.
Adam Burnside, LELS Business Agent (Date)
Julie Johnson, Steward (Date)
Michelle Zwicky, Steward (Date
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AGENDA REPORT
Meeting Date:June 12, 2023 Meeting Type:City CouncilConference Meeting
Submitted By:James Kosluchar, Public Works Director
Brandon Brodhag, Assistant City Engineer
Title
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73Avenue Corridor Project
Background
City staff and their design consultant, Bolton & Menk recently hosted an Open House for residents and
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business owners adjacent to the 73Avenue Corridor Project. Attached is a summary of the Open
House. We would like to discuss with the City Council the feedback received, potential alternatives,
and project schedule.
Financial Impact
No formal activity or financial impact at this time.
Recommendation
Discuss items presented.
Focus on Fridley Strategic Alignment
X Vibrant Neighborhoods &Places X Community Identity &Relationship Building
Financial Stability & Commercial Prosperity X Public Safety & Environmental Stewardship
Organizational Excellence
Attachments and Other Resources
Open House Summary Memo
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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MEMORANDUM
Public Works Department
ForestryEngineering
Date:5/18/2023PW23-040
To:Wally Wysopal, City Manager
From:Jim Kosluchar, Public Works Director
Brandon Brodhag, Assistant CityEngineer
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RE:73Avenue Corridor Project Open HouseSummary
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On May 4,City staff and their design consultant, Bolton & Menk hostedan Open House at the
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Fridley Council Chambersfor residents and business owners adjacent to the 73Avenue Corridor
Project. The project limits include University Avenue (Trunk Highway 47) to Central Avenue (Anoka
County State Aid Highway 35).
In total, twenty-seven (27) community members attended the Open House. Staff in attendance
included City Engineer/Public Works Director, Jim Kosluchar, Assistant City Engineer, Brandon
Brodhag and Engineering Administrative Assistant, Annie Olson. City Manager, Wally Wysopal and
Mayor, Scott Lund were also in attendance. Attendees were able to review the different
components of the corridor, discuss the project with City and design consultant staff, and provide
feedback via comments on a layoutof the corridor or by comments cards for consideration with
the corridor project.
Attendees commented on their experiencesand observations along the corridor, including:
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1.TrafficSpeeds: Attendees commented about the traffic speeds along 73Avenue and
how they would like to see the speed limit reduced. A few comments about feeling
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dangerous when trying to make a turn off of73Avenue and having close calls with
speeding cars pulling up behind them.
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2.Access points: There were a lot of comments on the access points along 73Avenue, but
most specifically the north side access points which currently include Symphony Street,
Jackson Street,and the east access near Baker Street. Some attendees had heard a rumor
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that the City was proposing to close the access intersection at 73Avenue/Symphony
Street so there werenumerous of comments and concerns about keeping versus
relocating the access at Symphony Street.
There were additional comments relating to commercial access points and perceived
safety issues specifically with the exit from the fuel/convenience/fast food store on the
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southeast corner of 73and University. There were a couple of attendees that encouraged
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connection to be made to 73 from Locke Park. There were also comments relating safety
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of the West Highway 65 Frontage Road and its connection to 73.
3. Service Drive: Many of the attendees commented on the pavement condition of the
Service Drive. Staff received many comments about the possibility of removing the Service
Drive, mostly against removing the street. A few attendees commented that they would
like to see the project eliminate the Service Drive and make a wider parkway corridor.
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4. Roadway configurations: Attendees were mixed between wanting to keep 73 Avenue
lane configurations the same as existing with four lanes and others were wanting a change
to the corridor down to a two-lane roadway with the possibility of expanding the
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boulevard area between the Service Drive and 73 Avenue. Many comments were made
about the recent changes to Osborne Road with the four-lane to three-lane conversion
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Avenue similar to Osborne Road.
However, on follow-up with some residents, they indicated that they supported the
pedestrian crossing enhancements with Rectangular Rapid-Flashing Beacon (RRFB)
signage, and there were indications that some of the dislike for the corridor had to do with
lane shifts and drops.
5. Multi-modal options: Attendees were interested in having more multi-modal options,
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specifically adding a trail or sidewalk on the north side of 73 Avenue. Also, attendees
commented on the current condition of the existing bituminous trail on the south side of
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73 Avenue. Attendees added that additional or improved walk connections should be
looked at along Central Avenue.
6. Lighting: Attendees commented that they would like to see more lighting along the
corridor, including roadway lighting and pedestrian scale lighting. Specifically, at all
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crosswalks and by the Locke Park trail connection on the south side of 73 Avenue.
7. Traffic Volumes: A few attendees were concerned about the traffic volumes during the
shift changes at the Target warehouse, if the corridor were to change to one lane.
8. Roundabouts/Traffic Control: Attendees were interested in evaluating the addition of
adding roundabouts, traffic signals or stop signs along the corridor to help with traffic
congestion and speeds.
9. Crosswalks: Comments on the current crosswalk locations and feedback on the placement
of future crosswalks (i.e., Locke Park trail connection to Madsen Park). Also, a few
comments on adding LED Rectangular Rapid Flashing Beacon signs to help enhance
pedestrian and bicyclist crossings. Attendees commented about the possibility of bump
outs at crossings to allow pedestrians and bicyclists to cross easier and safer.
10. Trees: Attendees gave feedback that the trees are great aesthetically, encourage slower
driving, block headlight pollution for drivers and residents, and provide a small sound
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barrier between 73 Avenue and the neighborhood.
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Staff have community members to learn more
about the project and to provide feedback. An online survey is also posted on the website for
residents and businesses to continue to provide comments about the corridor.
Overall, the Open House had a good turnout of attendees and attendees were appreciative of
the opportunity to give feedback to staff about the potential changes to the corridor. Staff will
review the feedback comments presented and will incorporate them into creating different
alternative scenarios for the corridor for the next Open House that will take place in late
Summer 2023.
JPK/BJB
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AGENDA REPORT
Meeting Date:June 12, 2023 Meeting Type:City CouncilConference Meeting
Submitted By:James Kosluchar, Director of Public Works
Rachel Workin, Environmental Planner
Title
City Building Solar Recommendations
Background
In 2018, the Fridley City Council approved an Energy Action Plan which established the vision that
money and reduce greenhouse gas Staff have
been exploring options to incorporate onsite solar energy production as a way support this vision. The
Public Works building and the new Moore Lake Park Community Building have been identified as
potential host sites. Staff have worked with local solar contractorsto right-sizethe solarsystems for
these buildings to maximize cost-effectivenessbased onupfront system costs, overall building electric
use, peak building electricuse, and Xcel Energy incentivization programs.
Thesystem for the Moore Lake Park Community Building isdesigned to be approximately 38.5 kW AC
which wouldfit on the roof of the unenclosed portion of the building. The system for the Public Works
building was designed to be approximately 187.5 kW AC. It is expected that some modification to the
Public Worksbuilding will be needed to offset the weight of system, such as removing rock from the
ballasted roof. This work would be conducted by the solar contractor who would also be responsible for
ensuring that the roofwarranty remains valid.
Changes to the tax code under the Inflation Reduction Act now allow local governments to receive a
30%-40% payment for the cost ofthe solar system. Whereas this paymentwas previously only available
as a tax credit, non-taxable entities can now receive these funds as a direct payment. As a result, the
payback period on these systems is significantly reduced and they become more cost-effective.
Preliminary estimatesprovided by Cedar Creek Energy for the respective systems are:
SiteUpfront CostNet cost after Payback Cumulative
40% Tax CreditPeriod (Years)Savings (Year 30)
Moore Lake$147,750$88,65010.2$277,336
1,2
Public Works $454,820$272,8928.7$1,230,874
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Quotes are preliminary estimates and meant for general comparison, contractors used different
assumptions in the modeling of pricing.
2
Costs end the PV Credit Program at Year 10.
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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The Moore Lake Community Building site and a portion of the Public Works site may be eligible for a
new grant program included in the State Bonding Bill providing funds for solar systems on public
buildings less than 40 kW.
The Public Works building is large enough that it could be financed through a Power Purchase
Agreement (PPA) instead of an upfront payment. Under a PPA agreement, a third party would own the
electric rate. Depending on the structure of the agreement, the City would assume ownership of the
system after a period of time. Staff have seen arrangements where this occurs at no cost after 20 years
or based on the appraised value of the system after a certain period of time. Preliminary quotes provided
by iDEAL Energies estimate the system with the City obtaining no-cost ownership at:
Site Upfront Cost Net cost after Payback Cumulative
40% Tax Credit Period (Years) Savings (Year 30)
1,2,3
Public Works $0 $0 0 $243,480
1
Quotes are preliminary estimates and meant for general comparison, contractors used different
assumptions in the modeling of pricing.
2
Costs end the PV Credit Program at Year 10.
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Estimated 15% savings from current utility bill prior to system ownership.
Staff will be presenting details of the possible solar options for these two buildings and requesting
feedback from the City Council at the meeting. Provisional projects have been placed in the draft CIP for
construction of these two systems in 2024 and 2025, respectively.
Financial Impact
No formal activity or financial impact at this time. Estimated annual cost savings is presented.
Recommendation
Discuss items presented
Focus on Fridley Strategic Alignment
Vibrant Neighborhoods & Places Community Identity & Relationship Building
X Financial Stability & Commercial Prosperity X Public Safety & Environmental Stewardship
Organizational Excellence
Attachments and Other Resources
Draft Layout for Moore Lake Community Building
Draft Cash Flow Analysis for Moore Lake Community Building
Draft Layout Analysis for Public Works Building
Draft Cash Flow Analysis for Public Works Building
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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AGENDA REPORT
Meeting Date:June 12, 2023 Meeting Type:City CouncilConference Meeting
Submitted By:Paul Bolin, Asst. Exec. Director -HRA
Title
Update on 2023 Legislative Efforts
Background
The City of Fridley had a successfullegislative sessionin 2023. Special legislation included in the tax
bill provides the Housing & Redevelopment Authority with the ability to collect 25% of the excess tax
increment from the Northern Stacks projectfor its housing programs. This is expected to generate
approximately $600,000 per year.
The bonding bill included a $4M allocation for the City to finalize the engineering and design of the
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Northtown Rail Yard Overpass connecting University Avenue with East River Road via 57Avenue.
Utility planning is also included in this allocation.
Separate from our special legislation, the housing bill includeda new.25% sales tax for the seven-
county metropolitan areato fund affordable housing projects. A portion of the proceeds will be
directly allocated to the counties and individual cities. The sales tax will go into effect on October 1,
2023. The City is expected to receive approximately $310,000 to spend on qualifying affordable
housing projects, based on the distribution factors included in the law.
Staff will provide an overview of the legislation and discuss next steps.
Attachments and Other Resources
None
Vision Statement
We believe Fridley will be a safe, vibrant, friendly and stable home for families and businesses.
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