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HomeMy WebLinkAboutResolution 90-19RESOLUTION 90- ] 9 REGARDING LABOR AGREEMENT BETWEEN CITY OF COLUMBIA HEIGHTS AND AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, COUNCIL NO. 14, LOCAL NO. 495 WHEREAS, negotiations have proceeded between the American Federation of State, County and Municipal Employees, Council No. 14, Local No. 495, representing clerical and technical employees of the City and members of the City negotiating team, and said negotiations have resulted in a mutually acceptable contract for calendar year 1990, 1991, and 1992.; WHEREAS, a copy of said contract is available for inspection at the Office of the City Manager and is made a part hereof by reference; NOW, THEREFORE, BE IT RESOLVED that the contract agreement as negotiated, be and is hereby established as the salary and fringe benefit program for calendar year 1990, 1991, and 1992 for AFSCME bargaining unit employees of the City with a wage and contribution to fringe benefit reopener for 1992; and, BE IT FURTHER RESOLVED that the Mayor and City Manager be authorized to execute this agreement. Passed this ]4 day of March , 1990. Offered by: Seconded by: Roll Call: Nawrocki Ruett imann A] 1 ayes - Student, Co~ncz~ecretary Edward M. Carlson, Mayor CITY COUNCIL LETTER Meeting of: March 14, 1990 (AGENDA SECTION: ORDINANCES & RESOLUTIONS I ORIGINATING DEPARTMENT: I CITY MANAGER NO. : 6 I CITY MANAGER'S I APP (ITEM: 1990-1992 LABOR AGREEMENT BETWEEN THE I BY: L.L.MAGEE ( BY: INO. : Q CITY AND AFSCME, LOCAL NO. 495 I DATE: 03/06f9 I DATE- 6161 Based upon discussions at recent work sessions regarding collective bargaining issues, the City Manager is submitting the following for the City Council' s consideration. Negotiation sessions between the City negotiating team and the American Federation of State, County and Municipal Employees, Local No. 495, along with two mediation sessions have resulted in a mutually acceptable contract for calendar years 1990, 1991, and 1992, with a wage and contribution to fringe benefit reopener in 1992. Attached is a resolution which would adopt and establish the contract agreement as negotiated for calendar years 1990, 1991, and 1992. The changes to the contract are as follows: Wages 1990: 5Z over 1989 contract rates 1991: 4Z over 1990 contract rates 1992: Reopener Insurance 1990: $215 per month (1989 = $200 per month) 1991: $235 per month 1992: Reopener Vacation Effective January 1, 1991, additional vacation day added to schedule as follows: During Employment Year Days 16 21 days 17 22 days 1s 23 days 19 24 days 20+ 25 days (Currently, maximum is 20 days per year during 15 years and thereafter. ) Deferred Comp As a form of additional compensation, the City will contribute $1 per permanent and probationary full-time employee for every $1 contributed by such employee toward the ICMA Deferred Compensation Program. Such employer contribution will not exceed: 1990: $300 per employee maximum 1991: $300 per employee maximum 1992: $300 per employee maximum Continued COUNCIL ACTION: I I ( I I I CITY COUNCIL LETTER Meeting of: March 14, 1990 AGENDA SECTION: ORDINANCES & RESOLUTIONS ORIGINATING DEPARTMENT: CITY MANAGER NO. : 6 i CITY MANAGER'S i APPROV.AL ITEM: 1990-1992 LABOR AGREEMENT BETWEEN THE BY: L.L.MAGEE BY: INO. : CITY AND AFSCME, LOCAL NO. 495 i DATE: 03/06/90 i DATE: Page 2 Holidays Liquor Operations Employees: In the event an employee is required to work on designated holidays, the employee shall be compensated at the employee' s base hourly pay rate and the EMPLOYER will schedule alternate day(s) off in lieu of the designated holiday(s) . When Liquor Operations are required to be closed on certain election days, those days will be scheduled as alternate day(s) off in lieu of designated holidays. j)C ¢/¢ ¢�I / (/¢ i�, ��¢ j (Deletion of last sentence from current contract language. ) Duration January 1, 1990 - December 31, 1992 If the City and the Union cannot reach an agreement on wages and employer contribution to insurances for 1992, the parties agree to go to mediation. If mediation yields no resolution of these issues, the union may go on strike over the issues of wages and employer contribution to insurances. Attached are the revised contract pages. The City Manager recommends adoption of the attached resolution. RECOMMENDED MOTION: Moved and seconded to waive the reading of the resolution, there being ample copies available for the public. RECOMMENDED MOTION: Moved and seconded to adopt Resolution 90- regarding a labor agreement between the City of Columbia Heights and the American Federation of State, County and Municipal Employees, Council No. 14, Local No. 495, effective January 1, 1990 - December 31, 1992. COUNCIL ACTION: LABOR AGREEMENT BETWEEN CITY OF COLUMBIA HEIGHTS AND COUNCIL NO. 14 AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LOCAL NO. 495 JANUARY 1, 1990 - DECEMBER 31, 1992 TABLE OF CONTENTS Page ARTICLE I PURPOSE OF AGREEMENT. . . . . . . . . . . 1 ARTICLE II RECOGNITION . . . . . . . . . . . . . . . 1 ARTICLE III EMPLOYER SECURITY . . . . . . . . . . . . 2 ARTICLE IV UNION SECURITY. . . . . . . . . . . . . . 2 ARTICLE V EMPLOYER AUTHORITY. . . . . . . . . . . . 2 ARTICLE VI EMPLOYEE RIGHTS-GRIEVANCE PROCEDURE . . . 3 ARTICLE VII DEFINITIONS . . . . . . . . . . . . . . . 6 ARTICLE VIII SAVINGS CLAUSE. . . . . . . . . . . . . . 6 ARTICLE IX NON-DISCRIMINATION. . . . . . . . . . . . 6 ARTICLE X WORK SCHEDULES. . . . . . . . . . . . . . 7 ARTICLE XI OVERTIME. . . . . . . . . . . . . . . . . 7 ARTICLE XII WORKING OUT OF CLASS. . . . . . . . . . . 8 ARTICLE XIII RIGHT OF SUBCONTRACT. . . . . . . . . . . 8 ARTICLE XIV DISCIPLINE. . . . . . . . . . . . . . . . 8 ARTICLE XV SENIORITY . . . . . . . . . . . . . . . . 8 ARTICLE XVI PROBATIONARY PERIOD . . . . . . . . . . . 9 ARTICLE XVII INSURANCE . . . . . . . . . . . . . . . . 9 ARTICLE XVIII HOLIDAYS. . . . . . . . . . . . . . . . . 10 ARTICLE XIX VACATION. . . . . . . . . . . . . . . . . 11 ARTICLE XX SICK LEAVE. . . . . . . . . . . . . . . . 12 ARTICLE XXI FUNERAL LEAVE . . . . . . . . . . . . . . 13 ARTICLE XXII MEDICAL LEAVE . . . . . . . . . . . . . . 13 ARTICLE XXIII UNIFORMS. . . . . . . . . . . . . . . . . 14 ARTICLE XXIV WAIVER. . . . . . . . . . . . . . . . . . 14 ARTICLE XXV WAGES . . . . . . . . . . . . . . . . . . 15 ARTICLE XXVI DURATION. . . . . . . . . . . . . . . . . 15 APPENDIX A 1990 WAGE SCHEDULE APPENDIX B 1991 WAGE SCHEDULE APPENDIX C 1992 WAGE SCHEDULE promotions only when all job-relevant qualification factors are equal. 15.2 Job classification seniority will be the determining criterion for lay-offs only when all job-relevant qualification factors are equal. 15.3 Seniority will be the determining criterion for recall when the job-relevant qualification factors are equal. Recall rights under this provision will continue for twenty-four (24) months after lay off. Recalled employees shall have ten (10) working days after notification of recall by registered mail at the employee' s last known address to report to work or forfeit all recall rights. ARTICLE XVI. PROBATIONARY PERIODS 16.1 All newly hired or rehired employees will serve a six (6) month probationary period. 16.2 All employees will serve a six (6) month probationary period in any job classification in which the employee has not served a probationary period. 16.3 At any time during the probationary period a newly hired or rehired employee may be terminated at the sole discretion of the EMPLOYER. 16.4 At any time during the probationary period a promoted or reassigned employee may be demoted or reassigned to the employee' s previous position at the sole discretion of the EMPLOYER. ARTICLE XVII. INSURANCE 17.1 The EMPLOYER will contribute up to a maximum of two-hundred and fifteen dollars ($215.00) per month per (permanent and probationary full-time) employee for calendar year 1990, and up to a maximum of two-hundred and thirty-five dollars ($235.00) per month per (permanent and probationary full-time) employee for calendar year 1991, for employee life insurance and group health insurance (including dependent coverage) . No retroactive insurance benefit payments will be made to any employee terminating employment during calendar year 1990 prior to Council ratification of a 1990 employer contribution rate for insurance. -9- 17.2 The EMPLOYER'S contribution per month per (permanent and probationary full-time) employee for calendar year 1992 for employee life insurance and group health insurance (including dependent coverage) will be negotiated by the parties. No retroactive insurance benefits will be made to any employee terminating employment during calendar year 1992 prior to Council ratification of a 1992 employer contribution rate for insurance. 17.3 Employees not choosing dependent coverage cannot be covered at EMPLOYER expense for any additional insurance than the individual group health, group life, and group dental insurance. 17.4 Additional life insurance can be purchased by the employee at the employee' s expense to the extent allowed under the EMPLOYER'S group policy. 17.5 By mutual agreement, employees may use up to eighteen dollars ($18) of the per month per employee health and life insurance dollars in Articles 17.1 and 17.2 for dental insurance for all unit employees. ARTICLE XVIII. HOLIDAYS 18.1 The following twelve days shall be designated as paid holidays: New Year' s Day Labor Day Martin Luther King Day Veterans Day President's Day Thanksgiving Day Good Friday Day After Thanksgiving Memorial Day Christmas Eve Day Independence Day Christmas Day 18.2 When New Year' s Day, Independence Day, Veterans Day, or Christmas Day falls on a Sunday, the following Monday shall be considered the designated holiday. When and if any of these four (4) holidays fall on a Saturday, the preceding Friday shall be considered the designated holiday. Christmas Eve Day will be celebrated as a holiday on the regular work day preceding the day on which Christmas Day is observed. 18.3 An employee shall forfeit all rights to holiday pay when absent from scheduled work on the day following or the day preceding a holiday without the express authorization of the EMPLOYER. 18.4 New employees will be eligible for holiday pay after satisfactory completion of three (3) months employment. -10- 18.5 No terminating employee shall receive holiday pay for a holiday which occurs after the employee' s last day at work. 18.6 An employee (other than a Liquor Operations Employee) required by the EMPLOYER to work on any of the holidays set forth in Section 18.1 of this AGREEMENT shall be paid at the rate of one and one-half (1 1/2) times the employee' s base hourly pay rate for all hours worked on the holiday in addition to eight (8) hours at straight time. 18.7 Liquor Operations Employees: In the event an employee is required to work on designated holidays, the employee shall be compensated at the employee' s base hourly pay rate and the EMPLOYER will schedule alternate day(s) off in lieu of the designated holiday(s) . When Liquor Operations are required to be closed on certain election days, those days will be scheduled as alternate day(s) off in lieu of designated holidays. 18.8 Permanent Part-Time Employees: Those employees who are regularly scheduled to work 1,040 hours or more per year shall be eligible for paid holidays on a prorated basis. ARTICLE XIX. VACATION 19.1 Each permanent and probationary employee shall earn and accrue vacation time on the following basis: During Employment Year Vacation Accrued Per Month 1 . . . . . . . . . . . . . . . .833 day 2 . . . . . . . . . . . . . . . .833 day 3 . . . . . . . . . . . . . . . .833 day 4 . . . . . . . . . . . . . . . .833 day 5 . . . . . . . . . . . . . . . .833 day 6 . . . . . . . . . . . . . . . .917 day 7 . . . . . . . . . . . . . . . 1.000 day 8 . . . . . . . . . . . . . . . 1.083 day 9 . . . . . . . . . . . . . . . 1.167 day 10 . . . . . . . . . . . . . . . 1.250 day 11 . . . . . . . . . . . . . . . 1.333 day 12 . . . . . . . . . . . . . . . 1.417 day 13 . . . . . . . . . . . . . . . 1.500 day 14 . . . . . . . . . . . . . . . 1.583 day 15 & + . . . . . . . . . . . . . . 1.667 day 19.2 Effective January 1, 1991, each permanent and probationary employee shall earn and accrue vacation time on the following basis: During Employment Year Vacation Accrued Per Month 1 . . . . . . . . . . . . . . . .833 day -11- 2 . . . . . . . . . . . . . . . .833 day 3 . . . . . . . . . . . . . . . .833 day 4 . . . . . . . . . . . . . . . .833 day 5 . . . . . . . . . . . . . . . .833 day 6 . . . . . . . . . . . . . . . .917 day 7 . . . . . . . . . . . . . . . 1.000 day 8 . . . . . . . . . . . . . . . 1.083 day 9 . . . . . . . . . . . . . . . 1.167 day 10 . . . . . . . . . . . . . . . 1.250 day 11 . . . . . . . . . . . . . . . 1.333 day 12 . . . . . . . . . . . . . . . 1.417 day 13 . . . . . . . . . . . . . . . 1.500 day 14 . . . . . . . . . . . . . . . 1.583 day 15 . . . . . . . . . . . . . . . 1.667 day 16 . . . . . . . . . . . . . . . 1.750 day 17 . . . . . . . . . . . . . . . 1.833 day 18 . . . . . . . . . . . . . . . 1.916 day 19 . . . . . . . . . . . . . . . 2.000 day 20 & + . . . . . . . . . . . . . . 2.083 day 19.3 After satisfactory completion of his/her initial probationary period, any permanent employee leaving the municipal service in good standing after giving proper notice of such termination of employment shall be compensated for vacation leave accrued to the date of separation. 19.4 Vacation leave is intended as a period of rest and relaxation and may not be waived by an employee for the purpose of receiving double pay. 19.5 Vacation leave shall be charged as used in amounts of not less than one (1) hour increments not to exceed 24 one-hour increments in a 12-month period. All other vacation leave shall be charged and used in the amount of not less than 8-hour increments. 19.6 Permanent Part-Time Employees: Those employees who are regularly scheduled to work 1,040 hours or more per year shall be eligible for vacation time on a prorated basis. ARTICLE XX. SICK LEAVE 20.1 Sick leave pay shall be granted to all probationary and permanent employees at the rate of one working day for each calendar month of full-time service or major fraction thereof, except that sick leave granted probationary employees shall not be available for use until satisfactory completion of the -12- 24.2 The parties mutually acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make demands and proposals with respect to any term or condition of employment not removed by law from bargaining. All agreements and understandings arrived at by the parties are set forth in writing in this AGREEMENT for the stipulated duration of this 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 by this AGREEMENT, even though such terms or conditions may not have been within the knowledge or contemplation of either or both parties at the time this con- tract was negotiated or executed. ARTICLE XXV. WAGES See Appendix A, B, and C. As a form of additional compensation, the City will contribute $1 per permanent and probationary full-time employee toward the ICMA deferred compensation program for every $1 contributed by such employee toward the ICMA deferred compensation program. 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No retroactive wage payments will be made to any employee terminating employment during calendar year 1992, prior to Council ratification of a 1992 wage schedule. Movement through the wage schedule is contingent upon satisfactory performance as adjudged by the EMPLOYER.