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. Such contribution will not exced $300 for calendar year
1990, $300 for calendar year 1991, and $300 for calendar year 1992.
ARTICLE XXVI. DURATION
This AGREEMENT shall be effective as of January 1, 1990, and shall
remain in force and effect until 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.
-15-
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APPENDIX C
1992 WAGE SCHEDULE
To be negotiated by the parties. 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.