HomeMy WebLinkAbout04-13-2020-SWS The April 13, 2020
Special City Council Work Session can be accessed
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-,-�AR) EN HILLS
Request for Special City Council Work Session
A special meeting may be called by the Mayor or by any two COUIlcllmelllbers.
Reason for meeting: 1. Met Council Regional Solicitation �r�
2. Summer Recreation Programs and COV ID-19 Discussion
3. Public Works Maintenance Worker Schedule
4. COVID-19 and Personnel Consideration Update
Requested Date: 04/13/2020
Requested time: 6:00 pm
Open meeting X Closed meeting
Signature of person(s) making request:
4/9/2020
Mayor or Council Member Date
Council Member Date
-This section to be completed by City staff-
Date received: 4/9/2020
Date meeting to be held: 04/13/2020
Time of meeting: 6:00 pm
Location: City Hall
All necessary posting nd notices have been completed.
q1 bdo
Sign re of City Clerk Date
City of Arden Hills •1245 West Highway 96 • Arden Hills Minnesota 551 12
Phone 651.792.7800• Fax 651.634.5137 • www.cityofardenhills.or
Mayor: Address:
David Grant 1245 West Highway 96
It' Arden Hills MN 55112
Councilmembers: ----A
EN
HILLS
Brenda Holden Phone:
Fran Holmes 651.792.7800
Dave McClung Agenda
Steve Scott Website:
April 13 2020 www.cityofardenhills.org
Special CityCouncil Work Session 6:00P,.m.
City Vision
Arden Hills is a strong community that values its unique environmental setting, strong residential neighborhoods,
vital business community, well-maintained infrastructure,fiscal soundness, and our long-standing tradition
as a desirable City in which to live, work, and play.
CALL TO ORDER
1. AGENDA ITEMS Staff/Presenters Time
A. Met Council Regional Solicitation Todd Blomstrom
Grant
B. Summer Recreation Programs and Todd Blomstrom
COVID-19 Discussion
C. Public Works Temporary Work Todd Blomstrom
Schedule
D. COVID-19 and Personnel Dave Perrault
Consideration Update
2. COUNCIL/STAFF COMMENTS
ADJOURN
AGENDA ITEM— 1A
----A E HILLS
MEMORANDUM
DATE: April 13, 2020
TO: Honorable Mayor and City Councilmembers
Dave Perrault, City Administrator
FROM: Joe Vaughan, Recreation Programmer
Sara Knoll, Recreation Coordinator
Todd Blomstrom, Public Works Director/City Engineer
SUBJECT: Regional Solicitation Grant Application
Budgeted Amount: Actual Amount: Funding Source:
$0.00 $31613NO TBD
(Local Match$722,600)
Council Should Consider
City Council direction is requested regarding application for two grants through the Regional
Solicitation Grant program with the Metropolitan Council.
Backizround
Every two years, the Metropolitan Council and the Transportation Advisory Board solicits
applications for the Regional Solicitation grant program. This program provides metro area
counties and cities with the opportunity to apply for federal funding for transportation and
infrastructure projects. The Regional Solicitation specifically provides funding to communities
within the greater metro area for highway, road, transit and other transportation improvements.
There are three modal categories within the Regional Solicitation program. A total of
approximately $180 million in federal funds is anticipated to be available in this current
solicitation for program years 2024 and 2025, as outlined in Attachment A.
1. Roadways and Multimodal Elements
■ Project Eligibility: Projects include traffic management, mobility, and bridge
rehabilitation. See attachment A for full list.
■ Program Funding Range Midpoint: $100 million
■ Minimum Project Funding Level: $250,000
■ Maximum Project Funding Level: $ 10,000,000
Page 1 of 4
2. Transit and Travel Demand Management
■ Project Eligibility: Projects that provide new or expanded transit services, making
transit more attractive by offering faster travel times in order to reduce congestion
and emissions during the peak period (e.g. transit vehicles, park-and-ride facilities,
improved boarding areas, weather protection, bikesharing, etc.)
■ Program Funding Range Midpoint: $54 million
■ Minimum Project Funding Level: $100,000
■ Maximum Project Funding Level: $ 25,000,000
3. Bicycle and Pedestrian Facilities
■ Project Eligibility: Projects that benefit bicyclists, pedestrians, and other non-
motorized users which serve both a transportation and recreational purpose (e.g.
multiuse trails, filling gaps, on street bike lanes, sidewalks, Safe Route to School)
■ Program Funding Range Midpoint: $26 million
■ Minimum Project Funding Level: $250,000
■ Maximum Project Funding Level: $4,000,000
Recommended Projects
The Public Works Department recommends the City Council consider two projects for the
Regional Solicitation Program if the City Council wishes to pursue grant funding and dedicate a
20 percent local match. Project locations are illustrated in Attachment B.
Project 1 - The Mounds View High School Trail.
This project would be an extension of the trail built in 2018 on the west side of Snelling Avenue
North. The trail would extend from County E2 to Lake Valentine Road, continuing on to the east
parking lot for Mounds View High School. The estimated project funding is provided below. The
cost estimate may be revised during preparation of the grant application.
■ Grant Funding Requested: $ 2,000,000
■ Local Match Required: $ 500,000
■ Total Funding: $ 215001000
Project 2 - Snelling Avenue North Trail Extension.
This project would extend a 10-ft wide pedestrian trail along Snelling Avenue North from
County E to Highway 51. The estimated cost for the project is $1.11 million. Both of these
projects would close gaps within our City's trail network and provide important connections to
other areas of the city. The estimated project funding is provided below.
■ Grant Funding Requested: $ 890,400
■ Local Match Required: $ 222,600
■ Total Funding: $ 11113 5000
Page 2 of 4
Grant Application
If the Council wishes to pursue grant funding, staff recommends that the City apply for funding
opportunities within the "Bicycle and Pedestrian Facilities" category of the Regional
Solicitation Program. Three funding areas are available within this category.
1. Multiuse Trail and Bicycle Facility Projects: A project that benefits pedestrians and
bicyclists, connecting people to destinations.
2. Pedestrian Facilities (Sidewalks, Streetscaping and ADA): A project that primarily
benefits pedestrians as opposed to multiple types of non-motorized uses.
3. Safe Routes to School (Infrastructure Projects): An infrastructure project that is within a
two-mile radius and directly benefitting a primary, middle, or high school site.
After discussing the three funding areas above with staff from the Metropolitan Council and
Transportation Advisory Board, City staff recommends applying within the subcategory of
Multiuse Trails and Bicycle Facilities which will give us the best chance for receiving the
grant. The Metropolitan Council indicated that the Safe Route to School program's federal award
is capped at $1 million and proposed projects must be included within the school's Safe Route to
School Plan to qualify.
Discussion
The Regional Solicitation Grant program deadline is on May 15, 2020 and the awards will be
announced later this year in the fall, barring the timeline is not pushed back as a result of the
COVID-19 pandemic.
The Metropolitan Council recognizes that there are many road improvement needs and the
Transportation Advisory Board has made previous decisions to prioritize funding on roads that
serve a regional purpose. The eligible roadway types are non-principal arterial highway and A-
Minor roads. Even with these limits, Transportation Advisory Board is only able to typically
fund half of the projects submitted.
Project sponsors are able to construct projects early via "Advance Construction". This would
allow the City to have their project programmed in the Transportation Improvement Program in
2024 and construct with local funds early. The federal funds would be reimbursed in 2024, or
earlier if there are additional federal funds available. In the application, the Metropolitan Council
asks which program year you prefer for your project, 2024 or 2025. They follow it with a
request to indicate whether you would be able to start your project early. If the Metropolitan
Council receives additional federal funds in an earlier year, the project funding could be
programmed earlier.
Page 3 of 4
Council Direction
Staff has researched the Regional Solicitation program and is assembling project information for
the applications. Staff seeks the following direction from City Council prior to preparing the
formal application.
1. Does the City Council require any additional information regarding the Regional
Solicitation Process?
2. Should staff continue to prepare grant applications for one or both projects listed above?
3. Does the City have financial resources available to provide the 20 percent local match for
these trail projects based on current capital priorities?
4. Does the Council wish to consider other project applications for program years 2024 and
2025, with an understanding that the grant application will require significant time to
complete prior to the May 15 deadline?
Attachments
Attachment A—Table 1
Attachment B—Project Locations
Page 4 of 4
ATTACHMENT A
Table 1: Regional Solicitation Funding Award Minimums and Maximums
AwardModal Application Categories Minimum Federal Maximum Federal
Roadways Including Multimodal Elements
Traffic Management Technologies (Roadway System $25000 $3,5001000
Management)
• Spot Mobility and Safety $11000-000 $3,5001000
Strategic Capacity (Roadway Expansion) $1100000 $10,0001000
• Roadway Reconstruction/ Modernization $1100000 $70000
• Bridge Rehabilitation/Replacement $1100000 $70000
Transit and TDM Projects
-low
• I �
Arterial Bus Rapid Transit Project N/A $25001000
• Transit Expansion $50000 $7100000
• Transit Modernization $5001000 $70000
• Travel Demand Management (TDM) $1001000 $5001000
Bicycle and Pedestrian Facilities
• Multiuse Trails and Bicycle Facilities $250M00 $40000
• Pedestrian Facilities $25000 $1,000,000
• Safe Routes to School (Infrastructure Projects) $250M00 $1,0001000
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AGENDA ITEM-111
----A E HILLS
MEMORANDUM
DATE: April 13, 2020
TO: Honorable Mayor and City Councilmembers
David Perrault, City Administrator
FROM: Sara Knoll, Recreation Coordinator
Todd Blomstrom, Public Works Director/City Engineer
SUBJECT: Recreation Programs - COVID-19
Budgeted Amount: Actual Amount: Funding Sources:
$123143 0 (2020 Budget) TBD General Fund- Recreation
Council Should Consider the Following Actions
City Council direction is requested regarding postponement or cancellation of the City's late spring
and summer recreation programs.
Background/Discussion
The City of Arden Hills offers several recreational programs throughout the year on the following
schedule.
■ Spring programs, including tennis, golf, basketball, baseball, track and flag football, begin
in mid-April and continue through early June.
■ Summer programs, including T-ball, baseball, soccer, and playground programs, and
various camps, generally begin in early June and extend through the middle of August.
■ Fall programs, such as soccer and flag football, generally begin in August and continue
through early November. Before and after school programs, dance, yoga, and tai chi
generally begin in middle September and conclude in December.
Many spring programs have been canceled or postponed due to COVID-19. Before and After School
classes are cancelled for the remainder of the school year. Staff is maintaining communications with
surrounding cities, which have also canceled or postponed similar spring programs. A list of
programs impacted by these cancellations and postponements is provided below.
Page 1 of 2
Sprint Programs Postponed until M Sprint Programs Cancelled
Tennis lessons Egg Hunt
Golf Lessons Spring Before and After School Classes
Adult Softball Track&Field
Tai Chi All Senior AARP Classes
Yoga Between the Lines History Seminars
Dance Classes and Spring Recital
Active Adult Day Trips(April&May)
COVID-19 has posed several challenges including:the hiring of seasonal staff,promotion of summer
programming,keeping participants informed of rescheduled events/cancellations and inquiries about
summer program start dates. The summer playground program, field trips, youth sports leagues and
camps are currently scheduled to begin in June.
City Council Direction
Staff is seeking direction from the City Council regarding how the City should plan to manage and
modify the remaining spring programs and upcoming summer programs. Clearly, the COVID-19
issue is challenging and future programming is difficult to predict based on limited forecasts for the
spread of COVID-19. It may not be practical to make definitive decisions regarding these questions
at this time, but staff would like an opportunity to begin discussions about upcoming programs
with the City Council.
1. Should Spring Tennis Lessons(May 9 through June 13) and Golf Lessons (May 12 through
June 2)and Adult Softball League(May 12 through July 31)be postponed through a specific
date or cancelled?
2. Can the City Council provide guidance for summer programs beginning after June 1 at this
time for the following items, understanding that there is limited long term information
regarding COVID-19 available at this time?
■ Summer program registrations—continue to receive registrations or place on hold
■ Summer program development—continue to develop or place on hold
■ Seasonal recreation staff hiring—continue to hold
Financial Impact
A history of revenue and expenditures for recreation programs is provided in Attachment A. The
information within the attachment does not include expenses related to full time employees for
park and recreation services, estimated to be approximately $199,360 for 2020. The Recreation
Coordinator and Recreation Programmer are currently focusing their time on alternative tasks
while programs are postponed or cancelled. These alternative tasks include the Metropolitan
Council regional solicitation grant program, the NPDES Stormwater Permit renewal process, and
the asset management inventory databased for park and recreation infrastructure.
Attachments
Attachment A: Recreation Program Revenue and Expenses
Page 2 of 2
ATTACHMENT A
Recreation fees by month
RECREATION FEE REVENUE EXPENSES
Year 2018 *Does not include full time employees
34730 34781 34782 34790 34791
Playground Adult Youth After School Special Events TOTAL Expenses Temp EE TOTAL
JAN 730.00 (540.00) 1,575.00 1,765.00 995.61 - 995.61
FEB 3,010.00 2,690.92 1,086.00 265.00 216.00 7,267.92 581.00 636.35 1,217.35
MAR 7,102.00 6,539.75 7,899.00 2,330.00 672.00 24,542.75 9,551.39 682.91 10,234.30
APR 6,276.00 1,653.00 11,408.00 4,928.00 228.00 24,493.00 4,161.86 412.84 4,574.70
MAY 3,769.00 515.00 4.1297.00 2.1715.00 111296.00 7,634.36 485.23 8,119.59
JUN 210452.00 1,310.00 2,019.00 65.00 5,846.00 5,128.68 9,967.20 15,095.88
JUL 110432.00 325.00 6,325.00 35.00 8,117.00 10,825.31 11,163.74 21,989.05
AUG (45.00) 1,835.75 1,863.00 1,830.00 5,483.75 10,115.56 7,653.80 171769.36
SEPT 16.00 794.00 43.00 41?437.00 51290.00 81752.51 82.62 81835.13
OCT 690.00 11207.00 175.00 240.00 21312.00 31720.69 154.95 31875.64
NOV 868.00 1,941.00 2,770.00 245.00 51824.00 7,607.38 772.59 81379.97
DEC 1,387.00 1,215.00 2,755.00 490.00 5,847.00 8,815.92 734.71 9,550.63
YEAR TOTAL 108,084.42 77,890.27 32,746.94 110,637.21
Year 2019
34730 34781 34782 34790 34791
Playground Adult Youth After School Special Events TOTAL Expenses Temp EE TOTAL
JAN 806.00 (233.00) 2,070.00 2,643.00 629.35 11257.90 1,887.25
FEB 530.00 2/760.24 101.00 35.00 31426.24 625.74 532.39 11158.13
MAR 71136.00 4/521.25 71736.00 21585.00 368.00 221346.25 71323.26 11776.23 91099.49
APR 31994.00 1/905.25 81805.00 111659.50 744.00 271107.75 41249.82 193.77 41443.59
MAY 3,685.00 690.00 4,208.00 455.00 9,038.00 6,204.15 287.43 6,491.58
JUN 2,289.00 1,635.00 3,417.00 7,341.00 18,529.20 5,543.12 24,072.32
JUL 475.00 280.00 7,397.00 390.00 8,542.00 4,739.23 7,639.54 12,378.77
AUG (90.00) 1,203.00 1,122.00 2,705.00 4,940.00 12,562.83 6,309.26 18,872.09
SEPT 1,104.00 373.00 3,440.00 120.00 5,037.00 2,682.19 247.60 2,929.79
OCT 344.00 158.00 550.00 180.00 1,232.00 185.58 87.20 272.78
NOV 584.00 637.00 1,930.00 215.00 3,366.00 2,125.25 530.66 2,655.91
DEC 976.00 871.00 2,305.00 180.00 4,332.00 12,141.89 (2,261.64) 9,880.25
YEAR TOTAL 99,351.24 71,998.49 22,143.46 941141.95
Year 2020
34730 34781 34782 34790 34791
Playground Adult Youth After School Special Events TOTAL Expenses Temp EE TOTAL
JAN 1,144.00 175.00 1,785.00 3,104.00 429.48 50.86 480.34
FEB 1,640.00 1,900.75 980.00 585.00 5,105.75 1,050.01 458.19 1,508.20
MAR 5,495.00 48.25 2,726.00 (136.00) 8,133.25 1,366.07 - 1,366.07
APR 66.00 66.00 4,180.00 345.97 4,525.97
MAY - -
JUN - -
JUL - -
AUG - -
SEPT - -
OCT - -
NOV - -
DEC - -
YEAR TOTAL 16,409.00 7,025.56 855.02 7,880.58
AGENDA ITEM—1 C
--A EN HILLS
MEMORANDUM
DATE: April 13, 2020
TO: Honorable Mayor and City Councilmembers
David Perrault, City Administrator
FROM: Todd Blomstrom, Public Works Director/City Engineer
SUBJECT: Public Works Temporary Work Schedule
Budgeted Amount: Actual Amount: Funding Sources:
N/A N/A N/A
Council Should Consider the Following
City Council direction is requested regarding the status of temporary work schedules for Public
Works maintenance employees.
Backiround/Discussion
On March 23, 2020,the Public Works Department implemented a temporary shift schedule change in
response to COVID-19 with one-half of the maintenance staff working a morning shift and the other
half working an afternoon/evening shift. The Department has implemented other strategies including
extensive cleaning of office and break areas, a limit of one employee per vehicle, thorough cleaning
of vehicle interiors between each shift, suspension of sanitary sewer system cleaning, and other
recommendations from the CDC.
While the temporary shift change has worked well over a short two-week period, the Public Works
Department implemented a change to the shift schedule on April 13 in response to a request from
IUOE Local 49 members. The following temporary shift schedule is similar to the initial schedule,
but better accommodates a longer-term implementation of mitigation measures for COVID-19.
1. Local 49 employees remain organized into two separate groups, with each individual
employee remaining within the assigned group unless the City must reorganize the groups
due to significant employee illness. New hire employees will be distributed between the
two groups at the discretion of the City.
2. Group A initially includes Arvidson, Christofore, and Gebauer. Group B initially includes
Mikacevich, Mooney, and Beebe.
Page 1 of 2
3. The two groups were scheduled for the following shifts beginning on April 13, 2020:
A.Shift 1: Mondays through Fridays, from 4:00 A.M. to 12:00 P.M. (noon)
B. Shift 2: Monday through Thursday, from 12:30 P.M. to 9:30 P.M. and Friday from 12:30
P.M. to 4:30 P.M.
C.The above schedule assumes a 30 minute coffee break will be available pursuant to the
Labor Agreement, but unpaid lunch will be taken before or after the shift to reduce
contact time between employees at the request of the Local 49 members.
4. The two groups will alternate shifts on a two week rotation, with a change occurring on
April 27, 2020 and continuing in two week increments.
5. Overtime pay would be due after 8 hours per day for Shift 1; after 9 hours per day for Shift
2 on Mondays through Thursdays; and after 4 hours per day for Shift 2 on Fridays.
6. An employee assigned to On-Call duty will receive one (1) hour of pay at one and one-half
(1 1/2) times the employee's base pay rate when receiving a call outside of their scheduled
shift if the call is received during the normal work day schedule for the other shift as
outlined above. This compensation is provided for the On-Call employee to receive, review,
and transmit the call to a working employee. Other calls received outside of normal work
schedules for both shifts shall be in accordance with ARTICLE X of the Labor Agreement.
Local 49 bargaining unit employees acknowledged that the City is responding to challenges
related to the COVID-19 pandemic, the provisions outlined above may remain in effect during
the COVID-19 response as determined solely by the City, the above schedule may be suspended
by the City at any time with two working days advance notice, and the City does not waive its
sole authority in the change of work schedules pursuant to the Labor Agreement.
Financial Impact
Municipal public works services are identified as Critical Sector Work in accordance with the
Governor's Emergency Executive Order 20-20. The temporary shift schedule outlined above has
minimal impact to the overall budget for the Public Works Department while maintaining
important community services, particularly compared to cities that have changed to minimum or
partial staffing models.
Council Direction
1. Should the Department continue to implement this temporary work schedule until further
notice by the City Council, or is there suggested changes that should be considered?
Attachments
Attachment A: I.U.O.E. Local 49 Labor Agreement
Page 2 of 2
Attachment A
LABOR AGREEMENT
BETWEEN
THE CITY OF ARDEN HILLS
AND
INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL NO.49
AFL-CIO
JANUARY 1,2020 THROUGH DECEMBER 31,2021
TABLE OF CONTENTS
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xxVlINJURY ON DUTY *,'Po 1'V N'it i,4:.;M ti w•k 1:•n p N I•N'•A r �� t•M1.Y.:L F.n•i w u u r n.:9.. :r!. y n n n i n L A
XxVII UNUSED SICK LEAVE$®Y.�p®
E w"`PAY.-
V
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XXIX CENTRAL PENSION FUND ��J1
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xxx POST EMPLOYMENT HEALTH CARE SAVINGS PLAN 14
X-`x I DURATION 1.....H a 1:!'k 9'it E I k n i•J a.n:L e x.h ss. .N 9.6 v u r.n.n n n,it x' o•.'1 rn'n n.a i�q N•r:il.n'X N li 15
SIGNATURES n H.d,NRYdr9,AXNd,i k. ., 15
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APPENDIX A—WAGES AND CLASSIFICATIONS,LICENSE
PAYINCENTIVE .I.�1I...r,1.11..1■1■II I..I........•.....:.rtu,y'.l•iA:y urisslnuu "ss nIu916
COMMERCIAL DRIVERS LICENSE,LETTER OF UNDERSTANDING
OVERTIME CLARIFICATION MOU_.. .. x",p...:n., _l.q d'l d p.l........ 18
CELEBRATING ARDEN HILLS EVENT,LETTER OF,..,,, 19
UNDERSTANDING
LABOR AGREEMENT
Between
CITY OF ARDEN HILLS
And
INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL NO.49
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THIS AGREEMENT is entered into between the CITY OF ARDEN HILLS,hereinafter called the
EMPLOYER, and LOCAL NO. 49, INTERNATIONAL UNION OF OPERATING ENGINEERS,
AFL-CIO, hereinafter called the UNION.
The intent and purpose of this AGREEMENT is to
1.1 Establish certain hours,wages, and other conditions of employment;
1.2 Establish procedures for the resolution of disputes concerning this
AGREEMENT'S interpretation and/or application;
1.3 Specify the full and complete understanding of the parties; and
1.4 Place in written form the parties'agreement upon terms and conditions of
employment for the duration of the AGREEMENT.
The EMPLOYER and the UNION, through this AGREEMENT, continue their dedication to the
highest quality of public service. Both parties' recognize this AGREEMENT as a pledge of this
dedication,
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C NI TI N
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The EMPLOYER recognizes the UNION as the exclusive representative for all job classifications
included herein whose employment services exceed the lesser-of•fourteen(14)hours per week,
or thirty-five percent(35%)of the normal work week, and more than sixty-seven(57)work days
per year,excluding supervisory, confidential and all other employees.
S.
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In recognition of the UNION as the exclusive representative,the EMPLOYER shall;
3.1 Deduct each payroll period an arnount sufficient to provide the payment of dues
established by the UNION from the wages of all employees authorizing in writing such
deduction, and
3.2 Remit such deduction to the appropriate designated officer of the UNION.
1
3,3 Provide or designate a bulletin board, or a portion thereof,for posting of notices of
UNION affairs.
3A The UNION may designate one employee from the bargaining unit to act as Steward,
and shall inform the EMPLOYER in writing of such choice.
3.5 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders, or judgments brought or issued against the City as a result of
any action taken or not taken by the City under the provisions of this Article.
ARTICLE IV—EMPLOYER AUTHORITY
4.1 The UNION recognizes the prerogative of the EMPLOYER to operate and manage its
affairs in all respects in accordance with existing and future laws and regulations of
appropriate authorities including municipality personnel policies and work rules,
4.2 The prerogatives and authority which the EMPLOYER has not officially abridged,
delegated or modified by the AGREEMENT are retained by the EMPLOYER.
ARTICLE V�—EMPLOYEE RIGHTS/GRII ANCE i'R�O t� URE
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5,1 Qifinition of a Grievance
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A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this AGREEMENT.
i
A
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.
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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
the UNION representative shall be allowed a reasonable amount of time without toss in
pay when a grievance is investigated and presented to the EMPLOYER during normal
working hours, provided the employee and the UNION representative have notified and
received 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.
5.4 Procedure
--..........................
Grievances, as defined by Section 5.1 shall be resolved in conformance with
the following procedure;
Ste 1. An employee claiming a violation concerning the interpretation or
application of this AGREEMENT shall,within ten (10)calendar days after such alleged
2
violation has occurred present such grievance to the employee's supervisor as designated
by the EMPLOYER. The EMPLOY! r piresen-(tJIive will discuss a c.] dive an
answer to such Step 1 grievance suvithin ten (10)calendar dfays after receipt. A grievance
not resolved in Step 1 and appealed to Stela 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,and the remedy requested,and shall be applealed to Step 2
within ten (10) calendar days after the EMPLOYER-designated representative's final
answer in Step 1.Any grievance not appealed in writing to Step 2 by the ANION within ten
(10)calendar days shall be considered waived.
Step if appealed, the wriften 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 Step 2 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(t 0)calendar days following
the EMPLOYER-designated representative's final Step 2 answer, Any grievance not
appealed in writing to Step 3 by the UNION within ten (10) calendar days shall be
considered waived.
Stop 3. If appealed, the written grievance shall be presented by the UNION and
discussed with the EMPLOYER-designated Step 3 representative, The EMPLOYER-
designated representative shall give the UNION t'he EMPLOYER'S answer,in wr't�r
'ngi
within ten 10)cale:ndar days after receipt of suich Step 3 girievence. grievance not
A y
resolved in 'Stepp 3 may be appeal-ad t �Step wJit�i rl ten� t 0)c let.ljar days follrjw���g
the WP YER-designated represer-tat.ive's final answer in Step 3,Any grievance not;
appealed in writing to Step 4 by the UNION within ten 110) vmlendar days shall be
considered waived_
Step4. A grievance unresolved in Step 3 and appealed to Step 4 shall be
submitted to the Minnesota Bureau of Mediation Services.A grievance not resolved in
Step 4 may be appealed to Step 5 within ten (10) calendar days following the
EMPLOYER'S final answer in Step 4,Any grievance not appealed in writing to Step 5 by
the UNION within ten(10)calendar days shall be considered waived.
Step 5. A grievance unresolved in Step 4 and appealed to Step 5 shall be
submitted to arbitration.The arbitration proceeding shall be conducted by an arbitrator to
be selected by mutual agreement of the EMPLOYER and the UNION within seven (7)
calendar days after the request for such action. If the parties fail to mutually agree upon
an arbitrator within the said seven (7) day period, either party may request the Director,
Bureau of Mediation Services, to provide a panel of five (5) arbitrators. Both the
EMPLOYER and the UNION shall have the right to strike two(2)names from panel.The
party requesting arbitration shall strikes the first na;rne,the other party shall then strike one
(1) name and they process will be repeated. and the remaining person stall be the
arbitrator. The decision of the arbitrator shall be final and blinding upon the parties. The
arbitrator shall be requested to issue a decislcn within th'My 3:0')calendar days after the
close of the record unless the parties mutually agree to an extension.
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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.
3
The arbitrator shall be without power to make decisions contrary to,or inconsistent
with, or modifying or varying in any way, the application of laws, rules, or
regulations having the force and effect of law, The arbitrator's decision shall be
submitted in writing within thirty(30)days foilowing the close of the hearing or the
submission of briefs by the parties,whichever be later, unless the parties agree to
any 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 tees and expenses for the arbitrator's services 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.
5.6 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
agreed extension thereof, it shall be considered settled on the basis of the EMPLOYERS
last answer.If the EMPLOYER does not answer a grievance or an appeal thereof withi,,
the specified time limits, the UNION may elect to treat the grievance as denied at that
step and immediately appeal the grievance tQ the next step. The time limit in each step
may be extended by mutual agreement of the EMPLOYER and the UNION,
AR]"I LE VI.,—l EI-H*r1ONS
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6. 1 UNION
The International Union of Operating Engineers,Local No.49,AFL-CIO.
6,2 EMPLOYER
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H?nThe C Arden Hills, Ramsey County.Minnesota, a Minnesota municipal corporation.
6.3 UNION MEMBER
A member of the International Union of Operating Engineers, Local No. 49,AFL-CIO.
6.4 EMPLOYEE
A member of the exclusively recognized bargaining unit.
6,5 BASE PAY RATE
The employee's hourly pay rate exclusive of longevity or any other special allowance.
6.6 SENIORITY
Length of continuous service in any of the job classifications covered by ARTICLE ll
RECOGNITION. Employees who are promoted from a job classification covered by this
AGREEMENT and return to a job classification covered by this AGREEMENT shall have
their seniority calculated on the length of service under this AGREEMENT for purposes of
promotion, transfer, and lay off and total length of service with the EMPLOYER for other
benefits under this AGREEMENT.
4
6,7 S T tz:W 6_R_,D
..En1pIoiyo(.-,,,whose-responsibilities are limited to receiving complaints from its members of
Vi0111a-tions of the AC311EEMENT, checking status of membership in the unit reporting safety
problems and service as a communication link.
6.8 OV E R�Ir i m i",
\Nbrk perfortrnedi at the Pxprestw aluthotVation of the EMPLOYER in excess of either eight
(8)hours with". in a twe nty-louf(24) hour period(except for shift changes) or more than forty
(40) 1i10.1.J1,.S withk.,I.a.seven(7).day period.
6,,9 [JDAY. OVERJAME
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tl i to,fo r wcich hour-worked.
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componsated arie.,and ( ,5) finies 11 1
E'roploy(,-�!e:S re'r,11,J41'red kni Work on the actual 1-1:00day shall two�(2)thil.es.their
base,- Viotirly P;,1c!y 1,ates for each,hour warkeid'.
6.10 BACK
R(z"Au tri of ani ernployee to a specified work site to perform assigned duties at the express
a.kitht)rm;iflon of the EMPLOYER at a time other than an assigned shift.An extension of or
early report to an assigned shift is not a call back.
AR'TICI-E V11--SAV!tL(��9 C_*LAAJ8:E
This AGREEMENT Is subject to the laws of the United States, the State of Minnesota, and the
w.
(0`11�y c,)f Arden Hills 111 th(,,*twenl any p1t;t:,wision of this,AGF%IEEMEN`['�KL be held to be con 4rary to-
law t,.)y a court of corripeten-A Jurisdicfior�,from whoscj.�,
within the pftwided, t,.;och provision sl)vj void
It A0 of this,
AGREEMENT shall continue in full force and effect, The voided provision may be., re;negiotl.sted
at the request of either party,
ARTICLE vfll uww--iifWORni-mnmK'iYiV SM.CHE DULEN'3
8.1 The EMPLOYER h�,�iis the sole authority in the preparation of work schedules.The normal
work day for-tin enif,0oyee shall be eight(8) hours. The normal work week shall be forty
(40)hours,
8.2 Service to the public may require the establishment of regular shifts for some employees
on a daily,weekly, seasonal,or annual bansis,other''111an:-the r1ormal;Work day or week... the
EMPLOYER shall give at least two (2) working days, advance tv)-tice to the Cn1!;.,.)I.oye,.e:5
affected by the establishment of work days diflownt fronn the c ni,ployee's,norma,1.work d":y 1
thie. no
or week-The EMPLOYER will first ask for vokinteeirs to;staff'these changes to
work week or day. If there are not enough volunteers to fill the shift Changet the
EMPLOYER will assign personnel to fill the shift based on seniority.Those emp4oy(,,.,,,ens with
the least seniority will be assigned first until all shifts are assigned.
8.3 The employees shall be allowed one coffee break in the morning of thirty(30) minutes In
duration inclusive of driving time to and from the Public Works building if required, and
no coffee break in the afternoon. They shall be allowed a lunch period of thirty (30)
minutes for which they will receive no pay.
5
The thirty (30) minutes unpaid lunch break will exclude driving time to and from the
work site to the City garage. This driving time will be limited to driving to and from the
City garage and the work sites); Interim stops will not be permitted.
It is understood that the EMPLOYER or designated representative may require that
the thirty (30) minutes unpaid lunch break be taken at the work site when warranted
for reasons of business necessity. ,
8A In the event that work is required because of unusual circumstances such as(but not
limited to)fire, flood, snow, sleet, or breakdown of municipal equipment or facilities, no
advance rioti e, need be given. It is not required that an employee working other than
the norn!ual work U-my be scheduled to work more than eight (8) hours; however, each
employee has an obligation to work overtime or call backs if requested unless unusual
circumstances prevent the employee from so working,
8.8 Service to the public may require the establishment of regular work weeks that schedule
work on Saturdays and/or Sundays.
1.1118 filne off Without a lr��n��rar lay-off)o i t M y -y e'o wt will ll I i H ,l �,,d to ��
pay y f ��.r�� ulr
employee's While t rnpor or 1 ifine en'lpj y e, pare on the Payroll,W-111.1 the exception
of the ernployee,doing Janitorial Wok at Oty Hall and theW"O the Job Training" ftjderits.
8.7 In the event that the EMPLOYER initiates a temporary interruption in employment the
�y0.
�.E may provide employees:pto y ij.,:i ti�`� af�fot�unit an opponu��lty to vets„��,�t�� y
� e��L
re'�J.0 tt leSVE)OS of C bsence without pay, Such temporary in erruptio s in employment
ent
-�,iz ll not be oon e
lay-off-While'' i1e r:r Wx�. aid leave of absence clue t� temporary
interruption in ernploym e nt:the emplkoyee.will continue,to accrue sen.iotity,.
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9.1 For the purposes of determining overtime pay, each day will be the twenty-four(24)hour
period beginning at -12,01 a.m, and ending at midnight, while each week will be
the seven (7) day period beginning on Saturday and ending on Friday.
9.2 Hours worked in excess of eight(8)within a twenty-four(24)hour period (except for shift
changes)or more than forty(40)within a seven (7)day period will be c mpe seted for
at one!and one-hal'f -1 2 times the ergploye �s regular base pay. All hours;worked
on an aotual holiday will be cornpensat d for at two ) times t Unlployee's regt lar
base fray., (Refer to d'etln'itions found in Ar-lic e ' W, section 6.9)i For pUr'i o es cif 11.1is
section, "hours worked"ed" shall 131clude hours tM-tesignate.d as hofid y, personal onal firile off,
or compensatory time-off.
9.3 At the discretion of the EMPLOYER, an employee may receive compensatory time off in
lieu of uvert,in-�, o pay at the rate of one and one-half (1-11 2) times the employee's
regular base pay or two (2) times the employee's regular base pay for hours worked
on an actual holiday, or be paid for overtime worked,
9.4 Maximum compensatory time accumulated shall not exceed eighty (80) hours. If the
maximum is exceeded, the employee will receive overtime pay to reduce the
accumulation to the MaximLim allowed.
6
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10.1 The EMPLOYER will establish a seven day, rotating S,CJIIDdUI of standby
assignments. The employee on standby slag; )will be available cluring,Picot p! rlo,i for
call back and the EMPLOYER will call that employee fir t shr uI(J any cell back be
ne s ai," , Tl,i�ie ei�I! to ee will l e aid on 1 hour �t lip and tine-ha f the regul r
k��" �� y � p y�,i p� )
rate of p � for that employee y e for,standby n weekdays, The rnploy w0l be paid Iwo
" t,.ioux�s at tirni and oine-1 if t.h regt.,.fl�a r ra t MI of t y for.ghat employee fcrf sl n i or
weekends and observed holidays.
10.2 At the discretion of the EMPLOYER, an employee may receive compensatory time off
in lieu of standby pay or be paid on the basis of one and one-half (1-11 2) hours
y period on standby status
compensatory time f�' for each twer,�t�; fur ��4) I�� ur,
Monday th-rough Friday; three 3) hours compensatory time. off for each twenty-four
2: ) hour period can standby status oil weekends and those dates r` cogni ed by the
EMPLOYER as observed) holidays. SLach compensatory time accumulation shall be
part of the maximum allowed under Section 9.4.
10.3 :ri c-.m loyee culled iri f'or wort(at a l;'sty,ie olher't leti the etiiployee's nairifiial s t 4 Ishiftdule f
wil1 be compensated for a��i��III Ir of two :2)hm.rs'pay,at,one and(.)r1e tali l-112)tunes
P% � M9
I to e�e"Is base y r`�ate ir� two stir ne�s� the.base rate on the �.�h..ral holiday, Special
we trend and holf.d ryy. che,(,Jrtiles for[Ift checking shall be treated as call backs,
10.4 Special weekend and holiday schedules for lift station checking shall be treated as a
call back.
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11.1 Employees involved in litigation because of negligence, ignorance of laws, non-
observance of laws, or as a result of employee judgmental decision shall not
receive legal defense by the City,
11.2 Except as provided in Section 11.1 hereof, any employee who is charged with a traffic
violation, ordinance:violation or criminal offense arising from acts performed within the
scope of employment,when such act is performed in good faith and under direct order
of the supervisor, shall be reimbursed for reasonable attorney's fees and court costs
actually incurred by such employee in defending against such charge.
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12.1 Nothing contained in this AGREEMENT shall prohibit or restrict the right of the
EMPLOYER from subcontracting work performed by employees covered by
this AGREEMENT.
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13.1 The EMPLOYER retains the sole right to discipline and discharge employees.
7
A
fARTICLE XIV.—SENIORI.TY
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141 Seniority will be the determining criterion for transfers, promotions and lay-offs only
when all other qualification factors are equal,
ARTICLE XV—LAY-OFF
15.1 If a lay-off is deemed necessary by the EMPLOYER, the affected employees will
be notified in writing at least four(4)weeks prior to the effective date.
ARTICLE XVI—PROBAT10NARY PERIODS
16.1 All newly hired or rehired employees will serve a minimum of six(6)months probationary
period. If the EMPLOYER extends the initial probationary period beyond six(6)months,the
employed s base pay rate will not change until the employee has successfully completed
the designated probationary period.The extended probationary period will not exceed three
(3)months.
16.2 An employee will serve a probationary period in any job classification for which
the employee has not served one previously.
16.3 At -any time during the probationary period,the probationary employee may
be discharged at the sole discretion of tho EMPLOYER.
16.4 At any fime dUiring the probationary period, a promoted or reassigned employee may
be denioled or reassigned to the employee's previCLIS position at the sole discretion of
the EMP1.0-YER,
16.5 At least three (3) weeks prior to the completion of the probationary period, the City
Administrator/Clerk shall review the performance of the probationary employee,and notify
the Council if a termination is recommended- The matter shall be placed on the Council
agenda for the next regular meeting, at which time the Council shall consider the
recommendation and make a determination as to whether the employee shall be
terminated at the end of the probationary period. If the employee is not to be continued
beyond the end of the probationary period,the employee shall be so notified before the end
of such period. The City Administrator will have discretion to approve the successful
completion of a probationary period and/or extend a probationary period.
ARTICLE XVIII—SAFETY
17.1 The EMPLOYER and the UNION agree to jointly promote safe and healthful working
conditions, to cooperate in safety matters and to encourage employees to work in a
safe manner.
ARTIC LEA XV111—JOB Pos'nNG
18.1 The EMPLOYER and the UNION agree that permanent job vacancies within the
designated bargaining unit shall be filled based on the concept of promotion from within
provided that applicants:
8
16.11 have the necessary qualifications to meet the standards of the job
vacancy; and
18.12 Have the ability to perform the duties and responsibilities of the job
vacancy.
18.2 Employees filling a higher job class based on the provisions of this Article, shall be
subject to the conditions of ARTICLE XVI, "PROBATIONARY PERIODS",
18.3 The EMPLOYER has the right of final decision in the selection of employees to fill
posted jobs based on qualifications, abilities,and experience.
10.4 Job vacancies within the designated bargaining unit will be posted for five (5) work days
so that members of the bargaining unit can be considered for such vacancies.
AMW-W R... T t-EX I,.rrr.VYIMYVxwPq,iMR%AfNH S•••-ww.x E OFF;
CONVERSION
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19.1 All employees hired before June 29, 2002, will convert their current sick leave accrued
hours to Personal Time Off(PTO). The conversion will be calculated by adding current
accrued sick leave and current accrued vacation and subtracting two hundred forty hours
(:40) as PTO. The remainder of the sick leave wi11 be added to the "Sank". "Bank" is
defined as accrued hours which may be used only-when the employee qualffiesi under
Short Term Disability, Long- "erm Disability or when accrued PT O is exhausted, For
allowed accruals over the maximum refer to Article XXI,section 21.3.
ARTICLE XX F
20.1 Each employee shall be entitled to three (3) paid days of funeral leave for a death in the
immediate family of the employee.
20,2 "Immediate family" shall mean an employee's spouse, children, siblings, parents,
grandparents,aunts, uncles, nephews, nieces,in-laws or grandchildren.
MNNN'ri1F'M INWM WWXV,1 W:H'ti• i[EMmil'n„XXYMrV!�I m.ummm-nnnn PERSONAL.
r R-«^menr'vOd n'MiiM'.4RAHiilAifAiW4!.WTIME
a
EOFF_(
FWN ••••••
'
21.1 Personal Time Off(PTO)is authorized absence from duty°.
Employees working an average of 40 hours per week on an annual basis are eligible for
Personal Time Off. Employees may not use Personal Time Off until successful
completion of their probationary period although Personal Time Off accumulates during
this time.
The following chart provides information regarding Personal Time Off, Years of service
are calculated from the anniversary date of employment.
PERSONAL TIME OFF SCHEDULE FOR EMPLOYEES HIRED PRIOR TO JANUARY
1,2 020:
Or1i1 ins. s Df
r. .... .ix:..iimrsr.iii::..:xiin:::::.-n•riVix..r9'•
y..i.r•rvim,'J...::::::r.r::•riiiii..ii...rxV.r..:ir..rVi:nr, ......,...i.....�..i•ir.inrrrr.iiir .......,..�.... ��r.:.r.:i:.r.r.�:..iViv.ri!.iin....r.........
D--5 Yearsnrmmvrr-.. 7 hours bi-weekly
8 10 years 9 hours bi-weekly
After 10 Fears 9 10 hours bi-weekly
PERSONAL TIME OFF SCHEDULE FOR EMPLOYEES HIRED AFTER JANUARY 1,
202D:
Completed Months of Service Personal Time
0—36 months 6 hours bi-weekly
37 months- 108 months 7 hours bi-weekly
109 months—168 months 7.5 hours bi-weekly
169 months--228 months 8.5 hours bi-weekly
229 months or more 0 hours bi-weekly
Benefit year for Personal Time Off is March 1 1 through February 2a`h.A maximum of 240
hours of Personal Time Off may be carried over from benefit year to benefit year.
Carryover beyond 240 hours of Personal Time Off will only be made in accordance with
Section 21.3 or under special circumstances with approval from the City Administrator.
Any employee leaving the service of the City in good standing will be compensated 100%
for Personal Time Off up to 240 hours or amount allowed in Section 21.3 accrued to the
day of separation provided said employee has served at least twelve (12) consecutive
months prior to separation. Such pay for accumulated Personal Time Off will be at the
same rate as the hourly rate of the employee's base salary. Personal Time Off may not
be used to extend an employee's actual termination date.
When a paid holiday falls on a working day during an employee's Personal Time Off,the
day cf the holiday will mot,be cp;inted as u day of Personal Time Off.
One (1)day of Personal Time Off shall be equivalent to the regular number of hours in a
workday.
21.2 Personal Time Off may not be used by an employee until the end of the employee's
probationary period_
21,3 in unusual or extenuating circumstances in order to accomplish the work programs
of the EMPLOYER, the employee may be allowed to carry accrued, unused PTO
beyond two-hundred eighty (240) hours into the next benefit year with the prior
approval of the Department Head.
21.4 All requests for PTO of five(5) or more consecutive work days shall be submitted by April
I`of each year, and posted for five(5) consecutive work days_ In case of any conflict for
a preferred PTO period(s), the senior employee will be given preference. Any PTO
requests of less than five(5) consecutive work days that are submitted more than four(4)
weeks in advance shall be posted for three(3)work days_Any conflicts in scheduling shall
be resolved by seniority.Any PTO requests which are not posted shall be considered on
a"first come,first served"basis.
ARTICLE XXII—GROUP INSURANCE
22.1 Effective January 1, 2013,the EMPLOYER will contribute the same dollar contribution as
approved for non-union employees to the Operating Engineers, Local 49 Health and Welfare
Administrators for Group Health and Dental Insurance.This dollar amount will be equivalent to the
dollar amount received by non-union employees on a family insurance plan, as long as,the union
plan remains a family plan. If the Union were to offer a single insurance plan, then the dollar
amount would match the total single insurance dollar contribution for non-union employees for
those union employees electing the single plan, the family contribution would remain the same.
10
At no point will the City's contribution exceed the cost of the Union's monthly insurance, if the
monthly premium is less than the City contribution the City will contribute the lesser amount.
22.2 Employees y pirm icipate, at their own expense, in additional life insurance as an add-
on to City sponsorin-d pl,tan A approved under the EMPLOYER'S current insurance provider.
22.3 It is tt'laI the lri ti-1L() ER'S only obligation is to pay the EMPI,,O ER contribution
for group it su.:rr_1�1�c 1,r�c�i`�+'�iu1�11S,0 �t ��(-wed to herein.The EMPLOYER is not liable for claims as a
result Of a of insurancx 1 eni..,44s by an insurance carrier.
ARTICLE I01
I't
23.1 The EMPLOYER will provide twelve(12) paid holidays as follows;
Holiday Observance Day
New Year's Day January 1
Martin Luther King Day Third Monday in January
Presidents'Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday;n-September
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Thanksgiving Day Day After Fourth Friday in November
Christmas Eve Day December 24
Christmas Day December 25
New Year's Eve Day December 31
23.2 In the event.that New-Year's Oy4.11ndependence Day, Veteran's Day, or Christmas Day
fall on a Sunday, ItWle followIng Monday shall be a paid holiday. If any,of the preceding
holidays fell on a Scoihjrday the Preceding Friday shall be a paid holiday.
23.3 rnj,q ,yetis rep uireld to work on a dens gn t d holi��l��y sty it be c n� ensated one and
one.h.I((1:, ���rTl��" tt�eur t a g l�o�arly p��y ri to for earl°�I�o��f wvr-ked,plus I�loH ay I.Nauy.N
rnploy s requit'wd to wore:on#hic� ,�-icl:ual hi lid y shall be,compen a#c,d two 2 times
tfielt base hourly P y fate for each hot,jr worked plus holiday pay it[lie actual holluiday
qualifies for holiday pay in section 23 1.
24.1 The Employer shall provide each employee with an annual uniform allowance of six
hundred dollars ($600.00) and an ANSI approved safety boot allowance of two-hundred
dollars($204.00).
24.2 Employees shall purchase ANSI approved safety boots and uniforms from the same
vendor not to exceed the maximum allowance, Uniforms are to be approved by the
Public Works Director.
24.3 The Employer will provide the Employee with an authorized 3-in-1 reflective safety jacket
every other year and a reflective rain flagger suit every three years.
11
24.4 Employees will purchase and wear only uniform items that have been authorized by the
City and are prohibited from wearing personal items as uniform items
24.5 Receipts are required for all items purchased.
24.6 The City shall prawn e OSHA required Personal Protective Equipment (PPE), including
but not limited to saif'ety vests, non-prescription safety glasses, and ear protection.
Employees are expecled to be OSHA compliant at all times,
24.7 The Employer shall provide seasonal employee one hundred and twenty five dollars
($125.00)for ANSI approved safety boots.The Employer shall also provide PPE as well
as five (5) logoed t-shirts.
AR,'T .XX J_hill-t_`AG E REIM R�EM�NT F,OR. TRAINING
...mmn„m.
25,1 An employee must have the prior approval of the Public Works Superintendent to attend
training to enhance job-related knowledge and skills.
25.2 An employee using a privately owned Vehicle to travel to and from the location of
approved training will receive mileage reimbursement at the federal rate which is
adopted by the EMPLOYER annually.
INJURY ON DUTY
�, "....:.,.:-.............. .......
26.1
Il~�a.1 111jUTy ari dt:.4.y result ki w���en,ipl yee missing work, the EMPLOYER will pay the
empl!oyeeo r g�.�I��, �.p;�y ��c,at�e The amount paid by the Worker's Compensation
e ��r l; s�
InsLMIM:M.4 will be tUriser over by 010.Otnpfoy e to the EMPLOYER.
26.2 This injury on duty benefit would be provided up to a maximum of twenty-six(26)
days.
26.3 No Personal Time Off shall be charged for payment of this benefit.
ARTICLEttUSt PA q:wuww..,.....,,,.,.....:.:.. iiiiniiiin:........u,.:Wv.wig:rr:r:i::rW:..-n�.,vnni.�in..u�'P'Yh•�H•rlmnmmmwmimmnmmn .. n.nimneuw�umy�lf M1mtl klv
iflYl'iRiAWtiM.i i i i.
27.1 Regular full-time employees who have completed ten (10) or more years of continuous
service with the EMPLOYER and who leave in good standing, will receive 33-113% ❑f
unUSed, a CUMU4ite�d sick lave Upon their separation, Regular full-time employees who
have con,iptet d twetit ' 0) or more years of continuous service with the EMPLOYER
V
and who in golod,Manning,will receive 50%of unused,accumulated sick 1 � , (-:Upon
pon
their separation. To qualify for this benefit an employee must have an establls',,ted sick
leave bank resulting from the conversion to the PTO program. (Refer to Article XXIX
section 19.1.)Any benefit paid under this Article shall be paid into the employee's Post-
Employment Health Care Savings Plan(Refer to Article XXX (section 30.4)_
ARTICLE XXVIH
28.1 Any and ail pirlor agree gents, resol-ution , practices,policie , rules and regulations
regarding terms and c*3ond.Itlons of employment, to the extent inconsistent with
the provision 'of this AGREEMENT, are hereby s. persede>d.
28.2 The parties mutually acknowledge that during the negotiiation Which resulted � this
AGREEMENT, each had the unlimited right and opportunity to make demands iand
pr po i w[it,)rwespect to any term or c-Ondition of en'jpioyrnent not:removed l y law h-on1
bargaining,All greeme its and Linder tar tlr�� ��r`ruiv���t' at by the pad"des��r r� et forth i
writing in this AGREfp ME NT for the s0j.—Iulated turzilon of this AGREEMENT,: The,
l and .rn ualif e waives the right t meet
EMPLOYER a�r��t t,'k t.Nl��� �cl �� lurt�ri y � tly
and negotiate regarding any and all terms and conditions of ernplayrne.nt.referred to or
covered in this AGREEMENT, or with respect to any terra or condition of mpioym nt
not specifically referred to or covered by this AGREEMENT, overt thhough such,terms,or
conditions may not have been within the .noWedge or contemplation of either or both
parties at the time this contract was negotiated or executed.
w CLE,X
The EMPLOYER and the UNION agree that an amount designated herein that would otherwise
be paid ire al y or wages wyli be contributed *[Instead to the Cantr'al ren ion Fund (CPF) ,as.
pretax°employer contr ib t.iori pension o � F � �.� l roar will t��;�
�,'
A orilribution���f nirIr-ty-six r:�e"It.s , . 6
made for each employee,:for o maximutl7 of two thaus�r d eighty fi¢��fr ( 8 )Pf f C ler)(tal"yOM.
The,hourly contributlon rate will be appliiled to ewilly ��m hour r-tts-d�d i.e 11 ur worked, PTO,p
and holiday's except, for over lime hours worked. The EMPLOYER shall deduct seventy-six
dollars and eighty cents($76. every eight(80) hour pay period.
Th.e EMPLOY5.,R shall pay °this contribution directly to the IUDE Central Pension Fund. The
UNION agrees to unde niify and held the EMPLOYER, its Officers, Agents, and employees
harmless against ally clairns, suits, orders or judgments, brought against the EMPLOYER as a
result of any action taken or not taken'by,the EMPLOYER on the specific provisions of this Article.
`h;i "hold harmless" 'cl ruse does, not hold the EMPLOYER harmless for failing to transfer the
agreed contributions to the IUOE Central Pension Fund.
it is agreed that for purposes of determining futuire wage.rates,the EMPLOYER shall.first.restare.
the amount of the wage reduction, which is currently the CIP'F contribution,rate of'$01.9 per-hour,.
then apply the pplicaWe wage Multiplier,then rit;lxluc�e tl e�re-V115 $d wage by the.CPF ci nWhution
rate.it is further agreed that,for,purposes of cal"Ail-36119 -v, trr°r��compensation:l,l� EWIL YER
shall first restore the ar ourlt of the wage reductiom 50.9 l�r: then apply tl��� �tNrpiic�bl�� �,5 or
2.0 wage multiplier required under the Fair Labor Standards Act and the collective bargaining
agreement,then pay the resulting amount for overtime worked.
The coint6butior of $0.96 per t our prevents are employee's annual] CPF contribufions from
exceeding 2, 0 �, 0 in a year end th refo�e ompHes with)tini Cations set:forth under Mi.r�ne ota
Statute §356.24, sub. 1( as arn ended in 2002,, The, CPF 1"llan of Benefits and the Agreement
and Declaration of 'Trust will serve as the governing documents. The CPF is a supplemental
Pension Fund authorized by Minnesota Statutes,356.24, subdivision 1(9).
13
ARTICLE XX—POSTEMPI.-OYMENT HEALTH CARE.......SA.....VINGS...........PLAN
34,1 The City of Arden Hills Local 49ers employees are eligible to participate in the Minnesota
Post Employment Health Care Savings Plan(HCSP)established under Minnesota Statutes,
section 352,95 (Minn. Supp. 2001) and as outlined in the Minnesota State Retirement
System's Trust and Plan Documents,
30.2 All funds collected by the EMPLOYER (City of Arden Hills)on the behalf of the employee
(Public Works local 49ers)will be deposited into the employee's Post Employment Health
Care Savings Plan Account through Minnesota State Retirement System.
30,3 All employees with 0 years to 5 years of service shall contribute 2%of pay,All
employees with 5 or more years of service shall contribute 4%of pay.
30A The EMPLOYER has agreed to contribute payroll deductions to the Post Employment
Health Care Savings Plan (HCSP) with Minnesota State Retirement Systems as
described below;
A. All City of Arden Hills Public Works Local 49ers employees who are eligible for the
unused sick leave severance payout, outlined in Article XXVII section 27,11 of the
contract, will contribute to the Post Employment Health Care Savings Plan as
described below:
All employees who have an eligible sick leave balance upon separation shall
have 100% of those eligible hours converted into cash, and the dollars shall
be deposited into their Post-Employment Health Care Savings Account
(HCSP)on their final check.
B. All City of Arden Hills Public works Local 49ers employees who are eligible for
the unused Personal Time Off(PTO) severance payout, outlined in Article XXI
section 21 1 of the contract will contribute to the Post Employment Health Care
Savings Plan as described below;
All employees who have an eligible vacation(PTO)leave balance upon leaving
the City of Arden Hills shall have 100%of those hours converted into cash and
deposited into their Post-Employment Health Care Savings Account (HCSP)
on their final check.
C, In the evens of the employees death, any payments owed to this employee by the
City of Arden Hills, may not be contributed into the Post-Employment Health Care
Savings ACCOUnt(HCSP). Upon death of the employee, all payments owed to this
employee will be paid to the employees beneficiaries.
14
ARTICLE} I--DURATION
This AGREEMENT shall be effective as of the date of its signing and shall remain in full farce
and effect January 1, 2020 through December 31, 2021. It shall continue in full force and effect
from year-to-year, unless terminated or renegotiated in the manner provided by the Public
Employment Labor Relations Act of 1971 as amended.
IN WITNESS WHEREOF,the parties hereto have executed this AGREEMENT on this
day or Dec,m ber , 2019.
CITY OF ARDEN HILLS INTERNATIC , .L NION OF OPERATING
ENS l NEE p LC
�'L.No.49
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By� ���.rr,r� �� � '� �'� I,yn •�, ,..�..Ww..,,,, ram, „ u,r, ,„�r�„���,��,.r��.,,�.���„�r,,,�,�.��w%
ly administrator ,r()a usJ Repro „ I I'iva
............ ................ .............•: ..............................
Union Sarc4 ad
Appendix A
WAGES AND CLASSIFICATIONS
A.Effective at the signing of this contract,the following wags scheduic for base pay rates will be in effect
for the Public Works Maintenance Worker,effective January 1,2020,
�� 1
M 1' N .,yKK u �faa�Ir• ila r f m n `Aw,([I
alM1 1 ri l ... �7 ,'}'J:• Ar•• ill fl Iq1 uV,r". ..III�'''I III flllf I IIII �" I �'�dl_ �i.11l I li �:,�tt+
r
•' �I II III � ... i1 i' .II� � '
III II
lii ili ,! ��� l .. '11 ,�� �i8111 C�•:x.... ,Iry...�i
NI III �Oi' I lni fPl ��� � r (�'•
j 1 23,B9 6 months to step 2
... ...................r,,,,,.,,. ... M .w.u.. ..r.
2 25.05 6months to step
.26...............28 12„mot the t.....o..ste..........p 4 .,,.,.......
4 27.57 12 months to step 5
r r r .... .�.. .. . ........................r__ r,.n,rr.rrrrrr .m:m.:�...,... ...,.,:I
5 28.92 12 months to step 6
..,,....,��.............r... ,. .. ... .......
3......0,33,.,.r,..,.r,...,,.,.....„,„,~,....�... N/A.........w..................�.,.w..ww...........
B.For union members employed prior to January 1, 2020,the below transition plan would move
cun-ent members onto the new scale:
,l Employees hired before January 1",2020 at the top step of the 2019 pay scale will
remain at the top step of the new pay scale,
m Employees hired before January ]",2020 below the tap step will be adjusted to the
new scale on the below schedule effective January 151,2020:
.IpII�`-IyI� III d.. •; ;.Yp h'roi;,N(nfl.*V111 11 laHil..'t�IlCii•Y�:�fT d�_� INIP
Steps 1&2 Step 1
Ww.........w.....:...:.. .
Step 3 Step 2
Ste p h4 Step 4
........... ....................._.......
Step 5 Step 6
..,�.rwwir..rr. ...r�............... ...........y�,:,:,..................�...........,........w....,•.rig,.........._._..
■ Annually,on their anniversary date, existing employees hired before January 1,2020
that are currently below the top step will advance two steps(or one step if only one
remaining)until they reach the top of the scale. This provision is only applicable to
members hired before January 1,2020.
EtTective January 1,2021 the pay scale will be increased by a three;percent COLA,see below for 2021 pay
scale,
•��0'�rw�Wrv. ��rN .Y.IN IMI.9yw.I 47r7w.411 ff1NNh'Nii.��vs ,;'ae. .�f ,.:r..I'll:�r'�'�j. r,.aJwy'�' wuldr�yyow�. ..,i•.....r l,mr9�"..�d'.�,,. ..����r:q
I N l!v"w.• 1 1 I
Ill 2.............I4.60 6 months to step 2
.............I.......... "I'll-............................. ......
,.,....,1 ontlis to step 3
n .. .,.-25.8] .:..— Wr_,. -,.,....._.. ..........: ....nx�n,.�M, �,.,ww,:.:—nr,r—,rw,,,,......,m,,.,
3 27.07 12 �nontfis to ste
.,�.mxmmmr.mrr,rrv�xrim�.,.,,rw. .r,,,w�.l,...,rr,.r,nr,nrnnnnn,nmrnr,,.� .:.:..........��... .:..:,.�:.:.:�,� .. �........._....
4 28.39 12 tnonths to step 5
W y:,:::.... ... ..:,.�.,.:.: .__iiimxi...inwiw,iriiiniiiiiiiiimimruiuuii�n n.i.i.i.i.irnrwrr.•.�.F:.+i.�•riw.im'(n+iN:il,::M'M:Y�.+V.
...........
5 29.78 12 months to step 6
6 31.24 NJA
The EMPLOYER will have the sole discretion to hire employees at a step determined
during the tiring process, the EMPLOYER may take into consideration factors including,
but not llrited to, education, qualifications, and work experience of an applicant, The
EMPLOYER will have the right to hire employees at different steps and will have no
obligation to adjust existing Union employees pay rate to n1atch new employees.
C. Employees employed by the EMPLOYER on a temporary basis for no more than nine
hundred-sixly hours (960) per calendar year, either In a full-time or part-time capacity,
will be paid at an hourly rate as determined by the EMPLOYER for the term of their
employment, Such employees will not be eligible for any rights or benefits under this
AGREEMENT, including Article V,"Employee Rights)Grievance Procedure",
"wm'-iva;.................sf'%MN.'•+uia.•:in::n i ienm nil.iiV.ynu:niYv19Y/•1•ii'/i✓IV
Any employee who has or completes training for and receives from the Minnesota
e rtment of Transport-�t,iop"t. ft c tiorl as iui.in tc� �ornmer6 l` ehicle
Inspector,or r� e'ves•from the tote,of Mar�n�� �t��Co-erl:ii'i atior as b�,)Ih:aTree and Weed
1p�ctor t�all�rep► rv����� I?�o� rly a�� �r�tive of �� :t ��I� ��,�r 1;��lt��ir bas���w������.
Y.
17
MEMORANDUM OF UNDERSTANDING
BETWEEN
crry OF ARDEN HILLS,MN
AND
M.O.U.,LOCAL 49
"L i ...:. License
The purpose of this Memorandum of Undcrstanding is to assist both Labor and Milriagemei}t in applying the
new rules for Commercial Drivers License(CDL)holders.The following conditions will apply to no more than
one(1)Public Works ernployec with filleen(15)years of service or more in the Local 49 Bargaining[knit at
��ny given time,and allows only one revocation per person.
t: ff'an employee temporarily loses his/her driver's license and M.,the employee must obtain a valid
work permit that:allows them to drive non-commercial vehicles during work hours. An employee
that has no valid license may be required to use paid leave until they are able to obtain a valid work
pernfli.An employee who does not obtain a drivers license within ninety(90)days wi It be terminated.
2. In the opinion of the Department Head,there must be sufficient bargaining wtit work that does not
require a CDL and the impacted employee shall possess the skills and abilities to successfully
undertake those tasks,
3, Ifth.cre is sufficient work the Rmnlnver will nr`e-omyv�e-rdple nn Pmpinyt�p��al�ry t���r�err�rilr lr,ca��•�,;�1���
Y.......j_. .__.........I.......... .. .m...1...,rd d-...d wea.ap,d ,....� adlmw.s e,■.r.ia.
CDL license for a period not to exceed one(1)year.The one(1)year period begins as of the cute of
his/her license revocation.I Nhe employce dues not have their CD1,reinstated within one(1)year,the
employee will be terminated.
4 If the temporary loss of a driver's license is the result of an alcohol-related offense,the employee Nvill
be required to comply with the recommendations of a Substance Abuse Professional. Proof of
compliance with the Substance; Abuse: Professional recommendations will be provided to the
Employer.
5 This agreement Lapplies to driving violations outside the work place. This agreement does not
inCILWe positive test results from the Department of Transportation's required random testing.
61. A twenty-five percent (25%) decrease in pay will begin as of the revocation elate. Any lost
wages during the revocation of the employee's drivers license/CDL will not be reimbursed
regardless of the outcome of any subsequent contesting of the revocation.
This Memorandum of Understanding will remain its effect from 3anmiry 1,2020 through December 31,2021,
As or January 1,2020 the Letter may be climinaled at the request of either party,
CITY OF ` DEN 6.%ZDEN MILLS INTERNATIONAL UNION OF OPERATING
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�ry lei•
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Date:, , Date: " �
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MEMO ANDLJM OF UNDFRs,rANDJNG
BETWEEN
CITY OF ARDEN HILLS,MN
AND
I.U.U,U.),LOCAL 49
a g
WHEREAS,every y Y year the City of Arden Hills holds ils annual City festival, "Celebrating Arden Hills"
and
WHERE it is necessary for the success of1his event that City ean*Yees work a sh i R during the even!;
,
and
WHEREAS,the Public Works employees of the City of Arden Rills arc required to work at least one shift a this
annual event,which is held on a Saturday in September each year;and
1N HEREAS the City desires to clearly state the work requirements as they relate to this event,
TMBRiIF E this Memorandum of Understanding is written to summarize the City and bargainitsg unit's
expectations regarding the"Celebrating Arden-.l ills"event:
+ Alt errsP layees are required to work at least one assigned shift during,the festival.
• In return for time worked,to the extent that it is outside normal word,hours,the employees may be
compensated for lime worked at:
o Otte and one-half times the normal�`AC�,�1'1������or
o AccYual of compensatory time at one-and,oIle—l►alf times the normal rate of pay;or
o The group a as a whole may desire to alrr'artge�a sat'amount of time off'as a group,as agreed upon
P
bet,%vevll the union and the City Administrator,
This Mem
orandum of Understanding will remain in effect from Jnnuary 1,2020 through December 31.2021.
As of J anunry 1,2020 the Letter may be a Jim inated at the request of cit1her party.
CITY OF A
RDEN HILLS INTERNATIONAL.UNION OF OPERATING
ENGIN E O Iwr:No.
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.MEMDRA�IV��t�i1�1 ( ' t]1�1)t�l�S7`AN�tN
1�F?-I'NVF11N
CITY 01',%ARl)FN HILLS�MN
AND
11,1j.O.E.LOCAL 49
Overtime ClarifiCation
.., �.�.�. Local�9 and the city Arden Hills stipulates when
W�11�I�a�l�,the Labor�4�;�c.c.it�c-��t between I. s
the EMPLOYER Will NY OVOtizl'c,
ersta
ndin is vyYitten to summarize the City and bargaining unit's
this Memorlii�chill of Und
cxpeci titian~regarding overtime pay. p :p
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unit
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'i'his Mcrnoranduan of Understanding w
' ill remain in effect from,Tanuary 1,2020 through December 31,
2021:.
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19 �`APPROVED DEC 2 7 2019
AGENDA ITEM—1D
-,--ARZEN HILLS
MEMORANDUM
DATE: April 13, 2020
TO: Honorable Mayor and City Councilmembers
FROM: Dave Perrault, City Administrator
SUBJECT: COVID-19 and Personnel Considerations Update
Budgeted Amount: Estimated Amount: Funding Source:
N/A N/A N/A
Council Should Consider
Council may consider providing additional feedback or direction regarding the Governor's recent
extension of the Stay at Home order.
Discussion
Staff will provide Council with a brief verbal update regarding the Governor's extension of the
Stay at Home Order and request any feedback, questions, directions, etc.
Budget Impact
N/A
Attachments:
N/A