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Descri�tion ofProvosed Agreement: <br />The proposed agreement includes the following [NOTE: with the exception of the 2005 <br />COLA, these �i�c the same terms and conditions that were presented and accepted by the <br />Council last year]: <br />l. The contract term to be for the two years from 1/1/OS —12/31/06. <br />2. Wages will increase 2% effective 1/1/OS and an additional 1% effective 7/1/OS <br />for 2005, consistent with the Council's direction. The 2006 total adjustment <br />will be derived by the average settlement percentage given in 2006 to the <br />maintenance unions in the five Sta�ton 5 cities that are just larger in <br />population size and the five just smaller than Roseville in population size; or <br />what the City Council votes in for City staff which ever is greater. This will <br />consist of the City Council's COLA given and market adjustment to come up <br />to the group's average if less than the COLA given. <br />3. Effective January 1, 2003, the EMPLOYER will contribute an amount equal <br />to that being received by non-unionized clerical, technical, professional and <br />managerial employees for employees and their dependents for health <br />insurance, life insurance, and disability insurance. <br />Note: 2005 City Contributions of $284=opt out, $411=Singles, <br />$52S=Single + 1, $735=Fa�nilies. <br />4. Continue the Memorandum of Understanding regarding 4-10 hour days for <br />life of the 2005-2006 contract. <br />5. The annual uniform allowance will go from $285 to $300 effective 1/1/OS for <br />the contract term. Verification of the purchase shall be presented to the City <br />prior to reimbursement. In the event that an employee leaves the service of <br />the Employer, the employee's reimbursement on purchases will be pro-rated <br />for each month that the employee worked during the contract period. A <br />month will be counted if the employee worked within that month. In the <br />event the Employer reimbursed the employee for amounts in excess of the <br />amount earned, the Employer will deduct the excess from the employee's final <br />check or severance payment. <br />6. An employee on "standby" is required to respond to the City within 1 hour. <br />Standby Pay will increase by 3% to $210 weekly effective 1/1/OS for the life <br />of the contract. The weekly amount will be pro-rated as needed by the City. <br />7. All newly hired or rehired employees will now serve a twelve (12) month <br />probationaryperiod instead of 6 and this probationary period may be extended <br />at the discretion of the EMPLOYER for no more than ninety (90) days. The <br />employee shall be notified of any extensions and the reasons for the extension <br />in writing prior to the end of the initial probationary period. <br />a. All employees will serve a six (6) months' probationary period in any <br />j ob classification in which the employee has not served a probationary <br />period. . This probationary period may be extended at the discretion of <br />the EMPLOYER for no more than ninety (90) days. The employee <br />shall be notified of any extensions and the reasons for the extension in <br />writing prior to the end of the initial probationary period. <br />7 <br />i <br />