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Union and the Ne�otiations Process: Under the Public Employers Labor Relations Act (PELRA) for the State of Minnesota, employees have the right to organize into a union. If employees petition for a union election, the Bureau of Mediation Services (BMS) detennin�s the bargaining unit and supervises the election. The bargaining unit is typically a group of employees who share common interests because of the nature ar�d/or location of their work. TI7�; bargaining unit is allowed one exclusive representative which means nnly one union can represent that group of employees. Once the union is chosen, the employer has an obligation to bargain with the union regarding wages, hours, and working conditions. The employer can no longer unilaterally implement changes in these areas without first bargaining the changes with the Union. Wages, hours, and working conditions are mandatory subj ects of bargaining according to the Labor Relations Act. Most issues related to compensation will require discussions with the union. However, the employer does have so��e discretion with regard to classification assignment and starting rates. Since wages are mandatory subject of bargaining, the employer cannot unilaterally change pay without consulting with the union and reaching a settlement or agreement. This is true even if the employee agrees with the change. Remember, the union is the exclusive representative of the bargaining unit, the employer cannot bargain with individual staff inembers. Human Resources has the role of the lead negotiator for the City and works with Department Heads and union representatives on issues and bargaining proposals. Agreements reached in the areas of wages, hours, and working conditions are summarized in writtcn form in a union contract or letter of agreement. Union contracts have an expiration date after which tenns of the agreement can be opened for modification. City of Roseville union contracts typically are a one or two year term ending at the end of the calendar year. Negotiations usually begin during the fall months prior to the contract expiration date. The Union team is typically led by a business agent employed by the local union, as well as shop stewards who are city employees. The length of the negotiation process varies and can take several months to complete. If the contract expires before the parties reach an agreement, the terms of the old contract remain in effect until a new settlement is reached. Once the negotiatiug teams reach a tentative settlement, the settlement must be ratified by the union members. The settlement is then presented to the City Council for approval. Mediation i��ay be used when the parties are having difficulty reaching an agreement. The mediator is a third party neutral who is trained in dispute resolution. Mediation is used as a�nal step before either a binding arbitration or a strike. Police employees are considered to be "essential employees" by Minnesota Statute and do not have the right to strike. Consequently in these essential units, if the parties are unable to reach a settlement and mediation is unsuccessful, an arbitrator is used to decide the terms of the contract. The arbitrator's award is binding. Guic�in� Compensation Principles and Policv Obiectives: The City has established the following policy obj ectives for issues relating to human resources: Internal Equity — refers to comparisons in positions with similar levels of responsibility within the organization. Internal equity is studied through the use of a job evaluation process. External Equity — refers to compensation and benefit plans are competitive with outside market data froir� similar organizations for similar positions. Dona Bacon i'age 2af 9 911512005