2025-10-21 - AGE Addendum - City Council Regular Meeting - Fire Department International Association of Fire Fighters Labor Relations Contract - Local 993
LABOR AGREEMENT
BETWEEN
THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS,
LOCAL 993
AND
THE CITY OF GOLDEN VALLEY
January 17, 2024, to December 31, 2026
Table of Contents
Definitions ..................................................................................................................................................... 1
ARTICLE 1 – Purpose of Agreement ............................................................................................................. 1
ARTICLE 2 – Recognition .............................................................................................................................. 1
ARTICLE 3 – Employer Authority .................................................................................................................. 1
ARTICLE 4 – Union Security .......................................................................................................................... 2
ARTICLE 5 – Employer Security .................................................................................................................... 2
ARTICLE 6 – Equal Application ..................................................................................................................... 3
ARTICLE 7 – Savings ...................................................................................................................................... 3
ARTICLE 8 – Grievance Procedure ................................................................................................................ 3
ARTICLE 9 – Health Insurance ...................................................................................................................... 5
ARTICLE 10 – Discipline ................................................................................................................................ 5
ARTICLE 11 – Work Schedules ...................................................................................................................... 6
ARTICLE 12 – Paid Time Off .......................................................................................................................... 6
ARTICLE 13 – Court Time .............................................................................................................................. 7
ARTICLE 14 – Call Back ................................................................................................................................. 7
ARTICLE 15 – Overtime ................................................................................................................................ 7
ARTICLE 16 – Uniforms and Equipment ....................................................................................................... 8
ARTICLE 17 – Holidays .................................................................................................................................. 8
ARTICLE 18 – Salaries and Benefits .............................................................................................................. 8
ARTICLE 19 – Required Licensure and Certifications ................................................................................. 10
ARTICLE 20 – Duration ............................................................................................................................... 10
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This Agreement dated is made and entered into by and between the City of Golden Valley, hereinafter
referred to as the Employer and the International Association of Fire Fighters, Local 993 representing
the bargaining unit described in Article 2, hereinafter referred to as the Union.
DEFINITIONS
For the purpose of this Agreement, the following terms and phrases shall have the meaning given to
them:
EMPLOYER: City of Golden Valley or its Representatives
UNION: International Association of Fire Fighters, Local 993
EMPLOYEE: A member of the exclusively recognized bargaining unit
OFFICER: Officer elected or appointed by the Union.
MEMBER: A member of the International Association of Fire Fighters, Local 993 to
which this contract applies.
DAYS: Calendar days unless indicated otherwise
SENIORITY: Date of hire with City. Ties will be broken by using the first letter of the
tied employee’s last name with closest to A provided preference.
ARTICLE 1. PURPOSE OF AGREEMENT
This Agreement has as its purpose the promotion of harmonious relations between the Employer, its
Employees and the Union, the furtherance of efficient governmental services; the establishment of an
equitable and peaceful procedure for the resolution of disputes that may arise without interference or
disruption of efficient operation of the department; and the establishment of a formal understanding
relative to all terms and conditions of employment. The Employer and the Union, through this
Agreement, continue their dedication to the highest quality of public service. Both parties recognize this
Agreement is a pledge of this dedication.
ARTICLE 2. RECOGNITION
Section 1. The Employer recognizes the Union as the exclusive representative under Minnesota Statutes
179A.12, Subdivision 2a, for all employees as identified by the Bureau of Mediation Services,
certification of Exclusive Representative dated January 17, 2024, Case No. 24PCE0827 and clarified in a
Unit Clarification Order dated March 12, 2025, Case No. 25PCL1058.
Section 2. In the event that the Employer and the Union are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation for
determination.
ARTICLE 3. EMPLOYER AUTHORITY
Section 1. It is recognized and accepted by the Union and Employer that the management, direction
and control of the Fire Department and its personnel are exclusively the function of the Employer. The
exercise of the City’s management rights shall take place “without hindrance or interference by the
Union”, except as limited by the terms of this Agreement or PELRA. City’s management rights include,
but shall under no circumstances be construed to be limited to, the right to:
A. Manage the operation through the selection and direction of the work force, including the
right to hire and promote, transfer Employees to positions, departments and classifications
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both covered and not covered by this Agreement, except that no Employee shall be
transferred out of the Bargaining Unit as a disciplinary action.
B. Lay off Employees
C. Demote, suspend, discipline or discharge Employees
D. Make such operating changes as deemed necessary by the Employer for the efficient,
economical operation of the City, including but not limited to the right to sub-contract work
performed by members of the Bargaining Unit, to change the normal work week, the length
of the normal work day, hours of work, the beginning or ending time of each shift or
assignment and the number of shifts to be operated.
E. Determine the organizational structure, number of personnel and the assignment of duties,
including the right to increase, decrease or change duties.
F. Establish functions, programs, its overall budget and the utilization of technology.
G. Promulgate work rules and regulations.
Section 2. Any specifically enumerated management right not limited by the terms of this
Agreement shall not be eligible to be grieved by the Union.
ARTICLE 4. UNION SECURITY
Section 1.
A. The Employer shall deduct from the wages of employees who authorize such a deduction the
amount necessary to cover monthly union dues as required by applicable law. Such monies
shall be remitted as directed by the Union to the extent consistent with applicable law.
B. The Union agrees to indemnify and hold the Employer harmless against any and all claims,
suits, orders or judgment brought or issued against the Employer as a result of any action
taken or not taken by the Employer under the provisions of paragraph A of this Section.
Section 2. The Union may designate members to act as stewards or officers and shall inform the
Employer of such choice and of any changes in stewards or officers in writing.
Section 3. The Employer agrees to make space available on the Employer bulletin board for the posting
of Union notice(s) and announcements and to make space available for Union meetings when it does
not conflict with the operation of the department.
Section 4. The Employer agrees to allow the officers and representatives of the Bargaining Unit
reasonable time off and leaves of absence, with prior approval and without pay for the purpose of
conducting Union business when such time would not be detrimental to the work programs of the
Employer.
Section 5. The City will email bargaining unit employees when open promotional fire department
positions are posted on the City’s Jobs Page.
ARTICLE 5. EMPLOYER SECURITY
Section 1. Neither the Union, its officers or agents, nor any of the Employees covered by this
Agreement will engage in, encourage, sanction, support or suggest any strike, slowdown, mass
resignations, mass absenteeism, the willful absence from one’s position, stoppage of work or the
absence in whole or part of the full, faithful and proper performance of duties of employment for the
purpose of inducing, influencing, or coercing a change in the conditions, compensation or the rights,
privileges or obligations of employment.
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Section 2. Any Employee who engages in a strike may have their appointment terminated by the
Employer effective the date the violation first occurs. Such termination shall be effective upon written
notice served upon the Employee.
ARTICLE 6. EQUAL APPLICATION
Section 1. The provisions of this Agreement shall be applied equally to all Employees in the Bargaining
Unit without discrimination as to race, color, creed, sex, national origin, religion, political affiliation or
marital status. The Union and the Employees covered by this Agreement shall share equally with the
Employer the responsibilities established by this Article.
Section 2. The Employer shall not discriminate against, interfere with, restrain, or coerce an Employee
from exercising the right to join or not to join the Union or participate in an official capacity on behalf of
the Union, which is in accordance with the provisions of this Agreement. The Union shall not
discriminate against, interfere with, restrain, or coerce an Employee from exercising the right to join or
not to join the Union and will not discriminate against any Employee in the administration of the
Agreement because of non-membership in the Union.
Section 3. The Union accepts its responsibilities as exclusive representative and agrees to represent all
Employees in the Bargaining Unit without discrimination.
ARTICLE 7. SAVINGS
Section 1. This Agreement is subject to the laws of the United States and the State of Minnesota.
Section 2. In the event that any provision of this Agreement shall be held to the contrary of law by a
court of competent jurisdiction from whose final judgment or decree no appeal has been taken within
the time provided, such provision shall be voided. All other provisions of this Agreement shall continue
in full force and effect. The voided provisions may be renegotiated upon written request of either party.
ARTICLE 8. GRIEVANCE PROCEDURE
Section 1.
A. For the purpose of this Agreement, the term “grievance” means any disputes arising
concerning the interpretation or application of the express provisions of this Agreement.
B. In the event of such grievance arising there shall be no suspension of operations but an
earnest effort shall be made to resolve such grievances in the manner prescribed by this
Agreement.
C. It is recognized and accepted by the Union and the Employer that the processing of
grievances, as herein provided, is limited by the job duties and responsibilities of the Employee
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 loss 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 prior approval from the
designated supervisor who has determined that such absence is reasonable and would not be
detrimental to the work programs of the Employer.
Section 2. Grievances, as defined by Section 1, shall be resolved in conformance with the following
procedure and all references to days in Steps 1-4 are calendar days:
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Step 1. An Employee who feels that the City has misinterpreted or misapplied any section of the
Agreement in dealing with that Employee, should discuss their claim with the Employee’s
immediate supervisor. This should be done within twenty-one (21) calendar days after such
alleged violation has occurred, or, in the case of discipline, when the employee was notified of
the discipline. The Employee should complete the grievance notice sheet and submit it to the
supervisor at the time of the discussion with the supervisor. The supervisor will respond, in
writing, within ten (10) days from the date the grievance sheet was received. Every effort shall
be made to settle the grievance at this step. Nothing shall prevent an Employee from seeking
guidance from the Union at this step.
Step 2. If the dispute is not solved at Step 1 between the Employee and the supervisor, then the
Employee should meet with the Union and the dispute should be put in writing, stating the
nature of the grievance, the name or names of the Employees involved, the provisions of the
Agreement believed violated and the remedy requested. This shall be submitted to the Fire
Chief or other Employer-designated Step 2 Representative within fourteen (14) calendar days of
the Step 1 written response. The Fire Chief or other Step 2 Representative shall render an
answer, in writing, within fourteen (14) calendar days of the receipt of the Step 2 submittal and
the answer shall be transmitted to the Employee and THE UNION.
Step 3. If the dispute is not solved by the Step 2 process, the written grievance with the
information required in Step 2, shall be presented to the City Manager or other Employer-
designated Step 3 Representative. This shall be submitted within fourteen (14) calendar days of
receipt of the Step 2 answer. The City Manager or other Step 3 Employer-designated
Representative shall render a written answer within fourteen (14) calendar days from receipt of
the Step 3 grievance and the answer shall be transmitted to the Employee and THE UNION.
Step 4. A grievance unresolved in Step 3 may be appealed by the Employee and THE UNION to
Step 4. Notification of intent to appeal to Step 4 shall be made within fourteen (14) calendar
days of receipt of Employer’s Step 3 answer. The Union shall notify the Bureau of Mediation
Services within fourteen (14) calendar days of the notice of appeal to the Employer that the
Union is submitting the matter to arbitration and the Union shall request that the Bureau of
Mediation Services provide the parties with a list of arbitrators. The selection of an arbitrator
shall be made in accordance with the rules and regulations as established by the Bureau of
Mediation Services. The Union must provide the Employer with written communication within
one-hundred eighty (180) calendar days of the date that the Bureau of Mediation Services has
mailed the parties a list of arbitrators as to whether or not the Union intends to proceed to
arbitration. The one-hundred eighty (180) calendar days may be extended by written, mutual
agreement by both parties.
Section 3.
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.
B. 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
following close of the hearing or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The arbitrator shall consider and decide only the
specific issue or issues submitted to him by the parties of this Agreement and shall have no
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authority to make a decision on any other matter not submitted to him, and the decision shall
be binding on both the Employer and the Union.
C. The fees 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
their own representative and witnesses. If either party desires a verbatim record of the
proceedings, they may cause such a record to be made providing they pay for the record. If
both parties desire a verbatim record of the proceedings, the cost shall be shared equally.
Section 4. 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 specific time limit or any
agreed extension thereof, it shall be considered settled on the basis of the Employer’s last answer. If
the Employer does not answer a grievance or an appeal thereof within the specified time limits, the
Union may elect to treat the grievance as denied at that step and immediately appeal the grievance to
the next step. The time limit in each step may be extended by mutual written agreement of the
Employer and the Union in each step.
Section 5. Choice of Remedy. If, as a result of the written Employer response in Step 2, the grievance
remains unresolved, the grievance may be appealed either to Step 3 of Article 8 or a procedure such as:
Civil Service, Veteran’s Preference, or Fair Employment. If appealed to any procedure other than Step 3
of Article 8 the grievance is not subject to the arbitration procedure as provided in Step 4 of Article 8.
The aggrieved Employee shall indicate in writing which procedure is to be utilized - Step 3 of Article 8 or
another appeal procedure - and shall sign a statement to the effect that the choice of any other hearing
precludes the aggrieved Employee from making a subsequent appeal through Step 4 of Article 8.
ARTICLE 9. HEALTH INSURANCE
The City will contribute the same dollar amount per month toward the City’s health benefit program
that it contributes to all other Golden Valley employees. The short-term disability option will apply to
this group on the same basis as the general non-union group. Any continuation or change to the City’s
wellness initiative will apply to the members of the bargaining unit on the same basis as the general
non-union employee group as it may be amended from time to time.
The City will provide long-term disability insurance to employees.
The City shall make health insurance coverage, including the City insurance contribution, effective the
first of the month following the employee’s start date.
ARTICLE 10. DISCIPLINE
Section 1. The Employer will discipline for cause only. Discipline will be one or more of the following
forms:
a. oral reprimand
b. written reprimand
c. suspension
d. demotion, or
e. discharge
Section 2. Written reprimands, notices of suspension or demotion and notices of discharge which are to
become part of an Employee’s personnel file shall be in writing and provided to the Employee in person
or sent to the Employee’s most recent address. The written notice shall include a section indicating that
the Employee has received and had the opportunity to read such notice. Employees are required to sign
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upon such receipt. Such signature shall not be an admission of guilt but only an acknowledgment of
receipt and the Employee shall have the opportunity to attach a response to the reprimand or notice to
the copy in the Employee’s personnel file. The Employer will send a copy of such reprimands and/or
notices to the Union upon request of the Employee.
Section 3. A. Employees may request union representation where the Employer engages the Employee
in an investigatory interview or discussion that the Employee "reasonably believes" will result in
disciplinary action. Employees may also request union representation related to Step 3 grievances held
pursuant to Section 7 of this Article.
Section 4. Employees may not be suspended without pay for more than sixty (60) working days in any
calendar year.
Section 5. Employees may examine their own individual personnel files at reasonable times under the
direct supervision of the Employer. Union representatives may, upon invitation of the Employee, also
examine the personnel files.
Section 6. Grievances relating to this Article may be initiated by the Union in Step 3 of the grievance
procedure.
ARTICLE 11. WORK SCHEDULES
Section 1. Sole authority in establishing work schedules is vested in the Employer. The normal work
year for employees normally scheduled to work 40-hour work weeks shall consist of 2,080 hours to be
accounted for by each Employee through scheduled hours worked, holidays, training, compensatory
time off used and paid-time off (PTO). Nothing contained in this or any other Article shall be interpreted
to be a guarantee of a minimum or maximum number of hours the Employer may assign Employees.
This Section shall not be used for the computation of overtime.
Section 2. Split shifts shall not be scheduled except by mutual agreement of City and affected
Employees.
Section 3. Changes in the format of duty schedules shall be posted at least two weeks in advance.
ARTICLE 12. PAID TIME OFF
Section 1. Employees will be covered by the City’s Time Away from Work policies as outlined in the
City’s Employee Handbook as it may be amended from time to time except that the following schedule
will apply:
PTO Accrual Schedule: Regular Full-Time Employee
Years of Service Number of 8-Hour
Days
PTO Hours Per
Pay Period
Maximum Accrual
in Hours
Required Accrual
Balance for PTO
Payout
0-5 17 5.23 272 204
Over 5 22 6.77 352 264
Over 11 23 7.08 368 276
Over 12 24 7.38 384 288
Over 13 25 7.69 400 300
Over 14 26 8.00 416 312
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Over 15 27 8.31 432 324
Over 16 28 8.62 448 336
Over 17 29 8.92 464 348
Over 18 30 9.23 480 360
Over 19 31 9.54 496 372
Over 20 32 9.85 512 384
Section 2. The parties agree that the City’s Earned Sick and Safe Time (ESST) policy will apply to the
members of this bargaining unit as it may be amended from time to time provided the policy complies
with state law.
Section 3. The parties agree that the provisions of Minn. Stat. Sec. 181.9447, Subd. 1 clause 4 are waived
and not applicable to the members of this bargaining unit.
Section 4. The Employer may give prior service credit for purposes of placing newly hired employees on
the PTO accrual schedule.
ARTICLE 13. COURT TIME
Section 1. A non-exempt Employee who is scheduled to appear in court during their off-duty time shall
receive a minimum of four (4) hours straight time pay or pay at 1 1/2 times the Employee’s pay rate for
the actual number of hours spent in court, whichever is greater. An extension or early report to a
regularly scheduled shift does not qualify the Employee for the minimum. When an Employee is notified
of a cancellation of a court appearance less than 24 hours before the scheduled appearance, four (4)
hours of straight time shall be paid. When an Employee is notified of a cancellation of a court
appearance more than 24 hours prior to the scheduled appearance, no court time shall be authorized.
Exempt employees may flex their schedules, with prior approval of the Fire Chief to account for court
time.
Section 2. The City shall make reimbursements for necessary parking fees incurred when appearances
in Court are required.
ARTICLE 14. CALL BACK
A non-exempt employee called back to work outside of their regularly scheduled shift shall be paid for a
minimum of three (3) hours at 1.5 times their regular base rate of pay. Call back starts from receipt of
the order to return to work. Exempt employees may flex their schedules, with prior approval of the Fire
Chief to account for a call back.
ARTICLE 15. OVERTIME
Section 1. Overtime shall be worked only at the specific authorization of the Employee’s supervisor.
The Employer has the right to require reasonable assignments of overtime work, and such assignments
shall be performed by the Employee except as otherwise provided in this Agreement. Non-exempt
employees shall be compensated at 1.5 times the employee’s base rate of pay for hours worked beyond
a regular 40-hour work week. Changes in shifts do not qualify the Employee for overtime. For the
purpose of computing overtime compensation, overtime hours worked shall not by pyramided,
compounded or paid twice. Overtime for non-exempt employees shall be calculated to the nearest 1/10
of an hour.
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Section 2. Employees earning overtime shall, at the end of each payroll period inform their supervisor
whether they wish to take the overtime hours in pay or time off (referred hereto as compensatory
time); shall receive one and one-half (1 1/2) hours off for each overtime hour worked. Compensatory
time shall be taken in the same manner as vacation time. Employees shall be allowed up to a maximum
of sixty (60) hours of accrued time. Voluntary overtime may be taken off as compensatory time only
with Employer approval.
ARTICLE 16. UNIFORMS AND EQUIPMENT
The City will provide an initial set of uniforms for new employees and employees who have not previously
been issued uniforms. For all other current employees and subsequent to initial issue, uniform and required
equipment replacement will be made by the City on a "needs" basis. The Employer will replace necessary
clothing (uniform and non-uniform) if damaged in the line of duty. Clothing will not include items such as
watches, personal cell phones, jewelry or similar items.
ARTICLE 17. HOLIDAYS
Employees will be covered by the City’s Holidays policies as outlined in the City’s Employee Handbook as
it existed as of the date this Agreement is ratified by the City.
ARTICLE 18. SALARIES AND BENEFITS
Section 1. Salary. The employees in the bargaining unit will be compensated as follows:
2024
Fire Inspector I
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
$33.16 $34.79 $36.49 $38.28 $40.16 $42.13 $44.19
Fire Inspector II
Step 1 Step 2
Step 3 Step 4 Step 5
Step 6
Step 7
$37.48 $39.32 $41.25 $43.26 $45.39 $47.61 $49.94
Deputy Fire Marshal
Step 1
Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$39.72 $41.67 $43.71 $45.85 $48.10 $50.46 $52.93
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2025
Firefighter
Step 1
Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$34.14 $35.81 $37.56 $39.40 $41.33 $43.35 $45.47
Fire Inspector I
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
$35.83 $37.59 $39.43 $41.36 $43.39 $45.51 $47.74
Fire Inspector II
Step 1 Step 2
Step 3 Step 4 Step 5
Step 6
Step 7
$40.50 $42.49 $44.56 $46.75 $49.04 $51.43 $53.95
Deputy Fire Marshal
Step 1
Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$42.92 $45.02 $47.23 $49.54 $51.97 $54.52 $57.19
Placement of the Fire Inspectors will be as attached. For Kevin Jarta, movement to Fire Inspector II
will occur upon completion of qualifications in the job description, his submission to the supervisor
and approval by the City Manager that will follow the standard City process.
Backpay, if any, will be made to currently existing employees as of the date of ratification of the
agreement by the City.
2026
Increase existing pay plan by three percent (3%)
The City reserves the management right to start Employees at levels beyond the starting salary and
to advance Employees through the steps faster than indicated.
Step increases normally occur on the date of the employee’s service anniversary in accordance with
established City policies.
The parties agree that the Employer may unilaterally increase the salary range applicable to the
bargaining unit classification during the term of the 2024 – 2026 collective bargaining agreement in
the event that the Employer determines that such increase is warranted based on the Employer’s
review of the applicable external market for the affected classification.
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Section 2. Additional pay.
Educational Reimbursement and fitness. Bargaining unit employees are eligible for the same
educational reimbursement and fitness incentive as the applicable to the general – non-union
employee group.
Education. Employees will receive $1.00 per credit per month to a maximum of $200.00 per month
as an education incentive for education beyond the minimum requirements of the position held by
the employee. The monthly amount will be added to the employee’s hourly base wage. A
completed AA Fire degree will count as 100 credits for a $100.00 per month incentive and a
completed BA will count as 200 credits for a $220.00 per month incentive provided that said degree
or BA is not a minimum requirement of the position held by the employee. Previously earned
credits will count toward the education incentive. Credits earned during employment with the City
must be approved by the City but will not be denied if the credits earned are deemed related to fire
or career enrichment opportunities.
Multilingual Pay. Employees with multilingual skills (i.e. speak English and at least one other
language fluently) shall receive $100 per month incentive in 2024 and $150 per month incentive in
2025 and 2026.
ARTICLE 19. REQUIRED LICENSURE AND CERTIFICATIONS
The City will pay for the maintenance of all City required licensure and certifications. The City will pay
for the maintenance of the EMT or EMR.
ARTICLE 20. DURATION
The term of this Agreement shall be from January 17, 2024, to December 31, 2026.
For the International Association of Firefighters, Local 993
_________________________________________________, Business Agent
_________________________________________________, UNION Steward
_________________________________________________, UNION Steward
For the City of Golden Valley:
_________________________________________________, Roslyn Harmon, Mayor
_________________________________________________, Noah Schuchman, City Manager
4713885.2
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Chris Sorheim (Anniversary 3/15)
Date Hourly Rate
03/15/2024 $44.19
01/01/2025 $47.74
01/02/2025 $51.43
03/15/2025 $53.95
01/01/2026 $55.57
Kevin Jarta (Anniversary 07/18)
Date Hourly Rate
01/17/2024 $34.79
07/18/2024 $36.49
01/01/2025 $37.59
07/18/2025 $39.43
Inspector II Date* $42.49
01/01/2026 $43.76
07/18/2026 $45.90
*see language in proposed agreement