06-07-22 City Council Agenda Addendum - Item 3D7 - 2022-2024 Police Assistant Chiefs Agreement - LELS Local 485
LABOR AGREEMENT
BETWEEN
THE CITY OF GOLDEN VALLEY
AND
LAW ENFORCEMENT LABOR SERVICES, INC.
REPRESENTING:
Local # 485: ASSISTANT POLICE CHIEFS
January 1, 2022 through December 31, 2024
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Contents
DEFINITIONS .................................................................................................................................................. 2
ARTICLE 1. PURPOSE OF AGREEMENT .......................................................................................................... 2
ARTICLE 2. RECOGNITION ............................................................................................................................. 2
ARTICLE 3. EMPLOYER AUTHORITY ............................................................................................................... 3
ARTICLE 4. UNION SECURITY ......................................................................................................................... 3
ARTICLE 5. EMPLOYER SECURITY .................................................................................................................. 4
ARTICLE 6. EQUAL APPLICATION ................................................................................................................... 4
ARTICLE 7. SAVINGS ...................................................................................................................................... 5
ARTICLE 8. GRIEVANCE PROCEDURE ............................................................................................................. 5
ARTICLE 9. SAFETY ......................................................................................................................................... 7
ARTICLE 10. SENIORITY AND TIME IN GRADE ............................................................................................... 7
ARTICLE 11. DISCIPLINE ................................................................................................................................. 8
ARTICLE 12. WORK SCHEDULES .................................................................................................................... 9
ARTICLE 13. COURT APPEARANCE ................................................................................................................ 9
ARTICLE 14. SICK LEAVE ................................................................................................................................ 9
ARTICLE 15. FUNERAL LEAVE ...................................................................................................................... 10
ARTICLE 16. TERMINATION PAY .................................................................................................................. 10
ARTICLE 17. LEAVES OF ABSENCE ............................................................................................................... 10
ARTICLE 18. VACATION LEAVE .................................................................................................................... 11
ARTICLE 19. HOLIDAYS ................................................................................................................................ 12
ARTICLE 20. PAID-TIME OFF (PTO) .............................................................................................................. 12
ARTICLE 21. INJURY ON DUTY ..................................................................................................................... 13
ARTICLE 22. ADMINISTRATIVE LEAVE / LIGHT DUTY .................................................................................. 13
ARTICLE 23. PERSONAL LIABILITY INSURANCE ............................................................................................ 14
ARTICLE 24. EDUCATIONAL REIMBURSEMENT ........................................................................................... 14
ARTICLE 25. TRAINING ................................................................................................................................ 14
ARTICLE 26. SALARIES AND BENEFITS ........................................................................................................ 14
ARTICLE 27. DURATION ............................................................................................................................... 15
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LABOR AGREEMENT
ASSISTANT POLICE CHIEFS
2022-2024
This Agreement dated June 7, 2022, is made and entered into by and between the City of Golden Valley,
hereinafter referred to as the Employer and Law Enforcement Labor Services, Local #485, representing
the Golden Valley Assistant Police Chiefs, 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: Law Enforcement Labor Services Local (LELS)
EMPLOYEE: A member of the exclusively recognized bargaining unit
OFFICER: Officer elected or appointed by the Union.
MEMBER: A member of the LELS Local 485 to which this contract applies.
DAY: One eight-hour period, unless otherwise specified
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 Minn. Stat.
179A.03, subd. 8, for employees of the Golden Valley bargaining unit identified by the
Bureau of Mediation Services, Certification Unit Determination Order dated September
10, 2021, Case No. 22PCE0331 and described as:
• All licensed peace officers in the position of Assistant Chief of the Golden Valley
Police Department, Golden Valley, Minnesota, who are public employees within the
meaning of Minn. Stat. 179A.03, subd. 14, excluding supervisory and confidential
employees.
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.
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ARTICLE 3. EMPLOYER AUTHORITY
Section 1. The Union and Employer recognize and accept that the management, direction and
control of the Police 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. The 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 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 workday, 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, policies, 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.
Section 3. Any terms and conditions of employment not specifically established or modified by this
Agreement shall remain solely with the discretion of the Employer to modify, establish,
or eliminate.
ARTICLE 4. UNION SECURITY
Section 1.
A. The Employer agrees to cooperate with the Union in the deduction of regular monthly
dues, for those Employees who request in writing to have regular monthly Union dues
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checked off by payroll deduction. The Employer agrees to remit such regular monthly
dues in a manner to be determined by the Union and Employer.
B. The Union agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders, or judgments 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 Employer agrees to electronically disseminate all promotional opportunities within
the Bargaining Unit; to publish the method by which promotions shall be made within
the Bargaining Unit; and to make copies of all work rules and regulations available to
Employees.
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.
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
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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 is 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:
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 shall be done within
fourteen (14) calendar days from the occurrence of the believed violation or
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from when the Employee became aware of it. The Employee shall submit the
grievance in writing to the supervisor at the time of the discussion with the
supervisor. The supervisor shall 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 Employer-designated Step 2
Representative within ten (10) calendar days of the Step 1 written response. The
Step 2 Representative shall render an answer, in writing, within ten (10) 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 Employer-designated
Step 3 Representative. This shall be submitted within ten (10) days of receipt of
the Step 2 answer. The Step 3 Employer-designated Representative shall render
a written answer within ten (10) days from receipt of the Step 3 grievance and
the answer shall be transmitted to the Employee and the Union. Where no
Employer Step 3 Representative is appointed, the grievance shall progress from
Step 3 to Step 4.
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
ten (10) days of receipt of Employer's Step 3 answer. The Union shall notify the
Bureau of Mediation Services within ten (10) calendar days of the notice of
appeal to the Employer that the Union is submitting the matter to mediation.
The Union or the Employer may elect to participate in mediation prior to
arbitration.
Step 5. A grievance unresolved in Step 4 through mediation may be appealed by the
Employee and THE UNION to Step 5. Notification of intent to appeal to Step 5
and filing for arbitration shall be made within ten (10) days of the conclusion of
mediation. The selection of an arbitrator shall be made in accordance with the
rules and regulations as established by the Bureau of Mediation Services or
applicable law.
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.
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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 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 5 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 5 of Article 8.
ARTICLE 9. SAFETY
The Employer and 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.
ARTICLE 10. SENIORITY AND TIME IN GRADE
Section 1. Definition. Seniority shall mean an Employee's length of services as a licensed police
officer with the Department since their last date of hire. An Employee's continuous
service record shall be broken only by separation from service by reasons of resignation,
discharge for cause, retirement, death or leave of absence without pay. When two or
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more Employees have the same seniority date, their position on the seniority list shall
be determined by a coin toss. Time in grade shall mean an Employee's length of service
in his or her current rank with the department since their last date of promotion. Time
in grade may only be broken by the same acts as defined above for seniority. When two
or more Employees have the same time in grade list, their position on the time in grade
list shall be determined by a coin toss. .
Section 2. Lay Offs. When a reduction in the work force becomes necessary, the Employee with
the least seniority shall be laid off first. The last Employee laid off shall be the first to be
recalled for work. No new Employees shall be hired until the lay-off list has been
exhausted. If a reduction in the number of assistant police chief becomes necessary, the
Assistant Police Chief with the least time in grade shall be permitted to move to a sworn
position of lesser rank.
Section 3. Probationary Employees. During the probationary period, a newly hired or rehired
Employee may be discharged at the sole discretion of the Employer. During the
probationary period, a promoted Employee shall be returned to their previous position
if the promoted employee fails to complete the probationary period with satisfactory
performance, at the sole discretion of the Employer. The probationary period shall be
one (1) year for promoted Employees and one (1) year for new Employees from date of
hire.
ARTICLE 11. 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. An Employee who is to be suspended, demoted, or discharged, shall receive a written
statement of cause of the suspension, demotion, or discharge within 72 hours after the
action has been taken. Suspension will set forth the time period for which the
suspension shall be effective. Demotions will state the classification to which the
Employee is demoted. The Union shall be provided with a copy of such notice.
Section 3. Written reprimands, notices of suspension or demotion and notices of discharge which
are to become part of an Employee's personnel file shall be read and acknowledged by
signature of the Employee. 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
Employee will receive a copy of such reprimands and/or notices.
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Section 4. Employees shall have the opportunity to request to have a representative present when
a Garrity Warning is given prior to being questioned regarding a possible disciplinary
action.
Section 5. Employees may not be suspended without pay for more than sixty (60) working days in
any calendar year. Discharges will be preceded by a five (5) calendar day suspension
without pay.
Section 6. 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 7. Grievances relating to this Article may be initiated by the Union in Step 3 of the
grievance procedure.
ARTICLE 12. WORK SCHEDULES
Section 1. Sole authority in establishing work schedules is the Employer. The normal work year
shall consist of 2,080 hours to be accounted for by each Employee through schedule of
hours worked, holidays, roll call, training, vacations or 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.
Section 2. Changes in the format of duty schedules shall be posted two weeks in advance.
ARTICLE 13. COURT APPEARANCE
The City shall make reimbursements for necessary parking fees incurred when appearances in court are
required.
ARTICLE 14. SICK LEAVE
Each permanent full-time Employee shall be granted eight (8) hours sick leave with pay for each month
of full-time employment and will be allowed to accrue credit for earned sick leave to a total of eight
hundred (800) hours. For every day of sick leave an Employee earns after he/she has accumulated eight
hundred hours, he/she will be given credit for four (4) hours additional vacation and four (4) hours of
pay, computed at the end of each year. Sick leave shall not be considered as a privilege which an
Employee may use at his/her discretion but shall be allowed in the case of actual illness, legal
quarantine, or disability of the Employee, or because of death or critical illness in his/her immediate
family, or to receive dental or medical care or other sickness preventative measures. Employees
claiming sick leave may be required to file competent written evidence that he/she has been absent as
authorized above, that he/she has been under treatment and supervision of a doctor or dentist who
recommended work not be performed.
If Employee has been incapacitated for the period of his/her absence or a major part thereof, he/she
may be required to provide evidence that he/she is again physically able to perform his/her duties. Sick
leave shall be computed on a working day basis when used.
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Sick leave is intended as a benefit primarily to the Employee himself/herself and as a protection or
insurance of earning power. While it is permitted due to death or critical illness in the immediate family,
it is intended to be available on a restricted basis and in limited amounts for this purpose. For
discretionary attendance on family illness or medical needs, vacation or leave of absence should be
used. All provisions and definitions of the Family and Medical Leave Act are incorporated into this sick
leave provision.
Employees hired under the PTO plan are subject to the provisions under Article 19.
ARTICLE 15. FUNERAL LEAVE
Up to five days leave with pay without deduction from sick leave or PTO shall be granted to death of
spouse, domestic partner, child, or stepchild. Up to three days sick leave or PTO where applicable shall
be granted for death in the immediate family or person residing as a member of the employee's
immediate household and up to one day in the case of death in the next degree of kindred.
Immediate family includes any person having the following relationship to an employee or a living or
deceased spouse or domestic partner:
• parent
• mother-in-law/father-in-law
• sister/brother
• sister-in-law/brother-in-law
• son-in-law/daughter-in-law
• grandparents
• grandparents-in-law
• grandchildren
• stepparents and legal guardians
ARTICLE 16. TERMINATION PAY
Section 1. Termination removes job rights and benefits and rehire status benefits as with a new
Employee. Employees who have been laid off, retired, or who otherwise leave the City in good standing
shall be eligible for termination pay as follows:
• Employees who accrue sick and vacation leave are eligible for payout of 100% of their accrued
unused vacation time and 1/3 of their accrued unused sick time.
• Employees who accrue PTO are eligible for payout of 100% of accrued unused PTO.
All termination pay outs are subject to the terms and conditions of the post-employment healthcare
savings plan. After 10 years of service or PERA certifiable disability that results in termination of
employment, Employees shall receive 1 day of pay for each full year of service to the City. In the event
of death, payment shall be made to the Employee’s survivor.
ARTICLE 17. LEAVES OF ABSENCE
Section 1. Jury Duty. Employees called for jury duty shall suffer no loss in their normal salary.
Employees claiming jury duty pay shall sign over all jury duty fees to the Employer.
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Section 2. Military Service. Employees serving in the military shall suffer no loss in their normal
salary to the extent provided by Minnesota Law or Federal Law.
Section 3. Illness or Injury. A leave of absence without pay may be granted by the City Manager for
up to 90 days for extended illness or personal hardship if such absence would not be
detrimental to the Employer's work program. The Employee shall not be entitled to
accrue leave or seniority while on a leave of absence without pay granted pursuant to
this section.
Section 4. Pregnancy and Parenting Leave. Employees shall be eligible for pregnancy and parenting
leave granted in the Employee Handbook (See Time Away from Work Section of
Employee Handbook). The City shall not reduce the amount of leave available to
employees under this section without agreement of the parties.
Section 5. Military. Employees shall be granted unpaid military leaves consistent with applicable
Minnesota Statutes. Requests shall be made in writing to the City Manager.
ARTICLE 18. VACATION LEAVE
Section 1. Employees hired prior to January 1, 2009 shall be entitled to a paid vacation based upon
service in the prior years. Annual leave shall be earned as follows:
Vacation Accrual Schedule: Public Safety Employee
Years of Service Vacation Accrual per Pay
Period
Vacation Time per Year Maximum Vacation
Accrual
Date of Hire until completion of 5
years
6.77 hours 10 days (2 weeks) 168 hours
Over 5 years until completion of
10 years
8.31 hours 15 days (3 weeks) 248 hours
Over 11 years 8.62 hours 16 days 264 hours
Over 12 years 8.92 hours 17 days 280 hours
Over 13 years 9.23 hours 18 days 296 hours
Over 14 years 9.54 hours 19 days 312 hours
Over 15 years 9.85 hours 20 weeks 328 hours
Over 16 years 10.15 hours 21 days 344 hours
Over 17 years 10.46 hours 22 days 360 hours
Over 18 years 10.77 hours 23 days 376 hours
Over 19 years 11.08 hours 24 days 392 hours
Over 20 years and above 11.39 hours 25 days (5 weeks) 408 hours
Section 2. Vacations will, so far as possible, be granted at times most desired by the Employee
except that the Employer shall have the final right to allot vacations in order to ensure
the orderly operation of the City.
Section 3. Employees shall be permitted to carry-over two (2) times their current accumulation
from one calendar year to the next.
Section 4. Employees hired under the PTO plan are subject to the provisions under Article 20.
Section 5. Employees who are not on the PTO plan and who have a balance of over 800 hours of
sick leave may elect to receive a cash payout of vacation hours accrued equal to the
number of sick hours the Employee sells back, provided the employee’s completed cash
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out election form is submitted to the City on or before December 1 of the prior calendar
year.
Employees will be paid the amount of vacation they have elected to convert to a cash
payment mid-December of the year in which it is accrued, provided that they have
accrued over 800 hours of sick leave and sufficient vacation hours to satisfy the election.
If the Employee has not accrued sufficient sick leave to satisfy the full amount of the
election, the City will pay out the amount of accrued vacation available. An Employee’s
election is irrevocable.
ARTICLE 19. HOLIDAYS
Employee’s work schedules may be made without regard for weekends and holidays. In view of this fact,
each Employee is granted twelve (12) days of leave (with one of those days as an unnamed floating
holiday) each year in lieu of holidays. Holiday leave is added to vacation leave or PTO leave on a pro rata
basis each pay period and shall be credited whether or not the Employee is scheduled to work on a
holiday.
These days must be taken during the year earned, except one (1) holiday may be carried over to the
following year. Arrangements for taking vacation or PTO time must be arranged in advance with the
supervisor in charge of the work schedule.
Should the City approve the addition of any additional holidays for any Employee, the City shall increase
the granted number of holidays to Employees covered by this Agreement simultaneously.
ARTICLE 20. PAID-TIME OFF (PTO)
Section 1. Employees hired after December 31, 2008, shall participate in the City's PTO plan and
shall have all of the rights and benefits granted in the Employee Handbook. PTO shall be
earned as follows:
PTO Accrual Schedule: Public Safety Employee
Years of Service Number of 8-
Hour Days
PTO Hours Per
Pay Period
Holiday Hours
Accrued Per Pay
Period
PTO + Holiday
Total Hours
Accrued Per Pay
Period
Maximum
Accrual in
Hours
Required
Accrual Balance
for PTO Payout
0-5 17 5.23 3.69 8.92 348 232
Over 5 22 6.77 3.69 10.46 408 272
Over 11 23 7.08 3.69 10.77 420 280
Over 12 24 7.38 3.69 11.07 432 288
Over 13 25 7.69 3.69 11.38 444 296
Over 14 26 8.00 3.69 11.69 456 304
Over 15 27 8.31 3.69 12.00 468 312
Over 16 28 8.62 3.69 12.31 480 320
Over 17 29 8.92 3.69 12.61 492 328
Over 18 30 9.23 3.69 12.92 504 336
Over 19 31 9.54 3.69 13.23 516 344
Over 20 32 9.85 3.69 13.54 528 352
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Section 2. PTO will, so far as possible, be granted at times most desired by the Employee except
that the Employer shall have the final right to allot paid time off in order to ensure the
orderly operation of the City.
Section 3. Employees may elect to receive a cash payout of up to 48 hours of accrued PTO,
provided the Employee’s PTO balance exceeds the minimum balance for PTO payout
shown in the table above, and the Employee’s completed election form is submitted to
the City on or before December 1 of the prior calendar year.
Employees will be paid the amount of PTO they elected to convert to a cash payment on
or near December 15 of the payout year. An Employee’s election is irrevocable, and final
approval of the cash payout will occur in the calendar year of the payout.
ARTICLE 21. INJURY ON DUTY
Employees injured during the performance of their duties for the Employer and thereby rendered
unable to work for the Employer will be paid the difference between the Employer's regular pay and
Worker's Compensation insurance payments for a period not to exceed one hundred twenty (120)
working days per injury, not charged to the Employee's vacation, sick leave, PTO or other accumulated
paid benefits, after a three (3) working days initial waiting period per injury. The three (3) working days
waiting period shall be charged to the Employee's sick leave or PTO account less Worker's Compensation
insurance payments.
ARTICLE 22. ADMINISTRATIVE LEAVE / LIGHT DUTY
The City recognizes that from time to time, as a result of traumatic incidents happening on the job,
Employees may experience stress reactions or other emotional problems that impact their ability to
work efficiently and effectively. In light of the foregoing, the City's decision to grant administrative leave
or light duty will be based on the following criteria:
1. That the Employee is referred to a psychologist or other qualified mental health
professional by the Police Chief. Self-referral with the concurrence of the department
head will be deemed to be referral by the City.
2. The cost of any evaluation recommended by the Department will be borne by the City
and the time spent by the Employee undergoing the evaluation will be considered duty
time.
3. Administrative leave/light duty shall be granted based on the recommendation of the
Evaluator and a finding that the need for administrative leave/light duty is reasonably
related to an incident occurring in the course and scope of the Employee’s employment
with the City.
4. The Police Chief will be advised of all findings and recommendations of the Evaluator,
excluding any background material that led to the finding and recommendation.
5. Any administrative leave/light duty granted will be for the purpose of obtaining
treatment and/or counseling or participating in other activities prescribed by
medical/mental health Evaluator.
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6. Light duty or other assignment, consistent with medical recommendations may be
granted. Persons on special assignment or light duty shall not be eligible for any special
assignment pay unless they were so assigned at the time administrative leave or light
duty was granted.
7. Treatment for drug and alcohol rehabilitation is specifically excluded from consideration
for administrative leave.
ARTICLE 23. PERSONAL LIABILITY INSURANCE
The City will maintain current personal injury liability insurance coverage throughout the duration of the
contract. The Employer shall furnish legal counsel to defend any police officer in all actions brought
against such officer to recover damages for alleged false arrest or alleged injury to person, property, or
character, when such alleged false arrest or alleged injury to person, property, or character was the
result of an arrest made by such officer in good faith and in the performance of his or her official duties
and pay reasonable costs and expenses of defending such suit, including witness fees and reasonable
counsel fees.
ARTICLE 24. EDUCATIONAL REIMBURSEMENT
The City will reimburse 100% of the Employee expenses per calendar year, up to the non-taxable IRS
maximum, for tuition, fees, and books required for job-related-educational courses upon completion of
the course provided that:
1. The course has received prior approval of the Employee's department head and the City
Manager.
2. The Employee attains a passing grade or, if the course is not graded, the Employee
satisfactorily completes the course.
3. The Employee's attendance at course sessions is satisfactory.
4. No other reimbursement is claimed or applied for from another agency or source.
ARTICLE 25. TRAINING
The City will provide training to meet Post Board Certification standards and will pay for ongoing Post
Board licenses required of each Assistant Police Chief.
ARTICLE 26. SALARIES AND BENEFITS
Salary Effective April 25, 2022, the Assistant Police Chief classification pay grade shall be
increased to Grade 18. Step increases shall occur on the date of the Employee’s service
anniversary in accordance with established City policies. Wage rates are as follows:
1 2 3 4 5 6 7
$52.58/hr
($4,206.40
bi weekly)
$55.16/hr
($4,412.80
bi weekly)
$57.86/hr
($4,628.80
bi weekly)
$60.70/hr
($4,856 bi
weekly)
$63.67/hr
($5,093.60 bi
weekly)
$66.79/hr
($5,343.20
bi weekly)
$70.06/hr
($5,604.80 bi
weekly)
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Effective January 1, 2023, wages shall be increased by a minimum 2% COLA increase, which may be
adjusted higher at the City’s discretion based on the City’s 2023 Budget. Employees shall receive the
same 2023 and 2024 COLA increases as non-union City employees, which shall not be less than 2%.
Market Adjustment Implementation Plan
Upon moving from Grade 17 to Grade 18 as outlined in the table above, all full-time regular Assistant
Police Chiefs shall be placed at Step 7. All Acting Assistant Police Chiefs shall be placed into the new pay
grade pursuant to the terms of the applicable MOU.
Health Insurance
The City will contribute the same dollar amount per month in 2022 toward health insurance that
it contributes to all other Golden Valley employees, including $20 per month for those who
successfully participate in the wellness initiative in 2022.
The City shall make health insurance coverage, including the City insurance contribution,
effective the first of the month following the employee's start date.
Disability Insurance
The City will provide Long Term Disability Insurance to the employees.
Uniforms
The City will provide uniforms and equipment, to include the purchase of the employee’s service
firearm and any required accessories.
Working Out of Classification
In the absence of the Chief of Police where the Chief of Police is not able to reasonably direct
the operations of the Police Department, the City Manager shall designate an Assistant Police
Chief to be the Acting Chief of Police.
Take-home Vehicle
The City shall provide Employees a take-home vehicle for business-related purposes. All fuel,
insurance, maintenance, and repairs shall be covered by the Employer. Employees shall be
allowed to make non-work-related incidental stops immediately before, during, or immediately
following their workday.
ARTICLE 27. DURATION
The term of this Agreement shall be from January 1, 2022 through December 31, 2024. This Agreement
shall remain in full force after the date of expiration until the Employer and/or the Union request to
engage in negotiations.
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____________________________ __________________________________
City of Golden Valley Law Enforcement Labor Services
Timothy Cruikshank, City Administrator Jon Gates, Business Agent
____________________________ __________________________________
City of Golden Valley Law Enforcement Labor Services
Shepard Harris, Mayor Alice White, Union Steward