IV.3. Approval of 2021-2022 Union Contract with Local 49; Lenz
February 16, 2021 City Council Report 2021-011
Approval of 2021-2022 Union Contract with Local 49
Proposed Action: Staff recommends the following motions: Move approval of the 2021-2022
Contract with Local 49 Public Works.
This will ratify a two-year contract with Local 49.
Overview
This union consists of the Public Works employees in the following classifications: Maintenance
Worker, Maintenance Lead Worker, Equipment Maintenance Specialist, Utilities Assistant,
Utilities Worker, and Utilities Foreman. The union is has 23 budgeted positions. These
positions are the non-supervisory positions responsible for maintaining the City’s infrastructure,
equipment and open spaces.
The contract calls for a 2.0% wage increase effective January 1, 2021, and 2.0% increase effective
January 1, 2022. Insurance premiums in 2021 increased by 14.9% the Local 49’s insurance
contributions lagged slightly behind other unions because of the POA arbitration award in 2019
and their contract not having an opener for insurance in 2020. The City has adjusted their
contribution to be consistent with the other unions going forward.
Primary Issues to Consider
What other economic issues are included in the new contract?
How does this agreement fit with the 2021 Budget?
Analysis of Issues
What other economic issues are included in the new contract?
We adjusted the master mechanic premium incentive to $1.50 from $1.00 per hour.
How does this agreement fit with the 2021 Budget?
The cost of the contract is within the 2021 budget.
Options
1. Approve the contract.
2. Do not approve the contract. Staff would have to renegotiate the contract.
Staff recommends Options #1.
_____________________
Ari Lenz, Assistant City Manager
Financial Impact: Approx. $78,000 (2021) Budgeted Y/N: _Y___ Source: General Fund
Notes: Full copy of contract included in the packet.
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LABOR AGREEMENT
BETWEEN THE
CITY OF HOPKINS
AND
INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL No. 49
AFL-CIO
January 1, 2021 through December 31, 2022
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Table of Contents
ARTICLE 1 PURPOSE OF AGREEMENT 4
ARTICLE 2 RECOGNITION 4
ARTICLE 3 UNION SECURITY 4
ARTICLE 4 EMPLOYER SECURITY 5
ARTICLE 5 EMPLOYER AUTHORITY 5
ARTICLE 6 EMPLOYEE RIGHTS – GRIEVANCE PROCEDURE 5
ARTICLE 7 DEFINITIONS 8
ARTICLE 8 SAVINGS CLAUSE 9
ARTICLE 9 WORK SCHEDULES 9
ARTICLE 10 OVERTIME PAY 10
ARTICLE 11 COMP TIME 10
ARTICLE 12 CALL BACK 10
ARTICLE 13 LEGAL DEFENSE 11
ARTICLE 14 RIGHT OF SUBCONTRACT 11
ARTICLE 15 DISCIPLINE 11
ARTICLE 16 SENIORITY 11
ARTICLE 17 PROBATIONARY PERIODS 12
ARTICLE 18 SAFETY 12
ARTICLE 19 JOB POSTING 12
ARTICLE 20 INSURANCE 13
ARTICLE 21 WAGES 14
ARTICLE 22 HOLIDAYS 15
ARTICLE 23 SICK LEAVE 15
ARTICLE 24 FLEX LEAVE 16
ARTICLE 25 VACATIONS 17
ARTICLE 26 STANDBY PAY 18
ARTICLE 27 TUITION REFUND 18
ARTICLE 28 SEVERANCE PAY 18
ARTICLE 29 COMMERCIAL DRIVERS LICENSE 19
ARTICLE 30 LIFE INSURANCE 19
ARTICLE 31 UNIFORMS 19
ARTICLE 32 EYEGLASS REPLACEMENT 19
ARTICLE 33 WAIVER 19
ARTICLE 34 ADVANCE RESIGNATION NOTICE PROGRAM 19
ARTICLE 35 POST EMPLOYMENT HEALTH PLAN 19
ARTICLE 36 DURATION 20
APPENDIX A
1: WAGES
2: LICENSES, PREMIUMS & INCENTIVES
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3: EDUCATIONAL UPGRADE PROGRAM
4: MASTER MECHANIC UPGRADE PROGRAM
5: SEASONAL DISRUPTION PAY
6: CLASSIFICATIONS
APPENDIX B
1: MOU COMMERCIAL DRIVER’S LICENSE
2: MOU CENTRAL PENSION FUND
3: MOU SUMMER HOURS
4: MOU TRAINEE PROGRAM
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ARTICLE 1 PURPOSE OF AGREEMENT
This AGREEMENT is entered into between the City of Hopkins 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 this 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.
ARTICLE 2 RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative for all employees
in the job classifications listed below who are public employees within the meaning of
Minn. Stat. 179A.03, Subdivision 14 excluding supervisory, confidential and all other
employees:
Maintenance Worker
Maintenance Lead Worker
Equipment Maintenance Specialist
Utilities Assistant
Utilities Worker
Utilities Foreman
ARTICLE 3 UNION SECURITY
3.1 The UNION will obtain written authorization from the employee for the deduction
from wages of union dues established by the union.
3.2 The EMPLOYER shall remit such deduction to the appropriate designated officer
of the UNION.
3.3 The UNION may designate certain employees from the bargaining unit to act as
Stewards and shall inform the EMPLOYER in writing of such choice.
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3.4 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 4 EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this AGREEMENT it will not cause,
encourage, participate in or support any strike, slow down, other interruption of or
interference with the normal functions of the EMPLOYER.
ARTICLE 5 EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all
personnel, facilities, and equipment; to establish functions and programs; to set
and amend budgets; to determine the utilization of technology; to establish and
modify the organizational structure; to select, direct and determine the number of
personnel; to establish work schedules; and to perform any inherent managerial
function not specifically limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically established or modified by
this AGREEMENT shall remain solely within the discretion of the EMPLOYER to
modify, establish, or eliminate.
ARTICLE 6 EMPLOYEE RIGHTS – GRIEVANCE PROCEDURE
6.1 DEFINITION OF A GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpre tation or
application of the specific terms and conditions of this AGREEMENT.
6.2 UNION REPRESENTATIVE
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.
6.3 PROCESSING OF A GRIEVANCE
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
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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
the 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.
6.4 PROCEDURE
Grievances, as defined by Section 6.1, shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation concerning the interpretation or
application of this AGREEMENT shall, within twenty-one (21) calendar days after
such alleged violation has occurred, present such grievance to the employee’s
supervisor as designated by the EMPLOYER. The EMPLOYER -designated
representative will discuss and give an answer to such Step 1 grievance within ten
(10) calendar days after receipt. A grievance not resolved in Step 1 and appealed
to Step 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 appealed 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
UNION within ten (10) calendar days shall be considered waived.
Step 2. If appealed, the written 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 (10) 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.
Step 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 the EMPLOYER’S
answer in writing within ten (10) calendar days after receipt of such Step 3
grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within
ten (10) calendar days following the EMPLOYER-designated representative’s final
answer in Step 3. Any grievance not appealed in writing to Step 4 by the UNION
within ten (10) calendar days shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed in Step 4 shall be
submitted to the Minnesota Bureau of Mediatio n Services. A grievance not
resolved in Step 4 may be appealed to Step 5 within ten (10) calendar days
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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 by the UNION
shall be submitted to arbitration subject to the provisions of the Public Employment
Labor Relations Act of 1971, as amended. The EMPLOYER and the UNION
representative shall endeavor to select a mutually acceptable arbitrator to hear and
decide the grievance. If the EMPLOYER and the UNION representative are
unable to agree on an arbitrator, they may request from the Director of the Bureau
of Mediation Services, State of Minnesota, a list of five (5) names. The list
maintained by the Director of the Bureau of Mediation Services shall be made up
of qualified arbitrators who have submitted an application to the Bureau. The
parties shall alternately strike names from the list of five (5) arbitrators until only
one (1) name remains. The remaining arbitrator shall hear and decide the
grievance. If the parties are unable to agree on who shall strike the first name, the
question shall be decided by a flip of a coin.
6.5 ARBITRATOR’S AUTHORITY
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 the close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an 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 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 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.
6.6 WAIVER
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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 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 t he
grievance to the next step. The time limit in each step may be extended by mutual
agreement of the EMPLOYER and the UNION.
6.7 CHOICE OF REMEDY
If, as a result of the EMPLOYER response in Step 4, the grievance remains
unresolved, and if the grievance involves the suspension, demotion, or discharge
of an employee who has completed the required probationary period, the
grievance may be appealed either to Step 5 of ARTICLE 6 or a procedure such
as: Civil Service, Veteran’s Preference, or Fair Employment. If appealed to any
procedure other than Step 5 of ARTICLE 6 the grievance is not subject to the
arbitration procedure as provided in Step 5 of ARTICLE 6. The aggrieved
employee shall indicate in writing which procedure is to be utilized – Step 5 of
ARTICLE 6 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 6.
ARTICLE 7 DEFINITIONS
7.1 Union: The International Union of Operating Engineers, Local No. 49, AFL-CIO.
7.2 Employer: The City of Hopkins.
7.3 Union Member: A member of the International Union of Operating Engineers,
Local No. 49, AFL-CIO.
7.4 Employee: A member of the exclusively recognized bargaining unit.
7.5 Base Pay Rate: The employee’s hourly pay rate exclusive of longevity or any
other special allowance.
7.6 Seniority: Length of continuous service in any of the job classifications covered
by ARTICLE 2 – 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 their 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.
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7.7 Severance Pay: Payment made to an employee upon honorable termination of
employment.
7.8 Overtime: Work performed at the express authorization of the EMPLOYER in
excess of either eight (8) hours within a twenty-four (24) hour period (except for
shift changes) or more than forty (40) hours within a seven (7) day period.
7.9 Call Back: Return of an employee to a specified work site to perform assigned
duties at the express authorization of the EMPLOYER at a time other than an
assigned shift. An extension of or early report to an assigne d shift is not a call
back. An extension of call back in order to perform an additional task does not
qualify for a separate call-back compensation unless the employee has already
departed from the original call-back.
ARTICLE 8 SAVINGS CLAUSE
This AGREEMENT is subject to the laws of the United States, the State of Minnesota,
and the City of Hopkins. In the event any provision of this AGREEMENT shall be held to
be contrary to 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
provision may be renegotiated at the request of either party.
ARTICLE 9 WORK SCHEDULES
9.1 The sole authority in work schedules is the EMPLOYER. The normal work day for
an employee shall be eight (8) hours. The normal work week shall be forty (40)
hours Monday through Friday.
9.2 Service to the public may require the establishment of regular shifts for some
employees on a daily, weekly, seasonal, or annual basis other th an the normal
7:00 am– 3:00 pm day. The EMPLOYER will give seven (7) days advance no tice
to the employees affected by the establishment of work day’s difference from the
employee’s normal eight (8) hour work day.
9.3 For Park’s Division employees who are required to flood ice rinks, a three (3) day
notice is required.
9.4 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 notice need be given. It is not required that an employee
working other than the normal work day be scheduled to work more than eight (8)
hours, however, each employee has an obligation to work overtime or call back if
requested unless unusual circumstances prevent the employee from so working.
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9.5 Service to the public may require the establishment of regular work weeks that
schedule work on Saturdays and/or Sundays.
ARTICLE 10 OVERTIME PAY
10.1 Hours worked in excess of eight (8) hours within a twenty-four (24) hour period
(except for shift changes) or more than forty (40) hours within a seven (7) day
period will be compensated for at one and one-half (1½) times the employee’s
regular base pay rate.
10.2 Overtime will be distributed according to Department/Division with the senior
qualified employee having first choice. If additional workers are needed, the senior
qualified employee outside of the Department/ Division would have first choice.
The EMPLOYER will determine what overtime shall be assigned to which
Department or Division. The EMPLOYER will also determine what constitutes a
“qualified employee”.
10.3 For the purpose of computing overtime compensation, overtime hours worked shall
not be pyramided, compounded, or paid twice for the same hours worked.
ARTICLE 11 COMP TIME
11.1 Comp Time may be given instead of overtime pay. The Comp Time must be
given at a rate of one and one-half (1½) hours per overtime hour worked.
11.2 Comp Time shall be limited to a maximum accrual of forty (40) hours. The use of
Comp Time is similar to the use of Vacation and Flex Leave. Employees must
request the use of Comp Time from their supervisors.
11.3 At the employee’s request, Comp Time may be cashed out annually the first full
payroll in December.
ARTICLE 12 CALL BACK
An employee called in for work at a time other than the employee’s regularly scheduled
shift will be compensated for a minimum of three (3) hour’s pay at one and one-half (1½)
times the employee’s base pay rate.
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ARTICLE 13 LEGAL DEFENSE
13.1 Employees involved in litigation because of negligence, ignorance of laws, non -
observance of laws, or as a result of employee judgmental decision may not
receive legal defense by the City.
13.2 Any employee who is charged with a traffic violation, ordinance violation or criminal
offense arising from acts performed within the scope of the employee’s
employment, when such act is performed in good faith and under direct order of
the employee’s supervisor, shall be reimbursed for reasonable attorney’s fees and
court costs actually incurred by such employee in defending against such charge.
13.3 Mechanic’s Liability: Any decision that is made in good faith by any employee
would be supported by the City. Police Officers, for example, are sued based upon
actions taken and decisions made. The City and the League of Minnesota
Insurance Trust defend against these lawsuits. For an employee not to be
defended there would have to be reckless disregard for saf ety, policies and
procedures.
ARTICLE 14 RIGHT OF SUBCONTRACT
Nothing in this AGREEMENT shall prohibit or restrict the right of the EMPLOYER from
subcontracting work performed by employees covered by this AGREEMENT.
ARTICLE 15 DISCIPLINE
15.1 The EMPLOYER will discipline employees who have completed the required
probationary period only for just cause. During the initial probationary period, an
employee may be disciplined without the right of grievance or appeal.
15.2 An employee(s) will not be required to participate in an investigatory interview by
the EMPLOYER where the information gained from the interview could lead to the
discipline of the employee(s) unless the employee(s) is given the opportunity to
have the UNION representative and/or a third p arty present at the interview to act
as a witness for the employee(s).
15.3 A copy of a written reprimand to any employee covered by this AGREEMENT shall
be forwarded to the UNION.
ARTICLE 16 SENIORITY
16.1 Seniority will be the determining criterion for transfers, promotions and lay offs only
when all job-relevant qualification factors are equal.
16.2 Seniority will be the determining criterion for recall when the job -relevant
qualification factors are equal. Recall rights under this provision will c ontinue for
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twenty-four (24) months after lay off. Recalled employees shall have ten (10)
working days after notification of recall by registered mail at the employee’s last
known address to report to work or forfeit all recall rights.
ARTICLE 17 PROBATIONARY PERIODS
17.1 All newly hired or rehired employees will serve a one (1) year probationary period.
17.2 All employees will serve a six (6) months’ probationary period in any job
classification in which the employee has not served a probationary perio d.
17.3 At any time during the probationary period a newly hired or rehired employee may
be terminated at the sole discretion of the EMPLOYER.
17.4 At any time during the probationary period a promoted or reassigned employee
may be demoted or reassigned to the employee’s previous position at the sole
discretion of the EMPLOYER.
ARTICLE 18 SAFETY
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.
ARTICLE 19 JOB POSTING
19.1 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 those applicants:
19.1.1 have the necessary qualifications to meet the standards of the job
vacancy; and
19.1.2 have the ability to perform the duties and responsibilities of the job
vacancy.
19.2 Employees filling a higher job class based on the provisions of this ARTICLE shall
be subject to the conditions of ARTICLE 7 (PROBATIONARY PERIOD).
19.3 The EMPLOYER has the right of final decision in the selection of employees to fill
posted jobs based on qualifications, abilities, and experience.
19.4 Job vacancies within the designated bargaining unit will be posted for five (5)
working days so that members of the bargaining unit can be considered for such
vacancies.
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19.5 It shall be the policy, whenever vacancies appear in the municipal service for full
time positions, to fill such vacancies by promotion of other fully qualified permanent
or temporary employees insofar as possible based upon employee qualifications
and ability to perform the required duties. If there are two (2) or more such
permanent employees in line for such promotion who possess equal qualifications,
it shall be the policy to give consideration to the senior employee.
19.6 A full-time employee who was laid off could be hired back as a seasonal laborer at
their full-time rate of pay. These employees would be el igible for insurance
benefits. Benefits would begin thirty (30) days after the first day of the month after
they are hired. If the employee is on COBRA, the City would pick up the cost of the
insurance until the employee became eligible for insurance benefits. Aft er the
employee was laid off again they would be eligible for an additional eighteen (18)
months of COBRA.
ARTICLE 20 INSURANCE
20.1 Effective January 1, 2021 the EMPLOYER will contribute the following
amounts:
Effective January 1, 2022 the EMPLOYER will contribute the following increase
amounts based off the total increase for the most expensive plan (for example, if
the total increase for the single plan was $100, the Employer would pay $95
towards the increase).
Employer Contribution Employee Contribution
Single 95% 5%
Single +1 75% 25%
Single +Children 75% 25%
Family 60% 40%
20.2 Employees with single insurance coverage, who were hired prior to March 1, 2004,
will be eligible to commit the difference between single coverage expense and the
EMPLOYER contribution to obtain certain mutually agreed appropriate benefits,
1/1/2021
Single 1,077.59
Employee + Spouse 1,769.63
Employee + Child(ren) 1,756.50
Family 1,801.70
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such as deferred compensation, additional insurance, or cash. If the benefit is
taken as cash, the amount will be reduced by payroll taxes.
20.3 Employees who choose to opt out of the City’s health insurance program will
receive Three Hundred Sixty dollars ($360.00) to obtain certain mutually agreed
appropriate benefits. Employees wishing to opt out must provide proof of
insurance coverage through another provider. In lieu of the Three Hundred Sixty
dollars ($360.00), employees hired after January 1, 2008, will receive Fifty dollars
($50.00) per month if they opt out of the City’s health insurance program.
20.4 In the event that health insurance provisions fail to meet the requirements of the
Affordable Care Act (ACA) and its related regulations or cause the Employer to be
subject to penalties, taxes, or fines; Union and Employer will meet immediately to
bargain over alternative provisions so as to comply with the ACA to avoid and/or
minimize any penalties, taxes, or fines for Employer.
ARTICLE 21 WAGES
21.1 The following system provides a method for employees to reach higher wage
levels based upon yearly assessments of their job knowledge, qualifications,
skills, and performance.
Effective January 1, 2021 Employees wages will be changed to those found in
Appendix A-1 Wage Schedule.
Effective January 1, 2022 Employees wages will be changed to those found in
Appendix A-1 Wage Schedule.
On the employee’s position anniversary date he/she will be eligible for a step
increase review. At the review date, the employee may move to the next step or
be held at the existing step depending on his/her performance during the year. In
the event of a hold, the employee will have a six month period to correct
deficiencies.
The City will monitor qualifications and will make every effort to provide
opportunities for employees to achieve the necessary training. The attainment of
qualifications is the joint responsibility of the employee and the City. An employee,
however, will not be held back from a scheduled step increase because of a failure
of the City to provide the necessary training.
Performance evaluations shall be conducted in accordance to the City of
Hopkins’ Performance Appraisal Policy.
21.2 Employees will be compensated for premiums as provided in Appendix A-2.
Employees will not receive premium license pay for extra licenses which are not
required to have as part of their regular duties.
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21.3 The Maintenance Worker who is designated as in -charge will be paid the
Maintenance Lead Worker Step 7 rate during the hours he or she is in charge.
21.4 SEASONAL/TEMPORARY EMPLOYEES. Employees employed by the
EMPLOYER on a seasonal or temporary basis for no more than 120 work days
per calendar year either in a full-time or part-time capacity (more than 14 hours per
week) will be paid at a rate set by the EMPLOYER which will not exceed 90% of
the lowest rate for Utility Locator. Such employees will not be eligible for any
benefits under this Labor Agreement between the City of Hopkins and Local 49
except those which may be required by law.
ARTICLE 22 HOLIDAYS
22.1 Paid holidays will include those ten (10) officially established under Minnesota
Statutes 645.44, except Columbus Day:
New Years Day
Martin Luther King’s Birthday
President’s Day
Memorial Day
July 4th
Veterans Day
Labor Day
Thanksgiving Day
Christmas Day
Plus, the Friday following Thanksgiving
22.2 Regular holidays are those for which all full-time probationary or regular employees
are eligible, immediately upon entering the City service.
ARTICLE 23 SICK LEAVE
Effective for employees hired prior to January 1, 2000 who have not switched to Flex
Leave.
23.1 Sick leave with pay shall be granted to all probationary or permanent full -time
employees at the rate of one (1) working day per each calendar month of full -time
service or major fraction thereof less sick leave used. Permanent part-time
employees will receive sick leave credit on a pro-rata basis. Sick leave shall be
computed on a calendar basis and may be accumulated.
23.2 Sick leave may be granted when necessary for personal illness, legal quarantine
or because of serious illness in the employee’s family as defined in Minn. Stat §
181.9413 or death of spouse, children, grandparents, grandchildren, parents,
brothers, sisters, mother-in-law, or father-in-law of employee.
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23.3 In order to be eligible for sick leave with pay the employee shall:
(a) Report promptly to his/her department head the reason for his/her
absence;
(b) Keep his/her department head at all times fully informed of his/her condition,
including written permission to the City Manager to make inquiries of such
employee’s physician, surgeon, or other health establishment.
(c) Submit a medical certificate for any absence at the request of the
department head.
(d) Furnish upon demand to the City Manager any other information or medical
certificate at any time that he/she may require.
23.4 No sick leave shall be granted except as permitted in this article and the claiming
of sick leave whenever herein prohibited may be cause for disciplinary action,
including transfer, suspension, demotion, or dismissal by the City Manager.
23.5 Any employee covered by this contract who is unable to work at his/her City
occupation because of injuries sustained by him/her during the course of such
employment and is, therefore, entitled to or receiving Worker’s Compensation, may
at his/her written request elect to receive his/her sick leave pay, and may
thereupon pay to the City all Worker’s Compensation which he/she receives, the
same to be credited to his/her sick leave account at his/her then basic monthly
rate.
23.6 The regular working time consumed by employees using earned vacation leave or
sick leave shall be considered to be working time for the purpose of accumulating
additional vacation leave or sick leave.
ARTICLE 24 FLEX LEAVE
24.1 The UNION hereby adopts the City of Hopkins ’ Flex Leave Program. UNION
members can continue on the existing vacation and sick leave program or choose
to participate in the Flex Leave Program. Employees who choose to participate in
the Flex Leave Program cannot return to the vacation and sick leave program. Full
details on the Flex Leave Program are available in the citywide policy.
LOCAL 49 Flex Leave Accrual Schedule
Flex Leave Accrual Schedule
Year Leave Year Leave Year Leave Year Leave Year Leave
Hours Hours Hours Hours Hours
1 168 6 200 11 224 16 248 21 248
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2 176 7 208 12 224 17 248 22 248
3 184 8 208 13 232 18 248 23 248
4 192 9 216 14 240 19 248 24 248
5 200 10 216 15 248 20 248 25 288
Note: Local 49 Holidays are paid directly and not included in flex leave accruals.
24.2 UNION employees hired after January 1, 2000, shall participate in the Flex Leave
Program. Employees of the bargaining unit will not be forced to accept Flex Leave
if they choose to remain in the existing Vacation/ Sick Leave program.
24.3 No Diminution of Benefits. The EMPLOYER will not diminish or decrease benefits
available under the Flex Leave Program while this AGREEMENT is in effect.
ARTICLE 25 VACATIONS
Effective for employees hired prior to January 1, 2000 who have not switched to Flex
Leave.
25.1 Each permanent and probationary employee shall earn vacation leave acco rding
to the following schedule:
Hours
0-5 years 104
After 5 years 144
After 10 years 152
After 11 years 160
After 12 years 168
After 13 years 176
After 14 years 184
After 25 years 224
25.2 Vacation leave may be used as earned, provided that the employee’s supervisor
shall in each case determine the time when such vacation leave may be taken.
25.3 Employees may accrue vacation leave to a maximum of 200% of their annual
entitlement. Any vacation leave days in excess of the amount hereunder permitted
to be accrued may be taken by the employee, after proper notice to and consent
by the employee’s supervisor, by absence from work on a day to day basis subject
to a call for work by the supervisor.
25.4 Any employee leaving the municipal service in good standing after giving proper
notice of such termination of employment shall be compensated for all vacation
leave accrued to the date of separation.
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25.5 No employee shall be permitted to waive vacation leave for the purpose of
receiving double pay.
ARTICLE 26 STANDBY PAY
26.1 It is mutually understood and agreed that employees of the Water/ Sewer Division
shall be eligible for standby pay to compensate them for additional duti es
performed.
26.2 Employees shall be compensated for one (1) hour at time and one-half (1½) for
each day they are required to be on standby duty. Employees shall be
compensated for two (2) hours at time and one-half (1½) for each Holiday they are
required to be on standby duty. Hours actually worked shall be paid at time and
one-half (1½). Standby duty is defined as a seven (7) day period wherein an
employee is required to respond to utility calls twenty-four (24) hours per day.
26.3 Employees required to be on standby duty on holidays will be paid for the holiday
plus time and one-half (1½) for any hours worked.
ARTICLE 27 TUITION REFUND
The employee may receive reimbursement for the cost of tuition and required text books
for those courses which have a direct relationship to the responsibilities embodied in the
employee’s position/ classification. The employee shall initially make payment for such
cost of tuition and required text books but shall be reimbursed upon submission of a
satisfactory grade (pass or C or better) for the course taken and paid receipt for the tuition
cost. Participating employees shall be required to receive prior department head approval
of each course taken in order to be eligible for reimbursement.
ARTICLE 28 SEVERANCE PAY
Effective for employees hired prior to January 1, 2000 who have not switched to Flex
Leave.
28.1 After completion of five (5) years continuous City employment, Employees shall be
entitled to severance pay calculated by either multiplying the total number of
continuous years in the City employment by the daily wage rate prevailing at date
of severance, at one and one-half (1½) days per year of such employment; or 20%
of accumulated sick leave if separation occurs after five (5) years but before fifteen
(15) years, 25% if separation occurs after fifteen (15) years but before twenty(20)
years, and 33-⅓% if separation occurs after twenty (20) years; whichever is
greater.
28.2 Such severance money shall be paid only in cases where separation occurs for
non-disciplinary reasons.
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ARTICLE 29 COMMERCIAL DRIVERS LICENSE
The City will pay the cost of endorsements to a Class B Driver’s License.
ARTICLE 30 LIFE INSURANCE
The City will provide a $10,000 basic life insurance policy for each employee.
ARTICLE 31 UNIFORMS
31.1 The EMPLOYER agrees to pay up to a maximum of Five Hundred dollars
($500.00) per year for uniforms for all employees covered under this
AGREEMENT. One hundred and fifty dollars ($150.00) of the five hundred will be
paid to each employee on the first pay period of the year by a separate check. This
contribution is taxable income.
ARTICLE 32 EYEGLASS REPLACEMENT
The City will continue to provide replacement for safety glasses which include safety
lenses and safety frames.
ARTICLE 33 WAIVER
33.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations
regarding terms and conditions of employment, to the extent inconsistent with the
provisions of this AGREEMENT, are hereby superseded.
33.2 The parties mutually acknowledge that during the negotiations which resulted in
this AGREEMENT, each had the unlimited right and opportunity to make demands
and proposals with respect to any terms or conditions of employment not removed
by law from bargaining. All agreements and understandings arrived at by the
parties are set forth in writing in this AGREEMENT for the stipulated duration of
this AGREEMENT. The EMPLOYER and the UNION each voluntarily and
unqualifiedly waives the right to meet and negotiate regarding any and all terms
and conditions of employment referred to or covered in this AGREEMENT or with
respect to any term or condition of employment not specifically referred to or
covered by this AGREEMENT, even though such terms or conditions may not have
been within the knowledge or contemplation of either or both parties at the t ime
this contract was negotiated or executed.
ARTICLE 34 ADVANCE RESIGNATION NOTICE PROGRAM
34.1 The City of Hopkins Advance Resignation Notice Program is hereby adopted.
ARTICLE 35 POST EMPLOYMENT HEALTH PLAN
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Commencing on January 1, 2008, all bargaining unit members shall participate in the
Minnesota State Retirement System (MSRS) Health Care Savings Plan (HCSP) pursuant
to Minnesota Statute §352.98, which shall be administered and provided by law.
The plan will be funded by 100% of severance pay and/or accumulated flex leave due to
the employee upon separation from employment with the City.
ARTICLE 36 DURATION
This AGREEMENT shall be effective as of January 1, 2021, and shall remain in full
force and effect until the 31st day of December, 2022.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on
this_________, day of ________________ 2021.
FOR THE CITY OF HOPKINS; FOR THE INTERNATIONAL UNION
OF OPERATING ENGINEERS, LOCAL
NO. 49;
Mike Mornson, City Manager Jason George, Business
Manager
Jason Gadd, Mayor Jonathan Turner, Area
Business Representative
Rick Perron, Union Steward
APPENDIX A
1: WAGES
2: LICENSES, PREMIUMS & INCENTIVES
3: EDUCATIONAL UPGRADE PROGRAM
4: MASTER MECHANIC UPGRADE PROGRAM
5: SEASONAL DISRUPTION PAY
6: CLASSIFICATIONS
APPENDIX A – 1: WAGES
The following are the wages for the length of the contract. Classifications can be found in
Appendix A – 5.
Maintenance Worker
STEP 1/1/2021 1/1/2022
1 $23.75 $24.21
2 $24.25 $24.74
3 $24.77 $25.27
4 $25.29 $25.80
5 $25.84 $26.36
6 $26.39 $26.92
7 $26.95 $27.49
8 $27.53 $28.08
9 $28.12 $28.68
10 $28.71 $29.28
11 $29.34 $29.93
12 $29.96 $30.56
13 $30.60 $31.21
Maintenance Lead Worker
STEP 1/1/2021 1/1/2022
1 $27.76 $28.32
2 $28.46 $29.03
3 $29.18 $29.76
4 $29.93 $30.53
5 $30.68 $31.29
6 $31.46 $32.09
7 $32.25 $32.90
8 $33.08 $33.74
9 $33.90 $34.58
10 $34.77 $35.47
11 $35.65 $36.36
12 $36.55 $37.28
13 $37.47 $38.22
Equipment Specialist
STEP 1/1/2021 1/1/2022
1 $27.76 $28.32
2 $28.40 $28.97
3 $29.04 $29.62
4 $29.70 $30.29
5 $30.38 $30.99
6 $31.07 $31.68
7 $31.77 $32.41
8 $32.50 $33.15
9 $33.24 $33.90
10 $34.00 $34.68
11 $34.76 $35.46
12 $35.56 $36.27
13 $36.37 $37.10
Utilities Assistant
STEP 1/1/2021 1/1/2022
1 $22.67 $23.12
2 $23.11 $23.57
3 $23.57 $24.04
4 $24.03 $24.51
5 $24.51 $25.00
6 $25.00 $25.50
7 $25.49 $26.00
8 $26.00 $26.52
9 $26.51 $27.04
10 $27.03 $27.57
11 $27.56 $28.11
12 $28.11 $28.67
13 $28.66 $29.23
Utilities Worker
STEP 1/1/2021 1/1/2022
1 $23.74 $24.21
2 $24.29 $24.78
3 $24.87 $25.37
4 $25.45 $25.96
5 $26.04 $26.56
6 $26.65 $27.18
7 $27.27 $27.82
8 $27.92 $28.48
9 $28.57 $29.14
10 $29.25 $29.84
11 $29.94 $30.54
12 $30.63 $31.24
13 $31.35 $31.98
Utilities Foreman
STEP 1/1/2021 1/1/2022
1 $31.72 $32.35
2 $32.46 $33.11
3 $33.21 $33.87
4 $33.97 $34.65
5 $34.77 $35.47
6 $35.58 $36.29
7 $36.41 $37.14
8 $37.26 $38.01
9 $38.12 $38.88
10 $39.00 $39.78
11 $39.91 $40.71
12 $40.84 $41.66
13 $41.78 $42.62
APPENDIX A – 2: LICENSES, PREMIUMS & INCENTIVES
Employees will not receive premium license pay for extra licenses which are not required
to have as part of their regular duties. The following premiums are added to the
employee’s hourly pay.
Maintenance Worker
Required Licenses:
Class B Commercial Driver’s License with Air Brake and Tanker endorsement
Eligible Premiums & Incentive Pay:
Class A-CDL $0.25
Educational Incentive (Appendix A-3) $2.00
Seasonal Disruption (Appendix A-5)
The positions below receive the following incentives/premiums as a result of specialized
training, licenses or responsibilities assigned to those in these position assignments.
These assignments are not simply filling in or assisting but positions responsible for
providing and overseeing services in these areas.
Forestry Assignment (License Required) $1.75
Refuse Assignment $1.75
Traffic Assignment $1.00
Pesticide Assignment (License Required) $0.35
Lead Maintenance Worker
Required Licenses:
Class B Commercial Driver’s License with Air Brake and Tanker endorsement
(Parks & Forestry)
Class A Commercial Driver’s License with Air Brake and Tanker endorsement
(Streets)
Tree Inspector (Forestry)
Eligible Premiums & Incentive Pay
Seasonal Disruption (Appendix A-5)
Equipment Specialist
Required Licenses:
Class A Commercial Driver’s License with Air Brake and Tanker endorsement
Eligible Premiums & Incentive Pay:
Master Mechanic (Appendix A-4) $1.50
Seasonal Disruption (Appendix A-5)
UTILITIES ASSISTANT
Required Licenses:
Class B Commercial Driver’s License
Eligible Premiums & Incentive Pay:
D Sewer or Water License $0.25
C Sewer or Water License $0.35
B Sewer or Water License $0.45
Combination B & C Sewer & Water Licenses $0.70
B & SB Sewer & Water Licenses $1.00
Educational Incentive (Appendix A-3) $2.00
UTILITIES WORKER
Required Licenses:
Class B Driver’s License with Air Brake and Tanker endorsement
Class D Sewer & Water Licenses
Eligible Premiums & Incentive Pay:
C Sewer or Water License $0.35
B Sewer or Water License $0.45
Combination B & C Sewer & Water Licenses $0.70
B & SB Sewer & Water Licenses $1.00
Class A-CDL $0.25
Educational Incentive (Appendix A-3) $2.00
UTILITIES FOREMAN
Required Licenses:
B & SB Sewer & Water Licenses
Class A-CDL
EXCEPTIONS
The following individuals are grandfathered at the rates provided below:
Educational Incentive:
Stephan Bell - $2.21
Jodi Brummer - $2.21
Kelly Cronk - $2.21
Charles Allen - $2.21
Assignments (grandfathered rates while in assignments below):
Terry Haigh - $2.21
Cody Radde - $2.21
APPENDIX A – 3: EDUCATIONAL UPGRADE PROGRAM
I. PURPOSE
The purpose of this program is to encourage continued employee education for
the betterment of the individual employee and the City. The program puts in place
an educational incentive (see Appendix A-2) for eligible employees who can meet
the program requirements.
II. PROGRAM REQUIREMENTS
Following are the requirements:
a) have five (5) years of service in the bargaining unit;
b) have completed the U of M Public Works Certificate or equivalent amount
of pre-approved job related training (15 CEU’s/150 hours).);
c) Meet department’s expectations for equipment operation.
d) Satisfactory performance.
The employee is required to submit a progress report documenting completion of
requirements above and obtain supervisor approval before the educational incentive is
added. This progress report must also include the final completion date. The final
completion date must be within six (6) years of starting the program. The employee and
supervisor must sign and date this progress report.
The Employer is only responsible for approving, funding and filing course completion
documentation provided by the employee. Employer has the right to disapprove out of
town training based on available training/ travel budget and expected workload and
staffing. Employer will not unreasonably deny training.
III. RESPONSIBILITIES
Employee and Employer responsibilities are as follows:
a) Supervisors will progress in the program as a part of the yearly employee
performance review, using the attached progress report form.
b) Whenever a change to the approved education program is needed, the
employee is responsible for first submitting a description of the change
and obtaining supervisor approval – a progress report form is used.
c) The employee is responsible for registering for classes and for all other
administrative duties regarding the education program.
d) Changing from one program to another is acceptable provided the new
course work is public works related and is approved by the supervisor, see
b) above.
e) Each employee is responsible for initiating his or her application for the
Upgrade Program. This is done by submitting a written application to the
division supervisor, see attached program application form. Once formal
application is made, the following actions will take place:
• The employee and supervisor will meet to review and/ or
establish the upgrade program. It is the responsibility of the
employee and supervisor exclusively to complete this step.
• Once the upgrade program is established, a minimum of one
progress meeting per year is required. The meeting will be to
review program status and to help ensure steady progress.
• The employee is responsible for completing all required
documentation, provided by the Employer, regarding the
Upgrade program.
IV. TUITION REIMBURSEMENT
Employees will be reimbursed for education expenses per the collective
bargaining agreement.
V. DISPUTE RESOLUTION
An Upgrade Committee will be created, as necessary. The committee, consisting
of two management representatives selected by the Public Works Director and two
union representatives selected by the Union membership will be convened by the
Labor Management Committee when issues cannot be resolved by the parties
involved. If the Upgrade Committee cannot satisfactorily resolve the issue, the
Public Works Director will make the final decision. The decision of the Committee
or the Public Works Director is not grievable.
VI. GENERAL
a) If a lateral transfer occurs, the individual with ten (10) or more years of
service will be given one (1) year to qualify for the new department without
a reduction in the hourly rate of pay.
CITY OF HOPKINS
EDUCATION UPGRADE PROGRAM APPLICATION
(To be completed by employee)
NAME:_________________________________________________
DIVISION: ______________________________________________
CURRENT STEP STATUS: _______
YEARS OF CITY SERVICE:______
DESCRIPTION OF CAREER DEVELOPMENT PROGRAM
NUMBER OF CEU’s REQUIRED TO EARN PREMIUM: _______
(15 CEU’s minus CEU’s Completed to Date minus Longevity Credits minus
License Credits)
EXPECTED DATE TO MEET REQUIREMENTS (WITHIN 6 YEARS OF
START): _______
SUPERVISOR APPROVAL/COMMENTS:
Supervisor Signature/ Date
__________________________________ ____________
Employee Signature Date
CITY OF HOPKINS
EDUCATION UPGRADE PROGRAM
PROGRESS REPORT
NAME: _________________________________________________
DIVISION: ______________________________________________
REQUIREMENTS COMPLETED, DATE: __________
(Attach course completion and other explanation or documentation)
UPGRADE PROGRAM REQUIRED FINAL COMPLETION DATE: _______
(Should be within six (6) years from start)
CHANGES TO CAREER DEVELOPMENT PROGRAM:
EXPECTED PROGRAM SCHEDULE/ COMPLETION:
OTHER CAREER DEVELOPMENT PROGVRAM REQUIREMENTS:
Employee Signature
Date
Supervisor Signature
Date
APPENDIX A – 4: MASTER MECHANIC UPGRADE PROGRAM
A Mechanic will be eligible for Master Mechanic upgrade upon completion of the criteria
outlined below:
• Ability to operate, maintain and repair all City Equipment including automotive,
trucks; refuse, tree service, dump and aerial lift, construction equipment including
loaders, graders, etc.
• Fabricate and weld all types of metal with gas, arc or wire feed welders.
• Maintain vehicle/equipment records as established by procedures and as
needed/assigned.
• Supervise operations of a crew of up to three people in the absence of a
supervisor.
• Assist Superintendent in Scheduling and prioritizing workloads as needed to
assure the optimum efficiency of the department.
• Possession of valid Minnesota Class A Commercial Driver’s License.
• Accredited course in gas arc or wire feed welding (minimum of 25 hours).
• Certified in gas arc or wire feed welding.
• Certified as a State of Minnesota Commercial Vehicle Inspector
• ASE Certified as a Master Auto / Truck Technician in minimum of nine (9) of
• the following ten (10) areas:
A-1 Auto: Engine Repair
A-4 Auto: Suspension and Steering
A-5 Auto: Brakes
A-6 Auto: Electrical/Electronic Systems
A-7 Auto: Heating and Air Conditioning
A-8 Auto: Engine Performance
T2 Med/Hvy Truck: Diesel Engines
T3 Med/Hvy Truck: Drive Train
T4 Med/Hvy Truck: Brakes
T5 Med/Hvy Truck: Suspension/Steering
A Master Mechanic will be required to continue to meet these criteria in order to continue
to receive Master Mechanic wages. During the life of this contract, no Master Mechanic
will be downgraded to Mechanic as a result of lack of training opportunities or certification
changes.
APPENDIX A – 5: SEASONAL DISRUPTION
From November 1st to April 1st each year, any and all employees assigned to snow removal duties
including Mechanics and/or other employees assigned to support staff during snow events and
ice rank maintenance duties shall receive an additional seasonal disruption pay listed below for
all hours served before 7:00 a.m. and/or after 3:00 p.m. shift Monday- Friday. Overtime shall
apply. This pay is considered a premium and will not be added into overtime base pay
calculations.
2021- $1.00
2022- $1.00
APPENDIX A – 6: CLASSIFICATIONS
EQUIPMENT MAINTENANCE SPECIALIST
MAINTENANCE WORKER
MAINTENANCE LEAD WORKER
UTILITIES ASSISTANT
UTILITIES WORKER
UTILITIES FOREMAN
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CLASS SUMMARY:
This position is responsible for performing routine and specialized maintenance and construction activities to include operating and maintaining a variety of light and heavy equipment, machines, or vehicles on project sites in an assigned department. Routine responsibilities may include setting up work zones; installing and maintaining signs/posts; maintaining facilities and grounds, patching roads; plowing snow; street sweeping; clearing trees and bushes; removing trash; performing visual road check for hazardous, service and repair needs; inspecting and repairing equipment when necessary; performing minor motor vehicle repairs; and performing related duties as assigned. Responsibilities in special assignment areas may include providing work direction to labor support; regularly performing basic heavy equipment operation; and performing tasks associated with assigned projects such as installing drainage pipes, repairing streets, removing trees, and snow removal.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Performs grounds, park, indoor and outdoor playground, and other facilities
maintenance duties; work may involve planting, trimming, and/or clearing
trees, bushes, or stumps; backfilling holes; activating, maintaining and
shutting down irrigation systems; performing work related to snow & ice
removal; removing and hauling garbage; building cleaning; and flooding ice
rinks; applying lines and installing nets on athletic fields & rinks;
Classification Title: Maintenance Worker
Department: Public Works – Streets, Parks, Forestry, Traffic, and Sanitation
Supervisor: Field Supervisor
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 6
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o Performs road maintenance duties, including patching and paving roads;
installing and repairing signs; painting crosswalks or parking lots; installing
culverts and drainage pipes; repairing catch basins and manholes; performing
road snow removal and salting duties; maintaining traffic signals, street lights
and outdoor facility lighting; picking up residential refuse carts; and
performing visual road checks for hazardous, service, and repair needs
o Performs building maintenance duties, to include installing and removing
equipment and furniture; inspects buildings and equipment, and may perform
minor painting, electrical, plumbing, and mechanical work, as and when
required
o Operates, maintains, and performs minor repairs on a variety of light and
heavy vehicles, equipment, and machines, to include skid-steer loaders,
stump grinders, log trucks, garbage trucks, wood chippers, motor graders, turf
mowers, tub grinders, street sweepers, chainsaws, drills, saws, irrigation
systems and equipment, and other light and heavy equipment; orders
equipment components and other supplies, when necessary
o May direct the work of others, which includes establishing work procedures,
and assigning work and providing work direction to seasonal, regular, or other
employees
o Performs tasks to facilitate the setup/knockdown of special events; work may
involve setting up street closures; assembling, installing, and/or uninstalling
decorations and equipment; and moving around, removing, and/or placing
furniture and other equipment in assigned areas of operation
o Performs other duties of a similar nature or level.
FUNCTIONAL SPECIFIC RESPONSIBILITIES MIGHT INCLUDE:
• Positions in the Parks and Forestry division may be responsible for
o Serving as the lead worker, which involves establishing work direction for,
and assigning work and providing work direction to contractors, and
seasonal and/or other workers.
o Serving as the City’s pesticide applicator; work involves applying
restricted-use pesticides to control insects, weeds, and disease pests in
City parks and grounds.
o Operating and maintaining irrigation systems and equipment.
o Performing work related to planting, maintaining, and/or clearing trees in
the City’s public and right-of-way spaces; inspecting public/private trees
for diseases that City Ordinance requires, and taking required actions.
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• Positions in the Streets Division may be responsible for
o Serving as the lead worker, which involves establishing work direction for,
and assigning work and providing work direction to contractors, and
seasonal and/or other workers.
o Picking up garbage from residential areas; work may involve operating,
maintaining, and performing minor repairs on the garbage truck; repairing
and/or delivering refuse carts; and/or communicating route issues to the
Solid Waste Coordinator.
ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
• Applicable medium and heavy equipment;
• Equipment maintenance and repair principles and practices;
• Occupational hazards and safe work methods.
• Applicable tools and equipment utilized in road maintenance and construction
activities;
• Traffic signing and pavement marking methods, techniques, regulations, and
requirements;
• Channel and bridge maintenance practices;
• Work zone safety principles and practices;
• Safe work methods and driving practices;
• Erosion control methods;
• Concrete finishing methods and practices;
• Customer service principles.
Skills
• Operating a variety of medium to heavy equipment;
• Performing preventive maintenance to applicable equipment;
• Preparing and maintaining a variety of records and logs
• Transporting equipment to work sites;
• Servicing and maintaining construction equipment, tools, and materials;
• Adhering to safe work practices;
• Performing routine mathematical calculations;
• Reading and comprehending written and verbal instructions;
• Proofreading and editing road signs for errors in spelling, grammar, and
punctuation;
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• Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
High School diploma or equivalent (G.E.D); 1 to 3 years maintenance and equipment
operation or related experience; or an equivalent combination of education and
experience
LICENSING REQUIREMENTS:
Minnesota Class B Commercial Driver's License with air brake and tanker endorsement
Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering,
grasping, feeling, talking, hearing, seeing and repetitive motions.
Very Heavy Work: Exerting in excess of 100 pounds of force occasionally, and/or in
excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force
constantly to move objects.
Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; extreme temperatures; inadequate lighting; work space-related movement
restrictions; intense noise; and other environmental conditions, such as, challenging
behaviors, imminent danger, and threatening environments; incumbents may also be
expected to travel
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
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CLASS SUMMARY:
The Maintenance Lead Worker is responsible for scheduling; coordinating and overseeing maintenance and construction work; monitoring projects and equipment operations. Responsibilities may include: planning and monitoring maintenance projects and daily work assignments by scheduling workers, arranging materials and equipment; recording and reviewing daily work schedules, employee time sheets and material tickets; training employees; evaluating employee performance; overseeing field operations and ensuring compliance with State and City standards and regulations; and responding to inquiries and emergencies.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Monitors assigned projects and/or contractors to include: prioritizing and
assigning work; reviewing and approving timesheets; providing
recommendations on performance evaluations and hiring; and training staff.
o Coordinates departmental day-to-day operations and projects; work may
involve preparing, recording, and reviewing work schedules; arranging
materials and equipment; recording and reviewing material tickets; monitoring
inventory; and ensuring compliance with State and City standards and
regulations
o Coordinates and/or performs maintenance duties in assigned areas of
operation, or coordinates with and provides assistance to other internal
Classification Title: Maintenance Lead Worker
Department: Public Works
Supervisor: Maintenance Supervisor
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 8
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departments or personnel; work may involve inspecting and maintaining
valves, mains, and other equipment and systems; setting up work zones;
planting, trimming, and/or removing trees; grinding stumps; flooding ice rinks;
assisting with special events; performing snow removal and salting duties;
and troubleshooting issues related to traffic controls or light fixtures
o Prepares and maintains reports, records, and other correspondence to record
and communicate information regarding assigned area operations
o Performs customer service duties, to include responding to inquiries and
emergencies, resolving complaints, and providing operational and/or general
information to residents and the public
o Performs other duties of a similar nature or level.
FUNCTIONAL SPECIFIC RESPONSIBILITIES MIGHT INCLUDE:
• Positions in the Forestry division may be responsible for
o Performing and/or monitoring work and operations in the Forestry division;
work may involve coordinating and performing activities such as planting,
removing, or trimming trees; and troubleshooting and advising on issues
related to trees.
• Positions in the Street, Traffic, and Sanitation division may be responsible for
o Performing and/or monitoring work and operations related to the
maintenance of streets and roads; duties may involve performing and/or
coordinating tasks related to cleaning and repairing storm sewers;
repairing, assembling, or installing traffic controls, light fixtures, and other
equipment; and removing refuse.
• Positions in the Parks division may be responsible for
o Performing and/or monitoring work and operations of the Parks division;
work may involve coordinating and performing skilled maintenance
activities to maintain City parks, facilities, public right of way signs and
structures, and other assigned facilities.
ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
• Methods, techniques, and materials utilized in maintenance activities related to
assigned area of operations;
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• Applicable tools and equipment utilized in roads, grounds, forestry, and building
maintenance activities;
• Traffic signing and pavement marking methods, techniques, regulations, and
requirements;
• Work zone safety principles and practices;
• Chemical handling procedures;
• Safe work methods;
• Recordkeeping principles;
• Concrete finishing methods and practices;
• Erosion control methods;
• Scheduling principles.
Skills
• Prioritizing and assigning work;
• Monitoring and evaluating work;
• Operating and maintaining applicable tools and equipment related to assigned
area of operations;
• Adhering to safe work practices;
• Maintaining records;
• Performing routine mathematical calculations;
• Mixing and applying chemicals;
• Reading and comprehending written and verbal instructions;
• Proofreading and editing road signs for errors in spelling, grammar, and
punctuation;
• Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
High School diploma or equivalent (G.E.D); 5 years maintenance and equipment
operation or related experience; or an equivalent combination of education and
experience
LICENSING REQUIREMENTS:
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Minnesota Class A Commercial Driver's License with air brake and tanker endorsement;
Tree Inspector License (Forestry)
Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering,
grasping, feeling, talking, hearing, seeing and repetitive motions.
Very Heavy Work: Exerting in excess of 100 pounds of force occasionally, and/or in
excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force
constantly to move objects.
Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; extreme temperatures; inadequate lighting; work space-related movement
restrictions; intense noise; and other environmental conditions, such as, challenging
behaviors, imminent danger, and threatening environments; incumbents may also be
expected to travel
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
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CLASS SUMMARY:
This position is responsible for performing skilled work involving preventative maintenance and mechanical repair of heavy and light equipment. Responsibilities may include: inspecting machines for maintenance needs; determining and conducting appropriate maintenance, repair or replacement work; operating applicable equipment and tools; and performing the duties of lower level.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Inspects, tests, and performs preventative and mechanical repairs on City-
owned motor vehicles and equipment, including heavy equipment and
machines; may assist in coordinating maintenance and repair operations
o Operates applicable equipment and tools to diagnose, repair, maintain, and
operate City-owned motor vehicles and equipment, including troubleshooting
electrical, hydraulic, and mechanical issues; fabricating and/or modifying tools
as necessary, which may include welding and/or other related procedures;
and recommending equipment modifications, replacements, or enhancements
o Coordinates with internal departments and external agencies, including
vendors, to facilitate departmental operations, to include: providing technical
assistance, and/or communicating information regarding repair or
maintenance needs, work schedules and assignments, and equipment status
Classification Title: Equipment Maintenance Specialist
Department: Public Works
Supervisor: Facilities & Equipment Superintendent
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 8
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o Prepares, maintains, and or/updates a variety of reports, work orders,
records, logs, and other documentation regarding quantity of materials
handled, equipment operations, vehicle conditions, maintenance and repair
activities, bills, and/or related information; and maintains, update, and/or
enters/retrieves information into/from databases, and other online programs
and systems to facilitate department operations
o Maintains the department inventory by monitoring and documenting inventory
levels, documenting vendor information, tracking costs, and recommending
purchases
o Performs duties of lower-level staff, including checking tires; checking fluid
levels; adding fluids; draining engine oil; replacing filters; and replacing oil,
wipers, belts, and related equipment
o Performs other duties of a similar nature or level.
ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
• Skilled vehicle and/or equipment maintenance and repair practices and
procedures in assigned area of responsibility;
• Applicable tools and equipment;
• Diagnostic devises utilized in identifying vehicle and/or equipment malfunctions;
• Occupational hazards and safety precautions;
• Metal fabrication techniques;
• Recordkeeping principles;
• Computers and related software applications.
• Customer service principles.
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Skills
• Prioritizing and assigning work;
• Using applicable tools and equipment;
• Maintaining and repairing vehicles and equipment;
• Detecting and diagnosing vehicle and equipment malfunctions;
• Fabricating and modifying tools as necessary;
• Maintaining operational records and reports;
• Using a computer and related software applications;
• Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information;
• Providing customer service.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
Associate’s degree; 2 years of maintenance and equipment operation or related
experience; or an equivalent combination of education and experience
LICENSING REQUIREMENTS:
Minnesota Class A Commercial Driver's License with air brake and tanker endorsement.
Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering,
grasping, feeling, talking, hearing, seeing and repetitive motions.
Very Heavy Work: Exerting in excess of 100 pounds of force occasionally, and/or in
excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force
constantly to move objects.
Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; extreme temperatures; inadequate lighting; work space-related movement
restrictions; intense noise; other environmental conditions, such as, challenging
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behaviors, imminent danger, and threatening environments; incumbents may also be
expected to travel.
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
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CLASS SUMMARY:
The Utilities Assistant is responsible for locating utility lines. Responsibilities may include: locating and marking underground utility lines; performing private yard and right-of-way inspections; shoveling city properties; assisting with front office operations whenever needed; and plowing city parking lots and ice rinks.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Performs location markings at utility sites; uses maps, and opens valve
boxes, meter boxes, backflow protection devices, pressure release vaults,
and/or other related items
o Operates and maintains water wells, water mains, valves, hydrants, water
meters, sewage lift stations, as assigned
o Digs to begin underground utility installation processes; work may also
involve shoveling City properties, and plowing City parking lots and ice rinks
o Performs utility maintenance activities in parks and streets; work may involve
performing water meter readings, installations, and inspections to determine
functionality
o Performs private yard and right-of way inspections to identify violations;
records and informs appropriate personnel/departments regarding violations
Classification Title: Utility Assistant
Department: Utilities – Public Works
Supervisor: Utilities Superintendent
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 5
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o Prepares a variety of reports, logs, and records; and enters information into
online systems, to report and record daily activities
o May perform receptionist duties, to include answering questions in person, or
via email or phone; routes calls and directs people to appropriate department
or personnel
o Maintains sewer and water maps and records to ensure accuracy.
o Performs other duties of a similar nature or level.
ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
• Applicable tools and equipment of the trade;
• Electricity principles;
• Applicable testing equipment;
• Distribution line layout principles;
• Maintenance and repair principles.
Skills
• Reading maps and plans;
• Installing cables and conduit;
• Using applicable tools and equipment of the trade;
• Locating faulted cables;
• Analyzing underground circuits;
• Performing electric testing;
• Operating a computer and related software applications;
• Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
High School diploma or equivalent (G.E.D); 1 year maintenance and equipment
operation or related experience; or an equivalent combination of education and
experience
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LICENSING REQUIREMENTS:
None
Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering,
grasping, feeling, talking, hearing, seeing and repetitive motions.
Very Heavy Work: Exerting in excess of 100 pounds of force occasionally, and/or in
excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force
constantly to move objects.
Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; extreme temperatures; inadequate lighting; work space-related movement
restrictions; intense noise; and other environmental conditions, such as, challenging
behaviors, imminent danger, and threatening environments.
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
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CLASS SUMMARY:
The Utilities Worker is responsible for the maintenance of all water\wastewater equipment. Responsibilities may include: water/wastewater system repairs as assigned; inspecting all water\wastewater system equipment and materials; taking drinking water samples.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Monitors, operates, services, and/or maintains plant equipment, systems, and
processes to ensure proper operations, which includes: inspecting pump
valves, lift stations, pump and other alarm systems, heaters, motors,
generators, filters, and computerized controls
o Takes readings and enters data into databases; reviews chemical and oil
levels; adds chemicals; checks chemical feed pump settings; repairs and/or
replacing equipment; handles hazardous and toxic chemicals and materials;
monitors biological processes and makes appropriate adjustments; carries
out duties to treat and dispose of sludge; and/or, performs other related
duties.
o Collects wastewater/water samples and forwards to laboratory for analysis;
may perform on-site analysis and testing, and adjusts processes to achieve
proper levels
Classification Title: Utilities Worker
Department: Utilities – Public Works
Supervisor: Utilities Superintendent
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 7
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o Prepares and/or maintains data sheets, logs and/or reports, and other
documentation, including sewer and water maps and reports; work may
involve compiling and calculating information and data; drawing and updating
maps; inputting data into a database or logbook; checking, recording, and
updating records; and/or, preparing other related information.
o Maintains the sanitary and storm water sewer system and surrounding
facilities by cleaning system equipment using jet/vac trucks and other
equipment; recording infrastructural issues; performing general janitorial
duties; performing snow removal and salting duties; and ordering chemicals,
cleaning, and other supplies, as required
o Performs on call duties, including attending to complaints, and addressing
emergencies related to assigned area of operations
o Performs location markings at utility sites; uses maps, and opens valve
boxes, meter boxes, backflow protection devices, pressure release vaults,
and/or other related items
o Performs other duties of a similar nature or level.
ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
• Safe work practices;
• Principles, practices, methods and tools used in assigned area of responsibility;
• Water hydraulics;
• Sampling methods and techniques;
• Basic mathematical concepts;
• Basic principles of water/wastewater operations;
• Water chemistry and biology related to water and sewer utility systems;
• Customer service principles.
Skills
• Understanding and carrying out written and oral instructions;
• Collecting samples;
• Documenting of safe working practices and procedures;
• Operating applicable equipment;
• Using a variety of hand tools;
• Performing mathematical calculations;
• Troubleshooting and repairing equipment;
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• Using a computer and related software applications;
• Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information;
• Providing customer service.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
High School diploma or equivalent (G.E.D); 1 year maintenance and equipment
operation or related experience; or an equivalent combination of education and
experience
LICENSING REQUIREMENTS:
Water and Wastewater Treatment Operator Class D Certificates
Class B Driver's License
Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping,
feeling, talking, hearing, seeing and repetitive motions.
Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of
force frequently, and/or up to 20 pounds of forces constantly to move objects.
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Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; extreme temperatures; inadequate lighting; work space-related movement
restrictions; and intense noise; incumbents may also be expected to travel
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
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CLASS SUMMARY:
The Utilities Foreman, under the direction of the Superintendent, is responsible for supervising and assigning the work of employees and contractors relating to water\wastewater operations, collections, lift stations and repair of sanitary and storm sewers. Responsibilities may include monitoring the performance of all equipment; operating, maintaining and repairing heavy equipment; calibrating equipment; and training water\wastewater operators.
Scope of Impact:
The duties and responsibilities of this job are performed with latitude for independent
judgement in accordance with Department and City policies, Federal, State and Local
regulations and are based on detailed knowledge of department operations. Work is
subject to periodic review by the supervisor, who provides input on approval of
recommendations and discusses assignments, priorities and work.
CLASSIFICATION ESSENTIAL DUTIES:
This job description is intended to represent only the key areas of responsibilities;
specific position assignments will vary depending on the business needs of the
department.
o Monitors, prioritizes, and assigns work to employees and contractors;
evaluates performance; coordinates staff trainings; and assists with hiring.
o Supervises tasks related to water/wastewater operations, collections, lift
stations, and repair of sanitary and storm sewers; coordinates and/or
performs skilled maintenance work to repair, maintain, or clean water/sewer
facilities; and monitors computerized controls and systems, ensuring
operational efficiency and compliance with City goals, policies, procedures,
and requirements
o Monitors the performance of all equipment; work may involve inspecting,
testing, and/or making adjustments to water/wastewater plant equipment and
systems, including wells, chemical feed pumps, water storage facilities, filters,
Classification Title: Utilities Foreman
Department: Utilities – Public Works
Supervisor: Utilities Superintendent
FLSA Status: Non-Exempt, Regular Full-Time
Grade: L49 9
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water and sewer mains, valves, fire hydrants, water meters, manholes,
generators, pumps, water alarm systems, heaters, motors, generators, and
computerized controls
o Collects wastewater/water samples and forwards to laboratory for analysis;
may perform on-site analysis and testing, and schedules or performs
adjustments to processes and systems, to achieve proper levels
o Maintains the sanitary and storm water sewer system and surrounding
facilities by cleaning system equipment using jet/vac trucks and other
equipment; recording infrastructural issues; performing general janitorial
duties; performing snow removal and salting duties; and ordering chemicals,
cleaning, and other supplies, as required
o Performs monthly water meter readings; work may involve communicating
with home or business owners, and other stakeholders, regarding related
processes and operations
o Performs on call duties, including attending to complaints, and addressing
emergencies related to assigned area of operations
o Maintains sewer and water maps and records to ensure accuracy
o Performs location markings at utility sites; uses maps, and opens valve
boxes, meter boxes, backflow protection devices, pressure release vaults,
and/or other related items
o Performs other duties of a similar nature or level.
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ESSENTIAL KNOWLEDGE AND SKILLS:
Knowledge of
•Safe work practices;
•Wok monitoring and prioritization principles;
•Principles, practices, methods and tools used in assigned area of responsibility;
•Water hydraulics;
•Sampling methods and techniques;
•Basic mathematical concepts;
•Basic principles of water/wastewater operations;
•Water chemistry and biology related to water and sewer utility systems.
•Customer service principles;
Skills
•Prioritizing and assigning work;
•Monitoring and evaluating work;
•Collecting samples;
•Documenting safe working practices and procedures;
•Operating, inspecting, and/or testing applicable equipment;
•Using a variety of hand tools;
•Performing mathematical calculations;
•Troubleshooting and repairing equipment;
•Using a computer and related software applications;
•Utilizing communication and interpersonal skills as applied to interaction with
coworkers, supervisor, the general public, and others sufficient to exchange or
convey information;
•Providing customer service.
QUALIFICATIONS:
MINIMUM EDUCATION AND EXPERIENCE:
High School diploma or equivalent (G.E.D); 3 years maintenance and equipment
operation or related experience; or an equivalent combination of education and
experience
LICENSING REQUIREMENTS:
Wastewater Treatment Operator Class SB Certificate and Water Supply System
Operator Class B Certificate; Class A-CDL Driver's License
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Physical Requirements:
Positions in this class typically require: climbing, balancing, stooping, kneeling,
crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping,
feeling, talking, hearing, seeing and repetitive motions.
Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of
force frequently, and/or up to 20 pounds of forces constantly to move objects.
Working Conditions:
Incumbents may be exposed to hazardous physical conditions, such as, mechanical
parts, electrical currents, and vibrations; atmospheric conditions, such as fumes, odors,
gases, and poor ventilation; hazardous materials, such as chemicals, blood, and other
bodily fluids; work space-related movement restrictions; intense noise; and other
environmental conditions, such as, challenging behaviors, imminent danger, and
threatening environments.
Requirements are representative of minimum levels of knowledge, skills, and
experience required. To perform this job successfully, the worker must possess
the abilities and aptitudes to perform each duty proficiently.
APPENDIX B
1: MOU COMMERCIAL DRIVER’S LICENSE
2: MOU CENTRAL PENSION FUND
3: MOU SUMMER HOURS
4: MOU TRAINEE PROGRAM
MEMORANDUM OF UNDERSTANDING
Between
CITY OF HOPKINS
And
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 49
Commercial Driver’s License
The purpose of this Memorandum of Understanding is to assist both Labor and Management
in dealing with Commercial Drivers License (CDL) rules and the pending changes to those
rules.
The following conditions will apply to no more than one (1) Public Works employee in the
Local 49 Bargaining Unit at any given time.
A.If an employee temporarily loses his/her driver’s license and CDL , the employer will
accommodate the employee by assigning him/her to duties that do not require a
driver’s license/CDL, not to exceed twelve (12) months during the employee’s tenure
with the City, and not to exceed two (2) revocations as a result of driving violations.
B.If the temporary loss of a driver’s license is the result of an alcohol-related offense,
the employee will 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.
C.The application of this agreement will begin for an individual as of the date of his/her
license revocation regardless of subsequent procedures contesting the revocation.
D.This Memorandum of Understanding applies to driving violations outside the
workplace.
E.This Memorandum of Understanding does not include positive test results from the
Department of Transportation’s required random testing.
F.A seventeen percent (17%) decrease in pay will begin as of the revocation date. Any
hourly wages not paid to an employee during the revocation of the employee’s
driver’s license/CDL will not be reimbursed regardless of the outcome of any
subsequent contesting of the revocation.
G.The employee must be able to obtain a state of Minnesota driver’s license within 60
days.
This Memorandum will remain in effect from January 1, 2021 through December 31, 2022.
For the City of Hopkins; For IUOE, Local 49;
______________________________ ______________________________
Mike Mornson, City Manager Jonathan Turner, ABR
Dated_________________________ Dated_________________________
MEMORANDUM OF UNDERSTANDING
Between
CITY OF HOPKINS
And
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 49
Central Pension Fund
The purpose of this Memorandum of Understanding is to assist both Labor and Management
in identifying and implementing the Central Pension Fund (CPF).
1.The CPF is a supplemental Pension Fund authorized by Minnesota Statutes,
§356.24, subdivision 1(10).
2.The parties agree that the agreed upon amount that would otherwise be paid in
salary or wages will be contributed instead to the CPF as pre-tax employer
contributions. Contributions from the City will not be funded from any source
other than this wage reduction.
3.The Employer shall pay this contribution directly to the I.U.O.E. Central Pension
Fund at 4115 Chesapeake Street NW, Washington, D.C. 20016.
4.A contribution of $0.50 per straight time hour worked prevents any employee’s
annual CPF contributions from exceeding $5,000.00 in a year and therefore
complies with limitations set forth under Minnesota Statute § 356.24, subd. 1(10)
as amended in 2005.
5.The parties agree that the Public Employees Retirement Association interprets
employer contributions to the CPF as being included in determining “salary” for
the purposes of the public pension.
6.The CPF Plan of Benefits and the Agreement and Declaration of Trust will serve
as the governing documents.
7.Effective 2-28-11, the contribution rate equals $0.50 per straight time hour
worked.
8.Members, by majority vote, may change the contribution rate at anytime during
the life of this agreement. The Union and the Employer will work together to
implement member approved changes as soon as is practicable.
For the City of Hopkins: For IUOE, Local 49:
______________________________ ______________________________
Mike Mornson, City Manager Jonathan Turner, ABR
Dated_________________________ Dated_________________________
MEMORANDUM OF UNDERSTANDING
Between
CITY OF HOPKINS
And
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 49
Summer Hours
Both parties hereby agreed to discuss through the Labor Management
Committee, a summer hours work week schedule starting Memorial Day through
Labor Day.
For the City of Hopkins: For IUOE, Local 49:
______________________________ ______________________________
Mike Mornson, City Manager Jonathan Turner, ABR
Dated_________________________ Dated_________________________
MEMORANDUM OF UNDERSTANDING
Between
CITY OF HOPKINS
And
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 49
TRAINEE JOB CLASSIFICATION
WHEREAS, City of Hopkins (hereinafter the “City”) and the International Union of Operating
Engineers, Local 49 (hereinafter the “Union”) are parties to a Collective Bargaining
Agreement in effect from January 1, 2021 through December 31, 2022; and
WHEREAS, this Memorandum of Understanding is intended to create and staff a “Public
Works Operator Trainee” (hereinafter “trainee) job classification in the Union bargaining unit
with Union members.
NOW THEREFORE BE IT RESOLVED AND STIPULATED that the parties mutually agree
as follows:
1.The Trainee job classification is considered non-permanent and limited in duration;
2.Trainees salary will be at the City’s discretion and will not exceed 90% of the salary
of the position for which they are in a training program;
3.Trainees are not eligible for health insurance or benefits unless required by outside
policies or regulations.
4.Trainees are not eligible for any premium pay.
5.Trainees are eligible for overtime, or compensatory time only after it has been offered
to all eligible full time employees.
6.Trainees will not accrue seniority;
7.Time spent in the Trainee job classification does not count towards probationary time
for any Trainees hired into any other job classifications.
8.Trainee may be discharged without the right of grievance or appeal while in the
training program.
9.No individual Trainee will be in the Trainee job classification for longer than one (1)
year.
10.This memorandum of understanding will be revisited and reviewed as necessary
if/when issues arise.
The purpose of this Memorandum of Understanding is to assist both Labor and Management
in establishing a Trainee job classification. The Employer or Union may terminate this
Memorandum of Understanding with a seven (7) day notice to the Union Business Agent,
City Manager, Public Works Director and Union Stewards. Termination of this Memorandum
of Understanding is not grievable. In the event that this Agreement is terminated, the
provisions of the collective bargaining agreement then in effect will apply.
This Memorandum of Understanding and the operation of this program does not operate as
a waiver of any City or Union rights and may not be utilized to establish a past practice.
This Memorandum will remain in effect from January 1, 2021 through December 31, 2022.
For the City of Hopkins; For IUOE, Local 49;
______________________________ ______________________________
Mike Mornson, City Manager Jonathan Turner, ABR
Dated_________________________ Dated_________________________