IV.9. Approval of the 2026 Union Contract with IAFF #1275; Casella
CITY OF HOPKINS
City Council Report 2026-007
To: Honorable Mayor and Council Members
Mike Mornson, City Manager
From: Casey Casella, Assistant City Manager
Date: January 6, 2026
Subject: Approval of 2026 Union Contract with IAFF #1275 and Corresponding
MOU
_____________________________________________________________________
RECOMMENDED ACTION
MOTION TO Approve the 2026 Union Contract with IAFF #1275 and the MOU
regarding HCSP Contribution.
OVERVIEW
This will ratify a 1-year contract with the Edina Professional Firefighters International
Association of Fire Fighters (IAFF) representing Hopkins Firefighters.
The agreement added language from the MOU Transition to 24 hours shifts approved
by City Council on July 15, 2025, and includes a 3% wage increase effective January 1,
2026.
Analysis of Issues
What economic issues are included in the new contract?
The agreement implements a new interpretation of overtime, which has an
undetermined budget amount, but expected to be under $10,000 for 2026.
Will the agreement keep the City market competitive?
The compensation in this agreement is consistent with the 2023 Citywide market study
results for firefighter and provides the 3% COLA other unions and nonunion are
expected to receive in 2026.
How does the agreement fit into the 2026 proposed budget.
The agreement is within the budgeted amounts of the proposed budget. Estimated
budget impact in 2026 is under $10,000.
SUPPORTING INFORMATION
• 2026 Union Agreement
• MOU Health Care Savings Plan Contribution
Administration
Page 1 of 15
Labor Agreement Between
City of Hopkins
And
Edina Professional Firefighters
International Association of Fire Fighters
(IAFF) Local No. 1275
Effective January 1, 2026 through December 31, 2026
Page 2 of 15
TABLE OF CONTENTS
DEFINITIONS ................................................................................................................................ 4
ARTICLE 1 - PURPOSE ................................................................................................................... 4
ARTICLE 2 - RECOGNITION ............................................................................................................ 4
ARTICLE 3 - UNION SECURITY ........................................................................................................ 5
3.1 Dues ................................................................................................................................... 5
3.2 Union Business ................................................................................................................... 5
ARTICLE 4 - EMPLOYER SECURITY .................................................................................................. 5
4.1 Managerial Rights................................................................................................................ 5
4.2 Work Rules .......................................................................................................................... 6
4.3 Strike .................................................................................................................................. 6
4.4 Job Duties ........................................................................................................................... 6
ARTICLE 5 - GRIEVANCE PROCEDURE ............................................................................................. 7
5.1 Steps .................................................................................................................................. 7
5.1 Arbitration Process .............................................................................................................. 7
5.2 Waiver ................................................................................................................................ 8
5.3 Choice of Remedy ................................................................................................................ 8
ARTICLE 6 - WORK SCHEDULE ....................................................................................................... 8
6.1 Shift Exchange .................................................................................................................... 9
6.2 Call Back ............................................................................................................................. 9
6.3 Shift Bidding ....................................................................................................................... 9
ARTICLE 7 - SENIORITY ................................................................................................................. 9
7.1 Layoff/Recall ....................................................................................................................... 9
ARTICLE 8 - RESIGNATION ........................................................................................................... 10
ARTICLE 9 - DISCIPLINE ............................................................................................................... 10
ARTICLE 10 - COMPENSATION AND BENEFITS .............................................................................. 10
10.1 Holidays .......................................................................................................................... 10
10.2 Overtime ......................................................................................................................... 11
10.3 Insurance ........................................................................................................................ 11
ARTICLE 11 - INCENTIVES ............................................................................................................ 12
11.1 Tuition Reimbursement ................................................................................................... 12
11.2 Fitness Incentive ............................................................................................................. 12
Page 3 of 15
11.3 Fire Marshal .................................................................................................................... 12
ARTICLE 12 - LEAVE .................................................................................................................... 12
ARTICLE 13 - UNIFORM ............................................................................................................... 13
ARTICLE 14 - SAVINGS CLAUSE .................................................................................................... 13
ARTICLE 15 - COMPLETE AGREEMENT AND WAIVER OF BARGAINING.............................................. 13
ARTICLE 16 - MUTUAL CONSENT CONTINGENCY ........................................................................... 13
ARTICLE 17 - DURATION .............................................................................................................. 13
APPENDIX A - WAGES .................................................................................................................. 15
Page 4 of 15
DEFINITIONS
BASE RATE: The Employee's pay rate exclusive of overtime, premium, or any other special
allowances or incentives.
CHIEF: The Fire Chief for the City of Hopkins or designee.
DEPARTMENT: The Fire Department for the City of Hopkins.
EMPLOYEE: A member of the exclusively recognized bargaining unit.
EMPLOYER: The City of Hopkins.
EMERGENCY: An unforeseen crisis situation or condition so defined by the EMPLOYER.
PERSONNEL OFFICER: The city official, designated by the City Manager, who is
responsible for coordinating personnel matters for the City. The current Personnel Officer is
the Assistant City Manager.
UNION: Local No. 1275, International Association of Fire Fighters (IAFF).
UNION MEMBER: A member of the International Association of Fire Fighters (IAFF).
ARTICLE 1 - PURPOSE
This AGREEMENT is entered into between the City of Hopkins, hereinafter called EMPLOYER,
and Local No. 1275, International Association of Firefighters, hereinafter called the UNION.
The intent and purpose of this AGREEMENT is to:
1.1 Promote working relationships between the parties
1.2 Place in writing the parties' agreement upon the terms and conditions of employment for
the duration of this AGREEMENT
1.3 Establish procedures for the resolution of disputes concerning this AGREEMENT's
interpretation and/or application
The EMPLOYER and the UNION continue their dedication to the highest quality of public
service.
ARTICLE 2 - RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive bargaining representative, under
Minnesota Statutes, Section 179A.03, Subdivision 14, as certified by the Bureau of Mediation
Services on January 16, 2024, BMS Case No. 24PCE0919, and described as:
All Firefighters employed by the City of Hopkins, Minnesota, who are public employees
within the meaning of Minn. Stat. Sec. 179A.03, Subd. 14 excluding supervisory,
confidential and all other employees.
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In the event the EMPLOYER and the UNION are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation
Services for determination.
ARTICLE 3 - UNION SECURITY
3.1 Dues
The EMPLOYER shall deduct from the wages of EMPLOYEES who authorize such deduction in
writing an amount necessary to cover dues as required by Minnesota Statutes Section 179A.06,
Subd. 6.
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 provision of this Article.
3.2 Union Business
The UNION may designate EMPLOYEES from the bargaining unit to act as Steward and an
alternate and shall inform the EMPLOYER in writing of such choice and change in the position
of Steward and/or alternate.
A Steward shall be granted legally required time off to perform their duties without infringing on
the operation of the DEPARTMENT. Permission will be obtained in advance from the CHIEF or
their designee.
ARTICLE 4 - EMPLOYER SECURITY
4.1 Managerial Rights
Except as limited by the specific provisions of this agreement, the EMPLOYER shall retain
whatever rights and authority are necessary for it to operate and direct the affairs of the
EMPLOYER in all of its various aspects, including but not limited to the right to operate and
manage all facilities and equipment; to establish or discontinue functions and programs; to set
and amend budgets; to determine the utilization of technology; to establish and modify the
organizational structure; to schedule working hours and assign overtime; to select, direct and
determine the number of personnel; to hire, promote, suspend, discipline or discharge
personnel for just cause; to lay off or relieve EMPLOYEEs due to lack of work or other reasons;
to make and enforce reasonable rules and regulations; to take whatever actions may be
necessary to carry out the missions of the EMPLOYER in emergencies; to contract with vendors
or others for goods and/or services including the right to discontinue or subcontract any or all
functions performed by members of this bargaining unit during the contract term, to take any
and all actions necessary to carry out the operations of the EMPLOYER in situations involving a
disaster or emergency consistent with the terms and conditions listed in this AGREEMENT to
the extent practicable, to assign duties, tasks, and jobs, and to perform such other inherent
managerial function as set forth in the Minnesota Public Employee Labor Relations Act.
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In the event that the City proposes to discontinue or subcontract any or all functions performed
by members of this bargaining unit during the contract term, the City agrees to meet with the
UNION upon request to discuss the impacts of this management decision.
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.
4.2 Work Rules
The parties recognize that EMPLOYEES shall perform the services and duties prescribed by the
EMPLOYER and shall be governed by EMPLOYER rules, policies, regulations, directives and
orders, provided that such rules, policies regulations, directives and orders are not inconsistent
with the provisions of this AGREEMENT or state or federal laws.
4.3 Strike
The UNION agrees that during the life of the AGREEMENT, it will not cause, encourage,
participate in or support any strike, slow-down or other interruption of, or interference with, the
normal functions of the EMPLOYER.
Any EMPLOYEE who engages in a strike shall have their appointment or employment
terminated by the EMPLOYER effective the date the violation first occurs.
An EMPLOYEE who is absent from any portion of their work assignment without permission, or
who abstains wholly or in part from the full performance of their duties without permission from
the EMPLOYER on the date or dates when a strike occurs is prima facie presumed to have
engaged in a strike on such date or dates.
An EMPLOYEE who knowingly strikes and whose employment has been terminated for such
action may, subsequent to such violation, be appointed or reappointed or employed or re-
employed, but the EMPLOYEE shall be on probation for two years with respect to such
employment status, tenure of employment of contract of employment, as the EMPLOYEE may
have theretofore been entitled.
Upon request by the EMPLOYER, the UNION agrees to have its assigned business
representative and the appropriate local union officers or steward notify all bargaining unit
members of their obligation and responsibility for maintaining compliance with this Article and to
encourage employees violating this Article to refrain from continuing the violation.
4.4 Job Duties
It is understood by the parties that every incidental duty connected with operations, enumerated
in job descriptions is not always specifically described. Nevertheless, it is intended that all such
duties shall be performed by the EMPLOYEE.
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ARTICLE 5 - GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an EMPLOYEE against the
EMPLOYER involving the violation or application of the specific provisions of this AGREEMENT.
5.1 Steps
Grievances shall be resolved in the following procedure:
Step 1: Within twenty-one (21) calendar days after such alleged violation has occurred, the
EMPLOYEE shall present such grievance to the EMPLOYER-designated representative on
the shift during which time the alleged violation occurred. The EMPLOYER-designated
representative will discuss and give an answer to such Step 1 grievance within ten (10)
business 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, 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 representative. The EMPLOYER-designated
representative shall give the UNION the EMPLOYER'S Step 2 answer in writing within ten
(10) business 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 PERSONNEL OFFICER. The EMPLOYER-designated representative shall give the
UNION the EMPLOYER'S answer in writing within fifteen (15) 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 to Step 4 may by mutual agreement
be submitted to mediation through the Bureau of Mediation Services. Agreement to submit
the GRIEVANCE to mediation must be made within fifteen (15) business days of the Step 3
response.
Step 5: A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to
arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971.
The selection of an arbitrator shall be made in accordance with the "Rules Governing the
Arbitration of Grievances" as established by the Bureau of Mediation Services.
5.1 Arbitration Process
The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the
provisions of this AGREEMENT. They shall consider and decide only the specific issue
submitted to them in writing by the EMPLOYER and the UNION, and shall have no authority to
Page 8 of 15
make a decision on any other issue not so submitted. 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 shall
submit their decisions in writing within thirty (30) days following close of the hearing or the
submission of briefs by the parties, whichever is later. The decision shall be based solely upon
the arbitrator's interpretation or application of the express terms of this AGREEMENT and on the
facts of the grievance presented. The fees and the expenses for the arbitrator's services and
proceedings shall be borne equally by the EMPLOYER and the Association 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 verbatim record of the proceedings, the
cost shall be shared equally.
5.2 Waiver
If a grievance is not presented within the time limits set forth above, it will be considered waived
by the EMPLOYEE. If a grievance is not appealed to the next step in the specified time limit or
any agreed extension thereof, it will be considered settled on the basis of the EMPLOYER'S last
response. If the EMPLOYER does not answer a grievance or an appeal within the specified time
limits, the EMPLOYEE shall treat the grievance as denied at that step and appeal the grievance
to the next step. The time limits established in this Article may be extended by mutual consent of
the EMPLOYER and the UNION and shall be in writing.
5.3 Choice of Remedy
Any EMPLOYEE electing to process a GRIEVANCE under the procedure outlined in this
agreement shall not be entitled to process the same GRIEVANCE under any other remedy
available to the EMPLOYEE except as required by law. Conversely, an EMPLOYEE electing to
process a GRIEVANCE under another remedy available to the EMPLOYEE shall not also be
entitled to process the same GRIEVANCE under the procedure outlined in this agreement
except as required by law. The aggrieved EMPLOYEE shall indicate, in writing, which procedure
is to be utilized and shall sign a statement to the effect that the choice of any one procedure
precludes the aggrieved EMPLOYEE(s) from making a subsequent appeal under any other
procedure(s) except in those cases where such waiver is prohibited by law. Nothing in this
AGREEMENT shall limit an EMPLOYEE from making a discrimination charge with the
Minnesota Human Rights Act and/or the federal Equal Employment Opportunity Commission
and also filing a grievance.
ARTICLE 6 - WORK SCHEDULE
The EMPLOYER shall be the sole authority in determining work schedules, hours of
employment, and changes thereto. When and under what circumstances work schedules and
hours of employment are determined or changed shall be within the sole discretion of the
EMPLOYER. Nothing contained in this or any other Article shall be interpreted to be a
guarantee of a minimum or maximum of hours the EMPLOYER may assign EMPLOYEEs per
day, per week, or per year. EMPLOYEEs, not on probation, will be notified fourteen (14) days in
advance of a work schedule.
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The EMPLOYER may exercise its management rights to alter the total annual hours schedule
for union employees. Changes to leave time to be accrued will follow what is outlined within this
collective bargaining agreement.
6.1 Shift Exchange
EMPLOYEEs may voluntary exchange duty shifts with another EMPLOYEE provided that such
exchange does not subject the EMPLOYER to liability for additional overtime compensation by
virtue of such trading of duty shifts.
EMPLOYEEs may exchange shifts only with the specific approval of the EMPLOYER and under
the conditions established by the EMPLOYER.
All shift exchanges that are made and approved must be made up within twelve (12) months
from the date on which the exchange is made.
If a shift change has been arranged between two EMPLOYEEs covered by this contract, and if
the EMPLOYEE who has agreed to work the shift does not show up, leave will be charged to
that EMPLOYEE provided further such switching is not used for a basis for a claim for overtime.
6.2 Call Back
An EMPLOYEE who is called to duty and required to physically report to a specific location
during scheduled off-duty time shall receive a minimum of two (2) hours pay at one and one-half
(1.5) times the Employee's BASE RATE. An extension or early report to a regularly scheduled
shift for duty does not qualify for the two (2) hour minimum. Responding to a telephone call will
not be considered a call back.
No EMPLOYEE receiving overtime pay shall be paid more than once for the same hours
worked. No compounding of overtime pay will be allowed.
6.3 Shift Bidding
Annual shift schedules shall be posted by November 1st of the year for the following year.
Annual vacation schedules shall be posted by December 1st of the year for the following year.
ARTICLE 7 - SENIORITY
Seniority shall be determined by the EMPLOYEE's length of continuous full time employment
with the DEPARTMENT. Seniority rosters shall be maintained by the EMPLOYER.
7.1 Layoff/Recall
A reduction of the work force will be accomplished on the basis of seniority. EMPLOYEEs shall
be recalled from layoff on the basis of seniority. An EMPLOYEE on layoff shall have an
opportunity to return to work within two (2) years of the time of their layoff before any new
EMPLOYEE is hired. Recall notification shall be with EMPLOYEE having two (2) weeks to
return to work to retain seniority.
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ARTICLE 8 - RESIGNATION
The EMPLOYEEs will be covered by the City of Hopkins Advance Resignation Notice Program
is hereby adopted on the same basis as it applies to the general non-union employee group.
Any revisions to the policy by the City will apply to the members of this bargaining unit.
ARTICLE 9 - DISCIPLINE
Discipline will be in one or more of the following forms:
a) oral reprimand
b) written reprimand
c) suspension
d) demotion
e) discharge
ARTICLE 10 - COMPENSATION AND BENEFITS
Wages are outlined in Appendix A.
10.1 Holidays
The EMPLOYER recognizes the following as holidays:
1. New Year's Day
2. Martin Luther King Day
3. Presidents Day
4. Easter Day
5. Memorial Day
6. Juneteenth
7. Independence Day
8. Labor Day
9. Veteran's Day
10. Thanksgiving Day
11. Day After Thanksgiving Day
12. Christmas Eve
13. Christmas Day
The EMPLOYER will provide one hundred and forty-five (145) hours of holiday time as the
Holiday benefit. EMPLOYEEs must use holiday time within the calendar year. Holiday time will
not roll over into the following calendar year or be paid out. In the event that an EMPLOYEE
leaves prior to the end of the year, a pro-rated amount of holiday leave will be withheld from the
EMPLOYEEs leave accruals.
An EMPLOYEE required to work a shift on the recognized holidays shall be eligible for holiday
pay consisting of one and one-half (1.5) times the BASE RATE. For the purpose of this section,
if 50% or more of a full work shift falls on one of the holidays, the full shift shall be compensated
at holiday pay. If less than 50% of any full shift falls on one of the above holidays, no holiday
pay shall be paid. EMPLOYEEs required to work on holidays will receive one and one-half (1.5)
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times the BASE RATE. Under no circumstances will the total compensation for the work on a
holiday exceed one and one-half (1.5) times the BASE RATE.
An EMPLOYEE hired or terminating throughout the calendar year will have the number of paid
holidays accrued on a prorated basis.
An EMPLOYEE switching from a 2912 to a 2080 schedule will begin accruing holiday
time at the 2080 rate, and retain any unused hours accrued at the 2912 rate. Holiday
hours accrued within a calendar year at the 2912 rate will not roll over to the following
year. An EMPLOYEE switching between a 2080 schedule to a 2912 schedule will have
the equivalent 2912 holiday hours provided on a prorated basis.
10.2 Overtime
The EMPLOYER agrees to pay overtime on actual hours worked in excess of 159 hours within
a 21-day work period, at a rate of one and one-half times (1.5) base pay, as prescribed by the
Fair Labor Standards Act. The work period shall begin on August 10, 2025.
Hours worked in excess of the regularly scheduled shift, as established by the Employer in the
employee's work schedule, shall be considered overtime and shall be compensated for at the
overtime rate of one and one-half times (1.5) base pay.
Payments made for compensated but not actually worked time, such as holiday leave or flex
time, will not be calculated in total hours worked when determining overtime pay. Overtime
hours paid do not count towards “hours worked” for overtime calculation per FLSA.
Express authorization by the EMPLOYER must be given before an EMPLOYEE can work
overtime.
Overtime will be calculated to the nearest one-tenth (1/10) of an hour. Employees assigned to
shifts who are not scheduled or assigned to work on the recognized holidays but are requested
to work overtime shall receive an additional half (1/2) time pay over the one and a half (1 and ½)
time holiday pay for those hours actually worked.
EMPLOYEES may not exchange shifts (e.g. swaps or substitutions) without express written
approval from the EMPLOYER when such exchanges will subject the EMPLOYER to overtime
liabilities.
An EMPLOYEE may be required to work overtime. Refusal to work such overtime may result in
discipline.
10.3 Insurance
The EMPLOYER will provide the same increase in EMPLOYER contribution as is given to other
City employees.
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ARTICLE 11 - INCENTIVES
11.1 Tuition Reimbursement
The UNION adopts the EMPLOYER Tuition Reimbursement program.
11.2 Fitness Incentive
The City agrees to implement an annual fitness incentive program to be announced by Fire
Administration before July 1, 2025. All Employees who pass the required testing will be eligible
for the incentive payment in January 2026 and in the years after. The fitness incentive amount
will be $1,000.
11.3 Fire Marshal
Any employee who is assigned to Fire Marshal responsibilities shall receive incentive pay in
accordance with Appendix A Wages.
ARTICLE 12 - LEAVE
The EMPLOYER will provide the same leave as is given to all other City employees. The
UNION adopts the EMPLOYER Flex Leave program as it may be amended from time to time by
the City. The EMPLOYER will provide leave utilizing the following Flex Leave accrual schedule
(below).
Flex Leave Accrual Schedule
Year Leave Year Leave Year Leave Year Leave Year Leave
Hours Hours Hours Hours Hours
1 212.8 6 257.6 11 291 16 324.8 21 324.8
2 224 7 268.8 12 291 17 324.8 22 324.8
3 235.2 8 268.8 13 302 18 324.8 23 324.8
4 246.4 9 280 14 313.6 19 324.8 24 324.8
5 257.6 10 280 15 324.8 20 324.8 25 380.8
An EMPLOYEE switching from a 2912 to a 2080 schedule will have leave accrued at the 2912
rate converted at a rate divided by 1.4. An EMPLOYEE switching from a 2080 schedule to a
2912 schedule will have the leave accrued at the 2080 rate converted at a rate multiplied by 1.4.
Only leave accrued since August 10, 2025, is eligible to be converted in this manner.
The Employer reserves the right to meet its obligations under the Paid Family and Medical
Leave law through participation in the state-administered program or through a private plan that
complies with all applicable provisions of Minnesota law.
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ARTICLE 13 - UNIFORM
Uniform items will be provided and replaced as determined by the EMPLOYER. A list of those
uniform items that are authorized for use shall be kept by the CHIEF. Authorization for new or
replacement uniform items rests exclusively with the EMPLOYER.
ARTICLE 14 - 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
the law by a court of competent jurisdiction from whose final judgment or decree no appeal has
been taken within the time limit provided, such provision(s) shall be voided. All other provisions
of this AGREEMENT shall continue in full force and effect. The voided provision may be re-
negotiated at the written request of either party.
ARTICLE 15 - COMPLETE AGREEMENT AND WAIVER OF BARGAINING
This AGREEMENT shall represent the complete agreement between the UNION and the
EMPLOYER. The parties acknowledge that during the negotiations which resulted in this
AGREEMENT, each had the unlimited right and opportunity to make requests and proposals
with respect to any subject or matter not removed by law from the area of collective bargaining,
and that the complete understandings and agreements arrived at by the parties after the
exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the
EMPLOYER and the UNION, for the life of this AGREEMENT, each voluntarily and unqualifiedly
waives the right and each agrees that the other shall not be obligated to bargain collectively with
respect to any subject or matter referred to or covered in this AGREEMENT or with respect to
any subject or matter not specifically referred to or covered in this AGREEMENT, even though
such subject or matter may not have been within the knowledge or contemplation of either or
both of the parties at the time that they negotiated or signed this AGREEMENT.
ARTICLE 16 - MUTUAL CONSENT CONTINGENCY
This AGREEMENT may be amended any time during its life upon the mutual consent of the
EMPLOYER and the UNION. Such amendment, to be enforceable, must be in writing and
attached to all executed copies of this AGREEMENT.
ARTICLE 17 - DURATION
This agreement shall be effective as of the first day of January 2026 and shall remain in full
force and effect until the 31st day of December 2026. It shall be automatically renewed from
year to year thereafter unless either party shall notify the other in writing of its intent to
terminate.
In witness whereof, the parties hereto have executed this AGREEMENT on _____________,
2026.
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For the City of Hopkins: For the IAFF Local No. 1275:
________________________
Patrick Hanlon, Mayor
________________________
Mike Mornson, City Manager
___________________________
Travis Jacobs, IAFF Local President
____________________________
Thomas Dunn, IAFF Local Union Rep
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APPENDIX A - WAGES
2026 – 3% COLA
Effective January 1, 2026:
Firefighter - 2026
Step Annual
1 $72,945.60
2 $76,148.80
3 $79,322.88
4 $82,555.20
5 $85,729.28
6 $88,932.48
7 $92,077.44
8 $95,280.64
9 $98,512.96
Supplemental: Fire Marshal assignment $5,000/year, see section 11.3.
Memorandum of Understanding
Between the City of Hopkins and
Edina Professional Firefighters International Association of Fire Fighters (IAFF)
Local No. 1275
Health Care Savings Plan Contribution
WHEREAS, City of Hopkins (herein after the “City”) and Edina Professional Firefighters
International Association of Fire Fighters (IAFF) Local No. 1275 (herein after the
“Union”) are parties to a collective bargaining agreement anticipated to be in effect from
January 1st 2026 through December 31st 2026; and
WHEREAS, All UNION members will participate in the Minnesota State Retirement
System (MSRS) Health Care Savings Plan (HCSP) pursuant to Minnesota Statute
352.98, which shall be administered as provided by law.
NOW THEREFORE IT BE RESOLVED that the parties mutually agree as follows:
Each member of the union shall contribute the following amounts to the Plan:
• 2.5% of gross salary
This memorandum will remain in effect from January 1st 2026 through December 31st
2026.
FOR THE CITY OF HOPKINS FOR IAFF LOCAL #1275
Patrick Hanlon, Mayor Travis Jacobs, Union
Mike Mornson, City Manager