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HomeMy WebLinkAbout03.07.94 Council PacketIr AGENDA COUNCIL MEETING REGULAR MARCH 7, 1994 1. CALL TO ORDER 2. PLEDGE OF ALLEGIANCE 3. APPROVE AGENDA 4. CITIZENS COMMENTS (5 minute limit/per person for items not on agenda. ) 5. CONSENT AGENDA (All items approved in 1 motion with no discussion unless anyone wishes an item removed for discussion) a. Approve Minutes - February 22, 1994 - Regular b. Adopt Resolution Authorizing Feasibility Study - 1994 Seal Coat c. Approve New Fire Department Members d. Receive Annual Sewer Report e. Approve Hiring of Civil Engineer I f. Approve School/Conference Request - OSHA Course - Fire Department g. Approve School/Conference Request - Fire/Rescue Sectional School h. Approve 1994 AFSCME Labor Agreement i. Set Public Hearing - 3/21/94 - 8 : 00 P.M. - Transfer CATV Franchise j . Approve Capital Outlay Request - Cellular Phone - Fire Department k. Classify Tax Forfeited Lands Non-Conservation - 2 Lots - Hillveiw 5th 1. Sidewalk and Trail Policy m. Approve Capital Outlay Request - Administrator' s Office Furniture n. Approve Preliminary Engineering Plans/Cost Estimate Funding - Fire Hall Expansion o. Approve Capital Outlay Request - Trash Pump Public Works p. Approve School/Conference Request - LMC Legislative Meeting q. Adopt Resolution Authorizing Feasibility Study - Westview Drainage r. Approve Payment of Bills 6. PUBLIC HEARINGS/AWARD OF CONTRACTS a. 7 : 30 P.M. - Adopt Resolution Approving Westvtiew Townhome Plat b. Continued - Building Coverage in R-3 Districts 7. PETITIONS, REQUESTS AND COMMUNICATIONS a. Request from Southern Car Cruisers for Street Closure 8. ORDINANCES AND RESOLUTIONS 9. UNFINISHED BUSINESS a. Personnel - Budget Impact on Early Hire - Police Department 10. NEW BUSINESS 11. MISCELLANEOUS a. Spring Survey 12. REPORTS FROM COMMISSIONS, COMMITTEES, COUNCILMEMBERS THE AGENDA IS CONTINUED ON THE BACK OF THIS SHEET. 13. UPCOMING MEETINGS a. Set Workshop to Discuss East Farmington PUD b. Meeting with City of Lakeville c. Meeting with ISD 192 - Park and Recreation Matters 14. ADJOURN AGENDA REQUEST FORM Item No. 5C Name: Ken Kuchera Department: Fire Date: February 25 , 1994 Meeting Date: March 7 , 1994 �.. J () ,,J/Ha Category: Consent Subject: New Fire Department Members Explanation: Requesting Council approval to fill the three (3) vacant positions with new members . Reference Material/Responsibilty Memo - Ken Kuchera Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance Ken Kuchera Fire Signature MEMO TO : MAYOR AND COUNCIL SUBJECT : NEW FIREFIGHTERS DATE : FEBRUARY 24 , 1994 Presently , we have three ( 3 ) openings on the department. The new member committee has advertized , interviewed , administered the written test and observed the physical agility evaluation of all applicants . The members selected for membership by the new member committee are : Ronald Lindstrom 18095 Echo Drive Farmington Jeff Smith 5455 180th St . West Farmington Robert Ellingsworth 5594 Upper 182nd St. Farmington As documented in the By-Laws , Article 5 , Section 5 . Council approval is required prior to the new applicants becoming a new member of the department ( see attachment) . With the approv- al of the above members , our 36 member compliment will be full . Ken Kuchera Fire Chief • cc : Larry Thompson Wayne Henneke Rosemary Swedin New Member Committee FFD Board of Directors Sec. 4 At the new member committee meetings, applications shall be reviewed and accepted by a majority of the committee or rejected. The rejection can be for any reason deemed necessary by the committee. If rejected, the person shall be sent a letter of explanation. Sec. 5 Applicants accepted by the new member committee shall be interviewed, required to take a written test, and complete a physical agility evaluation. The applicants will be accepted or rejected by a majority of the new member committee. Applicants may be rejected by a majority of the new member committee for reasons pertaining to the good of the department . If necessary, the applicants name c'an be passed over for working or availability reasons . He/she must have an official Fire Depart- ment physical within thirty (30) days to be paid for by the City. The applicant becomes a Probationary fire fighter and may report for duty when approved by the City Counciljnd the passed and signed physical is turned over to the Chief . This will be con- sidered the starting date. The probationary member is entitled to all benefits except voting for one year. The member must adhere to the probationary member rules, and can be terminated for failure to adhere to any rules by a majority of a quorum of the department during the one year probationary period. Sec . 6 Probationary members are under the jurisdiction of the Assistant Chiefs and Captains . Sec . 7 At the first Regular business meeting following the one (1) year date, the Probationary member will be voted on and a sixty-six percent (660) of votes cast by the Regular and Rookie members, will determine eligibility to remain in this department . Sec. 8 In the event the Probationary member vote is unfavorable, an immediate vote shall be taken by the department to determine if his/her probationary period shall be extended by an additional six months . This will be a final extension. ARTICLE 6 - ELECTION OF OFFICERS Sec . 1 An election committee shall be selected at the Regular meeting in November and report their nominations at the December Regular meeting. Sec . 2 During the December Regular meeting, additional nomina- tions from the floor will be accepted. The nominations will be closed at the Annual Banquet prior to the election. Sec. 3 The election of officers will be held by closed ballot at the Annual Banquet . Sec. 4 The election shall be conducted by the election committee as follows : 1 . Absentee ballots will be accepted by the election committee. 2 . Vote. • 3 . Vote results given verbally. In the event a tie vote occures, the election will be determained by lot . • AGENDA REQUEST FORM Item No. 5E )1Jr7,J,r_r7 Name: Tom Kaldunski / ' " Department: Public Works ( 1) 'i -)34' ! - Date: February 28 , 1994 Meeting Date: March 7 . 1994 4A Category: Consent Subject: Hiring Personnel - Civil Engineer Explanation: z will be making my recommendation for filling this position. Reference Material/Responsibilty Memo - Tom Kaldunski Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance Tom Kaldunski Public Works Russ Matthys Public Works Rosemary Swedin Finance' ' ./4‘,/(0440/Signature MEMO TO: MAYOR AND COUNCIL SUBJECT: HIRING OF CIVIL ENGINEER I DATE: MARCH 4, 1994 The City's 1994 established the above referenced position. This position was to be filled by April 1, 1994. Attached is a job description and preliminary job evaluation summary and the advertise- ment. My recommendation is to utilize grade 6 for the salary requirements based in this sum- mary. The City's Compensation Committee will need to review the description and grade 6 preliminary evaluation (attached). The budget has set aside $23,880.00 for funding the salary and benefits for the position. This represents a grade 5 rating ($11.48/hour). If the grade 6 rating is approved, the Council would need to authorize a budget adjustment to fund the additional salary ($12.83/hour). It is my recom- mendation to adjust the budget by increasing engineering revenues to fund the grade 6 rating. It is estimated that a $2,144.00 budget adjustment would be required to fund the grade differential. Twenty nine applicants responded to the advertisement. The initial applicants were then rated utilizing various factors (i.e. application, education, engineering experience, computer skills, veterans preference, minority preference, etc.). Eight candidates were selected for interviews. Based upon the interviews, it is my recommendation that the City offer the position of Civil Engineer I to Rich Schindler. Rich graduated from the University of Minnesota Institute of Technology with a Bachelor of Civil Engineering degree and he has passed his Engineer In Train- ing exam. Rich has held two internship positions with the City of Farmington in the past and knows the department computers systems very well. I feel that Rich has demonstrated his leader- ship and engineering skills for the civil engineering position during his internships. Rich has been assisting the Public Works Department on a part time basis since January, 1994. He was placed in this position to help with meeting the schedule for the Pine Knoll project. Some changes were made in the department's engineering intern position in order to fund Rich as part time help. The original budget included two six month engineering interns. I have filled the two intern positions as outlined in my March 2nd memo. This left $3,975.00 available to fund Rich's part time position. It is my recommendation that the City establish March 14, 1994 as the starting date for Rich's full time position (this corresponds with the pay period). As of that date, $1,686.56 of the part time funds will have been used. The remaining $2,288.44 can be utilized to fund Rich's full time position between March 14 and April 1, 1994 (per the original budget). At $12.83/hour an esti- mated $1,868.05 is needed to fund this additional time (14 days x 8 hours x $12.83/hour x 1.3 benefits). The remaining $420.39 of the part time budget can be utilized for overtime costs. In summary, it is my recommendation to offer this position to Rich Schindler at the pay grade approved by the Compensation Committee. The starting date for this full time position is March 14, 1994. I would request that the Council approve the hiring of Rich Schindler and direct the Compensation Committee to review the pay grade rating. J 1‘ Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer cc: file Larry Thompson Wayne Henneke TJK Russ Matthys Rosemary Swedin MEMO TO: LARRY THOMPSON SUBJECT: HIRING OF INTERNS DATE: MARCH 2, 1994 The City has received a number of applications for the two engineering internships that are avail- able in the 1994 budget. The candidates for these positions have been interviewed. It is my recommendation that the City offer the 1994 spring/summer internship to Joe Sifter. He is a senior student at the University of Minnesota - Minneapolis Institute of Technology. Joe is from the Farmington area. He will be available for work on March 21, 1994. The hourly wage rate is $7.84 per hour. The internship will continue until September 16, 1994. It is my recommendation that the City offer a 1994 summer internship to Jim Brown. He is a senior student at South Dakota State University. He has a background in engineering internships and computer experience. Jim is from St. Peter, Minnesota. He will be available for work from May 15, 1994 to September 2, 1994. The hourly wage rate is $7.84 per hour. He will also work spring between March 7 and March 11, 1994. The 1994 budget has set aside $17,124.00 funding. These internships will utilize an estimated $13,172.00. The remaining $3,952.00 will be utilized to fund the part time engineering help hired in February and March. J � � Thomas J. ldunski, P.E. Director of Public Works/City Engineer cc: file, Wayne Henneke, TJK, Rosemary Swedin, Russ Matthys MEMO TO: MAYOR AND COUNCIL I re ' he aforementioned and concur. 17 C Larry Thompson City Administrator cc: Tom Kaldunski Wayne Henneke file CIVIL ENGINEER I City of Farmington (pop. 6200) a growing southern metro city, located 35 minutes south of Mpls/ St. Paul is accepting applications for the position of Civil Engineer I in the Public Works Depart- ment. Position is responsible for assisting City Engineer in duties related to public works, streets and utilities, civil engineering and Minnesota State Aid system. Must be proficient in AutoCADD. Minimum Qualifications: B.S. Degree in Civil Engineering from an accredited college or univer- sity plus status as Engineer In Training. Class "C" drivers license. Applications are available at City Hall. City of Farmington, 325 Oak Street, Farmington, MN 55024. Applications received until January 31, 1994. Equal Opportunity Employer cc: Dakota County Tribune Farmington Independent Minneapolis Tribune - outstate and metro Unemployment Office U of M Placement Office SDSU Placement Office -) CITY OF FARMINGTON POSITION DESCRIPTION POSITION: CIVIL ENGINEER I PURPOSE AND SCOPE: ASSISTS AND SUPPORTS THE PUBLIC WORKS DIRECTOR/ CITY ENGINEER IN PERFORMING THE DAY TO DAY DUTIES (ACTIVITIES) OF THE ENGINEERING OPERATIONS. RELATIONSHIPS: Reports to: Assistant City Engineer Gives Work Direction to: Engineering Technician Engineering Interns SPECIFIC RESPONSIBILITIES TASK 1 CIVIL ENGINEERING OPERATIONS 1.1 Assists as a liaison for the City with consulting engineers, governmental agencies, developers and the general public for all engineering activities. 1.2 Assists in preparing the plans and specifications for public improvements. 1.3 Coordinates receipt and tabulation of bids on public improvement projects. 1.4 Secures necessary permits and approvals from Federal, State and local levels. 1.5 Performs surveying and construction staking, utility and street inspections, and preparing pay estimates for improvement projects. 1.6 Maintains as-builts for street and utility improvements. Provides said information for various requests. 1.7 Coordinates construction projects with consulting engineers, consulting planner, contractors, developers, City administration and public utilities as directed by City Engineer. 1.8 Assists in seeing that contract street and utility work is planned and submitted for bids according to established procedures, and inspects the performance of such contracts. 1.9 Monitors contracted work to ensure performance meets City standards. 1.10 Uses computer and various software, such as follows: AutoCad - Drafting of Plans and Details, Lotus 1-2-3 -Bid estimates and tabulations, Word Perfect-Reports and correspondence. 1 1.11 Prepares proper documentation for reimbursement of MSA funds. 1.12 Assists in reviewing all future improvements relating to the use of MSA funds. 1.13 Assists in right of way acquisition. 1.14 Assists in design of public works projects. 1.15 Receives and responds to calls and requests involving engineering projects. 1.16 Makes recommendations for Engineering budget and capitol improvement program. The above states describe the principal function of the job identified, but shall not be construed as an exclusive listing of all the work requirements that may be inherent in the job. KNOWLEDGE AND SKILLS 1. High degree of knowledge of engineering specifications, proposals, standard details and plans. 2. Ability to design municipal improvements using standard civil engineering practices. 3. Ability to operate AutoCad, Lotus 1-2-3, Word Perfect and various other computer software at a competent level. 4. Ability to operate Theodolite, Automatic Level and various other surveying equipment at a competent level. 5. Knowledge of current street and utility construction techniques and ability to field inspect such work. 6. Knowledge of Federal, State, County and Local improvement and permit requirements. 7. Ability to establish and maintain effective working relationships with co-workers, supervisors and the public. 8. Ability to communicate effectively, clearly and concisely, both in oral and written form. 9. Ability to plan and coordinate within and between departments. 10. Ability to work independently with minimal work direction and supervision. 11. Ability to supervise, plan, and inspect work of subordinates. 12. Ability to adapt to a wide and varying range of duties. 2 13. Ability to meet and maintain physical requirements as may be established from time to time by the City. Includes lifting objects in excess of 50 pounds. MINIMUM QUALIFICATIONS Bachelors Degree in civil engineering from an accredited university or institution. Status as Engineer In Training. Sufficient training and experience to demonstrate the knowledge and abilities listed above. Demonstrated leadership and the ability to work cooperatively with other employees throughout his/her work experience. Class "C" drivers license. CIVIL ENGINEER I-JOB EVALUATION SUMMARY /V7/q 1. Know How 100+ (D+) 2. Management 50+ (C) 3. Problem Solving 45+ (C+) 4. Contacts 40 (C+) 5. Working Conditions 35 (B1) 6. Supervision 15 (B1) 285 Grade 6- Min. $26,691 Mid. $31,960 Max. $ AGENDA REQUEST FORM Item No. 5H 1 _J re-r, Wayne Henneke Department: Finance , , Date: February 24, 1994 , Meeting Date: March 7 , 1994 / °.2. U Category: Consent Subject: Approve 1994 AFSCME Labor Agreement Explanation: • Reference Material/Responsibilty Wayne Henneke Referred To: (Name) Department Larry Thompson Administration Wayne Henneke Finance Tom Kaldunski Public Works Jim Bell Parks and Recreation • W Qja- S?4,144144' Signature MEMO TO: MAYOR AND COUNCIL SUBJECT: 1994 LABOR AGREEMENT WITH AFSCME DATE: MARCH 1 , 1994 AFSCME and the City' s negotiating committee have reached an agreement for 1994. It is recommended that Council approve the attached 1994 Labor Agreement and authorize the Mayor and City Administrator to execute the agreement. Changes made from the 1993 agreement are as follows: 1 . Change in the year from 1993 to 1994 in the title page. 2. On page 15 - ARTICLE XVIII - INSURANCE. Section 18 . 1 and 18. 2 have been changed, changes have been made to identify the year as 1994. 3 . On page 19 - ARTICLE XXX - DURATION. The dates have been changed to January 1 , 1994 and December 31 , 1994. 4. Appendix A - a) In Section A, the calendar years have been changed to 1994 and all rates have been increased by 22%. b) In Sections B and C, the calendar years have been changed to 1994 . c) In Section E, the increase has been changed from three percent (3%) to two and one-half percent (22%) and the calendar year has been changed to 1994. d) Also in Section E, the last two sentences concerning Steve Nordstrom have been deleted because they concern "finished business" which occurred in 1993. e) In Section G, the words "Labor Agreement" have been added in place of "proposal" because ratification by the Union and • acceptance by the Council change a "proposal" to a "Labor Agreement" . Wayitg.4\44444444. Wayne E. Henneke Finance Director cc: Larry Thompson Tom Kaldunski Jim Bell file WEH LABOR AGREEMENT BETWEEN CITY OF FARMINGTON AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, COUNCIL 14, LOCAL UNION 3815 AFL-CIO JANUARY 1. 1994 - DECEMBER 31. 1994 TABLE OF CONTENTS ARTICLE PAGE I PURPOSE OF AGREEMENT 1 II RECOGNITION 1 III DEFINITIONS 2 IV EMPLOYER SECURITY 3 V UNION SECURITY 3 VI EMPLOYER AUTHORITY 3 VII EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 4 VIII DISCIPLINE 7 IX WORK SCHEDULES 8 X OVERTIME 8 XI SENIORITY 9 XII JOB POSTING 10 XIII PROBATIONARY PERIOD 11 XIV SICK LEAVE 11 XV SEVERANCE PAY 12 XVI VACATION 13 XVII HOLIDAYS 14 XVIII INSURANCE 15 XIX PARENTAL LEAVE 15 XX JURY DUTY 16 XXI LEAVE FOR DEATH IN THE FAMILY 16 XXII UNPAID LEAVES OF ABSENCE 16 XXIII MILITARY LEAVE OF ABSENCE 17 XXIV CALL BACK 17 11 XXV PART-TIME/TEMPORARY EMPLOYEES 17 XXVI TRAINING 18 XXVII UNIFORMS 18 XXVIII SAVINGS CLAUSE 18 XXIX WAIVER 18 XXX DURATION 19 APPENDIX A - WAGE RATES 20 iii MASTER LABOR AGREEMENT BETWEEN CITY OF FARMINGTON AND AFSCME, COUNCIL 14, LOCAL UNION 3815 AFL-CIO ARTICLE I - PURPOSE OF AGREEMENT This AGREEMENT is entered into as of between the CITY OF FARMINGTON, hereinafter called the EMPLOYER, and AFSCME, COUNCIL 14, LOCAL UNION 3815, AFL-CIO, hereinafter called the UNION. It is the intent and purpose of this AGREEMENT to: 1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT'S interpretation and/or application; 1.2 Place in written form the parties' agreement upon the terms and conditions of employment contained herein for the duration of this AGREEMENT; AND 1.3 Promote harmonious relations between the EMPLOYER and the UNION. ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the UNION as the exclusive representative for: All manual maintenance employees of the Farmington Public works, and Parks and Recreation Departments, employed by the City of Farmington, Minnesota, who are public employees within the meaning of Minn. Stat. 179A.03, Subd. 14, excluding supervisory, confidential, and all other employees. 2.2 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. 2.3 The EMPLOYER shall not enter into any agreements covering terms and conditions of employment with employees of the bargaining unit under the jurisdiction of this AGREEMENT whether individually or collectively which in any way conflicts with terms and conditions of the AGREEMENT, except through the certified representative. 1 ARTICLE III - DEFINITIONS 3. 1 UNION: The American Federation of State, County and Municipal Employees, Council 14, Local Union 3815, AFL- CIO. 3.2 UNION MEMBER: A member of AFSCME, Council 14, Local Union 3815, AFL-CIO. 3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit. 3.4 EMPLOYER: The City of Farmington. 3.5 UNION OFFICER: Officer elected or appointed by AFSCME, Council 14, Local Union 3815, AFL-CIO. 3 . 6 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess of forty (40) hours in a seven (7) day period. 3.7 WORK SHIFT: A work period including rest breaks and a lunch break. 3 .8 REST BREAKS: A rest break shall consist of a fifteen (15) minute period. 3.9 STRIKE: Concerted action in failing to report for duty, the willful absence from one's position, the stoppage of work, slow down, or abstinence in whole or in part from the full, faithful and proper performance of the duties of employment for the purposes of inducing, influencing or coercing a change in the conditions or compensation or the rights, privileges or obligations of employment. S 3.10 BASE PAY RATE: The employee's hourly pay rate exclusive of any other special allowances. 3.11 SENIORITY: a) Job Classification Seniority: Length of continuous service in a job classification included in the unit in accordance with ARTICLE II - RECOGNITION. Job classification seniority shall reflect the length of continuous employment in an individual job classification from the date the employee assumed his/her current job classification title. b) EMPLOYER Seniority: Length of continuous service with the EMPLOYER. 2 ARTICLE IV - EMPLOYER SECURITY The UNION agrees that during the life of this 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. ARTICLE V - UNION SECURITY ' 5.1 In recognition of the UNION as the exclusive representative the EMPLOYER shall: 5.11 Deduct each payroll period an amount sufficient to provide the payment of dues established by the UNION from the wages of all employees authorizing in writing such deduction, and 5.12 Remit such deduction to the UNION. 5.2 The UNION may designate certain employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 5.3 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. 5.4 When requested to do so by the UNION the EMPLOYER agrees to deduct from the wages of those employees who are not members of the UNION a fair share fee that shall not exceed eighty- five percent (85%) of the regular monthly dues and shall forward such monies to thew UNION. This provision shall remain operative only as long as it is specifically provided by law and is otherwise legal. 5.5 The EMPLOYER will provide the UNION with the names of new hires within the bargaining unit. 5.6 The EMPLOYER shall make space available on the employee bulletin board for posting UNION notice(s) and announcement(s) . ARTICLE VI - EMPLOYER AUTHORITY 6.1 The EMPLOYER retains the full and unrestricted right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to determine whether services are to be provided or purchased; to set and amend 3 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. 6.2 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 VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 7.1 DEFINITION OF A GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this AGREEMENT. 7.2 UNION REPRESENTATIVES 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. 7.3 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 a UNION representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the UNION representative have notified and received the prior 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. 7.4 PROCEDURE Grievances, as defined by Section 7.1, shall be resolved in conformance with the following procedure: 4 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, 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 Step 2 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. A grievance unresolved in Step 2 and appealed to Step 3 by the UNION may be submitted to the Minnesota Bureau of Mediation Services for mediation or to arbitration within ten (10) calendar days following the EMPLOYER-designated Representative's final Step 2 answer. If the grievance is submitted to mediation and is not resolved, it may be appealed to arbitration within ten (10) calendar days following the EMPLOYER- designated Representative's final Step 3 answer. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the UNION may be submitted to arbitration. If the parties are unable to agree on the selection of an arbitrator, the UNION shall request a list of arbitrators to be submitted to the parties by the Bureau of Mediation Services. 5 7.5 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 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. 7. 6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the 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 the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the UNION in each step. 7.7 CHOICE OF REMEDY If, as a result of the written EMPLOYER response in Step 3, 6 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 4 of ARTICLE VII or a procedure such as: Civil Service, Veterans' Preference, or Fair Employment. If appealed to any procedure other than Step 4 of ARTICLE VII the grievance is not subject to the arbitration procedure as provided in Step 4 of ARTICLE VII. The aggrieved employee shall indicate in writing which procedure is to be utilized - Step 4 of ARTICLE VII or another appeal procedure - and shall sign a statement to the effect that the choice of any other hearing precludes the aggrieved employee from making a subsequent appeal through Step 4 of ARTICLE VII. ARTICLE VIII - DISCIPLINE 8.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one or more of the following forms: a) oral reprimand; b) written reprimand; c) suspension; d) demotion; or e) discharge. 8.2 Notice of suspensions, demotions, anddischarges will be in written form and will state the reasons for the action taken. The UNION shall be provided with a copy of such notice. 8.3 Written reprimands, notices of suspension, and notice of discharge which are to become part of an employee's personnel file shall be read and acknowledged by signature of the employee. The employee will receive a copy of such reprimands and/or notices. 8.4 Employees may examine their own individual personnel files at reasonable times under the direct supervision of the. EMPLOYER. 8.5 Employees will not be questioned concerning the investigation of disciplinary action unless the employee has been given an opportunity to have a UNION representative present at such questioning. 8.6 Grievances relating to this ARTICLE shall be initiated by the UNION in Step 2 of the grievance procedure under ARTICLE VII. 8.7 An employee who is absent without leave and without 7 notification to the EMPLOYER for three (3) consecutive days will be considered to have resigned. ARTICLE IX - WORK SCHEDULES 9.1 The sole authority in establishing work schedules is the EMPLOYER. The normal work year will be 2,080 hours and shall be accounted for by each employee through: a) hours worked on assigned shifts; b) assigned training hours; and c) authorized paid leave time. 9.2 Nothing contained in this or any other ARTICLE shall be interpreted to be a guarantee of minimum or maximum number of hours the EMPLOYER may assign employees. 9.3 The normal work day for an employee shall be eight (8) hours. The normal work week shall be forty (40) hours Monday through Sunday. 9.4 Service to the public may require the establishment of regular shifts for some employees on a daily, weekly, seasonal or annual basis other than the normal work day. 9.5 Service to the public may require the establishment of regular work weeks during which work is scheduled on Saturdays and/or Sundays. 9.6 The EMPLOYER will give seven (7) calendar days of advance notice to the employees affected by a change in scheduled shifts. In the event that work is required because of unusual or emergency circumstances such as , but not limited to fire, flood, snow, sleet, or breakdown of municipal equipment or facilities, no advance notice need be given. 9.7 With the prior approval of the employee's immediate supervisor an employee may use both rest breaks together in the first half or the second half of a shift. ARTICLE X - OVERTIME 10. 1 Regular, full-time employees will be compensated at one and one-half (1 1/2) times the employee's regular base pay rate for hours worked in excess of forty (40) hours in a seven (7) day period. Changes of shifts do not qualify an employee for overtime under this ARTICLE. 8 10.2 Overtime will be distributed as equally as practicable. 10.3 Overtime refused by employees will for record purposes under ARTICLE 10.2 be considered as unpaid overtime worked. 10.4 For the purpose of computing overtime compensation overtime hours worked shall not be pyramided, compounded or paid twice for the same hours worked. 10.5 Overtime will be calculated to the nearest fifteen (15) minutes. 10.6 Employees have the obligation to work overtime or call backs if requested by the EMPLOYER unless unusual circumstances prevent the employee from so working. 10.7 At the discretion of the EMPLOYER employees may be paid for overtime worked in accordance with Section 10.1 or be allowed to accumulate compensatory time off in accordance with Section 10.1. Accrual and use of compensatory time off shall be subject to the prior approval of the EMPLOYER and accrual shall not exceed forty (40) hours. ARTICLE XI - SENIORITY 11.1 Seniority rosters shall be maintained by the EMPLOYER on the basis of job classification seniority and EMPLOYER seniority as defined in ARTICLE III - DEFINITIONS, section 3.11. 11.2 The EMPLOYER will provide the UNION with an updated seniority roster annually which will include the job classification and EMPLOYER seniority for each employee. 11.3 Employees who separate frop employment shall lose their seniority except when such separation is due to lay-off. An employee shall be considered separated from employment in case of: resignation, retirement, or discharge. 11.4 An employee who is rehired following separation from employment shall be considered a new employee for purposes of seniority. 11.5 The EMPLOYER shall be the sole authority in determining which job classification(s) and department(s) are to be affected by a lay-off. Employees shall be laid-off on the basis of job classification seniority only when the job- relevant qualification factors between employees are equal. In case job classification seniority between two employees is equal, EMPLOYER seniority shall prevail. 11.6 Employees laid-off by the EMPLOYER shall retain recall 9 rights for a period of twelve (12) months from the date of lay-off. If an opening occurs in the job classification from which the employee was laid-off within the twelve (12) month recall period the employee will be recalled to fill that position provided that at the time of recall the employee meets the qualifications and other conditions of employment as determined by the EMPLOYER. It shall be the employee's responsibility to keep the EMPLOYER informed of the employee's current address. The EMPLOYER shall notify employees on lay-off to return to work by certified mail. The employee must return to work within two (2) weeks of receipt of this notification to be eligible for re- employment. If the EMPLOYER does not receive confirmation of receipt of this notice within thirty (30) calendar days of sending it by certified mail, the EMPLOYER may fill the vacant position to which the employee was recalled and the employee loses recall rights to that position. 11.7 An employee who has been suspended without pay for thirty (30) or more work days shall have his/her seniority dates reduced by the number of work days on suspension without pay. An employee who has been found to have been suspended without pay or discharged without cause shall have his/her seniority reinstated. 11.8 An employee laid off in one job classification shall have the right to replace an employee in a job classification of equal or less pay within the bargaining unit in accordance with Section 11.5 provided that: 11.81 The employee meets the qualifications and other conditions of employment of the job classification as determined by the EMPLOYER; 11.82 The employee's job performance is satisfactory as determined by the EMPLOYER; 11.83 The employee has job-relevant qualifications which are equal to those of the employee who would be replaced as determined by the EMPLOYER; and 11.84 The employee has greater EMPLOYER seniority than that of the employee who would be replaced. ARTICLE XII - JOB POSTING 12.1 Job vacancies within the designated bargaining unit will be posted in a conspicuous place in the buildings in which the employees work for five (5) work days prior to the filling of such vacancies. 12.2 EMPLOYER seniority will be the determining criterion for transfers and promotions only when the job-relevant qualification factors between employees are equal as 10 determined by the EMPLOYER. ARTICLE XIII - PROBATIONARY PERIOD 13.1 The probationary period for a newly hired or promoted full- time employee shall extend six (6) months from the date of hire or promotion. The probationary period for a newly hired or promoted part-time employee shall extend one thousand and forty (1,040) hours from the date of hire or promotion. 13.2 A probationary full-time employee accrues vacation and sick leave beginning the date of hire. Earned sick leave may be used by a probationary full-time employee in accordance with ARTICLE XIV. Earned vacation may not be used until completion of the probationary period. 13.3 During the probationary period a newly hired or rehired employee may be discharged at the sole discretion of the EMPLOYER. During the probationary period a promoted or reassigned employee may be replaced in the position previously held at the discretion of the EMPLOYER. 13.4 A probationary employee who completes his/her probationary period shall be listed on the seniority roster as follows: 13.41 As of the date of hire into the employee's current job classification for job classification seniority; and 13.42 As of the original date of hire for EMPLOYER seniority. ARTICLE XIV - SICK LEAVE 14.1 Regular, full-time employees shall earn sick leave credited to the general sick leave account at the rate of eight(8) hours per month to a maximum of nine hundred and sixty (960) hours. 14.2 Employees who are hired before the fifteenth of the month shall accrue eight (8) hours of sick leave for that month. Employees who are hired after the fifteenth of the month shall not accrue sick leave until the following month. 14.3 An employee may earn sick leave in the catastrophic illness account after the maximum 960 hours has been attained. There is no maximum accrual applicable to the catastrophic illness account, which will not be used in calculating severance pay under ARTICLE XV. Sick leave earned in the 11 catastrophic illness account shall not be used until the maximum of 960 hours earned in the general sick leave account has been depleted. 14.4 Sick leave benefits shall only accrue when an employee is on compensated regular hours or, in accordance with state and federal laws, is on approved military leave. 14.5 Paid sick leave may be granted only if it has been earned. To be eligible for sick leave payment an employee must notify his/her department head or the department head's designee as soon as possible but not later than thirty (30) minutes following the starting time of the employee's scheduled shift. This notice may be waived if the employee can conclusively establish that he/she could not reasonably have been expected to comply with this requirement because of circumstance beyond the control of the employee. The employee must keep his/her department head informed of the approximate date of the employee's return to work. 14.6 An employee may utilize his/her earned sick leave on the basis of a request approved by the EMPLOYER for absences necessitated by the following: 1) inability to perform the duties of his/her position by reason of illness or injury; 2) exposure to contagious disease or legal quarantine; 3) illness in the employee's immediate family for such periods as his/her absence shall be necessary and in compliance with state and federal laws; 4) medical or dental examinations or treatments of the employee or the employees s immediate family. 14.7 The term "immediate family" as referred to in this Article shall include the employee's parents, siblings, spouse, children or grandparents of the employee or the employee's spouse. 14.8 Sick leave usage shall be subject to approval and verification by the EMPLOYER. ARTICLE XV - SEVERANCE PAY 15.1 Regular, full-time employees who retire or terminate their employment in good standing with a minimum of fourteen (14) calendar days of advance written notice shall receive severance pay in accordance with the following schedule: 12 Upon completion of five (5) years of continuous service 25% of the accrued sick leave in the employee's general sick leave account; Upon completion of ten (10) years of continuous service 50% of the accrued sick leave in the employee's general sick leave account. 15.2 An employee who is discharged or who resigns without giving advance notice of fourteen (14) calendar days shall not be eligible for severance pay. 15.3 In the event that the employee is deceased the severance pay benefit shall be paid to the deceased employee's estate. ARTICLE XVI - VACATION 16. 1 Regular, full-time employees shall earn paid vacation in accordance with the following schedule based on years of continuous service: Years of Continuous Service Hours of Vacation After 1 year 80 hours (6.64 hours/mo) After 6 years 88 hours (7.28 hours/mo) After 7 years 96 hours (8.00 hours/mo) After 8 years 104 hours (8.64 hours/mo) After 9 years 112 hours (9.28 hours/mo) After 10 years 120 hours (10.00 hours/mo) After 15 years 160 hours (13.28 hours/mo) After 25 years 200 hours (16.67 hours/mo) 16.2 Earned vacation shall be accrued on a pro-rated monthly basis. 16.3 Employees may take vacation only with the prior approval of the employee's Department Head. Scheduled vacations are subject to postponement in case of emergency. 16.4 Employees who are on unpaid leave of absence or who have been suspended without pay shall not earn vacation. 16.5 New hires on probationary status shall earn but shall not use vacation until the employee has completed the probationary period. 16.6 Employees who have completed the probationary period shall be compensated for vacation earned and not used at the time of resignation. Accrued, unused vacation shall be calculated to the nearest day worked and shall be paid at the employee's base pay rate which was in effect at the time 13 of resignation. 16.7 The maximum vacation that can be accrued is as follows: Years of Continuous Service Hours of Vacation One through 9 years 160 hours 10 through 19 years 240 hours 20 or more years 320 hours Vacation cannot be accrued beyond these maximums. 16.8 Preference for vacation periods shall be made known to the EMPLOYER or the EMPLOYER-designated representative before March 1 of each calendar year. In the case of conflict for a preferred vacation period(s) , the senior employee will be given preference. 16.9 After March 1 vacation scheduling will be on a "first come, first served" basis. 16. 10 When a holiday occurs while an employee is using approved vacation leave, the employee will receive holiday pay in lieu of vacation for the day on which the holiday is observed. ARTICLE XVII - HOLIDAYS 17.1 Regular, full-time employees shall be entitled to compensated time off for designated holidays, provided the employee is on compensated payroll status the last work day preceding the holiday and the first work day following the holiday. Designated holidays shall bel eight(8) hours each and are as follows: New Year's Day January 1 Presidents' Day Third Monday in February Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September Columbus Day Second Monday in October Thanksgiving Day Fourth Thursday in November Day After Thanksgiving Day Fourth Friday in November Christmas Eve Day December 24 Christmas Day December 25 Floating Holiday Employee's Choice 17.2 When a designated holiday falls on a Saturday, the preceding day (Friday) shall be officially observed as the holiday. 14 When a designated holiday occurs on a Sunday, the following day (Monday) shall be officially observed as the holiday. 17.3 An employee who is expressly required by the EMPLOYER to work on a designated holiday shall receive two and one-half (2 1/2) times the employee's base pay rate for hours worked during the designated holiday provided that the employee has worked or been on paid leave during the employee's normal work week. If the employee has taken unpaid leave of absence during the normal work week and then works a designated holiday during that work week, the employee shall receive two (2) times the employee's base pay rate for hours worked during the designated holiday. 17.4 The floating holiday will be scheduled with the prior approval of the Department Head. 17.5 To be eligible for the floating holiday an employee must have worked for a minimum of six (6) continuous months in a calendar year. ARTICLE XVIII - INSURANCE 18. 1 The EMPLOYER will pay one hundred percent (100%) of the cost of single coverage for regular, full-time employees for the EMPLOYER'S group health, life, accident and dental insurance for 1994. 18.2 The EMPLOYER will pay sixty-five percent (65%) of the cost of dependent coverage for regular, full-time employees for the EMPLOYER'S group health, life, accident and dental insurance for 1994. 18. 3 The EMPLOYER shall provide ,a $10,000 term life insurance policy for each employee. 18.4 Employees not choosing dependent coverage cannot be covered at EMPLOYER expense for any additional insurance other than the individual group health, life, accident and dental insurance. ARTICLE XIX - PARENTAL LEAVE 19. 1 The EMPLOYER shall grant unpaid parental leave in accordance with applicable Minnesota statutes and federal laws. 19.2 An employee who is temporarily disabled due to pregnancy or childbirth may use earned sick leave in accordance with ARTICLE XIV - SICK LEAVE. 15 ARTICLE XX - JURY DUTY 20.1 An employee who is required to serve as a juror or who is under subpoena as a witness in court for the EMPLOYER will be paid the difference between the employee's regular take- home pay and fees received as a juror or witness while serving in such capacity. An employee is required to notify the employee's Department Head prior to serving as a juror or as a witness. 20.2 An employee excused from duty prior to the end of the employee's duty day shall return to work. ARTICLE XXI - LEAVE FOR DEATH IN THE FAMILY 21.1 The EMPLOYER will approve leave with pay in cases of death in the immediate family. Such leave shall be limited to a maximum of twenty-four (24) work hours within a calendar year. 21.2 The term "immediate family" as referred to in this Article shall include the employee's parents, siblings, spouse, children, grandchildren and grandparents of the employee or the employee's spouse. 21.3 The employee is required to provide advance notice of leave for death in the immediate family as soon as possible and must keep his/her Department Head informed of the approximate date of the employe's return to work. ARTICLE XXII - UNPAID LEAVES OF ABSENCE 22.1 In order to be considered fqz an unpaid leave of absence an employee must have completed six (6) months of continuous service with the EMPLOYER. 22.2 A request for an unpaid leave of absence in excess of three (3) work days shall be submitted in writing by the employee to the Department Head not less than thirty (30) calendar days in advance of the requested beginning of the leave. The request shall be in writing and shall state the reason for the leave and the desired length of time off. 22.3 An unpaid leave of absence may be granted by the City Administrator or his/her designee for a period not to exceed three (3) work days in any calendar year. A request for such leave shall be submitted in writing by the employee to the Department Head or his/her designee as soon as is practicable. An unpaid leave of absence may be 'granted by the City Council for a period not to exceed six (6) months 16 in any calendar year. The EMPLOYER shall respond in writing to the employee's request as soon as is practicable. 22.4 Benefits and seniority shall not accrue during an unpaid leave of absence. An employee may continue participation in group insurance provided that the employee pays the full cost of the premiums. Upon returning to work following an unpaid leave of absence the employee will be paid at the same salary step held as at the time the leave began. 22.5 An employee shall be granted an unpaid leave of absence for conducting UNION business in accordance with applicable state law and consistent with the provisions of this ARTICLE. ARTICLE XXIII - MILITARY LEAVE OF ABSENCE Military leaves of absence will be administered in accordance with applicable laws. ARTICLE XXIV - CALL BACK 24. 1 An employee called in for work at a time other than the employee's scheduled shift will be compensated for a minimum of two (2) hours' pay at one and one-half (1 1/2) times the employee's base rate of pay. 24.2 An employee on call back is considered to be on duty for the full two hours. Additional call backs received within the same two hour call back period do not qualify for additional call back pay. ARTICLE XXV - PART-TIME/TEMPORARY EMPLOYEES 25.1 A part-time employee who is regularly scheduled to work less than twenty-four (24) hours per week shall not receive any benefits provided by this AGREEMENT. 25.2 A part-time employee who is regularly scheduled to work a minimum of twenty-four (24) hours per week or more shall receive the following benefits: sick leave, severance pay, vacation, holidays and funeral leave. The employee shall receive only these benefits, which shall be pro-rated in the ratio of actual hours worked. 25.3 Temporary employees employed for no more than 960 hours per calendar year either in a full-time or part-time capacity will be paid at an hourly rate as determined by the EMPLOYER for the term of their employment. Such employees will not 17 be eligible for any rights or benefits under this AGREEMENT including ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE. ARTICLE XXVI - TRAINING Training required and authorized by the EMPLOYER shall be paid for by the EMPLOYER. ARTICLE XXVII - UNIFORMS Employees will be required to wear uniforms if provided by the EMPLOYER. ARTICLE XXVIII - SAVINGS CLAUSE This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Farmington. 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 judgement or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions of this AGREEMENT shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. ARTICLE XXIX - WAIVER 29.1 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 AGREIENT, are hereby superseded. 29.2 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 term or condition 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 in this AGREEMENT , even though such terms or conditions may not have been within the knowledge or contemplation of either or both of the parties at the time this contract was negotiated or executed. 18 ARTICLE XXX - DURATION This AGREEMENT shall be effective as of January 1, 1994 and shall remain in full force and effect until December 31, 1994. IN WITNESS ,EOF, the parties hexgto have a ecuted this AGREEMENT on this ] day ofP ) / Q'Y FOR THE CITY OF FARMINGTON: FOR THE UNI 77,(,-1.61 ?-1AJ7 19 ARTICLE XXX - DURATION This AGREEMENT shall be effective as of January 1, 1994 and shall remain in full force and effect until December 31, 1994. IN IN this nE EOF, theelyarrties J ere�to ha v�le tecuted this AGREEMENT Y�J �l� FOR THE CITY OF FARMINGTON: FOR THE UNIO 19 i ARTICLE XXX - DURATION This AGREEMENT shall be effective as of January 1, 1994 and shall remain in full force and effect until December 31, 1994. IN WITNESS WH OF, the parties hereto have executed this AGREEMENT on this 02 day of ,79e,1-, )q°( . FOR THE CITY OF FARMINGTON: FOR THE UNI 944. 07/„A 19 ARTICLE XXX - DURATION This AGREEMENT shall be effective as of January 1, 1994 and shall remain in full force and effect until December 31, 1994. IN WITNESS MEOF, the parties he eto kaye executed this AGREEMENT on this day of , / C/.1 FOR THE CITY OF FARMINGTON: FOR THE UNI. ()_L/f )2a 1-j7 19 APPENDIX A WAGE RATES A. The following hourly rates of pay shall be effective for calendar year 1994 beginning January 1, 1994: Minimum Mid-Point Custodian $ 8.81 $10.46 Parkkeeper 8.81 10.96 Sanitation Worker 9.92 12.94 Sanitation Operator 11.04 13.03 Facilities Maint. Worker 11.04 12.94 Maintenance Worker I 12. 16 14.27 Solid Waste Operator II 12. 16 14.27 Park Maintenance Foreman 13.26 15.41 Facilities Maintenance Foreman 13.26 15.41 Maintenance Worker II 13.26 15.41 Solid Waste Leadperson 15.49 18.01 Street & Utility Foreman 16.63 19.13 B. For new hires in 1994 progression through the 1994 wage schedule shall be as follows: Start at the salary range minimum After 1 year of continuous service receive an increase which is equal to 1/3 of the difference between the salary range minimum and the midpoint After 2 years of continuous service receive an increase which is equal to 2/3 of the difference between the salary range minimum and the midpoint After 3 years of continuous service receive an increase to the salary range midpoint C. The preceding wage schedule for 1994 shall not constrain the EMPLOYER from hiring an employee at any step in the schedule. D. Progression through the step schedule on the employee's anniversary date shall require satisfactory performance as determined by the EMPLOYER. E. All employees within the bargaining unit shall receive a two and one-half (2-1/2) increase effective January 1, 1994. 20 F. The Engineering/Solid Waste Specialist is not included in this unit. G. This Labor Agreement applies only to employees on payroll status at the time the contract is signed. 21 AGENDA REQUEST FORM Item No. 5L /I Name: Tom Kaldunski ' �' Ir r Department: Public Works / ,l Date: February 28 , 1994f ✓� �(,I. - . g March 7 , 1994 tj 1 �,s _......— Meeting Date: �) , ,t��,;» '.;'- t �- --� Consent a / J' ; ) a Category: ��� _O Subject: Sidewalk and Trail Policy Explanation: Presentation of policy for sidewalk and trail requirements . A CIP will also be presented. Reference Material/Responsibilty Memo - Tom Kaldunski Referred To: (Name) Department Larry Thompson Administration Development Committee Russ Matthys Jerry Bauer J.441/%1 Signature MEMO TO: MAYOR AND COUNCIL SUBJECT: SIDEWALK & TRAIL POLICY DATE: MARCH 2, 1994 Attached you will find a copy of the proposed sidewalk and trail policy that has been developed by City staff for your review and approval. It will be presented at the March 7, 1994 Council meet- ing. Attachment "A" is map of the City showing existing walks & trails, proposed walks and proposed trails. I will develop a capital improvement plan for the proposed walks upon council approval of this policy. The Council will have to consider impacts on existing developments when these improve- ments proceed. Many of the proposed bikeways are included in the City's current 5 year C.I.P. and/or proposed developments. . .17'11/41 Thomas J. Kaldunski, P.E. Director of Public Works/City Engineer cc: file Larry Thompson Wayne Henneke CITY OF FARMINGTON Public Works Department SIDEWALK and TRAIL POLICY Installation, Repair and Replacement STATUS: Following an annual sidewalk inventory,the City Council stated clearly that Farmington's sidewalk system was inadequate and undermaintained. A high percentage of existing sidewalk sections were found in poor repair and a number of collector streets were without sidewalks altogether. It is acknowledged that, from a feasibility standpoint, sidewalk installation or replacement is best accomplished in conjunction with street construction. It is further understood and accepted that sidewalks are not warranted on low volume residential streets, unless already in place. However, any sidewalk sections in existence shall remain a part of the overall system and are not subject to removal, despite the level of repair or fragmentation. Any work which will affect an existing walk shall meet the requirements of a street breaking permit issued by the Director of Public Works. GENERAL POLICY FRAMEWORK: 1. Wherever arterial streets as identified on the City's Comprehensive Thorough- fare Plan are constructed, sidewalk improvements shall be undertaken on both sides, provided feasible from an engineering and financial perspective. High volume residential collectors and commercial streets shall include walk on one side per standard plate as a minimum. Moreover,annual inspections of the sidewalk system shall identify the relative condition of all sidewalks. Immediate hazards will be attended to with either temporary repairs,or addressed by replacement as part of an adjacent street reconstruc- tion. 2. As part of street construction/reconstruction projects all sidewalks and trails identified in this policy shall be installed. 3. Encourage sidewalk installation/repair on at least one side of all collectors,and/ or both sides on arterial roadways, during the process of street construction/ reconstruction,in an effort to provide safe pedestrian access throughout the community. Special attention shall be paid to the inclusion of sidewalk in new subdivisions where streets are, or are expected to become, collector or arterial roadways. 4. Whenever street reconstruction is undertaken, any part of an abutting sidewalk judged to be in hazardous condition shall be repaired. Hazardous conditions are defined as having, but not limited to, one or more of the following: frost heaves causing ridges of 3/4 inch or greater or excessive disruption or disintegration of the sidewalk surface due to age,trees or as defined by the City Council shall be replaced or repaired a a cost share with the City as indicated in the City's Assessment Policy. '1 5. Since street projects are logically undertaken on an area basis, annual sidewalk repairs shall be undertaken in the vicinity of the projects, so as to maintain all sidewalks in a systematic and clearly defined manner. 6. The City generally requires four inch (4") thick, four feet (4') wide concrete walks on four inch(4")aggregate base. Whenever a City bikeway is planned on a street right of way, the side walk on at least one side shall be a minimum of eight feet(8' to 12')wide for two way bike traffic in accordance with City Bikeway/Trail Plan. Walks will be typically built six inches(6")to one foot away from the property line. The City has the option to allow two inch (2") bituminous surfacing on 6" aggregate base for bikeway trail construction. 7. The City has identified a number of locations within developed portions of the community that need sidewalk installation. See Attachment "A". 8. Pedestrian ramps are required at all curb and boulevard intersections in compliance with ADA regulations. (See attached standard plate.) 9. It is the City Policy to provide boulevard walk accessibility to all residents within 800 feet. 10. Special consideration for additional walks will be given in areas of high traffic volumes and pedestrian traffic as determined by the Director of Public Works. 11. The City may authorize the use of paver bricks and tree planters on boulevard walks in commercial areas provided that a minimum four feet(4')wide concrete walk is included in the plan. 12. All driveway walks (aprons) shall be a minimum six inches (6") thick. The Director of Public Works can request thicker sections when appropriate. 13. All trails shall meet the standards outlined below; 1. Minimum right of way in areas not along streets - 50' 2. Minimum primary trail right of way beyond curb - 16' 3. Minimum secondary trail right of way beyond curb - 12' 4. Minimum boulevard grass area between trail and curb - 4' 5. Minimum width of primary trails - 12' 6. Minimum width of secondary trails - 8' 7. Underpass height - 10' (desired); 8 1/2 (minimum) 8. Trail Surfacing a. Primary Trail - bituminous b. Residential Secondary Trail - bituminous c. Rural Secondary Trail - ag lime 9. Average grades of 8% for over 300 feet long shall be minimized. To avoid excess grade, it may be necessary to add travel distance. 10. Signage shall be of 3 types: regulatory, warning and guidance. (See Bikeway Design Manual - MnDOT) 11. All ramps from streets to walks and trails shall not exceed a 1:12 slope (8.3%). r Concrete Curb&Gutter, 32'Face to Foes— 50' Right of Woy Sidewalk ) N i ) _ - - Requirements X ` - None - ` LOW VOLUME i STREET MIN. 0.5% GRADE MAX. 12R.0%10 GRADE I' 30mph DESIGN SPEED (LESS THAN 300 VPD) Concrete Curb 8 Gutter,38'Face to Face— 60' Right of Way--; Min. One _ a Side e---?- -( - - - 1 E HIGH VOLUME I RESIDENTIAL STREET MIN. GRADE 0.5% MAX. GRADE 10.0% — 30mph DESIGN SPEED (GREATER THAN 300 VPD) Concrete Curb 8 Gutter,44'Foce to Face— 80' Right of Way-1 i Min. One v Side -- - - - - i Optional ‘ r on both 4 COMMERCIAL / INDUSTRIAL STREET MAXIMUM 5.00% GRADE - 30mph DESIGN SPEED Concrete Curb B Gutter, 44'Face to Face— 80' Right of Way c O cr Both sides1------()— .o l - - - - - c r NEIGHBORHOOD COLLECTOR 1 MAXIMUM 7.00% GRADE - 40mph DESIGN SPEED Concrete Curb 8 Gutter, 52'Face to Face 100' Right of Ways e 0 Both sir es kn – – – --()-H— E 1 in1 COMMERCIAL COLLECTOR MAXIMUM 5.00% GRADE - 50mph DESIGN SPEED Not to Seale ki k Revisions 0•mu � 2-1-93 TYPICAL STREET DESIGN 3/3/94 �>`ti Plots Na CITY OF CITY OF FARMINGTON ST - , FARMINGTON 1, ENGINEERING DEPT. q-..-1- _ Variable - see plan a. EXPOSED AGGREGATE 44,H ::::. ::: ♦♦♦♦♦ ♦♦ . •::: :::iii `:% :::[::•. CJ 0 ...:::::: :::::::::•:.• :•::::.:.::::::.:,.::.: *:.*:.?:::.:::: :fr: &&44.....::::::1.:::::::::::::::::::::;:i.:::::::::::::::::::::::::::.:*. t-..„ iiive .sem♦♦♦1♦♦♦,.4::: :>:::;:;:>;::<:::': : :::»:>:::.��1 ' o" 3-O.L ( 3i-0" 3- L_Face of conc. curb A-.-1- - PLAN PI. P L 6" 6" 7 ( 6' 16' 1 6. 6. P � u 3'-0" PlI. 1 3'-O" 3 -0 9-0 SECTION B-B Type A,B,C or D41- 0" 4"Conc. walk concrete curb 8c gutter--\ . I plate plate ST-9 - -- ---- -r- Slope l'pet..i..1.:•;-:.;:-:;•.%::•;:.':...1,,,.. __------ -- -.77; _-_-- _- ----t. '; �: •. a.: ...,;%•;:: •••'':a ..?. . r..:.A .•A. : SECTION A-A Revisions Plate No. CITY OF FARMINGTON STANDARD DETAILS 7-=0.Es ST-1s ENGINEERING DEPT. PEDESTRIAN CURB RAMP ' 'f • • - : - I Milli 1,4_41 1: ...« II(`r' '' 'Ile P- 1]/- `1`('t+T;. r Iii!'1 , / I I s.t�I, I _ 1 I = &-1--.''....Z';'2" I 1 INI I \••\J i I . , is110Mo i• M 1 . Man wi,Ii., as 127 111 lik Or I1 �, IlriliIN'ij earl , _ ,,, _ =I— ME1 epfl:.7; a. 1 , —M �1 �; !•...1.-....'..', 1 ' MI= 6 -144°7-i.' !!!I .i' ' ' ' ' Milli as r . i f ...„ ,, ,,„„, _ ,,",.,._, • v i ,. ".. .1—_-_;=;-_--1 1 1 - - 1�, --l ... 1 tom. I -ii1 11111/4/11 . IMB ammo MINI f 7. Thoroughfare Plan 1111 l = _ #= f CITY OF FARMINGTON ( -z . AGENDA REQUEST FORM Item No. 5M Name: Karen Finstuen Department: Administration Date: February 18, 1994 Meeting Date: March 7 , 1994 Category: Consent Subject: Approve Capital Outlay Request - Administrator' s Office Update Explanation: The proposal is to update Larry' s office with pieces of furniture that are similar to those in the Administrative Department except that they are a laminated wood finish. Reference Material/Responsibilty Request/Information - Karen Finstuen Referred To: (Name) Department Larry Thompson ,r Administration Karen Finstuen Administration Wayne Henneke Finance CAAA_ �,. Ac_, *, Signature c REQUEST FORM CAPITAL OUTLAY PURCHASES DEPARTMENT DATE OF REQUEST g./10(4c/ ITEM(S) TO BE PURCHASED A,t. L, &, ,-a AMOUNT PROVIDED IN ORIGINAL/ADJUSTED 1994 BUDGET : $ S700. O0 AMOUNT REMAINING AS OF DATE OF REQUEST: $ 5760-06 QUOTATIONS RECEIVED: 1 . VENDORL9 ,114-W ALLLU Z DATE /I 21/ (1 AMOUNT s54/ ?•C S 2 . VENDOR DATE AMOUNT $ :ATTACH QUOTATIONS, IF VERBAL QUOTES, EXPLAIN BELOW COMMENTS : CiDC 1—L 4 � DEPARTMENT HEAD SIGNATURE DATE fINANOE DIRECTOR SIGNATURE DATE TO : THE MAYOR AND COUNCIL I RECOMMEND THE ABOVE REQUEST BE APPROVED. SIGNATURE OF CITY ADMINISTRATOR DATE ACTION TAKEN BY THE COUNCIL ON THE DAY OF 19 (A?PROVED) (NOT APPROVED) FILE: CC : 02/11/94 15:09 2 612 925 7693 80PC0 P.83 • .....,�v ..r...:... zt, .c....a... .. . Hon 10700 Series ?:'. h . . �. ` . .'.. 1 10785R 36"x 72"desk with box/file pedestal right $448.20 $448.20 laminate with top end caps arc solid wood stained to match 1 10770 24"x 48"bridge with modesty panel $124.20 $124.20 laminate 1 10746L 72"w x 24"d credenza with box/file pedestal left $375.60 $375.60 laminate with top end caps are solid wood stained to match 1 10734 Over head storage 72"wide $487.20 $487.20 with(4)sets of hinged doors laminate with top end caps are solid wcxld stained to match 1 870960 Recessed task light 58"w x 60"d $93.60 $93.60 3 10762 (2)drawer lateral file 36"wide $357.60 $1,072.80 with lock laminate with top end caps are solid wood stained to match 3 10782 30"w x 13-1/8"d x 43,3/8"h Bookcase $225.60 $676.80 (3)shelves laminate with top end caps are solid wood stained to match 1 1522 wood center drawer for single pedestal desk $63.00 $63.00 1 1542 42"round table with base $307.20 $307.20 Sub-totals $3,648.60 Tax: =7.16 Total• $3,885.76 %# .' •JJ D-t SA . p Gas. Dc., (02V uVr Via r.tl.: il o4 . T. 3 r+ ....«.,.iG1,w. �-� n s r3 is • r •F ; cTLr-�s� 4c. zxr Han 2500 Series Wood Seating y.wMArl J.r«n+•vvw n 3lRs�a 1 .. -r HSS"J �'iv.....- !� we• w• • `\ n/�'t'^.� r r :.Mw.tww... . 1 2571 Executive high-back with arms $440A0 $440.40 with knee-tilt tilt lack pneumatic height adjustment group 1V fabric wood finish 4 2505 Guest chair with arms $249.60 $998.40 sled base group IV fabric wood finish Sub-total: $1,438.80 Tax: $93.52 Total: $1,532.32 ***Pricing tnlcudes freight*"