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4) Premium Pay: The request was for four additional days. The offer is for two additional days - Labor Day and Memorial Day. All premium holidays will be paid in dollars, no time accumulation. Officer Way stated that even with the four additional days requested, the City would still be below. He added that three additional days would put them in between and he "could live with three". Officer Gustafson asked for clarification with regard to all premium holidays being paid in dollars. Chief Auspos stated that under the present structure, the Department can't afford more time off due to being short-handed and that's the reason for dollars only. Officer Gustafson inquired about what if someone worked longer than a 12-hour shift, it would need to be worded to include time and a half. Chief Auspos replied it would be time and a half for every hour worked. 5) Proficiency Pay: It was decided this would be discussed later on in the meeting. 6) Investigator's Pay; The request is for an additional $25/month and advance. The offer is to increase from $75 to $100 per month. The request for advance of pay was denied. The Officers were in agreement. 7) Disability Insurance: The request is for the City to make available. The offer is that the City will'review this over the next six months to maximize tax situations. Ms. McAloney stated that the money contributed by the City for medical insurance could be used for other insurances also. It can be tailored to individual needs. 8) Wording for Acting Chief Pay: Continue as status quo with a City policy for Acting Chief Pay. Ms. McAloney decided the wording should be written as a City policy as opposed to part of the contract. Officer Way questioned the number of days the Chief has to be gone to determine whether or not it constitutes Acting Chief Pay. Chief Auspos replied that he wasn't sure. Ms. McAloney stated that ali the information will be written up in the policy. 5) Proficiency Pay..' The request is to return to % or to drop the test. The offer is to increase fiat dollar amounts to: $89.62/month after four years of service, $152.29/month after eight years of service, $217.52/month after 12 years of service and $284.69/month after 16 years of service and to update the test. Councilmember Peterson stated the test should be made more meaningful. Chief Auspos suggested that if the test is kept, there should be a representative of the City, labor and educational field to work on this test. Councilmember Peterson agreed and stated it should be Chief Auspos, a member of the Police Department and one more person. Officer Way asked if Council had seen the tests the Department does now to which Councilmember Peterson answered no but stated they had talked with Chief Auspos about it. Officer Way stated it deals with many categories such as: medical, computer, photo, physical and fingerprinting. Officer Gustafson stated that back in 1984, Chief Auspos said that this dollar amount should not be given just for being on the department for so many years and as a result, this test was devised. He added that they are not opposed to the concept of testing. He mentioned 3, 5, 7 and 9% at 4, 8, 12 and 16 years. He added that Ramsey is the only police department in the Metro Area that has this attachment to its longevity plan. He reiterated that the Department is not opposed to proficiency testing; however, if the request is for the test to be upgraded, the same criteria is needed as was initially used. Councilmember Peterson stated that most of the City Council wanted to go with the fiat dollar amount to keep more control of the dollars. Officer Way questioned why have a test if the offer is flat dollars. He also asked about continuing education. Councilmember Peterson stated the goal is to come up with a way to compensate the officer. Officer Gustafson described a patrol officer's duties and stated that the City is up against placing value on what this extra knowledge is worth. Councilmember Peterson stated that if it is decided to go to percentage, and if the interest in is 3, 5, 7 and 9%, officers taking the extra training and demonstrating skills would be compensated because if you go above and beyond, it is possible to get to 9% and not have LELS Negotiations/February 22, 1991 Page 2 of 5