Agenda - Council - 05/31/2011 - Laserfiche WebLink

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ninety (90) working days per injury, not charged to the Employee's vacation, sick leave or other accumulated paid benefits, after a three (3) working day initial waiting period per injury. The€ive{51 three (3) working day waiting period shall be charged to the employee's sick leave account less Worker's Compensation insurance payments. Employees drawing Workers' Compensation benefits will not receive supplementary IOD pay or sick leave pay, which provides for more after-tax pay than the Employee made while working. Funeral Leave- Clarification to Language Employees are allowed funeral leave up to thr (3) c ncccutiv dayc2,4 hours twice annually per occurrence (a maximum of cix dayc48 hours annually) for a death in the immediate family as defined under Article 15.2. That time is not chargeable against any accrued vacation, sick or compensatory time. Hours must be taken within 5 (five) calendar days from start to finish per occurrence. Additional funeral leave may be taken (with prior approval from a supervisor) and is deductible from sick leave (up to three (3) consecutive days), vacation or compensatory time as the EMPLOYEE may choose and have available. Compensatory Time Off (New Item) Employees may elect to take compensatory time off in lieu of receiving overtime compensation except for the following: 1) Court time will be paid as overtime, 2) Hold-overs will be paid as overtime, 3) Early shift starts over two hours to cover the schedule will be paid as overtime (two hours and under may be taken as compensatory time off or overtime) 4) Scheduled overtime will be paid as overtime. Compensatory time off is computed at one and one-half (1 '/2) times the time worked. Accrued and banked compensatory time off shall not exceed 34 hours at any time and employees may not earn more than 40 hours of compensatory time off annually. Compensatory time off may only be used with prior approval from the employee's department head. Upon separation from employment, accrued and unused compensatory time off will be paid to the employee at the then current rate. Compensatory time off will be approved pending scheduling. Payback time must be satisfied before compensatory time off willbe approved. M.O.U. Holidays For 2011 and 2012 only, the following changes apply to the 2011/2012 LELS Labor Agreement: Each Employee shall have the option to sell any r all up to a maximum of 54 hours of his/her holiday hours back to the employer at his/her current rate of pay. This holiday buy back option may be taken during two time periods annually: January 1 through January 15, and November 1 through November 15. In any event, no holiday hours shall carry over to the next year. M.O.U. Fitness -on -Duty (New Item) For 2011 and 2012 only, the following changes apply to the 2011/2012 LELS Labor Agreement: The purpose of this M.O.U. is to give each Patrol Officer the option to exercise while on duty. This is a voluntary program and is subject to the terms and conditions as set forth in the Police Department Fitness -on -Duty policy, as established by the Chief of Police. This voluntary Fitness -on -Duty program provides an opportunity for employees engaged in stressful and somewhat sedentary jobs an opportunity to: 1) Improve job performance, 2) Reduce health risks, 3) Reduce job -related injuries, and 4) Reduce absenteeism. Recommendation: To approve the above -listed changes to the City's labor agreement with LELS-Patrol. The proposed language will be effective January 2011-December 2012. Funding Source: The 2011 health insurance proposal is part of the 2011 General Fund Budget and is the same as the amounts that have already been approved for non -union and AFSCME employees. There will be a required re -opener for 2012 health insurance. The 2012, 2% wage adjustment will be included as part of the 2012 General Fund Budget. Council Action: Motion to adopt resolution 11-05-XXX to approve the 2011-2012 LELS Patrol Labor Contract.