Resolution adopting negotiated changes to the 2025-2026 IAFF (Captains) Labor Agreement.

Adoption of the attached resolution.

The City recently negotiated with the IAFF (Captains) union a two-year labor agreement. Captains negotiated to remain on the non-union compensation system. Captains did negotiate a one grade adjustment within the pay plan requiring a subsequent movement of grade and step progression adjustments.  
 
In order to ensure a higher overall wage increase, changes to the insurance language were negotiated. This includes adjustments to the shared city/employee contribution levels for each insurance plan offered.
 
Substantive changes to the conditions and rules of work for the employees in the bargaining unit are as follows:
 
 
Article 8. Holiday

• Add Juneteenth to the list of Holidays.

 
Article 10. Call in-Call Back

• Change minimum hours paid from two hours to three hours for administrative meetings.

 
Article 11. Sick

• Replace existing language to be in compliance with Earned Sick and Safe Time (ESST) State requirements.

 
Article 12. Vacation

• Add a statement allowing the ability to cancel a scheduled pre-pick vacation 30 days prior to the scheduled leave.

 
Article 19. Insurance

• Negotiated a new City/Employee premium contribution level for each plan offered:

 

	Single	Single	Family	Family
Health Plan	City Contribution	Employee Contribution	City Contribution	Employee Contribution
Traditional $100 CMM	90%	10%	85%	15%
$3,300 HDHP	95%	5%	90%	10%
$5,000 HDHP	100%	100%	100%	100%

 
Article 20. Health Savings Account

• Add additional language which allows for a City contribution to an HSA for the employees who elect the $5,000 High Deductible Health Plan that is calculated based on the difference of the monthly City premium contribution between the $3,300 HDHP and the $5,000 HDHP.
• One-time incentives for those who switch from a non-high deductible health plan to a high deductible health plan. The regular monthly City HSA contribution will instead be paid in two lump sums (January and July) in the year they choose to change plans.

 
Article 22. Wages

• Employees will remain on the non-union pay plan. A 3% general wage increase over 2024.
• Negotiated to move one grade up within the pay plan, PM3 to PM4.
• Transition to the new grade in the first pay period of 2025, employees will transition to the new PM4 grade at a new specified step outlined within the contract. As part of this transition, employees will forego additional step progression in 2025. Step progression will resume in 2026.
• On average, employees will see a 9% increase in 2025.

 
Article 22. Wages

• Effective January 1, 2026, employees will contribute 50% of the mandatory payroll tax associated with MN Paid Family Medical Leave. The City will contribute the remaining 50% of the mandatory payroll tax.

 
Article 27.  Duration
The agreement shall be effective as of January 1, 2025, and shall remain in full force and effect until December 31, 2026.