AGREEMENT

between

RAMSEY COUNTY

and

LOCAL 151

COUNCIL 5 OF THE AMERICAN FEDERATION OF

STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO

1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)

 LOCAL #151 – Social Services Department, Financial Assistance Services Department and the Administrative
Division of the Health and Wellness Service Team (SSD, FASD, HWAD)
Index 2022-2024 Contract
ARTICLE DESCRIPTION PAGE NUMBER
1 Preamble 1
2 Recognition 2
3 Union Security 3
4 No Strike 4
5 Employer Authority 5
6 Hours of Work 6
7 Part-Time Employees 7
8 Holidays 8
9 Sick Leave 9
10 Vacation 10
11 Separation Pay 11
12 Leaves of Absence 12
13 Wages 13
14 Overtime 14
15 Discipline 15
16 Grievance Procedures 16
17 Seniority 17
18 Work Force 18
19 Insurance 19
20 General Provisions 20
21 Complete Agreement and Waiver of Bargaining 21
22 Term of Agreement
APPENDIX LIST OF MEMORANDA OF AGREEMENT

Mobility for Career Development Series i.

Promotion Only for Social Worker 1 ii.
Hours of Work iii.
Parking iv.
Phased Retirement Option v.
Seniority in Consolidation of Information Services Jobs vi.
Seniority – MNChoices Units from Public Health to SSD, FASD, HWAD vii.
Alternative Work Schedule Pilot viii.

1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)

ARTICLE 1 PREAMBLE
1.1 This Agreement entered into by Ramsey County, hereinafter referred to as the Employer, and Local #151
(Social Services Department, Financial Assistance Services Department, and the Administrative Division of the
Health and Wellness Service Team (SSD, FASD, HWAD)), affiliated with Council 5 and the American
Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as
its purpose, the promotion of harmonious relations between the Employer and the Union; the establishment
of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of
pay, hours of work and other conditions of employment.
1.2 All personnel policies, unless otherwise stated, shall be applied uniformly across the entire bargaining unit.

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ARTICLE 2 RECOGNITION

2.1 The Employer recognizes the Union as the exclusive representative for the following job classifications in the
Ramsey County Social Services Department, Financial Assistance Services Department and the Administrative
Division of the Health and Wellness Service Team recognized bargaining unit:

Account Specialist 1 & 2 Information Services Analyst 1, 2, 3**

Accountant 1 & 2 Information Services Business Analyst
Administrative Assistant 1, 2, 3 & 4 Information Services Customer Service Specialist 1 &
Administrative Planning Assistant 2**
Administrative Secretary 1 & 2 Information Services LAN Support Specialist 1 & 2**
Assistant Program Evaluator Information Services Senior Analyst**
Auto Driver** Information Services Senior Business Analyst
Automated Information Systems Coordinator** Information Services Senior LAN Support Specialist**
Case Aide 1, 2 & 3 Management Analyst 1, 2, 3, 4
Certified Peer Recovery Specialist Medical Assistant
Chemical Dependency Counselor Medical Records Technician
Child Protection Worker Mental Health Practitioner
Clerk 1, 2, 3 & 4 Mental Health Professional
Clerk-Typist 1, 2 & 3 Mental Health Worker
Clinical Psychologist Occupational Therapist
Communications Associate Physician Assistant
Contract Manager Planning Specialist 1 & 2
Customer Service Specialist Program Assistant (Emergency Shelter)
Data Quality Clerk Program Specialist-CHSD
Data Quality Specialist Secretary 1 & 2
Detoxification Aide Senior Child Protection Worker
Duplicating Equipment Operator- Senior Collections Enforcement Agent
Layout & Design Senior Program Evaluator
Financial Support Specialist** Shelter Home Coordinator**
Financial Worker 1, 2 & 3 Social Services Appeals Specialist
Forensic Clinical Psychologist Social Worker 1, 2 & 3
Storekeeper
Supported Employment Worker

** Title inactivated

2.2 The Employer shall not enter into any agreements covering terms and conditions of employment with the
employees of the bargaining unit under the jurisdiction of this Agreement, either individually or collectively
which in any way conflicts with the terms and conditions of this Agreement, except through the certified
representative.

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ARTICLE 3 UNION SECURITY
3.1 The Employer agrees to deduct the Union dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a
representative of the Union, and the aggregate deductions of all employees shall be remitted together with
an itemized statement to the representative by the first of the succeeding month, after such deductions are
made.
3.2 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or
judgments brought or issued against the Employer as a result of any action taken or not taken by the
Employer under the provisions of this Article.
3.3 The Employer shall furnish the Union each month a list of new employees hired in positions in the Bargaining
Unit.
3.4 The Employer shall provide a payroll deduction for voluntary employee contributions to the Union's Political
Action Committee.

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ARTICLE 4 NO STRIKE
4.1 Neither the Union, its officers or agents, nor any of the employees covered by this Agreement will engage in,
encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of
their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor
Relations Act. In the event of a violation of this Article, the County will warn employees of the consequences
of their action and shall instruct them to immediately return to their normal duties. Any employee who fails
to return to their full duties within twenty-four (24) hours of such warning may be subject to the penalties
provided in the Public Employment Labor Relations Act.
4.2 No lockout shall be instituted by the Employer and/or its appointing authorities during the term of this
contract.

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ARTICLE 5 EMPLOYER AUTHORITY
5.1 It is recognized by both parties that, except as expressly stated herein, the Employer shall retain rights and
authority necessary to operate and direct all the affairs of the department, including, but not limited to,
directing the work force; controlling all operations and services; determining the methods, means,
organization and number of personnel by which operations and services are to be conducted; changing or
eliminating equipment or facilities; and taking whatever actions may be necessary to carry out the missions
of the Employer in emergencies.

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ARTICLE 6 HOURS OF WORK
6.1 This Article is intended only to define the normal hours of work to provide the basis for the calculation of
overtime pay. Nothing herein shall be construed as a guarantee of hours of work per day or per week.
6.2 Except as modified by this Agreement, work shifts, staffing schedules and the assignment of employees
thereto shall be established by the Employer.
6.3 The normal work schedule for employees working the five (5) day week shall be five (5) eight (8) hour days
Monday through Friday and two (2) days off duty. The normal hours of work shall be 8 a.m. to 4:30 p.m. with
a forty-five (45) minute meal break. The regular hours of work each day shall be consecutive. All employee
work schedules shall provide for a fifteen (15) minute rest period in the first and second half of an eight-hour
(8) shift. The rest period shall be scheduled as necessary for the operation of the unit.
6.4 The normal work week for employees working the four (4) day, ten (10) hour per day schedule shall be either
Monday through Thursday or Tuesday through Friday. Employees working the ten (10) hour day shall earn
benefits on the same relative basis as earned by employees on the normal work week. Time off shall be
prorated against the employee's working schedule. The four (4) day week, ten (10) hour per day schedule,
shall be utilized at the discretion of the Employer and may be discontinued where evidence establishes that it
is either a less productive method for doing work, or is resulting in less than adequate service to the public.
The work day on this schedule shall be from 7:45 a.m. to 6:00 p.m. and will include the same rest breaks and
meal break provided in the five (5) day work schedule.
6.5 The Employer may provide flex-time and job sharing options for those employees who request it.

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ARTICLE 7 PART-TIME EMPLOYEES
7.1 Part-time employees with provisional, probationary or permanent status shall be eligible to earn all
employee benefits as described in Article 12 – Leaves of Absences and Article 13 – Wages on a pro rata basis
provided that such employees work not less than thirty-two (32) hours in each pay period and are assigned a
regular work schedule, as opposed to being subject to call or to work when available.
7.2 Part-time employees with provisional, probationary or permanent status shall be eligible for the County pro
rata insurance program if such employees work not less than forty (40) hours per pay period. These
employees shall be eligible for the County contribution towards insurance benefits on a pro rata basis based
on average paid hours per pay period, with determination made each following six month period. Employees
whose average paid hours are at least fifty percent (50%) but less than seventy five percent (75%) of full time
shall receive two-thirds (2/3) of the County contribution towards insurance benefits. Employees who are
regularly scheduled to work between sixty (60) and eighty (80) hours per pay period shall receive
contributions towards health and dental premiums at the same rate as full-time employees.
7.3 An intermittent employee is defined as a person with permanent or probationary status not working a
regular work schedule (e.g. on call). As established by the County Board (Resolution 2014-262) there is an
Initial Measurement period of 12 months (new hires), and Standard Measurement Period of 12 months
(current employees) for Intermittent employees to determine if they meet the ACA full-time standard of at
least 30 hours per week; an Administrative Period of not more than 60 days to assess hours worked during
the measurement period and enroll those who qualify as full-time and choose to elect coverage; and a
Stability Period with 12 months medical insurance for those who elect coverage, provided they remain
employed with the County. The County will offer single/family medical insurance to Intermittent employees
who meet the ACA full-time standard of at least 30 hours per week as provided in this section, with the same
County contribution provided to Regular Permanent employees.

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ARTICLE 8 HOLIDAYS
8.1 Employees, including intermittents, for whom a holiday is a scheduled day of work shall be paid at their
regular rate of pay for work performed on the holiday and be granted an alternative day off. Provisional,
probationary and permanent employees are eligible for holidays as described in this Article, except as
described in Article 8.4. Employees who are required to work at least four (4) hours of an eight (8) hour shift
on Christmas Day, December 25th, or New Year's Day, January 1st, shall be credited with sixteen (16)
additional hours which shall be compensated by pay or compensatory time off at the discretion of the
department head. No other overtime or differential pay shall be earned when this provision is in effect.
8.2 Holidays are defined as:
New Year's Day January 1st
Martin Luther King's Birthday The third Monday in January
Presidents' Day The third Monday in February
Memorial Day The last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day The first Monday in September
Veterans Day November 11th
Thanksgiving Day The fourth Thursday in November
Thanksgiving Friday The Friday after Thanksgiving
Christmas Day December 25th
Floating Holiday One dayeach year

Employees shall be eligible for holiday pay provided they are on paid status on the day before and the day
after the holiday.
8.3 When New Year's Day, Juneteenth, Independence Day, Christmas Day or Veterans Day falls on Sunday, the
following day shall be a holiday for employees who work a Monday through Friday schedule. When New
Year's Day, Juneteenth, Independence Day, Christmas Day or Veterans Day falls on Saturday, the preceding
day shall be a holiday for employees who work a Monday through Friday schedule. For employees who work
a shift schedule, January 1, June 19, July 4, November 11, and December 25 shall be the holiday.
8.4 Shift Eligibility for Holidays – A shift worked for which a majority of the hours fall on the holiday, the
employee shall be eligible for holiday pay pursuant to the above sections.
8.5 Every employee with probationary or permanent status shall be eligible for "floating holidays" based on the
following:
1) Effective 2022, employees shall be entitled to up to eight (8) hours per year.
2) Effective 2022, any floating holiday in excess of the maximum accumulation allowed shall be lost to
the employee annually on the pay period including June 30.

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ARTICLE 8 HOLIDAYS (Continued)
3) Effective 2022, full-time and part-time employees shall receive eight (8) hours of floating holiday
annually on the first full pay period following the pay period including June 30, pro-rated for part-
time employees.
4) Employees who have worked less than 6 months will not be paid for unused floating holiday(s) if
terminating employment.
5) Floating holidays shall be taken at a time mutually agreeable to the employee and the department.
8.6 Employees who work the shift six (6) days on duty and three (3) days off shall not be granted holidays.
Employees on this shift who work on Christmas Day or New Year's Day will be credited with sixteen (16)
hours.
8.7 On those occasions when holidays fall during the workweek Monday through Friday, employees working the
four (4) day week, ten (10) hour day schedule will for that week, work an eight (8) hour per day schedule and
receive the holiday as scheduled for that week in the same manner as employees working the regular
schedule of hours and days per week, unless otherwise provided by department work schedules.

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ARTICLE 9 SICK LEAVE
9.1 Each full-time provisional, probationary and permanent employee shall earn sick leave at the rate of 4.6154
hours for each pay period. Sick leave accrual will be based on actual hours on paid status in a pay period.
There will be no loss in accrual for unpaid union leave up to forty (40) hours per pay period for no more than
two (2) consecutive pay periods.
9.2 Permanent employees may accumulate the unused portion of sick leave without any maximum restrictions.
9.3 Sick leave may be authorized for the following reasons with the limitations as specified:
1) For illness or injury, dental or medical treatment for the employee or their minor child. “Child” is as
defined in Minnesota Statutes 181.940. [As of 1/1/2000, an individual under age 18 or an individual
under age 20 who is still attending secondary school.] Sick leave usage shall be subject to approval
and verification by the department head, who may require the employee to furnish a report, (a) for
an absence of forty (40) hours or more or (b) for three (3) absences from a scheduled shift in a three
(3) month period; from a recognized medical authority attesting to the necessity of the leave, ability
to return to duty or other information deemed necessary.
2) In accordance with Minnesota Statutes 181.9413, sick leave not to exceed one hundred sixty (160)
hours in a calendar year may be used as a result of an illness or injury of the employee's adult child,
spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent. This
paragraph does not apply to absences due to the illness or injury of a “child” as described in
paragraph (1).
3) An employee may use sick leave for safety leave for assistance to themselves or their relatives as
described in paragraph (2). For the purpose of this paragraph, “safety leave” is leave for the purpose
of providing or receiving assistance because of sexual assault, domestic abuse or stalking, as those
terms have meaning in Minnesota Statutes 181.9413. Such use of sick leave is subject to the
limitations included in paragraph (2).
4) Sick leave not to exceed forty (40) hours in any one instance may be used as a result of a serious
illness or serious injury of a person regularly residing in the employee’s immediate household to
attend to the needs of the ill or injured person.
5) Sick leave not to exceed eighty (80) hours may be utilized by employees for the birth or adoption of
the employee’s child or a child regularly residing in the employee’s immediate household. The leave
must be consecutive and taken within six (6) months of the birth or adoption.
6) Pregnant employees shall be eligible for the use of paid and unpaid sick leave in the same manner as
any other disabled or ill employee. Such sick leave eligibility shall begin upon certification by the
employee's attending physician that due to pregnancy, the employee is disabled in terms of their

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ARTICLE 9 SICK LEAVE (Continued)
ability to perform the duties of their position. Such employee shall then be eligible to receive sick
leave benefits in the same manner as is provided for any other ill or disabled employee during the
remaining period of pregnancy and until such time as the employee is certified able to return to work
by their attending physician.
7) In the event a pregnant employee elects to resign their employment because of pregnancy, such
employee will be paid for accumulated sick leave up to but not exceeding one-hundred-twenty (120)
hours.
8) Sick leave not to exceed forty (40) hours may be utilized upon the occasion of death in the
employee’s immediate family. Immediate family for the purpose of this section shall be defined as
the employee's spouse, children, parents, siblings, grandchildren, grandparents, a person regularly
residing in the employee’s immediate household, or a person the employee regards as a member of
the employee’s family, and shall include parents and siblings of persons regularly residing in the
employee’s immediate household.
9.4 To be eligible for sick leave payment, the employee will notify the Employer or designee as soon as possible.
9.5 Full-time employees who do not utilize any sick leave hours in a three (3) month period shall have the option
of converting four (4) hours of sick leave to vacation or pay at the option of the employee. The three (3)
month periods are from January 1-March 31; April 1-June 30; July 1-September 30; October 1-December 31.
Part-time employees who do not utilize any sick leave hours in a three (3) month period shall have the option
of converting sick leave to vacation or pay at the option of the employee, on a pro-rated basis, based on
hours worked for the three (3) month period. The three (3) month periods shall be the same as identified in
the preceding paragraph.
9.6 An employee unable to work because of illness or accident whose paid sick leave is exhausted, shall be
granted an unpaid leave of absence for a period not to exceed two (2) years. Employees will return at the
same seniority in the salary schedule, will retain promotion rights and will earn vacation schedule seniority
for leave under this paragraph. When there are fewer than three (3) months between periods of leave of
absence under this section for the same illness or accident, the periods of absence will be added together to
determine the length of leave that may not exceed two (2) years, except that this restriction will be reduced
from three (3) months to thirty (30) calendar days for employees receiving Workers’ Compensation.
Existence and extent of illness or disability must be verified by a written statement from an appropriate
authority when requested by the department head, department head designee, or the Human Resources
Department.
9.7 An employee that has satisfied the elimination period for either short term or long term disability may, at the
employee’s option, retain a sick leave bank of up to eighty (80) hours when the employee begins an unpaid
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ARTICLE 9 SICK LEAVE (Continued)
medical leave, provided the employee has a bank of paid sick leave hours remaining after satisfying the
elimination period.
1) An employee with a paid sick leave bank of eighty (80) hours or less after satisfying the elimination
period for either short or long term disability may elect to retain either all or none of their remaining
sick leave bank.
2) If the employee elects to retain a sick leave bank, the employee may not use any time from that bank
until the employee returns from unpaid medical leave.
3) If the employee does not return from unpaid medical leave, the time retained in the employee’s sick
leave bank will be lost to the employee, such that the employee will receive no compensation for the
retained sick leave.
In any other circumstances except those described above, employees will continue to be required to use all
paid sick leave prior to going on an unpaid medical leave of absence, in accordance with Article 9.6.
9.8 An employee who is granted a leave of absence without pay for illness or disability shall be accorded an
unqualified right to be reinstated to:
1) Their former position if the absence is for sixty (60) calendar days or less, or
2) A position in the classification held at the time the leave started, if the absence is longer than sixty
(60) calendar days, except in either case when all positions in such class have been abolished.
9.9 If all positions in the classification have been filled, in order to accommodate a person who returns to work
after illness the employee with the least amount of seniority in the classification shall vacate their position
subject to any eligibility for transfer or reduction that they may have acquired under this Agreement.
9.10 Employees on sick leave with or without pay may not engage in other employment without the written
approval of the Employer.
9.11 An employee must present a statement from their physician attesting to their fitness to return to work at the
request of the Employer.
9.12 Should illness occur while an employee is on vacation the period of illness may be charged to sick leave and
the charge to vacation reduced accordingly. An employee requesting such a change may be required to
submit a written statement from a physician attesting to the illness and the period of disability.
9.13 Permanent and probationary employees who are injured while performing work within the scope of their
employment for Ramsey County and by reason thereof are rendered incapable of performing their duties, on
or after January 1, 2000, shall upon approval by Human Resources, be granted sick leave for each work day
up to a maximum of one hundred and thirty (130) days for which Workers' Compensation payments are
made for said injury or illness, said sick leave not to be charged against normal sick leave they have
accumulated. This additional sick leave shall be granted in an amount equal to and not exceeding the
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ARTICLE 9 SICK LEAVE (Continued)
difference between any Workers' Compensation payments and eighty percent (80%) of the employees'
normal daily wage.
If their recovery is not complete by the end of the period described in paragraph (1) of Article 9.13,
employees shall use their own accumulated sick leave to make up the difference between any
Workers’ Compensation payment made and eighty percent (80%) of the employee’s normal daily wage.
In the event an employee absence due to a work related injury does not qualify for Workers' Compensation
solely because of a statutory waiting period, each day of said absence shall be considered as "a day for which
Workers' Compensation benefits are paid" under the provisions of this section.
In no event shall this section be construed or operate to permit an employee to receive a combined wage
and Workers' Compensation payment exceeding 80% of the employee's normal daily wage.
Any such employee unable to resume the duties of their position within or at the end of the recovery period,
and on the exhaustion of accumulated normal sick leave, shall be eligible for the sick leave without pay
provisions of this contract.
9.14 Sick leave may be used in quarter-hour (1/4) increments.

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ARTICLE 10 VACATION
10.1 Vacations shall be granted at the time requested by the employee. If the nature of the work makes it
necessary to limit the number of employees on vacation at the same time, the employee with the greater
bargaining unit seniority shall be given their choice of vacation period. Choice shall be by unit. Seniority shall
prevail prior to May 1 of each year for the following six (6) months and prior to November 1 for the following
six (6) months. All requests must be submitted by April 1 for vacations effective May 1, and October 1 for
vacations effective November 1.
10.2 If a holiday occurs during the calendar week in which a vacation is taken by an employee, the employee's
vacation used shall be reduced one work day.
10.3 Any employee who is laid off, discharged, retired, or separated from the service of the Employer for any
reason, prior to taking their vacation, shall be compensated in cash for the unused vacation they have
accumulated at the time of separation.
10.4 Employees with an accumulation of sick leave credits in excess of one-hundred-eighty (180) days (1,440
hours) may convert such excess days to vacation at the rate of two (2) days' sick leave to one (1) day vacation
but not to exceed forty (40) hours in any calendar year.
10.5 Each provisional, probationary and permanent employee shall be granted vacation with pay for each full
month of actual service rendered on the following basis. Vacation accrual will be based on actual hours on
paid status in a pay period. There will be no loss in accrual for unpaid union leave up to forty (40) hours per
pay period for no more than two (2) consecutive pay periods.
Number of years Accrual in hrs Yearly Accrual Maximum
of Employment per pay period in hours Accrual

Less than 4 years 3.6923 96 240

At least 4 years, but
less than 9 years 4.6154 120 300
At least 9 years, but
less than 15 years 5.2308 136 340
At least 15 years, but
less than 23 years 6.4615 168 420
23 years or more 7.6923 200 500

10.6 Effective January 1, 2022, vacation may be accumulated to a maximum of two and a half times (2.5) the
annual vacation earning rate of the employee.
10.7 Effective January 1, 2022, any vacation accrued in excess of the maximum accumulation allowed shall be lost
to the employee on the pay period including June 30 of each year.
10.8 Vacation may be used in units of one-quarter (1/4) hour.
10.9 Employees who have successfully completed their initial probationary period may be advanced up to forty-

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ARTICLE 10 VACATION (Continued)
hours (40) of vacation before it is accrued, subject to the following requirements:
a) Requests for vacation advancement are subject to the same approval provisions as other vacation
requests.
b) Advanced vacation may not be placed in the employee’s accrued vacation balance;
c) Advanced vacation hours must be immediately repaid from future vacation accruals. If an employee
leaves County employment before all hours are repaid, the dollar value of the hours will be deducted
from the employee’s final check. If there are not sufficient funds, the employee will be required to
repay the County the value of those hours.
d) All advanced vacation must be repaid to the County before any future vacation advancement
requests will be considered.
e) An employee may not have more than 40 vacation hours advanced to them at any time.
f) Vacation hours advanced do not increase the employee maximum accumulation of vacation. The
provisions regarding maximum vacation in Articles 10.6 and 10.7 continue to apply.
g) An employee may not donate advanced vacation hours to another employee. An employee may not
be required to request that vacation hours be advanced to them, before being eligible to receive
donated hours.
h) Denial of a request for vacation advance may be appealed in writing to the Department Director,
with a response in writing to be received within ten (10) work days.
10.10 Adjustments to Initial Vacation Accrual – Credit for Previous Service
The appointing officer may, at their discretion, recommend to the Director of Human Resources (or
designee), that a new hire be given credit for length of service for all or a portion of any employment
experience directly related to the position to which the employee is being appointed or to match the current
vacation accrual provided by the employee’s most recent employer. The recommendation must be made in
writing and be based on the appointing officer’s assessment of the employee’s qualifications beyond the
minimum requirements, recruitment considerations or service accrual provided by the employee’s previous
employer. The appointing officer must submit documentation of the qualifying service with the
recommendation. At their discretion, the Director of Human Resources may authorize length of service credit
for all, none, a portion of the related experience, or the practice of the previous employer. This length of
service credit, plus the employee’s subsequent actual length of service with the County, will be the basis for
future vacation accrual determinations. No additional length of service credit for qualifications obtained prior
to County employment shall be granted after initial appointment to the County.

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ARTICLE 11 SEPARATION PAY
11.1 Upon separation, eligible employees may choose either Option A or Option B.
11.2 Option A - Upon separation from the service by resignation, layoff, expiration of a leave of absence or death,
a permanent employee, their designated beneficiary, or their estate shall be paid one half (1/2) of all unused
accumulated sick leave days provided:
1) That at the time of separation, the employee has at least four hundred and eighty (480) hours of
accumulated sick leave to their credit.
2) That at the time of separation from the County service, the employee must have been employed by
the County in the classified service for at least ten (10) years prior to their separation, except that
this section shall not apply to an employee whose cause of separation is death, layoff, whose
position has been abolished, or who was required to retire from service under provisions of a
compulsory retirement law.
3) An employee who is laid off or whose position has been abolished shall have the option of waiting
until their eligibility for reinstatement expires before applying for separation pay.
4) That the rate of payment shall be based upon the regular hourly salary of the employee, in their
permanent classification, at the time of separation. Separation as used in this rule means the last
working day of the employee in the classified service.
5) That in the event an employee has been separated and paid for such accumulated sick leave and
subsequently is re-employed, their sick leave shall be calculated as though they were a new
employee.
6) Effective January 1, 2008, the maximum allowance shall not exceed $13,000 for any one employee.
11.3 Option B - Upon separation from the service by resignation, layoff, expiration of a leave of absence or death,
a permanent employee with at least twenty (20) years (41,600 hours) of service, their designated beneficiary,
or their estate shall be paid according to the schedule below, to a maximum of $7,000 effective January 1,
2008. An employee who is laid off or whose position has been abolished shall have the option of waiting until
their eligibility for reinstatement expires before applying for separation pay: (no exceptions to 20 year
requirement)
Effective January 1, 2008: $210 per year for the first 1-10 years of service
$280 per year for years 11-20
$350 per year for years over 20

11.4 That no classified employee who is on a leave of absence to accept a position in the exempt service of the
County shall be eligible for separation pay until their employment is finally terminated.

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ARTICLE 12 LEAVES OF ABSENCE
12.1 Eligibility Requirements. Employees shall be eligible for leaves of absence after thirty (30) days' service with
the Employer.
12.2 Application for Leave. Any request for a leave of absence shall be submitted in writing by the employee to
the Employer or designee. The request shall state the reason the leave of absence is being requested and the
length of time off the employee desires. Authorization for a leave of absence shall be furnished to the
employee by the Employer or designee, and it shall be in writing.
12.3 A request for a leave shall be answered within ten (10) work days.
12.4 In addition to accruing seniority while on any leave of absence granted under the provisions of this
Agreement, employees shall be returned to the position if the leave is for sixty (60) days or less and to their
classification if the leave is in excess of sixty (60) days.
12.5 Employees shall be granted a leave of absence with pay any time they are required to report to jury duty or
jury service. All fees shall be returned to the Employer except those paid for duty on the employee's normal
day off and those paid for meals and mileage. Any hours not on jury duty shall be worked. The Employer will
make an effort to accommodate the schedules of employees called for jury duty.
12.6 Personal Leave. Leaves of absence not to exceed six (6) months may be granted. Such leave may be extended
or renewed not to exceed a total leave of twelve (12) months.
12.7 Union Business. Employees elected to any Union office or selected by the Union to do work which takes them
from their employment with the Employer, shall at the written request of the Union be granted a leave of
absence without pay.
12.8 Maternity. Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.
12.9 Paid Parental Leave. Effective 1/1/19, the County will provide three (3) weeks of paid parental leave (pro-
rated for part-time employees) for the birth or adoption of a child. Effective January 1, 2022, paid parental
leave shall be utilized within six (6) months following the birth or adoption of a child (or children). Paid
parental leave must be exhausted prior to using unpaid leave time.
12.10 Either parent adopting a child or the spouse of the person having a child shall be granted a personal leave,
not to exceed six (6) months, at the request of the employee. Employees under this provision shall not be
eligible for paid sick leave during the period of leave.
12.11 Educational leaves of absence may be granted for a maximum of two (2) years.
12.12 Employees placed on leave with pay pending an investigation as provided under Rule 26.5 of the Ramsey
County Personnel Rules, shall be instructed by the employer regarding the employer’s requirements for the
employee’s availability, and the employee will provide the employer with a means of contacting the

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ARTICLE 12 LEAVES OF ABSENCE (Continued)
employee by phone or other technology that provides same day telephone access within two business hours
and in person access within one business day during the investigation.
12.13 Neither benefits or salary increases shall be earned by employees while on a leave of absence without pay.
Employees returning to work after leave without pay will be paid at the same salary step held at the time the
leave began.
12.14 Employees granted a leave of absence under this Article shall, upon re-employment, retain promotion rights
or time earned toward those rights.
12.15 Employees meeting the eligibility requirements of the FMLA may take up to twelve (12) weeks of leave within
any twelve (12) month period, for the following reasons, as provided in the FMLA.
1. Birth or adoption of the employee's child.
2. To care for the employee's spouse, child or parent who has a serious medical condition.
3. A serious medical condition rendering the employee unable to perform their job.
The twelve (12) weeks may be taken on an intermittent or reduced basis with appropriate medical evidence.
If the reason for the intermittent or reduced work basis is the birth or adoption of a child, the approval of the
employee's department is also required.
This leave shall be unpaid except as provided for, and under the limitations described, in Article 9 (Sick
Leave), Article 10 (Vacation) or the compensatory time provisions of this Agreement.
"Child" under this section shall be defined as "son or daughter" as defined in the Family & Medical Leave Act.
This definition is a biological, adopted or foster child, a stepchild, a legal ward or a child of a person standing
in loco parentis, who is either under age 18 or age 18 or older and incapable of self care because of a mental
or physical disability.
12.16 Up to twelve (12) weeks of unpaid leave shall be granted to an employee to care for a person regularly
residing in the employee’s immediate household, who is not the employee’s spouse, child or parent, and who
has a serious medical condition. This leave will be administered as if it were leave allowed under the Family &
Medical Leave Act (FMLA), except when doing so would result in a violation of the Family & Medical Leave
Act. FMLA time taken under Article 12.15 will count against time allowed under Article 12.16.

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ARTICLE 13 WAGES
13.1 Wage Schedule – 2022-2024
• 2022:
o 1.50% wage increase effective the first full pay period following January 1, 2022.
o Employees shall progress through the wage schedule per the applicable salary plan in 2022.
o A one-time, lump sum payment of one thousand dollars ($1,000) will be made to employees
who have been required to work on-site and provide direct in-person services/care
throughout the ongoing pandemic, as determined by the employer, to be paid in the first
quarter of 2022, to be determined by the Employer.
o A one-time, lump sum payment of five hundred dollars ($500) will be made to all other
employees who were not required to work in-person and/or provide in-person services/care
throughout the ongoing pandemic and have had the option to work from home, as
determined by the employer, to be paid in the first quarter of 2022, to be determined by the
Employer.
o These lump sum payments set no precedence or guarantee of any future lump sum
payments for same or similar purposes. Reference to these lump sum payments shall be
removed from the contract following the 2022-2024 agreement.
• 2023:
o 2.25% wage increase effective the first full pay period following January 1, 2023.
o Employees shall progress through the wage schedule per the applicable salary plan in 2023.
• 2024:
o 2.25% wage increase effective the first full pay period following January 1, 2024.
o Employees shall progress through the wage schedule per the applicable salary plan in 2024.
o Effective January 1, 2024, all applicable salary plans containing steps that require five (5) or
more years between progression shall reduce the progression by one (1) year, not to result in
less than four (4) years between steps. No change will be made to steps that require less
than five (5) years between progression
13.2 When any classification not listed in the wage schedule is established which involves functions substantially
similar in their nature, character and scope to those performed in whole or in part by an existing
classification which is part of the bargaining unit as listed in Article 2.1 of this Agreement, the Employer shall
designate the rate structure for the position. In the event the Union does not agree that the rate is proper,
the Union shall have the right to submit the issue as a grievance at Step 4 of the grievance procedure.

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ARTICLE 13 WAGES (Continued)
13.3 Comparable Worth - If the County is found to be out of compliance with the Minnesota Pay Equity Act, the
County agrees to reopen the collective bargaining agreement for the purpose of negotiating pay equity
adjustments.
13.4 All full-time employees or part-time employees receiving pro rata benefits, who work as part of their regular
schedule on a shift which includes time between 6 p.m. and 6 a.m., shall be entitled to receive a night
differential for the entire shift, provided at least four (4) hours of the shift are worked between the hours of
6 p.m. and 6 a.m. The night differential shall be paid as additional compensation equivalent to 6.5% (six and
one-half percent) of the first step in the salary range established for the classification. This differential will
not be paid where such work constitutes overtime under the provisions of the Agreement. Employees
working on a continual night shift arrangement shall be paid this differential during all paid leaves.
13.5 Saturday-Sunday Differential. Effective the first full pay period following January 1, 2022, all full-time
employees, or part-time employees receiving pro rata benefits, required to work on Saturday or Sunday as
part of their regular schedule shall be compensated at the rate of eighty cents ($.80) per hour for each hour
worked. Compensation under this section will be in addition to the employee’s regular salary and will be
earned for the entire period worked, provided at least four (4) hours of the period worked fall on the day for
which the additional compensation is being paid. These differentials will not be paid where such work
constitutes overtime under the provisions of the Agreement.
13.6 Call-Back Time. Any employee directed by an authorized person to return to work after their regularly
scheduled shift shall be paid for a minimum of four (4) hours. All call-back time will be at the direction of the
authorizing person. All call-back time must be authorized by a supervisor regardless of where the work
occurs.
13.7 Employees required by the employer to be available to answer a call and perform work if necessary, during
certain specified hours outside their work shift, are on-call. Effective the first full pay period following
1/1/2019, employees required to be on–call shall be compensated at the rate of two dollars and fifty cents
($2.50) per hour.
13.8 Weather Days or Temporary Unplanned Closures. Under extreme weather conditions or an unplanned
emergency event, if the County Manager or designee closes a facility or department and employees are told
not to report for work, such days shall be with pay. These additional days with pay shall be granted to
employees scheduled to work and those that would have normally reported for work. Payment for such days
shall be limited to two days per calendar year.
13.9 Employees assigned temporarily to a position in a higher classification for a period exceeding five (5)
consecutive work days shall be paid for the entire period at the rate appropriate to the assignment.
Employees who are assigned to a position in a higher class on a recurring schedule, e.g., two (2) days per
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ARTICLE 13 WAGES (Continued)
week, shall earn this higher rate after a minimum of five (5) days worked at the higher class. The rate of pay
will be set in the same manner followed for regular promotions.
13.10 Promotion in the career development classes, after having met the minimum qualifications of the higher
class, will be based on satisfactory performance as determined by the department.
13.11 Changes in salary shall be effective on the date of eligibility.
13.12 Mileage and Parking - Employees will be reimbursed for work related mileage and parking as follows:
1) Mileage Rates - The mileage rate shall be the maximum allowed by the Internal Revenue Service. If
the IRS rate should change during the term of the contract, the contract rate shall change also on the
date specified by the IRS.
2) Parking Plan - County employees will be designated by management as either "frequent" or
"infrequent" drivers for parking reimbursement. Management designation as a "frequent" driver
must be in writing.
(a) "Frequent" Drivers - Employees designated by management as "frequent" drivers (those who are
required to have their car available for County business at least 10 days per month) will receive the
following reimbursement:
Work-Site Parking - Employees will either be provided with free parking by the employer or be
reimbursed up to ninety-five dollars ($95.00) per month for the actual cost of parking at their regular
work site if they provide a receipt or other appropriate documentation designated by the employer.
Effective 1/1/19 this reimbursement will increase to a maximum of one hundred dollars ($100.00)
per month.
Other Parking - All necessary out-of-pocket parking expenses incurred while conducting County
business away from the regular work site will be reimbursed in full with a receipt or other
appropriate documentation up to a maximum of ninety-five dollars ($95.00) per month.
(b) "Infrequent" Drivers - Employees designated by management as "infrequent" drivers (those who
are required to have their car available for County business less than 10 days per month) will receive
the following reimbursement:
Work Site Parking - Employees will be reimbursed all necessary daily parking expenses (documented
by a receipt or other appropriate documentation) incurred at their regular work site when having
their car available for County business. Reimbursement for work site parking shall not exceed ninety-
five dollars ($95.00) per month. Effective 1/1/19 this reimbursement will increase to a maximum of
one hundred dollars ($100.00) per month.

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ARTICLE 13 WAGES (Continued)
Other Parking - All necessary out-of-pocket parking expenses incurred while conducting County
business away from the regular work site will be reimbursed in full with a receipt or other
appropriate documentation up to a maximum of ninety-five dollars ($95.00) per month.
13.13 Effective the first full pay period following 1/1/2022 the Employer will provide a matching contribution
directly to the employee’s deferred compensation plan provider of a maximum of $35 per month or $420.00
annual maximum, per contributing employee, provided the employee makes a minimum contribution of
$10.00 per month. This contribution will be prorated based on regular hours worked. In the event an
employee contributes to more than one deferred compensation plan provider offered by the county, the
employer contribution shall only be made to a single plan and will default to the plan that the employee
contributes a greater amount to. In the event the employee contributes equally to the plan providers, the
employer contribution will default to the MSRS administered plan.

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ARTICLE 14 OVERTIME
14.1 Time and one-half shall be earned under any of the following conditions:
1) All work performed in excess of the work day as defined in Article 6.3.
2) All work performed in excess of the work day as defined in Article 6.4.
3) All work performed in excess of forty (40) hours in any work week, except for employees in the
Detoxification Center. For these employees all work in excess of eighty (80) hours in a bi-weekly pay
period.
4) All work performed by full-time employees on a scheduled day off.
14.2 Distribution. Overtime work shall be distributed as equally as possible to qualified employees working within
the same classification.
14.3 Overtime work shall be voluntary, except in emergencies or should the required employees not be available
on a voluntary basis. There shall be no discrimination against any employee who declines to voluntarily work
overtime. Emergency is defined as: An unanticipated set of circumstances that creates an immediate need
for employees to work to safeguard public safety, prevent injury to clients, employees or the public, prevent
catastrophic loss or maintain current standard staffing ratios. An employee calling in sick in accordance with
established guidelines for calling in sick does not in itself constitute an emergency.
14.4 Employees shall choose whether the overtime will be compensated in cash or compensatory time. Upon
completion of the time reporting, the employee shall not be permitted to modify their selection. Employees
shall make a choice in the first week of January and July to establish whether overtime earned in the
following six (6) month period will be compensated in cash or compensatory time. Employees may carry sixty
(60) hours of compensatory time into the following year unless the department chooses to pay.
14.5 Overtime will be calculated to the nearest fifteen (15) minutes.

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ARTICLE 15 DISCIPLINE
15.1 Prior to disciplining an employee, the employer should make effort to work with the employee in an attempt
to actualize appropriate behavior and/or optimal performance by utilizing training, familiarizing of
countywide and department policies, or performance improvement plans.
15.2 Discipline shall be only for Just Cause, provided in writing including the reason(s) therefore, effective date,
generally in the following order, and in the form of:
• Written reprimand
• Suspension
• Reduction or demotion
• Discharge
15.3 The Employer shall not administer discipline unless the employee has had an opportunity to have a
representative of the Union present.
15.4 Investigation. Employees may be afforded union representation when the employee is part of an
investigation; that right shall be offered to employees upon notice of the investigation. It is the employee’s
responsibility to secure union representation.
15.5 Written Reprimand. Written reprimands will become part of an employee’s personnel file. The employee will
receive a copy of such reprimand.
15.6 Limited Retention. Upon agreement between the union and management, a written reprimand will be
removed from an employee’s personnel file provided that (1) no further disciplinary action has been taken
against the employee for same or similar infractions six (6) months to one (1) year as agreed to from the date
of written reprimand and (2) the employee submits a request for removal. Such request to remove a
document from a personnel file under this section shall not be placed in the file. Materials removed pursuant
to this section shall be provided to the employee. Removal of written reprimands shall be subject to the
county’s retention records and any applicable federal and state laws.
15.7 Loudermill. In the event of a reduction, demotion, suspension, or discharge, the employee shall be offered a
Loudermill meeting for an opportunity to hear an explanation of the evidence against them, to present their
side of the story, and shall be informed of the right to have a representative, which may be a union
representative, at such meeting. The employee shall remain in pay status and disciplinary action shall not
become effective during that period when the meeting may occur. However, if the employee was not in pay
status at the time of the notice of discharge for other reasons, the requirement to be in pay status shall not
apply.
15.8 Disciplinary Grievance Procedure. An employee receiving discipline may submit the disciplinary action to the
grievance procedure beginning at Step 2 pursuant to Article 16 Grievance Procedure, or appeal the

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ARTICLE 15 DISCIPLINE (Continued)
disciplinary action through the non-bargaining grievance procedures provided under the Ramsey County
Personnel Act and Personnel Rules. An employee may not use more than one of these procedures in
appealing a disciplinary action.

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ARTICLE 16 GRIEVANCE PROCEDURE
16.1 Definition of 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. An employee has the right to proceed
under non-contractual remedies in the County Personnel Act and Rules and Veterans Preference Act. An
employee may not employ both the grievance procedures under this Article and non-contractual remedies
for the same grievance.
16.2 Organization Representatives - The County will recognize representatives designated by the Union as the
representative or steward of the bargaining unit having the duties and responsibilities established by this
Article. A list of union representatives or stewards will be provided to Labor Relations in Human Resources at
least annually or in the event there are changes in representatives.
16.3 Processing of Grievance - It is recognized and accepted by the Union and the County 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's union representative or steward, if an employee, shall be
allowed a reasonable amount of time without loss in pay, to investigate a grievance, and present grievances
to the County during normal working hours provided the employee and the employee union steward have
notified the designated supervisor.
16.4 Grievance Procedure - Grievances shall be processed in the following manner:
Step 1. The Union steward, with or without the employee, shall take up the grievance or dispute with the
employee's immediate supervisor within ten (10) work days of the employee's knowledge of its occurrence.
The supervisor shall then attempt to adjust the matter and shall respond to the steward within five (5) work
days.
Step 2. If the grievance is not settled in Step 1, it shall be referred in writing by the union representative or
steward to the department head or designee within ten (10) working days after the designated supervisor's
answer in Step 1. The department head or designee shall discuss the grievance within ten (10) work days
with the employee and the Union representative or steward at a time mutually agreeable to the parties. If
the grievance is settled as a result of such a meeting, the settlement shall be reduced to writing and signed
by the department head or designee and the Union. If no settlement is reached, the department head or
designee shall give a written answer to the Union within ten (10) work days following their meeting.
Step 3. If the grievance is not settled in Step 2 and the Union desires to appeal, it shall be referred by the
Union in writing to the Director of Human Resources or designee within ten (10) work days after the
department head or designee's answer in Step 2. A meeting between the Director of Human Resources or
designee, the department head or designee, the employee, and the Union shall be held ten (10) work days

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ARTICLE 16 GRIEVANCE PROCEDURE (Continued)
following the Union request for a Step 3 meeting at a time mutually agreeable to the parties. At this meeting
all pertinent facts shall be presented by the Union and the Employer. If the grievance is settled as a result of
such a meeting, the settlement shall be reduced to writing and signed by the Director of Human Resources or
designee and the Union. If no settlement is reached the Director of Human Resources or designee shall give
the Employer's written answer to the Union within ten (10) work days following the meeting.
Step 4. Arbitration - If the grievance is not settled in Step 3, and the Union wishes to refer the grievance to
arbitration, the Union shall inform the Employer of its intent to arbitrate within ten (10) working days after
the Union's receipt of the Employer's written answer in Step 3. The Union and the Employer will then select
an arbitrator either under the alternate striking provisions of Minnesota Statutes 179A.21, Subdivision 2, or
by another method mutually agreeable to the Union and the Employer.
a) The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the
terms and conditions of the contract. The arbitrator shall consider and decide only the specific
issue(s) submitted in writing by the County and the employee and the Union, and shall have no
authority to make a decision on any other issue not so submitted.
b) 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 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
County 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.
16.5 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 or any agreed to extension, the grievance
should be considered settled on the basis of the Union's requested relief. The time limit in each step may be
extended by mutual written agreement of the County and the employee Union in each step. The term "days"
as used in this Article shall mean the days Monday through Friday inclusive, exclusive of holidays.
16.6 Grievance Representative - Employees presenting a grievance under Step 2 shall be represented by a
representative of the Union.
16.7 Records - All documents, communications and records dealing with a grievance shall be filed separately from
the personnel files of the involved employee(s).

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ARTICLE 17 SENIORITY
17.1 Seniority means an employee's length of continuous service by classification and from their date of hire to
the bargaining unit.
17.2 Agency seniority means an employee's length of continuous service from their date of hire within the
bargaining unit.
17.3 Classification Seniority. Classification seniority is defined as the length of continuous service in a specific job
classification within any AFSCME bargaining unit to which the classification is common.
When an employee returns to a previously held classification or exercises bumping rights under Article 18.3,
classification seniority in that class shall include seniority in all non-supervisory equal or higher classifications
in which the employee has served.
17.4 In the event there is a tie in classification seniority it shall be broken in the following manner:
1) Continuous time within the bargaining unit.
2) Continuous time within the County.
3) Position on certification list.
17.5 On March 1st the Employer shall establish a bargaining unit seniority list showing the continuous service of
each employee by classification. There shall be a separate list for intermittent employees. If there is a
grievance relating to seniority or a layoff, additional seniority lists shall be produced. A copy of the seniority
lists shall be furnished to the Union when it is posted.
17.6 Breaks in Continuous Service. An employee's continuous service record shall be broken by voluntary
resignation, discharge for just cause, and retirement.
17.7 An employee promoted or transferred to a new, equal, or higher classification shall have the option of
returning to their former classification if such employee fails probation whether their promotion is within the
bargaining unit or to another position of employment provided by the Employer. In addition, during the
probationary period, an employee may return to their former classification upon request with the approval
of the departments affected.

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ARTICLE 18 WORK FORCE
18.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the
employees within the bargaining unit work. Such notice shall be posted for at least five (5) work days prior to
the filling of such vacancy or newly created position.
Employees excluding intermittent employees, may bid on such vacancy or newly created position by
submitting written application prior to the expiration date of the posting.
In the selection of employees for such vacancy or newly created position consideration shall be given to
classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents
which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the
incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
18.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial
Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed
to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a
promotion.
18.3 a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the
inverse order of their seniority within the classification, provided all temporary, provisional and intermittent
employees, in that classification, in that order, are released first. No permanent position shall be eliminated
until all intermittent, temporary and provisional employees in the same classification are released. All career
development ladders shall be treated as one classification for the purpose of the application of this Article.
Employees shall be permitted to exercise their seniority rights to any classification previously held before
being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee
would have the right to a vacant position within the same classification within other AFSCME bargaining units
subject to completion of probationary period. No employee's regular hours of work will be reduced as the
result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution
workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be
hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the County will remain eligible for reinstatement from layoff status for a
minimum of two years from the date of their layoff. After this initial two-year period, eligibility for
reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their
continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest
shall be in writing to the Director of Human Resources and shall be made within 60 days following the
anniversary date of the employee’s layoff and include a current address and phone number of the employee
on layoff.

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ARTICLE 18 WORK FORCE (Continued)
If no notice is received, the employee’s name will be removed from the recall list and the employee will no
longer be eligible for reinstatement. After ten years, the laid-off employee’s eligibility for reinstatement shall
expire.
It is the responsibility of the employee on lay-off to keep a current address and phone number on file in
Human Resources any time such contact information changes. Inability to contact the employee caused by
the employee’s failure to update their address or phone number will result in the employee losing their
eligibility for reinstatement.
18.4 An employee appointed to a position in another Ramsey County AFSCME bargaining unit or other non-
supervisory Ramsey County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job
classifications in which the employee has been employed. The employee may return to the bargaining unit
and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off
from a position in another Ramsey County AFSCME bargaining unit or other non-supervisory Ramsey County
bargaining unit.
18.5 If an employee is notified in writing by the employer that they will be laid off, is on layoff or is in a lower class
because they exercised their bumping rights under this Article, that employee shall be placed at the
employee's request, on a re-employment register for any class for which the employee meets the minimum
qualifications. When a requisition is received by the Human Resources Department for a class where the re-
employment register contains the names of employees identified by this Article, those employees shall be
included with the certification from the eligible register. If a requisition is received by the Human Resources
Department for a job class for which there is no current register, employees on a re-employment register for
the class under the terms of this Article, will be referred to the appointing officer for consideration.
Employees covered by this section will also be eligible for placement through the County’s Job Mobility
Program for any job class for which the employee meets the minimum qualifications. Eligibility for this
benefit shall expire after an employee has been on layoff for two years or when the employee passes
probation for a position obtained under this Article.
18.6 If the County, or a County department, determines that employees in a specific job classification within a
bargaining unit will be laid off, the employer may allow employees in that classification and bargaining unit to
volunteer to be laid off, such that less senior employees would be retained. Employees responding to the
employer’s request for volunteers will be considered in order of their classification seniority within their
department. Employees who accept a voluntary layoff will be recalled in order of their classification seniority
among those on layoff status. Employees on voluntary layoff may waive reinstatement unless they are the
least senior employee in the classification on layoff status.
18.7 New employees of the department shall be subject to all provisions of this contract limited only by the
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ARTICLE 18 WORK FORCE (Continued)
following:
(1) New employees shall be subject to the following probationary period: Full-time employees shall have
a six (6) month probationary period. Part-time and intermittent employees shall have a probationary
period of 1,040 hours or one (1) year, whichever comes first.
(2) New employees may be assigned duties on such basis as deemed necessary for them to be properly
trained for the work they are hired to perform.
(3) Full-time employees shall serve a six month or one year probationary period. The one year
probationary period shall apply to persons entering a classification or classification series that
requires college graduation as a minimum qualification. All employees that receive a career ladder
promotion shall serve a three month probationary period. Part-time or intermittent employees shall
have a probationary period of the equivalent number of hours as full-time employees or twice the
time of probation, whichever comes first. (e.g. 6 month probationary period - 1,040 hours or 1 year.)
(4) All Financial Workers 1 shall serve a nine (9) month probationary period.
18.8 Child Protection Worker Series. Hiring into the classification, Child Protection Worker, will occur through
existing Personnel procedures. Individuals permanently appointed to the classification, Child Protection
Worker, who elect to accept a voluntary demotion to Social Worker may request reinstatement to the Child
Protection Worker classification for up to three (3) years from the date of their voluntary demotion.
For the purposes of bidding into a Social Worker position, a Child Protection Worker's seniority will be
determined based on their combined seniority in both the Social Worker and Child Protection Worker class.
In order to be eligible to accept a Social Worker position outside of child protection, a Child Protection
Worker must request a voluntary demotion to Social Worker. For the purposes of bidding within child
protection, seniority in the classification will be used.
Social Worker 3's may request a transfer to a child protection position and maintain their rate of pay and
classification as a Social Worker 3. A one year probationary period will be served from the date of the
transfer. Social Worker 3's may request career development to Senior Child Protection Worker after passing
probation and meeting the minimum qualifications. Social Worker 3's passing probation will receive Child
Protection Worker seniority for all time spent working in a Child Protection Worker position. Social Worker
3's transferring under this clause may bid on child protection positions.
In the event of a layoff in the Social Worker or Child Protection Worker series, seniority will be determined
based on the employee's combined seniority within the two classifications. In the event that a layoff results
in a vacancy within the Child Protection Worker classification, management has the right to administratively
reassign social work staff meeting the minimum qualifications of the Child Protection Worker classification to
the vacancy, pending a permanent appointment.
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ARTICLE 18 WORK FORCE (Continued)
18.9 Mental Health Practitioner/Professional & Social Worker 2/Social Worker 3 Series. Hiring into the
classifications, Mental Health Practitioner, Mental Health Professional, Social Worker 2 and Social Worker 3
will occur through existing Personnel rules. Employees must meet the minimum qualifications for the job
classes within these series. Bidding between these positions will be as follows:
▪ A Social Worker 2 may bid on a Mental Health Practitioner vacancy provided they possess the
minimum education requirements and conversely, a Mental Health Practitioner may bid on a Social
Worker 2 vacancy.
▪ A Social Worker 3 may bid on a Mental Health Professional vacancy provided the employee has one
of the identified required licenses which qualify as a Mental Health Professional in the State of
Minnesota. Conversely, a Mental Health Professional may bid on a Social Worker 3 vacancy.
Social Worker 2’s who transfer to a Mental Health Practitioner vacancy may request career development to
Mental Health Professional after passing probation and meeting the minimum qualifications.
For the purposes of bidding between Social Worker and Mental Health Practitioner/Professional classes, a
worker’s seniority will be determined based on the worker’s combined seniority in both the Social Worker
and Mental Health classes. For the purposes of bidding within a classification, the worker’s seniority in that
classification shall be used.
In the event of a layoff in the Social Worker series or Mental Health Practitioner or Professional titles,
seniority will be determined based on the employee’s combined seniority within the two classifications. In
the event that a layoff results in a vacancy within either titles, management has the right to administratively
reassign staff who meet the minimum qualifications of the job classification to the vacancy, pending a
permanent appointment.
18.10 Employees appointed outside the bargaining unit shall maintain their seniority in the unit through the end of
their probationary period.

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 19 INSURANCE
19.1 Employee Insurance – The County will provide the following insurance contributions on the 1st of the month
following 30 (thirty) days of employment to provisional, probationary and permanent employees who elect
insurance coverage: (All contributions shown for medical and dental are monthly and based on full-time
employment.)
(1) Medical Insurance:
.
2022 –
• Single: Effective January 1, 2022, the total premium for single coverage is $1,012.17 per month. The
monthly premium shall be split 92% County/8% employee. The County will subsidize the employee’s
portion of the single insurance monthly contribution by $3.00 per month for 2022, which results in
an employee contribution of $77.97 per month and a County contribution of $934.20 per month per
employee.
• Family: Effective January 1, 2022, the total premium for family coverage is $2,412,21 per month. The
monthly premium shall be split 75% County/25% employee. The County will subsidize the employee’s
portion of the family insurance monthly contribution by $32.00 per month for 2022, which results in
an employee contribution of $571.05 per month and a County contribution of $1,841.16 per month
per employee.
Employer
Total Premium Split Premium Split Provided Resulting Resulting
Premium Percentage: Dollars: Monthly Employee Employer
Coverage Amount Employer/Employee Employer/Employee Subsidy Contribution Contribution
Single $1,012.17 92% / 8% $931.20/$80.97 $3.00 $77.97/mo $934.20/mo
Family $2,412.21 75% / 25% $1,809.16/$603.05 $32.00 $571.05/mo $1,841.16/mo

2023 –
• Single: Effective January 1, 2023, the total premium for single coverage shall be split 92% County/8%
employee. The County will subsidize the employee’s portion of the single insurance monthly
contribution by $6.00 per month for 2023.
• Family: Effective January 1, 2023, the total premium for family coverage shall be split 75%
County/25% employee. The County will subsidize the employee’s portion of the family insurance
monthly contribution by $47.00 per month for 2023.
• In no case will the subsidies to the employee’s 2023 single or family insurance contributions result in
the employee’s 2023 monthly insurance contribution being less than what the employee paid in
2022.

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ARTICLE 19 INSURANCE (Continued)
Employer
Total Premium Split Premium Split Provided Resulting Resulting
Premium Percentage: Dollars: Monthly Employee Employer
Coverage Amount Employer/Employee Employer/Employee Subsidy Contribution Contribution
Single TBD 92% / 8% TBD $6.00 TBD TBD
Family TBD 75% / 25% TBD $47.00 TBD TBD

2024 –
The County and the Union will reopen the contract to negotiate medical insurance for 2024.
Changes will be effective on January 1 of each year.
(2) Dental Insurance:
• 2022 – Effective January 1, 2022, the County and the employee will split the total premium for single
or family dental coverage 50% County/50% employee.
Total Premium Split
Premium Percentage: Employee Employer
Coverage Amount Employer/Employee Contribution Contribution
Single $44.68 50% / 50% $22.34/mo $22.34/mo
Family $99.59 50% / 50% $49.80/mo $49.80/mo

• 2023 – Effective January 1, 2023, the County and the employee will split the total premium for single
or family dental coverage 50% County/50% employee.
Total Premium Split
Premium Percentage: Employee Employer
Coverage Amount Employer/Employee Contribution Contribution
Single $46.02 50% / 50% $23.01/mo $23.01/mo
Family $102.57 50% / 50% $51.29/mo $51.29/mo

• 2024 – The County and the Union will reopen the contract to negotiate dental insurance for 2024.
Changes will be effective January 1 of each year.
(3) Life Insurance:
The County will provide group life insurance equal to one times an employee’s annual salary. (minimum
$10,000, maximum $50,000). Optional life insurance will be employee paid.
(4) Long-Term Disability:
The County will provide a basic long-term disability benefit providing 40% income replacement. Employees
may buy an additional 20% income replacement at their own expense for a total of 60%.
(5) Short-Term Disability:
The County will offer an employee paid short-term disability plan to employees effective 1/1/2000 subject to
meeting insurance carriers’ enrollment requirements.
The Union will allow the Employer to offer a pre-tax cafeteria plan that includes Health Care Expense
Account-Premium Option, Health Care Reimbursement Account, and the Dependent Care

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 19 INSURANCE (Continued)
Reimbursement Account to members of the bargaining unit. Participation is voluntary. The employer will
contact the Union representative thirty (30) days or more prior to implementing any substantive changes in
the program. If the Union disagrees with the proposed changes, the changes will not be implemented for the
members of the bargaining unit unless legally required.
19.2 Eligibility
Retiree Insurance: Employees who retire from Ramsey County under provisions of the Public Employment
Retirement Act may participate at their option under the health and welfare insurance plans for retired
Ramsey County employees. There is no County contribution to dental insurance premiums. County
contribution for medical insurance is as follows:
Employees hired before July 1, 1992 – Employees hired before July 1, 1992 must have 10 years (20,800
hours) of County service to be eligible for the full County contribution to retiree medical insurance premiums.
If an employee retires under PERA disability retirement, the employee must have 5 years (10,400 hours) of
County service to be eligible for the full County contribution to retiree medical insurance premiums.
Employees hired on or after July 1, 1992 – Employees hired on or after July 1, 1992 must have 20 years
(41,600 hours) of County service to receive 50% of the County contribution to retiree medical insurance
premiums. This amount will increase by 4% for each additional year (2,080 hours) of County service until
there is a maximum of 90% of the County contribution after 30 years (62,400 hours).
Current insurance eligible employees hired between 7/1/92 and 12/31/05 – Current insurance eligible
employees hired between 7/1/92 and 12/31/05 elected in writing prior to 11/1/06 whether they would
maintain their current retiree insurance benefit, or opt out of the current retiree benefit and participate in
the Health Care Savings Plan (HCSP) option. This was a one time, irrevocable decision. Employees who did
not make an election in writing prior to 11/1/06, were deemed to have elected to retain their current
retiree insurance benefit. Effective the 1st full pay period following 1/1/07, employees opting out of the
current retiree insurance benefit contribute 1% of salary on a per pay period basis to the HCSP.
The County will contribute five hundred twenty five dollars and twenty cents ($525.20) per year to the HCSP
on a per pay period basis beginning the 1st full pay period following the employee’s five (5) year employment
anniversary date. Effective the first full pay period after 1/1/17 this contribution will increase to five hundred
thirty dollars and forty cents ($530.40) per year. The County will contribute six hundred twenty nine dollars
and twenty cents ($629.20) per year to the HCSP on a per pay period basis effective the 1st full pay period
following the employee’s ten (10) year employment anniversary date. Effective the first full pay period after
1/1/17 this contribution will increase to six hundred thirty four dollars and forty cents ($634.40) per year.
The County will contribute seven hundred thirty three dollars and twenty cents ($733.20) per year to the
HCSP on a per pay period basis beginning the 1st full pay period following the employee’s fifteen (15) year
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ARTICLE 19 INSURANCE (Continued)
employment anniversary date. Effective the first full pay period after 1/1/17 this contribution will increase to
seven hundred thirty eight dollars and forty cents ($738.40) per year.
Contributions will be pro-rated based on the number of hours on paid status in a pay period for both full-
time and part-time employees. There will be no loss in accrual for full-time employees for up to forty (40)
hours per pay period for no more than two (2) consecutive pay periods for unpaid union leave.
Only insurance-eligible employees are eligible to participate in this HCSP option.
Employees hired on or after 1/1/06 - Employees hired on or after 1/1/06 will not receive any County
contribution toward retiree insurance. Employees who meet the eligibility requirements for retiree insurance
may participate in the County’s retiree insurance plan but will be responsible for the entire premium.
All new employees hired on or after 1/1/06 will contribute 1% of salary on a per pay period basis to a Health
Care Savings Plan (HCSP).
The County will contribute five hundred twenty five dollars and twenty cents ($525.20) per year to the HCSP
on a per pay period basis beginning the 1st full pay period following the employee’s five (5) year employment
anniversary date. Effective the first full pay period after 1/1/17 this contribution will increase to five hundred
thirty dollars and forty cents ($530.40) per year. The County will contribute six hundred twenty nine dollars
and twenty cents ($629.20) per year to the HCSP on a per pay period basis effective the 1st full pay period
following the employee’s ten (10) year employment anniversary date. Effective the first full pay period after
1/1/17 this contribution will increase to six hundred thirty four dollars and forty cents ($634.40) per year.
The County will contribute seven hundred thirty three dollars and twenty cents ($733.20) per year to the
HCSP on a per pay period basis beginning the 1st full pay period following the employee’s fifteen (15) year
employment anniversary date. Effective the first full pay period after 1/1/17 this contribution will increase to
seven hundred thirty eight dollars and forty cents ($738.40) per year.
Contributions will be pro-rated based on the number of hours on paid status in a pay period for both full-
time and part-time employees. There will be no loss in accrual for full-time employees for up to forty (40)
hours per pay period for no more than two (2) consecutive pay periods for unpaid union leave.
Only insurance-eligible employees are eligible to participate in this HCSP option.
County Contributions
Early Retiree Contributions: For employees retired from Ramsey County who are less than the age of
Medicare eligibility (early retirees), the County will make the same contribution to medical insurance
premium as for active employees, subject to the years-of-service requirements listed above.
Regular Retiree Contributions: For employees retired from Ramsey County who are eligible for Medicare, or
are at or exceed the age of Medicare eligibility (regular retirees):

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ARTICLE 19 INSURANCE (Continued)
2022 - The County will contribute toward the premium for single medical coverage up to the same amount as
the County contribution for single coverage for active employees, except the retiree pays no less than $75.00
per month; and will contribute toward the premium for family coverage up to the same amount as the
County contribution for family coverage for active employees, except the retiree pays no less than $150.00
per month.
2023 - The County will contribute toward the premium for single medical coverage up to the same amount as
the County contribution for single coverage for active employees, except the retiree pays no less than $75.00
per month; and will contribute toward the premium for family coverage up to the same amount as the
County contribution for family coverage for active employees, except the retiree pays no less than $150.00
per month.
2024 - The County will contribute toward the premium for single medical coverage up to the same amount as
the County contribution for single coverage for active employees, except the retiree pays no less than $75.00
per month; and will contribute toward the premium for family coverage up to the same amount as the
County contribution for family coverage for active employees, except the retiree pays no less than $150.00
per month.
County contributions are subject to the years of service requirements listed above. All changes effective
January 1 each year.
19.3 The County will make a payroll deduction for the premium for the voluntary Group Term Life Insurance
Program offered through the Public Employees Retirement Association, for those employees who choose to
participate.
19.4 County Board Resolution 9-1811. Ramsey County shall defend, save harmless and indemnify each of its
officers and employees, whether elective or appointive, against a tort claim or demand, whether groundless
or otherwise, arising out of each alleged act or omission occurring in the performance of duty, except
malfeasance in office or willful or wanton neglect of duty.
19.5 Labor/Management Committee on Insurance: This Committee shall have sixteen (16) members as follows:
Three members from AFSCME Council 5; one each from other Ramsey County employee unions (Teamsters
Local 320, Operating Engineers Local 49, Operating Engineers Local 70, Law Enforcement Labor Services,
Ramsey County Deputy Federation, and Technical Employees Association); six members from County
administration; and one member selected from among non-represented County employees (employee
selected shall be submitted to Council 5, which shall have a right of refusal).
Each bargaining unit may select one (1) alternate, who, together with the business agents, may attend
meetings and participate in discussions, but will not participate in determining consensus, unless designated
by their union to replace an absent member. The County may also select up to six (6) alternates, who may
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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 19 INSURANCE (Continued)
attend meetings and participate in discussions, but will not participate in determining consensus, unless
designated by the County to replace an absent member. Attendance at Committee meetings by Committee
members and alternates will be without loss of pay.
The committee shall be advisory to the County Board on all insurance matters, and shall operate by
consensus. All members of the Committee shall have access to all relevant statistics and information.

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ARTICLE 20 GENERAL PROVISIONS
20.1 Neither the Union nor the Employer shall discriminate against any employee because of Union membership
or non-membership, age, color, creed, handicap, national origin, parental or marital status, political belief,
race, religious belief, sexual or affectional preference, sex, receiving public assistance or social services, or
because of a previous emotional or mental disturbance. Sexual harassment shall be considered
discrimination under this Article.
20.2 Union Bulletin Boards. The Employer agrees to furnish and maintain suitable bulletin boards in convenient
places. The Union shall limit its posting to official notices and bulletins of the Union to such bulletin boards.
20.3 The Employer agrees to recognize, upon certification from the Union, twenty-four (24) stewards.
(1) Stewards and other employee Union officers shall not leave their work stations without the prior
permission of their designated supervisor(s) and they shall notify their designated supervisor(s) upon
return to their work stations. Permission to leave a work station for Union business will be limited to
the investigation and presentation of grievances.
(2) Non-employee representatives of the Union shall be permitted to come on the premises of the
Employers for the purpose of investigating and discussing grievances if they first notify the
Employer's designee and provided the Union representative does not interfere with the work of
employees.
20.4 Work Rules. The Employer shall have the right to establish reasonable work rules which shall be equitably
and uniformly applied. Prior to the effective date, any work rules shall be posted on all bulletin boards for a
period of ten (10) consecutive work days. In addition, copies shall be furnished to the Union, and when
effective, all existing work rules shall be furnished to all employees. New employees shall be furnished a copy
of all work rules when hired. Any complaint as to the reasonableness of any new or existing rule, or any
complaint involving discrimination in the application of new or existing rules, shall be resolved through
discussion by the parties.
20.5 All in-service training shall be at the expense of the Employer.
20.6 (1) During the term of this Agreement, the Employer shall not contract out or subcontract any public work
performed by the employees covered by this Agreement which would result in a layoff.
(2) In the event the Employer feels it is necessary to contract out or subcontract any public work performed
by employees covered by this Agreement, the Employer will notify the Union in writing, no less than ninety
(90) calendar days in advance. During the ninety (90) days the Employer will meet with the Union and discuss
possible ways and means to minimize the elimination of positions. The ninety (90) day notice requirement
will not apply to contracting or subcontracting out during emergencies. “Emergency” in this context means
either as defined in Article 14.3 of the collective bargaining agreement, or as declared by the Ramsey County

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 20 GENERAL PROVISIONS (Continued)
Board of Commissioners under the terms of the Ramsey County Charter, Section 5.03.
(3) As the result of merger, transfer or reorganization of any department, no employee may be laid off or
suffer any reduction in classification, pay or seniority except in the single instance where an employee
refuses a job assignment consistent with their classification, pay and seniority rights provided by this
Agreement.
20.7 Any subject matter placed in the employee's personnel file shall be served upon the employee in writing.
Such matters that could be detrimental to the employee shall be a proper subject for the grievance
procedure. All materials in an employee's file shall be available for the employee's inspection.
20.8 All Union members must attend Union meetings on their own time.
20.9 A safety committee consisting of two (2) employees designated by the Union and two (2) County
representatives will be formed to deal with the mutual safety concerns of employees and the Employer. This
committee will investigate employee complaints relating to safety and if the problem is confirmed, make
recommendations to the department to resolve the potential risk. If the department has not responded to
the committee recommendations within a time specified by the committee, they will submit the matter to
the County Manager's Office. The County Manager's Office shall respond in writing to the Committee within
the time set by the committee. Danger to an employee's health or safety is recognized as a defense against
discipline for refusal to start work or continue work but not as it relates to duties which are part of the job.
Employees who have safety concerns may process such concerns through the Safety Committee, but not
through the grievance procedures of the collective bargaining agreement.
20.10 In the event new technology is introduced changing the skill requirement of any position covered by this
Agreement, the Employer will provide training to assist the employee in the affected position to acquire the
necessary proficiency in the utilization of the newly-introduced technology.
20.11 Education Allowance: Any employee who in order to improve their work performance, takes courses which
have a direct relationship to their current or future work or a position they can reasonably hope to advance
to, may, upon submission of evidence of successful completion of such courses, be refunded the amount of
the tuition. An employee desiring to take advantage of this training program must have the course work
approved previous to enrollment by their department head. Factors upon which an employee's eligibility
depends include the relevance of the course work to the employee's position, the status of the educational
institution and availability of funds, pursuant to the County’s Tuition Reimbursement guidelines. If the
employee leaves the County service except in case of layoff, within one year after completion of a course
taken under this rule, the employee must refund the amount spent by the CountyEffective 1/1/19, tuition
payments shall be limited to $4,000 annually for any one employee. Employees otherwise eligible for a
refund shall not submit claims for tuition reimbursement when such tuition has been or shall be paid by a
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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 20 GENERAL PROVISIONS (Continued)
federal plan of "benefits for veterans and service personnel" or by other sources.
20.12 Drug testing for employees required to have a Commercial Driver’s License.
(1) The Employer agrees to advise the Union when an employee is to be tested, provided the employee
consents to informing the Union, and subject to the limits of the Minnesota Government Data
Practices Act.
(2) The Employer will identify positions for which a Commercial Drivers' License is required.
(3) An employee failing either an initial screening drug or alcohol test, or for the first time, failing a
confirmatory drug or alcohol test, may be temporarily suspended with pay or transferred to a
position that does not require a Commercial Drivers' License pending the outcome of the
confirmatory test, and if requested, the confirmatory retest, provided the employer believes that it is
reasonably necessary to protect the health or safety of the employee, co-employees, or the public,
consistent with the provisions of Minnesota Statutes 181.953, Subdivision 10, and applicable Federal
regulations.
(4) The Employer will meet the alcohol testing standards of applicable Minnesota and U.S. statutes, and
will inform the Union when an employee is being tested, provided the employee consents to
informing the Union and subject to the limits of the Minnesota Government Data Practices Act.
(5) Supervisors designated to determine whether reasonable suspicion exists to require an employee to
undergo testing will be trained in compliance with CFR 382.603. Determination of reasonable
suspicion will be put in writing, including the basis for the suspicion. The Union will be notified of
such determinations, provided the employee consents to informing the Union, and subject to the
limits of the Minnesota Government Data Practices Act.
The County will provide a letter to the Union indicating that Commercial Drivers' License testing will
only apply to job classifications meeting the Federal standards of 26,000 pound vehicles, etc. Thus,
classifications such as Case Aide that require the transportation of clients in County or personal cars
shall not be subject to this provision.
20.13 If an employee is required to wear a uniform by the employer, the employer will furnish said uniform, unless
otherwise modified by this agreement.

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 21 COMPLETE AGREEMENT AND WAIVER OF BARGAINING
21.1 This Agreement shall represent the complete Agreement between the Union and the County.
21.2 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 County 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.
21.3 Savings Clause. Should any article, section, or portion thereof, of this Agreement be held unlawful and
unenforceable by any court of competent jurisdiction, such decision of the court shall apply only to the
specified article, section, or portion thereof directly specified in the decision; upon the issuance of such a
decision, the parties agree immediately to negotiate a substitute for the invalidated article, section or
portion thereof.

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
ARTICLE 22 TERM OF AGREEMENT
This Agreement shall be effective as of the first day of January, 2022, and shall remain in full force and effect until
the last day of December, 2024. It shall be automatically renewed from year to year thereafter unless either party
shall notify the other in writing by June 1 that it desires to modify this Agreement. In the event that such notice is
given, negotiations shall begin not later than July 1. This Agreement shall remain in full force and be effective during
the period of negotiations or until notice of termination of this Agreement is provided to the other party in the
manner set forth in the following paragraph.
In the event that either party desires to terminate this Agreement, written notice must be given to the other
party not less than ten (10) days prior to the desired termination date. The termination date shall not be before the
anniversary date set forth in the preceding paragraph.

This Agreement was approved by the Ramsey County Board of Commissioners on February 1, 2022, Board Resolution
B2022-036, and signed by the parties as dated below.

WITNESSES: RAMSEY COUNTY

02/08/2022 Trista L MatasCastillo 02/09/2022
____________________________________ ____________________________________
Trista L MatasCastillo (Feb 9, 2022 10:17 CST)

Chair, Ramsey County Board of Commissioners

02/08/2022 02/09/2022
____________________________________ ____________________________________
Ramsey County Manager

Approved as to form by:

Elisabeth A. Brady COUNCIL #5, AMERICAN FEDERATION OF STATE,

____________________________________
Elisabeth A. Brady (Feb 9, 2022 08:50 CST)
COUNTY & MUNICIPAL EMPLOYEES
Assistant County Attorney
02/09/2022 02/08/2022
Date: _______________________________ By: _________________________________
Dane Ryan - Field Representative (Feb 8, 2022 17:41 CST)

02/08/2022
____________________________________
Dawn Flores (Feb 8, 2022 19:15 CST)

____________________________________

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1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
 Letter of Understanding
Mobility for Career Development Series

Ramsey County and AFSCME Council 5 agree to the following, with respect to employee
mobility for career development series:

If an employee obtains a position in a career development series job class with similar steps and salary
ranges to the classification from which the employee is exiting, they will:

• Be placed at the level in the series that is consistent with their qualifications.
• Employees earning a salary at a higher rate than the career development level they are placed at shall
be held at their current salary grade and step until such time that their qualifications, job class, and
salary are consistent.
• When the employee meets minimum qualifications of the level of the title they are placed in, the hold on
their salary grade and step shall be released and the employee may move through the salary steps at
the normal progression.
• No promotional steps shall be given at the time the salary is unfrozen.
• The employees last merit date shall be set to the date that the employee meets the minimum
qualifications of the level of the job they are in. (Credit of time accrual for determining future merit
increases will start at the time the employee's salary grade and step is no longer being held.)
• Employees held at a salary step shall continue to receive all negotiated general wage adjustments.
• For the purpose of this agreement, "similar" means ranges that are within the percentage used as the
mobility corridor.

IN WITNESS WHEREOF, The undersigned have caused this Letter of Understanding to be executed this
/.s, day of ✓a,u.,,.10 T , 20 / >:-

i.
 MEMORANDUM OF AGREEMENT
PROMOTION ONLY FOR SOCIAL WORKER 1

Ramsey County agrees to open, during each calendar year of this labor agreement, a minimum of one
County-wide promotion only exam for the Social Worker 1 classification. These eligible lists will be valid for
a period of six months from the date they are posted. It is at the County's discretion to extend the use of
the list beyond the six-month period. If there is a hiring freeze or if there are Social Workers on laid off
status, this agreement shall not be enforced until normal hiring resumes.

FOR THE COUNTY OF RAMSEY FOR AFSCME Local 151

(SSO, FASO, HWAO)

�n FJLe\.w

ii.

AFSCME #151 (SSO, FASO, HWAO)

 MEMORANDUM OF AGREEMENT
HOURS OF WORK

This memorandum of agreement is in effect from January 1, 2018 to December 31, 2020. It is a “trial” for both parties
to see how the concepts work in practice. It sunsets at the end of the agreement, but could be renewed if both
parties agree.

The memorandum of agreement is divided into two sections. Unless otherwise specified, it applies only to full-time
employees. It does not apply to employees who are assigned to the Detoxification Center and whose primary
function is to provide services to clients at the Detoxification Center. Section A applies to employees in units where
service is provided between the hours of 6:00 a.m. and 8:00 p.m. Section B applies to employees in units where
service is provided after 8:00 p.m. and before 6:00 a.m.

Expansion to schedules under sections A & B will be limited to no more than 40 positions for the term of this
agreement. Ramsey County agrees to meet and confer with AFSCME prior to implementing an initial expansion of
service. If a business need for expansion to schedules beyond 40 positions occurs during the term of this agreement,
the Union agrees to meet with management to discuss amending this Memorandum of Agreement.

Section A (6:00 a.m. - 8:00 p.m.)

1. Initial assignment to new schedules for full or part-time employees will be based on classification seniority within
the program. Selection will be made by first asking for volunteers by seniority, then assigning the junior
employees in the program, within that job classification’s career development series, to the shifts not selected. It
is agreed that Financial Worker 1’s may be excluded from such assignment in their first 90 days of employment.

2. Employees working a 5 day schedule under Article 6.3 of the collective bargaining agreement will be guaranteed
2 consecutive days off. The employee could choose to waive this guarantee if they wished.

3. Employees working a 4 day schedule under Article 6.4 of the collective bargaining agreement will be guaranteed
3 consecutive days off. The employee could choose to waive this guarantee if they wished.

4. 30 day notice for full or part-time schedule changes. Schedules will be provided at least four pay periods in
advance, subject to change with 30 day notice.

5. Use current contract language (Article 18.1) for full or part-time vacancies.

6. There is no guarantee of weekends off except employees working both Saturday and Sunday as part of their
schedule would be guaranteed every other weekend off. The employee could choose to waive this guarantee if
they wished.

Section B (Includes hours after 8:00 p.m. and before 6:00 a.m.)

1. Initial assignment to new full or part-time schedules will be based on classification seniority with in the program
area. Selection will be made by first asking for volunteers by seniority, then assigning the junior employees in the
program, within that job classification’s career development series, to the shifts not selected.

-iii-
1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
2. Employees working a 5 day schedule under Article 6.3 of the collective bargaining agreement will be guaranteed
2 consecutive days off. The employee could choose to waive this guarantee if they wished.

3. Employees working a 4 day schedule under Article 6.4 of the collective bargaining agreement will be guaranteed
3 consecutive days off. The employee could choose to waive this guarantee if they wished.

4. 30 day notice for full or part-time schedule changes. Schedules will be provided at least four pay periods in
advance, subject to change with 30 day notice.

5. Use current contract language (Article 18.1) for full or part-time vacancies.

6. Employees will be scheduled for the same hours of work each day. The days they are scheduled could vary. The
employee could choose to waive this guarantee if they wished.

7. Weekend assignments will be distributed equally by shift.

8. Employees will be guaranteed at least every other weekend (Saturday and Sunday) off. The employee could
choose to waive this guarantee if they wished.

Ramsey County AFSCME Local 151

(SSD, FASW, HWAD)
02/08/2022 02/08/2022
__________________________________ ____________________________________
Dane Ryan - Field Representative (Feb 8, 2022 17:41 CST)

02/08/2022 02/08/2022
__________________________________ ____________________________________
Dawn Flores (Feb 8, 2022 19:15 CST)

__________________________________ ____________________________________

__________________________________ ____________________________________

-iii-
1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
 MEMORANDUM OF AGREEMENT
PARKING

Parking in the rear of the Ramsey County Government Center-East Building will be a maximum of $95 in 2022, 2023
and 2024.

IN WITNESS WHEREOF, The undersigned have caused Memorandum of Agreement to be executed upon final
signatures of the parties, as dated below.

FOR THE COUNTY OF RAMSEY FOR AFSCME Council 5

02/08/2022 02/08/2022
__________________________________ ____________________________________
Dane Ryan - Field Representative (Feb 8, 2022 17:41 CST)

02/08/2022 02/08/2022
__________________________________ ____________________________________
Dawn Flores (Feb 8, 2022 19:15 CST)

- iv -
1/1/2022 – 12/31/2024 AFSCME #151 (SSD, FASD, HWAD)
 MEMORANDUM OF AGREEMENT
PHASED RETIREMENT OPTION

Ramsey County and AFSCME Council 5, representing AFSCME Locals 8 (General County), Local 8
(Professional), 8 (Public Health Registered Nurses), 151 (Social Services Department, Financial Assistance
Services Department, and the Administrative Division of the Health and Wellness Service Team), 151
(Licensed Practical Nurses), 151 (Workforce Solutions), 707 (Lake Owasso Residence), 1076 (Ramsey County
Care Center), and 1935 (Parks & Recreation), (collectively "the Union") agree to the following with respect
to the Phased Retirement Option Program (PRO):

1. All AFSCME represented employees will be eligible to participate in the PRO Program offered by
Ramsey County, as outlined in County Board Resolution 2010-035 (copy attached)

2. AFSCME represented employees shall not be released from employment anytime during the first six
(6) calendar months of the initial PRO period.

IN WITNESS WHEREOF, The undersigned have caused Memorandum of Agreement to be executed this
JS-- day of
,)
o-.1tua.J-
�
, 20g

FOR AFS� ')\uncil ;,,O' A'\.,� �

iVtr�

v.
AFSCME #151 (SSD, FASO, HWAD)
 MEMORANDUM OF AGREEMENT
Between
Ramsey County
and
AFSCME Council #5, Local 151 (Social Services Department, Financial Assistance Services Department and the
Administrative Division of the Health and Wellness Service Team (SSD, FASO, HWAD)
Regarding the disposition of seniority in the consolidation of Information Services job classifications

This Memorandum of Agreement is entered into this 30th day of April, 2015, by and between Ramsey County and the
American Federation of State, County and Municipal Employees Council #5 (hereinafter AFSCME) on behalf of its Local
151 (Social Services Department, Financial Assistance Services Department and the Administrative Division of the
Health and Wellness Service Team (SSD, FASD, HWAD). The parties agree to the following seniority terms for
incumbent Ramsey County SSD, FASD, HWAD employees who are represented by AFSCME and are affected by the
consolidation of Information Services (IS) job classifications:

1. This Memorandum of Agreement shall apply to employees who:

• Are currently employed at Ramsey County SSD, FASD or HWAD, and
• Are represented by AFSCME Council #5, Local 151- SSD, FASD or HWAD, and
• Experience a change in classification as a result of the IS consolidation, and
• Remain employed at Ramsey County SSD, FASD or HWAD in the Management Analyst job classification, or
• Accept a vacant position in the Ramsey County IS Department but return to a Management Analyst position in
SSD, FASD or HWAD during their initial probationary appointment to the IS Department.

2. These incumbents (described above) shall be credited with their current classification seniority date in their
appointment to the Management Analyst job classes in SSD, FASD or HWAD.

3. The new incumbent in the Automated IS Coordinator job class shall have their seniority credited to their new
appointment to the Management Analyst 2 job class.

4. Incumbents in the IS LAN Specialist 2 job class have their seniority credited to their new appointment to the
Management Analyst 3 job class.

5. Incumbents in these classes:

• Senior IS Analyst,
• IS Analyst,
• IS Analyst 3,
• IS Senior LAN Support Specialist,
shall have their seniority (in the classes listed above) credited to their new appointment to the Management
Analyst 4 job classes.

6. Employees appointed to the Management Analyst 3 or 4 job classes who have not previously served in the
Management Analyst 1 or 2 job classes shall not have any seniority credited to the Management Analyst 1 or 2 job
classes.

7. The attached list identifies the names and classification seniority dates of affected employees.

FOR�� FOR AFSCME Council 5

An authorized representative An authorized representative

_I ,__,_/{--1--i/ /-�- Date

vi.
_) ,__.
,
/,_/�/��Date

AFSCME #151 (SSD, FASD, HWAD)

Name Previous Job Class New Job Class Class Seniority Date

Hanke, Kate Automated Info Sys Coordinator Management Analyst 2 10/31/2011

Wald, Heidi Info Svcs LAN Support Spec 2 Management Analyst 3 1/14/2002
Cochrane, Corrine F Info Svcs LAN Support Spec 2 Management Analyst 3 3/26/2011
Murphy, Diane Info Svcs LAN Support Spec 2 Management Analyst 3 3/11/2013
Nelson, Valorie Info Svcs LAN Support Spec 2 Management Analyst 3 3/18/2013

Chaffin, Brian L Info Svcs Analyst 3 Management Analyst 4 2/15/2001

Dye, Martin M Info Svcs Analyst 3 Management Analyst 4 7/26/2001

Pommalath, Saysana Info Svcs Senior Analyst Management Analyst 4 3/19/2007

Silbaugh, Ronald W Info Svcs Sr LAN Support Spec3 Management Analyst 4 9/11/2006
Herlund, Rick Info Svcs Sr LAN Support Spec3 Management Analyst 4 2/13/2012

AFSCME #151 (SSD, FASD, HWAD)

 MEMORANDUM OF AGREEMENT
Between
Ramsey County
and
AFSCME Council #5, Local 151 (Social Services Department, Financial Assistance Services Department and
the Administrative Division of the Health and Wellness Service Team (SSD, FASO, HWAD)

Regarding the disposition of seniority in the job classifications of individuals in

MNChoices units reassigned from Public Health to Human Services

This Memorandum of Agreement is entered into this 12th day of January, 2017, by and between Ramsey
County and the American Federation of State, County and Municipal Employees Council #5 (hereinafter
AFSCME) on behalf of its Local 151 (Social Services Department, Financial Assistance Services Department
and the Administrative Division of the Health and Wellness Service Team (SSD, FASO, HWAD). The parties
agree to the following seniority terms for incumbent Public Health employees who are represented by
AFSCME and are affected by the reassignment of MNChoices units from the Public Health Department to
the SSD, FASO, HWAD:

1. This Memorandum of Agreement shall apply to employees who:

• Were employed at Ramsey County Public Health, and

• Were represented by AFSCME Council #5, Local 8 , or were unrepresented, but are in
classifications represented under the AFSCME Council #5, Local 151- SSD, FASO or HWAD
bargaining unit, and

• Experienced a change in representation as a result of the reassignment of MNChoices units to

SSD, FASO or HWAD, and

• Were reassigned to a position in the Local 151- SSD, FASO or HWAD bargaining unit, with the
job classifications Case Aide 2, Clerk/Typist 3, or Social Worker 3.

2. These incumbents (described above) shall be credited with their current classification seniority date
in their appointments to SSD, FASO or HWAD, and

3. They shall retain their seniority and bidding rights within Local 8 until June 2, 2018 .

4. The attached list identifies the names and classification seniority dates of affected employees.

FOR RAMSEY COUNTY FOR AFSCME Council 5

?lliA�
An authorized representative
Ul,uJa F1&uD
An authorized representative

1/t /1 V Date /_,_J �t'- Date

�\/�1 -+-
vii.
AFSCME #151 (SSD, FASO, HWAD)
Name Job Title/Class Class Seniority Date

Knabe, Robin Case Aide 2 5/28/2007

Stahowiak, Barbara Case Aide 2 8/9/2010
Herr, Sussiane Case Aide 2 10/18/2010
Manypenny, Marla Case Aide 2 6/3/2013
Herr, Nula Case Aide 2 1/21/2014

Loshbaugh, Marie Social Worker 3 8/8/2011

AFSCME #151 (SSD, FASD, HWAD)

 MEMORANDUM of AGREEMENT

Ramsey County
And
AFSCME Council #5, Local 151 - Social Services Department, Financial Assistance Services Department
and the Administrative Division of the Health and Wellness Service Team (SSD, FASD, HWAD)

Alternative Work Schedule Pilot - 2021

This Memorandum of Agreement (MOA) is entered into by Ramsey County (hereinafter “County”) and
the American Federation of State, County, and Municipal Employees Council #5 (hereinafter “Union” or
AFSCME) on behalf of its Local 151 [Social Services Department, Financial Assistance Services
Department and the Administrative Division of the Health and Wellness Service Team (SSD, FASD,
HWAD)]. The parties agree that Management retains the inherent right to set schedules and agree to
the following:

1. Noelann Nestor, Child Protection Worker in the Child Protection Intake Screening unit, may be
assigned to work a schedule pursuant to Article 6.2 to include two (2) twelve (12) hour shifts and
two (2) eight (8) hour shifts, totaling forty (40) hours per week.

a. The employee working the above schedule will receive overtime at time and one half for
hours worked in excess of eight (8) hours on the days designated as eight (8) hour days or
for hours worked in excess of forty (40) hours per week.

b. The above schedule will not result in overtime when the employee works a scheduled
twelve (12) hour day.

2. Mckenzie McMillan, Child Protection Worker in the Child Protection Intake Screening unit, may
be assigned to work a schedule pursuant to Article 6.2 to include two (2) twelve (12) hour shifts,
totaling twenty-four (24) hours per week.

a. The employee working the above schedule will receive overtime at time and one half for
hours worked in excess of forty (40) hours per week.

3. Employees assigned to these work schedules may not be required to work more than twelve
(12) hours on the workdays designated as twelve (12) hour days.

4. Employees assigned to these work schedules shall receive a fifteen (15) minute break for each
four (4) hours worked, and a meal break of forty-five (45) minutes pursuant to article 6.3 of the
Collective Bargaining Agreement. The rest periods shall be scheduled as necessary for the
operation of the unit.

5. In the event the above referenced employees are absent and the shift is to be covered by an
employee not subject to this Agreement, the employee may be scheduled to work the twelve
(12) hour shift and shall be paid overtime pursuant to article 14 of the CBA, including hours
worked in excess of the employee’s scheduled work day or in excess of forty (40) hours in a
week.

1/1/2022 - 12/31/2024 - viii - AFSCME #151 (SSD, FASD, HWAD)

6. Nothing herein shall reduce, modify, or eliminate management rights as outlined in Article 5 of
the collective bargaining agreement.

7. This MOA sets no precedent, nor does it establish a permanent schedule that includes twelve
(12) hour work-days or requires the department to post the position as a twelve (12) hour
position in the future.

8. The employee or the County, upon minimum notification of ten (10) working days to the Union
and the County, may terminate an individual alternative work schedule.

9. In the event the County determines that to maintain the efficiency and/or effectiveness of the
unit it is necessary to eliminate this pilot program in its entirety, it may do so upon minimum
notification of ten (10) working days to the employee and Union.

10. This pilot program shall remain in effect through December 31, 2021, unless terminated earlier.
The County and Union may discuss whether to continue to the pilot at that time.

FOR THE COUNTY: FOR AFSCME COUNCIL 5:

Dawn Flores (Jun 30, 2021 13:35 CDT)

Dane Ryan (Jul 6, 2021 09:43 CDT)

Department Representative

During the course of the 2022-2024 contract negotiations, the parties agreed to renew this agreement through
12/31/2024.

FOR RAMSEY COUNTY FOR AFSCME COUNCIL 5

02/08/2022 02/08/2022
_________________________________ _________________________________
Dane Ryan - Field Representative (Feb 8, 2022 17:41 CST)

02/08/2022 02/08/2022
_________________________________ _________________________________
Dawn Flores (Feb 8, 2022 19:15 CST)

1/1/2022 - 12/31/2024 - viii - AFSCME #151 (SSD, FASD, HWAD)