AFSCME Contract - MMB Home - Minnesota Management & Budget

The Appointing Authority agrees to perform an annual evaluation as to the number and condition of
uniforms being provided to employees. If the Appointing Authority makes changes in its uniform
policy, it will discuss such changes with the local labor-management committee prior to
implementing the changes. However, the Appointing Authority's determination of such changes
shall not be subject to the grievance and arbitration provisions of Article 17.
Article 3
Holidays
Article 7, Section 3 of the Master Agreement shall be supplemented and/or modified as follows:
The Appointing Authority may, with the agreement of the Local Union, designate substitute days for
the observance of Veterans Day, Thanksgiving Day, Day After Thanksgiving, New Years Day,
Martin Luther King Day, and Presidents Day for Giants Ridge Operation.
Article 4
Giants Ridge Operation
Article 5, Section 1C of the Master Agreement shall be supplemented and/or modified as follows:
Work Schedules. Work schedules showing the shifts, days, and hours of all employees shall be
prepared and posted at least fourteen (14) calendar days in advance of their effective day. From
November 1 through March 31 of each year, schedules may be changed with at least twenty-four
(24) hours (weather report prediction time) notice to the employee. However, this provision shall
not be invoked to change an employee's days that have been scheduled off during the fourteen
(14) day posting. Employees who are qualified and capable may mutually agree to exchange
days, shifts or hours of work with the approval of their supervisor which shall not be unreasonably
denied and provided such change does not result in the payment of overtime. If requested by the
employee, the employee may change days, shifts or hours of work with the approval of his/her
supervisor provided such change does not result in the payment of overtime.
Article 5
Pay Differentials
If a Department employee's total actual hours of operation for a particular piece of equipment
equals or exceeds the minimum number of hours of training required to qualify for the piece of
equipment and if the employee's operation of the equipment is determined by the Regional
Supervisor to be satisfactory, such employee need no further certification for the types of
equipment for which he/she has met the above requirements. However, such employee must
complete the minimum number of hours of training required to operate other types of equipment
before he/she can qualify for differential pay.
When the Appointing Authority determines that additional employee(s) should be trained for
certification on any equipment at any principal place of work, the opportunity for such training shall
be provided employees on the basis of Department Seniority within the principal place of work.
Employee(s) may be decertified for a) not meeting performance standards set by the Appointing
Authority; b) equipment abuse as determined by the supervisor or c) negligence in safety practices.
Once decertified, the employee must complete the full training and operation schedule as required
for certification on that piece of equipment again. Selection for recertification by the Appointing
Authority shall be in accordance with the process above, at the next available training opportunity.
2013-2015 AFSCME Contract – Page 269