AFSCME Contract - MMB Home - Minnesota Management & Budget

At the option of the DNR, for all employees except trails and waterways, all or a portion of the
compensatory bank may be liquidated in cash with thirty (30) calendar days advance written notice
to the Local Union as to the affected employees. When feasible, employees will be notified of
potential compensatory bank liquidation dates by July 1 st of each year. For employees in trails and
waterways, all or a portion of the compensatory bank may be liquidated in cash as of the last day
of the payroll period which ends closest to December 1 of each year, with a thirty (30) calendar day
advance written notice to the Local Union. The record of each employee’s accumulated overtime
hours worked and overtime offered but not worked, shall be adjusted to zero (0) hours in
conjunction with the foregoing cash out dates.
An employee transferring to the service of another Appointing Authority, accepting a position not
represented by the Union, separated from State service, or placed on permanent layoff, shall have
unused compensatory time paid in cash. An employee placed on seasonal layoff may have
unused compensatory time paid in cash, at the option of the employee.
Article 6, Section 5F of the Master Agreement shall be modified as follows:
DNR Firefighters. DNR Forestry Division employees who work overtime hours on out of state
firefighting shall be paid in cash only. DNR employees of all other divisions who work overtime
hours on both in state and on out of state firefighting shall be paid in cash only.
Article 6, Section 7 of the Master Agreement shall be modified as follows:
DNR employees who are instructed to remain in an on-call status as result of wildfire protection
activities shall be paid in cash.
Article 9
Conflicts of Interest
The following practices are to be followed in situations involving the employment or potential
employment of members of the same family unit:
1. Employees who have responsibility for hiring will disqualify themselves for any situations
involving the hiring of another family member.
2. Managers and supervisors will work to address situations where family members are working in
a direct superior/subordinate relationship.
3. The supervision by one family member by another is to be avoided whenever possible. Where
family situations exist, no supervisor or leadworker shall grant any special consideration,
treatment of advantage to another family member beyond that which is available to every other
employee.
4. Family member shall mean: spouse, children, siblings (including sisters/brothers-in-law),
parents, and parents of spouse.
5. Performance appraisals are to be done by an unrelated third party.
2013-2015 AFSCME Contract – Page 300