LABOR AGREEMENT

BETWEEN

THE CITY OF DEEPHAVEN

AND

lils

Local #45

January 1,2020 - December 31,2022

TABLE OF CONTENTS

ARTICLE I ̂ PURPOSE OF AGREEMENT I

ARTICLE It- RECCXJNITION I

ARTICLE 111 - DEFINITIONS I

ARTICLE IV - EMPLOYER SECURITY

ARTICLE V - EMPLOYER AUTHORITY

ARTICLE VI - UNION SECURITY

ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 3

ARTICLE VIII - SAVINGS CLAUSE

ARTICLE IX-SENIORITY

ARTICLE X-DISCIPLINE

ARTICLE XI - CONSTITUTIONAL PROTECTION 7

ARTICLE XII - WORK SCHEDULE

ARTICLE XIII - OVERTIME

ARTICLE XIV - COURT TIME gARTICLE XV - CALL BACK TIME g

ARTICLE XVI - WORKING OUT OF CLASSIFICATION 9

ARTICLE XVII - INSURANCE

ARTICLE XVlll - INJURY ON DUTY 9

ARTICLE XIX - HOLIDAYS 10

ARTICLE XX - PERSONAL LEAVE

ARTICLE XXI - SICK LEAVE 10

ARTICLE XXII - PATERNITY LEAVE 10

ARTICLE XXIII - SEVERANCE PAY H

ARTICLE XXIV - VACATIONS H

ARTICLE XXV - JURY DUTY H

ARTICLE XXVI - UNIFORM ALLOWANCE 11

ARTICLE XXVIl - MILEAGE/MEAL REIMBURSEMENT 11

ARTICLE XXVIll - FUNERAL LEAVE 12

ARTICLE XXIX - POST LICENSE 12

ARTICLE XXX - WAIVER 12

ARTICLE XXXI - SHIFT DIFFERENTIAL 12

ARTICLE XXXII - DURATION I3

APPENDIX A-SALARY

LABOR AGREEMENT BETWEEN

CITY OF DEEPHAVEN, MINNESOTAAND

LAW ENFORCEMENT LABOR SERVICES, INC.

ARTICLE I-PURPOSE OF AGREEMENT

This AGREEMENT is between the City of Deephaven, hereinafter called the EMPLOYER,and Law Enforcement Labor Services, Inc.. (Local No.45), hereinafter called LELS.

It is the purpose and intent of this AGREEMENT is to:

1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT'Sinterpretation and/or application; and

1.2 Place in written form the parties' agreement upon terms and conditions of employmentfor the duration of this AGREEMENT.

ARTICLE II - RECOGNITION

2.1 The EMPLOYER recognizes LELS as the exclusive representative for:

All peace otTicers subject to licensure of the City of Deephaven Police Department,Deephaven, Minnesota, who are public employees within the meaning of Minn Slat.I79A.03, Subdivision 14 excluding supervisory, confidential and all other employees.

2.2 In the event the EMPLOYER and LELS are unable to agree as to the inclusion orexclusion of a new or modified job class, the issue shall be submitted to the Bureau ofMediation Sendees for determination.

ARTICLE III - DEFINITIONS

3.1 UNION: Law Enforcement Labor Services. Inc., (Local No.45).

3.2 UNION MEMBER: A member of Law Enforcement Labor Services, Inc., (Local No.45).

3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.

3.4 DEPARTMENT: The Deephaven Police Department.

3.5 EMPLOYER: The City of Deephaven.

3.6 CHIEF: The Chief of the Deephaven Police Department

3.7 UNION OFFICER; Officer elected or appointed by the Law Enforcement LaborServices, Inc., (Local No. 45).

3.8 INVESTIGATOR/DETECTIVE; An employee specifically assigned or classified by theEmployer to the job classification and/or job position of Investigator/Detective.

3.9 OVERTIME: Work performed at the express authorization of the EMPLOYER in excessof the employee's scheduled shift.

3.10 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunchbreak.

3.11 REST BREAKS: Periods during the SCHEDULED SHIFT during which the employeeremains on continual duty and is responsible for assigned duties.

3.12 LUNCH BREAK: A period during the SCHEDULED SHIFT during which the employeeremains on continual duty and is responsible for assigned duties.

3.13 STRIKE: Concerted action in failing to report for duty, the willful absence from one'sposition, the stoppage of work, slow-down, or abstinence in whole or in part from the fiillfaithful and proper performance of the duties of employment for the purposes ofinducing, influencing or coercing a change in the conditions or compensation or therights, privileges or obligations of employment.

ARTICLE IV - EMPLOYER SECURITY

LELS agrees that during the life of this AGREEMENT that LELS will not cause, encourage.participate in or support any strike, slow-down or other interruption of or interference with thenormal functions of the EMPLOYER.

ARTICLE V - EMPLOYER AUTHORITY

5.1 The EMPLOYER retains the full and unrestricted right to operate and manage allmanpower, facilities, and equipment; to establish functions and programs; to set andamend budgets; to determine the utilization of technology; to establish and modify theorganizational structure; to select, direct and determine the number of personnel; toestablish work schedules: and to perform any inherent managerial function notspecifically limited by this AGREEMENT.

5.2 Any term or condition of employment not specifically established by this AGREEMENTshall remain solely within the discretion of the EMPLOYER to establish, modify oreliminate.

ARTICLE VI - UNION SECURITY

6.1 The EMPLOYER shall deduct from the wages of employees who authorize such adeduction in writing an amount necessary to cover monthly LELS dues. Such moniesshall be remitted as directed by LELS.

6.2 LELS may designate employees from the bargaining unit to act as steward and analternate and shall inform the EMPLOYER in wxiting of such choice and changes in theposition of steward and/or alternate.

6.3 The EMPLOYER shall make space available on the employee bulletin board for postingLELS notice(s) and announcement(s).

6.4 LELS agrees to indemnify and hold the EMPLOYER harmless against any and allclaims, suits, orders, or judgments brought or issued against the EMPLOYER as a resultof any action taken or not taken by the EMPLOYER under the provisions of thisARTICLE.

ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE

^ DEFINITION OF A GRIEVANCE: A grievance is defined as a dispute or disagreementas to the interpretation or application of the specific terms and conditions of thisAGREEMENT.

7.2 UNION REPRESENTATIVES: The EMPLOYER will recognize representativesdesignated by LELS as the grievance representatives of the bargaining unit having theduties and responsibilities established by this Article. LELS shall notify theEMPLOYER in writing of the names of such LELS REPRESENTATIVES and of theirsuccessors when so designated as provided by Section 6.2 of this AGREEMENT.

7.3 PROCESSING OF A GRIEVANCE: It is recognized and accepted by LELS and theEMPLOYER that the processing of grievances as hereinafter provided is limited by thejob duties and responsibilities of the employees and shall therefore be accomplishedduring normal working hours only when consistent with such employee duties andresponsibilities. The aggrieved EMPLOYEE and a LELS REPRESENTATIVE shall beallowed a reasonable amount of time without loss in pay when a grievance is investigatedand presented to the EMPLOYER during normal working hours provided that theEMPLOYEE and the LELS REPRESENTATIVE have notified and received theapproval of the designated supervisor who has delennined thai such absence is reasonableand would not be detrimental to the work programs of the EMPLOYER.

7.4 PROCEDURE: Grievances, as defined by Section 7.1, shall be resolved in conformancewith the following procedure:

Step 1: An EMPLOYEE claiming a violation concerning the interpretation or application ofthis AGREEMENT shalL within twenty-one (21) calendar days after such allegedviolation has occurred, present such grievance to the EMPLOYEE'S supervisor asdesignated by the EMPLOYER. The EMPLOYER-designated Representative willdiscuss and give an answer to such Step 1 grievance within the (10) calendar daysafter receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall beplaced in writing setting forth the nature of the grievance, the facts on which it isbased, the provision or provisions of the AGREEMENT allegedly violated, theremedy requested, and shall be appealed to Step 2 within ten (10) calendar daysafter the EMPLOYER-designated representative's final answer in Step 1. Anygrievance not appealed in writing to Step 2 by LELS within ten (10) calendar daysshall be considered waived.

Step 2: If appealed, the written grievance shall be presented by LELS and discussed withthe EMPLOYER-desipated Step 2 Representative. The EMPLOYER-designatedRepresentative shall give LELS the EMPLOYER'S Step 2 answer in writing withinten (10) calendar days after receipt of such Step 2 grievance. A grievance notresolved in Step 2 may be appealed to Step 3 within ten (10) calendar daysfollowing the EMPLOYER-designated Representative's final Step 2 answer. Anygrievance not appealed in writing to Step 3 by LELS within ten (10) calendar daysshall be considered waived.

Step 3: If appealed, the written grievance shall be presented by LELS and discussed withthe EMPLOYER-desipated Step 3 Representative. The EMPLOYER-designatedRepresentative shall give LELS the EMPLOYER'S answer in writing within ten(10) calendar days after receipt ot such Step 3 grievance. A grievance not resolvedin Step 3 maybe appealed to Step 4 within ten (10) calendar days following theEMPLOYER -designated Representative's final answer in Step 3. Any grievancenot appealed in writing to Step 4 by LELS within ten (10) calendar days shall beconsidered waived.

Step 4: A grievance unresolved in Step 3 and appealed to Step 4 by LELS shall besubmitted to arbitration subject to the provisions of the Public Employment LaborRelations Act, as amended. The selection of an Arbitrator shall be made inaccordance with the rules and regulations as established by the State of MinnesotaBureau of Mediation Services. LELS may simultaneously request mediation of thegrievance issue(s) from the State Bureau of Mediation Ser\'ices.

A. The Arbitrator shall have no right to amend, modify, nullify, ignore, add to,or subtract from the terms and conditions of this AGREEMENT. TheArbitrator shall consider and decide only the specific issue(s) submitted inwriting by the EMPLOYER and LELS. and shall have no authority to makea decision on any other issue not so submitted.

B. The arbitrator shall be without power to make decisions contrary to. orinconsistent with, or modifying or varying in any way the application oflaws, rules, or regulations having the force and effect of law. TheArbitrator's decision shall be submitted in writing within thirty (30) daysfollowing the close of the hearing or submission of briefs by the parties,whichever be later, unless the parties agree to an extension. The decisionshall be binding on both the EMPLOYER and LETS and shall be basedsolely on the Arbitrator's interpretation or application of the express terms ofthis AGREEMENT and to the facts of the grievance presented.

C. The fees and expenses for the Arbitrator's services and proceedings shall beborne equally by the EMPLOYER and LELS provided that each party shallbe responsible for compensating its own representatives and witnesses. Ifeither party desires a verbatim record of the proceedings, it may cause sucha record to be made, providing it pays for the record. If both parties desire averbatim record of the proceedings the cost shall be shared equally.

7.5 ARBITRATORS AUTHORITY

A. The Arbitrator shall have no right to amend, modify, nullify, ignore, add to. orsubtract from the terms and conditions of this AGREEMENT. The Arbitratorshall consider and decide only the specific issue(s) submitted in writing by theEMPLOYER and LELS. and shall have no authority to make a decision on anyother issue not so submitted.

B. The Arbitrator shall be without power to make decisions contrary to, orinconsistent with, or modifying or varying in any way the application of laws,rules or regulations having the force and effect of law. The Arbitrator's decisionshall be submitted in writing within thirty (30) days following the close of thehearing or submission of briefs by the parties, whichever be later, unless theparties agree to an extension. The decision shall be binding on both theEMPLOYER and LELS and shall be based solely on the Arbitrator'sinterpretation or application of the express terms of this AGREEMENT and thefacts of the grievance presented.

C. The fees and expenses for the Arbitrator's services and proceedings shall be borneequally by the EMPLOYER and LELS provided that each party shall beresponsible for compensating its own representatives and witnesses. If eitherparty desires a verbatim record of the proceedings, it may cause such a record tobe made, providing it pays for the record. II both parties desire a verbatim recordof the proceedings the cost shall be shared equally.

7.6 WAIVER: if a grievance is not presented within the time limits set forth above, it shall beconsidered "waived". If a grievance is not appealed to the next step within the specifiedtime limit or any agreed extension thereof, it shall be considered settled on the basis ofthe EMPLOYER'S last answer. II the EMPLOYER does not answer a grievance or an

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appeal thereof within the specified time limits. LELS may elect to treat the grievance asdenied at that step and immediately appeal the grievance to the next step. The time limitin each step may be extended by mutual written agreement of the EMPLOYER andLELS in each step.

*^•7 CHOICE OF REMEDY: If as a result of the written EMPLOYER response in Step 3 ofthe grievance remains unresolved, and if the grievance involves the discipline of anemployee who has completed the required probationary period, the grievance may beappealed to Civil Service the grievance is not subject to the arbitration procedure asprovided in Step 4 of ARTICLE VII. The aggrieved employee shall indicate in wjitingwhich procedure is to be utilized -- Step 4 of ARTICLE VII or Civil Service — and shallsign a statement to the effect that the choice precludes the aggrieved employee frommaking a subsequent appeal through Step 4 of ARTICLE VII.

ARTICLE VIII - SAVINGS CLAUSE

This AGREEMENT is subject to law. In the event any provision of this AGREEMENT shall beheld to be contrary to law^ by a court of competent jurisdiction from whose final judgment ordecree no appeal has been taken within the time provided, such provision shall be voided. Allother provisions of this AGREEMENT shall continue in full force and effect. The voidedprovision may be renegotiated at the written request of either party.

ARTICLE IX - SENIORITY

9.1 Seniority shall be determined by the employee's length of continuous employment withthe Police Department and posted in an appropriate location. Seniority rosters may bemaintained by the Chief on the basis of time in grade and time within specificclassifications.

9.2 During the probationary period a newly hired or rehired employee may be discharged atthe sole discretion of the EMPLOYER. During the probationary period a promoted orreassigned employee may be replaced in his previous position at the sole discretion of theEMPLOYER.

9.3 A reduction of work force will be accomplished on the basis of seniority. Employees willbe given two (2) weeks advance notice prior to layoff. Employees shall be recalled fromlayoff on the basis of seniority. An employee on layoff shall ha\'e an opportunity toreturn to work within two (2) years of the time of his layoff before any new employee ishired.

9.4 Senior employees shall be given preference with regard to transfer, job classificationassignments and promotions when the job-relevant qualifications of employees are equal.

ARTICLE X - DISCIPLINE

10.1 The EMPLOYER will discipline employees for jusl cause only. Discipline will be in oneor more of the following forms:

a. Oral reprimand;b. Written reprimandc. Suspensiond. Demotion: or

e. Discharge.

10.2 Suspensions, demotions and discharges will be in written form.

10.3 Written reprimands, notices of suspension, and notices of discharge which are to becomepart of an employee's personnel file shall be read and acknowledged by signature of theemployee. Employees and LELS will receive a copy of such reprimands and/or notices.

10.4 Employees may examine their own individual personnel files at reasonable times underthe direct supervision of the EMPLOYER.

10.5 Discharges will be preceded by a five (5) day suspension without pay.

10.6 Employees will not be questioned conceming an investigation of disciplinary actionunless the employee has been given an opportunit)' to have a LELS representative presentat such questioning.

10.7 Grievances relating to this ARTICLE shall be initiated by LELS in Step 3 of thegrievance procedure under ARTICLE VII.

ARTICLE XI - CONSTITUTIONAL PROTECTION

Employees shall have the rights granted to all citizens by the United States and Minnesota StateConstitutions.

ARTICLE XII - WORK SCHEDULE

12.1 The normal work \ ear is two thousand and eighty (2,080) hours to be accounted for byeach employee through:

a) Hours worked on assigned shifts;b) holidays:c) assigned training;d) authorized leave time.

12.2 Holidays and authorized leave time is to be calculated on the basis of the actual length oftime of the assigned shifts.

12.3 Nothing contained in this or any other ARTICLE shall be interpreted to be a guarantee ofa minimum or ma.xlmum number of hours the EMPLOYER may assign employees.

ARTICLE 13 - OVERTIME

13.1 Employees will be compensated a! one and one-half (1 '/i) times the employee's regularbase pay rate for hours worked in excess of the employee's regularly scheduled shift.Changes of shifts do not qualify an employee for overtime under this Article.

13.2 Overtime will be distributed as equally as practicable.

13.3 Overtime refused by employees will for record purposes under Section 13.2 beconsidered as unpaid overtime worked.

13.4 For the purpose of computing overtime compensation, overtime hours worked shall notbe pyramided, compounded, or paid twice for the same hours worked.

13.5 Overtime will be calculated to the nearest fifteen (15) minutes.

13.6 Employees have the obligation to work overtime or call backs if requested by theEMPLOYER unless unusual circumstances prevent the employee from so working.

13.7 Employees have the option to accrue up to sixty (60) hours in compensatory time off inlieu of paid overtime or holiday pay. which can be used only with the prior approval ofthe employee's supervisor. The EMPLOYER also reserves the right to establish blackoutperiods during the course of a year in which compensatory time off cannot be used due toscheduling conflicts.

13.8 Employees shall have the option to carry over a maximum of twenty-four (24) hours ofcompensatory time into the next calendar year. Any hours exceeding the compensatorylimits shall be paid in cash.

ARTICLE XIV - COURT TIME

14.1 An employee required to appear in Court during his scheduled off-duty time shall receivea minimum of three (3) hours" pay at one and one-half (1 'A) times the employee's basepay rate. An extension or early report to a regularly scheduled shift for Courtappearance does not qualify the employee for the three (3) hour minimum.

14.2 An employee scheduled for court stand-by shall receive a minimum of three (3) hours attheir regular hourly rate of pay. The employee shall not receive court stand-by pay if the

employee's court appearance is cancelled by 1700 hours the day before the scheduledcourt date.

ARTICLE XV - CALL BACK TIME

An employee who is called to duty during his scheduled off-duty time shall receive a minimumof two (2) hours' pay at one and one-half (l/s) times the employee's base pay rate. An extension orearly report to a scheduled shift for duty does not qualify the employee for the two (2) hourminimum.

ARTICLE XVI - WORKING OUT OF CLASSIFICATION

Employees assigned by the EMPLOYER to assume the full responsibilities and authority of ahigher job classification within the bargaining unit shall receive the salary schedule of the higherclassification for the duration of the assignment.

ARTICLE XVIl - INSURANCE

17.1 Effective calendar year 2020, the EMPLOYER will contribute 100 percent (100.0%) ofthe monthly premium cost for employees with single coverage, with an additionalcontribution of $3,000 for the out-of-pocket cost for those employees with singlecoverage under the HSA High Deductible Plan, and $1,327.68 per month contributiontowards the premium cost of employees with family coverage.

17.2 The contract shall be reopened for negotiation on the EMPLOYER'S contributiontowards health insurance in 2021.

17.3 The contract shall be reopened for negotiation on the EMPLOYER'S contributiontowards health insurance in 2022.

17.4 The EMPLOYER will contribute 100 percent (100.0%) of the cost of basic life andaccidental death & dismembemient insurance and the cost of the single coverage of thegroup dental insurance plan selected.

17.5 The employee shall receive a copy of the group insurance plan and life insurance policyand shall be immediately notified of any change in said policy.

ARTICLE XVlll - INJURY ON DUTY

Employees injured during the performance of their duties for the EMPLOYER and therebyrendered unable to work for the EMPLOYER will be paid the difference between the employee'sregular pay and Workers' Compensation insurance payments for a period not to exceed ninety(90) working-days per injury, not charged to the employee's vacation, sick leave, or otheraccumulated leave, or other accumulated paid benefits, after a three (3) working day initial

waiting period per injury. The three (3) day working day waiting period shall be charged to theemployee's sick leave account less Workers* Compensation insurance.

ARTICLE XIX - HOLIDAYS

19.1 Each employee will receive eleven (11) days' pay per calendar year in-Iieu of holidays.Employees who work on any of the below listed holidays shall receive an additional half-time pay for each hour worked on such holidays.

New Year's Day Labor DayMartin Luther King Day Thanksgiving DayPresident's Day Day After Thanksgiving DayMemorial Day Christmas Dayindependence Day (4th of July)

19.2 Effective 2004, Good Friday is added to the Holiday list qualifying for an additional half-time pay.

19.3 EtTeclive 2005, Veteran's Day is added to the Holiday list qualifying for an additionalhalf-time pay.

19.4 Employees scheduled to work on Christmas Eve will receive four (4) hours incompensatory time off when all other city employees are permitted to leave early onChristmas Eve.

ARTICLE XX - PERSONAL LEAVE

All employees will be granted two (2) days personal leave per year to be taken as approved bythe Police Chief or designated representative. Personal leave may not be carried over into thenext year and employees will not be paid for personal leave that has been unused during thecalendar year in the event of employee retirement, resignation or termination.

ARTICLE XXI - SICK LEAVE

Sick leave shall be earned at the rate of eight (8) hours per full month worked with a maximumof one thousand two hundred (1200) hours accumulation.

ARTICLE XXII - PATERNITY LEAVE

An employee may use a maximum of eighty (80) hours towards Paternity Leave.

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ARTICLE XXIII - SEVERANCE PAY

Any employee lenninating employment with the EMPLOYER under honorable conditions, is toreceive one-third (I /3) of all unused accumulated sick leave as severance pay at such time.

ARTICLE XXIV - VACATIONS

24.1 The EMPl.OYBR agrees to the following vacation schedule:

0 through 2 years - 6.67 hours per month3 through 5 years - 8.0 hours per month6 through 10 years - 10.0 hours per month11 through 14 years - 12.0 hours per month15 years and over - 13.33 hours per month

24.2 Said vacation to be taken as approved by the Police Chief or designated representative ofthe Chief.

24.3 Vacation days may be carried over into the next year if circumstances of employmentmake it impossible to take it during the year earned.

24.4 No vacation will be permitted to be worked on a double-time basis.

ARTICLE XXV - JURY DUTY

All employees serving on jury duty shall receive full pay provided the employee pays to the CityTreasurer jur>' fees received.

ARTICLE XXVI - UNIFORM ALLOWANCE

The EMPLOYER will provide unifonns and equipment required by the EMPLOYER excepthandguns.

ARTICLE XXVII — MILEAGE/MEAL REIMBURSEMENT

27.1 The Employer shall provide employees a city vehicle for transportation to training orcourt outside the city limits. If a city vehicle is not available the city will reimburseemployees for mileage at Intemal Revenue Service Rates.

27.2 Employees who use a city vehicle to attend training or court shall be compensated for thetravel time to and from the destination.

27.3 City employees who are out of town for seminars, conventions, or training shall bereimbursed for breakfast, lunch, and/or dinner that have not been provided at seminars,conventions, or training at rates set annually by the City Council.

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ARTICLE XXVllI — FUNERAL LEAVE

The employee shall receive a maximum of five (5) scheduled work days per year of leave perinstance with pay to be deducted from accrued Sick Leave because of a death in the immediatefamily of the employee. Immediate family is defined to include spouse, child, parent, parent-in-law, brother, sister, brother/sister-in-law, partner, grandparent or grandchild.

ARTICLE XXIX - POST LICENSE

The Employer will pay the P.O.S.T. license fee.

ARTICLE XXX - WAIVER

30.1 Any and all prior agreements, resolutions, practices, policies, rules and regulationsregarding terms and conditions of employment, to the extent inconsistent with theprovisions ol this AGREEMENT, are hereby superseded.

30.2 The parties mutually acknowledge that during the negotiations which resulted in thisAGREEMENT, each had the unlimited right and opportunity to make demands andproposals with respect to any terms or conditions of employment not removed by lawfrom bargaining. AH agreements and understandings arrived at by the parties are setforth in writing in this AGREEMENT for the stipulated duration of this AGREEMENT.The EMPLOYER and LELS each voluntarily and unqualifiedly waives the right to meetand negotiate regarding any and all terms and conditions of employment referred to orcovered in this AGREEMENT or with respect to any term or condition of employmentnot specifically referred to or covered by this AGREEMENT, even though such terms orconditions may not have been within the knowledge or contemplation of either or bothparties at the time this contract was negotiated or executed.

ARTICLE XXXI - SHIFT DIFFERENTIAL

Beginning in 2021, the employee shall receive a shift difterential of fifty ($0.50) cents per hourfor all hours worked between 10:00 p.m. and 6:00 a.m.

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ARTICLE XXXII - DURATION

This AGREEMENT shall be effective as of January 1,2020. and shall remain in full force andeffect until the thirty-first day of December, 2022.

IN WITNESS WHE^OF, the partiesJ^reto have executed tliis AGREEMENT on thisday of 2019.

FOR THE CITY OF DEEPHAVEN; LAW ENFORCEMENT LABORSERVICES, INC. LOCAL N0.45

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APPENDIX A

SALARY SCHEDULE

A.l The following salao' schedule shall be in effect as of January 1,2020 through December31,2022:

Monthly Rateeffective

Start

After six months

After 1 yearAfter 2"'' yearAfter 3^*^ year

A.2 PAYDAYS

Employees shall receive their pay on a bi-weekly basis.

01/01/19 01/01/20 01/01/21 01/01/22

3.0% 3.0% 3.0%

$4,117.71 $4,241.24 $4,368.48 $4,499.53$4,431.83 $4,564.78 $4,701.72 $4,842.78$5,065.00 $5,216.95 $5,373.46 $5,534.66$5,695.75 $5,866.62 $6,042.62 $6,223.90$6,328.86 $6,518.73 $6,714.29 $6,915.72

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