020108Arbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">SSD I Minneapolis Schools & Teamsters 320</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">
<div>Issue: Unrequested Leave w/Out Pay </div>
</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after 2 EEs placed on leave w/out pay when charged with non-work related felonies. Union argues should be compensated until quilt determined. ER cites 55 prior examples of placing people criminally charged on unpaid leave. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> CBA does not provide for paid administrative leave for off-duty criminal charges. Past practice exists for placing EEs being criminally charge on an unpaid leave of absence.</div>0BMS Case Nos. 26PA0681 and 26PA0680BMS Case Nos. 26PA0681 and 26PA0680<custom:Link urlOnly="true" type="Component" destination="tcm:1075-764977" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-08-21T16:06:21Z1075764977/bms/assets/26PA0680%20%26%2026PA0681%20-%20Special%20School%20District%20%231%2C%20Minneapolis_tcm1075-764976.pdf2026-08-24T16:15:57ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">MN Department of Public Safety & MAPE</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Gregory L. Failor </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievant terminated after being criminally charged with Financial Exploitation of a vulnerable adult. Though not related to her employment, and criminal charges later dropped, law enforcement agencies in the area requested not to work with her.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> Grievant lost trust of ER and partnering agencies by off-duty conduct. Employment relationship irretrievably broken.</div>0BMS Case No. 26PA0396 - State of Minnesota, Department of Public SafetyBMS Case No. 26PA0396 - State of Minnesota, Department of Public Safety<custom:Link urlOnly="true" type="Component" destination="tcm:1075-764975" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-08-21T16:05:50Z1075764975/bms/assets/26PA0396%20-%20State%20of%20Minnesota%2C%20Department%20of%20Public%20Safety_tcm1075-764970.pdf2026-08-24T16:15:56ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Winona County & AFSCME Council 65 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Interest Arbitration </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Market Adjustments for Assistant County Attorney I and II </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">County Position Awarded Parties resolved ACA I market adjustment of 18.6%. No market increases granted for ACA II. County's internal process of determining need for, and amount of, market increases upheld.</div>0BMS Case No. 26PN0124BMS Case No. 26PN0124<custom:Link urlOnly="true" type="Component" destination="tcm:1075-757111" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-06-22T17:24:22Z1075757111/bms/assets/26PN0124%20-%20Winona%20Co._tcm1075-757108.pdf2026-06-25T20:00:01ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">University of Minnesota & GLU-UE Local 1105 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael P. Stockstead </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Discharge </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Graduate Assistant not granted new GA appointment after falling out of good academic standing and change in department needs. Union grieved as disciplinary discharge under the CBA, and alleged discriminatory based upon disclosure of medical condition. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Grievant’ s continued employment/appointment was subject to remaining in good academic standing, which did not occur. Just cause standards not applicable as not discharge under CBA. Challenges to this are provided under academic standards MOU, and not arbitration.</div>0BMS Case No. 26PA0799BMS Case No. 26PA0799<custom:Link urlOnly="true" type="Component" destination="tcm:1075-757110" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-06-19T17:22:14Z1075757110/bms/assets/26PA0799%20-%20U%20of%20M_tcm1075-757109.pdf2026-06-25T20:00:01ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">CCM Health & SEIU HC MN/IA </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Marlin O. Osthus</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Forced Resignation </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Long-time lab EE with recent discipline for errors had conversation with supervisor about stepping down from Lead position and returning to a MLT position (.6 of which was her current work).ER accepted resignation but did not have a MLT job for her. Union argues would not have resigned Lead unless able to return to MLT. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> EE voluntarily resigned from the Lead position with no assurance that a lesser position existed. Cannot swap jobs with someone else. CBA requires posting of vacancies for 7 days and she was not deemed most qualified for a full-time position posted after the fact.</span></p>0BMS Case No. 26HA0635 - CCM Health BMS Case No.26HA0635 - CCM Health<custom:Link urlOnly="true" type="Component" destination="tcm:1075-752849" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-06-09T19:43:26Z1075752849/bms/assets/26HA0635%20-%20CCM%20Health_tcm1075-752848.pdf2026-06-09T19:44:52ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin County & Hennepin County Sheriff’s Deputy Assoc. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Richard Bales</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Salary Placement </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Two Deputies with previous experience accepted job offers at "top pay" of salary range prior to completion of contract negotiations, but began working after new salary grid in place. Grievance filed after not moved to the new "top pay". EEs assert were told new rate would be in effect and they would be eligible for it. ER denies practice or promise. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> ER to make EEs whole for difference of old max and new max for 2025. While contact language does not clearly resolve the dispute, salary placement was a determining factor on the EEs decision to leave former jobs and accept ER offer. Union relied on previous arbitration award as to how wages would be adjusted following contract settlement.</div>0BMS Case No. 26PA0743BMS Case No. 26PA0743<custom:Link urlOnly="true" type="Component" destination="tcm:1075-752746" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-06-05T17:22:44Z1075752746/bms/assets/26PA0743%20-%20Hennepin%20Co_tcm1075-752744.pdf2026-06-09T17:23:33ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Sherburne County & Minnesota Public Employees Ass. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Frank J. Kundrat</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Amount of general increase 25, 26, Health Insurance contributions 25, 26, Retroactivity </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: GWA 2025 3% 2026 3% Range Adj. 2025 5% 2026 3% ER health insurance proposal. Internal pattern upheld for 2025, 2026 general wage adjustment, internal range movement, and health insurance contributions. Union awarded position on effective dates.</span></p>0BMS Case No. 25PN0487 - Sherburne CountyBMS Case No. 25PN0487 - Sherburne County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-751312" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-06-01T20:37:09Z1075751312/bms/assets/25PN0487%20-%20Sherburne%20County_tcm1075-751311.pdf2026-06-08T20:37:51ZArbitration Award Summaries646747engSee below.0FMCS Case No. 250815-08853FMCS Case No. 250815-08853<custom:Link urlOnly="true" type="Component" destination="tcm:1075-748230" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-05-12T19:16:43Z1075748230/bms/assets/FMCS%20Case%20No.%20250815-08853_tcm1075-748223.pdf2026-05-13T19:17:56ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">FMCS 250815-08853 Monarch The Villas at St Louis Park & SEIU Healthcare MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael T. Loconto </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue(s): Arbitrability Discharge</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">C.N.A. discharged for repeated violations of Professional Boundaries and Code of Ethics policies with facility resident. Case bifurcated to first determine arbitrability, as ER challenged timeliness of grievance processing. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance: Determined to be Arbitrable, but Denied </strong> ER had just cause for discharge. Grievant’ s continued behavior after warnings indicate lesser discipline would not be corrective. Failed to ascertain the gravity of their wrongdoing.</div>0FMCS Case No. 250815-08853FMCS Case No. 250815-08853 Arbitrability<custom:Link urlOnly="true" type="Component" destination="tcm:1075-748228" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-05-12T19:13:39Z1075748228/bms/assets/FMCS%20Case%20No.%20250815-08853%20Arbitrability_tcm1075-748222.pdf2026-05-13T19:17:55ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">ISD 146 Barnesville Schools & Barnesville Education Association </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Salary Lane Advancement Credits </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance filed after superintendent suspended school board approved lane advancement for teachers completing on-line graduate coursework, citing lack of academic rigor and misrepresentation. Union argued all required course information provided to Superintendent had received advanced approval. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Sustained</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Lane changes awarded back to time suspended with accrued interest. Teachers did not misrepresent the nature nor academic rigor of on-line courses when applying for and receiving approval for graduate level coursework to be used for salary lane advancement. CBA language did not allow lane changes to be suspended once approved and courses successfully completed.</span></p>0BMS Case No. 25PA0842 - ISD 146, BarnesvilleBMS Case No. 25PA0842 - ISD 146, Barnesville<custom:Link urlOnly="true" type="Component" destination="tcm:1075-745356" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-05-01T16:09:49Z1075745356/bms/assets/25PA0842%20-%20ISD%20146%2C%20Barnesville_tcm1075-745355.pdf2026-05-01T16:10:43ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Todd County & Law Enforcement Labor Services, Inc. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Gregory L. Failor </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Certified Issues: Retroactivity, Severance caps, ESST Waiver, Insurance contributions, Salary Schedule implementation and general wage increases for 26, 27. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: GWA: 2025 2.5% 2026 3.5% 2027 3% Arbitrator maintained ERs internal pattern with regards to implementation of new salary schedule, general wage increases, insurance contributions and severance caps for EEs hired after 1/1/25. All benefits retro back to first full pay period of applicable year for those EEs who have NOT separated employment prior to arbitration award. Remanded ESST issue back to parties for further discussion.</span></p>0BMS Case No. 25PN1322 - Todd CountyBMS Case No. 25PN1322 - Todd County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-744969" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-29T21:12:04Z1075744969/bms/assets/25PN1322%20-%20Todd%20County_tcm1075-744968.pdf2026-04-29T21:12:48ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">City of Bloomington & Bloomington Police Officers Federation </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Veterans Preference Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Military veteran police officer terminated after causing damage to gas pump. City alleged was not forthcoming in admitting how damage occurred, and at risk of being placed on Brady-Giglio list. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Sustained in Part</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Veteran returned to work after serving 60-day unpaid suspension. Officer immediately reported pump was broken, and admitted to throwing the handle in the investigation. While violation of multiple policies justifies lesser discipline, no evidence that he lied under Garrity.</span></p>0BMS Case No. 26VP0409 - City of BloomingtonBMS Case No. 26VP0409 - City of Bloomington<custom:Link urlOnly="true" type="Component" destination="tcm:1075-744036" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-24T19:44:46Z1075744036/bms/assets/26VP0409%20-%20City%20of%20Bloomington_tcm1075-744033.pdf2026-04-24T19:45:40ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Sherburne County & Teamsters Local 320 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Carol Berg O'Toole </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Amount of general increase 25, 26. Market adjustment 25, 26. Insurance contributions 25, 26. Retroactivity </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: GWA: 2025 3%, 2026 3% Market Adjustment 2025 5%, 2026 3%. Union positions awarded for general wage increases, market adjustments and insurance contributions.</span></p>0BMS Case No. 25PN0788 - Sherburne CountyBMS Case No. 25PN0788 - Sherburne County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-741706" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-13T20:22:35Z10757417062026-04-16T20:28:28ZArbitration Award Summaries646747eng0BMS Case No. 25PN1451 (Amendment to Award) Itasca CountyBMS Case No. 25PN1451 (Amendment to Award) Itasca County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-741713" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-07T20:27:19Z1075741713/bms/assets/25PN1451%20-%20Amendment%20to%20Award%20in%20LELSItasca%20County_tcm1075-738838.pdf2026-04-16T20:28:33ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Minnesota Management and Budget Dept of Corrections & Veteran </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator John Odonnell</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Veterans Preference Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Veteran and COII discharged for improper software installation, taking and sending of illicit photos while on duty and in uniform, and failure to report off-duty arrest for assault. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Employer had just cause to discharge EE.</div>0BMS Case No. 26VP0517 BMS Case No. 26VP0517<custom:Link urlOnly="true" type="Component" destination="tcm:1075-739194" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-07T14:43:15Z1075739194/bms/assets/26VP0517%20-%20MMB%20DOC_tcm1075-739193.pdf2026-04-08T14:44:11ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">City of St Paul & Veteran </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Susan J.M. Bauman</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Veterans Preference Discharge</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Veteran discharged following use of all approved leave when medical restrictions prevented him from performing basic job duties of mechanic. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Employer acted reasonably in discharging grievant, who remains eligible for re-hire if his Workability Report is updated, there is a change in his limitations and restrictions or applies for a position that he is qualified for and fits within his restrictions.</span></p>0BMS Case No. 26VP0308 - City of St. PaulBMS Case No. 26VP0308 - City of St. Paul<custom:Link urlOnly="true" type="Component" destination="tcm:1075-738847" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-06T21:08:59Z1075738847/bms/assets/26VP0308%20-%20City%20of%20St.%20Paul_tcm1075-738844.pdf2026-04-06T21:09:45ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Minnesota Management and Budget Dept of Corrections & MAPE </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator David S. Paull</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Hearing Officer terminated for failure to provide due process rights, causing loss of liberty, and failing to report to work in a timely manner after a long-term pattern of problematic conduct. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Employer had just cause to discharge EE who struggled to follow "work rules" throughout his career.</span></p>0BMS Case No. 26PA0080 - Minnesota Management & BudgetBMS Case No. 26PA0080 - Minnesota Management & Budget<custom:Link urlOnly="true" type="Component" destination="tcm:1075-738845" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-04-06T21:07:50Z1075738845/bms/assets/26PA0080%20-%20Minnesota%20Management%20%26%20Budget_tcm1075-738843.pdf2026-04-06T21:09:48ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Itasca County & Law Enforcement Labor Services, Inc. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Marlin O. Osthus</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Amount of general increase 25, 26, 27. Market adjustments 25, 26, 27. Drop/Add step. Severance Pay. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: GWA: 2025 5%, 2026 3.5%, 2027 3.5%</span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">Market increases: 2% in 25, 26 27 for Corrections Sgnts</span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">New Top Step of 4.5% for Corrections Deputies</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator related current settlement to previous arbitration award. Union position for wages awarded. Arbitrator determined market increase for Corrections Sgnt only, new top step for Corrections Deputies only, and no change to severance payout.</span></p>0BMS Case No. 25PN1451 - Itasca CountyBMS Case No. 25PN1451 - Itasca County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-741707" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-27T20:24:32Z1075741707/bms/assets/25PN1451%20-%20Itasca%20County_tcm1075-738837.pdf2026-04-16T20:28:32ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin Health Care Systems & AFSCME 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael P. Stockstead </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Suspension </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Medical Assistant issued 5-day suspension for violation of various ER policies related to Interpersonal Conduct, Essentials of Collaboration, and Code of Conduct. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained in part </strong> 5-day suspension reduced to Written Reprimand for use of her personal phone during working hours, wearing ear buds during working hours, and the unprofessional conduct of walking out of a meeting with her Supervisor. EE made whole.</div>0BMS Case No. 25PA2066BMS Case No. 25PA2066<custom:Link urlOnly="true" type="Component" destination="tcm:1075-736555" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-25T16:07:57Z1075736555/bms/assets/25PA2066%20-%20Hennepin%20Healthcare%20Systems%20Inc._tcm1075-736552.pdf2026-03-30T16:09:57ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin Health Care Systems & AFSCME 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael P. Stockstead </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">22-year EE with history of progressive discipline for attendance policy violations (tardies and unexcused absences) terminated after failure to show improvement. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> EE did not provide explanation for continued absences, nor accept responsibility for the impact on business operations and patient care. No expectation attendance issues would improve if returned to work in different position.</div>0BMS Case No. 25PA0066BMS Case No. 25PA0066<custom:Link urlOnly="true" type="Component" destination="tcm:1075-736553" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-25T16:04:15Z1075736553/bms/assets/25PA0066%20-%20Hennepin%20Healthcare%20Systems%20Inc._tcm1075-736551.pdf2026-03-30T16:09:57ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Western Lake Superior Sanitary District & AFSCME 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Katrina E. Joseph </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Hiring Practices </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance filed when external candidate selected for Treatment Plant Operator position over qualified internal applicant who did not pass the promotional interview assessment. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> No evidence CBA violated. No evidence promotional interview questions were unfair, administered or scored inconsistently. No evidence of bias against grievant.</span></p>0BMS Case No. 26PA0320 - Western Lake Superior Sanitary DistrictBMS Case No. 26PA0320 - Western Lake Superior Sanitary District<custom:Link urlOnly="true" type="Component" destination="tcm:1075-737111" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-24T21:01:35Z1075737111/bms/assets/26PA0320%20-%20Western%20Lake%20Superior%20Sanitary%20District_tcm1075-737110.pdf2026-03-31T21:02:20ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">University of Minnesota & Teamsters Local 320 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Long-time employee terminated when unable to return to work performing essential functions following FMLA leave, an extension to accommodate additional time to seek reevaluation, and exhaustion of all paid leave benefits. Grievance filed with Union arguing past accommodations could have been provided in this instance. Cites CBA language prohibiting discrimination based on physical disability. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Not disciplinary discharge, so no need to prove just cause. EE unable to perform essential functions of job; contract does not require ER to create light duty job where none exists. EE did not request an accommodation for disability, asked for an extension of leave time. Eligible to consider/be considered for positions he can perform.</span></p>0BMS Case No. 25PA1850 - University of MinnesotaBMS Case No. 25PA1850 - University of Minnesota (2)<custom:Link urlOnly="true" type="Component" destination="tcm:1075-734713" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-17T16:22:34Z1075734713/bms/assets/25PA1850%20-%20University%20of%20Minnesota_tcm1075-734711.pdf2026-03-23T16:24:18ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Sherburne County & Law Enforcement Labor Services, Inc.(Deputies) </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator David S. Paull</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Certified Issues: Amount of general increase 25, 26, Wage range movement, Market Adjustment, Retroactivity, Health Insurance contributions, ESST documentation and weather exemption. </span><span style="font-family: Calibri, sans-serif; font-size: 11pt;"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: ER internal wage pattern upheld for 25 and 26 (GWA 2025 3%, 2026 3% Range Adj. 2025 5%, 2026 3%).Union awarded retroactivity on wages and insurance position, HSA/HRA contributions, and maintained ESST documentation and weather exemption rights.</span></p>0BMS Case No. 25PN0515 - Sherburne CountyBMS Case No. 25PN0515 - Sherburne County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-730660" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-03-17T16:14:38Z1075730660/bms/assets/25PN0515%20-%20Sherburne%20County_tcm1075-730654.pdf2026-03-23T16:15:37ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin County & AFSCME Council 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue(s): Arbitrability & Dental Trust Deduction </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after long-established Dental Trust deduction applied to newly accreted EEs into the bargaining unit resulted in unilateral wage decrease. ER raised issue of arbitrability at hearing, as previous agreement made to address thru bargaining. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Deemed arbitrable. Dental Trust deduction has historically resulted in an offset to hourly wages under this contract to fund the negotiated contract benefit. ER has consistently applied the Dental Trust deduction to all positions added to the bargaining unit as they gain access to the benefit..</div>0BMS Case No. 26PA0352BMS Case No. 26PA0352<custom:Link urlOnly="true" type="Component" destination="tcm:1075-728093" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-02-25T21:56:55Z1075728093/bms/assets/26PA0352%20-%20Hennepin%20Co._tcm1075-728092.pdf2026-02-26T21:57:21ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">FMCS 250414-05335 Reyes Coca-Cola Bottling & Teamsters Local 792 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael T. Loconto </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Long-term employee with no prior record of discipline discharged for alleged violation of workplace safety standards. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> ER did not have just cause to discharge grievant from position. ERs expectations were not clear, nor uniformly enforced, EEs actions were not willful nor wanton, and ER did not have a Zero Tolerance Policy in place before this incident. Returned to work and made whole.</div>0FMCS Case No. 250414-05335FMCS Case No. 250414-05335<custom:Link urlOnly="true" type="Component" destination="tcm:1075-728505" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-02-23T21:31:01Z1075728505/bms/assets/FMCS%20Case%20No.%20250414-05335_tcm1075-728503.pdf2026-03-02T21:31:45ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Freeborn County & Law Enforcement Labor Services, Inc. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Bradley A. Arehart</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">2025 General Wage Increase, Overtime/Exempt Status language</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Decision: Union awarded 14% wage increase based on reclassification and grading decisions of Lieutenant position, rather than the ER's 3% internal wage pattern. ER awarded language limiting overtime to non-exempt employees.</span></p>0BMS Case No. 25PN0433 - Freeborn CountyBMS Case No. 25PN0433 - Freeborn County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-730659" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-02-05T22:12:43Z1075730659/bms/assets/25PN0433%20-%20Freeborn%20County_tcm1075-730653.pdf2026-03-10T21:15:13ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">St Paul Schools & St Paul Supervisor Organization </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator James A. Lundberg </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Longevity Pay </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Union grieved "past practice" of EEs reaching longevity pay thresholds receiving increase in January of the year following date when met threshold. Asserts should occur as soon as EE become eligible for longevity. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> Plain meaning of contract language indicates longevity payments are to occur the first pay period following the dates an EE meets longevity threshold.</div>0BMS Case No. 25PA2210BMS Case No. 25PA2210<custom:Link urlOnly="true" type="Component" destination="tcm:1075-724586" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-02-04T14:49:22Z1075724586/bms/assets/25PA2210%20-%20ISD%20625%2C%20St.%20Paul_tcm1075-724548.pdf2026-02-11T15:02:39ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Carver County & Minnesota Public Employees Assoc. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Bradley A. Arehart </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Interest Arbitration </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">25 & 26 wage increases, compression adjustment, clothing allowance, damaged uniform MOU, EGDP differential, ESST weather exception, ESST documentation </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Decision: Employer internal pattern upheld for 25,26. 4% general wage increase +3% PFP each year. ER awarded ESST language and EGDP assignment.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Union awarded clothing allowance and renewal of damaged uniform MOU. </div>0BMS Case No. 25PN0854BMS Case No. 25PN0854<custom:Link urlOnly="true" type="Component" destination="tcm:1075-724560" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-30T21:41:59Z1075724560/bms/assets/25PN0854%20-%20Carver%20County_tcm1075-724547.pdf2026-02-11T15:02:39ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">South Washington County Schools & United Teachers of So. Wash Co. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Frank J. Kundrat </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Longevity Pay Service Credits </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed over exclusion of previous service credits applying towards newly bargaining longevity pay for EEs joining the District after dissolution of intermediate districts. Union noted prior service had applied to placement on salary schedule. ER noted Union had not allowed it to be used for placement on seniority list. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Parties directed to engage in good faith negotiations on the issue of service credit time.</div>0BMS Case No. 25PA0489BMS Case No. 25PA0489<custom:Link urlOnly="true" type="Component" destination="tcm:1075-724589" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-26T15:01:38Z1075724589/bms/assets/25PA0489%20-%20ISD%20833%2C%20SoWashCo_tcm1075-724550.pdf2026-02-11T15:02:39ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Hennepin Healthcare Systems, Inc. - HCAPE</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Arbitrator Michael P. Stockstead</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Issue: Termination</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Short-term EE with numerous disciplines related to absences and tobacco use terminated after investigation into preventable accident also determined another Tobacco Free Policy violation. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt">Grievance Sustained in part</span></strong><span style="font-size:11.0pt"> Termination reduced to a two-week suspension.</span></p>0BMS Case No. 25PA2208 - Hennepin Healthcare Systems, Inc.BMS Case No. 25PA2208 - Hennepin Healthcare Systems, Inc.<custom:Link urlOnly="true" type="Component" destination="tcm:1075-720559" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-21T21:53:21Z1075720559/bms/assets/25PA2208%20-%20Hennepin%20Healthcare%20Systems%2C%20Inc._tcm1075-719861.pdf2026-01-21T21:53:51ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Rice County & AFSCME Council 65 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Arbitrator Steven R. Stromquist </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Issue: Interest Arbitration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">ERs position awarded for all open issues.</span></p>0(Part 3) BMS Case No. 25PN0420 - Rice County(Part 3) BMS Case No. 25PN0420 - Rice County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-719870" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-15T19:48:57Z1075719870/bms/assets/PART%203%20%2025PN0420%20%20-%20RICE%20COUNTY_tcm1075-719866.pdf2026-01-15T19:49:56ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Rice County & AFSCME Council 65 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Arbitrator Steven R. Stromquist </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">Issue: Interest Arbitration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 11pt; font-family: Calibri, sans-serif;">ERs position awarded for all open issues.</span></p>0(Part 2) BMS Case No. 25PN0420 - Rice County (Part 2) BMS Case No. 25PN0420 - Rice County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-719868" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-15T19:47:56Z1075719868/bms/assets/PART%202%2025PN0420%20-%20RICE%20COUNTY_tcm1075-719864.pdf2026-01-15T19:49:53ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Rice County & AFSCME Council 65 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Steven R. Stromquist </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">ERs position awarded for all open issues.</span></p>0(Part 1) BMS Case No. 25PN0420 - Rice County BMS Case No. 25PN0420 - Rice County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-719867" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2026-01-15T19:46:42Z1075719867/bms/assets/PART%201%2025PN0420%20-%20RICE%20COUNTY_tcm1075-719863.pdf2026-01-15T19:50:06ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">City of Mound & Teamsters 320 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Michael P. Stockstead </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Parks worker terminated for Respectful Workplace violation after altercation with fellow EE in breakroom. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> Discharge upheld. Grievant had training and previous discipline, and knew possible consequences of policy violation. Showed lack of remorse.</div>0BMS Case No. 25PA1856BMS Case No. 25PA1856<custom:Link urlOnly="true" type="Component" destination="tcm:1075-719633" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-12-22T14:05:02Z1075719633/bms/assets/25PA1856%20-%20City%20of%20Mound_tcm1075-719632.pdf2026-01-14T14:05:57ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Robbinsdale Area School District & SEIU 284 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Written Reprimand </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Long-term custodian with recent record of multiple oral reprimands issued written reprimand for continued performance behaviors related to duties, communication with supervisor, bringing child to work and time entry. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> ER had just cause to issue written reprimand. Discipline intended to be corrective rather than punitive.</div>0BMS Case No. 26PA0055BMS Case No. 26PA0055<custom:Link urlOnly="true" type="Component" destination="tcm:1075-716686" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-12-08T15:22:17Z1075716686/bms/assets/26PA0055%20-%20ISD%20281%2C%20Robbinsdale_tcm1075-716682.pdf2025-12-18T15:25:52ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">SSD1 Mpls Schools & Teamsters 320 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Robert Altman </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Contract Implementation </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed over alleged improper implementation of Bus Driver’s Tentative Agreement. Union argues Yr 1 COLA increase and modifications to salary schedule and placement were agreed upon in mediation. ER argues TA document produced and reviewed by union later clearly did not provide for a COLA increase in year 1. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> ER implemented the agreement reflected on the Tentative Agreement document provided and reviewed after mediation.</div>0BMS Case No. 25PA1020BMS Case No. 25PA1020<custom:Link urlOnly="true" type="Component" destination="tcm:1075-715823" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-12-04T16:46:02Z1075715823/bms/assets/25PA1020%20-%20SSD%201%2C%20Minneapolis_tcm1075-715822.pdf2025-12-10T16:46:35ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin County & Veteran</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator John Remington</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Veterans Preference Appeal</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Child Protection Social Worker issued a 5-day suspension for not meeting work expectations with regards to client visits and documentation of case activities. Did not attend laudermill hearing, nor grieve the suspension. He was ultimately terminated for Absence Without Leave after failing to return to work following the 5-day suspension.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Appeal Denied ER had just cause for suspension and eventual termination of grievant.</div>0BMS Case No. 25VP1901BMS Case No. 25VP1901<custom:Link urlOnly="true" type="Component" destination="tcm:1075-714408" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-11-25T20:42:08Z1075714408/bms/assets/25VP1901%20-%20Hennepin%20County_tcm1075-714406.pdf2025-11-26T16:39:18ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">ISD 595, East Grand Forks & East Grand Forks Education Ass. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Arbitrability and Split-Classroom Compensation </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after teachers failed to receive extra compensation for absorbing additional students following a classroom split.District argued was untimely, and only required to pay if it results in loss of prep time. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> While the grievance found to be procedurally arbitrable, the CBA does not clearly call for additional compensation when classrooms are split. Language specifies extra pay given when loss of prep time occurs.</div>0BMS Case No. 25PA2114BMS Case No. 25PA2114<custom:Link urlOnly="true" type="Component" destination="tcm:1075-712805" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-11-11T18:04:12Z1075712805/bms/assets/25PA2114%20-%20ISD%20595_tcm1075-712804.pdf2025-11-13T18:05:21ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">City of Moorhead & IAFF Local 1323 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Vacation Selection Process </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance filed after City unilaterally changed the seniority-based vacation selection process to allow opportunities for preferable vacation blocks to less senior staff. ER asserted no violation of contract language, previous policy changes were not grieved, and challenged timeliness of filing. Earlier hearing deemed issue arbitrable. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Sustained</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> ER violated the contract when it unilaterally implemented a policy that had the effect of undermining or changing the language in the contract, as well as violated established past practice of vacation preferences based on seniority.</span></p>0BMS Case No. 25PA0287 - City of Moorhead (2) BMS Case No. 25PA0287 - City of Moorhead (2)<custom:Link urlOnly="true" type="Component" destination="tcm:1075-711643" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-11-04T15:47:13Z1075711643/bms/assets/25PA0287%20-%20City%20of%20Moorhead%20%282%29_tcm1075-711639.pdf2025-11-04T15:48:29ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> </span><span style="font-family: Calibri, sans-serif; font-size: 11pt;">University of MN Duluth & Teamsters 320 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Request for Summary Judgement </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">ER filed request to dismiss grievance via summary judgement as grievant’s discharge was not disciplinary, but as a result of exhausting all available leave and unable to return to work. Union maintains it should have ability to put forward the merits of its case. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Request Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Parties directed to move forward to evidentiary hearing.</span></p>0BMS Case No. 25PA1850 - University of MinnesotaBMS Case No. 25PA1850 - University of Minnesota<custom:Link urlOnly="true" type="Component" destination="tcm:1075-711613" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-11-04T15:17:19Z1075711613/bms/assets/25PA1850%20-%20University%20of%20Minnesota_tcm1075-711612.pdf2025-11-04T15:18:25ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">U of M Physicians UMP & AFSCME Council 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievant terminated for HIPPA violation. Shared protected health information to 3rd parties as part of an investigation related to alleged discrimination. Union argued retaliatory discharge for filing complaint. ER cites numerous prior discharges for similar violations.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Just Cause existed to terminate grievant for sharing of protected health information.</div>0(No Case #) U of M Physicians (No Case #) U of M Physicians<custom:Link urlOnly="true" type="Component" destination="tcm:1075-710701" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-10-24T19:58:48Z1075710701/bms/assets/UMP%20and%20AFSCME%20Mahmoud%20AWARD%202025_tcm1075-710699.pdf2025-10-24T19:59:21ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Itasca County & Itasca County Attorneys Association </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Stephen G. Hoffmeyer</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Interest Arbitration</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Certified Issues: Pay Plan, Wage Increases, On-call language and pay, Vacation Accrual, Sick Leave Accrual, Sick Leave Severance </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Award: Arbitrator awarded Employer position on all certified issues. Economic consideration, internal and external wage comparisons and other factors deemed favorable to ER. Pay Plan w/dropped Step 1 in 26. 2025: 3% general increase 6% market. 2026: 3.5% 2027: 3.5% (upheld internal pattern). No change to On-call, vacation or severance.</div>0BMS Case No. 25PN1391BMS Case No. 25PN1391<custom:Link urlOnly="true" type="Component" destination="tcm:1075-710283" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-10-20T16:47:46Z1075710283/bms/assets/25PN1391%20-%20Itasca%20County_tcm1075-710282.pdf2025-10-21T16:48:23ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Kemps, LLC & Teamsters Local 471 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Arbitrator Joseph L. Daly </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Issue: Route Relocation & Past Practice </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Grievance filed after company abolished specific delivery route (covered at various times by union driver) and relocated route to a depot and driver not covered by the CBA. ER raised question of timeliness and arbitrability in post-hearing briefs, but not considered. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt">Grievance Denied</span></strong><span style="font-size:11.0pt"> Management Rights clause gives authority to the Employer to revise job duties, assign and delegate work, maintain and improve efficiency, schedule work, and change, modify or discontinue existing methods of service. Union did not establish evidence of a clear past practice due to several prior changes to the route.</span></p>0FMCS Case No. 251125-01510 - KempsFMCS Case No. 251125-01510 - Kemps<custom:Link urlOnly="true" type="Component" destination="tcm:1075-709832" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-10-16T14:20:23Z1075709832/bms/assets/FMCS%20Case%20No.%20251125-01510%20-%20Kemps_tcm1075-709829.pdf2025-10-16T14:23:37ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Compass Groub dba Bon Appetite & Unite Here Local 17 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Arbitrator Joseph L. Daly </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Issue: Lead Worker Pay </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Union grievance filed after EEs performing similar duties to designated Lead workers did not also receive the additional $1/hr stipend. ER argued managerial and contractual right to assign Lead workers (and provide additional training) independent of job duties.</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt">Grievance Denied</span></strong><span style="font-size:11.0pt"> CBA states "Employees who are designated by the employer as Leads shall receive $1.00/hour for such duties". ER selects who is serving as Lead workers and eligible for the stipend. Similar job duties do not entitle others to Lead pay.</span></p>0FMCS Case No. 251104-00904 - Bon AppetitFMCS Case No. 251104-00904 - Bon Appetit<custom:Link urlOnly="true" type="Component" destination="tcm:1075-709831" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-10-16T14:19:31Z1075709831/bms/assets/FMCS%20Case%20Number%20251104-00904%20-%20Bon%20Appetit_tcm1075-709830.pdf2025-10-16T14:23:39ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">City of Elk River & IUOE 49 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Mid Year Wage Adjustment </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Parties had agreed to mid-year market adjustment, no greater than 2%, to the average of agreed upon peer group for each classification. Union seeking 1.85% to Mechanic position based on Fridley's Senior Mechanic position. City asserts 1.1% adjustment appropriate based on Fridley Mechanic position. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Award: Union's position: 1.85% Fridley's Senior Mechanic position shown to be closer in minimum requirements and essential knowledge, skills, and abilities to Elk River Mechanic position.</div>0(No Case #) IUOE, Local 49 & City of Elk River(No Case #) IUOE, Local 49 & City of Elk River<custom:Link urlOnly="true" type="Component" destination="tcm:1075-706887" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-09-23T19:49:28Z1075706887/bms/assets/IUOE%20%2349%20AND%20ELK%20RIVER%20AWARD%20-%202025_tcm1075-706885.pdf2025-10-02T14:30:38ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">ISD 110 Waconia Public Schools & Waconia Education Association </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Christine Ver Ploeg</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Rates of Pay </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Due to sub shortage, volunteer members of the K-12 ELA Curriculum Review Committee worked three days over summer, rather than past practice of being done during regular work day. Email indicated pay at contracted daily rate of pay. District intended and had people fill out timesheet for $30 hourly curriculum rate. Union seeking daily rate of pay for each teacher. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Teachers not directed by superintendent to participate, nor was this an extension of regular duties. No practice of anything other than the $30/hr curriculum rate being paid for these tasks. Email did not create a Promissory Estoppel situation.</div>0BMS Case No. 24PA0669BMS Case No. 24PA0669<custom:Link urlOnly="true" type="Component" destination="tcm:1075-708045" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-09-19T15:10:45Z1075708045/bms/assets/24PA0669%20-%20ISD%20110%2C%20Waconia_tcm1075-708044.pdf2025-10-02T15:11:32ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">City of Brainerd & Teamsters Local 346 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Phillip Finkelstein </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issues: Holidays, Severance Pay, Wages and Implementation of Comp Study </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Award: Union maintains severance program, and can choose whether to receive Juneteenth or 2nd floating holiday annually. Arbitrator established wages of varying percentages to salary schedule 1/1/25. Followed city pattern for 7/1/25 2.75% 1/1/26 3% 1/1/27 3%.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator deviated from ER and Union wages positions in effort to maintain difference between Patrol officers and Sergeant's wage scales.</div>0BMS Case No. 25PN0773BMS Case No. 25PN0773<custom:Link urlOnly="true" type="Component" destination="tcm:1075-705001" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-09-03T14:01:57Z1075705001/bms/assets/25PN0773%20-%20City%20of%20Brainerd_tcm1075-704999.pdf2025-09-10T14:04:20ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Sherburne County & Minnesota Public Employees Association </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Rolland C. Toenges </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issues: Amount of general increase 25, 26, Retroactivity, Wkend Shift diff, Seniority, Health Insurance contributions, Holiday OT, Duration </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Award: GWA 2025 3% 2026 3% (ER)</span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">Range Adj. 2025 5% 2026 3% (ER) </span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">Retroactive (Union)</span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">Union Sr language </span></p>
<p class="MsoNormal" style="text-indent:.5in" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt; font-family:"Calibri",sans-serif">ER health insurance proposal </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Internal pattern upheld for 2025, 2026 general wage adjustment, internal range movement, and health insurance contributions. Maintained status quo on all issues other than union's seniority language proposal.</span></p>0BMS Case No. 25PN0647 - Sherburne CountyBMS Case No. 25PN0647 - Sherburne County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-702600" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-08-20T19:50:58Z1075702600/bms/assets/25PN0647%20-%20Sherburne%20County_tcm1075-702599.pdf2025-08-20T19:51:39ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">SICO America, Inc. & Teamsters 970 </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Joseph L. Daly </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: ESST </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Grievance filed after ER unilaterally reduced vacation and holiday accruals in CBA by converting them to ESST time required by statute. ER contends it only allowed for enhanced flexibility of use of existing benefits, an existing past practice. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> ERs change is a violation of the contract with regards to vacation and holiday leave. Ordered to make whole any employee who had time reduced due to conversion to paid sick and safe time. ER also responsible to follow ESST law, though parties will have to negotiate what that looks like.</p>0FMCS Case No. 240516-06206FMCS Case No. 240516-06206<custom:Link urlOnly="true" type="Component" destination="tcm:1075-702265" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-08-19T17:39:12Z1075702265/bms/assets/FMCS%20Case%20No.%20240516-06206_tcm1075-702264.pdf2025-08-19T17:39:48ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">
<div> Planned Parenthood, North Central States & SEIU Healthcare MN/IA</div>
<div> </div>
<div>Arbitrator John Remington</div>
<div> </div>
<div>Issue: Fair Share Fee Deductions</div>
<div>EE changed from full member to fair share fee payor and not enough money withheld by the ER. Union requests ER to pay the difference to the union rather than the EE reimbursing them.</div>
<div> </div>
<div><strong>Grievance Denied</strong> ER did not violate applicable contract language. No evidence of negligence by Employer, nor sufficient specificity in the language of Article 5 to interpret indemnification provision as Union requests. Was an error or omission.</div>
</div>0FMCS Case No. 250209-03367FMCS Case No. 250209-03367<custom:Link urlOnly="true" type="Component" destination="tcm:1075-702231" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-08-18T16:05:30Z1075702231/bms/assets/FMCS%20Case%20No.%20250209-03367_tcm1075-702230.pdf2025-08-19T16:11:16ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Steele County & Law Enforcement Labor Services, Inc. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Richard Bales</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Retiree Sick Leave Payout </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">2 EEs with 25 years of service resigned form County and accepted positions in other jurisdictions. Did not receive sick leave payouts consistent with retirement. ER argues Ees did not retire, they went to other jobs and were not eligible for PERA retirement benefits as required in CBA. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> EEs did not have break in service between public employment jobs to meet the PERA eligibility requirements for "retirement".</div>0BMS Case No. 24PA1902BMS Case No. 24PA1902<custom:Link urlOnly="true" type="Component" destination="tcm:1075-702233" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-08-13T16:08:46Z1075702233/bms/assets/24PA1902%20-%20Steele%20County_tcm1075-702228.pdf2025-08-19T16:11:18ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Department of Human Services & Veteran </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Richard Bales</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Veterans Preference Discharge </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">4.5 yr EE with history of performance issues and previous progressive discipline discharged for boundaries violation. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Discharge upheld, was in accordance with Veterans Preference Act.</div>0BMS Case No. 24VP0597BMS Case No. 24VP0597<custom:Link urlOnly="true" type="Component" destination="tcm:1075-702232" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-08-13T16:06:32Z1075702232/bms/assets/24VP0597%20-%20MMB_tcm1075-702229.pdf2025-08-19T16:11:15ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Hennepin County & Hennepin County Sheriff's Deputies Assn </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Katrina E. Joseph</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Interest Arbitration Amount of in-range salary adjustment each year of contract only issues before arbitrator. ER proposed 3%, Union requesting 5%. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Union’s In-Range Position Awarded</span></strong><span style="font-size:11.0pt;font-family: "Calibri",sans-serif"> 2025 5% 2026 5% 2027 5% Internal pattern of 3% set aside in favor of 5%. The ER can afford, and last 5% arbitration award seemed to lead to decreased turnover and overtime costs.</span></p>0BMS Case No. 25PN0661BMS Case No. 25PN0661<custom:Link urlOnly="true" type="Component" destination="tcm:1075-699688" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-07-25T18:24:03Z1075699688/bms/assets/25PN0661%20-%20Hennepin%20County_tcm1075-699687.pdf2025-07-25T18:24:50ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin County & AFSCME Council 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Anthony R. Orman </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Detention facility CO discharged for alleged violations of policies related to harassment, disrespect, and bullying. Union argued lack of due process.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained in Part </strong> ER violated the CBA when it discharged without just and sufficient cause. While behaviors did not violate bullying or harassment policies, use of vulgar language did violate respect policies. Grievant returned to work and made whole minus a 5-day unpaid suspension.</div>0BMS Case No. 25PA0288BMS Case No. 25PA0288<custom:Link urlOnly="true" type="Component" destination="tcm:1075-697429" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-07-15T20:45:53Z1075697429/bms/assets/25PA0288%20-%20Hennepin%20Co._tcm1075-697427.pdf2025-07-16T20:46:30ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">City of Sartell & Teamsters 320 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Arbitrator Jeffrey W. Jacobs</span><span style="font-size: 11pt;"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Issue: Salary Schedule Implementation </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Union grieved implementation of 2025 salary schedule, maintaining City did not apply both COLA and market increases, or drop bottom step, Result was EEs did not receive 3.25% market adjustment in addition to step and COLA. City argues same settlement agreed to with LELS, and Union is misinterpreting email communications. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt">Grievance Denied</span></strong><span style="font-size:11.0pt"> City did not agree to proposed language that would have resulted in 2 steps/market adjustment of 3.25%. Union made aware City desired to offer same COLA and salary schedule offer as LELS approved.</span></p>0BMS Case No. 25PA0706 - City of SartellBMS Case No. 25PA0706 - City of Sartell<custom:Link urlOnly="true" type="Component" destination="tcm:1075-696498" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-07-09T14:16:37Z1075696498/bms/assets/25PA0706%20-%20City%20of%20Sartell_tcm1075-696495.pdf2025-07-09T14:17:30ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Western Lake Superior Sanitary District and AFSCME Council 5</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Dennis A. Krueger</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Sick Leave Use</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after EE denied 84 hours of paid sick leave after failure to provide required documentation. Union argues parties bound by past practice of how CBA language applied. ER argued EE has burden of proof to prove entitled to paid sick leave by providing evidence from a medical provider, and EE in question was previously put on notice as being monitored for abnormally high sick leave usage.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> ER did not violate applicable contract language when requiring medical documentation to support eligibility for paid sick leave. EE had ample time to provide documentation and failed to communicate.</div>0BMS Case No. 25PA0649BMS Case No. 25PA0649<custom:Link urlOnly="true" type="Component" destination="tcm:1075-696439" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-07-02T17:19:07Z1075696439/bms/assets/25PA0649%20-%20WLSSD_tcm1075-696435.pdf2025-07-08T17:20:10ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="color:black">University of Minnesota & Law Enforcement Labor Services, Inc. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="color:black">Arbitrator James Abelson</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="color:black">Issue: Sick Leave Use </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="color:black">EE denied use of paid sick leave for time taken beyond parental leave and ER charged time against unpaid compensatory time bank. Union argued request followed CBA language, and was approved in advance by supervisor. Time being used to care for children (not simply to bond). ER pointed out failure to provide medical documentation required to support sick leave request, and lack of past practice.</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="color:black">Grievance Sustained</span></strong><span style="color:black"> Contract does not limit right to use sick leave to “care for” a child only when child ill or sick. Supervisor knew circumstances and reasons for the request and made decision to approve. Leave time classified as compensatory time shall be reclassified as sick leave, and compensatory time bank restored.</span></p>024PA1718 - University of MinnesotaBMS Case No. 24PA1718 - University of Minnesota<custom:Link urlOnly="true" type="Component" destination="tcm:1075-696428" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-06-27T16:25:56Z1075696428/bms/assets/24PA1718%20-%20University%20of%20Minnesota_tcm1075-696427.pdf2025-07-08T16:27:17ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Ziegler, Inc. & IUOE 49 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Stephen F. Befort </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">EE terminated for escalating pattern of aggressive and confrontational behavior over 2 month period. ER argued discharge appropriate as grievant failed to correct behavior after warnings and threatening behavior justified immediate termination. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Termination upheld. Repeated disruptive incidents continued despite supervisor warnings. Behavior likely to continue if remained on job. ER consistent in discharge for similar behaviors.</span></p>0(No Case #) Ziegler, Inc.(No Case #) Ziegler, Inc.<custom:Link urlOnly="true" type="Component" destination="tcm:1075-696415" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-06-24T15:36:11Z1075696415/bms/assets/No%20Case%20No.%20-%20Ziegler%2C%20Inc._tcm1075-696414.pdf2025-07-08T15:37:05ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Ramsey County & AFSCME Council 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Marlin O. Osthus </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issues: Arbitrability Reclassification/ Work Out of Class Pay </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed regarding refusal to consider reclassification requests after Case Aide 3's experienced shift in duties believed to be responsibilities formerly performed by social workers. ER maintains employee classification is not arbitrable under PELRA, there are no CBA provisions regarding negotiation of classifications, it retains managerial right to determine organizational structure and at no time have supervisors assigned Case Aide 3s to work as social workers. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> While determined to be arbitrable, grievance denied on its merits. Work being done is consistent with the Case Aide 3 job description, and while now performed in absence of social worker does not establish working outside the parameters of their classification. No basis for being paid at social worker rate or being reclassified to a social worker position.</div>0BMS Case No. 25PA0843BMS Case No. 25PA0843<custom:Link urlOnly="true" type="Component" destination="tcm:1075-690116" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-28T16:34:35Z1075690116/bms/assets/25PA0843%20-%20Ramsey%20County_tcm1075-690115.pdf2025-06-02T16:35:06ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Department of Corrections & AFSCME Council 5</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Steven G. Hoffmeyer </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Sentence to Serve crew leader terminated for failing to follow policy or report an incident where loaded handgun magazine was found at a worksite, and information received gun itself had been buried for a non-inmate to collect. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Termination upheld. Grievant aware of policies and procedures involved, policies were reasonably related to business needs, grievant acknowledged the violations, and lacks awareness of the severity of his actions.</span></p>0BMS Case No. 25PA0425 - Minnesota Management & BudgetBMS Case No. 25PA0425 - Minnesota Management & Budget<custom:Link urlOnly="true" type="Component" destination="tcm:1075-686052" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-23T14:57:31Z1075686052/bms/assets/25PA0425%20-%20Minnesota%20Mangement%20%26%20Budget_tcm1075-686051.pdf2025-05-23T14:58:11ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Long Prairie Packing, Co. & United Food and Commercial Workers Local 1189 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Robert Altman </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: ESST vs PTO Plan </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Parties negotiated change from accrued Vacation and Paid Personal Time to a Paid Time Off (PTO) System for the contract running 1/1/21 - 12/31/25. Of which 16 hrs could be used for emergencies. Upon new ESST law going into effect mid-contract, ER allowed EEs to take up to 48 hours of PTO as ESST. Union filed grievance claiming EEs entitled to an additional 32 hrs of leave to comply with the law. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Fact pattern unique from other ESST arbitrations in that this ER has a PTO plan that meets standards of ESST law provisions. Managerial right exists to allow people to use more than the CBA limit of 16 hrs for emergency use without a violation of the attendance policy. Other cases sustained involved misuse of separate vacation and/or sick banks.</span></p>0FMCS Case No. 240618-07271 - Long Prarire Packing, Co.FMCS Case No. 240618-07271 - Long Prarire Packing, Co.<custom:Link urlOnly="true" type="Component" destination="tcm:1075-686043" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-23T14:43:32Z1075686043/bms/assets/FMCS%20Case%20No.%20240618-07271%20-%20Long%20Prarire%20Packing%2C%20Co._tcm1075-686042.pdf2025-05-23T14:44:00ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Department of Human Services & Minnesota Nurses Association</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Marlin O. Osthus</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue(s): Multiple grievances: Arbitrabilty, Mandated OT </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Numerous grievances filed by union between 3/2018 and 12/2022 related to RNs mandated to perform OT. Appears conflicting application of CBA language and Appendix K. ER cites lack of timeliness in processing to arbitration, and ability to change from LPN class work to RN class work. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance(s) Sustained</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> 9 of 10 cases found to be arbitrable.Those not properly moved to arbitration were dismissed. For the grievances sustained, owed an additional 1.5x rate of pay for all hours worked those shifts improperly inversed. Cited internal conflicts within CBA and external LPN contract.</span></p>0BMS Case No. 25PA0395 - Minnesota Management & BudgetBMS Case No. 25PA0395 - Minnesota Management & Budget<custom:Link urlOnly="true" type="Component" destination="tcm:1075-686039" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-23T14:25:45Z1075686039/bms/assets/25PA0395%20-%20Minnesota%20Management%20%26%20Budget_tcm1075-686038.pdf2025-05-23T14:26:17ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Ramsey County & AFSCME Council 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Steven G. Hoffmeyer</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue(s) 1.Arbitrability 2.Class Action Mileage Reimbursement </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Class action filed when ER failed to reimburse for mileage incurred in 2023 that was not claimed by Feb 28, 2024.Union claimed clear notice of deadline for submission was not given. ER cited policy language, inclusion in its year end newsletter to all staff, and that deadline has existed since 2011. ER challenged arbitrability on the grounds it has inherent managerial authority to implement policy requiring submission before Feb 28 each year.</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance is arbitrable. Denied on its merits</span></strong><span style="font-size:11.0pt; font-family:"Calibri",sans-serif"> Issue is addressed via policy, not CBA. Union negotiated the mileage reimbursement rate, not the policy regarding timelines or submissions. Deadline has existed for 15 years, is communicated to new hires and reminders given to existing staff. No evidence of EE's receiving reimbursements submitted after the deadline.</span></p>0BMS Case No. 25PA0772 - Ramsey CountyBMS Case No. 25PA0772 - Ramsey County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-684596" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-16T15:54:04Z1075684596/bms/assets/25PA0772%20-%20Ramsey%20County_tcm1075-684595.pdf2025-05-16T15:54:57ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Cass County and Law Enforcement Labor Services, Inc </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Stephen D. Swanson </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Discharge</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Longtime Sheriff Deputy with overall good performance record discharged for series of policy violations related to non-alcohol related DWI stops which rose to the level of Brady/Giglio credibility concerns. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Sustained in Part</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Grievant reinstated with full back pay and benefits, subject to a six-month suspension without pay and completion of refresher training in the proper administration of SFSTs, rules governing legal traffic stops and good cause for arrest.</span></p>0BMS Case No. 25POA0019 - Cass CountyBMS Case No. 25POA0019 - Cass County<custom:Link urlOnly="true" type="Component" destination="tcm:1075-683721" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-13T15:16:29Z1075683721/bms/assets/25POA0019%20-%20Cass%20County_tcm1075-683720.pdf2025-05-13T15:17:38ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">ISD 625 St Paul Public Schools and St Paul Federation of Educators </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Nancy J. Miller-Levin</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Extra Duty Assignment </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed alleging contract violated when English Learner Teachers assigned lunchroom supervision at a single school building in large district. Contract language limits extra duty assignments for these positions. District contends this duty did not interrupt EL instruction. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> Union proved EL teachers did have missed opportunities for instruction in the 30 minutes assigned to lunchroom supervision. MDE guidance issued after parties’ agreement does not change the contract language or understanding that SPED and EL teachers were to spend 100% of their time on instruction.</div>0BMS Case No. 24PA1152BMS Case No. 24PA1152<custom:Link urlOnly="true" type="Component" destination="tcm:1075-683324" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-05-06T15:44:55Z1075683324/bms/assets/24PA1152%20-%20ISD%20625_tcm1075-683323.pdf2025-05-08T15:45:29ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Washington County & Teamsters 320 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Gregory L. Failor </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Class Action Wage </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Probation Officers filed grievance related to implementation of 2024 negotiated wages, citing belief that those at top of schedule in 2023 would remain at top of new schedule to prevent leap-frogging. ER cites clear communication and unambiguous contract language regarding the agreement. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> The County implemented the 2024 wage increase in accordance with the labor contract’s language.</div>0BMS Case No. 25PA0157BMS Case No. 25PA0157<custom:Link urlOnly="true" type="Component" destination="tcm:1075-680349" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-04-21T15:56:23Z1075680349/bms/assets/25PA0157%20-%20Washington%20Co._tcm1075-680347.pdf2025-04-23T15:57:03ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Hennepin Heathcare Systems & Minnesota Nurses Association </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator John Remington</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Contractual Seniority Preference </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after most senior, qualified internal applicant was not selected for a vacancy. ER cited ending of past practice, weight of interviews and more relevant experience of less senior applicant selected. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained</strong> Grievant awarded a comparable position and made whole back to date she should have been awarded original position. Under CBA language, when all applicants qualified, grievant has a contractual preference based on seniority. No agreement reached in negotiations to change contract language, can't obtain change thru arbitration.</div>0BMS Case No. 25PA0428BMS Case No. 25PA0428<custom:Link urlOnly="true" type="Component" destination="tcm:1075-678604" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-04-11T15:23:13Z1075678604/bms/assets/25PA0428%20-%20Hennepin%20Healthcare%20Systems%20Inc._tcm1075-678602.pdf2025-04-11T15:25:40ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">ISD 624 White Bear Lake Area Schools & IUOE Local 70 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Susan J.M. Bauman</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: 1. Arbitrability 2. Use of Substitutes </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed for District using non-union substitute custodians to fill open shifts before offering extra time or overtime to union members. Seeking District to offer any and all time to union members before offering to non-union subs.ER challenged timeliness. Further argued 40 yr past practice of using subs to fill vacant shifts. CBA addresses the assignment of overtime for scheduled overtime shifts. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Deemed Arbitrable <strong>Sustained in Part </strong> Nothing in CBA infringes on ERs inherent managerial right to utilize subs to fill open shifts. However, contract prohibits subs working more than14 hrs in a week on more than one occasion. If they do, they become members of the bargaining unit and subject to the terms on CBA.</div>0BMS Case No. 25PA0028BMS Case No. 25PA0028<custom:Link urlOnly="true" type="Component" destination="tcm:1075-678605" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-04-10T15:25:09Z1075678605/bms/assets/25PA0028%20-%20ISD%20624_tcm1075-678601.pdf2025-04-11T15:25:40ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Martin-Brower & Teamsters 120 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Arbitrator Marlin O. Osthus</span><span style="font-size: 11pt;"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Issue: Discharge </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt">Distribution center employee terminated for violation of the employer's attendance policy. Union grieved over CBA language excluding disciplines issued more than 9 months ago from counting toward current discipline. Thus would be at the level of Written Warning, rather than Termination.ER pointed out the language in question was used for disciplinary actions unrelated to absences. Past practice and previous arbitration award uphold attendance policy </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt">Grievance Denied</span></strong><span style="font-size:11.0pt"> Clear past practice supports the application of the attendance policy, including the disciplinary steps applied based on number of incidents, as a term of the parties' agreement.</span></p>0BMS Case No. 24RA1378 - Martin Brower CompanyBMS Case No. 24RA1378 - Martin Brower Company<custom:Link urlOnly="true" type="Component" destination="tcm:1075-677621" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-04-04T16:24:08Z1075677621/bms/assets/24RA1378%20-%20Martin%20Brower%20Company_tcm1075-677619.pdf2025-05-13T15:18:53ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">ISD 11 Anoka-Hennepin & SEIU 284</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Dennis A. Krueger</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Failure to Move Steps</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed over implementation of the final agreement of contract negotiations related to District's proposal for roll up steps versus union's definition of step movement.</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained</strong> Arbitrator concluded District did fail to properly place and advance bargaining unit members.</div>0BMS Case No. 25PA0304 BMS Case No. 25PA0304<custom:Link urlOnly="true" type="Component" destination="tcm:1075-676012" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-03-31T15:30:33Z1075676012/bms/assets/25PA0304%20-%20ISD%2011_tcm1075-676011.pdf2025-04-01T15:32:14ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">MMB Department of Transportation & AFSCME 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Snow Plowing Class Action </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Union claimed ER violated CBA and Supplemental Agreements by adjusting start times under Winter Maintenance Schedule without negotiating, and effectively placed EEs in unpaid On-Call status. ER cites having a WMS (not the specific details) agreed to during supplemental bargaining, past history of prevailing in arbitration over this issue, and has consistently reserved managerial right to set when a WMS is necessary in advance of an anticipated snow or ice event. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> The language is clear that the Appointing Authority may establish a system including splitting people into more than one shift and can alter the start of shifts. ER has the right to adjust Winter Maintenance Schedules to meet operational needs due to a winter storm. No violation of contract or Supplemental Agreement occurred.</span></p>024PA2105 - Minnesota Management & Budget, State of Minnesota24PA2105 - Minnesota Management & Budget, State of Minnesota<custom:Link urlOnly="true" type="Component" destination="tcm:1075-675546" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-03-27T15:53:47Z1075675546/bms/assets/24PA2105%20-%20Minnesota%20Management%20%26%20Budget%2C%20State%20of%20Minnesota_tcm1075-675544.pdf2025-03-27T15:57:01ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">City of Moorhead and IAFF Local 1323</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Issue: Arbitrability ER challenged substantive arbitrability of two grievance filed under the CBA citing lack of specific references to violations, no detailed process by which seniority impacts the vacation selection process, and fact that practice has changed in past without grievance filed. Union challenges ERs claim and seeks to proceed to evidentiary hearing on merits of case(s). </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">Deemed Arbitrable</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Grievance is arbitrable and must proceed to a hearing on the merits so the parties can present their arguments based on sworn testimony and other admissible evidence. Parties have arbitration hearing scheduled for July 2025. Schedule set for parties determination of consolidation of 2 grievances.</span></p>0BMS Case No. 25PA0287 - City of MoorheadBMS Case No. 25PA0287 - City of Moorhead<custom:Link urlOnly="true" type="Component" destination="tcm:1075-675545" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-03-27T15:52:59Z1075675545/bms/assets/25PA0287%20-%20City%20of%20Moorhead_tcm1075-675543.pdf2025-05-13T15:18:11ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Minnesota Management and Budget & AFSCME 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Issue: Class Action Communication Past Practice</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">ER responded to changes within the MN Government Data Privacy Act by limiting the dissemination of protected private data via state emails or secured domains only. Previously information being sent to whatever email provided by union official to conduct official union business. Union asserted negatively impacted their ability to properly represent and respond. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-family:"Calibri",sans-serif">Grievance Sustained</span></strong><span style="font-family:"Calibri",sans-serif"> No evidence of any previous inappropriate access or use of private information shared to union officials personal email accounts. Witnesses knowledgeable and trained on importance of data, use of redaction, etc. Change in policy because of hypothetical concerns do not outweigh the union's right to the information in the manner outlined in both PELRA and the CBA. Can protect the data via redaction prior to it being sent.</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-family:"Calibri",sans-serif">NOTE: A Request for Clarification and to delete certain portions of the award was received and denied by the Arbitrator. The Ruling and discussion on that request is attached as an addendum to the original award.</span></strong></p>0BMS Case No. 25PA0029 - State of Minnesota, MMBBMS Case No. 25PA0029 - State of Minnesota, MMB<custom:Link urlOnly="true" type="Component" destination="tcm:1075-667798" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-03-12T19:50:49Z1075667798/bms/assets/25PA0029%20-%20State%20of%20Minesota%2C%20Minnesota%20Management%20%26%20Budget_tcm1075-667797.pdf2025-05-13T15:18:36ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">City of Brainerd - Brainerd Public Utilities & IBEW Local 31 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Patrick J. Kelly </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Total Package Final Offer Interest Arbitration. City charter amended to remove bargaining authority from BPU commission to City Council control. Union seeking to maintain separate wage grid from the F&H grid adopted by the City of Brainerd. Mutual agreement to submit issues to interest arbitration. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Decision: Union position on Juneteenth awarded: Holiday added without a reduction in existing floating holidays. City position on elimination of discrimination language awarded. Other avenues than grievance process exist for members to address discrimination concerns. City position on all wage proposals awarded. BPU IBEW staff will transition to the F&H salary grid now in place for other city employees. Decision supported by need for Pay Equity compliance, internal pattern and external market competitiveness.</div>0BMS Case No. 24PN0860BMS Case No. 24PN0860<custom:Link urlOnly="true" type="Component" destination="tcm:1075-671637" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-02-28T15:33:48Z1075671637/bms/assets/24PN0860%20-%20City%20of%20Brainerd_tcm1075-671627.pdf2025-03-06T15:36:54ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Minnesota Judicial Branch & AFSCME 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Robert Altman </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Salary Grid Placement </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed regarding lack of credit granted for time served as a contract EE providing identical services to the ER. Dispute over definition of Temporary Employee, and if that extends to time working through a staffing agency. ER position is not a public employee until hired by MJB. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Temporary Employee in this case refers to EE of MJB, not a third-party contractor. PELRA definition of "employee" must be applied. Not entitled to years of service credit when not in a vacation eligible position. Grievant did receive credit for his time as contract EE at time of initial hire (placed at step 8).</div>0BMS Case No. 24PA1696BMS Case No. 24PA1696<custom:Link urlOnly="true" type="Component" destination="tcm:1075-667432" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-28T17:18:21Z1075667432/bms/assets/24PA1696%20-%20MN%20Judicial%20Branch_tcm1075-667423.pdf2025-01-30T17:19:20ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">BIMBO Bakeries & BCTGM, LOCAL 22 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Vacation Benefit / ESST Benefit </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Grievance filed after ER began trying to reduce EEs vacation time in contract to cover ESST. ULP filed with NLRB and matter deferred to arbitration. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> ER violated the CBA. Existing vacation time must be used for vacation, not sick leave. Cease and desist ordered. Vacation time to be restored and make whole relief provided. Award to be forwarded to NLRB.</div>0FMCS Case No. 240419-05459FMCS Case No. 240419-05459<custom:Link urlOnly="true" type="Component" destination="tcm:1075-667430" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-28T17:17:13Z1075667430/bms/assets/FMCS%20Case%20No.%20240419-05459_tcm1075-667425.pdf2025-01-30T17:19:20ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">M Health Fairview & SEIU HC MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Suspension </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">One day suspension issued for failure to complete mandatory education within 3 months with multiple reminders to complete. Previous discipline already on record. Union argued disparate treatment and lack of due process. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> Progressive Discipline followed. Notice given, policies were related to business needs, and long-term employee was familiar with importance of mandatory annual training.</div>0FMCS Case No. 230605-06706FMCS Case No. 230605-06706<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665950" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:26:27Z1075665950/bms/assets/FMCS%20Case%20No.%20230605-06706_tcm1075-665929.pdf2025-01-21T18:27:16ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Allina Health - Abbott NW & SEIU HC MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Overtime Compensation </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Overtime exempt employee denied extra compensation for working an extended shift. CBA requires it to be an extension to a shift to attend to direct patient needs that could not have been attended to within their regular workday and with approval. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> Difference between receiving approval for extra work/extra compensation in advance or relying on assumed approval after work performed. Unwilling to grant EEs ability to change schedule to accrue overtime at any time.</div>0FMCS Case No. 241114-01109FMCS Case No. 241114-01109<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665949" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:25:33Z1075665949/bms/assets/FMCS%20Case%20No.%20241114-01109_tcm1075-665936.pdf2025-01-21T18:27:16ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">St Thomas of New Hope & SEIU HC MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Long-term EE terminated for involvement in altercation with fellow EE. Cited Workplace Violence and Bullying policies. No prior discipline, but history of successful counseling to address problematic behaviors. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained in Part </strong> Reduced to 1 week unpaid suspension on basis of leaving immediate work area, failure to maintain acceptable standards of respect for others, and creating or contributing to disorderly conditions. Due process concerns.</div>0FMCS Case No. 241006-00174FMCS Case No. 241006-00174<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665948" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:24:41Z1075665948/bms/assets/FMCS%20Case%20No.%20241006-00174_tcm1075-665939.pdf2025-01-21T18:27:16ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Allina Health - Mercy Hospital & SEIU HC MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Layoff Recall Rights </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">EE in Lead position voluntarily reduced from 1.0 FTE to .5 FTE. Business need later existed for 1.0 FTE, which the grievant rejected. Union claims layoff occurred and recall rights denied. ER states no layoff occurred, has managerial right to set positions, FTE need, etc. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> ER controls the establishment of positions and duties involved. Hours of work/FTE is contained in that authority. Grievant's voluntary rejection of a full-time FTE position does not constitute a layoff or reduction in hours therefor recall rights language not triggered.</div>0FMCS Case No. 230929-09812FMCS Case No. 230929-09812<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665947" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:23:52Z1075665947/bms/assets/FMCS%20Case%20No.%20230929-09812_tcm1075-665940.pdf2025-01-21T18:27:16ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Allina - St Francis & SEIU HC MN/IA </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Past Practice/Direct Dealing </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Union filed grievance after ER deducted overpayments occurring through payroll mistake. Members denied union representation and coerced into signing voluntary authorization forms. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained.</strong> Union is exclusive rep and ER obligated to involve in any enhancing or diminishing salary discussion. CBA and MN law address inappropriate salary garnishment. Payment equal to double the amount of the improper deductions awarded.</div>0FMCS Case No. 240109-02564FMCS Case No. 240109-02564<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665944" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:10:24Z1075665944/bms/assets/FMCS%20Case%20No.%20240109-02564_tcm1075-665941.pdf2025-01-21T18:27:19ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Blandin Paper Company & Teamsters 346 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Frank E. Kapsch, Jr </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Temporary Reassignments </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Papermill EE moved from posted job to fill shift in other area of plant following a sick call. Grievance filed challenging CBA language for filling Temporary Vacancies not followed. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied </strong> ER did follow proper staffing process based on machinery shutdowns and EE was properly paid at higher rate.</div>0FMCS Case No. 240314-04408FMCS Case No. 240314-04408<custom:Link urlOnly="true" type="Component" destination="tcm:1075-665943" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-15T18:08:45Z1075665943/bms/assets/FMCS%20Case%20No.%20240314-04408_tcm1075-665942.pdf2025-01-21T18:27:20ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">State of MN, DOC & AFSCME 5 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Joseph L. Daly </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Class Action Overtime Past Practice </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Class Action grievance filed claiming ER changed the past practice of how errors in overtime distribution were addressed (paid for hours missed). ER argued no past practice established, several methods used to resolve errors, and previous grievance settlements were non precedent setting. ER efforts to negotiate a uniform fix (guarantee of future OT shift of choice) through bargaining does not imply a past practice. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied.</strong> Union did not prove a uniform past practice to resolving employer errors in incorrect overtime distribution. There has not been a mutually accepted uniform remedy, and a number of settlements have written into them that are “non-precedential.”</div>0BMS Case No. 25PA0176BMS Case No. 25PA0176<custom:Link urlOnly="true" type="Component" destination="tcm:1075-663541" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-03T18:55:33Z1075663541/bms/assets/25PA0176%20-%20MMB%20DOC_tcm1075-663540.pdf2025-01-03T18:57:41ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Walker Art Center & AFSCME 5 </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Stephen F. Befort </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issues: 1. Arbitrability 2. Suspension </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Gallery Assistant issued 60 day suspension for policy violations after 2 incidents of loud, aggressive behavior towards female EEs. Union contends level of discipline is excessive; EE was responding in part to Ers failure to provide a reasonable ADA accommodation in a timely manner. ER challenged arbitrability as grievance forms did not specify nature of alleged CBA violations. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained in part</strong> 1. Is arbitrable. While grievance document was sparse, it did indicate just cause violation and did not prejudice the ER's ability to assert a defense. 2. Conduct was unacceptable and warranted serious discipline, but 60 days excessive for first offense. Reduced to a 30 day unpaid suspension.</p>0FMCS Case No. 241127-01348 - Walker Art CenterFMCS Case No. 241127-01348 - Walker Art Center<custom:Link urlOnly="true" type="Component" destination="tcm:1075-663472" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2025-01-02T20:44:45Z1075663472/bms/assets/FMCS%20Case%20No.%20241127-01348%20-%20Walker%20Art%20Center_tcm1075-663470.pdf2025-01-02T20:45:36ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">State of MN, DOC & AFSCME 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Arbitrator Jeffrey W. Jacobs </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Issue: Termination </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-family:"Calibri",sans-serif">Corrections Officer terminated for violation of DOC policies after making a series of sexually explicit, harassing comments to fellow state employees while at a work conference. Union argued disparate treatment with regard to level of discipline imposed. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-family:"Calibri",sans-serif">Grievance Denied</span></strong><span style="font-family:"Calibri",sans-serif"> Discharge upheld. Serious nature of the conduct and lack of understanding of need to refrain from that type of behavior despite receiving training two weeks earlier support termination. Previous lesser disciplines issued had different set of facts to consider.</span></p>0BMS Case No. 24PA1050 - Minnesota Management & Budget, State of MinnesotaBMS Case No. 24PA1050 - Minnesota Management & Budget, State of Minnesota<custom:Link urlOnly="true" type="Component" destination="tcm:1075-663364" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-31T21:23:12Z1075663364/bms/assets/24PA1050%20-%20Minnesota%20Management%20%26%20Budget%2C%20State%20of%20Minnesota_tcm1075-663363.pdf2025-05-13T15:20:12ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Abbott Northwestern Phillips Eye Institute-Allina Health & Minnesota Nurses Association </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Frank E. Kapsch Jr</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Arbitrability and Scheduling Past Practice </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">ER made union aware in April 2021 that 12 hr shifts in a particular unit would be posted with every other weekend scheduled, rather than every 3rd weekend. Union filed grievance in March 2022. ER said no language limits the Flexible 12 Hr bids from working every other and that the grievance was not timely. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> Arbitrator concluded that the Union's grievance of March 8, 2022 failed to meet the contractual grievance time frame requirements and was untimely filed.</p>0FMCS Case No. 240124-02944 - Abbott Northwestern Phillips Eye Institute-Allina Health FMCS Case No. 240124-02944 - Abbott Northwestern Phillips Eye Institute-Allina Health<custom:Link urlOnly="true" type="Component" destination="tcm:1075-662915" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-27T20:50:21Z1075662915/bms/assets/FMCS%20Case%20No.%20240124-02944%20-%20Abbott%20Northwestern%20Hospital%20and%20Phillips%20Eye%20Institute%20-%20Allina%20Health_tcm1075-662914.pdf2024-12-27T20:51:03ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Allina Health & SEIU Healthcare MN IA </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Nancy Miller-Levin, Nancy </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Unilateral Changes to Productivity Measures and Schedule </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">ER changed the daily schedules of salaried, overtime exempt professional outpatient Rehabilitation Therapists to increase productivity and allow for seeing up to 9 patients a day by eliminating down-time gaps in previous schedule. Union argued changes were not negotiated.</p>
<strong xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;mso-fareast-font-family: Calibri;mso-fareast-theme-font:minor-latin;mso-ansi-language:EN-US;mso-fareast-language: EN-US;mso-bidi-language:AR-SA">Grievance Denied</span></strong><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;mso-fareast-font-family: Calibri;mso-fareast-theme-font:minor-latin;mso-ansi-language:EN-US;mso-fareast-language: EN-US;mso-bidi-language:AR-SA" xmlns="http://www.w3.org/1999/xhtml"> Union attempted and failed to gain ability to bargain productivity measures in the CBA. Remains a Managerial Right to determine the services and standards employees must meet, as well as the quality and quantity of work employees perform</span>0FMCS Case No. 240201-03200 - Allina HealthFMCS Case No. 240201-03200 - Allina Health<custom:Link urlOnly="true" type="Component" destination="tcm:1075-662890" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-27T19:46:59Z1075662890/bms/assets/FMCS%20Case%20No.%20240201-03200%20-%20Allina%20Health_tcm1075-662889.pdf2024-12-27T19:49:17ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">UNFI Wholesale, Inc. & Teamsters 120 </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Rolland C. Toenges </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Unilateral Implementation of ESST </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">After failing to come to agreement on CBA changes to handle the new Earned Sick and Safe Time law, ER unilaterally implemented its proposal to use existing vacation leave to meet requirements of ESST. Union filed grievance over changes made, taking position it should receive another 48 hours in addition to the vacation leave currently granted under CBA. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained</strong> ER ordered to cease and desist from taking CBA earned vacation benefits for ESST and to make whole any employee from whom vacation time was taken for ESST.</p>0FMCS Case No. 240111-02639 UNFI Wholesale, Inc.FMCS Case No. 240111-02639 UNFI Wholesale, Inc.<custom:Link urlOnly="true" type="Component" destination="tcm:1075-661928" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-27T19:44:21Z1075661928/bms/assets/FMCS%20Case%20No.%20240111-02639%20-%20UNFI%20Wholesale%2C%20Inc._tcm1075-661926.pdf2024-12-27T19:44:51ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Breakthru Beverage Minnesota & Teamsters 792</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Stephen F. Befort</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Holiday Scheduling/Past Practice</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Grievance filed after night crew required to work night of Thanksgiving Day rather than the historic Wednesday before. ER argued schedule revised to meet business needs, was allowed under CBA, and proper notice was given.</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> Parties previous past practice does not override the CBA for several reasons: zipper clause precludes it from having binding effect, factual circumstances around the practice have changed (security issues/weather concerns at new plant location), and is a matter properly reserved for management discretion (scheduling).</p>0FMCS Case No. 240221-03742 Breathru Beverage MinnesotaFMCS Case No. 240221-03742 Breathru Beverage Minnesota<custom:Link urlOnly="true" type="Component" destination="tcm:1075-661192" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-13T20:37:35Z1075661192/bms/assets/FMCS%20Case%20No.%20240221-03742%20Breathru%20Beverage%20Minnesota_tcm1075-661188.pdf2024-12-13T20:38:31ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">ISD 423 Hutchinson Public Schools & EDMN ESPs </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven R. Stromquist</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Special education paraprofessional discharged 6 months after incident where he slapped student on head and grabbed by arm to remove from classroom. Union filed grievance citing lack of due process. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong> District had just cause to discharge grievant for the incident.</p>0BMS Case No. 24PA0934BMS Case No. 24PA0934 - ISD 423, Hutchinson<custom:Link urlOnly="true" type="Component" destination="tcm:1075-660684" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-11T21:09:46Z1075660684/bms/assets/24PA0934%20-%20ISD%20423%2C%20Hutchinson_tcm1075-660683.pdf2025-05-13T15:20:07ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Metro Transit & ATU Local 1005 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Robert Altman </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Suspension/ Termination and Arbitrability</div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Mechanic suspended and later terminated for series of random drug test failures (inability to produce sample, then subsequent failure for illegal substance). Grievance filed citing medical conditions that could have led to shy bladder and independent hair follicle test absent for drugs. ER challenged arbitrability based on timelines in the grievance process. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Arbitrable but Grievance Denied. </strong> ER had just cause to terminate under strict interpretation and application of the random drug test policies in place, medical providers did not concur that any underlying medical issues or prescriptions would have impacted ability to produce sample. Hair follicle test not a recognized part of DOT drug testing protocols. Lack of interest or effort on part of ER to raise question of arbitrability prior to the hearing was noted by the arbitrator.</div>0BMS Case No. 24PA0932BMS Case No. 24PA0932<custom:Link urlOnly="true" type="Component" destination="tcm:1075-660891" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-12-05T16:17:38Z1075660891/bms/assets/24PA0932%20-%20Metro%20Transit_tcm1075-660890.pdf2024-12-31T21:25:41ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Bimbo Bakeries & Teamsters Local 346 </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Nancy J. Miller-Levin </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Unilateral Implementation of ESST </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Contract does not provide for sick leave. Grievance filed when ER unilaterally decided to provide state mandated Extended Sick and Safe Time leave by taking from vacation and floating holiday leave provided in the collective bargaining agreement. ER argued allowed for more flexibility for EEs, union argued it impacted the guaranteed time off protections that exist with current leaves in contract. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained</strong> ER violated the contract by requiring use of vacation and floating holiday to provided mandated ESST time. Must negotiate any changes with the union, while complying with both the state law and existing contract provisions. Ordered to Cease and Desist, make any impacted EEs whole, and restore any vacation or floating holiday hours that had been converted for sick leave.</p>0FMCS Case No. 240311-04281FMCS Case No. 240311-04281<custom:Link urlOnly="true" type="Component" destination="tcm:1075-652409" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-11-07T17:18:08Z1075652409/bms/assets/FMCS%20Case%20No.%20240311-04281%20-%20Bimbo%20Bakeries_tcm1075-652408.pdf2024-11-07T17:18:47ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Department of Corrections & AFSCME Council 5, Unit 8 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator James Abelson </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue 1: Demotion Issue 2: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Corrections officer demoted for violations of multiple DOC and state policies. Subsequently terminated when it was found the incident report he submitted as evidence had been falsified, back dated and contained a copied or forged supervisor's signature. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Issue 1. Sustained Issue 2. Denied </strong> While the initial grievance related to demotion was sustained (citing would have been appropriate to issue a written reprimand), the subsequent policy violations and submitting falsified documents did justify the later decision to terminate.</div>0BMS Case No. 22PA0963 BMS Case No. 22PA0963<custom:Link urlOnly="true" type="Component" destination="tcm:1075-652330" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-11-06T21:12:12Z1075652330/bms/assets/22PA0963%20-%20MMB%20DOC_tcm1075-652318.pdf2024-12-11T21:12:39ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml"><em>(Formerly 25VP0097)</em>
<br />
City of Crosby & Teamsters 346 </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml">Working Foreman (and veteran) required to have CDL and operate all equipment was discharged after losing CDL as a result of a DWI. Union argued disparate treatment from other DWI occurrences, lax enforcement of CDL requirement, and ability (but refusal) to approve Ignition Interlock System agreement. Eligibility for CDL reinstatement in a year. </div>
<div xmlns="http://www.w3.org/1999/xhtml"> </div>
<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied.</strong> Discharge upheld. Both contract and city policy make having a CDL a required condition of employment for his position. Previous staff DWI's have not had the same impact on CDL, grievant supervised and was responsible for those not obtaining their CDL upon employment, and there is no obligation for the city to agree to an IIS or find alternative work.</div>0BMS Case No. 25PA0097BMS Case No. 25PA0097<custom:Link urlOnly="true" type="Component" destination="tcm:1075-652155" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-11-06T18:13:06Z1075652155/bms/assets/25PA0097%20-%20City%20of%20Crosby_tcm1075-652149.pdf2024-11-06T18:13:34ZArbitration Award Summaries646747eng<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">City of St Paul </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">Teamsters Local 120 </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">Arbitrator Gregory L. Failor, Gregory L. </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">Issue: 1. Suspension 2.Restricted Access </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; text-indent:.5in;line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family: "Open Sans",sans-serif;mso-fareast-font-family:"Times New Roman";color:#000033; mso-font-kerning:0pt;mso-ligatures:none"> </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">Grievant issued a 30-day suspension for violation of Workplace Conduct policy related to an encounter with a new female office manager in the breakroom. ER also restricted access to building A to prevent further interactions between the two. Union argued length of suspension excessive compared to previous disciplines issued, and for a longtime EE with limited previous discipline. </span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto; line-height:normal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none">Issue 1: Denied Issue 2: Sustained</span></strong><span style="font-size:10.0pt;font-family:"Open Sans",sans-serif; mso-fareast-font-family:"Times New Roman";color:#000033;mso-font-kerning:0pt; mso-ligatures:none"> ER had just cause to impose 30-day suspension. Lesser disciplines given for other violations of this policy involved 1:1 interaction. This occurred in front of a large number of other employees. However, isolation in the workplace is punitive and in violation of just cause and discipline articles in the contract. ER ordered to lift restriction preventing EE from entering building A, and allow him to begin and end his workday there</span><span style="font-size:10.0pt;mso-fareast-font-family: "Times New Roman";mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; color:#000033;mso-font-kerning:0pt;mso-ligatures:none">.</span></p>0(No Case #) City of St. Paul and Teamsters Local 120(No Case #) City of St. Paul and Teamsters Local 120<custom:Link urlOnly="true" type="Component" destination="tcm:1075-651078" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-30T16:16:26Z1075651078/bms/assets/City%20of%20St%20Paul%20and%20Teamsters%20Local%20120_tcm1075-651077.pdf2024-10-31T16:28:33ZArbitration Award Summaries646747engISD 696 Ely & Ely Education Minnesota
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Arbitrator Stephan F. Befort
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Issue: Insurance Brokerage Fees Union filed grievance claiming ER inflating insurance costs by adding brokerage commissions to rates charged without bargaining with the union. ER argues it disclosed the charges and union was not timely in filing grievance from when it approved the school district's change in insurance provider.
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<strong xmlns="http://www.w3.org/1999/xhtml">Grievance Sustained.</strong> ER ordered to cease and desist requiring bargaining unit employees to pay for the brokerage fees assessed the District. Parties encouraged to discuss additional remedies.0BMS Case No. 24PA1622BMS Case No. 24PA1622<custom:Link urlOnly="true" type="Component" destination="tcm:1075-650191" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-22T20:38:24Z1075650191/bms/assets/24PA1622%20-%20ISD%20696%2C%20Ely_tcm1075-650188.pdf2024-10-22T20:39:37ZArbitration Award Summaries646747engWright County & Wright County Deputies Association
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Arbitrator: Frank E Kapsch, Jr.
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Issue: Holiday Premium Pay
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County observance of Veterans Day Holiday in 2023 was Friday, Nov 10th.Per Personnel Policy M-F EEs received that day off. Contract for Deputies only addresses if not working on the 11th get regular holiday pay; those working the 11th received premium holiday rate. EEs working in School Resource Officer positions at school districts who had class on the 10th did not receive a day off, nor did they receive double-time holiday pay for those hours worked. ER pointed out contract specifically designates November 11th as the holiday, and that past practice is consistent.
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<strong xmlns="http://www.w3.org/1999/xhtml">Grievance Denied.</strong> ER handled payment of this holiday consistent with the collective bargaining agreement and the same as it had in 2017, the last time November 11th fell on a Saturday. No evidence presented that bargaining unit member had ever received holiday premium pay for a date not specifically enumerated in the contract.0BMS Case No. 24PA0900BMS Case No. 24PA0900<custom:Link urlOnly="true" type="Component" destination="tcm:1075-650179" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-18T19:48:44Z1075650179/bms/assets/24PA0900%20-%20Wright%20County_tcm1075-650176.pdf2024-10-22T20:08:43ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Monarch Healthcare Osseo & SEIU Healthcare MNIA 663
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Arbitrator Joseph L. Daly
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Issue: Termination
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Grievant terminated for insubordination after refusing to bathe resident on 3 separate occasions when told to do so by her direct supervisor. Union argued ER did not conduct a fair investigation.
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<strong>Grievance Denied.</strong> ER presented clear and convincing evidence grievant was insubordinate, refused to do her assigned job, and deliberately delayed in carrying out her job duties. Just grounds for termination. </p>0FMCS Case No. 240430-05750FMCS Case No. 240430-05750<custom:Link urlOnly="true" type="Component" destination="tcm:1075-650149" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-17T16:08:34Z1075650149/bms/assets/FMCS%20Case%20No.%20240430-05750_tcm1075-650148.pdf2024-10-22T16:09:14ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Minnesota Management and Budget & Veteran </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator John ODonnell </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Veterans Preference Termination </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Veteran terminated for conduct that included violations of State and DOC policies after failing to report for shifts and failing to properly report a criminal investigation/arrest. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied</strong>. Decision to terminate upheld and affirmed.</p>0BMS Case No. 24VP1061BMS Case No. 24VP1061<custom:Link urlOnly="true" type="Component" destination="tcm:1075-649556" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-15T18:35:25Z1075649556/bms/assets/24VP1061%20-%20Minnesota%20Mangement%20%26%20Budget_tcm1075-649552.pdf2024-10-16T18:36:05ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">New Harmony Care Center & UFCW 1189 </div>
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<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator James Abelson </div>
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<div xmlns="http://www.w3.org/1999/xhtml">Issue: Final Written Warning </div>
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<div xmlns="http://www.w3.org/1999/xhtml">Nursing Assistant had 6 instances of discipline, coaching and counseling in 3 years related to not treating patients with dignity and respect. Issued a Final Written Warning after 2 additional incidents of being rude. </div>
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<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Denied.</strong> Rules concerning Patient Rights are clear, Grievant is well aware of the Rules, and has been counseled numerous times about her rude treatment of some residents. Employer was justified in expecting the Grievant to understand what it means to be “rude” and to modify her behavior accordingly.</div>0FMCS Case No. 231101-00801 FMCS Case No. 231101-00801<custom:Link urlOnly="true" type="Component" destination="tcm:1075-652329" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-09T14:32:34Z1075652329/bms/assets/FMCS%20Case%20No.%20231101-00801_tcm1075-652320.pdf2024-11-07T15:34:40ZArbitration Award Summaries646747eng<div xmlns="http://www.w3.org/1999/xhtml">Met Council & ATU Local 1005 </div>
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<div xmlns="http://www.w3.org/1999/xhtml">Arbitrator James Abelson </div>
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<div xmlns="http://www.w3.org/1999/xhtml">EE in safety sensitive position terminated for failing required random drug test because unable to produce a sample due to shy bladder. Was not made aware of shy bladder exam set up by ER, so did not attend appointment in alloted time and thus considered a refusal. Clerical error (name spelled wrong) made it impossible to find records in system. Union argued due process violations because not made aware of concerns or given opportunity to explain, present medical evidence, or share his side of story. </div>
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<div xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained </strong> Investigation flawed and unfair. Grievant returned to former position with full backpay, minus any earnings during the period of termination.</div>0BMS Case No. 22PA2451BMS Case No. 22PA2451<custom:Link urlOnly="true" type="Component" destination="tcm:1075-652328" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-09T14:31:12Z1075652328/bms/assets/22PA2451%20-%20Met%20Council_tcm1075-652316.pdf2024-11-07T15:34:40ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">City of Cottage Grove & Cottage Grove Police Officers Federation</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Stephan F. Befort</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Alteration of Benefits </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Grievance filed after union discovered ER giving credit to new hires for prior experience in determining level of annual leave and longevity benefits rather than those outlined in contract. ER argued contract provides a floor and does not prevent them from offering benefits that exceed the CBA minimums. </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance Sustained</strong>. ER ordered to cease and desist offering benefits that differ from the CBA without bargaining with the union, rescind the enhanced longevity benefits provided to new hires following the filing of grievance, credit all unit EEs who did not received offer of enhanced benefits an additional 40 hours of personal leave, subject to the maximum of 240 hours per year</p>0BMS Case No. 24PA0964BMS Case No. 24PA0964<custom:Link urlOnly="true" type="Component" destination="tcm:1075-649554" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-10-07T18:26:19Z1075649554/bms/assets/24PA0964%20-%20City%20of%20Cottage%20Grove_tcm1075-649551.pdf2024-10-16T18:31:57ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Itasca County & Law Enforcement Labor Services, Inc.</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator James Abelson </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Interest Arbitration </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Union proposed increase to shift differential, a 3% general wage increase each year of the contract, and market increase for correctional deputies and sergants. ER's position is no increase to shift diff, no market adjustments and internal pattern (2%, 2%,2.65% for general wage increases). </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Award: GWA's 2022:3% 2023:3% 2024:3%</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"> Market Adj: 2022:3% 2023:2% 2022:1% </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Jail facility expanded, population has doubled. Recruiting and retaining difficulties result in multiple vacancies at a time when compensation levels have trended downward. Internal pay equity not created by the settlement of 90% of employees represented by a single union. Union awarded proposed increase to shift differential.</p>0BMS Case No. 23PN1568BMS Case No. 23PN1568<custom:Link urlOnly="true" type="Component" destination="tcm:1075-649553" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-27T18:24:12Z1075649553/bms/assets/23PN1568%20-%20Itasca%20County_tcm1075-648558.pdf2024-10-16T18:24:56ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">ISD 625 St Paul Schools & Teamsters Local 320 </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Arbitrator Jeffrey W. Jacobs</p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Issue: Termination </p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml">Educational Assistant removed from remainder of summer term assignment after requesting use of paid leave time to leave country during the summer session. District argued summer term is not covered by the collective bargaining agreement. Separate S term policy manual clearly states that employees only paid for the days they actually work, and are hired with expectation they work the entire session. <strong> </strong></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong>Grievance denied</strong>. Should have clearly understood that he would not have been hired had the District had prior knowledge he was not available to work the entire session.</p>0BMS Case No. 20PA0461BMS Case No. 20PA0461<custom:Link urlOnly="true" type="Component" destination="tcm:1075-648564" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-12T15:37:31Z1075648564/bms/assets/20PA0461%20-%20ISD%20625%2C%20St.%20Paul_tcm1075-648557.pdf2025-08-19T16:11:09ZArbitration Award Summaries646747eng<p xmlns="http://www.w3.org/1999/xhtml">Met Council & ATU Local 1005</p>
<p xmlns="http://www.w3.org/1999/xhtml">Arbitrator Steven G. Hoffmeyer
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Issue: Termination
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Driver issued progressive discipline following series of responsible accidents, including those occurring in August '22 and March '23, which resulted in termination.
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<strong>Grievance Denied</strong>. Termination Upheld. Both disciplines imposed for the separate incidents were just and merited.</p>0BMS Case No. 24PA1007BMS Case No. 24PA1007<custom:Link urlOnly="true" type="Component" destination="tcm:1075-648534" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-12T14:17:34Z1075648534/bms/assets/24PA1007%20-%20Met%20Council_tcm1075-648532.pdf2025-08-19T16:11:09ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">St Francis Medical Center & SEIU Healthcare </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Arbitrator Stephen F, Befort </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Issue: Overpayment and ULP </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">EE's shift change resulted in overpayment of overtime. ER attempted to work out re-payment plan directly with EE, until union representation requested and brought in. Grievance filed for directly communicating to the EE, threatening collections and an Unfair Labor Practice charge filed to NLRB. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none"><strong>Sustained in part</strong>. ER did not have written voluntary acceptance to change EE's work schedule. However, it did not actually recover the overpayment via salary deductions. It was noted this was an effort to correct an error, not an attempt to adjust the EE's rate of pay.</span></p>0FMCS 240109-02562FMCS 240109-02562<custom:Link urlOnly="true" type="Component" destination="tcm:1075-648573" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-03T15:57:58Z1075648573/bms/assets/FMCS%20Case%20No.%20240109-02562%20%20-%20Allina%2C%20St.%20Francis%20Hospital_tcm1075-648562.pdf2024-10-08T15:58:53ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">City of Duluth & AFSCME Council 5 </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Arbitrator Frank Kundrat</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Issue: Suspension & Demotion </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">HEO/union steward issued 15 day suspension for statements made to fellow EEs regarding their participation in an investigatory interview.ER points out threatening nature of words used, and that none of the EEs had requested his assistance for union representation. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><strong><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Sustained in part</span></strong><span style="font-size:10.0pt; mso-ascii-font-family:Calibri;mso-ascii-theme-font:minor-latin;mso-hansi-font-family: Calibri;mso-hansi-theme-font:minor-latin;mso-bidi-font-family:Calibri; mso-bidi-theme-font:minor-latin;mso-ligatures:none">. 15 day suspension upheld as just cause existed and union steward immunity did not apply. However, would be excessive to demote long-time employee with no previous discipline record.</span></p>0BMS Case No. 24PA1147BMS Case No. 24PA1147<custom:Link urlOnly="true" type="Component" destination="tcm:1075-648571" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-03T15:55:00Z1075648571/bms/assets/24PA1147%20-%20City%20of%20Duluth_tcm1075-648561.pdf2024-10-08T15:58:48ZArbitration Award Summaries646747eng<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size: 10pt;">Minneapolis Park and Rec Board & LiUna Local 363 </span><span style="font-size: 10pt;"> </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Arbitrator Jeffrey W. Jacobs</span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Issue: Past Practice </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none">Grievance filed once LOA over repudiation of past practice for bid process went into effect. Parties failed to reach agreement on an alternative method and default was back to existing contract language. Union claimed Spring Re-Bid and Winter Preference procedures were not included in the repudiation as they do not exist in current contract language, and preference is not a bid. </span></p>
<p class="MsoNormal" xmlns="http://www.w3.org/1999/xhtml"><span style="font-size:10.0pt;mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin;mso-hansi-font-family:Calibri;mso-hansi-theme-font: minor-latin;mso-bidi-font-family:Calibri;mso-bidi-theme-font:minor-latin; mso-ligatures:none"><strong>Denied in part</strong>. Grievance related to Spring Re-Bid denied. Grievance related to Winter Preference sustained as it is not a "bid" and was not specifically mentioned in the LOA Repudiation</span></p>0BMS Case No. 24PA0833BMS Case No. 24PA0833<custom:Link urlOnly="true" type="Component" destination="tcm:1075-648568" templateURI="tcm:0-0-0" origin="tcm:0-0-0" />2024-09-03T15:45:34Z1075648568/bms/assets/24PA0833%20-%20Minneapolis%20Park%20and%20Recreation%20and%20Board_tcm1075-648559.pdf2024-10-08T15:55:29Z