A long-running dispute between the city of Grand Marais and its labor union came a step closer to resolution May 14 when city councilors approved a memorandum of understanding and a grievance settlement that will allow former head lifeguard Charles Christiansen to resume his employment with the city – albeit in a different position.
However, the actions do not necessarily mean an end to the sometimes contentious situation – union members still have to approve the agreements in an as-yet unscheduled meeting.
Christiansen, who worked for the city for 20 years before being laid off when the municipal swimming pool was closed in January, invoked his union right to continue employment with the city in another position. Since then, the city and representatives of AFSCME Local 66 have been talking back and forth about possible solutions, including Christiansen’s right to bump another employee with less seniority, award him a vacant position, or create a new job tailored to his abilities.
It was the latter option that council decided on.
The memorandum of understanding spells out the duties and job description of a property maintenance laborer, and adds that position to the streets department. The union approved the terms of the new job only the night before council’s approval. Councilor Bill Lenz, who was a member of the city’s negotiating team, said the job was created with Christiansen in mind. “It’s an area in which we can use someone 12 months of the year,” he said. “It just made sense.”
Mayor Larry Carlson said the union was not interested in such a position a month or two ago, but members have since changed their thinking. At council’s prior meeting, union representatives appeared before council to ask that Christiansen be given the vacant parks facilities manager.
Once the memorandum of understanding was approved, council turned its attention to the grievance settlement, and along with City Attorney Chris Hood reviewed the lengthy document in detail, discussing several mundane elements such as “whereases” and “wherefores,” to 17 more pertinent articles designed to protect the city against future disputes or litigation. Hood explained that he and council did not want to compromise any of the language contained in the agreement, but said the council could choose to accept some of the union’s objections and capitulate on some concessions if need be.
According to the attorney, the settlement paperwork was put together only two days before council’s meeting, and thus had not been completely vetted by councilors. The documents they reviewed contained clauses and suggestions offered by the union.
In the end, council approved the settlement agreement as drafted, “with modifications by the union and further modified by the city attorney.” It was generally believed that the union would accept the changes and job description, and that Christiansen would accept the new job.
The terms of the agreement call for Christiansen to receive a wage of $19.85 per hour (which is what he was paid before being laid off, but above the wage scale of the position description), back pay for time missed and restoration of full city benefits including paid health insurance premiums for the three months of missed work.
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