HomeMy WebLinkAbout2496ORDINANCE NO. 2496
AN ORDINANCE of the City of Port Angeles
establishing a pay plan for the employees
represented by Teamsters Local #589 (Clerk/
Dispatcher and Sworn Officer Units) for
the period of January 1, 1988, through
December 31, 1988, and providing for the
payment thereof.
THE CITY COUNCIL OF THE CITY OF PORT ANGELES DOES
ORDAIN as follows:
Section 1. Effective January 1, 1988, through December
31, 1988, the wages for the classifications noted below are
hereby adopted as follows:
Monthly Steps
A B C D E F
Clerk /Dispatcher 1428 1499 1575 1653 1735 1822
Office & Communica-
tions Supervisor 1836 1928 2025 2126
Animal Control
Officer 1530 1607 1687 1771 1859 1952
Parking Enforce-
ment Officer 1321 1394 1476 1540 1610 1691
Police Officer 2011 2105 2200 2294 2389
Police Sergeant 2589 2676
Section 2. The above wages shall paid in bi- weekly
installments per accounting procedures established by the City of
Port Angeles, and shall be paid within five (5) working days
after the end of the payroll period, or as soon thereafter, per
procedures established by the City of Port Angeles.
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PASSED by the City Council of the City of �Port Angeles
at a regular meeting of said Council held on the 2 / day of
, 1988.
ATTEST:
Michelle Maike, City Clerk
APPRO
Craig D
AS TO FORM:
PUBLISHED:
n, City Attorney
.tune 24, 1988
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U U }1v,,.
M A Y O R
•
AGREEMENT BETWEEN
THE
CITY OF PORT ANGELES
AND
TEAMSTERS UNION LOCAL #589
(SWORN OFFICERS UNIT)
JANUARY 1, 1988 - DECEMBER 31, 1990
•
TEAMSTERS LOCAL #589
SWORN OFFICERS UNIT
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - GENERAL PROVISIONS PAGE NO.
Section A - Purpose 1
Section B - Agreement 1
Section C - Recognition 1
Section D - Savings Clause 1
Section E - Non - Discrimination 2
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights 3
Section B - Union Security 3
Section C - Payroll Deductions 4
Section D - Personnel Policy and Procedures 5
Section E - Record Keeping 5
Section F - Personnel Records 5
Section G - Labor - Management Committee 5
Section H - Police Department Employee Bill
of Rights 6
ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work 7
Section B - Shift Rotation 8
Section C - Response Time 8
Section D - Relatives Working in the Police
Department 8
Section E - Work Stoppage 8
ARTICLE IV -
Section
Section
Section
Section
Section
Section
Section
Section
Section
Section
COMPENSATION
A - Wages
B - Longevity Pay
C - Overtime
D - Stand -by /Call -Back
E - Compensatory Time
F - Educational Incentive Pay
G - Tuition Reimbursement
H - Higher Class Pay
I - Uniform Allowance
J - Field Training Officer Pay
ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Sick Leave
Section C - Holidays
ARTICLE VI - HEALTH BENEFITS
ARTICLE VII - GRIEVANCE PROCEDURE
ARTICLE VIII - DURATION OF AGREEMENT
•
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ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
This Contract, entered into by the City of Port Angeles,
hereinafter referred to as the City, and the Teamsters Union,
Local #589, hereinafter referred to as the Union, has as its
purpose the setting forth of the full and entire understanding of
the parties regarding the matters set forth herein, reached as
the result of negotiations regarding wages, hours, and other
terms and conditions of employment of employees covered by this
Contract.
Section B - Agreement
A. The rules contained herein constitute the entire
Agreement between the City of Port Angeles, hereinafter referred
to as the City, and the employees of the Port Angeles Police
Department, represented by the Teamsters Union Local #589,
hereinafter referred to as the Union, concerning wages, hours and
conditions of employment.
B. The parties acknowledge that each has had the unlimited
right and opportunity to make demands and proposals with respect
to any matter deemed a proper subject for collective bargaining.
The results of the exercise of that right are set forth in this
Agreement. Therefore, except as otherwise provided in this
Agreement, the parties voluntarily and unqualifiedly agree to
waive the right to oblige the other party to bargain with respect
to any subject or matter not specifically referred to or covered
in this Agreement.
Section C - Recognition
The City recognizes the Union as the exclusive bargaining
representative for purposes of establishing wages, hours, and
conditions of employment. The terms and conditions set forth
herein shall apply to employees in the following classifications:
Police Officer;
Police Sergeant.
The Union agrees to provide, in writing, the name of the
shop steward(s) and such notice and any changes thereto shall be
provided to the Personnel Manager.
Section D - Savings Clause
The City and the Union agree that should any portion of this
Agreement be contrary to present or future State or Federal laws,
both parties agree to mutually resolve the conflicts. Neither
the City nor the Union shall be penalized or hold the other party
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responsible for conflicts which might arise. Any new provisions
shall have no effect on the remaining provisions of this Agree-
ment.
• Section E - Non - Discrimination
•
The City and the Union agree that they will not discriminate
against any employee by reason of race, creed, age, color, sex,
national origin, religion, handicapped status, or marital status,
or membership or non - membership in the Union.
Wherever notations are used in the masculine gender, they
are intended to apply equally to either gender.
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ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights
The City and its management representatives shall retain all •
customary rights, powers, functions, and authority normally re-
served by management consistent with State law, local ordinances,
and Department rules and regulations. This management rights
section does not give Management the right to change or modify
the existing negotiated contractual language of the Agreement.
The Management rights shall include but not be limited to the
following:
A. The City retains its rights to manage and operate the
Department except as may be limited by an express provision of
this Agreement.
B. Set standards of service, establish Department policy/
procedures, work rules /regulations, safety procedures, and
personnel policies and procedures.
C. Select, increase, diminish or change equipment,
vehicles, machinery, etc., including the introduction of any and
all new, improved or automated methods or equipment.
D. Assign work and establish work schedules.
E. Engage in all types of personnel transactions and
disciplinary proceedings in accordance with established ordi-
nances and rules, and Department Policy and Procedures Manual.
F. Effect a reduction in authorized positions because of a
lack of work, fiscal limitations, organizational changes, or
other legitimate reason.
G. Determine the number and classifications of personnel.
H. Take any action necessary to carry out its mission in
an emergency.
Section B - Union Security
A. It shall be a condition of employment that all employ-
ees covered by this Agreement who are members of the Union in
good standing on the execution date of this Agreement shall
remain members in good standing. It shall also be a condition of .
employment that all employees covered by this Agreement and hired
on or after its execution date shall by the thirtieth (30th) day
following initial hire, become and remain members in good stand-
ing in the Union, or in lieu thereof, pay each month a service
charge equivalent to initiation fees and Union dues, paid to the
Union, toward the administration of this Agreement.
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If objections to joining the Union are based on bona
fide religious tenets and the employee objects to joining the
Union because of such beliefs, the employee shall pay an amount
of money equivalent to initiation fees and Union dues to a non-
religious charity or to another charitable organization mutually
agreed upon by the employee and the Union. The employee shall
furnish written proof to the Union that such payment has been
made. If the employee and the Union do not reach agreement on
the charitable organization, the Public Employment Relations
Commission shall designate the charitable organization.
B. The Union agrees that membership in the Union will not
be denied or terminated for any reason other than the failure of
the employee covered by this Agreement to tender the initiation
fee, Union dues or service charge. The parties agree that if an
employee fails to fulfill the obligation in (1) above, the Union
shall provide the employee and the City with thirty (30) days'
notification of the employee's failure to comply with this
Section and during this period, the employee shall make restitu-
tion in the amount which is due or the City shall terminate
employment.
C. The City shall notify the Union of new employees within
thirty (30) days of employment.
D. Indemnification Clause: The Union agrees to indemnify
and hold the City harmless from any liabilities of any nature
which may arise as a result of the application of this Article.
Section C - Payroll Deductions
A. Upon written authorization of an employee, the City
shall deduct monthly dues from the salary of each employee and
shall transmit such amount to the Union, and will withhold any
other specified portion of an employee's salary for U.S. Savings
Bonds, United Way contributions, optional insurance coverage
provided by the City, and D.R.I.V.E. contributions.
B. The Union shall hold the City harmless against any
claims brought against the City arising out of the City making a
good faith effort to comply with this Section.
C. The employee shall be allowed to withdraw from auto-
matic payroll deduction of Union dues with thirty (30) days'
notice in writing to the Personnel Office.
D. Payroll deductions for other authorized withholdings,
noted above, except Union dues, shall be subject to data process-
ing limitations.
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Section D - Personnel Policy and Procedures
Except where this Contract is different, wages, hours, holi-
days, sick leave, vacation and related working conditions shall
be in accordance with the current City Personnel Policies and
Procedures and Salary Ordinance. Personnel benefits in the
Personnel Resolution shall not be changed during the life of this
Agreement, except changes in related working conditions which
shall be negotiated with the Union.
Section E - Record Keening
The City shall maintain records of overtime and time off and
such records system will be made available to employees.
Section F - Personnel Records
The City and the Union recognize that the employee's offi-
cial personnel file relative to any personnel actions (i.e.,
promotion, disciplinary actions, performance evaluations, pay
status, etc.) shall be kept and maintained in the Personnel
Office. Departments may keep and maintain employee personnel
files but such information in the Department files shall not be
used relative to taking personnel actions, unless such
information is also contained or referenced in the official
personnel file.
Any employee may review his /her personnel file in the
Personnel Office or within the Department upon request, with
reasonable notice, and may have a copy of any information
contained in the file.
Whenever a Department Head places information concerning the
employee in the official personnel file, a copy will be provided
to the employee. If such information is the result of disciplin-
ary action or an unsatisfactory performance evaluation, the
employee may submit a rebuttal which shall be made part of the
employee's personnel file. Such a response by the employee
shall be within thirty (30) working days of receipt of the
disciplinary action or performance evaluation and be of reason-
able length.
Section G - Labor - Management Committee
In the interest of developing mutual trust and open communi-
cation between the parties and improve employee /employer rela-
tions, the parties agree to establish a labor- management commit-
tee to meetat times as mutually agreed upon.
The members of this Committee for the City shall be the City
Manager, the Personnel Manager, and the Police Chief, and others
designated by the City Manager.
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•
The members of this Committee for the Union shall be the
respective business agent for the Local and two employees from
the bargaining unit, and others that may need to attend who are
affected by an issue under discussion. Attendance by other on-
duty employees is permitted as long as staffing needs are
adequately met and with approval of the Department Head.
Section H - Police Department Employee Bill of Riqhts
Employees covered by this Agreement shall be entitled to the
protection of the Port Angeles Police Department Employee Bill of
Rights.
A. Prior to an employee being questioned relative to a
possible disciplinary matter, the employee will be apprised of
the issue and the nature of the complaint or issue under investi-
gation. The employee shall be provided with written notice in
advance of any disciplinary actions (excluding verbal or written
reprimands). The written notice shall include specific charges,
citing the alleged violation of a rule /regulation, etc., and an
opportunity to respond to the charges.
B. Any questioning of an employee shall be at a reasonable
hour, preferably when the employee is on duty, unless the circum-
stances of the investigation dictate otherwise. When practic-
able, such questioning shall be scheduled during the day time.
C. The investigation and questioning of the employee
(which shall not violate the employee's constitutional rights)
shall take place at the Port Angeles Police Department, except
when impractical. The employee shall be afforded an opportunity
and facilities to contact and consult privately with an attorney
or representative of his own choosing before being questioned,
who may be present during questioning.
D. The questioning shall not be overly long and the
employee shall be entitled to such reasonable intermissions as he
shall request for personal necessities, meals, telephone calls,
and rest periods.
E. The employee shall not be subjected to offensive
language nor be threatened as a guise to attempt to obtain his
resignation. No promises or rewards shall be made as an
inducement to answer questions.
F. No employee covered by this Agreement shall be required
to take or be subjected to a lie detector or similar test as a
condition of continued employment.
G. This Police Department Bill of Rights only applies to
disciplinary actions and related investigations, excluding cases
of criminal investigations.
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ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
A. Work Week: The normal hours on duty for shift person-
nel shall be established by the City so that the average hours
worked in any week shall be composed of five consecutive eight
(8) hour shifts and two (2) consecutive shifts off duty. The
City may require overlapping shifts if needed. Starting time
for all regular shifts shall be as follows:
For Patrol, times for all regular shifts are:
Days: 7:00 A.M. to 3:00 P.M.
Swing: 3:00 P.M. to 11:00 P.M.
Graveyard: 11:00 P.M. to 7:00 A.M.
For Detectives, times for all regular shifts are:
Days: 8:00 A.M. to 5:00 P.M.
Overlapping or extra shifts, when needed,
scheduled 24 hours in advance, unless an emergency
situation exists.
Seven days' advance notice will be provided
changes to the above shift time schedule, unless an
manpower situation exists.
will be
manpower
prior to
emergency
B. Work Day: The normal work day shall consist of eight
(8) consecutive working hours in a 24 -hour period (separated at
the approximate mid -point by a meal period, if appropriate, as
defined below). The starting and ending times of the work day
shall be determined by the City.
C. Rest Periods: The City shall provide two 15- minute
rest periods; one in the first half and one in the second half of
the work shift. Such rest periods may not be permitted if
Departmental operations would be affected.
Rest periods, if not taken as scheduled by the super-
visor, shall not be accrued and taken beyond the current shift.
D. Meal Periods: "On -Call" employees, as determined by
the City, shall have as part of their 8 -hour shift, a 30- minute
paid meal period. Employees not designated as "on- call" shall •
have either a 30- minute or 60- minute non -paid meal period, as
scheduled by the Department. The supervisor shall determine the
time during the employee's shift when the meal period is
granted.
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Detectives on stand -by are excluded from application of
this Section.
• Section B - Shift Rotation
The City may, at its discretion, change an employee's work
shift. In the event of shift rotations, the City shall provide a
minimum of seven (7) calendar days' advance notice to the
employees affected, as determined by the Police Chief.
The City shall not pay overtime to employees resulting from
a relief sergeant shift.
•
Section C - Response Time
An employee subject to call -back shall reside within a 30-
minute response time from the Police Department Headquarters.
Driving time shall be calculated using the lawful speed limits.
Section D - Relatives Working in the Police Department
If employees in the Police Department become related through
marriage or cohabitation, which may result in a problematic,
questionable, or preferential supervisor /subordinate relationship
in the judgment of the Police Chief, the City will make a reason-
able effort to change shifts of the individuals affected. How-
ever, the City reserves the exclusive right to terminate, trans-
fer, or re- assign one of the individuals involved, if necessary,
to resolve operational or personnel problems in managing the
Police Department. Prior to terminating an employee because of
this policy, the City shall make reasonable effort to transfer
the individual to another position. The Union reserves the right
to be consulted prior to any decision on this matter.
Section E - Work Stoppages, Strikes, or other Concerted Work
Actions
The City and the Union agree that the public interest
requires efficient and uninterrupted municipal services, and to
this end, pledge their support to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement,
the Union and the employees covered by this Agreement shall not
engage in any work stoppage, strike, work slow -down, sick -out, or
any other concerted activity which may, in any manner, interfere
with public safety, municipal services, or be construed as
contrary to the objective above.
It is further understood that employees who engage in any
such actions as noted above shall be subject to any disciplinary
action as may be determined by the City. Employees shall be held
responsible for any financial losses suffered by the City as a
result of such work actions.
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ARTICLE IV - COMPENSATION
Section A - Wages - Three -Year Agreement
A. Effective January 1, 1988, increase wages by 2% for •
employees covered by the Contract, which is reflected in the
following salary schedule:
Police Officer
Police Sergeant
A B C D E
2011 2105 2200 2294 2389
2589 2676
B. Effective January 1, 1989, employees covered by this
Agreement will receive a 2% wage increase, plus any applicable
increases noted below, resulting from the compensation study.
The City and the Union agree to conduct a compensation
study for the classifications covered in the bargaining unit.
The compensation study will be conducted after the survey cities'
C.O.L.A.s are implemented (i.e, about May, 1989). The survey
cities and criteria are attached. The results of the study will
be implemented retroactive to January 1, 1989. If inequity
adjustments are 5% or less, the amount will be implemented
effective January 1, 1989. If inequity adjustments are over 5 %,
the amount of the inequity adjustment over 5% will be implemented
January 1, 1990.
C. Effective January, 1990, employees covered by this
Agreement will receive a cost of living increase equal to 80% of
the Seattle Consumer Price Index (CPI) Jan. -Jan. "W" index, with
a minimum of 2% and maximum of 4 %.
Section B - Longevity Pay
The City agrees to pay longevity premiums as follows, com-
puted upon the monthly base wages:
Completion of five (5) years City service, 2 %;
Completion of ten (10) years City service, a total of
4 %;
Completion of fifteen (15) years City service, a total
of 6 %;
Completion of twenty (20) years City service, a total •
of 8 %.
Longevity premiums shall be paid beginning with the first
full pay period following the completion of the eligibility
requirements. For the purpose of determining eligibility for
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longevity premiums, City service shall be limited to time served
in good standing as a regular full -time employee of the Port
Angeles Police Department covered by this Agreement.
• Section C - Overtime Compensation
•
A. Overtime hours are those compensable hours which the
employee is assigned to work in excess of forty (40) hours in the
work week or eight (8) hours in the work day.
B. Overtime hours worked shall be paid at the rate of time
and one -half the employee's regular rate of pay.
C. Overtime pay shall not be compounded with any other
form of premium compensation paid to the employee.
D. Overtime work is a condition of employment when called
upon to meet the operational needs of the Department. However,
the Department shall attempt to assign overtime in a fair and
equitable manner whenever possible. Overtime will be offered by
descending seniority and assigned by ascending seniority.
E. If such time or service is on any day which is observed
as a contractual holiday, except that whenever the major portion
of a shift falls on such day, work performed during the entire
eight (8) hour shift shall constitute overtime worked.
F. If an employee is required to report to a regularly
scheduled new shift with less than a lapse of twelve (12) hours,
in such an event, the employee shall earn pay at the overtime
rate until such a rest period is granted. This sub - section shall
not apply to the relief sergeant shift or whenever an employee is
deprived of the twelve (12) hours rest period as a result of a
change of work hours at his /her own request.
Section D - Stand -BV /Call -Back
A. Stand -by hours are those hours in which the Police
Department requires an employee to remain "on- call" for possible
work outside his /her normal work schedule, when assigned by a
supervisor. The employee on stand -by shall be required to wear a
paging device or carry a portable radio (as determined by the
City) to be reached when needed, and /or remain within the range
of the pager /radio or telephone.
B. Stand -by Compensation: An employee on stand -by
assignment shall receive $50 per week.
C. Call Back Compensation: An employee called back to
work on other than his /her normal work schedule shall be com-
pensated a minimum of two (2) hours at the overtime rate of pay.
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Hours worked beyond the two (2) hour minimum shall continue to be
paid at the overtime rate until relieved of duty.
Court time, on other than the employee's regular work
schedule, shall be compensated as call -back.
Section E - Compensatory Time
A. No employee will be allowed to accumulate more than 88
hours of comp time.
B. An employee on compensatory time off shall be deemed to
be on official leave with pay status.
C. Any compensatory time credits which have been actually
taken by an employee shall be included in computing the hours of
his /her work week.
D. An employee who notifies his /her Department Head
promptly or substantiates to the satisfaction of his /her
Department Head that he /she was sick on a scheduled day of
compensatory time off may request that a day of sick leave be
taken rather than previously scheduled compensatory time.
Use of compensatory time shall be by mutual agreement
with the employee and his /her supervisor or the Department Head.
The Department Head or employee's supervisor shall make
all reasonable efforts to accommodate a request for compensatory
time off when made at least seven (7) days but not more than
thirty (30) days in advance. This section shall also apply to
floating holidays.
E. An employee may choose to add comp time to his bank as
long as his bank does not exceed the 88 -hour maximum.
Section F - Educational Incentive Pay
The City, to encourage and improve the proficiency of its
employees, offers employees covered by this Agreement the
following Educational Incentive Pay program:
A one -year increment of 1% of the monthly base pay for
completion of 45 semester hours in law enforcement - related
subjects. To retain this educational incentive pay, the
employee must complete six semester hours annually.
A one -year increment of 2.5% of the monthly base pay for
completion of 90 semester hours in law enforcement - related
subjects. To retain this educational incentive pay, the
employee must complete two semester hours annually. A
permanent increment of 4% of the monthly base pay shall be
paid for attainment of a two -year degree in a law enforce-
ment- related subject. A permanent increment of 6% of the
monthly base pay shall be given for attainment of a four -
year degree in a law enforcement - related subject.
All law enforcement subjects shall be as approved by the
Washington State Training Commission and meet the necessary
requirements of an accredited college or university.
All new employees having college credits in other than
Peninsula College shall have such credits transferred to
Peninsula College for qualification for the educational
incentive pay. This shall not apply to employees who have
completed a two- or four -year degree program in law
enforcement at another accredited college.
All employees with less than two years' City service as a
police officer shall not be eligible for educational
incentive pay. The City Manager may waive these exclusions
at his discretion.
Section G - Tuition Reimbursement
Costs for tuition and books of qualified educational courses
shall be 25 percent paid by the officer and 75 percent paid by
the City, except where funding is provided by another agency, in
which case the City shall provide 75 percent of the unfunded
portion.
In itemizing costs, an employee shall not include his time
as a reimbursable expense.
Nothing in this Section will interfere with the Chief of
Police to require an employee's attendance in training seminars
or other law enforcement - oriented training.
Section H - Higher Class Pav
When an employee is assigned to work in a higher classifica-
tion for two (2) or more consecutive hours, the employee shall be
paid higher class pay at the beginning salary for the higher
class for the duration of the assignment, calculated to the
nearest 30 minutes.
Section I - Uniform Maintenance Allowance
A. Each Police Officer shall receive a full seasonal
uniform and $400 for the first calendar year and a uniform
maintenance allowance of $250 per calendar year thereafter. This
includes officers assigned to the Detective Division who wear
civilian clothes. Effective in the third year of this Agreement
(1990), the uniform allowance will be increased from $250 per
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year to $275 per year for Police Officers and Police Sergeants,
and employees assigned as Detectives shall receive $300 per year.
B. The required uniform is provided for in the Department •
Policy /Procedures Manual.
C. Only those items listed in the Police Department Policy
and Procedures Manual may be purchased with uniform allowance
funds. The Department retains the right to determine if the
article purchased is an approved part of the uniform, is of
acceptable quality, and is in conformance with Department
standards.
D. The Police Chief retains the right to supply uniform or
equipment articles from supplies on hand rather than authorizing
the employee to purchase new uniform articles.
E. The employee agrees to maintain and repair his /her
uniform and have available for inspection upon notice.
F. All articles purchased by the City will be the property
of the City and will be returned prior to leaving City service
(i.e., retirement, termination, etc.)
G. The City agrees to reimburse 50% of the cost of a
bullet -proof vest, approved by the Police Department.
Application of this portion of the Agreement shall apply only
once every five (5) years.
Section J - Field Training Officer Pav
The City agrees to pay a Police Officer assigned and func-
tioning as a Field Training Officer $4 per day.
•
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ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Vacation leave shall accrue to each employee covered by this
Agreement, as follows:
Annual Hrs.
Accrual
Days Per Max. Accrual
Year Hours
1 - 5 continuous years
of City service 80 10 200
6 - 10 continuous years
of City service 120 15 280
11 - 15 continuous years
of City service 160 20 360
16 - 20 continuous years
of City service 200 25 440
21 & over continuous years
of City service 240 30 520
Vacation may be taken only upon completion of one full year's
service. Thereafter, vacation credit earned may be taken upon
proper authorization, per Department procedures. Application for
such leave shall be made in advance and is subject to Depart-
mental approval. The maximum accrual of vacation leave is noted
in the preceding chart. Employees shall be paid for unused
vacation leave at their final base hourly rate (i.e., straight
time) upon leaving City service, except for terminations during
the employee's new hired probationary period. Probationary
employees hired prior to signing this Agreement are exempt from
this payoff limitation.
If an employee has prior approval for vacation and is called
back to work once his vacation has started, the employee will be
compensated at the overtime rate of pay for the time which
interfered with scheduled vacation.
Section B - Sick Leave
A. The use of sick leave benefits is considered a privi-
lege and not a right, and may only be used in the event of
actual illness or disability to the employee or family members as
provided for in this Contract.
In the event of a serious illness to an employee who
has exhausted his /her sick leave accrual, the City Manager, at
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his discretion, may advance sick leave credits upon expiration of
accrued sick leave credits.
B. Sick Leave Accrual. Sick leave shall accrue at the
rate of 8 hours per month for all employees covered by this
Agreement, except LEOFF I covered employees, who shall accrue at
the rate of 4 hours per month. The maximum accrual of sick leave
credits shall be limited to 150 days (1,200 hours).
C. Notification Requirements. An employee requesting sick
leave usage must provide the proper notice as established in the
Police Department Policy and Procedures Manual. When sick leave
extends to three or more consecutive days, the employee may be
required to provide proof of illness from a medical doctor if the
request is made before the employee returns to work. Misuse of
sick leave shall be considered cause for disciplinary action.
D. Use of Sick Leave. Sick leave may be used for the
following:
1. Illness or injury to the employee, on or off the
job, resulting in an inability of the employee to perform his /her
work.
2. Illness /injury to the employee's immediate family
requiring the attendance of the employee to medically care for
the family member. Proof of this medical need may be requested
by the City in the form of a doctor's verification. Such sick
leave is limited to one day per incident, unless specifically
approved by the Police Chief.
"Immediate Family" for sick leave and funeral
leave benefits shall include only persons related by blood or
marriage or legal adoption, which includes parent, wife, husband,
brother, sister, child, grandparents or grandchild, and any
relative living in the employee's household.
Employees on approved sick leave will continue to
accrue sick leave.
3. Funeral Leave: Sick leave may be used for pur-
poses of attending a funeral of a family member. Funeral leave
shall be limited to not more than three consecutive days per
instance, unless specifically approved by the Police Chief.
4. Maternity Leave: Illness /disability resulting
from pregnancy, miscarriage, or childbirth shall be charged to
sick leave and then, if necessary, to vacation accrual. Upon
expiration of paid leave (sick leave, vacation, holiday time,
etc.), an employee may request a maternity leave of absence
without pay. Maternity leave of absence shall not exceed six (6)
-15-
•
months, including all paid or unpaid leave, except if determined
medically necessary and certified by a physician.
5. Paternity Leave: The Department Head may approve
a leave of absence of up to 30 days for an employee to assist the
mother of his newborn child or caring for their child (natural or
adopted). Such time off shall be taken first from accrued
vacation and then leave without pay.
A request for paternity leave must be submitted in
writing at least sixty (60) days in advance of the requested
leave start date. The leave of absence, if approved, may not
begin more than thirty (30) days before the anticipated delivery
date or date of adoption, nor extend beyond thirty (30) days
after the delivery date or date of adoption.
6. Payment of Unused Sick Leave: The City shall pay
20% of accumulated sick leave upon retirement (normal or dis-
ability) or death of the employee after completion of ten (10)
or more consecutive years of service. Payment of such sick leave
shall be calculated at the employee's base rate of pay.
Section C - Holidays
The following are
Agreement:
the holidays provided for under this
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas
One Floating Holiday
A. Scheduling the Floating Holiday shall be determined by
mutual agreement between the Police Chief and the employee, with
seven (7) days' minimum advance notice.
B. Effective July 1, 1988, prorated for holidays remaining
in the 1988 calendar, an employee covered by this Agreement shall
in January of each calendar year, receive 88 hours of holiday
time (10 named holidays plus one floating holiday = 88 hours)
credited to his /her holiday time bank.
The first six (6) days off (in 8 -hour increments) used
as paid leave during the year, excluding sick leave, shall be
deducted from this holiday bank. Such holiday time off shall be
taken in the same manner as vacation, except no holiday time may
be carried over from one calendar year to the next.
C. An employee has the option of selling back for cash a
maximum of five of the holidays (excluding the floating holiday)
-16-
at any time during the year, in increments of eight (8) hours.
Such cash -out of holidays shall be at the employee's regular
hourly rate of pay.
D. If an employee works on a holiday named above, the •
employee shall receive pay at the rate of time and one -half for
all hours worked on the holiday.
E. If an employee leaves City service, any holidays cashed
out or holiday credit used from the holiday bank will be
reconciled, based upon the number of holidays which have occurred
during employment during that year.
F. For those employees working Monday through Friday, when
one of the above holidays falls on Saturday, the preceding Friday
shall be observed. When such holiday falls on a Sunday, the
following Monday shall be observed.
•
-17-
ARTICLE VI - HEALTH BENEFITS
During the term of this Agreement, the City agrees to
provide employees and eligible dependents medical, prescription,
and vision benefit coverage equal to the current level of
benefits through the City's Self- Insurance Program. The City
agrees not to modify the level of benefits for the duration of
the Agreement except by mutual consent of the parties. The
current level of benefits is equal to or better than the
Teamsters benefits in place when the City converted to a self -
insured program.
Dental Coverage: Effective July 1, 1988, dental coverage
for employees covered by this Agreement shall be provided through
the Teamsters Dental Plan "E" (level of benefits noted in North-
west Teamsters Dental Trust, Plan E, dated December 1, 1986).
For these benefits, the City agrees to pay a monthly premium of
$28.60 per eligible employee. During the life of this Contract,
the City agrees to increase the premium up to $2.90 per month
(total premium of $31.50) if premium increases occur in 1989 or
1990. Any increases beyond this amount will be shared equally
between the City and the employee, through payroll deductions.
The terms and conditions of such health benefits, eligi-
bility requirements, plan benefits and limitations, are provided
in the Plan summary provided to each employee.
The Union recognizes the need to contain the overall costs
of the Health Plan and agrees to promote the prudent use of such
benefits among its membership.
-18-
ARTICLE VII - GRIEVANCE PROCEDURE
Section A - Obiectives
To informally settle disagreements at the employee- super- •
visor level; to provide an orderly procedure to handle the
grievance through each level of supervision; to correct, if
possible, the cause of the grievance to prevent future com-
plaints; to promote harmonious relations among employees, their
supervisors, and Departmental administrators; to assure fair and
equitable treatment of employees; to resolve grievances at the
Departmental level before appeal to higher levels.
Section B - Definitions
The following terms, as used in this Article, shall have the
following meaning:
Grievance: A complaint by an employee or a Union representative
concerning the interpretation or application of this Agreement.
A grievance may be filed when the employee believes an injustice
has been done because of unfair application of a policy or an
alleged violation of any term or condition of this Agreement.
Working Dav: Exclusive of Saturday, Sunday, and legal holidays.
Employee: Any employee of the classified service of the City of
Port Angeles Police Department covered by this Agreement.
Immediate Supervisor: The person who assigns, reviews, or
directs the work of an employee.
Superior: The person to whom an immediate supervisor reports.
Representative: A person who appears on behalf of the employee.
Department Head: The Police Chief of the City of Port Angeles.
Section C - Exclusions
A. Work assignments, unless the complaint arises out of an
allegation that the employee was required to work in violation of
applicable sections of this Agreement.
B. Appeals involving demotions, dismissals, incremental
denials, suspensions, promotions, separations, and examination .
procedures. (These matters are within the Civil Service
Commission's authority.) Dismissals pursuant to Article III,
Section D, are subject to this grievance procedure, if the Civil
Service Commission denies hearing the employee's appeal.
C. Work performance evaluations.
-19-
D. Impasses in collective bargaining.
E. Grievances filed after twenty (20) working days from
date of occurrence, or after twenty (20) working days from the
date the employee had knowledge of an occurrence.
Section D - Time Limits
Time limits are established to settle grievances quickly.
Time limits may be extended by agreement of the parties. If the
grievant is not satisfied with the decision rendered, it shall be
the grievant's responsibility to initiate the action which sub-
mits the grievance to the next level of review within the time
limits specified. Failure of the employee to submit the
grievance within the time limits imposed shall terminate the
grievance process, and the matter shall be considered resolved.
Failure of the City to respond within the time limits specified
will allow the grievant to submit the grievance to the next
higher step of the grievance procedure.
Section E - The Parties' Rights and Restrictions
A. A party to the grievance shall have the right to record
a formal grievance meeting at the expense of the requesting
party.
B. An employee may have a representative present at all
steps of the grievance procedure.
C. Reasonable time in processing a grievance will be
allowed during regular working hours for the shop steward, with
advanced supervisory approval.
D. Nothing within this grievance procedure shall be
construed as limiting the right of management to manage the
affairs of the City.
E. Grievances of an identical nature, involving an alleged
violation of the same Article, Section, etc., concerning the same
subject matter, may be consolidated.
F. Confidential Communication. Any communication between
a member of the Union and any recognized Union representative
regarding a potential or actual employee grievance will be
defined as confidential.
G. The Union, as a representative, may file a grievance
alleging that the City has violated specific rights afforded the
employees covered by the Agreement. Such grievance shall be
filed directly at Step 2 (Department Head level), and shall be
bound by the time limitations and procedures set forth in the
grievance procedure.
-20-
Section F - Informal Grievance Disposition
Within twenty (20) working days from the occurrence of the
incident on which a complaint is based, or within twenty (20) •
working days from the employee's knowledge of the occurrence, the
employee will promptly and verbally meet to discuss the complaint
with his immediate supervisor. In those circumstances where the
nature of the complaint involves the immediate supervisor, the
employee may verbally discuss the complaint with the next higher
level of supervision, provided notification is given the imme-
diate supervisor by the employee. Such initial discussion shall
precede the use of the formal grievance procedure. If the
supervisor fails to reply to the employee within five (5) days of
the meeting, or if the employee is not satisfied with the de-
cision, the employee may utilize the formal grievance procedure.
Section G - Formal Grievance Procedure
Step 1
The formal grievance procedure shall be initiated by the
employee, stating the nature of the grievance, the alleged
violation by section or number, and the desired solution, in
writing on the City grievance form, together with any supporting
documents attached to the grievance form.
The grievance form and any supporting documents shall be
delivered to the supervisors with whom the informal meeting was
held, no later than fifteen (15) working days from the date of
the close of the informal meeting. The supervisor shall hold a
formal meeting with the employee to review the facts, gather all
supporting documents, discuss the complaint and desired solution,
and discuss the proper appeal procedure. The supervisor will
issue a written decision on the original grievance form within
five (5) days of the close of the formal meeting.
Step 2
If the employee feels the immediate supervisor has not
resolved the grievance, the employee may appeal to the Department
Head. At this time, all supporting documents and evidence rela-
tive to the grievance shall be included with the appeal. The
Department Head shall hold a formal meeting with the employee and
his representative, if requested, within ten (10) days from the
date of the appeal receipt, and attempt to settle the grievance.
A decision shall be made, in writing, on the original III
grievance form, to the employee by the Department Head within ten
(10) days from the close of the formal meeting.
-21-
Step 3
If the employee is not satisfied with the decision of the
Department Head, he may appeal the decision to the City Manager
within five (5) working days from receipt of the Department
Head's decision. In his appeal to the City Manager, all support-
ing documents must be attached to the grievance form, together
with the grievant's reason for appeal and stated remedy re-
quested.
The City Manager or his designee will review the original
grievance, all supporting documents, the Department Head's
response, and the remedy requested, and issue a written decision
within ten (10) days of receipt of the grievance.
Step 4 - City Council
If the grievant is not satisfied with the decision of the
City Manager, within five (5) days after receipt of the decision,
the grievant may submit the grievance to the City Manager's
Office for scheduling before the City Council.
The City Council shall hear the grievance at the next avail-
able Council meeting, or as agreed to by the parties. The
grievant(s) and representative(s) shall have an opportunity to
present their concerns before the City Council, together with all
supporting documents. The City Council shall issue its decision
in writing within ten (10) days from the hearing date, which
shall be final and binding upon the parties.
-22-
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 1988, and shall
remain in force through December 31, 1990, and shall remain in •
effect during the course of negotiations of a new Contract.
IN WITNESS WH REOF, we hereunto attach our signatures this
/.Sr day of , 1988.
CITY OF PORT ANGELES TEAMSTERS LOCAL #589
11!1,,, �. .�
Frank McPhee Douglas Bush 4
Teamsters Sec. /Treas. .
Mayor
David T. Flodstrom
City Manager
Robert Coons
Personne Manager
R. Du =ne Wolfe
Director of Admin. Services
Michae Cleland
Police Chief
-23-
arry Ko hler
Shop Steward
Tom Thomps
Business Representative
ADDENDUM TO THE AGREEMENT BETWEEN
THE CITY AND TEAMSTERS LOCAL #589
(SWORN OFFICERS UNIT)
• COMPENSATION STUDY SURVEY
•
1. The parties mutually agree to the following State of
Washington cities, population 15,000 - 29,999, to be used in
the compensation survey:
Lacey 15,270 Pullman 22,530
Mountlake Terrace 15,590 Lynnwood 24,000
Aberdeen 17,110 Walla Walla 25,590
Wenatchee 17,980 Edmonds 28,060
Pasco 18,420 Kent 28,620
Puyallup 19,400 Redmond 28,811
Kirkland 19,418 Olympia 28,990
Mercer Island 20,670 Longview 29,370
2. The items surveyed shall include "total compensation" and
include the following to arrive at a net hourly rate for
comparison:
a. Wages
b. Longevity pay @ 4%
c. Educational incentive pay @ 4%
d. Shift differential
e. Uniform allowance
f. Retirement
g. Workers Compensation @ $0.30 /hour
h. Scheduled work hours /week
i. net hours worked
j. Vacation
k. Holidays
1. Other bonus pay received; e.g., health incentive bonus
(3 -year average), signing bonus, or any other form of
pay in which 50% or more of employees in the unit
receive such pay or bonus.
Compare survey data on (a) entry level officer; (b) officer
after completion of 10 years' service with a 2 -year degree.
HRFM.5
-24-
ORDINANCE NO. 2496
AN ORDINANCE of the City of Port Angeles
establishing a pay plan for the employees
represented by Teamsters Local #589 (Clerk/
Dispatcher and Sworn Officer Units) for
the period of January 1, 1988, through
December 31, 1988, and providing for the
payment thereof.
THE CITY COUNCIL OF THE CITY OF PORT ANGELES DOES
ORDAIN as follows:
Section 1. Effective January 1, 1988, through December
31, 1988, the wages for the classifications noted below are
hereby adopted as follows:
Monthly Steps
8 B Q Q & f
Clerk /Dispatcher 1428 1499 1575 1653 1735 1822
Office & Communica-
tions Supervisor 1836 1928 2025 2126
Animal Control
Officer 1530 1607 1687 1771 1859 1952
Parking Enforce-
,. ment Officer 1321 1394 1476 1540 1610 1691
Police Officer 2011 2105 2200 2294 2389
Police Sergeant 2589 2676
Section 2. The above wages shall paid in bi- weekly
installments per accounting procedures established by the City of
Port Angeles, and shall be paid within five (5) working days
after the end of the payroll period, or as soon thereafter, per
procedures established by the City of Port Angeles.
•
•
PASSED by the City Council of the City of Port Angeles
at a r g� ular meeting of said Council held on the pZ /zt day of
, 1988.
ATTEST:
Michelle Maike, City Clerk
APPRO
AS TO FORM:
Craig D
, City Attorney
PUBLISHED: ,luny 24., 1488
/l
M A Y O R
AGREEMENT BETWEEN
THE
CITY OF PORT ANGELES
AND
TEAMSTERS UNION LOCAL #589
(CLERK /DISPATCHER UNIT)
JANUARY 1, 1988 - DECEMBER 31, 1990
TEAMSTERS LOCAL #589
CLERK /DISPATCHER UNIT
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - GENERAL PROVISIONS PAGE NO.
Section A - Purpose 1
Section B - Full Understanding, Modification,
and Waiver 1
Section C - Recognition 1
Section D - Savings Clause 2
Section E - Non - Discrimination 2
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights 3
Section B - Union Security 3
Section C - Payroll Deductions 4
Section D - Personnel Policy and Procedures 5
Section E - Record Keeping 5
Section F - Personnel Records 5
Section G - Labor- Management Committee 5
Section H - Police Department Employee Bill
of Rights 6
ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work 8
Section B - Response Time 9
Section C - Relatives Working in the Police
Department 9
Section D - Work Stoppage 9
ARTICLE IV -
Section
Section
Section
Section
Section
Section
Section
COMPENSATION
A - Wages
B - Overtime Compensation
C - Call -Back Compensation
D - Compensatory Time Accrual
E - Tuition Reimbursement
F - Uniform Maintenance Allowance
G - Higher Class Pay
ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Sick Leave
Section C - Holidays
ARTICLE VI - HEALTH BENEFITS
ARTICLE VII - GRIEVANCE PROCEDURE
ARTICLE VIII - DURATION OF AGREEMENT
•
PAGE NO.
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13
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15
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20
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ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
This Contract, entered into by the City of Port Angeles,
hereinafter referred to as the City, and the Teamsters Union,
Local #589, hereinafter referred to as the Union, has as its
purpose the setting forth of the full and entire understanding of
the parties regarding the matters set forth herein, reached as
the result of negotiations regarding wages, hours, and other
terms and conditions of employment of employees covered by this
Contract.
Section B - Full Understanding, Modifications, and Waiver
A. This Contract sets forth the full and complete agree-
ment of the parties regarding the matters set forth herein, and
any other prior or existing agreement by the parties, whether
formal or informal, regarding any such matters are hereby super-
seded or terminated in their entirety.
B. Except as specifically provided herein, it is agreed
and understood that each party hereto voluntarily and unquali-
fiedly waives its right and agrees that the other shall not be
required to negotiate with respect to any subject or matter
covered herein, or with respect to any other matters within the
scope of negotiations, during the term of this Contract.
C. No agreement, alteration, understanding, variation,
waiver, or modification of any of the terms or provisions of this
Contract shall be binding upon the parties unless made and
executed in writing by the parties hereto.
D. The waiver of any breach, term, or condition of this
Contract by either party shall not constitute a precedent in
future enforcements of terms and provisions of this Contract.
E. The City may not enter into a separate agreement with
an employee which is inconsistent with this Contract.
Section C - Recognition
The City recognizes the Union as the exclusive bargaining
representative for purposes of establishing wages, hours, and
conditions of employment. The terms and conditions set forth
herein shall apply to employees in the following classifications:
Clerk /Dispatcher
Parking Enforcement Officer
Animal Control Officer
Office and Communications Supervisor.
-1-
•
The Union agrees to provide, in writing, the name of the
shop steward and such notice and any changes thereto shall be
provided to the Personnel Manager.
Section D - Savings Clause
The City and the Union agree that should any portion of this
Agreement be contrary to present or future State or Federal laws,
both parties agree to mutually resolve the conflicts. Neither
the City nor the Union shall be penalized or hold the other party
responsible for conflicts which might arise. Any new provisions
shall have no effect on the remaining provisions of this Agree-
ment.
Section E - Non - Discrimination
The City and the Union agree that they will not discriminate
against any employee by reason of race, creed, age, color, sex,
national origin, religion, handicapped status, or marital status.
Wherever notations are used in the feminine gender, they
are intended to apply equally to either gender.
-2-
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights
The City and its management representatives shall retain all
customary rights, powers, functions, and authority normally re-
served by management consistent with State law, local ordinances,
and Department rules and regulations. This management rights
section does not give Management the right to change or modify
the existing negotiated contractual language of the Agreement.
The Management rights shall include but not be limited to the
following:
A. The City retains its rights to manage and operate the
Department except as may be limited by an express provision of
this Agreement.
B. Set standards of service, establish Department policy/
procedures, work rules /regulations, safety procedures, and
personnel policies and procedures.
C.
vehicles
all new,
D.
Select, increase, diminish or change equipment,
, machinery, etc., including the introduction of any and
improved or automated methods or equipment.
Assign work and establish work schedules.
E. Engage in all types of personnel transactions and
disciplinary proceedings in accordance with established ordi-
nances and rules, and Department Policy and Procedures Manual.
F. Effect a reduction in authorized positions because of a
lack_ of work, fiscal limitations, organizational changes, or
other legitimate reason.
G. Determine the number and classifications of personnel.
H. Take any action necessary to carry out its mission in
an emergency.
•
Section B - Union Security
A. It shall be a condition of employment that all employ-
ees covered by this Agreement who are members of the Union in •
good standing on the execution date of this Agreement shall
remain members in good standing. It shall also be a condition of
employment that all employees covered by this Agreement and hired
on or after its execution date shall by the thirtieth (30th) day
following initial hire, become and remain members in good stand-
ing in the Union, or in lieu thereof, pay each month a service
charge equivalent to initiation fees and Union dues, paid to the
Union, toward the administration of this Agreement.
-3-
If objections to joining the Union are based on bona
fide religious tenets and the employee objects to joining the
Union because of such beliefs, the employee shall pay an amount
of money equivalent to initiation fees and Union dues to a non-
religious charity or to another charitable organization mutually
agreed upon by the employee and the Union. The employee shall
furnish written proof to the Union that such payment has been
made. If the employee and the Union do not reach agreement on
the organization, the Public Employment Relations Commission
shall designate the charitable organization.
B. The Union agrees that membership in the Union will not
be denied or terminated for any reason other than the failure of
the employee covered by this Agreement to tender the initiation
fee, Union dues, or service charge. The parties agree that if an
employee fails to fulfill the obligation in (1) above, the Union
shall provide the employee and the City with thirty (30) days'
notification of the employee's failure to comply with this
Section and during this period, the employee shall make restitu-
tion in the amount which is due or the City shall terminate
employment.
C. The City shall notify the Union of new employees within
thirty (30) days of employment.
D.
and hold
which may
Section C
Indemnification Clause: The Union agrees to indemnify
the City harmless from any liabilities of any nature
arise as a result of the application of this Article.
- Payroll Deductions
A. Upon written authorization of an employee, the City
shall deduct monthly dues from the salary of each employee and
shall transmit such amount to the Union, and will withhold any
other specified portion of an employee's salary for U.S. Savings
Bonds, United Way contributions, optional insurance coverage
provided by the City, and D.R.I.V.E. contributions.
B. The Union shall hold the City harmless against any
claims brought against the City arising out of the City making a
good faith effort to comply with this Section.
C. The employee shall be allowed to withdraw from auto-
matic payroll deduction of Union dues with thirty (30) days'
notice in writing to the Personnel Office.
D. Payroll deductions for other authorized withholdings,
noted above, except Union dues, shall be subject to data process-
ing limitations.
-4-
Section D - Personnel Policy and Procedures
Except where this Contract is different, wages, hours, holi-
days, sick leave, vacation and related working conditions shall
be in accordance with the current City Personnel Policies and
Procedures and Salary Ordinance. Personnel benefits in the
Personnel Resolution shall not be changed during the life of this
Agreement, except changes in related working conditions which
shall be negotiated with the Union.
Section E -
A time
of overtime
able to the
Record Keeping
system shall be used in keeping a Departmental record
and time off and this record system is to be avail -
employees.
Section F - Personnel Records
The City and the Union recognize that the employee's offi-
cial personnel file relative to any personnel actions (i.e.,
promotion, disciplinary actions, performance evaluations, pay
status, etc.) shall be kept and maintained in the Personnel
Office. Departments may keep and maintain employee personnel
files but such information in the Department files shall not be
used relative to taking personnel actions, unless such informa-
tion is also contained or referenced in the official personnel
file.
Any employee may review her personnel file in the Personnel
Office or within the Department upon request, with reasonable
notice, and may have a copy of any information contained in the
file.
Whenever a Department Head places information concerning the
employee in the official personnel file,a copy will be provided
to the employee. If such information is the result of disciplin-
ary action or an unsatisfactory performance evaluation, the
employee may submit a rebuttal which shall be made part of the
employee's personnel file. Such a response by the employee
shall be within thirty (30) working days of receipt of the
disciplinary action or performance evaluation and be of reason-
able length.
Section G - Labor - Management Committee
In the interest of developing mutual trust and open communi-
cation between the parties and improve employee /employer rela-
tions, the parties agree to establish a labor- management commit-
tee to meet at times as mutually agreed upon.
-5-
The members of this Committee for the City shall be the City
Manager, the Personnel Manager, and the Police Chief, and others
designated by the City Manager.
The members of this Committee for the Union shall be the
respective business agent for the Local and two employees from
the bargaining unit, and others that may need to attend who are
affected by an issue under discussion. Attendance by other
employees is permitted as long as staffing needs are adequately
met and with approval of the Department Head.
Section H - Police Department Employee Bill of Rights
Employees covered by this Agreement shall be entitled to the
protection of the Port Angeles Police Department Employee Bill of
Rights.
A. Prior to an employee being questioned relative to a
possible disciplinary matter, the employee will be apprised of
the issue and the nature of the complaint or issue under investi-
gation. The employee shall be provided with written notice in
advance of any disciplinary actions (excluding verbal or written
reprimands). The written notice shall include specific charges,
citing the alleged violation of a rule /regulation, etc., and an
opportunity to respond to the charges.
B. Any questioning of an employee shall be at a reasonable
hour, preferably when the employee is on duty, unless the circum-
stances of the investigation dictate otherwise. When practic-
able, such questioning shall be scheduled during the day time.
C. The investigation and questioning of the employee
(which shall not violate the employee's constitutional rights)
shall take place at the Port Angeles Police Department, except
when impractical. The employee shall be afforded an opportunity
and facilities to contact and consult privately with an attorney
or representative of his own choosing before being questioned,
who may be present during questioning.
D. The questioning shall not be overly long and the
employee shall be entitled to such reasonable intermissions as he
shall request for personal necessities, meals, telephone calls,
and rest periods.
E. The employee shall not be subjected to offensive
language nor be threatened as a guise to attempt to obtain his
resignation. No promises or rewards shall be made as an
inducement to answer questions.
F. No employee covered by this Agreement shall be required
to take or be subjected to a lie detector or similar test as a
condition of continued employment.
-6-
G. This Police Department Bill of Rights only applies to
disciplinary actions and related investigations, excluding cases
of criminal investigations.
-7--
-
ARTICLE III - WORKING CONDITIONS
• Section A - Hours of Work
•
A. Work Week: The normal work week shall be 40 working
hours consisting of five (5) consecutive days on duty and two (2)
consecutive days off.
B. Work Day: The normal work day shall consist of eight
(8) consecutive working hours in a 24 -hour period (separated at
the approximate mid -point by a meal period). The starting and
ending times of the work day shall be determined by the City.
C. Assignment of employees to shifts and the setting of
starting times for all shifts shall remain within the rights of
the City.
D. Employees shall be assigned to either an eight (8) hour
or nine (9) hour work shift. The eight (8) hour shift shall be
eight (8) hours on duty, to include a half -hour on -call lunch
break. The nine (9) hour shift shall be eight (8) hours of duty
with an additional one -hour lunch break where the employee will
not be on call. A shift rotation schedule will be set up which
will allow for employees to have an opportunity to move from one
shift to another, based upon agreed criteria. The Supervisor
shall determine the time during the employee's shift when the
meal period is granted.
E. Seven days' advance notice will be provided prior to an
employee being assigned a change in shift time, except in cases
of an emergency.
F. Extra or overlapping shifts, when needed, will be
scheduled seven (7) days in advance, unless an emergency manpower
situation exists.
G. The City shall attempt to schedule two (2) 15- minute
rest periods, one in the first half and one in the second half of
the work shift. Such rest periods may not be permitted if
Departmental operations would be affected.
Rest periods, if not taken as scheduled by the super-
visor, shall not be accrued and taken beyond the current shift.
H. The City and the employees, through the Labor- Manage-
ment Committee, shall continue investigating the implementation
of alternative work schedules, subject to available funding.
-8-
Section B - Response Time
An employee subject to call -back shall reside within an area •
from where she can drive to the Police Department Building within
thirty (30) minutes after being called. Computation of time
shall be made, considering the drive to be made within the normal
speed limits.
Section C - Relatives Working in the Police Department
If employees in the Police Department become related through
marriage, or cohabitation, which may result in a problematic,
questionable, or preferential supervisor /subordinate relationship
in the judgment of the Police Chief, the City will make a reason-
able effort to change shifts of the individuals affected. How-
ever, the City reserves the exclusive right to terminate, trans-
fer, or re- assign one of the individuals involved, if necessary,
to resolve operational or personnel problems in managing the
Department. Prior to terminating an employee because of this
policy, the City shall make reasonable effort to transfer the
individual to another position. The Union reserves the right to
be consulted prior to any decision on this matter.
Section D - Work Stoppages, Strikes, or other Concerted Work
Actions
The City and the Union agree that the public interest
requires efficient and uninterrupted municipal services, and to
this end, pledge their support to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement,
the Union and the employees covered by this Agreement shall not
engage in any work stoppage, strike, work slow -down, sick -out, or
any other concerted activity which may, in any manner, interfere
with public safety, municipal services, or be construed as
contrary to the objective above.
It is further understood that employees who engage in any
such actions as noted above shall be subject to any disciplinary
action as may be determined by the City. Employees shall be held
responsible for any financial losses suffered by the City as a
result of such work actions.
-9-
•
ARTICLE IV - COMPENSATION
Section A - Wages
A. Effective January 1, 1988, increase wages by 2% for the
employees covered by the Contract, which is reflected in the
salary schedule as follows:
Clerk /Dispatcher
Office & Communica-
tions Supervisor
Animal Control
Officer
Parking Enforcement
Officer
Monthly Steps New Step
1428 1499 1575 1653 1735 1822
1836 1928 2025 2126 ( "D" is new step)
1530 1607 1687 1771. 1859 1952
1321 1394 1476 1540 1610 1691
B. Additionally, effective January 1, 1988, the parties
agree to add an additional step to the salary schedule for
classes covered by this Agreement in exchange for deleting
longevity pay.
C. Effective January 1, 1989, employees covered by this
agreement will receive a 2% wage increase, plus any applicable
increases noted below, resulting from the compensation study.
The City and the Union agree to conduct a compensation
study for the classifications covered in the bargaining unit.
The compensation study will be conducted after the survey cities'
C.O.L.A.s are implemented (i.e, about may, 1989). The survey
cities and criteria is attached. The results of the study will
be implemented retroactive January 1, 1989. If inequity adjust-
ments are 5% or less, the amount will be implemented effective
January 1, 1989. If inequity adjustments are over 5 %, the amount
over 5% will be implemented January 1, 1990. Wage adjustments
resulting from the compensation study are in addition to the 2%
cost of living increase.
D. Effective January, 1990, employees covered by this
Agreement will receive a cost of living increase of 80% of the
Seattle Consumer Price Index (CPI) Jan. -Jan. "W" index, with a
minimum of 2% and maximum of 4 %.
For the employee (Ruth Bemis) receiving 8% longevity
pay, the City will pay $65 per month longevity pay in 1988,
reducing to $45 /month in 1989, and $25 /month in 1990. There-
after, longevity pay will cease. Also, upon written notice of
-10-
retirement by Ms. Bemis, 12 months prior to the effective date,
the City will increase her base wage by three (3 %) percent. .
This special, one -time increase for this employee shall have no
precedent- setting effect upon any other employees.
Section B - Overtime Compensation
A. Overtime hours are those hours which the employee is
compensated in excess of forty (40) hours in the work week or
eight (8) hours in the work day, except change in daylight
savings time will not affect this Agreement.
B. Overtime hours worked shall be paid at the rate of time
and one -half the employee's regular rate of pay.
C. Overtime pay shall not be compounded with any other
form of premium compensation paid to the employee.
D. Overtime work is a condition of employment when called
upon to meet the operational needs of the Department. However,
the Department shall attempt to assign overtime in a fair and
equitable manner whenever possible. Overtime shall be offered on
the basis of descending seniority and assigned on the basis of
ascending seniority.
E. If an employee works on any day which is observed as a
contractual holiday, except that whenever the major portion of a
shift falls on such a day, work performed during the entire eight
(8) hour shift shall constitute overtime worked.
F. Time or service on the employee's scheduled days off,
with no change in the work schedule, shall constitute overtime.
G. If an employee is required to report to a regularly
scheduled new shift with a lapse of less than twelve (12) hours.
In such an event, the employee shall earn pay at the overtime
rate until such a rest period is granted. This subsection shall
not apply whenever an employee is deprived of the twelve (12)
hours rest period as a result of a change of work hours at her
own request.
Section C - Call -Back Compensation
An employee on off -duty status who is called back to duty .
will be credited with a minimum of two (2) hours of overtime and
paid at the rate of time and one -half for her regular rate of
pay. If employees are required to work longer than two hours,
the employee will be paid overtime for the hours worked. Court
attendance shall be considered "call- back" for the purposes of
application of this Section, unless such times falls within the
employee's normal work schedule.
Section D - Compensatory Time Accrual
A. An employee who is assigned to work overtime, or a non -
shift rotation employee assigned to work on a holiday may, at the
option of the employee, receive either cash or compensatory time
for such overtime hours, subject to the conditions of this
Section. An employee will be allowed to accumulate and maintain
up to forty (40) hours in her comp time bank for overtime hours
worked. If an employee uses a portion of this comp time accrual,
she may re- accumulate back to forty (40) hours. Overtime hours
worked in excess of this amount will be paid for in cash at the
overtime rate of pay.
B. Compensatory time chosen in lieu of cash will be
earned at the rate of one and one -half hours of comp time for
each hour worked, calculated to the nearest 30 minutes.
C. An employee on compensatory time off shall be deemed to
be on leave with pay status.
D. Any compensatory time credits which have been actually
taken by an employee shall be included in computing the hours of
her work week.
E. An employee who notifies her supervisor promptly or
substantiates to the satisfaction of the Department Head that
she was sick on a scheduled day of compensatory time off, may
request that a day of sick leave be taken rather than the
previously scheduled comp time.
F. Use of compensatory time shall be by mutual agreement
between the employee and the supervisor, with the understanding
that__ the employee will not be allowed to use comp time if a
replacement employee would be on scheduled overtime.
G. The Department Head or employee's supervisor shall make
reasonable efforts to accommodate a request for compensatory time
off when made at least seven days, but not more than thirty days,
in advance.
H. At the time of termination or resignation from service,
an employee shall be paid in cash for all compensatory time
credit earned but not yet taken as compensatory time off, based
upon her rate of pay at the time of termination or resignation.
However, in the case of employees belonging to the PERS I Retire-
ment System, payoff shall be in a manner as to not result in a
ballooning of the employee's retirement benefits.
-12-
Section E - Tuition Reimbursement
A. To encourage and improve proficiency of the employees,
the City encourages the taking of job - related educational courses
with the approval of the Department Head.
B. The City will reimburse 75% of the tuition, fees, and
book costs of courses that have been successfully completed. If
partial assistance is furnished by another agency, the City shall
provide 75% of the unfunded portion remaining. In any case, the
City's share will not exceed 75% of the total schooling costs.
In itemizing costs, an employee shall not include her time as a
reimbursable expense.
C. Nothing in this Section will interfere with the respon-
sibility of the Department Head to require attendance at train-
ing seminars or other job- oriented training courses necessary to
perform their duties. These shall be paid in full by the City.
Section F - Uniform Maintenance Allowance
A. Each Clerk /Dispatcher and Office Communication Super-
visor shall receive a full seasonal uniform and $250 for the
first calendar year and a uniform maintenance allowance of $185
per calendar year thereafter.
Each Animal Control Officer and Parking Enforcement
Officer shall receive a full seasonal uniform and $250 for the
first calendar year, and a uniform maintenance allowance of
$237.50 per calendar year thereafter.
B. The required uniform is provided for in the Department
Policy /Procedures Manual.
C. Only those items listed in the Police Department Policy
and Procedures Manual may be purchased with uniform allowance
funds. The Department retains the right to determine if the
article purchased is an approved part of the uniform is of
acceptable quality, and is in conformance with Department
standards.
D. The Department retains the right to supply uniform or
equipment articles from supplies on hand rather than authorizing
the employee to purchase new uniform articles.
E. The employee agrees to maintain and repair her uniform
and have available for inspection upon notice.
F. All articles purchased by the City will be the property
of the City and will be returned prior to leaving City service
(i.e., retirement, termination, etc.).
-13-
Section G - Higher Class Pay
When an employee is assigned to work in a higher classifica-
tion for two (2) or more consecutive hours, the employee shall be
paid higher class pay at the beginning salary for the higher
class for the duration of the assignment, calculated to the
nearest 30 minutes.
-14-
ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Vacation leave shall accrue to each employee covered by this
Agreement, as follows:
Annual Hrs.
Accrual
Days Per Max. Accrual
Year Hours
1 - 5 continuous years
of City service 80 10 160
6 - 10 continuous years
of City service 120 15 240
11 - 15 continuous years
of City service 160 20 320
16 - 20 continuous years
of City service 200 25 400
21 & over continuous years
of City service 240 30 480
Vacation may be taken only upon completion of one full year's
service. Thereafter, vacation credit earned may be taken upon
proper authorization, per Department procedures. Application for
such leave shall be made in advance and is subject to Depart-
mental approval. The maximum accrual of vacation leave is twice
the employee's annual accrual rate (refer to preceding chart).
Employees shall be paid for unused vacation leave at their final
base hourly rate (i.e., straight time) upon leaving City service,
except for terminations during the employee's initial hire
probationary period.
The parties further agree that the maximum number of vaca-
tion hours an employee under PERS I may be paid off upon retire-
ment (normal or disability) shall be 240 hours. Any vacation
hours accrued but unused beyond the 240 hours shall be scheduled
prior to such retirement.
•
If an employee has prior approval for vacation and is called
back to work once her vacation has started, the employee will be 0
compensated at the overtime rate of pay for the time which
interfered with scheduled vacation.
-15-
Section B - Sick Leave
A. The use of sick leave benefits is considered a privi-
lege and not a right, and may only be used in the event of
actual illness or disability to the employee or family members as
provided for in this Contract. In the event of a serious illness
to an employee who has exhausted her sick leave accrual, the
City Manager, at his discretion, may advance sick leave credits
upon expiration of accrued sick leave credits.
B. Sick Leave Accrual. Sick leave shall accrue at the
rate of 8 hours per month for all employees covered by this
Agreement, except LEOFF I covered employees, who shall accrue at
the rate of 4 hours per month. The maximum accrual of sick leave
credits shall be limited to 150 days (1,200 hours).
C. Notification Requirements. An employee requesting sick
leave usage must provide the proper notice as established in the
Police Department Policy and Procedures Manual. When sick leave
extends to three or more consecutive days, the employee may be
required to provide proof of illness from a medical doctor if the
request is made before the employee returns to work. Misuse of
sick leave shall be considered cause for disciplinary action.
D. Use of Sick Leave. Sick leave may be used for the
following:
1. Illness or injury to the employee, on or off the
job, resulting in an inability of the employee to perform her
work.
2. Illness /injury to the employee's immediate family
requiring the attendance of the employee to medically care for
the family member. Proof of this medical need may be requested
by the City in the form of a doctor's verification. Such sick
leave is limited to one day per incident, unless specifically
approved by the Police Chief.
"Immediate Family" for sick leave and funeral
leave benefits shall include only persons related by blood or
marriage or legal adoption, which includes parent, wife, husband,
brother, sister, child, grandparents or grandchild, and any
relative living in the employee's household.
• Employees on approved sick leave will continue to
accrue sick leave.
3. Funeral Leave: Sick leave may be used for pur-
poses of attending a funeral of a family member. Funeral leave
shall be limited to not more than three consecutive days per
instance, unless specifically approved by the Police Chief.
-16-
4. Maternity Leave: Illness /disability resulting
from pregnancy, miscarriage, or childbirth shall be charged to •
sick leave and then, if necessary, to vacation accrual. Upon
expiration of paid leave (sick leave, vacation, holiday time,
etc.), an employee may request a maternity leave of absence
without pay. Maternity leave of absence shall not exceed six (6)
months, including all paid or unpaid leave, except if determined
medically necessary and certified by a physician.
5. Paternity Leave: The Department Head may approve
a leave of absence of up to 30 days for an employee to assist the
mother of his newborn child or caring for their child (natural or
adopted). Such time off shall be taken first from accrued
vacation and then leave without pay.
A request for paternity leave must be submitted in
writing at least sixty (60) days in advance of the requested
leave start date. The leave of absence, if approved, may not
begin more than thirty (30) days before the anticipated delivery
date or date of adoption, nor extend beyond thirty (30) days
after the delivery date or date of adoption.
6. Payment of Unused Sick Leave: The City shall pay
20% of accumulated sick leave upon retirement (normal or dis-
ability) or death of the employee after completion of ten (10)
or more consecutive years of service. Payment of such sick leave
shall be calculated at the employee's base rate of pay.
7. Employees on disability leave after the required
waiting period shall receive $100 per week, which shall be
credited back to the employee in the form of sick leave. The
sick leave credit will be determined by dividing the employee's
hourly rate of pay by the $100 /week for credit of the sick leave.
Section C - Holidays
A. Shift Rotation Employees:
1. Each employee assigned to shift work, defined as a
work schedule subject to regular rotation of days off and /or duty
time, shall, on the first pay period in December, receive a
"holiday payment" consisting of forty (40) hours of straight time
pay at the employee's current rate of pay, representing the over-
time portion of the ten (10) contractual holidays, excluding the •
floating holiday.
2. Each employee shall, on January 1st of each calen-
dar year, receive ten (10) in -lieu holidays and one (1) floating
holiday to be granted as 88 hours of holiday time. Employees
hired during the year shall receive a pro- ration of the 88 hours
of holiday time based upon the number of holidays remaining in
the calendar year.
-17-
3. Employees who terminate during the calendar year
shall have their holiday time and holiday pay reconciled, if
necessary, from vacation accrual and /or final compensation. The
reconciliation holidays shall be the same as listed in Section B
below.
4. Holiday time has no cash value and cannot be
carried over to the next calendar year. An employee's maximum
vacation accrual is not affected by holiday time. Except
employees will be allowed to accrue more than the maximum
vacation accrual hours, if they have holiday time on the books.
5. Use of holiday time shall be by mutual agreement
between the employee and the supervisor.
6. If an employee has prior approval from the super-
visor for holiday time and is called back to work once her
holiday time has started, the employee will be compensated at the
overtime rate of pay for the time which interfered with scheduled
holiday time.
B. Non -Shift Rotation Employees
1. Non -shift rotation employees are defined as
employees who are normally assigned a day work shift in the
Records Section, Animal Control, and Parking Enforcement and who
do not normally rotate shifts. These employees observe the
contractual holidays by taking the day off.
employees:
2. The following are the paid holidays for non -shift
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas
One Floating Holiday
3. For those employees working Monday through Friday,
when a holiday falls on a Saturday, the preceding Friday shall be
observed. When a holiday falls on a Sunday, the following Monday
shall be observed as the holiday.
4. If an employee works on a holiday named above, the
employee will be paid at the overtime rate of pay for the hours
worked on the holiday.
-18-
C. Temporary Shift Assignment:
A temporary assignment of ninety (90) calendar days or
less of an employee from non -shift rotation to shift rotation, or
from shift rotation to non -shift rotation, will not change her
permanent assignment for holiday purposes only.
-19-
ARTICLE VI - HEALTH BENEFITS
During the term of this Agreement, the City agrees to
provide employees and eligible dependents medical, prescription,
and vision benefit coverage equal to the current level of
benefits through the City's Self- Insurance Program. The City
agrees not to modify this level of benefits for the duration of
the Agreement except by mutual consent of the parties. The
current level of benefits is equal to or better than the
Teamsters benefits that were in place when the City converted to
a self- insured program.
Dental Coverage: Effective July 1, 1988, dental coverage
for employees covered by this Agreement shall be provided
through the Teamsters Dental Plan "E" (level of benefits noted
in Northwest Teamsters Dental Trust, Plan E, dated December 1,
1986). For these benefits, the City agrees to pay a monthly
premium of $28.60 per eligible employee. During the life of this
Contract, the City agrees to pay up to $31.50 per month if
premium increases occur in 1989 or 1990. Any increases beyond
this amount will be shared equally between the City and the
employee, through payroll deductions.
The terms and conditions of such health benefits, eligi-
bility requirements, plan benefits and limitations, are provided
in the Plan summary provided to each employee.
The Union recognizes the need to contain the overall costs
of the Health Plan and agrees to promote the prudent use of such
benefits among its membership.
-20-
ARTICLE VII - GRIEVANCE PROCEDURE
Section A - Obiectives
To informally settle disagreements at the employee- super-
visor level; to provide an orderly procedure to handle the
grievance through each level of supervision; to correct, if
possible, the cause of the grievance to prevent future com-
plaints; to promote harmonious relations among employees, their
supervisors, and departmental administrators; to assure fair and
equitable treatment of employees; to resolve grievances at the
departmental level before appeal to higher levels.
Section B - Definitions
The following terms, as used in this Article, shall have the
following meaning:
Grievance: A complaint by an employee or a Union representative
concerning the interpretation or application of this Agreement.
A grievance may be filed when the employee believes an injustice
has been done because of unfair application of a policy or an
alleged violation of any term or condition of this Agreement.
Working Day: Exclusive of Saturday, Sunday, and legal holidays.
Employee: Any employee of the classified service of the City of
Port Angeles Police Department.
Immediate supervisor: The person who assigns, reviews, or
directs the work of an employee.
Superior: The person to whom an immediate supervisor reports.
Representative: A person who appears on behalf of the employee.
Department Head: The Police Chief of the City of Port Angeles.
Section C - Exclusions
•
A. Work assignments, unless the complaint arises out of an
allegation that the employee was required to work in violation of
applicable sections of this Agreement.
B. Appeals involving demotions, dismissals, incremental •
denials, suspensions, promotions, separations, and examining
procedures. (These matters are within the Civil Service Commis-
sion's authority.) Dismissals pursuant to Article III, Section
C, are subject to this grievance procedure if Civil Service
Commission denies hearing the employee's appeal.
C. Work performance evaluations.
-21-
D. Impasses in collective bargaining.
E. Grievances filed after twenty (20) working days from
date of occurrence, or after twenty (20) working days from the
date the employee had knowledge of an occurrence.
Section D - Time Limits
Time limits are established to settle grievances quickly.
Time limits may be extended by agreement of the parties. If the
grievant is not satisfied with the decision rendered, it shall be
the grievant's responsibility to initiate the action which sub-
mits the grievance to the next level of review within the time
limits specified. Failure of the employee to submit the
grievance within the time limits imposed shall terminate the
grievance process, and the matter shall be considered resolved.
Failure of the City to respond within the time limits specified
will allow the grievant to submit the grievance to the next
higher step of the grievance procedure.
Section E
- The Parties' Rights and Restrictions
A.
a formal
party.
A party to the grievance shall have the right to record
grievance meeting at the expense of the requesting
B. An employee may have a representative present at all
steps of the grievance procedure.
C. Reasonable time in processing a grievance will be
allowed during regular working hours for the shop steward, with
advanced supervisory approval.
D. Nothing within this grievance procedure shall be
construed as limiting the right of management to manage the
affairs of the City.
E. Grievances of an identical nature, involving an alleged
violation of the same Article, Section, etc., concerning the same
subject matter, may be consolidated.
F. Confidential Communication. Any communication between
a member of the Union and any recognized Union representative
regarding a potential or actual employee grievance will be
defined as confidential.
G. The Union, as a representative, may file a grievance
alleging that the City has violated specific rights afforded the
employees covered by the Agreement. Such grievance shall be
filed directly at Step 2 (Department Head level), and shall be
bound by the time limitations and procedures set forth in the
grievance procedure.
-22-
Section F - Informal Grievance Disposition
Within twenty (20) working days from the occurrence of the .
incident on which a complaint is based, or within twenty (20)
working days from the employee's knowledge of the occurrence, the
employee will promptly and verbally meet to discuss the complaint
with his immediate supervisor. In those circumstances where the
nature of the complaint involves the immediate supervisor, the
employee may verbally discuss the complaint with the next higher
level of supervision, provided notification is given the imme-
diate supervisor by the employee. Such initial discussion shall
precede the use of the formal grievance procedure. If the
supervisor fails to reply to the employee within five (5) days of
the meeting, or if the employee is not satisfied with the de-
cision, the employee may utilize the formal grievance procedure.
Section G - Formal Grievance Procedure
Step 1
The formal grievance procedure shall be initiated by the
employee, stating the nature of the grievance, the alleged
violation by section or number, and the desired solution, in
writing on the City grievance form, together with any supporting
documents attached to the grievance form.
The grievance form and any supporting documents shall be
delivered to the supervisors with whom the informal meeting was
held, no later than fifteen (15) working days from the date of
the close of the informal meeting. The supervisor shall hold a
formal meeting with the employee to review the facts, gather all
supporting documents, discuss the complaint and desired solution,
and discuss the proper appeal procedure. The supervisor will
issue a written decision on the original grievance form within
five (5) days of the close of the formal meeting.
Step 2
If the employee feels the immediate supervisor has not
resolved the grievance, the employee may appeal to the Department
Head. At this time, all supporting documents and evidence rela-
tive to the grievance shall be included with the appeal. The
Department Head shall hold a formal meeting with the employee and
his representative, if requested, within ten (10) days from the •
date of the appeal receipt, and attempt to settle the grievance.
A decision shall be made, in writing, on the original
grievance form, to the employee by the Department Head within ten
(10) days from the close of the formal meeting.
-23-
Step 3
If the employee is not satisfied with the decision of the
Department Head, he may appeal the decision to the City Manager
within five (5) working days from receipt of the Department
Head's decision. In his appeal to the City Manager, all support-
ing documents must be attached to the grievance form, together
with the grievant's reason for appeal and stated remedy re-
quested.
The City Manager or his designee will review the original
grievance, all supporting documents, the Department Head's
response, and the remedy requested, and issue a written decision
within ten (10) days of receipt of the grievance.
Step 4 - City Council
If the grievant is not satisfied with the decision of the
City Manager, within five (5) days after receipt of the decision,
the grievant may submit the grievance to the City manager's
Office for scheduling before the City Council.
The City Council shall hear the grievance at the next avail-
able Council meeting, or as agreed to by the parties. The
grievant(s) and representative(s) shall have an opportunity to
present their concerns before the City Council, together with all
supporting documents. The City Council shall issue its decision
in writing within ten (10) days from the hearing date, which
shall be final and binding upon the parties.
-24-
ADDENDUM TO AGREEMENT BETWEEN
TEAMSTERS UNION LOCAL #589 (CLERK /DISPATCHER UNIT)
AND THE CITY OF PORT ANGELES
COMPENSATION STUDY SURVEY
1. The parties mutually agree to use the following agencies in
the survey:
Aberdeen
Bellingham
Cen- Com- Kitsap
Clallam County
Puyallup
Redmond
SNOPAC
Thurston County
2. The items surveyed shall include "Total Compensation" and
include the following to arrive at a net hourly rate for
comparison:
a.
b.
c.
d.
e.
f.
1.
Wages g.
Longevity Pay h.
Shift differential
Retirement i.
Workers compensation j.
Uniform allowance k.
Other forms of bonus pay.
Educational incentive
Net work hours (to arrive
at an hourly rate)
Sick leave
Vacation
Holidays
3. The parties agree to survey the entry level employee and the
employee who has ten (10) years' service.
4. For Animal Control Officer and Parking Enforcement Officer,
the parties agree to survey Washington cities with a
population of 15,000 - 30,000.
HRFM.4
•
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 1988, and shall
continue in full force and effect to and including December 31,
1990. Should either party desire to modify or terminate this
Agreement, it shall serve written notice at least one hundred and
twenty days (120) prior to the expiration of this Contract.
IN WITNESS WHE EOF, we hereunto attach our signatures this
/5-- day of , 1988.
CITY OF PORT ANGELES
Frank McPhee
Mayor
David T. Flodstrom
City Manager
Robert Coons
Personnfl Manager
R. Duane Wolfe
Director, Administrative
Services
ichael Cle and
Police Chief
-25-
TEAMSTERS LOCAL #589
Douglas Buse j !'
Teamsters Sec. /Treas.
Ellen Reynolds
Shop Steward
Tom TA hompsorr-j
Business Representative
ORDINANCE NO. 2496
AN ORDINANCE of the City of Port Angeles
establishing a pay plan for the employees
represented by Teamsters Local #589 (Clerk/
Dispatcher and Sworn Officer Units) for
the period of January 1, 1988, through
December 31, 1989, and providing for the
payment thereof.
THE CITY COUNCIL OF THE CITY OF PORT ANGELES DOES
ORDAIN as follows:
Section 1. Effective January 1, 1988, through December
31, 1988, the wages for the classifications noted below are
hereby adopted as follows:
Monthly Steps
A B Q E g
Clerk /Dispatcher 1428 1499 1575 1653 1735 1822
Office & Communica-
tions Supervisor 1836 1928 2025 2126
Animal Control
Officer 1530 1607 1687 1771 1859 1952
Parking Enforce-
ment Officer
Police Officer
Police Sergeant
installments per accounting procedures established by the City of
1 Port Angeles, and shall be paid within five (5) working days
after the end of the payroll period, or as soon thereafter, per
procedures established by the City of Port Angeles.
1321 1394 1476 1540 1610 1691
2011 2105 2200 2294 2389
2589 2676
Section 2. The above wages shall paid in bi- weekly
•
•
PASSED by the City Council of the City of Port Angeles
at a regular meeting of said Council held on the 07/Et day of
, 1988.
ATTEST:
Michelle Maike, City Clerk
APPRO}LHD AS TO FORM:
Craig DD UtiOn, City Attorney
PUBLISHED: limp 2& 1988
LI‘.�
M A Y O R