HomeMy WebLinkAbout5.261 Original Contract
5. ~lJ; I
AGREEMENT BETWEEN
THE
CITY OF PORT ANGELES
AND
TEAMSTERS UNION LOCAL #589
(SWORN OFFICERS UNIT)
January 1, 2001 - December 31, 2003
TEAMSTERS LOCAL #589
SWORN OFFICERS UNIT
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
Section B - Agreement
Section C - Recognition
Section D - Savings Clause
Section E - Non-Discrimination
ARTICLE II - RIGHTS OF PARTIES
Section A - Management Rights
Section B - Union Security
Section C - Payroll Deductions
Section D - Personnel Policy and Procedures
Section E - Record Keeping
Section F - Personnel Records
Section G - Labor-Management Committee
Section H - Police Department Employee Bill of Rights
Section I - Citizen Volunteer Programs
ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
Section B - Shift Rotation
Section C - Response Time
Section D - Relatives Working in the Police Department
Section E - Work Stoppage
Section F - Drug Testing Policy
ARTICLE IV - COMPENSATION
Section A - Wages
Section B - Deferred Compensation
Section C - Longevity Pay
Section D - Overtime Compensation
Section E - Stand-by/Call-Back
Section F - Compensatory Time
Section G - Educational Incentive Pay
Section H - Tuition Reimbursement
Section I - Higher Class Pay
Section J - Uniform Maintenance Allowance
Section K - Field Training Officer Pay
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ARTICLE V - PAID LEA VE TIME
Section A - Vacation
Section B - Sick Leave
Section C - Holidays
ARTICLE VI - HEALTH BENEFITS
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ARTICLE VII - GRIEVANCE PROCEDURE
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ARTICLE VIII - DURATION OF AGREEMENT
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APPENDIX 'A' - SALARY SCHEDULE
TEAMSTERS LOCAL #589
SWORN OFFICERS UNIT
COLLECTIVE BARGAINING AGREEMENT
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
1. 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.
2. 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 Corporal
· 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 Human Resources 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 Agreement.
ARTICLE I - GENERAL PROVISIONS (Con't)
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 reserved 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:
1. The City retains its rights to manage and operate the Department except as may be limited by
an express provision of this Agreement.
2. Set standards of service, establish Department policy/procedures, work ruleslregulations,
safety procedures, and personnel policies and procedures.
3. Select, increase, diminish or change equipment, vehicles, machinery, etc., including the
introduction of any and all new, improved or automated methods or equipment.
4. Assign work and establish work schedules.
5. Engage in all types of personnel transactions and disciplinary proceedings in accordance with
established ordinances and rules, and Department Policy and Procedures Manual.
6. Effect a reduction in authorized positions because of a lack of work, fiscal limitations,
organizational changes, or other legitimate reason.
7. Determine the number and classifications of personnel.
8. Take any action necessary to carry out its mission in an emergency.
Section B - Union Securitv
1. It shall be a condition of employment that all employees 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 standing 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.
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
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ARTICLE II - RIGHTS OF PARTIES (Con't)
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.
2. 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 restitution in the amount which is due or the City shall
terminate employment.
3. The City shall notify the Union of new employees within thirty (30) days of employment.
4. 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
1. 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.
contri butions.
2. 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.
3. The employee shall be allowed to withdraw from automatic payroll deduction of Union dues
with thirty (30) days' notice in writing to the Human Resources Office.
4. Payroll deductions for other authorized withholdings, noted above, except Union dues, shall
be subject to data processing limitations.
Section D - Personnel Policy and Procedures
Except where this Contract is different, wages, hours, holidays, 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.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
Section E - Record Keeping
The City shall maintain records of overtime, time off and the data in the records system will be made
available to employees. The City will keep records of requests and disbursements regarding tuition
reimbursement.
Section F - Personnel Records
The City and the Union recognize that the employee's official personnel file relative to any personnel
actions (i.e., promotion, disciplinary actions, performance evaluations, pay status, etc.) shall be kept
and maintained in the Human Resources 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 Human Resources 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 disciplinary 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 reasonable
length.
Section G - Labor-Management Committee
In the interest of developing mutual trust and open communication between the parties and improving
employee/employer relations, the parties agree to establish a labor-management committee to met at
times as mutually agreed upon.
The members of this Committee for the City may include the City Manager, the Human Resources
Manager, the Police Chief, and others as needed.
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 Rights
Employees covered by this Agreement shall be entitled to the protection of the Port Angeles Police
Department Employee Bill of Rights.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
1. Prior to an employee being questioned relative to a possible disciplinary matter, the employee
will be apprized of the issue and the nature ofthe complaint or issue under investigation. 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.
2. Any questioning of an employee shall be at a reasonable hour, preferably when the employee
is on duty, unless the circumstances of the investigation dictate otherwise. When practicable,
such questioning shall be scheduled during the day time.
3. 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.
4. 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.
5. 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.
6. 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.
7. This Police Department Bill of Rights only applies to disciplinary actions and related
investigations, excluding cases of criminal investigations.
Section I - Citizen Volunteer Programs
Management reserves the right to establish citizen volunteer programs to perform non-critical public
service functions related to the department's Community Policing goals and objectives. Such
programs or functions shall not supplant current full-time department personnel. Examples of such
programs and functions are as follows:
Vacation house checks; annual City/Police auction; speed watch trailer program; distribution of
registered sex offender and criminal alert bulletins; crime prevention programs; assisting with non-
specialist tasks for the Records Division; assisting the Operations Division by acting in capacities not
requiring sworn officer status during special community events such as parades, athletic events, and
fairs, and with "citizen patrols" of areas and events such as the Waterfront Trail, City parks, and
downtown area for the purposes of documenting and reporting illegal activity to the Police
Department.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
Citizen volunteers may be a deterrent to criminals by the mere fact that they are identifiable by their
"uniforms" and the vehicle they drive as an official component of the Police Department, but they
shall be trained not to represent themselves as sworn officers and to not act in any capacity that would
supplant or require a sworn officer. Citizen volunteers shall not be paid for their duties.
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ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
1. Work Week: The normal hours on duty for shift personnel 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:
Regular Patrol shifts are:
Days: 7:00 AM to 3:00 PM
Swing: 3 :00 PM to 11 :00 PM
Graveyard: 11 :00 PM to 7:00 AM
Regular Detective shifts are:
Days: 8:00 AM to 5:00 PM
Alternative shift rotations and work shifts, such as a 4/1 0 shift, may be discussed and
implemented by mutual agreement ofthe parties. Any such changes will be in writing as an
addendum to this Agreement.
The K-9 Officer's work day shall be an 8-hour shift, including 30 minutes of dog
maintenance.
a. Seven days advance notice will be provided to changes to an employee's established
schedule, unless an emergent police situation requiring a reallocation of shift
personnel exists or a reassignment of personnel due to illness, injury, suspension or
resignation or termination of commissioned personnel with less than two weeks notice
is necessitated.
An employee who is required to report back to duty on a new schedule without seven
(7) days advance notice and prior to completing a scheduled two days off shall receive
overtime for that portion of the work week worked which falls during the previously
scheduled two days off.
b. Nonstandard shifts or extra shifts may be scheduled for the following reasons, when
needed, and will be scheduled 24 hours in advance, unless an emergency manpower
situation exists:
1. To provide staff for a special services section that may include, but is not
limited to, Bicycle Patrol Crime Prevention duties, ProAct duties, DUI
emphasis patrols, focused crime prevention patrols, criminal investigations, or
community policing functions as adopted by the department.
2. 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 herein). The starting and ending times of the work day shall be determined by the
City.
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ARTICLE III - WORKING CONDITIONS (Con't)
3. 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 supervisor, shall not be accrued and taken
beyond the current shift.
4. Meal Periods: Meal periods shall be scheduled by the City and will be either 30 minutes of
paid time or 60 minutes of non-paid time, as determined by the City. The Supervisor shall
determine the meal period during the shift.
Detectives on stand-by are excluded from application of this Section.
5. Personal requests for a change or trade of shift must be approved by administration. The City
shall not be obligated to provide overtime or additional compensation to the affected
employees for overtime incurred resulting from a requested change or trade of shift for
personal reasons nor shall the City be obligated to pay for time not worked in a normal work
week as a result of such change or trade of shifts.
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.
Section C - Response Time
Employees covered by this agreement shall reside within a 3D-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 ofthe Police Chief, the City will make a reasonable effort to change shifts of the individuals
affected. However, the City reserves the exclusive right to terminate, transfer, 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 ofthis 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
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ARTICLE III - WORKING CONDITIONS (Con't)
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.
Section F - Drug: Testing Policv
1. Policv:
Reporting to work under the influence of alcohol and/or illegal drugs, or the use, sale, or
possession by an employee of illegal drugs is strictly prohibited and may result in disciplinary
action, including immediate termination. For the purpose of this policy, substances that
require a prescription or other written approval from a licensed physician or dentist for their
use shall also be included when used other than as prescribed. Each employee must advise
the employer if they are using prescription or over the counter drugs they know or reasonably
should know may impair their ability to perform job functions and/or operate machinery such
as automobiles. Under appropriate circumstances, the employer may request the employee
provide written medical authorization to perform various job functions from a physician while
using such drugs.
Any voluntary request by an employee for assistance with his/her own alcohol abuse problem
will remain confidential and shall not be used as the basis for any disciplinary action provided
that the request for assistance is initiated prior to being identified as impaired through the
procedures herein.
The parties recognize the essential purpose of any law enforcement agency is to enforce the
criminal laws. Moreover, the parties recognize the courts have held it would substantially
impair law enforcement agencies ifthey were required to employ individuals within their ranks
who have violated the very laws said agencies are charged with enforcing. Therefore, the
employer reserves the right to refuse to employ or continue the employment of individuals
who are or have been engaged in criminal conduct, whether drug-related or not.
When a supervisory employee has a reasonable suspicion to believe an employee is under the
influence of alcohol or illegal drugs, or is using illegal drugs, the employee in question will
be asked to submit to discovery testing including breath tests, urinalysis and/or a blood screen
for the presence of alcohol or illegal drugs.
An employee who refuses to submit to discovery testing for alcohol and/or illegal drugs shall
be conclusively presumed to be under the influence of alcohol or an illegal drug for the
purpose of administering this Section.
If the results of the drug test are positive, and establish that the employee used an illegal drug,
or reported to work while under the influence of alcohol, the employee may be subject to
discipline including immediate discharge.
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ARTICLE III - WORKING CONDITIONS (Con't)
2. Definitions:
For the purpose of administering this Section, the following definition of terms is provided:
Reasonable Suspicion - Reasonable suspicion is based on specific objective facts and
reasonable inferences from those facts in the light of experience, that discovery testing will
produce evidence of illegal drugs or improper alcohol use by that particular employee.
Under the Influence - The following cut-off levels shall be used for the initial screening of
specimens to determine whether they are negative for these drugs or classes of drugs:
(ng/mn
Amphetamines
Barbiturates
Benzodiazepines
Cannabinoids
Cocaine Metabolites
Methadone
Methaqualone
Opiates (Codeine)
Opiates (Morphine)
Phencyclidine (PCP)
Propoxyphene
Test Level
1000
300
300
100
300
300
300
300
300
25
300
Level of the positive results for ethyl alcohol 0.05 grid!.
Illegal Drugs - are defined as all forms of narcotics, depressants, stimulants, hallucinogens,
and cannabis, which sale, purchase, transfer, or unauthorized use or possession is prohibited
by law.
Over-the-Counter Drugs - are those which are generally available without a prescription and
are limited to those drugs which are capable of impairing the judgment of an employee to
safely perform the employee's duties.
Prescription Drugs - are defined as those drugs which are used in the course of medical
treatment and have been prescribed and authorized for use by a licensed practitioner/
physician or dentist.
3. Procedures:
If an employee is required to submit to a drug test, the following procedure shall be followed:
· The employee shall be given an opportunity to confer with a union representative if one is
readily available and the employee has requested a representative.
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ARTICLE III - WORKING CONDITIONS (Con't)
· The employee shall be given an opportunity to explain to the Medical Review Officer (MRO)
the reasons for the employee's conditions, such as reaction to a prescribed drug, fatigue,
exposure to toxic substances, or any other reasons known to the employee. The employee,
employer, and a union representative may be present during this discussion.
· The employer may request urine and/or blood samples.
· Urine and blood samples shall be collected at a local laboratory, hospital, or medical facility.
The employer shall transport the employee to the collection site. The employer and/or union
representative may be allowed to accompany the employee to the collection site and observe
the bottling and sealing of the specimen.
· All specimen containers and vials and bags used to transport the specimen shall be sealed to
safeguard their integrity, in the presence of the employer, employee, and the union
representative to the extent they have elected to be present, and proper chain-of-custody
procedures shall be followed.
· The collection and testing of the samples shall be performed only by a laboratory and by a
physician or health care professional qualified and authorized to administer and determine the
meaning of any test results. The laboratory performing the test shall be one that is certified
by the National Institute of Drug Abuse (NIDA).
· If a specimen tests positive in an immunoassay screen test, the results must be confirmed by
a gas chromatography/mass spectrometry test. The specimen must show positive results
at/within the following limits on the GC/MS (gas chromatography/mass spectrometry)
confirmatory test to be considered positive:
If immunoassay is specific for free morphine, the initial test level is 25 nglml.
Confirmatory Test:
Marijuana metabolites
Cocaine metabolites
Opiates: Morphine
Codeine
Phencyclidine
Amphetamines: Amphetamine
Methamphetamine
15 ng/ml
150 ng/ml
300 ng/ml
300 ng/ml
25 ng/ml
500 ng/ml
500 ng/ml
· At the employee's or the union's option, a sample of the specimen may be requisitioned and
sent to a laboratory chosen by the union for testing. The cost of this test will be paid by the
union or the employee. Failure to exercise this option may not be considered as evidence in
an arbitration or other proceeding concerning the drug test or its consequences. The results
of this second test shall be provided to the City.
· The employee and the union shall be informed of the results of all tests and provided with all
documentation regarding the tests as soon as the test results are available.
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ARTICLE III - WORKING CONDITIONS (Con't)
The parties agree to use the Medical Review Officer (MRO) in the Virginia Mason DrugProoffacility
to review all confirmed positive test results and communicate those results to the employer. The
MRO shall have the responsibility to determine when an individual has failed a drug test in accordance
with the standard enumerated herein.
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ARTICLE IV - COMPENSATION
Section A - Wages - Three-Year Agreement
1. Effective January 1,2001, wages will be increased by 3.51 % for all employees covered by this
labor contract. Effective July 1,2001, wages shall be increased by 2.5%.
2. Effective January 1,2002 and 2003, the wages will be increased equal to 90% ofthe Seattle-
Bremerton CPI- W increase using the August index, applied the following January. The
minimum increase shall be 2%, and the maximum 6%.
3. The salary schedules for the January and July COLA are listed in the appendix to this
Agreement.
Section B - Deferred Compensation
The City will make a 3.1 % biweekly contribution to the deferred compensation account of each
bargaining unit employee, based upon the employee's base wage.
Section C - Longevity Pay
The City agrees to pay longevity premiums as follows, computed upon the monthly base wages:
· Completion of five (5) years City service, 2%;
· Completion often (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 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 D - Overtime Compensation
1. 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.
2... Overtime hours worked shall be paid at the rate of time and one-half the employee's regular
rate of pay, calculated to the nearest 15 minutes.
3. Overtime pay shall not be compounded with any other form of premium compensation,
excluding higher class pay, paid to the employee.
4. Overtime work is a condition of employment when called upon to meet the operational needs
ofthe Department. However, the Department shall attempt to assign overtime in a fair and
equitable manner whenever possible. Overtime shall be offered to regular, full-time Police
Officers in descending seniority and assigned by ascending seniority. Regular police work
shall be offered to Police Officers prior to using Police Reserves.
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ARTICLE IV - COMPENSATION (Con't)
Management reserves the right to establish citizen volunteer programs to perform non-critical
public service functions related to the department's community policing goals and objectives.
Such programs or functions shall not supplant current full-time department personnel.
5. If an employee is required to report to the employee's scheduled shift within twelve (12)
hours of working his or her previously scheduled shift, then the employee shall earn pay at
the overtime rate until a twelve (12) hour or more period oftime falls between the employee's
scheduled shifts.
The intent of the "twelve (12) hour rule"is to economically support allowing officers at least
a twelve (12) hour period between working scheduled patrol or detective shifts. It does not
invoke paying overtime when personnel attend training or meetings between shifts or under
emergency circumstances such as barricaded suspects, riots, major crimes, and disasters.
This sub-section does not apply to necessary in-service training including but not limited to
the following: First Aid/CPR; BAC certification and refresher; firearms qualifications, practice
and training; defensive tactics; blood and airborne pathogens; supervision; emergency vehicle
operation; criminal law updates (arrests, search and seizure, vehicle stops, etc); instructor
certifications and re-certifications; and staff/department meetings.
6. The maximum number of hours an employee may work shall be 12 hours in a work day, or
65 hours in a work week, except in emergency conditions as determined by the Police Chief.
Section E - Stand-By/Call-Back
1. Stand-by hours are those hours in which the Police Department requires an employee to
remain "on-call" for possible work outside hislher 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. Standby assignment shall be on Saturdays,
Sundays, and holidays.
2. Stand-by Compensation: An employee on stand-by assignment shall receive $20/day for
Saturdays, Sundays, and holidays. A day is a 24-hour period and a week is a week of 168
consecutive hours.
3. Call Back Compensation: An employee called back to work on other than his/her normal
work schedule shall be compensated a minimum ofthree (3) hours at the overtime rate of pay.
Hours worked beyond the three (3) 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 F - Compensatory Time
1. No employee will be allowed to accumulate more than 120 hours of comp time.
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ARTICLE IV - COMPENSATION (Con't)
2. An employee on compensatory time off shall be deemed to be on official leave with pay
status.
3. Any compensatory time credits which have been actually taken by an employee shall be
included in computing the hours of his/her work week.
4. An employee who notifies the Police Chief or his designee promptly and substantiates to the
satisfaction of the Police Chief or his designee 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.
5. An employee may choose to add comp time to his bank as long as his bank does not exceed
the 120 hour maximum.
Section G - 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. Educational pay for 45 and 90
units will be discontinued after the last pay period in December, 2003. Only a BA or AA Degree will
be eligible for educational incentive pay.
Patrol Officers
Fourteen dollars ($14) per pay period 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.
Thirty-five dollars ($35) per pay period 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.
Fifty-six dollars ($56) per pay period for attainment of a two-year degree in a law
enforcement related subject.
Eighty-five dollars ($85) per pay period for attainment of a four-year degree in a law
enforcement related subject.
Corporals
Fifteen dollars ($15) per pay period 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.
16
ARTICLE IV - COMPENSATION (Con't)
Forty dollars ($40) per pay period for completion of90 semester hours in law enforcement
related subjects. To retain this educational incentive pay, the employee must complete two
semester hours annually.
Sixty dollars ($60) per pay period for attainment of a two-year degree in a law enforcement
related subject.
Ninety-three dollars ($93) per pay period for attainment of a four-year degree in a law
enforcement related subject.
Sergeants
Sixteen dollars ($16) per pay period 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.
Forty-five dollars ($45) per pay period 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.
Sixty-five dollars ($65) per pay period for attainment of a two-year degree in a law
enforcement related subject.
One hundred dollars ($100) per pay period 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.
Probationary employees shall not be eligible for educational pay. This does not apply to
promotional probations.
Section H - Tuition Reimbursement
The City's tuition reimbursement program covers payment for college course work to encourage
employees to pursue job-related education/training. Under the tuition reimbursement program, the
City pays for 75% of tuition and required books, not to exceed $500 annually, subject to budgetary
restrictions and in accordance with the following requirements:
a) Requests for tuition reimbursement must be made in writing, in advance, on the form
provided by the Human Resources Office.
17
ARTICLE IV - COMPENSATION (Con't)
b) All course work must be job-related and requires advance approval by the Department Head
and City Manager, processed through the Human Resources Office.
c) Prior to payment of approved tuition reimbursement, the employee must provide proof of a
grade "C" or better, together with a copy of receipts for the course and required books.
d) The City may retain certain course materials (i.e., books, reference materials) if the
Department Head determines such materials are of value to the City.
Courses offered during regular work hours may be approved, per the above policy, if time off can be
arranged without affecting the public services or disrupting departmental operations. Such time off
should be charged to accrued vacation, comp time, or leave without pay.
The following are examples of courses that may be approved as job-related. Final determination for
acceptability of tuition reimbursement is the decision of the Police Chief and City Manager.
· Law enforcement courses (e.g., Introduction to Criminal Justice, Criminal Justice
Administration, Crime Scene Investigation, Criminal Law)
· Psychology
· Speech
· Computer courses related to specific softwarelhardware used by the department
· Typing, English
· Report writing and written communications courses
· Supervision/management courses (for supervisory positions)
Section I - Higher Class Pay
When an employee is assigned to work in a higher classification 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 15 minutes.
Section J - Uniform Maintenance Allowance
1. Uniforms will be purchased and provided to offers through the Department's quartermaster
system. Officers requiring uniforms or equipment shall make a written request to the
Department administration for uniforms or equipment. Purchases made under the
quartermaster system require the approval of the Chief of Police or his designee.
Police Officers, Corporals and Sergeants assigned to the Detective Division shall receive $500
annually. Officers assigned to the Detective Division on or after January 31 st shall be paid a
pro-rated uniform allowance based on the remaining weeks of the year.
2. The required uniform is described in the Department Policy/Procedures Manual.
3. Only those items listed in the Police Department Policy and Procedures Manual may be
purchased with uniform maintenance 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.
18
ARTICLE IV - COMPENSATION (Con't)
4. 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.
5. The employee agrees to maintain and repair his/her uniform and have all items available for
inspection upon reasonable notice.
6. 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.)
7. The City agrees to provide each officer with a bullet-proof vest, approved by the Police
Department. Replacement of the vests and selection ofthe vests shall be determined by the
Police Department.
Section K - Field Training Officer Pay
The City agrees to pay a Police Officer assigned and functioning as a Field Training Officer an
additional $12 per day.
19
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
Year
Max. Accrual
Hours
1 - 5 continuous years
of City service 80
10
288
6 - 10 continuous years
of City service 120
15
368
11 - 15 continuous years
of City service 160
20
448
16 - 20 continuous years
of City service 200
25
528
21 & over continuous years
of City service 240
30
608
Vacation may be taken only upon completion of one full year's service (except for holidays - see
Section C - Holidays). 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
Departmental 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.
If an employee has prior approval for vacation and is called back to work once his/her 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
1. The use of sick leave benefits is considered a privilege 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 his/her discretion, may advance sick leave credits upon expiration of
accrued sick leave credits.
20
ARTICLE V - PAID LEA VE TIME (Con't)
2. Sick Leave Accrual. Sick leave shall accrue at the rate of3.69 hours per pay period for all
employees covered by this Agreement, except LEOFF I covered employees, who shall accrue
at the rate of 1.85 hours per pay period. The maximum accrual of sick leave -is unlimited, but
sick leave payoff shall have a maximum of l,200 hours.
3. 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.
4. Use of Sick Leave. Sick leave may be used for the following:
a. Illness or injury to the employee, on or off the job, resulting in an inability of the
employee to perform his/her work.
b. 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 three days per incident, unless specifically approved by the Police Chief.
"Immediate Family" for sick leave and bereavement 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.
c. Bereavement Leave: Sick leave may be used for purposes 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.
d. Payment of Unused Sick Leave: The City shall pay 20% of accumulated sick leave
upon retirement (normal or disability) or death of the employee after completion of
ten (10) or more consecutive years of service. The maximum accrual for purposes of
sick leave payoff is 1,200 hours. Payment of such sick leave shall be calculated at the
employee's base rate of pay.
5. Family Leave
An eligible employee may take up to twelve (12) work weeks of family leave during any
consecutive twelve (12) month period for:
1. The birth of a child and to care for a newborn child; or
2. Placement with the employee of a child for adoption or foster care; or
3. Care for a spouse, child under the age of 18 years, or parent, but not including
parent-in-law, who has a serious health condition; or
21
ARTICLE V - PAID LEAVE TIME (Con't)
4. To care for self, if the employee has a serious health condition that makes the
employee unable to perform the essential functions of the employee's job.
Family leave shall include unpaid leave, paid leave, compensatory time and paid legal holidays,
if any. Leave for childbirth, adoption or placement for foster care shall be completed within
twelve (12) months after the birth or placement for adoption, as applicable.
Family leave shall be charged to accrued sick leave, accrued compensatory time, and floating
holidays. Unpaid leave as family leave shall be authorized only after the exhaustion of all
forms of available paid leaves above. Vacation may also be used for family leave.
Eligibility: To be eligible for family leave, an employee must have been employed by the City
for at least 12 consecutive months prior to the date family leave is to begin and have been
compensated for at least 1,250 hours during the same 12-month period. Family leave is
available to all regular full-time and regular part-time employees.
Maintenance of Benefits: During periods of family leave, the City will maintain employee and
dependent coverage under the health plan under which the employee was enrolled at the time
leave commenced and shall make premium payments at the same level as was made prior to
leave commencement. Should the employee fail to return to work at the conclusion of
authorized family leave, the City shall recover any premiums paid for maintaining health
coverage under this section, unless the reason is the continuation, onset, or recurrence of a
serious health condition, or other circumstances beyond the employee's control.
Spouses employed by the City are entitled to a combined total of 12 work weeks of family
leave for the birth or placement of a child for adoption or foster care, or to care for a child
or parent, but excluding a parent-in-law, who has a serious health condition.
Medical Certification Required: Each employee requesting family leave shall make
application on an approved City application form and provide a certification from the
attending physician. Submission of the medical certification should be made at the time of
application but shall be submitted not later than 15 calendar days after application is made.
Failure to provide the medical certification within the required 15 days after application, and
the leave was foreseeable, shall be cause to deny family leave until such time as an acceptable
medical certificate is provided to the City.
If the validity of the claim is disputed or unclear, the City may require the employee to obtain
a second opinion by a provider ofthe City's choice and at the City's expense. In the event of
a dispute between the two providers, the City may require an opinion of a third provider
jointly selected by the employer and the employee, the cost of which shall be borne by the
City. The opinion of the third party shall be binding.
Approval of Family Leave: All requests for family leave require the approval of the
employee's Department Head and the Human Resources Manager.
22
ARTICLE V -PAID LEAVE TIME (Con't)
An employee planning to take family leave shall complete the request for a leave of absence
and provide their Department Head and immediate supervisor with written notice thirty (30)
days in advance of the anticipated date of delivery or placement for adoption, stating the dates
the employee intends to take family leave, unless exempted as follows:
1. The birth is premature;
2. The mother is incapacitated due to birth so that she is unable to care for the child;
3. The employee takes custody of the newly adopted child or child placed for foster care
at an unanticipated time and is unable to give thirty (30) days advance notice;
4. The Department Head, employee's supervisor and employee agree to notice of less
than thirty (30) days.
Subject to # 1, below, an employee who exercises any right provided under this section shall
be entitled upon return from leave or during any reduced leave schedule:
1. To the same or equivalent position in salary as was held by the employee when the
leave commenced; or
2. If the department's circumstances have so changed that the employee cannot be
reinstated to the same position, or a position of equivalent pay and benefits, the
employee shall be reinstated in any other position which is vacant and for which the
employee is qualified.
The entitlements above are subject to bona fide changes in compensation or work duties, and
do not apply if:
1. The employee's position is eliminated by a bona fide restructuring, or reduction-in-
force; or
2. An employee on family leave takes another job; or
The City may elect to designate up to ten percent (10%) of its "highly compensated" salaried
personnel to be exempt from reinstatement from the FMLA, and the employer shall notify the
affected employee of this action and its consequences at the time the employee makes a
request for the leave of absence.
Family leave for birth or adoption or placement for foster care may only be used in full work
week units and may not be used on an hourly basis or on a single day usage basis unless
intermittent leave is requested by the employee and approved by both the Department Head
and Human Resources Manager. Only the actual number of hours taken will be subtracted
from the employee's annual family leave entitlement. Legal holidays occurring during a week
of family leave will not extend the total number of weeks of family leave available.
Family leave for serious health conditions may be used either as full work week units or on
an intermittent or reduced leave schedule if medically necessary. Legal holidays occurring
during a week of family leave will not extend the total number of weeks of family leave
available. Only the actual number of hours taken will be subtracted from the employee's
annual family leave entitlement.
23
SECTION V - PAID LEAVE TIME (Con't)
Section C - Holidays
The following are the holidays provided for under this Agreement:
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
January 1st
February 12th
Third Monday in February
Last Monday in May
July 4th
First Monday in September
November 11 th
Last Thursday in November
Last Friday in November
December 25th
1. Employees 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
vacation bank. (See Vacation Section for administration of these hours.)
2. An employee has the option of selling back for cash a maximum of forty (40) hours of
vacation accrual 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.
3. If an employee is scheduled to work on a holiday, the employee shall receive pay at the rate
of time and one-half for all hours worked on the holiday.
4. All hours worked on a holiday in excess of eight (8) hours shall be paid at the double time
rate.
5. When an employee is called back to work on a holiday for which he was not previously
scheduled to work, all hours worked shall be paid at the double time rate.
6 When the major portion of any shift is on a contractual holiday, the entire shift shall be paid
according to this section.
7. If an employee leaves City service, his/her vacation bank will be reconciled based upon the
number of holidays which have occurred during that calendar year, prior to leaving City
service, excluding the floating holiday. Employees hired during the calendar year shall have
the holiday hours credited based upon the number of designated holidays (including the
floater) remaining in the calendar year and shall be allowed to use this holiday/vacation time
prior to the completion of one year.
8. 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.
24
ARTICLE VI - HEALTH BENEFITS
1. Medical Coverage
Effective January 1, 2001, based on December 2000 hours, and for the life of the Agreement,
the City shall pay the monthly premium payment into the Washington Teamsters Welfare
Trust for Plan JC28XL on behalf of each employee who is compensated for eighty (80) hours
or more in the preceding month. (This language implements clarification language signed by
both parties January, 2000).
Effective May 1,2001, the employer agrees to add $.50 per month to the monthly premium
for medical insurance, for the purpose of increasing the premium waiver period from its
current 3 months to 12 months.
2. Dental Coverage
Effective January 1, 2001, based on December 2000 hours, and for the life of the Agreement,
the City shall pay the monthly premi um payment into the Washington Teamsters Dental Trust
for Plan RC Dental on behalf of each employee who is compensated for eighty (80) hours or
more in the preceding month.
3. Vision Coverage
Effective January 1, 2001, based on December 2000 hours, and for the life of the agreement,
the City shall pay the monthly premium payment into the Teamsters Vision Care Trust for
Family coverage on behalf of each employee who is compensated for eighty (80) hours or
more in the preceding month.
4 Long Term Disabilitv coverage is provided for and paid by the City for LEOFF II Police
Officers. The L TD benefits provide for a 90-day waiting period, with benefits equal to
approximately 60% of salary, subject to the specific terms and limitations of the policy.
5. Life Insurance: The City will provide term life insurance equal to one times the employee's
annual salary, rounded to the nearest thousand, with a maximum of$50,000. The City will
also provide AD&D coverage, subject to the terms of the policy.
6. RWT-Plus: Teamsters Retiree Medical
Effective June, 2003, the employer shall pay into the Retiree's Welfare Trust the amount of
$39.85 per month on behalf of each employee performing work ofthe bargaining unit, in a
represented classification, who is compensated for 80 hours or more in the previous month,
to provide the RWT-Plus Retiree Medical Plan.
Effective May 1,2003, the parties agree that there shall be a wage reduction in the amount
of $.23 per straight time hour for all covered employees who are compensated 80 hours or
more in a month. The purpose of the wage reduction is to fund R WT - Plus plan participation
on behalf of covered employees.
25
ARTICLE VI - HEALTH BENEFITS (Con't)
It shall be the responsibility of the employees to cover, through a payroll diversion, any
premium increases associated with maintaining this Retiree's Welfare Trust, R WT - Plus Plan,
for the life of the Agreement.
7. The City will provide benefit booklets for the medical, L TD, and life insurance benefits above.
The Teamsters will provide benefit booklets for the vision and dental coverage. The
premiums, and any increases for the benefits above, will be paid for by the City for the term
of the agreement.
26
ARTICLE VII - GRIEV ANCE PROCEDURE
Section A - Objectives
To informally settle disagreements at the employee/supervisor 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 complaints; 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 ofthis 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.
Workimz Dav: Exclusive of Saturday, Sunday, and legal holidays.
Emvlovee: Any employee of the classified service of the City of Port Angeles Police Department
covered by this Agreement.
Immediate Suvervisor: The person who assigns, reviews, or directs the work of an employee.
Division Manager: 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
1. 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.
2. 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.
3. Work performance evaluations.
4. Impasse in collective bargaining.
5. Grievances filed after ten (10) working days from date of occurrence, or after ten (10)
working days from the date the employee had knowledge of an occurrence.
27
ARTICLE VII - GRIEVANCE PROCEDURE (Con't)
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 submits the grievance to the next level of review within the
time limits specified. Failure ofthe 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
1. A party to the grievance shall have the right to record a formal grievance meeting at the
expense of the requesting party.
2. An employee may have a representative present at all steps of the grievance procedure.
3. Reasonable time in processing a grievance will be allowed during regular working hours for
the shop steward, with advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the City.
5. Grievances of an identical nature, involving an alleged violation of the same article, section,
etc., concerning the same subject matter, may be consolidated.
6. 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.
7. 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.
Section F - Informal Grievance Disposition
Within ten (10) working days from the occurrence of the incident on which a complaint is based, or
within ten (10) working days from the employee's knowledge of the occurrence, the employee will
promptly meet to verbally 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 immediate 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 ten (10) working
days of the meeting, or ifthe employee is not satisfied with the decision, the employee may utilize the
formal grievance procedure.
28
ARTICLE VII - GRIEVANCE PROCEDURE (Con't)
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 ten (10) 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
ten (10) working 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 relative 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) working 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) working days from the close of the formal meeting.
Step 3
If the employee is not satisfied with the decision of the Department Head, he/she may appeal the
decision to the City Manager within ten (10) working days from receipt of the Department Head's
decision. In his appeal to the City Manager, all supporting documents must be attached to the
grievance form, together with the grievant's reason for appeal and stated remedy requested.
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)
working days of receipt of the grievance.
Step 4 - Binding: Arbitration
If the grievant is not satisfied with the decision of the City Manager, within ten (10) working days
after receipt of the decision, the Union may submit the grievance to binding arbitration. For purposes
of arbitration, the parties agree to use the Federal Mediation & Conciliation Service and request a list
of seven names. The selection of the arbitrator shall be by each side striking a name from the list,
with the first party to strike a name determined by a coin toss, until only one name remains. In the
event the initial list is not satisfactory to either party, a second list of names may be requested.
29
ARTICLE VII - GRIEVANCE PROCEDURE (Con't)
The cost of the arbitrator shall be divided equally between the City and the Union. Cost for
witnesses, court reporter, or other individual expenses shall be borne by the requesting party.
The Arbitrator shall not have the power to alter, amend, or change any contractual language of the
Labor Agreement.
30
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 2001, and shall remain in force through December 31,
2003, and shall remain in effect during the course of negotiations of a new Contract.
IN WITNESS WHEREOF, we hereunto attach our signatures this~ay of April, 2001.
TEAMSTERS LOCAL #589
VA, H
Earl DOUgla~h, Jr.
Tea . Treas.
~~
Bob Coons, Human Resource Mgr.
~~?2..~v --'
Mike Quinn,-City Manager
31
Appendix "A"
TEAMSTERS SALARY SCHEDULE 04/04/2001
3.51% effective 01-01-01 Non-Sworn only 15:11 :41
3.51% effective 01-01-01 thru 06-30-01 Sworn only pd May 13, 2001
2001
Occupation
Code Classification Pay Grade 1 2 3 4 5 6
NON-SWORN
5000 Communications Officer 1 1,155.56 1,212.90 1,273.70 1,336.53 1 ,403.53 1,474.00
2504 2628 2760 2896 3041 3194
5001 Communications Supervisor 2 1,481.59 1,554.80 1,633.54 1,715.74
3210 3369 3539 3717
5002 Police Records Supervisor 3 1,478.08 1,551.12 1,629.68 1,711.67
3203 3361 3531 3709
5003 Police Records Specialist 4 1,088.76 1,143.17 1,200.36 1,260.33 1,323.01
2359 2477 2601 2731 2867
5004 Animal Control/Support Svcs 5 1,091.17 1,146.23 1,203.87 1,262.79 1,326.19 1,392.79
2364 2483 2608 2736 2873 3018
5005 Parking Control Officer 6 915.16 966.18 1,022.80 1,067.59 1,115.51 1 ,172.12
1983 2093 2216 2313 2417 2540
5006 Police Reserves 12.50 per hour
5007 PD Office Assistant 8.00 per hour
5008 Warrant Clerk 7 968.56 1,016.99 1,067.82 1,121 .21 1,177.26
2099 2203 2314 2429 2551
SWORN
6000 Police Officer 1 1,517.19 1,585.39 1,657.43 1,732.08 1,806.74
3287 3435 3591 3753 3915
6001 Police Sergeant 2 2,014.54 2,082.77
4365 4513
6002 Corporal 3 1,644.99 1,713.14 1,785.22 1,859.85 1,934.56
3564 3712 3868 4030 4192
Appendix "A"
TEAMSTERS SALARY SCHEDULE 04/04/2001
3.51% effective 01-01-01 Non-Sworn only 15:17:27
3.51% effective 01-01-01 thru 06-30-01 Sworn only pd May 13,2001
2.50% effective 07-01-01 Sworn Only
2001
Occupation
Code Classification Pay Grade 1 2 3 4 5 6
NON-SWORN
5000 Communications Officer 1 1,196.12 1,255.47 1,318.41 1,383.44 1 ,452.79 1,525.74
2592 2720 2857 2997 3148 3306
5001 Communications Supervisor 2 1,533.59 1,609.37 1,690.88 1,775.96
3323 3487 3664 3848
5002 Police Records Supervisor 3 1,529.96 1,605.56 1,686.88 1,771.75
3315 3479 3655 3839
5003 Police Records Specialist 4 1,126.98 1,183.30 1,242.49 1,304.57 1,369.45
2442 2564 2692 2827 2967
5004 Animal Control/Support Svcs 5 1,129.47 1,186.46 1,246.13 1 ,307.11 1,372.74 1,441.68
2447 2571 2700 2832 2974 3124
5005 Parking Control Officer 6 947.28 1,000.09 1,058.70 1,105.06 1,154.66 1,213.26
2052 2167 2294 2394 2502 2629
5006 Police Reserves 12.50 per hour
5007 PO Office Assistant 8.00 per hour
5008 Warrant Clerk 7 1,002.56 1,052.69 1,105.30 1,160.56 1,218.58
2172 2281 2395 2515 2640
SWORN
6000 Police Officer 1 1,555.12 1,625.02 1,698.87 1,775.38 1,851.91
3369 3521 3681 3847 4012
6001 Police Sergeant 2 2,064.90 2,134.84
4474 4625
6002 Corporal 3 1,686.11 1,755.97 1,829.85 1,906.35 1,982.92
3653 3805 3965 4130 4296