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HomeMy WebLinkAbout5.261 Original Contract 5. at.t; I . FORTANGELES WAS H I N G TON, U. S. A. CITY COUNCIL MEMO DATE: December 7, 1999 To: MA YOR BRAUN AND CITY COUNCIL Bob Coons, Human Resource Manager ~ ~ FROM: SUBJECT: Labor Contract Between the City and Teamsters #589 for Swom Officers. Summary: The City and the Teamsters Union #589 reached impasse during contract negotiations in 1998 and went to interest arbitration over wages. The arbitration award was received from the arbitrator assigned by the Public Employment Relations Commission (PERC). Attached for the City Council's approval is the three-year labor contract between the City and the Teamsters covering 1998-2000. Recommendation: It is recommended that the City Council approve the three-year labor contract between the City and Teamsters Union #589 covering 1998-2000 and authorize the lrVbyorr to sign the agreement, including retroactivity to January 1, 1998 as stipulated in the arbitration award. Background / Analysis: The City and Teamsters Union Local #589 began negotiations for a new labor contract in the fall of 1997 as the current contract would expire in December 1997. The union represent5 5 police sergeants and 22 police officers in this bargaining unit. The parties reached impasse over wages and proceeded to mediation and eventually to interest arbitration per State law. The PERC arbitrator recently issued the binding award for wages that includes a 3% across the board increase effective January 1, 1998; a 3% wage increase compounded with a 90% CPI cost of living adjustment equal to 2.43%, effective January 1, 1999. The COLA for 2000 will be 90% of the Seattle-Bremerton CPI- W index, effective January 1,2000. The fiscal impact of this award represents $41,716 for 1998 and $82,481 for 1999. The estimated cost for 2000 is about $38,573 using a 2.7% cost of living adjustment. Funding for this award is budgeted in the current Police Department budget. In addition to wages, the more significant changes to the labor contract include the following: G Change medical plans from the Association of Washington Cities, Plan A to the Teamsters' medical plan, JC28XL. .. A drug testing policy was added. .. The compensatory time accrual limits were increased from 88 to 120 hours. . The uniform allowance for detectives was increased from $450 to $500 per year. .. The tuition reimbursement policy was amended to identify qualified courses. o Several minor, non-economic language changes were made. G \LXCHANGEICNCLPKT\COUNCfL WPT AGREEMENT BETWEEN THE CITY OF PORT ANGELES AND TEAMSTERS UNION LOCAL #589 (SWORN OFFICERS UNIT) JANUARY 1,1998 - DECEMBER 31,2000 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 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 PAGE NO. 1 1 1 1 2 3 3 4 4 5 5 5 5 7 8 8 8 8 9 13 13 13 14 15 15 16 17 17 17 18 ARTICLE V - PAID LEAVE TIME Section A - Vacation Section B - Sick Leave Section C - Holidays 19 19 24 ARTICLE VI - HEALTH BENEFITS 26 ARTICLE VII - GRIEVANCE PROCEDURE 27 ARTICLE VIII - DURATION OF AGREEMENT 31 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 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. 1 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. 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 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 rules/regulations, 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 Security 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 3 ARTICLE II - RIGHTS OF PARTIES (Con't) 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. 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 (I) 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. contributions. 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. 4 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. 5 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 of the 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. 6 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: 7:00AM 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 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. 3. Rest Periods: The City shall provide two IS-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. 7 ARTICLE III - WORKING CONDITIONS (Con't) 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 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 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 mal<.e 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. 8 ARTICLE III - WORKING CONDITIONS (Con't) 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 Policy 1. Policy: 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 if they 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. 9 ARTICLE III - WORIGNG 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/ml) 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 treatInent 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: 10 ARTICLE III - WORKING CONDITIONS (Con't) . 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. . 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 ng/ml. 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. 11 ARTICLE III - WORKING CONDITIONS (Con't) . 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. The parties agree to use the Medical Review Officer (MRO) in the Virginia Mason DrugProof faCility 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. 12 ARTICLE IV - COMPENSATION Section A - Wages - Three-Year Agreement 1. Effective January 1,1998, wages will be increased by 3.0% for all employees covered by this labor contract. 2. Effective January 1, 1999, a 3.0% across-the-board increase plus a cost-of-living increase equal to 90% of the Seattle CPI-W Index for the previous year. The basis for the COLA increase shall be the pay rate that results after the 3.0% wage rate for 1999. 3. Effective January 1,2000, the wages will be increased equal to 90% of the Seattle CPI-W increase for the previous year. 4. The bi-weekly and estimated monthly salary schedules for 1998-99 are as follows: 1 2 3 4 5 1350.40 1411.10 1475.23 1541.67 1608.12 2,926 3,057 3,196 3,340 3,484 1793.08 1853.79 3,885 4,017 1998 Police Officer Police Sgt. 1999 1 2 3 4 5 Police Officer 1424.71 1488.75 1556.41 1626.51 1696.61 3,087 3,226 3,372 3,524 3,676 Police Sgt. 1891.75 1955.80 4,099 4,238 Note: 1999 rates are calculated from 1998 by 3.0%, then compounded by 2.43%. 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 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%. 13 ARTICLE IV - COMPENSATION (Con't) 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 of the 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. Work that may be performed by Reserves includes social and community events, parades, dances, and other similar affairs, as well as downtown street patrol, City Pier, Waterfront Trail patrol, and situations not requiring the expertise of fully commissioned, State Certified Police Officers. 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. s. If an employee is required to report to the employee's regularly scheduled shift with less than twelve (12) hours of rest, 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, a detective assigned to and being compensation for standby hours at the time of callback, 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, a court appearance, or W A State mandated training. In these instances, the Department may permit the employee to take earned compensatory time until the employee has a twelve (12) hour rest period if staffing levels meet the minimum standard. Detectives assigned to standby duties shall receive overtime compensation for all hours worked outside of the employees' normally scheduled hours and are eligible for the minimum three hour callback compensation. 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. 14 ARTICLE IV - COMPENSATION (Con't) 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 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. 2. Stand-by Compensation: An employee on stand-by assignment shall receive $84 per week, or $12 per day. 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 of three (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. 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. 15 ARTICLE IV - COMPENSATION (Con't) 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: 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. 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. 16 ARTICLE IV - COMPENSATION (Con't) 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. 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 "cn 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 softwareJhardware 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 30 minutes. Section r - 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. 17 ARTICLE IV - COMPENSATION (Con't) Police Officers and Sergeants assigned to the Detective Division shall receive $500 annually, effective January 1, 1998. 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 PolicylProcedures 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. 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 (Le., 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 of the 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. 18 ~ i ARTICLE V - PAID LEA VB 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. 19 ARTICLE V - PAID LEAVE TIME (Con't) 2. Sick Leave Accrual. Sick leave shall accrue at the rate of 3.69 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 credits shall be limited to 150 days (1,200 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. 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. e. 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. 20 ARTICLE V - PAID LEAVE TIME (Con't) 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. f. 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. Payment of such sick leave shall be calculated at the employee's base rate of pay. 5. Family Leave a. 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 caused by injury, disease, illness, or impairment that involves in-patient care at a medical facility or continuing treatment by a health care provider; or 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. b. 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. c. Eligjbility: 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. d. 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 21 ARTICLE V - PAID LEAVE TIME (Con't) 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. e. 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. f. 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 of the 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. g. Approval of Family Leave: All requests for family leave require the approval of the employee's Department Head and the Human Resources Manager. h. Serious Health Condition: A "serious health condition" is an illness, injury, impairment, or physical and medical condition requiring: 1. In-patient care in a hospital, hospice, or residential medical care facility; or 2. Continuing treatment by a health care provider. i. Continuing Treatment: Continuing treatment by a health care provider means one or more of the following: 1. The employee or family member is treated two or more times for the injury or illness by a health care provider; or 2. The employee or family member is treated two or more times by a provider of health care services (e.g., physical therapist) under the orders of, or on referral by, a health care provider, or is treated for the injury or illness by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a health care provider (e.g., course of medication or therapy) to resolve the health condition. 22 ARTICLE V -PAID LEAVE TIME (Con't) 3. The employee or family member is under the continuing supervision of, but not necessarily being actively treated by, a health care provider due to a serious long-term or chronic condition or disability which cannot be cured (e.g., Alzheimer's disease, severe stroke, or persons in the terminal stages of a disease who may not be receiving active medical treatment). j. 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. An employee should give at least 14 calendar days notice if leave taken pursuant to Section a-3 is foreseeable and make a reasonable effort to schedule treatment so as not to unduly disrupt departmental operations. Failure to give the required notice may result in the requested leave being reduced by up to three (3) weeks. k. Subject to Section 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. 1. The entitlements under Section k 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 3. The employee fails to provide timely notice of family leave as required under Section j, or fails to return on the established ending date of leave. 23 ARTICLE V - PAID LEAVE TIME (Con't) m. 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 at the time the employee makes a request for the leave of absence. n. 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. o. 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. 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. 24 SECTION V - PAID LEAVE TIME (Cont) 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. ... 25 ARTICLE VI - HEALTH BENEFITS 1. Medical Coverage During calendar year 1998 and 1999, the City paid the monthly premium for family coverage through the Association of Washington Cities Plan A medical coverage. Effective January 1, 2000, based on December, 1999 hours, the City shall pay the monthly premium into the Washington Teamsters Welfare Trust for Plan JC 28XL. 2. Dental Coverage Effective January 1, 1998, based on December 1997 hours, the City shall pay the monthly premium for the Washington Teamsters Dental Trust, Plan RC, for each employee who was compensated for eighty (80) hours or more in each preceding month. 3. Vision Coverage Effective January 1, 1998, based on December 1997 hours, the City shall pay the Teamsters Vision Care Trust for family coverage for each employee who was compensated for eighty (80) hours or more during the preceding month. 4. Long Term Disability 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 shall maintain a $5,000 term life insurance policy for employees and a $1,000 term policy for the spouse. 6. 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 - GRIEVANCE 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 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. Empl'!)lee: 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. 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. 27 ARTICLE VII - GRIEVANCE PROCEDURE (Con't) 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. 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 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 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 28 ARTICLE VII - GRIEVANCE PROCEDURE (Con't) reply to the employee within ten (10) working days of the meeting, or if the employee is not satisfied with the decision, 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 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 29 ARTICLE VII - GillEV ANCE PROCEDURE (Can't) 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. 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, 1998, and shall remain in force through December 31,2000, and shall remain in effect during the course of negotiations of a new Contract. IN WITNESS WHEREOF, we hereunto attach our signatures this 7th December , 1999. day of CITY OF PORT ANGELES G~..i1.~ Gary rau , Mayor ~ r:tL~ Mike Quil'1'fi, City Manager ~~ Bob Coons, Human Resource Mgr. ~~~4R~ Steve IlK, Police Chief 31 0.00 Communications TEAMSTERS SALARY SCHEDULE 01/26/99 0.00 Records,Warrant Clerk 14:06:08 0.00 Animal Control/Support Svcs (does not inc Parking) 3.00 Officers 1998 Occupation Code Classification Pay Grade 2 3 4 5 6 5000 Communications Officer 1 968.30 1016.35 1067.30 1119.95 1176.09 1235.14 2098 2202 2312 2427 2548 2676 5001 Communications Supervisor 2 1241.50 1302.85 1368.83 1437.71 2690 2823 2966 3115 5002 Police Records Supervisor 3 1253.33 1315.27 1381.88 1451.41 2716 2850 2994 3145 5003 Police Records Specialist 4 923.21 969.35 1017.85 1068.70 1121.85 2000 2100 2205 2316 2431 5004 Animal Control/Support Svcs 5 990.95 1040.95 1093.30 1146.80 1204.38 1264.86 2147 2255 2369 2485 2609 2741 5005 Parking Control Officer 6 811.39 856.62 906.82 946.53 989.02 1039.21 1758 1856 1965 2051 2143 2252 5006 Police Reserves 12.50 per hour 5007 PO Office Assistant 8.00 per hour 5008 Warrant Clerk 7 821.29 862.35 905.46 950.72 998.25 1779 1868 1962 2060 2163 6000 Police Officer 1 1350.40 1411.10 1475.23 1541.67 1608.12 2926 3057 3196 3340 3484 6001 Police Sergeant 2 1793.08 1853.79 3885 4017 +2.5+2.43 Communications TEAMSTERS SALARY SCHEDULE 01/26/99 +3.5+2.43 Records,Warrant Clerk 14:45:20 +3.0+2.43 Animal Control/Support Svcs (does not mc Parking) +3.0+2.43 Officers (paid Dec 17,1999 retro to 1-01-99) 1999 Occupation Code Classification Pay Grade 1 2 3 4 5 6 5000 Communications Officer 1 968.30 1016.35 1067.30 1119.95 1176.09 1235.14 2098 2202 2312 2427 2548 2676 5001 Communications Supervisor 2 1241.50 1302.85 1368.83 1437.71 2690 2823 2966 3115 5002 Police Records Supervisor 3 1241.50 1302.85 1368.83 1437.71 2690 2823 2966 3115 5003 Police Records Specialist 4 923.21 969.35 1017.85 1068.70 1121.85 2000 2100 2205 2316 2431 5004 Animal Control/Support Svcs 5 990.95 1040.95 1093.30 1146.80 1204.38 1264.86 2147 2255 2369 2485 2609 2741 5005 Parking Control Officer 6 811.39 856.62 906.82 946.53 989.02 1039.21 1758 1856 1965 2051 2143 2252 5006 Police Reserves 12.50 per hour 5007 PO Office Assistant 8.00 per hour 5008 Warrant Clerk 7 821.29 862.35 905.46 950.72 998.25 1779 1868 1962 2060 2163 6000 Police Officer 1 1424.71 1488.75 1556.41 1626.51 1696.61 3087 3226 3372 3524 3676 6001 Police Sergeant 2 1891.75 1955.80 4099 4238 ~/\ .. WASHINGTON TEAMSTERS WELFARE TRUST AN EMPLOYER-EMPLOYEE JOINTLY MANAGED TRUST January 5, 2000 lil!~__ J4N :. cD lEA . 1000 ~~Sa "..... '9 / Mr. Pat Clark Teamsters Union Local No. 589 P.O. Box 4043 Port Angeles, W A 98363 RE: Agreement between the City of Port Angeles and Teamsters Union Local #589 - Sworn Officers Unit Dear Pat: This is to confirm our telephone conversation of January 4, 2000. It is my understanding it was the intent of the bargaining parties that, effective January 1, 2000pased on December 1999 hours, the City of Port Angeles would make the monthly premium payment to the Washington Teamsters Welfare Trust for Plan JC28XL on behalf of each employee covered under the above referenced agreement who was compensated for eighty (80) hours or more in the preceding month. If this is correct, please have the attached letter of understanding signed and returned to my attention. Thank you for your assistance in obtaining this clarification. If there are any questions, please let me know. Sincerely, Dean McInnes Account Executive DM:dm cc: Michael Quinn Local Union Correspondence 2323 Eastlake Avenue East. Seattle, Washington 98102.3393. (206) 329-4900 @~. , " I J .,.}'... ~" LETTER OF UNDERSTANDING BY AND BETWEEN THE CITY OF PORT ANGELES AND TEAMSTERS UNION LOCAL #589 (SWORN OFFICERS UNIT) This Letter of Understanding is to clarify the contribution requirement in Article VI Section 1 of the January 1, 1998 - December 31, 2000 collective bargaining agreement. by and between The City of Port Angeles and Teamsters Union Local #589 (Sworn Officers Unit). The second paragraph of Article VI Section 1 shall be amended to read: ,....., '.., , ~.... \.. Effective January 1, 2000, based on December 1999 hours, the, City shall. pay the monthly premium payment into the Washington Teamsters Welfare Trust for ,Plan JC28XL on behalf of each employee who was compensated for ,eighty (80) hours or more in the preceding month. City of Port Angeles Teamsters Union Local 589 By~~ By i!./ ~7~ 4f Title $.ee.. 1/Ue!L Title /It/~N ~'l'..rdV;t.."'J /lf~ Date /- 7- iltJPr) Date /-7-20~ 5. ~Lo f Article IV, Section A - Wages (Con't) Additionally, a special salary adjustment will be applied as follows: Effective January 1st 1999 2000 Communications Records/W arrant Clerk Animal Control Officer Parking Enforcement Of cr. 2.5% 3.5% 3.0% 3.0% 2.5% 3.5% -0- -0- Section B - Overtime Compensation I. 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, or 10 hours in a day if on a 10/4 schedule. Employees working during the change to standard time shall receive compensation for the extra hour worked if the hours actually worked exceed eight hours. Employees working during the change to daylight savings time shall have one hour deducted from the work day if the scheduled work day is less than eight hours. 2. Overtime hours worked shall be paid at the rate of time and one-half the employee's regular rate of pay for hours worked outside the regularly scheduled work shift. 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 of the Department. Overtime shall be offered on the basis of descending seniority and assigned on the basis of ascending seniority. 5. Time or service on the employee's scheduled days off, with no change in the work schedule, shall constitute overtime. 6. If an employee is required to report to a shift with less than twelve (12) hours rest, 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 his/her own request. -13- 5.~~1 LEITER OF UNDERSTANDING BETWEEN THE CITY OF PORT ANGELES AND TEAMSTERS UNION, LOCAL #589 This Letter of Understanding is an addendum to the labor contract covering the period of January 1, 1997 through December 31, 1999. The purpose of this document is to state conditions relative to permanent shifts in the Non-Sworn bargaining unit for Communications employees. 1. Communications Officers will rotate every three months within a shift. Trades will be allowed within and outside of the shift if all parties agree to the trade and the City incurs no overtime. If the entire crew on a shift is content with their days off, then no rotation will be required. 2. Three rotational lists will be established: one for day shift, one for swing shift, and one for graveyard, each consisting of personnel assigned to their respective shifts. These lists will be used to cover planned vacancies in the schedule, i.e., vacations, family leave, resignations, etc. The opportunity to fill the vacant position will be offered to the first person on the list and will continue to be offered in descending order. If all Communications Officers on the shift decline, the person at the bottom of the list will be assigned to fill the vacant position. The lists will rotate every three weeks with the bottom person moving to the top of the list. 3. Any changes proposed by Communications Officers will be reviewed and put to the vote. A 2/3 majority will be required to malce may changes. This shift practice will be reviewed on a six-month incremental basis. A decision will be made at least 30 days prior to the expiration date whether to continue with this agreement or not. The City retains the exclusive right to terminate this agreement if this agreement does not work out to the satisfaction of the City. FOR THE CITY: FOR THE UNION: ~~ Bob Coons, Human Resources Mgr. ~~ . Tom Thomps n, Teamsters Business Rep ~~)cua Steve II c, Police Chief