HomeMy WebLinkAbout000593 Original ContractAGREEMENT BETWEEN THE
CITY OF PORT ANGELES
AND
City of Port Angeles
Record #000593
TEAMSTERS UNION LOCAL #589
COMMUNICATIONS SUPPORT UNIT
January 1, 2012 thru December 31, 2014
TEAMSTERS LOCAL #589
NON -SWORN UNIT
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I General Provisions Page No.
Section A Purpose 1
Section B Full Understanding, Modification, and Waiver 1
Section C Recognition 1
Section D Savings Clause 2
Section E Non Discrimination 2
ARTICLE II Rights of Parties
Section A Management's Rights 2 -3
Section B Union Security 3
Section C Payroll Deductions 3
Section D Personnel Policy and Procedures 4
Section E Record Keeping 4
Section F Personnel Records 4
Section G Labor Management Committee 4
Section H Police Department Employee Bill of Rights 4 -5
Section I Layoff Procedures 5 -6
ARTICLE III Working Conditions
Section A Hours of Work 6 -7
Section B Response Time 8
Section C Relatives Working in the Police Department 8
Section D Work Stoppage 8
Section E Drug Testing Policy 8 -11
ARTICLE IV Compensation
Section A Wages 12
Section B Overtime Compensation 12
Section C Call -Back Compensation 13
Section D Compensatory Time Accrual 13
Section E Tuition Reimbursement 13 -14
Section F Uniforms 14
Section G Higher Class Pay 14
Section H Communications Officer Training Pay 14
Section I Stand -By Pay 14
ARTICLE V Paid Leave Time Page No.
Section A Vacation 15
Section B Sick Leave 16 -17
Section C Holidays 17 -18
Section D Family Leave 18
ARTICLE VI Health Benefits
Section A Medical, Dental, Vision Coverage 18
Section B Long Tenn Disability Insurance 19
Section C Life Insurance 19
Section D Employee Assistance Program 19
Section E Retiree Medical Benefit RWT -Plus 19
ARTICLE VII Grievance Procedure 20 -22
ARTICLE VIII Duration of Agreement 23
APPENDIX "A" Salary Schedule
2.
TEAMSTERS LOCAL #589
COMMUNICATIONS AND SUPPORT UNIT
COLLECTIVE BARGAINING AGREEMENT
ARTICLE I GENERAL PROVISIONS
Section A Purpose
This Agreement, 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 Agreement.
Section B Full Understanding, Modifications, and Waiver
I. This Agreement sets forth the full and complete agreement of the parties regarding the
matters set forth herein, and any other prior or existing agreement by the parties, whether
formal or informal, regarding any such matters are hereby superseded or terminated in
their entirety.
Except as specifically provided herein, it is agreed and understood that each party hereto
voluntarily and unqualifiedly waives its right and agrees that the other shall not be
required to negotiate with respect to any subject or matter covered herein, or with respect
to any other matters within the scope of negotiations, during the term of this Agreement.
3. No agreement, alteration, understanding, variation, waiver, or modification of any of the
terms or provisions of this Agreement shall be binding upon the parties unless made and
executed in writing by the parties hereto.
4. The waiver of any breach, term, or condition of this Agreement by either party shall not
constitute a precedent in future enforcement of terms and provisions of this Agreement.
5. The City may not enter into a separate agreement with an employee which is inconsistent
with 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 terns and conditions set forth
herein shall apply to regular full -time and regular part-time employees in the following
classifications:
Parking Enforcement Officer
Communications Officer Communications Supervisor
Police Records Supervisor Police Records Specialist
Warrant Entry Clerk Support Services Technician
Regular full -time is defined as a position authorized and budgeted to work 2,080 hours per year
and are eligible for benefits.
Regular part-time is defined as a position authorized and budgeted to work less than full -time.
Excluded from this Agreement, and ineligible for any benefits, are temporary, seasonal, or other
part-time employees of the Police Department. Work performed by employees excluded from
the bargaining unit shall not be deemed to constitute bargaining unit work.
The Union agrees to provide, in writing, the name of the shop steward and such notice and any
changes thereto shall be provided to the 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.
Section E Non Discrimination
The City and the Union agree they will not discriminate against any employee by reason race,
age, color, sex, sexual orientation, national origin, handicapped status, genetic information,
marital status, or membership or non- membership in the union.
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.
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, Procedures Manual this
agreement and in accordance with "Just Cause
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.
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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 charity
or to another charitable organization mutually agreed upon by the employee and the
Union. The employee shall furnish written proof to the Union that such payment has
been made.
If the employee and the Union do not reach agreement on the organization, the Public
Employtnent 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 snake 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.
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Section D Personnel Policy and Procedures
Except where this Agreement is different, wages, hours, holidays, sick leave, vacation and
related working conditions shall be in accordance with the current City Personnel Policy and
Procedures Manual. Terns and condition in the Personnel Policy and Procedures Manual subject
to collective bargaining will be submitted to the Union for negotiations prior to making changes.
Section E Record Keeping
The City shall maintain payroll records and the data in the payroll records system will be made
available to employees upon request. This information shall be restricted to records concerning
the employee making the request or information is considered public information, through the
public information procedures established by the City Clerk.
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
improve employee /employer relations, the parties agree to establish a labor management
committee to meet at times as mutually agreed upon.
The members of this Committee for the City may include, the Human Resources Manager, the
Police Chief, and others as needed, not to exceed 4 personnel.
The members of this Committee for the Union may be the business agent for the Local Union
and the Shop Steward, and others that may need to attend not to exceed 4 personnel.
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 for disciplinary actions.
1. Prior to an employee being questioned relative to a possible disciplinary matter, the
employee will be apprised of the issue and the nature of the complaint or issue under
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.
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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(s) or representative(s) of his /her 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 /she 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 guide to
attempt to obtain his/her 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 applies to disciplinary actions and related
investigations and excludes cases of criminal investigations.
Section I Layoff Procedures
The City may lay off employees where there are changes in service levels, reorganization, a
position is abolished, lack of funding, or other reason requiring a reduction in the work force as
determined by the City. An employee laid off shall receive a minimum of two calendar weeks'
written notice prior to the effective date of the lay -off.
Order of Lay -Off: The order of lay -off shall be by classification by Department. Temporary
employees followed by probationary employees will be laid off prior to regular full -time
employees.
Employees who have held status in the Police Records classifications and Communications
Officer class and are laid -off shall be on the reinstatement list for both classes. When any
employee is hired off a reinstatement list, he /she must meet the qualifications for the position.
An employee's accrued vacation and comp time shall be paid off upon being laid off. Sick leave
accrual shall be held in abeyance and if the employee is reinstated, he /she shall retain the sick
leave accrual on the books when laid off. Also, the employee's service credit shall remain, less
the time spent on the lay -off list.
"Bumping Rights" shall apply for employees holding regular status in the affected
classification. The least senior employee shall be laid off first. The reinstatement list shall be
used prior to the Civil Service eligible list for filling vacant positions.
If an employee refuses a job offer, his /her name shall be removed from the reinstatement list.
The employee's name on the reinstatement list shall be valid for a period of twenty -four (24)
months.
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An employee re -hired from the reinstatement list shall be placed at the salary range and step held
by the employee prior to being laid off, using the salary schedule in effect at the time of re -hire.
If re -hired into a different classification than when laid off, the salary shall be determined by the
Department Head within the established salary range for the class.
It shall be the responsibility of the laid off employee to keep his/her address current with the
City. If a position becomes available, the City will send notice to the employee at the last
address of record, and if the employee fails to respond to such notice within ten (10) calendar
days, the employee's name will be removed from the reinstatement list for future consideration,
unless a valid reason exists for such failure to respond, as detennined by the City.
ARTICLE III WORKING CONDITIONS
Section A Hours of Work
Definition: 12 -hour shift Work Week: These conditions apply when assigned to a 12 hour
work week.
Shift Schedule: The work week for dispatch personnel shall be a 12 hour duty shift as follows:
2 on, 2 off, 3 on 2 off, 2 on followed by 3 off duty shifts. This work schedule is a 42 hour
work week or 84 hours in a pay period. Day Shift shall be 0600 to 1800 hours. Night Shift shall
be 1800 to 0600 hours.
1. Communication officers will rotate every three (3) months between Day shift and Night
shift. Trades will be allowed within and outside of the shift if all parties agree to the trade
and no overtime is created as a result of the trade. All shift trades must be approved in
advance by the Communication Manager. All parties understand that shift trades
designed to keep any individual employee on permanent Night shift will not generally be
allowed.
Communication officers will bid their shift preference by seniority at the end of the year
for the following year. Management reserves the right to make adjustments as deemed
necessary to ensure a balance of skills and experience on any given shift.
3. Overtime will be filled by pulling from the same shift team if possible, otherwise
assignments will be made from the other shift team based on senionty. No adjustments
shall occur that cause an employee to work different shifts within their respective two (2)
and three (3) day work weeks. No dispatcher will be assigned to work more than four (4)
consecutive 12 -hour shifts without 48 hours off before the start of the next shift, unless
exigent circumstances arise, as determined by management.
4. Vacation bids will be as they are now: one Supervisor and two Communication Officers
off at one time. Supervisors will have a separate vacation bid, but only one can be off at a
time. Once bidding has ended, further requests for time off will be made with
management approval. A maximum of three (3) employees, Supervisor inclusive, are
allowed to be off.
5. There will be a board /electronic schedule set up for the pay period where employees can
indicate they are available for call -back if necessary.
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Call back will be based on descending seniority from the availability list; if assignment of
overtime is required then it will be based on ascending seniority in accord with the labor
agreement in effect at the time.
6. Paid Leave Usage: when an employee takes off paid leave including vacation, sick leave
and /or and compensatory time, the shift shall be I2- hours. Blocks (3 days or more) of
Vacation, Sick Leave, or Comp Time, will not contain regular overtime which is built in
to a shift as a result of this agreement, unless the employee requests it.
7. Overtime: Overtime shall be paid for only those hours consecutively worked in excess of
the standard 12 -hour shift or in excess of a 40 hour work week.
These conditions apply when working any schedule other than a 12 hour schedule as above
1. Work Week: The work week shall be established for all bargaining unit employees as
Monday through Sunday.
The work schedule shall be 40 hours, consisting of five consecutive days on duty and two
consecutive days off duty, except during scheduled shift rotation when a 14 -day
consecutive day transition period shall be established. The transition period will permit
schedules to be modified to accommodate the shift change. All full -time employees will
maintain a 40 -hour work week during the transition period. Additionally, during the
transition period any employee who works 4 or 5 consecutive days with only 1 day off
shall receive overtime on the next working day.
Notwithstanding the other sections of this article, the City may, following consultation
with the Union, implement a four (4) day, forty (40) hour work week, overtime shall be
paid for any hours worked in excess of ten (10) hours per day or forty (40) hours per
week. Employees working this schedule shall have three (3) consecutive days off.
2. Assignment of employees to shifts and 'the setting of starting times for all shifts shall
remain within the rights of the City.
3. Employees shall be assigned to either an eight (8) hour or nine (9) hour work shift. The
Communications Officers (excluding the Communications Supervisor) shall be assigned
to an eight (8) hour shift. The eight (8) hour shift shall be eight (8) hours on duty, to
include a half -hour on -call lunch break. The Supervisor shall determine the time during
the employee's shift when the meal period is granted.
4. Seven days' advance notice will be provided prior to an employee being assigned a
change in his/her regularly scheduled shift, except in cases of an emergency. Those
hours worked outside of the regularly scheduled shift, without 7 days advance notice,
shall be paid as overtime. Those hours worked during the regular scheduled shift shall be
paid at straight time.
5. The City shall allow two (2) 15- minute rest periods, one in the first half and one in the
second half of the work shift. Such rest periods may not be permitted if Departmental
operations would be affected.
Rest periods, if not taken as approved by the supervisor shall not be accrued and taken
beyond the current shift.
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6. The City and the employees, through the Labor /Management Committee, shall continue
investigating the implementation of alternative work schedules, subject to available
funding.
Section B Response Time
An employee subject to call -back shall reside within an area from where he /she can drive to the
Police Department Building within thirty (30) minutes after being called. Computation of time
shall be made, considering the drive to be made within the normal speed limits.
Section C Relatives Working in the Police Department
If employees in the Police Department become related through marriage, or cohabitation, which
may result in a problematic, questionable, or preferential supervisor /subordinate relationship in
the judgment of the Police Chief, the City will make a 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 Department. Prior to terminating an employee because of this policy, the City
shall make reasonable effort to transfer the individual to another position. The Union reserves
the right to be consulted prior to any decision on this matter.
Section D Work Stoppages, Strikes, or Other Concerted Work Actions
The City and the Union agree that the public interest requires efficient and uninterrupted
municipal services, and to this end, pledge their support to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement, the Union and the employees
covered by this Agreement shall not engage in any work stoppage, strike, work slow -down, sick
out, or any other concerted activity which may, in any manner, interfere with public safety,
municipal services, or be construed as contrary to the objective above.
It is further understood that employees who engage in any such actions as noted above shall be
subject to any disciplinary action as may be determined by the City. Employees shall be held
responsible for any financial losses suffered by the City as a result of such work actions.
Section E 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
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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.
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:
Test Level
100 ng /ml
300 ng/ml
300 ng/ml
25 ng/ml
1000 ng/ml
ng/ml)
Marijuana metabolites
Cocaine Metabolites
Opiate metabolites
Phencyclidine
Amphetamines
Barbiturates:
Secobarbital
Phenobarbital
Butalbital
Benzodiazepines:
Oxazepam
Chlordiazepoxide
300 ng/ml
1000 3000 ng/ml
1000 ng/ml
300 ng/ml
3000 ng/ml
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Diazepam 2000 ng/ml
Methadone 300 ng/ml
Methaqualone 300 ng/ml
Propoxyphene 300 ng/ml
Ethanol 0.03 g/dl
Level of the positive results for ethyl alcohol 0.05 gr /dl.
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.
Legal Drugs The appropriate use of legally prescribed drugs and non prescription
medications is not prohibited by this policy. However, the use any substance which
carries a warning label that indicates mental functioning, motor skills, or judgment may
be adversely affected must be reported to the employee's supervisor immediately prior
to reporting to work. The employee will not be permitted to perform safety- sensitive
work, operate equipment or vehicles or carry a firearm while on city business without a
written release from his /her doctor that the employee is deemed safe to perform such
duties. Employees who violate this policy shall be disciplined up to and including
termination.
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.
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.
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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,
Confirmatory Test:
Marijuana metabolites
Cocaine metabolites
Opiates: Morphine
Codeine
Phencyclidine
Amphetamines: Amphetamine
Methamphetamine
Barbiturates
Benzodiazepines
Methadone
Methaqualone
Ethanol
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the initial test level is 25 ng/ml.
15 ng/ml
150 ng/ml
300 ng/ml
300 ng/ml
25 ng/ml
500 ng/ml
500 ng/ml
200 ng/ml
200 ng/ml
100 ng/ml
300 ng/ml
0.03 g/dl
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.
The parties agree to use the Medical Review Officer (MRO) used by the City in their CDL Drug
Testing process 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.
Section A Wages
ARTICLE IV COMPENSATION
The parties agree to no COLA in 2012.
Effective January 1, 2013 a 2.0% wage increase and effective January 1, 2014 a 2.0% wage
increase for all represented classes in the bargaining unit.
Section B Overtime Compensation
1. 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
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. This
excludes part time employees, who shall receive overtime for hours worked over 8 in a
day or 40 hours in a work week.
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.
Once the least senior employee has worked 12 overtime hours, per pay period, it shall no
longer be a requirement that this employee work any additional overtime during that pay
period and the reverse seniority requirement to work the overtime shall pass to the next
person in seniority. This requirement to work overtime may be reinstated in the event of
an emergency, but only in the event that there is a general recall of staff.
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.
7. Personal requests for a change or trade of shift must be approved by the Communications
Manager. 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 shift.
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Section C Call -Back Compensation
An employee on off -duty status who is called back to duty will be credited with a minimum of
two (3) hours of overtime and paid at the rate of time and one -half for his /her regular rate of pay.
If employees are required to work longer than two hours, the employee will be paid overtime for
the hours worked.
Court attendance shall be considered "call- back" for the purposes of application of this Section,
unless such times falls within the employee's normal work schedule.
Section D Compensatory Time Accrual
1. An employee who is assigned to work overtime may, at the option of the employee,
receive either cash or compensatory time for such overtime hours, subject to the
conditions of this Section. An employee will be allowed to accumulate and maintain up
to eighty (80) hours in his /her comp time bank for overtime hours worked. If an
employee uses a portion of this comp time accrual, he /she may re- accumulate back to
eighty (80) hours. Overtime hours worked in excess of this amount will be paid for in
cash at the overtime rate of pay.
Employees assigned to work overtime may request compensatory time in lieu of pay at
the rate of time and one -half for the overtime hours worked, calculated to the nearest 30
minutes.
An employee on compensatory time off shall be deemed to be on 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 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 the
previously scheduled comp time.
5. Use of compensatory time shall be by mutual agreement between the employee and the
supervisor, with the understanding that the employee will not be allowed to use comp
time if a replacement employee would be on scheduled overtime.
6. The Department Head or employee's supervisor shall make reasonable efforts to
accommodate a request for compensatory time off when made at least seven days, but not
more than thirty days, in advance. The thirty day limitation shall not apply if the
compensatory time is to be used in conjunction with vacation time or involves a
minimum of five consecutive compensatory days off.
Section E Tuition Reimbursement
1. To encourage and improve proficiency of the employees, the City encourages the taking
of job related educational courses with the approval of the Department Head.
2. The City will reimburse 75% of the tuition, fees, and book costs of courses that have been
successfully completed. If partial assistance is furnished by another agency, the City shall
provide 75% of the un- funded portion remaining.
13
3. Nothing in this Section will interfere with the responsibility of the Department Head to
require attendance at training seminars or other job- oriented training courses necessary to
perform their duties. These shall be paid in full by the City.
In any case, the City's share will not exceed 75% of the total schooling costs. In
itemizing costs, an employee shall not include his /her time as a reimbursable expense.
Section F Uniforms
1. The Police Records Specialists /Supervisor and Parking Enforcement Officer are required
to wear a uniform as determined by the City, provided by a quartermaster system. The
specific uniform is provided for in the Police Department Policy and Procedures Manual.
For the Communications Officers and Communication Supervisors, the City agrees to
provide up to 6 approved -style shirts and emblem as determined by the Police Chief.
3. The employee agrees to maintain and repair his/her uniform and have all items available
for inspection upon reasonable notice.
4. 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.).
Section G 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 "A" step of the higher class, unless the
pay is less than 5 in which case the employee shall go to "B" step of the range for the duration
of the assignment, calculated to the nearest 30 minutes. An employee may be assigned to a
higher classification or Relief Supervisor position in accordance with the Police Department's
Policy and Procedures Manual.
Section H Communications Officer Training Pay
When a Communications Officer is assigned to train a new Communications Officer, the
employee shall receive $1.50 per hour training pay for each shift involved in familiarizing the
new employee with the job
Section I Stand -By Pay
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 assigned to be on stand -by shall receive $7 per
24 -hour day or $50 for a full week (7 days of stand -by).
14
ARTICLE V PAID LEAVE TIME
Section A Vacation
Vacation leave shall accrue to each employee covered by this Agreement, as follows:
1 5 continuous years
of City service
6 10 continuous years
of City service
11 15 continuous years
of City service
16 20 continuous years
of City service
21 and over continuous years
of City service
Vacation may not be taken until completion of six months' service. Thereafter, accrued vacation
may be taken upon proper authorization, per Department procedures. Requests for vacation shall
be made in advance, subject to Supervisory approval. The maximum accrual of vacation is noted
in the chart above, based upon years of City service. Employees shall be paid for unused
accrued vacation at their final base hourly rate (i.e., straight time) upon leaving City service.
Vacation shall not be paid for if a probationary employee fails the probationary period.
Vacation and holiday time shall be recorded together for purposes of paid leave and bidding of
time off. Time taken first shall be considered holiday time until 96_hours are used, and
thereafter, the paid leave shall be considered vacation. This method is used in the event an
employee leaves City service to reconcile holiday and vacation time.
Requests for Vacation/Holiday Time:
Annual Hrs. Days Per Max. Accrual
Accrual Year Hours
80 10 248
120 15 328
160 20 408
200 25 488
240 30 568
The Police Department shall establish bidding procedures for vacation and holidays, per
Department policies. Bidding for vacation and holiday time shall be done based on seniority in
the Police Department, by classification. Bidding shall be done no later than December I of each
year for the following year. Holiday hours are used prior to vacation.
For purposes of bidding vacation time off, total seniority shall apply, with City and County
employees' total years of service merged into one seniority list. The parties further agree that the
maximum number of vacation hours an employee under PERS I may be paid off upon retirement
(normal or disability) shall be 240 hours.
15
Any vacation hours accrued but unused beyond the 240 hours shall be scheduled prior to such
retirement.
If an employee has prior approval for vacation and is called back to work once 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 Agreement.
7,
Sick Leave Accrual Sick leave shall accrue at the rate of 96 hours per calendar year,
which equals 3.69 hours per pay period. The maximum accrual of sick leave is unlimited,
but the sick leave payoff shall have a maximum of 960 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 grieving the
death of a family member. Bereavement leave shall be limited to not more than
three consecutive days per instance, unless specifically approved by the Police
Chief.
d. Maternity Leave: Medical disabilities resulting from pregnancy, miscarriage,
childbirth, or recovery from childbirth, shall be eligible for maternity leave of
absence. Such leave of absence shall not exceed the actual period of disability.
16
Section C Holidays
1. PenCom Employees:
Prior to utilizing any unpaid leave without pay, the affected employee shall first
use accumulated paid leave (comp time, vacation, sick leave, and floating
holidays).
e. 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.
a. Each employee shall, on January 1st of each calendar year, receive 96
hours of holiday time eleven holidays and one floating holiday). Holiday time is
credited to the vacation accrual for the purpose of record keeping. Employees
hired dunng the year shall receive a pro- ration of the 96 hours of holiday time
based upon the number of holidays remaining in the calendar year.
b. Each employee shall, on the first pay period in December, receive a
"holiday payment" consisting of forty -eight (48) hours of straight time pay at the
employee's current rate of pay, representing the overtime portion of the eleven
contractual holidays, excluding the floating holiday.
c. Employees who terminate during the calendar year shall have their holiday
time and holiday pay reconciled, if necessary, from a vacation payoff and /or final
compensation. Holidays may not be cashed out if unused.
d. Use of holiday time shall be by mutual agreement between the employee
and the supervisor.
e. If an employee has prior approval from the supervisor for holiday time and
is called back to work once his /her holiday time has started, the employee will be
compensated at the overtime rate of pay for the time which interfered with
scheduled holiday time.
Employees in Records, Warrant Entry Clerk, and Parking Enforcement:
a. Employees who are assigned to Records or Parking Enforcement shall
observe the following contractual holidays:
New Year's Day
Martin Luther King Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
17
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
Section D Family Leave
b. When a holiday falls on a Saturday, the preceding Friday shall be observed as
the holiday. When a holiday falls on a Sunday, the following Monday shall be
observed as the holiday.
c. If an employee works on a holiday named above, the employee will be paid at
the overtime rate of pay or comp time for the hours worked on the holiday.
As defined by the City's Personnel Policy and Procedures Manual Chapter 7.05 titled Family
Leave.
Section A Medical, Dental, Vision Coverage
ARTICLE VI HEALTH BENEFITS
Medical: Effective January 1 2013, based on December 2012 hours and for the life of the
agreement, the City shall pay the monthly premium payment into the Washington Teamsters
Welfare Trust for Medical Plan A, Dental Plan B, and the Teamsters Vision plan, on behalf of
each employee who is compensated for eighty (80) hours or more in the preceding month.
Effective the month following execution of this agreement, the employee will contribute 1 1.5%
of the premiums necessary to provide the benefits noted in paragraph one of Article VI, 1,
Medical Benefits and for the life of the agreement. Prior to implementation of the 11.5%
employees paid 9
Effective the month following execution of this agreement the employer will contribute 88.5%
of the premiums necessary to provide the benefits noted in paragraph one of Article VI, 1,
Medical Benefits, and for the life of the agreement.
Dental: The City shall pay the monthly premium for the Teamsters Dental Plan 13 for the life of
the agreement.
Vision: The City shall pay the monthly premium for the Teamsters vision plan.
Time Loss: Time Loss plan D will be paid by the employer, after the $3.00 per month has been
deducted from wages of those with 80 or more hours of work in that month. This amount will
then be remitted to the Washington Teamsters Welfare Trust.
Maintenance of Benefits: The Trust may modify benefits or eligibility of any plan for the
purpose of cost containment, cost management, or changes in medical technology and treatment..
If increases are necessary to maintain the current benefits or eligibility as may be modified by the
Trustees during the Life of the Agreement, the Employer shall pay, subject to the Premium cost
sharing formula in Article 3, Section 6, Sub Sections a., b. and c., such increases as determined
by the Trustees
18
Payments: Payments are required under any of the foregoing provisions shall be made on or
before the tenth (10 day of the month. Upon Union Request, copies of all transmittals,
pertaining to benefits under this Article, shall be posted on the bulletin board.
Trust Agreement: The Trust Agreement shall be known as Supplement "A" and, by this
reference, same is incorporated herein and deemed a part hereof as though fully set forth.
Section B Long -Term Disability Insurance:
The City agrees to provide long -term disability insurance coverage for regular employees that
work 30 hours or more per week. The coverage shall have a 90 -day waiting period and benefits
are subject to the terms and conditions of the plan booklet, provided to each employee.
Due to the enrollment process, this benefit will become effective the month following ratification
by the membership and approval by the City.
Section C Life Insurance
The City agrees to extend life insurance coverage to regular full time employees represented by
Local 589 equal to one times their annual salary, rounded to the nearest thousand, to a maximum
of $50,000. Amounts beyond the annual salary coverage or for spouses will be at the employee's
expense through payroll deduction procedures.
Section D Employee Assistance Program:
The City agrees to provide an Employee Assistance Program for the term of the Agreement.
Section E Retiree Medical Benefits Premiums RWT -Plus
Effective January 1, 2012, through 2013, the employer shall pay into the Retiree's Welfare Trust
the amount listed below per month on behalf of each employee performing work of the
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.
In the application of the terms of this article of the Labor Agreement by and between Teamsters
Local Union No. 589 and the City of Port Angeles, it is understood that the contributions to the
Retirees Welfare Trust, (RWT -Plus) Plan, shall be as follows:
Effective Date
I /1/13
Contribution Rate (monthly)
$94.85
It shall be the responsibility of the employees to cover, through a payroll diversion, all
contributions associated with providing and maintaining this Retiree's Welfare Trust, RWT -Plus
Plan, for the life of the agreement.
19
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 13 Definitions
ARTICLE VII GRIEVANCE PROCEDURE
The following terms, as used in this Article, shall have the following meaning:
Grievance: A complaint by an employee or a Union representative concerning the interpretation
or application of this Agreement. A grievance may be filed when the employee believes an
injustice has been done because of unfair application of a policy or an alleged violation of any
term or condition of this Agreement.
Working Day: Exclusive of Saturday, Sunday, and legal holidays.
Employee: Any employee of the classified service of the City of Port Angeles Police
Department.
Immediate supervisor: The person who assigns, reviews, or directs the work of an employee.
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.
Appeals involving demotions, dismissals, incremental denials, suspensions, promotions,
separations, and examining procedures. (These matters are within the Civil Service
Commission's authority.) Dismissals pursuant to Article III, Section C, are subject to this
grievance procedure if Civil Service Commission denies hearing the employee's appeal.
3. Work performance evaluations.
4. Impasses in collective bargaining.
20
5. Grievances filed after twenty (20) working days from date of occurrence, or after twenty
(20) working days from the date the employee had knowledge of an occurrence.
Section D Time Limits
Time limits are established to settle grievances quickly. Time limits may be extended by
agreement of the parties. If the grievant is not satisfied with the decision rendered, it shall be the
grievant's responsibility to initiate the action which 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 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 fonn may not be used as long as the pertinent information is submitted by letter.
The grievance fonn and any supporting documents shall be delivered to the first level of
management no later than Twenty (20) working days from the date of the incident or knowledge
21
of the incident. The manager shall hold a 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 Manager will issue a written decision on the original grievance form
within five (5) days of the close of the meeting.
Step 2
If the employee feels the Manager 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 fonnal meeting
with the employee and his/her representative, if requested, within ten (10) days from the date of
the appeal receipt, and attempt to settle the grievance.
A decision shall be made, in writing, on the original grievance form, to the employee by the
Department Head within ten (10) days from the close of the formal meeting.
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 five (5) working days from receipt of the Department Head's
decision. In his /her 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) days of receipt of the grievance.
Step 4 Binding Arbitration
If the grievant is not satisfied with the decision of the City Manager, within five (5) days after
receipt of the decision, the grievant may submit the grievance to 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.
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.
22
f
This Agreement shall be effective January 1, 2012, and shall continue in full force and effect to
and including December 31, 2014. Should either party desire to modify or terminate this
Agreement, it shall serve written notice at least one hundred and twenty days (120) prior to the
expiration of this Contract.
IN WITNESS WHEREOF, we hereunto attach our signatures this I day of May 2013.
CITY OF PORT ANGELES
Dan McKeen, City Manager
Cherie Kidd, Mayo
Bob Coons,
Human Resources Manager
ARTICLE VIII DURATION OF AGREEMENT
23
TEAMSTERS UNION LOCAL #589
John Witte, Secretary- Treasurer
Teamsters Local #589
Occup
Position
Title
RANGE
Grade
Step
Hourly
Rate
Bi- Weekly
Amount
Monthly
Salary
Annual
Salary
Code
5000
Communications
RANGE 1
TN1
$18.988 $1,519.04 $3,291 $39,495
Officer
$19.929 $1,594.32 $3,454 $41,452
$20.930 $1,674.40 $3,628 $43,534
$21.962 $1,756.96 $3,807 $45,681
$23.063 $1,845.04 $3,998 $47,971
$24.221 $1,937.68 $4,198 $50,380
5001
Communications
RANGE
TN2
1
$24.345 $1,947.60 $4,220 $50,638
2
Officer
2
$25.549 $2,043.92 $4,428 $53,142
3
$26.843 $2,147.44 $4,653 $55,833
4
$28.194 $2,255.52 $4,887 $58,644
5002
Police Records
RANGE 3
TN3
1
$25.471 $2,037.68 $4,415 $52,980
Supervisor
2
$26.731 $2,138.48 $4,633 $55,600
3
$28.085 $2,246.80 $4,868 $58,417
4
$29.498 $2,359.84 $5,113 $61,356
5003
Police Records
RANGE 4
TN4
$18.761 $1,500.88 $3,252 $39,023
Specialist
$19.701 $1,576.08 $3,415 $40,978
$20.686 $1,654.88 $3,586 $43,027
$21.718 $1,737.44 $3,764 $45,173
$22.799 $1,823.92 $3,952 $47,422
5005
Parking Control
RANGE 6
TN6
N M Q V1 l0
$15.771 $1,261.68 $2,734 $32,804
Officer
$16.649 $1,331.92 $2,886 $34,630
$17.626 $1,410.08 $3,055 $36,662
$18.398 $1,471.84 $3,189 $38,268
$19.222 $1,537.76 $3,332 $39,982
$20.197 $1,615.76 $3,501 $42,010
5008
Warrant Entry
RANGE 7
TN7
1
$17.858 $1,428.64 $3,095 $37,145
Clerk
2
$18.753 $1,500.24 $3,251 $39,006
3
$19.688 $1,575.04 $3,413 $40,951
4
$20.673 $1,653.84 $3,583 $43,000
5
$21.707 $1,736.56 $3,763 $45,151
4
Appendix "A" Salary Schedules for 2013 and 2014.
Communication Support Unit; Teamsters
2012 wages same as 2010 2011 schedule. 2% COLA for 2013, see below
24
Position
Title
RANGE
Grade
Step
Hourly
Rate
Bi- Weekly
Amount
Monthly
Salary
Annual
Salary
Communications
RANGE 1
TN1
$19.368
$1,549.44
$3,357
$40,285
Officer
$20.327
$1,626.16
$3,523
$42,280
$21349
$1,707.92
$3,700
$44,406
Cr
$22.401
$1,792.08
$3,883
$46,594
$23.524
$1,881,92
$4,077
$48,930
$24.705
$1,976.40
$4,282
$51,386
Communications
RANGE
TN2
1
$24.832
$1,986.56
$4,304
$51,651
2
Supervisor
2
$26.060
$2,084.80
$4,517
$54,205
3
$27.380
$2,190.40
$4,746
$56,950
4
$28.758
$2,300.64
$4,985
$59,817
Police Records
RANGE 3
TN3
1
$25.981
$2,078,48
$4,503
$54,040
Supervisor
2
$27.266
$2,181.28
$4,726
$56,713
3
$28.646
$2,291.68
$4,965
$59,584
4
$30.088
$2,407.04
$5,215
$62,583
Police Records
RANGE 4
TN4
1
$19.136
$1,530.88
$3,317
$39,803
Specialist
2
$20.095
$1,607.60
$3,483
$41,798
3
$21.099
$1,687.92
$3,657
$43,886
4
$22.152
$1,772.16
$3,840
$46,076
5
$23.255
$1,860.40
$4,031
$48,370
Parking Control
RANGE 6
TN6
$16.087
$1,286.96
$2,788
$33,461
Officer
$16.982
$1,358.56
$2,944
$35,323
$17.978
$1,438.24
$3,116
$37,394
I'
$18.766
$1,501.28
$3,253
$39,033
$19.606
$1,568.48
$3,398
$40,780
$20.601
$1,648.08
$3,571
$42,850
Warrant Entry
RANGE 7
TN7
IN M T V1
$18.215
$1,457.20
$3,157
$37,887
Clerk
$19.128
$1,530.24
$3,316
$39,786
$20.082
$1,606.56
$3,481
$41,771
$21.087
$1,686.96
$3,655
$43,861
$22.141
$1,771.28
$3,838
$46,053
Communications Support Unit; Teamsters
)LA for 2014
25