HomeMy WebLinkAbout4288 Resolution - 2023-2025 CBA with PPOA-NU RESOLUTION NO.4288
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PASCO,
WASHINGTON, APPROVING THE 2023-2025 COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY OF PASCO AND THE PASCO POLICE
OFFICERS ASSOCIATION—NON-UNIFORMED EMPLOYEES.
WHEREAS, the City of Pasco Council has approved Collective Bargaining Agreements
(CBA) between the City of Pasco and the Pasco Police Officers Association - Non-Uniformed
Employees (PPOA-NU} since 1987; and
WHEREAS, the current CBA with PPOA-NU, will expire December 31, 2022; and
WHEREAS, the negotiations commenced on March 29, 2022, with this 8-member
bargaining unit and after a few language modifications and economics were negotiated, which
provide greater clarity for management and the bargaining unit members, the parties reached a
tentative agreement on November 11, 2022: and
WHEREAS, on November 12, 2022, the PPOA-NU representative notified the City that
the membership voted to ratify the tentative 2023-2025 Collective Bargaining Agreement.
NOW,THEREFORE,BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF PASCO,WASHINGTON:
That the Collective Bargaining Agreement Between the City of Pasco and the Pasco Police
Officers Association - Non-Uniformed Employees commencing on January l, 2023, through
December 31, 2025,be ratified; and
Be it Further Resolved that the Interim City Manager of the City of Pasco, Washington,
is hereby authorized, empowered, and directed to execute the 2023-2025 Collective Bargaining
Agreement Between the City of Pasco and the Pasco Police Officers Association—Non-Uniformed
Employees,a copy of which is attached hereto and incorporated herein by this reference as Exhibit
A, on behalf of the City of Pasco.
Be It Further Resolved that this Resolution shall take effect and be in full force
immediately upon passage by the City Council.
Resolution—2023-2025 PPOA-NU CBA- 1
PASSED by the City Council of the City of Pasco, Washington this Sth day of December,
2022.
Blanche Barajas
Mayor
ATTEST: APPROVED AS TO FORM:
� ��
Debra Barham, CMC Ke erguson Law, PLLC
City Clerk rty Attorneys
Resolution—2023-2025 PPOA-NU CBA-2
2023 - 2025
COLLECTIVE BARGAINING AGREEMENT
Between
THE CITY OF PASCO
And
THE PASCO POLICE OFFICERS ASSOCIATION
NON-UNIFORMED EMPLOYEES
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 1
2023 — 2025 Table of Contents
ARTICLE1 —Recognition........................................................................................................... 5
ARTICLE 2—Term and Scope of Agreement........................................................................... 5
Section1. Effective Date. ........................................................................................................... 5
Section 2. Entire Agreement....................................................................................................... 5
Section 3. Collective Bargaining Rights..................................................................................... 5
ARTICLE 3—Management Rights............................................................................................. 5
ARTICLE 4—Performance of Duty. .......................................................................................... 6
ARTICLE 5—Grievance Procedures. ........................................................................................ 7
Step 1. Discussion with Supervisor...................................................................................... 7
Step 2. Written Grievance to Chief of the Departrnent........................................................7
Step 3. Grievance Appealed to City Manager...................................................................... 7
ARTICLE 6—Shift Off Ezchange................................................................................................ 9
Section1. Shift Exchange...........................................................................................................9
Section 2. No Overtime Liability................................................................................................ 9
ARTICLE 7—Sick Leave............................................................................................................. 9
Section1. Purpose....................................................................................................................... 9
Section2. Accrual and Use......................................................................................................... 9
a. Accrual of Sick Leave...................................................................................................... 9
b. New or Probationary Employees Accrual and Use of Sick Leave............................... 9
c. Sick Leave with Pay....................................................................................................... 10
d. Return to Work after Sick Leave................................................................................ 10
e. Sick Leave—Payment in Lieu Thereof.......................................................................... 10
Section3. Family Illness.......................................................................................................... 10
ARTICLE 8—Work Schedule and Overtime. ......................................................................... 11
Sectionl. Work Schedule........................................................................................................ 11
a. Normal Work Week and Work Day............................................................................... 11
b. Time of Work. ............................................................................................................ 11
c. Change in Regular Long-Term Work Schedules........................................................... 11
d. Breaks......................................................................................................................... 11
Section2. Overtime. ................................................................................................................ 11
a. Overtime Hour Threshold. ............................................................................................. 11
b. Call Backs................................................................................................................... 12
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 2
c. Authorization by Chief................................................................................................... 12
ARTICLE9—Holidays.............................................................................................................. 12
Section1. Legal Holidays........................................................................................................ 12
a. Personal Holiday. ........................................................................................................... 12
b. Additional Holidays.................................................................................................... 13
Section 2. Holiday Compensation Rate. .................................................................................. 13
Section 3. Weekend Holidays.................................................................................................. 13
Section 4. Holiday During Vacation Leave............................................................................. 13
ARTICLE10—Bereavement..................................................................................................... 13
Secti�n 1. Death in Family....................................................................................................... 13
ARTICLE 11 —Medical,Dental and Life Insurance.............................................................. 13
Section 1, Medical,Dental and Vision Insurance for Employees and Dependents................. 13
Section2. Life Insurance. ........................................................................................................ 14
ARTICLE12—Vacations. ......................................................................................................... 14
Section1. Vacation Credit....................................................................................................... 14
Section 2. Accumulation of Vacation...................................................................................... 14
Section 3. Probationary Employees......................................................................................... 14
Section4, Vacation Buyback. .............................................................................................. 14
ARTICi.E 13 Wages................................................................................................................. 15
Sectionl. Wage Rates ............................................................................................................. 15
Section 2. Bilingual Incentive.................................................................................................. 15
Section3. 4ut of Class Pay....................................................................................................... 15
Section 4. Deferred Compensation. ......................................................................................... 15
ARTICLE 14—Uniforms and Cleaning................................................................................... 15
Section1, Uniforms.............................................................................................................. 15
Section 2, Replacement/Cleaning. ....................................................................................... 16
Section 3, Loss and Damage. ............................................................................................... 16
Section4. Shoes. .................................................................................................................. 16
ARTICLE 15—Substance-Free Work Place Policy. ............................................................... 16
ARTICLE 16—Federal Family and Medical Leave Act of 1993. .......................................... 16
Section1.................................................................................................................................... 16
Section2.................................................................................................................................... 17
Section3.................................................................................................................................... 17
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 3
ARTICLE 17—Savings Clause.................................................................................................. 17
ARTICLE 18—Education Assistance....................................................................................... 17
Section 1. Education Assistance. ............................................................................................. 17
2023-2025 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 4
This Agreement is made and entered into by and between the City of Pasco, Washington,
hereinafter referred to as the "Employer"and the Pasco Police �fficers Association, hereinafter
referred to as the "Association."
ARTICLE 1 —Recognition.
The Employer recognizes that the Association is the exclusive bargaining representative for all
full-time and regular part-time non-uniformed employees of the Police Department of the City of
Pasco.
"Employee(s)" as used herein means and is limited to police depariment employees employed in
full-time and regular part-time positions in the Pasco Police Department, excluding the Chief of
Police, uniformed personnel within the meaning of RCW 41.56.030(6}, supervisors, and
confidential employees.
Recognized Positions: The current positions specifically identified as being part of the bargaining
unit are: Police Services Specialist, Lead Police Services Specialist, Accreditation Specialist,
Evidence Technician, Crime Analyst. New non-commissioned positions created in the future by
expansion of the Police Department or by reclassification of any current non-commissioned
position within the bargaining unit would be recognized as within the bargaining unit unless
confidential or supervisory.
ARTICLE 2 — Term and Scope of Agreement.
Section 1. Effective Date. This Agreement shall become effective on January 1, 2023 and shall
remain in full force and effect to and including December 31, 2025.
Section 2. Entire Agreement. The Agreement expressed herein in writing constitutes the entire
agreement between the parties.
Section 3. Collective Bargaining Rights. The parties acknowledge that each has had the
unlimited right and opportunity to make proposals with respect to any matter being the proper
subject for collective bargaining. The results of the exercise of that right are set forth in this
Agreement.
ARTICLE 3 — Management Rights.
Except as specifically modified by other Articles of this Agreement, the Association and
employees recognized the exclusive right of the City to make and implement decisions with respect
to the operation and management of its operations in all respects. Such rights include but are not
limited to the following:
1. To establish the qualifications for employment and to employ employees.
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 5
2. To establish the makeup of the City workforce and make changes from time to time,
including the addition or elimination of classifications, and direct the workforce towards
the organizational goals established by the City.
3. The right to determine its mission, policies, and all standards of service offered to the
public.
4. To plan, direct, schedule, control and determine the operations or services to be conducted
by the employees of the Police Deparirnent and City.
5. To determine the means, methods and number of personnel needed to carry out the
departmental operations and services.
6. To direct the workforce.
7. To hire and assign or transfer employees within the department or police-related functions.
8. To promote, demote, suspend, discipline or discharge employees for cause subject to
applicable Civil Service Laws, Rules and Regulations.
9. To lay-off or relieve employees of duty.
10. To make, publish, and enforce rules and regulations including reasonable rules pertaining
to secondary employment.
11. To introduce and use new or improved methods, equipment or facilities.
12. To contract for goods and services.
13. To assign work to and schedule employees, and to establish and change work schedules.
14. To determine the City budget and financial policies, including accounting procedures.
15. To establish and administer a personnel system which provides for all types of personnel
transactions including determining the procedures and standards for hiring, promotions,
transfer, assignment, lay off, discipline, retention and classification of positions.
16. To establish work and productivity standards and, from time to time, to change those
standards.
17. To assign overtime.
18. To take whatever action is necessary to carry out the mission of the City in emergencies.
Provided, however, that the exercise of any and all of the above rights should not conflict with
any of the express written provisions of this Agreement.
ARTICLE 4 —Performance of Duty.
Neither the Association,its officers,or agents,nor any of the employees covered by the Agreement
will engage in,encourage, sanction,support or suggest any strikes, slowdowns,blu flu, speed-ups,
mass resignations, mass absenteeism, the willfizl absence from one's positions, the stoppage of
work or the abstinence in whole or in part of the full, faithful and proper performance of the duties
of employment. In the event that any employee violates this Article, the Association shall, upon
written request from the City to any elected representative of the Association, immediately notify
any such employees in writing to cease and desist from such action and shall instruct them to
immediately return to their normal duties. Any and all employees who violate any of the
provisions of this Article may be discharged or otherwise disciplined.
2023-2U25 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 6
ARTICLE 5 — Grievance Procedures.
A grievance shall be defined as a dispute or disagreement raised by an employee or group of
employees against the employer involving the interpretation or application of the specific
provisions of this Agreement. It is specifically understood that any disputes regarding matters
governed by Civil Service rules or statutory provisions shall not be considered grievances and shall
not be subject to the grievance procedure hereinafter set forth. Nor shall any disciplinary actions
which may be appealed to the Civil Service Commission be considered grievances and be subject
to the grievance procedure herein. Grievances, as herein defined, shall be processed in the
following manner.
Step 1. Discussion with Supervisor. As soon as possible, but in no case later than ten (10)
calendar days after an employee knows or should have known of the event giving rise to a
complaint, an employee shall first discuss their complaint with their immediate supervisor. Said
supervisor shall make an investigation of the relevant facts and circumstances of the complaint
and attempt to resolve the matter. If the complaint is not settled, the employee shall notify the
"l�Ton-Uniformed"Unit Grievance Committee of the Association in writing,setting forth the nature
of the complaint. Said notifications shall cite the relevant facts, provisions of the Agreement
allegedly violated and the remedy sought. The"Non-Uniformed"Unit Grievance Committee shall
meet within three (3) calendar days to determine whether a valid grievance does in fact exist. If
the complaint is found not to constitute a valid grievance,no further action will be taken.
Step 2. Written Grievance to Chief of the Department. If the grievance committee finds a
valid grievance,its written findings and the original complaint of the employee shall be forwarded
to the Police Chief within fifteen (15) calendar days from the date of the committee's meeting.
The police chief shall meet with the employee and a committee representative within seven (7)
calendar days and notify the employee in writing of their decision within ten (10) calendar days
following said meeting.
Step 3. Grievance Appealed to City Manager. If the Association is dissatisfied with the
decision of the Police Chief, the Association may, within ten (10) calendar days from the Police
Chief's decision, request a review by the City Manager. Said appeal shall delineate the areas of
agreement and disagreement with the response given at Step 2 and the reasons therefore. The City
Manager shall hold a hearing on the dispute within fifteen (15} calendar days where the parties
may provide evidence and testimony. The City Manager shall issue a written decision and the
reasons therefore within fifteen (15) calendar days of such hearing.
If the Association is not satisfied with the decision of the City Manager, the Associarion may
within seven (7) working days of the date of the City Manager's decision, forward a request for
review by an independent Fact Finder to the City Manager. Said request shall delineate the areas
of agreement and disagreement with the decision of the City Manager and the reasons therefore.
The Association and the City shall attempt to agree upon a person who would act in such capacity.
If parties fail to agree upon and/or obtain a Fact Finder within seven (7)working days of service
of the request,then either party may request a Federal Mediation and Conciliation Service(FMCS)
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 7
to supply the names of five (5) disinterested individuals who are qualified and willing to perform
as an impartial Fact Finder in the dispute. Upon receipt of said names,the parties shall meet within
seven (7) working days to make a selection. Selection shall be achieved by alternate striking of
names with the party striking first being determined by a coin toss.
The Fact Finder shall convene a hearing in the City of Pasco within thirty (30) days of selection
by the parties. At said hearing the parties may present evidence and sworn testimony as well as
cross-examine one another's witnesses. Each of the parties agrees to produce any records or
materials that the Fact Finder may require relative to the dispute.
Upon closure of the hearing, the Fact Finder shall promptly issue written findings and
recommended action(s). In formulating their position, the Fact Finder shall designate the losing
party. The opinion shall not attempt to destroy, change, delete from, add to or alter the terms of
this Agreement.
Within ten (10) working days of the City Manager's receipt of the Fact Finder's written opinion,
the City Manager shall either affirm, disaffirm, or amend said opinion and provide the reasons
therefore. The result of the City Manager's review shall be final and binding on the parties and
there shall be no further appeal.
Each party shall bear the cost of the preparation of its own case. The cost of the Fact Finder shall
be borne by the parties in equal amounts including related fees, expenses and room rental. In the
event the City Manager does not follow the recommendation of the Fact Finder's written opinion,
the City shall bear the full cost of the related fees, expenses, etc., of the Fact Finder.
Special provisions:
1. The term "employee" as used in the Article shall mean an individual employee, or group
of employees, accompanied by a representative.
2. An Association representative and/or aggrieved pariy shall be granted time off without loss
of pay for the purpose of processing a grievance from Step 2 forward. Any investigation
undertaken by the Association upon the worksite shall be conducted so as not to disturb
the work of uninvolved employees and only after advance notice to the Police Chief.
3. A grievance may be entertained or advanced to any step in the grievance procedure if the
parties so jointly agree.
4. The time limits as specified in this procedure may be extended by mutual written consent
of the parties involved. Both parties must sign a statement of the duration of such extension
of time.
5. Any grievance shall be considered settled at the completion of any step if all parties are
satisfied or if neither party presents the matter to a higher authority within the prescribed
period of time.
2023-2025 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 8
6. Failure to act within the time limits specified in any step, other than a failure to meet or
respond within the time limits,shall constitute a waiver and forfeiture of the moving party's
right to further consideration of the grievance. Failure to meet or respond shall be deemed
a waiver of that step and the grievance may be referred to the next step of the grievance
procedure if the aggrieved party gives written notice of its intent to do so within five (5)
calendar days after the deadline for meeting or responding.
The parties agree to use a standardized form for the submission of grievance.
ARTICLE 6 —Shift Off E�change.
Section 1. Shift Exchange. Employees shall have the right to exchange shifts off when the
exchange does not interfere with the best interests of the police department or result in overtime
liability for the employer. Requests for exchanges of shifts off shall be made forty-eight(48)hours
in advance of the day requested, excluding holidays and weekends, and be subject to the approval
of the Chief of Police or their designee.
Section 2. No Overtime Liability. A shift exchange shall not result in overtime liability for the
employer. When an exchange results in an employee working hours that would qualify for
overtime, the excess hours worked shall be excluded from the calculation of hours for which the
employee would otherwise be entitled to overtime. Where employees trade hours, each employee
will be credited as if they had worked their normal work schedule for that shift.
ARTICLE 7 — Sick Leave.
Section 1. Purpose. It is understood that sick leave is solely for the purpose of illness or injury
when the employee is unable or unfit to report to work. For all employees, paid sick leave shall
not be available for illness or injury resulting from or caused by accident connected with other
gainful employment where the City has not previously approved the outside employment. The
Chief of Police, at their discretion, may require a doctor's certification of unfitness for duty.
Section 2. Accrual and Use. All employees shall accrue and receive sick leave benefits as
follows:
a. Accrual of 5ick Leave. Sick leave shall accrue at the rate of eight (8) hours for each
month of active service for each regular employee to a maximum accumulated sick
leave of 960 hours; however, the severance benefit provided hereafter shall be based
on the product of twenty-five percent times the accrued number of sick leave hours up
to a total of 720 hows.
b. New or Probationary Employees Accrual and Use of Sick Leave. A new or
probationary employee shall earn sick leave credit in accordance with Section 2a,
which shall be credited to the probationary employee after ninety (90) days of
employment.
2023-2025 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 9
c. Sick Leave with Pay. Employees shall earn and may be granted time off with pay
covering periods of illness or involuntary physical incapacity except time off caused
by accident connected with other gainful employment not previously approved by the
City to the extent that sick leave has accrued. In order to be granted sick leave with
pay, an employee must meet the following conditions:
(1) Report to the Chief,immediate supervisor or designated representative the reason
for the absence. Unless the employee's condition otherwise prohibits,sick report must
be made as soon as possible on the first day of the absence and every day thereafter
(unless waived by the Chief or their designee)as far in advance of the scheduled work
as possible. Normally,this report shall be made no later than one-half hour before the
start of the shift.
(2) Keep the Chief, immediate supervisor or designated representative informed of
their condition if the absence is of more than three working days duration.
(3) If absence extends beyond three working days duration, the employee will be
required, at the option of the Chief, to submit a medical certificate signed by a
physician stating the kind or nature of sickness or injury, that the employee has been
unfit for work for the period of absence or quarantine or required to receive out-patient
care and is again physically able to perform their duties. T'he cost of obtaining such
medical certificate shall be at the City's expense. The medical certificate shall be
submitted to the Chief of Police, or their designee and the contents of the certification
shall be disseminated to other City employees only on a"need to know"basis.
(4) Permit the City to make a medical examination by a health care professional if
the City deems it so desirable. The City shall pay the expense of such a medical
examination and the records shall be maintained consistent with the medical
confidentiality requirements.
d. Return to Work after Sick Leave. The City may, at its expense, require a certificate
from an employee's physician stating that the employee is physically capable of
returning to work. The city may, in addition and at its expense, require the employee
to be examined by a physician of the City's choice to determine the ability of the
employee to safely perform their assigned tasks.
e. Sick Leave—Payment in Lieu Thereof. An employee at the time of leaving the City,
except for any such employee who has not given at least two weeks written notice of
their voluntary termination of employment with the City,shall have twenty-five percent
of their accumulated and unused sick leave up to an aggregate credit of 720 hours paid
to them in accordance with regular City payroll procedures.
Section 3. Family Illness. The City and the Association agree that the City will follow all state
and federal laws for leave use. These include but are not limited to FMLA. WFLA, USERRA,
state pregnancy leave laws, Washington Paid sick leave law. Details of specific laws are available
in Administrative Orders and with Human Resources.
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 10
ARTICLE S —Work Schedule and Overtime.
Section 1. Work Schedule.
a. Normal Work Week and Work Day. For Clerical employees the nortnal workweek shall
consist of five (5) consecutive days in a seven(7) day work-period designated by the City.
The normal workday will consist of eight (8) consecutive hours of work and an unpaid,
off-duty lunch break each day subject to emergency work duties. Provided, this provision
is not intended to prohibit,by mutual agreement of the parties,the institution of an alternate
work shift in accordance of City of Pasco Administrative Order # 232 — Flex Time. For
non-clerical employees their job duties will affect their assignment or work hours.
b. Time of Work. Subject to subsection c. below, employees shall begin their work at the
time established by the Chief or their designee.
c. Change in Regular Long-Term Work Schedules. In the event the regular long-term
work schedule for an employee classification is changed,the employer will provide at least
thirty(30} days advance written notice except in the case of a bona fide emergency. Prior
to making a final decision the City will meet in good faith with the Association on the
proposed change. At the meeting with the Association, the City will explain the proposed
change; listen to the input of the employees regarding their concerns and suggestions. The
Chief will take into consideration the input of the employees in making their final
determination,but the determination of the Chief shall be final.
d. Breaks. Each employee shall receive a lunch period of thirty (30) minutes approximately
half way through the workday in accordance with the work schedule. Changes in the length
of the regular lunch period shall be subject to the requirements of subsection (C) above.
The lunch period shall not be compensable time, unless the employer interferes with the
employee's lunch break or the employee is required to fulfill work responsibilities. Each
employee shall receive a rest period not to exceed fifteen {15)minutes approximately half
way through the first half shift and approximately half way through the second half shift
of each working day, in accordance with a schedule established by the City.
Section 2. Overtime.
a. Overtime Hour Threshold. All authorized work performed in excess of forty(40)hours
worked in a seven(7) day work period shall be paid for at the rate of time and one-half the
regular straight time rate of pay, in accordance with City of Pasco Administrative Order
#232 - Flex Time. Provided,however, time worked on a sixth or seventh day of work in
a seven (7) days' work period shall be paid at the time and one-half rate. Vacation, sick
leave and holidays shall count as hours worked for the purposes of overtime. The
workweek shall not be lengthened solely to take advantage of an employee's illness,
vacation,or holiday, so as to avoid overtime payment. Overtime will be distributed equally
among those employees who normally perform the work. Compensatory time off may be
2023-2025 Coilective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 11
granted in lieu of any accrued pay on a time and one-half basis at the request of the
employee and agreement of the Police Chief or their designee in accordance with the City
of Pasco Administrative Order#279—Works Period, Overtime and Compensatory Time.
b. Call Backs. Should an employee be called back to the work site to work on a scheduled
day off or after normal working hours,the employee shall receive a premium pay of Twenty
Dollars ($20.00)plus wages at time and one-half(1.Sx)for actual hours worked during the
call out.An employee shall be deemed to have been"called back"only when the employee
receives notice of work to be done after having left the work site. Employees who are
required to report to work early, contiguous with their regular shift or who are asked to
"hold over" after the end of the regular shift shall not be eligible for the callout minimum
stated above but shall receive pay at time and one-half if applicable, for only the actual
hours worked.
c. Authorization by Chief. Overtime will be worked only at the direction of the Chief or
their designee. All employees shall work overtime when it is assigned.
ARTICLE 9 —Holidays.
Section 1. Legal Holidays. The following days are designated as City holidays.
Holidav Date
New Year's Day January 1
Martin Luther King's Birthday 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day 1 St Monday in September
Veterans' Day November 11
Thanksgiving Day 4�'Thursday in November
Day after Thanksgiving Day 4�'Friday in November
Christmas Day December 25
Personal Holiday As arranged
a. Personal Holiday. The Personal Holiday is a paid day off that may be selected subject to
the following conditions:
(1) The employee has been continuously employed for more than six (6)months.
(2) The employee has given at least fourteen (14) days written notice to their
supervisor unless said notice is waived.
(3) The supervisor has approved the day.
(4) The day is taken during the calendar year. Entitlement to the day will lapse
except where the day has been requested and that day and an alternate have been
denied. In the event of denial, the employee shall be paid for the day the last pay
period of December at the holiday rate of pay unless the employee's request for a
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 12 �
personal holiday is made on or after December 1, in which case the employee
shall receive their regular hourly rate of pay.
b. Additional Holidays. Any addition holidays declared by the city Council shall apply to
the members of the bargaining unit.
Section 2. Holiday Compensation Rate. In addition to being paid for the holidays designated
above, if an employee is required by the City to work on a paid holiday the employee shall receive
one and one-half times their regular rate of pay for the hours actually worked in addition to Holiday
pay at straight time rates.
Section 3. Weekend Holidays. Whenever any holiday specified above falls on a Saturday, the
Friday immediately preceding such holiday shall be observed as the holiday. When any of the
above holidays falls on a Sunday, the Monday immediately following shall be observed as the
holiday.
Section 4. Holiday During Vacation Leave. In the event a holiday honored under this
Agreement falls during an employee's annual vacation, vacation leave for that day will not be
charged.
ARTICLE 10 —Bereavement.
Section 1. Death in Family. In the event of a death in the immediate family of an employee, the
employee shall be granted up to 32 hours off with pay. Additional leave for such purpose may be
taken and charged to other earned leave upon authorization of the Police Chief or their designee.
The City may require documentation of the need for such leave.
Immediate family for these purposes shall be defined as outlined in City of Pasco Administrative
Order 226.
ARTICLE 11 — Medical, Dental and Life Insurance.
Section 1. Medical,Dental and Vision Insurance for Employees and Dependents. The parties
have agreed to the following:
a. The Non-Represented medical in insurance premium, medical premium cap and
medical plan (e.g. coverage, deductibles, maximum out of pocket amount,
wellness/preventive, etc.)will be followed.
b. The Non-Represented dental plan will be followed.
c. The Non-Represented vision plan will be followed.
d. Medical Legislation. Notwithstanding the above, in the event state or federal
legislation requires the Employer to make changes in the group medical benefits
2023-2025 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 13
provided employees during the life of this agreement, the Employer reserves the right
to make the required changes,provided,however,the employer provides the bargaining
representative with at least thirty(30)days advance notice of the change(s) and further
provided that, either the employer or the union may require this section to be reopened
in negotiations if the change results in a reduction of benefits or an increase(by at least
10%) in the amount of premium paid by either the employer or the employee, by
providing the other with written notice within fourteen (14) days of receipt by the
Association of the notice from the employer of the proposed changes.
Section 2. Life Insurance. The City, for the term of this Agreement, shall continue to provide an
employer-paid plan with benefits of Fifry Thousand ($50,000.00) dollars of face value term
insurance, in accordance with the terms of the policy selected by the City.
ARTICLE 12 —Vacations.
Section 1. Vacation Credit. All regular full-time employees shall receive vacation credit for
each month of continuous service starting from the date of the employee's probationary
employment according to the following accrual schedule:
Years of Service Pay Period Accrual Annual Accrual
0-5 3.70 hrs 96 hrs
6-10 4.62 hrs 120 hrs
11-14 5.54 hrs 144 hrs
15 or more 6.46 hrs 168 hrs
Vacation accrual for regular part-time employees, as defined in City Policy, shall be pro-rated.
Section 2. Accumulation of Vacation. No accumulation of accrued vacation credit in excess of
what the employee earns in a two (2)year period shall be permitted. Time not taken which causes
accrual beyond two (2)years will be lost to the employee.
Section 3. Probationary Employees. A probationary employee will earn vacation credit that
shall be credited to the employee when the employee becomes a regular employee. Probationary
employees may not use any vacation leave during the first six months of employment/probationary
period. They will be allowed to take up to sixteen (16)hours of vacation leave during the second
six months of employment/probationary period.
Section 4. Vacation Buyback. After entering their third year of continuous service, employees
may convert up to forty (40) hours accumulated vacation to cash in December of each year.
Provided, the employee has maintained satisfactory work performance as shown on their last
performance evaluation and has used at least eighty (80) vacation hours during the preceding
twelve (12)month period.
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 14
ARTICLE 13 - Wages.
Section 1. Wage Rates for all positions:
• 2023 —6%base hourly wage increase - effective 1 St full pay period of January 2023
• 2024—b%base hourly wage increase—effective 1 St full pay period of January 2024
• 2025 — 3% minimum— 6% maximum, 100% of CPI-U b/c western cities (June to June),
effective 1 St full pay period of January 2025
Wage increases are shown on Appendix"A" for all bargaining unit positions.
Section 2. Bilingual Incentive. Effective January 2023, Any Association member who is fluent
in Spanish or in another foreign language (that is deemed useful to the City) shall have their base
wage increased by three percent (3%) per hour, such proficiency shall be reasonably determined
by the City.
Section 3. Dut of Class Pay. Employees assigned to work in a higher classification for one or
more full shift(s) shall receive an additional ten percent (10%) per hour over their current rate of
pay, upon approval by the Chief of Police or their designee.
Section 4. Deferred Compensation. Each bargaining unit member shall be paid a deferred
compensation contribution as provided below:
• 2023 —two percent(2%) City contribution (no match required}.
This provision is subject to the City's deferred compensation rules and regulations adopted by the
City Council (consistent with collective bargaining responsibilities) and IRS regulations. The
computation of retirement contributions and pension benefits shall be governed by applicable state
law.
ARTICLE 14 —Uniforms and Cleaning.
Section 1. Uniforms. Employees in the positions of Lead Police Services Specialist and Police
Services Specialist, and Evidence Technician shall be provided the following uniforms. The
employer shall provide five (5) complete uniforms, if required for performance of duties, to each
new employee. Uniform items include:
• Long sleeved shirt (5)
• Short sleeved shirt (5)
• Long pants (7)
• Belt (1)
• Jacket (1)
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 15
The City will determine unifortn styles,including colors. Uniform items shall remain the property
of the City.
Employees in the position of Evidence Technician will additionally be provided the following
uniform items by the city. The city will replace these items on an"as needed"basis:
• Winter coat (1}
• Rain coat (1)
• Nomex meth lab suit(fire resistant)
o two-piece suit, with pants and
o long sleeved shirt (1)
• Long sleeve shirts (5)
• Short sleeve shirts (5)
• BDU-style pants (7)
The City will also provide the Evidence Technician with(1)pair of shoes pursuant to the provision
of Section 4 of this Article.
Section 2. Replacement/Cleaning. Replacement of uniforms and uniform parts shall be on an
"as needed"basis determined by the City. The City shall provide without cost to the employees,
cleaning of up to twenty-forty (24} City issued articles of clothing each month.
Section 3. Loss and Damage. Uniform parts lost, stolen, or damaged in the line of duty and
without neglect on the part of the employee will be replaced by the employer without
recrimination, cost or charge to the employee. Uniform parts lost or damaged by the employee
intentionally or through neglect on their part will be replaced by the employee at their expense.
Section 4. Shoes. The employee shall supply shoes acceptable to the City as a uniform part. The
City shall provide an allowance for each employee required to wear a uniform in the amount of
seventy-five ($75.00) annually,to be paid on the first(1 St)payroll of January. The employee shall
bear any excess costs for the shoes selected. Shoes shall be for duty use only.
ARTICLE 15 - Substance-Free Work Place Policy.
The Substance-Free Work Place Policy set forth in the City of Pasco Administrative Order.
ARTICLE 16 -Federal Family and Medical Leave Act of 1993.
Section 1. Administrative Order No.231 of the City Manager, originated November 22, 1993 and
dated March 17, 2010, setting forth the implementing procedures of the FMLA by the City is
hereby incorporated by this referenced herein as if specifically set forth.
2023-2025 Collective Bargaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 16
Section 2. If advanced knowledge of the need for use of FMLA, employees are cautioned to be
mindful of the thirty (30) day advance notice requirement. The city designated FMLA Leave
Request Form when family or medical leave is needed is intended to be used.
Section 3. FMLA leave may be coordinated with other leave benefits as noted in Administrative
Order No. 231. Any conflict between a provision of this Agreement and Administrative Order
No. 231 shall be resolved in favor of the language of this Agreement.
ARTICLE 17 — Savings Clause.
Should any Article, Section or portion of this Agreement be held unlawful and unenforceable by
final order of any court of competent jurisdiction or administrative agency having jurisdiction over
the subject matter, or by legislation of the State of Washington or federal government, such
decision or legislation shall apply only to the specific Article, Section or portion thereof directly
affected. Upon issuance of any such decision or legislation, the parties agree immediately to
negotiate a substitute, if possible, for the invalidated Article, Section or portion thereof. All other
portions of this Agreement and the Agreement as a whole, shall continue without interruprion for
the term hereof.
ARTICLE 18 —Education Assistance
Section 1. Education Assistance. The City and the Association recognize the benefits brought
to the police function by increased educational levels. In an effort to increase members'
educational levels, the City will provide financial assistance to employees as outlined in City of
Pasco applicable Administrative Order.
Dated this day of , 2022.
CITY OF PASC�
Adam R. Lincoln, James Thompson, President
Interim City Manager Pasco Police Officer's Association
ATTEST:
Debra Barham, CMC
City Clerk
2023-2025 Collective Bazgaining Agreement
between the City of Pasco and
the Pasco Police Officers Association Non-Uniformed Employees
Page 17
PPOA (Non-Uniformed)
WAGE SCALE 2023
E ective 1/8/2023
POSITION GRADE STEP STEP STEP STEP STEP STEP MAX
1 2 3 4 5 6 MERIT
P5S 1 24.49 25.47 26.49 27.55 28.65 29.80 32.18
Lead PS5 5 26.51 27.57 28.67 29.82 31.01 32.26 34.84
Accreditation Specialist g 28.13 29.26 30.43 31.65 32.91 34.23 36.97
Evidence Technician ip 29.27 30.44 31.66 32.93 34.24 35.61 38.46
Crime Analyst 16 32.96 34.28 35.65 37.08 38.56 40.10 43.31
Wa�e Scale Notes:
All steps are dependent upon satisfactory performance evaluations
Max merit=City Manager may grant double step for meritorious performance upon recommendation of the Chief of Police.
4%between Steps
2%between Grades
2024-6%base hourly wage increase-effective 1 st full pay period of 2024
2025 -3%minimum-6%maximum, 100%CPI-U,b/c western cities(June to June),effective 1 st full pay period of 2025