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HomeMy WebLinkAbout1626 Resolution/Eve-1 -Wells, City Clerk ATTEST: f _411) !It 4 VIP 440 re tello, City Attorney D AS TO F RESOLUTION NO. 1626 WHEREAS, Pasco Police Association and the City of Pasco have been engaged in extensive bargaining sessions; and WHEREAS, Pasco Police Association and the City of Pasco have reached certain accords with respect to the bargaining sessions; NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PASCO, WASHINGTON: That the proper officials of the City of Pasco and the same are hereby authorized to execute a bargaining agreement with Pasco Police Association; a copy of said agreement is attached hereto, marked Exhibit "A", and by this reference is incorpor- ated herein; and further that the City Council of the City of Pasco approves of the contents of the agreement. PASSED by the City Council of the City of Pasco this 2 day of April, 1984. EXHIBII "A" 1984 - 1986 COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF PASCO AND PASCO POLICE ASSOCIATION TABLE OF CONTENTS ARTICLE I - RECOGNITION PAGE NO. 1 ARTICLE II - TERM AND SCOPE OF AGREEMENT 1 ARTICLE III - MANAGEMENT RIGHTS 2 ARTICLE IV - PERFORMANCE OF DUTY 2 ARTICLE V - GRIEVANCE PROCEDURE 2 ARTICLE VI - DAYS OFF EXCHANGE 4 ARTICLE VII - SICK LEAVE 4 ARTICLE VIII - OVERTIME 5 ARTICLE IX - BEREAVEMENT 6 ARTICLE X - MEDICAL, DENTAL, LIFE AND FALSE ARREST INSURANCE... 6 ARTICLE XI - HOURS OF WORK 7 ARTICLE XII - CLOTHING ALLOWANCE 7 ARTICLE XIII - WORKING OUT OF CLASSIFICATION.. 8 ARTICLE XIV - HOLIDAYS AND VACATIONS 8 ARTICLE XV - SALARIES 9 ARTICLE XVI - POLICE ACADEMY ATTENDANCE 9 ARTICLE XVII - SAVINGS CLAUSE 9 ARTICLE XVIII - POLICE OFFICERS' CAREER DEVELOPMENT PLAN 9 ARTICLE XIX - EDUCATIONAL PREMIUM PAY PLAN FOR CORPORALS AND SERGEANTS .. . . 16 ARTICLE XX - EDUCATIONAL PREMIUM PAY PLAN FOR COMMUNITY SERVICES OFFICERS AND EVIDENCE TECHNICIANS OOOOOOO • .. 16 1984 - 1986 COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF PASCO AND POLICE ASSOCIATION 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 -- Association, hereinafter referred to as the "Association". WITNESSETH. It is recognized that continued harmonious relations are essential between the Employer and the Association. It is the intent of the Association to maintain the past excellent relationship and meet any differences which may arise in a rational, commonsense manner. ARTICLE I RECOGNITION The Employer recognizes that the Association is the exclusive bargaining representative for all employees of the Police Department in positions listed in Appendix "A" to this agreement All other employees of the City and/or the Police Department shall be excluded from the bargaining unit, including provisional and temporary employees. ARTICLE II TERM AND SCOPE OF AGREEMENT Section 1. This Agreement shall become effective on January 1, 1984, and shall remain in full force and effect to and including December 31, 1986, and from year to year thereafter, unless either party notifies the other party not less than sixty (60) days prior to August 1, 1986, of its desire to terminate or amend same Section 2. The Agreement expressed herein in writing constitutes the entire agreement between the parties and no oral statement shall add to or supersede any of its provisions during contract years 1984 through 1986 The parties acknowledge that each has had the unlimited right and opportunity to make proposals with respect to any matter deemed a proper subject for collective bargaining The results of the exercise of that right are set forth in this Agreement. Therefore, except as otherwise provided in this Agreement, each voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to any subject or matter not specifically referred to or covered by this Agreement. ARTICLE III MANAGEMENT RIGHTS Any and all rights concerned with the management and operation of the Department are exclusively that of the Employer, unless otherwise provided by the terms of this Agreement. The Association recognizes: 1 The prerogatives of the Employer to operate and manage its affairs in all respects in accordance with its responsibilities and powers, and 2. That the Employer reserves these rights concerning management and operation of the Department which includes, but are not limited to the following. (a) To recruit, assign, transfer or promote members to positions within the Department. (b) To suspend, demote, discharge or take other disciplinary action against employees for lust cause (c) To control the Department budget 3 To take whatever actions are necessary at all times in order to assure the proper functioning of the Department ARTICLE IV 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, slow downs, blu flu, speed- ups, mass resignations, mass absenteeism, the willful 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 for the purpose of inducing, influencing or coercing a change in the conditions or compensation or the rights, privileges or obligations of employment. In the event that any employee violates this article, the Association shall, upon becoming aware of the situation, 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 or all employees who violate any of the provisions of this article may be discharged or otherwise disciplined. ARTICLE V GRIEVANCE PROCEDURE 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 - 2 - of this Agreement. It is specifically understood that any disputes regarding matters governed by Civil Servic rules or statutory provisions shall not be considered grievaaces and not 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 subject to the grievance procedure herein. Grievances, as herein defined, shall be processed in the following manner Step 1- If the employee cannot resolve the grievance with his immediate supervisor, which he shall attempt to do, informally, such employee or group of employees may notify the Grievance Committee of the Association, in writing, setting forth the nature of the grievance, the facts on which it is based, the provision of the Agreement allegedly violated, and the remedy sought The Grievance Committee shall meet within three (3) days and find if a valid grievance does in fact exist. If no valid grievance is found to exist, no further action is necessary. Step 2 If the Committee finds a valid grievance does exist, its finding in writing, along with the original request of the employee or group of employees, shall be forwarded to the Chief of Police for adjustment, but, in no event, any later than fifteen (15) calendar days from the date the employee(s) knew or should have known of the occurrence giving rise to the grievance. The Committee, along with the employee(s) shall be present when the grievance is preseated and discussed with the Chief. Step 3 If within five (5) working days of submission to the Chief of Police the grievance has not been settled, the matter may be mutually extended for a period not to exceed a second five (5) working days. If, after the first five (5) days period or mutually agreed second five (5) days period no settlement has been reached, the matter shall then be submitted in writing within fifteen (15) days from the original request by the employee or group of employees to the City Manager for adjustment. Ste 4: The City Manager, upon receipt of notification of appeal, shall call a hearing within ten (10) days. At such hearing, the employee(s) shall present a case based upon the facts on which it is based, the provision of the Agreement allegedly violated, and the remedy sought as outlined in Step 1. Witnesses may be called at the request of either party or the City Manager. The City Manager may designate an impartial review board as an alternative to hear the matter. The City Manager shall present his decision in writing to the employee(s) and the Chief of Police within thirty (30) calendar days of the date of the hearing. The decision of the City Manager will be final, subject to the employee(s) right to Step 5, Arbitration, if the employee(s) files a written appeal to the City Manager within ten (10) calendar days after receipt of the City Manager's decision. 3 Step 5. Arbitration. The arbiter shall be mutually selected by the parties to hold a hearing on the issue in dispute at a time and place agreed by the parties. The arbiter shall render a written decision within thirty (30) days after the close of the hearing The arbiter is empowered to decide only the issue presented to him by mutual agreement of the parties. He has no power to add to, detract from, or modify any provisions of the Agreement. Failure to follow the timeframes in the grievance procedure constitutes a waiver of the grievance by the Association. Taking a grievance appeal to arbitration constitutes an election of remedies and the waiver of all rights by the appealing employee(s), the Association, and persons it represents, to litigate or otherwise contest the appealed subject matter in any court or other available form. Likewise, litigation or the contest of the subject matter in any court or other available form, shall constitute an election of remedies and a waiver of right to arbitrate the matter. ARTICLE VI DAYS OFF EXCHANGE Employees shall have the right to exchange days off when the exchange does not interfere with the best interests of the Police Department. Requests for exchanges in days off will be made forty- eight (48) hours in advance of the day requested, excluding holidays and weekends, and subject to the approval of the Chief of Police or his designee ARTICLE VII SICK LEAVE Section 1. 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. A doctor's certificate may be required by the Chief, at his discretion Section 2. Employees hired prior to October 1, 1977 (LEOFF I) shall receive sick leave coverage in accordance with this section. Any bonafide short-term illness which exceeds five (5) working days and results in absence from work, shall be grounds for application to the Disability Board for short-term disability coverage. Employees in the bargaining unit under the LEOFF I System shall not accrue sick leave because of protection otherwise available. Section 3 Employees hired on or after October 1, 1977 (LEOFF II) shall receive sick leave coverage in accordance with PMC 2.42.300- 360, provided that probationary employees shall be eligible to receive four (4) hours per month for bonafide sickness or injury up to a maximum of twenty-four (24) hours, which the employee shall be eligible to use after the completion of six (6) months of continuous service. 4 Section L LEOFF II officers will be allowed to return to wcrk after ful,_ recuperation from serious illness or disability after a maximum illness of six (6) months. No light duty is available to such officers Section 5. Maternity leave will be available to female employees in accordance with applicable law, for a maximum period of eighty (80) hours. ARTICLE VIII OVERTIME Unless otherwise stated herein, the Employer's current practice with respect to overtime shall be continued during the term of this Agreement, and overtime shall be compensated in accordance with PMC 2.42.450. Overtime worked due to call-back but which is not an extension at the beginning or end of a normal shift, shall be paid a minimum of three (3) hours at the overtime rate. Overtime due to court appearances requiring less than one (1) hour of the employee's time shall be paid two (2) hours at the employee's overtime rate. Otherwise, overtime due to time in court shall be paid a minimum of three (3) hours at the overtime rate per twenty-four (24) hour day,with additional hours worked paid on an hour for hour basis as required when an employee is actually in the courtroom or required to be in the Public Safety Building prior to the giving of testimony. Such minimums are paid when call-back or court time is not an extension at the beginning or end of a normal shift. If it is an extension of the shift, either beginning or the end, at shall be at the overtime rate for the actual time spent in Court. Training time shall be paid at employee's straight time rate with a minimum of two (2) hours, unless otherwise agreed as part of the Career Development Plan. The following rules for overtime shall be followed. (1) In Service Training. Travel time to and from classes shall not be claimed as overtime. (2) Lunch breaks during training shall not be claimed as overtime or comp time. (3) Overtime shall not be allowed for class attendance while an employee is on sick leave. (4) Overtime shall not be allowed while an employee is on vacation leave, unless it is for a Court appearance. (5) No overtime will be allowed an employee who is on military leave or disability leave. (6) Witness fees paid to officers by the Court shall be paid directly to the City of Pasco. No officer shall collect both overtime pay and court pay for any court session attended, provided that travel fees paid by any such court for travel by the officer to and from court, shall be excluded. - 5 - (7) When civil witness fee payments of any kind are received for testimony required in any court case, it shall be the option of the employee to accept either the witness fee paid by a non-city party or the City':, paid overtime fee, pursuant to the provisions of this Agreement. In no case shall an employee be entitled to overtime payment for testimony in a case where a civil payment has been received. ARTICLE IX BEREAVEMENT Leave with pay shall be granted by the Police Chief in the event of a death in the immediate family of an employee. An employee shall be granted up to four (4) working days for a death in the family and may be extended by approval of the City Manager. The immediate family shall be defined as spouse and children of the employee; grandmother, grandfather, mother, father, brother, sister of the employee and those of the employee's spouse. ARTICLE X MEDICAL, DENTAL, LIFE AND FALSE ARREST INSURANCE Section 1 - Medical and Dental Insurance for Employees and Dependents. Effective January 1, 1984, through December 31, 1984, the parties have agreed to the following (a) The City will pay up to $200 per month per employee for medical and dental insurance. (b) The LEOFF employee will pay $13.55 per month by payroll deduction. (c) The employee and the Employer will share any rate increases on a 50-50 basis up to a total premium of $260 per month for medical and dental insurance. (d) The Employer will pay any excess premiums above $260 per month during 1984. The City retains the right to select insurance carriers. For the purpose of containing the premium rate increases during the term of the Agreement, the City retains the right to (a) Raise the deductible and medical to $100 per person per calendar year to a maximum of $300 per covered family per calendar year. (b) The deductible and 80%/20% co-insurance will apply to all covered medical expenses incurred, with -the exception of the first $500 of accident expenses, which will be covered 100% to $500 and not subject to the deductible. - 6 - (c) Establish a $25 deductible per person per calendar year on dental to a maximum of $75 per covered family or Class 2 and Class 3 dental expenses. The deductible will not apply to Class 1 dental expenses, i.e. covered diagnostic and preventive dental care. City payments for medical and dental insurance premiums for employees and dependents shall be open for negotiations for calendar years 1985 and 1986, in conjunction with wages. Section 2 - Life Insurance. The City, for the term of this Agreement, shall continue to provide an employer-paid plan with benefits substantially equal to that plan in effect at the time of ratification of this Agreement. (The face value of the life insurance policy is $2,500). Section 3 - False Arrest Insurance. The City shall maintain, for the term of this Agreement, at employer expense, false arrest insurance substantially in line with the false arrest insurance in effect upon the ratification of this Agreement. ARTICLE XI HOURS OF WORK Section 1 The hours of work for employees in the bargaining unit shall be in accordance with PMC 2 42.410 as administered by the Employer. Section 2 That the employees agree to confine time spent on lunch and rest breaks to those periods as established by the Employer Section 3. It is understood that line-up time for uniformed officers, normally fifteen (15) minutes, is considered a part of the regular eight-hour day and is not a basis for overtime compensation. ARTICLE XII CLOTHING ALLOWANCE All uniforms, protective clothing or protective devices required of employees in the performance of their duties shall be furnished to the employee by the Employer. The cleaning of the said clothing shall be furnished at no cost to the employee. Section 1. Replacement of uniforms shall be made at the rate of one pair of approved footwear and two articles of clothing per year. Replacement of cold weather jackets and coats will be replaced on an as needed basis. Section 2. Equipment and/or clothing lost, stolen, destroyed 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. Clothing and equipment provided by the Employer shall be purchased and maintained with due regard to employee health and safety. - 7 - Section 3. For those employees required to wear plain clothes in the course of their assigned duties, the Employer shall contribute $366 (1984), $402.60 (1985 and 1986) toward the purchase of replacement clothing, as well as provide for cleaning. The plain clothes allowance shall be administered by the Chief of Police or his designee. ARTICLE XIII WORKING OUT OF CLASSIFICATION Any employee covered by this Agreement working out of classifica- tion for more than one-half shift shall be paid the rate of pay for the higher classification for the full shift. The out of classification rate paid to the employee will be based on the difference in base pay of the two classifications. ARTICLE XIV HOLIDAYS AND VACATIONS Section 1 - Vacations. The current practice of the Employer with respect to regular vacation accrual shall be amended as follows. The five (5) listed holidays will be added to the regular accrued vacation New Years Day Lincoln's Birthday Washington's Birthday Christmas Day Floating Holiday January 1st February 12th 3rd Monday in February December 25th At Employee's Choice Including the addition of the five (5) holidays as vacation, it will be permissible for an employee to accrue vacation time for a total of two (2) years and five (5) days, subject to increased accrual as allotted by years of service. Section 2 - Holidays. In addition to the five (5) holidays listed above, the falowing six (6) listed holidays will be paid. Payment for these holidays will be made on the first pay period in December. Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Day After Thanksgiving Last Monday in May July 4th 1st Monday in September November 11th 4th Thursday in November 4th Friday in November All employees covered by this Agreement shall earn eight (8) hours straight time pay for each designated paid holiday. Upon separation from the Department for any reason, any employee that has accumulated holiday time shall be paid for time not taken at the prevailing rate. Note: The City agrees to pay the Police Service Specialists for their holiday compensation in the pay period in wl -ich the applicable holiday falls, rather than in a lump sum payment in December. ARTICLE XV SALARIES Section 1. The salaries under this Agreement shall be as set forth in Appendix "A" attached hereto ARTICLE XVI POLICE ACADEMY ATTENDANCE Section 1. No overtime will be claimed while attending the Police Academy. This includes call-backs for court appearances. Section 2 The City agrees to pay the employee mileage for the initial trip to the academy location and the final return trip. Additionally, the City agrees to pay round trip mileage for two (2) additional trips home during the academy attendance, plus mileage for required court appearances. No other mileage will be paid while attending the academy. Section 3. The cost for all clothing and equipment required for academy attendance and physical education classes will be reimbursed by the City up to a maximum reimbursement of $75. The required physical examination will be paid in full by the City. ARTICLE XVII SAVINGS CLAUSE If any provision of the Agreement or the application of such provisions should be rendered or declared invalid by any Court action or by reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect. ARTICLE XVIII POLICE OFFICERS' CAREER DEVELOPMENT PLAN Section 1 - Purpose. This Career Development Plan is for the purpose of enhancing employee satisfaction based upon a career as a Pasco Police Officer It is founded on the assumption that attainment of higher education directly related to the job of a police officer has intrinsic value to the community and to the employee's self-worth. It is also founded on the principle that performance standards should be raised at all levels within the ranks of the Pasco Police Department, particularly in the rank of "Police Officer", since the vast majority of the police officers will not become or may not desire to become supervisors for some time, if at all. Finally, it is based on the objective of sustaining a career service of quality police officers. - 9 - Section 1 (a). Temporary, provisional or probationary police officers are not eligible to participate in career development or maintenance programs until they have successfully passed their probationary period and become a non-probationary regular police officer. Section 2 - Components of Career Development Plan for Police Officers. (a) Replacement of the existing educational incentive plan shall be effective January 1, 1981, and implementation of a new Career Development Plan shall be effective January 1, 1984 for police officers only. (b) In order to become eligible for the new Career Development Plan, each eligible employee shall file with the Chief of Police a statement of goals for career development, and a declaration of intent, all in writing, indicating a desire to enter into a continuing education program at any accredited educational institution in a police- related field of study. The definition of "police-related" shall be established by the Chief of Police with the approval of the City Manager, but the development of the scope of meaning for "police-related" shall be based on the inputs of an Association/Management Committee spelled out in a later section of this Article. Once approved, the employee shall be responsible for developing his/her career in harmony with the approved career development plan of that employee. (c) Career development premium pay to eligible employees will be paid on a monthly basis as set forth herein. (d) No element of the Career Development Program, including the establishment of standards, eligibility criteria, approval or disapproval of any employee's career development plan, or premium pay levels, shall be subject to any impasse procedures related to the Agreement. This Includes grievance procedures, mediation, and/or arbitration, under RCW 41.56, however, the City welcomes the involvement of the Association/Management Committee as stipulated in Section 7, as well as the written views, comments, and suggestions of the Association on any area of concern regarding the Career Development Plan, and the City will deal with these concerns on their constructive merits for the good of the police service. (e) Eligible employees shall be eligible to receive career development premium pay as spelled out herein, based on (1) Maintenance of educational effort and/or (2) through achievement in a continuing educational program (police- related) based on a degree (AA or BA). - 10 - Section 3 - Maintenance of Educational Effort/Career Development Premiums. While an eligible employee is satisfactorily pursuing an approved continuing education program integral to his/her approved career development plan, he/she shall receive a monthly "career development premium" in the amount of Ten Dollars ($10.00) per credit hour up to a maximum of Fifty Dollars ($50.00) per month. This is due and payable to the employee upon the satisfactory completion of such credit hours and as long as the employee maintains a grade point average of 2.0, or better. This premium pay shall not be considered a part of base pay and will be suspended during any period of time that failing grades in a particular course are being achieved. Any suspension from duty without pay, discharge for cause, or medical disability leave, is sufficient reason to suspend or cease these payments, as the case requires. Section 4 - Achievement of Degree in Continuing Education Program/Career Maintenance Premium. When an eligible employee under an approved program has satisfactorily gained an AA or BA degree, then such employee shall be eligible and will receive a monthly "career maintenance premium", as shown below, based on the years of service with the Pasco Police Department at the time the degree is obtained Degree Level Achieved 0 - 5 Yrs. 6 - 10 Yrs. 11 + Yrs AA (AS) $ 50/Mo. $ 75/Mo. $100/Mo. BA (BS) $100/Mo. $125/Mo. $150/Mo. This career maintenance premium shall not be considered as part of base pay and shall be effective through December 31, 1986. Any suspension from duty without pay, discharge for cause, or medical disability leave, is sufficient cause to suspend or cease these career maintenance payments. Section 5 - Requalification Requirements. (a) Career development premiums or career maintenance premiums, either while in an approved course of study or after achieving a specific degree, are contingent upon the police officer adhering to his/her approved career development plan. In order to remain eligible for the career development degree premium (AA or BA), officers must complete one of the following options once every three (3) years, and the educational requalification option must be completed at least once every sixth year. (The anniversary date will be determined by the day on which premiums for possessing a degree were first paid). 1. Three Semester Hours or Four Quarter Hours of College Work in Law Enforcement, Law and Justice, or a Related Field. (Emphasis will be Placed on Courses in the Humanities). Any course at a recognized college or university that can be shown to be applicable towards an Associate or Bachelors degree will be acceptable. For example, certain English, math, and science courses are degree requirements and are, therefore, acceptable. This requirement may be satisfied by an officer taking three separate one-hour courses Correspondence school courses will not be acceptable. It will be necessary for an officer to verify his college work by presenting either an individual grade card or a college transcript to the Chief or his designate. Officers having any questions concerning whether or not a class fulfills the requalification requirements, should contact the Chief or his designate. Generally, the officer should seek and receive approval in advance from the Chief or his designate as to any specific course or courses which the individual intends to take to fulfill this requirement. Course challenges may be subject to the review of the Association/Management Committee, as outlined in Section 7 herein. 2. Participation in at least Fifty (50) Hours of Community Action Programs on Off Duty Time. Any officer electing to requalify through this option must submit a written request through the Chief or his designate and shall receive approval from the Chief of Police prior to participating in the program. A "Community Action Program" is defined as an activity voluntarily entered into by an officer that is designed to maintain or enhance the quality of life in the community. Such programs may be varied as the community itself, but must be of a type that is considered as being of value to society. Examples of Community Action Programs may include, but not limited to, the following: 1. An officer working in the Community Relations Office. 2. Participation in Human Relations or Community Relations Boards. - 12 - 3. Police Explorer Scouts. 4. Participation in Senior Citizens Programs, rehabilitation projects, and Citizens Advisory or Planning Groups. 3. Completion of a Special Program Initiated by the Officer or Department, Designed to Improve the Officer's Capabilities or to Benefit the Department or Community. Such a Program must require Off Duty Involvement or Research, for which the Officer is not otherwise Compensated. Any officer electing to requalify through this option, must submit a written request through the Chief and shall receive approval from the Chief of Police prior to participating in the program. This program for requalification shall involve an independent or special study project, approved in advance by the Chief, which research and analysis will result in a written report reflecting mature judgment and professional competency. The final report must be completed within six (6) months from the Chief's approval of the project. 4. Participation in a Formal Program to Develop or Maintain Proficiency in the Spanish Language. An officer electing this option must obtain prior written approval from the Chief This option requires successful completion of at least fifty (50) hours in a formal language class and permits an officer to participate in a class conducted by a qualified and competent instructor, even though college hours are not granted. Section 6 - On Going Maintenance of Professional Competence. Each represented police officer shall be required to devote a maximum of four (4) hours per month towards the maintenance of his/her professional competence as a qualified law enforcement officer. The listing of eligible activities below is characteristic of the range of activities available for the maintenance of competency and are considered within the scope of the employees' regular salary, and time devoted to these activities is not subject to extra pay. Training activities designated by the Police Chief or his designee shall take precedence over employee chosen activities so far as this requirement is concerned. If the Police Chief does not designate training activities for a certain month, the employee may choose from the list of eligible activities below noted to satisfy the requirement for that particular month. - 13 - Proficiency in use of the firearm. First-a d training Breathelyzer training. Search and Seizure training. Criminal Law training. Study of relevent court cases and trends. Public Relations training. Office processes and procedures. Time Management. Physical fitness. Other activities as approved by the Chief or his designate. Police officers who do not participate in the Career Development Plan will continue to be compensated for training time outside of the employee's work schedule in accordance with Article VIII, Overtime, of the Collective Bargaining Agreement. Section 7 - Association/Management Career Development Committee. An Association/Management Committee for the purposes enumerated in the Career Development Plan spelled out herein shall be activated, which committee shall include two (2) Association representatives chosen by the Association, and two (2) chosen by management. These four (4) representatives shall choose a fifth non-departmental representative, preferably from the field of higher education. This committee shall serve in an advisory capacity and shall make recommendations to the Chief on criteria for a Career Development Program and for defining the scope of eligible "police-related" education courses. The committee may also advise the Chief on appeals brought to the committee by any police officer who feels he/she has received inappropriate consideration on any aspect of this Career Development Plan Section 8 - Miscellaneous Provisions. (a) Regardless of which career development option is selected, it must be accomplished on the officer's own time. (b) Attendance and number of hours spent participating in the options are subject to verification. Verification of participation in a Community Action Program shall be by the authority head of the sponsoring institution, organization or program, and there must be a minimum of fifty (50) hours active participation. (c) If any officer fails to requalify, due to the officer's own neglect or negligence, the officer loses his/her career development pay on his/her anniversary date. Upon requalifying, the officer will establish a new anniversary date and career development premium pay will commence from the new date. - 14 - (d) It shall be understood that an employee must agree to provide an employmr-nt guarantee to the employer which shall be implement_d as part of the Career Development Program. All employees eligible to receive monthly premiums as a result of obtaining education levels as set forth in Section 4 shall commit in writing to the City as follows: 1. Upon achievement of an Associate Degree (AA or AS), the employee shall submit a letter to the Police Chief stating that he/she agrees to remain with the City of Pasco Police Department for at least one year thereafter. 2. Upon achievement of a BA or BS, the employee shall submit a letter to the Police Chief stating that he/she agrees to remain with the City of Pasco Police Department for at least two years thereafter. 3. No education maintenance premium will be paid until these letters of commitment are executed (e) Any police officer undergoing a continuing education program integral to his/her approved career development plan, who, on his/her annual performance review receives a less than "competent" rating on any factor in the "quality of work" segment or the "quantity of work" segment of the standard and approved performance evaluation, shall have an additional period of three (3) months to eliminate the noted deficiencies to the satisfaction of the Chief and, upon the expiration of this time, failing to make improvement to the "competent" level, career development premium pay shall be immediately suspended until a competent rating in the deficient factors is obtained. A mechanism will be developed so that the Association/Management Committee can review the annual performance review process from time to time. (0 Other represented non-police officer employees in the Police Department are not eligible for this Career Development Plan, provided, however, that any represented employee (not a police offic,x) currently receiving educational incentive pay shall continue to receive such pay at the existing level for the year 1981, at which time, the benefit ceases ARTICLE XIX EDUCATIONAL PREMIUM PAY PLAN FOR CORPORALS AND SERGEANTS Section 1. The following -plan shall be implemented. AA Degree in police-related field $ 50 per month BA Degree in police-related field $ 100 per month These educational premiums, where applicable, are not a part of base pay . ARTICLE XX EDUCATIONAL PREMIUM PAY PLAN FOR COMMUNITY SERVICES OFFICERS AND EVIDENCE TECHNICIANS Section 1 The following educational incentive plan shall be implemented AA Degree in police-related field $ 40 per month BA Degree in police-related field $ 80 per month These educational premiums, where applicable, are not a part of base pay Community Services Officers and Evidence Technicians Involved in this program shall be subject to the same requalification process as provided for police officers in the Career Development Plan (see Article XVIII, Section 5) DATED AT PASCO this day o FOR PASCO POLICE ASSOCIATION: FOR CITY OF-PASCO: President, Pasco Police Association Secretary, Pasco Police City Manager, City of Pasco Association , 1984. - 16 - ^ APPENDIX "A" TO THE 1984 - 1986 COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF PASCO AND PASCO POLICE BENEFIT ASSOCIATION EFFECTIVE JANUARY 1, 1984 The monthly salaries for employees covered by this Collective Bargaining Agreement shall be as follows: Position Classification *1/1/84 1/1/85 1/1/86 Sergeant (2nd Year) (1st Year) Corporal Patrol Officer: (36 mos.) (24 mos.) (12 mos.) ( 6 mos.) (Entry) Evidence Technician: (48 mos.) (36 mos ) (24 mos.) (12 mos.) (Entry) Community Service Officer (48 mos.) (36 mos.) (24 mos.) (12 mos.) (Entry) Police Services Specialist (48 mos.) (36 mos.) (24 mos ) (12 mos.) (Entry) 2,261 2,174 2,086 1,999 1,912 1,822 1,736 1,649 1,716 1,629 1,543 1,457 1,371 1,666 1,577 1,483 1,398 1,333 1,452 1,381 1,308 1,234 1,161 "Open", with medical and dental premiums 11 11 ft 11 11 tI 11 I/ ft 91 It 11 "Open", with medical and dental premiums Of ft 11 91 tt 11 ft 91 /I It 11 11 91 1/ 11 * The Employer has agreed that $15 per month will be added to the LEOFF employees' base rate of pay to compensate for those LEOFF employees who have $13.55 per month deducted from their salary. Any additional payroll deductions for medical/dental insurance for LEOFF employees and dependents during 1984 will be added to the employees' base rate of pay.