HomeMy WebLinkAbout1795 ResolutionPASSED by the City Council and APPROVED by t e Mayor this
8th day of September, 1987.
Joe W. J son, Mayor
OVED AS T F
RESOLUTION NO. 1795
A RESOLUTION approving the 1987-88 Collective Bargaining
Agreement between the City of Pasco and the
Pasco Police Officer's Association, for the
"Uniformed" Employee Bargaining Unit.
WHEREAS, the City and the Pasco Police Officer's
Association through their respective negotiators, have
collectively bargained an agreement concerning wages, hours and
working conditions for the "Uniformed" employees in the Pasco
Police Department to cover the calendar years 1987 and 1988; and
WHEREAS, the Pasco Police Officer's Association has
ratified the agreement, a copy of which is attached hereto and
incorporated by this reference herein as specifically set forth,
and the City's negotiator and City Manager have recommended the
City Council approve and authorize the Mayor to sign the
agreement on behalf of the City; and
WHEREAS, the members of the City Council be and are
satisfied with the agreement, NOW, THEREFORE,
THE CITY COUNCIL OF THE CITY OF PASCO, WASHINGTON DO
RESOLVE AS FOLLOWS:
Section 1. The Collective Bargaining Agreement between
the City of Pasco and the Pasco Police Officer's Association for
the "Uniformed" Employee Bargaining Unit within the Pasco Police
Department attached hereto, is hereby ratified and approved by
the City Council.
Section 2. The Mayor of the City is hereby authorized
to execute the attached Collective Bargaining Agreement on behalf
of the City.
velyn Wells, City Clerk
Greg Rubstello, City Attorney
1987-1988
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF PASCO
AND
PASCO POLICE OFFICERS ASSOCIATION
"UNIFORMED" EMPLOYEE BARGAINING UNIT
ARTICLE I - RECOGNITION
ARTICLE II - TERM AND SCOPE OF AGREEMENT
Section 1. Effective Date
Section 2. Entire Agreement
, Section 3. Proposals for Collective Bargaining
ARTICLE III - MANAGEMENT RIGHTS
1. Prerogatives of the Employer
2. Rights Reserved
a. Taking Action Re: Positions Within the Department
b. Disciplinary Action
c. Control Department Budget
3. Insure Functioning of Department
ARTICLE IV - PERFORMANCE OF DUTY
ARTICLE V - GRIEVANCE PROCEDURE
1. Discussion with Supervisor
2. Written Grievance to Chief
3. Grievance Appealed to City Manager
4. Grievance Appealed to Arbitration
a. Request in Writing
b. Arbitrator Selected by Mutual Agreement
C. Arbitrator Limitations
d. Hearing Dates for Arbitration
e. Arbitrator's Decision Binding
f. Costs of Arbitration
g. Costs of Preparation
h. Arbitration Waives Right to Litigate
Special Provisions
1. Term "Employee"
2. Grievance Time off Without Loss of Pay
3. Grievance Steps Advanced Upon Agreement
4. Time Limits for Grievance Decisions
5. Grievance Settled if Time Limits not Met
6. Waiver of Right to Further Consideration
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ARTICLE VI -
Section 1.
Section 2.
ARTICLE VII
Section 1.
Section 2.
DAYS OFF EXCHANGE
Shift Exchange
No Overtime Liability
- SICK LEAVE
Purpose
LEOFF I
Section 3. LEOFF II 11
a. Accrual of Sick Leave 11
b. New/Probationary Employees Accrual and Use of
Sick Leave 11
i. Sick Leave Credited After Six Months 11
ii. Dates for Sick Leave to Commence 12
c. Sick Leave with Pay 12
i. Reporting Sick Leave 12
ii. Reporting more than 3 Days Absence 12
iii. Medical Certificate May be Required 12
iv. Medical Examination by Request of City 13
d. Return to Work After Sick Leave 13
e. Sick Leave - Payment in Lieu Thereof 13
Section 4. Family Illness 13
Section 5. Return to work 14
Section 6. Paternity 14
Section 7. LEOFF I - Frozen Bank 14
ARTICLE VIII - OVERTIME 15
Section 1. Overtime Approval 15
Section 2. Call-Back/Court/Training 15
1 Section 3. Other Rules 16
a. In Service Training 16
b. No Overtime for Class Attendance 16
c. No Overtime for Vacation Leave - Exception 16
d. No Overtime for Military Leave 16
e. Witness Fees 16
f. Civil Witness Fees 16
ARTICLE IX - BEREAVEMENT 17
ARTICLE X - MEDICAL, DENTAL, AND LIFE INSURANCE 17
Section 1. Medical and Dental Insurance for Employees
and Dependents 17
a. City Payment 17
b. Employee/Employer Share Rate Increases 17
c. Excess payments by City 17
1. Amount of Deductible per Calendar Year 18
ii. Deductible and Accident Expenses 18
iii. Dental Deductible 18
Section 2. Vision Care 18
Section 3. Life Insurance 19
ARTICLE XI - HOURS OF WORK 19
Section 1. Standard Work Week Hours Defined 19
Section 2. Employer to Establish Lunch and Rest Breaks 19
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ARTICLE XII - CLOTHING ALLOWANCE 19
Section 1. Uniforms Furnished by Employer 19
Section 2. Replacement of Uniforms "As Needed" , 20
Section 3. Lost Equipment and Clothing 20
Section 4. Annual Clothing Allowance 20
ARTICLE XIII - WORKING OUT OF CLASSIFICATION 21
ARTICLE XIV - HOLIDAYS AND VACATIONS 21
Section 1. Vacations 21
a. Vacation Credit 21
b. Accumulation of Vacation 21
c. Probationary Employees 22
Section 2. Holidays 22
Requirements for Additional Holiday 22
a. Continuous Employment 22
b. Written Notice to Supervisor 22
C. Supervisor Approval of Date 23
d. Must be Taken During Calendar Year 23
Section 3. Paid Holidays 23
ARTICLE XV - WAGES 23
Section 1. Dates and Increases Set Forth 23
ARTICLE XVI - POLICE ACADEMY ATTENDANCE 24
1 Section 1. Compensable Time 24
Section 2. Transportation 24
Section 3. Costs for Clothing and Equipment 24
ARTICLE XVII - SAVINGS CLAUSE 25
ARTICLE XVIII - POLICE OFFICERS CAREER DEVELOPMENT PLAN 25
Reimbursement Schedule 26
Education Premium 26
a. Police Officer 26
b. Sargeants and Corporals 26
c. Evidence Technition 26
ARTICLE XIX - EFFECTIVE DATE 26
SIGNATURE PAGE 26
APPENDIX "A" SCHEDULE OF WAGE RATES 1 Page
APPENDIX "B" LEOFF I SICK LEAVE CASH OUT 1 Page
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1987 - 1988
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF PASCO AND PASCO 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
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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, common sense manner.
ARTICLE I - RECOGNITION
The Employer recognizes that the Association is the
exclusive bargaining representative for all the employees of the
Pasco Police Department in the civil service classifications of
sargeant, corporal, and police officer (and evidence technician
depending upon the final resolution of PERC Case No.
06453-C-86-00332 after all appeals are concluded).
"Employee(s)" as used herein means and is limited to
police department employees employed in the civil service
classifications of sargeant, corporal, and police officer (and
evidence technician depending upon the final resolution of PERC
Case No. 06453-C-86-00332 after all appeals are concluded).
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ARTICLE II - TERM AND SCOPE OF AGREEMENT
Section 1. This Agreement shall become effective at the
start of the first new pay period following ratification of this
Contract by both parties (see last page for effective date), and
shall remain in full force and effect to and including December
31, 1988.
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 1987 through 1988. Provided, however, if the
parties hereto have commenced negotiations for a new contract in
accordance with statutory requirements and such negotiations are
continuing at the termination date written above, the provisions
of this Contract shall remain in full force and effect until the
parties reach impasse in their negotiations or the effective date
of a new contract, whichever first occurs. Nothing herein shall
be construed to interfere with any person's ability to initiate a
representation question or election with PERC.
Section 3. 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. Therefore, except as otherwise provided
in this Agreement, each voluntarily and unqualifiedly agree to
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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 specifically 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 those rights concerning
management in operation of the department which include, 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 just cause;
c. To control the department budget.
3. To take whatever actions are necessary at all times in
order to insure the proper functioning of the department.
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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, slowdowns,
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 of
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
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.
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 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 not
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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 subject to the
grievance procedure herein. Grievances, as herein defined, shall
be processed in the following manner:
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 his complaint with his
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 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 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.
2. Written Grievance to Chief of the Department - It 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
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b. An arbitrator may be selected by mutual agreement of
the parties. In the event the parties cannot agree on the
selection of an arbitrator within ten (10) calendar days, a joint
request shall be made to the State PERC for a list of five (5)
arbitrators. Selection shall be made by alternatively striking
names from the list with the party striking first determined by
lot.
c. The arbitration hearing shall be convened within
thirty (30) calendar days after the selection process is
completed. PERC rules and procedures shall govern the hearing.
d. The arbitrator shall be limited to determining
whether the City has violated, erroneously interpreted, or failed
to apply properly the terms and conditions of this Agreement and
the appropriate remedy. The arbitrator shall have no power to
change, delete from, add to or alter the terms of this Agreement.
If possible, the arbitrator shall also designate the losing
party.
e. The parties agree that the decision of the arbitrator
shall be final and binding and implemented within thirty (30)
calendar days following the rendering of the decision.
f. The cost of the arbitration shall be born by the
losing party including the arbitrator's fee and expenses. Room
rental, if any, and cost of court reporter's time shall be evenly
shared. Each party shall pay for the cost of any copy of the
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written record that party orders from the reporter. If the
arbitrator cannot designate which party is the loser, each party
will pay one-half (1/2) of the cost of the arbitration.
g. Each party shall bear the cost of the prepamation of
its own case.
h. The taking of a grievance through arbitration
constitutes an election of remedies and a waiver where lawful of
all rights to litigate or otherwise contest the appealed subject
matter in any court or other available form. Likewise,
litigation or the contest of the grievance subject matter in any
court or other form, shall constitute an election of remedies and
a waiver of right to arbitrate the matter.
Special provisions
1. The term "employee" as used in this article shall
mean an individual employee, or group of employees, accompanied
by a representative.
2. An Association representative and/or aggrieved
party 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 work site
shall be conducted so as not to disturb the work of uninvolved
employees and only after advance notice to the department head.
3. A grievance may be entertained or advanced to any
step in the grievance procedure if the parties so jointly agree.
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4. The time limits as specified in this procedure may be
extended by mutual written consent of the parties involved. A
statement of the duration of such extension of time must be
signed by both parties.
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.
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.
ARTICLE VI - DAYS OFF EXCHANGE
Section 1. Shift Exchange. Employees shall have the right
to exchange days 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 days off
shall be made forty-eight (48) hours in advance of the day
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requested, excluding holidays and weekends, and be subject to the
approval of the Chief of Police or his designee.
Section 2. No Overtime Liability. A shift exchange shall
not result in overtime liability for the employer and the parties
agree to adopt the 7 (k) exception of the FLSA for purposes of
this Article. 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 he or
she had worked his or her normal work schedule for that shift.
ARTICLE VII - 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. A
doctor's certificate may be required by the Chief of Police, at
his discretion.
Section 2. LEOFF I. Employees hired prior to October 1,
1977 (LEOFF I) shall receive sick leave coverage in accordance
with this section. Employees shall be granted paid sick leave
covering periods of illness or involuntary physical incapacity
which does not exceed five (5) working days,up to the maximum
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extent of one hundred (100) hours per year. An employee not
having made application for disability retirement under Chapter
41.26 RCW after absence from work due to illness or injury for
five (5) continuous working days shall immethately confer with
the Chief of Police or his designee regarding the nature and
extent of their illness or injury and make application for
disability retirement thereafter if requested to do so by the
employer. Nothing herein shall be construed to infringe upon the
right of an employee to file for LEOFF disability retirement
(leave) at any time allowed by statute.
Section 3. LEOFF II. Employees hired on or after October
1, 1977 (LEOFF II) shall accrue and receive sick leave benefits
as follows:
a. Accrual of Sick Leave - Sick leave shall accrue at the
rate of 8.25 hours for each month for each regular employee to a
maximum accumulated sick leave of 120 days; however, the
severance benefit provided hereafter shall be based on the
product of twenty-five percent times the accrued number of sick
leave days up to a total of 90 days.
b. New/Probationary Employees Accrual and Use of Sick
Leave
i. Neither a temporary, provisional or probationary
employee is entitled to take paid sick leave, provided, however,
a probationary employee shall be entitled to take paid sick leave
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after six (6) months of probationary employment. A probationary
employee shall earn sick leave credit in accordance with
paragraph a. which shall be credited to him after six month of
probationary employment.
ii. New employees beginning work for the City prior to
midnight of the 15th of the month shall earn sick leave credits
from the first of the month. All employees beginning work for
the City after 12:01 A.M. on the 16th of the month shall not earn
sick leave credits until the 1st of the succeeding month.
c. Sick Leave with Pay - Employees shall earn and may be
granted time off with pay covering periods of illness for
involuntary physical incapacity except time off caused by
accident connected with other gainful employment 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 his chief, immediate supervisor or
designated representative the reason for the absence. Sick
report must be made not later than two hours after the beginning
of the scheduled work day;
ii. Keep his chief, immediate supervisor, or designated
representative informed of his condition if the absence is of
more than three working days duration;
If absence extends beyond three working days
duration, the employee will be required, at the option of the
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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 his duties. The cost of obtaining such
medical certificate shall be at the City's expense.
iv. Permit the City to make a medical examination or
nursing visit if the City deems it so desirable. The expense of
such a medical examination or nursing visit shall be paid by the
City.
d. Return to Work after Sick Leave - The City may 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 his 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 his or her accumulated and unused sick
leave up to an aggregate credit of ninety days paid to them in
accordance with regular City payroll procedures.
Section 4. Family Illness. Notwithstanding any other
Article, employees shall be allowed to use accumulated sick leave
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or permitted time off with pay for periods of illness or
involuntary physical incapacity allowed by this Article, up to
four work days each calendar year for illness in the immediate
family. However, the chief may require the employee to furnish
satisfactory proof of an illness requiring the family member be
attended. Immediate family shall include only the employee's
spouse, children living at home, or any other relative living in
the employee's home.
Section 5. Return to Work. LEOFF II officers will be
allowed to return to work after full recuperation from serious
illness or disability after a maximum period of six (6) months.
No light duty is available to such officers.
Section 6. Paternity. Employees will be granted up to
five (5) consecutive days off without pay immediately after the
birth of their (legitimate) child if sick leave is not otherwise
available. The employee at their option may use accumulated sick
or vacation leave benefits in order to avoid the loss of pay
during the period of paternity leave.
Section 7. LEOFF I - Frozen Bank. For purposes of
settlement of this Contract the City recognizes that the LEOFF I
employees named in Appendix "B" hereto are entitled to payment of
the amount set forth respectively with their name in Appendix "B"
upon their termination of employment with the City in full
compromise and settlement of the "frozen sick leave" claims
arising from the 1975 bargaining Agreement.
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ARTICLE VIII - OVERTIME
Section 1. Except as otherwise provided herein, overtime
work shall include only that work performed by employees at the
discretion of the Chief of Police or his designee, which exceeds
the standard 8.25 hour work day or 41.25 hours of work in a seven
day work period. Except as otherwise provided herein, overtime
work shall be paid at the rate of one and one-half (1-1/2) times
the employee's "regular rate of pay" as that term is defined in
the FLSA.
Section 2. Call-Back/Court/Training. 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; Provided, however, such minimums are paid only when
call-back for court time is not an extension at the beginning or
end of a normal shift. If it is an extension of the shift,
either at the beginning or the end it shall be at the overtime
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rate only for the actual time spent in court. In Service
Training time (outside of a scheduled shift) shall be paid at
employee's straight time rate with a minimum of two (2) hours.
Section 3. Other Rules. The following additional rules
for overtime shall be followed:
a. In Service Training. Travel time to and from classes
shall not be claimed as overtime.
b. Overtime shall not be allowed for class attendance
while an employee is on sick leave.
c. Overtime shall not be allowed while an employee is on
vacation leave, unless it is for a court appearance.
d. No overtime will be allowed an employee who is on
military leave or disability leave.
e. 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.
f. 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 the non-city party or the city's 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.
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ARTICLE IX - BEREAVEMENT
In the event of a death in the immediate family of an
employee, the employee shall be granted up to four (4) days off
with pay. Additional leave for such purpose may be taken and
charged to other earned leave upon authorization of the Police
Chief. Documentation of the need for such leave may be required
by the City.
Immediate family for these purposes shall be defined as
follows: spouse and children of the employee; mother; father;
brother; sister; and grandparents of the employee and those of
his spouse.
ARTICLE X - MEDICAL, DENTAL, AND LIFE INSURANCE
Section 1. Medical and Dental Insurance for Employees
and Dependents. Effective January 1, 1987, through December 31,
1988, the parties have agreed to the following:
a. The City will pay up to Two Hundred Dollars ($200.00)
per month per Employee for medical and dental insurance.
b. The Employee and the Employer will share any rate
increases on a fifty-fifty basis up to a total premium of Two
Hundred and Sixty Dollars ($260.00) per month for medical and
dental insurance.
c. The employer will pay any excess premiums above $260
per month.
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"
The City retains the right to maintain a self insurance
program or 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:
i. Raise the deductible and medical to One Hundred
Dollars ($100.00) per person per calendar year to a maximum of
Three Hundred Dollars ($300.00) per covered family per calendar
year.
ii. Maintain a deductible and Eighty/Twenty Percent
(80%/20%) co-insurance which apply to all covered medical and
expenses incurred, with the exception of the first Five Hundred
Dollars ($500.00) of accident expenses, which will be covered One
Hundred Percent (100%) to Five Hundred Dollars ($500.00) and not
subject to the deductible.
iii. Establish a Twenty-five Dollar ($25.00) deductible
per person per calendar year on dental to a maximum of
Seventy-five Dollars ($75.00) 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.
Section 2. Vision Care. LEOFF II officers shall be
eligible for reimbursement to an annual maximum of Two Hundred
Dollars for the combined usual and customary charges for (a)
visual examination, (b) corrective lenses, (c) frames. The
program will not cover oversize, photogray, or decorative
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glasses. An examination and new lenses may be obtained every
twelve (12) months, but only if the latter are medically
required. Repair and/or replacement of broken or lost glasses is
not an eligible expense.
Section 3. Life Insurance. The City, for the term of
this Agreement, shall continue to provide an employer-paid plan
with benefits increased to Fifteen Thousand Dollars ($15,000.00)
of face value term insurance.
ARTICLE XI - HOURS OF WORK
Section 1. The City will declare a standard 41.25
hour duty week consisting of five (5) days of 8.25 consecutive
hours. The Association recognizes the right of the City to
establish and/or modify work schedules and the City recognizes
the need to confer with the Association to take employee
interests into account. Except for emergency situations, at
least forty-eight (48) hours notice will be given to the Union
before an overall long-term change in the regular work schedule
is implemented.
Section 2. The employees agree to confine time spent on
lunch and rest breaks to those periods as established by the
employer.
ARTICLE XII - CLOTHING ALLOWANCE
Section 1. 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.
All such clothing and equipment remain the property of Employer.
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nreadabie
Original
..54 -.5 4 ...5EN 1.7-7: rt.", ,--nrr,
Section 2. Replacement of uniform parts shall be made
on an "as needed" basis. The City will provide for the cleaning
of up to twenty (20) uniform articles each month to each
uniformed employee. "Uniform articles" means employer issued
shirt, pants, jacket, tie and vest.
Section 3. Equipment and/or clothing lost, stolen, or
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 the Employee's health and safety.
Section 4. For those Employees required to wear plain
clothes in the course of their assigned duties (detectives), the
employer will pay an annual clothing allowance of Four Hundred
Two Dollars and Sixty Cents ($402.60) prorated to the term of
service for each year. Payment shall be made in quarterly
installments. Employees working less than one (1) year shall pay
back to the City any such clothing allowance received on a
prorated basis. The City will provide for the cleaning of up to
six (6) articles of clothing for each plain clothes officer each
month. "Articles of clothing" means sports coat, slacks, suit
jacket, vest, pants, sweater or shirt.
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ARTICLE XIII - WORKING OUT OF CLASSIFICATION
Any Employee covered by this Agreement working out of
classification for more than five (5) continuous working days
shall be paid the rate of pay for the higher classification
retroactively to the first full shift and for each additional
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. (a) Vacation Credit. All regular
employees shall receive vacation credit at the rate of one (1)
work day for each month of continuous service starting from the
date of his probationary employment. After entering his tenth
(10th) year of continuous service each employee shall earn
vacation credit at the rate of one and one-fourth (1-1/4) work
days per month. After entering his fifteenth (15th) year of
continuous service, each employee shall earn vacation credit at
the rate of one and one-half (1-1/2) work days per month.
(b) Accumulation of Vacation. Normally, employees will be
required to take annual vacation. No accrued vacation will be
allowed in excess of two full years earned vacation or
vacation/holiday time. Time not taken which causes accrual
beyond two full years will be lost to the employee. Normally,
employees will not take more than one and one-half (1-1/2) years
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accumulation in any one year; however, the ci t y manager may
authorize longer leave in special cases.
(c) Probationary Employees. Neither probationary
employees nor temporary employees are entitled to take vacation
leave. A probationary employee will earn vacation credit which
shall be credited to him when he becomes a regular employee.
Section 2. Holiday. The four (4) listed holidays will
be added to regular accrued vacation.
HOLIDAY
DATE
New Years Day
Martin Luther King's
Presidents Day
Christmas Day
January 1
Birthday Third Monday in January
3rd Monday in February
December 25
Including the addition of the four (4) holidays as
vacation, it will be permissible for an Employee to accrue
vacation time in an amount equal to that which can be earned in
two (2) years at the applicable rate, plus four (4) days, subject
to increased accrual as allotted by years of service.
Each Employee may select a day on which he desires to take
one floating holiday, subject to the following conditions:
a. The Employee has been continuously employed by the
City for more than six (6) months;
b. The Employee has given not less than fourteen (14)
calendar days of written notice to his immediate supervisor;
provided, however, the Employee and his supervisor may agree on
an earlier date;
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c. The supervisor has approved the date;
d. The floating holiday must be taken during the
calendar year or entitlement to the day will lapse; except when
an Employee has made reasonable request for a personal holiday
and the request has been denied.
Section 3. Paid Holidays. In addition to the four (4)
holidays listed above, the following six (6) listed holidays will
be paid. Payment for these holidays will be made on the first
pay period in December.
( HOLIDAY DATE
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
Fourth Friday in November
All Employees covered by this Agreement shall earn eight
and one-quarter (8.25) 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 then prevailing rate of pay.
ARTICLE XV - WAGES
Section 1. The wages under this Agreement for January 1,
1987 through June 30, 1987 shall be as set forth in Appendix "A"
attached hereto, representing a one and one half percent (1-1/2%)
increase in hourly rates of pay over those wage rates prevailing
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in 1986. For July 1, 1987 through December 31, 1987 wage rates
shall increase an additional one and one half percent (1-1/2%)
and on January 1, 1988 an additional three percent (3%).
ARTICLE XVI - POLICE ACADEMY ATTENDANCE
Section 1. An employee at the Police Academy or other
training facility, when required by the City, is subject to the
provisions of Article VIII - Overtime and Article XI - Hours of
Work. No overtime will be claimed unless mandated by the FLSA or
state law. Travel time to and from the academy or other training
facility is not compensable time unless required by the FLSA
or approved by the Chief of Police.
Section 2. The City shall determine the means of
transportation for an employee to the Police Academy or other
training facility and pay the actual cost of transportation for
the initial trip to the academy location and the final return
trip. If the employee's personal automobile is used as the means
of transportation the City shall pay the employee mileage at
twenty cents per mile. Any trips home during academy attendance,
when required by the City, shall be by means of transportation
determined by the City and the cost thereof or mileage will be
paid by the City. No other transportation costs or mileage will
be paid by the City while an employee is attending the Academy.
Section 3. The cost for all clothing and equipment
required for academy attendance and physical education classes
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nrc Mi.r1-01
will be reimbursed by the City up to a maximum reimbursement of
$75.00. The required physical examination will be paid in full
by the City.
ARTICLE XVII - 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
interruption for the term hereof.
ARTICLE XVIII - POLICE OFFICERS CAREER DEVELOPMENT PLAN
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 reimburse an employee covered by this Agreement for
tuition and expenses incurred by any employee taking college
level course work when engaged in a continuing education
program at any accredited educational institutional in the areas
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criminal justice, or other police-related of law enforcement,
field of study approved by the Chief of Police after considering
input from the Association. Such reimbursement shall occur upon 1
completion of the course according to the final grade obtained as
follows:
-- for an "A", 100%
-- for a "B", 75%
-- for a "C", 50%
-- for a "D" or failing grade, no reimbursement
Effective 1/1/87 each employee shall be eligible for an
education premium for compensable work upon obtaining a college
degree in one of the above specified areas of study in the
following amounts:
a. Police Officer:
Degree Level Achieved 0-5 yrs 6-10 yrs 11+ yrs
AA (AS)
BA (BS)
$50/mo $75/mo $100/mo
$100/mo $125/mo $150/mo
b. Sargeants and Corporals:
Degree Level Achieved
AA (AS) in Police Related Field
BA (BS) in Police Related Field
c. Evidence Technition (if remains in
Degree Level Achieved
AA (AS) in Police Related Field
BA (BS) in Police Related Field
Amount
$75/mo
$125/mo
bargaining unit):
Amount
$40/mo
$80/mo
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ARTICLE XIX - EFFECTIVE DATE
The effective date of this Agreement is September 21,
4
1987.
Dated this 8th day of September, 1987.
PASCO PO
By
;45kes'dent
By
Secret ry
CIATION: CITY OF PASCO: //
By (
ayor
ATTEST:
8020 -&2-1
Clert
APPROVED AS TO FORM:
By
V j i
City torney
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a
"APPENDIX A"
1987 - 1988 COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE CITY OF PASCO AND THE PASCO POLICE BENEFIT ASSOCIATION
EFFECTIVE JANUARY 1, 1987
The Hourly wage rate for employees covered by this Collective Bargaining Agreement shall bo
as follows
POSITION CLASSIFICATION 1/1/87 7/1/87 1/1/ 8
Sergeant
1 2nd Year $ 14 4565 $ 14 6733 $ 15 1135
I 1
1st Year 13 9005 14 1090 1 ,- L323
Corporal 13 3387 13 5388 9450
Police Officer
36 Months 12 7827 12 9744 L.) 3(336
24 Months 12 2209 12 4042 12 7763
12 Months 11 6474 11 8221 12 1768
6 Months 11 1031 11 2696 11 6377
Entry 10 5246 10 6825 11 0030
Evidence Technician "
48 Months 11 3126 11 4823 11 9268
36 Months 10 7452 10 9064 11 2'336
24 Months 10 1718 10 3244 13 L,341
12 Months 9 6104 9 7546 10 0472
Entry 9 0429 9 1785 9 4b39
If position remains in the bargaining unit recognized by this agreement
1/1/87 and 7/1/87 reflect 1 5% increases, and 1/1/88 reflects a 3% increasr ,
For 1987 and 1988, the wages listed above reflect increases at the pay period inhich incijde tlw
date noted
Hourly rates for Sergeant, Corporal, and Police Officer are calculated on the basis of a 2,14') nrur
average work year
Hourly rates for Evidence Technician are calculated on the basis of a 2,080 hour average wok year
APPENDIX "A" - PAGE 1 OF 1-
APPENDIX "B"
CASH-OUT OF SICK LEAVE
LEOFF I OFFICERS
Current
Hourly
Sick
Leave 25% Cash-Out
Total
Cash-Out
Employee Wage Balance Represented Value
Fred Anderson 14.8024 0 0.00 0.00 _ Charles Chambers 14.2429 40 142.43 142.43
Robert Martin 13.1416 448 1471.86 1471.86
Henry Montelongo 12.5938 192 604.50 604.50
Cliff Nelson 14.8023 424 1569.04 1569.04
Archie Pittman 12.5938 544 1712.76 1712.76
*Charlotte Supplee 11.3762 176 500.55 500.55
Terry Trulson I 14.2429 0 0.00 0.00
Total: $6,001.14 $6,001.14
1
1 i
* If determined to remain in bargaining unit.
APPENDIX "B" - PAGE 1 OF 1