HomeMy WebLinkAbout03/22/2006 AGENDA
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CITY COUNCIL
FILE
345 6th Street, Suite 600, Bremerton, WA 98337-1873 03 (360) 473-5280
***AMIENIOIED***
MARCH 22, 2006
CITY COUNCIL MEETING AGENDA
1. PRE-COUNCIL STUDY SESSION: 5:00 - 5:30 P.M. in COUNCil CONFERENCIE ROOM 603
A. General Council Business
B. 15-Minute ExeclIJJtive Session to Review laboll" Negotiatiol11ls perr IRCW 42.30.140(4)(1b)
2. CALL TO ORDER: 5:30 P.M. in MEETING CHAMBERS lOCATED ON FIRST FLOOR
A. Pledge of Allegiance
B.. Invocation
3. PUBLIC RECOGNITION & ANNOUNCEMENTS - "A Call to Citizens..."
4. CONSENT AGENDA
A. Claims & Check Register (#AB06-054)
B. Collective Bargaining Agreement between the City and Bremerton Police Offers Guild
(BPOG) (#AB06-055) .
5. GENERAL BUSINESS :- There are no General, Business items this week...
6. ADJOURNMENT OF CITY COUNCIL BUSINESS MEETING
CITY COUNCIL STUDY SESSION
Immediately following the City Council Meeting, the Council Members will remain in the CHAMBERS
to hear a presentation on Item 4. , Please note that no action or public comment will be taken, and the
content of this item is subject to change:
1. Appointment of Matthew Keough and Joan Dingfield; and Reappointment of Steve Corda and
Douglas Groneman to the Parks & Recreation Commission [There will be no presentation on
this item... Please contact Mayor Bozeman if you have any questions or concerns)
2. Appointment of John Ales; and Reappointment of Holly James to the Civil Service Commission
[There will be no presentation on this item... Please contact Mayor Bozeman if you have
any questions or concerns)
3. Concurrent Jurisdiction with the United St3tes N3VY for Feder31 Property located 'lJithin Bremerton
City Limits Ken B3g\....ell, Legal Dep3rtment This item is postponed until April 12, 2006
4. Proposed Change-in-Use and Future Sale of City Parks Property located at 1109 Warren Avenue;
and demolition of current structure - Michael Mecham, City Engineer, Public Works Department
CONTINUED ON BACK...
II Americans with Disabilities Act (ADA) accommodations provided upon request. Those requiring special
accommodations should contact the City Clerk's Office at (360) 473-5323 by noon on the Monday preceding the
Council meeting.
CITY COUNCIL STUDY SESSION
After a short recess, the Council Members will reconvene in COUNCIL CONFERENCE ROOM 603 to
hear presentations on the remaining items. Again, please note that no action or public comment will
be taken, and the content of these items is subject to change...
5. Reassignment of Police Officer to an Operations Sergeant in the Bremerton Police Department -
Chief Craig Rogers
6. 2006 Kitsap Physicians Service (KPS) Contract Approval- Carol Conley, Human Resources
7. Purchase of Puget Sound Energy 17,550 sq. ft. Parking Lot at 10th & Park for a new Municipal
Court Facility - Park - Gary Sexton, Redevelopment Projects Administrator
8. Public Safety Bond Issue for Professional Services Agreement with ARAI JACKSON ELLISON
MURAKAMI LLP for Architectural Services for new Courts Building at 10th & Park - Gary Sexton,
Redevelopment Projects Administrator
9. Proposed ordinance to amend certain Chapters of Title 2 of the Bremerton Municipal Code (BMC)
relating to reorganization of Financial Services and Human Resources Department; and Budget
Adjustment to 2006 Budget per the revised 2006 Management Salary Plan - Roger Lubovich,
Legal Department
10. Proposed resolution authorizing retroactive application of salary adjustments for certain
Management & Professional Employee Positions - Cecil McConnell, City Council
11. Proposed resolution authorizing a 1 % cost-of-living adjustment for the MayoII' and all
Management & Professional Employee Ciassifocations - Carol Arends, City Council
CITY COUNCIL MEETING
SPEAKERS LIST
PLEASE NOTE THAT ALL REQUESTS FOR INFORMATION FROM THE CITY OF
BREMERTON MUST BE SUBMITTED IN WRITING.
THANK YOU.
PLEASE PRINT YOUR NAME BELOW IF YOU PLAN TO
SPEAK DURING THE COUNCIL MEETING TONIGHT
(!A-~DLJNf- PlcE"Rc~
BILL# V0 - D5'!
DATE SUBMITTED:
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
LlA
........................................................................................
SUBJECT:
Claim & Checks Register Approval
Committee Meeting Date:
COUNCIL MEETING Date: 3-::2 0( -0 G:,
Department: Financial Services
Presenter: Cathy Johnson
Phone:
SUMMARY:
ATTACHMENTS:
FISCAL IMP ACTS (Include Budgeted Amount):
APPROVALS:
DEP ARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MAYOR:
FISCAL/BUDGET:
OPERATIONS:
COUNCIL PRESIDENT:
\ CONSENT AGENDA IZII
~4c;7~
RECOMMENDED MOTION: Move to approve:
1) Check #'s c 3 Qf?,c;fa;) -~"7 J () f
EFT's ~~inr57 wv~of
2) Regular Payroll for .3 -I ~-() C;
.$
~OJ3 C;;;(, f~
0;L~ 1ft! 9.. If
$
3) Retiree Payroll for
$
COUNCIL ACTION: ~rove
.0 Deny
o Table
0- Continue 0 No Action
DA TE SUBMITTED: 3-8-06
BILL # Ofg-O%
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
'-16
................................................................~......................I
SUBJECT: Collective Bargaining
Agreement between the City and Bremerton
Police Officers Guild (BPOG)
Executive Session Date: 3-1-06
COUNCIL MEETING Date: J-1506 3-;?;;?-O 0>
Department: Human Resources
Presenter: Carol Conley, HR
Director
Phone: 473-5347
SUMMARY: Pursuant to RCW 41.56, negotiations have concluded between representatives of the
City and the Bremerton Police Officers Guild resulting in the attached Collective Bargaining
Agreement (CBA). These negotiations have been discussed with Council in Executive Session. This
CBA replaces the current one that expired on December 31, 2005. The new CBA is for a three (3)
year term, beginning January 1, 2006 through December 31, 2008. It was ratified by the BPOG
membership on March 7, 2006. Council approval is required to implement this agreement.
ATTACHMENTS: Proposed Collective Bargaining Agreement between the City and Bremerton
Police Management Association
FISCAL IMP ACTS (Include Budgeted Amount): Fiscal impact of implementing this contact is
estimated as follows: 2006: $174,944; 2007: $319,686; 2008: $ 525,659. There are sufficient funds
in the 2006 budget to cover the cost of the proposed contract and it is anticipated, based on financial
projections, that there will adequate funds to cover the cost in 2007 and 2008 as well.
APPRO V ALS:
DEPARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MA YOR:
,/..--- ~<.:
, I CONSENT AGENDA 0 ]
FISCAL/BUDGET:
OPERATIONS:
COUNCIL PRESIDENT:
-~'d'-' {/';'"l<;...~~,,~(-~::~:)'~',',v'->>~,,~,lc ({/'
RECOMMENDED MOTION: Motion to approve the Collective Bargaining Agreement by and
between the City and Bremerton Police Officers Guild, January 1, 2006 through December 31, 2008
and make the necessary amendments to the budget.
COUNCIL ACTION: D Approve D Deny D Table
D Continue D No Action
.
.
.
LABOR AGREEMENT BY AND BETWEEN
THE
CITY Of BREMER TON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1, 2003 ZQD6THROUGH DECEMBER 31, ~2DQ~
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and between the City of
Bremerton, a municipal corporation of the State of Washington, hereinafter known as the "City", and the Bremerton
Police Officers Guild hereinafter known as the "Guild" for the purpose of setting forth the wages, hours and working
. conditions which shall be in effect during the term of this Agreement for employees included in the bargaining unit
described in Article 2 below.
ARTICLE 1
DISCRIMINA TION ALLEGATIONS
1.1
An employee who believes that he or she has been the subject of unlawful discrimination on the basis of
political affiliation, age, sex, marital status, race, creed, color, religion, national origin or activity
protected by RCW 41.56 shall seek relief through the appropriate local, state or federal agency charged
with investigating such matters and shall not process such complaints through the Grievance Procedure of
this Agreement.
ARTICLE 2
RECOGNITION
2.1
The City recognizes the Guild as the sole and exclusive bargaining representative for the purpose of
negotiations concerning wages, hours and working conditions for the bargaining unit described in the
State of Washington Public Relations Commission Decision No. 2371-PECB dated the 10th day of
January, 1986 as: "All full-time and regular part-time uniformed employees holding the rank of sergeant
or below in the Bremerton Police Department; excluding all confidential or supervisory and other
employees of the employer."
ARTICLE 3
GUILD DUES
3.1
DUES DEDUCTIONS: The City will deduct monthly Guild dues and initiation fees uniformly required
of membership from the pay of those employees who provide written authorization to the City to make
such deductions. The City will transmit the total amount of deductions to the Treasurer of the Guild.
3.2
MAINTENANCE OF MEMBERSHIP: An employee who is a member of the Guild upon the date of
the signing of this Agreement and an employee who joins the Guild subsequent to the date of the signing
of this Agreement shall maintain membership in good standing with the Guild through the payment of
periodic dues assessed by the Guild during the term of this Agreement. An employee who was not a
member of the Guild prior to September 3, 1986 shall not be subject to this Article.
3.3
SERVICE FEE OPTION: New employee within thirty (30) calendar days of hire and all other
employees shall elect whether that employee wishes to (1) join the Guild and pay Guild dues and fees or
(2) decline to join the Guild and pay a service fee equivalent to regular Guild initiation fees and dues to
the extent permitted by law.
Revised 3/13/06
Page 1 of 25
3.4
3.5
3.6
4.1
4.2
4.3
EQUIVALENT DUES PAYMENT: In accordance with RCW 41.56, objections to joining the Guild
which are based on bona fide religious tenets or teachings of a church or religious body as may be
determined by the Public Employment Relations Commission will be observed. Any such employee shall
pay an amount of money equivalent to regular Guild dues to a nonreligious charity mutually agreed upon
by the employee affected and the Guild.
FAILURE TO COMPLY: An employee who fails to comply with this Article shall be terminated upon
notice of such fact in writing from the Guild to the City. Termination of such an employee shall become
effective within thirty (30) calendar days from the date the City received the notice, unless the employee
has remedied the delinquency within said thirty (30) calendar day period provided that the habitual failure
to timely pay dues, service fees or charitable contributions shall, upon the request of the Guild, result in
the discharge of the offending employee.
HOLD HARMLESS: The Guild shall indemnify and hold the City harmless from any and all liability to
third parties resulting from the administration ofthe provisions of this Article.
ARTICLE 4
GUILD ACTIVITY
CONDUCT OF GUILD BUSINESS: Guild business, such as handling grievances and other legitimate
routine matters, may be conducted on Police Department premises provided that such business does not
interfere with Police Department operations and is authorized by the Police Chief or designee. Scheduled
Guild meetings may be held in Police Department facilities provided that such meetings do not interfere
with Police Department operations and are approved in advance by the Police Chief or designee.
GUILD REPRESENTATIVES: The Guild shall provide written notice to the. Mayor, the DireCtor of
Human Resources and the Police Chief of the names of the officials authorized to represent the Guild
immediately upon their election or appointment. The City will provide reasonable access to City premises
to such authorized representatives for the purpose of handling grievances and other legitimate Guild
business provided that such access does not interfere with the work and duties of Guild employee
representatives or of other on-duty employees. The Police Chief or designee shall grant an employee who
is also an Guild Representative reasonable release time while on duty for the purpose of handling
grievances and other legitimate Guild business, provided that such release time does not unreasonably
interfere with the work and duties of the employees or of other on-duty employees.
USE OF CITY PROPERTY: Use of City property is authorized as provided below.
4.3. I USE OF EQUIPMENT: The following Police Department equipment is authorized for use by
authorized Guild representatives for Guild business:
4.3.1.1
WORD PROCESSING EQUIPMENT,
TYPEWRITERS: when needed for short work.
COMPUTERS
AND
4.3.1.2
COPY MACHINES: up to five (5) copies for members of the Guild's board. If
more are needed, the Guild shall reimburse the Police Department for costs
subsequent to receipt of an item ized billing.
4.3.1.3
TELEPHONE: Local calls are approved. Costs of long distance calls and FAX
use shall be reimbursed by the Guild to the Police Department subsequent to
receipt of an itemized billing.
4.3.2 BULLETIN BOARDS: The Police Department shall permit the reasonable and lawful use of
bulletin boards by the Guild for the posting of notices relating to official Guild business.
Revised 3/13/06
Page 2 of 25
ARTICLE 5
WAGES
5.1 HOURLY WAGE RATES: Hourly wage rates shall be paid as set forth in Appendix A which is attached hereto and
made a part hereof which reflects the following:
. Effective January 1, ~g200Q, Appendix "A" reflects a M 1\\10 and a half percent (2.5%}
Increase.
. Effective January 1, ~~}{}4<:?_Q9L the wage increase shall be based upon W 1QQ% of the CPI- W for
Seattle/TacomalBremerton as of June 30, 200QJ;--plus a .5% acljustFH€flt with a minimum increase
of 2% and a maximum increase of 5% , plus a ~ one percent ( l.cl%) adi ustment.
. Effective Januarv L 2008, the wage increase shall be based upon 100% of the CPI-W for
Seattle/Tacoma/Bremerton as of June 30, 2007:3- with a_ minimum increase of 2% an.d a maximum
increase of 5% , plus a one and a half percent (1.5%) adjustment.
..e-A'ecti';c January 1, 2005, the ,;..age increase shall be based upon 100% of the CPI W for
Scattlc/Tacamu/Bremerton as of June 30, 2001, plw; a .5% adjustmcnt with a minimum incrca~;c
01'2% and a maximum increase af 5%l.
.Effccti"c January I, 2003, Sergeants will a 2.5% increase to their base rate of pay in addition to the
COL^..
5.1.1 Advancement through the hourly wage rates from the first fffie-!i!-ffi.through the final rate of the
longevity scalestep will occur upon completion of the prescribed number of full year(s) of
continuous employment since the employee's last v,'age placementinitial hire date, or in the case
Q.LS..~rg~~l..TlJ'.;;':LJb_~._Q.'!.t~._QLQIQmQ1iQ.D.. In the event an employee is on approved leave of absence
without pay, the employee's next wage rate advancement date will be extended by the actual
number of days the employee was absent on such leave. No such step increase shall be denied
employees who have met acceptable performance standards. Step increases may be withheld for a
maximum of six (6) months. The denial of a step increase is subject to the grievance procedure.
5.1.2 A new employee's wage rate shall be set at the first year rate, except that a new employee who
has prior paid work experience as a full time Patrol Officer in a police service which operates a
full time service using paid employees, may have his or her wage rate set at the second year or
third year ratc based upon relevant years and type of prior expericncebe hired up t<} and including
the fifth (5th) step based upon qualifications and relevant veal's and type of prior experience.
Placement at :;econd or third year ratesb.ig!:!...~r.J:b.9:!L.1b~.nL~L~t~J? shalI be determined bY9:.Llh~
discretion of Gtty .Jh.e Chief with. the approval of the Human Res()urces Director and Financial
Services.
5.2
LONGEVITY PAY: Longevity pay, which is a rate of pay based on the length of completed continuous
service with the City, shalI be calculated on the individual employee's hourIy wage rate and shall be paid
as folIows:
Length of Continuous Service
Rate Per Hour
o through 5 years continuous employment
Commencing 6 through 10 years continuous employment
0%
1.25%
Commencing 11 through 15 years continuous employment
Commencing 16 through 20 years continuous employment
Commencing 21 through 25 years continuous employment
2.5%
3.75%
5%
Revised 3/13106
Page 3 of 25
Commencing 26 years and over continuous employment
6.5%
5.3
ON CALL PAY: When the Employer places an employee on "on-call status," the employee shall be
compensated at a rate of one-third (1/3) the regular hourly rate of pay for time spent on call. The following
time spent on call is compensable: When an employee is required to remain at any particular place during
the on-call time, and the employee must be prepared to respond. This provision shall not apply to
employees who normally carry pagers, and such employees' time off shall not be restricted.
5.4
OFFICER IN CHARGE: When a patrol officer is assigned substantially the full duties of Sergeant, the
officer will be paid at a rate as if promoted to Sergeant for the duration of the assignment. This shall not
apply to MPO's.
Deleted Shift differential language; it was not CCL but your proposal.
ARTICLE 6
HOURS OF WORK
6.1
NORMAL HOURS OF WORK: The normal hours of work shall be forty (40) hours per week.
6.2
SHIFTS: Patrol shifts for the Operations Division are as follows:
Day
Swing
Grave
6 a.m. - 2 p.m.
2 p.m. - 10 p.m.
10 p.m. - 6 a.m.
Days off will be assigned by supervisors as currently practiced. Other shifts may be worked,
provided they do not exceed forty (40) hours per week and are mutually agreed to by the Employer and
employee. Individuals that apply for other Operational units of work such as Bike Patrol, Boat Patrol,
Traffic Unit, K-9 Unit, School Resource, special grant assignments, agree up front when selected for the
assignment to mutually agree to adjust hours as outlined in the assignment announcement. The
Department shall provide at least 72 hours advance notice of the need to adjust schedules for these special
units. The Department shall work on resolutions with the employee when a change in the work week
creates personal issues and shall seek volunteers first before requiring such officers to change their
schedule.
The Support Services Division is comprised of the Special Operation Group, General Investigations,
Community Resource Unit and other specialty non-patrol units of work. Employees of this Division are
scheduled to work eight (8) daily hours or as mutually agreed.
6.2.1 Shift assignments within the Patrol and Traffic Divisions shall be bid by seniority at least twice
annually, on March 1st and September IS\ provided that no more than thirty-three percent (33%)
of the positions within the Patrol and Traffic Division shall be exempt from the bidding process
and assigned as is provided below. For the purposes of this section, seniority shall be defined as
all paid regular time worked as a commissioned officer with the City of Bremerton Police
Department. Special events and emphasis patrol for the traffic division shall be excluded from
Article 6.
6.2.2 Exempt positions may be assigned at the sole discretion of the Chief of Police, provided that no
officer past his or her one-year probationary period may be reassigned to another shift more often
than once every six months.
Revised 3/13/06
Page 4 of 25
6.3
6.4
6.5
6.6
7.1
6.2.3 Notwithstanding 6.2.1 and 6.2.2, the Chief of Police may reassign any non-probationary
employee for just cause twice each year and probationary employees may be reassigned to shifts
at the discretion ofthe Chief of Police.
6.2.4 Sergeants shall be allowed to bid for shifts on the basis of time since promotion to Sergeant,
provided Section 6.2.2 and 6.2.3 above shall not apply to Sergeants, and provided further, the
Chief of Police may assign a Sergeant to a particular shift without regard to seniority when such
assignment is reasonably necessary to the efficient provision of police services.
SHIFT EXCHANGES: Employees may exchange full or partial shifts when the change does not
interfere with the duties and responsibilities of the employees in their positions and provided that the
immediate supervisors of such employees find that no interference will occur as the result of a mutually
agreeable shift exchange. The Police Chief or the Chiefs designee may overrule such a finding by the
immediate supervisor in the event that the Department's service or training needs require specific
employees to be on duty during their assigned shifts.
SHIFT CHANGEOVER COORDINATION: An employee who has been transferred from one shift to
another shall normally be scheduled to begin the newly assigned shift upon a day or at a time which
results in the employee receiving at least eight (8) hours of rest between work shifts. In the event that the.
transfer from one shift to another results in an employee receiving less than eight (8) hours of rest
between work shifts, the employee shall be paid overtime for time worked during the eight (8) hour
period between work shifts. An employee who receives a minimum of eight (8) hours of off-duty time
between work shifts shall not be eligible for overtime compensation for shift changeover coordination
time.
ASSIGNMENT TRANSFER REVIEW REQUEST: Assignment transfers (those not covered bv
Section 6.2 and subsections) will be made at the discretion of the Police Chief or designee. Except in
emergencies, at the employee's request, the Police Chief will provide hislher reason for the assignment
transfer prior to the transfer. The employee may submit information as to why the assignment transfer
should not take place. The Police Chief will review the information and inform the employee of his/her
decision. +hi:; review proce::;s is not subject to the grievance procedure. Transfers resulting from
9Il~mtiQni!LQL.R~xfQ.m:l.!1D.~~--It;J!!.t~~U~_~_l.1~5_.~V:S::!!Qt5l.!.Qj~~tJqtbs:..gri~Y~n9_~prQ9~dl.IJ_~.:_Iml!~f~I~.I~;!lJJJillg
frol11 misconduct or disciplinarv issue,s are subiect to the grievance proced ures.lIJ\__,-l..DL9/0 5 I
TRAINING: Work shifts may be changed by the employer to accommodate structured training as
follows:
a) At least seven (7) calendar days advance notice is provided to the employee.
b) The shift change will be for full day training schools/sessions.
c) If training is scheduled during a normal day off, the employee will keep his/her normal work
schedule and be paid overtime.
d) The parties further agree that the foregoing may be changed by mutual agreement, on a case-by-
case basis.
e) An unpaid lunch break during which the employee is not considered on' duty or subject to
responding to calls shall be granted for a full 8 hour training day when the training occurs off site
and is not city-sponsored,
ARTICLE 7
OVERTIME
OVERTIME DEFINED: Overtime is all required and authorized work performed m excess of an
employee's normal work schedule.
Revised 3!l3/06
Page 5 of 25
7.2
7.3
7.4
7.5
7.6
7.7
OVERTIME COMPENSATION: Overtime work shall be compensated at the rate of one-and-one-half
(I Yz) times an employee's hourly rate in cash or in one-and-one-half (1 Yz) times the overtime hours
worked in compensatory time. Overtime compensation in compensatory time may be granted upon the
request of the employee and with the approval of the Police Chief or designee.
LIMITATION ON COMPENSATORY TIME: The maximum allowed accrual of compensatory time
is fifty (50) sixtv (60) hours and all time accrued in excess of that maximum shall be paid at the
applicable rate, provided that time earned may be cashed out upon the employee's request as provided
below. A request for compensatory time can be denied if it "unduly disrupts" the operation of the
Department. Undue disruption is more than inconvenience to the Department. This will be determined
on a case-by-case basis. For requests to use one day of compensatory time one-day notice is required.
For request to use more than one (I) day of compensatory time, five (5) days notice is required.
Employees who wish to cash out accumulated compensatory time will have the option of receiving this
pay at the end of November of each year. Employees who exercise this option shall submit their request
in writing to the Chief no later than November 1 st each year. It shall be the sole responsibility of the
employee to request cash out of accumulated compensatory time in a timely manner, therefore, any such
requests received after the November 151 deadline will be disapproved and sent back to the employee.
CALL BACK OVERTIME: An employee who has left the workplace and who is called back to duty
with less than twenty-four (24) hour notice for a period of time which is less than three (3) hours, shall
receive a minimum of three (3) hours of overtime gQ.mp~n~;'!tiQ!J,
COURT AND/OR SUBPOENAED APPEARANCES: An employee who appears in Court arising out
of his/her employment with the City or who responds to a subpoena on behalf of the City on off-duty time
shall receive a minimum of three (3) hours of overtime compensation for such appearance. An employee
who has been subpoenaed to appear in Court shall call the Court on the morning of the date of the
scheduled appearance to confirm that the subpoena is still active. If the subpoena remains active after the
telephone call, the employee shall then qualify to receive a minimum of three (3) hours of overtime
compensation for responding to the subpoena. If the subpoena is no longer active after the employee calls
in, no compensation shall be due the employee.
For civil subpoenas, payment for off-duty subpoena appearance is based on matters resulting from the
employee performing police duties for the City. Off-duty officers will be compensated for total time in
Court at the overtime rate of payor a minimum of three (3) hours whichever is greater. Witness fees
received by the officer from the plaintiff or defendant shall be assigned to the City. This Agreement does
not include other subpoenaed appearances, such as Civil Service or arbitration subpoena, or compensation
for telephone calls. The employee shall notify the Chief or designee as soon as the subpoena is served.
When the City is the employer. all such overtime police work will be first offered to BPOG Police
Officers. subiect to the Bremerton Police Management Association (BPMA) bargaining unit Letter of
JLnQ~r~t?c11.c,Un_gs!~t~_AQ1:iJ._._I,.2,QQ~_,_.__I9J:._~?-,;h-?.lIS:l"L_p!')JiQ~_.QY.~11jlT.l~_J2g}j~9JLI?.J~Q__lmmflli.~m~D..L.\yjII
reasonablv provide information regarding the scope of the proiect. manpower needs. anticipated duration.
and work-related expectations associated with the project:. In the event that BrOG Police Officer
bargaining unit employees are unable to provide all120lice oyertime service needs. or manpower shortages
are observed or anticipated, BPI) Management will advise and consult with BrOG to identify needs and
staffing alternatives. Other agency commissioned law enforcement staffing should be utilized only after
reasonable and pn~cticable efforts have been made. to fill manpower needs by BrOG Police Officers.
Revised 3/13/06
Page 6 of 25
ARTICLE 8
V ACA TION LEAVE
8.1
VACATION ACCRUAL: Employees shall accrue vacation time with pay for all regularly scheduled
work time including paid holiday, sick leave, vacation and other Pll.i~:Lleave time (tJ!i?_9.b_<!llg~__~ff~~.1iy.~
Januarv ], 2007) and excluding time for which workers' compensation time loss benefits are paid
pursuant to the following schedule:
Period of Continuous Full Time Emolovment
Annual Accrual
Date of Hire through S years
6th
year
7th
year
8th
year
9th
year
lOth year
Illh
year
1 ih year
13th
year
14th
year
ISth
year
16th year
17th year and thereafter
104 hours
120 hours
128 hours
136 hours
144 hours
IS2 hours
160 hours
168 hours
176 hours
184 hours
192 hours
200 hours
208 hours
8.2
VACATION ELIGIBILITY; An employee becomes eligible to take accrued vacation time upon
completion of six (6) full months of employment; provided, however, the Chief Police may grant an
exception to the six-month rule. Vacation time must be taken in segments of one-half (Yz) hour or more.
Vacation time must befully accrued prior to the time an employee takes any vacation time off.
8.3
V ACATION SCHEDULING: Annual vacation leave shall be authorized by the Police Chief or
designee. Personnel shall be allowed to bid for vacations based upon seniority following the shift bidding
process; provided, that vacation requests for time not scheduled throughout the bidding process shall be
scheduled by mutual agreement.
8.4
MAXIMUM VACATION ACCRUAL: The maximum number of vacation accrual hours that any
employee shall be allowed to carry forward from one calendar year to the next is as follows:
Years of
Continuous Emolovment Maximum Balance
0-2 years
2-S years
S-10 years
1 0-IS years
IS-20 years
20+ years
160 hours
200 hours
240 hours
280 hours
320 hours
360 hours
8.4.1 In the event an employee has been prohibited from taking sufficient vacation time to reduce his or
her vacation balance to the maximum allowable carryover at the end of a calendar year, the
excess hours shall be paid out in cash at the employee's straight time hourly rate unless the Chief
approves an extension of the time period beyond the end of the calendar year during which the
employee must take all vacation hours which exceed the maximum allowable carryover. An
employee who fails to request scheduled vacation time during the _year and whose accrued
Revised 3/13106
Page 7 of 25
vacation hours exceed the maximum carryover balance at the end of the calendar year shall forfeit
such excess vacation hours.
8.5
VACATION PAY-OUT: Upon the retirement, resignation, or termination of an employee or upon the
date of an employee's disability retirement, the accrued vacation hours of such an employee will be paid
to the employee in a cash lump sum payment.
8.6
DONATIONS OF VACATION LEAVE:-Donations of Vacation leave permit employees to aid a
fellow employee (or their immediate families) who is suffering from an extraordinary or severe illness,
injury, impairment, physical or mental condition which has caused or is likely to cause the employee to
take leave without payor to terminate his or her employment prior to a determination that the affected
employee is not expected to recover to an extent that will enable the employee to resume his or her
normal duties or the duties of another position with the City or another employer.
8.6. 1 ELI G IBILITY : An em p I oyee__.9L~!Dpl.Q..Y~_<{~.._lmlJl_e_<:ljl1J.t.Jtl~l1 i Iy_me 111 Q~r Uh'i.__<:!~fin~.<l.j!L.1b.~
FMLA) who (I) is suffering from an illness or injury causing his or her extended absence from
work, and (2) who has depleted or will shortly deplete his or her total available accrued vacation,
sick and floating holiday leave, may request donations of vacation leave.
8.6.2 CRITERIA FOR APPROVAL: A request for donations of vacation leave shall be submitted to
the requesting employee's Department Head accompanied by medical documentation verifying
the medical condition requiring the need for leave, and the time period during which the
employee can reasonably be expected to be absent from work due to the condition. Upon
verifying that the requesting employee meets all of the eligibility requirements above and upon
determining that the medical documentation received provides appropriate verification of the
medical condition and time period involved, the Department Head will recommend the
employee's request for donations of vacation leave be approved by the Mayor. The Mayor will
review the request to assure that all of the requirements set forth in this subsection have been met
and, if so, shall approve the employee's request for donations of vacation leave.
8.6.3 CONDITIONS OF DONATION: An employee who has been employed for at least six (6)
months who desires to donate accrued vacation leave to a requesting employee will do so as a
free and voluntary act and no duress or coercion shall be placed upon an employee to make such
donation of his/her accrued vacation leave. Employees who are utilizing donated leave to cover
their own absences may not donate leave to another employee until such time as they have
returned to their normal schedule, and any excess donations made to them have been returned
pursuant to 8.6.5 below. An employee who desires to donate vacation leave shall complete a
Donation of Vacation Leave Form and submit it to his/her Department Head. The donated
vacation leave will be transferred to the requesting employee's sick leave balance with the next
payroll report. Forms will be date stamped and all time donated shall be in full hour increments
and shall be credited to the employee on an hour-for-hour basis. A monthly update of the
condition of the employee by the attending primary medical doctor shall be required and
furnished to the Department Director.
8.6.4 USE OF DONA TED LEAVE: An employee who has received donated vacation leave will be
able to use the leave in the same manner as if he or she had personally accrued the leave,
provided that the use of the leave is in conformance with the provisions of this Article.
8.6.5 UNUSED DONATIONS: In the event of excess donations received but not used due to early
recovery, resignation, retirement or death, all donations received but not utilized shall be returned
to the donating employee(s) based on the proportion of hours that employee donated in relation to
the total hours donated !:>y all employees (e.g. an employee who donates 50 hours of 450 hours
Revised 3/13/06
Page 8 of 25
total donated shall be credited with 50/450ths of the hours not utilized). Such returned leave shall
be reflected in the appropriate leave balance as soon as possible. Time donated for this purpose
will not be considered as time used during the donor's performance rating period..
ARTICLE 9 HOLIDA YS
9.1
HOLIDA YS OBSERVED: The following holidays shall be observed by the City:
New Years Day
Martin Luther King's Birthday
President's Day Memorial Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas
9.1.1 In addition, any other holiday legally proclaimed by the Federal or State government, provided
that the City takes official action to have such holiday also observed by the City.
9.2
FLOATING HOLIDAY: Each employee shall be allowed one (1) additional holiday to be observed by
the employee on a day mutually agreeable to the employee and the Police Chief or designee.
9.3
HOLIDAY COMPENSATION: Employees shall receive an additional eleven (11) days vacation leave
per year in lieu of holidays, except as enumerated in the premium holiday compensation section. The
accrual and payment of such additional compensation shall be in accordance with the Employer's
established practice in this regard.
2~4:~PREMIUM HOLIDAY COMPENSATION: In the event u..6n employee is required to \vork!~JQ_!YQL~during the
term of this Agreement on Labor Day, New Years Day, Memorial Day, Indcpcndcncc~ Thank~;giving Day, and
Chri~~tmas Day, such employeea holiday shall be compensated at the rate of one-and-one-half (1 Y2) times the
employee's hourly rate of pay. It is recognized that non-uniformed officers are not scheduled to work on the holidays
enumerated in this sectionJ2!:1J tJta.t-.such employees may ,>,'ork ~;uch 1101 iday~; at theiu.:Qglli.Q1Jatc of pavshall accrue an
additional day to their vacation bank for each of the following holidays: President's Day, Martin Luther King's
!2Lt1M~-Y,__Y-~1~ml}~_Q::!YlJ!Jqt..bS!J2.~~_::!HS!L:J]mnl~",,~giyjDg..J:h.~.Q!ly'~~)1_aJ.L..9.~_gl[Q~4t~!iJQJh~_~g_<:..4H~2D.Q!!.rr!U!~....~.iiQO.9f
these holidays arise to those officers in a non-uniformed assignment.
9..t I Effective January 1.200-1, President's Day and Martin Luther King's Birthday will aLo be compensatod as premium
holidays in addition to those listed above.
9.'1.2Effcctive January], 2005, Veteran's Day and the Day after Thank~;giving ',..ill also be compensated a~; premium
holidays in addition to those listed above.
ARTICLE 10
SICK LEAVE
10.1
SICK LEAVE ACCRUAL: Employees shall accrue sick leave time with pay at the rate of .046154
hours for all normal hours of work including holiday, sick leave, vacation and other paid leave time
excluding time for which workers' compensation time loss benefits are paid. The maximum annual
accrual is ninety-six (96) hours.
10.2
MAXIMUM SICK LEAVE ACCRUAL: Employees shall be able to accrue sick leave to a maximum of
twelve hundred (1,200) hours.
10.3
SICK LEAVE INCENTIVE: An employee who takes thirty-two (32) hours or less of sick leave in any
full calendar year shall have eight (8) hours added to his or her vacation leave balance at the beginning of
the following calendar year.
Revised 3/13/06
Page 9 of 25
10.4
SICK LEAVE RETIREMENT OR DEATH PAYMENT: An employee who retires from City service
on a service retirement or an employee who dies shall be provided a Sick Leave Retirement Payment at
thirty-five percent (35%) of the employee's accrued and unused sick leave hours to a maximum of 35% of
%0-1200 hours (a maximum total of~420 hours). The payment will be made to the employee or the
employee's estate at the employee's regular hourly wage rate in effect at the time of retirement or death.I
II:tt;J)i1rgJiiDjJ1KJ11l1u)1 a IL.tAIs~_l!_.r~[eL~.mhttn._~Ltll~J?.1!!:g~illi[lKllD..!L~l1h~Jjlll~....QL<'?Qrrtr~L.mti.f:l<:?~t.i.Qrr1!~.JQ
a VEBA cashout option. If that referendum is approved, the following language shall be added: "The
payment shall be made to a VEllA program mutually agreed between the Guild and the City.l
10.5
SICK LEAVE USE: Sick leave must be accrued in the pay period prior to use by an employee. Sick
leave shall be made available to each employee up to the amount of each employee's accrued sick leave
balance and shall be used in increments of no less than one-fl.a.l-f::-qualteL(1f.I) hour to cover an employee's
absence from his or her regularly scheduled work hours due to: rT.A. 10/06/051
10.5.1 The temporary disability of an employee resulting from his or her personal illness or injury.
10.5.2 Providing care for an employee's children under the age of 18 when they have a health condition
that requires supervision or treatment, as currently defined by the Washington State industrial
welfare law, RCW 49.12.270 and as may be amended by the Washington State Legislature.
10.5.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative
health care of the employee or the employee's children when such care requires parental presence
to supervise or authorize treatment.
10.5.4 Upon the birth or adoption of a child, a father may use up to three (3) days of accrued sick leave.
10.5.5 Providing for an employee's immediate family member when the family member has a health
condition that requires the assistance of an adult caretaker until such time as other care can be
arranged.
10.6
NOTIFICATION OF SICK LEAVE USE: An employee who is absent or expects to be absent from
work due to causes specified in Sick Leave Use above, shall provide notification as follows:
10.6.1 ROUTINE APPOINTMENTS: The employee shall give prior notice of the date and time of the
appointment to his or her immediate supervisor. An employee's immediate supervisor may
request that the employee reschedule routine appointments when the scheduled absence of the
employee would unduly interfere with the operations of the Department. An immediate
supervisor shall not unreasonably deny an employee sick leave with pay for routine medical,
dental or oculist appointments.
10.6.2 UNANTICIPATED ABSENCE: An employee who is absent from work or who will be unable
to report to work as scheduled due to personal illness or injury, or for other causes specified in
Sick Leave Use above, shall promptly notify the Department by telephone or otherwise as soon as
practicable and will make every effort to notify the Department within the first one-half (1'2) hour
preceding each work day of absence. In the event of a prolonged illness or injury, the Department
may exempt an employee from the requirement to daily report absences and may establish an
alternative reporting arrangement appropriate to the circumstances.
10.6.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE: An employee who becomes ill or is
injured during the employee's paid vacation or compensatory time off may request the conversion
of such paid leave to sick leave with pay by promptly notifying the department at the time of
Revised 3/13/06
PagelOof25
10.7
ILl
11.2
12.1
12.2
12.3
occurrence or as soon thereafter as reasonably feasible of the illness, injury, or incapacity and
such conversion shall be granted, providing such information as is required by the Department to
verify the appropriateness if such a conversion is provided.
SICK LEAVE DOCUMENT A TION AND APPROVAL: An employee who has been absent on sick
leave shall, on the day he/she returns to work, submit such forms and provide such information as are
required by the Police Chief or designee to approve the use of sick leave with pay for the absence. The
Police Chief or designee may require an employee to provide a professional physician's verification
within 36 hours after reporting to work, of an employee's, child's or family member's illness or injury as a
condition of approving sick leave with pay, if the Police Chief or designee has a reasonable basis to
suspect sick leave is not being used in conformance with this Article. In the event the Police Chief or
designee intends to require such verification, the employee will be notified of the requirement prior to
returning to work. The Chief of Police or designee may require an employee to provide a Fitness for Duty
certification by a professional physician that the employee is sufficiently recovered as to be able to return
to work and assume his or her normal duties or light duty prior to the employee returning to work; or, in
the event the employee has appeared at work, prior to resum ing work. If the Department does not allow
the employee to return to work due to a need for certification, the employee will be allowed to continue
the use of sick leave for the period required to obtain required certification. Sick leave must be approved
by the Police Chief or designee prior to allowance. The Police Chief or designee shall not unreasonably
withhold approval of sick leave with pay from employees.
ARTICLE 11
INDUSTRIAL DISABILITY
INDUSTRIAL DISABILITY FOR LEOFF I EMPLOYEES: An employee who qualifies for and is
included in the Washington State Retirement System commonly referred to as "LEOFF I", who becomes
disabled, and whose disability extends beyond a period of six (6) full months, shall apply for disability
retirement benefits provided through LEOFF 1.
INDUSTRIAL DISABILITY LEAVE FOR LEOFF II EMPLOYEES: An employee who qualifies
for and is included in the Washington State Retirement System commonly referred to as "LEOFF II", and
who incurs a work-related illness or injury shall be provided with such compensation as is made available
through Workers' Compensation time-loss benefits as provided by Washington State law.
ARTICLE 12
OTHER PAID LEAVE
BEREA VEMENT LEAVE: An employee will be granted three (3) days of bereavement leave for
attending funerals in the State of Washington and five (5) days of bereavement leave for out of state
funerals of members of the employee's immediate family.
12.1.1 Immediate family shall be defined as spouse, child, stepchild, mother, father, mother/father in-
law, brother, sister, bother/sister in-law, grandchildren and grandparents of both the employee and
the employee's spouse. All time off for bereavement leave shall be charged against an employee's
vacation/holiday, sick leave or compensatory time leave balance at the option of the employee.
JURY DUTY, WITNESS LEAVE: An employee shall be granted leave of absence with pay for the
purpose of reporting to or serving jury duty. Any juror fees received by the employee for the performance
of such duties shall be assigned to the City. Employees normally assigned to swing or graveyard shifts
shall be placed on the day shift on days that court appearance is required. If more than 2.5 hours of the
day shift remains at the time of release from jury duty, the employee shall report for duty.
MILITARY LEAVE: An employee who presents official orders requiring his/her attendance for a period
of training or other active duty as a member of the United States Armed Forces or the State National
Revised 3113/06
Page 11 of25
12.4
12.5
13.1
14.1
14.2
Guard shall be entitled to military leave with no loss of pay for a period not to exceed fifteen (15) work
days annually. Authorized leave of absence for additional or longer periods of time for assignment to
duty functions shall be without pay and shall be granted by the City. An employee receiving up to fifteen
(15) work days of training or serving on active duty shall receive their regular pay and the amount
received from the Federal or State government. (Pursuant to RCW 38.40.060 as may be amended from time to
time). Employees recalled to active duty shall be allowed to utilize accrued vacation leave or compensatory time to
supplement military pay. but effective January 1. 2007 employees do not accrue any paid vacation. sick leave or
other paid leave benetits \vhile on active duty.
EMERGENCY LEAVE: In the event of an unforeseen emergency which requires the absence of an
employee such as the illness, injury or death of a member of an employee's immediate family, the
employee shall notify his or her immediate supervisor as soon as possible of the required absence. Such
emergency leave shall be charged to an employee's unused vacation/holiday or compensatory time leave
balance.
ADMINISTRATIVE LEAVE: Any bargaining unit employee may be placed on Administrative Leave
(leave with pay) for reasons in the best interest of the City and/or employee (e.g. to diffuse a work-related
or personal problem that has the potential for escalation if left unchecked, and/or has a negative effect on
department/division operations, and no other solution is available). Administrative Leave is not intended
to be used for matters of a disciplinary naturein lieu of discipline. The City may place certain reasonable
restrictions on an employee on Administrative Leave and require him/her to be available during his/her
normal work schedule to respond by telephone within two (2) hours. Employees will be provided a
pager. Employees may be placed on a difterenl schedule to be determined by the Chief when thev are
placed on Adminstrative Leave. If an employee is or will be unavailable during the scheduled time frame,
then a vacation leave request. or in the case of illness or iniury. a sick leave request must be turned in to
Q~~'!.~Llh~m~mm1.Dl_QLL~!Dg~t!l~__~m12tQy~~j~ 0_L\yiJlh~_ml;1X~Ui!QI.~. [!~A,.lQ_allQ.5..J
ARTICLE 13
RETIREMENT BENEFITS
Each employee shall be enrolled in the Washington State Retirement system for which he or she qualifies.
Only for the purposes of federal income taxation, the gross income of each employee shall be reduced by
the amount of employee contributions to the respective retirement system, which is picked up by the City.
ARTICLE 14
INSURANCE BENEFITS
MEDICAL INSURANCE: The City shall make medical insurance coverage available to employees and
their dependents as follows:
Kitsap Physician's Service Plan A for Employees and Dependents Group Health
Cooperative for Employees and Dependents or another plan of equivalent
substantially similar or better coverage
INSURANCE PREMIUM PAYMENTS: Payment of insurance premiums shall be made as follows:
Employee premium paid in full by the City. Employee contributions toward
dependent coverage shall be seven dollars ($7) per month per dependent to a
maximum of twenty-one dollars ($21) per month for full family coverage for
enrollees in the Kitsap Physician's Plan; and, ten dollars ($10) per month per
dependent to a maximum of thirty dollars ($30) per month for full family
coverage for enrollees in the Group Health Cooperative Plan._ Effectiye .Ianu..illY
1, 2007, employees shall pay twenty dollars ($20) per dependent for either KPS
QLGg)l.Ip.mtI~~~Hh_.\l.PJQ_i!.l1.lrj~lmQ.DJ_~J.L?j':~Jy($9Q}JQrmJ\l.JLX'!!1_~iJY_c:QY~T~gt;..:
Revised 3/13/06
Page120f25
~JI~~!j.\:~La.D.tlllrL_l~_2S)QL~ml2iQY~~5._~h_<!lLpa.Y_J~n__12~r~~J.1J.JLQ%J_gLJh~
dependent premi UIll for either of the two plans.
14.3 KPS COST CONTAINMENT MEASURES: The following cost containment measures under
KPS became effective March 1, 2001:
14.3.1 $10 OFFICE VISIT CO-PAYMENT - Effective March 1, 2001,
employees and dependents enrolled under KPS will pay a $10 co-payment per office
visit. Co-payments shall not apply towards satisfaction of the calendar year deductible.
14.3.2
$50 ANNUAL PHARMACY CO-PAYMENT - Effective March 1,
2001, employees and dependents enrolled under KPS will pay an
additional annual co-pay of $50.00 for covered prescriptions.
14.4
WELLNESS PROGRAM: Effective January 1, 2003 employees and their dependents enrolled in the
KPS Healthplan will have Well Care included in their Healthplan. Well Care will cover well baby care
and child and adult well care up to a maximum of $200 per Calendar year for each employee and
dependent. Well Care benefits are not subject to the Deductible. Specific details on the program will be
included in the Employees' Benefit Booklets distributed by KPS.
14.5
DENT AL INSURANCE: The City shall provide the same benefit levels as are contained in the
Washington Dental Service Plan A dental insurance coverage for employees and their dependents and
provide for full payment of insurance premiums.
14.6
DISABILITY: Employees, who are covered by the Washington State Retirement System commonly
known as LEOFF II, shall enroll to receive Long Term Disability Insurance coverage. The City shall pay
a maximum of $20 per month per eligible and enrolled employee toward premium costs. The remainder
of all premium costs shall be borne by the enrolled employee and shall be paid to the insurance company
through payroll deductions authorized by each enrolled employee.. The Guild shall select the L TO plan
under which they will be enrolled.
14.7
INSURANCE RESERVES, REBATES AND SURPLUSES: The City shall require the KPS medical
plan provider to provide a structured accounting to the City at least annually. Such accounting shall
include plan utilizations, all reserve accounts maintained for the plan, interest earned on reserves,
administration costs and coinsurance (pooling) costs. This accounting shall be made available to the Guild
upon request. The City agrees that premium rebates, reserve account rebates or any other monetary
returns to the employer from the insurance providers together with subsequent interest earnings thereon
shall be used exclusively to defray the costs of premium increases in the plan, and increase benefit levels,
or other health related purposes determined appropriate by the Insurance Benefits Committee. Premium
increases shall be any increase over the 1994 levels.
14.8
INSURANCE COMMITTEE: The Insurance Benefits Committee shall be comprised of the following
members: Mayor or designee, Human Resources Manager, or designee, Director of Financial Services or
designee, one employee selected by the non-represented management and professional employees, and
one individual selected by each of the recognized unions. The Committee shall elect a chair and any other
officers it deems appropriate.
14.9
Effective January 1, 1999, should Group Health Cooperative, now or in the future, require a co-pay, the
co-pay will be paid by the employee. The amount the employee is obligated to pay shall not exceed five
dollars ($5.00) per visit.
14.10
The Guild agrees to participate in a joint study of medical insurance.
Revised 3/13/06
Page 13 of 25
ARTICLE 15
CLOTHING AND UNIFORM CLEANING ALLOWANCE
15.1
PURCHASE OF UNIFORMS: The employer shall establish a Clothing Allowance Fund for the
Bremerton Police Department. Each employee shall be furnished uniforms as designated by the Chief of
Police or designee. Such uniforms shall be replaced on an as-needed basis from the Clothing Allowance
Fund, as determined by the Police Chief or designee. All uniforms purchased by the Employer are to be
and remain the property of the Employer.
15.2
CLOTHING ALLOWANCE: An annual allowance effective January I, 2000, equal to four hundred
and seventy-five dollars ($475) per year will be provided to non-uniformed, sworn personnel. Such
allowance shall be paid one-half during the months of January and July. In the event an employee is
transferred to the Detective Division and is assigned as a Detective, he/she will receive a pro-rata clothing
allowance payment. The Employer shall withhold the necessary federal income tax from the clothing
allowance as required by the Federal Tax Code as now written or hereafter amended.
15.3 UNIFORM CLEANING ALLOWANCE: There shall be an annual uniform cleaning allowance per month. This
applies to all employees.
o.gffeet-ive January I, 2003, the annual cleaning allowance will be increased te-rour hundred fifty dollars
($'150.00), payable in the amount of two hundred t'.Yent)' five dollur~; ($225.00) durffig--January and July.
. Effective January I, 2001, theIh~ annual cleaning allowance will be increased tOQf five hundred fifty
dollars ($550.00t,--1.JLpayable in the amount of two hundred seventy-five dollars ($275.00) during
January and July.
Should an employee leave the service of the EmployerCitv, any portion of the unused cleaning allowance
shall be deducted from the employee's severance pay. The Employer ~j!y_shall withhold the necessary
federal income tax from the cleaning allowance as required by the Federal Tax Code as now written or
hereafter amended
15.4
CLEANING CONTRACT: In the event the Employer ~secures a cleaning contract with an
independent cleaning company during the term of this Agreement, the uniform cleaning allowance shall
become null and void.
15.5
MOTORCYCLE BOOTS: The City shall provide the sum of one hundred dollars ($100.00) to
Motorcycle Officers for the purchase of motorcycle boots. After initial issue, replacement moneys will be
approved only after the Police Chief or designee authorizes such replacement based on wear/tear of
motorcycle boots.
15.6
ALTERNATE CLOTHING & UNIFORM CLEANING ALLOWANCE REIMBURSEMENT
METHOD: At the employee's option, he or she may submit appropriate receipts for reimbursement of
either or both of these allowances only up to the maximum allowance amounts as listed in Sections 15.2
and/or 15.3. This method will be in lieu of the provisions of Article 15.2 and 15.3. An employee must
inform the Treasurers Office no later than January 1 of each year that he or she wishes to utilize this
alternative.
Revised 3/13/06
Page 14of25
16.1
16.2
16.3
16.4
16.5
Should an employee leave the service of the Employer, any portion of the unused cleaning allowance
shall be deducted from the employee's severance pay. The Employer shall withhold the necessary federal
income tax from the cleaning allowance as required by the Federal Tax Code as now written or hereafter
amended.
ARTICLE 16
PERSONNEL PRACTICES
DEFINITIONS: For the purpose of interpreting the provisions of this Agreement, the following
definitions shall apply:
16.1.1 PROBATIONARY EMPLOYEE: All employee serving a twelve (12) month period
commencing upon the initial date of hire as a permanent employee during which the employee
may be discharged at the sole discretion of the City, consistent with applicable Civil Service
Rules and Regulations (Section 12-PROBA nON) and without recourse to the grievance
procedure.
16.1.2 PROMOTIONAL PROBATION; A twelve (12) month period commencing upon the initial
date of a permanent promotional appointment during which a promoted employee who is unable
to perform the duties of the higher level position shall be returned to his or her previous
classification at the time of appointment at the sole discretion of the City, consistent with
applicable Civil Service Rules and Regulations (Section 12 - PROBATION) and without
recourse to the grievance procedure.
16.1.3 LEOFF I EMPLOYEE: An employee who qualifies for and is a member of the Washington
State Retirement System commonly known as"LEOFF I".
16.1.4 LEOFF II EMPLOYEE: An employee who qualifies for and is a member of the Washington
State Retirement System commonly known as "LEOFF II".
16.1.5 BASE RATE OFPA Y: The base pay rate for an employee as listed in Appendix "A" excluding
longevity and any other premium pay.
INDEMNIFICATION OF EMPLOYEES: The City shall provide legal defense and will pay all
legitimate claims, settlements, judgments, and associated costs for employees and their marital
communities named as parties or defendants in claims or lawsuits as a result of acts or omissions made in
the good faith performance of the City's business.
PROVISIONAL APPOINTMENT: Any employee who is appointed to a position classification by the
Chief of Police on a provisional basis shall be paid the established compensation for such position
classification.
DEPARTMENT POLICY MANUAL AND POLICY CHANGES: The Police Department Policy
Manual will be distributed to all bargaining unit employees. The employee will acknowledge receipt of
and will become knowledgeable of the Manual's or Policy's contents. All revisions to the Manual or
Policy that apply to members of the bargaining unit will be provided to employees for inclusion in the
Manual. Further, the Department will inform the Guild of policy revisions prior to enactment.J[,..6:.
10/211051
POLICE OFFICERS INTERVIEW GUIDELINES: The Safety of our community and its citizens,
plus the integrity and reputation of the Police Department depends to a great extent on the manner in
which the members of the department perform their varied and difficult duties. To ensure that internal
investigations are conducted in a manner conducive to good order and discipline, and also observe and
Revised 3/13/06
Page150f25
protect the individual rights of each member of the Department, the following rules are hereby
established:
16.5.1
16.5.2
16.5.3
16.5.4
16.5.5
16.5.6
16.5.7
16.5.8
16.5.9
The interview of any Department member shall be conducted at a reasonable hour,
preferably when the member is on duty and/or during daylight hours, unless the urgency
of the investigation dictates otherwise. If such interview occurs during off-duty time of
the member being interviewed, the member shall be compensated for his or her off-duty
time in accordance with the overtime provisions of this Agreement.
The interview shall take place at a location designated by the investigation officer,
preferably at the Police Department.
Before any questioning commences, a member of the Police Department shall be advised
in writing in the event that person becomes a suspect in an administrative investigation.
The member being interviewed shall be informed of the nature of the investigation, and
name(s) of all complaining parties before the interview commences.
The member being interviewed shall be informed of his or her right to and be afforded an
opportunity and the necessary facilities to contact a Guild representative prior to
commencement of the interview. The member's representative may be present during the
interview. Nothing herein shall in any way restrict the rights of the representative with
the employee during the process of the interview.
The interview shall be conducted in the most expedient manner consistent with the scope
and gravity of the subject matter of the interview. The member shall be permitted
reasonable periods to attend to personal necessities.
The member shall not be subjected to offensive language or intimidation during the
process of the interview. No promises or rewards shall be made to the employee as an
inducement to answering questions. When the member is being interviewed in a non-
criminal matter for violation of departmental rules, regulations or orders, that member
shall answer truthfully all questions concerning the investigation posed to him or her by
the interviewing officer. When the member refuses to answer such questions, he or she
will be informed that his or her refusal to answer may become the subject for disciplinary
action.
A member shall not be required to take a truth verification test as part of the interview
process.
Nothing contained in any of the above guidelines shall restrict and/or limit the authority
of the Chief of Police or designee in the performance of his or her duties and
responsibilities as the Chief Administrator of the Bremerton Police Department.
No tape recording will be made of the interview without prior advisement. There will be
no off-the-record questions during a recorded interview, unless the parties mutually
agree. If the Department tape records the interview, a taped copy of the complete
interview of the employee, noting all recess periods, may be furnished, at the cost of the
tape, upon request of the employee. If the interviewed employee is subsequently
disciplined and any part of any recording is transcribed by the employer, the employee
shall be given a complimentary copy thereof. The Guild may be allowed to tape record
the interview.
Revised 3113/06
Page160f25
17.1
17.2
18.1
19.1.
16.5.10
When the member being interviewed is in custody, or is likely to be placed in custody as
a result of the interview, that person shall be informed of his or her Constitutional Rights
prior to commencement of the interview. The member may request a postponement of the
initial interview to contact an attorney. The interview may not be postponed more than
twenty-four (24) hours with allowances b~ing made for weekends and holidays.
Use of Deadly FOI'ce: When an employee uses deadlL.furce pursuant to RCW:
9A.16.0 10 (2). '.vhich re~~ults in the iniury or death of a person. the emplovee shall not be
required to make a written statement for twenty-four (24) hours after the incident. l'he
officer mav be required to verbally report a brief summarv of the facts of the incident to
include information for securing evidence, identifYing witnesses, apprehending suspects,
securing search warrants (clarification onlv), or any other exigent circumstances. 'rIle
affected emplovee may waive the hventv-four (24) hour requirement.
ARTICLE 17
MANAGEMENT RIGHTS
Any and all rights concerned with the management and operation of the Police Department are
exclusively that of the City unless otherwise provided by the terms of this Agreement. The City has the
right, among other actions, to adopt rules for the operation of the Department and conduct of the
employees, to discipline, suspend or discharge employees for just cause, to assign work and determine
duties of employees, to determine number of personnel to be assigned duty at any time, to determine and
introduce new work methods or facilities to increase productivity for operation of the Department and to
perform all of the functions not otherwise expressly limited by this Agreement; provided, nothing herein
shall be construed as a waiver of collective bargaining rights conferred on the parties by RCW 41.56,
The Chief of Police may change Crime Scenes/Evidence Technician and/oc COI11I11!!nity R~source Officer
to civilian positions, provided that the same number of sworn police ofi1cer positions are retained
!!!J:li!}lgin~{lin the Department.
ARTICLE 18
PERFORMANCE OF DUTY/NO STRIKE
The City and the Guild recognize that the public interest requires the efficient and uninterrupted
performance of all City services and pledge their best efforts to avoid or eliminate any conduct contrary to
this objective. Nothing in this Agreement shall be construed to grant an employee the right to strike or to
refuse to perform his or her duties to the best of his or her abilities. During the term of this Agreement,
the Guild and/or membership shall not cause, engage in or sanction any work stoppage, strike, walkout,
sit-down, stray-in, slowdown, sick-in, curtailment of work, or interference with City operations at any
location whatsoever; provided, that nothing herein shall be interpreted as to prohibit lawful information
picketing. Employees who engage in any of the foregoing or similar activities shall be subject to
immediate disciplinary action up to and including discharge. The City shall not institute any lockout of
employees during the term ofthis Agreement.
ARTICLE 19
GRIEVANCE PROCEDURE
DEFINITIONS:
19.1.1
GRIEVANCE: A grievance is an allegation of a violation of the terms and conditions of
this Agreement which is to be resolved through this Grievance Procedure.
Revised 3113/06
Page 17 of25
19.1.2
19.1.3
CIVIL SERVICE APPEAL (Section 5-APPEALS): An appeal is an allegation of a
violation of the Civil Service Rules that is to be resolved through the Civil Service
Appeals procedure and is not resolvable through this Grievance Procedure.
UNFAIR LABOR PRACTICE: An Unfair Labor Practice charge is an allegation of a
violation of the Washington State statutes governing public employment labor relations
which is to be resolved through the Public Employment Relations Commission's rules
and regulations and is not resolvable through this Grievance Procedure.
STEP 1: An employee who believes that the terms and conditions of this Agreement have been violated
shall first discuss the matter with the person who took the action giving rise to the belief with his or her
immediate supervisor within fourteen (14) calendar days of the date the action took place or within
fourteen (14) days of the date upon which the employee, by due diligence, could reasonably have been
expected to know of such action. The person who took the action shall provide the employee with a
written response within fourteen (14) calendar days of the date upon which the grievance was discussed
with the employee.
19.2
19.3
STEP 2: In the event that the person who took the action does not resolve the issue to the satisfaction of
the employee at Step 1 of this procedure, the employee shall reduce the matter to writing and shall:
19.3.1
19.3.2
19.3.3
19.3.4
State whether the employee is selecting a Civil Service Appeal or the Grievance
Procedure herein as the dispute resolution method to be used to resolve the issue.
In the event the employee selects the Civil Service Appeal method, the employee shall
comply with the Civil Service Rules in processing the matter.
In the event the employee selects the Grievance Procedure method, the employee shall
reduce the matter to a written grievance and shall state: the section (or sections) of this
Agreement which is/are alleged to have been violated; an explanation of the grievance in
detail, including dates, actions and such other information necessary to a full
investigation of the facts and circumstances giving rise to the grievance; and the remedy
sought.
The employee shall have the right to be assisted by an authorized Guild representative in
reducing his or her grievance to writing. The employee shall present the written grievance
to the immediate superior of the person who responded to Step 1 above within fourteen
(14) calendar days of the date the employee received a written response at Step 1 of this
procedure. In the event the Police Chief responded at Step 1 above, the employee shall
proceed to Step 4 of this Grievance Procedure. The immediate superior may meet with
the employee and the employee's Guild Representative within fourteen (14) calendar days
after receipt of the written grievance for the purpose of considering the matter. The
immediate superior shall reduce his or her decision to writing and shall transmit the
decision to the employee with a copy to the Guild representative within fourteen (14)
calendar days of receiving the written grievance or of meeting with the employee and the
Guild Representative.
STEP 3: In the event that the immediate superior does not resolve the grievance to the satisfaction of the
employee at Step 2 of this procedure, the employee shall transmit a copy of the original grievance along
with a copy of the written response received at Step 2 to the Police Chief within fourteen (14) calendar
days of receipt of the immediate superior's written response. The Police Chief may convene a meeting
with the Guild representative in an attempt to resolve the grievance. The Police Chief shall reduce his or
her decision to writing within fourteen (14) calendar days of the Chiefs personal receipt of the grievance
19.4
Revised 3/13/06
Page 18 of 25
19.5
19.6
19.7
19.8
19.9
20.1
21.1
or, if a meeting was held, within fourteen (14) calendar days after meeting with the Guild Representative
and transmit the decision to the Guild.
STEP 4: In the event that the Police Chief does not resolve the grievance at Step 3 of this procedure, the
Guild may request arbitration of the issue by written notification to the Director of Human Resources
within thirty (30) calendar days of receipt of the Police Chief s decision. In the event the Guild does not
request arbitration of the issue within the thirty (30) calendar day period, the grievance shall be deemed
withdrawn. Prior to the selection of an arbitrator and submission of the grievance for hearing by said
arbitrator, the Director of Human Resources shall informally review the grievance and determine whether
said grievance may be adjusted to the satisfaction of the employee. The Director of Human Resources
shall have fourteen (14) calendar days in which to review and seek adjustment of the grievance.
SELECTION OF ARBITRATOR: A neutral arbitrator shall be selected by mutual agreement or
through a mutually agreeable process. In the event the parties cannot agree, either party may petition the
Public Employment Relations Commission for a panel of arbitrators.
POWERS AND DUTIES OF THE ARBITRATOR: It shall be the duty of the arbitrator to conduct a
hearing on the issue or issues submitted by the parties for decision. The hearing shall be kept informal and
private. The arbitrator shall interpret the provisions of this Agreement as they apply to the issue or issues
submitted for decision and shall not add to, subtract from, nor in any way otherwise alter or recommend
the alteration of the terms and conditions of the Agreement in deciding the matter. Within thirty (30) days
of the close of the hearing or submission of briefs, whichever occurs later, the arbitrator shall render a
written decision, which shall be binding upon the parties. The arbitrator shall conduct the arbitration
hearing in conformance with the Voluntary Rules for Labor Arbitration of the American Arbitration
Guild. .
COSTS OF ARBITRATION: The expenses of the neutral arbitrator shall be borne equally by the
parties. Each party shall singly bear all costs related to preparing and presenting its own case before the
arbitrator, including costs of witnesses. The party desiring a record of the proceedings shall bear the cost
of obtaining such record.
TIME LIMITS: Time limits established in this procedure shall be strictly adhered to but may be waived
by mutual agreement of the Guild and the City. All procedures contained herein shall be complied with as
expeditiously as practicable.
ARTICLE 20
SEVERABILITY
In the event that any provision of this Agreement is held invalid by any tribunal of competent jurisdiction,
the remaining provisions of this Agreement shall not be held invalid and shall remain in full force and
effect. The Guild and the City shall immediately meet and attempt to renegotiate any provision found
invalid.
ARTICLE 21
ENTIRE AGREEMENT
The Guild and the City 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, the City and the Guild 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 covered by the Articles of this Agreement during the term of this Agreement,
except as mutually agreed upon. The Employer shall not unilaterally change any mandatory subject of
bargaining without providing the union with prior notice and the opportunity to bargain.
Revised 3/13/06
Page 19 of25
ARTICLE 22
CONFLICTING PROVISIONS
22.1
In the event that any provision of this Agreement is found to be in conflict with any other Resolution,
Ordinance, Policy, Regulation or Rule of the City, the provision of this Agreement shall prevail.
ARTICLE 23
LABOR MANAGEMENT COMMITTEE
23.1
LABOR MANAGEMENT: The Employer and the Guild agree that a need exists for closer cooperation
between labor and management. To accomplish this objective, the Employer and the Guild agree that no
more than four (4) duly authorized representatives of the Guild shall function as one-half (1f2) of a Labor-
Management Committee, the other half being no more than four (4) certain representatives of the
Employer named for that purpose. The committee shall meet at least once every three (3) months for the
purpose of discussing and facilitating the resolution of all problems, which may arise between the parties.
The Employer shall provide a draft of the minutes of the meeting to the Guild's committee within (2) two
weeks of the meeting. At the committee's discretion, additional meetings may be held. The committee
shall be chaired by a member elected by the committee.
23.2
Should the Guild and Employer mutually agree to change, add, or delete any provision of this Agreement,
policies, rules or other matters, such change shall be set forth in writing
ARTICLE 24
PREMIUM P A,Y
24.1
MASTER PATROL OFFICER: Effective upon assignment, any employee who meets the requirements
for the Master Patrol Officer (MPO) program shall receive a premium of five (5%) of their base monthly
rate of pay for all hours worked as an MPO.
24.2
K-9 STIPEND: Effective J.a-ooary I, 2003upon assignment a K-9 Officer shall receive as compensation
for the care and maintenance of his/her dog and equipment, a K-9 stipend of three (3) hours per week at
48% of a Step 5 Police Officer overtime rate.
FIELD TRAINING OFFICER PREMIUM. Field Training Officers shall receive a premium equal to
three percent (3%) of their base monthly rate of pav when performing the duties for an entire shift. This
PI~mLlJmJIE!YJ:LQL12tl?YI.mJJjQt~Lt~n:Jb_Q~t_gDJ..<;~nu:~Gtiyjl.~Lb.~_Me(;LPJ~!DiJJ!D:
ARTICLE 25
RETIREMENT BENEfTfSIDEFERRED COMPENSATION
25.1
DEFERRED COMPENSATION: Effecti\'e January I, 2002, theThe City shall match the payroll
deduction in an amount up to but not to exceed three percent EJ%7 three and one half percent (3.5%) of
the employee's base monthly pay rate. Effective January 1, ~2008, the City shall match the payroll
deduction of any written request by an employee covered by this Agreement, in an amount not to exceed
three and one lliH-ft()Ur percent (B 4.0%) of the employees base montWy pay rate.
25.2
CONVERSION TO LONGEVITY: Employees who have completed fifteen (15) or more years with
the City may elect, by notifying the City in writing on an annual basis, that they wish to convert all or a
portion of their deferred compensation to longevity. Such conversion shall only be permitted in one-half
percent (1/2%) increments. Once an employee has elected to make the conversion from deferred
compensation to longevity, they will not be permitted to make any changes whatsoever to the percentage
converted, for a fu II 12 month period.
Revised 3/13/06
Page 20 of 25
25.3
LIFE INSURANCE: Effective July L 2006, City shall provide life insurance coverage in an
amount equal to fifty thousand ($50,000) with a mutually agreed upon caITier.
25.4
RETIREMENT MEDICAL SAVINGS ACCOUNTS: Effective Janllaty L 2008, the Cit\' shall
contribute thirty dollars ($30.00) per month on behalf of each employee to a Medical Savings Account_
!!!!Jl!:!?JJy_<.!gr~~<J_llPQDJ2~J-"Y-~~!!!by_(:it;y~D.QJl1y:_Q~LiJ~t
ARTICLE 26
EDUCATIONAL INCENTIVE
26.1 Effective January 1, 2-004 2006 employees shall be eligible to receive Educational Incentive pay according to the
following:
Associate's degree or equivalent (90 quarter or 60 semester hours)
Bachelor's Degree
GtteT\vo percent (+ 2%)
+-wB Four percent (-2- :1.%)
26.2 Degrees and credit hours earned shall be documented through official transcripts from accredited colleges or
universities. It shall be understood that for the 90 quarter or 60 semester hours to be accepted, they must be
courses required in the pursuit of an Associates or Bachelors degree from an accredited college or university.
26.3 Educational Incentive pay shall not be cumulative and it shall be t~e responsibility of the employee requesting
educational incentive pay to provide the City with certified transcripts of his/her hours earned and/or degree(s)
awarded. Educational Incentive shall be paid to the employee beginning the next pay period following receipt of
the documentation, and shall not be retroactive.
26.4 Officers on probationary status shall not be eligible for educational incentive pay.
ARTICLE 27
STANDARDIZATION OF SERVICE WEAPON
Effective April 1, 2003, employees covered by this agreement shall be required to qualify with and caITY a AO caliber semi-automatic
handgun as their standard duty service weapon. Prior to March 31, 2003 the City will reimburse the employee a one time sum of
$250.00 toward the purchase of the required service weapon.
ARTICLE 28
TERM
28.1
This Agreement shall become effective January 1, ~2006 and shall remain in effect through
December 31, ~ 2008, and may be extended thereafter by mutual agreement. It is further agreed that
the City or the Guild may request reopening of this Agreement any time within six (6) months of the
expiration for the purpose of negotiating changes to be effective following the expiration of this
Agreement with such notice to be in writing to the other party.
This Agreement is hereby submitted to the Bremerton City Council for approval. Upon the approval of the Council, this
Agreement shall become binding upon the City, the Guild and all of the employees in the bargaining unit covered by this
Agreement.
DA TED THIS
DAY OF
, ~2006.
Revised 3/13/06
Page 21 of 25
CITY OF BREMERTON:
BREMERTON POLICE OFFICERS GUILD:
Carol S. Conley, Human Resources Director
Roy Alloway, President
~raigBi!g.~~, Police Chief
Vice President
Honorable Cary Bozeman, Mayor
Member Board of Directors
ATTEST:
Member Board of Directors
Paula Johnston, City Clerk
Member Board of Directors
APPROVED AS TO FORM:
Roger Lubovich, City Attorney
Revised 3/13/06
Page 22 of 25
APPENDIX B
TO THE AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1, 200J-Z-006 THROUGH DECEMBER 31, ~2008
THIS APPENDIX is supplemental to that Agreement by and between the CITY OF BREMERTON, WASHINGTON
("Employer") and the BREMERTON POLICE OFFICERS GUILD, ("Guild").
Master Police Officer:
The Master Police Officer (MPO) program is viewed as an enhanced career development opportunity for the sworn
employees of the Bremerton Police Department. The purpose of an MPO program is to allow qualified non-ranking
officers with special technical and administrative skill to be elevated to a new level,
Qualifications:
A.
An employee has served as a top step police officer for three (3) consecutive years.
B.
Employee has completed, in the course of their employment as a law enforcement officer, 400 hours of
law enforcement specialty training that does not include the training hours of basic academy; basic
equivalency academy; repeated training classes: or refresher training of BAC or first aid.
c.
Employee has served at least 12 months on each patrol shift after completing initial probation. It shall be
!1I}Q~!:!,?\Q~~QJh.~t~.!11PJQy~~~m_i.JYnQt.."QQ.\O!Ql~_QLtrip.J~.5ta.s;..h~~!h~Lr::Ji.m~:
Example: An officer who has been concurrently assigned to K-9 and the grayeyard shift for 3 veal'S may
DQLS:QlIDtJ..Y~~r:~52L,gr_<.ly.~Y<.!r:~L.a._n~L2y~a.I:U]LK:2~_hQ~Y~Y~I,.th~_~mp'!QY~~__.lJ:1~lY_.Qiyj..9~_1:.h~J.y~a.L~_!i'i
desired such as I veal' of graveyard and 2 years of K-9.
D.
Employee has served satisfactorily in a secondary assignment(s) for the Bremerton Police Department for
a minimum of 18 months. Secondary assignments are assignments above and beyond duties normally
assigned to patrol officers serving in patrol unit. These assignments are detective units, crime scenes,
~~oll1.!llLlni.!Y.J~_esQ.!lrCe Officer~_tFa#t€Trat11~, K-9, crime prevention, [)ARE, GREAT, School Resources
Officers and Ra~West Park Officer. Additional secondary assignments as they may be
developed can be added to this list.
E.
Employee maintains acceptable work performance standards and has not had a sustained Internal Affairs
investigation one year prior to MPO acceptance. The selection panel may consider other types of minor
complaints on a case-case basis.
F.
MPO's will be assigned as OIC and FTO as needed. Employee will only handle the sergeant's duties when
he/she has been assigned as OIC or during limited exceptional circumstances. An employee will not be
assigned as OlC while acting in an FTO capacity except during limited exceptional circumstances.
Revised 3/13/06
Page 23 of 25
G. MPOs shall not be eligible to receive OIC pay and their 5% MPO premium pay.
H. The Chief of Police will appoint MPO's in the same order in which they are ranked by the panel.
Maintaining MPO Status:
To maintain MPO status an employee must:
A.
Be assigned to the Uniformed Division upon appointment to MPO status for not less than 18 months. If
the employee is vacating a non-uniformed position, the employee shall be assigned to the Uniformed
Division within a reasonable time period, which allows the Department to assign and train a replacement.
B.
Maintain satisfactory work performance.
c.
Not have sustained any major policy rule violations, committed insubordination or be subject to continued
citizen complaints.
D.
Show a commitment to continuance of law enforcement training while serving as an MPO.
If an employee fails to maintain these conditions, he/she will be removed from MPO status by the Chief of Police after
review by the selection panel, and must wait eight months before reapplying. An employee shall not be removed from
MPO status due to a new assignment in non-uniformed position.
MPO Cap:
The number ofMPO's shall not exceed (14) fourteen.
Selection Panel:
A.
The original selection panel will consist of two management personnel and two members of the Board of
Representatives of the Guild who do not qualify for selection. Future selection panels will consist of three
MPO's and two management personnel.
B.
Selection panel will meet as needed to review and select applicants for Master Police Officer appointment
and will use the following criteria:
1. Candidates will be listed by seniority, and then given points as follows:
# 1 candidate - 14 point
#2 candidate - 12 points
#3 candidate - 10 points
#4 candidate - 8 points
#5 candidate - 6 points
#6 candidate - 4 points
#7 candidate - 2 points
2.
follows:
Candidates will be listed by number of Training Hours and given points as
# 1 candidate - 7 points
#2 candidate - 6 points
#3 candidate - 5 points
Revised 3/13/06
Page 24 of 25
#4 candidate - 4 points
#5 candidate - 3 points
#6 candidate - 2 points
#7 candidate - 1 points
(For purposes of this selection process, an Associates Degree in a Police related field will count for 100 hours, and a
Bachelors Degree in a Police related field will count for 200 hours.)
3. Candidates will receive one additional point for each additional special assignment of 18
months or longer up to a maximum of three points. Should two or more candidates have equal
standing, their points will be added and then divided by two (example: top two candidates have the same
seniority so each gets 13 points). Should there be a tie after the points have been totaled, the
selection panel will be required to resolve it and provide a single list to the Chief.
(;;.,...--
~MPQJl.o~~jgnm~nL9P~Djl)g~.~iJL.Q~.J!!lDill!D9.~~L.P!!r.~lJ.f.lDl.J.~LJ.~h:Jm~:L.L2__Qflb~_.Q.~J2~!!m~nU0.'!D!I_aJ.J?Y-
J?osting the inf()fIl1ation throughout the Department.
G12.
Candidates will apply for MPO positions by submitting a letter and written summary of years of service,
training and education, special assignments and letters of recommendation.
f*E.
The Chief of Police will request the panel convene to review a specific MPO's status.
eL.
Decisions by the selection panel regarding selection or removal from the MPO program are not subject to
the grievance procedure.
Revised 3/13/06
Page 25 of 25