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Home My WebLink AboutPOLICE MANAGEMENT ASSOC., 2002-2003 CaroI S. Conley, Director 239 Fourth Street, Bremerton, WA 98337 Telephone: 360-47~846 . Fax: 360-478-2333 cconley@ci.bremerton.wa.us Human Resources Department LETTER OF UNDERSTANDING This Letter of Understanding is agreed to pursuant to Article 18, Section 18.1 of the Collective Bargaining Agreement between the City of Bremerton and the Bremerton Police Management Association. The City and the Bremerton Police Management Association hereby acknowledge the unforeseen inequity in the Lieutenant's pay steps of Greg Rawlins and Tim Lopez. Greg Rawlins entered into the Lieutenants' pay scale at Step Ion March 12,2001, and Tim Lopez entered the Lieutenants pay scale at Step 2 in January 2002, thereby creating a pay disparity wherein a senior employee ended up making less than the junior employee for the year 2002. In order to correct this disparity, both parties mutually agree to move Greg Rawlins from Step 2 to Step 3 retroactive to March 12, 2002. All other provisions of the Collective Bargaining Agreement apply in all respects. DATED THIS 26m DAY OF NOVEMBER 2002. FOR THE CI1Y: FOR THE BREMER TON POLICE MANAGEMENT ASSOCIATION: /{J 7 /p ~ - LJ-nt CAROL S. CONLEY Director of Human Resources ~4;?~ ~OBERT D. FORBES Chief of Police -----., Letter of Understanding (LOU) The City of Bremerton, the Bremerton Police Officers' Guild (BPOG) and the Bremerton Police Management Association (BPMA) recognize that the employees covered under the BPMA agreement are salaried. However, when a BPMA bargaining unit employee performs off-duty work as a police officer, he/she shall be compensated at the overtime rate of pay under the direction of a Grant or Service Contract. He/she is authorized to work under the following conditions. 1. Employee may sign-up for the off-duty work on the third (3rd) day after an announcement advertising the off-duty work has been posted, 2. Posted announcements for the above off-duty work shall be date stamped when posted. 3. On the third day of posting, the BPMA employee shall have the same sign-up authority as any other BPOG police officer. The City, BPOG and PMA agree that this LOU shall be reviewed 3 months from the date it is signed by all parties regarding any related issues. / ~~ /--- Executed this _ day 0'~002. FOR THE CITY: CAROL S. CONLEY Director of Human Resources THE BPOG:'--"""""", C"', "=::> "" .-....--L_. FOR n.Jp : CRAIG A. RaGE S BPMA President ROY ALLOWAY BPOG President . . . LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 18 of the Collective Bargaining Agreement by and between the City of Bremerton and the Bremerton Police Management Association (BPMA). Article 9 is hereby amended as follows: Add Section 9.4 as follows: Administrative Leave - Any bargaining unit employee may be placed on Administrative Leave (leave with pay) for reasons that are in the best interest of the City and/or employee (e.g. to diffuse a work-related or personal problem or to conduct an investigation). The purpose of this amendment is to commemorate, in writing, what has been past practice. The remaining provisions of this Agreement shall remain in full force and effect. Dated this 22nd day of March 2002. . FOR THE CITY OF BREMERTON: FOR THE BPMA: ~~' CAROL S. CONLEY ~ Director of Human Resources . COLLECTIVE BARGAINING AGREEMENT Between CITY OF BREMERTON and BREMERTON POLICE MANAGEMENT ASSOCIA TION January 1,2002 - December 31,2003 TABLE OF CONTENTS TO THE LABOR AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND BREMERTON POLICE MANAGEMENT ASSOCIATION JANUARY 1, 2002 - DECEMBER 31,2003 ARTICLE TITLE PAGE PREAMBLE ...... ............... ... ..... ......... ...... ........... ...... ...... ................. ......... ..................................... ...... 1 ARTICLE 1 DISCRIMINATION ALLEGATIONS ............................................................ 1 ARTICLE 2 RECOGNITION. ...... ........... ........ ................ ...... ...... ................... .............. ...... 1 ARTICLE 3 ASSOCIATION ACCESS ... .............. ................. ........ ............... ............... ...... 1 ARTICLE 4 SALARIES...... ........ ................ ............ ........ ................... .......... ................ ...... 1 ARTICLE 5 HOURS OF WORK..................... ................. ............... ................. ......... ......... 4 ARTICLE 6 VACATION LEAVE ............ ....................................... ............. ......... ....... ...... 4 ARTICLE 7 HOLIDAyS..... ........... ............ ............... ................................... ................ ...... 5 ARTICLE 8 SICK LEAVE AND INDUSTRIAL DISABILITy.......................................... 6 ARTICLE 9 OTHER PAID LEAVE ................................................................................... 8 ARTICLE 10 RETIREMENT BENEFITS ..................................................... ....................... 8 ARTICLE 11 INSURANCE BENEFITS.... .............. .............. ...... ....... ....... ............ .... .... ....... 8 ARTICLE 12 CLOTHING AND UNIFORM CLEANING ALLOWANCE ..........................10 ARTICLE 13 PERSONNEL PRACTICES.. .......................................... ............. ............ ....... 11 ARTICLE 14 TUITION REIMBURSEMENT PROGRAM ..................................................11 ARTICLE 15 MANAGEMENT RIGHTS.. ...................................... .............. ........ ......... ...... 12 ARTICLE 16 GRIEVANCE PROCEDURE..........................................................................12 ARTICLE 17 SEVERABILITy....... .......... .................................. .................. ................ ....... 14 ARTICLE 18 ENTIRE AGREEMENT ................................................................................. 14 ARTICLE 19 CONFLICTING PROVISIONS ......................................................................14 ARTICLE 20 TERM................ ............................................................................................. 15 ARTICLE 21 SMOKING POLICy............ ..... ........... ........... ........... .............. ................ ....... 15 ARTICLE 22 POLICE OFFICERS' BILL OF RIGHTS (Formerly Appendix "B") ...............15 ARTICLE 23 MANAGEMENT CERTIFICATIONS (New Article)...................................... 16 APPENDIX A ..................................... ............................................... ........................................ .......... 19 LABOR AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND BREMERTON POLICE MANAGEMENT ASSOCIATION JANUARY 1,2002 THROUGH DECEMBER 31,2003 PREAMBLE This Agreement is made and entered into pursuant to the provisions ofRCW 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 Management Association hereinafter known as the "Association" for the purpose of setting forth the wages, hours and other terms and conditions of employment 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 ............. DISCRIMINATION 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 City's Equal Employment Opportunity Complaint Procedure or the appropriate 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 Association as the sole and exclusive bargaining representative for the purpose of negotiations concerning wages, hours and conditions of employment for all employees in classifications set forth in Appendix A and such classifications as may be added to the bargaining unit during the term of this Agreement. ARTICLE 3 ............. ASSOCIATION ACCESS 3.1 Association 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. ARTICLE 4 ............ SALARIES 4.1 MONTHLY SALARY RATES -- Monthly salary rates shall be paid as set forth in Appendix A which is attached hereto and made a part hereof. Appendix A will be changed as necessary to reflect the following: Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 1 4.1.1 The salary rates for Police Lieutenant and Police Captain will be set so as to maintain the following differentials: 4.1.1.1 The Police Lieutenant top base salary step will be not less than 15% above the top step Police Sergeant base wage rate. 4.1.1.2 The Police Captain top base salary step will be not less than 13 % above the top step Police Lieutenant base salary rate. 4.1.1.3 Should Section 4.1.1.1 which is relative to the "Me to" DLP filed by the BPOG, be determined by PERC to be illegal, the City and the PMA agree to reopen this section for the purpose of creating new contract language to eliminate the connection to the Police Sergeants' top step rate of pay. 4.1.2 Effective January 1, 2002, employees will receive a three and one-half percent (3.5%) across-the-board cost of living adjustment (COLA). 4.1.3 Effective January 1, 2003, employees will receive a three and one-half percent (3.5%) across-the board COLA. 4.2 LONGEVITY PAY: Longevity pay, which is a rate of pay based on the length of completed continuous service with the City, shall be calculated on the individual employee's base salary rate and shall be paid as follows: Effective January 1,2001: Length of Continuous Service o through 10 years continuous employment Commencing 11 through 15 years continuous employment Commencing 16 through 20 years continuous employment Commencing 21 through 25 years continuous employment Commencing 26 years and over continuous employment Rate Per Hour 0% 2% 3% 7.75% 9.00% NOTE: The below rates for LEOFF I employees are incorrect, please refer to the. attached MOD which lists the corrected rates and reason for the error. 4.2.1 Effective January 1, 2002 for LEOFF I employees only: Commencing 21 through 25 years continuous employment Commencing 26 years and over continuous employment 4.2.2 Effective July 1, 2002 for LEOFF I employees only: Commencing 21 through 25 years continuous employment Commencing 26 years and over continuous employment Collective Bargaining Agreement - Bremerton Police Management Association January I, 2002 through December 31, 2003 8.25 % 9.50% 8.75 % 10% 2 4.2.3 Effective January 1, 2003 for LEOFF I employees only: Commencing 21 through 25 years continuous employment Commencing 26 years and over continuous employment 9.75% 11% 4.2.4 Effective July 1, 2003 for LEOFF I employees only: Commencing 21 through 25 years continuous employment Commencing 26 years and over continuous employment 10.25 % 11.5 % 4.3 PAY RATE WHEN PROMOTED TO A HIGHER CLASSIFICATION -- An employee promoted to a higher classification will receive at least the entry step of the new pay band or a step at least five percent (5%) higher, whichever is greater. However, no employee may be advanced beyond the final step of the new pay band. 4.3.1 The employee's advancement to the next step of the new pay band will be based on the effective date of their promotion to the higher classification. 4.4 STEP ADVANCEMENT -- Advancement from Step to Step will occur upon the positive recommendation of the Police Chief and after completion of twelve (12) continuous months of service in each step, based upon satisfactory attainment of established performance standards, and overall satisfactory performance. Step increases may be withheld for a maximum of six (6) months. 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. The denial of a step increase is subject to the grievance procedure. 4.5 TEMPORARY/PROVISIONAL ASSIGNMENT TO HIGHER LEVEL POSITION -- The Police Chief or, in the absence of the Chief, the Mayor may provide a written directive to an employee to perform all or a part of the duties and accept all or a part of the responsibilities of a higher level classification, The employee so directed shall have his/her pay rate adjusted for the duration of the assignment as if he/she had been promoted to the higher classification provided, however, that such adjustment shall be not less than 5%. Other benefits provided such an employee through the provisions of this agreement shall not be affected, and no benefits of the higher level classification shall apply to the employee during the assignment. This provision shall not apply in situations when the Police Chief designates an employee to serve in an "Acting" capacity less than 30 work days during the absence of the Police Chief or a Captain (Division Commander) due to vacations, while attending conferences, and other such usual and customary absences 4.6 DEFERRED COMPENSATION - Effective January 1, 2002, the City will match the payroll deduction of any written request by an employee with less than twenty-one years service with the City in an amount not to exceed three-percent (3%) of the employee's base monthly salary rate. Effective January 1, 2003, the City's match will be in an amount not to exceed four-percent (4%) of the employee's base monthly salary. This section does not apply to employees with 21 or more years with the City. Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 3 ARTICLE 5 ............. HOURS OF WORK 5.1 Employees shall work such hours as are assigned by the Police Chief which shall be at least forty (40) hours per week, induding paid holiday, vacation and sick leave time. In addition, employees shall serve on emergency standby status during such periods as are assigned by the Police Chief and are subject to emergency callback at any time. Employees covered by this agreement are salaried and exempt from the overtime provisions of the Fair Labor Standards Act. ARTICLE 6 ............. VACATION LEAVE 6.1 VACATION ACCRUAL -- Employees shall accrue vacation time with pay for all regularly scheduled work time induding paid leave time pursuant to the following schedule: PERIOD OF CONTINUOUS FULL TIME EMPLOYMENT Date of Hire through 5 years 6th year 7th year 8th year 9th year 10th year 11 th year 12th year 13th year 14th year 15th year 16th year 17th year and thereafter Hours Accrued/Year 104 Hours 120 Hours 128 Hours 136 Hours 144 Hours 152 Hours 160 Hours 168 Hours 176 Hours 184 Hours 192 Hours 200 Hours 208 Hours 6.2 VACATION ELIGIBILITY -- An employee becomes eligible to take accrued vacation time upon completion of six (6) months of continuous employment. Vacation time must be fully accrued prior to the time an employee takes any vacation time off. 6.3 VACATION SCHEDULING -- Annual vacation leave shall be authorized by the Police Chief or the Chief s designee. Personnel shall schedule vacation leave by mutual agreement of the employee and the Police Chief or the Chief s designee. 6.4 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: Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 4 Years of Continuous Employment Maximum Balance o through Five (5) years More than Five (5) years 160 hours 300 hours Vacation leave may be accumulated up to a maximum of three hundred (300) hours as of November 15th, of any calendar year. Employees with more than three hundred (300) hours accrued as of November 15th will be paid for any accrual over three hundred (300) hours, up to a maximum of 80 hours. Payment shall be made the 1 st pay period in December. Any accrual in excess of the 80 hours maximum payout shall be forfeited, and the vacation leave balance shall be reduced to 300 hours. 6.5 VACATION PAY-OUT -- Upon the retirement or termination of an employee who has served six (6) continuous full months of employment or more, 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. ARTICLE 7 ............. HOLIDAYS 7.1 HOLIDAYS OBSERVED -- The following holidays shall be observed by the City: New Year's Day Martin Luther King's Birthday President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas 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. 7.2 FLOATING HOLIDAY- Each employee shall be allowed one additional holiday to be observed by the employee on a day mutually agreeable to the employee and the Police Chief. 7.3 ALTERNATIVE DAYS OF HOLIDAY OBSERVATION -- If a holiday observed by the City falls on a Saturday, the holiday will be observed on the preceding Friday. If a holiday falls on a Sunday, the holiday will be observed on the following Monday. If the day a holiday is observed by the City falls on an employee's regularly scheduled day off, the employee shall receive an alternate day as a paid holiday. 7.4 HOLIDAY COMPENSATION -- An employee shall receive eight (8) hours of time off with pay for each holiday observed by the City and for a floating holiday of each employee's choice. Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 5 ARTICLE 8 ............. SICK LEAVE AND INDUSTRIAL DISABILITY 8.1 SICK LEAVE ACCRUAL -- Employees shall accrue sick leave time with pay at the rate of .046154 hours for all normal hours of work including paid leave. 8.2 MAXIMUM SICK LEAVE ACCRUAL -- Employees shall be able to accrue sick leave to a maximum of one thousand (1000) hours. 8.3 SICK LEAVE INCENTIVE -- An employee who has more than five (5) years of continuous full time paid employment with the City and who takes thirty-two (32) hours or less of sick leave in the calendar year following the fifth year of employment and any subsequent calendar year, shall have eight (8) hours added to his or her vacation leave balance at the beginning of the following calendar year. 8.4 SICK LEAVE RETIREMENT OR DEATH PAYMENT -- An employee who retires from City service on a service retirement shall be provided a Sick Leave Retirement Payment of thirty-five percent (35%) ofthe employee's accrued and unused sick leave hours to a maximum of 35% of 960 hours (a maximum total of 336 hours). The payment will be made to the employee at the employee's regular hourly wage rate in effect at the time of retirement or in the event of death, to their designated beneficiary. 8.5 SICK LEAVE USE -- Sick leave must be accrued 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 hours due to: 8.5.1 The temporary disability of an employee resulting from his or her personal illness or lllJury. 8.5.2 Providing care for an employee's children under the age of 18 when they have a health condition that requires supervision or treatment. 8.5.3 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. 8.5.4 Upon the birth or adoption of a child, a father may use up to three (3) days of accrued sick leave or claim FMLA leave pursuant to Federal Law as may be amended from time to time. 8.5.5 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. No more than five (5) days of sick leave can be used for this purpose per calendar year, unless as otherwise provided in this section or unless it qualifies for and is taken as FMLA leave. Collective Bargaining Agreement - Bremerton Police Management Association January I, 2002 through December 31, 2003 6 8.6 NOTIFICATION OF SICK LEAVE USE -An employee who is absent or expects to be absent from work due to causes specified in 8.5 above, shall provide notification as follows: 8.6.1 ROUTINE APPOINTMENTS -- An employee who schedules a routine medical, dental or oculist appointment shall make every reasonable effort to schedule such an appointment at a time which will cause the least interference with the employee's work hours and duties. 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, in the judgment of the supervisor, 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. 8.6.2 UNANTICIPATED ABSENCE -- An employee who is absent from work or will be unable to report to work as scheduled due to personal illness or injury, or for other causes specified in Section 8.5 above, shall promptly notify the department by telephone or otherwise by 0800 of the day of his or her scheduled work day. 8.6.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE -An employee who becomes ill or is injured during the employee's paid vacation may request the conversion of such paid leave to sick leave with pay by promptly notifying the department of the illness or injury and providing such information as is required by the department to verify the appropriateness of such a conversion. 8.7 SICK LEAVE DOCUMENTATION AND APPROVAL -- An employee who has been absent on sick leave shall, within thirty-six hours after returning to work, submit such forms and provide such information as are required by the Department to approve the use of sick leave with pay for the absence. The Department may require an employee to demonstrate that he or she has sought treatment, taken appropriate precautions or otherwise effected measures to correct the condition causing the employee's absence. Such demonstrations may take the form of personal statements of the employee, medical examinations or certifications of appropriate professionals, or other methods appropriate to the circumstances. The Department may require an employee to provide certification by a professional physician that the employee is sufficiently recovered as to be able to return to work without posing a health hazard to himself or herself or to other members of the workforce. Sick leave must be approved by the Department prior to payment. The Department shall not unreasonably withhold approval of sick leave with pay from employees. 8.8 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. Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 7 ============================================================== 8.9 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 9 ............. OTHER PAID LEAVE 9.1 BEREAVEMENT LEAVE - An employee will be granted five (5) days of bereavement leave for attending funerals in the State of Washington and seven (7) days for out of state funerals of members of the employee's immediate family. Immediate family shall be defined as spouse, child, stepchild, mother, father, mother/father in-law, brother, sister, bother/sister in-law, grandparents and grandchildren 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. 9.2 JURY DUTY, WITNESS LEAVE - An employee shall be granted leave of absence with pay for the purpose of reporting to Jury Duty or if subpoenaed as a witness. Any juror or witness fees received by the employee for the performance of such duties shall be assigned to the City. 9.3 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 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). ARTICLE 10............ RETIREMENT BENEFITS 10.1 Each employee shall be emolled 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 11............ INSURANCE BENEFITS 11.1 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 Plan "A" for Dependents. Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 8 ~----------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------ . Group Health Cooperative for Employees and Dependents or another plan of equivalent coverage approved by the Insurance Benefit Committee. 11.2 INSURANCE PREMIUM PAYMENTS -- Payment of insurance premiums shall be made as follows: 11.2.1 Employee and dependent premiums will be paid III full by the City for those employees enrolled with KPS. 11.2.2 Employees with coverage through GHC who enroll their dependents, will be required to pay ten dollars ($10) per month per dependent to a maximum ofthirty dollars ($30) per month for full family coverage. 11.3 DENTAL INSURANCE -- The City shall provide the same benefit levels as are contained in the Washington Dental Service Plan F dental insurance coverage for employees and their dependents and provide for full payment of insurance premiums. Any other plan must be approved by the Insurance Benefit Committee. 11.4 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 through the provisions of policies held by the City with Standard Insurance Company. The City shall pay a maximum of $12.50 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 Standard Insurance Company through payroll deductions authorized by each enrolled employee. 11.5 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 Association 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. 11.6 INSURANCE COMMITTEE -- The Insurance Benefits Committee shall be comprised off the following members: Mayor or designee, Human Resources Manager or designee, Administrative Services Director 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. Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 9 11.7 KPS COST CONTAINMENT MEASURES: The following cost containment measures under KPS shall become effective January 1, 2002: 11.7.1 $10 OFFICE VISIT CO-PAYMENT - Effective January 1, 2002, 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. 11.7.2 $50 ANNUAL PHARMACY CO-PAYMENT - Effective January 1, 2002, employees and dependents enrolled under KPS will pay an additional annual co-pay of$50.00 for covered prescriptions. 11.7.3 employee. Any required co-payments shall be the sole responsibility of the ARTICLE 12 ............ CLOTHING AND UNIFORM CLEANING ALLOWANCE 12.1 PURCHASE OF UNIFORMS -- The employer shall establish a Clothing Allowance Fund for the Bremerton Police Department. Each police officer shall be furnished uniforms as designated by the Chief of Police. Such uniforms shall be replaced on an as needed basis from the Clothing Allowance Fund, as determined by the Police Department Administration Office. All uniforms purchased by the Employer are to be and remain the property of the Employer. 12.2 CLOTHING ALLOWANCE -An annual allowance of five hundred dollars ($500.00) will be provided to non-uniformed, sworn personnel with less than twenty-one (21) years service with the City. Such allowance shall be paid during the month of January. The employer shall withhold the necessary federal income tax from the cleaning allowance as required by the Federal tax code as now written or hereinafter amended. This section does not apply to employees with 21 or more years with the City. 12.3 UNIFORM CLEANING ALLOWANCE -- There shall be an annual uniform cleaning allowance of three hundred twenty-five dollars ($325.00) per year for employees with less than twenty-one years service with the City. This applies to all personnel covered by this agreement. Such allowance shall be payable in January. An employee will not be required to pay back to the Employer funds received for the purpose of clothing or cleaning allowance after the employee has received such payment. The employer shall withhold the necessary federal income tax from the cleaning allowance as required by the Federal tax code as now written or hereinafter amended.. This section does not apply to employees with 21 or more years with the City. 12.4 CLEANING CONTRACT -- In the event the Employer secures a cleaning contract with an independent cleaning company during the term of this Agreement, 12.3 will become null and void. ====================================================== 10 Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 12.5 AL TERNATE CLOTHING AND UNIFORM CLEANING ALLOWANCE REIMBURSEMENT METHOD -- At the employee's option, in lieu of the provisions of Section 12.2 and 12.3, he/she may submit appropriate receipts for reimbursement of either or both of these allowances up to the maximum as specified in 12.2 and 12.3 above.. An employee must inform the Treasurer's Office no later than January 1 of each year that he/she wishes to utilize this alternative. ARTICLE 13 ............ PERSONNEL PRACTICES 13.1 DEFINITIONS - For the purpose of interpreting the provisions of this agreement, the following definitions shall apply: 13.1.1 13.1.2 13.1.3 13.1.4 Probationary Employee: An employee serving a twelve-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 and without recourse to the grievance procedure. Promotional Probation: A twelve-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 Chief of Police consistent with applicable Civil Service Rules and Regulations, and without recourse to the grievance procedure. LEOFF I Employee: An employee who qualifies for and is a member of the Washington State Retirement System commonly known as "LEOFF I". LEOFF II Employee: An employee who qualifies for and is a member of the Washington State Retirement System commonly known as "LEOFF II ". 13.2 PROMOTIONS AND V ACANCIES- All personnel reductions, filling of vacancies and promotions shall be handled in accord with existing Civil Service Rules and Regulations and shall not be subject to the grievance procedure. 13.3 INDEMNIFICATION OF EMPLOYEES -- The City shall provide legal defense and will pay all legitimate claims, settlements, judgements, 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. ARTICLE 14 ............ TUITION REIMBURSEMENT PROGRAM 14.1 An employee engaged in the pursuit of either undergraduate or graduate degrees related to the Law Enforcement profession shall receive limited tuition reimbursement if he or she meets the following guidelines: ====================================================================================================== 11 Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 14.1.1 14.1.2 14.1.3 14.1.4 14.1.5 14.1.6 Tuition reimbursement shall be limited only to those courses related to Law Enforcement subjects and with matriculation at an accredited college or university. The City will reimburse the employee up to a maximum of $75 per quarter credit hour or up to a maximum of $110 per semester credit hour up to a maximum of 12 credit hours for course registration fees only. Only full time bargaining unit employees in good standing in the Bremerton Police Department are eligible for tuition reimbursement. Tuition reimbursement shall be made if a grade of "C" or better is attained. Employee will be required to furnish proof of payment and an official grade report at the time reimbursement is requested. The Police Chief shall have the authority to grant tuition reimbursement pursuant to the above provisions, and shall have the authority to disapprove tuition reimbursement if cause is shown. It shall be understood that training and or study time will be undertaken during off-duty time. ARTICLE 15 ............ MANAGEMENT RIGHTS 15.1 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 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. ARTICLE 16 ............ GRIEVANCE PROCEDURE 16.1 DEFINITIONS 16.1.1 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. =====~~====================================================== 12 Collective Bargaining Agreement - Bremerton Police Management Association January I, 2002 through December 3 1,2003 16.1.2 CIVIL SERVICE APPEAL -- An appeal is an allegation of a violation of the Civil Service Rules which is to be resolved through the Civil Service Appeals procedure and is not resolvable through this Grievance Procedure. 16.1.3 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. 16.2 STEP 1 -- An employee who believes that the terms and conditions of this agreement have been violated shall first discuss the action giving rise to the belief with the Police Chief within fourteen (14) calendar days of the date the action took place or within fourteen (14) days of the date upon which the employee could reasonably have been expected to know of such action. The employee shall have the right to be assisted by an authorized Association representative during this discussion. 16.3 STEP 2 -- In the event that the Police Chief does not resolve the grievance to the satisfaction of the employee at Step 1 of this procedure, the employee shall reduce the grievance to writing and shall state: the section (or sections) of this agreement which is 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 Association representative in reducing his or her grievance to writing. The employee shall present the written grievance to the Police Chief within fourteen (14) calendar days of the date the employee met with the Police Chief. The Police Chief will reduce his or her decision on the grievance to writing and shall transmit the decision to the employee with a copy to the Association representative within fourteen (14) calendar days of receiving the written grievance. 16.4 STEP 3 -- In the event that the Police Chief does not resolve the grievance to the satisfaction of the employee at Step 2 of this procedure, the Association shall, on behalf of the employee, transmit a copy of the original grievance along with a copy of the Police Chiefs written response to the Director of Personnel and the Mayor within fourteen (14) calendar days of receipt of the Police Chiefs written response. The Human Resources Manager and the Mayor shall consider the grievance and may convene a meeting with the Association representative in an attempt to resolve the grievance. The Human Resources Manager shall reduce his or her decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the decision to the Association. 16.5 STEP 4 -- In the event that the Human Resources Manager and the Mayor do not resolve the grievance at Step 3 of this procedure, the Association may request arbitration of the issue by written notification to the Human Resources Manager. The Human Resources Manager and the Association shall meet within fourteen (14) calendar days of the date upon which the Human Resources Manager rendered his or her written decision on the grievance ======================================================== 13 Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 and shall select a neutral arbitrator by mutual agreement or through a mutually agreeable process. 16.6 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 nor recommend the alteration of the terms and conditions of the agreement in deciding the matter. As soon as is practicable after conducting the hearing, the arbitrator shall render a written decision which shall be binding upon the parties. 16.7 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. 16.8 TIME LIMITS -- Time limits established in this procedure shall be strictly adhered to but may be waived by mutual agreement of the Association and the City. All procedures contained herein shall be complied with as expeditiously as practicable. ARTICLE 17 ............ SEVERABILITY 17.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such tribunal pending a final determination as to its validity, the remaining provisions of this Agreement shall not be held invalid and shall remain in full force and effect. The Association and the City shall immediately meet and attempt to renegotiate any provision found invalid. ARTICLE 18............ ENTIRE AGREEMENT 18.1 The Association 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 Association 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. ARTICLE 19 ............ CONFLICTING PROVISIONS 19.1 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. ===========================================~~======== 14 Collective Bargaining Agreement - Bremerton Police Management Association January 1,2002 through December 31, 2003 ARTICLE 20 ............ TERM This Agreement shall become effective January 1, 2002 contingent upon ratification by both parties and shall remain in effect through December 31, 2003 and may be extended thereafter by mutual agreement. The City or the Association may request reopening of this Agreement any time within six (6) months prior to efthe expiration date for the purpose of negotiating changes to be effective upon ratification of the agreement by both the City and the Association. ARTICLE 21.......... SMOKING POLICY 21.1 The provisions of Human Resources Policy 3-50-05, Smoking Policy, will apply to employees represented by Bremerton Police Management Association, with the following exceptions: 21.1.1. Employees may smoke in a City vehicle when they are not transporting any other person(s). 21.1.2 Employees may smoke outside the entrance to the Westside Patrol Office. Article 22.......... POLICE OFFICERS' BILL OF RIGHTS The wide ranging powers and duties given to the Police Department and its members involve them in all manner of contacts and relationships with the public. Of these contacts come many questions concerning the actions of members of the force. These questions often require immediate investigation by superior officers designated by the Chief of the Bremerton Police Department. In an effort to insure that these investigations are conducted in a manner which is conducive to good order and discipline, the following guidelines are promulgated: 22.1 Internal Investigation Defined - For the purposes of this Appendix, the term "internal investigation" means an investigation by or under the authority of the Chief of Police of activities, circumstances or events pertaining to the conduct or acts of a City law enforcement employee. Such investigation shall be deemed a "criminal investigation" where it is suspected that such conduct or acts are or may be the basis for filing a criminal charge against such employee, and shall be deemed a "major investigation" where it is suspected that such conduct or acts may also or alternatively be the basis for discharge, suspension or other discipline of such employee. 22.2 Employee Advised of Alleged Misconduct - Every employee who becomes the subject of an internal investigation shall be advised at the time of any interview in connection therewith that, as the case may be, (s )he is suspected of: 22.2.1 Committing a criminal offense. 22.2.2 Misconduct which would be grounds for termination, suspension, or other disciplinary action; or that (s)he may be qualified for continued employment with the Police Department. At the time of the interview such employee shall ====================================================================================================== 15 Collective Bargaining Agreement - Bremerton Police Management Association January I, 2002 through December 31, 2003 also be informed of the name of the officer in charge of the investigation and the name ofthe officer who will be conducting the interview. 22.3 Representation by Counsel - Any employee who becomes the subject of a criminal investigation may have legal counsel present during all interviews of such employee. Such representation by counsel shall be confined to counseling and shall not be authority for any participation by counsel in the investigation. 22.4 Employee to be Informed in Writing-Recorded Interviews - ill the case of any major investigation and before any interview commences, the employee to be interviewed shall be informed in writing of the nature of the investigation including information necessary to reasonably appraise him/her of the allegations of any complaint and (s)he shall be afforded an opportunity and facilities to contact and consult privately with an attorney of his /her own choosing before being interviewed. Such employee may request that the interview be recorded, either mechanically or by a stenographer, and no questions shall be asked "off the record". Upon request, the employee under investigation shall be provided an exact copy of any written statement (s)he has signed and a verbatim transcript of any interview of such employee. 22.5 Interviewing Procedures - illterviews shall be held at a reasonable hour and preferably when the employee to be interviewed is on duty unless the exigencies of the interview indicate otherwise. Whenever possible, interviews shall be scheduled during the normal work day of the City. illterviewing shall be completed within a reasonable time and shall be accomplished under circumstances devoid of intimation or coercion. The employee being interviewed shall be entitled to such intermissions as (s)he shall request for personal necessities, meals, telephone calls, and rest periods. All interviewing shall be limited to the conduct or acts of the employee under investigation which form or may form the basis for disciplinary action, termination of employment or the filing of a criminal charge. 22.6 Intimidation of Employee Prohibited - No employee under investigation shall, as a guise for obtaining such employee's resignation, be falsely threatened with dismissal or other disciplinary action should (s)he refuse to resign, nor shall (s)he be subjected to abusive language or in any other manner intimated or offered promises or reward as an inducement to answer questions. ARTICLE 23.......... MANAGEMENT CERTIFICATIONS Employees who currently hold or who obtain management certifications through the Washington State Criminal Justice Training Commission will receive additional compensation for each certification as listed below: Middle Management Certification One Percent (1 %) Executive Certification One Percent (1 %) ==================================================== 16 Collective Bargaining Agreement - Bremerton Police Management Association January I, 2002 through December 31, 2003 (Maximum additional compensation is capped at two percent (2%) 23.2 Effective July 1, 2002, employees who currently hold or who obtain management certifications through the Washington State Criminal Justice Training Commission will receive additional compensation for each certification as listed below: Middle Management Certification One Percent (1 %) Executive Certification One and one-half Percent (1.5 %) (Maximum additional compensation is capped at two percent (2.5 %) 23.3 Effective July 1, 2003, employees who currently hold or who, obtain management certifications through the Washington State Criminal Justice Training Commission will receive additional compensation for each certification as listed below: Middle Management Certification One Percent (1 %) Executive Certification Two Percent (2 %) (Maximum additional compensation is capped at three percent (3 %) 23.4 Sections 23.1, 23.2 and 23.3 do not apply to LEOFF I employees with 21 or more years with the City. 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 Association and all of the employees in the bargaining unit covered by this agreement. APPROVED by the Bremerton City Council on the 26th day of December, 2001. \.J.;~J U~.i 00- Signed this ~ day ofJa'ffilaf)l, 0 . CITY OF BREMERTON: -~J-~ ,/' rector AGEMENT gn Crai og rs, resident C/VV -'\-v1 &-yJ Captain Ron Mox, Vice-President Honorable Cary Bozeman, Mayor 1/ =====================================================~~========== 17 Collective Bargaining Agreement - Bremerton Police Management Association January 1, 2002 through December 31, 2003 ATTEST: APPROVED AS TO FORM: ~~A:;:Y? =====~~======================================~~=========== 18 Collective Bargaining Agreement - Bremerton Police Management Association January 1,2002 through December 31,2003 POLICE MANAGEMENT LEOFF I 2002 EFF. 01/01/2002 RATES REFLECT 3.5% COLA BASE ANNUAL MONTHL Y SEMI-MONTHLY HOURLY MAX. DEF. COMPo 3% LIEUTENANTS STEP 2 STEP 3 STEP 1 68,151.84 5,679.32 2,839.66 32.64 85.19 69,642.72 5,803.56 2,901.78 33.35 87.05 71,160.24 5,930.02 2,965.01 34.08 88.95 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 69,514.80 71,035.68 72,583.44 MONTHLY 5,792.90 5,919.64 6,048.62 SEMI-MONTHLY 2,896.45 2,959.82 3,024.31 HOURLY 33.29 34.02 34.76 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 70,196.40 71,731.92 73,295.04 MONTHLY 5,849.70 5,977.66 6,107.92 SEMI-MONTHLY 2,924.85 2,988.83 3,053.96 HOURLY 33.62 34.35 35.10 10.25% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 75,137.52 76,781.04 78,454.08 MONTHLY 6,261.46 6,398.42 6,537.84 SEMI-MONTHLY 3,130.73 3,199.21 3,268.92 HOURLY 35.99 36.77 37.57 11.50% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 75,989.28 77,651.52 79,343.76 MONTHLY 6,332:44 6,470.96 6,611.98 SEMI-MONTHLY 3,166.22 3,235.48 3,305.99 HOURLY 36.39 37.19 38.00 EFF.0710112002 10.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 75,478.08 77,129.28 78,810.00 MONTHLY 6,289.84 6,427.44 6,567.50 SEMI-MONTHLY 3,144.92 3,213.72 3,283.75 HOURLY 36.15 36.94 37.74 12.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 76,330.08 77,999.76 79,699.44 MONTHLY 6,360.84 6,499.98 6,641.62 SEMI-MONTHLY 3,180.42 3,249.99 3,320.81 HOURLY 36.56 37.36 38.17 STEP 4 72,597.36 6,049.78 3,024.89 ' 34.77 90.75 74,049.36 6,170.78 3,085.39 35.46 74,775.36 6,231.28 3,115.64 35.81 80,038.56 6,669.88 3,334.94 38.33 80,946.00 . 6,745.50 3,372.75.;>. 38.77 :\./ 80,401.68 6,700.14 3,350.07 38.51 81,309.12 6,775.76 ." 3,387.88 ' 38.94 APPENDIX A STEP 5 74,172.~, 6,181.0~i 3.0~~:~~~ 92.72 = 75,~56.~~ .::~::~ 36.2~ - .,. .,~ , . 76;398.21 "'6,366.~ .,3,183,' ',~'I',i!o; " 36.S'j ._~ .' . -~ ~., -~~. ,81 J75~€\~ Jj,814.~t 3,'407.3~' t. " _~~ ," 39.1~ , 82 702.8'0; " ,I, ./r~ q,8S1 ;Sit " "",~ ",~,'5'1 " .' 39.6.f.,f " "', ,. ,- ,~~,.y 8~M6,~~ '.6,845:~ " 3,4?2..7i ,,', " 39.:1 , "g3r073~PI :::~t~1 39.7.i;~ POLICE MANAGEMENT LEOFF I 2002 EFF. 01/01/2002 RATES REFLECT 3.5% COLA BASE ANNUAL MONTHL Y SEMI-MONTHLY HOURLY MAX. DEF. COMPo 3% CAPTAINS STEP 2 STEP 3 STEP 1 77,011.44 6,417.62 3,208.81 36.88 96.26 78,696.24 6,558.02 3,279.01 37.69 98.37 80,411.04 6,700.92 3,350.46 38.51 100.51 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 78,551.76 80,270.16 82,019.28 MONTHLY 6,545.98 6,689.18 6,834.94 SEMI-MONTHLY 3,272.99 3,344.59 3,417.47 HOURLY 37.62 38.44 39.28 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 79,321.68 81,057.12 82,823.28 MONTHLY 6,610.14 6,754.76 6,901.94 SEMI-MONTHLY 3,305.07 3,377.38 3,450.97 HOURLY 37.99 38.82 39.67 10.25% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 84,905.04 86,762.64 88,653.12 MONTHLY 7,075.42 7,230.22 7,387.76 SEMI-MONTHLY 3,537.71 3,615.11 3,693.88 HOURLY 40.66 41.55 42.46 11.50% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 85,867.68 87,746.40 89,658.24 MONTHLY 7,155.64 7,312.20 7,471.52 SEMI-MONTHLY 3,577.82 3,656.10 3,735.76 HOURLY 41.12 42.02 42.94 EFF. 07/01/2002 10.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 85,290.24 87,156.00 89,055.12 MONTHLY 7,107.52 7,263.00 7,421.26 SEMI-MONTHLY 3,553.76 3,631.50 3,710.63 HOURLY 40.85 41.74 42.65 12.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 86,252.88 88,139.76 90,060.48 MONTHLY 7,187.74 7,344.98 7,505.04 SEMI-MONTHLY 3,593.87 3,672.49 3,752.52 HOURLY 41.31 42.21 43.13 STEP 4 82,035.12 6,836.26 3,418.13 39.29 102.54 83,675.76 6,972.98 . 3,486.49 40.07 84,496.08 7,041.34 .' 3,520.67 40.47 90,443.76 7,536.98 '. 3,768.49 43.32 APPENDIX A STEP 5 .."~, 83,815'4:1~ 6,984.6~ 3,492.3j,ii: 40 1~f . :::'If.. 104.77 , ';'.~1 . 85,491 :flt~; 7,124.32t , ~,w:,. 3,562.1~ . . 40.s..tl; ~,329.~i "oil!' ..7, 1~.11; '>3,5:~:~ ;'.. '92 406" :4..1; ~,\'! :,;.,,,~. 7,790.~ . 3,850.Z~ '. >i~", 44.~~ 91 ,469.04 ~~;;'. 93,454.31' '''::. ~~ 7,622.42 ;;,' " ,'7,787.a,j 3,8:;:~~ ~<};";';.C;rl?!~~i ~:~~~; :;i;~*9~~1 91,879.44 . 7,656.62' 3,828.31 44.00 , -,:',,~.t:;';: 93,873,~: '..if~ .." 7,822.7,~? .....3,9::1 POLICE MANAGEMENT LEOFF II 2002 EFF.01/01/2002 RATES REFLECT 3.5% COLA BASE ANNUAL MONTHLY SEMI-MONTHLY HOURLY MAX. OEF. COMPo 3% LIEUTENANTS STEP 2 STEP 3 STEP 1 68,151.84 5,679.32 2,839.66 32.64 85.19 69,642.72 5,803.56 2,901.78 33.35 87.05 71,160.24 5,930.02 2,965.01 34.08 88.95 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 69,514.80 71,035.68 72,583.44 MONTHLY 5,792.90 5,919.64 6,048.62 SEMI-MONTHLY 2,896.45 2,959.82 3,024.31 HOURLY 33.29 34.02 34.76 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 70,196.40 71,731.92 73,295.04 MONTHLY 5,849.70 5,977.66 6,107.92 SEMI-MONTHLY 2,924.85 2,988.83 3,053.96 HOURLY 33.62 34.35 35.10 7.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 73,433.52 75,040.08 76,675.20 MONTHLY 6,119.46 6,253.34 6,389.60 SEMI-MONTHLY 3,059.73 3,126.67 3,194.80 HOURLY 35.17 35.94 36.72 9.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 74,285.52 75,910.56 MONTHLY 6,190.46 6,325.88 SEMI-MONTHLY 3,095.23 3,162.94 HOURLY 35.58 36.36 77,564.64 6,463.72 3,231.86 37.15 h:\02bud\Official Police Management 2002 Appendix A.xls POL MGT LII 2002 12/10/01 2:31 PM STEP 4 APPENDIX A STEP 5 7:~m (t~~i~~i 90.75 92.72 74,049.36 6,170.78 3,085.39 35.46 74,775.36 6,231.28 3,115.64 35.81 78,223.68 6,518.64 3,259.32 37.46 79,131.12 6,594.26 3,297.13 37.90 POLICE MANAGEMENT LEOFF II 2002 CAPTAINS EFF. 01101/2002 STEP 1 STEP 2 STEP 3 RATES REFLECT 3.5% COLA BASE ANNUAL 77,011.44 78,696.24 80,411.04 MONTHLY 6,417.62 6,558.02 6,700.92 SEMI.MONTHL Y 3,208.81 3,279.01 3,350.46 HOURLY 36.88 37.69 38.51 MAX.. DEF. COMPo 3% 96.26 98.37 100.51 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 78,551.76 80,270.16 82,019.28 MONTHLY 6,545.98 6,689.18 6,834.94 SEMI-MONTHLY 3,272.99 3,344.59 3,417.47 HOURLY 37.62 38.44 39.28 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 79,321.68 81,057.12 82,823.28 MONTHLY 6,610.14 6,754.76 6,901.94 SEMI-MONTHLY 3,305.07 3,377.38 3,450.97 HOURLY 37.99 38.82 39.67 7.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 82,979.76 84,795.12 86,642.88 MONTHLY 6,914.98 7,066.26 7,220.24 SEMI-MONTHLY 3,457.49 3,533.13 3,610.12 HOURLY 39.74 40.61 41.50 9.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 83,942.40 85,778.88 MONTHLY 6,995.20 7,148.24 SEMI-MONTHLY 3,497.60 3,574.12 HOURLY 40.20 41.08 87,648.00 7,304.00 3,652.00 41.98 h:\02bud\Official Police Management 2002 Appendix A.xls POL MGT LII 2002 12/10/012:31 PM STEP 4 APPENDIX A STEP 5 8::r:~~ :'~'\~rii 102.54 104.77 83,675.76 6,972.98 3,486.49 40.07 84,496.08 7,041.34 3,520.67 40.47 88,392.96 7,366.08 3,683.04 42.33 89,418.24 7,451.52 3,725.76 42.82 POLICE MANAGEMENT LEOFF I 2003 EFF. 01/01/2003 RATES REFLECT 3.5% COLA BASE ANNUAL MONTHL Y SEMI-MONTHLY HOURL Y MAX. DEF. COMPo 4% LIEUTENANTS STEP 2 STEP 3 STEP 1 70,537.20 5,878.10 2,939.05 33.78 117.56 72,080.16 6,006.68 3,003.34 34.52 120.13 73,650.96 6,137.58 3,068.79 35.27 122.75 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 71,947.92 73,521.84 75,124.08 MONTHLY 5,995.66 6,126.82 6,260.34 SEMI-MONTHLY 2,997.83 3,063.41 3,130.17 HOURLY 34.46 35.21 35.98 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 72,653.28 74,242.56 75,860.40 MONTHLY 6,054.44 6,186.88 6,321.70 SEMI-MONTHLY 3,027.22 3,093.44 3,160.85 HOURLY 34.80 35.56 36.33 11.75 COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 78,825.36 80,549.52 82,304.88 MONTHLY 6,568.78 6,712.46 6,858.74 SEMI-MONTHLY 3,284.39 3,356.23 3,429.37 HOURLY 37.75 38.58 39.42 13.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 79,707.12 81,450.48 83,225.52 MONTHLY 6,642.26 6,787.54 6,935.46 SEMI-MONTHLY 3,321.13 3,393.77 3,467.73 HOURLY 38.17 39.01 39.86 EFF 7/01/2003 12.25% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 79,177.92 80,910.00 82,673.28 MONTHLY 6,598.16 6,742.50 6,889.44 SEMI-MONTHLY 3,299.08 3,371.25 3,444.72 HOURLY 37.92 38,75 39.59 13.5% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 80,059.68 81,810.96 83,593.92 MONTHLY 6,671.64 6,817.58 6,966.16 SEMI-MONTHLY 3,335.82 3,408.79 3,483.08 HOURLY 38.34 39.18 40.04 STEP 4 75,138.24 6,261.52 3,130.76 35.99 125.23 76,641.12 6,386.76 3,193.38 36.71 77,392.32 6,449.36 3,224.68 37.07 .' .", 83,966.88 6,997.24 3,498.62 ' 40.21 84,906.24 ,. 7,075.52 .y... ,"_..1'-....-.-;. - 3,537.76 -;.~: ,', 40.66 'or ',e'" 84,342.72 7,028.56 3,514.28 40.39 85,281.84 7,106.82 "";'.' 3,553.41 40.84 .' APPENDIX A STEP 5 .. 76,769.04 6,397.4~ 3,198.7t ~"!.:c:--' 36.~' 127.95 .. ....78,304.31; >6,525-3'1 .'. .'.:3,262.61 ',' 37.5~ , ''':-lr 79,072.q~~;; - 6,589.~. 3,294'~1 37.81~ .',85;789.~ . 7;149,1;~ :'3,57.d'l , "41.Qj; 86.748.96? .^' '<?'"?,\ 7.~29'1~": 3,614. '( 41.5 ' ,. ",.;" ~ 86,173;2,~ '. --"-'~ff~: ,7,181:\~ '- -,"'.','ilit;'.:t. 3 590.5i? ','41.r~ .,-itF 87" 132.~ " 7;2q1.ql :'?:6~tl POLICE MANAGEMENTLEOFF I 2003 EFF.01101'2003 RATES REFLECT 3.5 COLA BASE ANNUAL MONTHLY SEMI-MONTHLY HOURL Y MAX. DEF. COMPo 4% CAPTAINS STEP 2 STEP 3 STEP 1 79,706.88 6,642.24 3,321.12 38.17 132.84 81,450.72 6,787.56 3,393.78 39.01 135.75 83,225.52 6,935.46 3,467.73 39.86 138.71 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 81,300.96 83,079.84 84,889.92 MONTHLY 6,775.08 6,923.32 7,074.16 SEMI-MONTHLY 3,387.54 3,461.66 3,537.08 HOURLY 38.94 39.79 40.66 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 82,098.00 83,894.16 85,722.24 MONTHLY 6,841.50 6,991.18 7,143.52 SEMI-MONTHLY 3,420.75 3,495.59 3,571.76 HOURLY 39.32 40.18 41.05 11.75 COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 89,072.40 91,021.20 93,004.56 MONTHLY 7,422.70 7,585.10 7,750.38 SEMI-MONTHLY 3,711.35 3,792.55 3,875.19 HOURLY 42.66 43.59 44.54 .13.0% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 90,068.88 92,039.28 94,044.72 MONTHLY 7,505.74 7,669.94 7,837.06 SEMI-MONTHLY 3,752.87 3,834.97 3,918.53 HOURLY 43.14 44.08 45.04 EFF.0710112003 12.25% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 89,471.04 91,428.48 93,420.72 MONTHLY 7,455.92 7,619.04 7,785.06 SEMI-MONTHLY 3,727.96 3,809.52 3,892.53 HOURLY 42.85 43.79 44.74 13.5% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 90,467.28 92,446.56 94,460.88 MONTHLY 7,538.94 7,703.88 7,871.74 SEMI-MONTHLY 3,769.47 3,851.94 3,935.87 HOURLY 43.33 44.28 45.24 STEP 4 84,906.24 7,075.52 3,537.76 40.66 141.51 86,604.48 7,217.04 3,608.52 41 .48 87,453.36 7,287.78 3,643.89 41.88 ' 94,882.80 7,906.90 3,953.45 45.44 95,944.08 7,995.34 3,997.67 45.95 APPENDIX A STEP 5 86,748.9&' "l'f.. 7,229.08l '<!li' 3,614.~~ . 4.1.~: 144.58 88 483.si' . I """....:." '7,373.. .3,686.~_ '. 42.3Qj . . "'if 89,351.5~; .. .~ 7,445,91 3,722.9,1 .. 42.7. . . ~ 96,942'~1 8,078.~ '1r~ ....4,039;1~. .~ , 46..' '., . .' - .. ...~ 98 026.~~ . ~ .~' " 8!168'~1 084~ . 4: '46:~1 9~:~~~:~:t,/,':'i~6:i~~':I~. ~.';. 3 971.14 .i;; 4057:3:j? I , '. . _ ,;_,',' ,I , _ ,~" 45.65 ,,'> ............. :46. "" .. , . - '. -,,~ 96,368.64 8,030.72 4,015.36 46.15 98,460.qil ,8,205., .: . 4,102.~ . 47.1J~ POLICE MANAGEMENT lEOFF II 2003 EFF.01/01/2003 RATES REFLECT 3.5% COLA BASE ANNUAL MONTHL Y SEMI-MONTHLY HOURLY MAX. DEF. CaMP. 4% LIEUTENANTS STEP 2 STEP 3 STEP 1 70,537.20 5,878.10 2,939.05 33.78 117.56 72,080.16 6,006.68 3,003.34 34.52 120.13 73,650.96 6,137.58 3,068.79 35.27 122.75 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 71,947.92 73,521.84 75,124.08 MONTHLY 5,995.66 6,126.82 6,260.34 SEMI-MONTHLY 2,997.83 3,063.41 3,130.17 HOURLY 34.46 35.21 35.98 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 72,653.28 74,242.56 75,860.40 MONTHLY 6,054.44 6,186.88 6,321.70 SEMI-MONTHLY 3,027.22 3,093.44 3,160.85 HOURLY 34.80 35.56 36.33 7.75 COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ANNUAL 76,003.92 77,666.40 79,358.88 MONTHLY 6,333.66 6,472.20 6,613.24 SEMI-MONTHLY 3,166.83 3,236.10 3,306.62 HOURLY 36.40 37.20 38.01 9% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 76,885.44 78,567.36 MONTHLY 6,407.12 6,547.28 SEMI-MONTHLY 3,203.56 3,273.64 HOURLY 36.82 37.63 80,279.52 6,689.96 3,344.98 38.45 h:\02bud\Official Police Management 2002 Appendix A.xls POL MGT L11 2003 12/10/01 2:31 PM STEP 4 75,138.24 6,261.52 3,130.76 35.99 125.23 76,641.12 . 6,386.76 3,193.38 36.71 77,392.32 6,449.36 3,224.68 37.07 80,961.36 6,746.78 3,373.39 38.77 81,900.72 6,825.06 3,412.53 39.22 APPENDIX A STEP 5 127.95 POLICE MANAGEMENT LEOFF II 2003 EFF.01/01/2003 RATES REFLECT 3.5 COLA BASE ANNUAL MONTHL Y SEMI-MONTHLY HOURLY MAX. DEF. COMPo 4% CAPTAINS STEP 2 STEP 3 STEP 1 79,706.88 6,642.24 3,321.12 38.17 132.84 81,450.72 6,787.56 3,393.78 39.01 135.75 83,225.52 6,935.46 3,467.73 39.86 138.71 2% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT ANNUAL 81,300.96 83,079.84 84,889.92 MONTHLY 6,775.08 6,923.32 7,074.16 SEMI-MONTHLY 3,387.54 3,461.66 3,537.08 HOURLY 38.94 39.79 40.66 3% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT ANNUAL 82,098.00 83,894.16 85,722.24 MONTHLY 6,841.50 6,991.18 7,143.52 SEMI-MONTHLY 3,420.75 3,495.59 3,571.76 HOURLY 39.32 40.18 41.05 7.75 COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT ~~ M,~~ ~~~ ~~.~ MONTHLY 7,157.02 7,313.60 7,472.96 SEMI-MONTHLY 3,578.51 3,656.80 3,736.48 HOURLY 41.13 42.03 42.95 9% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT ANNUAL 86,880.48 88,781.28 MONTHLY 7,240.04 7,398.44 SEMI-MONTHL Y 3,620.02 3,699.22 HOURLY 41.61 42.52 90,715.92 7,559.66 3,779.83 43.45 h :\02bud\Official Police Management 2002 Appendix A.xls POL MGT L11 2003 12/10/01 2:31 PM STEP 4 84.906.24 7,075.52 3,537.76 40.66 141.51 86,604.48 7,217.04 3,608.52 41.48 87,453.36 7,287.78 3,643.89 41.88 . 91,486.56 7,623.88 3,811.94 43.82 92,547.84 7,712.32 3,856.16 44.32 APPENDIX A STEP 5 144.58 LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 18 of the Collective Bargaining Agreement by and between the City of Bremerton and the Police Management Association. Article 4, Sections 4.2.1, 4.2.2, 4.2.3 and 4.2.4 are hereby amended as follows: 4.2.1 Effective January 1, 2002 for LEOFF I employees only: Commencing 21 through 25 years continuous employment 10.25% Commencing 26 years and over continuous employment 11.5% 4.2.2 Effective July 1, 2002 for LEOFF I employees only: Commencing 21 through 25 years continuous employment 10.75% Commencing 26 years and over continuous employment 12% 4.2.3 Effective January 1,2003 for LEOFF I employees only: Commencing 21 through 25 years continuous employment 11.75% Commencing 26 years and over continuous employment 13% 4.2.4 Effective July 1, 2003 for LEOFF I employees only: Commencing 21 through 25 years continuous employment 12.25% Commencing 26 years and over continuous employment 13.5% The purpose of this amendment is to clarify the intent of the parties during negotiations. The original two per cent (2%) Certification pay was treated as special pay in the previous contract, and we failed to take that into consideration when the percentages were listed in the contract. The remaining provisions of this Agreement shall remain in full force and effect. Dated this 9th day of January 2002. FOR THE CITY OF BREMERTON FOR THE ASSOC MANAGEMENT {?~~ CAROL S. CONLEY Director of Human Resources ~ .' AGENDA BILL BREMERTON CITY COUNCIL 1. SUBJECT: Collective Bargaining Agreement between the City and Police Management Association. FOR AGENDA OF: December 26,2001 ORIGINATING DEPT: Human Resources ORIGINATOR: Carol Conley DATE SUBWTTED: December 19,2001 City Treasurer: 3. EXHIBITS: Proposed Collective Bargaining Agreement between the City and Police Management Association 2. CLEARANCES: City Attorney. Executive Session: 12-19-01 ENDORSE~NT)J1 INFOf11ATION [] APPROVED BY COUNCIL PRESIDENT- R SUB MA YOR Clj-'1.'- i1, ~ COUNCIL PRESIDEN._ ...c::::..-------:. TTAL: ,,-- -1' ~'./ 4. SUMMARY STATEMENT AND REQUIREMENT FOR COUNCIL ACTION: Pursuant to RCW 41.56, negotiations have concluded between representatives of the City and the Police Management Association (PMA) 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 expires on December 31, 2001. The new CBA is for a two (2) year tel1l1, beginning January 1, 2002 through December 31,2003. It has been ratified by the PMA membership. Council approval is required to implement this agreement. 5. RECOMMENDATION: Motion to approve the Collective Bargaining Agreement by and between the City and the PMA, January 1, 2002 through December 2003, and make the necessary amendments to the budget. 6. RESPONSIBLE OFFICIAL: Carol Conley ENFORCEMENT OFFICIAL: Carol Conley EXPIRATION DATE: 12/31/2001 REVIEW DATE: 1-1-2002 7. NOTICE OF ACTION: PULLED [] TABLED [] APPROVED M DISAPPROVED[] AMENDED [] DATE: COUNCIL DIRECTIVE: 0a-v.- ~ ~ ~ 5/ q S' U- (h/Cfo ~. f-Jo. AGEND~AL~~'( -,~ 9~ "",,-VT/ ) ~J(;t;; ,'7a tACt1,u:;{~ "" 2. CLEARANCE COMMENTS: 9. IMPACT OF NON-PASSAGE: I Failure of the Council to ratify this CBA and pro:vide funding would result in continuing negotiations I between the City and thePMA. I I I I 10. IMPACT ON STAFFING. BUDGETS. FACILITIES. EQUIPMENT OR OTHER RESOURCES: I I , I I The cost of these changes will be approximately;$ I budget to cover the cost of implementing this agteement. I I I I I . Sufficient funds are available in the 11. RESEARCH SOURCES: CITY OF BREMERTON CLERK'S OFFICE MEMORANDUM Date: . February 11, 2002 To: Craig Rogers, Police Department . 1/ Cherie Henry, Office Assistant Sr. SpeciY . Collective Bargaining Agreement - Bremerton Police Management Assoc. From: Re: ------------------ ------------------ Attached for your records is a fully executed duplicate original of the above reference agreement. cc: Human Resources (w/encl) +--------------------------------------------------------------------------+ +Browse: Next Previous First Last Update Delete Restart X - Exit + +Retrieve the Next record + +Found: 2 Record(s) MAINTAIN Contract Transactions + + Contract Number 2236 + + +Vendor Name +Subject +Department +Status Code + + + + + + + + + + + BREMERTON POLICE MANAGEMENT ASSOCIATION COLLECTIVE BARGAINING AGREEMENT HUMAN RESOURCES EMP Insurance Type Amount Amount Begin Date End Date Review Date Insurance Total Insurance Review Date Comments + + + + + + + 01/01/1986 + 12/31/2003 + 07/01/2003 + + + + $0.00 + + + + + + + +--------------------------------------------------------------------------+